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August 19, 2024

Essential Remote Work Best Practices

 

With the flexibility and convenience it offers, remote work has revolutionized the traditional office setting. However, in order to be successful in a remote work environment, it is essential to follow certain best practices to ensure productivity, communication, cybersecurity, company culture, and work-life balance are maintained.

Setting Up a Productive Home Office Environment

This means creating an area within your home that is specifically reserved for work activities, a step that significantly aids in mentally shifting into work mode. It’s vital to equip this space with ergonomic furniture, such as a desk and chair that support proper posture, thereby minimizing physical strain over long hours of work. Adequate lighting, preferably natural light, enhances focus and reduces eye strain, making it a crucial element of your home office setup. Organizing your workspace to keep it tidy and free from clutter not only helps in reducing distractions but also contributes to a more enjoyable and productive work environment. Ensuring that you have the right technology and connectivity, including a dependable computer, robust internet service, and any job-specific hardware or software, is essential for seamless remote work.

Establishing Clear Communication Channels and Guidelines

Choosing the right communication platforms is critical; tools like Slack for text, Zoom for video calls, and Microsoft Teams for collaborative projects streamline the flow of information. It’s imperative to define clear guidelines on how and when to use each tool to avoid confusion. Regularly scheduled virtual meetings keep the team aligned on goals and progress while providing a forum for addressing concerns and brainstorming. Establishing norms around response times and availability ensures expectations are met and respects individual work patterns. Emphasizing the importance of concise and effective communication can significantly enhance the efficiency and cohesion of a remote team.

Implementing Robust Cybersecurity Measures

Initiating strong cybersecurity protocols is not just about protecting assets but also about preserving trust within remote teams. It begins with the fundamental step of educating team members on the significance of security practices. Regular training sessions on recognizing phishing attempts, secure password creation, and the dangers of public Wi-Fi can empower employees to be the first line of defense against cyber threats.

Advancing further, the deployment of technical safeguards is crucial. Utilizing encrypted connections through Virtual Private Networks (VPNs) ensures that data remains secure during transmission. Implementing end-to-end encryption for emails and files protects information from being intercepted or misused. Additionally, the use of multi-factor authentication (MFA) adds an extra layer of security, making it significantly harder for unauthorized individuals to gain access to critical systems.

For small business owners, the investment in robust cybersecurity software is indispensable. This includes antivirus and anti-malware solutions, alongside firewalls that monitor and control incoming and outgoing network traffic based on predetermined security rules. Regular updates and patches for all software are essential to protect against newly discovered vulnerabilities.

Finally, creating a comprehensive incident response plan prepares remote teams to act swiftly and efficiently should a security breach occur. This plan should outline specific steps for containment, eradication, and recovery, ensuring minimal impact on business operations and maintaining client trust. Through these collective efforts, remote work environments can achieve a high standard of cybersecurity, allowing teams to focus on productivity and innovation without the looming threat of cyber attacks.

Fostering a Strong Company Culture Remotely

Creating a cohesive company culture when working remotely requires thoughtful strategies to ensure every team member feels valued and connected. Organizing interactive online activities such as team-building exercises, virtual coffee breaks, or themed video meetings can bridge the physical gap and promote a sense of belonging. Recognizing individual and team accomplishments publicly through online platforms not only boosts morale but also reinforces a culture of appreciation and respect. 

Implementing regular check-ins and feedback sessions can provide employees with a platform to voice their ideas and concerns, strengthening the bonds within the team. Additionally, encouraging informal communication through dedicated chat rooms for non-work-related conversations allows personalities to shine and relationships to deepen. By integrating these practices, small business owners can cultivate a vibrant and supportive remote work environment where creativity and collaboration flourish, ensuring that every member feels an integral part of the team despite the geographical distances.

Encouraging Work-Life Balance for Remote Employees

Implement defined work hours; this creates a clear demarcation between professional responsibilities and personal time. Encouraging the adoption of this schedule helps remote employees resist the urge to overwork, fostering a healthier lifestyle and enhancing productivity. Encouraging frequent breaks throughout the day is another essential practice. These pauses from work are vital for mental and physical rejuvenation, allowing employees to return to their tasks with renewed focus and energy.

Promoting physical activity and mindfulness exercises can also significantly contribute to an improved work-life balance. Engaging in regular exercise or mindfulness activities such as yoga or meditation can mitigate stress, boost morale, and improve overall mental health. Additionally, advocating for a specific, distraction-free workspace aids in minimizing interruptions, allowing for more concentrated work periods which in turn support a more structured day.

Lastly, it’s important for employers to lead by example. Demonstrating a commitment to maintaining one’s own work-life balance sets a positive precedent for the team. Offering support for employees to prioritize their personal time, including unplugging after work hours, highlights the value placed on their well-being. By incorporating these practices, small business owners can help ensure their remote teams remain productive, motivated, and well-balanced.

What are some of the practices you and your remote team have in place to create a well-functioning and balanced virtual workspace?

