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Turning Your Objectives into Real Results

idea wall

Anyone who’s ever been part of a strategy meeting knows that coming up with objectives is always the easiest part. Managers and entrepreneurs especially can relate to that nagging feeling of “too many ideas, too little time’. Coming up with amazing ideas might not be easy, but turning a great concept into positive metrics is the real challenge.

In many ways, bridging the gap from idea to result is the core responsibility of any team leader, as nearly every team – no matter how talented and happy to be in the organization – depends on you to ‘steer the ship’ and productively direct their efforts.

That being said, you’ll have a much easier time acting on your ideas with a supportive, engaged, and satisfied team to carry out action plans. But even the best team needs direction and guidance to turn those concepts into something tangible. So, without further ado, here’s three concrete tips to keep in mind as you build your next big campaign!

Set Deadlines and Keep To Them

Remember when you’re setting up your deadlines that unexpected roadblocks can always cause delays. Building a reasonable deadline means accounting for the possibility of delays – so take the time to think about them beforehand! Keeping to your deadlines encourages employees to closely follow your campaign plans and fosters a culture of not only trust but also mutual accountability  – making it far easier to transform those objectives into tangible results!

Don’t Delay Moving on your Action Items

It’s rare that any project will have total smooth sailing without any unexpected hurdles along the way. The best way to prepare for delays is to get started on your project plan immediately! The power of getting started promptly is often underestimated, but hitting the ground running sets the tone and pace. If a lethargic start can lead to an underwhelming project, an enthusiastic one can set the stage for greatness. Demonstrate that you’re serious about turning your ideas into action by tackling execution enthusiastically right off the bat!

Lead by Example – Show, Don’t Tell

Most important of all is to be directly involved in the process. You can help through personal, visible contribution on key items, or by providing a clear and reasonable roadmap to the team that breaks down the wider objective into bite-size elements matching individual talents. Translating your ideas to results is often a matter of initiative. Big ideas are never easy! And sometimes, they can look harder when you get to documenting every step you’ll need. But by providing clear direction and quick, steady movement on each point, you can get the results of your dreams! For many top-level objectives in Human Resources, PerkSpot can be a part of the solution, providing actionable benefits that impact your organization’s turnover and retention rate. Reach out now, or learn more about how PerkSpot can help you reach your goals!

How to Boost Employee Morale in a WFH Environment

The workplace is changing. If you are running a business, you probably know this too well. Today, many organizations are doing away with the traditional office – in favor of a remote environment. In recent years this trend has accelerated, 52% of global employees now work remotely at least once a week.

It’s not hard to see why. Remote workers don’t have to worry about costs of commuting or delays due to travel disruptions. Businesses can save money by renting small office spaces, meaning they can focus funds on growth.

With the right technology and an application of integrations, a remote worker can be just as effective as an in-office counterpart; as long as you pay attention to their morale.

But despite these benefits, remote work isn’t always a walk in the park. Remote workers can feel isolated socially, and if you’re not careful, people can feel out of the loop. It all negatively impacts the morale of employees. But it doesn’t have to be this way. Here are some simple ways to boost the morale of your remote employees.   

Check in On Your Team

It’s easy for workers to feel a disconnect remotely. In a traditional office environment, leaders will get many opportunities to spend time with team members. Employees must trust leaders and vice versa. Regular meetings provide useful opportunities for teams to get to know leaders.

But in the remote environment, ensuring contact is harder. If leaders don’t work hard to ensure communication, there will be a lack of coherence within teams. But what can be done to avoid this problem?

Ensuring regular meetings is a good first step. Try to find a time that fits with the schedule of all members to avoid creating frustration. Ultimately, you want communication to be as natural as possible. That’s why it’s a good idea to prioritize video calling over audio calls, as this offers more common face-to-face communication.  

It’s best to choose work from home tools that have a track record of reliability, especially for communication purposes. You can’t ensure solid dialogue if your phone keeps dropping calls.   

Make Mental Health a Priority 

employees who feel work from home has negative impact on moraleThe topic of mental health in the workplace has been given more and more attention in recent years. Today, people are less reluctant to talk about their problems and more willing to seek help. But despite this, studies have shown that nearly 1 in 4 workers meet the criteria for ‘clinically relevant symptoms’ of anxiety and depression.

