SnackNation Healthy Snack Delivery Fri, 23 Jun 2017 23:06:02 +0000 en-US hourly 1 The Top 40 Corporate Wellness Companies That Are Transforming Workplace Health and Happiness Thu, 22 Jun 2017 01:21:17 +0000 If you're looking for the best corporate wellness companies that can help improve the health of your team, you've landed in the right place. Employee health affects more than home life; it also affects work productivity. That’s why so many companies are now hiring firms to manage and improve their employee’s health through things like yoga sessions or healthy food deliveries.

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The Top 40 Corporate Wellness Companies That Are Transforming Workplace Health and Happiness

best corporate wellness companies

At SnackNation we live by the motto “Health above all else.” In fact, it’s the first – and arguably most important – of our five core values.

In our view, health is always square one. You can’t be a good boss, teammate, friend, or spouse without first taking care of yourself.

And we’re not the only ones. More and more companies are finding that healthier employees are also happier and more productive. A study by the Harvard Business Review found that for every dollar invested in wellness, companies average a return of $2.71 by way of increased productivity, decreased absenteeism, and reduced healthcare cost.

As a result, a cottage industry of corporate wellness companies have sprung up in the last few decades, offering an array of different services and approaches.

But with so many options out there, how do you decide which solution is best for your organization?

That’s where we come in. We compiled this list of the best of the best wellness companies, the ones with the longest national reach, the most robust programs, and a track record of success.

In no particular order, below are the top 40 corporate wellness companies who make it easy for employees to live healthier lifestyles and make working at your company even more fun.

Free bonus: Revive you wellness program by downloading our Ultimate List of 121 Wellness Program Ideas. Easily save it on your computer for quick reference or print it for your company’s next Wellness Meeting. Includes 10 bonus ideas you can’t find on the blog.


 1. Marino Wellness

marino wellness
With three levels of corporate wellness programs for different sizes of companies, Marino Wellness can cover any size or budget for corporate wellness. With options as various as annual health risk assessments and monthly massage days, this company is definitely a great choice for corporate wellness.


 2. EXOS|MediFit

The powerhouse that is EXOS is definitely one of our top worksite wellness companies partially for their ability to design custom fitness centers for big corporations, but also because they also make these gyms eco-friendly. So, the gyms are good for employees and the environment!


3. Wellness Corporate Solutions

wellness corporate solutions
Like many of our other world class corporate wellness companies, Wellness Corporate Solutions offers health fairs and health risk assessments to employees. However, Wellness Corporate Solutions also offers eight week long wellness campaigns to challenge employees to strive harder both for health and in a work environment.


4. Kinema Fitness

kinema fitness
One of the most inspirational parts of the Kinema Fitness system is its willingness to give back. Kinema offers its fitness services to non-profit events. By giving back to the community in this way, Kinema is making the world a better place.


5. Premise Health

premise health
Premise Health does more than just cover you for your basic health needs; it also offers chiropractic and acupuncture services for its customers. That’s right—all of those years of hunching over at a desk can be corrected with a few simple appointments!


6. TotalWellness Health

Unlike many other corporate wellness companies, TotalWellness’s goal is to improve the health of employees by lowering healthcare costs. Employers can then offer more wellness programs with the savings they generated.


7. WorkStride

workstride corporate rewards
Although not typically considered a corporate wellness company, WorkStride helps employers recognize and reward behaviors that already occur to improve employee wellness. This can help your company save money on more than one level.


8. Fitbit

Many people know Fitbit as the tiny wristwatch-like device that gets you to your personal fitness goals. However, Fitbit also provides companies with corporate wellness programs that use their products to improve employee health.


9. Provant Health

provant health
Serving over six million employees in America, Provant’s program focuses on three tenants: assessment, inspiration, and rewards/reports. These tenants make improving or customizing an employer’s program a breeze!


10. Marathon Health

Marathon Health
Three words—onsite health centers. No more wishy washiness of wondering if your employees are truly sick and need to go home or if they are simply being hypochondriacs.Check out Marathon Health’s site here.




11. Wellsource

Wellsource is a great company for corporate wellness. Recognized as a Fit Friendly Worksite by the American Heart Association and a longtime WELCOA member, Wellsource has been helping organizations and individuals understand the connection between lifestyle and risk factors for preventable disease for nearly 4 decades. Wellsource’s innovative health risk assessment and online wellness resources make getting your wellness program up and running quick and easy.


12. Virgin pulse

At the heart of Virgin’s offering is technology designed to cultivate good lifestyle habits and maximize employees’ total quality of life. Their product suite includes mobile apps, fitness trackers, and detailed analytics, as well seamless integrations with a ton of devices – even Amazon’s Alexa.

In May of 2017, the company also launched the Virgin Pulse Global Challenge. The effort brought together 300,000s employees in 185 countries to compete in a 100 day virtual journey that included physical activity, healthy eating, stress resilience, sleep quality and healthy habits. Virgin’s founder Sir Richard Branson himself even joined in on the fun.


13. American Specialty Health

Although American Speciality Health (ASH) may have been born in founder George Devries’ spare bedroom 30 years ago, today the company have one of the most robust offerings for employers and healthcare providers in the U.S. Their network includes more than 60,000 speciality healthcare practitioners who can provide what your employees need to lead healthier lives.

We like ASH for their unique mix of musculoskeletal health plan integrations, fitness and exercise services, and more general health management solutions. They also really do have something for everyone, including no-cost, low-cost, and reimbursement-based plans.


14. Welltok

Welltok is a pioneer in health optimization that provides a highly personalized and rewarding experience for employees.

The company’s main platform, Cafe Well, is an ecosystem of programs that combine a broad selection of content, community, and rewards programs to incentivizes positive health behaviors.


15 Power Wellness

power wellness
With a focus mainly on fitness centers, Power Wellness brings corporate wellness back to basics.


16. Karēlia

Karelia’s approach to employee wellness is as unique as its name. Its focus is on food health, specifically lessening the meat and saturated fat intake of employees and increasing the intake of fruits and vegetables.



This unique corporate wellness solution focuses on getting employees paired with doctors. Doctors in the MDVIP system manage the health improvement plans of their patients, from exercise to diet and everything in between.


18. Vitality

Vitality takes a gamified approach, incentivizing healthy behaviors through challenges, points, and rankings. They also leverage their 220 million months of global member data to drive real results.

And really, their results speak for themselves. An independently verified study found that Vitality programs have resulted in $4.7M in total medical cost savings, and have increased on the job performance by nearly 4%.


19. LifeDojo

LifeDojo’s unique name matches its 12-week approach to corporate health. Their program not only incorporates traditional elements of health; it also factors in stress, resilience, and sleeping patterns to improve overall wellness.


20. Training Amigo

training amigo
Another technologically advance employee wellness solution is Training Amigo. Along with tracking how your team is performing in the program, Training Amigo also makes reporting fun through rewards-based tasks and a platform similar to a social media account.


21. Kersh Health


We like Kersh because they’ve developed a simple, effective approach over their 20 years in the biz.

They start with a low-friction biometric screening to determine where to focus. Next, they outfit program participants with KAM, their proprietary, state-of-the-art wearable accelerometer to measure daily activity. Finally, they combine these inputs to provide a “Qscore” and recommend action.

Their algorithms have been actuarially verified by one of the world’s largest insurance providers, and additional clinical offerings make for a well-rounded experience.


22. Sonic Boom Wellness

Sonic Boom
Along with mental and physical health, Sonic Boom also factors in many employees’ wallet worries. With programs on budgeting and other financial concerns, Sonic Boom goes well beyond the corporate wellness standard.


23. Corporate Fitness Works

Corporate Fitness Works
As the name implies, Corporate Fitness Works focuses on one main goal: fitness. With a variety of programs and services to keep your employees fit and active, Corporate Fitness Works is a great choice.


24. EliteHealth

elite health
With a focus on smoking cessation, stress and time management, and nutrition and fitness, EliteHealth truly lives up to its name. It is perfect for any sized company and was even rated top 10 corporate wellness companies by


25. Psocratic

Psocratic is all about customization. Their solutions are designed to be both custom to your business and personalized for each individual employee. Their fun, user-friendly experience recommends activities and provide growth-inspiring tools for your employees.

All of this is deployed with a layer of social connectivity, making their program fun and transparent, while inspiring some friendly competition. Psocratic is also great for orgs of all sizes, from startups to Fortune 100 companies.




