Help Your Employees Keep Their New Year’s Resolutions

Amy Ridder January 8, 2020

After the ball has dropped and the confetti has fallen, it’s time to look forward to 2020. More importantly, it’s time to think about New Year’s resolutions. After all, the start of the year is a great chance to set fresh goals. But studies show that over seventy-five percent of people end up breaking their resolutions after only 30 days! Keep reading to learn how you can make your employees’ resolutions a bit more achievable.

Why Are Employees’ Resolutions Important to You?

But first, you may be wondering why your employees’ resolutions are of any importance to you. If they’re hoping to eat healthier or travel more, why should you worry about whether they actually accomplish it? It doesn’t matter if your employees choose to target personal or professional development in their goals – you’ll be impacted.

A healthier employee is also a more productive, engaged, and committed employee. Furthermore, accomplishing a resolution can give someone a real boost of confidence, which carries over into their work and demeanor. Plus, many of the popular resolutions are based on improving one’s health. You can guarantee that an employee who accomplishes a goal like improving their diet or exercising more often will actually end up costing you less as a company in terms of sick days, better performance, and lower insurance costs. Encouraging and helping an employee will benefit both the company and the employee in the long run! So give your employees an extra hand and help them beat the New Year’s resolution statistics with these easy tips.

4 Ways to Help Your Employees Accomplish Their Resolutions

Create a Clear Goal-Setting Process

To actually achieve a goal, it’s important that employees understand exactly how they plan on doing so. Help your employees model their resolutions after similar goals you’ve already helped them set in the workplace. For example, most professional goals follow the SMART goal setting concept, meaning they’re Specific, Measurable, Attainable, Relevant, and Time-based. When you apply those qualities to a goal, it’s much more digestible and therefore, more achievable. If you create a resolution, that’s broad or incredibly difficult to achieve, you’re setting yourself up for failure.

Encourage employees to break down resolutions by time periods, specific measurements, or steps, which will help keep them on track longer, plus it will give them small senses of accomplishment, so they can see results and keep working hard. Email your employees a template that lists out the SMART goal characteristics so they can fill it in themselves, or take it one step further and host a lunch and learn to refresh them on setting SMART goals.

Emphasize a Social Atmosphere

Studies have shown that announcing your goals and receiving positive affirmation and encouragement can trick your brain into already feeling accomplished, thus making you less motivated to work on them. But instead of simply telling your employees to divulge their resolutions to their coworkers or managers, you should work to create a community that offers support and togetherness within your workplace. There’s a good chance that many of your employees will have similar resolutions, both professional and personal, and sharing them with one another can help hold employees accountable and give them fellow coworkers with whom they can share their failures and successes and get tips and tricks for how to stay on track.

For example, consider starting a book club for those hoping to read more often, weekly workout group for the employees who want to hit the gym, or a recipe sharing group for those trying to eat healthier. Plan and encourage employees to participate in office outings to drum up more socialization. Even small things like creating a space in your office where employees can take short breaks and chat together over healthy, office-provided snacks like fruit will help them stick to their resolutions and share them with coworkers! Having someone go at it with you makes your resolutions a million times easier to accomplish.

Bring in the Experts

It’s likely that you’re not a definitive expert on something like fitness, financial wellness, and other popular resolution topics. But fortunately, the experts are out there! The best thing you can do for your employees is to find them and bring them in, so they can share their secrets on the best ways for employees to accomplish their goals. A benefit like this is sure to excite employees who are hoping to keep their resolutions intact, especially if they’re starting to lose their enthusiasm or drive, as it will offer a fresh perspective and give them new motivation to keep going forward.

Give your employees the chance to meet one-on-one or ask questions afterward so they can get tailored advice.

Give Employees a Financial Hand

Some of the most common resolutions include things like “Eat healthier,” “Go to the gym more,” “Travel more,” “Learn a new language,” and “Pick up a new hobby.” While those are all very commendable resolutions to achieve, they have one thing in common. They can tend to have major cost implications. If an employee is hoping to go to the gym more, that will most likely entail a gym membership. Plus, items like apparel and equipment could eventually be needed. If an employee wants to visit new places in 2020, they’ll need to pay for transportation, accommodation, and day-to-day costs. Unfortunately, costs end up playing an important role for many in achieving their resolutions. And even if your company is in the position to offer, for example, a discounted gym membership, you’re still failing to include the employees whose resolutions have nothing to do with that.

