Mind-numbing presentations

Yesterday I walked out on a presentation I was invited to about changes in technology. This is not the first time I have done this. I have come to the conclusion that I have only so much time and power in my batteries and I won’t waste it on a boring and lack-lustre presentation. So what drove me out the door? The presenter spent most of his time talking to the screen effectively reading the script of the presentation to his audience. There was little interaction between him and his audience. He spoke in a monotone and just rambled on. The problem is that many workshops and seminars I attend look and sound like this. If you are going to spend financial resources on planning these kinds of events to attract new clients why not put the additional effort to captivate them by building a presentation that disseminates information in a way that uses humour, drama and gets the participants involved in the presentation. When you get in front of an audience and just read the deck it says you really didn’t prepare or you really don’t care that much. That’s a terrible message to send out to you audience. When choosing the member of your staff to give a public presentation pick someone who is confident and speaks well in front of people, not someone who is introverted and uncomfortable in public situations. You only get one opportunity to make a great impression and these kinds of interactions can work to attract to new business or send potential customers running in the opposite direction. I am sorry to say that more often that not I underwhelmed at the seminars and workshops I attend. People start putting more time and effort into your presentations.

3 Shifts in Perception that Will Diminish Anxiety for Entrepreneurs

As a high performer set on goal achievement, you have probably programmed your subconscious mind to believe that your perceptions are aligned with the optimal way to perform at your highest level. But if your perceptions are stimulating anxiety, that is not the case. When anxiety overwhelms you, it limits your ability to create and connect with confidence and clarity, which is essential to an entrepreneur’s long term success.

Diminish anxiety, and you can operate from a state of flow that grants you confidence and clarity. If you choose to shift your perceptions in the following three areas and align them with your flow state, you will do just that.

1. Your perception of time

The vision of massive impact you hold in your heart will undoubtedly stimulate pressure in your mind. Because of this, time becomes more precious as almost every minute of your waking day is analyzed from a lens of performance, productivity and profit. But a curious perception of time starts to unfold in your mind when you live this way: You think you don’t have time, but you act like it’s never going to end.

This perception that “you don’t have time” triggers impatience, and impatience is a symptom of anxiety. Impatience will cause you to make mistakes in your business operations, like overlooking details and skipping steps in processes that could be vital to your success. At the same time, since you act like your time is never going to end, you put aside the things that are most important to upholding a healthy work-life balance, like your mental and physical health, upholding meaningful connections with friends and family or a well-deserved vacation.

This perception of time will have you believe that quick fixes to manage anxiety are the best way to operate, surrendering to the subconscious belief that you will always have to deal with it, rather than prioritizing the time to find the source of it. Don’t get me wrong, I utilize breathing techniques, mindfulness and meditation as tools to reduce temporary anxiety. But when you come into the awareness of the source of your anxiety, you can more accurately align these tools for optimal use.

In order to achieve the patience needed to unlock your optimal work-life balance and business performance, you must shift your perspective of time.

You have time, but it will inevitably end.

2. Your perception of the desired outcome

When you overvalue your desired outcome and perceive it to be attached to your emotional well-being and self-worth, you are setting yourself up for a state of fear and anxiety that will trigger self-sabotaging patterns.

Prior to coming to this awareness in my own thought process, I experienced self-sabotage repeatedly and with great intensity. I know the feeling of gut-wrenching pain when you realize that you’ve created the same result as before, falling short of your desired outcome while following the same pattern of behavior.

Self-sabotage is very tricky to catch while it’s happening. It is rooted in your subconscious mind, which is arguably more powerful than your conscious mind, and responsible for analyzing and registering your repetitive thought and behavior patterns as a part of who you are.

The problem is, your subconscious mind does not distinguish whether your patterns are serving you or limiting you. But to your advantage, your conscious mind has the power to control your thoughts, emotions and behavior. 

When you set high expectations to accomplish a lofty goal that you never have before, there is a dynamic between your conscious and subconscious mind you will need for success. You must simultaneously be conscious of letting go of past thought and behavior patterns that may ultimately sabotage your success. But when you are overly attached to the desired outcome, you will struggle to be grounded in the present moment enough to be aware of this dynamic for success.

Instead, shift your perception to work without emotional attachment to your desired outcome. 

This perception will grant you the mental space needed to be in the present moment, shifting your focus to optimally perform the daily actions and habits needed to achieve your desired outcome.