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July 9, 2024

Managing Misunderstandings: Remote Employee Illness vs Ghosting

When working with a remote team, there will be periods where you are not necessarily in communication with your other team members. Depending on how you have your organization structured, this might be a few hours or even a few days. What happens, though, when you don’t have a regular check-in scheduled but you also do not hear back from your employee? Are they ghosting you? Are they sick? Are they experiencing a power outage? What should you do?

Take Proactive Steps

The obvious answer is to immediately reach out to your employee / contractor if you have not heard from them. It is important to check in regularly on an individual level to be certain that everyone feels heard and feels comfortable coming to you with issues. This is especially important if you are worried that your team member might be ghosting you. After you reach out and wait the appropriate amount of time for a response, you should then turn to the emergency contact list to see if your employee can be reached other ways; there are times where someone is sick or injured and unable to reach out but their emergency contact can tell you what is going on. At this point, if you still do not hear back then you are probably being ghosted.

Implement Clear Policies

To avoid any sort of misunderstanding in the future, you should implement clear policies on when employees need to check in as well as collecting emergency contact information from them. A solid framework of explicit policies can effectively dispel any uncertainty regarding employee absences, sick leave, and instances of ghosting. It’s important to articulate what exactly constitutes ghosting, delineate the protocol for reporting illness, and enumerate the repercussions of disregarding these norms. This should be part of your employee handbook.

Providing Support to Remote Employees

To maintain trust and transparency, it’s crucial to extend support to your remote employees. This can be executed by equipping them with all necessary tools and resources needed to efficiently carry out their responsibilities. But, support goes beyond just work resources. When remote workers fall sick, they should be provided with the same understanding and assistance as on-site employees. Cultivating a work environment that respects and values employees’ health encourages them to be more forthcoming about their wellbeing. It eliminates the need for them to soldier on when unwell, thereby reducing unnecessary stress. Let’s prioritize a support system that not only boosts performance but also advocates for employee health.

Lessons Learned and Moving Forward

Navigating the complexities of remote work is an ongoing learning journey. Each unexpected absence, whether due to illness or a suspected ghosting incident, serves as a teachable moment to refine your strategies and protocols. Continually nurturing open communication, empathy, and support is vital; think about communication skills when hiring too — choosing a candidate up front that has good skills in place can also help avoid these situations. Adopting this approach promotes a positive remote work atmosphere where honesty thrives and ghosting diminishes. It safeguards your team’s wellbeing and enhances their trust in your commitment to their health and job satisfaction. As you learn and grow from these experiences, you strengthen your leadership skills and foster a remote work culture that values transparency, understanding, and collaboration. Keep marching forward, evolving, and learning to build a resilient remote work environment.

 

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April 1, 2024

How to Approach Regular Performance Reviews in Remote Work Scenarios

Performance reviews are an essential part of any job, providing employees with valuable feedback on their work performance and giving employers the opportunity to assess and recognize their employees’ contributions. In person, reviews are normally conducted one-on-one with live examples of jobs well done and areas for improvement. However, what does that look like in a remote work scenario?

Understanding Regular Performance Reviews in Remote Work

Although these are through a screen, remote performance reviews are designed to mimic the dynamics of in-person reviews, ensuring that the objectives of aligning performance with organizational goals, addressing challenges, and setting a trajectory for future growth are met. These reviews are adapted to the digital environment, typically facilitated through virtual platforms like video conferencing or telephone calls to bridge the physical gap inherent in remote settings. 

The essence of these sessions is to foster a mutual understanding of job expectations, identify any discrepancies in performance, and celebrate the accomplishments of remote employees. This process is integral in maintaining open lines of communication and reinforcing the sense of belonging and contribution among remote workers. Through regular interactions, a continuous feedback loop is established, allowing for real-time adjustments and recognition, which is vital for the motivation and productivity of remote employees.

What Job Seekers Should Expect During Performance Reviews

During performance reviews, employees should be prepared to engage in thorough discussions about their contributions and areas requiring enhancement. The dialogue will likely encompass both the technical aspects of their job performance and the softer skills, such as communication and teamwork. Expectations will be set for future performance, with a particular focus on how one can further align with the organization’s goals and culture remotely. 

It is crucial for individuals to approach these reviews with a mindset geared toward growth, ready to articulate their achievements and receptive to constructive criticism. Equally, there will be an opportunity to express career aspirations and seek advice on professional development. This is a chance to clarify any uncertainties about job responsibilities or to request resources that could aid in job performance improvement. 

Remember, this is not to criticize your work in a harsh manner. This is just some feedback so that you can improve. This is also your chance to share your voice about any inefficiencies in the company’s procedures — a performance review goes both ways.

Preparing for Your Review: Tips for Remote Employees

Begin preparing by cataloging your achievements, noting how they align with the team’s objectives and any innovative solutions you’ve introduced to overcome remote work challenges. Equally important is identifying areas where you seek improvement or additional support. Consider setting realistic and measurable goals for your professional growth and how you intend to achieve them. Compile any questions you have about your role, feedback on the remote working conditions, or resources you feel could enhance your performance. 

