How Perks Help with Employee Engagement

How Perks Help with Employee Engagement This article will perk you up! Shaun Bradley is the Director of People Organisational Development at Perkbox, a company that provides perks to no less than 600,000 employees across the U.K. Why are staff perks important? If you think about the way we work today, its actually getting more and more difficult to recruit great employees. Even once youve recruited them, you have to be able to keep them, and people these days tend to change their job more frequently. Getting new people is always a challenge. What we try to do with perks is help small businesses in particular, who dont have the resources or time to create a way of engaging their employees, and hopefully retaining them because theyre making a small difference to the things that employees enjoy. What is the most popular perk for an employee in the U.K.? Generally, its cinema tickets. People obviously want to get away from work and go to the cinema. The deals that we have are pretty universal. Theyre not just London-based, theyre based around the whole of the U.K. The second-most popular is the monthly Caffè Nero everybody needs their caffeine hit, and everybody can have a free coffee on us every month. So those are the two most important. How do you go about engaging your staff at Perkbox? They have access to the same platform that we sell to customers. We actually are going through a bit of a transition, and weve just gone from about 60 employees to 160 over the course of a year. That has been quite challenging in that its easier to manage a team of 60 compared to 160. What we really have been focusing on are two things. One is to ensure that everybody understands what our purpose is as a company, which is the purpose/fulfilment part of the engagement. But also we do a lot of stuff around perks, but not just on the platform. We have things like a party a couple of times a year. We have a beer trolley on a Friday, which is pushed around the building by new people who joined the company. We have quality. Its great because it enables them to get to know everybody. As the company gets bigger, you start forgetting peoples names, but we want everybody to still feel part of the bigger organization. Everything we do is to enable people to bring their best self to work in the culture of high performance. We make sure that we have quarterly awards where we recognize exceptional performance, but those are all related to the values of Perkbox. So we have a value which is called Above and Beyond. That award will be a performance award thats linked to going above and beyond at work. One thing that weve just done, which is really important, is that everybody at Perkbox has share options within the company so were trying to balance that hygiene factor of giving people a promise of money, but also balancing out with the purpose, which is if I have a stake in the company, Im more likely to feel engaged with that company. Were trying to solve a big problem, which is 2/3 of people in the U.K. in particular are not that happy at work.  Gallup research say that around 35% to 37% of people actively at work feel incredibly engaged. A third feel that they come to work and are present, but dont necessarily go the extra mile. And then the other third probably shouldnt be there, if Im honest. What role should managers play in engaging their staff? I think that managers probably play the most pivotal role in engagement, in that if you think about what it takes to be engaged at work, after the hygiene factors, the purpose, and fulfilment, being able to make progress at work is up there. If I feel that I am doing a better job than I did when I turned up in the morning, I think that I would be more engaged. So managers need to understand what motivates the people around them and create rewards and recognition that actually fulfil the needs of the individual. There are things that HR can do that are company-wide, but millennials really want recognition that is in the moment, given in a way that links directly with their motivators. Managers need to be able to spend more time listening and being able to interpret what they hear, not necessarily taking what they hear at face value, but really diving deep into what are some of the barriers and behaviours that you see around you that are preventing you making that progress. At Perkbox, we train all our managers in how to have decent performance conversations. We train our managers in a way that they actually really do see the link between engagement and performance. We dont do appraisals. We do check-ins every month, and those check-ins focus on the results that you produce, but they also focus on the behaviours and how you feel about the results that you produce. The biggest change that we want to bring about at Perkbox, is that we want people to feel that they are in a culture of zero fear. You get the manager who will walk up to your desk and go, Can I just have five minutes, or, Can I have a word? And the person immediately goes into that whole fight or flight mode and think, What will happen? We want to create an environment where theres zero fear, where people feel safe that they can say what they want in the spirit of trying to make things better. We are in the process of looking at how we can implement that through our managers here at Perkbox. What other companies are getting this right? John Lewis: Particularly around their partnership model and the fact that people come to work every day and every little contribution they make actually increases the profitability of the company, and they share in that profitability. Google:  They definitely have an engaging culture that encourages creativity and also transparency. People do get quite harsh feedback, but its done in the spirit of, You are a valuable employee. Its important that I tell you this right now because it will make you even better at what you do. Virgin:  Virgin are really good in that they do try and encourage a culture of listening to their employees. I know that they have forums for the different brands that definitely have a voice in the direction and culture of Virgin. Where do you think perks are heading in general? Perks are going towards two things: Simplicity: To make engagement and perks more simple. The ability to use perks without too much effort. If you think about perks at the moment, depending on who your partner is, depends on the way that perk is delivered to you. So it could be through a card that you preload with money. And then you go to that shop and spend that money, and then you get a discount on that purchase. The problem with that is that you have to have some foresight in order to think, Actually, Im going to go to that shop. I need to upload my card. This is how much I think I will spend. Even if that money does stay on that card, if you dont spend it all, thats dead money for you. There are other ways of having a QR code where you go into a shop and they scan your QR code, which is certainly better than the cards. Habits: 70% 80% of what we do is habit so its being able to create perks that link to your everyday habits. It would be great if at 9 oclock in the morning, and you get a little prompt that comes up in your browser or on your Smartphone that says, Time for coffee. Then at lunch time you get another one that says, Time for lunch. Time to go to the gym. And all of the perks that we have fit seamlessly into that habit so that it becomes automatic, and its always on, rather than having to make a conscious decision about which perk you need. For certain things like the big perks, that would be appropriate, but for things that we do every day, if we can create a platform and an offering that enables people to be able to go, This system has predicted that its time for coffee, I think that will be significant progress.

