Do you work at a company with an unlimited paid time off policy, or does your employer set a limit on the number of vacation days you can take every year? The industry (and the working world more broadly) has debated the topic for years. To get some perspective on the issue, we asked two gear makers with divergent opinions. Here’s what they said.

“Done right, it’s a dream”

鈥擯eter Dering, founder and CEO at Peak Design

When people talk about unlimited paid time off (PTO), they start by asking what unlimited really means: Does everyone take vacation all the time? Or does no one take it because there鈥檚 no set amount and they鈥檙e afraid of asking too much?

I would say the tone of that is really set by the founder鈥攊t has to come from the top down. Peak Design has offered unlimited PTO since our inception ten years ago. We celebrate vacation here. I personally take a lot of time off鈥攐n average, I work about 35 hours per week. And on Slack, if someone posts that they鈥檙e out of the office for an hour or a half-day or whatever, I get on them. I tell them they don鈥檛 need to tell me every time they step out of the office because I don鈥檛 care. The most valuable gift I can give you as your employer is to make you feel like you鈥檙e your own person鈥攁nd that means there鈥檚 no guilt associated with taking time off. There鈥檚 no micromanaging.

The glue that holds this all together is trust. You have to hire the right people and have people who are committed to the team. And you have to trust those people to get their work done and take time off when they need it. At Peak Design, that鈥檚 certainly the case. We鈥檝e never had an employee abuse the policy.

We don鈥檛 track vacation days鈥攁gain, avoiding micromanaging鈥攂ut I鈥檇 say people at Peak Design work fewer hours and spend more time on vacation than the vast majority of companies. As for the business benefits? There鈥檚 only one employee who ever moved on from Peak Design that we didn鈥檛 want to. So retention is great. And it鈥檚 a competitive advantage for us in hiring. But overall, what鈥檚 good for employees is good for employers. And what could be a better goal than the health and well-being of your employees?

“Limited PTO is better for business”

鈥擥arett Mariano, marketing director at Big Agnes

Paid time off isn鈥檛 the whole picture. At Big Agnes, employees receive between five and 15 days of PTO based on their tenure. Having a defined number of days off makes it easier to push my employees to get out when they fall into a cycle of cranking hard at the office, and it gives employees the comfort of knowing they have allotted time that they鈥檙e entitled to and can plan around. From an employee鈥檚 perspective, it鈥檚 easier to say, 鈥淥K, I鈥檝e got these ten days. It鈥檚
beautiful outside. I need to use them.鈥�

Employees also have personal and sick time and two days of 鈥渋ndustry paid time鈥� so they can volunteer or go to industry-related events. We also have a flexible work environment. Our location in Steamboat Springs is just steps from the river and trails, which means employees can really get after it before, during, and after work. This includes taking full advantage of powder mornings at Steamboat or the nearby backcountry. Our office closes at 1 P.M. on Fridays so staff can get going with their weekend plans. Big Agnes also recognizes that recreating and recovering can be expensive, so employees receive a $750 wellness benefit that they can put toward a ski pass, yoga classes, or other memberships.

But ultimately, we do have a business to run, and our employees understand that we need to come together and get our jobs done to build the brand and a sustainable business. We have a work-hard, play-hard mentality.

The post Is Unlimited Vacation Too Good to Be True? appeared first on 国产吃瓜黑料 Online.

Day Two dawned hot and hazy, with smoke from the Oregon fires raising air quality alert into the moderate range. But that didn’t stop attendees from taking to the water and trails to test out the latest in paddlesports and cycling gear.

Show directors expected a bigger retail turnout today, but most exhibitors didn’t seem to feel that panned out. Still, everyone we spoke with seemed please with the show overall鈥攚ith the venue, the outdoor format, the social distancing, and the authenticity all being key elements that have attendees jazzed.

Education sessions were pulling in small but engaged groups of attendees. The sessions all had an intimate feel, with lots of interaction, questions, and comments from the audience, as moderators passed the mikes around encouraged a free exchange of ideas (more on education sessions below).

