Human Resources Archives - Page 4 of 5

A Guide to Setting Your Remote Employees Up for Success

Courtney Shipshock April 10, 2019

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!

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!

Spring Cleaning Your Employee Handbook

Courtney Shipshock April 3, 2019

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!

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.

Is March Madness the Morale Boost Your Office Needs?

Courtney Shipshock March 28, 2019

If your office is anything like ours, then the topics of busted brackets and buzzer beaters have probably taken over. That’s right – It’s March Madness!

It’s a popular myth that March Madness is a productivity killer for office places, but a large majority of employees said they didn’t believe they were any less productive during the three weeks of beloved basketball games. Plus, we learned last year that we can actually learn a lot of lessons from the tournament, like a sense of teamwork and pride in one’s accomplishments. But what if we told you there’s a way to make March Madness a morale booster at your office? It’s possible, and all you have to do is follow these 3 simple steps.

1. Wear Team Apparel

Everyone’s got their favorite team they love to root for (or against). Encourage employees to show their colors during the tournament. Maybe it’s your alma mater, the school you rooted for as a young child, or maybe you just really love the mascot – we’re looking at you, Peter the Anteater. No matter what you wear, this is a great way for employees to get a glimpse of a more personal side of one another that isn’t always seen in the office. Plus, it can inspire conversation among employees who might usually not interact as often. After all, nothing brings people together like their shared love (or hate) for a team.

2. Host a Competition

There’s nothing better than a little bit of friendly competition throughout the office, so consider creating a competition that employees can participate in. Fun ideas like a bracket or office pool that’s open to the entire company can garner lots of excitement. Not to mention, 89% of employees said taking part in a competition like this makes them more excited about coming to work each day. Before you get too far, be sure that any competition you manage in the office abides by all state and federal laws, as well as your own company policy. Avoid monetary prizes and sweeten the pot in other ways. Office swag, a paid lunch, and of course, bragging rights until next year are all great prizes!

3. Organize an Activity

As much as we don’t want to admit it, March Madness might mean an employee spends a few minutes each day checking the scores or following a game here or there. But there’s also a great opportunity with an event like this to drum up a sense of camaraderie among employees. Try organizing an activity or two outside of the office that brings all the employees together and gives them a chance to bond over something other than work. This can create stronger relationships between coworkers, which in turn leads to better engagement and productivity in employees.

Dealing with the event of March Madness can be a struggle for HR professionals. It’s a delicate balance between creating an enjoyable work environment for employees while also making sure their work gets done. But it’s also a fantastic opportunity to boost morale, productivity, and engagement. Give this guide a try and bring the madness to your office this year!

How HR Managers Can Improve Gender Diversity at Work

Courtney Shipshock March 20, 2019

It would come as no shock to most people that there is a substantial amount of gender disparity in the workplace. Unfortunately, the statistics back this up as well.

Women are less likely to be hired into entry-level jobs than men, and that number has barely budged for the last four years. Women are even less likely to be hired and promoted into management roles, leaving the pool of women who can be hired or promoted into senior-level positions practically minuscule. But there is one role that can actively participate in shrinking that inequality in the workplace: HR managers.

Here are three ways that HR managers can support women in the workplace.

1. Re-examine hiring tactics
2. Find them a mentor
3. Be an example

1. Re-examine Hiring Tacts

We can begin tackling gender inequality in the workplace at the very beginning, which is the hiring process. So take the time to examine yours. Does your hiring committee include both men and women? Does your job description list traits and qualities that are primarily associated with men? Do you make assumptions about a potential hire based on their name, experience, or large gaps in their resume, which are often due to family-related situations? Checking your biases and making improvements is the first step.

2. Find a Mentor

For employees beginning their career, a mentor who can provide advice and insight is absolutely invaluable. As an HR manager, there’s a good chance that your company already offers a program like this for new hires. When pairing a mentor and mentee, many feel inclined to match based on gender just as much as a similar career path. However, this often leaves female employees out to dry, as the pool for female senior-level employees is much smaller than their male counterparts. Instead, simply seek out employees who you feel will learn from one another and offer each other a unique perspective and guidance.

