Retaining employees seems to be a never-ending topic of discussion. In a survey of 614 HR leaders, 87% said improving retention is a high or critical priority. Not surprising considering over 3 million Americans quit their job every month.

perkspot culture four ways to improve employee retention

There is plenty of work to be done when it comes to improving retention rates among these employees, and it all starts with culture.
Here are four ways to improve retention rates that won’t cost a fortune.

Focus on Training and Development

According to a Gallup poll, 93% of Millennials left their job to seek a new role. It seems today’s job seekers feel they need to move on in order to move up. We face similar obstacles at PerkSpot given the small size of our company. One way of combating that was to provide sabbatical opportunities for employees with a small stipend where they can pursue additional training and development opportunities. Employees not only come back refreshed and recharged, but they also have a renewed sense of passion for the work at hand and a few new skills added to their toolbelt. This has been a win-win all around for employee retention and development.

Compensate Fairly

We’ve made another exciting change at PerkSpot this year to improve employee satisfaction and retention. After hearing various feedback from employees, our executive team got together to put a more thorough compensation plan, including individual goals for each employee. Quite possibly nothing is more important than consistently evaluating what and how you’re paying your employees, and including them in the process.

Another Gallup survey revealed “while just 30% of employees strongly agree that their manager involves them in setting their goals at work, those who do… are 3.6 times more likely than other employees to be engaged.” While compensation may seem like a costly part of a retention strategy, bumping up a salary by a small percentage costs way less than hiring a new employee, where the dollar amount for replacing an employee might shock you.

Evaluate Often

While a great compensation plan will set employees up for success, it’s also important to hold consistent performance reviews. Sadly, only a mere 14% of employees feel inspired by their reviews. Remember to ask employees great questions and listen to their pain points. By finding ways to inspire them in their jobs, they’ll leave happier and be more productive in the long haul. Evaluating their compensation should be an obvious part of this conversation, as stated above.

Recognize and Reward

We’d be remiss not to mention rewards and recognition as part of a successful retention plan. Clive Schlee, CEO of restaurants Pret a Manger, discusses with Harvard Business Review the importance of recognition in this short video: “Each employee makes about 5-10,000 decisions a day… how to squeeze a lemon, how to lay the chicken on the sandwich,… these are all decisions that can be done well or can be done badly and how they feel about the company is absolutely critical.”

Meanwhile, only one in three employees say they have received recognition in the past seven days. A critical misstep for companies hoping to retain their high performers. The same report states that 28% of employees feel that the most meaningful recognition comes from their manager, which is why the PerkSpot Rewards and Recognition platform is setup to do just that. Managers recognize their employees in real time, right when they perform an action that aligns with company values.

There are many things you can do to start reducing your turnover and improve your employee retention. Where will you start?

We are fortunate to have an amazing team here at PerkSpot. But, it’s not by accident. A great teams needs a great leader, and our executive team is no exception.

We decided to pick their brains to discover all the traits they think make up a great leader. Here’s what they had to say.

whitney perkspot culture humility great leader

Whitney Sattel, Head of Marketing

“Being a great leader means knowing that your own growth never stops and that you can learn just as much from your team as what you can teach them.”

Humility

What better place to start when discussing leadership than with humility? We’re not talking about the self-deprecating type of humility that never acknowledges accomplishments or speaks up. True humility, however, pushes your team to be the best they can be for the sake of the team and the business, not for selfish gain.

Leaders who exemplify this quality…

  • Aren’t afraid to get their hands dirty. There is no work too big or too small for them.
  • Acknowledge your value. “When I talk to a manager, I get the feeling that they are important. When I talk to a leader, I get the feeling that I am important.”
  • Acknowledge their mistakes. Nothing is more frustrating than having a boss who shifts blame and refuses to take responsibility for their errors. True leaders use their mistakes as opportunities to learn and grow, sharing these mistakes with their team as teachable moments for everyone involved.
jace perkspot culture vision great leader

Jace Mouse, CEO

“Great leaders always point the way to something bigger than ourselves.”

