Employee priorities have never been shifting faster than today, in the age of the Great Resignation and “quiet quitting”. Millennials and Gen-Z are starting to make their voices heard in the workplace in a major way, and failing to understand or compensate for changing employee values means losing out on essential talent! So, what trends characterize the changing workplace, and what are the main employee priorities shaping up to define 2023? Some requests are as simple as a shift in focus, such as…

1. A Renewed Focus on Mental Wellness

It’s no secret that Gen Z workers face greater mental health challenges than ever seen before, with the two year pandemic lockdowns having taken a disproportionate effect on their mental health. Millennials aren’t far behind, meaning younger workers in general are looking for workplaces that take mental health seriously, and are willing to have the hard conversations necessary to provide adequate support for anxiety, imposter syndrome, and any number of other wellness issues. 

2. Growing Enthusiasm for the Four-Day Workweek

Studies around the four-day workweek have ramped up in the wake of Covid-19, and the results to date have been overwhelmingly positive. Not only have many of these initial tests shown greater overall productivity for businesses, the four-day workweek is also a hugely desired perk that is quickly growing in popularity, especially among younger workers. The concept of the four-day workweek is a rapidly growing employee priority that you’ll definitely want to keep an eye on in 2023.

3. Increased Flexibility around Hiring and Work Expectations

This trend is especially relevant for ‘front-line’ workers who have been denied much of the post-pandemic flexibility that’s been afforded to office workers, but increasing flexibility both for employees and as an organization will continue to be a major trend, and a factor that many workers are specifically pining for. Modern workers have made it clear that they’re interested in having control over their own schedules. This should extend to organizations seeking the agility to function at maximum efficiency while allowing employees the ability to maintain work/life balance through managing their own schedules.

4. Investing in Personal Relationships and Addressing Employee Burnout

 Burnout continues to rise, and combined with mental wellness struggles in the digital era, managing it effectively will likely prove to be a key employee consideration going into 2023. More than anything, it’s become clear that burnout management requires a personal touch. Employees are looking for co-workers and managers that they can be comfortable and honest with, and trust that their emotional difficulties won’t result in citations or scoldings for reduced performance. Learning to approach stress and burnout with a gentle hand will become a key differentiator between high-turnover organizations and those that retain talent for years to come.

5. The Growing Power of AI and Automation

Automation and Artificial Intelligence continue to rise in relevance and practical use, with industrial robots seeing deployment from the factory line to the self-checkout aisle. Machine learning models and other innovative AI technology has recently proved its potential to disrupt even skilled labor fields such as coding and graphic design. While these tools are powerful, it’s up to organizations to deploy them in responsible ways, and that responsible deployment is likely to be an increasingly prominent employee priority moving into 2023; workers will be paying attention to irresponsible rollouts of automation that eliminate positions without recompense, and be expecting their employers to use these new technologies in ways that streamline their work instead of making it more difficult.

While priorities will vary from employee to employee, these key points will rank among the top concerns of global workers as we move into 2023. From mental wellness to robotic takeover, 2023 promises to be both an interesting and surprisingly optimistic year – presuming that organizations can tackle the chaotic landscape of the modern hiring market, assuage an exhausted workforce, and deploy new tools and technologies responsibly! 

Check out PerkSpot’s Blog for more modern workplace trends, or schedule a demo if you’d like to hear more about how PerkSpot can help save your employees money and drive positive culture in your organization!

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Benefits are always evolving and adapting, especially with new generations joining the workforce and work environments becoming more flexible. Whether it’s the option to work remotely or commuter benefits, there are endless ways to help your employees feel valued. With the new year right around the corner, it’s the perfect time to consider what benefits you’ll be providing employees in the upcoming months. 

To make things easier, we’ve laid out a list of the benefits employees are looking for out of their current or future employer! 

