A new company recently emerged on the scene that had the PerkSpot office murmuring: Brandless.
Brandless sells consumer goods from groceries to household and office supplies. What makes them unique? Everything is completely generic and only $3. In their words: “Better stuff, fewer dollars. It’s that simple.” By eliminating the costs associated with a name brand, they are able to increase quality and decrease price.
This got us thinking.. What would happen if we eliminated the brand stigma when hiring candidates? What if resumes came without company names like Facebook or Google? Would we still be hiring the same people?
Here are few lessons we learned when we began the search for “Brandless” Employees:
1. Go Brandless to See Talent for Talent:
One of the greatest risks to hiring employees based on where they’ve previously worked is that we might not truly evaluate their work experience. For example, is a managerial level candidate at Facebook really as valuable as a VP at X company? Even job titles can be tricky, so don’t let that sway you either. Focus on job performance and ability to perform the necessary tasks, not just the flashy titles they slap on their resumes.
2. Go Brandless to Remove the Paradox of Choice:
Have you ever walked down the cereal aisle of your grocery store and just stood there dumbfounded? There is one thing we love in America and that’s options. But sometimes too many options can leave us paralyzed and in fear of making the wrong decision. When sourcing candidates for a position, we can often come across the same problem. Simplify your search by only looking at candidates who meet your top requirements. Stick to your guns and don’t settle for less.
3. Go Brandless to Stay Transparent:
No matter what you plan to purchase at Brandless, everything is just $3. By knowing the price in advance, it makes shopping for what you need super simple. In the same way, we should be transparent with our new hires about our budget for compensation. Whether it’s putting a range on the job description or asking candidates their preferred salary, start the conversation early so you don’t waste your time or theirs.
How could your hiring efforts benefit from removing brand bias? What other ways do you see this affecting your recruitment?
If you’ve been in the working world for some time, you’ve probably experienced the pains of a horrible boss. Poor listening skills, arrogance and just plain rudeness generally characterize these Michael Scott rivals. But whether this is a current reality for you or you are fortunate enough to have moved past that situation, there are many things we can learn from these horrible bosses.
For some bosses, “control freak” doesn’t even begin to explain the horrors of their management style. If you’ve ever experienced micromanagement, you know that it can be frustrating and leave you wondering why they even hired you in the first place. The lack of trust and need for control isn’t doing anyone any favors. But if there is one thing we can learn from the micromanagers of the world, it’s attention to detail. While it may seem obnoxious in the moment, and definitely is not an approach we would condone, you can still find ways to benefit from this not-so-pleasant experience. Micromanagers often help us think through all the details that can take a report, spreadsheet, or article from good to great. You never know, attention to detail may be the key to landing that big client or getting your long sought after promotion.
The Constant Critic
Remember that famous line from Bambi? “If you can’t say something nice, don’t say anything at all!” Maybe you have experienced a manager who could have benefited from this piece of advice. Unfortunately, sometimes the easiest thing we can learn from bad bosses is what NOT to do. Regardless of whether you’re in management or not, we could all be better at encouraging others. Before you think about criticizing a coworker’s work, find something positive to say as well. While there are still benefits to constructive criticism, if the negatives tend to outweigh the positives, it might be time to reevaluate your approach.
The Bad Listener
There’s quite possibly nothing more disheartening, not to mention annoying, than a boss who simply doesn’t listen. But great bosses know the importance of listening, before speaking. Learning to listen is a skill that’s often overlooked but can make a major difference in your professional and personal life. Michael Taft for the Huffington Post says “Learning to listen means learning to actually pay attention to — to concentrate on — what other people are saying. Listening to their words as if listening to a favorite song, with your mind focused on what they are saying and what it means.” In a world full of social media distractions and iPhone obsessions, it can be so refreshing to be around someone who looks you in the eye and repeats back what you’ve said. Take what you’ve experienced from having a boss that doesn’t listen to become more sympathetic and understanding, not just hearing but actually listening to what others are trying to tell you.
