Odds are, if you’re an HR professional, you’ve asked yourself this question once or twice (or maybe several times) before. Unfortunately, you’re not alone. According to a 2017 report by Chestnut Global Partners, an international provider of Employee Assistance Programs, less than 7% of employees use their benefit programs to their fullest extent. Yet, a recent Glassdoor survey found that 80% of employees said they would prefer additional benefits over increased compensation. Obviously, benefits have an incredibly strong impact on employees – they just don’t know how to use them properly.

voluntary benefits

As an HR professional, you’ve likely spent hours crafting what you believe to be the perfect employee benefits suite. So, why don’t your employees use them all? We think we know the answer. Check out the 3 most common reasons why employees don’t use their benefits. More importantly, learn how you can solve the problem!

1. They don’t understand them.

Let’s face it, employee benefits can be difficult to comprehend. Perhaps it’s your employee’s first job, and they’re navigating the complex waters of employee benefits for the first time. Maybe your employee feels just downright confused, but doesn’t know where to go to clear things up. Whatever it is, it hurts employees who don’t understand how to utilize their employee benefits package best. So, how can you solve this problem?

Improve the way you educate your employees about their benefits. If this solution sounds simple, that’s because it is! We recommend creating a short, anonymous survey and encouraging your employees to be completely honest when they fill it out. Emphasize the fact that their responses will be used to create a better plan for explaining their benefits. Then, do just that. Figure out where the gaps are in knowledge about your current benefits offerings, and then work to fill those gaps with better and more useful information about the different options available and how they would apply to each employee.

2. They don’t know they exist.

When it comes to employee benefits, chances are your employees know about your run-of-the-mill offerings like medical insurance. However, a new trend is creating a suite of voluntary benefits to attract new employees and keep current ones. Unfortunately, many companies haven’t perfected their communication strategy for these benefits. This causes a problem for companies, as voluntary benefits are one of the best ways to recruit, hire and retain employees. But obviously, employees need to know about their voluntary benefits for them to be meaningful. So, how can you solve this problem?

Expand the way you communicate your benefits. Take a look at how you currently communicate the employee benefits you offer. And don’t just limit yourself to one or two communication strategies. Not only should you be utilizing popular methods like physical flyers, emails, and your company’s intranet, but try some outside of the box ideas as well! Hold a quarterly workshop to walk employees through your benefit suite, and offer a small incentive like lunch or a fun raffle for attendance to the workshop. Give ample warning open enrollment is beginning and work on creating answers to questions you frequently get. It will take some experimentation in the beginning, but when you finally find the right amount of communication that works for your employees, their active utilization of benefits will be well worth it!

3. They think they’re only for high-cost items.

Another common misconception about employee benefits is they are only useful for expensive or high-cost items, like health, dental or vision insurance. Even voluntary benefits like a perks and discounts program are commonly thought of to only have deals for costly items, but it’s actually quite the opposite! Most voluntary benefits have offerings that range from more expensive items to deals on your day-to-day products that any employee can afford – and more importantly, will want! So, how can you solve this problem?

Provide your employees with concrete evidence that their benefits work. When you present solid proof like savings numbers or anecdotes from fellow coworkers about how they’ve saved, it makes it much easier for employees to understand that their benefits, including voluntary, are extremely useful and valuable for them. For example, with PerkSpot, you will regularly receive helpful data about how much your employees are saving through their Employee Discount Program, plus which categories and discounts they’re loving!

We know employee benefit programs have an incredibly positive effect on employees. They offer assistance and security for employees, which, in turn, promotes feelings of happiness. As most managers and HR professionals alike know, a happy employee is a productive, engaged, and attentive employee. If you’re struggling to see full participation in your employee benefits package, it’s likely that your employees don’t understand it, don’t know what it fully entails, or they have misconceptions about it. Solve that problem with one of these easy solutions! If you’re interested in learning about new ways to communicate and educate your employees about their Employee Discount Program, click here!

