Hiring resources

Flexibility without Commitment – Could Temp-to-Hire Be Your Answer?

Is temp-to-hire a solution for staffing uncertainty?
Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
December 9, 2022

Staffing challenges can be tricky. As your company moves into 2023, your Q1 picture may still be unfolding. You need good employees, but you’re not sure whether they fit into your budget. That’s why we are big fans of temporary staff and temp-to-hire models. These staffing solutions keep you flexible and competitive while minimizing risk to your company.  It’s a mutually beneficial scenario that helps you get the work done while you strategically plan for the coming months.

Temporary staff can help you power through a heavy workload. Maybe one of your employees is taking a leave of absence. Maybe you’re approaching your company’s own personal crunch time. You’re not ready to hire new employees – and invest the necessary time and money in onboarding and training – but you need someone with the right skills to step in and lend a hand. Temporary staff can be the answer to your work worries. Maybe you have an entry-level employee who seems ready for the next level, but you’re not sure you can create a new position right now. A temporary employee can come in and answer the phones while you see if your receptionist is capable of handling new duties. Either way, you can solve your staffing problems without adding another line to the payroll.

The American Staffing Association agrees.

“Temporary and contract workers play an essential role in today’s society, providing vitally important skills and services wherever and whenever they are needed most,” says Richard Wahlquist, president and chief executive officer of the American Staffing Association.

But what about benefits, you ask? Aren’t those a gamechanger for potential employees? Of course they are, and we have you covered. When you partner with That’s Good HR, you don’t have to worry about solving the benefit puzzle. We offer benefits that are immediate, convenient and flexible for temporary workers.

While temporary staff can help you get past the big challenges, temp-to-hire positions allow you to “try before you buy.” Are you thinking about adding an administrative assistant position to the payroll, but you’re not sure if that’s what you need to fill in the gaps at work? When you list a position as temp-to-hire, you’re saying there’s a chance this position will become permanent if both sides are amenable. If it doesn’t work out – and sometimes it doesn’t – we’ll take care of communicating with the candidate and continuing to work with you on a staffing solution.

Nobody has a crystal ball to tell us what’s going to happen in 2023, but we can confidently predict that That’s Good HR will work with you to find the right solution for your staffing challenges and needs. Cheers!

Hiring resources

The Top Three Don’ts for Post-Interview Thank You Notes

Hands on a keyboard.
Mary Springer headshot
Mary Springer
November 15, 2022

The interview is over, and you’re feeling pretty good about the conversation. You nailed the hard questions and developed an easy rapport with the hiring staff. Now you want to stay at the top of the candidate list. Timely and well-written thank you notes can make the difference.

Thank you notes can be a deal maker – or a candidate breaker – when it comes to the final hiring decision. Research by TopResume indicated that 68% of hiring managers say a thank you note – or the lack of one – impacts their decision. Stack the odds in your favor by following up with the right words. Don’t skip this final opportunity to make a good impression.

Sometimes it’s not what you do, but it’s what you don’t do when you’re writing a thank you note. Fortunately, we’ve listed the top 3 don’ts for post-interview thank you notes. Read on to see how you can make the most of this important interview tool.

Don’t wait too long to write your thank you notes

Once the interview is complete, many hiring managers are already thinking about the next candidate. If you wait too long after an interview to send your thank you notes, you risk being forgotten. Shoot for the first 24 hours after the interview to maximize your note’s impact. Should you go old school and send a written letter? That’s not necessary, say hiring managers. In fact, most HR managers say it’s perfectly fine to follow up with an email. Don’t get too casual, however. Texts or instant messages may fall into the category of being too casual for business communications.

Send a separate thank you note to everyone who interviewed you. This indicates a commitment to the entire team. Resist the desire to add something frivolous or funny, though. You may be a great artist, but sending an original cartoon to each person who interviewed you can quickly move from quirky to questionable.

