HR – Biz Blare

Managing Remote Teams: (7 Best tips and practices for 2023)

James Steal — Sat, 18 Feb 2023 09:31:29 +0000

The rise of remote working brings an enormous opportunity for small business owners and freelance entrepreneurs.

But only if you know how to harness your remote team’s potential and drive it in a direction that serves you.

Achieving that goal is challenging, but you can take advantage of the opportunity with the right approach and tools.

To help you, I’ll provide my experience as a remote team freelance writer and how my manager made our team an enormous success.

And the best tips and practices for managing remote teams to help you get the most from yours.

1. Establish Clear Communication

Clear communication is crucial for managing remote teams, which means using adequate channels and creating an open dialogue every team member feels comfortable with.

The key is to have regular virtual meetings, check-ins, and progress reports through video conferencing tools such as Zoom or Skype, instant messaging, or other digital communication tools.

And, of course, ensuring your team members have access to the same communication tools and know how to use them.

Besides regular check-ins, encourage open and honest communication among your team members through everyday team-building activities and promote a positive and supportive work environment.

Takeaway:

The more you communicate with your team, the easier it will be to support one another, which leads to increased productivity, job satisfaction, and success.

2. Set Expectations and Goals

When managing remote teams, it’s essential to have clear expectations and goals to ensure remote team members stay motivated and focused.

To set expectations and goals, start by communicating your company’s mission and objectives to ensure team members understand the overall direction of your business.

Next, work with each team member to set specific, measurable, achievable, relevant, and time-bound (SMART) goals tailored to each member’s strengths and weaknesses.

Also, set expectations for work hours, communication, and collaboration.

For example, expect team members to be available for videoconferences during specific times each day or to respond to emails within a particular time frame.

And it’s your job to check in with your remote team members to ensure they’re on track, have what they need, and help them overcome any obstacles to achieve their goals.

Takeaway:

Setting expectations and goals is a win-win, as your remote team will maintain their focus and motivation, and you’ll get the most out of them.

3. Provide Necessary Tools and Resources

Remote teams need access to the right tools and resources. Depending on your business, you might need to provide them to ensure your team can perform their work and communicate effectively.

Start by assessing your team’s needs, such as hardware, software, and other tools, and check that everyone knows how to use them.

For example, some start-ups provide online training sessions and video tutorials to educate their remote teams on using software systems.

Also, consider your team’s physical environment, like fast and reliable internet access and any specific equipment essential to providing your needed service.

And remember to support your team’s well-being, such as allowing flexible work hours and opportunities for remote team building and socialization between members.

The following 3 steps will tell you how:

4. Foster a Sense of Community

Remote workers sometimes feel isolated, which can have adverse effects like self-doubt, decreased motivation, and lower productivity.

To combat this, foster a sense of community among your team members by running virtual team-building activities and social events using video conferences and online discussions. And encourage open communication by regularly checking in with everyone using team group chats.

Encourage remote team members to get to know one another by discussing their interests and hobbies in team forums.
Or include virtual happy hours, online games, or other activities that allow remote workers to connect more casually.

Takeaway:

Your goal is to create a supportive, open culture that recognizes remote workers for their value and contributions.

Remember, we get back what we give out; everyone loves being part of a community.

5. Encourage Collaboration

When remote workers collaborate, we achieve common goals, solve problems, and share ideas. We work for our community!

You encourage collaboration among your remote team members by establishing clear communication channels, such as team chat platforms or project management tools, and assigning tasks that require teamwork, such as group presentations or group reports.

Then use your culture of openness, transparency, and trust to run performance evaluations, ensuring your team has what they need to collaborate, such as video conferencing software, project management tools, and file-sharing platforms.

Takeaway:

You aim to keep your team talking so everyone works together to achieve your business goals.

6. Maintain Flexibility

Managing a remote team comes with unique challenges compared to office-based employees.

After all, your team could be in 4 different time zones, of different ages and family situations, and have unique geographical and logistical difficulties.

To accommodate these needs, maintain flexibility by implementing the following strategies:

Allow for flexible arrangements, schedules, or part-time work so remote workers can balance their job and personal commitments.
Provide remote workers with the means to work from anywhere, depending on your business circumstances. This could include laptops, smartphones, or high-speed internet access.
Be open to new technologies and virtual collaboration tools, such as video conferencing software or project management platforms.
And be sensitive to changes in your remote workers’ circumstances, like changes in family responsibilities or personal health issues.

