Connected Accounting’s Post

More than half of employees want their employers to cover their expenses related to returning to the office. Stipends, flexible schedules, and financial wellness programs are just some ways employers can ease the expense. What is the biggest cost impacting your return to the office? #EmployeeBenefits #ReturntoOffice #HumanResources https://lnkd.in/gM6CqcxB

Navigating the transition back to the office can be complex. As companies consider RTO mandates, understanding what employees value is crucial. Here are some key benefits that could make a difference: • Fuel Reimbursement: Leading the list, half of the employees consider this crucial. • Health Insurance & Unlimited PTO: Both stand strong at 47%. • Free Lunches & A Four-Day Work Week: Close behind, enhancing daily work life. • A 15% Raise: Tied with a shorter week, showing financial incentives matter. • Learning and Development: A significant 31% value growth opportunities. • Wellness Programs: From fitness to mental health, employees seek support. • Child Care Reimbursement: Balancing work and family is essential for many. Embracing these insights can aid in crafting policies that not only encourage RTO but also foster a supportive and productive workplace culture. For a deeper dive into the benefits employees are seeking, you can read the full article here. Incorporating #ReturnToOffice, #EmployeeBenefits, and #WorkplaceCulture into our strategies ensures we're aligning with what truly matters to our team in this evolving work environment. #BenefitsGuyatUSI https://lnkd.in/gAMAPee2?

So, there’s been a lot of talk about flexibility in the corporate world lately, and I gotta share a story with you!👇 “We want to make you an offer, Ana.” That was the call I got one Friday. Everything was set: the CEO agreed on the rem, job remit, and a hybrid working policy—3 days in the office (my choice of days), and 2 days working from home. This has been non-negotiable for me since 2017. I was okay with the first 4 weeks in the office 5 days a week for onboarding. The hiring manager went on vacation, and I was supposed to start soon as head of finance. 48 hours after the verbal offer, I still hadn’t received a contract. Finally, the contract showed up just 2 days before my start date. The flexible working policy clause was completely changed. Instead of 4 weeks, it was now 6 weeks in the office, and they pre-selected my days. Plus, meetings started to pop up in my diary from 8:30 a.m. (my day starts at 9 a.m.). I pushed back and said this wasn’t what we agreed on. I even attached evidence of our previous conversations. No reply. No clarification. A few hours later, I got a call from the recruiter: “Ana, I’m so sorry, but the CEO changed her mind about flexibility and withdrew the offer. She wants someone in the office every day and needs them to start when she wants. She also mentioned she doesn’t want to deal with mummas, child cares and sick babies”. 🤷♀️ I replied, “Glad we cleared it out at the start. As it says a lot about the culture and the CEO. Discrimination, rigidity, inconsistency in decision -making process. “ I would not share the name of the company, not to damage CEO’s retirement plans.  🙈 [Sigh] P.S. I’ve been advocating for flexibility for my teams and myself since before COVID. My top performers were those who worked from home most of the time. The ones on performance improvement plans were in the office 5 days a week. Coincidence? Maybe, but facts are facts. And no, people shouldn’t have to prove themselves before earning flexibility. It should be standard. If you want the best from people, you have to give them a baseline of trust. Plus, there’s a 6-month probation period for them to prove themselves anyway. ✅Lesson 1: Be super clear on your non-negotiables—what you can sacrifice and what you can’t. Ask yourself: If I were offered double the salary, would I sacrifice this non-negotiable? If yes, it’s not a true non-negotiable. Keep exploring what matters to you; this is key to finding satisfaction in your corporate job. I knew I wouldn’t give up my flexibility for any salary. ✅Lesson 2: Stay alert. Notice any red flags. Intuition is not just ‘your gut feeling’ – it is the summary of all your past experiences transcended now in the guidance you gotta listen to.  It never let me down. More in comments 👇 #worklifebalance #workingparent #coaching #corporatelife

The bottom line argument for emotional intelligence in 1-sentence: "Businesses have so much to gain from healthy, thriving teams, and so much to lose through the alternative." Molly Johnson-Jones makes a compelling case in this Forbes piece that PTO and productivity ARE in fact correlated, just not how you'd think https://lnkd.in/ePf2S3c2

Low Cost, Low Effort Benefits for Small Businesses Introduction Attract and keep employees with strategic, affordable benefits. Why Benefits Matter Boost job satisfaction, loyalty, and reduce turnover. Affordable Benefits Options Flexible Work Schedules: Remote work, flexible hours, and shorter summer Fridays. Health and Wellness: Discounted gym memberships, wellness workshops, and healthy office snacks. Professional Development: Online courses, workshops, and mentorship programs. Employee Recognition: Employee of the Month, peer recognition, and milestone celebrations. Retirement Plans: SEP IRAs and Simple IRAs for easy, low-cost retirement savings. Making Benefits Appealing Personalization: Offer benefits employees value through surveys and customizable options. Communication: Clearly explain benefits and keep employees informed. Inclusive Culture: Promote diversity, team-building, and a supportive environment. Implementing Benefits Plan and Budget: Assess finances and prioritize benefits. Roll Out in Phases: Start with affordable benefits and add more gradually. Evaluate and Adjust: Collect feedback and make necessary changes. Conclusion Strategic, low-cost benefits can keep employees happy and drive business success. Read the full article here: https://lnkd.in/e_62eSgx #SmallBusiness #EmployeeBenefits #FlexibleWork #WellnessPrograms #ProfessionalDevelopment #EmployeeRecognition #RetirementSavings #InclusiveCulture #BusinessGrowth

Return-to-office expenses like parking and tolls can add up quickly, so many employers are offering stipends, flexible policies, and financial wellness programs to help them navigate these costs. Discover more tips on how to prepare your employees for a full return to the office: https://lnkd.in/gYYu6wkz. #EmployeeBenefits #ReturnToOffice #HumanResources https://lnkd.in/g22KueVZ

Return-to-office expenses like parking and tolls can add up quickly, so many employers are offering stipends, flexible policies, and financial wellness programs to help them navigate these costs. Discover more tips on how to prepare your employees for a full return to the office: https://lnkd.in/gWfmKMQi. #EmployeeBenefits #ReturnToOffice #HumanResources https://lnkd.in/gdGu5GNb

Return-to-office expenses like parking and tolls can add up quickly, so many employers are offering stipends, flexible policies, and financial wellness programs to help them navigate these costs. Discover more tips on how to prepare your employees for a full return to the office: https://lnkd.in/gY8A-bZZ. #EmployeeBenefits #ReturnToOffice #HumanResources https://lnkd.in/gaJ46akJ

Return-to-office expenses like parking and tolls can add up quickly, so many employers are offering stipends, flexible policies, and financial wellness programs to help them navigate these costs. Discover more tips on how to prepare your employees for a full return to the office: https://lnkd.in/gz7vjgSx. #EmployeeBenefits #ReturnToOffice #HumanResources https://lnkd.in/gnTRZhGf

Return-to-office expenses like parking and tolls can add up quickly, so many employers are offering stipends, flexible policies, and financial wellness programs to help them navigate these costs. Discover more tips on how to prepare your employees for a full return to the office: https://lnkd.in/gD8Ns-fs. #EmployeeBenefits #ReturnToOffice #HumanResources https://lnkd.in/gvTX94yS