As HR professionals, we know how hard it can be to keep employees motivated and productive during the summer months. In fact, Business Insider reported that employee productivity drops as much as 20 percent as spring turns into summer. With the Fourth of July coming up, it’s difficult not to worry about employee motivation dipping even further. Here are three great tips for keeping your employees productive, despite the distraction of summer.

summer productivity

Go Outside

Every office worker knows how hard it can be to sit at their desk while they see the sun shining outside. Let your employees enjoy the nice weather by suggesting managers arrange for outdoor or walking meetings, which gives you a good chance to stretch your legs and feel the sun. If your office location permits, create an outdoor break area, or open the windows and let the fresh air in. Not only does a breath of fresh air improve the productivity of your employees, but studies also report it can help cognitive function, decision making, and overall health!

Set Summer Goals

Summer isn’t a typical time of year to set goals for your employees, but when done right, it can seriously improve motivation throughout the workplace. Putting incentives into place gives employees a good reason to buckle down and remain engaged in their own work. If you want to have more fun with it, look at your company culture and create goals based around that. Here at PerkSpot, we host an annual summer event that gets the employees outside and enjoying the great weather. Plus, all the proceeds that come out of the event are donated to a local charity of our choosing. Each summer, this event allows us to give back to the community, and have fun doing it!

Encourage Vacation Time

Did you know that 64 percent of employees say they feel refreshed and excited to get back to work after a vacation? Not only should you encourage employees to actually use their allotted vacation time, but take it one step further. Remind them of the importance of “logging off” during their vacations – 41 percent of vacation takers say they still check on work while away, which means they aren’t able to fully decompress from the stress that may come with their position. Instead, create a system at your workplace that ensures others can fill in when their coworkers are out on vacation. This can provide a sense of relief for your traveling coworkers, and a better sense of teamwork and togetherness in general.

Summer can be a difficult time for employee productivity, but it doesn’t have to be. In fact, you can increase motivation among your employees by trying out these easy tips! How do you improve employee productivity during the summer? Let us know!

Diversity in the workplace is no longer a hot topic. Rather, it’s an important and permanent topic that should continue to be talked about and built upon. As a new generation enters the workplace, there’s a facet of diversity that we want to discuss: generational diversity. More importantly, how can you improve it in your workplace? We think we know one solution – a perks and discount program.

generational diversity in the workplace

We know what you’re thinking. What’s the connection between a workplace and a voluntary benefit like perks and discounts? More than you think! In today’s day and age, there can be up to four generations of employees working closely together in different departments or on different projects, and this is a great thing for the company. Not only does this mean you’re getting the benefit of different perspectives, opinions, and beliefs, but studies say the revenue of a business can increase by 19% when that business enjoys diversity. But that’s not as easy as it sounds. More often than not, employees want to go where they feel comfortable. Eventually, they end up working with people who look, think, and sound like them, creating a disparity in diversity for your workplace.

So what can you do to fix this? Obviously, a perks and discounts program is not a cover-all solution to a large problem like a lack of generational diversity in your workplace. However, it is a fantastic place to start. Here are three important reasons why:

1. Perks and Discounts Programs Offer Discounts for All Financial Situations

There’s no getting around the fact that different generations have different needs. Those differences, while great for creating a sense of generational diversity and inclusion in the workplace, can also make it difficult to find a solution that appeases all employees. The beauty of a perks and discounts program is that it manages to do just that! By providing an array of discounts in a variety of categories, every employee is able to find a discount they find valuable and useful to them individually.

2. Perks and Discounts Programs Help Support Financial Security

Yes, each generation is different. However, virtually every member of the four generations that make up your workforce has at least one thing in common, and that is a desire to be more financially secure. Whether it’s dealing with expensive student loans, a mortgage on a new house, or an ailing family member, most employees have at least one area in their life that causes financial stress in their lives. Fortunately, a perks and discounts program can offer some help here as well. Saving through exclusive perks and discounts relieves some of the financial pressure your employees, no matter their generation, are experiencing every day. This can help with a number of things; their productivity, stress levels, and sense of financial security, to name a few!