26. Vital Management

vital managment
With applications, health management solutions, and biometric screenings, Vital Management has the basic trimmings of any other corporate wellness program. However, it also has recreation management, which helps bring employees together into a team environment.


27. Sprout


Sometimes the effects of a wellness program can be short-lived. Not so with Sprout. Their programs and solutions are specifically designed to deliver lasting, measurable results.

They do this through their online platform and mobile app, which provides insights and analytics, and integrate things like absenteeism, engagement and performance data to obtain insights, action plans, and real time ROI.

But what we love most is Sprout’s commitment to best in class service. Instead of overwhelming you with tools and capabilities and leaving you to fend yourself, the company is there to offer guidance and best practices every step of the way.


28. Maxwell Health

maxwell health
Maxwell Health is the first ever operating system for employee benefits. The app is like a one-stop-shop for everything benefits related, including built in insurance ID cards, a step tracking program, rewards store and concierge service, where employees are assisted with claims, choosing doctors, and much more.


29. Jiff

jiff wellness
No, not the peanut butter brand. This company uses a combination of gamification and economic incentives to get employees healthy. Whether it’s earning a few bucks for getting a check up or rewarding employees for taking lunchtime walks, Jiff is the technological solution for corporate wellness.


30. HeiaHeia

Based out of Helsinki, this fully customizable corporate wellness company makes getting your employees away from their desks and on their feet easy! Heia Heia’s easy to use application has 400 physical activities to choose from that will earn employees rewards.


31. PDHI by ConXus

With the ability to autolog fitness data from devices like Fitbit, ConXus is a conglomerate of a variety of organizations aimed towards keeping your employees healthy. From hospitals to heath coaches and everything in between, ConXus has got you covered.


32. Ceridian LifeWorks

This world class corporate wellness company works to improve health before issues arise, while also creating a social environment for employees. Both initiatives by Ceridian lower healthcare costs in a remarkable way.


33. US Corporate Wellness

us corporate wellness
Running much like a super efficient corporation, US Corporate Wellness focuses on optimizing health for each team member, engaging and persuading team members to join, and measuring results to improve the program overall.


34. ComPsych

What makes ComPsych unique is its recognition of both physical and mental factors for making employees healthy. From helping employees quit smoking to lifestyle coaching, ComPsych runs the full gambit of corporate wellness.


35. Novant Health

Novant Health
Boasting an individual culture of health and wellness for your company, Novant Health focuses both on preventative care and minimizing risk. Programs like tobacco cessation programs are what they are known for!


36. Corporate Health Partners

corporate health partners
This unique wellness company focuses on three main components: assessment, culture building, and getting results. Corporate Health Partners serves companies and even some municipalities throughout the US.


37. Elevation Corporate Health

Elavation Corporat Health
Offering Wellbeing Webinars and multiple avenues for talking to a health coach, Elevation Corporate Health is the perfect solution for companies that need an affordable, but extensive corporate wellness program.


38. Wellness Coaches USA

Wellness Coaches USA
Differentiating themselves from other cookie cutter corporate wellness companies, Wellness Coaches USA focuses on on-site treatment. This can mean anything from an on-site health center to group lunch time walks.


39. Anschutz Employee Wellness Program

Anschutz Employee Wellness Program
Developed by doctors at the University of Colorado, this employee wellness program focuses on creating sustainable healthy habits that go beyond the simple 16-week training program.


40. Orriant

Orriant offers three personalized one on one coaching and online tracking systems to measure your company’s wellness success., and lowered healthcare costs. Most of Orriant’s clients are seeing 80% of employees (as well as their spouses) engaging in healthier lifestyles as a result of their unique wellness program. 



Keeping your employees healthy and happy is a necessity, and with so many corporate wellness companies to help you with the process, your company really has no reason to fight against the tide. Keep them in mind when you’re looking for a corporate wellness company to help out your company!

Did we miss a fantastic company? Let us know in the comments below!

Free bonus: Revive you wellness program by downloading our Ultimate List of 121 Wellness Program Ideas. Easily save it on your computer for quick reference or print it for your company’s next Wellness Meeting. Includes 10 bonus ideas you can’t find on the blog.


The post The Top 40 Corporate Wellness Companies That Are Transforming Workplace Health and Happiness appeared first on SnackNation.

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What Is Employee Engagement? Why Is It Important? Tue, 20 Jun 2017 19:05:48 +0000 What Is Employee Engagement? Why Is It Important? Employee engagement, […]

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What Is Employee Engagement? Why Is It Important?

employee engagement ideas that work

Employee engagement, simply put, is the extent to which an employee’s personal goals and interests align with the vision and goals of the company at which they are employed.

If that definition seems broad and far-reaching, it is. It’s meant to be. Employee engagement encompasses the entire employee experience.

From interactions with colleagues, communication with (and from) leadership, and managing deadlines to benefits packages, office layout, and working hours, there are innumerable factors that can have an impact on how engaged an employee is.

It’s surprising how many elements of the employee experience can be actively influenced by a company. If you have the power to make changes for a better employee experience, it is your responsibility to take action.

Your company may be doing well in some areas, but could use improvement in others. There’s an easy way to find out where you’re lacking and where you need work, simply survey your employees. Figure out what they want more of and do your own research to find the best methods to implement positive changes.

There are plenty of proven ways to improve the employee experience and increase engagement. A recent Gallup study surveyed US workers and found that what they want most are projects that align well with their skills, more work-life balance and a higher focus on personal well-being, job security, increases in pay, and to work for a company with a great external and internal brand.

At this point, it’s important to draw a clear distinction between employee experience and employee engagement. The two share a cause and effect relationship.

Employee experience is the input and employee engagement is the output. That is to say, engagement is the hypothesis for which the variables of experience are tested.

Thinking about employee engagement scientifically can be beneficial for producing engaged employees. This scenario comes with the realization that there are variables that you and your company can control.

For example:

  • Case – I run a small paper company with three employees. Myself, Jim, and Dwight. While Jim was a great candidate upon hiring, the quality of his work has waned. Jim seems to be disengaged. 

  Dwight on the other hand is dedicated to his work and produces at a hight level consistently.

  So, I end up asking myself, what can I do to re-engage Jim without affecting Dwight’s performance?

  • Hypothesis – If I offer Jim more money as an incentive, he will become more invested in his work and thusly be actively engaged while not affecting Dwight’s output.
  • Null Hypothesis – If I offer Jim more money as an incentive, he will not become more invested in his work and thusly remain disengaged while affecting Dwight’s output.
  • Outcome – Jim is informed of the incentive and his work and work ethic begin to show improvement, however Dwight finds out about Jim’s incentive and isn’t pleased with not  being offered more for his consistency so the quality of his work begins to decrease and resentment for management starts to build.

The way you proceed from this point is the most important aspect of this approach. At this point it’s clear that the experiment failed, but failure is good to some extent. You can still learn from the outcomes.

You need to compile what the takeaways were and retest a new hypothesis. You’re never going to be objectively perfect, but the scientific method is all about finding the best solution that works in the real world. Finding the right formula for employee engagement should be no different.

Only through a continuous process of testing and retesting will you be able to calibrate your environment to the right specifications for your team to excel, flourish, and engage. You should focus on getting it right over time while not getting discouraged, getting it right the first time isn’t the goal.

Employee engagement is a complex tapestry whose threads of experience, if pulled, will unravel in ways that are difficult to predict. The final product could be beautiful or it could be a disaster.

The important part is configuring those experiences in a way that works for you and your team. All of this with the understanding that what works now may not in the future, so tugging on those threads is less of a choice and more of a duty to best serve your needs and the needs of your team.


Additional Resources:

The 2017 Ultimate Guide to Employee Engagement

59 Employee Engagement Ideas & Activities You Need to Know About

11 Shocking Employee Happiness Statistics That Will Blow Your Mind [Infographic]

17 Proven Ways to Improve Employee Satisfaction and Create an Awesome Office

39 Insanely Fun Team Building Activities For Work (“Trust Falls” Not Included)

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The 13 Undeniable Skills of a Rockstar Administrative Assistant Mon, 19 Jun 2017 15:36:46 +0000 The 13 Undeniable Skills of a Rockstar Administrative Assistant A stellar […]

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The 13 Undeniable Skills of a Rockstar Administrative Assistant


A stellar Administrative Assistant can be a company’s secret weapon.