Retailer Hot Takes

“I’m a total newbie to trade shows and this industry. I opened my shop four months ago during the pandemic and 90 percent of the stuff I ordered I never saw in person, so it’s been great to see these brands and products. To get out of my bubble and meet a lot of retailers who are successful has been really encouraging and inspiring. I’m learning about different strategies and seeing what’s possible.” 鈥擬andela Echefu, owner, Wheelzup 国产吃瓜黑料s in Cumberland, Maryland.

“I haven’t written any orders yet, but I will before it’s over. I decided to bring in a raft company, Aire, so that’s new. I like this show. To me it feels like Outdoor Retailer 30 years ago in Tahoe.”鈥擡d Mcalister, owner, River Sports Outfitters in Knoxville, Tennessee.

Exhibitor Hot Takes

“I love the event atmosphere and location. Retailer traffic has been a little slow, but we’ve talked to a few quality people and some new people, which has been good. And we’ve written a few orders, which is even better. That’s what we’re here for. I believe this will be a good venue for hard goods.” 鈥擠ave Cozzone, vice president, Princeton Tec

“The quality of the connection has been great. Traffic may be a little bit on the lighter side, but I think the show has a lot of potential. It’s run really well. It’s just been good to connect with the community again. It feels authentic and it feels fun and the vibe is right. Our main purpose here was to showcase the new bike products we have coming out in the fall. We have some really good leads to follow up on.” 鈥擲upriya Limaye, chief officer of fun, Peak Design

Hot New Products

There was plenty of new gear on display at Day Two of the show. Here a few of the fresh, innovative goodies that caught our eye.

PurTrek Trek Pole and Water Filtration System

Ever looked down at your trekking poles on the trail and thought, I wish these did something else? Apparently, the people behind PurTrek鈥攂ased in Ogden, Utah鈥攄id. The company’s Trek Pole & Water Filtration System, new this spring, combines traditional hiking poles with a built-in water filter for rehydrating in the backcountry. We stopped by PurTrek’s booth for a quick demonstration. More info on the product can be found on the company’s website.

Cotopaxi Cielo

Cotopaxi has officially announced its first fully sealed waterproof jacket, the Cielo ($145-155), available in men’s and women’s. The move marks a step forward for the Salt Lake City-based brand, which until now has only offered water resistant options in its outerwear line.

Ignik FireCan

Personal heating brand Ignik is coming out with its first fire can, simply dubbed the FireCan, this fall. The design is inspired by a traditional “groover”鈥攁n ammo can repurposed as a portable toilet in the backcountry. Ignik founder Graeme Esarey explained the design process like so: “We started looking at groovers and thought, here’s this ordinary object鈥攁n ammo can鈥攖hat has been reimagined to perform this really hard job. Why can’t we take the same concept and bring it into our word of personal heating?” In addition to being compact and durable, the FireCan is capable of sending up flames two feet high, and is completely forest-safe (i.e. fire ban approved) due to the foldable legs that raise it off the ground. Available this fall exclusively at REI, with wider distribution to follow in Spring ’22.

Education Sessions

Education sessions continued today with topics deeply relevant to hardgoods dealers: “The Pain Points of Paddle Shops,” “eBikes: Finance, Government Engagement, and Takeaways for New Retailers,” “Five Ways to Grow Online Sales,” and more.

Show director Kenji Haroutunian told OBJ that he’s already gotten an outpouring of appreciation from retailers due to the sessions’ intimate nature. Rather than jam-packed conference rooms, the education sessions at The Big Gear Show have so far been small and casual, with only a couple dozen attendees per event. That has given retailers time to ask lots of questions, Haroutunian said, engaging with presenters in deeper conversations than they might otherwise get.

First Time Around the Block?

Over the course of the day, we ran into several exhibitors who are brand new to the industry, making themselves known at trade shows for the first time. Here are a couple of the standout companies we interacted with.

Cedaero

Minnesota-based bikepacking brand Cedaero, founded in 2017, is a company of “adventurers, nomads, bike nerds, and gear junkies,” according to the team. The crew drove cross-country in a repurposed ambulance to make it out to Utah for the show this week. Bike-mounted bags and other travel accessories make up this quirky company’s wares.

GiantMouse

Michigan-based startup GiantMouse came to the show with some of the most beautiful Danish-designed camping knives we’ve ever seen. Featuring both fixed blades and foldables, the company hopes to make a name for itself in a product category where legacy companies like Filson control much of the game.