Vision

As CEO, it’s not surprising that Jace would focus on casting vision, arguably the most important thing a CEO can do! As the leader of PerkSpot, it’s of the utmost importance that Jace uses his leadership to lead us towards bigger and better goals, without getting caught up in the muck.

Here’s how great leaders cast vision:

  • They make the vision relevant. Take a moment to think about your team and the problems their facing. How does this vision or goal help them to solve problems and reach this goal? Make it relevant to their day-to-day.
  • They make the vision actionable. A great vision is nothing without a great plan to push it along. Vision-casting isn’t just a head-in-the-clouds, aspirational story. Great leaders know how to cast vision, while making it actionable for their teams by laying out a clear plan for getting there.
  • They make the vision personal. When dealing with a change or working toward a goal, most people will be thinking “what’s in it for me?”. Great leaders know how to address that question for each member of their team, dealing with the emotions they may be experiencing and answering doubts or fears that may arise.

taylor team players great leader perkspot culture

Taylor Somach, Senior Director of Merchant Relations

“A great leader is similar to a great football coach- Surround yourself with quality players, develop the best game plan possible with their input, and most importantly enable your team to have the confidence and skills to achieve their goals.”

Team Players

As head of our sales team, it’s not surprising that Taylor would use a competitive analogy. Taylor knows that in order to get ahead and be successful, he needs each and every part of his team to work effectively. They share a common goal and work together to accomplish it.

So why is it important for leaders to be team players?

  • No man is an island. Going back to our first point, humility is of the utmost importance. Being a team player means that you’re working towards something together, not just individually. If you only focus on what your two hands can accomplish, that’s as far as you’ll ever get.
  • Each voice needs to be heard. Taylor mentioned building a game plan with everyone’s input. Building a great team means making decisions together. This breeds trust as you move forward toward achieving your goals.
  • Every member has their role. No team is made up of the same type of player. You have many personalities and responsibilities. While you may not treat each team member exactly the same, you should treat them all with the same respect. A team player, or better yet, a great coach, will do just that.

justin perkspot culture great leader mentorship

Justin Cardillo, VP of Sales


“A great leader should be a few things: A good listener, an effective communicator, and an awesome motivator. If you do those things well, the rest will fall into place.”

Mentorship

Justin listed three great qualities that can all be summed up in one word: Mentorship. Mentorship is a popular trend among many great leaders: Steve Jobs had Bill Campbell, Mark Zuckerberg had Steve Jobs, and Bill Gates was mentored by Warren Buffet.

Great mentors, and in turn, great leaders, follow these trends:

  • They listen well. Too often leaders treat their one-on-ones as an item on their to-do list versus a chance to deepen their relationship with their employees. Great mentors put the relationship first, asking great questions and even more importantly, listening to the answers!
  • They speak honestly. Great mentors are honest, not just with criticisms, but with praises as well. As Justin mentioned, they know how to communicate effectively to produce strong results from their employees.
  • They push harder. Motivating others is the most contagious quality of a great mentor and leader. Mentors push others to be the best version of themselves, beyond just company goals and metrics. They focus on character and quality of work.

As Human Resources seeks to make the workplace a healthier and happier place, a new phenomenon has popped onto the scene in the past few years: The Standing Desk. What once started as a cardboard box, has now become a specialized piece of equipment that many offices are beginning to invest in. That’s why we wanted to know what it’s like to use a standing desk.

what it's like to use a standing desk

We all know it’s not good to sit still all day. In fact, standing for three hours a day is the equivalent of running 10 marathons a year and can burn 50 more calories an hour than sitting.

That’s why, I decided to give the standing desk a spin to see how beneficial it really is. Here’s my breakdown of using a standing desk every day for an hour during a work week.

