Embracing Seasonal Office Changes

Katie Williamson June 1, 2017

One thing we love about Chicago is that the city really comes alive in the summer. Patios open up and flood with people, baseball season is in full swing, and weekend trips to the beach are an absolute necessity. But with warmer weather and longer days, it can be hard to stay motivated behind the four walls of your office.

That’s why many companies are offering perks that change with the seasons. From cutting down your hours to taking a day off to volunteer, here are a few of our favorite ways office leaders can help employees stayed engaged and productive, while still finding time to enjoy the sunshine.

Flexible Hours

While this is not the newest trend out there, summer fridays are still amazing for boosting office morale. Chances are your employees are daydreaming out the window around 3pm on Friday afternoon anyway, so why not reward them for hitting their sales goals or nailing that project by allowing them to head out early. Plus, there are tons of reasons why flexible hours are great for company morale and ROI.

Seasonal Events

Summer is a great time to enjoy the great outdoors. Whether it’s a beach day or heading out for a baseball game, grab your employees and head outside for some seasonal fun. Last year at PerkSpot, a few of us participated in a 5k together. It really brought the team together for a great cause and motivated us to stay in shape!

Spice Up Your Recognition

Looking for a new way to recognize and reward employees? Summer can be the perfect time to pre-purchase tickets to concerts or sporting events to give to your company’s overachievers. Not sure what to offer? Take a survey to see what events your employees are planning on attending this summer to make sure your prize offerings are relevant and truly incentivizing.

Do Good

There are so many volunteer opportunities available in the summer. From building a house with Habitat for Humanity to serving at your local food pantry, explore options to give back with your office while the weather is warm and your employees are itching to get outside. According to a survey of corporations that encourage employee volunteering, employees who volunteer are 60% more likely to feel loyal to their company than those who do not.

Sun’s out, fun’s out. How is your office incorporating the summer season into your corporate perks?

Exploring the Five Hour Work Day

Katie Williamson April 18, 2017

In a previous post, we explored the notion of the Four Day Work Week. But recently, we’ve been reading up on a similar phenomenon known as the Five Hour Work Day.

It all started with this Fast Company article about Stephan Aarstol, CEO of Tower, a beach lifestyle company. Aarstol made a shift not only in the amount of hours employees worked per day, but also in how they were compensated. The results? Over 40% higher revenue annually.

So how did he do it? And is this something every company can implement effectively?

Execute carefully

Aarstol knew that this shift wasn’t something he could enforce overnight. He started by introducing the idea of “summer hours”. By making the change temporary, he put himself in the position to be able to switch things back around if the hours didn’t work out or hurt productivity. Lucky for him (and his employees), productivity soared and the 8-1 work day is now permanent.

Explain the whys

For Aarstol, the key to the success of the Five Hour Work Day was having a clear mission behind the change. He not only switched the hours, but also the compensation structure by offering employees a 5% profit share. By doing so, he enforced the importance of productivity, not just presence. He asked more of his employees in a shorter amount of time knowing that the rewards would be greater. He also knew this lifestyle might not serve everyone, and was therefore prepared to lose employees that might not fit into this new way of work. By keeping his mission at the forefront of the change, he was able to not only increase profits, but also increase compensation for his employees. Talk about a win-win.

Explore the change

While you may not work for a beach lifestyle brand, the Five Hour Work Day doesn’t have to be a far-off reality for all of us.

But how can we make the switch?

Start at the top: Most managers think that employees who show the most “face-time” are also the most dependable. Make sure your management is rewarding and recognizing employees based on their output, not their time-clock.
Provide concrete goals: Again, make it very clear why you’re making the switch and how you’re measuring productivity. Put measurable goals in place so employees know exactly what’s expected of them.
Be flexible: Aarstol knew that this change would be difficult during certain busy seasons. He gave employees the freedom to leave after 1pm, understanding that special projects may require more time and attention. However, making this adjustment meant that 12 hour days became the exception, not the norm.

Could the Five Hour Work Day work for you? What hesitations would you have for implementing this change?

March Madness Doesn’t Have to Kill Productivity

Katie Williamson March 16, 2017

The madness is starting. Today marks the official beginning of the NCAA Men’s Basketball Tournament and according to global outplacement firm, Challenger, Gray & Christmas, this year could cost employers over $2.1 billion in productivity. They also estimated that approximately 23.7 million workers are filling out brackets… most likely on company time.