1. Financial Wellness Contributions

With record high inflation rates in the past year, employees have been challenged financially to keep up. To mitigate the effects, it will be crucial to provide benefits that help your employees stretch their paycheck. Luckily, there are plenty of ways to provide financial value to your team. A few examples include financial reimbursements 401(K) contributions, a flexible spending account, financial planning and coaching, and implementing or upgrading your employee discount program. 

2. Voluntary Benefits 

Healthcare costs only continue to increase causing employees and their families added stress. A few of the trending voluntary benefits that companies are taking advantage of are accident insurance, critical illness, hospital indemnity insurance, disability insurance, life insurance, identity theft protection, and pet insurance. By including these benefits at no-cost to employees, it’s a great way to provide protection and security. 

3. Family Planning Support

According to Mercer data, 70% of employers are already offering or planning to offer parental leave in 2023. Additionally,  53% are providing or planning to provide paid adoption leave. Not only that, but companies are starting to provide surrogacy benefits, fertility treatment coverage, on-site or backup childcare options, and extended leave for both parents. 

4. Mental Health Benefits

With the recent pandemic, increased inflation, and a rise in layoffs, employees have been not only challenged physically but also mentally. Now is a great opportunity to add or improve your benefits around well-being. A few examples you can provide include online resources like classes or apps, employee assistance programs, employee training and workshops, and discounted therapy access. 

5. Unique, Outside The Box Perks

Employers across the nation are starting to implement fun, exciting benefits that employees are loving. Whether it’s extended time off for holidays, volunteering days, unlimited PTO, lunch stipends, pet-friendly workspaces, or home-office contributions, there are plenty of ways to increase employee engagement with new perks. 

When it comes to employee benefits, there are plenty of opportunities available to help your employees feel valued. Ready to get started today with a financial benefit that helps employees save on the things that matter most? Sign up for a demo and provide your team with exclusive access in a matter of days. 

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How often do you look at the emails piling up in your inbox and get overwhelmed? Between correspondence with co-workers, subordinates sending in deliverables,and  external outreach, , the average worker receives a startling 71 emails a week – with important roles getting even more. It’s no wonder that people are overwhelmed with email fatigue, with over 80% admitting to missing important emails due to the volume they receive. 

Email management is certainly more difficult than it appears at first glance, and failing to properly  control your inbox can easily lead to missing business-critical information. Fortunately, there are a number of tools you can use to make sorting through a seemingly endless deluge of emails a lot easier.

     1. Set Up Dedicated Folders to Sort your Emails

One of the easiest and most useful things you can do to manage a crowded inbox is to set up folders for specific purposes. If you coordinate with specific teams, try setting up a folder for each department you’re regularly in contact with (“Sales”, “Business Intelligence”, “Product Development”, etc.)then set your email’s filters so that incoming mail from relevant team members goes straight to those dedicated folders instead of your main inbox. This simple process can transform your mail from a cluttered mess to neat stacks of siloed information virtually overnight!

     2. File Unnecessary Conversations into Junk

You may feel guilty labeling a conversation as ‘junk’ or ‘spam, but if you don’t need the information that that sender’s giving you, it’ll take a load off your shoulders if you categorize it as such. The junk folder is specifically intended for just those sorts of conversations – the ones you don’t really need.  It will make your life a lot easier if you’re consistently categorizing repeat senders into that category, especially if they don’t have anything useful to deliver!

     3. Don’t  Feel the Need to Write a Perfect Email Every Time

If you’ve got a smaller email in your inbox, a short, straight to the point response will do – no need to overthink it! Registering that you’ve simply seen and understood what’s being conveyed will help you clear your own mind from email overload. It will also help manage your time so you can focus on the things that really do demand more attention.

     4. Set Aside  An Hour in the Day for Email Management

 One easy way to cut down your emails is to put aside some time specifically dedicated to staying on top of your inbox. Studies consistently show that specialized time helps us focus in and be more productive on dedicated tasks, so if email chaos is getting out of hand, an hour or even just fifteen minutes of dedicated inbox administration can be a huge help in buckling up and getting email chaos under control.

