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What Gen Z Wants

Out with the old and in with the new! Generation Z is entering the workforce, and it is time for organizations to be prepared for their many needs compared to millennials. The next group of young adults is a tech-savvy and inquisitive group of talent, born in a time when political and socioeconomic polarities impacted society (think: economic crash, Sandy Hook, etc.).

If you’re looking to redefine your employee appreciation language for the next generation of workers, consider this.

Who Are Gen Z

Generation Z are born after 1995 and have major respect for personal engagement at work and technology to balance work productivity. These employees will travel the world in order to pursue the career of their dreams. Most are highly intelligent and curious, asking questions on the job to develop ideas for operational improvement initiatives. Unlike millennials, they have realistic expectations for their employers and are vocal in presenting their ideas, despite their lack of work experience.

What Gen Z Wants

As you review a student resume, it is important to search for the skills of your ideal employee that can add value to the team. Try searching for action words such as “invented”, “developed”, “organized”, and “achieved” when creating a shortlist of candidates. Generation Z’s experience will primarily be in committee work on campus, volunteering, internships, and classroom projects, which offer transferable skills that can be used in the workplace. Their lack of experience is an advantage because their perspective of the outside world and discussions with their parents can result in unconventional ideas that can potentially help a company grow.

Salary Expectations

Generation Z grew up when the economy started to recover in North America. If the economic downfall didn’t impact their parents, someone in their circle of friends has a story. This age group, unlike millennials, does not expect to be guaranteed a high salary after graduation. Most realize that the starting salary can start at less than $36,000. According to Fast Company, “Among young college graduates, average wages are $19.18 per hour—only 1.4% higher than in 2000.” Nonetheless, there is an expectation that with experience and time also comes an increase in income before retirement.

Open Discussions with Management

Technology is second nature to Generation Z, but a face-to-face connection with their manager is still vital for career development. It is important to foster open communication. When employee’s feel heard, this adds value to their work experience. These professionals aim to work at organizations that will guide their career with regular performance evaluations.

Workplace Cultures

Flexible workplaces are here to stay for Gen Z with an emphasis on an area for employees to relieve stress and focus on work-life balance. The CEO should project this type of culture down to management.  This helps the group flourish in a company that genuinely practices these initiatives.

Here is a list of flexible work options to consider:

  • A gym in the building
  • Room for employees to destress (i.e., game room, TV room, sleep room)
  • Options to work from home (i.e., once a month)

In addition, well-being programs and personalized healthcare benefits for employees are additional examples worth implementing at your company.

Acknowledged and Taken Seriously

There are many common misconceptions about Generation Z. They do not respect authority, are glued to their phones, lack social skills, and do not want to work hard.  The truth is, Gen Z has an entrepreneurial spirit. However, this also comes with its own advantages. Gen Z isn’t afraid to work longer hours and benefits from how their work positively impacts a company. This group values the opinions of their superiors and working alongside seasoned professionals in their department. They have the confidence to socialize with executives in meetings and share their ideas about customer experience improvements.

As you begin hiring Generation Z at your business, consider what these employees want, the strengths of this generation, and the desired benefits in your decision-making process.

Holiday Office Guide: Gift Exchange 101

Should I get my boss a gift? Do I have to participate in my company gift exchange?

We’re continuing our Holiday Office Guide. If your office is hosting a gift exchange or you’re answering questions about holiday gift etiquette, here’s your guide to keeping things appropriate:

holiday office gift exchange

Should I get my boss a gift?

Generally speaking in the office gifts should come from upper management and not the other way around so you are absolutely not obligated to get your boss a gift. Of course, if you and your boss have a great relationship and you want to show your appreciation, it’s not inappropriate to give something small and meaningful like a card or homemade treats.

Do I have to participate in my company gift exchange?

Gift exchanges are generally optional, although highly encouraged. If you’re opting out because of budget constraints, consider creative ways to participate like baking homemade treats or offering to take over kitchen duty for someone else (this is a real thing in our office, and trust me, that gift would be a hit).

Can I spend more than the spending limit for the gift exchange?

Buying a gift that’s over the spending limit is frowned upon. There are limits for a reason and giving an overly expensive gift can make others uncomfortable. Stick to the limit.

Is giving alcohol or gag gifts inappropriate?