It is best to prepare ahead of time so that you can approach the review in an orderly manner to ensure all your points are addressed.

What Employers Need to Consider When Conducting Remote Reviews

When organizing performance reviews for remote teams, employers must prioritize structure, empathy, and clarity; this is not about ambushing employees to see how they react — performance reviews are to help both employer and employee grow so that the business grows. The foundation of an effective review begins with setting a precise agenda and sharing it in advance with employees to foster a prepared and open dialogue. Utilizing reliable digital tools ensures a seamless communication experience, while personal touches, such as beginning the conversation with informal catch-up, can help in bridging the emotional distance. It’s vital to focus on specific achievements and areas for improvement, supported by examples, to make the feedback tangible and actionable. Emphasizing future development and opportunities rather than solely past performance encourages growth and motivation. 

Employers should actively listen, offering a platform for employees to voice their experiences, challenges, and aspirations within the remote work context. This includes understanding their home work environment and any external factors that may affect their performance. Establishing a follow-up plan to revisit goals and provide ongoing support underscores the commitment to employee growth beyond the review itself. 

The Impact of Regular Performance Reviews on Remote Work Success

The effectiveness of regular performance reviews extends far beyond mere assessments in the realm of remote work. They serve as a vital mechanism for reinforcing company values, goals, and expectations, while simultaneously catering to the individual growth needs of remote employees. Such reviews are instrumental in fostering a culture where feedback is not only anticipated but valued as a tool for personal and professional development. Through these structured interactions, employers and employees collaboratively pave the way for sustained growth and achievement in a remote setting.

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March 16, 2024

Overcoming the Fear of Hiring as a Small Business Owner

As a small business owner, the decision to hire new employees is an important one. It can also be intimidating and filled with anxiety. The thought of taking on the responsibility of providing wages and other expenses associated with hiring can be overwhelming. However, it’s important to remember that hiring is essential for the growth of your business. Let’s look at ways to overcome the fear of hiring as a small business owner and how to make the process easier:

Define Your Ideal Employee

It is important to take the time to carefully define your ideal employee or contractor before you begin the hiring process. This means taking the time to think about what qualities and skills you are looking for and which of these would be most beneficial to your business. Make sure to consider qualities like team-orientation, communication skills, work ethic, dependability, problem-solving abilities, and any other unique traits or qualifications that are relevant to your particular business needs. You should also think about the type of personality that will fit best with the company culture you are hoping to foster. By taking the time to define your ideal employee upfront, you will be better able to identify qualified candidates who possess the qualities and skills that you desire.

Create a Plan

The key to success is to create a plan ahead of time so you know what to expect. Start by making a list of all the tasks required to hire a new employee. This should include outlining what tasks this job will entail, what specific skills and experience you are looking for in your new hire, taking this information to draft the job post, then deciding what questions to ask in an interview to help you find the best candidate. Once your job posting is live, make sure you’re organized with the applications you receive. Consider creating a spreadsheet that outlines each candidate’s qualifications and notes from the interviews. This will help you easily compare each applicant and make your final decision. Additionally, establish a timeline for when you plan to make an offer and inform candidates. Outlining your expectations ahead of time will help ensure everyone is on the same page and save you time in the future. Finally, if this is your first time hiring, you may want to consult an experienced advisor who can answer any questions and provide advice on the best practices for hiring.

Hire for Potential, Not Just Experience

You want to make sure you hire the right person for the job, but you may be afraid to take a chance on someone without a lot of experience. However, this shouldn’t stop you from considering potential over experience. When it comes to hiring for potential, start by looking for someone who is highly motivated and eager to learn. Ask yourself questions like, “Does this candidate demonstrate a genuine interest in the position?” and “Do they have any related skills or knowledge that could benefit the job?” This will help you identify people who might have the aptitude for the role, even if they don’t have all the necessary experience.

Also look for candidates who have transferable skills. Are there any abilities they developed in a previous role that could be applied to your position? A great example of this is a mom who has to stay highly organized managing her family which translates into a very diligent personal assistant that can keep your calendar on track. Finally, remember that even if someone doesn’t have all the required experience, they can still be successful in a position if they are willing to put in the effort. Investing in a strong training program and providing adequate resources will help bring inexperienced employees up to speed more quickly. Ultimately, don’t be afraid to consider hiring for potential instead of experience when it comes to filling positions in your small business. There are plenty of motivated and talented individuals out there who just need a chance to prove themselves. By taking the time to invest in them, you could find yourself with a loyal and hardworking team member.

Take the Time to Train Your New Employees

While it may be tempting to simply have a new employee start working without any training, it’s important to invest the time and effort in training your new team members. Training doesn’t have to take long or be complicated. A comprehensive orientation process can cover all of the basics and ensure that everyone is on the same page. You can also break down your training into smaller pieces and offer ongoing education on specific topics.

