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Take a Stand (What It’s Really Like to Use a Standing Desk)

Katie Williamson April 5, 2018

As Human Resources seeks to make the workplace a healthier and happier place, a new phenomenon has popped onto the scene in the past few years: The Standing Desk. What once started as a cardboard box, has now become a specialized piece of equipment that many offices are beginning to invest in. That’s why we wanted to know what it’s like to use a standing desk.

We all know it’s not good to sit still all day. In fact, standing for three hours a day is the equivalent of running 10 marathons a year and can burn 50 more calories an hour than sitting.

That’s why, I decided to give the standing desk a spin to see how beneficial it really is. Here’s my breakdown of using a standing desk every day for an hour during a work week.

Day One:

Using a standing desk is awkward at first. Do I bring a notebook with me? Will I be able to take notes? What work should I select for this hour? For starters, I felt very fidgety. I was very aware that I was standing on my feet and had a hard time getting started. Finally, after a few minutes I was in the zone and able to focus on my task at hand. I was amazed at how quickly the hour flew by! As soon as I sat back down in my chair, I started yawning again… I didn’t even realize I was tired before as being on my feet helped me stay alert.

Lesson Learned: Set it up correctly. I found that less is more when it came to setting up the standing desk. We have a screen attached to the desk, but the first day I chose to simply type on my laptop using the existing screen. Big mistake. Looking down at the screen was actually worse for me so the other four days I decided to hook up to the monitor and found that I was much more productive and felt better, too!

Day Two:

I decided to approach the desk with the bare essentials. With my laptop and a notebook in hand, I  started to work on a blog post. Immediately, I was super focused and stayed longer than my allotted time. My only regret was that I was wearing pretty uncomfortable shoes. After I finished my article, I physically took a step back from the screen to read over my writing. I really enjoyed being able to actually physically move my body to reflect on my work.

Lesson Learned: Use a mat and wear comfortable shoes. If you can, try to be as comfortable as possible while standing. Maybe don’t choose to work standing if you’re dressed up in heels or dress shoes for a meeting. This can cause more harm than good.

Day Three:

I decided to use this time to brainstorm. I had a few projects I needed to break ground on and something about being able to walk back and forth helped me feel more mobile and focused on the task at hand. Plus, I was able to take periodic breaks from my screen, which are always nice. I wore more comfortable shoes this time and stayed for a little over an hour.

Lesson Learned: Don’t be a statue. Using a standing desk can be awkward, but don’t be afraid to embrace the freedom you have with so much mobility. During my brainstorming, I chose to pace or twist my body back and forth to help me stay alert and focus my mind.

Day Four:

My time got cut short this day to go into a meeting. I was also working on a more heads-down task and noticed it was harder for me to accomplish this work while standing. The location of our standing desk makes it more prone for distraction, which is a negative. Brainstorming and writing seem to be better tasks suited for standing.

Lesson Learned: Start slow. Don’t stay longer than necessary. Maybe chose a task and stay standing until you complete it. That’s how I chose to start and the time flew by, but had I been switching back and forth from job to job, it might have been more distracting than productive.

Day Five:

It’s funny how in a few short days I no longer feel awkward approaching the desk. I know exactly what to bring, which shoes to wear, and what tasks to accomplish. Plus, I’ve hit my stand goal every single day this week – always a bonus.

Lesson Learned: Figure out which tasks work for you. This was probably the biggest lesson I learned in this week. Not all tasks are suitable for standing. Experiment with different goals to figure out which ones work best for you. You’ll be amazed the effects it can have on your productivity!

Working at a standing desk is a unique situation and a small amount of preparation before you switch up your workflow will help you make the most of it.

What Gen Z Wants

Contributing Author February 19, 2018

Out with the old and in with the new! Generation Z is entering the workforce, and it is time for organizations to be prepared for their many needs compared to millennials. The next group of young adults is a tech-savvy and inquisitive group of talent, born in a time when political and socioeconomic polarities impacted society (think: economic crash, Sandy Hook, etc.).

If you’re looking to redefine your employee appreciation language for the next generation of workers, consider this.

