Five Tips for Onboarding Remote Employees

Max Goldenberg June 28, 2022

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

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

1) Get Incoming Employees Looped In Right Away.

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

2) Give a Warm Welcome.

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

3) Build Strong Online Resources.

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

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

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

5) Integrate Remote Workers into your Culture.

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

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

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?

Building Your Network

Katie Williamson February 1, 2018

If your January was anything like ours, your resolutions might have already gone out the window. But wait. Take a deep breath and start February off on a better foot.

You might have a million goals you’re hoping to accomplish this year, but there is one thing we’re putting at the top of our list. So, if you do nothing else this year, do this.

Network, Network, Network

Too often our goals revolve around being more productive, finishing a project, or asking for a promotion or raise. While all great things to reach for, there is one thing that can set your career off on the right foot like nothing else can – meeting new people. More importantly, meeting the right people. In fact, 80% of professionals, according to a LinkedIn survey, said that networking is important to career success and another 70% were hired at a company due to their connections.

Whether you’re hoping to move up the ladder or find a new position elsewhere, here are five ways to conquer networking this year:

1. Get over yourself.

Yes, networking is awkward. Yes, you’re going to be tired and not want to put on your happy face. But chances are you’ll never regret bumping elbows and learning something new. Some people struggle with the idea that they’re inconveniencing someone, but remember that most people are GLAD to help and will be flattered at your outreach (if you do it the right way – here are a few tips).

2. Be genuine.

Don’t just go into every conversation thinking about what you can get out of it. Remember that these are real people and engage them just like you would at any other social event. Be personable and authentic, asking them questions and… LISTEN. Absorb what they’re saying and repeat it back to them. Plus, if you do it right, you might even make a new friend along the way.

3. Follow up.

This is key to making the most out of every connection. Send a follow-up email. If they were interested in an article you referenced, send them the link! Or maybe they told you about a friend who was struggling with something similar at work… ask them to connect you! If they were helpful in person, they should be more than happy to follow through, so don’t be afraid to ask. And of course, don’t be afraid to help either. Find ways to thank them for their time or assist them in something you may have discussed over coffee or a drink.

What are your favorite tips for networking? We’d love to hear from you!

Holiday Office Guide: Party Etiquette

Katie Williamson November 30, 2017

Oh, the holiday party. Everyone’s favorite time to make HR cringe.

It’s week two of the Holiday Office Guide and we’re discussing answers to your favorite holiday party questions.

Do I have to go?

First of all, yes, it’s completely legal for companies to require you to attend an event outside of office hours, so if your holiday party is mandatory, it’s time to put on your party pants.
For you optional attendees, it’s not required but definitely encouraged as a way to network and boost company morale.
Dreading it? Here are some tips for surviving.

Should I bring a date to the holiday party?

If you’re given a plus one and you want to bring a date, go for it. Bringing someone is a great way for your co-workers to learn more about you and for your significant other to learn more about your work. Just be prepared to ask questions about your date after the party as people will likely assume you’re serious. Although, you reserve the right to keep the answers to yourself.

Do I have to show up on time?

This completely depends on the event, but anything past 30 minutes is probably not a good idea. This isn’t your brother’s frat party. It’s still a work event and you’re still expected to be there on time.

What should I wear?

Again, depends on the event. Pay attention to the dress code and make sure you stick to it. Cocktail party? Keep it classy and steer away from anything too revealing and consider leaving the jeans at home. At PerkSpot, bowling has been a tradition in years past, so casual tends to be the way to go. But of course, casual doesn’t mean a license to wear your sweats. Keep it appropriate for the workplace, and don’t forget your socks!

Leave us a comment with your favorite holiday party stories or questions!

Holiday Office Guide: Vacation Requests

Katie Williamson November 16, 2017

It’s time to deck the halls and prep for those holiday questions that often leave us stumped. From gift exchanges, party etiquette, and PTO, the holidays are full of HR conundrums that leave us wondering, “What Do I Do?!”

Over the next few weeks, we’ll discuss the most common questions surrounding the holidays and how HR can address these issues without (hopefully) stepping on any toes.

Handling Vacation Requests

How should I handle holiday requests? Should we base it on seniority or first come, first served?