When creating a training program, be sure to focus on the basics and make sure all of your employees understand the core processes of your business. You should also ensure that new employees learn how to use the technology they need to do their job. Having an in-depth understanding of your products and services is also essential, so make sure to include this as part of the training program. Finally, remember that while new employees will likely need additional guidance as they get up to speed, giving them a strong foundation at the outset can pay dividends down the line. It can also be helpful to get feedback from current employees on what they wish they had known when they first started so you can incorporate this into your new employee training program.

Set Clear Expectations from the Start

As a small business owner, you need to make sure that everyone is on the same page. Before hiring someone, you should let them know what is expected of them in terms of work hours, job duties, and any other relevant information — you should also communicate this to the rest of your team. They can help you through the hiring process, which can act as a support group for overcoming anxiety in this area. It is okay to share with your current team your fears about onboarding a new member. Getting their perspective in this area can be extremely helpful!

Make sure your new employee knows exactly what is expected of them, so that there are no surprises or misunderstandings. Let them know that you are available to answer any questions they may have, and that you are there to help them succeed. Ask them what their goals are and how they plan to achieve them. By having these conversations, you can ensure that everyone is working together towards common goals. Finally, make sure to document your expectations in writing. Having everything in writing can help keep everyone accountable and make sure that everyone is on the same page. It can also serve as a reference point if there is ever any confusion about expectations or roles.

We understand that even with these tips the hiring process can be intimidating. We have resources available that can help! Our Small Business Concierge Service can help you with the entire hiring process from helping you create a solid job post, receiving and reviewing incoming applications and resumes, conducting interviews, presenting you with the top 2-3 candidates and even helping with the onboarding process if desired. 

Or if you are interested in learning more about the hiring process on your own, we have a self-paced course called “Hiring Made Easy” that can teach you valuable tools to use such as what to know before you hire, what questions to ask during an interview and what the going rate of pay is for common roles. At HireMyMom, we are here to help you every step of the way. Contact us today if we can be of any assistance. 

 

 

 

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January 20, 2024

What’s Next? An Insight into 2024 Job Trends

A new year means new trends, and working with hundreds of companies across the United States, we have noticed a few patterns that seem to be emerging for 2024. From the more obvious ones such as an increase in remote work to those that you might not be aware of such as pre-made materials for the screening process, let’s break down what we see coming in the new year:

The Continuing Surge of Remote Work and Uptick in Scams

The phenomenon of remote work has been a game-changer in the employment arena, a trend predicted to continue. An increasing number of organizations are tapping into the merits of remote employment, including amplified productivity and reduced overheads. However, I am seeing companies move more towards a hybrid schedule versus completely remote; some companies do not like giving up that control and wish to keep an eye on employees in the office. We expect to see more jobs that are hybrid with a certain amount of time spent in the office and a certain amount of time allotted to spend at home. Don’t worry, though, many companies are increasing the jobs they offer for completely remote workers.

But as with any significant shift, there’s another side to consider. This rise in remote work opportunities has opened the door to a concerning escalation in job-related scams. These scams typically come cloaked as ‘dream job’ remote offers that seem too appealing to refuse. These so-called opportunities can leave unsuspecting job seekers vulnerable to identity theft, financial loss, and even legal trouble. 

These scams are becoming so sophisticated; in the past, you could look at a vague job post with lots of misspellings and immediately recognize it as fake. However, scammers are now creating entire websites to try to convince job seekers to hand over their information. I recommend doing thorough research on a company before applying; does their website have typos? Does it have filler text? Are the photos of staff members real people or stock photos? Is the website extensive and user friendly? Does the company have social media they keep up to date? At the end of the day, trust your gut. If something seems too good to be true, then it most likely is.

Increasing Emphasis on Pre-Made Application Materials for Screening

As we head into the new year, expect to see a stronger emphasis on the use of pre-made application materials in the job search process. With technology becoming more integrated into every aspect of our lives, it’s no surprise that it’s seeping into the recruitment realm as well. To start with the basics, many companies are now turning to AI to sift through the hundreds of applications they receive. This artificial intelligence is looking for keywords in your résumé and cover letter that match keywords in the job description to determine who is qualified and who is not to move onto the next round of the hiring process; be sure to use some of the wording from the job post in your application materials.

Once you make it past the first round, I am now seeing lots of companies ask for videos to be recorded and sent in for review. Instead of jumping straight from your cover letter to a phone interview, this video allows employers to see you and hear your responses to written questions they send over. It looks like it will be harder in the future to connect with a real person over a job application, simply due to the multitude of people applying for each position. Treat this video like an in-person interview: find a quiet place, use a neutral background, and practice answering the questions a few times before recording.