“Administrative Assistant” used to be synonymous with things like scheduling, bookkeeping, and arranging travel. Not so today.

While these functions are still an important part of the job, these days admins are tasked with a lot more. Often, Admins take on front-line strategic functions traditionally relegated to HR or operations – things like onboarding new hires and event planning.

Admins are also often tasked with managing company culture.

More and more, maintaining a positive office culture is critical for recruiting and retaining top talent, engaging employees, and inspiring them to perform their best. A company’s Admin is very often tasked with culture-related responsibilities like planning offsites, managing perks like office snacks, and generally maintaining the office vibe.

When it comes down to it, Admins are expected to keep things running smoothly, no matter what it takes. Think of them sort of like the “utility player” in baseball. They’re Jacks- and Jills-of-all-trades, expected to perform at a high level in a ton of different situations.

So it makes sense that today’s Admins need a wide array of skills in order to succeed in this challenging role.

But what are those skills? And what separates the good admins from the great?

That’s exactly what we asked our community of rockstar admins. Here are the skills that really pay the bills.


1. Creative Problem Solving

Since an Admin’s main responsibility is to keep things on point, problem-solving is an indispensable skill.

Chelsea Hnat, Executive Assistant to the CEO for Advancing Women Executives, tells us why:

chelsea-hnat“Administrative Assistants are in a unique position to be polymaths – they know about so many different aspects of their work environment and are seen as a go-to for problem-solving.

The more they are able to effectively troubleshoot, the more valuable they become in their position because they keep everything moving smoothly.”

Creativity and the ability to improvise, according to Hnat, is a necessary part of the equation at companies of any size.

chelsea-hnat“I see this at both small and large-scale companies, but at a small company like mine, the impact of these skills is monumental and really gets you noticed.”



2. Proper Etiquette

Admins interface with people every single day. All sorts of people.

Like Office Managers, Admins are one of the few people in a company (other than perhaps the CEO or senior HR staff) that deal with employees at every level.

Of course, this isn’t limited to internal interactions. The Admin role is almost always forward-facing. If you’re an Admin, you’re often the gatekeeper for a department or executive, handling incoming calls, reaching out to vendors, or speaking directly with high level execs at other companies.

That’s why good manners and etiquette are so important. Admin Elizabeth White-Peters explains, telling us that manners are “a lost art that guides one through many challenging circumstances.”

According to White-Peters, one of the secrets to mastering the art of manners is in listening. She says,

elizabeth-white-peters“[A] rockstar [admin] listens not just to the words, but to tone and body language in order to read between the lines.”


Here’s an example of what she means:

elizabeth-white-peters“The phone rings. It’s an aggravated voice demanding to speak with the Manager. While smiling and being polite, an admin quickly assesses the situation. Based on company culture, several actions could take place: one could take a note and assure the caller it would be passed on, one could put the caller on hold and determine how to interrupt the manager/transfer the call, or one could try to resolve the issue directly.

By listening to language and tone, one can determine which actions to take. Each step of the way with polite communication, the potential of handling the situation to best results for the caller and manager increases.

‘Please’ and ‘thank you’ will be noticed by both. With experience, the admin will learn from the Manager what worked well and thus, know how to handle for the next occurrence.”

Admins, it turns out, need a high emotional IQ, and the ability to read people and react accordingly.


3. Foresight and Anticipation

The best Admins don’t need to be told what to do. They anticipate the solution before the problem even becomes a problem.

Kelly Todd started her career as an EA, supporting two execs at a HGTV-based production company. In her mind, it was her ability to anticipate that really made her shine.

kelly-todd-quote“Paying attention to the details is really going to take you far because these execs demand perfection, and as nice as they can be, they want things to do be done right, and your job … is to make their lives easier.

If you can stay one step ahead of the boss, like, ‘I took care of taking this reservation for you because I see on the calendar that you’re blocked.’

That anticipation and that kind of preparedness over and above them is going to really make you stand out to them….

The [Admin] can be the Exec’s best friend, and if they’re thinking one step ahead of them, you’re going to stand out.”

Chelsea Hnat agrees:

chelsea-hnat“Since their work involves so many different aspects within a company, they have a distinct ability to predict potential challenges and outcomes.”



4. Multitasking

In the past, we’ve argued that multitasking is a myth that destroys productivity. Our brains aren’t wired to perform more than one-high level task at a time, so the best strategy is to prioritize and knock them out one by one.

And while this is largely true – you shouldn’t try to write a financial model while you’re on a sales call, for instance – some of an Admin’s core responsibilities require them to knock out tasks simultaneously.

That’s because in addition to the bigger, more strategic responsibilities, rote tasks like filing or scheduling still often fall to Admins. Being able to get these done quickly – or simultaneously – is a major advantage. The best Admins do this effortlessly.

Stephanie Merritt, Administrative Assistant at Bonitz, explains:

stephanie-merritt“The top skill that an Administrative Assistant is the ability to multi-task. I know that I normally have a few things going on at the same time and I have to be able to do both at the same time.

For example: I have to make hotel rooms for our sub-contractors, while I am on the phone, I can answer emails, or finish up some paperwork.”


5. Adaptability

As we’ve noted before, an Admin’s responsibilities are wide and varied. Often, this means being able to stop on a dime and pivot towards a completely unrelated project. Things change quickly, and the best Admins can react and adapt with ease.

Here’s Merritt again to explain:

stephanie-merritt“The other top skill would be being able to change what you are working on in a moment’s notice. I can be in the middle of something and my boss walks in and says he needs something now, I have to stop what I am doing and do what he has asked of me, then get back on track for what I was doing before he came to see me.”

That’s a key point – it’s not just about quickly switching tasks, it’s about being able to get back on track once you switch back. After all, there’s very little that an Admin does that isn’t important.


6. Meticulous Organization

It might seem like a no-brainer, but it’s super important. When you’re working on a ton of different projects, you don’t have time to waste duplicating work due to a lack of organization.

When it comes to how you get organized, Stephanie Merritt contends that there’s only one rule – whatever works for you:

stephanie-merritt“No two people work the same. I like to finish a project before I start on another one. But that is not always possible, so I have to have reminders to tell me to finish the first project I was working on.

Everyone has their own organizational skills and know what works best for them. I’m a sight person. I use the calendar a lot. I also have stuff in my floor so I can keep up with everything.

One girl that I work with uses stacks on her desk, so she can be sure what she is working on is finished.”

Whatever your method, organization is definitely a must-have Admin skill.


7. Having a “Servant’s Heart”

First coined by Robert Greenleaf, the term “servant-leader” has made its way into the management lexicon as of late. It refers to a style of leadership that puts the well-being of others first. In practice, this means focusing on personal and professional development, and viewing one’s main responsibility to be to support the success of one’s team.

This idea of “service” is just as important in the Admin role as it is in a leadership role.

valerie-gomez“This is very important. A rockstar executive or administrative assistant WANTS to serve their leader – whether the task is big or small. A strong admin knows that by helping achieve their boss’s goals they will achieve their own.”

-Valerie Gomez, Administrative Assistant at ADP

Great Admins are selfless, and know that their willingness to pitch in for the team helps ensure both the team’s success and their own.


8. Resourcefulness

The ability to improvise, think on your feet, and come up with solutions of the fly is one of the most important traits an Admin can pick up. Valerie Gomez explains why:

valerie-gomez“I have yet to coordinate an event that goes off without a hitch regardless of how meticulous I plan. Whether there’s a last minute change in headcount that you already budgeted for or a system glitch in the monitor display 5 minutes before your boss’s presentation is scheduled to go live.

You must be able to think on your feet – whatever the problem, a rockstar admin will find a solution!”

Elizabeth White-Peters agrees that resourcefulness is a key trait, saying,

elizabeth-white-peters“I see AA’s as corporate MacGyver’s (remember that show from the 90’s?) who have their hands in a little of everything, are able to creatively solve problems, and are able to ask the right questions early on in order to prevent any gaps in projects or unexpected challenges.”


9. Grit

We’re all familiar with Murphy’s Law – anything that can go wrong will go wrong.

Well, the business world is not immune – far from it. Anyone who’s ever managed a project knows that challenges are inevitable.

Same goes for the Admin role. At some point, things will go sideways. Servers crash, phone systems go down, vendors flake, flights get cancelled, people quit.

