The Gig Economy and HR

Katie Williamson April 13, 2017

The gig economy is defined by Google as “a labor market characterized by the prevalence of short-term contracts or freelance work as opposed to permanent jobs.” From Lyft to Amazon, an increase in the number of freelance and contract workers adds new challenges for talent management and it’s vital that HR remains agile in response. In fact, Adobe’s 2016 “Future of Work” report stated that one in three office workers has more than one job.

With the growing gig economy, here are a few ways Human Resources can respond to the challenges of a growing industry:

Increased Emphasis on Technology

As more workers work remotely, technology has become increasingly valuable to HR experts. From sourcing workers for a job to providing feedback to virtual reality tools for team collaboration, there are countless ways human resources professionals are relying on technology to respond to the needs of their freelance and remote workers. HR’s agility and independence from traditional tools will make all the difference in engaging this new workforce.

Increased Engagement Challenges

Distance makes the heart grow fonder, right? In the case of remote workers, this might not always be true. Engaging employees in their cars, homes, or other locations has proven to be much more challenging than HR anticipated. Agility expert, Nick Horney, says “that HR leaders should think about their workforce more broadly, using a “talent portfolio” that includes traditional and nontraditional employees.” Be cautious of “out of sight, out of mind” syndrome, and continue to focus on the whole of your talent, not just the employees you see on a daily basis.

Increased Evaluation Needs

Along with engagement is also the need for continuous feedback. Gone are the days where an annual performance review was enough. Revamp your performance reviews to fit with your workforce. Again, consider different technologies that can make this process easier. By providing continuous reports on performance and also asking great questions, HR can help these workers feel more engaged, valued and informed whether they’ve been part of the company for a month, a year or a decade.

What are some challenges you’ve faced with a mixed workforce? How are you responding to the gig economy?

March Madness Doesn’t Have to Kill Productivity

Katie Williamson March 16, 2017

The madness is starting. Today marks the official beginning of the NCAA Men’s Basketball Tournament and according to global outplacement firm, Challenger, Gray & Christmas, this year could cost employers over $2.1 billion in productivity. They also estimated that approximately 23.7 million workers are filling out brackets… most likely on company time.

So does the old saying hold true, “if you can’t beat ‘em, join ‘em”? Or should we put a stop to the madness?

A survey by Office Team reported that 57% of managers feel that while they don’t encourage watching games or participating in office pools, they are ok with these activities in moderation. 32% said they should not be allowed at work and a mere 11% actually encourage this behavior.

Let’s be honest, though. Would you rather work with these 11% of employers who embrace the insanity of March or with the 32% that shun this type of behavior? Odds are you’re in favor of the former.

But, March Madness doesn’t have to kill productivity. Here are a few ways to have your cake and eat it, too:

Embrace the Competition

A great way to celebrate March Madness at work is to embrace the competition. This can be awesome for team bonding and office morale. Keep pool minimums low or consider offering a “free pool” option where you give away company swag or other small prizes to the winner.

Keep it Playful (and Respectful)

While some friendly competition can be great for office morale, it can also get into slippery territory when office fanatics find themselves facing a losing streak. Make sure to manage expectations around the office and keep conversations light-hearted. Smack talk is fun but can turn into bullying quickly. Steer clear of anything that could be offensive or disrespectful.

Manage Expectations

While streaming the games during lunch may be totally acceptable, there still needs to be an expectation of office performance during these crazy few weeks. Make sure expectations are clearly communicated during this time. Consider offering extra incentives for high-performers by letting them leave early to catch a game or providing some team gear. By celebrating wins both on and off the court, you can enjoy the season while still reinforcing productivity standards.

You can make the most of the Big Dance while still staying productive by preparing strategically and being transparent about the impacts of the tournament. Celebrating and staying productive is easy… picking your winning bracket is not.

Employee Appreciation Day!

Katie Williamson March 2, 2017

Today is Employee Appreciation Day!

To commemorate this special day, we’re giving you a few ideas on how to appreciate your employees and introducing you to a few of the PerkSpotters who make the office a better place to work.

Celebrate Birthdays

celebrate birthday employee appreciation day

Not only is today employee appreciation day, but it’s also this guy’s birthday! Dan currently holds the record for most years at PerkSpot (and most push-ups). He is the ultimate idea man, always cooking up a new way to make us better and keep the office exciting. So today, with breakfast sandwiches and candles, we’ll celebrate Dan and let him know that we’re glad he was born 21 years ago (don’t worry, DB, the real number is our little secret). If you’re thinking about celebrating birthdays at work, we say GO FOR IT! Here are a few things from our friends at SHRM that you’ll need to know before you roll out a birthday program.