The holidays are an emotional time and this especially gets tricky when it comes to the coveted week off between Christmas and New Year’s. When planning for holiday vacations, there are a few different ways you can address this.

Communicate, communicate, communicate. The most important thing to do when it comes to holidays or PTO is to communicate with plenty of notice. Let people know in advance when they are expected to be in office so they can plan accordingly. Setting expectations are the first step to ensuring everyone is on the same page.
Ask employees to submit their PTO preferences, including first and second choices. This is a great way to eliminate all or nothing situations when you need to make tough decisions about who stays in the office.
Be a human. As frustrating as this time is, remember: your employees are still real people who probably look forward to this time all year long. Be compassionate, empathetic and understanding when denying requests for PTO and ensure them that you’ve done your best to accommodate them.
Bring the holidays to the office. If people are forced to work during this time, make it as enjoyable as possible. Shut down early if you can or allow them to work remotely. When you’re stuck in the office, have someone order snacks, lunch or holiday treats to show your appreciation. A little bit goes a long way.

Are you dealing with a PTO crises? Tell us your stories in the comments!

Why Your Coffee Addiction is Your Healthiest Habit (Or, How to Drink Caffeine Like a Scientist)

Courtney Shipshock October 1, 2017

We love coffee, so we decided to offer you a little wisdom about this surprisingly healthful beverage. Coffee actually boasts a longer and more diverse list of health benefits than most superfoods, which is great news for the 54% of Americans adults who consume at least one cup a day. Below you will find a rundown of the not-so-obvious ways that coffee is good — one might even say great — for your health.

Below that are some additional tips for the best way to imbibe your caffeine, no matter your preferred source beverage (we didn’t forget you, tea and soda drinkers of the world!). It turns out that a bunch of the ways we normally consume caffeine (e.g. first thing in the morning) are actually the scientifically worst ways to do so, minimizing its effectiveness and increasing the likelihood that you’ll become a bona fide caffeine addict.

We’re the discount specialists here, so it’s important to us that you are getting the biggest bang for your caffeine buck.

I. Coffee is the Workplace Super-Beverage

All the Antioxidants.

“Nothing else comes close” to providing as many antioxidants in the American diet. In terms of antioxidants per serving, coffee “easily outranks” other popular sources like tea, chocolate, and cranberries. Coffee beans are particularly rich in disease-combatting quinines, which actually become more potent after roasting — dark roast fans rejoice!

Technically: Dates trump coffee for antioxidants per serving, but we thought it’d be easier to write a piece about why that drink you love is really awesome, rather than try to convince you to start eating dates on the daily.

Stress-Free Scent.

The simple aroma of coffee is shown to reduce stress stemming from sleep deprivation. An international group of scientists linked exposure to the scent off coffee with the boosted expression of genes and brain proteins that protect nerve cells from stress-related damage. This is a big one considering that 84% of Americans report under sleeping at least once a week.

Best for Your Brain.

People who consume 3-5 cups of coffee a day in adulthood are observed with a 65% decreased risk of developing dementia or Alzheimer’s disease. Coffee may decrease risk of Parkinson’s disease, and now this recent study finds that 2-4 cups of coffee a day can reduce movement-related symptoms in Parkinson’s patients.

Tea drinkers: There is some scientific evidence to suggest that tea has similarly favorable effects against cognitive decline, but the results are less consistent and less pronounced.

Your Liver Loves It.

A 22-year longitudinal study found that the risk of developing alcoholic liver cirrhosis decreased by 22% with each cup of coffee subjects drank per day. 1-4 daily cups of coffee are also demonstrated — although with less pronounced results — to help prevent other types of cirrhosis and non-alcoholic fatty liver disease (NAFLD).

10% Happier.

Coffee fanatics (think 4 cups a day) are 10% less likely to be depressed than those who don’t drink coffee. This finding holds true for both caffeinated and decaffeinated coffee. Other studies suggest similar mood boosting effects for a more moderate 2-3 cups.

Take note: Sugary beverages — particularly soft drinks — have a higher risk of depression. For the best coffee-induced mood boost, we recommend drinking it unsweetened. (Your cavity-free teeth will be happier too!)

II. Don’t Drink Your Caffeine Like A Rookie

Cortisol Control.