That’s why a free perks and discounts benefit might be what you’re looking for. Not only can you offer a discounted gym membership, but you can also offer discounts on travel, food, and more. With a benefit like PerkSpot, you’re not taking any money out of your own company’s pocket. Better yet, you’re still managing to put money back into your employees’ pockets!

There’s a reason that more than seventy-five percent of people who set a New Year’s resolutions eventually give up. They’re hard! Dedicating an entire year to improving yourself can feel like a frightening endeavor to begin, but you can make it that much easier for employees by making your workplace more resolution-friendly. Urge employees to come up with a plan for how they want to achieve their goals, bond over their resolutions, learn from the experts, and give them an extra push in the right direction with a perks and discounts benefit that will help them save on the products and services they need to succeed!

Why Your Company Should Participate in Giving Tuesday

Amy Ridder December 3, 2019

The table is cleared, the Black Friday and Cyber Monday deals have come to a close, and it’s time to look forward to the next day on our schedule: Giving Tuesday! Keep on reading and we’ll get all of your pressing Giving Tuesday questions answered. Plus, learn how your company can participate in Giving Tuesday and other charitable activities this holiday season.

What is Giving Tuesday?

Created in 2012, Giving Tuesday began with the idea that there should be a day in place dedicated to the act of doing good and giving back, especially as the holiday season officially begins. What started as a small idea has snowballed into an international day of charity. Last year alone, over $400 million was raised in online donations. That’s not even counting the hours put in volunteering and giving back in other ways! If your company isn’t already taking part in Giving Tuesday, it might be tough to do so this year. But you can still learn about the date and its importance, as well as participate in other charitable activities. Check out 3 reasons why charitable giving as a company is so vital, and how to get started immediately!

Why should my company participate?

Fortifies Company Values

Remember those company values you created a long time ago … and then promptly forgot about? Giving Tuesday, and other charitable days and acts that fall under that umbrella, are a great way to remind your employees of the values your company stands on. And if your values happen to be a large part of your company and how it runs, what better way to emphasize them than a day solely dedicated to giving back?

Boosts Morale and Engagement

Despite the exciting nature of the holidays, you probably know hard it can be to engage your employees at this time of year. Between stressing about holiday finances, battling off illnesses, and juggling work responsibilities, it can be a difficult time of year for many employees. A day like Giving Tuesday is the perfect solution, as it reminds them of one of the true reasons for the season, which is to give back to those in need! Not to mention, an employee is more likely to respect and appreciate an employer who takes part in and encourages charitable acts like donations and volunteering.

Strengthens Community Relations

One of the best things about participating in Giving Tuesday, and other, similar philanthropic days, is that you can do it in any way you see fit. One of our favorite ways? Picking a particular charity (or maybe a few) that are near and dear in more ways than one. Finding local charities that support your community and partnering with them means you can give back to the local neighborhoods that have helped get your company to where they are, perhaps through cleaning up the area, improving local schools and parks, or lending a hand to your favorite small business nearby.

How do we get started?

Visit Givingtuesday.org

Now that you understand the importance of a holiday like Giving Tuesday, it’s time to figure out how you can get your company involved! You can find inspiration for giving back, either as an individual or an organization, on Giving Tuesday’s own website: givingtuesday.org, which contains several helpful resources. If you’re unable to develop a full plan for ways your organization can give back, simply send the Giving Tuesday link to employees and encourage them to research ways they can give back on their own.

Survey Employees for Suggestions

If you’re hoping for full participation from your employees, the best thing you can do is ask for their input. Using your company’s communication method of choice, take a poll or run an anonymous survey. This allows employees to make their own suggestions on how your company can best funnel its efforts. Employees might have great intel on local charities or important people to get in touch with. If not, they can still offer ideas that they’d love to participate in themselves!

Host Your Own Giving Campaign

Host Your Own Giving Campaign
While some companies may opt to have a local charity guide the majority of their charitable giving, others may want to organize their own giving campaign that they can control. If this sounds preferable to you and fits your company’s model and culture, give it a swing! Need some inspiration? You can host a food, toy, or coat drive! If your company hosts a regular gift exchange, try shaking things up this year and encourage employees to donate instead. Then, offer to match the value of any gifts donated to incentivize them!