3. Perks and Discounts Programs Attract and Retain Talent of All Ages

Generational diversity is one thing that should always be on your mind when it comes to both hiring new employees and retaining your current employees. Let your perks and discounts program be your best friend when it comes to these areas of your business. A recent Glassdoor survey found that 79% of employees prefer new or additional benefits to a pay raise. Broken down even further, the survey found 89% of employees aged 18-34, 84% of employees aged 35-44, 70% of employees aged 45-54, and 66% of employees aged 55-64 said they would prefer those perks and benefits to a pay raise. Factoring those preferences in, a perks and discounts program seems like the perfect addition to your benefits offering to both attract and retain new and existing employees of all ages.

We know how important diversity is to a company. It can improve your company’s productivity, efficiency, and overall success. But achieving it can seem like an impossible goal. Start on the right foot by implementing a perks and discounts program that supports a movement of generational diversity in your workplace. Click here to learn more about PerkSpot’s Perks and Discounts program and get started today!

There is no better feeling than setting that “Out of Office” automatic email response and saying one last “Hasta la vista” to your coworkers before you take off for a fun vacation. For most people, travel creates a sense of excitement and anticipation that’s hard to find anywhere else. But traveling does more than just drum up excitement. It can actually improve your health and wellbeing, according to a recent Forbes article. Plus, for employers, there are even more added benefits on the line. Check out why we think it’s imperative that a company encourages its employees to travel – and how to do it!

employee travel

Decreases Burnout and Stress

According to a recent Gallup study, over two-thirds of employees asked said they felt burnt out at work either very often or sometimes. While employee burnout obviously affects the employee the most, it can also severely hurt the employer. A burnt out employee underperforms, struggles to focus on his or her work, and feels tired all the time. They might even be one of the one million employees calling in sick to work because of stress. One answer to this concerning problem is travel, which can actually alleviate stress. While travel can’t completely heal employee burn out, there is no doubt it can offer temporary aid. Whether your employee prefers a relaxing vacation on the beach, a trip full of sightseeing and museums, or a little bit of both, they’ll experience increased productivity and decreased stress as a result of their time out of the office!

Increases Employee Loyalty

These days, employee retention is a top concern of most HR professionals. As employers seek out strategies that can help them both attract new talent and retain their current, high-performing employees, travel benefits have become a popular choice for many companies. A company that offers a benefit related to travel, like great discounts, a more flexible PTO, or travel incentives, can set them apart from the competition. Plus, it encourages current employees to feel more comfortable actually taking their vacation days and guarantees they’ll come back relaxed and ready to work with a renewed loyalty to the company that just helped them take a great trip.

Improves Professional Skills

Not all travel is created equal. However, no matter where your employees choose to get away to, there’s a good chance that they’ll get something out of it that can translate to important professional skills in the office. For example, experiencing a new culture can expand perspective and help them see their old surroundings with new eyes. Traveling to a country where you don’t speak the language helps you develop crucial communication skills that an employee can demonstrate to his or her team or manager. Dealing with stressful transportation, whether it’s a missed flight connection, a flat tire, or a lost bag, forces a traveler to strengthen their flexibility in a tough situation. Skills acquired during travel are ones that can easily be used in the professional setting.

It’s one thing to simply encourage your employees to travel. It’s another thing to actually offer ways to make travel more accessible to your employees. Here at PerkSpot, we love using our Travel Discount Center to find the best deals on travel! Employees have been able to travel far and wide and save money while doing so. Click here to learn more about our Travel Discount Center and how a perks and discounts program can benefit your employees! What methods do you use to encourage your employees to travel?

Temperatures are going up, the sun is coming out, and we can officially say that summer is on its way in! As the season changes, you might be thinking about how you can implement a few summer perks that employees can enjoy during these extra hot months of the year. Here are 4 suggestions for ways you can bring the sunshine into your office this summer!
summer perks

Flexible Hours

We know summer is a popular time for family vacations and long weekends. So, offering a perk like flexible hours is sure to be a hit among employees. Fortunately, there are several varying levels of flexibility you can try out to see which fits your company culture best. Start by offering more work from home options. That way, employees can still get their work done, but they have the option to do so in the comfort of their own home, or maybe at a sunny cafe if the weather allows it! Another popular method of implementing more flexibility is Summer Fridays. Companies can offer half or full days off each Friday. This keeps employees productive and engaged, while still creating a more flexible schedule if they choose.