This isn’t just about being resourceful. It’s about being strong enough to stand up to any situation. A rockstar Admin doesn’t crumble under pressure. The best ones persevere, rise to the occasion, and get the job done. That’s true grit.


10. Effective Communication

There’s no type of communication that Admins don’t touch. They have to be savvy on the phone, write good emails, and project confidence when they speak to employees at all levels face-to-face. Often, they have to write company-wide communications or even put together presentations on behalf of their boss.

No matter what the medium, their communication has to be clear, direct, and succinct. This is especially true for Admins who work closely with executives. CEOs and other senior leaders don’t want dissembling, rambling, or any other sort of run-around – they want you to get right to the point.

Learning the most effective way to do that helps separate the good Admins from the great ones.


11. Tech Savviness

Admins and technology sort of go hand in hand these days. It’s not just email anymore – Admins are expected to be proficient in a wide range of integrated apps and platforms.

We’re talking communications apps like Slack, calendaring systems like Calendly, billing systems, travel reservation platforms, HR systems like TriNet, employee engagement software like 15Five or TINYpulse, or even CRMs like WordPress.

That’s a lot of tech.

When things go wrong, you can’t always rely on IT personnel. In fact, at smaller companies, the Admin might actually be the defacto tech guy or gal. If you can reboot a crashed computer, publish a blog post in WordPress, or even just restart the internet, you’ve got a leg up in the Admin Game.


12. Big Picture Thinking

Trusted Admins are often de facto advisors to senior leadership. They can serve as a sounding board for new ideas, suggest new processes, or even weigh-in on hiring decisions.

The best Admins provide valuable insight by making recommendations based on an understanding of a company’s business and its culture. Knowing how to think about things in the context of a bigger whole is critical.


13. Attention to Detail

If big picture thinking matters, the flipside is also true. Details are important in Admin work, and having a keen eye for them is indispensable.

Think about it – a lot of what an Admin does is relatively high-stakes. If you don’t get that exec on a flight, she might not be able to close that next round of funding that your company needs to keep the lights on.

If you don’t get a finicky vendor paid on time and for the right amount, they might turn around and sue your company. Or worst of all … an errant mistake on your part might make your boss look bad.

Quality control when it comes to details is a big asset for any Admin.


So what say you? Do you consider yourself a legendary Admin? What are the skills that have served you well? Don’t be shy, let us know in the comments below.

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Epic Company Culture Tips: How to Paint Your Logo on the Office Roof (and be seen from Space) Sat, 17 Jun 2017 18:24:57 +0000 Celebrating a coworkers birthday shouldn't be a chore. These 7 fun office birthday ideas are easy to do and will make you as the office hero.

The post Epic Company Culture Tips: How to Paint Your Logo on the Office Roof (and be seen from Space) appeared first on SnackNation.

How to Paint Your Logo on the Office Roof

8 Easy steps to Improve Company Culture, Show Your Brand to the World, and maybe even recruit an ultra-intelligent extraterrestrial.

Do you love small creative projects around the office that help your team live and breathe your brand’s values? This company culture tip is easy but it sure isn’t small! If you’re like us, your office has a huge, flat roof that is just begging to be your billboard to space. The next time your flight is landing in Los Angeles, look out your window and you may just see our Headquarters! Here’s how we did it:

***Important! DO NOT DO ANYTHING TO YOUR ROOF WITHOUT LANDLORD CONSENT. Review and adhere to all safety precautions for working on your roof and do not do this if conditions are unsafe or you do not have safety equipment and training.

Step 1: Make Your Plan – Add Logo Overlay to Satellite Image


The first three steps to make your plan for painting take some simple graphic design work, so recruit your creative team to help out. First, take a screenshot of your office roof on Google Satellite View and add your logo.

Step 2: Make Your Plan – Add a Grid Overlay and Scale


  1. Measure some physical landmarks on your roof that you can see in the satellite image.
  2. Make a Grid Overlay – In Adobe Illustrator, turn on your Grid view, and in Preferences, deselect “Grids In Back”
  3. Choose a scale, something like 1 inch on the plan = 2 feet on the roof.
  4. Scale your satellite image and logo to match the known distances from #2

Step 3: Have a Snack & Get Your Painting Supplies


Depending on the size and complexity of your project, it may take several hours or even days to complete. Make sure you have enough snacks! …no problem here at SnackNation HQ 😉  If your office needs to upgrade your snacks, try our office snack delivery service, trusted by over 3,000 amazing companies across the country. Get your free snack sample box here:

Step 4: Make Your Plan – Find Coordinates of Important Points


Before you get up on the roof, print your plan and make notes on the coordinates for important points of your design. This will save you time when laying out your design to the roof at scale.

Step 5: Measure Coordinates and Tape Out the Design


Before we started we measured & marked our grid on the roof to avoid using a tape measure for every point. Have your buddy read off the x,y coordinates (ie 5 feet over and 2 feet down) of each important point and mark it with tape, then connect the dots to form your logo.

Step 6: Paint!


We used a couple cheap house brooms and a roller to spread the paint.

Step 7: Paint!

office-roof-logo-step7Allow your paint to dry for a day and then remove your tape carefully.

Step 8: Wave! Your Office can now be seen from space!


We had a buddy with a drone come by and take photos of our work. Be careful and do not invite your employees onto the roof unless they have been safety trained and use caution.


That’s it! Sign up to our email list to receive more epic company culture tips. What are some creative ways you show off your brand & company culture at your office? Let us know in the comments below.

The post Epic Company Culture Tips: How to Paint Your Logo on the Office Roof (and be seen from Space) appeared first on SnackNation.

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Summer Snack and Beverage Pairings Fri, 16 Jun 2017 22:55:06 +0000 Are you ready to get fancy? Forget boring bottled water or chemical-laden diet soda, and get ready to spend the summer months enjoying the perfect pairings on this list.

The post Summer Snack and Beverage Pairings appeared first on SnackNation.

Summer Snack and Beverage Pairings

You’re just a few hours into your road trip when it hits you: hunger.

You stay calm, of course, because you packed plenty of healthy snacks.

The first delicious, salty crunch of your Hawaiian Hulapeno Kettle Style Potato Chips makes your brain light up like the Vegas strip. Has anything been this good…ever? Then, as your fingers graze the bottom of the nearly empty bag, you realize you have nothing to drink.

The summer sun beats down. Your mouth gets drier and drier. You wonder if you could actually steam vegetables in your sweltering car. You smack your lips together as you imagine drinking from a fresh mountain stream.

Eventually, you pull into a charming gas station and settle for chlorine-tinged water. It tastes like plastic.

Don’t let this happen to you. You—and your snacking game—deserve better.


Are you ready to get fancy? Forget boring bottled water or chemical-laden diet soda, and get ready to spend the summer months enjoying the perfect pairings on this list.

Hawaiian Hulapeno Kettle Style Potato Chips

Nothing crushes cravings like a big, hearty…CRUNCH. These way-above-average potato chips deliver a king sized crunch and the bold flavor to match. Infused with zesty jalapeños and kettle-cooked in the Hawaiian tradition, they’re designed to satisfy. (And maybe their alchemical mix of natural ingredients and healthy oils is the secret to those hula-ready waistlines.)



Pair with Celsius Naturals Strawberries & Cream

A flavorful gulp of strawberries and cream will cut through, and compliment, the jalapeño taste dancing on your tongue. Even better, this zero-sugar Celsius beverage totes benefits beyond delectability. Several university studies have found that Celsius’s top-secret formula turns up the metabolism, blasts fat, and delivers a boost of energy. Cheers!



Marlo’s Bake Shop Original Biscotti

Italians know a little something about pleasure, and their favorite cookie, biscotti, is no exception. These double-baked treats are sweet without being cloying, indulgent without being sinful. You can eat them without a hint of guilt; Marlo’s Bake Shop is dedicated to procuring the finest non-GMO ingredients, including premium dark chocolate and California walnuts.



Pair with Celsius Originals Cola

It’s hard to deny, cookies and soda will always be a winning combination. Now you can beat the system with a soda that actually does your body good. This Celsius drink tastes like classic cola, but it has lots of beneficial ingredients, including green tea extract, a known metabolic booster, and guarana seeds packed with natural caffeine.



