Boxed CEO: Why I pay
forstaff's weddings & their kid's tuition
Yesterday we covered the seven companies with thequirkiest
perks. At the moment, it seems like there's a 'benefits race'
goingon between firms. Every company wants to out-reward the other
with more pingpong tables, fridges filled with beer or yoga
classes.
Chieh Huang, Chief Executive at Boxed, has a
differentoffering to most when it comes to Compensation and
Benefits.
Speaking to CNBC.com, Huang outlined his initialvision for
the bulk online shopping store: "When we started this business,
Iwanted to sell bulk goods to people all around the
country."
He founded his company in 2013. Two years later hebegan
paying for his workforce's children to go to university. The year
afterthat he offered staff up to $20,000 (£15,400) for their
wedding. Bothinitiatives hit HR Grapevine's headlines because they
are:
Altruistic gestures that deserve coverage.
Unique ways to attract and retain the best
talent.
"After leading my first company, I realised that itdoesn't
matter how powerful or big an organisation is. If all of its
peoplewalked out one day, that organisation is worth zero the next
day."
"That was a huge epiphany for me, and it made merealise
that I'm only as good as the people I lead."
The tuition fee idea came about when he found out thatonly
around a tenth of his workers owned their own car. The rest use
publictransport to get work.
"The most obvious answer was to get everyone a car,"he
remembered, "but I wanted something that was going to be more
long-lastingand really empower upward mobility. In my life, that
was my education."
The wedding idea came about when Huang discovered aworker
was working two jobs to pay for his mum's medical bills and his
ownwedding.
This has since become company policy.
"Every company has to decide what they want to focuson,
and for us it's paying for these life-altering events for our
employees,"he concludes.
昨天我们报道了7家公司的特色津贴。现今，公司之间似乎有一个"福利竞赛"，每个公司都希望通过配置更多的乒乓球台，装满啤酒的冰箱或瑜伽课程在员工福利上超过对方。
Boxed的首席执行官黄孝华（Chieh Huang）在员工薪酬与福利方面则有不同的表现。
在与CNBC.com的交流中，黄先生概述了在线购物商店的初步构想："当我们开始这个业务时，我想向全国各地的人们销售散装货物。"
他在2013年创立了自己的公司。两年后，他开始为员工孩子上大学支付费用。再一年后，他为员工婚礼提供高达20,000美元（15,400英镑）的赞助。这两个举措都是HRGrapevine的头条新闻，因为它们是：
值得报道的毫无私心的创举。
吸引和留住最优秀人才的独特方式。
"在领导了我的第一家公司之后，我意识到组织此刻有多壮大并无任何意义，因为如果所有的人在一天内出走，那么第二天这个组织的价值就清零。"
"这使我顿悟并意识到我好是因为我领导的人才好。"
学费的想法起源于他发现只有十分之一的员工拥有自己的汽车，而其余的还在使用公共交通工具。
"最明显的答案也许是给每个人一部车，"他回忆道，"但是我想要的是更加持久的能更加激励我的员工的东西。在我的观念里，那就是教育。"
婚礼费用的想法则来源于有次黄先生发现他的一名员工正为了支付妈妈的医疗费用和自己的婚礼费用而在两份工作中疲于奔命。
这已成为一项公司政策。
他总结说："每个公司都必须决定他们福利政策的关注点，而对于我们来说，我们的关注点就是为员工此类人生重大转折点的大事件买单。"
（翻译：毛毓郁）
信息来源：
https://www.hrgrapevine.com/content/article/news-2017-06-08-boxed-ceo-why-i-pay-for-staffs-weddings-and-their-kids-tuitionHR