Summer Outings

While we firmly believe in fun company outings all year round, summer is an especially good time to get your employees together for some out-of-the-office bonding! Whether you’re rooting on your favorite hometown baseball team, cheers-ing to a great week at a fun bar or restaurant, or hosting a company-wide picnic, outings like these are a great way to reward your employees for their hard work.

Wellness Challenges

Healthier habits tend to ramp up more in the warmer months. Encourage your employees to develop a healthier lifestyle with wellness initiatives that reward them for regular exercise. For example, we just wrapped up a May gym challenge here at PerkSpot that encouraged employees to workout twice a week for at least twenty minutes, doing any exercise they felt comfortable with! As a reward, each employee who completed the challenge got $100 to put toward new or improved gym equipment. We’ll follow that with a bike-to-work challenge in June, complete with prizes donated by local bicycle shop, Kozy Cyclery. Challenges like these give employees a great incentive to get active, plus create a sense of friendly competition and camaraderie among coworkers.

Casual Dress

As the temperatures climb, it feels more difficult to put on the stifling blazer and slacks your company might require. Try adopting a more lax dress policy that makes it easier for your employees to dress for the weather. Create and enforce specific guidelines that you’ve decided on ahead of time. This can include things like no bare shoulders, appropriate length shorts and dresses, or no open-toed shoes. Consider your company as you create this summer dress policy to ensure that it fits with your culture, while still benefiting your employees.

According to a study done by SHRM last year, the largest challenge cited by workforce management was dealing with low employee retention rates. Unfortunately, the stats don’t lie on this one. Approximately 3 million Americans have quit their job each month since January 2019. Plus, replacing a highly-trained employee who leaves his or her position can cost up to 200% of their salary. Were some of them your employees? If so, your employee retention rate is probably top of mind.

how to increase employee retention rate

But what can you do about this? Perhaps you’ve tried some of the common methods, like a new and improved onboarding process, a program that invests in your employees and their professional development, or an overhaul of your company culture. What happens when these don’t work?

How can you increase your employee retention rate? A rewards and recognition program is the key.
A rewards and recognition program allows you to formally recognize an employee for anything from a good deed around the office to a fantastic work ethic they exude to a project that goes above and beyond what you expect from them. What is really great about a rewards and recognition program is that it benefits both employer and employee. For employees, concrete appreciation in the workplace is a motivator and a reminder that the work they do is valued by their employer. For the employer, recognition can lead to increased engagement, productivity, and of course, retention rate.

What sets a rewards and recognition program apart from other recognition methods?

  • Visibility
  • Inclusivity
  • Timeliness

Visibility

Typically, recognition used to be a private thing. Managers would bring employees into their office, or send them an email, letting them know they did a great job. As a result, the recognition goes widely unseen by the rest of the office or workplace, including other managers, executives, and coworkers. Consider the effect public and specific praise has, not only for the employee being praised but for his or her peers. We know that employees want recognition. So, when they see their fellow coworkers receiving it, and more importantly, they understand exactly what they did to receive it, they’re more likely to duplicate that exemplary work ethic. Or, perhaps, they’ll apply that drive and find a new and exciting way to succeed on their own! Either way, employers are guaranteed a more productive employee, and workers feel more motivated and incentivized to work harder.

Inclusivity

When you consider your employee retention rate, and the employees you want to retain, who comes to mind first? The executives, who will be the most costly to replace? The high performers, which will leave a gaping hole in your workplace? The under-engaged, who are at the most risk to quit their jobs? Instead of focusing on a specific target in your workforce, why not target everyone? A rewards and recognition program that puts everyone on the same playing field, and rewards everyone with the same kind of praise and monetary compensation means you don’t have to choose which employees you should focus your efforts on. Not to mention, employees will notice this change in the hierarchy. No one wants to feel as though their employer values another coworker over themselves, so remove that problem entirely with a rewards and recognition program that emphasizes inclusivity.