Day One:

Using a standing desk is awkward at first. Do I bring a notebook with me? Will I be able to take notes? What work should I select for this hour? For starters, I felt very fidgety. I was very aware that I was standing on my feet and had a hard time getting started. Finally, after a few minutes I was in the zone and able to focus on my task at hand. I was amazed at how quickly the hour flew by! As soon as I sat back down in my chair, I started yawning again… I didn’t even realize I was tired before as being on my feet helped me stay alert.

Lesson Learned: Set it up correctly. I found that less is more when it came to setting up the standing desk. We have a screen attached to the desk, but the first day I chose to simply type on my laptop using the existing screen. Big mistake. Looking down at the screen was actually worse for me so the other four days I decided to hook up to the monitor and found that I was much more productive and felt better, too!

Day Two:

I decided to approach the desk with the bare essentials. With my laptop and a notebook in hand, I  started to work on a blog post. Immediately, I was super focused and stayed longer than my allotted time. My only regret was that I was wearing pretty uncomfortable shoes. After I finished my article, I physically took a step back from the screen to read over my writing. I really enjoyed being able to actually physically move my body to reflect on my work.

Lesson Learned: Use a mat and wear comfortable shoes. If you can, try to be as comfortable as possible while standing. Maybe don’t choose to work standing if you’re dressed up in heels or dress shoes for a meeting. This can cause more harm than good.

Day Three:

I decided to use this time to brainstorm. I had a few projects I needed to break ground on and something about being able to walk back and forth helped me feel more mobile and focused on the task at hand. Plus, I was able to take periodic breaks from my screen, which are always nice. I wore more comfortable shoes this time and stayed for a little over an hour.

Lesson Learned: Don’t be a statue. Using a standing desk can be awkward, but don’t be afraid to embrace the freedom you have with so much mobility. During my brainstorming, I chose to pace or twist my body back and forth to help me stay alert and focus my mind.

Day Four:

My time got cut short this day to go into a meeting. I was also working on a more heads-down task and noticed it was harder for me to accomplish this work while standing. The location of our standing desk makes it more prone for distraction, which is a negative. Brainstorming and writing seem to be better tasks suited for standing.

Lesson Learned: Start slow. Don’t stay longer than necessary. Maybe chose a task and stay standing until you complete it. That’s how I chose to start and the time flew by, but had I been switching back and forth from job to job, it might have been more distracting than productive.

Day Five:

It’s funny how in a few short days I no longer feel awkward approaching the desk. I know exactly what to bring, which shoes to wear, and what tasks to accomplish. Plus, I’ve hit my stand goal every single day this week – always a bonus.

Lesson Learned: Figure out which tasks work for you. This was probably the biggest lesson I learned in this week. Not all tasks are suitable for standing. Experiment with different goals to figure out which ones work best for you. You’ll be amazed the effects it can have on your productivity!

Working at a standing desk is a unique situation and a small amount of preparation before you switch up your workflow will help you make the most of it.

Over the years, Human Resources has taken on a completely different face. HR no longer means just payroll and workplace conduct. Gone are the days of cheesy corporate videos warning employees informing them of workplace policies. From training and development, HR analytics, strategic planning, and talent acquisition, the roles HR plays are varied.

time for hr and recruitment to take a break perkspot culture

Which begs the question, where do we draw the line? Should HR really be involved in recruitment and interviewing? Is this their responsibility, and if not, whose is it?

We think it might be time for HR and recruitment to take a break. Here’s why.

It’s Not You, It’s Me

HR may not be to blame for drifting apart. Just as human resources has evolved, so has the talent acquisition field. You won’t find any help wanted ads in the paper. Technology has completely transformed the role of recruitment today. What once functioned under hiring managers and senior leaders, taking orders on which candidate to hire and reaching out to close the deal, now has morphed into a role all on its own. With data and analytics to drive the recruitment process, this has opened the door to a new way of recruiting and created an entity all its own. In other words, it’s not HR’s fault, Talent Acquisition has needs to be fulfilled.