Who Are Gen Z

Generation Z are born after 1995 and have major respect for personal engagement at work and technology to balance work productivity. These employees will travel the world in order to pursue the career of their dreams. Most are highly intelligent and curious, asking questions on the job to develop ideas for operational improvement initiatives. Unlike millennials, they have realistic expectations for their employers and are vocal in presenting their ideas, despite their lack of work experience.

What Gen Z Wants

As you review a student resume, it is important to search for the skills of your ideal employee that can add value to the team. Try searching for action words such as “invented”, “developed”, “organized”, and “achieved” when creating a shortlist of candidates. Generation Z’s experience will primarily be in committee work on campus, volunteering, internships, and classroom projects, which offer transferable skills that can be used in the workplace. Their lack of experience is an advantage because their perspective of the outside world and discussions with their parents can result in unconventional ideas that can potentially help a company grow.

Salary Expectations

Generation Z grew up when the economy started to recover in North America. If the economic downfall didn’t impact their parents, someone in their circle of friends has a story. This age group, unlike millennials, does not expect to be guaranteed a high salary after graduation. Most realize that the starting salary can start at less than $36,000. According to Fast Company, “Among young college graduates, average wages are $19.18 per hour—only 1.4% higher than in 2000.” Nonetheless, there is an expectation that with experience and time also comes an increase in income before retirement.

Open Discussions with Management

Technology is second nature to Generation Z, but a face-to-face connection with their manager is still vital for career development. It is important to foster open communication. When employee’s feel heard, this adds value to their work experience. These professionals aim to work at organizations that will guide their career with regular performance evaluations.

Workplace Cultures

Flexible workplaces are here to stay for Gen Z with an emphasis on an area for employees to relieve stress and focus on work-life balance. The CEO should project this type of culture down to management.  This helps the group flourish in a company that genuinely practices these initiatives.

Here is a list of flexible work options to consider:

  • A gym in the building
  • Room for employees to destress (i.e., game room, TV room, sleep room)
  • Options to work from home (i.e., once a month)

In addition, well-being programs and personalized healthcare benefits for employees are additional examples worth implementing at your company.

Acknowledged and Taken Seriously

There are many common misconceptions about Generation Z. They do not respect authority, are glued to their phones, lack social skills, and do not want to work hard.  The truth is, Gen Z has an entrepreneurial spirit. However, this also comes with its own advantages. Gen Z isn’t afraid to work longer hours and benefits from how their work positively impacts a company. This group values the opinions of their superiors and working alongside seasoned professionals in their department. They have the confidence to socialize with executives in meetings and share their ideas about customer experience improvements.

As you begin hiring Generation Z at your business, consider what these employees want, the strengths of this generation, and the desired benefits in your decision-making process.

Pet Perks: Bring Your Pup to Work

Katie Williamson February 8, 2018

There’s a reason why instagram handles like @animalsdoingthings and @dogsofinstagram have 1.4 million and 4.1 million followers, respectively. People love their pets. And specifically, millennials love their pets.

Over the years we’ve seen that millennials are delaying parenthood in order to maintain independence and focus on their careers. But, with a delay in parenthood comes an increase in pet ownership. According to the American Society for the Prevention of Cruelty of Animals (ASPCA), 44% of Americans own a dog, while 35% have a cat.

If you think pet ownership isn’t affecting the workplace, think again. Here are few reasons to consider offering benefits for pets in the workplace and where to start:

Pets are Part of the Family

According to a survey by Healthy Paws Pet Insurance, 89% of pet parents exercise with their pet regularly, 70% sleep with their pet and 14% manage a Facebook or Instagram account for their pets. As pet owners intertwine their lives more and more with their pets, it should come as no surprise that providing space for pets in the workplace is of high value to these employees.

Pets are Expensive

While pets are a much more affordable alternative to children for many, they still come with a price. Fifty-five percent of pet parents told Healthy Paws they spend over $75 each month on their pets. Employers who choose to help with the burden of these expenses will definitely stand out among job seekers.

