Katie Williamson, Author at PerkSpot

Pre-Boarding: Onboarding Before Day One

Katie Williamson February 27, 2019

A recent report showed that 22% of employee turnover happens within the first 45 days of employment. Perhaps they misunderstood what the job entailed. Maybe the culture just wasn’t the right fit. Either way, we know that these first few days are critical for employee retention.

In fact, we could argue that this starts before they even step foot in the office. Our first day in a new office is a lot like the first day of school. You feel awkward, you aren’t sure who to eat lunch with, and you just kind of fumble through the day trying to warm up to this strange environment.

So what’s the answer to this phenomenon? Pre-boarding.

Pre-boarding refers to the time period before your new hire starts but after they’ve accepted the offer. Think about the anticipation and excitement when you sign your offer letter: you are pumped about this new opportunity, but you might not have any idea what to expect. While it may only be a week or two, making the most of this the before day one can make all the difference.

Here are a few ways to make “pre-boarding” a part of your onboarding process:

• Send a letter from your team.
• Give them company swag.
• Answer any FAQs.
• Let them know who to reach out to if they have any questions.
• Prep a new hire document.

Send a letter from your team.

Whether it’s an email or a hand-written note, sending over a quick note of excitement before your new hire starts can be a breath of fresh air for your new employee. We love what career experts at the Muse say about this: “The best thing a boss can do between the moment an offer’s accepted and a new hire’s start date, then, is to ensure their new direct report knows this: ‘You’re the one we want on the team and we’re really happy about it.’”

Give them company swag.

We all know the power of employer branding, and this extends to your ~~onboarding~~ pre-boarding process. As your new hire shares their excitement about their new role with friends and family, give them some swag to show off your company brand. This is the peak time to get them excited about being a part of your business. Who knows? Maybe they’ll even share their excitement on social media and bring in other potential candidates or clients!

Answer any FAQs.

This should be a given for any onboarding process but it’s worth reiterating. Make sure you’re providing answers to all the questions they might have about their first day or week. Will they need a key card to get into the building? Do they need to ask for someone at the reception desk? Should they bring their lunch, or will you take them out? These small questions make a big difference in easing their first day anxieties.

Provide a point of contact for other questions.

Maybe it’s an onboarding contact or their manager, but make sure your new hire knows exactly who to reach out to if they have questions prior to their first day. But don’t just do lip service – be available! Check your email the night before their first day in case anything last minute comes up. Better yet, be proactive and send another note a few days before to make sure they’re prepared.

Prepare a new hire document.

This is up to you to share beforehand or on their first day, but you should absolutely prep an onboarding document for your new hire and have it ready for them on day one. It shouldn’t be an exhaustive list of responsibilities or even a detailed agenda. A new hire document gives your new hire a baseline for their role and even some achievable goals for them to achieve in their first 30 days. At PerkSpot we create a “30-60-90 Jumpstart Document” with goals for the first 30, 60, and 90 days. Things can change, so we like to keep this flexible, but it’s a great jumping off point to know what is expected of them.

We could talk at length about the onboarding process because it is such a crucial time for your employees. Make the most of the time before day one with pre-boarding.

Click here to learn more about how to retain and develop high potential employees.

A Fresh Take on Smart Goal Setting for HR Managers

Katie Williamson February 20, 2019

Have you already set your goals for 2019, either personal or corporate? This year we’re taking a fresh look at goal setting for HR Managers and giving some new tips on making the most of your professional development plans.

We’ll discuss:
• What is Goal Setting?
• Why is Goal Setting Important?
• How to Create Meaningful, Effective Goals

What is Goal Setting?

Most people think about goal setting in terms of professional success. What am I hoping to achieve and what kind of results do I want? While these are worthwhile questions, author James Clear offers a fresh perspective. He says you should ask yourself one question before setting your goals: “What kind of pain do I want?”.

Clear goes on to say, “It’s easy to sit around and think what we could do or what we’d like to do. It is an entirely different thing to accept the tradeoffs that come with our goals. Everybody wants a gold medal. Few people want to train like an Olympian.” When determining your goals for the upcoming year or quarter, ask yourself what you’re willing to sacrifice.

Why is Goal Setting Important?

Have you ever decided to find your own way to a location only to realize you didn’t actually know where you were going? You step outside and start confidently walking in one direction, but a few minutes later you’re in unfamiliar territory and you’ve walked five blocks in the wrong direction. These moments are frustrating, not only because you now have to retrace your steps, but because by simply taking the time to map your course first, you could have saved yourself a lot of extra time and effort.

