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March 7, 2022

Embrace change: Top 3 Talent Acquisition Trends for 2022

The lasting implications of the pandemic and ongoing digital transformations within our working cultures mean that HR managers are dealing with more challenges than ever. Government payouts and forced remote policies are complicating hiring processes, while reimagined trends and new standards for consumer interactions are shaping what employees have come to expect. This leaves us with the decision to lay off employees, reposition them, or hire people with different skill sets.

It’s undeniable that finding talent might get quite expensive and time-consuming. According to Employee Benefit News, employers spend around 33% of a worker’s annual salary during the replacement process. And it takes approximately 24 days to hire someone—not including reviewing resumes to find the best candidates.

Due to the Great Resignation, the talent pool is wider than ever. The crux of the matter is that many of millions of job seekers don’t have enough experience to do the new jobs requiring new skills. Employers are facing a maze of challenges—and they need to find a way out to stay competitive in the market.

I have worked for years to upskill women and help them find flexible work opportunities. But the current work market needs are broader than that. Here’s my take on what you should do to navigate today’s recruitment challenges, only aggravated by the Great Resignation, pandemic, and global competition over talent.

Upskilling and reskilling to optimize employee performance

Transitioning existing employees into new positions is more cost-effective than recruiting. Furthermore,  workforce training allows companies to maximize employee potential and workers to keep their jobs by expanding their skills to different areas.  

A Gartner report shows that 33% of the skills listed in a typical job posting in 2017 are no longer necessary, and new job posts require 10% more skills than previous years. For instance, collaboration platform management, data engineering, being bilingual, and customer empathy are some of the skills in demand for tech companies.

The first step is to identify what kind of skill sets you need to have to run your business effectively and successfully. Then, you can pinpoint what’s missing and find out whom you need to train to close current gaps. Ultimately, team leaders should outline the roadmap towards growth—employee plans should include goals, training schedules, and a target date for completion.

Second, inspire your employees to join upskilling programs. You might want to avoid employee burnout. Remember that they are already very busy and often feel that they don’t have time to learn new skills. By setting learning time into the workload, you can encourage your employees to improve their skills. 

This way, you can have more qualified employees as well as foster loyalty. According to research by IBM, employees are 42% more likely to remain with a company long-term if they received training that helped them perform their work at a higher level.

As an added benefit, upskilling increases employees satisfaction and retention. The statistics are astounding. Companies with a comprehensive training program have a 218% higher income per employee than companies that don’t. They also have a 24% higher profit margin than companies that spend less on this kind of employee development. 

Industry giants have already put a significant amount of money into upskilling. For instance, Amazon invested  $700 million in training programs. I can hear you saying, ”After all, they have all the money—it’s Amazon.” You also have many options. Encourage knowledge sharing and empower collaborative work in your organization. Workshops can be more informative and inspiring than you might think. Creating a safe zone where constructive criticism and feedback are appreciated will help you point your employees in the right direction.

Take your time to explore platforms like Udemy, edX, or Coursera if you don’t have in-house training opportunities. Besides, some Ivy League universities share their lectures on YouTube. When you have the budget, you can offer to pay a certain percentage of tuition and fees towards a certificate or diploma in qualified fields of study.

Advance recruiter expertise for a better employer brand

According to Glassdoor, 86% of job seekers look at a company’s reviews before applying for a job—your reputation precedes you. But an interview with recruiters is the first personal connection with the company, putting significant responsibilities on recruiters’ shoulders. Not doing the job well means time and money lost as well as employer brand damage.

Make sure that your brand ambassadors—recruiters—represent the company in the best way possible. People say that ‘’The best interviews flow like a conversation rather than an interrogation.’’ It might be true—but it has some issues. You can go off the topic and leave some important questions unanswered. Moreover, being like-minded and having common interests can cloud one’s judgment. 

A structured interview helps you be clear about the role, set your expectations and non-negotiables in a candidate, such as skills and traits. This way, it’s more likely that you provide a better candidate experience. Why does it matter? Because 26% of people decline an offer because they had a negative experience during the interview process. 