The Growing Importance of Transparency with Salaries and Social Media

2024 will see the workplace moving towards more transparency and fairness, particularly with salaries. There are many companies where you can look up salaries ahead of time, and workers are being encouraged to talk amongst themselves and discuss their pay rates. Be sure to base pay on experience in order to offer fair rates. Remember, employees are openly sharing what they make so your decision to offer one salary over another should be easy to defend and not be prejudiced in any way.

On the flipside of this, companies are looking for more transparency from employees in their social media. We have seen several people post on their personal social media pages, only to be let go by companies soon thereafter because of how that post might reflect back on the company. When applying for a job, think of your social media just like your cover letter. If your pages are private, then that should be acceptable. If your pages are public, be sure to review what you have posted ahead of time. Sometimes it even helps to have a private personal page for family and friends then a public page you use to show off your talents and skills which can help you land a job.

These are just a few of the emerging trends we are seeing within our own work of helping companies find and hire remote help. 2024 is sure to bring even more to the table, but these are a few key things to keep in mind when posting and applying for jobs.

 

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January 9, 2024

A Basic Outline of Health Insurance for Entrepreneurs and Remote Employees

In today’s ever-changing work landscape, more and more companies are embracing remote work and hiring remote employees. Some companies may offer health insurance for their employees while other companies only hire remote contractors, which means you have to figure out your own health insurance. However, navigating the world of health insurance can be overwhelming and confusing. As entrepreneurs ourselves, we know some of the basics around health insurance, so we wanted to share a little info that might help in choosing your insurance for the upcoming year.

Understanding the Basics of Health Insurance

Health insurance is a contract between you and an insurance company that provides coverage for medical expenses. Key terms to know include premiums (the amount you pay for coverage), deductibles (the amount you pay out of pocket before insurance kicks in), and copays (the fixed amount you pay for each medical service). Understanding these basics will help you navigate the world of health insurance and make informed decisions for yourself and your team.

Essential Steps in Preparing Health Insurance

Start by assessing your needs and budget, then research different insurance providers and plans. Consider your specific needs, such as age and health conditions. Once you’ve gathered all the necessary information, compare the plans and choose the one that offers the best coverage and value for you. 

If you are a business owner, don’t forget to communicate the details of the plan effectively to your employees to ensure everyone is well-informed and protected. Think about the specific needs and preferences of your remote team. Are they more interested in comprehensive coverage or lower premiums? Are there any pre-existing conditions that need to be taken into account? Additionally, consider the flexibility of the insurance provider and the ease of accessing healthcare services while working remotely. You can send out a survey to your team to ask their preferences here. Also keep in mind that getting insurance for employees that are in different states will require some different steps to provide coverage.

Key Considerations When Choosing a Health Insurance Provider

When choosing a health insurance provider, it’s important to consider factors such as network coverage, reputation, customer service, and cost. Look for a provider that has a wide network of doctors and hospitals to ensure you have access to quality healthcare; you can also search by doctor if you want to ensure a certain doctor will be covered. Check reviews and ratings to gauge the provider’s reputation and customer satisfaction. Also, consider the cost of the plans, including premiums, deductibles, and copays, to find a balance between affordability and comprehensive coverage. Some plans also have great benefits that promote employees staying healthy by logging miles walked or challenges the companies can offer; this might be a great way to encourage your employees to boost their immune systems.

On the flipside, as a contractor, it is important to focus on being healthy while working from home. Search out plans that might offer incentives for you as an individual to complete healthy tasks. You can also search for plans that send regular health tips and offer check-ins to ensure you are keeping your health at the top of your mind.

For more in-depth information about healthcare options, visit: https://www.healthcare.gov/

 

 

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April 10, 2023

3 Tools Every Remote Worker Needs in Their Toolkit

Working remotely means that you and your team must be well coordinated to ensure everyone is on the same page. We have noticed companies using three main tools to get the job done, and we wanted to share these with you! All of these tools are incredibly versatile and can help to streamline your workflow, boost productivity, and increase collaboration. It is a good idea to familiarize yourself with them before seeking remote work — if you are not sure where to start, we offer training in these tools and more to prepare you for your dream remote position!

1) Asana

Asana is an incredibly popular tool for remote teams, and it’s not hard to see why. Asana allows you to easily manage tasks, track progress, assign tasks to team members, and keep everyone on the same page. It’s also great for organizing projects into different categories and tracking deadlines. You can easily set reminders and due dates, comment on tasks, attach files, and track progress across the board. You can also create groups and assign members to them, which helps with communication and collaboration.

Asana also offers reporting tools that let you track progress, analyze team performance, and get an overall view of how your project is progressing. The platform also offers integration with other tools such as Google Calendar, Dropbox, and Zapier, which makes it even easier to use. With Asana, you can create a comprehensive project plan and ensure that everyone is on the same page. With its easy-to-use interface and powerful features, Asana is an essential tool for any remote team; many teams use this or equivalent software. While each has its unique features and quirks, they tend to all work in a similar fashion. Once you learn one, you can easily use the others! If you are more familiar with another platform such as Monday, then mention that in your cover letter, résumé, and interview. Those skills are certainly transferable if the position you are interested in uses a different project management software than the one you have used.