Share Their Story

share stories employee appreciation day

Hands-down one of the hardest working PerkSpotters is our Client Service Lead, Karla. From bestowing exotic treats on us to filling the office with her laughs to completing more customer service calls than we thought humanly possible… Karla is basically superwoman. Actually, she’s so awesome, we thought everyone should know. So when the Chicago Tribune approached us to highlight an employee, we immediately thought of her. Being able to celebrate her life in a major outlet was such a thrill for us and a great way for Karla to see how much we value her contribution to our team. She’s kind of a big deal, and we thought the world should know.

Embrace Life Changes

embrace life changes employee appreciation day

So much is changing around the PerkSpot office, including introducing our first PS baby into the world. We were so excited to congratulate Anthony on the birth of his daughter. He recently rejoined our team after three weeks of paternity leave and we were anxious to hear how he filled his time with his family. Anthony is a major force behind the PerkSpot wheel, bringing in new and exciting clients, so it was an easy choice to give him the well-deserved break from office life to embrace this new change. Plus, Fast Company studied California organizations implementing paternity leave and saw that 89% reported increased productivity and employee morale and a decrease in turnover. So while being out the office was not only great for Anthony’s well-being, we’re also excited to see what he brings to the table with his refreshed energy. Welcome Back, Anthony!

Allow for Flex Schedules

work from home policies employee appreciation day One of the biggest perks at PerkSpot is the ability to flex our schedules and work from home. Our masterful designer, Evan, graciously takes on so many projects for us and we all know Wednesdays are Evan’s day to work from home. We are so appreciative of the attention to detail and creativity that goes into each of his designs. Thursday he comes back with incredible work to show for his time spent away from the office distractions. In fact, we think he might have magic pajamas. Magic pajamas or not, a Stanford University study reported a 13 percent performance increase in workers who had the ability to work from home one day a week versus not at all. This could be the easiest employee appreciation tactic for your company to boost morale and get ahead.

Treat Them to a Night Out

work perks employee appreciation day

Our master appreciator, Leia, is constantly spending her efforts at PerkSpot recognizing others. After planning our anniversary party last fall, Leia definitely deserved some R&R. Boss’s orders were to take a week off and enjoy a nice dinner on the company. Just a small way of saying we see all the many, many things she does to make our office a better place to work. Whether it’s a gift card to their favorite restaurant,or just a day of rest, small tokens of appreciation mean more than you might think.

What makes your employees worth celebrating? Consider ways to recognize them today!

Welcome to the Workforce, Generation Z

Katie Williamson February 16, 2017

2017 marks the first year Generation Z will enter the workforce. These Centennials will bring a new culture with them, known for being more diverse, resilient and open than their Millennial counterparts.

While 37% of Centennials fear they will not find a job that fits their personality, this presents a new challenge for human resource professionals to understand this new demographic and reach them with strategic content that is relevant to them.

Here are a few things HR needs to know about this new generation of workers:

The Perk Generation

Gallup recently released a report on the State of the American Workforce. In the report they state that “the benefits and perks that employees truly care about are those that offer them greater flexibility, autonomy and the ability to lead a better life.” Millennials are more likely to change jobs due to perks, and the Centennial generation is no different. They are seeking out more independence and flexibility as the world becomes more mobile.

The Entrepreneur Generation

Along the same lines of independence, it should not surprise us that Generation Z is also more entrepreneurial. In fact, 37 percent of Generation Z said they are interested in starting their own company. This could be due to the Millennial generation paving the way with startup technology companies popping up left and right, plus an increased access to educational resources on sites like Udemy, Skillshare, and more.

The Happiness Generation

Millennials have been known to seek growth opportunities over salary. As Generation Z enters the workforce we are finding the same trend. A staggering 77 percent see job satisfaction as equal to or more important than salary. Again, this ties into perks and an overall compensation package that includes more than just the standard healthcare and retirement packages. Centennial employees want a place that makes their life a little easier.

The Mentor Generation

A surprising fact about Gen Z is that they don’t always prefer to communicate via social media and other technologies. In fact, 51 percent say they prefer in-person communications with managers as opposed to emailing or instant messaging. This also ties into their need for mentors. Generation Z doesn’t want a micro-manager breathing down their neck. They do, however, have a strong need for leadership and mentorship. They seek opportunities for growth over salary increases, craving feedback and direction from their managers. If they don’t find these opportunities, then they won’t stick around.