Host a Day of Volunteering

Some companies and employees may choose to compile donations or collect money to donate to their chosen charity. Others prefer to do their part by actually getting their hands dirty and volunteering themselves. If you think this fits with your company, find a local charity that’ll benefit from your company’s help. To achieve maximum employee participation, schedule and organize a paid day of volunteering where your employees will volunteer together! Not only are you giving back to the community, but your employees have the chance to bond and get to know one another outside of the office.

Charity is incredibly important, no matter what day it is. But today of all days, make sure you take a look at what your company does to give back. If you want to do more, try implementing one of these suggestions during the upcoming holiday season! Happy holidays!

5 Employee Gifts That Aren’t Bonuses

Amy Ridder November 20, 2019

Sometimes, it feels like we were just celebrating the Fourth of July and then we blinked and it’s the holiday season! As the end of the year approaches, HR professionals are hard at work filling their offices with holiday cheer. And the one thing that’s at the top of many lists? Employee gifts!

And while 94% of employees in a recent survey said they want some form of seasonal gift, remember that it doesn’t necessarily have to be a bonus to make your employees feel valued and appreciated. Plus, for many companies, a unique employee gift aligns more closely with the company culture. Check out some out-of-the-box options that will have your employees smiling for the rest of the year!

Holiday Party

What better way to celebrate the end of the year than a company-wide holiday party? You may be thinking of the costs associated with something like this. However, it’s possible to keep a holiday celebration under budget! If possible, utilize your own office space and suggest a potluck, encouraging employees to bring in their favorite dishes to share with their coworkers. You can even hold a gift exchange like a Secret Santa or White Elephant – make sure to include a modest value for the gifts so employees don’t feel pressured to spend big bucks on anything. This is a great way for your employees to get together outside of the normal work hours and celebrate the holidays!

Extra PTO

According to a recent survey, almost 30% of employees said what they’d most want from their company is a few extra hours here or there to spend with their loved ones. As a holiday gift, offer employees an extra vacation day or close the office slightly early leading up to the holidays as a special treat. Work tends to slow down as the quarter comes to a close, so you likely won’t experience a strong impact in output, and you’ll have some happy coworkers who return from their holiday refreshed and ready to get back to work.

Charitable Donations

You know what they say – this is the season of giving! So why not give back on behalf of your employees as their gift? You can make a small (or large!) donation to the charity of your employee’s choice in his or her name, or choose a few options and give them the choice. Bonus points if you pick charities that give back directly to your local community! Not only are you paying it forward in a big way, but your employees will appreciate your charitable thinking. If you want to make it a bit more personal, you can even schedule a day of volunteering at a local charity where your employees can give back themselves.

Productivity Gifts

For some employees, there’s nothing better than unwrapping an actual, physical gift. Make it a win-win and seek out gifts that your employees will love and you can enjoy as well. For example, do you ever hear of employees complaining of bad backs or sore wrists due to typing at their desks all day? Give them a new ergonomic keyboard or chair! Is your sales department dying for branded apparel they can wear to important client meetings? Try presenting them with a branded polo or vest! These are gifts that they’ll enjoy and use, plus they’ll appreciate knowing that you’ve heard their requests throughout the year!

Rewards & Recognition Dollars

Sometimes, a monetary gift really is the way to go! But instead of simply writing your employee an impersonal check, why not use your Rewards & Recognition program to say happy holidays? Not only can you customize it by including a personal note of gratitude and appreciation, but it also gives your employees the opportunity to redeem for a gift card for a number of different stores! Whether they want to treat themselves to something special or use it to help them for holiday gift-buying, rewards and recognition credits give your employees the freedom to buy what they want and the knowledge that they’re being recognized for a job well done. Want to learn more about rewards and recognition programs? Get started here!

Holiday gifts can be a tough thing to navigate, as you want to reward and recognize your employees, but still find something that feels unique to your company and culture (and doesn’t break the bank). Try any of these options and you’ll have some happy employees!

The Recruitment Resolution Every HR Professional Should Make This Year

Amy Ridder January 3, 2019

According to an article by Entrepreneur, January marks the beginning of a highly active hiring season. Job seekers are putting the finishing touches on their resumes and signing up for every career fair and job alert under the sun to find their perfect position. But what are you doing to find the perfect candidate?

If you’re an HR professional, you probably know it’s shaping up to be a tough season for those filling job openings. If you want yours to be a success, here’s the resolution you should be making this new year:

This year, HR professionals should be thinking like marketers.