As of the morning of Day Two, the company hadn’t written any orders. “We just came to meet people and get our name out there,” said founder and CEO Jim Wirth. “For us, this show is all about raising awareness of the brand.”

Reducing Plastic Bottle Use

Plastic Impact Alliance members are out in full force across the show. Sporting PIA signs and Yeti water stations, these champions of sustainability are doing their part to reduce single-use plastics while keeping people hydrated at the same time.

The post The Big Gear Show, Day 2: What You Missed appeared first on 国产吃瓜黑料 Online.

There are jobs鈥攁nd then there are jobs. You know the ones: the gigs that make coming to work about so much more than punching the clock and collecting a paycheck.

The ones that fill the workday with camaraderie, a sense of purpose, and just plain fun. It shows in the policies and perks a company offers, in ways big (health insurance, parental leave) and small (ski days, free gear). And they pay off鈥攂ig time鈥攆or employers, who can count on loyal, productive employees who feel invested in the company鈥檚 success.

Here are just a few of the ways leaders in this industry go above and beyond for their workers. We hope employers and employees alike will consider this a menu of inspiration for greater workplace satisfaction. To say the past year has been a challenging one for businesses across the industry is an understatement. But despite all the hurdles, we still wouldn鈥檛 want to work anywhere else. This is why.

We asked industry members to nominate their workplaces for providing a superior employee experience. After combing through all 165 responses, these are our favorite ideas worthy of imitation.

Play 国产吃瓜黑料

CASE STUDY: Darby Communications, Asheville, NC

As any veteran of summer camp knows, getting out into the wilds together builds lasting bonds. So this boutique PR firm throws an annual staff campout, taking employees on a (paid) overnight excursion that has included paddling to an island campsite, fly-fishing lessons, tubing, and whitewater rafting over the past four years. 鈥淚t builds community on our team, so there鈥檚 a deeper connection between us,鈥� said Vice President Angie Robinson. The pandemic forced the team to cancel last year鈥檚 trip, but Darby replaced it with smaller outdoor gatherings, and when it鈥檚 safe, 鈥淲e鈥檙e planning on a blowout camping trip to bring back the tradition in a big way,鈥� said Suzanne Hermann, media relations director.

Pro tip: The financial barrier to this sort of retreat is low, points out Robinson. Camping is cheap, and Darby takes advantage of its clients鈥� gear and services (like whitewater guiding), so the total cost is only $200 to $300 per year for nine employees.

Bring Community to the Cafeteria

CASE STUDY: Skratch Labs, Boulder, CO

Every month, 29 full-time employees of nutrition/sports drink company Skratch Labs are invited to a communal breakfast at the office, courtesy of founder Allen Lim. Some staffers play sous chef, helping whip up Lim specialties like savory rice porridge, breakfast salad, and egg tacos. 鈥淚n the same way that a family is closer when they share meals around the table, we are a better team when we do the same,鈥� said CEO Ian MacGregor. Since last spring, the communal dining has shifted to live cooking lessons for employees at home. 鈥淲e prep and ship all necessary ingredients to each of our team members, then we all get on a massive video call and learn to make something,鈥� said MacGregor.

Pro tip: Even if you don鈥檛 have a full kitchen or a cookbook author for a founder, as Skratch Labs does, you can still break bread as a team: Think regular takeout gatherings or voluntary potlucks.

Embrace Inclusivity

Brands across the industry are beginning to meet the moment by ramping up DEI (diversity, equity, and inclusion) efforts.聽

Hit the Slopes

In what other industry do you get formal permission to go skiing when the pow is fresh? Here are just a few of the businesses that allow鈥攏ay, encourage鈥攑laying hooky on a snow day: Backbone Media, BoldBrew, Burton, Hala Gear/CKS Online, Meteorite PR, and Stio.

