Pay Off That


Providing benefits and perks isn’t just kind — it’s smart business, reducing turnover and boosting morale.


BY SARAH SAMPSON


hen Cameron Pappas, AAF, took over the family flower shop a few years ago, he knew there were a few things he wanted to do differently. One of those was enhancing the ben-


efits his Birmingham, Alabama, business offers its employees. Today, in addition to traditional benefits such as health and life insurance and a retirement plan, Norton’s Florist workers also have 24/7 access to a chaplain.


“It’s a major mental health benefit,” Pappas says. “Having someone an employee


can talk to if they can’t afford to go to a therapist or seek help elsewhere is hugely important.” He also budgets $5,000 of his own money to help employees in need. Two long-


term employees serve as his “Caring Team” and alert him when someone might need extra support. He has helped an employee who was out because of an accident, and he covered summer childcare expenses for an employee who otherwise couldn’t come to work. “We’re a tight-knit team,” says Pappas. “Our turnover is very low. I think when


others see me love and care for them, it inherently helps them to love and care for others, and it makes them go above and beyond for our business.”


The magazine of the Society of American Florists (SAF) 31


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