We Should See Other People

Because recruitment isn’t the same as it used to be, it might be time for this department to spread its wings. From building the employer brand to improving the candidate experience, recruitment no longer requires a simple one and done interview process. Which leads us to question where this role should fall within an organization. Should marketing be responsible in order to control the employer brand? Historically, recruitment has fallen under HR simply due to compliance issues, and in light of the #MeToo movement, this may not be changing tomorrow. On the other hand, acquiring talent is a special skill and many argue should not fall under the branch of Human Resources as there is simply too much involved. Perhaps the next stage in the recruitment evolution is moving out from under HR.

I Need to Be Alone for a While

For this reason, many organizations are beginning to create a talent acquisition department that stands on its own. Perhaps the best solution, as the department can collaborate with others but still function as its own entity. Talent acquisition today no longer depends on the human resource department or hiring manager to provide insights into their needs, although still valuable. Instead, these recruiters or TA specialists are experts on the job market and industry trends. As Recruiting Intelligence blog, ERE, states “Although there is merit in partnering with HR and marketing among other key stakeholders, as talent acquisition professionals we provide a unique and invaluable service to our hiring managers, senior leaders, and CEOs…. The emergence of “big data” and metrics helps to identify critical talent, enables us to source more strategically, and provide intelligence on how the competition is performing in efforts to hire talent. “

Do you think Recruiting should break up with HR or are they meant to be together forever? Leave us a comment!

The frenzy of March Madness is alive and well in our office and it’s got us thinking about the dynamics that make these teams thrive. From recruiting top talent to honing players’ skills, there are a lot of factors that go into building a championship team.

developing great teams from march madness

In the spirit of the season, here are our favorite ways for developing great teams from March Madness.

Selecting Your Players Well

You know what they say – “You’re only as strong as your weakest link”. Selecting and recruiting the right candidates is essential to building a strong team. While it may take more work up-front, all the research and time invested will pay off as you build a solid foundation to support what lies ahead. Start off by investing in recruitment and make sure you’re adding people who will complement your culture, not just blend in. Determine your weaknesses and find players who will fill in the gaps.

Play to Their Strengths

According to Gallup, employees who use their strengths are SIX TIMES more engaged than those who don’t. Once you’ve attracted the star talent, now you have to keep them! Start by defining your employees’ strengths. A strength should be defined as “consistent near perfect performance in an activity.” Strengths should be invigorating, not draining and produce clear, effective results. You may find that one employee produces several great results but are on the edge of burnouts while another employee is bored. Developing your employees helps them stay passionate and forward-thinking, while creating a balance on your team.

Keep Your Eye on the Prize

It’s a lot easier for basketball teams to stay focused on the goals ahead of them – win the game, win the championship, don’t get injured! In the office, however, it’s not so cut and dry. As a leader, it’s important to help lead your team to success by keeping them focused on your goal. Whether it’s a short term goal to accomplish for the week or a long-term goal for the year, find ways to track and measure progress towards your goals to keep employees motivated and united.

Spend Time Together Off the Court

David DeBusschere, named one of the greatest players in NBA history, once said “The best teams have chemistry. They communicate with each other and they sacrifice personal glory for the common goal.” The same is true in our workplaces. The best teams are the ones who spend time getting to know each other. Spending time outside the office can create a stronger, loyal, and happier team. When they have each others’ backs, they become unstoppable.

Celebrate Your Wins

No team leaves a championship game with a quick high five. They celebrate with loud cheers and celebrations. The same should be true of our wins in the workplace. When your team accomplishes a milestone, remember to take time to celebrate and acknowledge their achievements. After all, this is what all the work is for!

What are some ways you’re building strong team cultures in your workplace this year?

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.).

generation z in the workforce

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.