2) Google Docs and Google Sheets

Google Docs is a powerful word processor that allows you to create, edit, and share documents online. It also provides collaboration features such as revision tracking and commenting so multiple users can work on a document at the same time. Google Sheets is a spreadsheet program that enables you to organize and analyze data. With Google Sheets, you can quickly create charts and tables, store data, and work collaboratively with other users.

Google Docs and Sheets are incredibly user-friendly and come with an abundance of features that can help make remote work easier. For instance, you can use the “Explore” feature to quickly get insights from your data. You can also easily format text, images, and other elements to improve the look and readability of your documents. The real-time collaboration features make it simple to share and review documents with others, even when you’re miles apart.

Whether you’re writing an important report, crunching numbers, or putting together a presentation, Google Docs and Google Sheets are essential tools for getting the job done right. As a remote worker, these two applications will become an indispensable part of your toolkit. If you are familiar with Microsoft Office’s products, then you will easily be able to use Google’s products!

3) Slack

Slack allows team members to communicate quickly and easily through messaging, file sharing, and voice and video calling. Slack also offers an array of integrations with other tools, including Asana, which helps to streamline team collaboration. The user interface is intuitive and makes it easy for team members to keep track of conversations, tasks, and updates. With the ability to create custom channels for specific topics or projects, Slack helps remote teams stay organized and on top of projects. This tool has grown to be one of the most-used platforms we see, followed closely behind by Microsoft Teams.

Here is what all these tools boil down to: you need to be familiar with a project management software (such as Asana), you need to be able to use tools that allow you to collaborate on your thoughts or numbers (such as Google Docs and Sheets), and finally, you need to know fast ways to communicate with other team members. As aforementioned, once you learn at least one of each of these three tools, you will be able to transfer those skills to others. This can seem overwhelming, but remember, we are here to help. We offer job training that covers tools like these and more from time tracking software to video call software. 

 

 

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March 27, 2023

Overcoming the Fear of Hiring as a Small Business Owner

As a small business owner, the decision to hire new employees is an important one. It can also be intimidating and filled with anxiety. The thought of taking on the responsibility of providing wages and other expenses associated with hiring can be overwhelming. However, it’s important to remember that hiring is essential for the growth of your business. Let’s look at ways to overcome the fear of hiring as a small business owner and how to make the process easier:

Define Your Ideal Employee

It is important to take the time to carefully define your ideal employee or contractor before you begin the hiring process. This means taking the time to think about what qualities and skills you are looking for and which of these would be most beneficial to your business. Make sure to consider qualities like team-orientation, communication skills, work ethic, dependability, problem-solving abilities, and any other unique traits or qualifications that are relevant to your particular business needs. You should also think about the type of personality that will fit best with the company culture you are hoping to foster. By taking the time to define your ideal employee upfront, you will be better able to identify qualified candidates who possess the qualities and skills that you desire.

Create a Plan

The key to success is to create a plan ahead of time so you know what to expect. Start by making a list of all the tasks required to hire a new employee. This should include outlining what tasks this job will entail, what specific skills and experience you are looking for in your new hire, taking this information to draft the job post, then deciding what questions to ask in an interview to help you find the best candidate. Once your job posting is live, make sure you’re organized with the applications you receive. Consider creating a spreadsheet that outlines each candidate’s qualifications and notes from the interviews. This will help you easily compare each applicant and make your final decision. Additionally, establish a timeline for when you plan to make an offer and inform candidates. Outlining your expectations ahead of time will help ensure everyone is on the same page and save you time in the future. Finally, if this is your first time hiring, you may want to consult an experienced advisor who can answer any questions and provide advice on the best practices for hiring.

Hire for Potential, Not Just Experience

You want to make sure you hire the right person for the job, but you may be afraid to take a chance on someone without a lot of experience. However, this shouldn’t stop you from considering potential over experience. When it comes to hiring for potential, start by looking for someone who is highly motivated and eager to learn. Ask yourself questions like, “Does this candidate demonstrate a genuine interest in the position?” and “Do they have any related skills or knowledge that could benefit the job?” This will help you identify people who might have the aptitude for the role, even if they don’t have all the necessary experience.

Also look for candidates who have transferable skills. Are there any abilities they developed in a previous role that could be applied to your position? A great example of this is a mom who has to stay highly organized managing her family which translates into a very diligent personal assistant that can keep your calendar on track. Finally, remember that even if someone doesn’t have all the required experience, they can still be successful in a position if they are willing to put in the effort. Investing in a strong training program and providing adequate resources will help bring inexperienced employees up to speed more quickly. Ultimately, don’t be afraid to consider hiring for potential instead of experience when it comes to filling positions in your small business. There are plenty of motivated and talented individuals out there who just need a chance to prove themselves. By taking the time to invest in them, you could find yourself with a loyal and hardworking team member.

