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4 Questions to Ask Your Employees When Creating a Rewards and Recognition Program

Courtney Shipshock August 14, 2019

Here at PerkSpot, we’d like to think we’re something of an expert on rewarding and recognizing employees. We know a rewards and recognition program can improve areas like talent acquisition, employee retention, turnover, and engagement. But where do you start? Begin by surveying your employees, who are the people that will most directly benefit from this program. To get started, check out these four questions.

What motivates you?

One of the most important components of recognizing employees is doing so in a way that feels valuable and motivational. After all, your aim with a program like this should be giving your employees a reason to continue to put forth great performance and reward them for doing so. But to make your program successful, it’s important to know what motivates your employees. Once you have a good understanding of that, you have a much better chance of developing a rewards and recognition program that has a successful and profitable outcome.

How do you want to be rewarded?

It’s easy for an employer or HR manager to guess how their employees want to be rewarded and they might be close to the mark with their guesses. However, if you truly want to reward your employees the right way, it’s important to know what kind of rewards they want. For some, it could be perks, like company outings or vacation days. Others might prefer monetary rewards. For example, consider a yearly bonus or recognition directly connected to quotas or goals. The aim here is to show your employees your appreciation. Do this by giving them something you know they would enjoy.

How do you want your rewards communicated to you?

This question dives deeper into the nitty-gritty of your recognition, but it’s an aspect that should be acknowledged. Your employees may have different preferences for how openly you choose to recognize them. Studies show recognition should remain largely public, as this incentivizes other employees to work towards optimal productivity. However, some employees might prefer more private recognition for their accomplishments. Therefore, it’s vital you check with your employees to confirm they feel comfortable with how you communicate their rewards, both to them and to the rest of the company.

Who do you want to reward you?

Odds are, this answer will dramatically differ depending on the size and structure of your company, so you should take into account the culture of your company when you ask this question. A more relaxed work environment may find employees prefer to receive recognition from all levels: CEO, manager, or coworker. In a more corporate or structured workplace, employees might only feel recognition from their managers makes the most sense. Your aim with this question is understanding whose recognition will have the most impact on work output and productivity for your employees.

When you ask your employees these questions, it’s important to remember that there are no wrong answers. Instead, keep in mind that these answers will help you shape the ideal rewards and recognition program for rewarding your employees. If you’re looking for guidance, or you’re interested in learning about PerkSpot’s Rewards and Recognition platform, click here to learn more!

4 Summer Perks Your Employees Want

Courtney Shipshock May 29, 2019

Temperatures are going up, the sun is coming out, and we can officially say that summer is on its way in! As the season changes, you might be thinking about how you can implement a few summer perks that employees can enjoy during these extra hot months of the year. Here are 4 suggestions for ways you can bring the sunshine into your office this summer!

Flexible Hours

We know summer is a popular time for family vacations and long weekends. So, offering a perk like flexible hours is sure to be a hit among employees. Fortunately, there are several varying levels of flexibility you can try out to see which fits your company culture best. Start by offering more work from home options. That way, employees can still get their work done, but they have the option to do so in the comfort of their own home, or maybe at a sunny cafe if the weather allows it! Another popular method of implementing more flexibility is Summer Fridays. Companies can offer half or full days off each Friday. This keeps employees productive and engaged, while still creating a more flexible schedule if they choose.

Summer Outings

While we firmly believe in fun company outings all year round, summer is an especially good time to get your employees together for some out-of-the-office bonding! Whether you’re rooting on your favorite hometown baseball team, cheers-ing to a great week at a fun bar or restaurant, or hosting a company-wide picnic, outings like these are a great way to reward your employees for their hard work.

Wellness Challenges

Healthier habits tend to ramp up more in the warmer months. Encourage your employees to develop a healthier lifestyle with wellness initiatives that reward them for regular exercise. For example, we just wrapped up a May gym challenge here at PerkSpot that encouraged employees to workout twice a week for at least twenty minutes, doing any exercise they felt comfortable with! As a reward, each employee who completed the challenge got $100 to put toward new or improved gym equipment. We’ll follow that with a bike-to-work challenge in June, complete with prizes donated by local bicycle shop, Kozy Cyclery. Challenges like these give employees a great incentive to get active, plus create a sense of friendly competition and camaraderie among coworkers.

