Fortune’s “100 Best Companies to Work For” issue arrived in my mail box this week.  I love Fortune’s lists.  The Fortune 500.  The World’s Most Admired Companies.  Fastest Growing Companies.  But the “Best Companies to Work For” is definitely a favorite.

As always, the companies on this list do some really incredible things to demonstrate their commitment to employees.  In exchange, these companies hope to gain commitment from their current employees and build better applicant pools from which to select future employees.  Top of the list this year is SAS.  As a researcher, I/O psychologist, and all American data nerd, this is great news.  SAS will always have a special place in my heart.

Reading about the employee programs that these companies have in place can be both inspiring and intimidating.  It’s clear that many of the perks offered by the top employers represent a substantial financial investment.  Take SAS for example and its 66,000-square-foot fitness center and natatorium, onsite and subsidized child care and health care facilities, beauty salon, massages, dry cleaning, car detailing, UPS depot, tax preparation, and even a cafeteria that offers take out on your way home from work.

Yet you don’t need to spend a fortune to engage your workforce.  I have seen many organizations offer outstanding work benefits on a shoestring.  Here are a few ideas:

• Trusting employees doesn’t cost a thing – in terms of dollars.  Building additional flexibility into the work environment can be accomplished with little or no investment.  For example, eliminating limits on sick time, letting employees choose when and where they work all help to build trust and accountability in the workplace.

• Giving employees a greater voice – in big and small ways – creates ownership in the company.  Most companies have budgets for employee events/parties, facilities maintenance and repair.  Rather than planning these things for employees, companies can create employee committees, give them a budget, and let them plan the year’s social events.  I’ve even seen companies empower workgroups to design their own workspace within the budget provided.

• Recognizing and embracing life outside of work can help reduce the conflict employees may feel between work and non-work demands.  I’ve seen employers welcome pets and children into the work place; include families and life partners in company sponsored charitable work, recognition banquets or team building events; and stage company related activities for “bring you child to work day.”

• Bringing toys to the workplace adds character to the work environment and fosters creativity.  In this case, I don’t mean toys for the children you welcomed in the bullet above, but for the employees.  Adding a pool table, basketball hoop, jigsaw puzzles, or walking trails provides a great source for stress relief, camaraderie, and teambuilding.

• Employee wellness programs are another way employers are building camaraderie, while improving employee health and well being.  Many employees enjoy the competitive spirit of wellness related competitions that award points for exercise, healthy eating, weight loss, smoking cessation, etc.

Here’s the catch –  making sure managers buy into the benefits of these programs can be the most important – but most challenging factor.  Perks that employees don’t feel comfortable taking don’t add any benefit.  I know one small business owner who would roll the balls on a newly purchased pool table each time he walked by it.  He needed the employees to understand that the sound of clanking balls was to be a normal part of the work environment and that they should not be afraid to use it.

Anna Erickson Ph. D. | Director, Consulting Services