Don’t write a novel – keep your thank you notes short and succinct

Everyone’s time is valuable, including the people who just interviewed you. While it may be tempting to use your thank you note to restate your resume and all of your admirable qualities, you don’t want to come across as someone who demands too much time and attention. Instead, use your thank you note to convey your gratitude and enthusiasm in a few short paragraphs:

  • Thank them again for their time and attention.
  • Share something specific from the interview that stood out for you.
  • Highlight how you believe you are a good fit for the open position.

Don’t make mistakes

Yes, to err is human. But typos in a thank you note can give the impression of being careless, and you don’t want to leave the interviewer with that final impression. Write the draft, take a few minutes, then read it over again. Ask a trusted friend or colleague to give it a second look. Reading it out loud can also help you catch mistakes.

What if you don’t know what to say?

Are you struggling for the right words? That’s Good HR can help you design the perfect thank you note. Give yourself an interview advantage with That’s Good HR. We have more than 20 years of experience matching qualified candidates with open positions in the Indianapolis area. We’re more than just a staffing firm. We take the time to get to know you first, understanding your unique combination of talents, skills and professional goals. When you work with That’s Good HR, you’re working with a staff who is committed to making the best match for both our candidates and our employers.

That’s Good HR has access to open positions that may not be posted anywhere else. Take a look at our job board to see what types of positions are available. If you’re interested in learning more about That’s Good HR and our current job openings, send us a copy of your resume now. The Match Matters at That’s Good HR, and so do you!


Our Top Employee Polls on LinkedIN This Year

A bulletin board with question bubbles.
Madison Schacht headshot.
Madison Schacht
Manager of Talent Acquisition
November 2, 2022

As a staffing firm focused on both job seekers and employers, we believe it’s important to keep our fingers on the pulse of the Indianapolis-area professional community. That’s why we query our LinkedIn followers on timely topics throughout the year. It has been a fun way to uncover new trends and give our followers a glimpse into how other people feel about their career paths.

Let’s look at what we learned from some of our most popular polls in 2022:

Should you stay or should you go?

Our May poll was a simple one. Do you plan to switch jobs in the next 12 months? It appears that our LinkedIn followers have their eyes out for something new, with 59% responding yes. How would you vote? If you’re looking for a change, That’s Good HR can help you discover potential career opportunities.

Job worries in today’s economic climate

We’ve read the headlines. Inflation is high. The economic outlook is questionable. We asked our LinkedIn followers to share their worries about job stability in today’s economic uncertainty. It looks like our followers are split on the issue, with 49% saying they’re not worried at all, and 50% responding that they are very worried or somewhat concerned.

If you’re feeling career uncertainty, remember that you have That’s Good HR on your side. We can help you dust off your resume and update it with our convenient resume template. If you’re ready to check out new opportunities, send us your resume and we can start a conversation.

Putting your thoughts to music

Our September poll asked followers to choose a popular song to describe how they felt about their current job:

  • I Ain’t Worried
  • Bad Habit
  • First Class
  • Break My Soul

Either there are a lot of Beyonce fans among our followers or a lot of broken spirits at work, because “Break My Soul” was the overwhelming winner. If you’re not answering “First Class” or “I Ain’t Worried” in this poll, perhaps it’s time to connect with That’s Good HR. Your job should be more than a “Bad Habit.”

That’s Good HR has more than 20 years of experience matching qualified candidates with open positions within the Indianapolis area. Our research and staffing proficiency can solve the puzzle of bringing the right candidates to the right company. If you’re looking for your next job opportunity, That’s Good HR is your job search partner. Contact us today to learn more about how That’s Good HR is committed to making the right match.


7 Outside-the-Box Employee Retention Strategies

A notebook with the words "Retention Strategy" written on the cover.
Greta Cline, CFO
Greta Cline
Partner, CFO/COO
October 10, 2022

Attracting and retaining top talent is tough. It takes real strategy, and in our post-pandemic world, HR and leadership teams must be highly creative with a laser focus on the overall employee experience. Are you ready to start attracting and retaining the best of the best, and enjoying an engaged workplace? There has never been a better time to get creative to retain top-quality talent using these 7 outside-the-box employee retention strategies.

