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The Dos and Don’ts of Great Company Culture

We all want to create a better place to work. In fact, it’s in our very DNA here at PerkSpot as we stand by the mission to “inspire employees everywhere to love where they work”.

In light of this goal, what can we as managers, human resource officers, or even individual contributors do to make every place a great place to work?

Here are the Dos and Don’ts of Great Company Culture:

Do Keep Your Values in Check

From planning a meeting to working on an article, it’s vital that your values stay at the forefront of what you do at work. Our values at PerkSpot are “we aim high”, “we stay humble”, “we value people”, and “we have fun”. They are practical and applicable in almost every situation. If your values aren’t serving you and your company in the same way, consider revamping them or find ways to live these out on a daily basis.

Don’t Micromanage

Think you’re not a micromanager? Here are a few signs you might be more than you think:
You’re never quite satisfied with deliverables.
You are often frustrated at the way the work is completed.
You take pride and/or pain in making corrections.
You constantly want to know where your team members are and what they’re working on.
You prefer to be CC’d on emails.

Do Communicate

While you shouldn’t micromanage, it’s still important to communicate clearly with your employees. Need help? Start by explaining the “why”, not just the “what”. It may seem frustrating that you have to spend time explaining why something needs to happen (especially when you’re the boss!).  However, taking an extra five minutes to explain the reasoning behind what you’re doing will not only save you time in the long run but will empower your employees or coworkers to own the task at hand. They’ll produce better work when they feel ownership and responsibility, which is the key to a great culture.

Don’t Think Corporate Jargon Makes You “Cool”

Have you ever been in an interview or a meeting where the person spouted off an endless string of pretentious (and meaningless) words? Corporate jargon is a trap many companies fall into, but in the end, does nothing for company culture. Avoid using buzzwords and say what you mean. This will help you communicate more clearly and also seem more approachable to prospective employees.

Do Keep Learning

One of the marks of a great company culture is one that fosters an environment of learning and professional development. After all, we never stop learning and growing and that’s exactly why we go to work in the first place! The best place to start is with yourself: grab a book, take a class, and encourage others to go with you. Hunger for growth is contagious.

Don’t Try to Be an Expert at Everything

Just like there is a little bit of micromanager in all of us, there is also a desire to be an expert at everything. This type of drive can be great when it comes to wanting to learn and grow. However, we can often overdo it by trying to be the very best at everything. It’s important to recognize and depend on your team to provide their expertise and to try to hone your skills in your area. We aren’t saying you can’t always get better at excel, even as a creative, or take a painting class as an accountant. Learning opposite skills is great, but thinking you’ll be the very best at everything is just plain wrong. Not only that, but it can cause tension when others are not given the opportunity to also show their strengths.

These are just a few tips to make your company culture stand out. What ways are you making your office a better place to work? Leave us a note in the comments!

Implementing a Culture of Recognition

Everyone needs recognition. From a young age, we crave the attention and respect of those around us, especially those we hold in high regard. Of course, this force of nature translates to our workplaces as we seek recognition and value from our careers.

A common misconception is that all employees want is more money. But while 89% of bosses believe employees quit for more money, the truth is that only 12% of employees actually leave for more money. What employees really want? You guessed it – Recognition.

Although it may seem fundamental, many companies are already facing challenges when it comes to recognition. There is no one-size fits all approach, but there are many tips that may help when it comes to implementing a culture of recognition in your office.

Make Recognition Part of the Big Picture

An easy way to make sure your recognition program is effective is to align the program with your core values. In fact, an SHRM report found that recognition programs aligned with these values reported a 70% ROI. By aligning recognition with core values, you’ll help employees see how their work contributes to the big picture. They’ll be more motivated to work hard when they understand how their contributions impact the organization. Especially for organizations that are undergoing large changes or growth, this type of recognition becomes even more crucial as employees long for security and clarity on how their work is valued.

Make Recognition Timely

Have you ever received a thank you note a year after a wedding or significant event? Chances are it didn’t mean much to you and may have even irritated you because of its tardiness. By the same token, recognition should be timely. 47% of employees said they’d like to receive rewards spontaneously. We aren’t saying to throw out your birthday celebrations or annual awards, but consider other ways to recognize and reward employees on-the-spot.

(Oh hey, did we mention PerkSpot does this?)

Make Recognition Appropriate

A handwritten note, a quick email or a literal pat on the back can go a long way. But, they don’t always work in every situation. Someone who has just completed a lengthy project probably deserves more recognition than an employee who helped out on a quick assignment. Make sure your channels and rewards for recognition are aligned with the achievements themselves so that employees continue to feel valued and appreciated.

Make Recognition Easy

No manager wants to jump through hoops to recognize their employees. Better yet, what about peer-to-peer recognition? Formalizing a recognition program is a great way to implement a culture of recognition, but it should be painless. Make it simple for managers or employees to recognize and reward each other. Using PerkSpot’s recognition program, we make it simple for recognizers to send rewards in just 2 minutes.