5 Ways to Detect a Lying Client by Reading their Facial Cues

5 Ways to Detect a Lying Client by Reading their Facial Cues As a recruiter you have enough trouble dealing with some  candidates, the last thing you need is a client thats lying to your face. Fortunately, this infographic from our friends at  Little Badger  helps you pick up on the signs. The truth lies not in what people say. It is what they say and what they do while they say it that speaks the truth. The truth is revealed through micro-expressions, subtle changes in the face that happens for only a fraction of a second. A micro-expression is just like any other facial expression (e.g. a wide-open, slacked jaw expressing utter surprise) it is just expressed momentarily, before the person “recovers” to a lying expression that matches their lying words. Once you understand how facial cues work, you can match your clients words to their actions and “hear” the truth every single time. Heres the beginners guide to reading facial cues and what your client is really telling you. RELATED:  What Recruiters Must NOT Say to Clients

5 Helpful Resume and Job Search Tips from a Headhunter

5 Helpful Resume and Job Search Tips from a Headhunter Job searching, knowing where to search for jobs online, or finding the best resume advice, can be a confusing and daunting task. Especially, if you haven't done it for a long time. You’re changing industries and functions, or are getting to a point where your options are limited.A lot of people ask me to look at their resume to help them understand why they aren't getting callbacks. They ask me to talk with them and figure out why interviews aren't panning out. A poorly written resume speaks for itself, as does an unpolished interview style.However, many people I speak with have a great demeanor and a great resume. So, why are they (at best) getting very little interview traffic and no offers? Overwhelmingly it’s because they're either over or under applying.1. Be Honest With Yourself About Your Career TrajectorySome candidates feel like they’re underemployed and that they should be in a bigger role, which in and of itself isn’t the problem. Sometimes that feeling is right, t hey are ready for the next step. The problem is when someone applies for a role much, much bigger than what their experience can justify.When you over-apply you’re making bold assumptions about your career trajectory and ultimate worth to a client. Many people think, for example, that a Director role is what they must have despite not having the strategic and leadership background to support it. They strictly apply to Director level roles and get frustrated when they get no response.Now, I have no issue with you makingbold career assumptions, but they must be grounded in reality. You need to be able to strongly show why the company should take a risk onyou.2. Do Not Misinterpret the Lateral Title MovesEven lateral title moves are often misunderstood. A Director of HR with a 500 person family-owned retail business isn’t the same level as a Director of HR running a $500M division of a Fortune 500 manufacturer. Same job title, yet drastically different duties.The flip side of this issue is when a candidate thinks that since they have so much experience, applying to a lower level role would make them a shoo-in. I often see this with people making career changes and/or industry moves.Put yourself in the shoes of a hiring manager:You get a resume from someone asking you to hire them for a position level they’ve already surpassed. “Why?” you ask yourself. Is the candidate not confident in themselves and their potential? Are they only looking for lower-level roles so they can cruise a little instead of putting in the work in a harder, more strategic role? Maybe they are only looking at this role as a bridge to something better?Now, I’m by no means agreeing with the average hiring manager here. I write these typical responses because I’ve literally heard them 1000 times from my clients who all happen to be senior HR and Talent Acquisition leaders.3. Consider a Lower-Level Job With a Tailored ResumeCan you apply and get a lower-level job? Yes. Is it a dece nt method for transitioning fields/functions/industries? Yes. But your resume must be specifically tailored for this (that’s another article altogether) which most people do not. Instead, they highlight too much experience thinking that by overdoing it they’ll for sure get hired.Regardless of level, the best way to look at your resume and give interview answers is to assume that every other applicant has the exact same experience as you; same jobs at the same companies etc.If that’s truly the case, how do you set yourself apart?4. Mention Quantifiable AchievementsQuantifiable achievements, or the unique things that you did while in each of those roles.Example: Saved the company $1M by decreasing turnover by 35% within my first 6 months at the plant. A bullet like that shows results. It shows that you didn’t just maintain the status quo, but worked to improve your situation.5. Perform a Self-EvaluationYou must take the time to self-evaluate and truly understand what you offer professionally (not your potential, but what you can justify today), and how that fits into the current job market.Titles and scopes are vastly different from one company to another. Being a Manager today doesn't guarantee you that same title at another company. Focus on the duties and the scope when you read a posting.Make sure you understand how the size of your current role/company compares to the one you’re trying to move into. Have you done most if not all of the duties listed under the “preferred qualifications” heading in the posting? And most importantly, can you give very specific examples?