3. Your perception of anxiety itself

Entrepreneurs, and society for that matter, commonly give anxiety a bad rap. It’s usually perceived as a burden that cripples you from showing up in your most authentic self and hindering your desired daily performance. The main cause of anxiety is, in very simple terminology, stimulated by the unknown.

If you perceive your anxiety to be a burden and nuisance to your daily life, you will be resistant to discovering the real source of it, and instead look for quick fixes to manage it.

From my own experience of self-discovery and guiding many others do the same, I have found this problem to be deeper than just the sources of your anxiety that can be situational and circumstantial. It is the void of knowledge that must be filled.

Once you can clearly define the characteristics of your authentic self (which can be created by becoming aware of your conscious intentions) and align them into daily habits, you will begin to act more authentically. Over time and with consistency, your subconscious mind will start to register your new aligned habits as the new normal.

Once you have achieved this, your perception of anxiety will shift from a burden to signal that you are out of alignment. The feeling of anxiety will empower you to look inward to review the alignment of your thoughts and behaviors, to become open to alternate truths and to seek the lessons in all of your experiences.

You have the power to align your authentic, conscious intentions with your desired outcome and manifest it into reality at any and all times. Your perceptions are what block you from seeing this truth. If you have the courage to shift your perceptions and align them with new habits, you can take control of your anxiety and thrive as an entrepreneur.

Why Have Normal Benefits When Times Aren’t Normal?

This past year our lives have undergone extraordinary change, thanks to the COVID-19 pandemic that has shaken the globe. As a result, the world of healthcare has changed drastically, with this global health crisis flooding emergency rooms and standard medical consultations taking place virtually rather than in-office. These changes have affected how people use their benefit plans.

An employee benefit plan is essentially a promise between an employer and a group of employees. Considering the unprecedented state of the world in this past year, how have benefits been adapted? Has the COVID-19 pandemic affected the world of employee benefit plans? Should it?

What’s Happened So Far?

Since March 16, 2020, the province of Ontario has been in and out of various levels of restrictions that have affected our businesses, personal lives, healthcare practices, and finances. With much of the past year having been spent in a state of province-wide shut down, insurance claims have been significantly reduced.

The majority of large businesses follow an Administrative Services Only (ASO) plan. Under these restrictions people have been unable to visit their doctors, dentists, physiotherapists, and any other non-essential healthcare service. By extension, insurance companies have been receiving significantly fewer claims, approximately 50% of the standard pre-covid reports. This means that corporations have been able to contribute 50% less to their employee benefits plans, without breaking their original promise.

For small and mid-sized employers, however, traditional benefit plans have not been working well in these extenuating circumstances. The plan sponsor often has little to no control over the costs, and many small businesses have experienced a reduced cash flow. This has created a great deal of strain amidst a period of uncertainty, as employers have still had to pay full premiums for employee benefits plans. Sure, insurance companies have provided premium credits for small businesses, but these credits came too late and left too soon, leaving small business owners struggling. Despite claim levels having decreased significantly, clients are still paying their full premiums.

Embracing Your Inner Child

I am having an absolute blast being a grandfather to two recent additions to our family a granddaughter two years ago and grandson five months ago. So what does this have do with my business blog? I am in awe with my two year old granddaughter’s passion, sense of fun, directness and her ability to focus when she is learning something new. She has no fear of taking my hand and directing me to join her in an activity she wants me to participate in with her. She is very direct in her questions and requests with very few filter or fillers. She has a total sense of wonder in her universe and she lives in the moment. The problem for us as working adults is we lose so many of these wonderful qualities over time for so many reasons that I don’t have time to cover in this blog. The problem with losing our inner child is that we become so dour and serious that we most of us often don’t enjoy what we don for a living. Fear sets in and we don’t want to take any risks for fear of failure or looking foolish amongst our peers. We start to overthink and analyze everything thing we do. Most of us reign in our spirit of fun and over time depending on our circle of friends, associates and advisors often that fire and passion we initially started with gets pushed aside with doubt and worry. That is human nature. What I am proposing in this blog is spend some time hanging with little kids, watch and observe them and let some of their wonderful qualities filter back into your life you will be surprised how much better you will feel and how your business will benefit from this new sense of wonder, openness and joy for life.

Resolving Conflict Situations

To manage conflict effectively you must be a skilled communicator. That includes creating an open communication environment in your unit by encouraging employees to talk about work issues. Listening to employee concerns will foster an open environment. Make sure you really understand what employees are saying by asking questions and focusing on their perception of the problem.