So does the old saying hold true, “if you can’t beat ‘em, join ‘em”? Or should we put a stop to the madness?

A survey by Office Team reported that 57% of managers feel that while they don’t encourage watching games or participating in office pools, they are ok with these activities in moderation. 32% said they should not be allowed at work and a mere 11% actually encourage this behavior.

Let’s be honest, though. Would you rather work with these 11% of employers who embrace the insanity of March or with the 32% that shun this type of behavior? Odds are you’re in favor of the former.

But, March Madness doesn’t have to kill productivity. Here are a few ways to have your cake and eat it, too:

Embrace the Competition

A great way to celebrate March Madness at work is to embrace the competition. This can be awesome for team bonding and office morale. Keep pool minimums low or consider offering a “free pool” option where you give away company swag or other small prizes to the winner.

Keep it Playful (and Respectful)

While some friendly competition can be great for office morale, it can also get into slippery territory when office fanatics find themselves facing a losing streak. Make sure to manage expectations around the office and keep conversations light-hearted. Smack talk is fun but can turn into bullying quickly. Steer clear of anything that could be offensive or disrespectful.

Manage Expectations

While streaming the games during lunch may be totally acceptable, there still needs to be an expectation of office performance during these crazy few weeks. Make sure expectations are clearly communicated during this time. Consider offering extra incentives for high-performers by letting them leave early to catch a game or providing some team gear. By celebrating wins both on and off the court, you can enjoy the season while still reinforcing productivity standards.

You can make the most of the Big Dance while still staying productive by preparing strategically and being transparent about the impacts of the tournament. Celebrating and staying productive is easy… picking your winning bracket is not.

Welcome to the Workforce, Generation Z

Katie Williamson February 16, 2017

2017 marks the first year Generation Z will enter the workforce. These Centennials will bring a new culture with them, known for being more diverse, resilient and open than their Millennial counterparts.

While 37% of Centennials fear they will not find a job that fits their personality, this presents a new challenge for human resource professionals to understand this new demographic and reach them with strategic content that is relevant to them.

Here are a few things HR needs to know about this new generation of workers:

The Perk Generation

Gallup recently released a report on the State of the American Workforce. In the report they state that “the benefits and perks that employees truly care about are those that offer them greater flexibility, autonomy and the ability to lead a better life.” Millennials are more likely to change jobs due to perks, and the Centennial generation is no different. They are seeking out more independence and flexibility as the world becomes more mobile.

The Entrepreneur Generation

Along the same lines of independence, it should not surprise us that Generation Z is also more entrepreneurial. In fact, 37 percent of Generation Z said they are interested in starting their own company. This could be due to the Millennial generation paving the way with startup technology companies popping up left and right, plus an increased access to educational resources on sites like Udemy, Skillshare, and more.

The Happiness Generation

Millennials have been known to seek growth opportunities over salary. As Generation Z enters the workforce we are finding the same trend. A staggering 77 percent see job satisfaction as equal to or more important than salary. Again, this ties into perks and an overall compensation package that includes more than just the standard healthcare and retirement packages. Centennial employees want a place that makes their life a little easier.

The Mentor Generation

A surprising fact about Gen Z is that they don’t always prefer to communicate via social media and other technologies. In fact, 51 percent say they prefer in-person communications with managers as opposed to emailing or instant messaging. This also ties into their need for mentors. Generation Z doesn’t want a micro-manager breathing down their neck. They do, however, have a strong need for leadership and mentorship. They seek opportunities for growth over salary increases, craving feedback and direction from their managers. If they don’t find these opportunities, then they won’t stick around.

Generation Z and the Millennial generation may not be all that fundamentally different, but finding ways to appeal to their needs and wants will ensure your company has the competitive edge in the war for talent.

Making the Candidate Experience Exceptional

Katie Williamson January 26, 2017

Previously on the PerkSpot blog we explored the upcoming trends for 2017. Among these, and quite possibly one of the largest we’ll see sprouting up next year, is an improved candidate experience. More and more companies are realizing the importance of their recruitment process – not just for potential employees, but potential customers as well.

Give the candidate a great experience, and they’ll hold your brand in high-esteem. Reject them with a standard email, and a social media rant might be in your future.

Whether you’re a company of 10 or 10,000, here are some keys to improving your candidate experience in 2017:

Step One: Respond.