Takeaway:

I’m a remote team member working as a digital nomad supporting a family, and my managers’ adaptiveness and flexibility have been crucial to our success.

By creating a supportive and productive work environment, our team’s manager enables members to give her 100% commitment by being open to change, providing the tools and resources, and accommodating our needs.

But it’s not all one-way traffic; remote workers are accountable too!

I’ll explain next:

7. Foster Accountability

To get the best from your remote teams, you must hold them accountable for meeting deadlines and producing quality work.

And it’s another win-win because encouraging high performance and holding your team members responsible for their work helps improve their overall output.

How to foster accountability:

One way to foster accountability is to set clear expectations and goals, ensuring remote workers understand what you expect of them and work towards the same objectives.

Another is checking in with your remote workers via virtual meetings, email, or instant messaging.
And using tools such as project management software to track their progress and ensure everyone is on track.

Takeaway:

Fostering accountability by setting clear expectations, staying in touch, providing regular feedback, and tracking progress ensure your remote workers meet their obligations and work effectively as a team.

Conclusion

Managing a remote team can be challenging, and it takes time to find the right people.

The key is sticking to your business values and goals and finding freelancers that share them.

Then create your community and foster relationships by providing support, constructive reviews, and encouraging accountability.

As an experienced team member, believe me; once you do that, your team will help your business achieve its goals.

The post Managing Remote Teams: (7 Best tips and practices for 2023) appeared first on Biz Blare.

Avoid Turnover by Creating a Culture of Appreciation

James Steal — Sun, 10 Apr 2022 07:31:43 +0000

One of the first steps on your path to creating a successful company is to hire the right people. However, no matter how carefully you approach hiring your first employees, turnover will threaten your established budget and long-term revenues. That said, the best strategy for avoiding costly turnover is to create a culture of appreciation.

Employees are, first and foremost, human beings. We all want to feel seen, respected, and appreciated. If we don’t, we’ll find a different employer. This is especially true now that we are in the “Great Resignation” era.

Employees are abandoning non-supportive employers in droves, leading to a record number of open positions. Facing such an economy, little is more important than a culture of appreciation in employee retention. Explore what this means, the benefits of such a culture, and how to create an appreciative workplace that energizes and inspires workers.

The benefits of an appreciative work culture

First, let’s break down what we mean by a culture of appreciation in the workplace.

The employer/employee relationship is, of course, a business one. However, this does not mean that employees will stand for being treated as little more than a cog in a machine. Most of us work jobs because they fulfill our financial needs first and our desire to contribute to something larger second. If the work we do goes unappreciated, it’s all too tempting to seek out other roles in which we feel more needed and fulfilled.

A culture of appreciation, then, is one that highlights the essential humanity of all workers. This means that employees are recognized for their achievements, supported in an inclusive environment, and given the tools they need for success and emotional safety.

By creating a culture of appreciation, businesses reap a host of essential benefits that all play into employee retention. These are some of the statistical benefits of such a culture that can create for your company:

77% of employers say they will work harder if better recognized, increasing workforce productivity.
Companies in the top 20% for “recognition-rich cultures” reported 31% lower turnover rates, boosting employee retention and cutting turnover costs.
Praise and appreciation motivate 67% of workers more than even some financial incentives, saving companies money and increasing customer satisfaction.

In addition, as many as 79% of workers who quit their job cite lack of appreciation as a major reason for leaving. This, in combination with the retention success of recognition-rich work cultures, demonstrates the power of appreciative work culture.

However, you may be wondering how to go about cultivating such a culture in your own workplace. While every business model will employ different tools, certain best practices and approaches can elevate any company’s ability to retain employees.

Avoiding turnover with a culture of appreciation

You too can avoid turnover through a culture of appreciation. However, you’ll have to put in the work. An appreciative culture is inclusive and mutually beneficial, and forming it requires education and resources.

The following are tips for avoiding turnover by creating an authentic sense of gratitude and respect among employees:

1. Make inclusivity and empathy a #1 priority

Just as you need self-compassion and belief to become a successful business owner, your employees need the same to do their best work. Inclusivity and empathy are the most important tools for achieving a compassionate and appreciative working environment, helping your entire team to recognize each other’s unique perspectives and roles within a business.

Make these values your #1 priority when framing discussions, meetings, incentives, and all things business. Cultural sensitivity training and diversity and inclusion programs are great tools to help you get there.