As you move towards implementing a culture of recognition in your workplace, use these tips to ensure your program is a success. Make sure your program is easy to use and tied to your core values, make your rewards appropriate, and make your recognition timely.

Want to get started? We’ll help formulate a program that’s right for you! Click here to learn more.

4 Office Perks You Need This Fall

The pumpkin spice lattes have come out to play, which means fall is right around the corner! As the leaves change and the days start getting shorter, it’s time to rethink our office life. Here are 4 office perks you need this fall.

Back to School Perks

As we enter back-to-school season, now is a great time to evaluate if student loan perks for your employees. A recent World at Work survey stated that only 4% of employers offer some form of student loan repayment. As times change, this a great way to incentivize employees to not only choose to work at your business, but to stay there for the long haul. The ROI is proven. Companies like Cigna found that every $1 put into the program saved $1.29 in talent management and recruiting costs.

Bus Perks

Warm weather means less time driving as employees pick alternative transport for their daily commute. But as the seasons change, we see fewer employees biking or walking to work, which means commuter perks couldn’t be more timely. By opting into this benefit, employees can save up to 40% on commuting costs in a year. Offering these benefits is a small, easy way to make life a little easier for your employees.

Baby Perks

Is it just us or are the office babies more prominent this time of year? We recently celebrated a baby shower for 3 of our employees (10% of our workforce) who are expecting in the upcoming months. Studies show it’s not just a PerkSpot thing. The most popular month for babies is in September, according to a TIME magazine report. If that’s true, then when could be better to burst out the baby perks? Extended maternity leave, paternity leave benefits, and in-office daycare are just a few ways to keep your workforce parents engaged.

Budget Perks

Consumer Reports says September and October are the best time to buy big-ticket items for your home, like mattresses and appliances. Lucky for your employees, they can save money on these items through their PerkSpot employee discount program and get the best bang for their buck. Since 78% of employees currently live paycheck to paycheck, this perk can go a long way for your employees.

As we enter fall, consider these options in making your office a better place to work. Want to get started with an employee discount program? Get in touch!

6 Everyday Employee Engagement Tips

Today’s world of HR focuses a lot of time, effort and money on fancy employee engagement systems. While obviously it’s important to develop a clear strategy and invest in your employees, there are also simple ways to focus on employee engagement right now.

Here are six everyday employee engagement tips:

Revise Your Onboarding Strategy

Employee engagement starts on day one. Maybe you work in a small company (like PerkSpot!) that doesn’t have a full-blown onboarding program for new hires. For many employees, stepping foot into a new office can feel like stepping out of a plane into a foreign country. Be sure to include them in team activities, cross-departmental meetings, and explain any concepts that may be unique to your business or brand. This will ensure they feel included and as a result, engaged!

Listen and Respond

This is a complete no-brainer, but so many times we go through the motions without stopping to take a moment to listen to our employees. Think about the last time you had a one-on-one with one of your employees. If it’s been over two weeks, it’s time to schedule another. In today’s fast-paced world, it’s super important to keep up with your employees. Whether it’s a five-minute check-in or an hour-long chat at the nearby coffee shop, take time this week to learn how you can serve them a little better.

Talk About Something Other Than Work

As managers or HR officials, it’s often difficult to engage with employees on a more personal level, but when it comes to employee engagement, this might be the missing key. We aren’t telling you to spill your deepest, darkest secrets to your employees, but maybe take a moment this week to ask them about that movie they saw recently or that restaurant they just visited. Spend time getting to know them. You may find yourself understanding more about their work habits as a result and they’ll appreciate your interest.

Recognize Their Efforts

Again, a complete no-brainer when it comes to employee engagement, but why is it that only a third of U.S. employees say they’ve received recognition in the past week? It’s easy to forget to say “thank you” or “job well done”, but it’s so important. Consider ways to recognize your top performers this week and show your appreciation.

With PerkSpot, we make it easy to acknowledge employees with real-time recognition and rewards.

Be Transparent

Do you sit on a board that receives inside information? Are you part of the C-Suite? If you’re privy to info that the rest of the company might not know, consider opportunities to share these insights with your employees. Obviously, some information is sensitive and can’t be shared, but where there are opportunities to be transparent, make sure you are taking advantage. Share different challenges leadership is facing or exciting new directions where the company is looking to grow.

Evaluate Responsibilities

One of the quickest ways for employees to get burnt out or bored is to fill their lives with checklists, not responsibilities. In the chaos of work, it’s easy to get lost in millions of to-dos, without taking time to be strategic. Consider ways your employees can step up and own projects, not just simple tasks. Give them ownership and responsibility and find ways to push them to grow. This will ensure they stay engaged and motivated throughout their career.

What are some ways you’ve found to keep your employees engaged every day?