Top companies in the world have endeavored massive success in marshaling their resources.

One of the
most important resources in any organization is human resources. A company can be as successful with
technology, but unless it has the right personnel, there would be questions about long-term
sustainability. In modern times, and especially after a pandemic period, benefits packages have been
modified to adjust the compensatory programs used in the contemporary period. A resourceful
management team would think of the solutions to problems as the working environment has been
evolving, and the risk of losing employees in cut-throat competition is considered irreparable. Top-level
personnel must ensure strategic measures are taken to retain key human resources and innovative
benefit measures are used to mitigate the risk. This paper discusses how relaxation in work and a
flexible working environment fit as creative benefits in top companies of the world, such as SAS Inc., and
explains its importance in the organizational culture.

Organizational culture has a massive bearing on the work productivity of any employee. One of the
innovative approaches top companies use worldwide is the introduction of workplace relaxation. This
method is believed to relieve stress for employees in their individual spaces. Due to modernization and
competition, companies want to switch to giving every type of facility in the office. Therefore innovative
approaches have been used to make employees feel more at home rather than at work. Companies
have to think on their feet when faced with employee retention challenges and manage benefits
packages accordingly. These packages must be standardized in their form so that their value becomes
part of the organizational culture. The ability of an employee to work overtime has been a bone of
contention in the workplace relaxation technique used by innovative employers. Recovery time for the
employees who are already stressed due to overworking comes from being offered an opportunity to
relax. Similarly, the employee is motivated to work for longer hours when they feel cared for by their
employer.

Moreover, a mix of social and physical environmental interventions would benefit workers having
opposing preferences for relaxation. (Formanoy et al., 2016). Relaxation techniques include yoga and
stress-relieving exercises while being involved in regular office work.

Another trend in the benefits section rewarded to employees in the contemporary period has been the
use of flexible work arrangements, from which the employee has to choose the workplace. This trend is
believed to benefit employees in balancing their work and life autonomy. Flexible work has a significant
advantage in not coming to the office to work. It is instead the choice of the employee to work at a
convenient place without sacrificing work productivity. In addition, reduced absenteeism from work can
be guaranteed, as employees no longer have to report to the office daily. The crucial element connected
with flexible work in realizing organizational goals and individual performance has been found to go up
when they are allowed to work flexibly. Thus, employee performance is key to bringing organizational
goals closer to reality. This achievement can only be possible if an employee of an organization performs
to the peak of their ability. Job performance is measured by qualitative and quantitative work results,
the ability to work with minimal supervision, and strong interpersonal skills. (Basahuwa et al., 2020).
However, the shift towards impressing employees cannot be sustained in the long run, with employers
looking for radical changes in the company's profit-making ability. The main point here is that flexible
work arrangements should not be centered on giving facilities, and overall productivity by shiftwork,
flexible work hours, and weekend work can only sour the relationship between employer and employee.
This approach has been criticized, as companies nowadays look for the right balance between quality of
life and organizational performance. (Austin-Egole, 2020).
The use of innovative benefit techniques is beneficial for the retention of employees. The main reason
behind their loyalty is that the company values them. In addition to it, the satisfaction level of the
employees will also rise due to the extra facilities of flexible working and work-stress management
programs. Organizational performance is the byproduct of innovation and value-driven services
provided to the employee, which improves the overall relations between employer and employee.
(Alosani et al., 2019).

Moreover, a competitive organization's benefits package is often referred to when introducing a

benefits program. It not only refers to having a solid organizational culture of innovation but they are
instead viewed as factors helping companies achieve strategic goals, which adds to sustainability in a
competitive business environment. (Werner & Balkin, 2021). The internal business environment
facilitates devising policies shaped to retain employees. However, the external factors of the business
environment, including culture, technology, and socio-cultural factors, would bring cohesion to
strategies to work for goals. (Jackson, Schuler, and Werner 2018).

Decision-making at the top level is arduous and needs judgment and wisdom most professionally. Since
the pandemic hit the world business leading to subsequent lockdowns, restrictions, and preventive
measures, employee benefits have taken a downturn. However, as a senior management official, it is
essential to balance all elements of a business. Human resource management is a sensitive area of an
organization, and benefits form the core for an employee looking for a long-term relationship with the
company. Top-level management personnel would look to balance resources with the perfect number of
staff to do the job. However, attracting key personnel in the business would need a more strategic look.
From a management perspective, the right benefits package would motivate people to retain their
position during difficult times. Aside from some odd cases of layoffs in the organization, employees
holding important positions were trained to adapt to the newly adopted style of social distancing rules
while working. Compensation and benefits packages may have to be adjusted by choosing between
government-sponsored financial aids and available benefits, including wellness programs and flexible
work projects. In addition to the packages, mental health counseling and vaccination programs should
be focused on saving the workers. If workers do not feel safe in their space, they should be allowed to
work remotely. (Abston, 2020). These measures are part of innovative benefit programs, which a
management professional can use to motivate personnel in his organization. Innovative benefit
programs cannot be a traditional form of benefit packages that employees get on regular times; it is a
contingency plan used by management professionals to retain the top talent in the market.

In summary, the two most creative advantages in today's business sector are flexible work
arrangements and workplace relaxation. Employees are expected to gain from this transition in terms of
balancing their work and personal lives. Working from anywhere is a big benefit of flexible work, but
productivity must be maintained. Staff's separate spaces are used to relieve stress through relaxation in
the workplace. Companies aim to provide any amenity in the office due to modernization and
competition. Benefits are the foundation for an employee seeking a long-term relationship with the
company. Human resource management is a delicate area of an organization, and benefits are the
foundation for an employee seeking a long-term relationship with the organization. Top-level
management employees should seek to balance resources by employing the optimal amount of people
to complete the task. Attracting essential individuals in the firm, on the other hand, would necessitate a
more deliberate approach. From a management standpoint, the correct benefits package would likely
persuade employees to stay on in bad circumstances. Hence, in the future, more innovative benefits
would emerge, which would help to retain top employees in the organization.
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Formanoy, M. A., Dusseldorp, E., Coffeng, J. K., Van Mechelen, I., Boot, C. R., Hendriksen, I. J., & Tak, E.
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