Whether you have two employees who are fighting for the desk next to the window or one employee who wants the heat on and another who doesn’t, your immediate response to conflict situations is essential. Here are some tips you can use when faced with employees who can’t resolve their own conflicts.

  • Acknowledge that a difficult situation exists. Honesty and clear communication play an important role in the resolution process. Acquaint yourself with what’s happening and be open about the problem.
  • Let individuals express their feelings. Some feelings of anger and/or hurt usually accompany conflict situations. Before any kind of problem-solving can take place, these emotions should be expressed and acknowledged.
  • Define the problem. What is the stated problem? What is the negative impact on the work or relationships? Are differing personality styles part of the problem? Meet with employees separately at first and question them about the situation.
  • Determine underlying need. The goal of conflict resolution is not to decide which person is right or wrong; the goal is to reach a solution that everyone can live with. Looking first for needs, rather than solutions, is a powerful tool for generating win/win options. To discover needs, you must try to find out why people want the solutions they initially proposed. Once you understand the advantages their solutions have for them, you have discovered their needs.
  • Find common areas of agreement, no matter how small:
    • Agree on the problem
    • Agree on the procedure to follow
    • Agree on worst fears
    • Agree on some small change to give an experience of success
  • Find solutions to satisfy needs:
    • Problem-solve by generating multiple alternatives
    • Determine which actions will be taken
    • Make sure involved parties buy into actions. (Total silence may be a sign of passive resistance.) Be sure you get real agreement from everyone.
  • Determine follow-up you will take to monitor actions. You may want to schedule a follow-up meeting in about two weeks to determine how the parties are doing.
  • Determine what you’ll do if the conflict goes unresolved. If the conflict is causing a disruption in the department and it remains unresolved, you may need to explore other avenues. An outside facilitator may be able to offer other insights on solving the problem. In some cases the conflict becomes a performance issue, and may become a topic for coaching sessions, performance appraisals, or disciplinary action

Here’s How You Differentiate Yourself in a Crowded Market

Have you ever come up with a fantastic new business idea only to later realize that dozens of people are already doing it? You are not alone. If there is a business opportunity in offering a product or service, there are people doing it already. Waiting for an idea that is not only highly profitable but also has no competition is akin to a unicorn sighting.

Improving experience.

This is by far the most common and popular strategy to penetrate a market. To do this, you understand the average customer experience in the industry and make it demonstrably better for your customers. Some of the biggest companies today have successfully deployed this strategy.

Apple has done this several times in the past with products like iPod and the iPhone. The iPod was not really the first portable music player in the market, just like how the iPhone was not really the first smartphone. Yet both these devices dramatically improved user experience. With the iPod, users could hold up to a thousand CD-quality songs in a single device, something revolutionary at the time.

Cost disruption.

Cost disruption is yet another popular market penetration strategy. But this may not always work in your favor. Offering your product or service at a lower cost could quickly devolve into a price war from which there is no going back.

You could, however, deploy this strategy successfully under two conditions: (1) you have enough capital to weather a price war, and (2) your business model lets you enjoy lower operational costs compared to your competition.

Product personalization.

This is an ideal strategy for startups that compete in a space led by big brands. Huge brands typically operate at industrial scale, making it difficult for them to adapt and personalize their products to individual customer tastes. Startups can use their agility to offer a product or service that is more appealing customers.

Alala, a brand that competes against the likes of Adidas in the female workout clothing space, lets their customers customize their apparel.

A few of these strategies are not applicable across industries. However, the bottom line here is that creating a unique differentiator helps your business get noticed and this, in itself, is one of the most effective ways to penetrate a crowded market.

Anand Srinivasan

This Is the Future Of Remote Work In 2021

The percentage of workers permanently working from home is expected to double in 2021, according to a survey from Enterprise Technology Research (ETR). “The productivity metric is proving that remote work is working,” said Erik Bradley, chief engagement strategist at ETR. “So, we all thought that there would be some increase in permanent remote work, but we didn’t expect that to double from pre-pandemic levels.” Another recent Gartner CFO survey revealed that over two-thirds (74%) plan to permanently shift employees to remote work after the Covid-19 crisis ends. As expected, Big Tech companies are paving the way. Twitter, based in San Francisco, told employees in May that they could work from home indefinitely. Square, which is also led by Twitter’s Jack Dorsey, adopted a similar policy around the same time and will allow employees to work from home indefinitely, even after offices reopen. Facebook CEO Mark Zuckerberg told employees in late May that many would work remotely indefinitely and plans to keep staff remote through 2020.