This is why goal setting is so important. Without a clear course mapped out in front of you, you might end up wandering aimlessly and struggle to hit your target. Don’t let arrogance or even prior knowledge influence your decision not to set goals. With proper goal planning, you’re more likely to take the most efficient, effective route.

How to Create Meaningful, Effective Goals

Step One: Goal Selection

Inspirational speaker and author, Seth Godin says “You don’t need more time, you just need to decide.” When we think about our ambitions for the year, we don’t always think about the sacrifices we need to make to get there. Often it’s not about choosing to do more, but choosing to do the right things. Make goal selection the first step in your process. Determine what’s realistic for you to accomplish and what you’ll need to give up in order to get there.

Step Two: Make SMART Goals

Unless you’re living under an HR rock, you’ve probably heard of this before. That’s because setting SMART goals is an essential part of making a successful development plan.
Specific – What do you want to accomplish? Who does this include?
Measurable – What metrics will you use to define success and determine when the goal is complete?
Achievable – Do I have the necessary resources to accomplish this goal? What will I need to give up in order to achieve this? Why is this goal important to you?
Relevant – How does this goal align with my overall success or vision? Why am I setting this goal now?
Timely – What is my deadline and is it realistic?

After answering these questions you should be able to articulate your goal and understand what needs to happen in order to achieve it.

Step Three: Take Baby Steps

If you go on to read James Clear’s advice on goal setting, you’ll find tons of great, actionable methods for achieving goals. One of our favorites is to “Stack Your Goals”.

Research has shown that you are 2x to 3x more likely to stick to your goals if you make a specific plan for when, where, and how you will perform the behavior. For example, in one study scientists asked people to fill out this sentence: “During the next week, I will partake in at least 20 minutes of vigorous exercise on [DAY] at [TIME OF DAY] at/in [PLACE].”

We love this advice because it’s such an easy rule to follow but helps break down goals into actionable, everyday elements.

Step Four: Check Your Attitude

Our last step in the goal-setting process isn’t really a step at all. It’s just a gentle reminder to stay positive! Chances are you will get discouraged on your journey. Try writing out your SMART goals and reasons why you’ve chosen to tackle this particular objective. Put it somewhere visible as a tangible reminder. This will help you stay positive and motivated when the going gets tough.

What goals are you setting for this year? Use these tips to make the most of your goal-setting process, either for yourself or your team.

Should HR Make Friends at Work?

Katie Williamson February 13, 2019

Human Resources and friendship have a complicated relationship. If you come from a more corporate environment, you may be thinking that HR professionals should keep employees at arm’s length. On the other hand, a more informal environment like a tech or start-up company may view HR as just another one of the crew. So, what’s the right choice? Should HR make friends at work… and how?

The answer is… there is no one answer that’s right for everyone. At PerkSpot, one of our core values is “We Value People”. Our culture naturally lends itself to a strong sense of community, so for us, the answer is yes. However, we know this may not work for everyone and that’s ok, too.

If you’re an HR professional thinking about embarking on friendships at work, here are three main things to keep in mind:
• Choose Your Friends Wisely
• Don’t Play Favorites
• Know Your Culture

Make Friends, but Make Them Wisely

HR can absolutely make friends at work, but these may not look like the best friends you’ve had all your life. Work friends generally know a little bit about you, but they aren’t the ones you’d call up when something goes terribly wrong. They may even be more of an acquaintance than an actual friend. However, finding someone who shares similar interests, that makes you laugh, and all-in-all makes work more enjoyable is extremely valuable for all employees, and HR is no exception.

Make Friends, but Treat Everyone the Same

One of the dangers HR can run into when having friends at work is being accused of favoritism or bias. It’s important that even if you “click” with someone at work, you treat others fairly and kindly. You should make each employee feel valued in their own way. It’s only natural to connect with some more than others. However, that should never affect how you interact with them professionally.

Make Friends, but Know Your Culture

Every workplace is different so it’s important to know what’s appropriate for your office. At PerkSpot, we are fairly casual so it would be of no surprise to see our head of HR mingling with a beer during our Friday afternoon cheers. This is appropriate because it’s a part of our culture and helps to create an atmosphere of trust and mutual respect. However, this is unique to PerkSpot and one size definitely does not fit all. Find ways to gain the trust and respect of your coworkers in a way that’s appropriate to your culture.