How can you do this? Here are a few ideas for finding the marketer within:

1. Use Social Media

We all know that social media can be a great tool for communicating with clients and customers, but it’s beginning to make its way onto the recruitment scene as well. Almost 60% of employees said they found their current position with their company through social media. And why not? It’s a cost-free and effective method of finding candidates for a position that you might have never encountered otherwise. If you aren’t using social media platforms to seek out new hires, make 2019 the year when you start!

2. Find Employee Advocates

A great recruitment strategy should let your company culture shine from the inside out. Your company most likely already markets the products or services they offer. This year, up your game by having employees act as brand ambassadors, speaking on reasons why they love working at your company. Create a strong network of individuals who will both fit into your company’s culture, as well as add to it. Place a strong emphasis on your values and mission statement in the job description.

3. Reach out

You can’t expect job applicants to do all the work. In 2019, we aren’t posting a job opening and waiting for applications to pour in. Instead, we’re putting in the work to find the candidate that is just right. Just like marketers use their content to engage potential leads, you can do the same for potential job candidates. Do your research and understand exactly what individual candidates are looking for in their future role, and then show them why you can offer those things.

In 2019, put your efforts towards attracting the top talent. Get in touch with your inner marketer, and it’ll be a breeze!

2019: What’s In and What’s Out

Amy Ridder December 27, 2018

As we cross off another day on our calendar and inch closer to the end of the month (and year!), we’re taking some time to look back on 2018 and beginning to prepare for 2019. We saw quite a bit of change this year in the HR world. A new year means new trends we can use to guide our projects and plans in the workplace. Check out some of the trends we’ll take with us from 2018 and the ones we’ll leave behind.

Leave: Employee Engagement

Take: Employee Experience

In 2018, we spent hours developing programs and testing approaches for engaging our employees – and for good reason. A study found that companies with highly engaged employees outperform their lesser engaged counterparts by 202 percent! We know that engagement is a vital part of productivity for our employees, but in 2019, we’re kicking it up a notch. Engagement should be only one element of a larger concept: the employee experience. This is not just engagement levels, but how companies do culture, benefits, dynamics among employees, and rewards and recognition. (Hint, hint, we can help with that one!) In a year where the employee has the control, create a fantastic employee experience for them and you’ll see the reward.

Leave: Physical Wellness Programs

Take: Holistic Wellness Programs

Any type of wellness program you’ve created for an employee will be appreciated, but in 2019, we’re leaving wellness programs specifically for the body behind. Instead, we’re replacing them with a more holistic approach, which gives equal mention to mental, physical and financial wellness, all of which are vital to creating a wholly healthy employee. To do so, have some meaningful conversations with your employees. Take time to understand what they want out of a wellness program and commit time and effort to find the ways you can fulfill their requests.

Leave: 9-5 Schedule

Take: Flexible Schedule

The 9-to-5 schedule trend has been on its way out for a long time, but in 2019, we’re giving it the final boot. As we ring the new year in, we’re saying hello to flexible schedules, a trend which is here to stay. This means giving new mothers and fathers the time off that they need to welcome their little ones to the world, and then recuperate from doing so. It means creating work-from-home opportunities for those who prefer to work from the couch every once in a while. It means being flexible and adaptable to your employees’ needs, which in turn can reduce turnover, absenteeism, and tardiness for the employer! According to a 2018 Global Talent Trends study, 71% of thriving employees say their employers offer a flexible work schedule. In 2019, expect this number to rise. (And make sure you’re one of those employers!)

Leave: Culture Fit

Take: Culture Add

In 2018, we talked a lot about company culture. What it is, how to create and improve it, and how to find employees that fit into it. In 2019, we’re not worrying about employees that are a culture fit; instead, we’re focusing on finding employees who add to our culture. It’s natural to feel an inclination towards those who are similar to us. However, in only hiring employees who fit into an already established culture, we lose the opportunity to diversify and evolve our culture. A better workplace seeks out employees who can bring along new ideas and beliefs that will stand to enhance a company’s culture. Doing so will a unique viewpoint that wouldn’t have been present otherwise. Keep this in mind in 2019 as you begin the recruitment and hiring process!

2018 was a great year – we opened our minds to new ideas and possibilities in the HR landscape, and they paid off. It’s time to close the books on this year and begin preparing for the next. Make sure to take these new trends with you, and it’ll be another successful year!

Holiday Office Guide: Gift Exchange 101

Katie Williamson December 7, 2017

Should I get my boss a gift? Do I have to participate in my company gift exchange?

