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The Secret To-Do List Hack To Send Your Productivity Soaring

Katie Williamson January 16, 2019

If your office is anything like ours, then your January is off to a strong start, as well as a busy one! The first month of the year can be a strenuous one for any HR professional – your to-do list is filling faster than you can cross things off. So here are our secrets to productivity you need to adopt if you want to make your January the most productive month yet!

The key to your productivity is saying NO.

It might sound strange, but saying no will actually boost your productivity levels, especially when you need it most.

Why you need to say no

It’s natural to say yes to things. You want to be a committed employee with a reputation for helping out fellow colleagues when they’re feeling swamped, or when they want your expert input. But all those yeses will start to add up and put so much pressure on yourself and your list of to do’s that you find yourself unable to accomplish the important things. Instead, focus on time management and prioritization.

How to start saying no

The people pleaser in you is probably feeling a little stressed just thinking about it. But we’re not telling you to exclusively say no, or to do so in a rude or offensive manner. We’re simply reminding you that your time and energy are precious resources, and you should use them wisely. Ask yourself these two questions next time someone asks you to do something for them.

1. Do I have the time?

Is your schedule full of meetings? Planner full of to-dos? Keep in mind, there are only so many hours in a day, and so many days in a week. Filling each and every one of them is neither healthy nor conducive to your productivity. Take a step back and decide whether you have the time for this task.

2. Is it a priority?

Prioritization is one of the most important things to remember when you’re trying to be your most productive. It’s natural to put an easy task on your to-do list, especially since you get the satisfaction of quickly crossing it off – we’re talking simple things like making an appointment or sending an email. But in reality, those small tasks steal away your focus from the larger tasks at hand, and you end up losing time and effort in completing them. Set aside a specific time of day to handle them instead of letting them draw focus and attention from more important tasks.

Saying no to a fellow coworker is hard, and it might not feel natural or comfortable, especially in the beginning. But your time and energy are just as important as those who are asking for your help. Trust us – your productivity will thank you!

Why Managing Isn’t Necessarily Leading

Courtney Shipshock January 8, 2019

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

These are the five ways managers are different than leaders:

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

1. Vision

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

2. Humility

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

3. Trust

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

4. Confidence

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

5. Perspective

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

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

The One Thing HR Leaders Do Every Day

Katie Williamson November 1, 2018

You might be in the middle of Open Enrollment Season. You could also be working on some new initiatives for 2019. Maybe you’re ramping up for annual performance reviews. We get it. As HR professionals, you are busy.

 

In the midst of the chaos and day-to-day tasks that inevitably take over, it can be easy to lose sight of what’s truly important. That’s why we’re taking a time-out to discuss the one thing great HR leaders do every day, no matter what might come their way.

The one thing great HR leaders do every day is build relationships.

You’re in the business of humans, which means building deep, authentic relationships should be at the very core of what you do. According to Jim Mitchell, an executive coach, “Most leaders have been so busy building empires, they forgot to build relationships. Most think their job is to fix everything that is presented to them as a conundrum. But that’s not the job.” Beyond hiring and developing talent, improving retention, and creating strategies for engagement, there exists a very real need for true connections in the workplace.

Here are a few ways we can foster these relationships in practical ways:

Go beyond the surface.

Think about your relationships at work for a minute. Do they look and feel similar to your interactions at the grocery store or the gym? What do you know about your colleagues beyond what their calendar says? It’s easy to think that, as HR representatives, we should keep a safe distance from our colleagues. However, there is a healthy way to engage and interact with the people around us to improve employee engagement. In fact, in SHRM’s 2016 Employee Job Satisfaction and Engagement Report 77% of engaged employees said their relationships with coworkers was a top priority for them. Don’t be afraid to participate in non-work chatter and learn a little about the people around you. It can mean more than you know.

Listen.

How often do you utter the phrase “how are you?” without actually listening to the answer? Better yet, what about the non-verbal cues your colleague expresses? Do they actually seem “fine”, or is there looming anxiety beneath the surface? One of the best ways to engage in authentic relationships at work is to listen well. Listen to understand. Listen with purpose and intention. Listen with compassion and curiosity. You’ll be amazed at what you’ve missed in the past.

Be vulnerable.