Have you ever had a horrible boss? What was your experience like? What did you learn? Tell us in the comments!
While we operate like a start-up, we actually celebrated TEN years at PerkSpot last year. With this longevity came a need to reward and challenge our employees who have been around for the long haul. That’s why this year PerkSpot decided to offer sabbaticals to our more tenured employees.
What is a Sabbatical?
Sabbatical comes from the word “sabbath”, which means “rest”. A sabbatical is a paid leave granted to an employee after they have fulfilled a set number of years in service at their company. In our case, this begins with a two week paid leave after an employee has been with PerkSpot for three years and is increased to three weeks after five years.
What is the Purpose of a Sabbatical?
There are many reasons behind taking a sabbatical. In addition to giving employees some much needed time off, a sabbatical should also be focused on personal and professional development. Each employee is encouraged to spend the time away pursuing their “hopes and dreams”. Oftentimes we find ourselves so caught up in the daily grind, we forget about those bigger goals and aspirations we want to accomplish. This could mean perfecting your Spanish with lessons in Cuba or discovering artifacts on an archeological dig (yes, these are real PerkSpot sabbatical plans). While these experiences may not directly relate to our jobs, they can enrich our lives and in turn make us better individuals and employees.
Making the Most of a Sabbatical
If you’re considering taking a sabbatical or offering this option to your employees, here are a few things to consider:
1. Make It Challenging: A sabbatical can be relaxing, but it should also stretch you. It provides the perfect opportunity to get out of your comfort zone and discover something new. These are the moments where we truly grow. If you’ve never been outside the country, consider traveling for your break. Or if you’re a travel nut, maybe you decide to stay local and spend the time reflecting. Whatever you decide, just make sure it’s pushing you to greater heights.
2. Make It Relevant: While we’ve already said that a sabbatical doesn’t have to directly apply to your career, it should help you master new skills, improve upon existing ones, or provide an opportunity to improve relationships with clients, employers, or colleagues. Use this time to generate experiences that will help you in the future.
3. Make It Last: The experience shouldn’t stop when you get back to the office. Bring along a journal to document what you’re learning. You’ll be more likely to retain the information and have something to reference when looking back on your time spent away. If you’re not a writer, maybe document your experiences through photos. Your Instagram account will thank you.
We’re so excited to hear about our employees’ sabbatical plans. If you were given a three week sabbatical, how would you use your time away?
We’ve said it before and it’s no secret – Millennials get a bad rap. Many have characterized this generation as selfish, entitled and lazy. But there’s one word that perhaps summarizes them better than the others and that we don’t often hear: Resilience.
From 9/11 to Katrina to Sandy Hook, the Millennial generation has not had it easy. In “Managing Millennials for Dummies”, the author states “In response to all of this bloodshed and uncertainty, Millennials, despite the typical rhetoric, have become resilient…They’re determined to make the best of the here and now and, in the face of change, roll with the punches the best they can.” And while tragedies and hardships aren’t strangers to previous generations, the inundation of social media has changed how this affects us on a daily basis. “Older generations were able to some degree, to disconnect from the news and all the atrocities flooding the media… For younger Millennials, the news is always there and always in their face (or in their pockets).”
As Millennials become more resilient to the increase of violence and hardship, there are many ways this plays out in the workplace:
- “You Only Live Once” is the motto of this generation, meaning they want to make the most of every moment and are quick to move on if they are unhappy or unsatisfied in their work. With the influx of tragic daily news, Millennials are faced with the reality that life is short and should not be wasted.
- Millennials seek to make a change in the world and desire to have meaning behind their work, pursuing ways that businesses can affect the social and political issues they face.
- Millennials have a more personal relationship with their managers, desiring a coach or mentor relationships versus one of power and position. They need to know their boss has their best interest at heart.
- Millennials are more innovative and quick to try something new. Because they’ve become resilient in the face of failure, one mistake or downfall does not leave them defeated, but they can quickly pick themselves up and try again.