Employee retention strategy tip sheet mocked up on an ipad

Attract & retain the best of the best!

Steal our outside-the-box ideas.

There has never been a better time to try out these creative staffing strategies to help you land and keep top-notch talent.

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1. Revamp your onboarding and orientation

Making your orientation and training process more engaging and exciting is a great first impression for new hires. Create an onboarding plan that makes your employees feel welcome and provides plenty of information about the company’s culture and core business processes. Connect consistently and often. Company-wide communication plans such as newsletters, boards, apps, etc. are great ways to reach all employees.

2. Offer a competitive salary

We all know that budgets are tight right now. Even if you can’t increase salaries at this time, consider other forms of compensation such as improving health care benefits or the employer-paid percentage, PTO, retirement plan matches and bonuses. The top reason to leave a job in a recent “Future of Benefits Study” from The Hartford was, unsurprisingly, for higher wages, the next highest reason was for a better workplace culture.

3. Prioritize employee well-being 

Speaking of workplace culture, make sure that your employees have a healthy work-life balance with corporate wellness programs, stress management, financial planning services, gym or fitness class reimbursement, paid mental health days and/or sabbaticals. Always remember that your employees are real people with real lives outside of work, just like you.

4. Promote a recognition-rich culture

Recognize employees early and often – both performance and effort. According to OC Tanner research via NBC News, 79% of people say that lack of appreciation was a major factor in their choice to resign. Even more surprising, roughly 60% say that employee recognition can be even more motivating than money. Celebrate both wins and losses together and tell employee stories in creative ways.

5. All about the perks

Perks at your office can include things like well-stocked staff kitchens, a casual dress code, parental or caregiver paid leave, on-site daycare, stipends for off-site child or fur companion daycare, pop-up events, and cell phone or commuter parking stipends.

6. Flexibility is where it’s at

As you consider office perks, keep in mind that reports show a majority of employees would be willing to give up at least one traditional job perk in exchange for choosing their own workspace. Today’s workers want increased work flexibility, including remote and hybrid positions. If you can’t go fully remote for a position, offer a mix of on-site work each week and flexible schedule options. Above all, be compassionate and open-minded.

7. Empower employees 

In order to help your employees to achieve their development goals, employers can provide continuous learning opportunities, a development stipend, tuition reimbursement, mentorship programs, and coaching resources. 

According to a recent Gallup poll, just 32% percent of employees in the U.S. are genuinely engaged in their jobs. But with assistance from a staffing firm like That’s Good HR and our employee retention strategies, your candidates, new hires and seasoned employees can feel more engaged than ever. Our forward-thinking, locally focused firm specializes in making strong temp, temp-to-hire, and direct hire placements in areas like HR, administrative, customer service and accounting.

Not sure where to start? Poll your current employees! Contact our employer partnerships team today and we can help you define polling questions to assess the engagement of your staff as well as develop strategies to help retain them!


The Power of Referrals

Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
September 1, 2022

Have you ever referred a colleague or friend to a new career? Or have you ever referred a fellow company to work with That’s Good HR? Our team works with referrals from several different vantage points, and we find that these referrals are a major factor in successful matches for clients and candidates alike. As we explore the power of referrals, consider whether you have a professional connection who could benefit from a referral to That’s Good HR. 

Why are referrals important?

Did you know that many employers prefer working with candidates who have been referred? According to the Society for Human Resource Management (SHRM), about 28-30% of new hires have come from employee referrals over the past 10 years. And in companies where HR/recruiters place a greater emphasis on referrals through incentives or another similar program, that number can grow to even 35-45%. A 2016 study in the “Journal of Labor Economics” also showed that “referred candidates are more likely to be hired” and that “employee referrals are associated with significantly stronger tenure.” 

How can referral programs save money?

Referral programs, including those with an incentive bonus, can be a hugely cost-effective way to reach a larger pool of job seekers for your open positions. When current employees refer their industry peers to your organization, those candidates are often proven to be a good fit for your company’s culture and could even require less onboarding and training upon hiring. A 2015 study from “The Quarterly Journal of Economics” even found that in some fields, referred workers may also have superior performance and productivity over non-referrals (though this was not found to be consistent across every metric).