This totally depends on the office. Because some offices crack open beers on Fridays, giving a six-pack wouldn’t seem out of the ordinary. But if your office doesn’t usually engage in activities that involve alcohol consumption, you might not want to go that route. Same with gag gifts – it depends on your culture and your work environment. But, no matter where you work, make sure your gifts cannot be seen as obscene or derogatory.

How does your office handle gift exchanges? Leave us a note in the comments!

Holiday Office Guide: Party Etiquette

Oh, the holiday party. Everyone’s favorite time to make HR cringe.

It’s week two of the Holiday Office Guide and we’re discussing answers to your favorite holiday party questions.
holiday party etiquette

Do I have to go?

First of all, yes, it’s completely legal for companies to require you to attend an event outside of office hours, so if your holiday party is mandatory, it’s time to put on your party pants.
For you optional attendees, it’s not required but definitely encouraged as a way to network and boost company morale.
Dreading it? Here are some tips for surviving.

Should I bring a date to the holiday party?

If you’re given a plus one and you want to bring a date, go for it. Bringing someone is a great way for your co-workers to learn more about you and for your significant other to learn more about your work. Just be prepared to ask questions about your date after the party as people will likely assume you’re serious. Although, you reserve the right to keep the answers to yourself.

Do I have to show up on time?

This completely depends on the event, but anything past 30 minutes is probably not a good idea. This isn’t your brother’s frat party. It’s still a work event and you’re still expected to be there on time.

What should I wear?

Again, depends on the event. Pay attention to the dress code and make sure you stick to it. Cocktail party? Keep it classy and steer away from anything too revealing and consider leaving the jeans at home. At PerkSpot, bowling has been a tradition in years past, so casual tends to be the way to go. But of course, casual doesn’t mean a license to wear your sweats. Keep it appropriate for the workplace, and don’t forget your socks!

Leave us a comment with your favorite holiday party stories or questions!

Holiday Office Guide: Vacation Requests

It’s time to deck the halls and prep for those holiday questions that often leave us stumped. From gift exchanges, party etiquette, and PTO, the holidays are full of HR conundrums that leave us wondering, “What Do I Do?!”

Over the next few weeks, we’ll discuss the most common questions surrounding the holidays and how HR can address these issues without (hopefully) stepping on any toes.

Handling Vacation Requests

How should I handle holiday requests? Should we base it on seniority or first come, first served?

handling holiday vacation requests

The holidays are an emotional time and this especially gets tricky when it comes to the coveted week off between Christmas and New Year’s. When planning for holiday vacations, there are a few different ways you can address this.

  • Communicate, communicate, communicate. The most important thing to do when it comes to holidays or PTO is to communicate with plenty of notice. Let people know in advance when they are expected to be in office so they can plan accordingly. Setting expectations are the first step to ensuring everyone is on the same page.
  • Ask employees to submit their PTO preferences, including first and second choices. This is a great way to eliminate all or nothing situations when you need to make tough decisions about who stays in the office.
  • Be a human. As frustrating as this time is, remember: your employees are still real people who probably look forward to this time all year long. Be compassionate, empathetic and understanding when denying requests for PTO and ensure them that you’ve done your best to accommodate them.
  • Bring the holidays to the office. If people are forced to work during this time, make it as enjoyable as possible. Shut down early if you can or allow them to work remotely. When you’re stuck in the office, have someone order snacks, lunch or holiday treats to show your appreciation. A little bit goes a long way.

Are you dealing with a PTO crises? Tell us your stories in the comments!

Why You Should Factor in Discounts

Coupons, deals, discounts! These three words might not be ones you normally think of when it comes to employee happiness… but science says, you might want to look closer.
discount science Discount science is an understudied topic, but we think it’s an important one! From keeping employees’ happy to saving them valuable time and money, the evidence is clear.

The History of Coupons

But let’s start from the beginning. Have you ever wondered where coupons started? According to TIME, Coca-cola introduced the first coupon in 1887 with a hand-written ticket offering customers a free taste of their new drink. The success of this campaign is evident in how vast Coca-cola’s reach has been over the last century. Fast-forward to today and more than 700 corporations offer discounts on some type of product or service. It’s no secret that coupons work. But what makes them so successful? And why is it relevant? Only discount science can say!