#2. Engage employees in business decisions

Similarly, the level of engagement employees have in business decisions makes a huge difference in how much they feel seen and respected. This includes workflows, benefits, and even the location where work is completed.

Creating a culture of appreciation requires active listening and empathetic discussion as you show employees you understand their needs. With one in four Americans living with a mental health condition, opening up your policies to allow workers to live and work where they thrive is an example of this kind of empathy. Consult your staff and make decisions that work best for everyone.

#3. Give timely, considerate feedback

Professional situations in which the quality of the work isn’t up to par can create hiccups in your appreciative culture. To mitigate problems, it helps to establish guidelines for giving timely and considerate feedback that inspires, rather than discouraging, workers.

A good rule of thumb is to first respond quickly. Waiting for recognition can impact employee morale much faster than you might think. However, take the time to frame your feedback in a considerate manner. Start with what works about the project, then offer “I statements” as suggestions for improvement, such as “I noticed x and I feel this might be improved by including y.” Follow all this up with a word of thanks, and employees will be more motivated to improve.

#4. Provide supportive tools and resources

Additionally, employees need support tools and resources to feel appreciated and respected in the course of their work. Not only does this mean competitive wages and benefits but it also includes access to education and knowledge.

For example, the COVID-19 pandemic became a major cause for alarm for employees. Often they turned to employers for support and guidance regarding vaccinations and safety policies. One of the best ways employers can show appreciation for their employers is to express care for their health and well-being by providing this support.

For instance, making sense of scary vaccine news requires a critical assessment of the situation and vetting of reliable scientific sources. You can show compassion, empathy, and appreciation just by doing the work and making accurate health information accessible and digestible to your workforce.

#5. Consistently gauge morale

Finally, integrate consistent surveys and questionnaires that show your employees that you care about their experience. By showing you’re open to suggestions and improvement in this manner, you cultivate an environment in which employees feel more heard.

Offer anonymous options for feedback and implement a zero-retaliation policy for reported concerns. You want to establish a culture in which all workers feel safe to voice their needs without fear of repercussion. From here, survey employees about whether or not they feel appreciated and the tools and resources that might help them feel more so.

With the help of these tips, you can cut down on Great Resignation turnover rates and establish a culture that everyone wants to work within. The keyword in all of these efforts is empathy. By making empathy your baseline, treating employees how you would want to be treated, you can create an ideal working environment for 2022 and beyond.

Creating the ideal working environment

In the modern economy, small businesses and entrepreneurs need all the help they can get when it comes to retaining talent. Fortunately, a culture of appreciation is one of the best ways to achieve this and it can be as simple as showing the same care and respect you’d want for experience.

Start by understanding the benefits that come from employee appreciation. From enhanced productivity to higher levels of employee (and customer) satisfaction, there’s very little a sense of gratitude and empathy can’t do. Then, implement the tips explored here for a more inclusive and comfortable working environment.

A culture of appreciation is your ticket to avoiding high turnover rates. In the midst of the great resignation, this has never been more essential.

The post Avoid Turnover by Creating a Culture of Appreciation appeared first on Biz Blare.

Hiring Tips for Small Business Owners

James Steal — Fri, 14 Jan 2022 09:12:18 +0000

One of the many challenges you will face as a business owner is hiring new employees. Even if someone has a stellar resume, it can be hard to know they’re the right person for the job and the right for your company.

So, if you are just about to hire an employee for the first and you’re feeling a little daunted and overwhelmed, don’t worry. This post will give you some actionable hiring tips for small businesses to ensure you make the right decision.

Let’s get started.

#1 Understand what the role entails

Before starting the hiring process, you should clearly understand what the job entails. You can do this by breaking the role down into is parts to determine the hard and soft skills that an ideal candidate will require.

Apart from helping you understand the skills and abilities an ideal candidate requires. You can’t begin to advertise the role until you can accurately describe to potential candidates what it entails, which brings me to my next tip!

#2 Write a job description people want to read

A job description is an essential part of the hiring process. Not only does it help you to clarify the role you are hiring for, but it also allows candidates to understand if they are a good fit for the role.

When creating a job description, be sure to be clear about the expectations and requirements of the role. Be specific about the skills and experience you are looking for, and list out the duties and responsibilities of the position.

If you’re a startup or early-stage business, you need to make sure that every single person who comes into contact with your job posting is motivated and inspired to apply. This is especially true if you’re hiring for growth.