Nature’s Bakery Stone Ground Whole Wheat Fig Bar

Lightly sweetened whole-wheat dough hugged a rich, dulcet fig, and this match made in heaven was born. These bars may look a lot like a certain cookie from your childhood, but they’re so much better in every way. Nature’s Bakery uses stone ground wheat, so you get lots of grainy goodness, and they don’t use genetically modified organisms (GMOs) or high-fructose corn syrup. Oh, and did we mention they’re certified vegan?



Pair with Dry Sparkling Blood Orange

If the rich flavors of your Stone Ground Whole Wheat Fig Bar transported you to a Mediterranean villa, don’t worry—you don’t have to leave just yet. Pop open a Dry Sparkling Blood Orange. It’s sweet and citrusy, bold and bright; it creates a blissful contrast to your decadent bar…and it’s only 50 calories.



Ocean’s Halo Maui Onion Roasted Seaweed

If you’re looking to expand your snack horizons, then these marine-plant treats were made for you. They’re light and umami with a bit of sweet, oniony goodness, and they have a nutritional scorecard your body will thank you for. Each serving comes packed with iodine and fatigue-fighting vitamin B12. As an added bonus, the snacks come in a 100% compostable tray.



Pair with DRY Sparkling Ginger

You might be tempted to follow the onion flavor with some sugary mints, but hey, you can do better than that. Wash down your seaweed snack with something more sophisticated, something like Dry Sparkling Ginger. The kick of ginger will annihilate any residual flavor loitering in your mouth, and you’ll get to enjoy the pleasures of an Italian soda for only 45 calories.



Original Flavor Chomps Snack Sticks

We know you broke up with a certain Jim long ago, but it’s time to give a different jerk a chance. Chomps makes jerky fit to bring home to Momma. Their 100% grass-fed beef sticks provide everything you need and desire in a snack, and they don’t come with excess baggage like synthetic ingredients or antibiotics. One stick doles out 9 grams of protein and a mesquite flavor redolent of summertime grilling.



Pair with Plum Jasmine Blossom Water

Sometimes opposites make the best couples. Case in point—Chomps Jerky and Plum Jasmine Blossom Water. Mouthwatering plum stands up to the jerky’s spice while jasmine essence lightens up any lingering garlicky aromas, so your friends won’t be forced to enjoy your snack’s appetizing bouquet.



Wise Sea Salt Popcorn

Your snack should never weigh you down. Kissed with sea salt, these air-popped morsels send hunger packing, but they’re light as air. (We love them for poolside snacking!) You won’t find any gluten, preservatives, MSG, or grams of trans fats lurking in these kernels. Plus, one cup will set you back a mere 47 calories.



Pair with Lemon Rose Blossom Water

Tart lemon and aromatic rose will make the light saltiness of the whole grain kernels pop (no pun intended) and turn your no-frills snack into something straight off a tasting menu. Besides, there’s just something impossibly chic about drinking natural rose essence. To top it all off, Lemon Rose Blossom Water is low glycemic and packs only 45 calories per bottle.


Voilà! These pairings should set you up for a scrumptious summer of snacking. They might even impress those friends who are so over wine and cheese matchups.

What are your go-to summer snack/beverage pairings? Let us know in the comments below.

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17 Lessons Most First Time Managers Make the Hard Way Mon, 05 Jun 2017 20:43:26 +0000 We asked around and uncovered the top mistakes that most first time managers end up making the hard way, so you don't have to.

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17 Lessons Most First Time Managers Make the Hard Way


I was a terrible first time manager.

It was early in my career as a communications pro, and I had showed some promise as a practitioner. (The job required me to do things like obsess over word choice and agonize over grammar, so I was a natural.)

With a few years of successful wordsmithing and journalist wrangling under my belt, it was time for me to make my big move to middle management.

In my mind, it was a meteoric rise. I had my very own direct reports (two!), an office (that I shared), and the kicker, actual business cards. All before the age of 26.

Next stop… corner office.

Not quite. I quickly found that management was a whole different ball game, and the skills that had made me a decent practitioner were much different from the ones I needed to be a good manager.

One major mistake – I thought I had to be the smartest person in the room. When people came to me with problems, I would just jump in and fix things. It was faster and easier than guiding my direct reports to the right answer, and when time was of the essence, it seemed like the right call.

In reality, I was doing my teammates a gigantic disservice. While I thought I was playing the hero, my team saw me as a martyr. And not only did I hinder their growth by always solving their problems for them, I eventually became a bottleneck.

Not awesome.

Luckily for me (and my team), I had great mentors who showed me what being a manager is really about. Eventually, I became a good manager, but not without some major growing pains.

Unfortunately, my experience as a first time manager is more rule than exception. But there’s good news – you don’t have to suffer like I did (or like my team did).

We’ve asked around, and put together some sage advice from expert managers – people who manage managers, and know what it takes to overcome that initial learning curve.

So here are the top mistakes that most first time managers make the hard way.


1. Relying on the Same Skills that Got You Promoted

It’s easy to assume that the skills that made you a good salesperson will make you a good sales manager. But while knowledge of the role is important, management itself requires a completely different skillset.

This is probably the most common mistake first time managers face, and it’s easy to see why. At most companies, individual contributors are usually promoted to manager based on their stellar performance in the role, but aren’t given adequate management training.

Looking back, this was my biggest mistake. I focused too much on my knowledge of the role and not on what it actually takes to manage.

First time managers should be aware that management is a whole new ballgame that requires a distinct set of skills. Our Employee Engagement Guide breaks down exactly what it takes to be a good manager.


2. Trying to be the “Cool Boss”

By the time you take on your first management role, you’ve probably worked under a few different bosses with different leadership styles – some more pleasant than others. If you’ve ever worked for a boss that was a real pain, there’s a temptation to over correct.

When it’s your time to shine, you might think, I’m not going to be like some of the task masters I’ve worked for in the past.

No, you’re going to be relaxed. You’re going to be fun.

You’re going to be… The Cool Boss.


You might call it Michael Scott Syndrome – a desire to be loved that renders you an ineffective leader.

Why doesn’t this work? Because this approach misses the point.

Remember, your number one job is to have your team’s back and to set them up for success. You want to provide guidance and support for your team so that they can grow as professionals and hit their goals. In order to do that, you sometimes have to hold your team to a high standard, and being “the cool boss” usually undermines that.


3. Trying to be the “Mean Boss”

On the other side of the spectrum is the “Mean Boss.”


I’ve seen this time and again with managers who feel the pressure from above and below.

Think about it – middle managers are squeezed from both sides. There’s pressure from direct reports to be a strong leader, and there’s a newfound pressure from executive leadership to demonstrate results.

It’s the latter that keep many first time managers up at night. Eager to notch some wins, they push their team harder than they should. Instead of serving and supporting their team, they end up making their lives miserable.

The key here is to take the long view. It can be hard to see, but success comes with growth. If you focus on being there for your team and giving them the guidance and support they need, they will perform better – the wins will start rolling in.


4. Micro-managing

It’s become a bit of a cliche, but micro-managing is an all-too-common pitfall for many managers – especially first timers.

Micro-managing is corrosive for a number of reasons. First, it signals a lack of trust. When you step in and second-guess every decision that your team members make, you’re essentially telling them that you know better than they do.

Second, it’s not scalable. In order to be successful, you need to be able to delegate! Otherwise, you become a bottleneck and your team’s productivity grinds to a halt.

Make sure to give your direct reports some latitude, and let go of your desire to control every outcome. Remember too that mistakes aren’t the end of the world – they’re actually opportunities for your team to grow.


5. Playing the Hero

This goes back to my original story. I was convinced that I had to step up and solve every problem that came my team’s way, but this resulted in resentment and bottlenecks.

In a recent interview for The Awesome Office Show, Sun Basket CEO Adam Zbar described his own learning curve as the company transformed from a startup with only a few co-founders, to a 1,000+ person organization. As the team grew, Adam went from doing all the heavy lifting himself to being a leader on multiple fronts.

When his team faced problems, Adam’s first instinct was also to be the hero. He’d jump up to the whiteboard and lay out the perfect solution every time.

super skills development

But instead of being energized and appreciative, he noticed that his team wasn’t always sold on his ideas.

As an experiment, he tried something new. Instead of telling them the answer, he started asking his team pointed questions to lead them to their own solution.

This turned out to be the correct tack. More often than not, his team arrived at the same solution he had in mind, but they were much more enthusiastic about it. It felt like their idea, not something dictated from a boss.