Do you think HR should make friends at work? We’d love to hear what you think!

Is There a Difference Between Diversity and Inclusion?

Katie Williamson January 23, 2019

….And Do We Really Need Both?

Diversity and inclusion are two of the most popular buzzwords in HR today. But, let’s be honest. How many of us have truly spent the time to break each of these down and what they mean? Do we know the difference between the two? Plus, if they aren’t the same thing, do we really need both?

We’re breaking down Diversity and Inclusion and what these two mean for our businesses

Definition of Diversity and Inclusion
The Difference Between Diversity and Inclusion
Why Diversity Matters
Why Inclusion Matters
The Case for Both Diversity and Inclusion

Defining D&I:

First, let’s get our definitions straight with Merriam-Webster:

Diversity:

The condition of having or being composed of differing elements. Try thinking of diversity outside of human resources. Really, it’s just adding variety to something. You could have a diverse palate by enjoying foods from different cultures, or a diverse wardrobe that contains all the colors of the rainbow.

Inclusion:

The act of including; the state of being included. For inclusion, maybe it’s helpful to think in terms of membership of a group or club. All the members actively decide to include someone on the outside. This is the act of inclusion.

The Difference Between Diversity and Inclusion

There’s a well-known quote by D&I expert, Vernā Myers, that puts it perfectly, ”Diversity is being invited to the party. Inclusion is being asked to dance.”. Diversity is great because it brings more ideas and perspectives to the table. Inclusion complements diversity by embracing those differences and finding ways to make every perspective feel welcomed and every voice heard.

Diversity Matters

Did you know that more CEOs in America are named David than are women? That’s powerful stuff when you think about the impact on these businesses’ bottom line. In “Diversity Matters” by McKinsey, they surveyed 366 businesses in Canada, Latin America, the U.S., and the U.K. to find out the effect of diversity on financial returns. The findings were significant: Companies in the top for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians, and companies in the top for gender diversity are 15 percent more likely to have higher returns.

Making your workplace more diverse isn’t guaranteed to be easy, but it’s definitely worth it.

Inclusion Matters

Diversity isn’t the only initiative producing high returns. In fact, in a study by Deloitte Australia, reported that when employees felt included, companies saw an 80% uptick in business performance. If this isn’t a case for inclusion, we don’t know what is! Employees who experience inclusion are more motivated to work harder, making a huge impact on the business.

You Need Both Diversity and Inclusion

So what good is a party without a little dancing, right? Diversity and inclusion go hand in hand in building a stronger workplace. Bringing in a ton of new perspectives and ideas is the first step. However, if employees don’t feel comfortable voicing these opinions, it’s a moot point. On the other hand, with nothing but a homogenous group, inclusion loses its power. That’s why diversity and inclusion are two sides of the same token. We have to seek out a diverse workplace. Then, we have to work to make each employee feel included and respected.

We’ve come a long way, but we still have a long road ahead of us. What are some ways your business is making a difference for D&I?

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!

5 Statistics You Need to Build a Better Workplace

Katie Williamson December 14, 2018

We’ve been diving into what makes a better workplace. In fact, we even wrote a book about it. But, we get that you’re busy. That’s why we’ve put together our top five statistics you absolutely need to know to build a better workplace in 2019.

80% of Employees are Motivated to Work Harder When They Receive Appreciation

Not only that, but they’re also more motivated to stay at their company. We’re no strangers to recognition and in 2019, you shouldn’t be either. Employees are moving to places where they feel appreciated, and they’re staying there.

By 2025, 75% of the Workforce Will Be Millennials

Tired of hearing about millennials? While this is not a new topic, it’s important to think about how we develop this generation into the future leaders of our workforce. Now, more than ever, it’s time for us to start training and mentoring millennial employees in preparation for a new generation of managers, directors, and executives.

45% of Managers Don’t Receive Formal Training

Most of the people leading our offices and developing younger employees have never actually received any type of formal training themselves. This statistic should really wake us up. It’s time to provide real opportunities for professional development, especially for our leadership.

Almost 70% of Sexual Harassment Cases Occur in the Office

The #MeToo movement isn’t going away any time soon. In 2019, it’s imperative that every organization has a plan for handling sexual harassment.

48% of Employees Are Worried About Their Finances

You may think it’s not your responsibility to help employees with their personal finances. However, studies show 70% of employers would disagree with you. In order to maintain a competitive edge in today’s workplace, employees want to work somewhere that values them. This means providing education and resources around financial health and well-being.