#3 Prescreen candidates

While it’s great to have a ton of resumes, many candidates won’t make the grade. Because of this, it’s a waste of time and energy to interview everyone who applies. Instead, put a prescreening system in place to remove the whey from the chaff.

For example, have candidates complete pre-interview tasks such as a personality test, questionnaire, or home assignment, before meeting with them in person. You can also do a pre-interview phone call, where you take 10 mins to talk with potential candidates before moving to an in-person interview.

#4 Ask open questions

When interviewing someone for a position, it’s crucial to ask open questions; avoid asking questions that the candidate can answer with a simple yes or no.

Asking open questions gives you a better idea of how a candidate thinks and responds under pressure. This will help you better determine if they are the right fit for the position and can succeed in the role.

Some typical open interview questions include:

How did you handle this type of situation in the past?
What kind of results did your efforts produce?
What would success look like to you in this position?
Tell me about a time you failed to hit targets?

#5 Perform reference checks

Ask candidates to provide references from past employers. In addition to employers, ask candidates to provide character references from notable people in their community, such as teachers, police officers, pastors, or imams.

When checking references, make sure the people you contact know what the job entails and ask specific questions about the candidate’s experience, character traits, and work ethic. Don’t overlook character and work ethic traits; even if a potential candidate is highly qualified, they might not have the right attitude and character.

#6 Build an onboarding plan

Onboarding refers to the learning and training activities that new employees go through when they first join a company. The purpose is to help the new hires hit the ground running and feel comfortable in their role as quickly as possible.

Onboarding usually includes training in systems and procedures, introductions to department/division’s goals, and knowledge transfers from team members.

Some businesses start the onboarding process before the new hire physically starts. But, in most cases, the process begins on the employee’s first day. There is no right or wrong way; it’s whatever works best for your business.

Explore this topic further

Interview questions & answers (Indeed.com)

25 Top questions to ask an interviewee (apollotechnical.com)

Closing interview questions (Workable.com)

Writing a job description (Builtin.com)

10 Tips for crafting effective job descriptions (CIO.com)

Best practices for writing job descriptions (MorganMcKinley)

The post Hiring Tips for Small Business Owners appeared first on Biz Blare.

What Employees Value Most (and how to deliver that value)

James Steal — Wed, 15 Sep 2021 07:40:36 +0000

How six undervalued workers recently cost Amazon $1.2 billion!

You’d think a business that tops $33million an hour in revenue wouldn’t need to prioritize its employee’s values.

Turns out not so!

Back in May 2020, Tim Bray, a former vice-president at Amazon, resigned in protest at what he called the company’s “chickenshit” decision to fire colleagues in the warehouse division who’d highlighted safety issues.

Amazon’s response was to silence whistleblowers by firing them.

A reaction that bit Bezos in the butt.

Fast forward to September 2021, Amazon has offered to cover college tuition costs of all its 750,000 frontline workers in the US.

An investment of $1.2bn!

And it’s not only Amazon. Walmart and Target had already offered similar free educational deal-sweeteners to their employees.

So, what’s going on?

Traditionally big corporations didn’t need to care much about retaining their labor workers. Now with post-pandemic labor shortages, they do.

Of course, smaller businesses and most leading entrepreneurs have known (or cared) about what employees value most for years.

“If everyone is moving forward together, then success takes care of itself” – Henry Ford.

So, if you’re starting or running a small business, now’s the time to discover which benefits your employee’s value most?

Benefits of having employees feel valued

We all love to feel valued, and when your employees do, it increases their sense of self-worth, self-esteem, and job satisfaction. And those are key to building loyalty and morale, which leads to increased engagement and higher productivity.

And happy employees stay put, reducing staff turnover and the time and cost it takes hiring new ones.

And according to the research company Gallup, companies with disengaged employees have 18% lower productivity,16% lower profitability, and 37% lower job growth. In contrast, businesses with engaged workers receive 100% more job applications.

Smart bosses understand the benefit of knowing what their employees value most and prioritize their needs over their clients and immediate profit. Recouping the outlay ten-fold further down the line.

“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” – Richard Branson

The benefits to you and your business of having happy employees are beyond question; next, you need to know how to provide what your employees value most.

Fortunately, when it comes to work and values, we’re not individual snowflakes. Most of us want the same things, nine to be precise.

And we’ve got them for you:

#1 Salary, who'd of guessed it?