 

In the remote work environment, these problems are only exacerbated. What’s more, people are more reluctant to come forward to talk about their problems. So, what’s the solution? Start by leveraging emotional intelligence

Alongside group calls, it’s useful to hold regular one-to-one sessions with members. By doing so, you can offer the chance for workers to express their issues in a confidential, judgment-free environment.

To provide better support in sessions, it’s a good idea to take note of what employees are saying. Otter AI is a good option if you’d rather transcribe notes (although there are some Otter AI app alternatives if you’re looking to save money).

So, if you haven’t already, get in touch with workers and organize some drop-in sessions. 

Take Regular Breaks 

​​A key element of working in a standard work environment is a daily schedule. Loss of routine is one of the reasons that many remote workers struggle. Many remote employees overlook a fundamental element of working: taking a break.  

The idea of employees doing more work might seem appealing to some (cold-hearted) team leaders, but breaks are necessary. Without taking the occasional rest, workers risk being burnt out. Ensure you encourage your team to step away from the screen and take time for themselves.

Additionally, why not set up a virtual break-out room that employees can join on their breaks? Regular chats are a great way for workers to bond and feel part of a team. By encouraging breaks, your workers will feel more rested; you’ll notice a boost in motivation. It’s a win-win! 

Have a Virtual Night Out 

Not everyone likes the idea of spending a night out at work. But there is no denying the importance of social events in terms of teamwork and morale. Sharing drinks with your team can be a great way of recognizing successes and building stronger bonds. But how do you replicate this experience when your team is remote?

There’s no denying that virtual festivities are harder to orchestrate. There’s a good chance that you have workers spread across the globe. This means you will have to work across time zones to find a time that works for everyone. Obviously, standard activities like going for a meal aren’t possible, so you have to think creatively.

But if you keep these factors in mind, you can have a fun virtual night out. Here are a few fun activities that you can try out:

work from home virtual zoom meeting

Share Drinks – This is probably the simplest solution. While you can’t go to a bar, you can all gather in a conference call and share a drink together.

Cook Together – Again, you can’t go out for a meal, so why not share one together? You can even all work on the same recipe and then share the results of your work!

Start a Book Club – Not everyone likes reading. But for those that do, a book club can be a great way to bond over a shared interest. If reading isn’t an interest, why not all agree on a movie to watch together?  

Adapting Is Key

The switch to remote work can be a learning curve. Don’t worry if it takes time to adjust to this different environment. You will need to be flexible with time zones and even schedules.

To keep morale high, you need to put communication at the heart of everything you do. By adapting to new technologies and putting workers’ needs first, you’ll have a happy and productive workforce. With the right approach, your business can out-compete your rivals. So make sure you’re getting the most out of remote working! 

This guest post was authored by Grace Lau.

Grace Lau is the Director of Growth Content at Dialpad, an AI-powered cloud mutlichannel call center platform for better and easier team collaboration. She has over 10 years of experience in content writing and strategy. Currently, she is responsible for leading branded and editorial content strategies, partnering with SEO and Ops teams to build and nurture content. Grace Lau also published articles for domains such as Tapfiliate and Easy Affiliate. 

Five Tips for Onboarding Remote Employees

Laptop Remote Onboarding

Remote work has rapidly transitioned over the last few years from a rare form of employment to the global norm for countless industries, and that’s caused big changes in onboarding. Remote employees are often looking for a completely different set of resources than their in-person counterparts; and since successful onboarding is a major factor in employee retention, it’s important to set up stable systems for onboarding remotely on a permanent basis.

 

The additional flexibility of remote work is great, but it also creates a need for managers to provide structure. Remote employees need strong online resources and clearly defined goals to make the best use of their digital schedules. Start off on the right foot when bringing in remote employees and retain your top digital talent with these tips!

 

1) Get Incoming Employees Looped In Right Away.

A remote employee’s toolkit, from company messaging apps to website logins, will functionally be the digital equivalent of their office. It’s important to make sure they have access to these tools and time to get comfortable with them right away. Ideally, you should aim to get everything set up with IT during their first-day orientation.