- Millennials are inundated with news on a constant basis, including while they’re checking emails or browsing the internet at work. This constant connectivity means now more than ever it’s more important they have time to unplug and recharge from office stress.
Whether you work with Millennials, manage Millennials, or are a Millennial yourself, find ways to acknowledge their (or your) resilience as a strength. It’s no small thing to bounce back from the hardships we’ve all experienced over the last 10-20 years. Let these experiences empower us to be better and do more.
We’re all familiar with branding as it relates to marketing, but what about how it relates to recruitment? If you think about popular brands like Lyft, Southwest Airlines, and Starbucks, you probably have a good idea of what it’s like to work for these companies. That’s because they’ve integrated branding not only into their marketing strategy, but their recruitment strategy as well.
An employment brand is the perspective candidates have of what it’s like to work for an organization. According to Glassdoor, 69% of Americans wouldn’t work for a company with a bad reputation, even if they were unemployed. This goes to show that reputation is everything, not just for consumers, but candidates as well.
Make your employer brand stand out with these 4 tips:
1. Focus on your audience.
First things first, consider the type of employee you’re looking to recruit. While diversity is important for an organization, there should be common denominators that unite your brand, such as creative thinking, innovation and flexibility. While some thrive in a corporate setting, others may perform better in a more flex environment. Consider what makes your company unique and what unifies your current employees. Draw on your strengths to attract new talent.
2. Showcase “A Day In the Life”
When I was applying at PerkSpot, the job description really stuck out at me because it detailed what I could expect my first six months on the job. When candidates are looking for a new position, they need to be able to picture themselves on a day to day basis performing the tasks at hand. There are so many ways you can showcase >what daily life is like at your company. From testimonials to videos to the job description, make sure you’re painting a picture for these prospects so they can visualize themselves working for your brand.
3. Incorporate leadership into the process.
A great way to build company culture and a strong employment brand is by getting the CEO and other executives involved in this process. When leadership takes ownership over the recruitment process and the message you are conveying to candidates, this can humanize the organization and build a stronger brand. In fact, according to Employer Branding International, this is one of the top factors in shaping a strong employment brand.
4. Make your message consistent.
If you’re working for a larger company, it can be difficult to create a consistent message across the board. This can happen by conducting employee surveys to gauge the current view employees have of your company. Other key strategies include incorporating the mission and values of the company into each department’s function. For example, if innovation is a core value, make sure that every department from the tech to the marketing team knows how this value is expressed in their job function. When everyone from the intern to the CEO can list the values of your company, that’s when you know you have a strong employer brand.
What are some ways you’re building your employer brand? What are the challenges you’ve seen? Let us know in the comments!
There is one routine we can always count on here at PerkSpot. The Tech Team’s daily stand-up meetings.
What is a Stand-Up Meeting?
Also called a Scrum, a Stand-Up Meeting is pretty much exactly what it sounds like. Usually between 5 to 15 minutes long, the team discusses the day’s most important tasks while standing to remind them to keep it short and sweet.
Why hold a Stand-Up Meeting?
There are so many benefits to stand-up meetings, but here are our top five:
1. Encourages Collaboration: A great benefit to these meetings is that they encourage employees to work together to finish projects or solve problems. They can also produce follow-up conversations that can be a jumping-off point for further collaboration.
2. Eliminates Roadblocks: Oftentimes projects stall because we don’t have the time to brainstorm solutions with our teams. By communicating daily on various issues you may face, it can diminish problems by allowing the entire team to collaborate and problem-solve together.
3. Improves Communication: The most obvious perk of stand-up meetings is that they improve communication among the team. Instead of wondering the status of certain projects or who is responsible for a particular task, the entire team stays up to date on basic information, ensuring everyone is on the same page.
4. Defeats Hierarchies: One of the possible benefits of a stand-up meeting is that it puts everyone on the same level. Directors can hear from interns and vice-versa. It’s a rare opportunity to let newer employees shine and more senior participants share their wisdom.