3. Be an Example

Whether you are a male or female HR manager, make it your responsibility to be an example for fellow coworkers. Give your female colleagues a voice, and let them know you hear and appreciate their opinions. Create a policy that ensures an environment of respect, and make sure each employee upholds that policy. This will allow other employees to feel more comfortable following your lead.

It has been proven time and time again that having a diverse workforce is better for your company’s bottom line. A 2015 study reported that companies with more women board directors had a higher return on equity, sales, and invested capital. A 2016 study confirmed that more women in leadership positions help to advance a firm’s financial performance. And perhaps most telling, 86% of women said they see senior-level positions as more attainable when they see other women already filling them. Take an active role in creating and improving gender diversity in your workplace by trying one of these tips!

What HR Professionals Can Learn from Powerful Women

Courtney Shipshock March 13, 2019

March is Women’s History Month, so we’re taking a good look at some powerful women – past and present – who can teach us important lessons about how to be the best HR professionals we can be.

Ruth Bader Ginsburg & Ethics

You may know her as Notorious RBG, or that really fit Supreme Court justice, but Ruth Bader Ginsburg is best known for her strong beliefs, which she holds while serving as the second woman appointed to the Supreme Court. When you think about Ginsburg, ethics is one of the first words that should come to mind. Similarly, it’s a quality often associated with HR professionals. Many like to say HR professionals serve as the conscious of their company, and that isn’t far off the mark. It is your responsibility as an HR professional to uphold your company’s values and policies, and to make sure each employee practices them properly – much like Ginsburg does each day she dons her Supreme Court justice robe.

Serena Williams & Confidence

The field of HR is bound to challenge you at many points throughout your career, and there’s one thing you’ll need to get you through it: confidence. That is something Serena Williams knows a thing or two about! Williams is a record-breaking tennis star, mother, and businesswoman, and she is unapologetically proud of all of those accomplishments. But that confidence is something many women struggle with. Yet, as HR professionals, it’s absolutely vital. During the course of your career, you will experience things that will test you. Maybe your company is taking a risk with a new venture, maybe you’ve just accepted an exciting (but scary) promotion, or maybe you’re creating and implementing a brand new program that will shake up how things are run in your workplace. Whatever challenge you’re facing, channel Williams’s inner confidence and believe in yourself and the work you’re doing.

Madeleine Albright & Conflict Management

One of the most important qualities in any position, especially that of an HR manager, is conflict resolution. No one knows this quality better than Madeleine Albright, the first woman to serve as US Secretary of State. During her tenure, she became a renowned negotiator and conflict manager. To do so, she placed a strong emphasis on putting yourself in the other person’s shoes, a lesson many HR professionals should take to heart. Whether your responsibility is to conduct conflict resolution between two fellow employees or negotiate a specific policy or contract, understand what your peer wants as well. Once you reach this understanding, you can find a solution that satisfies both parties.

Oprah Winfrey & Development

As an HR professional, you should always be seeking out new ways to learn and develop, both for yourself and for your employees. Developing personally and professionally will allow you to continuously grow in your career. Who better to learn this important lesson from than Oprah Winfrey? Born in rural Mississippi, Oprah began co-anchoring the local news in Tennessee at 19 and took a low-rated Chicago talk show to number one by age 29. Two years later, The Oprah Winfrey Show, an hour-long talk show, was being broadcast nationally. But Winfrey never rested – she went on to be an actress, producer, author, and philanthropist. She is the epitome of someone who is never satisfied. Take a page out of Oprah’s book and begin focusing on new ways you can develop yourself!

These women are all incredible examples of people who worked hard each and every day. They are the embodiment of some of the crucial qualities any HR professional should possess. What powerful women inspire you? Leave a comment and let us know!

Should HR Make Friends at Work?

