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Inside #EqualPayDay

Katie Williamson April 4, 2017

equal pay day

Today is Equal Pay Day, which symbolizes how far into the year women would need to work in order to make the same amount as men the previous year. In 2017, that date is April 4th, meaning women would have to work 15 months to make the same as men did in 2016, just 12 months.

 

Women have been fighting for equal rights for a long time, but these statistics show that the fight is not over. Unfortunately, the wage gap still exists for many women in the workplace.

The Facts:

  • Women on average lose out on over $400,000 over the course of a 40 year career. 1
  • One in eight women are poor. If they were paid the same as men, poverty would drop from 8.2 to 4.0 percent.2
  • Men are 85% more likely than women to be VPs or C-Suite Executives by mid-career. 3
  • There are four states (Alaska, Delaware, Michigan and Washington) in which the most relatively common job for men has a median income of over $100,000. There are no states in which the most relatively common job for women exceeds $77,000.4

 

While the problem often seems overwhelming, there are companies who are taking a stand.

The Problem-Solvers:

  • PricewaterhouseCoopers, a tax and financial services firm, went public with their gender pay gap. After all, admission is the first step to recovery.5
  • In 2015, Salesforce performed a comprehensive analysis of 17,000 employees that led to salary adjustments for 6 percent of their workforce. The result? A 33 percent increase in the number of women who were promoted that year.6
  • More women, like Jennifer Lawrence and Emma Watson, are taking a stand and demanding raises.7

 

It won’t be an easy battle. For women, it starts with doing your research and fighting for what you deserve. But men aren’t exempt. There are plenty of ways to get involved and be a catalyst for changing the way we view compensation in the workplace.  One step at a time, we are excited to see people taking a stand and making leaps towards closing the gender wage gap.

 

Leadership Life Skills: Positivity, Grace and Humility

Katie Williamson March 30, 2017

positivity grace and humility
Positivity, grace, humility. It’s amazing how three simple words can carry such huge implications. Sometimes work can be… not so fun. Even working in the most amazing of environments, your workload can still be stressful, overwhelming and difficult.

In those moments, we face the reality that humanity is at the very center of human resources. So when work seems overwhelming or you encounter a tough situation, consider these three traits that will make you better: as a leader and an individual.

Grace

Grace flows both inward and outward. It’s important not only to show grace to others when they screw up, but to also give it to yourself when you need it. Accept recognition when it comes your way and forgive yourself when you make mistakes. Most importantly, give yourself credit where credit is due.

Positivity

As obvious as it might be, positivity is often one of the hardest traits to foster. Positivity manifests itself in the smallest moments, but with huge consequences. We would all rather be around people who encourage and uplift us. However, it’s often easier to feed into workplace gossip and criticism. Whenever you find an opportunity to criticize, consider the impact on your own attitude and on those around you.

Humility

C.S. Lewis once said, “Humility is not thinking less of yourself, but thinking of yourself less”. While leaders should still assert themselves and fight to be heard, they also have a responsibility to the people they lead. Remember who your decisions are affecting. Oftentimes a seemingly small decision makes a huge impact, and by thinking of others more often, you develop stronger relationships and deeper respect from those around you. Humility isn’t an easy trait, but it’s a powerful one.

Give yourself grace, cultivate a positive spirit, embrace humility. Influence the people around you with positivity, grace, and humility.

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?

march madness doesn't have to kill productivity

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.

Employee Appreciation Day!

Katie Williamson March 2, 2017

Today is Employee Appreciation Day!

To commemorate this special day, we’re giving you a few ideas on how to appreciate your employees and introducing you to a few of the PerkSpotters who make the office a better place to work.

Celebrate Birthdays

celebrate birthday employee appreciation day

Not only is today employee appreciation day, but it’s also this guy’s birthday! Dan currently holds the record for most years at PerkSpot (and most push-ups). He is the ultimate idea man, always cooking up a new way to make us better and keep the office exciting. So today, with breakfast sandwiches and candles, we’ll celebrate Dan and let him know that we’re glad he was born 21 years ago (don’t worry, DB, the real number is our little secret). If you’re thinking about celebrating birthdays at work, we say GO FOR IT! Here are a few things from our friends at SHRM that you’ll need to know before you roll out a birthday program.