Implementing Policies for Pets

PerkSpot client, Banfield Pet Hospital, reported that 7 out of 10 employees and Human Resources decision makers said that allowing pets in the workplace made a positive impact on workplace morale and office dynamics. And while 56% of HR decision makers who don’t currently offer these perks forsee a difficult implementation, only 25% of those who offer pet-friendly policies reported difficulty with implementation. It seems the idea of implementation is scarier than the reality.

While it seems most people love pets, there are always exceptions to this rule. What can be a great perk for some employees might be another’s worst nightmare due to allergies or trauma. Start by hosting a “Bring Your Pet to Work Day” and gauge results using employee surveys and feedback. It’s important to be considerate to those who aren’t pet lovers while still offering benefits and perks for pet parents. One easy way to provide benefits to pet parents, without affecting the non-pet lovers of the world, is by providing pet insurance. This is still a highly coveted perk, requested by 23% of employees in Banfield’s survey. Affecting only those who opt-in to this perk, it’s a great way to determine interest and set your company apart with pet-friendly policies.

Does your company currently offer benefits for pets? Perhaps this is the next move for 2018.

Why You Should Factor in Discounts

Katie Williamson November 2, 2017

Coupons, deals, discounts! These three words might not be ones you normally think of when it comes to employee happiness… but science says, you might want to look closer.
discount science Discount science is an understudied topic, but we think it’s an important one! From keeping employees’ happy to saving them valuable time and money, the evidence is clear.

The History of Coupons

But let’s start from the beginning. Have you ever wondered where coupons started? According to TIME, Coca-cola introduced the first coupon in 1887 with a hand-written ticket offering customers a free taste of their new drink. The success of this campaign is evident in how vast Coca-cola’s reach has been over the last century. Fast-forward to today and more than 700 corporations offer discounts on some type of product or service. It’s no secret that coupons work. But what makes them so successful? And why is it relevant? Only discount science can say!

Discount Science

The Happiness Factor

According to a study in 2012 by Coupons.com, coupon recipients were 11% happier than those who did not receive a coupon. Scientists measured oxytocin levels in participants, the same hormone we experience when we kiss or hug someone. They found that consumers who received a coupon had higher levels by 38%. Scientifically, you could say they were in love with the savings!

The Time Factor

Unfortunately, according to media company Valassis, time is (literally) money for many of today’s employees. In their recent survey, 53 percent of respondents said they spend over two hours a week searching for deals and savings, while 25% of millennials and moms invest over four hours into their search.

The Employer Factor

We believe this is where, as an employer, we can make lives a lot easier for our employees. Employee engagement has gone from a hot topic to a make or break for attracting and retaining top talent. In fact, 4 out of 5 employees would rather receive benefits or perks over a pay raise. By providing discounts, you’re not only putting money back in your employees pockets, but you’re saving them valuable time and energy as well.

It’s easy to offer perks, but are you offering the right ones? Providing discounts can improve happiness among your employees while saving them valuable time and money. The best part is that our discounts are easy to access and easy to use! We’ll save your employees hours each week and put smiles back on their faces.

Contact our team to learn more!

Motivating the Unmotivated

Katie Williamson September 14, 2017

An article was posted a few days ago that posed the question: “Can You Teach Work Ethic?”. Whether you are a Talent Management Director, a Human Resources Manager, a CEO, or just starting out in your career, you’ve probably come across employees who lack that special something.

Call it work ethic, gumption, motivation, or engagement. There are plenty of words to describe that characteristic that makes good employees, well… good.

motivating unmotivated employees

So is it possible to instill work ethic in the unmotivated? Is it a question of engagement or is it intrinsic?

Here are a few ways you can motivate even the most unmotivated of employees:

Talk it Out

First things first, you might need to get to the root of the problem. There could be many reasons why an employee is not putting their best foot forward: personal reasons, boredom, unclear expectations, etc. Schedule time to chat with the employee and keep an open mind about what they may be experiencing. Maybe they need more work on their plate or maybe they need a vacation. Figure out what they need from you and see how you can make that happen.

