Besides competitive compensation and comprehensive benefits packages that include a wide array of perks, including gym memberships and dental and vision coverage, Imaginet offers its employees independence and trust through its work-from-home option. The firm actively encourages knowledge-sharing among teams, which, it says, boosts productivity and professional development.

Achievers uses monthly breakfasts as well as an in-house proprietary platform to recognize and reward employee behaviour. Through an employee stock plan, the company has made everyone on staff a shareholder. Achievers’ “Ask the Leaders” program allows employees at any level to pose questions anonymously to the executive team.

At Solvera, employees are given a significant amount of autonomy and are empowered to make decisions in the best interests of their clients. Each employee controls a $500 annual budget for corporate development, allowing them to donate company funds where they see fit, from giving to charities to recognizing work teams. An intranet and monthly company meetings keep staff abreast of the company’s progress.

Protegra’s Idea Tunnel gives employees the chance to submit an idea for any kind of improvement, no matter how big or small—and all ideas are considered and responded to. Management involves employees at all levels in annual planning, and also holds employee focus groups to get feedback about where the company should be going.

You won’t find any individual offices at Nurse Next Door; there isn’t even assigned seating. The firm uses the “hotelling” concept, which allows employees to set up anywhere they want, resulting in improved teamwork. The firm’s internal rewards program, known as Flowerbucks, gives team members the chance to earn prizes, such as gift cards and iPads, by living the company’s core values.

This firm’s in-house Hit & Run sessions help employees better understand the company’s objectives, policies and procedures, and offer a chance for staff to give feedback. Perks at Bull, Housser & Tupper include up to five weeks of paid vacation, social events, lunch-and-learns on topics ranging from health and wellness to financial planning, and a fitness subsidy.

Making new employees feel welcome is a priority at Fusion Homes. New hires are offered individualized orientation programs facilitated by the new hire’s manager, as well as courses that are suited to the employee’s development and leadership potential. The company regularly seeks input on strategy and new initiatives from all team members, regardless of their role or title.

Committed to developing its employees, Bioniche invests heavily in continuing education by paying tuition and other associated costs for courses, seminars and degree programs; one senior executive recently completed her MBA on the company’s dime. Bioniche’s performance-management system, through which performance and salaries are reviewed, was designed with bottom-up input from employees.

This company believes in open-book management, which includes regularly sharing its financial statements with staff in order to help them understand their effect on the bottom line and create accountability. Arrow believes strongly in promoting from within and makes those decisions based almost exclusively on performance, not seniority.

Habañero shuns traditional hierarchical structure in favour of a lattice structure, which includes downplaying titles and promoting employees to management based on leadership skills as opposed to seniority or technical acumen. Senior staff mentor no more than five employees at a time to foster communication, interaction and trust.

A family culture is a core principle at RL Solutions. Staff are offered flexible work hours and work-from-home privileges, and the firm offers a perk almost unheard of in small businesses: unlimited vacation time. Management provides funding assistance for education and training, and offers a competitive RRSP matching program.

Management and employees share ideas and opinions through semi-annual town halls, an annual employee engagement survey and a monthly newsletter and blog, to which employees are encouraged to submit articles. Catered breakfasts and lunches are one of the firm’s many perks, which also include gym memberships and parental leave top-up payments of up to 100%.

At iQmetrix, cultivating a strong sense of ownership is fundamental to engendering employee engagement. Management supports an entrepreneurial environment, emphasizing employee freedom, self-management and personal responsibility. For example, iQmetrix ensures that individual employees understand that regardless of their age or level of seniority, they have the authority to create programs or procedures that address any areas for improvement they see.

O.C. Tanner offers a mentoring program that helps employees understand their role within the company and the importance of their work. Management is committed to recognizing and celebrating great work on a daily basis, and also offers a broad range of recognition programs tailored to each employee’s particular needs and interests. The company has an excellent retirement and pension plan.

Northern Lights Canada truly believes in providing its employees with work/life balance; for example, in the past year, it has increased vacation entitlement by a week for all employees, including new hires. The firm allows flexible work schedules, the opportunity to work from home when possible and two “diversity days” per year for each employee to use for any purpose. It also allows each department to determine its own dress code.

Collective Point of Sale Solutions has created an entrepreneurial culture wherein every employee is viewed as the CEO of his specific role in the firm; staff are empowered to make decisions and are held accountable for the results. Communication is key at the firm; face-to-face discussions are preferred over email, and systems are in place that allow employees to make suggestions to management—anonymously, if they prefer.