Take the Time to Train Your New Employees

While it may be tempting to simply have a new employee start working without any training, it’s important to invest the time and effort in training your new team members. Training doesn’t have to take long or be complicated. A comprehensive orientation process can cover all of the basics and ensure that everyone is on the same page. You can also break down your training into smaller pieces and offer ongoing education on specific topics.

When creating a training program, be sure to focus on the basics and make sure all of your employees understand the core processes of your business. You should also ensure that new employees learn how to use the technology they need to do their job. Having an in-depth understanding of your products and services is also essential, so make sure to include this as part of the training program. Finally, remember that while new employees will likely need additional guidance as they get up to speed, giving them a strong foundation at the outset can pay dividends down the line. It can also be helpful to get feedback from current employees on what they wish they had known when they first started so you can incorporate this into your new employee training program.

Set Clear Expectations from the Start

As a small business owner, you need to make sure that everyone is on the same page. Before hiring someone, you should let them know what is expected of them in terms of work hours, job duties, and any other relevant information — you should also communicate this to the rest of your team. They can help you through the hiring process, which can act as a support group for overcoming anxiety in this area. It is okay to share with your current team your fears about onboarding a new member. Getting their perspective in this area can be extremely helpful!

Make sure your new employee knows exactly what is expected of them, so that there are no surprises or misunderstandings. Let them know that you are available to answer any questions they may have, and that you are there to help them succeed. Ask them what their goals are and how they plan to achieve them. By having these conversations, you can ensure that everyone is working together towards common goals. Finally, make sure to document your expectations in writing. Having everything in writing can help keep everyone accountable and make sure that everyone is on the same page. It can also serve as a reference point if there is ever any confusion about expectations or roles.

We understand that even with these tips the hiring process can be intimidating. We have resources available that can help! Our Small Business Concierge Service can help you with the entire hiring process from helping you create a solid job post, receiving and reviewing incoming applications and resumes, conducting interviews, presenting you with the top 2-3 candidates and even helping with the onboarding process if desired. 

Or if you are interested in learning more about the hiring process on your own, we have a self-paced course called “Hiring Made Easy” that can teach you valuable tools to use such as what to know before you hire, what questions to ask during an interview and what the going rate of pay is for common roles. At HireMyMom, we are here to help you every step of the way. Contact us today if we can be of any assistance. 

 

 

 

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March 13, 2023

10 Surefire Ways to Reward and Recognize Your Remote Team Members

As companies become increasingly reliant on remote teams, managers must be aware of the unique needs and challenges of their staff. Keeping team members motivated and engaged is essential for ensuring productivity and success. A great way to achieve this is by providing rewards for their hard work and dedication. It can be difficult to find ways to show appreciation when you don’t have regular face-to-face interactions. However, there are many creative and effective ways to recognize remote team members that can help foster a positive working environment and boost team productivity.

1) Celebrate Birthdays and Anniversaries

When it comes to birthdays, some options include sending a card with a gift card or cash bonus, a personalized message, or even a cake or bouquet of flowers. Celebrating work anniversaries is a great way to show appreciation for loyalty and hard work. You can make an announcement recognizing the employee, send a special gift, or give them extra time off. No matter what you decide to do, don’t forget to reach out to each team member individually to wish them a happy birthday or congratulate them on their work anniversary. This simple act will show your remote employees how much you appreciate their hard work and dedication.

2) Give Bonuses

This can come in the form of financial bonuses, gift cards, or even an extra day off. It is important to communicate clearly why the bonus is being given so that team members understand the value and appreciation behind it. Additionally, it’s important to be fair and consistent when giving out bonuses to ensure that everyone feels appreciated.

3) Give Paid Time Off

Paid time off helps ensure that they have adequate time away from work to rest and recharge, so they can come back refreshed and ready to tackle new challenges. Giving your remote team members the freedom to take time off as they need it will also help foster loyalty and appreciation for their job and the organization.

4) Invest in their Professional Development

Consider enrolling them in online courses, webinars, conferences, and other educational opportunities. Additionally, consider setting up mentoring programs with more experienced colleagues or providing access to a library of books related to their field.

5) Send Swag

You can send swag such as branded shirts, personalized mugs, books related to the company mission, and other thoughtful items. It’s a great way to show that you value your remote team members and appreciate their hard work. Plus, it’s fun to open an unexpected package!

6) Offer Flexible Hours

Flexible hours can help to boost morale, create a sense of trust between the employee and employer, and reduce stress levels. Consider offering flexible hours that allow team members to work when they are most productive and creative, and let them take breaks whenever needed.

7) Provide Opportunities to Lead

Encourage your team members to take on more responsibility by giving them opportunities to plan projects, lead meetings, or assign tasks. This will show that you trust and value their capabilities while motivating them to excel in their roles. Celebrate their successes and reward them with additional recognition or bonuses.