5 Reasons to Adopt Your Next Pet at a Shelter!

5 Reasons to Adopt Your Next Pet at a Shelter! Thinking of sharing your life with a pet?   Good for you! Pets provide love, companionship, laughs and a sympathetic ear. A dog gets you out walking. A cat will curl up with you at the end of bad day. Pets are good for your mental and physical health. And all pets give you unconditional love and someone to care about. As a veterinarian, I recommend that you adopt your dog or cat from a shelter. Here are 5 good reasons. Save a life Shelter pets need a second chance at happiness. While more and more shelters are keeping pets until they are placed, there are still plenty of organizations that must put a pet to sleep if it’s not adopted. Make yours their ‘forever home’ and you save a life. Find a pre-trained pet Many shelter pets are adults. They are housebroken, leash-trained or litterbox trained. A lot of the hard work is done! And your shoe collection will be safer without a teething puppy. Ask the shelter staff what tricks the pets know you might be amazed! Choose from many breeds â€" or none! Unlike breeders, shelters have pets of all shapes and sizes. Big fuzzy cats, small cuddly dogs, and noble hounds are all available. Whether you want a specific breed, a particular type, or a lovable mutt, you’ll find a pet who fits you at a shelter. You might even find one that looks like you! Photo from Twitter Pay less Pet ownership costs money. Some of my clients would pay hundreds or even thousands of dollars for a pet from a pet store or breeder. Add in food, beds, toys, and veterinary bills and the costs quickly add up.   Shelters generally charge much lower adoption fees. Your money goes to support their work with even more homeless dogs and cats. Shelter pets receive good medical care Reputable shelters work with veterinarians to vaccinate and treat your new friend for parasites, including deadly heartworm disease, dangerous worms and itchy fleas. Many will also spay or neuter the pet. Shelter staff can tell you about your new pet’s overall health and any behavioral quirks. They can also refer you to a good local veterinarian. Bring home a friend Adopting a pet makes a real difference, in your life and theirs. If you’re planning to open your home to a new friend, consider finding them at a shelter. Visit the ASPCA in the US, the RSPCA in the UK, or your local national animal welfare organization to find a reputable shelter. Thank you, from their hearts and from mine.

Happy 1st Birthday Ms. Career Girl!

Happy 1st Birthday Ms. Career Girl! Ms. Career Girl is celebrating her first birthday this month!   I can’t believe how fast 1 year has gone by.   The blog started because, as a banker, I needed a creative outlet and had a passion for career development and personal finance.   I also noticed that every time I talked with friends, we were all stressed out about the same things: the uncertainty of being in our twenties, money and our jobs.     I put these ideas into action via a plain white free WordPress blog with a Googled image as the banner.   I am not a tech person by trade, so Ms. Career Girl and I have grown significantly over the past year.   Since I believe in celebrating small victories, let’s review.   For example:   ·               I started using Twitter less than a year ago.   Now I’m totally hooked and have grown my following significantly. ·               After spending a few Saturday nights watching You Tube videos on how to do html and attempting to read “Blogging for Dummies,” I realized I probably wasn’t going to get smitten with the back-end of my blog. I decided to hire someone to help me make it pretty. I mean let’s be honest, if it took me so long to figure out how to unzip a file, this techy thing just wasn’t going to work out. ·               A whole new world of social media and the blogosphere emerged which I didn’t know existed- and I became fascinated with it.   I attended several social media events in Chicago and Milwaukee, and read books like Groundswell and PR 2.0 to learn everything I could. ·               I learned what happens when you blog while getting really personal about a bad situation and and for me- that turned out to be my all time traffic record and brought me several opportunities to guest post for other awesome blogs. ·               I’ve built significant relationships through participating in social media.   I met my career mentor @johnhead and my graphic designer @leahdossey on Twitter.   I have had the opportunities to do freelance social media work, be quoted in books and articles through relationships I’ve built online.   ·               I’ve met some of my local social media icons in person such as @kellyolexa and @blagica! ·               One of my favorite moments this past year is when I sat down at a social media conference put on by @sohobiztube and introduced myself to the girl next to me, and @hollyegg says “Oh hey Nicole!   You’re Ms. Career Girl! I flew here from Iowa because I read about this event on your blog.” ·               Ms. Career Girl has been  therapeutic for me and others. It got me through a breakup, a job change and a year of huge personal growth and change.     I’m really looking forward to pumping up the volume even more this year to bring Ms. Career Girl to the next level.     Thanks to those of you who have sent me personal messages and emails with your career/money questions, and for  thanking me for articles that were helpful to you!   Your suggestions, comments and critiques are encouraged.   Thanks for reading!  

12 Ways To Be Productive In Office If You Are Overloaded With Work

12 Ways To Be Productive In Office If You Are Overloaded With Work Productivity at work can be measured in terms of efficiency. If the more amount of work is done in a shorter period of time, then productivity can be considered as profoundly efficient.Productivity can likewise be characterized basically as achieving particular tasks inside designated time or deadlines. Subsequently, a worker who has not achieved the required amount is thought to be not exceptionally productive.Photo Credit â€" Pexels.comProductivity QuotientevalProductivity can likewise be measured regarding the proportion between output and input. Given a similar type and amount of work assigned to specialists, the worker who has finished work with a minimal amount of wasted assets is thought to be the most profitable.evalFor instance, a chef who has thrown away numerous excess ingredients can be viewed as less profitable contrasted with a chef who has improved the ingredients given a similar dish.Office-based productivity can likewise be measured as far as time efficiency, quota c ompliance and resource effectiveness. There are a few basic approaches to enhance productivity without fundamentally working too hard. It is about working smartly and attitude change. Efficiency can be accomplished by just changing habits.Let’s be honest â€" we are all busy these days. However, why does being busy have to be a bad day? It’s about how you organize yourself to complete your work.Here are 12 approaches to increase productivity and accomplish more in your own and Professional life.1. Plan Your WorkOutlining precisely what you need to achieve every day and dealing with your tasks give you a pleasant visual of all your work, and enables you to pick which to work on next. Furthermore, nothing beats the feeling of checking things off your to do list.2. Take NotesHave you ever left a meeting and overlooked your subsequent stages? Take notes when in meetings, on the telephone or at whatever time they pop into your brain. This saves time by not revisiting the discussions l ater.3. Organize Your WorkspaceA chaotic workspace can distract you from the current work. Ensure your work area and PC desktop, headsets or headphones are neat and in ready to use mode before you even start your work.4. Open the Doors of CollaborationBrainstorming with colleagues is a powerful tool. So is the chance to run a thought by a coworker to check whether you’re progressing nicely. Team collaboration tools help to open the doors and keep colleagues associated throughout the day.5. Attack the Big RocksevalThere are a few tasks, in any case, that should be worked on right away. Start working on those “huge rocks” before anything else. When you complete them, you’ll feel more accomplished for the day.6. Delegate to Team MembersIf you’re feeling overwhelmed by all the work before you, approach an associate for a bit of assistance. Taking 5 minutes to reassign an assignment and disclose it to another person will free up a lot of task time for you to fulfill everything else.7. ExerciseA late morning heart rate boost can increase productivity for the evening. If you can’t do jumping jacks in your office, a lunchtime walk works similarly also. Many people talk a lot about how they have no opportunity to work out. This doesn’t need to be valid, however. When you have a break, get up and walk around the workplace or parking lots, move up a down the stairs or do bodyweight exercises.In case you’re lucky, you may even have a gym in or close to your place of work. Exercise consumes calories, increases metabolism and decreases stress. You’ll appreciate an enhanced physical lifestyle and you’ll be better at everything you do.8. Keep Team Members in the LoopevalBy offering your schedule to colleagues, you are immediately considered responsible for completing that work. To Guarantee you are utilizing a team collaboration solution that offers transparency and permits colleagues to see other’s work effectively to deal with that responsibility.9. Wo rk When You’re ProductiveThere are continually going to be times in the day when you are more profitable than others. For me, it’s first thing. Recognize these circumstances for yourself, and plan your work accordingly. 10. Just Do itSometimes the best way to get stuff is to begin working. Get to work and see how much you can do. By monitoring what you need to fulfill can help build efficiency and enable you to accomplish more.11. Eliminate procrastinationsStart assignments as soon as possible. The earlier you begin working at a project, the prior you will have the capacity to complete it. There may likewise be sufficient time to check for quality. The piling up of tasks can be avoided in this manner. Henceforth, you won’t be overwhelmed by deadlines.12. Avoid DistractionsAre you web surfing a lot or utilizing Facebook during work time? All things considered, not unless that web surfing and utilizing Facebook are important to your work, you ought to stay away from these distra ctions.Distractions come in different forms, however, what truly matter is your state of mind towards them. As a rule, distractions are self-made and can easily be kept away from, for example, various opened windows on a PC screen.13. Choose the Right Type of FurnitureAnother approach to expand your work performance is by choosing the most suitable office furniture helps which can exhibit a positive expert image. You will find that the way you are adorning your office and the way you are displaying yourself to another can pick up the regard of your subordinates, your associates, and furthermore your bosses.In addition, your customers will have the capacity to consider you as the exemplary and they will need to seek you out.Ultimately, the office furniture will likewise help you to set up your reputation. Since you are choosing the office furniture, you can discover a way for making your work cube by yourself, at least for now. It will serve you right particularly if you beautify it with name plate of the other individual personality so individuals can discover you effectively.