As the SHRM article explains, “Employee referral programs essentially turn all employees into recruiters.” Your current team is likely connected to a number of highly-qualified professionals and former coworkers, who may not consider themselves in the market for a new job. But when they are referred and actively sought out by someone they hold in high esteem (and that person’s employer) they may be more likely to consider the opportunity. 

How does the TGHR candidate referral program work?

We also find that some of our best candidates have been referred by previous candidates. If someone would like to be a part of our referral reward program, they simply need to complete our online form with the referral’s name and phone number (and their contact information) so that we can reach out to them and learn more about their skill set. If we find a good placement for them, then the referrer will receive a $200 bonus once the referral has worked 40 hours! In addition to this candidate program, we also accept referrals from clients for new and existing organizations who find themselves in need of staffing support.

What happens after someone is referred to TGHR?

When we receive a candidate referral from an employee we have previously or are currently working with, we connect with the job seeker to identify their skill set and unique talents. We harness the power of referrals to meet our client’s specific staffing needs by finding a mutually beneficial match for every open position. We don’t just send candidates to our client companies, we invest time and consideration into finding the best person to join your team. It matters to us because it matters to you.

Are you ready to find the best fit for your staffing needs? Would you like to refer another organization or a potential candidate to That’s Good HR? Reach out today so that we can connect with you!


3 Outside-the-Box Ideas to Boost Workplace Flexibility

Greta Cline, CFO
Greta Cline
Partner, CFO/COO
August 24, 2022

Many of today’s workers, especially Millennials and Gen Z, want to find a company that places value on work-life balance. In order to boost workplace flexibility, we’ve got three unique tips for employers to help attract new talent. And with the assistance of That’s Good HR, we can promote these features on our job board to find you the best candidates for your open positions.

1. Consider a compressed workweek

A compressed workweek can be a great way to offer a more flexible schedule to your employees. Using a compressed work schedule, workers usually work longer days in order to have a half or full day off once a week. This might look like four 10-hour workdays rather than five eight-hour days. Companies will still see the same number of hours worked by each employee, but employees will enjoy having an extra day off for additional flexibility to run errands, schedule appointments, etc. 

Another similar workweek change is “summer Fridays” or “half-day Fridays.” Said to have started with New York advertising agencies in the 1960s, this practice allows employees to take a half-day off of work each Friday from Memorial Day to Labor Day, or for at least one of the summer months. The practice grew by 43% from 2012 to 2019, with more than half of organizations offering this benefit in 2019. Half-day Fridays have been shown to boost morale, and at least two-thirds of employees who use them report that the practice increases productivity.

2. Set flexible company communication standards

If you are beginning to use a compressed workweek, flexible work schedules, or half-day Fridays, it may be advantageous to set a new company standard for communication. Even without an “official” flexible work schedule, there may be times when someone pulls a late night with overtime. But with a new standard for company communication, coworkers won’t be pressured to reply (or work) outside of their typical hours just because someone else is. 

One way that companies can encourage flexible communication is with Slack, Microsoft Teams or Google Chat. Employees can indicate whether they are fully offline, in flex (near their computer/phone but doing other tasks), or fully available. This will help others know whether to expect an immediate response in the chat or on email, and reduces the pressure for employees to check their email or other communication at all hours. Scheduling emails to send the next day or during regular work hours (especially as someone in leadership) is another great way to reduce the perceived need for an immediate reply.

3. Offer synchronous vacations to boost workplace flexibility

Providing generous paid time off is a good step in the right direction to boost workplace flexibility, but an even better consideration is synchronous vacation. When a whole company closes and its employees are off of work at the same time, it means that the same pressure some people feel to keep working during an individual vacation doesn’t exist. With synchronous vacations, the entire company can return feeling more refreshed, which can improve productivity and employee morale. Many companies use existing holidays to create a synchronous vacation, such as Christmas to New Year’s, or the Fourth of July holiday. 