Casual Dress

As the temperatures climb, it feels more difficult to put on the stifling blazer and slacks your company might require. Try adopting a more lax dress policy that makes it easier for your employees to dress for the weather. Create and enforce specific guidelines that you’ve decided on ahead of time. This can include things like no bare shoulders, appropriate length shorts and dresses, or no open-toed shoes. Consider your company as you create this summer dress policy to ensure that it fits with your culture, while still benefiting your employees.

Why Perks and Discounts Should Be Part of Your Voluntary Benefits Plan

Courtney Shipshock May 8, 2019

Times are a’changing, and so are the way companies structure their benefits plans. As the workforce grows and new generations enter it, employers have realized it’s time to change the way they think about their benefits. Enter, voluntary benefits. Voluntary benefits plans are becoming increasingly popular in companies large and small, and they often vary by company. One thing that we think every company should include in their voluntary benefits plan? A perks and discounts program – and here’s why.

But first – what are voluntary benefits?

Voluntary benefits are, at the surface, exactly what they sound like. It’s a plan outside of the run-of-the-mill benefit suite, which typically includes medical and dental. Recently, employers have begun searching for ways they can engage and retain employees and many found the solution in voluntary benefits. These days, voluntary benefits plans have evolved as employers started listening to their employees and taking note of their needs to go beyond the classic plans most companies offer. Mental health and wellness plans, financial planning, and learning and development opportunities are prime examples of ways employers have adapted their voluntary benefits plans in recent years.

So, why should a perks and discounts program be a vital part of your voluntary benefits plan?

Perhaps you’ve already developed a voluntary benefits strategy for your employees that compliments your existing benefits offering. But there’s one thing you might be missing that will bring your plan to the next level. Here are three reasons why you should consider adding a perks and discounts program to your voluntary benefits plan.

Increases Productivity

According to a recent study, almost three-quarters of employees worry about their personal finances. Unfortunately, this worrying happens at work, where it can cost an employer up to $2,000 due to loss of productivity. That’s only one of several reasons why employers should include a perks and discounts program in their voluntary benefits plan.

Allows for Individualization

We know that millennials recently became the largest generation in the workforce, and Generation Z is hot on their tails as they begin to fill internships and entry-level positions. Yet many positions are still filled by Gen-Xers and Baby Boomers. This means we’ll soon have a workforce made up of four generations, all at different stages in their lives and with different financial needs. Some of your employees may be saving for short-term purchases, like groceries or a big trip. Others are thinking much longer-term: houses, family planning, and retirement are on the brain. A perks and discounts program that caters to each individual employee by offering ample amounts of discounts means no employee is left behind. Instead, they get their pick of which discounts will benefit them the most.

Attracts and Retains Talent

Unemployment has been on a steady decline, and companies feel it. They want to seek out new and unique ways to both attract and retain their talent. According to a recent Glassdoor survey, 60% of potential candidates said they strongly consider perks and benefits when considering a job offer. The same survey found 80% of employees said they would opt for additional benefits over a higher paycheck. But the traditional benefits suite won’t cut it, as it’s difficult for these types of benefits to set you apart from other companies hoping to hire or poach your talent. A voluntary benefits plan that offers extra savings opportunities for employees is ideal. It’s a unique addition to your job offer and it shows an invested interest in your employees’ financial wellbeing.

Sometimes, it seems like every element of the HR space is changing. From recruitment and hiring to the benefits you offer, it’s tough to stay current with the evolution of human resources. Let PerkSpot make it easy for you! Reach out today to find out how you can get a perks and discounts program added to your voluntary benefits plan.

HR and Marketing: A Match Made in Heaven

Courtney Shipshock April 24, 2019

At first glance, the human resources and marketing departments of a company seem like opposites. Marketing works primarily with customers of a company, while HR is more preoccupied with the company’s employees. Yet, they have more similarities than meets the eye.