Discount Science

The Happiness Factor

According to a study in 2012 by Coupons.com, coupon recipients were 11% happier than those who did not receive a coupon. Scientists measured oxytocin levels in participants, the same hormone we experience when we kiss or hug someone. They found that consumers who received a coupon had higher levels by 38%. Scientifically, you could say they were in love with the savings!

The Time Factor

Unfortunately, according to media company Valassis, time is (literally) money for many of today’s employees. In their recent survey, 53 percent of respondents said they spend over two hours a week searching for deals and savings, while 25% of millennials and moms invest over four hours into their search.

The Employer Factor

We believe this is where, as an employer, we can make lives a lot easier for our employees. Employee engagement has gone from a hot topic to a make or break for attracting and retaining top talent. In fact, 4 out of 5 employees would rather receive benefits or perks over a pay raise. By providing discounts, you’re not only putting money back in your employees pockets, but you’re saving them valuable time and energy as well.

It’s easy to offer perks, but are you offering the right ones? Providing discounts can improve happiness among your employees while saving them valuable time and money. The best part is that our discounts are easy to access and easy to use! We’ll save your employees hours each week and put smiles back on their faces.

Contact our team to learn more!

HR’s Response to #MeToo

In light of the recent Harvey Weinstein allegations, you may have noticed your social feeds filling up with #metoo. This hashtag movement is raising awareness of sexual harassment, and as usual, we’re left asking the question… what does this mean for HR? What is HR’s response to #MeToo?

HR's response to #metoo

It may not shock us to hear experiences of sexual harassment or abuse in Hollywood. However, if you saw #metoo appearing on your social network, it may have come as a surprise how prevalent sexual harassment is among our social circles and our workplaces.

Sexual harassment is not new to the workforce, nor is HR ignorant to its existence. However, just like any other workplace issue, the fight is continuous and constantly changing.

If you’re a human resources professional, here are a few questions you should be asking yourself about sexual harassment, and some hard truths we found based on a 2016 report from the U.S. Equal Employment Opportunity Commission.

How can we create an environment of trust, versus fear, in our workforces so our employees feel free, and safe, to come forward when facing harassment?

Hard Truth: A 2003 study reported 75% of employees who spoke out against workplace mistreatment faced some form of retaliation.

 

How can we redefine what sexual harassment means in 2017 and ensure our employees know their rights?

Hard Truth: One in four women (25%) reported experiencing “sexual harassment” in the workplace when the term was not defined. Whereas, when “sexual harassment” included example scenarios, the rate rose to 50%, and when defined as “unwanted sexual attention or sexual coercion” along with examples, the rate rose to 75%.

 

How can we educate employees on company policies and procedures in response to sexual harassment?

Hard Truth: 90% of workers who have experienced harassment never formally reported it.

 

How can we not just perform preventative measures, but instead foster a culture of respect and civility among employees?

Hard Truth: Both male and female employees who observed hostility directed toward their female coworkers, not even dealing with the harassment directly, were more likely to experience lower psychological well-being.

 
The workplace is ever-evolving and our policies and preventions for Sexual Harassment need to keep up. It’s vital to the life of our businesses, to the bottom line, and to our employees’ well-being.

The Returnship

Have you seen the movie, “The Intern”? You know the one. Robert DeNiro comes out of retirement to work for a thriving start-up in the fashion industry run by Anne Hathaway. Funny, heart-warming, and inspiring, it’s a film that not only highlights the new “Lean In” culture with corporate feminism at its core, but also focuses on the generational gap that exists between DeNiro and his fellow co-workers. Returning to the workforce after a tech boom caused DeNiro’s character to face many new obstacles he might not have anticipated.

returnship

Don’t worry. We’re not writing a film review here. But “The Intern” got us thinking about this relatively new trend called the “Returnship”.

“Returnship” was a phrase coined by Goldman Sachs in 2008 when they developed an onboarding program specifically designed for people who had taken a break from the workforce, either to raise kids, serve in the military, or just simply, to take a break and reevaluate. Similar to an internship, their purpose in this program was to sharpen skills that they may not realize they need after taking an extended time off and to help these employees land a job, either at their firm or elsewhere.

But Goldman Sachs isn’t the only firm providing this service. In fact, you can find returnships from many other companies such as Deloitte, PwC, Ford, Johnson&Johnson and more!