If you are an employer searching for more ways to boost workplace flexibility at your organization, the client partnership team at That’s Good HR would be happy to help! Reach out to us today so that we can help deliver strategic staffing solutions that work for your company.


Bridging the Gap with Onboarding

Madison Schacht headshot.
Madison Schacht
Manager of Talent Acquisition
May 20, 2022

Okay, so you’ve made a new hire … now the hard part’s over, right? Not quite. Although That’s Good HR works with our clients primarily on the hiring process, we know that the transition from new hire to company contributor is one that takes a lot of input and support. Having a well-planned onboarding process can help your new hire know they’ve made the right decision to join your company, so it’s important to get it right from day one. As you prepare to train your next new hire, we recommend establishing or reevaluating your onboarding process with these tips. 

Planning your onboarding process

Having a plan is the most essential aspect of onboarding. Whether your new hire is joining the workforce for the first time, or has 20 years of experience, you don’t want to assume how much they will know about how your company operates. Ensure that they feel welcome by setting up the basics of their workspace, help them begin important HR processes like benefit enrollment and get them set up with payroll as soon as possible. 

In their first weeks, provide your new hire with granular-level duties and detailed explanations, prioritizing self-sufficiency where you can. Let them know that no question is too basic to ask, especially with regards to setting up their phone, computer or other devices. Some people will have plenty of knowledge about how an office, their technology, etc. works, but others will not. Err on the side of offering more information than not enough.

Establishing a mentor

If you are frequently onboarding new hires, it may be beneficial to establish a formal orientation. Large companies often align hiring dates for new employees on a cycle that allows for group orientations either weekly, biweekly or monthly. The leader of this orientation is often a dedicated human resources team member, with their onboarding schedule allowing for additional training in each new hire’s specific department. 

While this is a great method of efficiency for larger employers, smaller organizations can establish a similar protocol. Having a dedicated HR staff member to onboard new hires (even if that’s just one aspect of their job) will provide each person with a similar experience and ensure they learn about the company’s overall mission and culture, before getting into the weeds of their specific job. This HR member can be there to answer general questions for new employees, but ideally there will also be a mentor within each new hire’s department as well. It’s important to dedicate time to onboarding, with regular training and check-in’s for up to 12 weeks.

Onboarding with That’s Good HR

One of the best parts about working with the hiring specialists at That’s Good HR is that you can also incorporate our team into your onboarding process, especially with temp-to-hire positions. We can provide new employees with their payroll, benefits and health insurance, allowing you more time during the onboarding process to focus on teaching them about company culture and the details of their job. Temp-to-hire placements also offer a natural time to assess the situation for both parties, and with a successful onboarding process, new hires are much more likely to be satisfied with their position becoming permanent. 

Some employers may be concerned about the cost of an elaborate onboarding process, but we urge you to consider the higher cost of an unsuccessful onboarding. From the start of the hiring process, companies should be transparent about their culture and what each job entails, and as supportive as possible once the hire has been made. For many new hires, if they feel they’ve been part of a “bait and switch” and there has been no loyalty built to the company yet, they will have no hesitation in leaving. At that point, you’ll have not only wasted your time and effort in their hiring and/or training, but you’ll have to do it all over again too. 

If you’re looking to hire and onboard at your company, we’d be happy to help! Contact our staffing specialists today at 317-469-4141 to learn more about partnering with That’s Good HR. 

HR Insights

Today’s Biggest Hiring Challenges: Q&A with Mary Springer

Mary Springer headshot
Mary Springer
May 3, 2022

With more than 20 years of experience matching qualified candidates with open positions around the Indianapolis area, That’s Good HR Founder and Partner Mary Springer has seen opportunities rise and fall with the economy and job market. It’s a job seeker’s market, and Mary sat down to chat about how employers can stand out and find qualified candidates amongst today’s biggest hiring challenges.

What are the biggest hiring challenges employers face right now?