Both departments are entrenched in the brand of a company, and how to convey it appropriately for others to consume. For marketing, it’s customers, and for human resources, it’s fellow employees. It makes sense for the two departments to come together and work together for a collective goal. Check out these three situations when HR should consider collaborating with their marketing department!

1. Recruitment and Hiring

Human resources has long owned the recruiting and interviewing process of any company, and that shouldn’t be changing anytime soon. However, a shakeup in your hiring might not be a bad idea for your company. Recruitment marketing is a rising trend in HR, which can mainly be attributed to the growing importance of social media, a more competitive job market, and the entry of the millennial generation in the workforce, according to a recent survey by HR.com. So how can you utilize your company’s marketing department to the best of your ability? Depending on the size and scope of your company and recruitment, options like employee referrals and brand advocates, a personalized career page, and targeted ads are all ways you can improve the quality of your hiring. Keep in mind, no two companies are the same, meaning their recruitment and interviewing process won’t be either. Some companies might not have the bandwidth or the budget to support all of these initiatives, so open up a conversation with your marketing department to come up with ways you can individualize your recruitment process so it fits your company well.

2. Onboarding

Once you’ve found that perfect new hire, it’s time to onboard them! But if you’re relying on the same onboarding process you’ve had in place for years, it might feel stale. Once again, this is a fantastic opportunity for your marketing department to help breathe life into your onboarding process. A study by Jobvite found that almost 30% of employees leave their new job within the first 90 days of employment. The main reason? Their day-to-day role wasn’t what they expected it to be. Make sure you fix this problem with your new onboarding process. Explain in clear detail not only what you expect of your new hires, but how they can succeed in their role and how you can assist them in doing so. While HR is the expert on the information that needs to be conveyed during onboarding, look to your marketing department to offer insight on the best way to convey that information, making it an effective and informative onboarding process for each new hire.

3. Company Culture

We know how important company culture is. A company’s culture speaks to the values it upholds, the environment employees get to work in, and the goals they work toward. This is perhaps the best instance in which marketing and HR can work together. Not only do both departments have a holistic view of the company that other departments might not possess, but they’re also stakeholders in the two most important elements of company culture – the brand and the people. Marketing has a deep understanding of a company’s brand, and HR works closely with employees. Combined, it’s a match made in company culture heaven. Using HR’s know-how and marketing’s creativity, brainstorm to design unique strategies for implementing a company culture you know your employees will appreciate and enjoy. This can range from something simple like a company outing to a more extensive learning and development program tailored for your employees.

Sometimes, the best ideas come from where you least expect them. If your hiring, onboarding, or company culture could use some TLC, it’s time to join forces with your marketing department! What unexpected ideas have you come up with when working with a different department? Let us know!

Is March Madness the Morale Boost Your Office Needs?

Courtney Shipshock March 28, 2019

If your office is anything like ours, then the topics of busted brackets and buzzer beaters have probably taken over. That’s right – It’s March Madness!

It’s a popular myth that March Madness is a productivity killer for office places, but a large majority of employees said they didn’t believe they were any less productive during the three weeks of beloved basketball games. Plus, we learned last year that we can actually learn a lot of lessons from the tournament, like a sense of teamwork and pride in one’s accomplishments. But what if we told you there’s a way to make March Madness a morale booster at your office? It’s possible, and all you have to do is follow these 3 simple steps.

1. Wear Team Apparel

Everyone’s got their favorite team they love to root for (or against). Encourage employees to show their colors during the tournament. Maybe it’s your alma mater, the school you rooted for as a young child, or maybe you just really love the mascot – we’re looking at you, Peter the Anteater. No matter what you wear, this is a great way for employees to get a glimpse of a more personal side of one another that isn’t always seen in the office. Plus, it can inspire conversation among employees who might usually not interact as often. After all, nothing brings people together like their shared love (or hate) for a team.