5. Saves Time: You may think having a daily meeting would create inefficiencies and headaches, but when done correctly, these meetings actually save tons of valuable time. Some employees may be waiting on quick responses that can be addressed in the meeting without stalling projects. As communication and collaboration improves, projects will run smoother and problems are solved faster.
While stand-ups might not be right for every team, if you find yourself struggling to communicate efficiently, consider incorporating a daily scrum into your office life.
One thing we love about Chicago is that the city really comes alive in the summer. Patios open up and flood with people, baseball season is in full swing, and weekend trips to the beach are an absolute necessity. But with warmer weather and longer days, it can be hard to stay motivated behind the four walls of your office.
That’s why many companies are offering perks that change with the seasons. From cutting down your hours to taking a day off to volunteer, here are a few of our favorite ways office leaders can help employees stayed engaged and productive, while still finding time to enjoy the sunshine.
While this is not the newest trend out there, summer fridays are still amazing for boosting office morale. Chances are your employees are daydreaming out the window around 3pm on Friday afternoon anyway, so why not reward them for hitting their sales goals or nailing that project by allowing them to head out early. Plus, there are tons of reasons why flexible hours are great for company morale and ROI.
Summer is a great time to enjoy the great outdoors. Whether it’s a beach day or heading out for a baseball game, grab your employees and head outside for some seasonal fun. Last year at PerkSpot, a few of us participated in a 5k together. It really brought the team together for a great cause and motivated us to stay in shape!
Spice Up Your Recognition
Looking for a new way to recognize and reward employees? Summer can be the perfect time to pre-purchase tickets to concerts or sporting events to give to your company’s overachievers. Not sure what to offer? Take a survey to see what events your employees are planning on attending this summer to make sure your prize offerings are relevant and truly incentivizing.
There are so many volunteer opportunities available in the summer. From building a house with Habitat for Humanity to serving at your local food pantry, explore options to give back with your office while the weather is warm and your employees are itching to get outside. According to a survey of corporations that encourage employee volunteering, employees who volunteer are 60% more likely to feel loyal to their company than those who do not.
Sun’s out, fun’s out. How is your office incorporating the summer season into your corporate perks?
According to SHRM, about 60 percent of workers are now asked to take workplace assessments to help boost understanding and improve collaboration among teams. We do the same here at PerkSpot, but a recent colleague brought to my attention that specific personalities don’t always dictate how you work. Using her as an example, Alissa is an introvert through and through, but when it comes to her work, she enjoys building relationships with new people and getting to engage with clients over the phone and in person. Being an account manager is not a typical role for most introverts, however, she’s shared how this experience has been challenging and rewarding, but also a natural fit for her. Perhaps you’ve experienced something similar within your own organization, where an extrovert is great at crunching numbers and heads-down work, while your introverts thrive in sales roles.
Does this mean we are overestimating the power of personality? Should we allow personality tests to dictate how we collaborate on projects? Are they still valuable to the hiring process?
Some of the most common tests include Myers-Briggs Type Indicator, StrengthsFinder and DiSC. There are mixed reviews from HR professionals about the accuracy of personality assessments and how seriously we should take the findings. Some of the positive results include gaining a deeper understanding of a candidate’s (or colleague’s) strengths and weaknesses, their communication styles, and how these play into their overall role within their team. And while personality tests can be great at viewing commonalities among personalities, remember that these tests should be taken in broad scope, just as you would a horoscope. The flip side is that they often don’t take into consideration motives, values or even working styles. The way a person interacts inside the office could be very different from how they function socially, and it will take more than a piece of paper to prove that.
Get Personal with Personality
If you’re on the fence about whether a personality test might be right for your team or as a new addition to your hiring process, consider what other pieces of the puzzle might be missing. Personality tests can be great, but they should not be taken as a stand-alone tool when assessing candidates. When hiring, look for candidates who not only fulfill your requirements, but also add value. When assessing a team member, use personality tests alongside other team building exercises to understand how each person functions on an individual level. The key is to get personal with personality and treat each person as an individual, not as an answer to a quiz.