Empower Them Through Goal-Setting

After your conversation, make a plan for you and your employee. Set goals that help your employee feel empowered, not micro-managed. You can do this by making the goals a discussion, not a demand. By empowering them to take ownership of these expectations, they are more likely to stay motivated to follow-through.

Give Them Freedom to Make Mistakes

A lot of employees don’t take initiative because they’re afraid of failure. When setting goals, make sure they’re aware that the expectation is not perfection, but completion. As they work to complete a project or achieve a goal, ask questions along the way that let them know you’re in it together. Mistakes are inevitable and while you don’t want to encourage sloppy work, it’s important to create a forgiving environment for employees to take chances and risk failure.

Rinse and Repeat

Keep in mind that engaging employees should be an ongoing process, not a once a year thing. Schedule a monthly touch-base. Walk around the block for five minutes to get out of the office and help your employee feel comfortable opening up about where they’re struggling. Take this opportunity to point out where they succeeded and where they could improve. For particularly troublesome employees, let them know your expectations for the future if they continue to fall short.

Keeping unmotivated employees engaged is not easy, but it’s essential to cultivating the work culture we all desire. Follow these steps and if you don’t see improvement, it may be an issue of poor culture fit or the wrong position. Again, ask questions to get to the root of the issue. In the end, you’re after what’s best for the company and for the employee and sticking around when they’re unhappy isn’t good for either.

The Human You’re Forgetting to Manage

Katie Williamson August 23, 2017

As a human resource manager, you’re in the business of managing humans. Everything you do, all day long, directly and indirectly, affects the people in your organization professionally and personally. But while you spend time managing the careers of your employees, it’s easy to neglect the most important human in your sphere of influence: yourself.

invest in yourself

How many steps have you taken this week to invest in your career? What about this month? This year?

While we spend time working to retain our top talent, we can forget to focus on the own talents we possess and the ways we need to grow. So no matter how busy you are, here are five easy ways you invest in your career right now.

Invest in Your Intelligence

Train. That. Brain. Many of us remain cognitively stagnant. Once we graduate, we no longer have textbooks to read or homework to practice. Stimulate your brain by practicing some simple tricks everyday to keep your senses sharp. One of my personal favorites is an app called Elevate. You’ll take an initial IQ test to gauge where you land in certain categories, such as Reading, Writing and Math. From there, they’ll provide short games you can complete in just five minutes. It’s highly addictive, challenging, and a great way to improve everyday skills.

Invest in Your Goals

First things first, establish your goals. Whether those are New Year’s Resolutions or a trajectory for reaching your next promotion, make sure you have clear and achievable goals for the next year written down and in a place where you’ll see them on a regular basis (I keep mine in the “Notes” section of my iPhone).

After you’ve written out your goals, think of what actionable steps you can take to achieve them. And this doesn’t just apply to professional goals. Let’s say you want to read 20 books this year. Make your list, decide where you want to start, and break it down into what you need to accomplish each month (read 1.5 books) or week (200 pages). Evaluate your goals in a few weeks and adjust them as necessary. This is key to avoiding burnout and still keeping your momentum.

Invest in Your Community

This seems counterintuitive, but by helping others, you can meet new people, learn new skills, and stretch yourself in ways you never would have thought. Find ways to invest in your community by joining the board of a non-profit, volunteering at a local shelter or soup kitchen, or even cooking dinner for the new neighbor. Depending on your availability, you might not be able to take on a new commitment, but there are small ways to do good every day. A good friend of mine is quick to send a Starbucks gift card (via email… so easy!) when I have something big coming up or am going through a hard time. It’s a small gesture that can go a long way. Consider big and small ways to invest in your circle of influence.

Is Your Office Culture Too Cliquish?

Katie Williamson August 10, 2017

You’ve heard it before: office friendships can make a big difference when it comes to employee happiness and engagement. But what happens when friendships turn into cliques?

office culture too cliquish

On Ask a Manager, an HR blog/advice column, a reader writes about her experience with a former employee who didn’t seem to meet this manager’s understanding of a “culture fit”. The employee eventually left the department due to cultural problems and overall what she described as a very exclusive environment, including Snapchat silos, brewery trips, and inappropriate relationships. The manager blamed the employee’s lack of belonging on not being a good fit for the team, but it seemed that she was prioritizing social connections over professionalism and inclusivity. In fact, Ask a Manager posted an update just last week stating the manager had been fired for bullying (mocking the former employee on SnapChat) and not meeting the company code of conduct. Definitely a case of culture fit gone wrong.