2. Host a Competition

There’s nothing better than a little bit of friendly competition throughout the office, so consider creating a competition that employees can participate in. Fun ideas like a bracket or office pool that’s open to the entire company can garner lots of excitement. Not to mention, 89% of employees said taking part in a competition like this makes them more excited about coming to work each day. Before you get too far, be sure that any competition you manage in the office abides by all state and federal laws, as well as your own company policy. Avoid monetary prizes and sweeten the pot in other ways. Office swag, a paid lunch, and of course, bragging rights until next year are all great prizes!

3. Organize an Activity

As much as we don’t want to admit it, March Madness might mean an employee spends a few minutes each day checking the scores or following a game here or there. But there’s also a great opportunity with an event like this to drum up a sense of camaraderie among employees. Try organizing an activity or two outside of the office that brings all the employees together and gives them a chance to bond over something other than work. This can create stronger relationships between coworkers, which in turn leads to better engagement and productivity in employees.

Dealing with the event of March Madness can be a struggle for HR professionals. It’s a delicate balance between creating an enjoyable work environment for employees while also making sure their work gets done. But it’s also a fantastic opportunity to boost morale, productivity, and engagement. Give this guide a try and bring the madness to your office this year!

The ABCs of Why Perks Matter

Courtney Shipshock February 6, 2019

Back in 2016, Glassdoor predicted that employee perks would be a huge job trend for the year. Well, they weren’t wrong. Three years later, perks are still one of the leading trends throughout the country in workplaces that are looking to offer their employees more than just run-of-the-mill benefits. We know that perks work. (In fact, we like to think of ourselves as perk experts.) But why do they matter?

Here are the ABCs of why perks matter:

Show your Appreciation.
Foster a sense of Belonging.
Create an atmosphere of Consideration.

A is for Appreciation

First, it’s no secret that employees appreciate being recognized for their work. But, for an employer, it can feel difficult to recognize each employee for their contribution in a way that feels meaningful and impactful. That’s where perks come in. Implementing perks as an added bonus for employees sends a message to each one that says, “I see you and I appreciate you.”. Just like you enjoy small acts of kindness from a friend or family member, it feels the same to experience small gestures from your workplace that show you are being thought of and cared for. If you want to go one step further, consider a rewards & recognition platform for your workplace!

B is for Belonging

Twenty years ago, most workplaces looked the same. Fast forward to 2019 and it’s all about making your company stand out for job-seekers and creating a strong sense of identity for your employees. Perks are a great way to make your culture meaningful. Perhaps it’s having a pet-friendly office space that makes every day “Bring Your (Fluffy) Friend To Work” Day. Maybe it’s offering a paid sabbatical for your employees to develop their professional skills. (Cough, cough, we’ve got both!). Whatever it is, perks like these help illustrate the values and culture of a workplace and create a sense of belonging for your employees.

C is for Consideration

One of the great things about perks is that one size does not fit all, and it doesn’t have to! Offering an option like an employee discount program (we can help you out here!) allows an employer to provide perks to each employee that they can then customize for their own personal preferences. A wide variety of perks, all under one umbrella, means your employees get to choose how and when they want to enjoy their them. Through meaningful discounts, you’re not just checking a box, but providing perks that matter to them.

These days, it’s not just about offering your employees perks that you think might momentarily spark their interest. Instead, we’re focusing on finding perks that actually mean something to them. In doing so, you’re demonstrating your gratitude to each employee, plus setting yourself apart from the rest!

What perks do you offer your employees to illustrate culture and show your appreciation?

4 Ways to Highlight Company Culture Before You Hire

Courtney Shipshock January 30, 2019

Jessica Herrin, the co-founder of Stella & Dot, said “Shaping your culture is more than half done when you hire your team.” Here at PerkSpot, we agree – culture is one of the most important elements of our company and an incredibly crucial part of our hiring process. But how do you impart your culture to a potential job candidate in a small amount of time, when it’s so important? Try one of these great tips!