Do you currently use personality tests in your hiring process or among your team? Share your experience in the comments.
In a previous post, we explored the notion of the Four Day Work Week. But recently, we’ve been reading up on a similar phenomenon known as the Five Hour Work Day.
It all started with this Fast Company article about Stephan Aarstol, CEO of Tower, a beach lifestyle company. Aarstol made a shift not only in the amount of hours employees worked per day, but also in how they were compensated. The results? Over 40% higher revenue annually.
So how did he do it? And is this something every company can implement effectively?
Aarstol knew that this shift wasn’t something he could enforce overnight. He started by introducing the idea of “summer hours”. By making the change temporary, he put himself in the position to be able to switch things back around if the hours didn’t work out or hurt productivity. Lucky for him (and his employees), productivity soared and the 8-1 work day is now permanent.
Explain the whys
For Aarstol, the key to the success of the Five Hour Work Day was having a clear mission behind the change. He not only switched the hours, but also the compensation structure by offering employees a 5% profit share. By doing so, he enforced the importance of productivity, not just presence. He asked more of his employees in a shorter amount of time knowing that the rewards would be greater. He also knew this lifestyle might not serve everyone, and was therefore prepared to lose employees that might not fit into this new way of work. By keeping his mission at the forefront of the change, he was able to not only increase profits, but also increase compensation for his employees. Talk about a win-win.
Explore the change
While you may not work for a beach lifestyle brand, the Five Hour Work Day doesn’t have to be a far-off reality for all of us.
But how can we make the switch?
- Start at the top: Most managers think that employees who show the most “face-time” are also the most dependable. Make sure your management is rewarding and recognizing employees based on their output, not their time-clock.
- Provide concrete goals: Again, make it very clear why you’re making the switch and how you’re measuring productivity. Put measurable goals in place so employees know exactly what’s expected of them.
- Be flexible: Aarstol knew that this change would be difficult during certain busy seasons. He gave employees the freedom to leave after 1pm, understanding that special projects may require more time and attention. However, making this adjustment meant that 12 hour days became the exception, not the norm.
Could the Five Hour Work Day work for you? What hesitations would you have for implementing this change?
The gig economy is defined by Google as “a labor market characterized by the prevalence of short-term contracts or freelance work as opposed to permanent jobs.” From Lyft to Amazon, an increase in the number of freelance and contract workers adds new challenges for talent management and it’s vital that HR remains agile in response. In fact, Adobe’s 2016 “Future of Work” report stated that one in three office workers has more than one job.
With the growing gig economy, here are a few ways Human Resources can respond to the challenges of a growing industry:
Increased Emphasis on Technology
As more workers work remotely, technology has become increasingly valuable to HR experts. From sourcing workers for a job to providing feedback to virtual reality tools for team collaboration, there are countless ways human resources professionals are relying on technology to respond to the needs of their freelance and remote workers. HR’s agility and independence from traditional tools will make all the difference in engaging this new workforce.
Increased Engagement Challenges
Distance makes the heart grow fonder, right? In the case of remote workers, this might not always be true. Engaging employees in their cars, homes, or other locations has proven to be much more challenging than HR might have anticipated. Agility expert, Nick Horney, says “that HR leaders should think about their workforce more broadly, using a “talent portfolio” that includes traditional and nontraditional employees.” Be cautious of “out of sight, out of mind” syndrome, and continue to focus on the whole of your talent, not just the employees you see on a daily basis.
Increased Evaluation Needs
Along with engagement is also the need for continuous feedback. Gone are the days where an annual performance review was enough. Revamp your reviews to fit with your workforce. Again, consider different technologies that can make this process easier. By providing continuous reports on performance and also asking great questions, HR can help these workers feel more engaged, valued and informed whether they’ve been part of the company for a month, a year or a decade.
What are some challenges you’ve faced with a mixed workforce? How are you responding to the gig economy?