“We’re really going over and above to make everyone feel included, whether we’re doing trivia session at day’s end, or a town hall to our franchise network,” Turner said.
Steven Turner, chief operation officer of Griswold Home Care, said the company gave its caregivers merit raises in 2021, and expects to do so again this year.īut Griswold doesn’t stop there, he added. Those businesses turned to higher wages to aid retention. Some industries, of course, can’t do remote work. “Additionally, we implemented an ergonomics package that provides team members a monthly stipend to help offset costs for internet, electricity, and other office items during hybrid work.” “We believe team members should have flexibility but in a structured format to ensure team members are available to each other during set times,” said Stacy Torpey, a Braskem spokesperson. But the firm, a Philadelphia-based subsidiary of the Brazilian petrochemical company, requires that employees live a “commutable distance” from their physical work location and coordinate with their supervisor, according to an emailed statement from Braskem. Last year, Braskem America launched a hybrid work model without a minimum days requirement for office attendance.
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CSL sweetens the office requirement with a free on-campus fitness center and an on-site cafeteria service that takes food orders from an app.
“We made this decision based on employee feedback,” said CSL spokesman Anthony Farina. The company has about 1,000 employees based at its King of Prussia headquarters. Some workforces transitioned to partly or fully remote jobs, while frontline workers such as bank tellers and meatpackers with no choice but to show up in-person are winning per hour wage hikes.ĬSL Behring, a biotech company with 27,000 workers worldwide, requires employees who work remotely to come into the office a minimum of 25% of the time. We heard from more than a dozen firms in the software, tourism, marketing, biotech, health care, petrochemical, manufacturing, and home-care sectors. The Inquirer reached out to local companies to learn more about the latest “return-to-work” plans and post-pandemic strategies. » READ MORE: Philly-area hospitals are paying nurses big bonuses to stave off shortage A hybrid-work model is as much about making workers happy as a precaution against the pandemic, business leaders said. “We’re fully remote, we hire from all over the world, and we’re not planning on going back in much” to the firm’s Center City headquarters.īusiness executives are grappling with recruiting and retaining their workforce amid a tight labor market, high gasoline prices and inflation of 7.3% in the Philadelphia metropolitan area, just slightly below the national average. “It’s challenging getting people back,” Mustafa said.
And although remote working has fallen from its pandemic height, the hybrid model - in which employees split time between home and the office - has become so entrenched that technology CEOs are resorting to free beer and kombucha on tap to entice workers back to the office, said Yasmine Mustafa, founder of the personal safety device firm ROAR for Good in Philadelphia. Workers - from frontline grocery employees to their office staffers - are also getting hefty pay raises, doubling in some cases for lower-paid colleagues. Catered lunches, gym memberships, and transit passes are just a few of the free perks that Philadelphia-area employers are dangling to lure new workers and retain current ones.
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