Mary: The record low unemployment rate is the biggest challenge. Employers have fewer candidates for open positions, and many candidates receive more than one offer. After two years of non-traditional work schedules due to the pandemic, we have discovered that candidates want flexibility – they want remote options and autonomy over when they come into the office.

What happens if an employer cannot offer a remote option?

Mary: I’m honest with employers. If you are trying to fill an in-office position, you will have a limited number of candidates. I encourage employers to consider offering a flexible schedule if possible. I also suggest offering direct-hire positions, rather than temp-to-hire. Temp-to-hire has worked well in the past, but today’s candidates want the security of a direct-hire position.

What other factors influence a company’s ability to hire the best candidates?

Mary: The salary and benefits package are important. Candidates have more opportunities in today’s market, and inflation has cut into salaries’ overall value. We also encourage employers to respond quickly after an interview. Last week we sent a candidate to several interviews, and he had three offers soon afterward. If you’re moving too slowly, you’re going to lose good candidates.

What do you want to tell employers who are trying to find the best candidates?

Mary: Be flexible, pay a competitive salary and have a good onboarding program. You need to engage your employees to keep them. If you are going to ask them to come to the office, make it fun.

Are you struggling to fill open positions in your workplace? That’s Good HR is your staffing partner. We do the background work for you, reviewing resumes and matching your company with candidates who have the skills you require. Let us help you make your next workplace match by contacting us today at 317-469-4141.


Building Employee Loyalty

Greta Cline, CFO
Greta Cline
Partner, CFO/COO
April 19, 2022

Employee loyalty is something that is not just hard to build, but hard to maintain over multiple months or years. In the time since the pandemic began, many people are choosing to simply leave if they aren’t feeling valued at work. According to the Bureau of Labor Statistics, 2021 saw a record-breaking 47.8 worker resignations, with a spike of 4.5 million in November, the highest monthly quit rate ever recorded since these levels were first noted in 2000. With the help of these tips from That’s Good HR, you can improve employee loyalty and reduce the resignation rate at your Central Indiana company.

Offer employees more meaning at work

According to the Society for Human Resource Management, a global professional organization for human resources of which we are members, one of the top ways to improve employee loyalty is to attach more meaning to their work. Although perks and benefits are nice, the ultimate purpose that people find at work is being part of something bigger — a cause that improves the lives of others. It’s important for employers to identify the real purpose of your business, and be able to explain how the work that your employees do fulfills it, right from their first interview

Ask what you need to do to earn employee loyalty

Want to know exactly what would earn loyalty from your employees? It’s as simple as asking them. The needs and wants of your workforce can easily change — and quickly — so regular check-ins will be beneficial to know how to keep them from looking for employment elsewhere. Each individual will have different needs, and fulfilling those wherever possible is likely to have a positive impact on all of your employees, even if they do not all take advantage of every single perk. Some benefits aren’t as cost-prohibitive as you may think, and some ways to improve loyalty may be as simple as providing more flexibility where possible. 

Offer flexibility and connection in a virtual workspace

The pandemic has completely changed how people work, with many more offices moving to remote work or hybrid schedules. According to the 2022 Mercer’s Global Talent Trends report, a shocking one in every three respondents said that they would be willing to skip a pay raise in order to have more control over when and where they work. And roughly that same number (32%) said that flexibility was the biggest reason they continue to stay with their current employer. 

Although some positions can’t provide an opportunity for remote work or alternative hours, most can, and providing this flexibility to your employees will go a long way in earning their loyalty. And where you do offer remote work schedules, don’t forget to maintain a personal relationship during virtual meetings and regular check-ins. A sense of purpose is largely connected to human interaction, so talking about life outside of work can improve loyalty as well. 

Improve employee relations with better engagement

This is a no-brainer, but if you are trying to earn employee loyalty, it’s important to treat the people in your company well. Recognize your employees as individuals with goals of their own, rather than just workers punching a clock to fulfill organizational needs. Of course, your team is being paid to do a job for the company, but you should also be aware of the career and personal goals that they have and how you can help to achieve them. Just as you want your employees to engage with their work more than simply earning a paycheck, you need to put effort into their career goals too. Investing in employee education and personal skill-building will make them much more likely to use those acquired skills at your company rather than moving on to new things. 

Avoid quick fixes versus lasting change

Speaking of the long-lasting effects of employee loyalty, it’s important to avoid throwing money at the situation to prevent a “big quit” at your company. A one-time bonus, even a large one from a well-meaning employer, can sometimes make people wonder why you aren’t paying them more in the first place. Rather than offering someone a once-a-year bonus, look into increasing their regular salary, or see if you can offer stock in the company, perhaps with an employer match. Feeling a sense of ownership in the company, from the top down, can improve employee loyalty in big ways. 

If you are a client employer looking for more ways to increase loyalty and improve the hiring processes at your company, reach out to That’s Good HR today. We’d love to discuss the strategic staffing solutions we can offer your team. 


How to Have a Sense of Humor at Work

Hannah Replogle headshot.
Hannah Replogle
Talent Acquisition Partner
April 13, 2022

April is National Humor Month, and if you haven’t already, it’s high time to incorporate a sense of humor at work, especially if you are in leadership. Here at That’s Good HR, we love to laugh and have fun AND we know how to get seriously good results for our Indianapolis clients and candidates. Learn more about why you should incorporate laughter into your workday — and why humor is more than just one-liners or knock-knock jokes. 

The benefits of laughter

According to a score of studies on humor at work, laughter can make a big impact on performance and employee retention. Business leaders that show off their sense of humor may be seen as 27% more motivating and admired than those who don’t, plus their employees are up to 15% more engaged with their work and twice as likely to solve a challenge creatively. And having a sense of humor isn’t anything new, those stats come from a 1987 study that has been affirmed time and again in additional research. Plus, humor doesn’t just pay off with coworkers, being funny with customers can increase their willingness to literally pay you by up to 18%.

Researching humor at work

A large amount of this research on humor at work has been both compiled and observed anecdotally by Jennifer Aaker and Naomi Bagdonas, authors of “Humor, Seriously: Why Humor Is A Secret Weapon in Business and Life.” They first started working together in 2014 when Aaker, a behavioral scientist and Stanford Business School professor, invited Bagdonas to be a guest lecturer. At the time, Bagdonas was completing her MBA at Stanford, but she was also regularly performing improv at local comedy clubs. 

Bagdonas’ talk about bringing storytelling into data and analysis brought many students to tears from laughing so hard. Later, Aaker found that when her students’ course evaluations were completed, they could recall the points made by Bagdonas in more detail than almost any other speaker. Once the women realized how they could harness the power of humor in business, they started working together, co-teaching a Stanford course called, “Humor: Serious Business” and eventually publishing “Humor, Seriously” in fall 2020, which has become a Wall Street Journal, LA Times and USA Today Bestseller. 

Finding moments to laugh

Incorporating a sense of humor at work is often less about polishing your stand-up routine and more about seeing humor in the day-to-day. Don’t know any good jokes? Start exercising your sense of humor by making a clever quip about something you’ve observed in the office. Contrary to common belief, being funny is something that you can practice, like a muscle that can be worked and improved. 

And don’t be afraid to laugh at yourself when you make a mistake. Especially for leaders, this usually means you are more forgiving and makes it more acceptable for your subordinates to laugh at themselves too. And research actually shows that people who laugh at themselves will in turn make fewer mistakes because they are less anxious about messing up (and they recover quicker when mistakes do happen). 

Let us find a place for your humor to shine

There’s a reason why workplace comedies like “The Office” are some of the most popular shows on television … real moments at work can be really funny! And when we spend a major chunk of our week interacting with our coworkers, having a sense of humor at work can make it that much more enjoyable. 

At That’s Good HR, we not only bring our sense of humor to our own office, we also see it every day with our partners at the top in Indianapolis. Whether you are a candidate in search of an organization where you’ll love to work (and laugh) or a client employer looking to add a dash of humor to your next hiring process, look no further than That’s Good HR for employer-employee matching needs! Contact us today at 317-469-4141 to learn more.