What To Do When Asked To Lead A Gender Initiative

What To Do When Asked To Lead A Gender Initiative Sometimes, it is not clear whether a company is referring to a women’s initiative such as forming a women’s network, or whether it is part of a broader gender balancing program aimed at balancing the ratio of men and women throughout the business. It is important from the outset to be clear about which it is. Ideally, any company will see this as a gender balance program of relevance to men as well as women. This is clearly the direction to take it in. But anyone asked to lead a gender initiative initiative needs to understand the broader context before agreeing to take it on. My friend Anne (not her real name) is a partner in the London office of a global law firm. After 20 years in the profession, she was asked to spearhead the firm’s new women’s initiative in London. A number of thoughts occurred to her simultaneously â€" contradictory and yet valid reactions â€" ranging from “It’s about time!” to “I don’t want to get labeled as the office feminist” to “I don’t have time, and are they really serious about it anyway?” As the adage goes, you are not responsible for the first thoughts that go through your mind, but you are responsible for what you do with them. Should you take on the challenge? Here are some issues to consider: What top management support is there? Who is championing this initiative? Is this viewed as a strategic imperative for the firm, or is this just about “ticking the box” or “fixing the women”? What is the organization’s overall goal and how will success be measured? While it is important to help women help themselves and each other, the mindset across the organization toward diversity and its business benefits is key to success. Should it be led by a male senior manager to ensure the initiative is not sidelined as a ‘women’s issue’? Or, have they chosen you irrespective of your gender because you possess special leadership skills and internal credibility that uniquely qualify you for the role? What junior support will you have? Do you have freedom to set up a team, structure and procedures as you see fit? Have you been chosen as a role model? Is this an opportunity to lead by example showing, both men and women, how women can head up an initiative effectively even in a tricky setting? Taking on the challenge Here are some tips if you decide to go ahead: Agree the scope of the initiative upfront: are you asked simply to establish a women’s network, or a broader set of programs to attract, train and retain women across the organization? Is this envisioned as a multi-stage initiative with further activities to be added in the future? Having agreed the scope, draw up a ‘business plan’ with your sponsor’s approval to be endorsed by top management. Reach out beyond your organization to external audiences, and gain further visibility and business opportunities for yourself, your participants and also for your business. Learn from others’ experiences as you determine the range of your activities and the best approach to take. Establish a constructive approach and philosophy from the start. Focus on generating business leads and connections as well as building a support network. Ensure the initiative is not abused or used as a license for complaining. Ensure a close working link with your sponsor with the opportunity to report back and enlist support on an ongoing basis. Establish a feedback loop so that organisational change and learning can take place. Most women will see the benefit and experience the energy from being part of the initiative, but for many, addressing the potential for a “male backlash” is an important consideration. Make an effort to engage the men as well, especially where bridges can be built and endorsement can be found. Strive to be transparent since the unknown (and therefore mysterious) tends to arouse suspicion and misplaced ill will. Report back to the general audience with appropriate frequency. Open up fora to all employees, where appropriate, for example when speakers are coming in to talk about business or general career topics, to further demystify the subject. Remember that some people will complain no matter what, so do what you can to meet the complaints and send the rest of them to speak to your senior sponsor. Anne has taken on the mantle to lead the women’s initiative at her firm, and she is making a real difference. Men and women in her firm are gaining invaluable insights and, by hosting events with female clients, the initiative has led to new business opportunities for the firm. Who says you can’t have win-win?