     5. Condense Information

In short, simply send less emails. Of course, there’s always plenty of emails you’ll need to send, as mail is a vital tool in effective business communication – but before you send out any message, consider two things. One – is this message really necessary? What am I hoping to achieve by sending it out? And two – Could what I want to achieve be said in a more concise manner? Taking a few moments to consider these questions can help you condense information down to the core of the issue at hand, making your communication more effective and saving both you and your co-workers time. Trust me, they’ll appreciate your pointedness too!

     6. Follow the ‘Touch it Once’ Rule

Maybe the biggest thing that can bog us down in email management is opening an important email – and then tabbing away to work on something else, procrastinating actually answering the email for hours and allowing work to stack up. Once you’ve opened, read, and understood an email, if it needs a response, you should respond right away so you can close out that email and stop worrying about it. This rule, also called the OHIO (Only Handle It Once) principle, not only saves us the mental energy of thinking about emails we need to respond to – it also saves time, and makes our email responses better by ensuring that our replies are fresh and top of mind.

Hopefully, these tips should save you some stress when you look at your inbox and groan. Applying due diligence and careful organization to your email can seriously cut down on inbox stress – and if you use these tips, you’ll experience the rewarding feeling of looking at a clean inbox, with nothing in the ‘To-do’ pile, without having to spend hours every day mulling over incoming communications!

Check out PerkSpot’s Blog for more advice on how to make your life at work a little easier, or schedule a demo if you’d like to hear more about how PerkSpot can help save your employees money and drive positive culture in your organization!

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Finding the right way to say “thank you” to your employees during the holiday season can be stressful. But believe it or not, it doesn’t have to be. Not only will your employees feel appreciated, but gift giving is a great way to recognize their hard work and accomplishments over the past year. 

We’ve laid out four tips and tricks to conquer this holiday season with gift giving techniques that don’t break the bank. Your wallet will thank you and your team will feel valued! 

1. Keep In Mind That A Homemade Gift Is Just As Special

Sometimes when we think about gift giving it’s easy to fall into the trap of buying the next best thing or associating the amount of money spent with your gift’s value. In reality, there’s plenty of ways to show your team you care with homemade cards, blankets, cookie mix, ornaments, mittens, and so much more. It’s the thought that counts! 

2. Remember The Importance Of Quality Over Quantity 

Sometimes the best gift is the gift of quality time. Instead of unwrapping presents, plan to spend time together as a team. You could plan an event you’ll all attend, schedule a virtual happy hour with festive beverages, or even volunteer for a good cause with one another. Sometimes the best gift is the one filled with laughter and catching up. 

3. Did Someone Say Company Swag? 

One of the easiest ways to thank your employees is to set them up with some new company swag. There’s plenty of options including mugs, sweatshirts, phone cases, slippers, and so much more. Not only is company swag a great investment that promotes your company, but it also boosts company culture and brand recognition in the long-run. 

4. Don’t Forget To Make It Personal When Gift Giving

A simple and effective way to give a gift that goes the extra mile is to incorporate personalization. Is there a coffee shop your team loves? Does your team enjoy grabbing lunch at a nearby restaurant? No matter what you decide, be sure to include a personal message reiterating your gratitude. It’s safe to say that a handwritten card will go a long way with your employees. 

There’s plenty of ways you can recognize the hard work of your employees this holiday season.Thanking your team and showing appreciation will not only make their holiday more jolly, but it will pay off long term. In fact, a recent survey found that engagement, productivity, and performance are 14% higher than in those companies without recognition.

We’re here to help this holiday season. An employee discount program can make  your gift-giving easier and less expensive, so you can focus on building a better business while keeping employees happy and engaged. Schedule a demo today to discover great deals on family fun time, new gadgets, last minute gifts, and more. 

From all of us here at PerkSpot, happy holidays!