If you’re like most of us, you probably have your first (or second or third) caffeinated beverage within an hour of waking up. This is basically the worst possible time to drink your caffeine. Our bodies run on a 24-hour hormonal cycle called the circadian clock. In the morning, our bodies to naturally release cortisol, a hormone that makes us feel alert and awake. If you typically wake up between 6am and 8am, peak cortisol production lasts until about 9am.

Don’t drink caffeine during peak cortisol production.

Cortisol not only reduces the effects of caffeine, but also spurs your body to build up a caffeine tolerance. The more often you consume caffeine during peak cortisol production, the more likely you are to become dependent on caffeine just to feel awake. So when should you drink it? Science says between 9:30am – 11am and 1:30pm – 5pm.

Slow and Steady.

Research suggests that small, frequent doses are the most effective way to consume caffeine. Caffeine peaks in the body between 30 and 60 minutes after consumption. Harvard Medical School researchers found that an hourly dose of 25-100mg with a daily maximum intake of 400mg is the optimal method for maximizing caffeine’s stimulant effects without experiencing the dreaded 3pm crash. (For reference: one cup of coffee typically contains about 100mg of caffeine.)

Learn more and test your knowledge with this Caffeine Quiz.

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.

Change Management Tips for Human Resources Professionals

Katie Williamson October 27, 2016

One of the greatest challenges for leadership today is keeping up with the rapid changes in their industry. As communication tools and cultural norms begin to morph, it can be difficult for leaders not only to keep up with the necessary changes, but to implement them in a way that is healthy for the company.

When we approach change in our organizations, there are three guiding principles we should follow.

Clarity

There’s nothing worse than being faced with a big decision or new change and not understanding why it’s happening. Getting employees involved in the decision is key to ensuring its success. In fact, Torben Rick, an operational and change management expert, says the key to implementing change in a successful way is to tell a compelling story. Rick states “before leaders can get buy-in, people need to feel the problem. People aren’t going to consider anything until they are convinced there is a problem that truly needs to be addressed.” Provide clarity on what problem this new change is solving and offer insights into any other possible solutions you may have explored before landing on this one. You may find that employees not only support your decision, but become change agents themselves.

Transparency

This goes hand in hand with clarity, but it’s also important that you don’t just talk about the benefits this new change will bring, but also the challenges. The sad truth is that 70% of all change initiatives fail. As a leader, explain why this risk will ultimately bring rewards. As a basic guide, your conversation around changes should include answers to the following questions:

Why is this change necessary?
What actually is going to change and how does this affect each of us?
When will we introduce and implement this change?
How do we communicate this change?
What will determine that this has been successful?
What challenges will this change bring?
How can we motivate and support people during this change?

Beyond these questions, offer to address any specific concerns employees may have, and follow through on that promise. Transparency offers the opportunity to shape the conversation into a more positive and exciting tone that could otherwise be one of confusion or fear.

Humility

Someone once said “Humility is not thinking less of yourself, but thinking of yourself less”. We don’t often pair humility with great leadership, but we should! Understated, but incredible valuable, humility is a quality that every leader should possess. Humility drives leaders to think about how others might be feeling in a certain situation and empathize with their concerns. This is especially important when dealing with new information or even a shift in the organization. However big or small the change might be, by practicing empathy, we can ensure our employees feel heard and understood. In fact, what they’re trying to tell you may surprise you.

Have you dealt with a large change in your organization? What are the hurdles you overcame? Share your advice in the comments!

Leadership Beyond the Office

Katie Williamson September 29, 2016

When you think about leaders who inspire you, chances are you aren’t thinking about their job title or their corner office. You think about the inspiring words they spoke when you needed to hear it, the efforts they took to make a change, and the lives they impacted.

I recently spoke with the Director of Human Resources for a start-up located here in Chicago. She shared insights into what makes their office culture truly unique and hands-down it was the leadership. In fact, part of their on-boarding process for new employees includes a goal-setting session with the CEO. While this might not seem out of the ordinary, the goals are not strictly professional. With a strong financial background, the CEO helps each employee set savings goals such as taking a vacation with their family or paying off student loans. With a high percentage of part-time employees, many do not have the ability to hire a financial planner and chances are, have never received financial advice from an expert. By understanding their needs and using her skills, their CEO helps employees achieve things they never thought possible.