Along with the skill sets, it’s key to identify if the candidate is a cultural fit for the team. In this context, I refer to goals and missions for both employers and employees. Choosing someone who is skilled but not a good match for your team can impact overall performance, success, and even disrupt company culture. 

Ask the candidates what type of work environment they are most productive in and what management style motivates them. You can also ask if the candidate has any concerns about your company culture based on their research before the interview. The answers will help you understand what the applicants are looking for. 

Lastly, word travels fast. Any negative experience will come back to you as comments on social media accounts, affecting your employer brand. If this has happened to you before, make sure that your HR team gives the appropriate answers. Job seekers are more likely to apply if your company actively manages its brand by responding to reviews and communicating on social media.

Remote work for freedom and flexibility

After getting a taste of freedom, many employees don’t want to go back to the office. One of the most notable benefits of working from home is being able to have a better work-life balance. On top of that, people can plan their days, have more flexible and appealing childcare and eldercare options as well as reduce some expenses. 

From an employer’s perspective, offering remote work is rewarding. Some recruiters simply realize that virtual interviews and remote recruitment are time-saving and efficient methods. Most importantly, offering remote work makes your talent pool the talent ocean.

Even if we’ve been talking about the benefits of working remotely for some time, 44% of companies still don’t allow it—and these companies are limiting their talent pool by simply not offering remote work opportunities. Your ideal candidate might be miles away from you—don’t let distance come between you and top talent. 

Digital nomads are living proof of rising remote work culture. There are more than 15 million digital nomads from the US alone. The ability to work from anywhere in the world, higher salary expectations, and flexibility won’t let digital nomad growth slow down.

Besides offering remote work, consider paying a competitive salary, offering out-of-the-box incentives and bonuses—while creating a work culture that attracts ideal candidates, you can boost employee satisfaction.

The bottom line is that the talent is out there, and you need to ensure that you set a productive environment for the arrival of future candidates and employees.

 

 

 

 

 

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February 28, 2022

Is Your Team Member Struggling? Here’s How You Can Help

As a leader, you know your team. You see them succeed and help to celebrate triumphs. But, sometimes, you can see that a team member is struggling. Not just a bad day or an off week, but an evident struggle. You may notice missed deadlines or a decline in work quality. Sometimes you may see tardiness or a reduction in overall attentiveness. As a leader, this can make you feel frustrated and helpless. And it can also harm your business.

When everyone sits together in an office, it’s often easier to know what’s happening with team members, making it easier to offer support. But, when your team is virtual, it can be challenging to know what’s up beyond feeling that the person is struggling.

Sometimes, employees face personal issues ranging from health concerns to family issues. In some cases, childcare issues or fraying personal relationships make it difficult for employees to concentrate. And, sometimes, your team member may be thinking of moving on to another job.

As a leader of a virtual team, there are tips and tricks you can use to help offer support to employees who are struggling, so you can steer your team members back to the right path, or in some circumstances, help her find the right off-ramp.

Here are our best tips to help support an employee who appears to be struggling.

Listen

The first step is to talk with the employee. Don’t assume you know the nature of the issue.

Set up a time to talk. Make sure the time you set aside is free of other distractions and is not bound tightly by meetings or other obligations at the start or end.

Begin your talk with a friendly chat. After a few minutes of pleasantries, ask how she is and how things are going. Don’t say that you are worried about her or that you sense a struggle. Just tee up the conversation with a casual chat and some general questions. Then, listen in a non-judgemental way.

You may be surprised by what you learn. The employee may provide important clues about the struggle you sense. For example, the employee may share that her kids have been home from school due to quarantine or that she’s had to take on care of an older relative. You may also hear that she’s struggling to learn a new skill that she needs for the job or that she’s wrestling with a work capacity issue.

Whatever you hear, avoid offering solutions right out of the gate. Instead, reflect on what you’ve heard and show empathy.