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A recent study by the Society for Human Resources Management found that providing opportunities for career advancement was a key consideration for employees – ranking right behind compensation as a driver of turnover. So, if modern employees are concerned about career development, what can you do to help ensure that workers in your organization have access to the career advancing tools they’re looking for?

Consider Professional Development, Not Just Advancement

Believe it or not, development is just as important as actual promotions! If someone isn’t ready for a promotion immediately, but you want to maintain them as talent – ensure that you’re helping them further their skills and development to prepare them for eventual advancement. The most common form of professional development is offering credits for further education and upskilling. This can take the form of an employee interested in the management track getting their MBA, an engineer looking to learn a new programming language, or many other avenues. Putting some money aside for development credits of these kinds is a reliable way to reduce turnover and encourage long-term loyalty of highly skilled employees. Strong development programs send a message that you’re not just interested in extracting value from individual employees, but instead in being a partner on their complete career journey.

Offer Clear Paths to Success in One on Ones or Development Meetings

Communication is critical at all levels of business, and nowhere is this more apparent than employee retention. If you want to retain promising employees within your organization, managers, executives, or HR professionals should be having open conversations about where they see their career going. More importantly, you should discuss how the organization can help them to get where they want to be. These development meetings not only give you an essential pulse-check on employee ambitions, they can also give you a heads-up if someone feels they don’t have the upwards trajectory they’re looking for.  By helping address their developmental needs, you’re more than likely to save your organization from some costly turnover.

Everyone’s Path is Different

Some employees may be interested in the ‘traditional’ route of eventually managing a team. Others may wish to cultivate other specialized skill sets, or branch out into something new entirely. Allowing these diverse paths of development through personal plans and conversations is important – as is continuing to mentor and develop veteran workers, even after they become managers or specialists. Learning is a lifelong experience, and you should strive to build a forward-pushing culture that encourages it!

Think About Advancement Before Your Employees Are Perfectly “Ready”

It can be easy to fall into the trap of waiting for “that perfect moment” to advance an employee, or until they’re absolutely, 100% confident in their abilities to tackle a higher position. But the truth is that people are rarely, if ever totally confident in their abilities to handle something new before they’ve actually got hands-on experience doing it, whether it’s working with a new piece of software or managing a team. If you’re confident in an employee’s experiences, and more importantly their ability to learn and grow, you should consider advancing their position before they’re perfectly ‘ready’, since they’ll be able to grow into the role and discover hands-on if it’s really right for them. These moves are also a sign of trust in an employee’s competence and long-term prospects with the company. Those are essential qualities for long-term retention!

Cultivating sustainable advancement can often be boiled down to providing the opportunities in both time and credit for professional and skill development, combined with the trust to let employees realize those skills in a hands-on setting. As always, it comes down to some of the fundamentals of good business practice; Open, active communication, and trust within teams. Applying these principles to any aspect of your business will bring back positive results – in this case, in the form of a more qualified, high-skill, and loyal employee base that has your organization to thank for not only cultivating its professional development, but also in providing the opportunity to put it to good use.

Check out PerkSpot’s Blog for more advice on building workplaces that are great to work at, or schedule a demo if you’d like to hear more about how PerkSpot can help reduce costs and drive positive culture in your organization!

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Today’s modern, dynamic, rapidly-moving workplace comes with many advantages. We benefit from agile organizational structures with an atmosphere where anyone can shine. Or, at least, that’s what we like to say. And while these benefits make a big difference in employee’s lives, the changing modern workplace has also changed what bullying looks like, transforming it from open abuse of power into something that tends to be quieter, manipulative, and more insidious.

With open-faced bullying seen as totally unacceptable, workplace bullying often instead takes the form of competitive employees defaming others, attempting to manufacture situations where they’ll look like the hero. For example, a common tactic employed by this kind of toxic personality is to claim credit for co-worker’s key deliverables. Then, they’ll use those same deliverables as evidence of why they’re a better performer than their ‘target’. When conflicts invariably spring up from these lies, if management isn’t careful, workplace bullies will tend to have the edge in the ‘he-said, she-said’ conflict due to focusing more on telling executives about the work ‘they’ did rather than actually doing the work.

Handling Office Conflict Responsibly

Needless to say, workplace bullies can destroy a team’s cohesion and productivity, and it’s essential for leadership to detect and remove these kinds of people ASAP before they can gain power in the office. That being said, rushing to fire someone who exhibits bullying behavior is not always the correct move! There are a range of reasons why an employee might engage in bullying; including personal insecurities or even mental illness. 

While stopping bullying is critical, it’s also important to understand motivation for an effective response. That might include sensitivity training sessions, a recommendation to see a therapist, or simply termination from the company. As a leader, it will ultimately fall on you to decide which approach is right for your situation.

Common Patterns of Workplace Bullies

It’s also important not to misconstrue or hastily judge the situation. Behaviors that appear to be rooted in bullying may in fact stem from deeper, institutional issues within the organization, such as cruel or over-competitive traditions. To help distinguish, here are some common patterns of legitimate bullies in the workplace:

• Consistently redirecting conversations about team efforts to focus exclusively on their personal contribution
• Displaying a lack of empathy or care for the feelings or workload of others
• Highly judgemental, and willing to delay or jeopardize projects over minor personal issues
• Takes poorly to any kind of criticism, even constructive criticism, often viewing it as insulting

How To Document and Report Conflict

These traits all but guarantee someone is a bad fit for any workplace. If you start to notice them, there’s a real chance that you have a workplace bully on your hands! And if you’re an employee stuck in a situation with a bullying co-worker or even boss, make sure to document a pattern of behavior before presenting to Human Resources. Not only will it help you construct a case, but also allow you to examine your relationship with your co-worker. A detached perspective will help you understand if it’s actually a case of workplace bullying or something else entirely. No matter the case, your office will feel the positive impact of removing toxic influences. And you might be surprised how fast things change when you take action!

Check out PerkSpot’s Five Focus Areas for Building a Better Workplace for more advice on building healthy, sustainable long-term culture at your organization.

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Businesses in the United States lose productivity worth about $300 billion a year due to disengaged workers.

But the good news is that you can increase employee engagement by boosting employee experience. Employees who have a positive experience are likely to be more engaged than those with a negative experience. And creating a positive experience is simple. Let’s take a look at how you can do it.

1. Improve Internal Communication

Ask any HR expert- strong internal communication in the workplace is a huge factor in the employee experience.

Effective communication leads to better collaboration which helps develop employee relationships. It boosts the morale, engagement, satisfaction, and productivity of your employees. Plus, increased communication in the workplace promotes a sense of community and creates cohesion in the organization. This is especially important in a remote or hybrid work environment.

Start by making your workplace a safe space where employees can share accomplishments in their personal and professional lives.

Here are a few other tips to open communication lines:

• Schedule regular 1:1 sessions. Use this time to learn about any concerns they may have before they turn into bigger problems. It’s also a great time to address their happiness at work.
• Schedule weekly team meetings as well. It helps members know what others in the team are working on and find opportunities to collaborate. Members can share any setbacks they may be experiencing and get help from teammates.
• Always give the ‘why’ behind every action you take. It helps create a more transparent atmosphere. 
• Give constructive feedback. Instead of criticizing, help them learn from their mistakes. This can boost the morale of your employees, which would otherwise drop if you keep criticizing them.
• Use communication channels to openly recognize employees’ contributions. It’s a great way to motivate them as they’ll see their work being recognized.

2. Act on Feedback

Collecting feedback to understand your employees’ job satisfaction and assess the dynamics of the workplace is great. 

But do you act on this feedback?  If not, you’re losing out, and this inaction can make employees lose trust in you. They are likely to stop giving feedback if they feel unheard. To build employee confidence, first ensure your feedback surveys are anonymous.

This will empower employees to be candid about the issues affecting them in the workplace, and help you implement the changes they want to see.

Once you collect the feedback, communicate your action plan in relation to the issues they raise. If, for instance, your sales and marketing team raised an issue on inefficiency in lead generation, highlight the growth software you’ve adopted in response to this feedback. It’ll go a long way in improving employee experience.

3. Create Growth Opportunities

About 22% of employees cited ‘career issues’ as the number one reason they left their jobs in 2021, largely seeking opportunities for growth and promotion. This concern even comes ahead of other major issues like work-life balance.  

Image via Work Institute

This means having opportunities for growth in the workplace can keep your employees happy and content. It’s one of the main ways to boost employee experience in your company.

Good growth opportunities should:

• Be accessible to all employees
• Cater to the different experience levels and needs of your employees
• Center around short-term and long-term objectives

Instead of hiring externally for leadership positions, promote your employees. Empower them to qualify for these promotions by helping them expand their skills. You can:

• Use the online course creation platforms to create job-specific training. This Thinkific review can get you started
• Create mentorship programs
• Help employees expand their skills through cross-training and stretch assignments
• Create leadership development programs
• Set up a tuition reimbursement program. Or if you’re looking to control business spending, encourage them to take up massive open online courses (MOOCs)

Discuss long-term career goals with each employee and create a development plan that gets them there.

4. Create a Strong Company Culture

Company culture encompasses what’s acceptable and applauded in your organization. It’s what the company stands for and the key values that define the organization.

Positive work culture creates an environment where employees are happy to be with each other, committed to the company goals, and engaged in their work.

Create policies that curb barriers to positive company culture, such as:

• Uniform framework for annual reviews
• Diversity and inclusion policies
• Adopting remote and hybrid communication tools and policies
• Flexible working hours and leave policies to improve work-life balance
• Placing a cap on the number of work hours to ensure workload management

You can make a video collage that demonstrates the mission, goals, and values your company holds dear. Using this or a similar tool in your onboarding process can help get new employees accustomed to the tone of your work environment from the get-go.

What Next?

It’s time to put these strategies into action to boost your employee experience.

Start by leveling up communication in your organization. It’ll make it easy for employees to build workplace relationships.

Additionally, implement the right changes by paying attention to employee feedback.

Finally, create an environment your employees want to stay and work in by opening up growth opportunities and building a positive company culture.

Once you put these into practice, you’re sure to experience higher employee productivity and retention rates!

Contributor Profile:

Gaurav Sharma is the founder and CEO of Attrock, a results-driven digital marketing company. He regularly contributes to top publications such as HuffPost, Adweek, Business 2 Community, TechCrunch, and more. Connect on Socials: Twitter, LinkedIn

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Anyone who’s ever been part of a strategy meeting knows that coming up with objectives is always the easiest part. Managers and entrepreneurs especially can relate to that nagging feeling of “too many ideas, too little time’. Coming up with amazing ideas might not be easy, but turning a great concept into positive metrics is the real challenge.

In many ways, bridging the gap from idea to result is the core responsibility of any team leader, as nearly every team – no matter how talented and happy to be in the organization – depends on you to ‘steer the ship’ and productively direct their efforts.

That being said, you’ll have a much easier time acting on your ideas with a supportive, engaged, and satisfied team to carry out action plans. But even the best team needs direction and guidance to turn those concepts into something tangible. So, without further ado, here’s three concrete tips to keep in mind as you build your next big campaign!

Set Deadlines and Keep To Them

Remember when you’re setting up your deadlines that unexpected roadblocks can always cause delays. Building a reasonable deadline means accounting for the possibility of delays – so take the time to think about them beforehand! Keeping to your deadlines encourages employees to closely follow your campaign plans and fosters a culture of not only trust but also mutual accountability  – making it far easier to transform those objectives into tangible results!