There’s a reason why instagram handles like @animalsdoingthings and @dogsofinstagram have 1.4 million and 4.1 million followers, respectively. People love their pets. And specifically, millennials love their pets.

pet perks

Over the years we’ve seen that millennials are delaying parenthood in order to maintain independence and focus on their careers. But, with a delay in parenthood comes an increase in pet ownership. According to the American Society for the Prevention of Cruelty of Animals (ASPCA), 44% of Americans own a dog, while 35% have a cat.

If you think pet ownership isn’t affecting the workplace, think again. Here are few reasons to consider offering benefits for pets in the workplace and where to start:

Pets are Part of the Family

According to a survey by Healthy Paws Pet Insurance, 89% of pet parents exercise with their pet regularly, 70% sleep with their pet and 14% manage a Facebook or Instagram account for their pets. As pet owners intertwine their lives more and more with their pets, it should come as no surprise that providing space for pets in the workplace is of high value to these employees.

Pets are Expensive

While pets are a much more affordable alternative to children for many, they still come with a price. Fifty-five percent of pet parents told Healthy Paws they spend over $75 each month on their pets. Employers who choose to help with the burden of these expenses will definitely stand out among job seekers.

Implementing Policies for Pets

PerkSpot client, Banfield Pet Hospital, reported that 7 out of 10 employees and Human Resources decision makers said that allowing pets in the workplace made a positive impact on workplace morale and office dynamics. And while 56% of HR decision makers who don’t currently offer these perks forsee a difficult implementation, only 25% of those who offer pet-friendly policies reported difficulty with implementation. It seems the idea of implementation is scarier than the reality.

While it seems most people love pets, there are always exceptions to this rule. What can be a great perk for some employees might be another’s worst nightmare due to allergies or trauma. Start by hosting a “Bring Your Pet to Work Day” and gauge results using employee surveys and feedback. It’s important to be considerate to those who aren’t pet lovers while still offering benefits and perks for pet parents. One easy way to provide benefits to pet parents, without affecting the non-pet lovers of the world, is by providing pet insurance. This is still a highly coveted perk, requested by 23% of employees in Banfield’s survey. Affecting only those who opt-in to this perk, it’s a great way to determine interest and set your company apart with pet-friendly policies.

Does your company currently offer benefits for pets? Perhaps this is the next move for 2018.

Building Your Network

If your January was anything like ours, your resolutions might have already gone out the window. But wait. Take a deep breath and start February off on a better foot.

building your network

You might have a million goals you’re hoping to accomplish this year, but there is one thing we’re putting at the top of our list. So, if you do nothing else this year, do this.

Network, Network, Network

Too often our goals revolve around being more productive, finishing a project, or asking for a promotion or raise. While all great things to reach for, there is one thing that can set your career off on the right foot like nothing else can – meeting new people. More importantly, meeting the right people. In fact, 80% of professionals, according to a LinkedIn survey, said that networking is important to career success and another 70% were hired at a company due to their connections.

Whether you’re hoping to move up the ladder or find a new position elsewhere, here are five ways to conquer networking this year:

1. Get over yourself.

Yes, networking is awkward. Yes, you’re going to be tired and not want to put on your happy face. But chances are you’ll never regret bumping elbows and learning something new. Some people struggle with the idea that they’re inconveniencing someone, but remember that most people are GLAD to help and will be flattered at your outreach (if you do it the right way – here are a few tips).

2. Be genuine.

Don’t just go into every conversation thinking about what you can get out of it. Remember that these are real people and engage them just like you would at any other social event. Be personable and authentic, asking them questions and… LISTEN. Absorb what they’re saying and repeat it back to them. Plus, if you do it right, you might even make a new friend along the way.