Adam calls this “solving for the person, not the problem,” and it’s an ethos that applies to first time managers as much as it does CEOs. On top of being a better way to get buy-in, guiding your team instead of telling them helps support their development.


6. Not Establishing Crystal Clear Objectives

Which is a better goal:

Example 1: Improve inbound marketing.

Example 2: Increase qualified inbound leads by 30% and generate 15% more revenue.

(I hope you said the second one.)

First time managers often make the mistake of setting muddy objectives. Take the first example – improve by how much? Improve the output, or the result? Increase the volume of leads or the resulting revenue?

When it comes to objectives, success should be black and white. You either hit your goal or you didn’t.

On top of that, it’s important to always be clear in expectations, and to be fair and transparent with your team in setting and adhering to these expectations for everyone.


7. Saying “I” Instead of “We”

It might seem trivial, but it’s not. This one simple shift in language goes a long way toward instilling a sense of teamwork and togetherness.


Credit should always be shared. Good managers know that team success and individual success are one and the same.


8. Not Empowering Your Direct Reports

While setting clear goals is important, first time managers also make the mistake of dictating goals rather than collaborating on them.

The best thing to do is to empower your direct reports by having them draft their own goals and set their own meeting agendas. Doing so gives them a sense of ownership and helps them think critically about their role in the larger context of the business. If their priorities are misaligned, you can certainly still weigh in, but the point is to give your team members the autonomy to direct their own time and effort, and develop their own big-picture thinking.

For more tips on the best ways to run a one-on-one meeting, check out our handy guide.


9. Getting Too High and Too Low Emotionally

Business is a marathon, not a sprint.

The pressure of being a first time manager can cause a lot of first timers to live and die by their team’s wins and losses. But that can be draining – and ultimately untenable.

Business is also kind of like baseball. (Forgive the mixed sports metaphors.) The baseball season is a slog. Even the best teams lose a lot – around 40% of the time. The 1939 Yankees are considered one of the best teams in the history of the sport, and they still lost 45 games (or about 30% of their season). If you fall apart after every loss, you’ll never make it to the playoffs.

Same goes for business. “Losses” are inevitable, and getting down when your team misses the mark is exhausting for everyone.


Likewise, when things go well, becoming exuberant doesn’t necessarily help either – because a down performance can be waiting just around the corner.

As a manager, it’s all about the team. Your job is to help pick up your team when they are down and celebrate when they’re up. And, as SnackNation COO Ryan Schneider tells us, managers don’t have the luxury of getting down themselves.

“Leaders don’t get to be ‘down,’” he says. “No matter what is going on in your life you have to bring your best every single day and have the strength to pick yourself up when you are down.”

Never put your team on an emotional rollercoaster. Focus on the things you can control – like your team’s effort – and keep your emotions even-keeled so that you can keep stepping up to the plate.


10. Trying to Manage Too Many People

It depends on the team, but it’s a good rule of thumb to start managers out small. A first time manager should have 2-5 direct reports at first, and then gradually scale up as needed.

Once a new manager gains her footing, you can increase the size of her team, but it’s always smart to consider quality when increasing quantity. A team’s success in large part relies on a manager’s ability to provide support, and more reports can strain her ability to do so.

One example – sales teams. According to SnackNation CEO Sean Kelly, “As a rule, sales managers shouldn’t have more than 8-12 people under them no matter how much management experience they have.”


11. Neglecting Their Own Emotional State

Management and emotions go hand in hand. A lot of your day-to-day involves supporting team members in various emotional states, so the job requires a high level of emotional intelligence.

As we’ve mentioned, it’s important to stay even-keeled. Managers don’t have the luxury of getting down when times get tough.

One mistake that management rookies make is not being in tune with – or taking care of – their own emotions.

SnackNation CEO Sean Kelly explains. “Many first time managers don’t take the time for themselves that they need in the morning to get emotionally where they need to be. This means reading, meditation, working out. Remember, dealing with emotions is a huge part of the job.”

book club

The best way to level set your emotions by making it part of your morning routine. Here are Sean’s tips for setting yourself up for success each morning.


12. Taking Credit for Themselves

If you crave recognition, leadership might not be for you.

I might sound like a broken record, but leadership (and therefore management) is about sharing credit with your team. In fact, you will take more blame for failure and less credit for success. Know this going in.


13. Making Excuses for People

There’s no denying that as a manager, you’re invested in your team’s success.

Sometimes it’s tempting to make excuses for people who are underperforming, either because you hired them (and don’t want to admit you made a bad hire), or because you’re in denial about the extent of the problem.

If you have an underperforming team member, it doesn’t mean that he or she is a lost cause – far from it. It just means that there needs to be a more open communication about expectations when it comes to effort.

But relaxing your standards of conduct and performance doesn’t help anyone. If you’ve taken a hard look at the support you’ve given and the expectations and goals you’ve set, and a team member is still underperforming, it might be best to look at moving them off your team.

Remember that the hiring process isn’t perfect, and companies inevitably make bad hires here and there. It’s best to make a change for the better than to constantly prop up a team member who is dragging down the best efforts of the rest of your team.


14. Confusing “Fairness” with “Equality”

This one’s a little nuanced, but no less important.

“Fair” does not mean “equal” when it comes to management. Your engagement with each member of your team should be determined by their commitment, effort, and performance.

Your primary job is to support your team, but that relationship isn’t totally unconditional. Your team members have a responsibility to give their best effort and make team and company success a priority. Your engagement with your team should be proportional to their engagement.


15. Focusing on the Wrong Success Metrics

So what does success look like from a manager’s point of view? Is it hitting team goals? Is it hitting company-wide objectives?

While certainly important, the best metric of success is actually the growth of your team.

SnackNation COO Ryan Schneider explains again: “Your best metric of success is the next step for your team – whether that means promotions or just genuine growth and development.”


This is similar to the idea that companies should value “graduation” over “retention.” Your goal shouldn’t be to keep your employees at the same level their whole careers. Instead, you should create a growth-oriented environment where employees “graduate” into new roles. Hopefully they move into new roles at your company, but if not, that’s ok too.


16. Your Team Should Be Just as Strong Without You

Rookie managers sometimes think that they need to be indispensable. Not so. Truly great managers have built their teams up to a point where the team can still perform, even when they aren’t there.

Being a leader is sort of like being a parent. Do the kids throw a rager or wreck the family station wagon when you leave them home alone for the weekend? Or do they do their homework and stay out of trouble?

Ask yourself, at what point is your team able to succeed without you? The best leaders make themselves obsolete.


17. Not Learning from Your Team

Finally, we’ve talked a lot about growth and learning for your team. But what about your own growth?

Managers often make the mistake of ignoring their most important learning resource – their direct reports.

The fact is, the people you’re managing know more about the ins and outs of their job than you do. Afterall, they’re the ones on the front lines every day, actually executing all those high level plans and strategies and interacting with customers and other stakeholders. Allow yourself the humility to learn from their expertise.


Are you a first time manager? What have you found to be the biggest challenge in your new role? Let us know in the comments below.

Special thanks to Emil Shour, Ryan Schneider, and Sean Kelly for contributing ideas to this piece!

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This Map Shows The Average Salary for Office Managers in Every State Wed, 24 May 2017 23:13:06 +0000 Using data from Indeed, SimplyHired, and PayScale, here's the average annual salary for Office Managers in every state across the US.

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This Map Shows The Average Salary for Office Managers in Every State


(click to enlarge)


Earlier this year, we released the 2017 State of The Office Manager Report, a first of its kind study of the office manager role – and the intrepid men and women who fill it.

In the report, we learned that the officer manager role has been steadily expanding, both in scope and strategic importance. Today’s OMs are being tasked with more and more duties traditionally held by HR, finance, or operations.

Take event planning, for instance. 84% of our respondents reported that planning company shindigs was now on their plate. Similarly, 66% of respondents told us that they were responsible for onboarding new hires and helping employees transition to new roles.

Alongside new responsibilities comes heightened accessibility.

The smartphone revolution has famously ushered in an era of reachability, and office managers are feeling it. 52% of survey respondents said that their boss expects them to be on call outside of regular business hours.

Not surprisingly, more than a third (35%) named disconnecting outside of work as either more difficult or significantly more difficult than it was 2-3 years prior.

On a high level, we found that salaries have been slow to catch up to the role’s heightened stature and scope. According to data from Indeed, SimplyHired, and PayScale, the U.S. average compensation for Office Managers is $39,400 per year.

(By comparison, the national average wage is $48,098.63 according to the Social Security Administration.)

Not surprisingly, the issue of compensation is a vexing one for most OMs. For starters, we found that office managers don’t always feel comfortable negotiating for higher pay.

A full third of the respondents in our survey told us that negotiating their own compensation was either a “big challenge” or one of their “top challenges.”

(Check out The Office Manager’s Guide to Asking for a Raise for some proven tips from people who’ve done it before.)

Likewise, when we asked our survey takers why they might look for another job, salary was the most common reason.

Pay, of course, varies. We found that things like company revenue can make a big impact on this variance (more revenue, higher pay). Experience also plays a role, though we found that OM salaries hit a ceiling around $57,000, no matter how many years on the job.

But those are just the broad strokes. One factor we didn’t explore in our initial report – geography.

Let’s face it, where you work matters. Factors like income inequality, taxation, and cost of living can vary sharply depending on which state you call home.

So we took the data, sorted it by state, and broke down the best (and worst) states for office manager pay.

A few thing surprised us. The best pay for office managers was actually in North Dakota, despite the fact that it ranks 26th in terms of cost of living (ranked best to worst). Likewise, the state with the highest cost of living (Hawaii) didn’t make our top ten highest salaries.

How does your pay measure up? Take a look at the handy-dandy map above to find out.


The Top 10 States Where Average Salary for Office Managers is the Highest:

  1. North Dakota – $48.5K/year
  2. California – $47.2K/year
  3. New York – $46.8K/year
  4. Massachusetts – $45.2K/year
  5. Connecticut – $44.8K/year
  6. Alaska – $44.2K/year
  7. Washington – $43.1K/year
  8. Maryland – $42.3K/year
  9. Colorado – $41.5K/year
  10. New Jersey – $41.3K/year


The Bottom 10 States Where Average Salary for Office Managers is the Lowest:

  1. Mississippi – $30.1K/year
  2. Alabama – $31.2K/year
  3. South Carolina – $31.6K/year
  4. Montana – $32.5K/year
  5. Arkansas – $32.7K/year
  6. Indiana – $32.8K/year
  7. West Virginia – $33.3K/year
  8. Wisconsin – $33.5K/year
  9. Missouri – $33.6K/year
  10. North Carolina – $33.7K/year

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How to Prepare the Millennial Workforce for Management Positions Fri, 19 May 2017 20:08:32 +0000 With workplace leadership expected to be two-thirds millennial by 2024, millennials are on track to take more responsibility, not avoid it.

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How to Prepare the Millennial Workforce for Management Positions


Chances are, you don’t need another article to tell you more about millennials.

They love open work spaces, new technology, not having to work too hard, and expect to make plenty of money while also getting plenty of time off. They’re all swiping left and right, looking for their next job (or next date) when they’re not even a year in at their current one.



Thanks to pieces like “Millennials: The Greatest Generation or the Most Narcissistic?” and “Millennials: The Me Me Me Generation,” many managers are left scrambling for creative recruiting tactics and extra room in the budget for ping pong tables.

Yes, millennials may be looking for better office lighting and job hopping more often from role to role. But what even more of them are looking for? A reason to stay.

With workplace leadership expected to be two-thirds millennial by 2024 and 28 percent of millennials already in managerial roles, millennials are on track to take more responsibility, not avoid it.

Despite popular stereotypes, millennials value “opportunity for progression” beyond anything else in a job offer. Over half report career trajectory as the main attraction in an employer, with salary coming in second.

Millennials want to make a difference, not just earn a paycheck, and believe that their workplace is the best opportunity to influence positive change on a larger scale.

So how do you begin preparing millennial workers for leadership roles? Well, don’t hunt down the ping pong table receipts just yet. We’ve put together some of our favorite strategies for getting millennial employees ready to step into bigger shoes long before 2024.

Mentor them

Researchers expect the next 10 to 15 years to mark “the greatest transfer of knowledge that’s ever taken place” in the U.S. workplace. It’s an exciting chance to groom your millennial workers for increased responsibility as older employees transition out of leadership roles and into retirement.

amazing managers

We already know millennials are eager to make a difference. Now harness that drive by pairing them with seasoned employees who can teach them to channel their motivation into actual growth. This can happen two different ways: formally and informally.

Depending on your workplace and employees, it may be easy enough to encourage your current leaders to invite younger employees out for coffee and let mentorships form organically.

However, a formal program allows you to ensure mentorship is an ongoing and a productive process for everyone involved. Guidelines can help track how often mentors and mentees meet, discussion points, and whether they’re achieving set mentorship goals.

Plus, an incentive for participation never hurts. If a mentor regularly meets with their mentee throughout the quarter or vice versa, consider giving them additional PTO or adding in a mentorship bonus at the end of the year.

Offer flexibility, not just pay incentives

Millennials may prioritize growth potential above all else, but they also prioritize balanced work and home lives. After surveying millennials, employment firm Ernst & Young found “being able to work flexibly and still be on track for promotion” was tied with “working with colleagues, including my boss, who support my efforts to work flexibly” as top must-haves for millennial job seekers.

With today’s technology, the office isn’t the only environment where work happens. Employees of other generations may believe that filled cubicles are an obvious sign of productivity while in reality, the lines between “work” and “home” are blurred more than ever.

Millennial employees aren’t as concerned with where the work happens, but overall output: quality over quantity.

You may not be ready for a fully remote workplace, but flexibility doesn’t have to be an all-or-nothing approach. Try it as an experiment and run a pilot program with a few of your best employees. Offer work-from-home Fridays or set “flex schedules.”

plants for office

Employees can get to work and leave at varying times, but must be available for core office hours and either fulfill weekly goals or hit 40 hours for the week. Treat flexibility as a privilege, not an obligation, and allow employees to prove they’re capable of working unsupervised and outside of the office.

The worst that can happen? Your millennial employees aren’t ready for the responsibility and you reconsider before putting workplace flexibility back into your business strategy. But the best that can happen? Increased happiness at work, less sick days, higher output, and more overall work hours–a perfect recipe for long-term millennial growth.

Give regular, productive feedback

One thing millennials seem to want more than other employees? Feedback, and a lot of it. Only 1 percent of millennials interviewed said that feedback wasn’t important to them. But while the clear majority of millennials want feedback, few actually get it, and annual employee reviews aren’t getting the job done.

Employee feedback doesn’t have to happen just once or twice a year. Millennials thrive when they have regular, consistent conversations about their performance. That’s right: their performance reviews don’t have to be rigid, check-the-box affairs.


Millennial job engagement soared when they met with their manager at least once a week, even for just a 15-minute check in. Your current managers may not have time to schedule 30-minute meetings with every employee every week, but they likely have time to stop by for a few seconds to get a status update.

Providing feedback is just the first step. Once you create a rapport and touch base regularly, teach millennials how to give their own feedback in return. Like I said earlier, feedback doesn’t have to be based on a formal review process with scripted HR questions and answers.

Anyone can provide feedback, but the quality of the feedback is what makes the difference. For feedback to cause a noticeable change in performance, experts say it should be:

  • Timely
  • Positive
  • Specific
  • Firm

In short: good feedback happens as soon as possible, errs on the positive side, speaks to certain actions or events, and doesn’t wobble. Get your future leaders comfortable incorporating these traits into their feedback and encourage them to practice, from commenting in a meeting to sharing their thoughts with their peers. By the time they step into a management role, they’ll expect to set up regular check-ins of their own and know how to give employees feedback that gets results.

Personalize their professional development

Many companies include a certain number of professional development hours as part of their benefits package. But if the words “professional development” trigger flashbacks to a sterile white room with a few PowerPoint slides or endless videos on a too-small TV, pause right there.

Just like you may reevaluate your workspace to make it more millennial-friendly, check out your professional development options to see if it’s time for a refresh. The same training or courses that worked five years ago may not be effective or even relevant today.

invest in personal development to boost employee engagement

Thanks to new technology, professional development can be more than just PowerPoints or videos. Even better, it doesn’t have to be a responsibility you take on internally.

If you don’t have the resources to overhaul your materials or launch a new program, offer to reimburse your millennial employees for outside training.

Let them find the right format that works best for them, whether it’s an online course, an in-person certification program at a local college that meets a few nights a week, a weekend workshop, or an e-learning app. Be sure to talk through how it relates to their skillset and how their personalized professional development option supports their career goals.

Professional development can help you attract and retain millennial talent and boost innovation–no ping pong table required. But just like a mentorship program, employees can need a little motivation to participate. Encourage more enrollment by offering a professional development bonus based on hours completed.

Introduce it as a formal step or an accelerated option to a promotion/raise. You’ll have millennial employees interested and ready to learn in no time.



Contrary to what you may have heard about millennials, the fastest growing workplace generation is looking for more than cool office perks or a pat on the back. Instead, they’re excited to take on responsibility and be a major force for change. All they need are the right tools and guidance to make it happen.

Show you’re willing to invest in them through mentoring, flexible work opportunities, regular feedback, and personalized professional development options, and you’ll find out just how much future millennial managers are capable of.

Discovered your own awesome strategy for prepping millennials for leadership roles? Tell us what’s worked for you in the comments below.

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What Is An Employee Wellness Program? Fri, 19 May 2017 00:20:02 +0000 Learn what an employee wellness program is, plus get our top resources to create an amazing employee wellness program for your company.

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What Is An Employee Wellness Program?

snacknation team - employee wellness

An employee wellness program is a set of initiatives ranging from fitness challenges, to health screenings and flu shot clinics that seek to improve the overall health of the people working at a company. Wellness programs are malleable, shaped primarily by the needs of the employees and resources of the company.

Larger companies may have more elaborate wellness programs to satisfy a larger and more diverse group of employees, in addition to access to more capital to fund their initiatives. Alternatively, smaller companies can take advantage of personalization to capture the interests of their teams.

A great example of this is Google’s commitment to the health of their massive 10k+ employee base with their People & Innovation Lab where they apply science to organizational problems, including promoting a healthier workforce. In contrast to a company like KIND, who has about 700 employees and offers them a “wellness room” to rejuvenate throughout the day.

Each of the previous examples are successful, yet they are vastly different. What they have in common is a few essential elements that provide employees with useful and effective resources.


What Are The Essential Components of an Employee Wellness Program?

Surveying – Reaching out to employees in order to find out what health and wellness concerns they may have, especially those related to work. There are a number of factors in the workplace that can contribute to poor health like stress, burnout, and remaining stationary for hours on end. Finding a common thread can help promote inclusion to a wider range of employees.

Planning – This is the process of taking the data and insights from the survey and using them to structure offerings that directly address those concerns. For example, one of the major issues in your office is employees who feel overworked and overstressed. Build mental health days or flexible work hours into your wellness program to meet this issue head-on.

Goals – It’s important to be clear on the desired benefits of instituting a wellness initiative, from there you can assign key performance indicators (KPIs). KPIs for a wellness initiative can be tied to business goals. It can be as simple as observing if there are fewer instances of absenteeism since you implemented the work-from-home policy and even potentially tying that to a dollar amount.

In addition to company goals, create milestones for individual employees.  Employees are more invested in goals as they relate to their own well-being. These offer the opportunity for your team to internalize the goal and track their own progress throughout.

Tracking – Follow the progress of the team and individuals against the goals and KPIs you’ve set with their input. Use regular recognition to reinforce the successes of the individual and the group.

Not only does tracking the wellness journey offer tangible results and promote accountability, it also provides points of justification. If a program isn’t working you’ll be able to tell before it wastes resources. And if it does work, you’ll be able to show leadership how and perhaps why.

Participation – This is simple. Are employees actually taking advantage of the program’s offerings? It’s likely the most important factor in gauging the success of any wellness initiative.

If your team isn’t taking advantage of the program’s initiatives, it’s safe to say that something doesn’t resonate with them and you should resort back to the planning phase.

Recalibration – This should be a continuous and fluid process. If your program is working, then you should be thinking of how you can make it better or how you can apply what you’ve learned to your next initiative. If it’s not working, you should think about why and how you can tweak it so that it will become more relevant to employees.

An employee wellness program should function like a living process, rather than a rigid set of activities. The programs should change and evolve with the people they’re meant to serve.


Check out these helpful corporate wellness resources for additional info:

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Want to be Beach-Ready by June 1st? Here are Five Snacks to Munch on in May Tue, 16 May 2017 23:30:21 +0000 You’ve been so good this year. You stared down temptation, looked him right in his beady little eyes, and said, “Not today.” But you’re not out of the woods quite yet. There are still plenty of ways to derail that summer bod before beach season. Here are five snacks to to keep that summer bod looking (and feeling) fabulous, without sacrificing taste (or just generally being miserable).

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Want to be Beach-Ready by June 1st? Here are Five Snacks to Munch on in May

You’ve been so good this year.

You tossed out all that Valentine’s Day candy, passed up on a second serving of corned beef on St. Patrick’s, and only had one taco on Cinco De Mayo. (One taco!)

You stared down temptation, looked him right in his beady little eyes, and said, “Not today.”

And it shows. You’re looking lean, healthy, and – dare we say – downright svelte.

All that hard work is about to pay off. Summer is right around the corner, which means you’ll be turning heads down at the beach, the lake, or your next rooftop bbq.  

But you’re not out of the woods quite yet. There are still plenty of ways to derail that summer bod before beach season. Here are five snacks to to keep that summer bod looking (and feeling) fabulous, without sacrificing taste (or just generally being miserable).

Want to be Beach-Ready by June 1st? Here are Five Snacks to Munch on in May

Ips Chips Natural Sea Salt & Black Pepper and Natural Cinnamon

Ips make all natural, gluten free protein infused chips that are a perfect any time snack, and that will keep you fuller longer (and therefore less likely to eat junk).

Ips Chips Natural Sea Salt & Black Pepper and Natural Cinnamon

They come in a variety of flavors, but we recommend their Natural Sea Salt & Black Pepper when you need something savory, and their Natural Cinnamon flavor when you feel the need for something a little sweeter.

These chips are low glycemic, only 130 calories per serving, and pack 6 gram of protein per serving. In fact, one ounce of Ips chips has the same amount of protein as one whole egg! So instead of making a batch of hardboiled eggs (gross), throw a bag or two of delicious Ips into your bag to keep energized throughout the day.

Double Chocolate Mighty Muffin and FlapJacked Peanut Butter Mighty Muffin

Double Chocolate Mighty Muffin and FlapJacked Peanut Butter Mighty Muffin

These muffins are certified gluten-free, non-GMO, and combine balanced nutrition with serious flavor.

But what makes them so mighty? Let’s go to the numbers: 20 grams of protein, 6 g of fiber, 500 million CFUs of probiotics, and just 240 calories per serving make them a perfect on-the-go breakfast or post-workout snack. Just add water, stir, and microwave for about 35 seconds, and you’re good to go.

Think Jerky Sriracha Honey

Think Think makes run of the mill jerky? Think again. The brand makes healthy jerky, lovingly crafted by famous chefs – people like two-time James Beard Award winning chef Gale Gand and three-star Michelin chef Laurent Gras.

That’s a serious pedigree.

Think Jerky Sriracha Honey

Their Sriracha Honey flavor is made with premium lean turkey (raised without hormones or antibiotics) and features the perfect blend of sweet and heat. With 16 grams of protein per serving in just 90 calories, it’s the perfect snack to keep you looking and feeling lean all summer long.

So when it comes to serious flavor, think bold. Think delicious. Think Think Jerky.

Biscoff Cookies

Just because you’re in Beast Mode doesn’t mean you can’t TREAT YO SELF.

Biscoff Cookies

Biscoff cookies are a European-style gourmet cookie that pairs perfectly with your morning coffee.

Curb your sweet tooth with a sensible indulgence like Biscoff’s buttery gourmet goodness.

Oh, and did we mention they’re vegan?

Wonderful Pistachios

Two words – simplicity perfected. Roasted to perfection and lightly salted, Wonderful Pistachios are the perfect natural snack to get you feeling energized and ready to take on the world.

Wonderful Pistachios

Pistachios are one of mother nature’s best kept secrets. Packed with a veritable bounty of protein, fiber, and healthy fats, they’re great post-workout or when you need something to carry you over between meals.

So you’re all set. Five snacks to keep you on the right track and ready to make a splash wherever you are this summer.


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