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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 ultimate guide to a better workplace

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!

2019: What’s In and What’s Out

Courtney Shipshock December 27, 2018

As we cross off another day on our calendar and inch closer to the end of the month (and year!), we’re taking some time to look back on 2018 and beginning to prepare for 2019. We saw quite a bit of change this year in the HR world. A new year means new trends we can use to guide our projects and plans in the workplace. Check out some of the trends we’ll take with us from 2018 and the ones we’ll leave behind.

Leave: Employee Engagement

Take: Employee Experience

In 2018, we spent hours developing programs and testing approaches for engaging our employees – and for good reason. A study found that companies with highly engaged employees outperform their lesser engaged counterparts by 202 percent! We know that engagement is a vital part of productivity for our employees, but in 2019, we’re kicking it up a notch. Engagement should be only one element of a larger concept: the employee experience. This is not just engagement levels, but how companies do culture, benefits, dynamics among employees, and rewards and recognition. (Hint, hint, we can help with that one!) In a year where the employee has the control, create a fantastic employee experience for them and you’ll see the reward.

Leave: Physical Wellness Programs

Take: Holistic Wellness Programs

Any type of wellness program you’ve created for an employee will be appreciated, but in 2019, we’re leaving wellness programs specifically for the body behind. Instead, we’re replacing them with a more holistic approach, which gives equal mention to mental, physical and financial wellness, all of which are vital to creating a wholly healthy employee. To do so, have some meaningful conversations with your employees. Take time to understand what they want out of a wellness program and commit time and effort to find the ways you can fulfill their requests.

Leave: 9-5 Schedule

Take: Flexible Schedule

The 9-to-5 schedule trend has been on its way out for a long time, but in 2019, we’re giving it the final boot. As we ring the new year in, we’re saying hello to flexible schedules, a trend which is here to stay. This means giving new mothers and fathers the time off that they need to welcome their little ones to the world, and then recuperate from doing so. It means creating work-from-home opportunities for those who prefer to work from the couch every once in a while. It means being flexible and adaptable to your employees’ needs, which in turn can reduce turnover, absenteeism, and tardiness for the employer! According to a 2018 Global Talent Trends study, 71% of thriving employees say their employers offer a flexible work schedule. In 2019, expect this number to rise. (And make sure you’re one of those employers!)

Leave: Culture Fit

Take: Culture Add

In 2018, we talked a lot about company culture. What it is, how to create and improve it, and how to find employees that fit into it. In 2019, we’re not worrying about employees that are a culture fit; instead, we’re focusing on finding employees who add to our culture. It’s natural to feel an inclination towards those who are similar to us. However, in only hiring employees who fit into an already established culture, we lose the opportunity to diversify and evolve our culture. A better workplace seeks out employees who can bring along new ideas and beliefs that will stand to enhance a company’s culture. Doing so will a unique viewpoint that wouldn’t have been present otherwise. Keep this in mind in 2019 as you begin the recruitment and hiring process!

2018 was a great year – we opened our minds to new ideas and possibilities in the HR landscape, and they paid off. It’s time to close the books on this year and begin preparing for the next. Make sure to take these new trends with you, and it’ll be another successful year!

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.

5 statistics to build a better workplace

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.

the ultimate guide to a better workplace

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.

the ultimate guide to a better workplace

 

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.

The Dos and Don’ts of Great Company Culture

Katie Williamson September 26, 2018

We all want to create a better place to work. In fact, it’s in our very DNA here at PerkSpot as we stand by the mission to “inspire employees everywhere to love where they work”.

In light of this goal, what can we as managers, human resource officers, or even individual contributors do to make every place a great place to work?

Here are the Dos and Don’ts of Great Company Culture:

Do Keep Your Values in Check

From planning a meeting to working on an article, it’s vital that your values stay at the forefront of what you do at work. Our values at PerkSpot are “we aim high”, “we stay humble”, “we value people”, and “we have fun”. They are practical and applicable in almost every situation. If your values aren’t serving you and your company in the same way, consider revamping them or find ways to live these out on a daily basis.

Don’t Micromanage

Think you’re not a micromanager? Here are a few signs you might be more than you think:
You’re never quite satisfied with deliverables.
You are often frustrated at the way the work is completed.
You take pride and/or pain in making corrections.
You constantly want to know where your team members are and what they’re working on.
You prefer to be CC’d on emails.