Timeliness

Imagine you just nailed a presentation or finally hit your lofty goal for your team. You know you’ll be recognized for your achievements, yet you find yourself waiting until the end of the quarter for the company to meet and hand out recognition, or even the end of the year, for that bonus to drop. Soon enough, you’ve forgotten about the achievement and the recognition that comes with it. Worse, you feel no drive to repeat those actions because you saw no praise or appreciation for them. Employee recognition should be given in real time, as soon as a manager (or peer!) hears of it. In doing so, an employee understands the connection between the output of good work and the reward that comes with it. Better yet, they will continue to strive for more rewards, meaning a continued stream of high-quality work.

A decreasing retention rate is something several HR managers are currently dealing with and unfortunately, many of their strategies to fix it aren’t working out well. That’s why a rewards and recognition program is the answer. It allows you to give public, on-the-spot recognition that all your employees can use. Click here to find out more about PerkSpot’s Rewards and Recognition program!

Times are a’changing, and so are the way companies structure their benefits plans. As the workforce grows and new generations enter it, employers have realized it’s time to change the way they think about their benefits. Enter, voluntary benefits. Voluntary benefits plans are becoming increasingly popular in companies large and small, and they often vary by company. One thing that we think every company should include in their voluntary benefits plan? A perks and discounts program – and here’s why.

voluntary benefits plan

But first – what are voluntary benefits?

Voluntary benefits are, at the surface, exactly what they sound like. It’s a plan outside of the run-of-the-mill benefit suite, which typically includes medical and dental. Recently, employers have begun searching for ways they can engage and retain employees and many found the solution in voluntary benefits. These days, voluntary benefits plans have evolved as employers started listening to their employees and taking note of their needs to go beyond the classic plans most companies offer. Mental health and wellness plans, financial planning, and learning and development opportunities are prime examples of ways employers have adapted their voluntary benefits plans in recent years.

So, why should a perks and discounts program be a vital part of your voluntary benefits plan?

Perhaps you’ve already developed a voluntary benefits strategy for your employees that compliments your existing benefits offering. But there’s one thing you might be missing that will bring your plan to the next level. Here are three reasons why you should consider adding a perks and discounts program to your voluntary benefits plan.

Increases Productivity

According to a recent study, almost three-quarters of employees worry about their personal finances. Unfortunately, this worrying happens at work, where it can cost an employer up to $2,000 due to loss of productivity. That’s only one of several reasons why employers should include a perks and discounts program in their voluntary benefits plan.

Allows for Individualization

We know that millennials recently became the largest generation in the workforce, and Generation Z is hot on their tails as they begin to fill internships and entry-level positions. Yet many positions are still filled by Gen-Xers and Baby Boomers. This means we’ll soon have a workforce made up of four generations, all at different stages in their lives and with different financial needs. Some of your employees may be saving for short-term purchases, like groceries or a big trip. Others are thinking much longer-term: houses, family planning, and retirement are on the brain. A perks and discounts program that caters to each individual employee by offering ample amounts of discounts means no employee is left behind. Instead, they get their pick of which discounts will benefit them the most.

Attracts and Retains Talent

Unemployment has been on a steady decline, and companies feel it. They want to seek out new and unique ways to both attract and retain their talent. According to a recent Glassdoor survey, 60% of potential candidates said they strongly consider perks and benefits when considering a job offer. The same survey found 80% of employees said they would opt for additional benefits over a higher paycheck. But the traditional benefits suite won’t cut it, as it’s difficult for these types of benefits to set you apart from other companies hoping to hire or poach your talent. A voluntary benefits plan that offers extra savings opportunities for employees is ideal. It’s a unique addition to your job offer and it shows an invested interest in your employees’ financial wellbeing.

Sometimes, it seems like every element of the HR space is changing. From recruitment and hiring to the benefits you offer, it’s tough to stay current with the evolution of human resources. Let PerkSpot make it easy for you! Reach out today to find out how you can get a perks and discounts program added to your voluntary benefits plan.

At first glance, the human resources and marketing departments of a company seem like opposites. Marketing works primarily with customers of a company, while HR is more preoccupied with the company’s employees. Yet, they have more similarities than meets the eye.

hr and marketing

Both departments are entrenched in the brand of a company, and how to convey it appropriately for others to consume. For marketing, it’s customers, and for human resources, it’s fellow employees. It makes sense for the two departments to come together and work together for a collective goal. Check out these three situations when HR should consider collaborating with their marketing department!