If you don’t hear anything that could cause the struggle, it’s OK to say something like, ‘You don’t seem like yourself lately, and I’ve been a little worried about you, so I wanted to have this check-in.’ This could open up a new line of conversation.

Some people are super private and will choose not to share concerns openly. That’s ok, too. But still, listen for clues as you can.

Consider options

Once you know more about the issue, consider if it’s something you can help resolve or if there are ways to alleviate the issue leading to the struggle. 

If you learn that the struggle is rooted in family care or other time-based issues, consider:

  • Offering time off or a short leave of absence.
  • Looking at ways to make the work day more flexible.
  • Asking if scaling hours up or down could help.
  • Looking into online or phone-based mental health resources that could help.

If the issue appears to be skills-based, consider:

  • Spending extra time with the employee to offer hands-on support.
  • Providing a training program.
  • Getting a coach to help.
  • Assigning a more seasoned employee as a mentor.

In some cases, the issue could be thornier. For example, the employee may be thinking of changing careers or looking for a different type of job. In this case, consider if you want to retain the employees and what it might take to do so. Sharpen the pencil and see if you can offer more compensation or other benefits to keep the employee. 

You may consider if another role on your team might be a better fit for the employee and explore if a role change could solve the problem.

In some cases, your conversation may make it clear that it may be better for you and the employee to part ways. The prospect of losing a valued employee can prompt feelings of sadness or anxiety about finding a replacement, But, don’t take this development personally.

People leave jobs for as many different reasons as there are jobs. As an employer, some of the transitions are expected and outside of your control. For example, an employee who finishes a degree may decide to move on to a job in her field of study. Sometimes people have new family obligations–or family commitments change–and they choose to scale back or increase work obligations. Likewise, sometimes interests just change or curiosity drives people to try new things. 

In these cases, there’s not much you can do as an employer. But, there are things you can do to smooth the transition by helping the employee find a mutually agreeable off-ramp, thank the employee for her service and end the relationship positively. Doing so means you are poised to continue a good relationship with that person. In some cases, the employee may return to you later or suggest a friend as a resource.

Circle back

Once you’ve had a chance to think about options and how to support the employee, set up some time to talk again. In some cases, you may want to send an email in advance that says you’ve been thinking about ways to support her based on your last conversation and that you’d  like a chance to discuss. You can even preview some of your ideas in the note.

When the call starts, begin with a check-in to see how things are going. Then, offer that you have been thinking about the situation and outline the support you have in mind. 

Give the employee a chance to consider them and offer a follow-up call to discuss more fully, if needed.

Step Back

As an employer, you can’t solve everyone’s problems. But, it is in your best interest to help make sure that each employee can offer her best each day by removing obstacles that can make it difficult.

Tell us about a time you helped an employee through a difficult time or what recommendations you have.

 

 

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February 21, 2022

How to Avoid Common Scams and Find a Legit, Work-from-Home Job You’ll Love

Over the last few years, it’s been virtually impossible to miss news about the remote work revolution. It seems like everyone is working from home–either as a continuation of an arrangement that started due to the pandemic or as part of the great reshuffling.

According to a late 2021 Gallup poll, employees enjoy working from home and want to keep doing it. Many say they would leave a job if they had to be in the office every day.

But, despite the hype, you may be having trouble finding a work-from-home job. You know the one that lets you flex your hard-earned skills, develop new capabilities, set your own hours, eliminate your commute, and reduce the cost of child care. 

Indeed, more and more employers are actively recruiting home-based staff members, and the list of jobs done at home grows every day. But, there are also some scammers out there hoping to take advantage of moms who want to work from home.

So, what’s the secret to finding a “real” work-from-home job and avoiding scams? This blog spills the tea on how to find a legit opportunity and shares some red flags that a job posting may not be all that it’s cracked up to be.