While much of fostering great relationships involves paying attention to the other person, it is also important that we live by example. Practice vulnerability by being open with those around you. When someone asks how your day is going, don’t be afraid to tell them the truth. Obviously, as leaders, we have the responsibility to maintain positivity so we aren’t giving you permission to unload all your complaints. However, there is a way to be vulnerable, honest, and transparent that creates a safe space for your employees to share. Tell them how your project is going and what challenges you’re facing. You may appreciate the sounding board and they’ll start to view you as a little more human.

Recognize their achievements.

If you think about your relationships outside of the workplace, we know the value of saying “thank you” when your friends bring over a gift or when your spouse makes dinner. So why is it that inside the workplace, we view recognition as an after-thought? As you seek to foster meaningful relationships, we cannot leave out this key component for great relationships. While it all starts by listening and paying attention to your employees and colleagues, you should also remember to recognize their efforts. Just because they’re taking home a paycheck doesn’t mean they don’t need to hear a thank you every once in a while.

As you’re making your to-do list or wrapping up a project, remember that being an HR professional is not possible without also being human. Engage with the people around you and work to build better relationships this week.

6 Everyday Employee Engagement Tips

Katie Williamson September 5, 2018

Today’s world of HR focuses a lot of time, effort and money on fancy employee engagement systems. While obviously it’s important to develop a clear strategy and invest in your employees, there are also simple ways to focus on employee engagement right now.

Here are six everyday employee engagement tips:

Revise Your Onboarding Strategy

Employee engagement starts on day one. Maybe you work in a small company (like PerkSpot!) that doesn’t have a full-blown onboarding program for new hires. For many employees, stepping foot into a new office can feel like stepping out of a plane into a foreign country. Be sure to include them in team activities, cross-departmental meetings, and explain any concepts that may be unique to your business or brand. This will ensure they feel included and as a result, engaged!

Listen and Respond

This is a complete no-brainer, but so many times we go through the motions without stopping to take a moment to listen to our employees. Think about the last time you had a one-on-one with one of your employees. If it’s been over two weeks, it’s time to schedule another. In today’s fast-paced world, it’s super important to keep up with your employees. Whether it’s a five-minute check-in or an hour-long chat at the nearby coffee shop, take time this week to learn how you can serve them a little better.

Talk About Something Other Than Work

As managers or HR officials, it’s often difficult to engage with employees on a more personal level, but when it comes to employee engagement, this might be the missing key. We aren’t telling you to spill your deepest, darkest secrets to your employees, but maybe take a moment this week to ask them about that movie they saw recently or that restaurant they just visited. Spend time getting to know them. You may find yourself understanding more about their work habits as a result and they’ll appreciate your interest.

Recognize Their Efforts

Again, a complete no-brainer when it comes to employee engagement, but why is it that only a third of U.S. employees say they’ve received recognition in the past week? It’s easy to forget to say “thank you” or “job well done”, but it’s so important. Consider ways to recognize your top performers this week and show your appreciation.

With PerkSpot, we make it easy to acknowledge employees with real-time recognition and rewards.

Be Transparent

Do you sit on a board that receives inside information? Are you part of the C-Suite? If you’re privy to info that the rest of the company might not know, consider opportunities to share these insights with your employees. Obviously, some information is sensitive and can’t be shared, but where there are opportunities to be transparent, make sure you are taking advantage. Share different challenges leadership is facing or exciting new directions where the company is looking to grow.

Evaluate Responsibilities

One of the quickest ways for employees to get burnt out or bored is to fill their lives with checklists, not responsibilities. In the chaos of work, it’s easy to get lost in millions of to-dos, without taking time to be strategic. Consider ways your employees can step up and own projects, not just simple tasks. Give them ownership and responsibility and find ways to push them to grow. This will ensure they stay engaged and motivated throughout their career.

What are some ways you’ve found to keep your employees engaged every day?

Shocking Statistics: The State of the Workplace in 2018

Katie Williamson August 29, 2018

2018 has proven to be an exciting year for employee engagement. As we ramp up our efforts to engage and retain more of our workforce, how are we doing?

Here are a few shocking statistics we think you should know about the state of the workplace in 2018 and a number of ways to combat them:

The Shocking Stat:

80% of workers feel stressed on the job.