These are our top five stats, but you can find these in more in our e-book, How to Build a Better Workplace.

Tips for Employee Recognition

Katie Williamson December 12, 2018

As we explore what it means to build a better workplace, we can’t help but dedicate some time to employee recognition. Recognizing employees should be an integral part of any workplace, so here are some tips for employee recognition that are quick and easy to implement.

Get Social

One of the easiest ways to recognize employees is by utilizing your social media channels. There are 2.62 billion people in the world who use social media. Chances are, the majority of your employees are included in this number. What better way to show your appreciation than by posting it publicly in the channels that they already visit throughout the week? Celebrate your employees on your social channels – it’s free and easy.

Stretch Their Paycheck

At PerkSpot, we love being in the business of stretching paychecks. Of course, you might be thinking we do this in the form of exclusive discounts, but we’ve also launched a recognition program that makes recognition practical and meaningful. Managers or peers can send an email recognizing an employee for a job well done along with credits to spend at our Gift Card store. It doesn’t have to be a million dollars to be meaningful. Even $5 can make someone smile and enjoy their favorite cup of coffee in the morning.

Recognize Their Strengths

As we state in our Ultimate Guide to Build a Better Workplace, 60% of employees believe that working for a place that enables them to use their strengths is very important to them. At PerkSpot, we understand the value that comes with recognizing an employees’ strengths. That’s why one of our milestone recognition programs comes in the form of sabbaticals. After an employee reaches a three-year tenure at PerkSpot, they get two weeks off and a small stipend to grow professionally and advance their skills. This may not be the most obvious form of recognition, but it’s definitely impactful.

Embrace Your Culture

Each Friday at PerkSpot we celebrate the week with beers and cheers. It fits our culture and reminds us all that one of our core values is to “Have Fun”. As a bonus, we also choose one PerkSpotter as a “PerkSpot Super Star” where they are recognized for their achievements that week and given a gigantic blue trophy along with some extra cash to spend in our R&R platform. This casual atmosphere works really well for our culture and makes recognition easy to remember. Find what works for your company and make sure your recognition aligns with your values and your culture.

What are some ways you’ve implemented recognition at your company? We’d love to hear your tips for employee recognition.

How I’m Contributing to a Better Workplace

Katie Williamson December 3, 2018

Our mission at PerkSpot is to inspire employees to love where they work. But sometimes, it’s the employees themselves who are inspiring us. We asked a few PerkSpotters to share a few ways they try to make a difference.

Here are our favorite quotes from inside the walls of the PerkSpot:

Office Snacks

“I like to try and pick up a snack or treat once a week so people can get a break in the afternoon. It’s a small gesture, but a great way to bring everyone together.”
– Thomas B., Account Manager

Water Cooler Chat

“I try to follow up on things posted by coworkers on Slack to get to know people better and reinforce that their messages weren’t just sent out into the void – we care about it! Plus when people ask about my puppy it automatically brightens my day, so I like to try to do the same!”
– Kelly R., Account Management Associate

Neighborhood Treats

“I’ve always been a raised to share and give to others. It’s something my parents instilled in. So sharing stuff with PerkSpot has always made me feel like I’m sharing a piece of my childhood. Whenever I can, I bring delicious stuff from my neighborhood. PerkSpotters always ask ‘where did you get this’. It’s my way of sharing a piece of my neighborhood and the south side of Chicago.”
– Karla B., CS Lead

Positivity

“Attitudes are contagious – I always try (don’t always succeed, but try) to project a positive attitude, regardless of how stressed or anxious I am, with the hope that it spreads to my coworkers.”
– DJ E., Sales Operations Executive

Musical Favorites

“I like to find a person’s music and queue it up on the office stereo system. Unless it’s that one Mariah Carey Christmas song. I just. No.”
– Jace M., CEO

PerkSpotters are pretty great (and clearly we really love snacks), but we know it takes an army to build a Better Workplace. That’s why we’ve literally written the book on it.

We’re excited to announce our e-book, The Ultimate Guide to a Better Workplace where you can learn more about what it takes to make each place a better place to work.

How Do You Manage a Toxic Employee?

Katie Williamson November 21, 2018

As much as we love to talk about great company cultures, the truth of the matter is that not every company is going to live up to these standards. Chances are at some point in your career you’ll be faced with some form of a toxic workplace. Hopefully, it’s just one or two people, but in extreme circumstances, it can be a systemic problem.