2) Give a Warm Welcome.

A simple welcome package can go a long way! Treating new employees to a virtual lunch with some time to socialize can help cultivate a sense of belonging. Orientation can often be daunting for employees not physically there, so a quality orientation is sure to leave a big impression. 

3) Build Strong Online Resources.

Sourcing your relevant resources alone isn’t enough; you also have to make sure they’re easily accessible! An employee handbook and guide to company values are important for all employees. For more creative-oriented positions, you’ll want to consider having a formal brand guide and style guidelines as well. Most important is building best practice guidelines for the specific position that you’re onboarding; that way, new hires have easy access to clearly stated expectations and responsibilities for both the wider company and their specific position right from day one!

4) Provide Clearly Defined Goals and Regular Check-ins.

Flexible schedules can make it more easy to get distracted, so immediately provide remote employees with a sense of structure by setting up clear 30/60/90 day expectations. Regular one-on-one check-ins with HR and management can set remote employees up for success; ensuring they’re always on the right track! 

5) Integrate Remote Workers into your Culture.

Many new remote workers can feel isolated from the wider company. Plan remote-focused events at least monthly, and make sure that new employees feel comfortable at them. If they aren’t, work with your remote employees to draft some events that sound fun to them. Bridging the gap between in-person and remote employees ensures a successful hybrid team.

Nearly half of all employees report feeling as though they’d messed something up on orientation day, whether it’s in meeting new co-workers or finding the right resources. The key is to be understanding, empathetic, and patient with your new employees, giving them the resources and direction they need to become remote rockstars!

Using Clear and Open Communication to Build Better Business


Thought leaders, motivational speakers and executive strategists alike continue to stress the crucial importance of quality communication for business success, regardless of industry. But at first glance, it looks like they’re just advocating for the obvious; after all, who
really needs a guide on how to communicate? If there’s anything that comes natural to us, it’s the ability to communicate what we’re thinking and feeling to other humans, right?

 

Multi-colored transparent heads engaging in close communication

 

Well, yeah. But when we put communications in the context of massive operations spanning dozens or even hundreds of corporate employees, things can get a lot more complicated, very fast.

The most important thing to remember about quality office communication is that more meetings does not equal better communication. In fact, the opposite is true; the more concisely you are able to express your ideas to the rest of the team, the more clear the final message will be. Don’t  just set up dozens of meetings with every employee or invite everyone to technical meets where most won’t have anything to contribute; instead, seek to partition employees into areas where their specific strengths and experience can be leveraged, and only bring them into the loop when their insights will provide some momentum to the larger conversation. To avoid falling into the trap of scheduling meeting after meeting to communicate your intents, remember the three E’s of employee communications; Explain your motivations, manage your Expectations, and lead by Example. 

The Three E’s

Explaining your motivations seems obvious, but it’s easy to forget in the heat of meetings! Even though a plan might be perfectly clear in your mind, employees can’t figure out what you’re thinking unless you tell them. If you have a specific vision in mind for an element, it’s essential that you clearly explain that vision right off the bat; don’t just tell your employees that you need a flier, explain how you envision it being used and what audience you want it to hit. Remember that just because you see things a certain way doesn’t mean that everyone else will have the same assumptions!

Managing expectations is the second key step of fostering quality communication. Although it’d be nice to be able to perfectly communicate exactly what you need on the first pass, every time, it rarely works out like that in reality. If you’re returned something that doesn’t match up with your expectations, it’s important to not get frustrated. Instead, try to identify what exactly it was that the other party misunderstood; often, small differences in envisioned use can create significantly different final results. By pinpointing the miscommunication, you identify the root cause of the issue rather than trying to provide touch-ups to the minute details.

Finally, you should strive to lead by example. Making visual aids or other active resources can help enormously in presenting a unified vision on a project, or offering employees a skeleton framework for ideation will keep them tethered to the core concepts you outline. By actively involving yourself in the process in these ways, you can reduce miscommunication enormously and course-correct through showing – rather than telling at a barrage of circular meetings.

