Creating a comprehensive benefits package is essential for the success of both your firm and your employees. This week, we asked four designers—Christina Garcia, Kevie Murphy, Nick Nichols and Lisa Shaffer—how they landed on their offerings.
Support System
“I’ve built our benefits package around what actually matters to our team—because people do their best work when they feel valued, supported and part of something bigger. We offer a matching 401(k) and profit sharing because success should be shared. We cover 75 percent of health insurance premiums, provide an HSA to help with deductibles, and offer dental insurance so our team has the coverage they need. Employees also receive more than five weeks of time off when you consider PTO, holidays and office closures—because time to recharge is just as important as the work itself. When we hire, we’re looking for people who want to grow with us, which is why we offer a clawback bonus—a way for us to invest in those who are committed to staying and building something with us. We’re not just hiring employees; we’re building a team for the long haul. Beyond the benefits, culture is everything. We take time to connect outside the office—whether it’s at our yearly retreat, industry events, or just grabbing dinner and cocktails together. We also invest in continuing education, because growth matters, both personally and professionally. People spend a huge part of their lives at work, and I want this to be a place where they feel supported, challenged, and excited to be part of what we’re building together.” —Kevie Murphy, K.A. Murphy Interiors, Manhasset, New York
Evolving Benefits
“We approached building our employee benefits package with a thoughtful and strategic mindset. In the early stages of our company, we focused on understanding who our employees were, what they needed, and how we could balance meaningful benefits with financial sustainability. To ensure we made the right choices, we surveyed our team, involving them directly in the decision-making process. This not only helped us prioritize the most valuable benefits, but also fostered a sense of ownership and engagement. We also committed to a long-term strategy of gradually expanding our offerings, aiming to add one to two major benefits each year. By clearly communicating our future goals, we strengthened employee retention and built trust within our team. Our initial benefits package reflected the priorities of our employees, starting with a generous PTO allowance and comprehensive health benefits—both of which were essential to supporting our team’s well-being. As we’ve grown, we’ve expanded our benefits portfolio to include dental coverage, 401(k) matching, life insurance, workers’ compensation, an employee purchase program and additional holidays. Along the way, we introduced small yet impactful perks, such as an employee recognition program, which provides meaningful value without a significant cost. By maintaining a balance between major benefits and thoughtful, smaller-scale initiatives, we’ve cultivated a workplace culture that prioritizes both employee satisfaction and long-term sustainability.” —Lisa Shaffer, Lisa & Leroy, Washington, D.C.
Industry Observations
“I put together my employee benefits package by taking a close look at what big companies offer and figuring out what makes sense for a small business. It was all about finding the right balance—something competitive but also sustainable. More importantly, I focused on what truly matters to employees: benefits that support their well-being, families and financial security. Work-life balance and planning for the future are key, so I offer 401(k) matching to help employees plan for retirement, personal time off to recharge, and solid insurance plans for peace of mind. My goal is to create a workplace where employees feel valued and supported, knowing they have the resources to thrive both at work and in their personal lives.” —Christina Garcia, Layered Dimensions Interior Design, Dallas
Remote Work
“The benefits package mirrors our thinking that too many people have no security when it comes to health care and time off. This philosophy also applies to our policy of working from home. While we do have a studio where team members can come to work, we have team members in three states, [and] over 90 percent of our time is spent working remotely. We have team gatherings to spend time together off-screen, which is critical to balance the lack of in-person connection. [Otherwise], work is flextime, with the exception of client meetings, which are typically during normal business hours.” —Nick Nichols, Imparfait Design Studio, Chicago
