Arkansas Companies Add Nontraditional Workplace Benefits

ECCI employees participate in yearly holiday activities (Photo provided)

The idea of a people-first workplace has gained traction since the COVID-19 pandemic, and many Arkansas companies have taken the idea further by implementing new workplace activities and benefits beyond traditional incentives.

At ECCI, an environmental engineering firm in Little Rock, employees participate in competitive team events called “ECCI Olympics,” which include activities like trapshooting and pool tournaments. The 24-employee firm also offers half-day Fridays, weekly office breakfast and allows pets in the workplace.

And ECCI isn’t the only company implementing new activities during the workday. This year’s Arkansas Business Best Places to Work revealed that more businesses than not are bringing fun to the office in hopes of keeping employees happy and engaged.

Go-kart races, potlucks, Top Golf outings, personalized gifts, tailgates and food trucks are just some of the incentives Arkansas companies are offering.

According to Holley Little, state director for the Arkansas Society for Human Resource Management (SHRM) Council, companies statewide are also adding amenities like game rooms, walking trails, meditation spaces and treadmill desks. Many businesses have established dedicated committees and budgets to plan employee activities.

“People are working harder and longer hours than ever before, so companies are really trying to change that work-life balance,” Little said. “Culture is so important and implementing these activities adds one more layer of culture experience.”

And companies report that these incentives help with day-to-day employee engagement, as well as overall employee retention.

Everon, a life safety and security company with 109 employees in North Little Rock, Fort Smith and Lowell, has an attrition rate of 6%, compared to an industry average of 14%, according to Mike Slider, Arkansas general manager for Everon.

Everon organizes regular group activities including football tailgates, go-kart races and chili cook-offs. The company also replaced a boardroom table with a ping-pong table, creating what Slider describes as an “ultra-competitive ping-pong ladder challenge system.”

ECCI maintains a 1% voluntary turnover rate. It also conducts engagement surveys twice yearly to gather feedback on workplace initiatives. Everon asks team leaders to connect with direct reports about what activities interest them.

Though these activities may cost money or take some extra time, both companies believe it is worth it in the long run.

“When you’re talking about your employees, and you’re talking about keeping them happy, keeping them engaged, and bought into the company, spending an extra week of the year planning and and budgeting for this is far better than worrying about if your employees are still going to be with you on Jan. 1,” Slider said. “When we do the tailgates and give them a chance to get away and bring their families and blow off steam as a group, it brings everyone together and allows us to move faster and make decisions as a group.”

A sentiment ECCI also feels, with director of operations Kylie Parker saying it is more work, but also an opportunity to show employees the company cares.

“It shows when you are willing to put extra money and allow your employees time off during the day when they aren’t expected to be doing their job,” ECCI president Julie McCallister said. “I think it really shows a company’s commitment to employee happiness.”