3. Follow up.

This is key to making the most out of every connection. Send a follow-up email. If they were interested in an article you referenced, send them the link! Or maybe they told you about a friend who was struggling with something similar at work… ask them to connect you! If they were helpful in person, they should be more than happy to follow through, so don’t be afraid to ask. And of course, don’t be afraid to help either. Find ways to thank them for their time or assist them in something you may have discussed over coffee or a drink.

What are your favorite tips for networking? We’d love to hear from you!

2018 HR Trends

2018 is in full force and we’ve been doing our research to see what’s trending this year for Human Resources.

2018 hr trends

Here are some hot topics we have ahead of us in 2018:

Bring Your Dog to Work Day, Every Day

According to Gallup, six in ten Americans own a pet. As HR looks to attract high quality talent, offering a pet-friendly workplace could be the next sought-after perk for those who don’t want to leave Fluffy at home.

Wellness is Out, Well-Being is In

You may have noticed the trend towards focusing on the whole being, including our mental health, in the last year. Expect more focus on well-being in 2018, as we explore more ways to practice self-care.

Taking a Stand

Nope, we’re not talking about politics. We’re talking taking a literal stand in the office. Ergonomic chairs and exercise balls are taking a back seat to the standing desk trends and more employers seek to offer this option to their employees.

Stay at Home Dads are the New Fad

New tax incentives have made it easier for companies, like Starbucks, to offer more paid leave options for their employees, including paternity leave for new dads. We anticipate they won’t be the only ones offering more paid leave in the upcoming year.

Equal Pay is Here to Stay

Iceland started off the New Year by announcing their new equal pay law that makes it illegal for men to make more than women. Expect more laws, not just policies, to come in 2018.

What else do you think we’ll make history in 2018? Leave us your best guess in the comments!

Hygge at the Office

If you’re into wellness you may have heard about a new trend called Hygge. According to the Oxford Dictionaries, Hygge (pronounced hue-guh not hoo-gah) is “a quality of cosiness and comfortable conviviality that engenders a feeling of contentment or well-being (regarded as a defining characteristic of Danish culture)”. What is a seemingly simple word has become a lifestyle for many as they seek to incorporate this sense of balance in their everyday life.

As we start 2018, it’s fitting to start off on a note of positivity and balance. What better way to do that than by adding Hygge into our mantra for the new year.
Here are a few ways we’re cultivating Hygge at work:
Make your space your own.
Whether you’re always on the go or sit stationary in a cubicle, make your workspace your own by adding pictures of loved ones to your dashboard or adding plants to your desk. PerkSpotter Frank added a cactus to his desk, which is proven to reduce stress, increase productivity, improve air quality and more.

hygge at the office perkspot

Make your lunch break count.

It can be easy to get caught up in your endless list of to-dos, but don’t forget that moments of space and rest can provide meaningful restoration for what’s ahead. Take time to break. Savor your food and enjoy the moments of stillness. Our fellow PerkSpotter, Karla (@eatingwithkarly) takes pride in every meal she creates and even posts her food prep on instagram to share. We love seeing the detail she takes in making her lunch every day. Just one of many ways Karla inspires us here at PerkSpot.

A post shared by Karly (@eatingwithkarly) on

Make meditation part of your day.

You’ve heard it before and we’ll say it again: practice mindfulness. Take two minutes to stop and breathe. Maybe you start a routine every hour on the hour. Maybe it’s just once in the morning and once in the afternoon. But by taking time to stop and clear your head, you’re on your way to a more positive frame of mind. Nick and Dan, pictured below, are taking time this morning to stop and breathe. They said they already felt more Zen.
hygge at the office perkspot

Make moves.

Try sitting in different areas of your office or walking around the neighborhood. Moving around, especially in the colder months, is vital to keeping your blood flowing and your mind working. Take a moment to try out different spaces whenever you can. PerkSpotter Zach B. loves stealing time in the lounge to focus on the latest tech project up his sleeve.

hygge at the office perkspot

These are a few simple ways we’re incorporating Hygge at PerkSpot. How will you find balance in 2018?

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