Holiday Office Guide: Gift Exchange 101

Katie Williamson December 7, 2017

Should I get my boss a gift? Do I have to participate in my company gift exchange?

We’re continuing our Holiday Office Guide. If your office is hosting a gift exchange or you’re answering questions about holiday gift etiquette, here’s your guide to keeping things appropriate:

Should I get my boss a gift?

Generally speaking in the office gifts should come from upper management and not the other way around so you are absolutely not obligated to get your boss a gift. Of course, if you and your boss have a great relationship and you want to show your appreciation, it’s not inappropriate to give something small and meaningful like a card or homemade treats.

Do I have to participate in my company gift exchange?

Gift exchanges are generally optional, although highly encouraged. If you’re opting out because of budget constraints, consider creative ways to participate like baking homemade treats or offering to take over kitchen duty for someone else (this is a real thing in our office, and trust me, that gift would be a hit).

Can I spend more than the spending limit for the gift exchange?

Buying a gift that’s over the spending limit is frowned upon. There are limits for a reason and giving an overly expensive gift can make others uncomfortable. Stick to the limit.

Is giving alcohol or gag gifts inappropriate?

This totally depends on the office. Because some offices crack open beers on Fridays, giving a six-pack wouldn’t seem out of the ordinary. But if your office doesn’t usually engage in activities that involve alcohol consumption, you might not want to go that route. Same with gag gifts – it depends on your culture and your work environment. But, no matter where you work, make sure your gifts cannot be seen as obscene or derogatory.

How does your office handle gift exchanges? Leave us a note in the comments!

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!

National Work and Family Month

Katie Williamson October 5, 2017

In 2003, Congress declared October National Work and Family Month. According to Former President Barack Obama’s official White House statement in 2010, “National Work and Family Month serves as a reminder to all of us, especially working caregivers, their families, and their employers, that while we have made great strides as a nation to adopt more flexible policies in the workplace, there’s more we can do.”

Great Strides

Yes, as a nation, we’ve come a long way and that’s worth celebrating. Less than 100 years ago, during World War II, women began to flood into the workforce, increasing from 27 percent of the working population to 37 percent in just five years, meaning one in four women were working outside the home for the first time. Today, 54 percent of the U.S. workforce are women, showing the great strides we’ve made in a relatively short amount of time.

There’s More We Can Do

But, October is off to a rough start. From natural disasters in Houston, Florida and Puerto Rico, to the mass shootings in Las Vegas, now more than ever is the time for employers to remember the humanity their companies were built to serve. This means providing a flexible work environment that understands the needs of parents and their growing families.

1. Provide Better Policies

This is the bare minimum of what companies can do to provide a flexible work environment for employees. While the Family and Medical Leave Act was implemented in 1993, the U.S. still falls way behind when it comes to providing mandatory paternity leave. The first thing an employer should do is provide policies that protect their employees against discrimination and encourage them to take necessary time away when starting their families.

2. Walk the Talk

Plenty of companies boast of their workplace flexibility, but few are actually practicing what they preach. We hear of countless employers providing “unlimited paid time-off” but the reality is without clear expectations or good management, employees are left with guilt and misunderstanding, and often take less days off than before. When thinking about expectations, this seems to incite negative connotations for many of us. But expectations can also mean encouraging an employee to stay home when they’re not feeling well or take a few days off when a big project wraps up. At PerkSpot, we are lucky to have implemented this policy with great success, but not without constant work and re-evaluation. It works because the managers provide clear expectations of when to take time off and when we should be in the office. Plus, they model the benefits by taking off for week-long family vacations or much-needed downtime.

3. Lead by Example

This brings us to our next point. No company policy in and of itself is going to solve problems. That’s where it’s important to hire and train effective managers who not only implement policies, but who can model this behavior to their team. No one feels safe to take time off when the boss is sneezing all day long in their office. Managers, take care of yourselves and take care of your team.

4. Bend the Rules

Even your most flexible policies might stand in the way, so don’t be afraid to bend a little. We’re all human and we all face circumstances out of our control. Think outside the HR box and get creative. There’s a time and a place for every rule so make sure you discuss when a situation might arise that requires a reassessment of company policies. Being flexible means being flexible… even when it comes to your policies.