Eight of the nine benefits employees value most could be considered pliable and unique to your business. Salary, however, is not one of them, and of course, there’s a good reason.

Most employment positions have an average wage, give or take a few thousand dollars. And it’s only natural for employees to aim for the higher end of the scale. Its why salary will always be a pivotal factor in recruiting and retaining the highest quality employees.

And a recent survey by Clutch confirmed this, showing that – “fair pay is an essential workplace value for (55%) of full-time employees.”

The Salary Sweet Spot:

American analytics and advisory company Gallop identified $75,000 as the salary sweet spot for optimal employee engagement.

Why employment engagement?

It’s pretty simple.

When your employee’s wage creates a harmonious balance (the sweet spot) within their household, it removes their need to think about earning more money elsewhere. Resulting in heightened engagements levels with their current job.

What if you can’t afford the sweet spot?

Fortunately, high wages don’t always top the list of employee values. Recruitment, training, and management company Cornerstone surveyed 2,000 full-time American employees to find out their most important values. The highest being professional growth opportunities at 25% and flexible work schedules at 23%.

And those are unique to your business structure.

Enabling you to compensate for any wage shortfall by providing an unparalleled work environment.

Let’s look at how to do it next:

#2 Recognition for a job well done

You’d think every employer would be onto this one; after all, it’s so simple to implement, and the rewards are apparent.

EXAMPLE:

Boss – Thanks, you did a great job; I appreciate your hard work.
Result – Employee feels valued, more engaged, and motivated. Giving them a reason to continue providing you the extra mile.

However accordin to further research from Gallop – The #1 reason most people leave their jobs is a lack of recognition.

Fortunately, companies are beginning to catch on to costly mistakes (as employee retention is far cheaper than rehiring). And formal recognition programs are becoming an invaluable in-house tool for reducing voluntary turnover.

An example of formal recognition at work:

Lifetime healthcare Inc implemented a recognition program (named the lifetime way) to address in-house cultural challenges caused by changes in leadership.

It enabled employees to share a mutual appreciation of each other’s work. Building a culture of continuous recognition focused on promoting desired employee behaviors and business results that supported their short and long-term goals.

“Within the first year, Lifetime Healthcare saw incredibly high participation, with 94% of managers and 77% of employees using the strategic recognition platform.”

Lifetime healthcare’s investment in “recognition for a job well done” paid off ten-fold. Increasing net income by 0.7%, reducing administration expenses by $63 million, and creating a culture of continuous employee recognition.

Bringing us nicely onto #3:

#3 Company culture means a lot

We all love a bit of culture, and no more so than in the workplace, right?

OK, perhaps company culture isn’t up there with hiking the Inca trail, but if you want to retain your employees, you’ll need one.

What’s company culture?

Often defined as – “A set of shared values, attitudes, goals, and practices that characterize an organization.” Or how your employees feel about you, your business, the work they do, the values your company believes in, and whether they align to their own.

What’s good company culture?

You don’t need a good company culture; you need a great one that every employee understands and buys into.

You create one by supporting employee involvement, providing positive recognition, workplace education, and development.

And it pays off:

Results show that when employees understand a company’s strategic direction, agree with it, and understand the importance of their role within it, they experience a greater sense of purpose with their work.

And that’s positive!

Almost 50% of employees look for a new job when a company has a poor culture
But when companies have a strong culture, their quality rating increases by 20%

Netflix has its company culture:

Netflix‘s recent company culture document encapsulated its “people over process” philosophy. Netflix spelled out its values: non-judgment, selflessness, communication, inclusion, curiosity, courage, innovation, passion, integrity, and impact.

They left nothing to chance!

The three top definitions of defined company culture:

A culture experienced by all employees.
A culture with a purpose and vision that ensures employees know their jobs are important.
A culture that not only says but proves it cares about its people.

Creating a company culture that promotes communication, free speech, shared opinions, and values build trust, loyalty, and an environment where employees thrive.

And a crucial element in that is having the right (not the best) people for the job.

I’ll explain:

#4 Job fit, fit for the job!

Do you know the saying, “the right tool for the job”?

It’s equally applicable to employees and their suitability to their position.

Because when you hire the right person for the role, it decreases turnover (both involuntary and voluntary). Improving employee retention rates and significantly reducing your recruitment costs.

And it makes sense, as when we’re happy in our role, we’re more productive, which positively affects morale and ultimately company profit.