Katie Williamson February 13, 2019

Human Resources and friendship have a complicated relationship. If you come from a more corporate environment, you may be thinking that HR professionals should keep employees at arm’s length. On the other hand, a more informal environment like a tech or start-up company may view HR as just another one of the crew. So, what’s the right choice? Should HR make friends at work… and how?

The answer is… there is no one answer that’s right for everyone. At PerkSpot, one of our core values is “We Value People”. Our culture naturally lends itself to a strong sense of community, so for us, the answer is yes. However, we know this may not work for everyone and that’s ok, too.

If you’re an HR professional thinking about embarking on friendships at work, here are three main things to keep in mind:
• Choose Your Friends Wisely
• Don’t Play Favorites
• Know Your Culture

Make Friends, but Make Them Wisely

HR can absolutely make friends at work, but these may not look like the best friends you’ve had all your life. Work friends generally know a little bit about you, but they aren’t the ones you’d call up when something goes terribly wrong. They may even be more of an acquaintance than an actual friend. However, finding someone who shares similar interests, that makes you laugh, and all-in-all makes work more enjoyable is extremely valuable for all employees, and HR is no exception.

Make Friends, but Treat Everyone the Same

One of the dangers HR can run into when having friends at work is being accused of favoritism or bias. It’s important that even if you “click” with someone at work, you treat others fairly and kindly. You should make each employee feel valued in their own way. It’s only natural to connect with some more than others. However, that should never affect how you interact with them professionally.

Make Friends, but Know Your Culture

Every workplace is different so it’s important to know what’s appropriate for your office. At PerkSpot, we are fairly casual so it would be of no surprise to see our head of HR mingling with a beer during our Friday afternoon cheers. This is appropriate because it’s a part of our culture and helps to create an atmosphere of trust and mutual respect. However, this is unique to PerkSpot and one size definitely does not fit all. Find ways to gain the trust and respect of your coworkers in a way that’s appropriate to your culture.

Do you think HR should make friends at work? We’d love to hear what you think!

The ABCs of Why Perks Matter

Courtney Shipshock February 6, 2019

Back in 2016, Glassdoor predicted that employee perks would be a huge job trend for the year. Well, they weren’t wrong. Three years later, perks are still one of the leading trends throughout the country in workplaces that are looking to offer their employees more than just run-of-the-mill benefits. We know that perks work. (In fact, we like to think of ourselves as perk experts.) But why do they matter?

Here are the ABCs of why perks matter:

Show your Appreciation.
Foster a sense of Belonging.
Create an atmosphere of Consideration.

A is for Appreciation

First, it’s no secret that employees appreciate being recognized for their work. But, for an employer, it can feel difficult to recognize each employee for their contribution in a way that feels meaningful and impactful. That’s where perks come in. Implementing perks as an added bonus for employees sends a message to each one that says, “I see you and I appreciate you.”. Just like you enjoy small acts of kindness from a friend or family member, it feels the same to experience small gestures from your workplace that show you are being thought of and cared for. If you want to go one step further, consider a rewards & recognition platform for your workplace!

B is for Belonging

Twenty years ago, most workplaces looked the same. Fast forward to 2019 and it’s all about making your company stand out for job-seekers and creating a strong sense of identity for your employees. Perks are a great way to make your culture meaningful. Perhaps it’s having a pet-friendly office space that makes every day “Bring Your (Fluffy) Friend To Work” Day. Maybe it’s offering a paid sabbatical for your employees to develop their professional skills. (Cough, cough, we’ve got both!). Whatever it is, perks like these help illustrate the values and culture of a workplace and create a sense of belonging for your employees.

C is for Consideration

One of the great things about perks is that one size does not fit all, and it doesn’t have to! Offering an option like an employee discount program (we can help you out here!) allows an employer to provide perks to each employee that they can then customize for their own personal preferences. A wide variety of perks, all under one umbrella, means your employees get to choose how and when they want to enjoy their them. Through meaningful discounts, you’re not just checking a box, but providing perks that matter to them.

