In today’s competitive business environment, companies are continuously searching for innovative ways to engage and retain top talent. Parks & Sons, a forward-thinking waste management company, took a unique approach by aligning employee benefits with personal aspirations. Recognizing that traditional, one-size-fits-all benefits were not enough to inspire their workforce, they turned to 401(play) to offer a game-changing solution: travel as a benefit.

Background: The Shift from Traditional Benefits

Parks & Sons knew that travel is a top life goal for many employees, consistently ranking high in surveys year after year. By introducing the 401(play) program, the company created a benefit package that allowed employees to save for, plan, and book their dream vacations while receiving deep discounts through the program’s platform.

The idea was simple but revolutionary: By encouraging employees to use their paid time off (PTO) for travel, the company could boost morale, improve well-being, and ultimately enhance business performance. Parks & Sons firmly believed that “better time-off the job would mean better time-on the job.”

The 401(play) Program: Custom Travel for Employees

Through the 401(play) platform, employees had access to a wide range of discounted travel options that weren’t available to the public. From flights to hotels, car rentals to excursions, local deals to Theme Parks, the platform offered everything needed to plan a memorable vacation at a fraction of the regular cost. 

To further incentivize employees, 401(play) has a built-in cash-back rewards system that sets them apart in the industry. Employees could receive significant amounts of money back into their 401(play) accounts based on the travel deals they selected. Parks and Sons also contributed to employees’ accounts to drive adoption, showing their deep belief in the program’s potential and boosting morale by putting more money into the pockets of their employees.

The Rollout: Emphasizing Employee Growth and Fulfillment

Parks & Sons understood the importance of clear communication when introducing new benefits. They made it a point to stress that this program was designed to enrich employees’ lives, both personally and professionally. Travel, they emphasized, contributes to personal growth and happiness, which translates to a more positive and productive work environment.

This approach not only made employees feel valued but also fostered a sense of loyalty and appreciation towards the company. By aligning the benefit with something that truly mattered to employees—experiences and travel—Parks & Sons solidified its reputation as a company that cares about its workforce.

The Results: Higher Morale, Retention, and Productivity

The 401(play) program had an immediate impact on employee morale. Workers felt recognized and appreciated, knowing that their personal goals were supported by the company. This led to a more engaged and positive workforce.

Retention rates also improved, as employees were more likely to stay with a company that was invested in their overall well-being. By offering such a unique and meaningful benefit, Parks & Sons not only attracted talent but kept it.

A vibrant company culture emerged as employees began to share their travel stories and recommendations, further strengthening team dynamics. 

Perhaps most importantly, the fears of lost productivity were dispelled. Employees returned from vacations recharged, more focused, and ready to work. Parks & Sons measured increased engagement and lower absenteeism, proving that encouraging time off can result in measurable productivity gains.