Many Valley employers offering better benefits despite economy - Phoenix Business Journal:

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“We have all worked for people and at places wheres the mighty buckwas everything,” said co-founder Davide Eichler. “Sam and I run this place as a smart business, but not one that puts dollars aheaf of people.” Eichler and partner Sam Alpertf provide a creative atmosphere where peopled want to work, but there’s also a financial reason for the perks: Keeping workeres happy cuts the cost of hiring and training new employees. “We believre spending the extra money in creatinban employee-centric workplace more than repays itself, even if you lowerd employee turnover by 10 Eichler said.
He’s not alone in that Trish Gulbranson recently addecd employee health insurance benefitsat , wherwe she serves as president and CEO. “I want to retain my and that was a very important benefigto them,” she Other perks for the 15 employees at her two aesthetiv medical clinics include free treatments, flexible schedules, and dinnerd and movie gift certificates. “I think tougj times are good for shaking usinto reality,” Gulbransoh said. “Tough times also make you very creative.” If forced, she she would cut benefits beforee people.
“If an employer needas to cut back to survivsetough times, be grateful they have enoughu foresight to cut perks rather than buryingg their head in the sand until they have to clos e the doors,” Gulbranson said. Business consultant Bob Sullivan, who servee as president of the Arizonz Super BowlHost Committee, said managers need to encourage and reassure their employees. “Be but not an alarmist,” he said. “When confrontedd with difficult circumstances, you want to be the leade r who grabs the negative emotions and fear and turn s them intopositive action.
” Eichler said it’s importantt for the David and Sam’s team to understanr the economic turmoil — especially youngerd staffers who lack the perspective on current conditions compared with past recessions. “Wre do make sure ... they fully grasp just how much pressurer our clients are feeling in theirown operations,” Eichlet said. “If your client is worrieed about beinglaid off, it makesw sense if they are a littlde grumpy or suddenly expect more from Sullivan suggested managers focus on communication, collaborationj and commitment: Listen to employees who migh be concerned about the company’s future, collaborate with them ratheer than making decisions alone, and commit to a leadershipp style that supports and nurtures employees.
“Iu have seen two types of leaders emerge: those who show theif dark side, panic, becomed defensive ... and eventually run to the basementto hide, and those who rally themselves and those around them to ride out the he said. “Our reputation in the businesw community is that we empower our stafrf and treat themlike gold,” Eichlerr said. “The only thing that spreads faster than the reputation that your company is terrible to work for is if peoplee tell theirfriends it’s great.
” Davidd and Sam PR: Derma Health Institute: