Benefits of Stand Up Meetings

Katie Williamson June 8, 2017

There is one routine we can always count on here at PerkSpot. The Tech Team’s daily stand-up meetings.

What is a Stand-Up Meeting?

Also called a Scrum, a Stand-Up Meeting is pretty much exactly what it sounds like. Usually between 5 to 15 minutes long, the team discusses the day’s most important tasks while standing to remind them to keep it short and sweet.

Why hold a Stand-Up Meeting?

There are so many benefits to stand-up meetings, but here are our top five:

1. Encourages Collaboration: A great benefit to these meetings is that they encourage employees to work together to finish projects or solve problems. They can also produce follow-up conversations that can be a jumping-off point for further collaboration.

2. Eliminates Roadblocks: Oftentimes projects stall because we don’t have the time to brainstorm solutions with our teams. By communicating daily on various issues you may face, it can diminish problems by allowing the entire team to collaborate and problem-solve together.

3. Improves Communication: The most obvious perk of stand-up meetings is that they improve communication among the team. Instead of wondering the status of certain projects or who is responsible for a particular task, the entire team stays up to date on basic information, ensuring everyone is on the same page.

4. Defeats Hierarchies: One of the possible benefits of a stand-up meeting is that it puts everyone on the same level. Directors can hear from interns and vice-versa. It’s a rare opportunity to let newer employees shine and more senior participants share their wisdom.

5. Saves Time: You may think having a daily meeting would create inefficiencies and headaches, but when done correctly, these meetings actually save tons of valuable time. Some employees may be waiting on quick responses that can be addressed in the meeting without stalling projects. As communication and collaboration improves, projects will run smoother and problems are solved faster.

While stand-ups might not be right for every team, if you find yourself struggling to communicate efficiently, consider incorporating a daily scrum into your office life.

Inside #EqualPayDay

Katie Williamson April 4, 2017

Today is Equal Pay Day, which symbolizes how far into the year women would need to work in order to make the same amount as men the previous year. In 2017, that date is April 4th, meaning women would have to work 15 months to make the same as men did in 2016, just 12 months.

Women have been fighting for equal rights for a long time, but these statistics show that the fight is not over. Unfortunately, the wage gap still exists for many women in the workplace.

The Facts:

Women on average lose out on over $400,000 over the course of a 40 year career. ¹
One in eight women are poor. If they were paid the same as men, poverty would drop from 8.2 to 4.0 percent.²
Men are 85% more likely than women to be VPs or C-Suite Executives by mid-career. ³
There are four states (Alaska, Delaware, Michigan and Washington) in which the most relatively common job for men has a median income of over $100,000. There are no states in which the most relatively common job for women exceeds $77,000.⁴

While the problem often seems overwhelming, there are companies who are taking a stand.

The Problem-Solvers:

PricewaterhouseCoopers, a tax and financial services firm, went public with their gender pay gap. After all, admission is the first step to recovery.⁵
In 2015, Salesforce performed a comprehensive analysis of 17,000 employees that led to salary adjustments for 6 percent of their workforce. The result? A 33 percent increase in the number of women who were promoted that year.⁶
More women, like Jennifer Lawrence and Emma Watson, are taking a stand and demanding raises.⁷

It won’t be an easy battle. For women, it starts with doing your research and fighting for what you deserve. But men aren’t exempt. There are plenty of ways to get involved and be a catalyst for changing the way we view compensation in the workplace. One step at a time, we are excited to see people taking a stand and making leaps towards closing the gender wage gap.

Leadership Life Skills: Positivity, Grace and Humility

Katie Williamson March 30, 2017

Positivity, grace, humility. It’s amazing how three simple words can carry such huge implications. Sometimes work can be… not so fun. Even working in the most amazing of environments, your workload can still be stressful, overwhelming and difficult.

In those moments, we face the reality that humanity is at the very center of human resources. So when work seems overwhelming or you encounter a tough situation, consider these three traits that will make you better: as a leader and an individual.

Grace

Grace flows both inward and outward. It’s important not only to show grace to others when they screw up, but to also give it to yourself when you need it. Accept recognition when it comes your way and forgive yourself when you make mistakes. Most importantly, give yourself credit where credit is due.

Positivity

As obvious as it might be, positivity is often one of the hardest traits to foster. Positivity manifests itself in the smallest moments, but with huge consequences. We would all rather be around people who encourage and uplift us. However, it’s often easier to feed into workplace gossip and criticism. Whenever you find an opportunity to criticize, consider the impact on your own attitude and on those around you.

Humility

C.S. Lewis once said, “Humility is not thinking less of yourself, but thinking of yourself less”. While leaders should still assert themselves and fight to be heard, they also have a responsibility to the people they lead. Remember who your decisions are affecting. Oftentimes a seemingly small decision makes a huge impact, and by thinking of others more often, you develop stronger relationships and deeper respect from those around you. Humility isn’t an easy trait, but it’s a powerful one.

Give yourself grace, cultivate a positive spirit, embrace humility. Influence the people around you with positivity, grace, and humility.

Transparency, Inclusion & The Executive Team

Katie Williamson January 19, 2017

Right after college, I stepped into a role at an international company with thousands of employees. Given the size of the company and its various locations, there was a major divide between the executives and the entry-level employees like myself. In fact, the CEO was someone I had only seen from a distance in a boardroom with other executives.

Coming to PerkSpot, the interaction between the executive team and other employees is drastically different than what I had previously experienced. Transparency is a value we promote and work to make a part of our culture and it was evident from day one. At PerkSpot the CEO is no longer this distant figure, but someone who knows each of us on a personal level. The Executive team is not a group that spends time in secret meetings behind closed doors, but who gathers input from employees in order to make informed and inclusive high-level decisions. Transparency is part of our everyday life here, and it makes all the difference.

After experiencing the difference transparency makes, I know firsthand how important it can be. But, this isn’t unique to my personal experiences. In a 2014 report by the American Psychological Association, one out of three employees stated that their employer was not always honest and truthful with them. The need for transparency is obvious.

Here are a few reasons why transparency should become a part of every culture:

Transparency Solves Problems

Whether your company is undergoing a major change or looking to improve performance, transparency can help you solve problems faster. Transparency around the issues you face help employees learn to trust their leadership and gain ownership in solving problems. Forming a more inclusive culture brings a fresh approach and a new set of eyes. Therefore, leaders solve the problem faster than if they had just kept the facts among executives.

Transparency Makes Things Personal

Nothing brings people closer together than solving problems. As the world becomes more interconnected through digital media, this is becoming increasingly more important. Employees want leaders who will connect with them beyond the professional and into the personal. By providing opportunities for executives to interact with other members of the organization, relationships can form authentically.

Transparency Improves Culture

A 2016 survey of more than 1,200 employees, managers and executives discussed a major chasm in company culture. It discovered the more seniority a person has in an organization, the more positively they viewed company culture. This proves how vital it is that the various levels within the organization are interacting. It’s important not only to uncover any negative feelings the employees may be harboring, but to also reveal the positive outlooks senior management may have due to a greater access of information.

As Generation Z enters the workforce this year, transparency is becoming all the more important. Whether you’re the CEO, a manager, or an intern, find ways to be more transparent about the problems you’re facing.

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Leadership Lessons from Martin Luther King, Jr.

Katie Williamson January 12, 2017

As one of the most prominent leaders of the past century, there are many lessons we can learn from Dr. Martin Luther King, Jr. on leadership, courage, and adversity.

In celebration of Dr. King’s birthday on January 15th, here are a few ways you can embrace his spirit of leadership all year round:

Embrace Fear

Unmistakably, one of Dr. King’s greatest attributes was his courage. Facing extreme adversity, He always stood up for what he believed in and never wavered in his passion. Even after his death, his legacy lived on to fuel the Civil Rights Movement in America. While your dreams may not evoke the intense opposition that Dr. King faced, you can still retain your passion regardless of any adversity that may come your way. Don’t let fear of what others might say keep you from speaking out and working towards your goals.

Dream Big

The four famous words from Dr. King inspired a nation to stand behind him: “I Have a Dream…” While our dreams may not change the course of human history, we should still continue to have them. Dreams are what inspire and motivate us to continue. You’ve probably made a lot of plans for 2017. But this year, remember the reasons why you want to accomplish your specific goals, and let that push you to go further. After all, having a plan is nearly as exhilarating as having a dream.

Communicate Clearly

An excellent communicator, Dr. King spent his life influencing others through his words. Although a conference room presentation might not invoke the same emotion and response as Dr. King’s famous speech, it is still important that we communicate clearly and effectively. After you’ve clearly assessed your vision and dream, remember to spend time focusing on how to communicate this to others. Empower them through your words and take time to understand their perspective.

There are countless ways Martin Luther King, Jr. has continued to inspire us, even generations later. Let’s follow his example of embracing fear, dreaming big and communicating clearly in 2017.

2017 HR Trends to Watch

Katie Williamson December 15, 2016

As little as ten years ago Human Resources was primarily defined as the department in charge of payroll and benefits. Thanks to technology, these more administrative functions have been automated, making room for more innovation and putting the focus on the “human” aspect of this department.

As we await for the ball drop and the ringing in of the new year, here are a few HR trends we can look forward to in 2017:

Recruitment

In 2016, 60% of job seekers reported a poor candidate experience and 72% of these candidates shared their experience via Glassdoor.com or other employer review services. Companies like Virgin Media are paving the way for an improved candidate experience. When Virgin discovered they were losing an average of $7 million in revenue due to weaknesses in their recruitment process, they began to analyze what they could do differently. They created a better candidate experience and in turn, improved ROI. We expect to see more of this in 2017 as employers seek to create a reformed experience for job-seekers.

The Gig Economy

The blended workforce is becoming increasingly more common in the modern workforce. With 93% of companies hiring freelance workers alongside full-time employees, we expect to see an even greater increase in 2017. In fact, a staffing industry report shared that total spending on the U.S. Gig Economy is close to $800 billion. With our economy becoming even more contingent on these workers, this presents new challenges for the HR professional as they seek to make these employees more of a focal point for employee engagement.

Generation Z

2017 marks the first year Generation Z will enter the workforce. These Centennials will bring a new culture with them. They are known for being more diverse, resilient and open than their Millennial counterparts.

While 37% of Centennials fear they will not find a job that fits their personality, this presents a new challenge for human resources professionals. They need to understand this new demographic and reach them with strategic and relevant content.

Retention

In CareerBuilder’s 2016 Candidate Behavior study, they report: “Although 76 percent of full-time, employed workers are either actively looking for a job or open to new opportunities, nearly half (48 percent) of employers can’t seem to find the workers they need to fill their job vacancies.” Employers also stated it takes anywhere from 26-34 days to fill an open position. We live in a world where time is money. Therefore, it’s certain more employers will take more measures to decrease the time and energy spent to find qualified candidates.

Wellness

In a study by Willis Towers Watson, 75% of U.S. employers state stress as their number one health and productivity issue. Unfortunately, employers and employees can’t seem to agree on its cause. Alleviating stress has become a top concern for many companies. The American Psychological Association, however, reports less than half of workers say their organization supports their well-being. In addition, one in three report chronic stress while on the job. Evidence that we still have a long way to go in creating a more relaxed, stress-free environment in the workplace.

What are the trends you’re looking out for in 2017?

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Developing a Strong Internal Communications Strategy

Katie Williamson November 18, 2016

This week PerkSpot joined a panel discussion along with fellow HR experts hosted by the Illinois Technology Association. While the panel largely focused on employee perks, a natural side effect of the conversation revolved around communication.

HR professionals are in the business of people. And we all know nothing is more valuable in relationships than communication. You can have the best mission statement in the world, but if none of your employees know it… how valuable is it? What about that new perk you decided to roll out that no one is using? Why pay money for perks and benefits if no one is going to use it?