Commit to Fighting Climate Change

CASE STUDY: BioLite, Brooklyn, NY, and Peak Design, San Francisco, CA

BioLite (maker of camp stoves and lights) and Peak Design (a camera gear and travel bag brand) took their sustainability missions to the next level in 2018 with the launch of their Climate Neutral nonprofit. The organization helps other brands measure their total carbon footprints鈥攆rom sourcing to manufacturing to shipping鈥攁nd then offset them with carbon credits, earning certification. In 2019, 146 companies joined the program, representing a sizable commitment to reducing carbon emissions. 鈥淐limate Neutral makes me so proud to be a part of the organization,鈥� said BioLite Ecommerce Operations Manager Joseph Caravaglia. Hyden Polikoff, treasurer at Peak Design, agreed: 鈥淚 want the place where I put my time and effort to embody my values.鈥�

Get Creative when Challenged

CASE STUDY: Mustang Survival, Burnaby, BC

When the pandemic hit last March, industry members counterpunched. Mustang Survival was one of them, switching from making its usual dry bags, drysuits, and ocean racing gear to churning out hundreds of thousands of waterproof/breathable protective gowns for healthcare workers (many other brands swiftly did the same with masks and eye shields). Not only did the pivot provide crucial PPE to hospitals across Canada, but it also allowed Mustang to hire 50 new employees (31 of them were still with the brand as of press time). 鈥淲e set up a school and ran new hires through extensive training on sewing and taping,鈥� said Mark Anderson, VP of engineering. 鈥淭hey learned skills directly transferrable to the apparel we make.鈥�

Be Generous with Vacation Time

CASE STUDY: Roads Rivers and Trails, Milford, OH

Every winter for the past six years, as long as she鈥檚 been working at specialty retailer Roads Rivers and Trails, Manager Olivia Eads (pictured below on Pikes Peak) has taken at least a month off work to go climbing. Owners Bryan Wolf, Joe White, and Emily White highly encourage it with unlimited (unpaid) vacation time for all staff. 鈥淲e get the shifts covered and we make it work,鈥� said Wolf. In 2019, employees averaged 40 days off apiece鈥斺�渁nd that鈥檚 just outdoor trips, not Christmas,鈥� Wolf noted.

Welcome Fido

Embracing pups in the office鈥� when we go back to the office, that is鈥攑ays off for both dogs (more walks) and employees (research shows that the presence of a furry friend reduces stress and boosts self-esteem). A few businesses that make room for our best friends: Arc鈥檛eryx, Kelty, Nemo, Ruffwear, and Xero Shoes.

Spread Profits Around

Some workplaces give everyone a different kind of promotion. All employees at 国产吃瓜黑料 (OBJ’s parent company) get stock options, which increase with strong performance or a promotion. 鈥淚t鈥檚 critical for creating alignments [between employees and the company] and incentives,鈥� said CEO Robin Thurston. When the company does well and hard work pays off, employees benefit, too.

Encourage Exploration

CASE STUDY: Cotopaxi, Salt Lake City, UT

How鈥檚 this for an antidote to job turnover? After 18 months, employees of this B Corp apparel and gear brand can cash in on their first of two 鈥渂ucket list stipends鈥�: $1,000 to use on a dream trip anywhere in the world. After five years, the reward bumps up to $5,000. Recent employee trips have included touring Morocco, cycling the French Alps, and a fish-spearing, coconut-gathering survival excursion on a remote Caribbean island. 鈥淣umber one, we need to be able to attract and retain talent, and this is a unique perk,鈥� said founder and CEO Davis Smith. 鈥淎nd secondly, we want to make sure our employees are living the values of the business. We鈥檙e building a brand around adventure and exploring the world.鈥� Cotopaxi has spent nearly $100,000 on its bucket list payouts so far, he says, but, 鈥淭hese things pay for themselves鈥攜ou don鈥檛 have to pay higher wages to convince someone to join the team, or [deal with] rehiring.鈥�

Pro tip: Cotopaxi helps employees make the most of their trips by holding learning sessions on topics like getting involved in local communities and traveling on a shoestring budget. 鈥淲ithin the team, there鈥檚 a constant sharing of travel deals,鈥� said Smith. 鈥淚f you keep your eye on deals, $1,000 can cover a trip somewhere really fun.鈥�

Get Gear in Our Hands

CASE STUDY: NRS, Moscow, ID

Paddling gear can be expensive, as NRS鈥檚 employees well know. But lack of capital won鈥檛 ever stand in the way when someone pulls a rafting permit, thanks to the brand鈥檚 鈥渃ompany use鈥� stash of rafts, frames, coolers, stand-up paddleboards, inflatable kayaks, and drysuits. Employees can check out the gear for free. 鈥淲e鈥檝e had employees go on Grand Canyon trips, and they were able to get everything they needed and disappear with it for 18 days,鈥� said Steve Farley, key account manager. In 2019, 130 employees dipped into the stash for a total of 880 checkouts.