Share Their Story

share stories employee appreciation day

Hands-down one of the hardest working PerkSpotters is our Client Service Lead, Karla. From bestowing exotic treats on us to filling the office with her laughs to completing more customer service calls than we thought humanly possible… Karla is basically superwoman. Actually, she’s so awesome, we thought everyone should know. So when the Chicago Tribune approached us to highlight an employee, we immediately thought of her. Being able to celebrate her life in a major outlet was such a thrill for us and a great way for Karla to see how much we value her contribution to our team. She’s kind of a big deal, and we thought the world should know.

Embrace Life Changes

embrace life changes employee appreciation day

So much is changing around the PerkSpot office, including introducing our first PS baby into the world. We were so excited to congratulate Anthony on the birth of his daughter. He recently rejoined our team after three weeks of paternity leave and we were anxious to hear how he filled his time with his family. Anthony is a major force behind the PerkSpot wheel, bringing in new and exciting clients, so it was an easy choice to give him the well-deserved break from office life to embrace this new change. Plus, Fast Company studied California organizations implementing paternity leave and saw that 89% reported increased productivity and employee morale and a decrease in turnover. So while being out the office was not only great for Anthony’s well-being, we’re also excited to see what he brings to the table with his refreshed energy. Welcome Back, Anthony!

 Allow for Flex Schedules

work from home policies employee appreciation dayOne of the biggest perks at PerkSpot is the ability to flex our schedules and work from home. Our masterful designer, Evan, graciously takes on so many projects for us and we all know Wednesdays are Evan’s day to work from home. We are so appreciative of the attention to detail and creativity that goes into each of his designs. Thursday he comes back with incredible work to show for his time spent away from the office distractions. In fact, we think he might have magic pajamas. Magic pajamas or not, a Stanford University study reported a 13 percent performance increase in workers who had the ability to work from home one day a week versus not at all. This could be the easiest employee appreciation tactic for your company to boost morale and get ahead.

Treat Them to a Night Out

work perks employee appreciation day

Our master appreciator, Leia, is constantly spending her efforts at PerkSpot recognizing others. After planning our anniversary party last fall, Leia definitely deserved some R&R. Boss’s orders were to take a week off and enjoy a nice dinner on the company. Just a small way of saying we see all the many, many things she does to make our office a better place to work. Whether it’s a gift card to their favorite restaurant,or just a day of rest, small tokens of appreciation mean more than you might think.

What makes your employees worth celebrating? Consider ways to recognize them today!

Stop Saying Culture Fit

Katie Williamson February 23, 2017

Culture Fit is so last year.

We recently read an article that resonated with us about the idea of culture fit. The author explains the tension between finding a candidate that “fits in” and is able to hit the ground running, while still fulfilling the need for diversity and inclusion in the workplace. Coining a new phrase “culture add”, she states “you are looking for candidates to bring in new ideas, a different point-of-view, and bring out different traits in others in a collaborative, positive way.”

As you look to hire new people this year, consider these few things before begin conducting interviews to ensure you find candidates that don’t just fit in, but who add value and a new edge to your culture.

culture fit

Start With the Basics

When hiring any candidate, the first thing you should do is go back to your mission and vision as a company. Consider where you are and where you’d like to be, and determine how this particular role will enable you to get there faster.
Here are a few questions to consider:

    • How does this role tie into the mission and vision of the company as a whole?

Be as specific as possible about the job function and how this fulfills your mission. If your job description is functioning as it should, this should be fairly obvious.

    • Attribute their future responsibilities and past experience with your company values.

For example, at PerkSpot, one of our values is people, so for a customer service role we would be looking for a candidate who has experience demonstrating how they consider others, whether clients or colleagues, when performing specific tasks.

Examine Current Strengths

Think about your current culture. We don’t just mean looking around and seeing what race, ethnicities, or genders surround you. Instead, consider where most of your employees come from, what they like to do in their free time, and any natural “cliques” that might have formed. By examining your current culture, you’ll get a great idea of your strengths and weaknesses.
Consider these questions to help you get a feel for your culture:

  • Are most of your employees thoughtful or more aggressive?
  • Does your company sway with having more doers or thinkers?
  • Are your employees more aspirational or pragmatic?

You may even want to take it a step further and do personality tests at work to see which personalities are currently represented and which ones you may be missing. Plus, it will help your current teams work better together by understanding what makes them tick. Win-win.