We’ve explored this misunderstanding of “culture fit” before and came to the conclusion that HR should just remove those two words from their vocabulary. Too often and too easily we fall into the trap of hiring people who talk like us, think like us, and even dress like us. But what about diversity and inclusion? And how do we prevent “cliques” from happening… or should we?

Here’s what we’ve learned:

1. Friendships can, will, and should happen naturally. There was one thing this manager actually managed to do well and that was encourage friendships within the office. Embrace the natural connections that happen within the office as long as they are not occurring at the expense of other employees or crossing any lines.

2. Friendships are never mandatory. The biggest mistake this manager made was thinking that friendships were a necessary part of the office life. While friendliness is obligatory, friendship is not, and these are not the same thing. Some personalities prefer to come to work, do their job, and leave. Just like you wouldn’t force a friendship in other walks of life, don’t do it in the workplace.

3. Friendships, unfortunately, will exclude someone. We aren’t in third grade anymore where it’s mandatory to invite the entire class to attend your birthday party. Friendships, by nature, will exclude certain people. The important thing to note here is that you are considerate to those outside your circle by keeping inside jokes to a minimum and outside plans, well… outside. Your friendship can’t take priority over someone else’s feelings inside the workplace. Managers, pay attention to isolated employees. Make sure they’re choosing not to participate versus feeling excluded.

Are there other ways you can keep your culture from becoming “cliquey”?

Conquer the Sunday Night Blues

Katie Williamson August 3, 2017

sunday night blues

An awesome article in Fistful of Talent recently discussed the “Sunday Night Blues”. Well-written and well-researched, the author describes the misery many people experience before returning to work on Monday morning. He dives into why this might be true of the 76% of Americans who say their Sunday Night Blues are so bad they want to look for a new job.

While you can read the article for a more in-depth view of the “Sunday Night Blues” and their sweep across America, let’s discuss a few ways we can conquer the blues by providing employees with a better place to work in the first place.

Give Them Something to Look Forward To

Think about your team and the weekly activity they enjoy doing the most. Maybe it’s a meal you share together or a fun team building activity. Whatever it is, try moving it to Monday to engage your staff right from the get-go. Start incorporating a daily stand-up as part of your Monday routine to encourage your team by celebrating wins and highlighting star performers. Just make sure to save any constructive criticism for later in the week when morale is higher.

Take Advantage of Fridays

When the end of the week rolls around most of us check out for the weekend. But often that can make Monday even more painful. Ending your Fridays well and setting you and your team up for success is essential for a productive and pleasant start to your week. The Muse provides a helpful worksheet for ending your week by celebrating accomplishments and assigning tasks for the week ahead. Using this sheet can help you feel more successful and less overwhelmed on Monday morning.

Let Them Flex Their Schedule

One of the greatest benefits at PerkSpot is the ability to flex our schedules. This could mean working from home when it’s storming out or working later hours to catch up on some Zzzzs. Providing flexible schedule opportunities for employees can help improve productivity and has even made a difference in closing the gender pay gap. Telecommuting is becoming all the more popular, so it will not only satisfy your current employees but also help you stay competitive when recruiting new hires.

Lead by Example

Nothing is worse than walking into the office on Monday morning to hear your supervisor or coworker moan and complain. On the other hand, Gallup reports that “Positive leaders deliberately increase the flow of positive emotions within their organization,” and can lead to greater engagement and improved performance. If the leadership is not staying positive, it’s highly unlikely their employees will maintain a positive attitude.

Combat the “Sunday Night Blues” by providing a better workplace for our employees, starting with our own attitudes.