Ok, so you might be recruiting for 30 different positions and your inbox is out of control. Whether it’s a standard auto-reply or a personalized email, make sure you provide some guidelines for when the candidate can expect to hear back from you, when it’s ok to follow-up, and any next steps for the interview process. While it may be acceptable to ghost someone after a bad date, it’s not ok to do it to your job candidates. Need some help with what to say? Trello does this really well.

Step Two: Show, don’t Tell.

Most interviews consist of round after round of intensive questioning. Take your interview process to the next level by giving candidates a “guide” for the day. This person will give them a tour of the office, introduce them to current employees, help them find the bathroom and something to drink, and anything else they might need to know. Ensuring the candidate feels comfortable will help them perform their best and also give you insight into how they’ll function in your office on a day-to-day basis.

Step Three: Provide Feedback

Spare your candidates the “We’ve decided to go in a different direction” email. Provide concrete reasons why they weren’t a great fit for this position. Be delicate and let them know where they fell short. If you don’t give them specific feedback, they’ll never know how to improve. In fact, 70% of employers don’t provide candidates with feedback. How you decide to let them down will arguably have the greatest effect on your brand. Let them down easy, but transparently.

Step Four: Ask for Feedback

What better way to gauge how you’re doing than from someone who has walked the walk? At this point, you’ve given the candidate your feedback, so make sure you provide them the same opportunity. How was the recruitment process? Was there anything unexpected? What did they like about the interview process? How could it be improved? Make sure you share their feedback with everyone involved in order to improve your process in the future. There are plenty of ways you can create a positive candidate experience!

How will you improve your candidate experience in 2017? Let us know in the comments!

Transparency, Inclusion & The Executive Team

Katie Williamson January 19, 2017

Right after college, I stepped into a role at an international company with thousands of employees. Given the size of the company and its various locations, there was a major divide between the executives and the entry-level employees like myself. In fact, the CEO was someone I had only seen from a distance in a boardroom with other executives.

Coming to PerkSpot, the interaction between the executive team and other employees is drastically different than what I had previously experienced. Transparency is a value we promote and work to make a part of our culture and it was evident from day one. At PerkSpot the CEO is no longer this distant figure, but someone who knows each of us on a personal level. The Executive team is not a group that spends time in secret meetings behind closed doors, but who gathers input from employees in order to make informed and inclusive high-level decisions. Transparency is part of our everyday life here, and it makes all the difference.

After experiencing the difference transparency makes, I know firsthand how important it can be. But, this isn’t unique to my personal experiences. In a 2014 report by the American Psychological Association, one out of three employees stated that their employer was not always honest and truthful with them. The need for transparency is obvious.

Here are a few reasons why transparency should become a part of every culture:

Transparency Solves Problems

Whether your company is undergoing a major change or looking to improve performance, transparency can help you solve problems faster. Transparency around the issues you face help employees learn to trust their leadership and gain ownership in solving problems. Forming a more inclusive culture brings a fresh approach and a new set of eyes. Therefore, leaders solve the problem faster than if they had just kept the facts among executives.

Transparency Makes Things Personal

Nothing brings people closer together than solving problems. As the world becomes more interconnected through digital media, this is becoming increasingly more important. Employees want leaders who will connect with them beyond the professional and into the personal. By providing opportunities for executives to interact with other members of the organization, relationships can form authentically.

Transparency Improves Culture

A 2016 survey of more than 1,200 employees, managers and executives discussed a major chasm in company culture. It discovered the more seniority a person has in an organization, the more positively they viewed company culture. This proves how vital it is that the various levels within the organization are interacting. It’s important not only to uncover any negative feelings the employees may be harboring, but to also reveal the positive outlooks senior management may have due to a greater access of information.

As Generation Z enters the workforce this year, transparency is becoming all the more important. Whether you’re the CEO, a manager, or an intern, find ways to be more transparent about the problems you’re facing.

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Wellness Initiatives for Every Company

Katie Williamson January 5, 2017

It should be no surprise that among the top trends in human resources is improved wellness programs. An increased desire for a healthy lifestyle and more involvement from upper management has put wellness at the forefront of the human resources department.

Needless to say, we have work to do. In fact, the Flex + Strategy Group blog noted that 25% of employees do not have the option of a wellness/wellbeing program at their workplace. However, 20% said that although they do not participate in a corporate wellness program (either for lack of interest or opportunity), they still pursue wellness programs on their own. Evidence that there are either not enough or not appropriate opportunities available in the workplace. This paves the way for needed improvement.

Here are a few ways we see wellness programs advancing in the upcoming year:

Competition vs. Rewards for Wellness Initiatives

With the EEOC’s Final Rule on Employer Wellness Programs, we expect to see a decrease in the number of financial incentives for wellness programs and a trend towards more friendly competition in the workplace. 91% of employees said they would engage in healthier behaviors if they were rewarded, according to a survey from Welltok, which proves there is still a need to incentivize behavior. But with the rise in wearables and other technology, we can anticipate more Fitbit challenges and competitions in our future.

A Focus on Mental Health

Mental and behavioral health conditions cost employers around $104 billion each year, while only 41% of employees say their employer helps them meet mental health needs. As wellness programs become more holistic, we find a trend towards more engagement in the mental health realm. Helping employees take control of their mental health not only improves retention but productivity as well. Whether it’s implementing more mindfulness practices or on-site counseling, there are many opportunities for employers to engage employees in this way.

Highlighting Financial Wellness

Many employers made the headlines last year for offering student loan repayment and tuition assistance. However, this is not financially viable for all companies. However, we do anticipate more education being provided around financial wellness for employees. According to Aon Hewitt, nearly 89% of employers plan on implementing tools to expand their financial health focus. The main reason? “To increase employee engagement”. From budgeting classes to debt management, expect to see more financial education in the workplace this year.

How is your company improving wellness this year? What new programs are you implementing?

Engaging Employees During the Holidays

Katie Williamson December 8, 2016

For many employees, the holidays invoke a myriad of emotions. Some relish in the memories shared with close friends and families. Others are overwhelmed and stressed by gift lists. Meanwhile, a small few may be dealing with heartache and loss that comes to light this time of year.

Beyond the potluck meals and holiday celebrations, there are many ways we can engage employees in a meaningful way during this season.

Communicate Expectations

The only thing worse than working on a holiday is unexpectedly working on a holiday. Set the stageahead of time for any additional hours employees may be expected to work beyond the norm. And if they are having to work during the season, ensure you are providing recognition and post-holiday recovery time. If your company is not particularly busy this time of year, make sure you communicate office closures with plenty of time for employees to make their travel plans. Take this opportunity to highlight your workplace flexibility to ensure employees use this time wisely to recharge and come back re-energized in the new year.

Prioritize Goals

As you wrap up the year, it can be tempting to squeeze in those last-minute projects to reach your year-end goals. But often it’s better to wait until the new year to start new projects to ensure they receive the quality attention they deserve. The holidays are fraught with distraction and can be a difficult time to accomplish even everyday tasks. Make sure any extras you’re piling on their plates are 100% necessary. You want to enable employees to complete these tasks to the best of their abilities. By prioritizing only the necessary, you’ll be doing your employees, and yourself, a major favor.

Consider Perspectives

The most obvious struggle for human resources, office managers or just workplace party-planners is finding the balance between festive and offensive. From the office decor to the tunes playing in the background, it can be difficult to please everyone. Remember to keep an open mind and listen to what employees want and how they want to celebrate the season. Every workplace is different. Try surveying your employees to get a feel for what makes this time special to them.

Celebrate Thoughtfully

While we generally think of this season as a “jolly” time, for some people this year may be the toughest. Remember to navigate the holidays with sensitivity for those who may be dealing with a hard situation. Maybe it’s highlighting in-house grief counseling or sending a small note to someone to let them know you’re thinking of them. Each situation is different and every relationship unique. Let them know you recognize what they’re going through and provide a safe space to talk about it.

Year-end celebrations are a wonderful time to reconnect with your employees and revel in all you’ve accomplished this year; just remember to treat this time with sensitivity, respect and, of course, have fun!

Change Management Tips for Human Resources Professionals

Katie Williamson October 27, 2016

One of the greatest challenges for leadership today is keeping up with the rapid changes in their industry. As communication tools and cultural norms begin to morph, it can be difficult for leaders not only to keep up with the necessary changes, but to implement them in a way that is healthy for the company.

When we approach change in our organizations, there are three guiding principles we should follow.

Clarity

There’s nothing worse than being faced with a big decision or new change and not understanding why it’s happening. Getting employees involved in the decision is key to ensuring its success. In fact, Torben Rick, an operational and change management expert, says the key to implementing change in a successful way is to tell a compelling story. Rick states “before leaders can get buy-in, people need to feel the problem. People aren’t going to consider anything until they are convinced there is a problem that truly needs to be addressed.” Provide clarity on what problem this new change is solving and offer insights into any other possible solutions you may have explored before landing on this one. You may find that employees not only support your decision, but become change agents themselves.

Transparency

This goes hand in hand with clarity, but it’s also important that you don’t just talk about the benefits this new change will bring, but also the challenges. The sad truth is that 70% of all change initiatives fail. As a leader, explain why this risk will ultimately bring rewards. As a basic guide, your conversation around changes should include answers to the following questions:

Why is this change necessary?
What actually is going to change and how does this affect each of us?
When will we introduce and implement this change?
How do we communicate this change?
What will determine that this has been successful?
What challenges will this change bring?
How can we motivate and support people during this change?

Beyond these questions, offer to address any specific concerns employees may have, and follow through on that promise. Transparency offers the opportunity to shape the conversation into a more positive and exciting tone that could otherwise be one of confusion or fear.

Humility

Someone once said “Humility is not thinking less of yourself, but thinking of yourself less”. We don’t often pair humility with great leadership, but we should! Understated, but incredible valuable, humility is a quality that every leader should possess. Humility drives leaders to think about how others might be feeling in a certain situation and empathize with their concerns. This is especially important when dealing with new information or even a shift in the organization. However big or small the change might be, by practicing empathy, we can ensure our employees feel heard and understood. In fact, what they’re trying to tell you may surprise you.

Have you dealt with a large change in your organization? What are the hurdles you overcame? Share your advice in the comments!

Leadership Beyond the Office

Katie Williamson September 29, 2016

When you think about leaders who inspire you, chances are you aren’t thinking about their job title or their corner office. You think about the inspiring words they spoke when you needed to hear it, the efforts they took to make a change, and the lives they impacted.

I recently spoke with the Director of Human Resources for a start-up located here in Chicago. She shared insights into what makes their office culture truly unique and hands-down it was the leadership. In fact, part of their on-boarding process for new employees includes a goal-setting session with the CEO. While this might not seem out of the ordinary, the goals are not strictly professional. With a strong financial background, the CEO helps each employee set savings goals such as taking a vacation with their family or paying off student loans. With a high percentage of part-time employees, many do not have the ability to hire a financial planner and chances are, have never received financial advice from an expert. By understanding their needs and using her skills, their CEO helps employees achieve things they never thought possible.

From the human resources department to the CEO to the marketing managers, every leader in an organization is tasked with an overwhelming responsibility to make a difference in their employees’ lives. So while not all of us can become financial advisors, there are plenty of ways we can lead well no matter your job title or area of expertise.

Learn.

Leadership and learning are indispensable to each other.
– John F. Kennedy

True leaders never stop learning. It’s easy to be mediocre, only absorbing information as we need it, but great leaders know that “knowledge is power”. With humble attitudes, they are proactive in seeking out advice and expertise. It can also be said that great leaders should push their employees to seek out knowledge as well. By offering a continuing education program or professional development courses, you and your employees can learn more, together. In fact, many companies offer a “Lunch and Learn” each month where employees get together to learn something new over a meal. They bring experts on everything from financial advice to html coding to business skills. Leading means learning, and pushing others to do the same.

Listen.

When people talk, listen completely.
– Ernest Hemingway

One of the most obvious ways we can lead people well is by listening well. It’s easy to assume as leaders that we know best, but every person has a unique story and perspective. By taking time to first understand and get to know their personalities, their struggles and their strengths, we can push them to be the best version of themselves. Leadership expert, David Marquet, describes listening as using “not only your ears, but your eyes and heart as well.”

Lead the Change.

A genuine leader is not a searcher for consensus but a molder of consensus.
– Martin Luther King Jr.

We have unlimited vacation days at PerkSpot. I know what you’re thinking, “But do people actually use them?”. The answer is yes and the reason is our leadership. While many offices claim to have great employee perks, what makes the difference at our company is that our executive team lives out these values. We take vacation days because the leaders do, we participate in charity because our leaders volunteer, and we congratulate each other on successes because our leaders model this behavior. It’s nothing new and nothing crazy, but having leaders pave the way makes all the difference.

Let Go.

The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.
– Ronald Reagan

Great leaders are the ones who are okay with relinquishing control. While many feel that giving up control is a sign of weakness, it actually is a great testament to the strength of your leadership. “Control is about power – not leadership. Surrender allows a leader to get out of their own way and focus on adding value to those whom they serve.” Again, humility is key to being a successful leader. By focusing more on who your employees can be and what they can accomplish and less on making a name for yourself, your team will grow to respect you and your authority.

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