Determine Areas of Growth

Once you’ve determined how your current culture is leaning, this should give you a good sense of where you need to grow. Take what you’ve learned and think about where you want to go.
These questions can help you get started:

  • What viewpoints are currently not being represented (or underrepresented)?
  • Are there any types of experience you are missing on your team? For example, if most of your employees have worked at a large corporation, maybe you could benefit from hiring someone from a start-up environment.
  • Are there any client demographics you are struggling to reach and how do they compare to your office culture? This is huge for not only improving your culture, but increasing revenue as well!

Create Your Process

Once you’ve determined what you’re looking for, it can be easy to fall into the hiring bias trap. Make sure that you conduct interviews in a methodical way that levels the playing field for candidates. By having a set of five to ten questions that you ask each candidate, this ensures you’re giving everyone a fair chance to express how they fulfill the needs you’re looking to meet. Here are a few staple questions to include:

  • What about their previous company culture did they like or dislike?
  • What are some ways they’ve dealt with problems in the past and how did they come to a solution? This gives great insight into how they process information and develop solutions based on personality and past experience.
  • What most excites them about the role and the company?

Hire Well

Hiring isn’t about finding your new best friend or a clone of your most successful employee. Every candidate has unique experiences and backgrounds, and it’s important to find the one that can add the most value and meet your needs. Don’t just hire for culture fit, hire someone who will push you and your team to step outside your comfort zone and see the world through a different lens.

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Welcome to the Workforce, Generation Z

Katie Williamson February 16, 2017

generation z

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.
improve your candidate experience perkspot

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.
improve your candidate experience

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!

2017 HR Trends to Watch

Katie Williamson December 15, 2016

2017 hr trends watch

As little as ten years ago Human Resources was primarily defined as the department in charge of payroll and benefits. Thanks to technology,  these more administrative functions have been automated, making room for more innovation and putting the focus on the “human” aspect of this department.

As we await for the ball drop and the ringing in of the new year, here are a few HR trends we can look forward to in 2017:

Recruitment

In 2016, 60% of job seekers reported a poor candidate experience and 72% of these candidates shared their experience via Glassdoor.com or other employer review services. Companies like Virgin Media are paving the way for an improved candidate experience. When Virgin discovered they were losing an average of $7 million in revenue due to weaknesses in their recruitment process, they began to analyze what they could do differently. They created a better candidate experience and in turn, improved ROI. We expect to see more of this in 2017 as employers seek to create a reformed experience for job-seekers.

The Gig Economy

The blended workforce is becoming increasingly more common in the modern workforce. With 93% of companies hiring freelance workers alongside full-time employees, we expect to see an even greater increase in 2017. In fact, a staffing industry report shared that total spending on the U.S. Gig Economy is close to $800 billion. With our economy becoming even more contingent on these workers, this presents new challenges for the HR professional as they seek to make these employees more of a focal point for employee engagement.

Generation Z

2017 marks the first year Generation Z will enter the workforce. These Centennials will bring a new culture with them. They are 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 resources professionals. They need to understand this new demographic and reach them with strategic and relevant content.

Retention

In CareerBuilder’s 2016 Candidate Behavior study, they report: “Although 76 percent of full-time, employed workers are either actively looking for a job or open to new opportunities, nearly half (48 percent) of employers can’t seem to find the workers they need to fill their job vacancies.” Employers also stated it takes anywhere from 26-34 days to fill an open position. We live in a world where time is money. Therefore, it’s certain more employers will take more measures to decrease the time and energy spent to find qualified candidates.

Wellness

In a study by Willis Towers Watson, 75% of U.S. employers state stress as their number one health and productivity issue. Unfortunately, employers and employees can’t seem to agree on its cause. Alleviating stress has become a top concern for many companies. The American Psychological Association, however, reports less than half of workers say their organization supports their well-being. In addition, one in three report chronic stress while on the job.  Evidence that we still have a long way to go in creating a more relaxed, stress-free environment in the workplace.

What are the trends you’re looking out for in 2017?

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Engaging Employees During the Holidays

Katie Williamson December 8, 2016

employee engagement during holidays

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

change management tips for human resources professionals

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

change management tips for human resources professionals

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

change management tips for human resources professionals

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!

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