From the human resources department to the CEO to the marketing managers, every leader in an organization is tasked with an overwhelming responsibility to make a difference in their employees’ lives. So while not all of us can become financial advisors, there are plenty of ways we can lead well no matter your job title or area of expertise.

Learn.

Leadership and learning are indispensable to each other.
– John F. Kennedy

True leaders never stop learning. It’s easy to be mediocre, only absorbing information as we need it, but great leaders know that “knowledge is power”. With humble attitudes, they are proactive in seeking out advice and expertise. It can also be said that great leaders should push their employees to seek out knowledge as well. By offering a continuing education program or professional development courses, you and your employees can learn more, together. In fact, many companies offer a “Lunch and Learn” each month where employees get together to learn something new over a meal. They bring experts on everything from financial advice to html coding to business skills. Leading means learning, and pushing others to do the same.

Listen.

When people talk, listen completely.
– Ernest Hemingway

One of the most obvious ways we can lead people well is by listening well. It’s easy to assume as leaders that we know best, but every person has a unique story and perspective. By taking time to first understand and get to know their personalities, their struggles and their strengths, we can push them to be the best version of themselves. Leadership expert, David Marquet, describes listening as using “not only your ears, but your eyes and heart as well.”

Lead the Change.

A genuine leader is not a searcher for consensus but a molder of consensus.
– Martin Luther King Jr.

We have unlimited vacation days at PerkSpot. I know what you’re thinking, “But do people actually use them?”. The answer is yes and the reason is our leadership. While many offices claim to have great employee perks, what makes the difference at our company is that our executive team lives out these values. We take vacation days because the leaders do, we participate in charity because our leaders volunteer, and we congratulate each other on successes because our leaders model this behavior. It’s nothing new and nothing crazy, but having leaders pave the way makes all the difference.

Let Go.

The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.
– Ronald Reagan

Great leaders are the ones who are okay with relinquishing control. While many feel that giving up control is a sign of weakness, it actually is a great testament to the strength of your leadership. “Control is about power – not leadership. Surrender allows a leader to get out of their own way and focus on adding value to those whom they serve.” Again, humility is key to being a successful leader. By focusing more on who your employees can be and what they can accomplish and less on making a name for yourself, your team will grow to respect you and your authority.

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Is Your Office a Foreign Country? (Tips for Onboarding New Hires)

Katie Williamson August 4, 2016

Imagine stepping off the plane into a foreign country. The sights and sounds are unfamiliar: words written in a language you can’t decipher, people pushing past you spouting off strange colloquialism, and you may even find yourself surrounded by sideways glances and awkward stares.

Well, for many new employees, they carry these exact sentiments around with them their first week at work. As you seek to onboard new employees, keep in mind that they are outsiders fighting their way into this seemingly unknown territory.

Here are a few ways to make the transition a little easier for your new hires:

Make an Announcement

Don’t leave it all up to your new employee to make friends. Make an announcement on their first day. Maybe link to their LinkedIn profile and explain who they are, the position they are filling, and a little background information. It will provide a great jumping off point and give your current employees a reason to stop by and say hello.

Be Careful of Office Jargon

Listen, here at PerkSpot, we are just as guilty as the next guy at throwing around office slang. From perxicons to perkalerts, half of what we say needs to be filtered through some sort of strange decoder. But, when it comes to new hires, be sensitive to the fact that they are wrapping their head around a new product, business and environment. There is a lot to learn and part of that means learning a new language. Make sure to explain unfamiliar terms and steer clear of words that could be described in another way. Oh, and maybe just remove these from your vocabulary altogether.

Have Fun

My first day at PerkSpot was seamless thanks to some friendly coworkers taking me out to lunch. There is a delicate balance between making new employees the center of attention but also ensuring they are welcomed and included. Casual lunches or happy hours are a great way to get to know them in a low pressure environment. Plus, if you’re anything like our friends over at Southwest Airlines, having fun should already be a part of your company culture, so really you’re just inviting them to be a part of it!

Don’t forget, employee engagement starts from day one. Use these tools and more to make sure everyone has an A+ experience.

And if you really want to make them feel at home, check out our perks program. You can thank us later.