If you’re thinking about a Returnship or offering the program to your employees, here are a couple of the benefits you can find:

Returnships Provide Tech Training

Technology is constantly changing. Whether you’ve taken 2 years off or 10 years off, chances are you have a few things to catch up on. By participating in a Returnship program, you have an opportunity to sharpen your skills, without neglecting your job responsibilities. Returnships can provide the support and training needed to do the job successfully: a win-win for both employees and employers.

Returnships Provide Equal Opportunity

43% of women take time off to raise families. This fact alone has made it difficult in the past for women to have equal opportunity in the workforce. Returnships are changing that. No matter the reason for taking a break, Returnships provide equal opportunities for men and women to step back into the workforce when they are ready while gaining the necessary skills and growing their network.

Returnships Provide Launching Pads

Many people returning to work may not be 100% sure what type of job they’re looking to fill. For some their previous job may not exist, while others might be considering a career switch. Returnships can be a great launching pad for experimenting with various types of roles and understanding the various nuances and changes of each. After completing a returnship, employees will be better informed and prepared for the role they’re stepping into.

The internet is full of mixed reviews when it comes to returnships. Are you thinking about implementing this program at your company? What are the obstacles you think you’ll face?

National Work and Family Month

In 2003, Congress declared October National Work and Family Month. According to Former President Barack Obama’s official White House statement in 2010, “National Work and Family Month serves as a reminder to all of us, especially working caregivers, their families, and their employers, that while we have made great strides as a nation to adopt more flexible policies in the workplace, there’s more we can do.”

national work and family month

Great Strides

Yes, as a nation, we’ve come a long way and that’s worth celebrating. Less than 100 years ago, during World War II, women began to flood into the workforce, increasing from 27 percent of the working population to 37 percent in just five years, meaning one in four women were working outside the home for the first time. Today, 54 percent of the U.S. workforce are women, showing the great strides we’ve made in a relatively short amount of time.

There’s More We Can Do

But, October is off to a rough start. From natural disasters in Houston, Florida and Puerto Rico, to the mass shootings in Las Vegas, now more than ever is the time for employers to remember the humanity their companies were built to serve. This means providing a flexible work environment that understands the needs of parents and their growing families.

1. Provide Better Policies

This is the bare minimum of what companies can do to provide a flexible work environment for employees. While the Family and Medical Leave Act was implemented in 1993, the U.S. still falls way behind when it comes to providing mandatory paternity leave. The first thing an employer should do is provide policies that protect their employees against discrimination and encourage them to take necessary time away when starting their families.

2. Walk the Talk

Plenty of companies boast of their workplace flexibility, but few are actually practicing what they preach. We hear of countless employers providing “unlimited paid time-off” but the reality is without clear expectations or good management, employees are left with guilt and misunderstanding, and often take less days off than before. When thinking about expectations, this seems to incite negative connotations for many of us. But expectations can also mean encouraging an employee to stay home when they’re not feeling well or take a few days off when a big project wraps up. At PerkSpot, we are lucky to have implemented this policy with great success, but not without constant work and re-evaluation. It works because the managers provide clear expectations of when to take time off and when we should be in the office. Plus, they model the benefits by taking off for week-long family vacations or much-needed downtime.

3. Lead by Example

This brings us to our next point. No company policy in and of itself is going to solve problems. That’s where it’s important to hire and train effective managers who not only implement policies, but who can model this behavior to their team. No one feels safe to take time off when the boss is sneezing all day long in their office. Managers, take care of yourselves and take care of your team.

4. Bend the Rules

Even your most flexible policies might stand in the way, so don’t be afraid to bend a little. We’re all human and we all face circumstances out of our control. Think outside the HR box and get creative. There’s a time and a place for every rule so make sure you discuss when a situation might arise that requires a reassessment of company policies. Being flexible means being flexible… even when it comes to your policies.

What are some ways you’re celebrating National Work and Family Month? How has your company made strides to protect families inside the workplace?

What’s Your Employee Appreciation Language?

A popular book has circulated about relationships entitled “The Five Love Languages”. In his book, the author, Gary Chapman, discusses the different ways we give and receive love. He calls these various styles “Love Languages” as they provide insight into how we should communicate with our partner.