Generation Z and the Millennial generation may not be all that fundamentally different, but finding ways to appeal to their needs and wants will ensure your company has the competitive edge in the war for talent.

Transparency, Inclusion & The Executive Team

Katie Williamson January 19, 2017

Right after college, I stepped into a role at an international company with thousands of employees. Given the size of the company and its various locations, there was a major divide between the executives and the entry-level employees like myself. In fact, the CEO was someone I had only seen from a distance in a boardroom with other executives.

Coming to PerkSpot, the interaction between the executive team and other employees is drastically different than what I had previously experienced. Transparency is a value we promote and work to make a part of our culture and it was evident from day one. At PerkSpot the CEO is no longer this distant figure, but someone who knows each of us on a personal level. The Executive team is not a group that spends time in secret meetings behind closed doors, but who gathers input from employees in order to make informed and inclusive high-level decisions. Transparency is part of our everyday life here, and it makes all the difference.

After experiencing the difference transparency makes, I know firsthand how important it can be. But, this isn’t unique to my personal experiences. In a 2014 report by the American Psychological Association, one out of three employees stated that their employer was not always honest and truthful with them. The need for transparency is obvious.

Here are a few reasons why transparency should become a part of every culture:

Transparency Solves Problems

Whether your company is undergoing a major change or looking to improve performance, transparency can help you solve problems faster. Transparency around the issues you face help employees learn to trust their leadership and gain ownership in solving problems. Forming a more inclusive culture brings a fresh approach and a new set of eyes. Therefore, leaders solve the problem faster than if they had just kept the facts among executives.

Transparency Makes Things Personal

Nothing brings people closer together than solving problems. As the world becomes more interconnected through digital media, this is becoming increasingly more important. Employees want leaders who will connect with them beyond the professional and into the personal. By providing opportunities for executives to interact with other members of the organization, relationships can form authentically.

Transparency Improves Culture

A 2016 survey of more than 1,200 employees, managers and executives discussed a major chasm in company culture. It discovered the more seniority a person has in an organization, the more positively they viewed company culture. This proves how vital it is that the various levels within the organization are interacting. It’s important not only to uncover any negative feelings the employees may be harboring, but to also reveal the positive outlooks senior management may have due to a greater access of information.

As Generation Z enters the workforce this year, transparency is becoming all the more important. Whether you’re the CEO, a manager, or an intern, find ways to be more transparent about the problems you’re facing.

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Wellness Initiatives for Every Company

Katie Williamson January 5, 2017

It should be no surprise that among the top trends in human resources is improved wellness programs. An increased desire for a healthy lifestyle and more involvement from upper management has put wellness at the forefront of the human resources department.

Needless to say, we have work to do. In fact, the Flex + Strategy Group blog noted that 25% of employees do not have the option of a wellness/wellbeing program at their workplace. However, 20% said that although they do not participate in a corporate wellness program (either for lack of interest or opportunity), they still pursue wellness programs on their own. Evidence that there are either not enough or not appropriate opportunities available in the workplace. This paves the way for needed improvement.

Here are a few ways we see wellness programs advancing in the upcoming year:

Competition vs. Rewards for Wellness Initiatives

With the EEOC’s Final Rule on Employer Wellness Programs, we expect to see a decrease in the number of financial incentives for wellness programs and a trend towards more friendly competition in the workplace. 91% of employees said they would engage in healthier behaviors if they were rewarded, according to a survey from Welltok, which proves there is still a need to incentivize behavior. But with the rise in wearables and other technology, we can anticipate more Fitbit challenges and competitions in our future.

A Focus on Mental Health

Mental and behavioral health conditions cost employers around $104 billion each year, while only 41% of employees say their employer helps them meet mental health needs. As wellness programs become more holistic, we find a trend towards more engagement in the mental health realm. Helping employees take control of their mental health not only improves retention but productivity as well. Whether it’s implementing more mindfulness practices or on-site counseling, there are many opportunities for employers to engage employees in this way.

Highlighting Financial Wellness

Many employers made the headlines last year for offering student loan repayment and tuition assistance. However, this is not financially viable for all companies. However, we do anticipate more education being provided around financial wellness for employees. According to Aon Hewitt, nearly 89% of employers plan on implementing tools to expand their financial health focus. The main reason? “To increase employee engagement”. From budgeting classes to debt management, expect to see more financial education in the workplace this year.