Building Effective Communication Structures

Clear and precise communication is also part of what makes PerkSpot such a breeze to use. As a one-stop discount platform, PerkSpot communicates on your behalf to your employees, making them aware of and engaged with their benefits. To learn more about how PerkSpot’s discount program can help boost morale and benefit employees, request a demo and find out! 

Hopefully with these tips in mind, you can help make your workspace a less confusing and more productive environment. As long as you remember that honest, open communication is key to any successful business, you’re sure to see the results.

3 Reasons Company Culture Is So Important Amidst COVID-19

Company culture has transformed from a popular HR buzzword to an important element that companies give serious consideration to. As COVID-19 continues to impact how companies manage their employees and their business, culture is more important than ever. Check out a few reasons why keeping up with your company culture is so important right now!

1. Recruitment, Hiring, and Onboarding

During the early stages of the coronavirus, things like recruitment and hiring came to a halt for many companies as they worked to navigate the rough waters of the pandemic. However, it’s become increasingly apparent that we can no longer put important processes like hiring on hold. Instead, we must focus on transforming them, just as many companies have done with other facets of their work.

Company culture has always been an important part of recruitment and hiring. It’s a wonderful way for candidates to better understand the inner workings of the company they’re applying and interviewing at. This is why it should be at the forefront of all HR professionals’ minds while determining a new hiring process.

For example, how do you utilize social media to convey company culture? This is especially important given candidates often can’t meet with you or experience your workplace in person. Consider the interview process, especially for the companies and employees deemed essential. How do you show candidates what steps you’re taking to ensure employee health and safety? Upon hiring, do you have a carefully thought-out and prepared plan to onboard an employee who may have to work remotely for the foreseeable future? All of these are questions that will reflect your company culture. Therefore, you should be considering each one as you develop a new hiring plan amidst the coronavirus.

2. Communication

For many companies during the COVID-19 pandemic, communication has become vital. As a company with essential employees, communicating new health guidelines or changes in hours should be done in a timely manner. As a company whose employees have remained remote, online communication has become one of the only ways to transmit important messages and information.

No matter what your business is, you likely know the importance of communication. But what many don’t realize is how communication and company culture are connected. Remember, company culture isn’t just about weekly happy hours or interesting amenities at your workplace. It’s also about how you value your employees’ health and wellbeing, and how you transparently demonstrate that to them. To keep your company culture strong during the pandemic, reinforce your support of employees by keeping communication constant and educational, and offering a space for them to respond if needed. Work to quickly develop new guidelines based on the information you’re receiving. Then, communicate them to your employees in a way that is digestible and concise. Use different communication channels to send out messages with varying degrees of importance. This way, employees can quickly understand the gravity of a given situation.

For example, PerkSpot leverages a few different communication channels. We rely on Slack to communicate more casual notices, like a fun company-wide initiative or virtual event. We depend on email to send out important messages, like new in-office guidelines or rules for quarantining. Plus, we hold a regular cadence of company-wide meetings, creating a forum in which employees can get updates on other departments and ask questions about future plans or team developments. This effective and transparent system of communicating helps employees better fulfill their roles and responsibilities, thus creating a culture of connected and engaged employees!

3. Productivity and Engagement

Speaking of engagement, there’s no doubt of the connection between company culture and a productive and engaged workforce. A study by Queens School of Business and the Gallup Organization found disengaged workers showed 37% more absenteeism, 49% more accidents, and 60% more errors. Plus, that disengagement translated to 18% lower productivity!

A positive company culture, on the other hand, typically produces more engaged employees. This is because it promotes general employee wellness, support, and respect. If leaders or management put too much of an emphasis on working long hours or being overly productive, without mentioning the value of daily breaks or acknowledging employees’ hard work, a stressful and negative culture can quickly emerge. So, how can you promote a culture of employee wellness and support? Encourage employees to take breaks away from their work, especially if they’re remote. Offer resources that foster both physical and mental wellbeing and motivate leaders in your company to set an example by doing so as well. Recognize your employees going above and beyond to produce great results, which promotes a more engaged workforce and a culture of workplace appreciation.