1. Recruitment and Hiring

Human resources has long owned the recruiting and interviewing process of any company, and that shouldn’t be changing anytime soon. However, a shakeup in your hiring might not be a bad idea for your company. Recruitment marketing is a rising trend in HR, which can mainly be attributed to the growing importance of social media, a more competitive job market, and the entry of the millennial generation in the workforce, according to a recent survey by HR.com. So how can you utilize your company’s marketing department to the best of your ability? Depending on the size and scope of your company and recruitment, options like employee referrals and brand advocates, a personalized career page, and targeted ads are all ways you can improve the quality of your hiring. Keep in mind, no two companies are the same, meaning their recruitment and interviewing process won’t be either. Some companies might not have the bandwidth or the budget to support all of these initiatives, so open up a conversation with your marketing department to come up with ways you can individualize your recruitment process so it fits your company well.

2. Onboarding

Once you’ve found that perfect new hire, it’s time to onboard them! But if you’re relying on the same onboarding process you’ve had in place for years, it might feel stale. Once again, this is a fantastic opportunity for your marketing department to help breathe life into your onboarding process. A study by Jobvite found that almost 30% of employees leave their new job within the first 90 days of employment. The main reason? Their day-to-day role wasn’t what they expected it to be. Make sure you fix this problem with your new onboarding process. Explain in clear detail not only what you expect of your new hires, but how they can succeed in their role and how you can assist them in doing so. While HR is the expert on the information that needs to be conveyed during onboarding, look to your marketing department to offer insight on the best way to convey that information, making it an effective and informative onboarding process for each new hire.

3. Company Culture

We know how important company culture is.  A company’s culture speaks to the values it upholds, the environment employees get to work in, and the goals they work toward. This is perhaps the best instance in which marketing and HR can work together. Not only do both departments have a holistic view of the company that other departments might not possess, but they’re also stakeholders in the two most important elements of company culture – the brand and the people. Marketing has a deep understanding of a company’s brand, and HR works closely with employees. Combined, it’s a match made in company culture heaven. Using HR’s know-how and marketing’s creativity, brainstorm to design unique strategies for implementing a company culture you know your employees will appreciate and enjoy. This can range from something simple like a company outing to a more extensive learning and development program tailored for your employees.

Sometimes, the best ideas come from where you least expect them. If your hiring, onboarding, or company culture could use some TLC, it’s time to join forces with your marketing department! What unexpected ideas have you come up with when working with a different department? Let us know!

In 2005, 1.8 million US employees said they telecommuted for at least half of their scheduled working hours. The same study said in ten years, that number increased by 115%. That’s almost 4 million American workers who report telecommuting for work at some point in their week! The trend has only continued to grow, and there’s no reason to assume it will be going away soon. If you’re currently hiring, onboarding, or working with remote employees, here are some tips to set them up for success!remote employee

During the Interview

Ask the Right Questions

Hiring for an employee that will work remotely is vastly different from hiring an employee who spends all of their time in the office. Because of this, you’ll need to look for different qualities and characteristics than you would with an in-office employee. For example, remote employees should be highly self-motivated and remain engaged and productive, despite the lack of an office setting. During a prospective employee’s interview, make sure to ask questions that reveal those qualities, such as past successes during a remote work experience that demonstrates the employee has the ability to stay focused. If you know this position works closely with other employees in a team, ask how they stay communicative with fellow teammates even though they aren’t working in the same office space. Questions like these not only help you better understand the candidate and their working style, but it can also help prepare them for the position and what it entails.

Clearly Communicate Expectations

Candidates interviewing for a remote position often have prior experience working remotely. However, that doesn’t mean the standards in place with their last job were the same as the standards you set. During the final stages of an interview process, ensure that you clearly communicate what you expect from the employee. This could concern hours they work, tasks they complete, or something else entirely. Make sure they feel confident in their ability to fill this role to the best of their ability. They can’t feel completely confident without knowing everything that it entails, so it’s your responsibility to keep them informed.