Every person is unique and has their own style (or language). As strange as it sounds, it got us thinking. Do we have workplace “love languages”? Does each individual have a preference for how they give and receive appreciation?

employee appreciation languages

We’ll break down Chapman’s these love languages and how they impact the workplace.

Words of Affirmation

Do you like when people write you a kind note or recognize you in a public forum? This love language goes way beyond romantic relationships. Kind words are incredibly impactful for employees who crave words of affirmation. A quick message on Slack, a short sentence in your weekly stand-up, or a handwritten note gives these employees the fuel they need to stay motivated throughout the week, or even, month.

Acts of Service

On the flip side, for others, actions speak louder than words. Do you feel most appreciated when someone offers to help with an assignment or better yet, finishes a project because they know you don’t have the time or energy to complete it? Acts of service can be big or small, but for many employees, this is the best way to show you appreciate all that they’re doing. Especially during busy season, managers who pitch in make all the difference when it comes to retaining their talent.

Receiving Gifts

This language can get a little tricky in the workplace, depending on your policies around gift giving and receiving. But, we’re not talking about diamond necklaces or new cars. Gifts can be as small as a cup of coffee when your employee comes in early or a non-tangible, like an early release when they’ve been pulling extra hours. Make sure you gauge which employees actually appreciate and desire these types of gestures. The last thing you want is to make them uncomfortable with your good intentions.

Quality Time

This is quite possibly the hardest language to weave into your work culture. That being said, for many employees, it’s also the most meaningful. Spending quality time getting to know your employees can not only show that you care about them, it can also provide powerful insights into their needs. Maybe it’s a quick walk around the block every month just to check-in. Or, you could schedule in time to really dive deep into what’s going on. No matter what your schedule allows, taking time out of your day to spend with them can make the difference between an engaged or a disgruntled employee.

Do you know how your employees prefer to be appreciated? Or better yet, how do you most often communicate your appreciation? Make sure you’re choosing the appropriate channel based on the employee to make the most of your recognition.

The Power of Storytelling

In human resources, we are constantly looking for ways to improve our interview process in order to hire great talent. And by great talent we don’t just mean qualified candidates, but individuals who provide an addition to our culture that we’d either been looking for or didn’t even realize we were missing.

But maybe the reason we’re not succeeding is because we’re conducting interviews like stuffy questionnaires and expecting to understand the intricacies of a prospect’s personality and previous experiences. Perhaps the answer to our interviewing woes comes through approaching the process like a journalist, rather than a hiring manager or recruiter.

storytelling interview tips

When a journalist sits down with their subject, they are trying to find something that makes them stick out. They want to hear what makes their story unique and different from all the other people they’ve researched before. It’s the same way when we interview a candidate. We want to find something that makes them different, whether in their previous careers, education, or just life experience.

The next time you sit down for an interview, consider the power of storytelling. Use these tips to hear their story and consider whether or not they’d be a good fit for your company and the role in question.

There is no right or wrong answer.

Best-selling author, Cal Fussman, puts it this way: “It’s more like you’re casting a movie and you know the part you need to cast for, and you know the traits that person’s going to need to make that job work for you and for that person. And so, it really isn’t a matter of this person’s bad or this person’s good. If you treat it like a casting director in a movie, you would say that’s the perfect person for that role.” Remember that there are multiple ways a candidate can answer your questions, or at least if you’re asking the right questions, that’s how it should be…

Ask the right questions.

We all know the tried and true “What’s your biggest weakness?”. Candidates have most likely pored over different responses trying to find the perfect one. Instead of asking something that they’ll hear in their other 20 interviews, consider asking questions that cut more to the core of your company culture. For example, if you’re hiring for a sports agency, ask them about the best game they ever played or witnessed. This is a great opportunity to not only gauge their passion for the industry, but to get them to tell a story. You’ll learn so much about their personality not only by the content that they share, but the way they share it.

Think outside the box, or at least, the office.

You might think conducting an interview has to happen within the four walls of your office or conference room, but that just isn’t true. If you conduct a lot of meetings at the nearby coffee shop, why not try it in your interview? Of course, find a place that’s still conducive for conversation, but a cup of coffee will definitely put you and your candidate at ease compared to the glare of fluorescent lights. In this way, they’ll feel more comfortable opening up when it’s time to share their story.

How do you get candidates to share their story? What are some questions you would ask?