For example, as an employee discount provider, PerkSpot employees receive all of the benefits that we offer our clients! That means PerkSpotters have access to discounted mental health apps, home workout products, and more. Plus, we add and highlight new discounts that are relevant to the wellbeing of employees regularly so employees are aware of them. These perks are a great way for leadership to demonstrate how they prioritize the health of their employees which, in turn, leads to a more productive and engaged workforce!

For many years, company culture has been a way for companies to highlight their values to current and potential employees. But amidst an unprecedented pandemic, company culture also offers the opportunity to help promote stronger engagement and more informative communication. Plus, it’s the perfect way to attract potential employees when so many other resources aren’t available. As we all work to navigate COVID-19 and its impacts, be sure you continue to prioritize and adapt your company culture!

7 Steps for Returning to Your Office After COVID-19

After months of getting accustomed to remote working, many companies are now beginning to consider how they will return to the office, while still keeping their workforce safe and healthy. We outlined 7 basic steps to take that can help you develop a plan for a post-COVID-19 workplace.

1. Create a Team

Getting started on a plan of attack? To understand the needs of your employees, you should enlist the help of those who know them best! Start a team that includes leadership, as well as employees from your human resources, technology, legal, and operations departments. Include employees from other departments as well. They can offer fresh insight into the general concerns and needs of employees planning to return to the office. This team will be instrumental in developing the guidelines and policies you put in place for your office’s return—but more on that in step 3!

2. Ensure a Safe and Clean Office to Return To

As we all know, hygiene is a top priority as we consider how to return to the office. Make sure there are no concerns about your office’s initial cleanliness. Bring in a professional team of cleaners who know the best way to rid your office of the germs left there and armed with the right tools to do so. If you have cleaners regularly come to your workplace, it might be prudent to increase the cadence of their cleaning, as well as which areas they’re focusing on. For example, regularly disinfect individual employees’ desks, as well as common areas employees congregate in for lunch, breaks, or meetings. To learn more about properly cleaning and disinfecting your workplace, check out these recommendations by the CDC.

3. Develop and Enforce Strict Hygiene Standards

So, your office is sparkling clean, and you’ve got a team brainstorming methods for helping employees return to the office. It’’s time to start thinking about what rules you want to create and enforce. This may vary from workplace to workplace. However, guidelines like washing hands properly, using hand sanitizer, taking employees’ temperatures daily and logging them, creating a flow for moving throughout the office, and adding distance between employees’ workstations are great places to start. Communicate with managers that they should practice these guidelines well, to act as an example for others. Be sure to communicate the rules your team creates often and in multiple places. A slack channel, intranet forum, or the like dedicated to returning to the office, signage on the walls of common areas and employee restrooms, and a company-wide email that compiles all of the new practices are the perfect way to kick off communications.

4. Update Your Handbook and Other Documented Policies

After your team finalizes and implements the rules adhering to your office’s new hygiene standards, be sure you document it properly by updating your handbook, as well as any other documentation where important policies are kept. This way, both HR and employees have a point of reference for the new guidelines. This makes it easier to uphold and follow them. When updating these, consider a response plan for employees who suspect they have or have come into contact with someone who has had COVID-19, as well as the possibility of changing your sick leave and your remote working policy, either temporarily or permanently, to account for those employees. Once you update, communicate it with employees and encourage them to read through the new policies carefully!

5. Seek Out Ways to Keep Up Employee Morale and Company Culture

Amidst all of your planning and preparations for returning to your office, it’s important you keep in mind employee morale and your company’s culture, two things that are vital to a satisfied workforce. You may not be able to carry on with your normal team outings or weekly happy hours. However, there are still ways to incorporate employee morale and culture into your return! For example, offer a service (or a discount for one!) that provides employees who struggled during quarantine mental health support. Encourage employees to stay social with their coworkers, albeit from a small distance. Continue to host virtual hangouts or happy hours if you were doing so during quarantine. Additionally, offering recognition for employees’ hard work is a known way to improve morale, and monetary recognition can be especially helpful for those employees who were financially impacted by the pandemic.

