When I first stepped into a management role, I was assigned the responsibility of making our company the best workplace my team had ever experienced. I loved embracing this as my mission, but I knew I didn’t have all the answers, so I started reading and listening to anything I could find on building awesome workplace cultures. 

Pretty quickly, I noticed that many resources didn’t take into consideration small company budgets. I would read about amazing programs that massive companies put together and feel really deflated, because we didn’t have the budget to do any of those flashy programs. At the same time. I was trying to recruit people who were seeing big firms with game rooms, relaxation pods and catered food daily. That comparison left me feeling even more discouraged. 

Luckily, I worked with a dedicated and scrappy team that wouldn’t let me give up. Over the years, we put together a variety of tools, programs and initiatives that cost us very little but were invaluable in showing our team appreciation and building bonds that remain strong to this day. 

Here are some of the low-cost, high-impact programs we implemented—many of which came directly from our team’s feedback.

Donation for Volunteer Hours

Often called a “Dollars for Doers” program, this is a great way to support a team’s nonprofit passions. The idea is simple: set a donation amount based on hours volunteered. A basic form can be used to track the hours and confirm them with a nonprofit leader’s signature, after which the company donates a designated dollar amount. As a starting point, some organizations use 25 hours annually for a $200 donation. 

Day of Service

A similar idea is offering each team member one fully paid day per year to volunteer. The process can remain simple—just a form for advance notice and a signature from the nonprofit. Employees can also be asked if they are willing to share photos or stories from their service. These make great additions to marketing or recruiting materials.

Summer Fridays

There are a few ways this can be approached: 

• Some organizations offer each employee four Fridays in the summer when they can work half-days while being paid for full days, with a rotating schedule to maintain operations. 
• Other companies close early on Fridays—everyone heads home at 3 pm but is paid until 5 pm. 

My company did this for years. Our first early-close Friday often became a casual team outing to celebrate together, where we created some great memories. Then, to help ease the return to normal hours in the fall, we’d do a potluck in the office that first Friday back. 

Team Runs

5K run/walk events are great for team building and often accommodate a range of participants. Even those who aren’t up for the activity may enjoy volunteering or cheering from the sidelines. These events are often available through local business or networking groups. Some organizations also invite clients or other professional contacts to join the team. It can build strong bonds and be a great way to show community spirit. Smaller events may also offer inexpensive sponsorship opportunities.  

Biggest Loser Competition

These are always a good option after the holidays. A format that tracks the percentage of weight lost, rather than actual pounds, helps maintain privacy. Team support and accountability can be highly motivating, and it’s inspiring to see teammates hit their personal goals.  

Gym Reimbursement Plans

Even if a health plan offers gym reimbursement, some companies choose to offer their own program. Expectations should be clearly defined to ensure commitment and avoid rewarding unused memberships. One model might require 50 visits over six months, supported by documentation of attendance and payment. The company then reimburses a set amount, which doesn’t need to cover the full cost of membership but should be enough to encourage participation and follow-through.

Culture Onboarding Documents

These are not only great tools for onboarding new hires but also fun to create with a team. I asked my team what they wished they had known when they started. Include the little things—like that using all the kitchen appliances at once blows a fuse (we included photos of how to fix it).  

Other content might include local restaurant recommendations, nearby supply stores and photos of past events like potlucks, Halloween parties or even some of those 5Ks. These documents help new employees feel connected and give them a lighthearted introduction to the company culture from day one.

Book/Podcast Club

This is a great option for team members interested in leadership development. I often encourage independent learning outside of the office, and this is a great avenue for that. Countless books and podcasts focus on developing management and leadership skills that can then be put into practice for this purpose. 

It should be determined whether participants prefer reading or listening and then a list created of resources to consider. Meetings should be held regularly, with a team member assigned to guide each discussion. These sessions encourage skill development and build deeper team connections. 

PTO Buy Back Program

When designing any program that may have local or federal regulations tied to them, companies need to tread carefully and be sure to understand applicable local and federal laws. Paid time off (PTO) is one of these areas. That said, if legally permitted, offering employees the option to “sell back” a limited number of unused PTO days can be a meaningful perk. 

There are always people who hold back a few days every year in case they get sick later in the year and then might be so busy and in such good health that they don’t use them. A buyback program could provide a set reimbursement amount—say, $200 per unused day—within limits. 

It’s important to run the numbers first. For example, 20 employees selling back three days at $200 each adds up to $9,000. The program should be carefully structured to fit within budget constraints and compliance standards. 

Start Small, Listen Often

Engagement doesn’t require deep pockets—just intention, creativity and a willingness to listen. Start small, track what works and evolve as the culture grows. The best perks are the ones people actually use.