The Solution: Implement Professional Development Opportunities

While it may seem counterintuitive to add more to an employee’s plate, 48% of employees say that investing in professional development is one of the highest-impact strategies to combating stress that their company can do. Providing opportunities for employees to learn and grow and investing in them as individuals can do wonders for their overall well-being.

Think this seems obvious? Maybe it is, but only 30% of employees say they have someone who encourages their development at work which could be a reason why we’re seeing 80% of the population pulling out their hair.

If you want to do more to encourage professional development at work, start here.

The Shocking Stat:

Of the 5 billion people on the planet, only 1.4 billion have a good job, and just 16% of those are engaged.

The Solution: Offer Competitive Benefits and Perks

Start by considering what makes a good job in the first place. According to 21% of Millennials, a good work environment is defined as one that offers incentives and perks.  Are your benefits competitive? Do your employees constantly stress about their physical or financial health?

Find ways to ease the burden by offering competitive benefits plans and/or a perks program to help employees stretch their paycheck.

The Shocking Stat:

89% of bosses believe employees quit for more money. The truth? Only 12% of employees actually leave for more money.

The Solution: Empower Leadership

If it’s not salary, what is the problem? Studies show that 75% of employees leave their job because of their boss. This could be because 58% of managers today have not received any form of management training.

Professional development should not be limited to lower level employees. Make sure you’re empowering your management teams to lead well. This means focusing on transparency and mentorship among your leaders and again, creating those opportunities for them to learn and grow as well.

The Shocking Stat:

12% of businesses are happy with their current level of employee engagement.

The Solution: Recognize, Reward, Retain

Although 90% of leaders think an engagement strategy would help, less than 25% actually have one. How can we expect to improve employee engagement without setting a real strategy in place?

One of the biggest ways to impact employee satisfaction and retention is with a simple “job well done”. It’s easy to forget to recognize employees’ achievements, but doing so can make or break employee happiness. In fact, 47% of employees say they would like to receive rewards spontaneously.

Creating strategies to reward and recognize employees, like PerkSpot’s recognition program, means making a difference for your employees and your business.

Want to find more solutions for your employee engagement strategies? Chat with us today about how PerkSpot could change the state of your workforce.

What It Takes to Be A Great Leader

Katie Williamson April 9, 2018

We are fortunate to have an amazing team here at PerkSpot. But, it’s not by accident. A great teams needs a great leader, and our executive team is no exception.

We decided to pick their brains to discover all the traits they think make up a great leader. Here’s what they had to say.

“Being a great leader means knowing that your own growth never stops and that you can learn just as much from your team as what you can teach them.”

Humility

What better place to start when discussing leadership than with humility? We’re not talking about the self-deprecating type of humility that never acknowledges accomplishments or speaks up. True humility, however, pushes your team to be the best they can be for the sake of the team and the business, not for selfish gain.

Leaders who exemplify this quality…

  • Aren’t afraid to get their hands dirty. There is no work too big or too small for them.
  • Acknowledge your value. “When I talk to a manager, I get the feeling that they are important. When I talk to a leader, I get the feeling that I am important.”
  • Acknowledge their mistakes. Nothing is more frustrating than having a boss who shifts blame and refuses to take responsibility for their errors. True leaders use their mistakes as opportunities to learn and grow, sharing these mistakes with their team as teachable moments for everyone involved.

“Great leaders always point the way to something bigger than ourselves.”

Vision

As CEO, it’s not surprising that Jace would focus on casting vision, arguably the most important thing a CEO can do! As the leader of PerkSpot, it’s of the utmost importance that Jace uses his leadership to lead us towards bigger and better goals, without getting caught up in the muck.

Here’s how great leaders cast vision:

  • They make the vision relevant. Take a moment to think about your team and the problems their facing. How does this vision or goal help them to solve problems and reach this goal? Make it relevant to their day-to-day.
  • They make the vision actionable. A great vision is nothing without a great plan to push it along. Vision-casting isn’t just a head-in-the-clouds, aspirational story. Great leaders know how to cast vision, while making it actionable for their teams by laying out a clear plan for getting there.
  • They make the vision personal. When dealing with a change or working toward a goal, most people will be thinking “what’s in it for me?”. Great leaders know how to address that question for each member of their team, dealing with the emotions they may be experiencing and answering doubts or fears that may arise.