How is your company improving wellness this year? What new programs are you implementing?

2017 HR Trends to Watch

Katie Williamson December 15, 2016

As little as ten years ago Human Resources was primarily defined as the department in charge of payroll and benefits. Thanks to technology, these more administrative functions have been automated, making room for more innovation and putting the focus on the “human” aspect of this department.

As we await for the ball drop and the ringing in of the new year, here are a few HR trends we can look forward to in 2017:

Recruitment

In 2016, 60% of job seekers reported a poor candidate experience and 72% of these candidates shared their experience via Glassdoor.com or other employer review services. Companies like Virgin Media are paving the way for an improved candidate experience. When Virgin discovered they were losing an average of $7 million in revenue due to weaknesses in their recruitment process, they began to analyze what they could do differently. They created a better candidate experience and in turn, improved ROI. We expect to see more of this in 2017 as employers seek to create a reformed experience for job-seekers.

The Gig Economy

The blended workforce is becoming increasingly more common in the modern workforce. With 93% of companies hiring freelance workers alongside full-time employees, we expect to see an even greater increase in 2017. In fact, a staffing industry report shared that total spending on the U.S. Gig Economy is close to $800 billion. With our economy becoming even more contingent on these workers, this presents new challenges for the HR professional as they seek to make these employees more of a focal point for employee engagement.

Generation Z

2017 marks the first year Generation Z will enter the workforce. These Centennials will bring a new culture with them. They are known for being more diverse, resilient and open than their Millennial counterparts.

While 37% of Centennials fear they will not find a job that fits their personality, this presents a new challenge for human resources professionals. They need to understand this new demographic and reach them with strategic and relevant content.

Retention

In CareerBuilder’s 2016 Candidate Behavior study, they report: “Although 76 percent of full-time, employed workers are either actively looking for a job or open to new opportunities, nearly half (48 percent) of employers can’t seem to find the workers they need to fill their job vacancies.” Employers also stated it takes anywhere from 26-34 days to fill an open position. We live in a world where time is money. Therefore, it’s certain more employers will take more measures to decrease the time and energy spent to find qualified candidates.

Wellness

In a study by Willis Towers Watson, 75% of U.S. employers state stress as their number one health and productivity issue. Unfortunately, employers and employees can’t seem to agree on its cause. Alleviating stress has become a top concern for many companies. The American Psychological Association, however, reports less than half of workers say their organization supports their well-being. In addition, one in three report chronic stress while on the job. Evidence that we still have a long way to go in creating a more relaxed, stress-free environment in the workplace.

What are the trends you’re looking out for in 2017?

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Engaging Employees During the Holidays

Katie Williamson December 8, 2016

For many employees, the holidays invoke a myriad of emotions. Some relish in the memories shared with close friends and families. Others are overwhelmed and stressed by gift lists. Meanwhile, a small few may be dealing with heartache and loss that comes to light this time of year.

Beyond the potluck meals and holiday celebrations, there are many ways we can engage employees in a meaningful way during this season.

Communicate Expectations

The only thing worse than working on a holiday is unexpectedly working on a holiday. Set the stageahead of time for any additional hours employees may be expected to work beyond the norm. And if they are having to work during the season, ensure you are providing recognition and post-holiday recovery time. If your company is not particularly busy this time of year, make sure you communicate office closures with plenty of time for employees to make their travel plans. Take this opportunity to highlight your workplace flexibility to ensure employees use this time wisely to recharge and come back re-energized in the new year.

Prioritize Goals

As you wrap up the year, it can be tempting to squeeze in those last-minute projects to reach your year-end goals. But often it’s better to wait until the new year to start new projects to ensure they receive the quality attention they deserve. The holidays are fraught with distraction and can be a difficult time to accomplish even everyday tasks. Make sure any extras you’re piling on their plates are 100% necessary. You want to enable employees to complete these tasks to the best of their abilities. By prioritizing only the necessary, you’ll be doing your employees, and yourself, a major favor.

Consider Perspectives

The most obvious struggle for human resources, office managers or just workplace party-planners is finding the balance between festive and offensive. From the office decor to the tunes playing in the background, it can be difficult to please everyone. Remember to keep an open mind and listen to what employees want and how they want to celebrate the season. Every workplace is different. Try surveying your employees to get a feel for what makes this time special to them.