Remote work means less office space

Moe Vela, Chief Transparency Officer of TransparentBusiness, predicts that the need for large physical office spaces will gradually become a thing of the past. “Completely remote companies with no headquarters will continue to form as other organizations decide to reduce their office space for hybrid teams or forgo one altogether to save on costs,” adds Vela. And companies are already taking steps in this direction. Earlier this summer, outdoor retailer REI announced that it is selling its brand new, unused 8-acre corporate campus in Bellevue, Washington. In a statement, CEO Eric Artz said the company would “lean into remote working as an engrained, supported, and normalized model” for employees. Many companies are also planning a new combination of remote and on-site working, giving rise to a hybrid work model. As Anna Convery-Pelletier, CMO at Radware, suggests, “One strategy might be to have specific days for in-person meetings and collaboration, and then other days allocated for remote work. In-person meetings might be reserved for brainstorming sessions, introducing new projects, or team-building exercises, while remote days would be for work that can be performed individually. The office could be redesigned and reorganized by getting rid of cubicles and creating more collaborative meeting spaces.”ADVERTISING

Remote work requires more engagement

In an office setting, a positive attitude and strong relationships open the doors to advancement. One of the disadvantages of working remotely is that it’s more difficult to highlight professional achievements. In 2021 employees will need to put extra effort into amplifying their engagement virtually to ensure they have access to new opportunities. In a remote setting where employees collaborate mostly via email, engagement is much harder for workers to convey and for employers to identify. By participating in virtual events, being active in online meetings, and keeping enthusiasm high, employees will be able to stand out as leaders while working from home.

Remote work affects performance management

Remote work has changed performance management considerably. Organizations will increasingly focus on work done instead of hours worked—making tools and apps to help manage remote employee performance more essential. To maximize employee efficiency, employers will need visibility over what workers are doing. Some examples of remote employee management tools include Time Doctor, Timely and TransparentBusiness. At some point, it may even be necessary to create a new job position, like Director of Remote Work, to oversee production and collaboration and ensure operational efficiencies. Some companies are also making performance reviews ongoing rather than annual. Continuous feedback will become essential as managers strive to help employees navigate their job responsibilities and meet performance expectations. Rethinking how goals are set and identifying key performance metrics will be critical to managing remote workers in the new normal.

Remote work makes cybersecurity vital

As organizations allow a significant part of the workforce to remain remote, cybersecurity will become an even greater concern in 2021. In Cisco’s Future of Secure Remote Work Report, 85% of all respondents reported that cybersecurity is extremely important or more important than before the pandemic. A real concern is around how data is being accessed and how to secure it effectively. Jack Mannino, CEO of security firm nVisium, agrees that organizations need to think more strategically about cybersecurity investments and how to best protect workers, data and equipment. “The shift to remote work has prompted many organizations to make significant new investments in their IT systems and infrastructure,” Mannino said. “While the shift has already happened for many, the security debt created in the process has not been addressed in many places. Securing a remote workforce requires a different mindset and presents an expanded perimeter for an attack.”

The Covid-19 pandemic has proven that we can work from home and do it effectively—without losing productivity. In a survey by Mercer, an HR and workplace benefits consulting firm, 94% of employers said productivity was the same as or higher than before the pandemic, even with their employees working remotely. The future of remote work will require many changes, including investing in digital infrastructure and freeing office space. For most companies, having employees work outside the office will require reinventing many processes and policies. The question is, will the benefits outweigh the drawbacks? Only time will tell.


I don’t know about you but I am getting tired hearing about this and that generation and the characteristics assigned to them. I have been around the block more than enough times to know that as I spend more time on this planet if I am willing to keep my mind and ears open I acquire more knowledge and skills that can help me in business and life. Over the years I have interacted with people both younger and older than myself. They come from backgrounds with experiences and skills that are often different than mine. This is something to be embraced as we can all learn from one another’s experiences both good and bad. My work over the past twenty years in the tech sector as a board member and senior leader of non-profit organization has brought me into contact with many men and women often younger than me. The thing that I find both engaging and amusing is how often during my encounters with younger entrepreneurs they often defer to me because of my age and presumed experience. The thing I have found over the years and shared with many of my younger counterparts is yes I may have more experience than them, but I can always learn things and skills from them that they know that is not part of my my knowledge base. I have never been hung up on titles or classifications and of course we ascribe generations into little boxes or categories. My philosophy has always been that we can always learn something new from one another no matter what year you were born. Nobody has the monopoly on knowledge.