“A great leader is similar to a great football coach- Surround yourself with quality players, develop the best game plan possible with their input, and most importantly enable your team to have the confidence and skills to achieve their goals.”

Team Players

As head of our sales team, it’s not surprising that Taylor would use a competitive analogy. Taylor knows that in order to get ahead and be successful, he needs each and every part of his team to work effectively. They share a common goal and work together to accomplish it.

So why is it important for leaders to be team players?

  • No man is an island. Going back to our first point, humility is of the utmost importance. Being a team player means that you’re working towards something together, not just individually. If you only focus on what your two hands can accomplish, that’s as far as you’ll ever get.
  • Each voice needs to be heard. Taylor mentioned building a game plan with everyone’s input. Building a great team means making decisions together. This breeds trust as you move forward toward achieving your goals.
  • Every member has their role. No team is made up of the same type of player. You have many personalities and responsibilities. While you may not treat each team member exactly the same, you should treat them all with the same respect. A team player, or better yet, a great coach, will do just that.

“A great leader should be a few things: A good listener, an effective communicator, and an awesome motivator. If you do those things well, the rest will fall into place.”

Mentorship

Justin listed three great qualities that can all be summed up in one word: Mentorship. Mentorship is a popular trend among many great leaders: Steve Jobs had Bill Campbell, Mark Zuckerberg had Steve Jobs, and Bill Gates was mentored by Warren Buffet.

Great mentors, and in turn, great leaders, follow these trends:

  • They listen well. Too often leaders treat their one-on-ones as an item on their to-do list versus a chance to deepen their relationship with their employees. Great mentors put the relationship first, asking great questions and even more importantly, listening to the answers!
  • They speak honestly. Great mentors are honest, not just with criticisms, but with praises as well. As Justin mentioned, they know how to communicate effectively to produce strong results from their employees.
  • They push harder. Motivating others is the most contagious quality of a great mentor and leader. Mentors push others to be the best version of themselves, beyond just company goals and metrics. They focus on character and quality of work.

What Gen Z Wants

contributer 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.

HR’s Response to #MeToo

Katie Williamson October 25, 2017

In light of the recent Harvey Weinstein allegations, you may have noticed your social feeds filling up with #metoo. This hashtag movement is raising awareness of sexual harassment, and as usual, we’re left asking the question… what does this mean for HR? What is HR’s response to #MeToo?

HR's response to #metoo

It may not shock us to hear experiences of sexual harassment or abuse in Hollywood. However, if you saw #metoo appearing on your social network, it may have come as a surprise how prevalent sexual harassment is among our social circles and our workplaces.

Sexual harassment is not new to the workforce, nor is HR ignorant to its existence. However, just like any other workplace issue, the fight is continuous and constantly changing.

If you’re a human resources professional, here are a few questions you should be asking yourself about sexual harassment, and some hard truths we found based on a 2016 report from the U.S. Equal Employment Opportunity Commission.

How can we create an environment of trust, versus fear, in our workforces so our employees feel free, and safe, to come forward when facing harassment?

Hard Truth: A 2003 study reported 75% of employees who spoke out against workplace mistreatment faced some form of retaliation.

 

How can we redefine what sexual harassment means in 2017 and ensure our employees know their rights?

Hard Truth: One in four women (25%) reported experiencing “sexual harassment” in the workplace when the term was not defined. Whereas, when “sexual harassment” included example scenarios, the rate rose to 50%, and when defined as “unwanted sexual attention or sexual coercion” along with examples, the rate rose to 75%.

 

How can we educate employees on company policies and procedures in response to sexual harassment?

Hard Truth: 90% of workers who have experienced harassment never formally reported it.

 

How can we not just perform preventative measures, but instead foster a culture of respect and civility among employees?

Hard Truth: Both male and female employees who observed hostility directed toward their female coworkers, not even dealing with the harassment directly, were more likely to experience lower psychological well-being.

 
The workplace is ever-evolving and our policies and preventions for Sexual Harassment need to keep up. It’s vital to the life of our businesses, to the bottom line, and to our employees’ well-being.

How to Be Assertive (for Introverts)

Katie Williamson October 18, 2017

There are occasional advantages to being more outgoing at work. And while this post doesn’t assume that all extroverts are assertive and all introverts are not, it’s safe to say assertiveness does not often come natural to those of us who tend to keep to ourselves. In fact, research shows that 4 out of 5 introverts believe that having more extroverted traits would help them advance in the workplace.

assertiveness for introverts

Introverts, there is hope for you yet. It’s very possible to stay true to yourself and still assert yourself in the workplace. Here are a few pointers.