Celebrate Thoughtfully

While we generally think of this season as a “jolly” time, for some people this year may be the toughest. Remember to navigate the holidays with sensitivity for those who may be dealing with a hard situation. Maybe it’s highlighting in-house grief counseling or sending a small note to someone to let them know you’re thinking of them. Each situation is different and every relationship unique. Let them know you recognize what they’re going through and provide a safe space to talk about it.

Year-end celebrations are a wonderful time to reconnect with your employees and revel in all you’ve accomplished this year; just remember to treat this time with sensitivity, respect and, of course, have fun!

Recruiting Star Candidates Without a Star Salary

Katie Williamson October 20, 2016

We all want the best for our businesses, which includes the best employees. But what happens when you just can’t afford to pay big bucks for the best candidates? How can you recruit without the enticement of a fancy corner office or large salary?

Here are three things to consider:

Celebrate Your Culture

It should come as no surprise that employee engagement really pays off (literally). In fact, a Gallup survey reported that 54% of workers who are disengaged would leave their company for a 20% raise or less, while only 37% of engaged employees would make that same decision. Your company may not have a multitude of resources, but there’s one currency that’s undeniably valuable – your people. When interviewing for a new position, don’t forget to highlight your culture. There are many ways to educate interviewees about your culture, but it all starts with asking the right questions and highlighting what makes you unique. You’ll end up finding someone who not only is excited about the role, but is a fabulous culture fit to boot.

Promote Your Perks

Salary is only one piece of the puzzle. Does your company offer an above average vacation plan? What about work from home policies? No business is created equal so be sure and highlight the added perks that a new hire would receive. Maybe you’re even saving them money with exclusive discounts. Whatever the case may be, studies show that happy employees are better employees. Win-win.

Invite Their Input

In a recent survey, 80% of millennials said they want regular feedback from their managers, and 75% yearn for mentors. Highlight this in your interviews and you’re guaranteed to stand out among the crowd. 85% of everything we’ve learned comes from listening. Which means, if we want to know how to effectively lead employees well, we need to provide a platform for them to speak. Do you offer performance reviews every quarter? What about a weekly touch base? However you provide opportunities to listen and learn, showcase this in your recruitment efforts.

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Evaluating the Performance Review

Katie Williamson October 13, 2016

Whether you’re reading this as a manager or an employee, chances are you feel the same way: Performance Reviews are the absolute worst. In fact, a report by the Society for Human Resource Management dove into the success of performance management. Their findings showed that more than half (53%) of human resource professional grade their organization between a C+ and a B, another fifth (21%) chose a C, and a mere 2% gave their management an A.

A key to making performance reviews successful is ensuring this isn’t just happening once a year, but that you provide consistent, valuable feedback. In addition, the review should strike a balance between evaluating the past and setting goals for the future. These three components are essential to a healthy, successful performance review that both managers and employees can stand behind.

Consistent and Quantifiable Feedback

SHRM reported that 72% of performance appraisals were done on an annual basis. However, a study by Globoforce reported that 71% of employees prefer to receive feedback ASAP. While this doesn’t mean you should totally eliminate the annual performance review, it does mean you should find ways to provide ongoing feedback throughout the year. Perhaps this means tracking goals in a spreadsheet, or maybe it means writing down current projects and their outcomes every quarter. However the team functions, it’s important to track and record successes and failures and ensure you’re giving feedback immediately and not waiting until the end of the year.

Concrete Evaluation of Previous Performance

The most important thing to remember is that evaluating past performance does not mean focusing on the negative. Studies have shown that positivity has a major impact on work performance. In fact, psychologist Martin Seligman reports that Optimistic salespeople sold 37% more than their pessimist colleagues, who, on the other hand, were twice as likely to leave the company during their first year of employment. Take some time before you meet with the employee to evaluate which goals they’ve met and which you need to revisit. If you’ve been tracking these all along, this should be pretty straightforward. Encourage employees in the areas where they have been successful and challenge them in the areas where they struggled. You may be surprised at the results.

Clear Goal-Setting for the Future

A huge success factor for performance appraisals is tying the employee’s goals with the company’s mission and goals overall. According to Globoforce, 70% of employees say the point of performance reviews is to help them develop and grow. By tying their personal achievements to company successes, this helps to not only give them clarity around their responsibilities, but also increase motivation in the future. These goals should be SMART: specific, measurable, achievable, realistic and timely. Encourage employees to write down their goals and put them in a place where they will see them throughout the day. After all, goals are pointless if you forget what they are.

Need help getting started? Here are a few useful phrases to ramp up your performance reviews.