We believe there are 4 easy ways to highlight company culture during an interview:

Use Social Media
Introduce Core Values
Involve Other Departments
Give an Office Tour

Use Social Media

The average internet user has at least 5 social media accounts. Odds are, the candidate you’re interviewing has at least one, and they’ve used it to scope out your company before even firing off an application. Use this knowledge to your advantage, and show off your culture on social media. Upload fun pictures of company events and outings to your Instagram or post interesting blogs and articles illustrating your company culture. This will give candidates an inside look at the company so they know what to expect.

Introduce Core Values

At PerkSpot, we take our core values seriously, because they are one of the main motivators for what we do and how we do it. Chances are, you created your company culture with your core values in mind, so why not put them on display during the interview process too? If a potential candidate doesn’t feel that they will align with the values you hold dear, there’s a good chance they won’t enjoy the culture you’ve created either.

Inter-Departmental Interviewing

One thing we’ve learned recently is the importance of hiring to add to company culture. Keeping this mentality when recruiting and hiring employees has allowed us to create a diverse and fresh workforce. We are proud of what we’ve created and love to demonstrate this during the hiring process! Be sure to bring in different employees from different departments who you think can both challenge and excite a potential job candidate. Not only will this help you see whether that candidate will work well with your current employees, but it gives the candidate a good idea of the way each employee contributes and adds to your company culture.

Office Tour

You know the popular adage, the eyes are the window to the soul? Well, we believe that the office is the window to the company – and its culture. A potential candidate can learn a lot from surveying the future office he or she could be working in. Before or after the interview, offer a quick tour. Point out interesting decorations, where each department sits, and where employees enjoy hanging out or eating lunch. You put a lot of thought and effort into creating a great environment for your employees to work, so you should show it off! Plus, a quick tour can stir up excitement in a candidate and give them great insights into how your company and its employees interact on a day-to-day basis.

Culture is important to your company, and it should be important to job candidates as well. Each company’s culture is unique – by displaying it for a job candidate, it helps both of you get a better idea of what the other is looking for!

The Secret To-Do List Hack To Send Your Productivity Soaring

Katie Williamson January 16, 2019

If your office is anything like ours, then your January is off to a strong start, as well as a busy one! The first month of the year can be a strenuous one for any HR professional – your to-do list is filling faster than you can cross things off. So here are our secrets to productivity you need to adopt if you want to make your January the most productive month yet!

The key to your productivity is saying NO.

It might sound strange, but saying no will actually boost your productivity levels, especially when you need it most.

Why you need to say no

It’s natural to say yes to things. You want to be a committed employee with a reputation for helping out fellow colleagues when they’re feeling swamped, or when they want your expert input. But all those yeses will start to add up and put so much pressure on yourself and your list of to do’s that you find yourself unable to accomplish the important things. Instead, focus on time management and prioritization.

How to start saying no

The people pleaser in you is probably feeling a little stressed just thinking about it. But we’re not telling you to exclusively say no, or to do so in a rude or offensive manner. We’re simply reminding you that your time and energy are precious resources, and you should use them wisely. Ask yourself these two questions next time someone asks you to do something for them.

1. Do I have the time?

Is your schedule full of meetings? Planner full of to-dos? Keep in mind, there are only so many hours in a day, and so many days in a week. Filling each and every one of them is neither healthy nor conducive to your productivity. Take a step back and decide whether you have the time for this task.

2. Is it a priority?

Prioritization is one of the most important things to remember when you’re trying to be your most productive. It’s natural to put an easy task on your to-do list, especially since you get the satisfaction of quickly crossing it off – we’re talking simple things like making an appointment or sending an email. But in reality, those small tasks steal away your focus from the larger tasks at hand, and you end up losing time and effort in completing them. Set aside a specific time of day to handle them instead of letting them draw focus and attention from more important tasks.

Saying no to a fellow coworker is hard, and it might not feel natural or comfortable, especially in the beginning. But your time and energy are just as important as those who are asking for your help. Trust us – your productivity will thank you!

Why Managing Isn’t Necessarily Leading

Courtney Shipshock January 8, 2019

If you’ve been in the workplace for a decent amount of time, you’ve probably noticed that all managers are not necessarily leaders. In fact, sometimes the strongest leaders in the office are not in management at all. Why is that? What are these hidden characteristics that define leaders versus managers?

These are the five ways managers are different than leaders:

1. Leaders inspire others with vision.
2. Leaders practice humility.
3. Leaders trust others to carry out tasks to completion.
4. Leaders are confident, but not overbearing.
5. Leaders think larger than their own point of view.

1. Vision

One differentiating factor between a manager and a leader is that leaders inspire others with their vision. Management requires only that you mandate tasks and ensure that your team is completing them quickly and efficiently. Leadership, on the other hand, means you inspire others to think beyond the task at hand and focus on the overall mission. They inspire employees not just to do the work, but to love it by casting vision passionately and articulately.

2. Humility

Quite possibly the most important trait of a strong leader is humility. That’s why it’s one of our core values here at PerkSpot. We believe a great workplace cannot exist without it. The strongest leaders are ones who aren’t afraid to admit when they’re wrong. They possess the humility to share the spotlight with others, recognizing their achievements and pushing them to be the best version of themselves.

3. Trust

It’s 2019. No one micromanages anymore, right? Unfortunately, micromanagement is still alive and well in our workplaces. Leaders, on the contrary, do not micromanage. True leadership means trusting others to carry out responsibilities. In fact, the best workplaces are those which empower employees to use their strengths. Even the best leaders can’t be good at everything. That’s why it’s important to build a strong team around you and trust them to work together towards your mission.

4. Confidence

Confidence is a common trait among leaders, but not every assertive person in the workplace is a great leader. Any manager can be confident, but leaders are careful not to exhort their confidence over people. Instead, they speak their mind while also listening to other opinions. This trait goes hand in hand with humility, as it takes the perfect balance of both to create great leaders.

5. Perspective

Many managers get lost in their own personal point of view, or even their team’s. Great leaders are able to step outside of their own agendas and look at the greater good. They are able to (confidently and humbly) unify everyone towards a common goal. This is perhaps the most difficult trait to learn, but it’s what truly differentiates a manager from a leader.

Do you manage a team or are you working on your leadership skills? Tell us what you think makes a great leader in the comments.

The Recruitment Resolution Every HR Professional Should Make This Year

Courtney Shipshock January 3, 2019

According to an article by Entrepreneur, January marks the beginning of a highly active hiring season. Job seekers are putting the finishing touches on their resumes and signing up for every career fair and job alert under the sun to find their perfect position. But what are you doing to find the perfect candidate?

If you’re an HR professional, you probably know it’s shaping up to be a tough season for those filling job openings. If you want yours to be a success, here’s the resolution you should be making this new year:

This year, HR professionals should be thinking like marketers. How can you do this? Here are a few ideas for finding the marketer within:

1. Use Social Media

We all know that social media can be a great tool for communicating with clients and customers, but it’s beginning to make its way onto the recruitment scene as well. Almost 60% of employees said they found their current position with their company through social media. And why not? It’s a cost-free and effective method of finding candidates for a position that you might have never encountered otherwise. If you aren’t using social media platforms to seek out new hires, make 2019 the year when you start!

2. Find Employee Advocates

A great recruitment strategy should let your company culture shine from the inside out. Your company most likely already markets the products or services they offer. This year, up your game by having employees act as brand ambassadors, speaking on reasons why they love working at your company. Create a strong network of individuals who will both fit into your company’s culture, as well as add to it. Place a strong emphasis on your values and mission statement in the job description.

3. Reach out

You can’t expect job applicants to do all the work. In 2019, we aren’t posting a job opening and waiting for applications to pour in. Instead, we’re putting in the work to find the candidate that is just right. Just like marketers use their content to engage potential leads, you can do the same for potential job candidates. Do your research and understand exactly what individual candidates are looking for in their future role, and then show them why you can offer those things.

In 2019, put your efforts towards attracting the top talent. Get in touch with your inner marketer, and it’ll be a breeze!