6. Continue Monitoring and Approving

You know what they say: “Rome wasn’t built in a day.” This holds true for your plans to return to the office as well! Understand that you’ll never be fully finished in refining the guidelines you put into place for your employees as they transition once again, this time from remote working to being back in their workplace. Create a forum or another type of space for employees to offer feedback. They can report on how they feel the return has gone so far and ideas for improvement and enhancement. Your employees are the ones most impacted by the rules you and your team have created, so it’s crucial that you listen to their responses and work to incorporate them into your new workplace practices.

7. Be Flexible!

This last step is less of a step and more of an attitude that you should always display throughout the course of the return to your workplace. Flexibility will be key in these next few months as you work with employees who may not feel comfortable returning to work this early, who may have conditions that prevent them from doing so, or ones who are excited to return but have responsibilities like childcare or older family members to address. Offer options like flexible hours or help with childcare, transportation, and other hindrances that keep employees from returning to work.

Returning to the workplace will be no easy task! However, by following these simple steps, you’ll ensure you’ve created a safe and healthy workplace to return to for employees.

How to Keep Your Company Culture as You Grow

For a small business, the process of scaling up is one of the most exciting endeavors your company can undertake. It means you’ve been so successful that people want more. This is reflected in the need to grow your product, your workforce, and your sales! But with growth can come some unexpected problems. One tough one is learning how to scale your culture to match your burgeoning company. Check out these tried and true tips to get started!

Hire with Culture in Mind

Any growing company knows the importance of hiring the right talent as they scale up. But many recruitment and HR professionals tend to make the fatal mistake of hiring anyone who fits the job description, without keeping culture in mind. While there may be several candidates that can adequately fill an open role, not every single one can both fit and add to your own company culture. So how can you make sure they’re the right candidate? Incorporate your company’s values and mission into interview questions to get an idea of how the candidate responds to them. Don’t be scared to place a strong emphasis on your culture and values. That way, the interviewee understands what they mean to the company. But an emphasis on company culture shouldn’t end with an offer letter! Include instances of your company culture in the entire onboarding process. For example, explain office dress code, vacation policy, and any other unique features that you feel gives an indication to how your company runs, both internally and externally. This starts new hires off on the right foot and gives them immediate exposure to your culture.

Communication is Key

When your company consists of five or 10 people, communication is rarely a problem. However, as you scale up, you might start to notice that there’s a much stronger need for a communication method that keeps all employees up to date and informed of important matters. Your communication approach should also give employees the opportunity to speak openly with executives in the office. Whether it’s a monthly, company-wide meeting, an open-door policy, or another format that uniquely fits your company, make sure you create some sort of process that inspires transparency, openness, and communication among all employees.

Connect Office Space to Culture

Many smaller companies don’t just experience growth in employees or sales figures – many will literally grow out of their office space and choose to relocate to a new space that fits their size better. If this is the case for your company, don’t forget to bring your culture along with you! Don’t just make an identical replica of your old office. Instead, work on finding ways to adapt your culture to your new office space. If your culture stresses the value of communication and collaboration, an open office format will point to that. If you enjoy bringing a tone of levity into the office, consider implementing pet-friendly days or regular office get-togethers, like happy hours or game nights that utilize your office space (if possible).

Recognize Outstanding Employees

It’s no secret that recognition can improve engagement, morale, and even productivity among employees. But it can also be a useful tool that conveys your company culture. Make an effort to visibly recognize those employees who you feel embody your company’s values. It’s especially important that you do so in a way that fits in with the company culture. For example, at PerkSpot, we have multiple forms of recognition. The first is the option for any employee to recognize any of their coworkers for a job well done! This cross-departmental recognition creates a culture of appreciation throughout the entire company. We also choose to highlight one specific, outstanding employee each week, who went above and beyond to complete their work in a way that represents our values well. Not only does this affirm to each individual employee that the work they do is important and appreciated, but it also gives their fellow colleagues a good understanding of what kind of words and actions align with the culture of your company.

Any company that is in the process of scaling up should be proud of the growth they’ve already seen! But now comes the tough part – making sure that, as you grow, you remain loyal to the culture and values you started with. Follow these helpful suggestions to keep your company culture intact as you grow!

HR and Marketing: A Match Made in Heaven

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.

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!

The ABCs of Why Perks Matter

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

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!