Don’t Delay Moving on your Action Items

It’s rare that any project will have total smooth sailing without any unexpected hurdles along the way. The best way to prepare for delays is to get started on your project plan immediately! The power of getting started promptly is often underestimated, but hitting the ground running sets the tone and pace. If a lethargic start can lead to an underwhelming project, an enthusiastic one can set the stage for greatness. Demonstrate that you’re serious about turning your ideas into action by tackling execution enthusiastically right off the bat!

Lead by Example – Show, Don’t Tell

Most important of all is to be directly involved in the process. You can help through personal, visible contribution on key items, or by providing a clear and reasonable roadmap to the team that breaks down the wider objective into bite-size elements matching individual talents. Translating your ideas to results is often a matter of initiative. Big ideas are never easy! And sometimes, they can look harder when you get to documenting every step you’ll need. But by providing clear direction and quick, steady movement on each point, you can get the results of your dreams! For many top-level objectives in Human Resources, PerkSpot can be a part of the solution, providing actionable benefits that impact your organization’s turnover and retention rate. Reach out now, or learn more about how PerkSpot can help you reach your goals!

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Workplace studies in recent years consistently show that employees are increasingly seeking more than just competitive salaries and benefits in their employment; they’re also looking for a sense of belonging and purpose. Even if you pay competitive rates, modern employees need to also feel like their work is meaningful, and that they’re a valued member of not only your company – but also its community. 

In the wake of the ‘Great Resignation’, some have begun to call this increasing trend towards employees seeking belonging in the workplace as the ‘Great Reflection’, with work-from-home and rapidly changing economic conditions leading many to think big-picture about their lives, their work, and what it all really means. 

So what can you do to help bring your employees a sense of purpose in their work? Start with these six tips for building a constructive and meaningful environment!

1) Collectively Define Company Culture

Promote the value of diverse opinions and employees participating in defining company culture; remember, the purpose of your organization isn’t simply a by-line decided by the executive team, it should be a set of values held and agreed upon across the entire org!

2) Focus on Sustainable Performance

Focus on sustainable long-term performance rather than driving for overly ambitious performance. In the long run, a sustainable performer is 17% more productive than an average employee. They’re also 1.7x more likely to stay with their current organization! Ultra-high performers can lead to a quick burst, but are ultimately unsustainable.

3) Keep Employee Wellness in Mind

Pay attention to individual employee needs and mental well-being. There’s a fine line between being considerate and prying. Even so, make sure employees feel safe in confiding and addressing wellness concerns by providing a considerate and honest atmosphere.

4) Get Rid of Micromanagement

Throw out micro-managerial behavior and give employees the freedom to approach their work in the ways they’re most comfortable. Trusting employees to be responsible for their own work not only tends to improve quality, it also empowers them with a sense of value towards their position in the wider organization!

5) Refine your Processes to Cut Busywork

Always be looking for ways to axe busywork in favor of refining business-critical processes. The more unnecessary red tape you can cut out and the more trust placed in individual employees to carry out important aspects of your business model, the more they’ll feel like a direct part of what makes the business run. Trapping rockstar employees in mundane day-in day-out work is sure to kill their sense of purpose in the organization! 

6) Make your Workplace Human-Centric

While productivity is the ultimate goal of any organization, companies are always made up of diverse individuals. Feeling like cogs in a machine is absolute anathema to building any sense of purpose. The most important objective of human resources has to be making employees feel like they’re part of something more. ‘Human-centric’ is a broad term that can include company-wide pride events all the way down to individual check-ins and honest, open conversations. But whatever approach you take, it all comes down to the same core principle. Show your employees that they’re seen and valued as people, not just productivity numbers on a spreadsheet. 

Building Belonging with PerkSpot

At the end of the day, building belonging is really about recognizing your employees as unique individuals and treating them, their skills, and their time with respect. And that’s good advice in general, not just for imparting a sense of purpose within your organization! Whether it’s in work or life, when you treat people with respect and purpose, they notice – and the whole business benefits.

Interested in learning more ways to improve your organizational culture? Check out PerkSpot’s five focus areas for a better workplace!

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