How employers can help staff dive back into in-person work

Although we’re still in the third wave of the pandemic and many areas of the country still have restrictions, vaccination rates are steadily climbing across Canada. This means plans for return to work are becoming a clear focus for employers. While many employees look forward to reduced isolation and to sharing a workspace with their coworkers again, some are feeling very hesitant or even anxious about returning. Most people will experience some mixed emotions about the prospect of emerging from their work-from-home arrangements.

Here’s some things employers can do to help ease employee re-entry anxiety:

Start communicating early

Even if dates are vague at this point and plans are still being made, employers can manage employee expectations while helping them psychologically prepare to adapt their routines and return to the workplace by starting to communicate plans early. This will help employees to start thinking about what being in the workplace may look and feel like. It will also assist them in planning for things like changes in their routine or workday, child or elder care needs, transportation plans and the like.

Be patient

While a return to the workplace is a positive step toward a return to normal life, after spending long periods of time sheltering in place and avoiding contact with people, employees might be concerned about their safety from infection at work. They may feel overwhelmed about arrangements they need to put in place or by the change itself. If they use public transit to get to work, they may feel hesitant initially. Different people will have different feelings about what a return to the workplace means for them and adapt to change at different paces.

To quell concerns about health and safety, employers can make return-to-work health practices and policies easy to access and understand. They can reiterate the protocols they have in place to keep people safe. Create a safe and judgment-free space for questions and encourage people leaders to check in with their teams about how they’re feeling about the return to the workspace well before the slated return date — and then regularly afterward.

Prioritize well-being

Change can be stressful even when it’s a return to something familiar. Consequently, employees may have challenges rebalancing work and life. Now is a good time for employers to take an inventory of the resources they have in place that can help, including resilience training, stress management and mindfulness, but also supports for grief and addictions.

Employers can promote their employee assistance programs and/or extended health benefits providers for additional supports, communications, webinars or self-help materials that can be easily accessed by staff as needed. Organizations can also highlight self-assessment tools to help employees monitor their feelings and identify potentially unhealthy levels of stress or anxiety, as well as offering other mental-health supports and resources available via employer benefits and wellness programs.

Be flexible

When possible, employers should allow for some self-determination of pacing in the return to the workplace. As employees have probably reorganized their days working from home around their home lives, it will be important to be flexible about the start and end of a workday or allow employees the ability to continue to work from home for some of the work week, at least in the beginning. Additionally, employers can allow employees to set their own boundaries in the early stages.

While someone may feel OK about being in the office, they may not yet be comfortable getting on a plane to travel for work. Employees will appreciate having as much autonomy and control over their return to workplace as possible.

Change can be difficult, even when it’s positive. Re-entry into the workplace is only one aspect of pre-pandemic life that will require re-adaptation for employees. Uncertainty will fade as time passes and people get more comfortable and familiar with their new routines, especially with employer support.

New disruptors awaiting employers in the post-pandemic workplace

As employers and their employees exit the coronavirus pandemic, they’ll be confronted with a host of new challenges, said Linda Duxbury, Chancellor’s professor in management at Carleton University’s Sprott School of Business, during the keynote session of Benefits Canada’s 2021 Benefits & Pension Summit this week.

“Much like with a tsunami, [smaller] waves are going to follow the initial storm.”

Employee burnout, dissatisfaction with return-to-work plans and retention are just a few of the disruptors awaiting employers as they come out the other side of the pandemic, said Duxbury, noting now is the time for employers to develop an action plan to manage the coming challenges and remain competitive in an ever-changing landscape.

During the session, she reviewed the results of an employee well-being survey conducted by the Sprott School of Business that polled more than 700 Benefits Canada readers among other full-time employees.

The results revealed the current public health crisis has increased demands on employees on both the work and family fronts, leading to work-life conflict that’s taking a toll on their overall well-being. “Hours in work and family activities are times you don’t have for yourself to relax and sleep,” said Duxbury. “Overload in work and family is a major predictor of well-being. The more overloaded you are, the less well you tend to be.”

In terms of hours, mothers are spending an average of 77 per cent of the week either working or looking after their kids, while 64 percent of fathers said the same, leaving little time for self-care. And 82 per cent said they’re spending more time on childcare in the wake of pandemic-induced school and daycare closures. With family members home all day amid provincial and local pandemic lockdowns, 40 per cent said they’re now spending more time on chores around the home.