How to find the right fit:

Managers should regularly hold meetings with employees to discuss which elements in their role are least or most satisfying.

Now, don’t get me wrong. It doesn’t mean employees can stop fulfilling roles they don’t like. It’s about making managers aware of employees who might suit new roles or responsibilities, enabling in-house promotion, and increasing productivity.

You can use employment personality tests to assess numerous personality traits associated with job fit and find the right employees for your positions.

The takeaway is – Enable your employees to thrive by choosing those that suit a role they can excel in and improve their skills.

The perks of the job, what exactly does it mean?

Let’s find out:

#5 What about the perks?

Before COVID, obtaining a work-life balance had become increasingly difficult to achieve. Now it’s become a crucial employee value.

Making it more important than ever to provide perks that enable people to find that all-important balance between life and work.

According to a recent FlexJobs survey – “84% of working parents said work flexibility is the most important factor in a job.” And work-life balance coming in a close second at 80%.

And a LaSalle survey found that – “50% of respondents said a work-life balance ranked third in importance when considering a new role.”

The fact is, people, want perks that’ll enhance their work-life balance and career development.

Popular company perks are:

On-site daycare – For the little ones. Because private daycare not only costs a fortune, it isn’t easy to find.

Flexible hours – To accommodate a work-life balance, resulting in increased productivity.

Work-from-home – Especially now!

Free gym memberships – That few of us ever use, but it looks good.

Parental leave – Traditionally, US employers didn’t do much to help new moms and dads. However, industry leaders such as Microsoft, Netflix, Deloitte, KPMG, and Snap, are changing the landscape. With lengthy full pay time off (Netflix provides a full year) for both moms and dads.

Continuous education – We all want to improve and advance ourselves. And it’s now becoming the norm for businesses to provide (often free) further education opportunities to retain their staff.

Perks are important, but approachable leadership is essential:

#6 Approachable leadership

One of the most common reasons for spontaneous resignation is poor management.

And human resource consulting firm Robert Half Inc confirmed this in their 2019 survey – “49% of professionals quit a job because of it.”

But lousy management practices carry other long-lasting effects that could result in a toxic work environment, undermining your company culture, and ultimately your business.

Serious adverse effects of poor management:

High Employee Turnover
Reduced Morale
Decreased Productivity
Poor Employee Health
Damaged Company Reputation

What we have here is a failure to communicate:

One recurring trait of poor management is a lack of communication.

Proven beyond doubt when a recent Interact/Harris Poll showed that – “91% of 1,000 employees surveyed said their bosses lacked this one critical skill.”

Approachable leadership is all about communication. Because when managers communicate effectively with employees, they successfully convey the company’s goals, issue clear instructions and orders, and allocate the right people to the right roles.

But more importantly.

When employees have approachable leadership who actively listen to their concerns/ideas, they feel appreciated and part of the organization, rather than just a cog in the industrial wheel.

The result being:

Less than 22% of employees with poor managers/leaders intend to stay with their employer.
However, 89% of employees who work in a company with outstanding leadership are committed to staying.

Richard Branson had this to say – “Communication is the most important skill any leader can possess.”

So, if you’ve got a high turnover or falling productivity, you should probably look at your manager!

Coming up, the #1 strategy for retaining your employees:

#7 Opportunities to grow

No one likes feeling stuck in a dead-end job; it kills the soul and sucks the joy out of life.

Especially those employees who work in low-paying manual labor jobs, such as warehouses, delivery firms, and national low-cost stores. Fortunately, industry leaders like Walmart, Target, and Amazon are beginning to recognize the importance of these workers and are acting accordingly.

However, providing opportunities to grow is essential in every business:

According to LinkedIn’s 2019 Workforce Learning Report – “94 percent of employees said they’d stay with a company longer if it invested in helping them learn.”

It’s because employees want pathways that enable them to learn, improve their skills, and move up the ladder. And it’s the employers who provide these pathways that promote from within and retain their workforce.

What the next generation have to say about it:

LinkedIn surveyed Millennials (born between 1980 and 1995) and Generation Z (born between 1996 and 2010) and found that 27% said the number one reason they resign from a position is lack of opportunities to learn and grow. And just under a quarter said learning is what makes them happiest at work.

So, if you want to secure a quarter of your workforce, enable them to blossom.

Did you know absolute balance doesn’t exist?

Yep, it’s a myth.