Do Communicate

While you shouldn’t micromanage, it’s still important to communicate clearly with your employees. Need help? Start by explaining the “why”, not just the “what”. It may seem frustrating that you have to spend time explaining why something needs to happen (especially when you’re the boss!).  However, taking an extra five minutes to explain the reasoning behind what you’re doing will not only save you time in the long run but will empower your employees or coworkers to own the task at hand. They’ll produce better work when they feel ownership and responsibility, which is the key to a great culture.

Don’t Think Corporate Jargon Makes You “Cool”

Have you ever been in an interview or a meeting where the person spouted off an endless string of pretentious (and meaningless) words? Corporate jargon is a trap many companies fall into, but in the end, does nothing for company culture. Avoid using buzzwords and say what you mean. This will help you communicate more clearly and also seem more approachable to prospective employees.

Do Keep Learning

One of the marks of a great company culture is one that fosters an environment of learning and professional development. After all, we never stop learning and growing and that’s exactly why we go to work in the first place! The best place to start is with yourself: grab a book, take a class, and encourage others to go with you. Hunger for growth is contagious.

Don’t Try to Be an Expert at Everything

Just like there is a little bit of micromanager in all of us, there is also a desire to be an expert at everything. This type of drive can be great when it comes to wanting to learn and grow. However, we can often overdo it by trying to be the very best at everything. It’s important to recognize and depend on your team to provide their expertise and to try to hone your skills in your area. We aren’t saying you can’t always get better at excel, even as a creative, or take a painting class as an accountant. Learning opposite skills is great, but thinking you’ll be the very best at everything is just plain wrong. Not only that, but it can cause tension when others are not given the opportunity to also show their strengths.

These are just a few tips to make your company culture stand out. What ways are you making your office a better place to work? Leave us a note in the comments!

What Culture Is (and Isn’t)

Katie Williamson August 7, 2018

We throw the word around a lot but many of us don’t really spend time thinking about what company culture really means. You may think of unlimited vacation days, ping pong tables, outings with coworkers, or fun office events. These things may be a part of your culture, but is that all there is to it? What makes a company culture good or bad? How do we define what culture is (and isn’t)?

Culture Is… the Feeling Before Work in the Morning

We all get the Sunday Scaries so we’re not talking about a total escape from the actual work aspect of your job. But, the way you feel before work in the morning does speak a lot to your company culture. Do you dread seeing people when you get to the office? Are you overwhelmed with pressure from your boss? A great company culture knows how to motivate you to be your best and gives you work that challenges you in the right ways. It means waking up in the morning with an excitement for what lies ahead and anticipation for your future at the company.

Culture Isn’t… All Play and No Work

Sure, ping pong tables and beer on tap are great and can be a piece of your culture, but they aren’t the true meat behind what makes a company a great place to work. Perhaps you notice that more people seem to be extending their lunches but the number of new projects is slowly dwindling. If that’s the case, you might be in danger of having a sinking culture. What started off as an opportunity to motivate employees has become a distraction and there may be something deeper going on beyond the surface. Maybe these perks are nothing more than workplace traps.

Culture Is… Freedom to Express Ideas and Concerns

True company culture values transparency and honesty in the workplace. You should have open forums to discuss ideas and opportunities to ensure employees are heard. Great company cultures don’t pretend like everything is going well when it isn’t. Great cultures embrace the challenges and find ways to create solutions. They know how to include employees in solving problems and moving the business forward.

Culture Isn’t… Meaningless Perks

There are some crazy perks out there. From breast milk shipping to helicopter rides, not all perks are created equal. That’s why it’s important to provide benefits and perks that will apply to every employee. Culture doesn’t mean adding to your long list of (unused and unwanted) company perks. Provide perks that matter to everyone. Because 48% of employees are worried about their current financial state, providing an employee discount program that puts cash back in your employees’ pockets is a great way to add perks that make an impact for any employee.

Culture Is… Saying Thank You

One of the best ways to create a great company culture is by saying two little words: thank you. In fact, 80% of employees said they are more motivated to stay at a job longer and work harder when they receive appreciation for their work. Cultures with built-in recognition programs know how to reward employees the right way.

How would you define culture and what makes your company culture great?

What Gen Z Wants

Contributing Author 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.

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