As you strive to promote culture in your organization, here are a few ways to develop a strong internal communications strategy:

Understanding Expectations

Before you can communicate well, you have to understand your audience and their expectations. Generational differences are among some of the great challenges organizations face in communicating effectively.

When you develop your plan, ask these questions first:

What generation am I targeting with this message? Millennials, Baby Boomers, A combination? Consider gender, socioeconomic status, and any other factors that may come into play.
How does this audience prefer to receive information? Through technology or with a face-to-face meeting?
What does the audience already know about this offering? Have they requested this particular perk or is it totally new to them?

Packaging Communications

In the modern-day workplace everyone is a communicator. Whether that’s at the water cooler or in a formal conference room, the fact of the matter is that employees talk. While we can’t always ensure everything employees have to say is in favor of the company, we can play a role in how we disseminate the information in the first place.

One interesting perspective at the panel discussion came from the moderator, Laurence Marx, CEO and Co-founder of EmphasisHR, who likened a specific perk to Apple’s iPhone. So much of what made the iPhone such a phenomenon was the branding and marketing strategy they used to communicate all its added benefits. As we seek to circulate information among our companies, we can also recruit our marketing staff to help us package the perk in such a way that engages employees and provides a natural way for them to talk about it. As Marx stated on the panel, “put it in a cool wrapper”. Make your messaging as unique as the perk you’re offering.

Navigating Changes

Another issue arose as we talked around this idea of communications and HR. What do we do when we need to make a change to our current offering? For example, let’s say you’re developing a new benefits plan and you need to communicate the changes to your employees. Your goal is to make the information as clear as possible, while also addressing any concerns they may have with this new change. You should outline the new plan and how it aligns with your company’s overall goals. For example, maybe this new benefits plan offers a discount on gym memberships, which aligns your company’s wellness values as a whole.

Maybe you’re rolling out a new perk that employees have been requesting for a while, but you’re unsure of how effective this will be or how long it will be possible to sustain. Try setting the expectation ahead of time that this perk might not be permanent. “We’re trying this out for a year…” By communicating with honesty and transparency, you’re less likely to deal with disgruntledness down the line.

Reviving Constants

There are so many companies out there offering amazing incentives for their employees. In fact, some of these have been providing perks for over 10+ years. This brings us to our final question – How do we incentivize employees who are used to all the perks that their company has to offer?

This again goes back to the idea of your packaging. Make sure you’re not communicating with the same flier today that you were using in 1997. Find new ways to package the information to make sure it reaches employees in the right place and time.

Still not seeing results? Remember that all perks are not created equal. Evaluate your offerings to make sure they’re still relevant. Another great idea came from Margaret Hermes, Senior Manager of Benefits at Groupon who shared with the room that they’ve created Employee Resource Groups specifically focused on different demographics. They use these groups to gather information and make sure everyone’s voice is heard and valued.

In a recent survey, 36% of employees said they would give up $5,000 a year in salary to be happier at work. By using these insights to develop a strong, clear communications strategy around our perks, we can increase employee happiness and in turn see a significant increase in ROI.

At PerkSpot we know that one size does not fit all when it comes to your total rewards package. That’s why with our clients we value personalization throughout every stage of the process. With over 500 diverse discounts and counting, there truly is something for everyone.

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!

Recruiting Star Candidates Without a Star Salary

Katie Williamson October 20, 2016

We all want the best for our businesses, which includes the best employees. But what happens when you just can’t afford to pay big bucks for the best candidates? How can you recruit without the enticement of a fancy corner office or large salary?

Here are three things to consider:

Celebrate Your Culture

It should come as no surprise that employee engagement really pays off (literally). In fact, a Gallup survey reported that 54% of workers who are disengaged would leave their company for a 20% raise or less, while only 37% of engaged employees would make that same decision. Your company may not have a multitude of resources, but there’s one currency that’s undeniably valuable – your people. When interviewing for a new position, don’t forget to highlight your culture. There are many ways to educate interviewees about your culture, but it all starts with asking the right questions and highlighting what makes you unique. You’ll end up finding someone who not only is excited about the role, but is a fabulous culture fit to boot.