It’s because whatever appears in balance is actually in a continuous struggle keeping it that way. And the same goes for work-life balance; you’ve got to help your employees keep theirs.

#8 Work-life balance

Work-life balance is no longer just some wistful terminology; it’s now an essential employee value.

23% of US employees now favor jobs that offer flexible hours. Such as earlier start times, working remotely, and the ability to finish projects at home. And flexible schedules are increasingly valuable to employees with families and other out-of-work commitments.

According to Statista – “72% of people looking for a job believe that work-life balance is an important factor to consider.”

Why Work-Life balance is important:

Work-life balance is crucial for numerous reasons.

Employees without a work-life balance burn out more quickly – But those with a healthy work balance report having more motivation, increasing productivity at work.

A healthy work-life balance is essential for your employee’s well-being – 94% of US workers in the professional service industry put in over 50 hours a week. Resulting in decreased downtime and an increase in stress-related medical issues.

A healthy work-life balance gives employees more time with their family – If we learned anything from COVID, it’s the importance of family and doing things that we love that improve our mental well-being.

And the statistics don’t lie:

A 2018 Flexjobs.com survey found that “80% of people would take a job that offers flexible hours over one that did not.” And that 30% of employees resigned because their company failed to provide a work-life balance.

But employers are catching on:

A 2020 survey by the Society for Human Resource Management found that –“57% of organizations now offer flexible schedules, up from 52% in 2015.”

Last but not least, something we’d all like more of:

#9 Healthcare benefits

When it comes to what employees value most, quality healthcare benefits regularly top the list.

After all, your health is your wealth, and we’d all like the assurance of adequate coverage if something should happen. It’s why employees place such a high value on healthcare.

Some benefits employees value most are:

Health insurance
Dental insurance
Paid sick leave
Paid maternity leave

And according to a Metlife study – “61% of employees attributed healthcare benefits as the main reason they were “satisfied” with their present company.”

Recent percentage statistics of what employee’s value most:

Almost 80% of employees said they’d prefer additional/new health benefits to a pay raise.
And 90% of millennials said they’d prefer health benefits over a pay increase.
While 82% of women said they’d prefer new/additional benefits compared to 76% of men.

Providing healthcare can save you money!

The cost in the US of providing health benefits for employees is pretty expensive. An average price is $6,435 for single coverage, rising to $18,142 for family coverage.

However, healthcare benefit programs are proving their worth. Not only in providing a healthy, happy, productive work environment but an ROI of $3 to $6 for every dollar invested.

Why do we value employees?

“Great things in business are never done by one person. They’re done by a team of people“ – Steve Jobs.

Your employees are your team.

And if you treat them how you’d want to be treated, your employees will play their hearts out for you.

All it takes is recognition, fair pay, opportunities to grow, a healthy company culture, some perks, benefits, and balance.

Isn’t that what we all want?

Let us know your thoughts on what employees value most.

Until next time, work happy!

The post What Employees Value Most (and how to deliver that value) appeared first on Biz Blare.

How to Hire a Virtual Assistant (What You Need to Know)

Gordon Maher — Fri, 19 Feb 2021 18:38:14 +0000

When you first start a business, you’re a one-person show. You wear all the hats and do everything yourself. You’re a bookkeeper, social media manager, customer service agent, and secretary all rolled into one. And that’s ok, you can manage. Just about!

However, as your business grows and your workload intensifies, it becomes harder to wear all these hats and keep up with everything. Very quickly, you find yourself spending way too much time on tasks and activities that don’t move your business forward. Sound familiar?

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What Does an Office Manager Do in a Small Business

James Steal — Fri, 19 Feb 2021 18:11:56 +0000

If you’re reading this post, you want to know what does an office manager do in a small business and the benefits they can bring to the table. In short, you want to know if hiring an office manager is worth the investment!

The simple answer is yes. An office manager (a good one) is well worth the investment. And in this post, I am going to break down the different ways they can help both you and your business.

But, before we get into what an office manager does. Let’s take a step back and make sure that you actually need one.

Signs that you need an office manager

Congratulations, if you’ve got to a stage in your business where you’re considering hiring an office manager. The fact that you’re evening thinking about this is a good sign in itself.

But, here are some more telltale signs the time is right to bring an office manager onboard.