The survey also found many employees are feeling anxious and stressed about caring for elderly dependants. Indeed, 33 percent of dual income female respondents and 26 per cent of men are part of the sandwich generation, shouldering both childcare and elder care responsibilities. Seven per cent of female respondents are single parents with elder care responsibilities. “Elder care is the new childcare,” said Duxbury, adding employers need to ensure they’re adequately supporting these employees since it’s a huge issue that’s only going to become bigger.

The survey also revealed a younger crop of employees has been severely affected by the isolation that comes with remote working. Although some in this group may not want to return to the office, others may steadfastly refuse to continue working in this capacity in the future, noted Duxbury. One-third of survey respondents said they didn’t have a proper home office prior to the shift and data suggested some employees from this generation may demand more support in the way of employer-covered expenses for their remote working setups, she added.

Duxbury cautioned that attraction and retention will be key for employers in the post-pandemic environment. And in light of this, she noted they must consider how they’re going to retain employees in the future. “Everyone in the benefits and pension arena must up their game because the people you’re providing packages for are going to need a new and different and more profound kind of support.”

5 Reasons Enhanced Benefits Programs Are Good for Business

Not all that long ago, employees were happy simply to get a paycheck. Benefits were nice, but they were just that — benefits, not necessities. Today, employees expect health and dental insurance, retirement plans and more from their employers.

Here are the top five reasons that an enhanced employee-benefits program is beneficial for your business.

1. It’s profitable.

As business owners, our goal is to make money. While I am gratified by providing benefits that truly make a difference in my employees’ lives, I always look at the bottom line. I’ve found happy employees make good employees, and good employees are great for business. The numbers back this up: A 2015 report from The Aberdeen Group revealed that companies with high employee engagement achieve higher annual revenue, receive more customer referrals and meet annual sales quotas more often than companies without.

2. It increases employees’ physical and mental health.

Regular exercise is proven to increase energy levels and overall mood, which enables them to perform at their peak. In fact, the American Psychological Association’s 2016 Work and Well-Being Survey found that 91 percent of workers at companies with well-being programs are satisfied with their job and feel motivated to do their best. Even small programs can make a huge difference. Our twice-a-week personal-training sessions help employees maintain a healthy lifestyle and clear their heads during the work day.

Healthy employees are also present more often. Employees with health insurance are more likely to get regular check-ups and take preventative measures, decreasing overall sick days. Plus, insurance gives employees peace of mind. They don’t have to worry about paying out-of-pocket for an illness or injury. I am very passionate about the security that health insurance provides. In fact, I pass on doing business with vendors if they don’t offer their employees health insurance.

3. Recruiting is more expensive than retaining.

Many companies still think of benefits in antiquated ways. Instead of rewarding an exceptional employee with additional benefits, companies usually offer a small raise to try to keep the employee happy. These companies aren’t listening to what their employees actually want. According to a 2015 study by Glassdoor, 79 percent of employees would prefer more benefits or perks to a raise.

Providing small raises may save a little money overall. But the expense of replacing an employee if he or she leaves for a better, benefit-laden job ultimately will cost you a lot more. In fact, it can cost 30 to 50 percent of an entry-level employee’s salary to replace her or him. For mid-level employees, the expense is upward of 150 percent of salary. These turnover costs add up fast, especially considering the lost productivity inherent in training a new employee.

4. It enhances corporate culture and fosters camaraderie.

Providing extensive perks and benefits creates office camaraderie and give employees the chance to connect away from work. The APA survey mentioned earlier found that 91 percent of workers at companies with well-being programs have a positive relationship with supervisors, and 93 percent of employees reported positive relationships with coworkers.

Many of my employees are friends outside of work. They’ll go to the local pub once they’re off, go to dog parks together and alert one another of upcoming social events. While this has no direct impact on my business, it does create cohesion among my employees and makes it less likely an employee will readily leave.

5. It’s just good business.

I find it odd that so many companies have a hard time justifying enhanced employee benefits, yet are quick to approve expensive company parties, trade-show dinners, questionable travel or other frivolous expenses. This sends mixed messages to your employees: “We can’t give you health insurance, but we can spend several thousand dollars on this one trip.”

It also shows how out-of-touch companies are with their employees’ basic needs. Ongoing benefits resonate with employees over time, make them more secure in life and have a greater impact on business. No flashy event can accomplish all that.