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Embracing Seasonal Office Changes

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?

Exploring the Five Hour Work Day

In a previous post, we explored the notion of the Four Day Work Week. But recently, we’ve been reading up on a similar phenomenon known as the Five Hour Work Day.

It all started with this Fast Company article about Stephan Aarstol, CEO of Tower, a beach lifestyle company. Aarstol made a shift not only in the amount of hours employees worked per day, but also in how they were compensated. The results? Over 40% higher revenue annually.

So how did he do it? And is this something every company can implement effectively?

five hour work day

Execute carefully

Aarstol knew that this shift wasn’t something he could enforce overnight. He started by introducing the idea of “summer hours”. By making the change temporary, he put himself in the position to be able to switch things back around if the hours didn’t work out or hurt productivity. Lucky for him (and his employees), productivity soared and the 8-1 work day is now permanent.

Explain the whys

For Aarstol, the key to the success of the Five Hour Work Day was having a clear mission behind the change. He not only switched the hours, but also the compensation structure by offering employees a 5% profit share. By doing so, he enforced the importance of productivity, not just presence. He asked more of his employees in a shorter amount of time knowing that the rewards would be greater. He also knew this lifestyle might not serve everyone, and was therefore prepared to lose employees that might not fit into this new way of work. By keeping his mission at the forefront of the change, he was able to not only increase profits, but also increase compensation for his employees. Talk about a win-win.

Explore the change

While you may not work for a beach lifestyle brand, the Five Hour Work Day doesn’t have to be a far-off reality for all of us.

But how can we make the switch?

  • Start at the top: Most managers think that employees who show the most “face-time” are also the most dependable. Make sure your management is rewarding and recognizing employees based on their output, not their time-clock.
  • Provide concrete goals: Again, make it very clear why you’re making the switch and how you’re measuring productivity. Put measurable goals in place so employees know exactly what’s expected of them.
  • Be flexible: Aarstol knew that this change would be difficult during certain busy seasons. He gave employees the freedom to leave after 1pm, understanding that special projects may require more time and attention. However, making this adjustment meant that 12 hour days became the exception, not the norm.

Could the Five Hour Work Day work for you? What hesitations would you have for implementing this change?

The Gig Economy and HR

gig economy and hr

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?

Inside #EqualPayDay

equal pay day

Today is Equal Pay Day, which symbolizes how far into the year women would need to work in order to make the same amount as men the previous year. In 2017, that date is April 4th, meaning women would have to work 15 months to make the same as men did in 2016, just 12 months.

 

Women have been fighting for equal rights for a long time, but these statistics show that the fight is not over. Unfortunately, the wage gap still exists for many women in the workplace.

The Facts:

  • Women on average lose out on over $400,000 over the course of a 40 year career. 1
  • One in eight women are poor. If they were paid the same as men, poverty would drop from 8.2 to 4.0 percent.2
  • Men are 85% more likely than women to be VPs or C-Suite Executives by mid-career. 3
  • There are four states (Alaska, Delaware, Michigan and Washington) in which the most relatively common job for men has a median income of over $100,000. There are no states in which the most relatively common job for women exceeds $77,000.4

 

While the problem often seems overwhelming, there are companies who are taking a stand.

The Problem-Solvers:

  • PricewaterhouseCoopers, a tax and financial services firm, went public with their gender pay gap. After all, admission is the first step to recovery.5
  • In 2015, Salesforce performed a comprehensive analysis of 17,000 employees that led to salary adjustments for 6 percent of their workforce. The result? A 33 percent increase in the number of women who were promoted that year.6
  • More women, like Jennifer Lawrence and Emma Watson, are taking a stand and demanding raises.7

 

It won’t be an easy battle. For women, it starts with doing your research and fighting for what you deserve. But men aren’t exempt. There are plenty of ways to get involved and be a catalyst for changing the way we view compensation in the workplace.  One step at a time, we are excited to see people taking a stand and making leaps towards closing the gender wage gap.

 

March Madness Doesn’t Have to Kill Productivity

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?

march madness doesn't have to kill productivity

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.

Happy International Women’s Day!

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

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

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

H&M

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

Southwest Airlines

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

Snapchat

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

Spotify

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

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

Welcome to the Workforce, Generation Z

generation z

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.

Wellness Initiatives for Every Company

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

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

wellness initiatives

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

wellness initiatives

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

2017 hr trends watch

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

employee engagement during holidays

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!