We’re continuing our Holiday Office Guide. If your office is hosting a gift exchange or you’re answering questions about holiday gift etiquette, here’s your guide to keeping things appropriate:

Should I get my boss a gift?

Generally speaking in the office gifts should come from upper management and not the other way around so you are absolutely not obligated to get your boss a gift. Of course, if you and your boss have a great relationship and you want to show your appreciation, it’s not inappropriate to give something small and meaningful like a card or homemade treats.

Do I have to participate in my company gift exchange?

Gift exchanges are generally optional, although highly encouraged. If you’re opting out because of budget constraints, consider creative ways to participate like baking homemade treats or offering to take over kitchen duty for someone else (this is a real thing in our office, and trust me, that gift would be a hit).

Can I spend more than the spending limit for the gift exchange?

Buying a gift that’s over the spending limit is frowned upon. There are limits for a reason and giving an overly expensive gift can make others uncomfortable. Stick to the limit.

Is giving alcohol or gag gifts inappropriate?

This totally depends on the office. Because some offices crack open beers on Fridays, giving a six-pack wouldn’t seem out of the ordinary. But if your office doesn’t usually engage in activities that involve alcohol consumption, you might not want to go that route. Same with gag gifts – it depends on your culture and your work environment. But, no matter where you work, make sure your gifts cannot be seen as obscene or derogatory.

How does your office handle gift exchanges? Leave us a note in the comments!

Holiday Office Guide: Party Etiquette

Katie Williamson November 30, 2017

Oh, the holiday party. Everyone’s favorite time to make HR cringe.

It’s week two of the Holiday Office Guide and we’re discussing answers to your favorite holiday party questions.

Do I have to go?

First of all, yes, it’s completely legal for companies to require you to attend an event outside of office hours, so if your holiday party is mandatory, it’s time to put on your party pants.
For you optional attendees, it’s not required but definitely encouraged as a way to network and boost company morale.
Dreading it? Here are some tips for surviving.

Should I bring a date to the holiday party?

If you’re given a plus one and you want to bring a date, go for it. Bringing someone is a great way for your co-workers to learn more about you and for your significant other to learn more about your work. Just be prepared to ask questions about your date after the party as people will likely assume you’re serious. Although, you reserve the right to keep the answers to yourself.

Do I have to show up on time?

This completely depends on the event, but anything past 30 minutes is probably not a good idea. This isn’t your brother’s frat party. It’s still a work event and you’re still expected to be there on time.

What should I wear?

Again, depends on the event. Pay attention to the dress code and make sure you stick to it. Cocktail party? Keep it classy and steer away from anything too revealing and consider leaving the jeans at home. At PerkSpot, bowling has been a tradition in years past, so casual tends to be the way to go. But of course, casual doesn’t mean a license to wear your sweats. Keep it appropriate for the workplace, and don’t forget your socks!

Leave us a comment with your favorite holiday party stories or questions!

Holiday Office Guide: Vacation Requests

Katie Williamson November 16, 2017

It’s time to deck the halls and prep for those holiday questions that often leave us stumped. From gift exchanges, party etiquette, and PTO, the holidays are full of HR conundrums that leave us wondering, “What Do I Do?!”

Over the next few weeks, we’ll discuss the most common questions surrounding the holidays and how HR can address these issues without (hopefully) stepping on any toes.

Handling Vacation Requests

How should I handle holiday requests? Should we base it on seniority or first come, first served?

The holidays are an emotional time and this especially gets tricky when it comes to the coveted week off between Christmas and New Year’s. When planning for holiday vacations, there are a few different ways you can address this.

Communicate, communicate, communicate. The most important thing to do when it comes to holidays or PTO is to communicate with plenty of notice. Let people know in advance when they are expected to be in office so they can plan accordingly. Setting expectations are the first step to ensuring everyone is on the same page.
Ask employees to submit their PTO preferences, including first and second choices. This is a great way to eliminate all or nothing situations when you need to make tough decisions about who stays in the office.
Be a human. As frustrating as this time is, remember: your employees are still real people who probably look forward to this time all year long. Be compassionate, empathetic and understanding when denying requests for PTO and ensure them that you’ve done your best to accommodate them.
Bring the holidays to the office. If people are forced to work during this time, make it as enjoyable as possible. Shut down early if you can or allow them to work remotely. When you’re stuck in the office, have someone order snacks, lunch or holiday treats to show your appreciation. A little bit goes a long way.