Avoid red flags

Just like relationships, job posts can throw up red flags that mean it’s time to bow out. Here are some warning signs to look for:

  • Offers for jobs that you never applied to do. If someone reaches out with an immediate job offer after claiming to have found your resume online, it’s probably not legit. Proceed with caution and don’t give any personal information.
  • Jobs that sound good to be true–especially offers that arrive via email or phone calls. It’s easy for unscrupulous people to send out a batch of emails or make calls to job seekers promising a great job that doesn’t require experience. In many cases, the message asks for access to your bank account or Social Security Number to verify eligibility or asks for some other kind of personal information. Consider this approach a red flag and walk away.  
  • Jobs that require you to purchase specialized equipment or supplies from the company before you can start work. The same goes for employers who want you to send them money before you start working there. We’ve never heard of an employer who required you to make a significant investment in their products to start working for them. Consider this a warning sign.
  • Jobs that seem to pay much more than their competitors or ask you to start at a very low starting wage and then promise a significant raise if certain (yet unclear) requirements are met. Also, steer clear of jobs that want to send a “test deposit” to your bank account or propose paying you in an alternative currency, such as gift cards.
  • Recruiters who are unprofessional in their communication with you or don’t readily share details about the organization offering the job are often bad news. The same goes for unprofessional communication or high-pressure tactics to get you to move forward in the interview process. Consider these red flags and do more research before moving forward.

If you aren’t sure about a company or a job, do some research.

  • Conduct a Google search about the company. Do they have a website and a physical address? Do search returns list problems or issues, especially from job seekers?
  • Ask the person you are working with for references from other contractors. Legitimate companies are happy to provide references and more information about their operation.
  • Check with the Better Business Bureau to find out more about the company. Also, check out this helpful article about job scams from the BBB. If you think you may have been approached by someone running a scam, report it on their ScamTracker.

 

Look in the Right Place to Avoid Issues

Although there are scammers online, the internet remains a great place to look for jobs. One sure-fire way to make sure your job search is productive and as free of scams as possible is finding a job search partner that helps you narrow in on the right type of job with the right type of employer.

Signing up for a niche site like HireMyMom.com can save you time and hassle in the job search process because you get exclusive access to a curated list of legitimate work-from-home jobs offered by vetted companies. 

This cuts down on the legwork you’ll need to do to find a job, limits the pool of other applicants, and gives you peace of mind that the listing you are pursuing is legitimate.

When you join HireMyMom, you have exclusive access to a curated list of legitimate work-from-home jobs. Moms love us because they know all applications are going to real businesses looking for help. Employers love us because they know they can find high-quality, highly motivated candidates who want to work from home.  

To help keep the jobs legit and keep the pool of potential applicants exclusive, we charge job seekers a small fee. Based on our years of experience, we’ve found this is the best way to ensure the service works for everyone. Here’s why:

  • When you see a job post on HireMyMom, you can be assured it’s exclusive. We don’t pull jobs off the internet to fill our site. We only post positions that can’t be found elsewhere online.
  • You can feel confident when you apply for a job on the site because we aim to keep HireMyMom 100% scam-free. Our team reviews each job post to ensure that the company (or person) looking for help is legit. We have a list of red flags we look for and don’t hesitate to say no if we aren’t confident.
  • We don’t charge commissions from job seekers. Once you find a job, all the money you earn is yours to keep. We don’t take a commission of your earnings. Often, free job sites are only free until you find a job. Then, they help themselves to 10% to 20% of your pay as long as you have the job. 
  • The fee keeps the number of job seekers down, so it’s easier for you to stand out in the crowd. It also weeds out those who are not serious job seekers.
  • Businesses prefer to use HireMyMom because job seekers who have paid the fee are serious about finding work. And the volume of resumes that flow in is more manageable than the numbers that arrive when jobs are advertised on free job sites. 

In addition, HireMyMom offers helpful resources to help you in your job search. Offerings include:

You can also use our full menu of Resources and Training and join our popular Coaching and Mastermind groups to find like-minded people who share your values and professional drive.

Still have questions? Check out Why Does HireMyMom Charge Job Seekers.  

We can’t wait to help you find your work-from-home job!