Pro tip: Appoint someone (or a small team, as NRS does) to manage the gear sign-out process and keep items clean, safe, and organized.

Give Us Long Weekends

The Leave No Trace Center for Outdoor Ethics offers half-day Fridays, and in summer, Outdoor Prolink switches to a four-10s schedule. Nobody鈥檚 head is really in the game at 3 P.M. Friday anyway.

Support Employees鈥� Life Goals

CASE STUDY: Outdoor Gear Exchange, Burlington, VT

Employees who get five years under their belts at this retailer have extra reason to celebrate: They qualify for its Living the Dream program, which awards a $5,000 grant for pretty much anything that makes their lives a little easier. 鈥淥riginally, it was to go on a dream trip,鈥� said Brian Wade, executive director of retail and service. But the list of acceptable uses has ballooned over the years to include down payments on homes, childcare, a new vehicle, or paying off debt. 鈥淚 can鈥檛 think of anybody who hasn鈥檛 figured out a way to use it,鈥� he said.

Pro tip: How does OGE afford it? 鈥淲e just do it,鈥� said Wade, noting that the total expense is a fairly small line item on the budget. 鈥淚t鈥檚 nice to honor the people who鈥檝e put in time. And the emotional impact of getting a lump sum is really great.鈥�

Support New Parents…

CASE STUDY: 国产吃瓜黑料 PR, San Francisco, CA

In a country where his seven-person PR firm doesn鈥檛 legally have to provide any break for its new parents, owner Gordon Wright instead offers the best parental leave policy we鈥檝e seen in the industry: six months of leave at 80 percent salary, moms and dads alike. 鈥淚t feels like the聽right thing to do,鈥� Wright said. That kind of investment pays off in ways both tangible (an attractive carrot when looking for new talent) and intangible, says Senior Account Executive Kelsey McGraw. 鈥淕ordon and all the managers believe family comes first,鈥� she said. 鈥淭hey care for my well-being, and I don鈥檛 want to disappoint them. I want to work that much harder to see this company be successful.鈥�

Pro tip: Doing without a key employee for six months poses challenges, but Wright notes that hiring a freelance substitute can help any company keep chugging along.

…And Not-So-New Parents

CASE STUDY: Patagonia, Ventura, CA

Parents industry-wide could be forgiven for daydreaming about a job switch to Patagonia. For one, there are the on-site daycares (in Ventura and Reno), which together care for 200 kids and offer tuition discounts based on income. 鈥淏eing able to nurse my son at daycare rather than pump every three hours was so huge,鈥� said Amy Garrahan, southwest sales manager. And聽if a primary parent needs to travel for work while a baby is still nursing? Patagonia covers travel expenses for a caregiver.聽Pro tip: Half of the brand鈥檚 daycare program is covered through tuition; 75 percent of the rest is recouped via tax credits, improved productivity, and employee retention. Companies that can鈥檛 add their own programs can still help parents with daycare stipends and more flex time options.

Bond over Workouts

Good: allowing employees to head out for a midday sweat break. Better: organizing group runs, yoga classes, bike rides, and even surfing sessions (like Nemo does on the New England coast) during the workday for communal exercise, stress relief, and team bonding in one fell swoop.

Make Fitness Easy

CASE STUDY: Wolverine Worldwide, Rockford, MI

Spin classes, pickleball, pickup volleyball, and basketball: All in a day鈥檚 work at Wolverine. Opened in 2019, the on-campus, 29,000-square-foot The Rock facility also offers an indoor track, group fitness classrooms, and cardio equipment. Plus, membership is free for all 600-plus employees of eight brands. 鈥淣ot only does it help in getting people excited to work for Wolverine, but having a variety of activities available is really key for blowing off steam,鈥� said Merrell Senior Marketing Manager Lauren King.

Pro tip: Building an entire gym might not be in the cards. 鈥淏ut figuring out things that might not cost a lot of money, but add a lot to culture, is.鈥� See #16 and #18 for ideas.