1. Listen and prepare.

One super strength of introverts is that they are more likely to listen first, then speak. Take advantage of this strength and prepare for your next meeting or project. Nothing will help your confidence levels like a well-researched plan, so take time (alone! yay!) to think through possible questions that might come up and rehearse your responses.

2. Be mindful.

Have to give a presentation but feel like puking? Take a moment to center yourself and release any doubts that are passing through your mind. Or, do a power pose in front of the mirror before you step into the conference room. Yes, we’re being completely serious. This can boost your confidence levels and give you a rush of adrenaline that you might need to conquer your next task or difficult conversation.

3. Explain your needs.

Whether you’re communicating with a coworker or your boss, learning to explain your needs can seriously impact the efficiency of your communication. Don’t expect them to read your mind. Clearly communicate which needs are not being met and how they can fulfill them. If you’re struggling to get to this step, make a list and think through possible scenarios before you meet with the person. Again, preparation is the key to confidence.

4. Use a communication method that works for you.

Some of us need to look the person in the eye when we’re dealing with a conflict. Others of us would prefer the written word. Whatever your style, just make sure you’re communicating clearly and appropriately. If you’re upset, write it out and wait before you hit SEND. Come back an hour later and revisit your draft. If you decide to meet in person, give the other party a heads up that you need to talk to them about something important. That will give them time to prepare and they’ll appreciate not being bombarded with a conflict.

5. Ask for advice when you need it.

Enjoying alone time doesn’t mean we should work like we’re on an island. This isn’t good for you or your team. Remember that you have resources all around you to tap into. Don’t be afraid to ask for help when you need it.

For more advice on assertiveness, here’s an awesome read.

The Returnship

Katie Williamson October 11, 2017

Have you seen the movie, “The Intern”? You know the one. Robert DeNiro comes out of retirement to work for a thriving start-up in the fashion industry run by Anne Hathaway. Funny, heart-warming, and inspiring, it’s a film that not only highlights the new “Lean In” culture with corporate feminism at its core, but also focuses on the generational gap that exists between DeNiro and his fellow co-workers. Returning to the workforce after a tech boom caused DeNiro’s character to face many new obstacles he might not have anticipated.

returnship

Don’t worry. We’re not writing a film review here. But “The Intern” got us thinking about this relatively new trend called the “Returnship”.

“Returnship” was a phrase coined by Goldman Sachs in 2008 when they developed an onboarding program specifically designed for people who had taken a break from the workforce, either to raise kids, serve in the military, or just simply, to take a break and reevaluate. Similar to an internship, their purpose in this program was to sharpen skills that they may not realize they need after taking an extended time off and to help these employees land a job, either at their firm or elsewhere.

But Goldman Sachs isn’t the only firm providing this service. In fact, you can find returnships from many other companies such as Deloitte, PwC, Ford, Johnson&Johnson and more!

If you’re thinking about a Returnship or offering the program to your employees, here are a couple of the benefits you can find:

Returnships Provide Tech Training

Technology is constantly changing. Whether you’ve taken 2 years off or 10 years off, chances are you have a few things to catch up on. By participating in a Returnship program, you have an opportunity to sharpen your skills, without neglecting your job responsibilities. Returnships can provide the support and training needed to do the job successfully: a win-win for both employees and employers.

Returnships Provide Equal Opportunity

43% of women take time off to raise families. This fact alone has made it difficult in the past for women to have equal opportunity in the workforce. Returnships are changing that. No matter the reason for taking a break, Returnships provide equal opportunities for men and women to step back into the workforce when they are ready while gaining the necessary skills and growing their network.

Returnships Provide Launching Pads

Many people returning to work may not be 100% sure what type of job they’re looking to fill. For some their previous job may not exist, while others might be considering a career switch. Returnships can be a great launching pad for experimenting with various types of roles and understanding the various nuances and changes of each. After completing a returnship, employees will be better informed and prepared for the role they’re stepping into.

The internet is full of mixed reviews when it comes to returnships. Are you thinking about implementing this program at your company? What are the obstacles you think you’ll face?

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