8) Acknowledge Good Work Publicly

Show your appreciation by highlighting the contributions they’ve made and recognizing their hard work in emails, meetings or on social media. Doing this encourages employees to continue performing well and boosts morale among the team. It can also help create a positive team environment that is driven by success and recognition.

9) Hold Virtual Team Building Activities

Team building activities are a great way to bring your remote team together and foster stronger relationships. Host a virtual game night or movie night. Ask everyone to cook the same meal and eat it together over video conference. Have a themed party, like a costume party, where everyone shows off their best outfit. Or play charades, where one person acts out a phrase and the other players have to guess what it is. Whatever activity you choose, make sure it’s fun and entertaining for everyone involved.

10) Create a Virtual Book Club

Build stronger connections with remote team members by establishing a remote book club! Each month or two, choose a new book and ask those who want to participate to read it. Schedule a fun meetup to get people’s opinions and perspectives on the novel. This is a great way to learn more about each individual person through a fun activity. You can also rotate who gets to pick the book for the month. If books aren’t your thing, you could also do a movie club! 

How do you keep your remote team motivated and rewarded? Share your tips with us!

 

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February 6, 2023

How to Manage a Remote Team Successfully as a Business Owner

As a business owner, managing a remote team can be a challenge. From establishing communication protocols to maintaining productivity, there are many elements to consider when working with a distributed team. If you’re looking for advice on how to get the most out of your remote team, then this blog post is for you. Here, we will discuss tips and strategies for how to effectively manage a remote team as a business owner, so that you can maximize the potential of your employees and ensure success for your business.

Create a Company Culture

A strong corporate culture gives your team members a sense of purpose and unity, which is key to building trust and promoting collaboration. To create a successful company culture for your remote team, start by defining your mission and values, and make sure they are reflected in all aspects of your work. Provide guidance on how you expect people to interact with each other, both online and in person. Encourage open communication, transparency, and collaboration. You can also take steps to make your remote team feel more connected. Consider holding regular virtual meetings or video chats to discuss projects and tasks. Establish a team workspace where everyone can share ideas and updates. Additionally, consider offering incentives such as recognition for excellent work or rewards for reaching goals.

Hire the Right People

You want to make sure that you’re selecting individuals who have the skills and experience necessary for the job. It’s also important to consider the types of personality traits and communication styles that will work well in a remote environment. To ensure you hire the right people, it’s important to take the time to develop a comprehensive job description that clearly outlines the roles and responsibilities of each position. This will allow you to determine the exact type of person you are looking for. Once you have a clear idea of what you need, you can start your recruitment process. When interviewing potential candidates, be sure to ask questions that will give you an idea of how they will perform in a remote setting. Additionally, conduct a few rounds of interviews with each candidate to get a better sense of their knowledge and expertise. Finally, be sure to check references and do background checks to ensure you are hiring qualified individuals.

Set Clear Expectations

Your team should know exactly what you expect from them and how you want them to carry out their tasks. To set clear expectations, make sure to create specific goals and deadlines. If there are any policies or procedures that you want your team to follow, make sure to communicate these to your team. Also, provide feedback regularly so that your team can stay on track and make progress. When it comes to communication, be sure to specify how often you want to check in with your team and the type of updates you need from them. For example, do you prefer weekly status reports? Or would you prefer a daily check-in? It’s important that your team knows when and how to contact you. Finally, be sure to give your team an opportunity to ask questions and discuss their concerns with you. This will help them understand their roles better and build trust in the team.

Over-Communicate

Communication should be frequent and clear to avoid any misunderstandings or confusion. As a business owner, you need to be constantly monitoring the progress of each team member and staying in touch with them. This can be accomplished through video conferencing, group chats, email, and instant messaging. It is important to remember that remote employees often work in different time zones, so be aware of this when planning communication. Setting up a routine for regular check-ins and keeping an open channel of communication can help ensure that tasks are completed on time and that everyone is working together. Regular one-on-one meetings are also important to discuss expectations, progress, any challenges the team is facing, and successes they have achieved. This will help build trust between the business owner and team members, which can go a long way in ensuring a successful remote work relationship. 

Use the Right Tools

As a business owner, you should invest in the best tools available that will help your remote team stay productive and collaborate. Here are some of the key tools for remote teams:

  1. Project Management Software: Project management software helps organize tasks, assign deadlines, track progress, and keep everyone on the same page. Popular options include Asana, Trello, Basecamp, and Slack.
  2. Video Conferencing Software: Video conferencing software allows remote teams to connect face-to-face, which can help improve collaboration and communication. Popular options include Zoom, Skype, and Google Meet.
  3. File-Sharing Software: File-sharing software makes it easy for remote teams to share documents and other types of files with one another. Popular options include Dropbox, Google Drive, and Microsoft OneDrive.
  4. Online Whiteboard: An online whiteboard allows remote teams to brainstorm together in real-time, even if they are miles apart. Popular options include Mural, Miro, and Stormboard.

What tips and tricks do you use to manage your remote team? Let us know so we can share with our audience!

 

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