Give Cash for Ski Passes

Or gym memberships, yoga classes, and other wellness perks of choice, as sales agency Caraway & Co. does ($150 per employee per year).

Invest in Employee Healthcare

CASE STUDY: Waypoint Outdoor, Seattle, WA

Perks like gyms and company bike rides are great, but a real commitment to employee health should be built on a foundation of high-quality, affordable health insurance. This sales agency for brands like Klean Kanteen and Smartwool takes that to heart, covering 100 percent of premium costs for its employees. That鈥檚 made a huge difference for sales rep Carly Morava, a cancer survivor who鈥檚 been with the company for three years. She鈥檇 wanted to switch careers from retail to repping, but was afraid she wouldn鈥檛 be able to afford the insurance she needed. Unlike other workplaces she鈥檇 considered, Morava said, 鈥淲aypoint pays for everything, and it鈥檚 a really good plan.鈥�

Help People Climb the Ladder

CASE STUDY: KEEN, Portland, OR

In a workplace just as on a mountain, sometimes the right guide can make all the difference. That鈥檚 why Keen added formal mentoring to its benefits. The Career Compass Program matches eager employees with seasoned volunteer 鈥渃oaches鈥� for structured career advice and development. Pairs meet twice a month to set goals and track progress. Though the program is open to everyone, says Global Communications Manager Mindy Montgomery, women make up the bulk of the participants鈥斺�淩esearch shows that women utilize formal mentoring programs more because men have greater access to informal mentoring opportunities,鈥� she noted. Senior Compliance Specialist Elsa Clements credits the program with helping her land a promotion in 2019. 鈥淚t was super-valuable in giving me confidence,鈥� she said. She worked with her coach on strategies for putting her best foot forward, and 鈥淚t was really good for me to have that framework when I sat down with my manager.鈥�

Pro tip: Career Compass facilitators consider applicants鈥� communication style and personality when setting up pairs. 鈥淚f the participant and coach have trouble communicating, they鈥檙e going to have a hard time forming a connection,鈥� said Montgomery, 鈥渨hich is a crucial component to a successful coaching relationship.鈥�

Support Education

Help us advance by springing for certifications, courses, conferences, and skills clinics. Take Vail Resorts: Employees can apply for a $2,500 Educational Ascent Grant to fund a college degree (vocational to Ph.D.) or certificate (such as EMT).

Let Employees Drive Improvements

CASE STUDY: Hydro Flask, Bend, OR

Hydro Flask holds its own kind of holiday two or three times a year: the Better Future Day. Each one features a menu of activities for employees to choose from, all conceived and planned by fellow employees. Recent options have included guided meditations, art workshops, public speaking courses, and SUP sessions. 鈥淚t could be anything from, 鈥業t鈥檚 time to reorganize our shelves鈥� to 鈥楲et鈥檚 bring in an expert on a topic like racism and have a difficult discussion,鈥欌�� said Lucas Alberg, senior manager, PR and brand communications. Continually working on company culture is a bedrock value for Hydro Flask, says Senior HR Generalist Ryan Combellick, 鈥渂ut if it鈥檚 something that鈥檚 just coming from the top down, it can feel forced.鈥�

Pro tip: Don鈥檛 overthink the scheduling, and just do it. 鈥淭here鈥檚 never a good time for this, but it鈥檚 imperative that you make it happen,鈥� noted Alberg. 鈥淧roductivity may be lost that day, but it鈥檚 taking one step back and two steps forward for the company.鈥�

Encourage Clubs

Supporting an employee resource group (ERG), a club dedicated to a particular identity or interest鈥攆rom working parents to sober employees to members of specific ethnicities or religions鈥攃ultivates belonging and community. VF Corp. has put significant resources into its ERGs since 2017.