These days, it’s not just about offering your employees perks that you think might momentarily spark their interest. Instead, we’re focusing on finding perks that actually mean something to them. In doing so, you’re demonstrating your gratitude to each employee, plus setting yourself apart from the rest!

What perks do you offer your employees to illustrate culture and show your appreciation?

4 Ways to Highlight Company Culture Before You Hire

Courtney Shipshock January 30, 2019

Jessica Herrin, the co-founder of Stella & Dot, said “Shaping your culture is more than half done when you hire your team.” Here at PerkSpot, we agree – culture is one of the most important elements of our company and an incredibly crucial part of our hiring process. But how do you impart your culture to a potential job candidate in a small amount of time, when it’s so important? Try one of these great tips!

We believe there are 4 easy ways to highlight company culture during an interview:

Use Social Media
Introduce Core Values
Involve Other Departments
Give an Office Tour

Use Social Media

The average internet user has at least 5 social media accounts. Odds are, the candidate you’re interviewing has at least one, and they’ve used it to scope out your company before even firing off an application. Use this knowledge to your advantage, and show off your culture on social media. Upload fun pictures of company events and outings to your Instagram or post interesting blogs and articles illustrating your company culture. This will give candidates an inside look at the company so they know what to expect.

Introduce Core Values

At PerkSpot, we take our core values seriously, because they are one of the main motivators for what we do and how we do it. Chances are, you created your company culture with your core values in mind, so why not put them on display during the interview process too? If a potential candidate doesn’t feel that they will align with the values you hold dear, there’s a good chance they won’t enjoy the culture you’ve created either.

Inter-Departmental Interviewing

One thing we’ve learned recently is the importance of hiring to add to company culture. Keeping this mentality when recruiting and hiring employees has allowed us to create a diverse and fresh workforce. We are proud of what we’ve created and love to demonstrate this during the hiring process! Be sure to bring in different employees from different departments who you think can both challenge and excite a potential job candidate. Not only will this help you see whether that candidate will work well with your current employees, but it gives the candidate a good idea of the way each employee contributes and adds to your company culture.

Office Tour

You know the popular adage, the eyes are the window to the soul? Well, we believe that the office is the window to the company – and its culture. A potential candidate can learn a lot from surveying the future office he or she could be working in. Before or after the interview, offer a quick tour. Point out interesting decorations, where each department sits, and where employees enjoy hanging out or eating lunch. You put a lot of thought and effort into creating a great environment for your employees to work, so you should show it off! Plus, a quick tour can stir up excitement in a candidate and give them great insights into how your company and its employees interact on a day-to-day basis.

Culture is important to your company, and it should be important to job candidates as well. Each company’s culture is unique – by displaying it for a job candidate, it helps both of you get a better idea of what the other is looking for!

Is There a Difference Between Diversity and Inclusion?

Katie Williamson January 23, 2019

….And Do We Really Need Both?

Diversity and inclusion are two of the most popular buzzwords in HR today. But, let’s be honest. How many of us have truly spent the time to break each of these down and what they mean? Do we know the difference between the two? Plus, if they aren’t the same thing, do we really need both?

We’re breaking down Diversity and Inclusion and what these two mean for our businesses

Definition of Diversity and Inclusion
The Difference Between Diversity and Inclusion
Why Diversity Matters
Why Inclusion Matters
The Case for Both Diversity and Inclusion

Defining D&I:

First, let’s get our definitions straight with Merriam-Webster:

Diversity:

The condition of having or being composed of differing elements. Try thinking of diversity outside of human resources. Really, it’s just adding variety to something. You could have a diverse palate by enjoying foods from different cultures, or a diverse wardrobe that contains all the colors of the rainbow.

Inclusion:

The act of including; the state of being included. For inclusion, maybe it’s helpful to think in terms of membership of a group or club. All the members actively decide to include someone on the outside. This is the act of inclusion.