During Onboarding

Ensure Proper Tech Requirements

Technology is one of the most important components in preparing for a remote worker. There are a number of different technological requirements that need to be acquired to set up a remote employee for success. After all, it’s impossible for them to properly communicate with their team and manager if they don’t have access to reliable internet, but this is only the beginning. Typically, companies will also want to invest in a shared file system (like Google Drive), a communication platform (like Slack), and a video conferencing application (like Skype) to ensure good communication among in-office and remote employees.

Design a Check-In Calendar

When you onboard your new employee, sit down and design a check-in plan that works for both of you. In the beginning, more frequent check-ins, like once a week, are recommended. After the employee settles into his or her role, decrease this to once every two weeks or once a month. During check-ins, ask questions about their current projects and challenges they are facing, but also remember to create a space for personal interaction. Remote employees still have a desire for the camaraderie that occurs more naturally in office atmospheres.

Beyond Onboarding

Create Face-to-Face Opportunities

21% of remote workers cited loneliness as their biggest problem. One of the best ways to combat this is by scheduling recurring face-to-face opportunities to meet with your remote workers in person. Some companies will designate regular “in the office” days in which all employees come in, perhaps for a team gathering or an all-company meeting. Others will schedule a monthly lunch or coffee date where an employee and his or her manager can meet to discuss the past month and plan important projects and deadlines that will come up in the future month.

Keep Up Communication

As an HR professional, good communication with employees should always be something that’s at the forefront of your mind. With remote employees, this is even more important. A remote employee can’t stop at your desk and chat about a question or concern that’s on their mind. They rely on other communication methods, like email or Slack, to discuss important topics. That being said, make sure to monitor those platforms closely and respond timely to your remote workforce. That way, they know don’t feel ignored or pushed to the wayside.

Research says remote workers actually tend to be more productive in their flexible schedules. However, with all that freedom comes some challenges as well. As an HR professional, take these steps to make sure you’re helping your remote employees avoid those pitfalls and instead, set them up for success!

It’s finally springtime, so spring cleaning is probably on your mind. However, you can put back the mop and sponge and place your household chores on the backburner, because we’re talking about a different kind of cleaning. It’s time to break out your employee handbook and evaluate whether it needs some cleaning of its own!
spring cleaning employee handbook
Your employee handbook should be assessed at least once a year and reviewed for any necessary changes. But how can you tell whether your employee handbook is in need of some sprucing up? Here are some common cases in which it’s smart to evaluate your policies:

  • Adding Employees
  • Changing Office Spaces
  • Updating Benefit Plans
  • Remodeling Company Culture

Adding Employees

According to Top Resume, January and February are typically the most popular months for bringing new employees on board. If you just wrapped up your hiring season, it’s time to take a look at your handbook. As your company grows, it’s important to make sure your policies are growing with it. You may be dealing with different employees than you’ve experienced before, like new parents or remote workers, and your handbook should reflect their situations and the code of conduct they should follow, just as it does your full-time, in-office employees.

Changing Office Spaces

Here at PerkSpot, we know a thing or two about this one! As a company that’s recently moved office spaces, we know the time and effort that goes into relocating. But after the dust has settled, take a minute to refresh your employee handbook for the new office. Every office space is unique, so the policies you have in place for employees will most likely be unique as well. At the very least, make sure to include your new location’s address, updated hours, and any other important information employees need to know.

Updating Benefit Plans

When you are dealing with a modification to your company’s benefit plans, you’ll most likely communicate the change with your employees in a number of ways, like email, a company-wide meeting, or in-person communication. But it should still be reflected in an updated employee handbook, so there is always an easy and convenient place employees can look to for any details they’re curious about.

Remodeling Company Culture

Any HR professional knows the importance of culture in their company, and if you’ve recently undertaken an overhaul of your company culture, an update to your employee handbook should follow. This might be an adjustment to your time off policy, dress code, or proper social media usage. Keep in mind, your employee handbook is one of the first things new hires will read about your company, so illustrating your culture properly will start everyone off on the right foot.

The season is changing and your employee handbook might be in need of some changes as well. Even if you’re not dealing with one of these cases, take some time out of your day to evaluate where your company is, and whether your employee handbook appropriately displays that.