Make the World a Better Place Far Away鈥�

CASE STUDY: Superfeet, Ferndale, WA

When this insole brand decides to give back, it goes big. Superfeet donates 1 percent of its profits to charity, including an ongoing public-health service trip to Guatemala to build latrines and rainwater-capture tanks for small rainforest villages. 鈥淚 wanted our employees to be engaged with the charities we鈥檙e working with,鈥� said Director of Outreach and Fit Jeff Gray, who runs the program. 鈥淗ow can we get down on our hands and knees and get dirty and make a difference? It鈥檚 about writing the check, then also diving in.鈥� The brand has taken eight to ten employees on the (fully paid) trip for the past four years, an opportunity that has proven so popular that Gray has to pull names out of a size-17 running shoe to select participants. Superfeet鈥檚 commitment to nonprofits builds loyalty and helps attract employees, said Gray: 鈥淪o many are grateful to be able to work within this culture.鈥�

Pro tip: Got the cash鈥攐r the time鈥攖o donate? Choose beneficiaries carefully, says Gray. He screened a number of nonprofits before choosing six to support based on how well their core values matched Superfeet鈥檚. 鈥淭hen you can build that relationship, bond, and do some great work together,鈥� he said.

…And Closer to Home

CASE STUDY: Big Agnes, Steamboat Springs, CO

For a company making gear tailored for use on the trail, volunteer trail maintenance felt like a natural way to live out brand values of land stewardship and community involvement.

So Big Agnes zeroed in on the Continental Divide Trail, which passes within two miles of company HQ, officially adopting the 72 miles from nearby Rabbit Ears Pass to the Wyoming border in 2018. Since then, the brand has organized several trail work days on their section every year. 鈥淚t鈥檚 a cool opportunity to see the owners of the company really caring about our public lands, and [having] the employees be part of that,鈥� said Product Developer Paige Baker. And though the point of the trail work is giving back, it doesn鈥檛 hurt brand image with customers, either, says co-owner Len Zanni, who notes that the marketing team produces blog posts and publishes catalog essays about the project.

Pro tip: Scale give-back projects according to your workplace鈥檚 size and goals. 鈥淭hink about what you care about, then figure out what organizations or areas could use your help, and how much help you can lend,鈥� said Zanni. 鈥淚f you鈥檙e a smaller organization, maybe you can put someone on a nonprofit board, or donate money or time.鈥�

Remote Work Policies that Work for All

When the pandemic ends, many will still appreciate the flexibility to work remotely. Evans says the best policies let employees work wherever they鈥檙e most productive. Her company, The Ready, traded its office for monthly stipends for home office upgrades, co-working spaces, or rent for optional group offices.

Fair Profit Sharing

Sharing success fosters an environment of collaboration, not competition. Email marketing firm ConvertKit diverts a chunk of its profits to a shared pool that鈥檚 distributed to all through a formula that gives a little extra to those with the longest tenure.

Employee Connection

One easy way to help build connection among virtual workers: Start meetings with a five-minute check-in, prompted with questions like, 鈥淲hat was your weekend highlight?鈥�

Self-Set Salaries

Want employees to really feel they鈥檙e being paid what they鈥檙e worth? Let them choose their own salaries, like tomato-packing brand Morning Star has done for decades鈥攁nd make all of them public.

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Bag and pack maker Peak Design on Wednesday accused Amazon of producing a copycat version of its Everyday Sling bag.

But instead of pursuing legal action against the company, Peak Design found a hilarious way to skewer Amazon鈥檚 cheap knockoff鈥攁 video called 鈥�A Tale of Two Slings.鈥�

The San Francisco-based brand says it believes that 鈥淎mazon has infringed on their intellectual property and has contemplated avenues for legal recourse. However, for now, Peak Design decided an amusing video response would be the best format to publicly respond to Amazon and help bring delight to Peak Design鈥檚 customers and employees.鈥�

In the video, Peak Design draws distinctions between its original Everyday Sling (MSRP: $99.95), which it launched in 2017, and Amazon Basic鈥檚 Everyday Sling鈥攜es, it even has the same name鈥�released in 2020 (MSRP: $32.99).

Peak Design said that 鈥渁s an innovator of best-in-class carry solutions, and champion of socially and environmentally responsible manufacturing, [we hope] the tongue-in-cheek response will remind the public that when it comes to low-quality imitations, you get what you pay for.

Peter Dering, founder and CEO of Peak Design, added: 鈥淎mazon putting the little trapezoidal patch on their bag to mimic our label is both the highest compliment, and a slap in the face. It deserves something in return, and if that is something we could create to spark additional joy in our lives? In our customer鈥檚 lives? Then hell yes. Let the cameras roll.鈥�

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