A good salary and standard health insurance might get employees in the door, but if you want to keep them engaged and excited about their work, it takes more than just the basics. Traditional perks that include gym memberships and free snacks are fine, but today’s workforce is looking for benefits that genuinely enhance their daily experience—ones that show they’re valued as individuals, not just cogs in a machine. Companies that go beyond the usual incentives often see a direct impact on morale, retention, and overall productivity. If you’re wondering what kind of benefits actually move the needle, let’s discover some less common options that can transform the workplace.
Technology can Strengthen Employee Appreciation for Remote Teams
Remote work is here to stay, but one of the biggest challenges companies face is making employees feel like they’re part of something bigger than just their home office. Without those casual in-person interactions, remote teams can easily feel overlooked. That’s where technology steps in—not just for meetings and project management but for reinforcing employee appreciation in a meaningful way.
When done right, digital tools can create a culture of recognition that keeps employees engaged, no matter where they are. Think beyond the standard “Employee of the Month” email. Virtual awards, personalized messages from leadership, and real-time recognition platforms allow managers to highlight achievements as they happen. And it’s not just about work performance—acknowledging birthdays, work anniversaries, and personal milestones can go a long way in making employees feel seen.
ESOPs can Make Employees Feel More Invested in the Business
Ownership is a powerful motivator. While salary and bonuses provide short-term satisfaction, an Employee Stock Ownership Plan (ESOP) gives workers a real stake in the company’s success. Instead of just working for a paycheck, employees become part-owners, which naturally increases engagement and accountability. But setting up an ESOP isn’t as simple as handing out shares—companies that do it right rely on an ESOP analyst to structure the plan effectively and ensure that employees and the business benefit in the long run.
An ESOP works by allowing employees to acquire shares of the company over time, usually at no cost to them. This means that as the company grows, so does their financial interest. Studies have consistently shown that employees in ESOP companies tend to be more productive and committed because they have a direct financial incentive tied to their performance. Bringing in an ESOP analyst ensures that the transition is smooth, compliant with regulations, and structured in a way that aligns with the company’s goals.
Student Loan Assistance Could be the Benefit Employees Actually Need
For many employees, student loan debt isn’t just an inconvenience—it’s a major financial burden that impacts everything from homeownership to retirement savings. While traditional benefits like 401(k) matching are great, they don’t mean much to someone struggling with monthly loan payments. Companies that offer student loan repayment assistance stand out because they address a real concern in their employees’ lives.
This benefit can take different forms. Some companies contribute a set amount each month toward student loans, while others allow employees to divert unused benefits, like paid time off, toward debt repayment. There’s even a growing trend of tying student loan contributions to company tenure—rewarding employees who stay longer with higher contributions.
Unlimited PTO can Really Work Without Becoming a Productivity Nightmare
Unlimited paid time off (PTO) might sound like an invitation for employees to book a one-way ticket to the beach and never return, but in reality, it can lead to better work-life balance and higher productivity. The key is implementing it in a way that aligns with company culture.
When done right, unlimited PTO empowers employees to take the time they need without feeling guilty. Instead of banking vacation days and stressing about whether they’ll lose them, they can take time off as needed, which often leads to more thoughtful, intentional breaks. The result? When they’re at work, they’re fully engaged rather than burnt out and counting down the days until their next vacation. Companies that see success with unlimited PTO set clear expectations. Employees still need to meet their deadlines, and managers must lead by example by actually taking time off themselves. If leadership is constantly working, employees will feel pressure to do the same, defeating the purpose of the policy.
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