Promote Your Perks

Salary is only one piece of the puzzle. Does your company offer an above average vacation plan? What about work from home policies? No business is created equal so be sure and highlight the added perks that a new hire would receive. Maybe you’re even saving them money with exclusive discounts. Whatever the case may be, studies show that happy employees are better employees. Win-win.

Invite Their Input

In a recent survey, 80% of millennials said they want regular feedback from their managers, and 75% yearn for mentors. Highlight this in your interviews and you’re guaranteed to stand out among the crowd. 85% of everything we’ve learned comes from listening. Which means, if we want to know how to effectively lead employees well, we need to provide a platform for them to speak. Do you offer performance reviews every quarter? What about a weekly touch base? However you provide opportunities to listen and learn, showcase this in your recruitment efforts.

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Evaluating the Performance Review

Katie Williamson October 13, 2016

Whether you’re reading this as a manager or an employee, chances are you feel the same way: Performance Reviews are the absolute worst. In fact, a report by the Society for Human Resource Management dove into the success of performance management. Their findings showed that more than half (53%) of human resource professional grade their organization between a C+ and a B, another fifth (21%) chose a C, and a mere 2% gave their management an A.

A key to making performance reviews successful is ensuring this isn’t just happening once a year, but that you provide consistent, valuable feedback. In addition, the review should strike a balance between evaluating the past and setting goals for the future. These three components are essential to a healthy, successful performance review that both managers and employees can stand behind.

Consistent and Quantifiable Feedback

SHRM reported that 72% of performance appraisals were done on an annual basis. However, a study by Globoforce reported that 71% of employees prefer to receive feedback ASAP. While this doesn’t mean you should totally eliminate the annual performance review, it does mean you should find ways to provide ongoing feedback throughout the year. Perhaps this means tracking goals in a spreadsheet, or maybe it means writing down current projects and their outcomes every quarter. However the team functions, it’s important to track and record successes and failures and ensure you’re giving feedback immediately and not waiting until the end of the year.

Concrete Evaluation of Previous Performance

The most important thing to remember is that evaluating past performance does not mean focusing on the negative. Studies have shown that positivity has a major impact on work performance. In fact, psychologist Martin Seligman reports that Optimistic salespeople sold 37% more than their pessimist colleagues, who, on the other hand, were twice as likely to leave the company during their first year of employment. Take some time before you meet with the employee to evaluate which goals they’ve met and which you need to revisit. If you’ve been tracking these all along, this should be pretty straightforward. Encourage employees in the areas where they have been successful and challenge them in the areas where they struggled. You may be surprised at the results.

Clear Goal-Setting for the Future

A huge success factor for performance appraisals is tying the employee’s goals with the company’s mission and goals overall. According to Globoforce, 70% of employees say the point of performance reviews is to help them develop and grow. By tying their personal achievements to company successes, this helps to not only give them clarity around their responsibilities, but also increase motivation in the future. These goals should be SMART: specific, measurable, achievable, realistic and timely. Encourage employees to write down their goals and put them in a place where they will see them throughout the day. After all, goals are pointless if you forget what they are.

Need help getting started? Here are a few useful phrases to ramp up your performance reviews.

What is a Stand-Up Meeting?

Why hold a Stand-Up Meeting?

The Facts:

The Problem-Solvers:

Grace

Positivity

Humility

Transparency Solves Problems

Transparency Makes Things Personal

Transparency Improves Culture

Embrace Fear

Dream Big

Communicate Clearly

Recruitment

The Gig Economy

Generation Z

Retention

Wellness

Understanding Expectations

When you develop your plan, ask these questions first:

Packaging Communications

Navigating Changes

Reviving Constants

Clarity

Transparency

Humility

Celebrate Your Culture

Promote Your Perks

Invite Their Input

Consistent and Quantifiable Feedback

Concrete Evaluation of Previous Performance

Clear Goal-Setting for the Future

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