Your wasting hours each week on administrative and clerical tasks
The office is a mess, disorganised and falling into disrepair
Employees come to you with every little office related issue
Your calendar and schedule is all over the place
You’re spending lots of time responding to general business queries
You repeatedly forget to schedule and return important calls
Office morale is low because employees are not having some fun
You’re dealing with office service providers and vendors
New employees are not integrated into the team and feel lost

Trying to handle all of the above is impossible. It’s also a waste of your precious time. You might be able to manage it all on your own for a while, but eventually, it will negatively impact your business’s growth.

But, hiring an office manager will take these burdens off your shoulder. You will then have more time and energy to invest in actions and tasks that turn the needle on your business and drive it forward

What does an office manager do

Now, we get to the meat and bones of this post. What does an office manager do in a small business? Let’s go through the duties that they can perform. If you agreed that the time has come to hire one, here is how they can help.

Receptionist: The office manager usually takes on receptionist duties such as answering phones, greeting visitors, and directing visitors to meeting rooms or the appropriate staff members.

Secretary: Secretarial tasks are at the core of an office manager’s role. They schedule meetings with clients, make travel arrangements, file and maintain company documents, write official letters and company memos, and manage schedules and diaries.

HR liaison: In a small office, the office manager will also perform HR tasks. They handle employee paperwork and files, help with the hiring process, manage on-boarding schedules for new hires, create systems for tracking work hours, implement company policies and procedures, and organise and plan company events.

Bookkeeper: It’s not unusual for office managers to do basic bookkeeping tasks like invoice and receipt filing, overseeing bank activities, reconciling accounts and statements, managing payroll, and filing tax returns.

Facilities manager: The office manager is also responsible for the upkeep of the office. From leaky faucets to wilting plants, from broken lights to smoke alarm batteries – the office manager takes care of them all. They liaise with various vendors and service providers to ensure the office is safe, clean, and in proper working order.

Office supplies manager: Ensuring that the fridge and cupboards are full of food and that notepads, printer paper, toilet roll, and cleaning products are all in-stock is also the office manager’s job.

Point of contact for work resources: The office manager is the point of contact for all staff resources. They ensure employees have all the equipment and tools they need, such as company cars and phones, computers, food cards, and parking permits.

Employee sounding board: Although not an official role, the office manager is the person employees go to with workplace grievances and issues. Staff generally feel more comfortable expressing their feelings to the office manager than to their managers.

Bridge between staff and management: Following on from the last point. Because the office manager has their finger on the office’s pulse, they can act as a bridge between employees and management. If staff are unhappy or have grievances, the office manager can let the management team know.

Qualities of a great office manager

As you can see, an office manager performs multiple functions within a business. They wear many hats! Giving this, it’s not a job that just anyone can do. To be a great office manager and successful in this role, a person must have certain qualities.

When hiring an office manager, here are some of the must-have qualities:

Excellent communication skills (verbal and written)
Natural problem-solving abilities
Friendly and enthusiastic personality
Amazing organisational skills
Strong interpersonal skills
The ability to anticipate the needs of others
Calm and cool under pressure
The ability to multi-task
Creatively minded

As you can imagine finding someone that brings all those characteristics to the table is not easy. But, it’s worth taking your time in the hiring process to find someone that ticks all the boxes. Your investment in time and money will be well rewarded.

Over to you

As a business owner, one of your most precious commodities is time. Hiring an office manager will free-up hours and hours of your time and allow you to focus on what matters – growing your business.

I said near the top of the post that if you’re considering hiring an office manager, you probably need one. And if you have read this post to here you understand just what they bring to the table and the benefits they can offer to you and your business.

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How To Manage Freelancers: 6 Actionable Tips For Success

James Steal — Fri, 19 Feb 2021 17:46:02 +0000

Working with freelancers can be a real game-changer for your business. But you already know that. Right? There is no need for me to list all the benefits. You didn’t come here for that. You’re here because you want to know how to manage freelancers effectively.

You want to ensure the freelancers you work with push your business forward, not hold it back. You also don’t want to waste your time and money, and you want the process to run smoothly, without headaches and hassles.

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9 Steps to Hiring Your First Employee

James Steal — Fri, 19 Feb 2021 17:42:31 +0000

Hiring your first employee is a big deal, especially if you have a new business. You’re probably super-excited and nervous at the same time. You know that you have to find the perfect person, someone who will be an asset to your business and help it grow, and you don’t want to make the wrong choice.

If you have never hired someone before, this can be a daunting task. However, there are steps that you can follow that will help guide you along the way.

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