What are some ways you’re celebrating National Work and Family Month? How has your company made strides to protect families inside the workplace?

Happy International Women’s Day!

Katie Williamson March 8, 2017

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

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

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

H&M

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

Southwest Airlines

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

Snapchat

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

Spotify

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

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

Engaging Employees During the Holidays

Katie Williamson December 8, 2016

For many employees, the holidays invoke a myriad of emotions. Some relish in the memories shared with close friends and families. Others are overwhelmed and stressed by gift lists. Meanwhile, a small few may be dealing with heartache and loss that comes to light this time of year.

Beyond the potluck meals and holiday celebrations, there are many ways we can engage employees in a meaningful way during this season.

Communicate Expectations

The only thing worse than working on a holiday is unexpectedly working on a holiday. Set the stageahead of time for any additional hours employees may be expected to work beyond the norm. And if they are having to work during the season, ensure you are providing recognition and post-holiday recovery time. If your company is not particularly busy this time of year, make sure you communicate office closures with plenty of time for employees to make their travel plans. Take this opportunity to highlight your workplace flexibility to ensure employees use this time wisely to recharge and come back re-energized in the new year.

Prioritize Goals

As you wrap up the year, it can be tempting to squeeze in those last-minute projects to reach your year-end goals. But often it’s better to wait until the new year to start new projects to ensure they receive the quality attention they deserve. The holidays are fraught with distraction and can be a difficult time to accomplish even everyday tasks. Make sure any extras you’re piling on their plates are 100% necessary. You want to enable employees to complete these tasks to the best of their abilities. By prioritizing only the necessary, you’ll be doing your employees, and yourself, a major favor.

Consider Perspectives

The most obvious struggle for human resources, office managers or just workplace party-planners is finding the balance between festive and offensive. From the office decor to the tunes playing in the background, it can be difficult to please everyone. Remember to keep an open mind and listen to what employees want and how they want to celebrate the season. Every workplace is different. Try surveying your employees to get a feel for what makes this time special to them.

Celebrate Thoughtfully

While we generally think of this season as a “jolly” time, for some people this year may be the toughest. Remember to navigate the holidays with sensitivity for those who may be dealing with a hard situation. Maybe it’s highlighting in-house grief counseling or sending a small note to someone to let them know you’re thinking of them. Each situation is different and every relationship unique. Let them know you recognize what they’re going through and provide a safe space to talk about it.

Year-end celebrations are a wonderful time to reconnect with your employees and revel in all you’ve accomplished this year; just remember to treat this time with sensitivity, respect and, of course, have fun!

Make Every Day Earth Day

Katie Williamson April 22, 2016

April 22 is Earth Day, but here at PerkSpot, we believe every day we have the opportunity to make choices that impact the environment in a positive way.

Here are a few ways to make every day Earth Day:

1. Plant a tree!

Some things never go out of style. One of those things is the age-old tradition of planting a tree on Earth Day. It’s a small effort that goes a long way.

2. Ease up on the printing.

One of the great things about technology is that is lessens our dependence on paper. Use an app for your daily to-dos, keep your files organized in desktop folders instead of printing documents, create a powerpoint instead of providing handouts, or if you absolutely have to print… use both sides and make the font smaller while still being legible.

3. Use sustainable materials.

Make a new goal of purchasing recycled, refurbished or used products whenever available. Speak with your suppliers and see where you can decrease your carbon footprint.

4. Explore commuter benefits and other alternatives.

One of our Perks here at PerkSpot are commuter benefits. Because we can purchase our passes at a pre-tax amount, employees here are encouraged to take public transit to work. With so many ride-sharing options and alternatives to driving out there, it’s easy to provide employees with effective and personal ways they can be involved in the company’s environmental efforts.

5. Power off.

Many of us forget to unplug but by leaving our chargers and laptops plugged in, we’re actually wasting energy. Make sure you unplug anything that doesn’t need to be plugged in over the weekend or in the evening. Turn off the lights when you leave. You know, all those things our moms and dads told us to do when we were kids.

How are you making a difference this Earth Day? Leave us a note in the comments!