The Difference Between Diversity and Inclusion

There’s a well-known quote by D&I expert, Vernā Myers, that puts it perfectly, ”Diversity is being invited to the party. Inclusion is being asked to dance.”. Diversity is great because it brings more ideas and perspectives to the table. Inclusion complements diversity by embracing those differences and finding ways to make every perspective feel welcomed and every voice heard.

Diversity Matters

Did you know that more CEOs in America are named David than are women? That’s powerful stuff when you think about the impact on these businesses’ bottom line. In “Diversity Matters” by McKinsey, they surveyed 366 businesses in Canada, Latin America, the U.S., and the U.K. to find out the effect of diversity on financial returns. The findings were significant: Companies in the top for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians, and companies in the top for gender diversity are 15 percent more likely to have higher returns.

Making your workplace more diverse isn’t guaranteed to be easy, but it’s definitely worth it.

Inclusion Matters

Diversity isn’t the only initiative producing high returns. In fact, in a study by Deloitte Australia, reported that when employees felt included, companies saw an 80% uptick in business performance. If this isn’t a case for inclusion, we don’t know what is! Employees who experience inclusion are more motivated to work harder, making a huge impact on the business.

You Need Both Diversity and Inclusion

So what good is a party without a little dancing, right? Diversity and inclusion go hand in hand in building a stronger workplace. Bringing in a ton of new perspectives and ideas is the first step. However, if employees don’t feel comfortable voicing these opinions, it’s a moot point. On the other hand, with nothing but a homogenous group, inclusion loses its power. That’s why diversity and inclusion are two sides of the same token. We have to seek out a diverse workplace. Then, we have to work to make each employee feel included and respected.

We’ve come a long way, but we still have a long road ahead of us. What are some ways your business is making a difference for D&I?

Why Managing Isn’t Necessarily Leading

Courtney Shipshock January 8, 2019

If you’ve been in the workplace for a decent amount of time, you’ve probably noticed that all managers are not necessarily leaders. In fact, sometimes the strongest leaders in the office are not in management at all. Why is that? What are these hidden characteristics that define leaders versus managers?

These are the five ways managers are different than leaders:

1. Leaders inspire others with vision.
2. Leaders practice humility.
3. Leaders trust others to carry out tasks to completion.
4. Leaders are confident, but not overbearing.
5. Leaders think larger than their own point of view.

1. Vision

One differentiating factor between a manager and a leader is that leaders inspire others with their vision. Management requires only that you mandate tasks and ensure that your team is completing them quickly and efficiently. Leadership, on the other hand, means you inspire others to think beyond the task at hand and focus on the overall mission. They inspire employees not just to do the work, but to love it by casting vision passionately and articulately.

2. Humility

Quite possibly the most important trait of a strong leader is humility. That’s why it’s one of our core values here at PerkSpot. We believe a great workplace cannot exist without it. The strongest leaders are ones who aren’t afraid to admit when they’re wrong. They possess the humility to share the spotlight with others, recognizing their achievements and pushing them to be the best version of themselves.

3. Trust

It’s 2019. No one micromanages anymore, right? Unfortunately, micromanagement is still alive and well in our workplaces. Leaders, on the contrary, do not micromanage. True leadership means trusting others to carry out responsibilities. In fact, the best workplaces are those which empower employees to use their strengths. Even the best leaders can’t be good at everything. That’s why it’s important to build a strong team around you and trust them to work together towards your mission.

4. Confidence

Confidence is a common trait among leaders, but not every assertive person in the workplace is a great leader. Any manager can be confident, but leaders are careful not to exhort their confidence over people. Instead, they speak their mind while also listening to other opinions. This trait goes hand in hand with humility, as it takes the perfect balance of both to create great leaders.

5. Perspective

Many managers get lost in their own personal point of view, or even their team’s. Great leaders are able to step outside of their own agendas and look at the greater good. They are able to (confidently and humbly) unify everyone towards a common goal. This is perhaps the most difficult trait to learn, but it’s what truly differentiates a manager from a leader.

Do you manage a team or are you working on your leadership skills? Tell us what you think makes a great leader in the comments.