Building Your Employer Brand

Katie Williamson June 14, 2017

We’re all familiar with branding as it relates to marketing, but what about how it relates to recruitment? If you think about popular brands like Lyft, Southwest Airlines, and Starbucks, you probably have a good idea of what it’s like to work for these companies. That’s because they’ve integrated branding not only into their marketing strategy but their recruitment strategy as well.

 

An employment brand is the prospective candidates have of what it’s like to work for an organization. According to Glassdoor, 69% of Americans wouldn’t work for a company with a bad reputation, even if they were unemployed. This goes to show that reputation is everything, not just for consumers, but candidates as well.

building employer brand

Make your employer brand stand out with these 4 tips:

1. Focus on your audience.

First things first, consider the type of employee you’re looking to recruit. While diversity is important for an organization, there should be common denominators that unite your brand, such as creative thinking, innovation, and flexibility. While some thrive in a corporate setting, others may perform better in a more flex environment. Consider what makes your company unique and what unifies your current employees. Draw on your strengths to attract new talent.

2. Showcase “A Day In the Life”

When I was applying at PerkSpot, the job description really stuck out to me because it detailed what I could expect my first six months on the job. When candidates are looking for a new position, they need to be able to picture themselves on a day to day basis performing the tasks at hand. There are so many ways you can showcase what daily life is like at your company. From testimonials to videos to the job description, make sure you’re painting a picture for these prospects so they can visualize themselves working for your brand.

3. Incorporate leadership into the process.

A great way to build company culture and a strong employment brand is by getting the CEO and other executives involved in this process. When leadership takes ownership over the recruitment process and the message you are conveying to candidates, this can humanize the organization and build a stronger brand. In fact, according to Employer Branding International, this is one of the top factors in shaping a strong employment brand.

4. Make your message consistent.

If you’re working for a larger company, it can be difficult to create a consistent message across the board. Conduct employee surveys to gauge the current view employees have of your company. Incorporate the mission and values of the company into each department’s function. For example, if innovation is a core value, make sure every department from tech to marketing knows how this value is expressed in their job function. When everyone from the intern to the CEO can list your core values, you have a strong employer brand.

What are some ways you’re building your employer brand? What are the challenges you’ve seen? Let us know in the comments!

Embracing Seasonal Office Changes

Katie Williamson June 1, 2017

One thing we love about Chicago is that the city really comes alive in the summer. Patios open up and flood with people, baseball season is in full swing, and weekend trips to the beach are an absolute necessity. But with warmer weather and longer days, it can be hard to stay motivated behind the four walls of your office.

perkspot seasonal office changes

That’s why many companies are offering perks that change with the seasons. From cutting down your hours to taking a day off to volunteer, here are a few of our favorite ways office leaders can help employees stayed engaged and productive, while still finding time to enjoy the sunshine.

Flexible Hours

While this is not the newest trend out there, summer fridays are still amazing for boosting office morale. Chances are your employees are daydreaming out the window around 3pm on Friday afternoon anyway, so why not reward them for hitting their sales goals or nailing that project by allowing them to head out early. Plus, there are tons of reasons why flexible hours are great for company morale and ROI.

Seasonal Events

Summer is a great time to enjoy the great outdoors. Whether it’s a beach day or heading out for a baseball game, grab your employees and head outside for some seasonal fun. Last year at PerkSpot, a few of us participated in a 5k together. It really brought the team together for a great cause and motivated us to stay in shape!

perkspot 5k seasonal office changes

Spice Up Your Recognition

Looking for a new way to recognize and reward employees? Summer can be the perfect time to pre-purchase tickets to concerts or sporting events to give to your company’s overachievers. Not sure what to offer? Take a survey to see what events your employees are planning on attending this summer to make sure your prize offerings are relevant and truly incentivizing.

Do Good

There are so many volunteer opportunities available in the summer. From building a house with Habitat for Humanity to serving at your local food pantry, explore options to give back with your office while the weather is warm and your employees are itching to get outside. According to a survey of corporations that encourage employee volunteering, employees who volunteer are 60% more likely to feel loyal to their company than those who do not.

Sun’s out, fun’s out. How is your office incorporating the summer season into your corporate perks?

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