One of the benefits of enrolling in a HDHP is the ability to make tax-free contributions to an HSA. You receive a debit card, you assign beneficiaries, and it is portable. You might even compare it to a medical 401(k).
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Have you seen these billboards or storefronts near you recently? Or maybe you’ve been hearing a lot of the chatter on Twitter? Don’t worry; these silly startups are not real. On May 1st, we launched a national “faux startup” advertising campaign that has resulted in numerous laughs and giving viewers a “double-take”. There is more than meets the eye with this unconventional campaign that uses storefronts, billboards and banners to highlight that HR shouldn’t be an afterthought when launching a successful startup business.
Essentially, our new campaign features empty storefront signage and billboards in entrepreneurial-minded cities that feature “faux startup” branding and business signage for Critter and LinkedOut, making each appear as if the business were real. So what are Critter and LinkedOut all about?
Critter: A social networking site that claims to connect “Your pets, 140 characters or less”
LinkedOut: A spoof on the popular networking site that gives uses the opportunity to “connect with people who fired them”
Pedestrians and drivers intrigued by these “startups” can check them out online, where they will get a “double-take” when the site quickly transitions from landing pages that highlight the silly business idea, to the messaging explaining that while some startups are destined for failure, others just need a little help along the way to succeed: an HR partner like TriNet.
Some of our best responses to these campaign have come from our social media followers. Our favorite tweets, as of now, regarding our new faux-startups are:
It seems that overall we are receiving and all around positive response to our new advertising campaign and we are excited to see what you think about our new ad campaign. Leave your comments below!
Want to check out a storefront or billboard near you? Here is our list of storefronts and billboards in the nation:
Critter
1. Denver, CO
2. Palo Alto, CA
LinkedOut
1. Atlanta, CA
2. Austin, TX
3. San Francisco, CA
Is your town now listed? You can still view them on our Facebook page. Plus, while you are there be sure to “like” us!
Companies these days are often asking employees to do more with less, which can leave employees feeling over-worked and under-appreciated. It is more important than ever for employers to reward and recognize employees in ways that keep them motivated and engaged, while also keeping financial constraints in mind. There are actually many ways in which Employers can add some fun to the workplace without breaking the bank. Employees often feel the most valued when they receive sincere, personal praise from their Manager commending them for a job well done. Rather than sending an employee a simple electronic email, you could instead take the time to create a hand-written thank you card expressing your appreciation for their work. Most employees also enjoy special treats to eat at work, so instead of stopping by and picking up a box of donuts, go the extra mile and bring in personally baked cookies or candies, which adds a special touch.
“Spot” or “WOW” Awards” are common programs at companies which emphasize peer-to-peer recognition. With these programs, employees are able to acknowledge work done by a peer whom they feel needs to be recognized. This recognition could include non-monetary forms of recognition such as ribbons or certificates, but they could also include low-cost rewards such a gift certificate for free cup of coffee at a special coffee shop or a free movie ticket to a local cinema. An “Employee Wall of Fame” is another common way to recognize exceptional employee work. With this type of program, companies post letters and emails regarding an employee’s outstanding performance which they receive from clients or customers on a special bulletin board for other employees to see.
Other fun ways to reward or recognize employees are:
Times are tough for everyone right now, which makes keeping employees happy and motivated all the more challenging. However, with a little bit of thought and creativity, you should be able to find some inexpensive ways to show your employees how much you appreciate their commitment to your organization.
In Provide Proof, the sixth video in the TriNet Extreme Leadership Series, leadership expert, bestselling author, and host Steve Farber takes us to the final stage of his leadership-building LEAP Roadmap (Love—Energy—Audacity—Proof). Proof, as described by Farber, is altogether different from the previous three LEAP elements because it cannot be confined to talk alone. It must be demonstrated.
Proof is a defining moment for viewers who aspire to become Extreme Leaders. It’s the point at which they must look inward and ask themselves if they are ready to put all the LEAP elements into action. To Farber, this is a task “easier said than done” because the person following the LEAP framework must continually take on ever more challenging responsibilities. Extreme Leadership is not a goal a person who simply wants to bask in the spotlight of public admiration should seek.
Farber illustrates his premise with a parable, “There are a lot of people who ‘think’ they want to be matadors only to find themselves in the ring with 2000 pounds of bull bearing down on them…” Farber suggests that viewers ask themselves, “Do I really want to do this? Do I want to be an Extreme Leader? If the answer to that question is yes, then PROVE it!” says Farber.
How? Farber recommends leveraging something called DWYSYWD (pronounced dwiz-eee-wid) which stands for “Do What You Say You Will Do.” DWYSYWD is a litmus test that can help validate whether or not an aspiring Extreme Leader—or his/her organization—lives up to the criteria of Extreme Leadership. If the alignment of words and actions is proven, then the criteria is met.
Farber explains that “If I tell you I’m going to call you tomorrow at ten o’clock, I call tomorrow at ten o’clock—that’s DWYSYWD—that’s proving myself to you.” And, in order to verify proof at an even deeper organizational level, Farber suggests that a team variation of the DWYSYWD model be used. In the team variation, participants evaluate as a group whether their actions are congruent with the mission, values, and/or brand promise of their organizations. If they are, the team, and the organization have passed the test and evolved to Extreme Leadership. If not, Farber suggests that new or different actions be explored that will enable the team, and the organization, to more fully live out the values and promises their words imply.
Proof then confirms whether or not the standards of Extreme Leadership have been attained by the individual, team, or organization. Although proof is the final element of LEAP, the roadmap is an ongoing process for the Extreme Leader. As Farber explains “Proof is something we demand of each other all the time—we need to prove ourselves to the people we’re trying to inspire.”
All of the videos in the TriNet Extreme Leadership Series—an exclusive program for TriNet client companies—can be accessed through our online portal, HR Passport®. Trinet.com visitors are welcome to get a sampling of the program or to contact us for additional information.
Disclaimer: The contents of this blog have been prepared for educational and information purposes only. The content does not provide legal advice or legal opinions on any specific matters.
Transmission of this information is not intended to create, and receipt does not constitute, a lawyer-client relationship between TriNet, the author(s), or the publishers and you.
You should not act or refrain from acting on any legal matter based on the content without seeking professional counsel.
