During the global pandemic, tens of millions of employees were sent to work from home without knowing if or when they would return.

Nearly four years later, uncertainty, variant strains, and the burden of child care meant that most of these remote employees were still working from home in some manner - and their employers would like them to return.

But the employees don't seem to be interested in returning.

Nearly four years later, uncertainty, variant strains, and the burden of child care meant that most of these remote employees were still working from home in some manner - and their employers would like them to return.

Are you looking for travel stipends? Work has got you covered. Complimentary meals and fancy coffee carts? Done! Free on-site child care and dry cleaning? Absolutely. For many employees, though, it's still not enough. One company has taken it to the next level.

You say working in the office stinks? Well, this company aims to solve that problem as well. They are changing the way the office smells.

Since 2022, Hines, a commercial real estate company with skyscrapers worldwide, has developed a particular scent that they began quietly pumping into the HVAC system in Houston headquarters. This year, it is rolling out the fragrance in more than 20 other office buildings in Chicago, New York, London, and Delhi, India.

Companies already populate offices with sensory-stimulating designs such as greenery, ample natural light, and soothing white noise. Now, the office is getting a nose job.

Hines aims for aromatherapy to enhance worker well-being, explains co-CEO Laura Hines-Pierce. "Our mindset is, 'How can we reframe how people think about the office?'" says Whitney Bossin Burns, senior vice president of global client strategy at Hines. "If we can make it a place where people can associate positive memories with it, we need to do that in every possible realm."

"Each note was thoughtfully selected," she says, "to ensure that walking into a Hines space creates a sense of belonging."

The company's signature scent took over a year to perfect and incorporates 35 ingredients, which are said to improve happiness and confidence, alleviate anxiety, fight fatigue, and help employees learn tasks faster.

Incentives, perks, and positive environments increase morale, engagement, and attendance. Why don't we use them in (music) education?

Don't we want those same things for kids? Aren't all schools striving for increased happiness and engagement? Don't we want to lower anxiety and increase attendance? Don't we want kids to learn faster?

It seems to pass the sniff test to me.

As someone who has renovated two high schools, I can speak to how the environment (natural light, temperature, air quality) can significantly impact academic performance. Yet, we invest very little in building schools, and even less in maintaining them.

And what about the perks? What do we offer to entice and reward engaged, motivated, and successful (music) students to stay in the public school system? Everyone knows that these melody makers are the poster children for engagement and the model of attendance and performing academically better than their non-musical peers.

What are we doing to attract and retain our best and incentivize others to perform at similar levels? Why don't we invest in those who invest in the school? What if, as a reward to those who do and an incentive to those who don't, we offered music kids:

Free meals before rehearsals
Subsidies to cover gas for after-school events
First shot at scheduling future classes
Subsidies for reeds, sticks, strings and rosin
Flex scheduling
Early graduation
Better campus parking
Bonuses for making honor groups
Extra release periods
Free online courses to free up their schedule
Graduated diplomas
Free lessons

If we're being selfish, what's in it for the music educator who often works longer hours, more weekends and nights, and for little to no extra pay? How about:

Bonuses for increased enrollment
Stipends for summer work
Reimbursement for tuxedos and other equipment
Paid professional development
Meal reimbursement for night rehearsals
Upgraded office furniture
Marketing and administration support
Better busses for trips and games
Technology allowances

Or a thousand other things we could do for music students and teachers to achieve the results we want to achieve.

Remember those remote employees (who receive salaries) still have to be incentivized with free food and coffee to come to work? Well, I have a kid who hates going to school so much that I have to bribe him with Chipotle. If they served over-stuffed burritos for lunch instead of slop, he might fight me to be first in the carpool lane.

People young and old want to enjoy their surroundings and get paid well for what they do - in money, grades, opportunities, friendships and many other ways. High school athletes are paid to play through Name, Image, and Likeness (NIL) deals.

If we want to make our schools the best possible version of themselves, they have to attract and retain the best students. All of which is to say...

Why not "pay" the music kids? Any why not incentivize music teachers to stay in the profession. That would definitely pass the sniff test for me - and you too!

Have a great week.

Scott