Signs of Toxic Employees

First of all, we need to know the warning signs of toxic employees. While many of the signs are obvious, some can be fairly nuanced and it’s important to keep your eyes and ears open.

Greta Gossip

“Did you hear…” This one is pretty obvious. Gossip and negatively is extremely contagious. Catch this before it gets out of hand.

Procrastinating Paul

“I’ll do it later…” Someone might be hopping into your head immediately. While this doesn’t always signal toxicity, it’s definitely something worth keeping an eye on.

Ellen Excuses

“I would do that but…” This is not only toxic, but it’s also annoying. Employees who are full of excuses can be hard to trust and rely on.

Michael Martyr

“I’ve been here until 9pm every night”. Sometimes our culture is quick to reward these over-achievers, but maybe it’s time to examine why they are staying in the office so late and if their work really merits the long hours.

Loner Larry

“I can do this myself”. Sometimes your highest achievers can also be the most toxic. Examine how the people around them are feeling and if they’re able to collaborate to achieve great results.

How to Manage Toxic Employees

Now that you’ve determined where toxicity might be living in your company, it’s time to do something about it. As HR leaders, managers, or individual contributors, there are a few ways to manage toxic employees (even if it means managing up).

Ask Honest Questions

While you may think it’s none of your business to dive into an employee’s personal life, if it’s affecting work, it’s time to find out what’s going on beneath the surface. Meet with this employee one-on-one and ask honest, direct questions to find out where they might be struggling. They don’t have to go into detail but having an idea of where they need more support will get you both back on the right track. Offer counseling resources if that’s an option, or find other ways to get to the root of the problem.

Lay Out Potential Consequences

Unfortunately there is a time when you have to start talking about the “or else” consequences of their actions. If the toxic behavior continues, the employee needs to know what actions you’ll take to prevent them or eliminate them all together.

Make a Plan for Follow-Up

You’ve gotten to the root of the issue. You’ve laid out the consequences. Now it’s time to put a plan in place for follow-up. This means scheduling regular one-on-ones to monitor their progress and support them on their journey. Hopefully, you already have one-on-one times in place for your employees, but if not, this is a great opportunity. Weekly, bi-weekly, or monthly – whatever works for you, but make sure they’re consistent and you don’t cancel when other responsibilities vie for your time.

Determine Next Steps

Best case scenario is that your employee does a 180 and becomes a star in your organization. However, it’s unlikely that will happen. That doesn’t mean it will result in termination, but it could mean switching the employee into a different role or changing up their responsibilities for the time-being. Keep a careful eye on their progress and be open to making moves in the future.

If you’re fighting toxicity in your workplace, we hope these tips are helpful for identifying and managing toxic employees. Have advice for someone fighting toxicity? Leave us a note in the comments.

4 Helpful Tools for the Best Open Enrollment Season

Katie Williamson November 8, 2018

It’s that time of year again. The leaves are falling, the temps are dropping, and… you guessed it, open enrollment is here!

Open enrollment is one of the most important seasons for human resources professionals, as they seek to communicate changes to health care and retirement plans. This communication must be clear, concise and appropriate for your culture. While there is no one-size-fits-all approach to HR communication strategies, we’re sharing four helpful tools to help you communicate better this year.

4 Helpful Tools for Open Enrollment:

Quiz

One of the most clever ways to promote open enrollment in your office is an interactive quiz. Ask various questions about an employee’s wants and needs to direct them to a plan that is best suited for them. We love this idea because it makes open enrollment easy to digest for the employee and gives them actionable steps to take.

Chat Bots

Chatbots are also a great piece of technology that you can use to your advantage during the open enrollment season. Set up a chatbot to ask frequently asked questions like, “What is a deductible?”, “Is my spouse covered under this plan?”, and “What is my premium?”.

Videos

Many human resources professionals are utilizing videos to introduce high-level changes throughout their organization. Think about it. Which would you rather do? Read a long and confusing 5-page document, or watch a 5-minute video? Video is an increasingly popular medium for disseminating information, so why should open enrollment be any different?

People

While technology is invaluable, there is also a time and a place for people to come into the mix. Make sure managers are meeting with their team one-on-one to answer any questions. Provide training so they know how to answer any concerns employees might have, and make sure your HR team is available and willing to help. You may also be able to bring in your insurance broker to do a lot of the heavy lifting for you!

What tools are you utilizing during open enrollment and how have you found success in the past? Share with us in the comments.