Are you dealing with a PTO crises? Tell us your stories in the comments!

National Work and Family Month

Katie Williamson October 5, 2017

In 2003, Congress declared October National Work and Family Month. According to Former President Barack Obama’s official White House statement in 2010, “National Work and Family Month serves as a reminder to all of us, especially working caregivers, their families, and their employers, that while we have made great strides as a nation to adopt more flexible policies in the workplace, there’s more we can do.”

Great Strides

Yes, as a nation, we’ve come a long way and that’s worth celebrating. Less than 100 years ago, during World War II, women began to flood into the workforce, increasing from 27 percent of the working population to 37 percent in just five years, meaning one in four women were working outside the home for the first time. Today, 54 percent of the U.S. workforce are women, showing the great strides we’ve made in a relatively short amount of time.

There’s More We Can Do

But, October is off to a rough start. From natural disasters in Houston, Florida and Puerto Rico, to the mass shootings in Las Vegas, now more than ever is the time for employers to remember the humanity their companies were built to serve. This means providing a flexible work environment that understands the needs of parents and their growing families.

1. Provide Better Policies

This is the bare minimum of what companies can do to provide a flexible work environment for employees. While the Family and Medical Leave Act was implemented in 1993, the U.S. still falls way behind when it comes to providing mandatory paternity leave. The first thing an employer should do is provide policies that protect their employees against discrimination and encourage them to take necessary time away when starting their families.

2. Walk the Talk

Plenty of companies boast of their workplace flexibility, but few are actually practicing what they preach. We hear of countless employers providing “unlimited paid time-off” but the reality is without clear expectations or good management, employees are left with guilt and misunderstanding, and often take less days off than before. When thinking about expectations, this seems to incite negative connotations for many of us. But expectations can also mean encouraging an employee to stay home when they’re not feeling well or take a few days off when a big project wraps up. At PerkSpot, we are lucky to have implemented this policy with great success, but not without constant work and re-evaluation. It works because the managers provide clear expectations of when to take time off and when we should be in the office. Plus, they model the benefits by taking off for week-long family vacations or much-needed downtime.

3. Lead by Example

This brings us to our next point. No company policy in and of itself is going to solve problems. That’s where it’s important to hire and train effective managers who not only implement policies, but who can model this behavior to their team. No one feels safe to take time off when the boss is sneezing all day long in their office. Managers, take care of yourselves and take care of your team.

4. Bend the Rules

Even your most flexible policies might stand in the way, so don’t be afraid to bend a little. We’re all human and we all face circumstances out of our control. Think outside the HR box and get creative. There’s a time and a place for every rule so make sure you discuss when a situation might arise that requires a reassessment of company policies. Being flexible means being flexible… even when it comes to your policies.

What are some ways you’re celebrating National Work and Family Month? How has your company made strides to protect families inside the workplace?

Happy International Women’s Day!

Katie Williamson March 8, 2017

Today is a day to celebrate the women in our lives and in our businesses. On International Women’s Day, we acknowledge both their accomplishments and challenges.

We are thrilled to celebrate the women at PerkSpot and to see so many of our clients supporting Women’s Day through their own efforts.

In honor of these efforts, we’ve selected a few of our favorites:

H&M

h&m international women's day
H&M is raising money at their registers for Girl Up, a United Nations Foundation which supports education, health and safety for girls in developing countries.

Southwest Airlines

southwest airlines international women's day
Southwest has been supporting women all month long by supporting various non-profit organizations geared toward women. Ellen Torbert, VP of Diversity & Inclusion for SWA, states “Many of the nonprofit organizations we work with provide women the resources and opportunities necessary to achieve their career goals. Through education and leadership, Southwest… is building a pipeline of talented women with bright futures in career fields of their choice.”

Snapchat

Now you can bring purpose to your favorite filters. In honor of International Women’s Day, Snapchat is celebrating with filters of Frida Kahlo, Marie Curie, and Rosa Parks. Time to get your game face on.

Spotify

spotify international women's day
Support women all month long by listening to the Women’s History Month playlist on Spotify. They also have banners where listeners can donate to Girls Rock Camp Foundation at the click of a button. The proceeds support girls developing their musical and creative abilities.

There are so many ways to get involved. So today, wear your red and say thanks to a woman who has made a difference in your life!