Employees of Berwick Royal Oak in Victoria benefit every day from the proactive approach taken by planners of the new retirement residence. “Instead of the usual closet-like staff room hidden in the bowels of the building with no windows and cast-off furnishings,” the flagship site provides a large space for staff to relax on breaks, Administrator Donna Rutten says.
The staff room features big windows, comfortable couches, chairs, a large-screen television, a business desk, a computer, telephone and a separate eating area – a completely stocked kitchen with dishes and condiments.
This clearly sends a message to staff that they are important people too, Rutten says. “Retirement buildings are luxurious for residents, but historically we have tended to treat staff space as a place for the ‘hired help.’ This is not an attitude that endears an employer to employees.” If an employer expects staff to fulfill their duties in a professional, efficient manner, everyone needs a place and time to unwind and recharge from the pressures of work, she says.
Another perk allows employees to buy their meals at a very reduced cost. “Nothing is worse than smelling those wonderful aromas drifting from the dining room and then having to go face a stale sandwich for your lunch,” Rutten says. Employers need to revamp the way they view staff. “We have to move to the attitude that our first customer is our staff. And we’ll have to adapt our services and physical plants to reflect this if we are going to retain quality employees.”
More employers are coming to share that view as they seek to attract staff and keep them content and loyal. Chartwell Seniors Housing REIT has a wide variety of benefits and incentives, but one of the most appreciated is flex-time working arrangements. RRSP contributions are matched, and employees at some levels are eligible for company shares. At corporate national office, employees have access to a gym and a daycare.
At Diversicare Canada Management Services, a company-wide, award-winning Continuous Quality Improvement Program includes mentoring, a “promote from within” philosophy, a bursary program and an annual conference at a resort. In addition, each site across the country has its own staff-appreciation programs. One site held a staff spa night, featuring manicures, eyebrow waxing, pedicures and chair massages. Other examples include wine and cheese evenings, an Academy Awards night with Oscar presentations, golf events and summer family picnics.
Across the business world in general, market competition has increased the number and variety of perks being offered, according to a survey last fall by the Canadian Payroll Association (CPA). As companies scramble to attract and retain skilled workers in a market, “they’re becoming very creative in designing new employee perks in order to compete,” said an association release, which ranked 39 perks in order of popularity.
Group term life insurance took first place, offered by 61% of companies surveyed, with car allowances second at 46%. Also near the top were tuition fees at 42% and professional membership fees at 39%.
Some of the less common perks: counselling services (21%), recreational facilities and club dues (9%), educational allowances for children (4%) and transit passes (3%). Childcare expenses (2%) sat at the very bottom of the list. “This probably doesn’t mean that employees are uninterested in the benefit,” says CPA President Patrick Culhane, “but rather, it is a high-cost item for employers.”
About Muriel Duncan