 

 

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January 31, 2022

How to Expertly Blend Homeschool and Work from Home

As more parents choose to work from home, many also choose to educate their children at home. School closures, pandemic disruptions, an opportunity to design learning around particular interests, and a desire to have more control over time and learning are all factors driving the trend. 

According to the U.S. Census Bureau, homeschooling increased sharply in 2020 when the pandemic abruptly changed the face of school. And, parents report being increasingly open to different types of schooling beyond neighborhood schools–a sign that homeschooling is a trend that will likely continue to grow.

Homeschooling can offer many benefits–like the flexibility to take time off when it suits you and the opportunity to have more direct influence over what, when, and how your children learn. It can also reduce the chaos that marks the mornings as families scramble to get everyone dressed and off to a day at school.

But it also comes with a fair number of challenges–especially for parents who work. Adding homeschool to the mix can be challenging for moms who work from home. But, with some patience, a plan, and a big helping of grace, it’s totally possible. Here are our best tips for merging home life with working at home and homeschooling.

Set goals

If you are already homeschooling and adding work to the mix, or if you are already working from home and adding homeschool, take a few minutes to set some goals. 

Your goals don’t need to be lofty. In fact, you might make establishing a baseline routine one of your goals or select a set amount of books to read by a specific date. But any goal, no matter how large or small it is, will help direct your actions and give you a greater sense of control over your time.

 Allowing enough transition time and space to feel a little uncomfortable can help you adjust to the role you are adding to the mix. 

Set up a school space and a workspace

We’re big fans of designated workspaces. Having a space set aside to do your professional work is key to helping you focus and feel ready to tackle your to-do list. The same goes for your kids. 

Identify an area where homeschool activities will take place and make the space conducive to learning. This doesn’t necessarily mean you need a dedicated school room in your house. But, having a place where you gather to do school work with supplies and books at the ready will increase your effectiveness as you embark on your school lessons and help your children know when it’s time to work.

If you don’t have an extra desk or table to set up a school area, consider a portable desk, a box or a backpack to store all schoolwork and supplies, so it’s easily accessed when it’s time to dig into lessons.

Create routines

When you work at home, it’s essential to give your days a rhythm. When you work at home and homeschool, a routine is doubly important because it helps your kids know what to expect. 

You don’t need a routine that’s as rigid as a school uses, but giving shape to your days will help you and your kids function on a more automatic level and reduce some of the cognitive load that goes into working and schooling at home.

For example, a routine for a day when everyone is home may start with breakfast, kitchen clean-up, and bed making. From there, have a short family meeting to discuss what’s on the docket for the day. Try to keep the general shape of the day similar to the previous day, so your kids know what to expect. This makes it easier to fit everything into the day.

Also, don’t hesitate to add outside free time, a quiet reading hour, or a rest period to the day so that you can carve out quiet time to do work that requires deep concentration. Adding these periods to each day can make it easier for your kids to go along with the plan because they know what to expect. In our experience, it’s easier to front-load the day with academic work rather than trying to pull kids into work later in the day once they settle into free-time activities.

Plan

Once you establish routines, layer a weekly and daily plan over the routine. Many homeschool curriculums lay out a week’s worth of lessons for you. Others let you pick what to cover in a week. Before each week begins, look over your plan. Then:

  • Consider if the outlined week is feasible based on your other responsibilities for the week. If so, great. If not, identify what needs to change and write it down.
  • Gather all the supplies you’ll need for the lessons and have them handy.
  • Consider your work responsibilities and make sure you have everything you need to succeed, including support from your spouse or childcare, if required.
  • Communicate with your kids about how the week will work and outline how they can help the family meet objectives for the week.

Be flexible

Despite creating routines and planning efforts, things will happen that require flexibility. Someone may get sick, an emergency house repair could pop up, or a work situation could change the way you funnel your attention for the week. 

This is all normal and part of life. Sometimes days and weeks will go great, and you’ll marvel at your efficiency and accomplishments. Some days and weeks will be more challenging. The key is to be flexible and go with it. Trust that your efforts will come together to achieve your professional goals while giving your kids a solid educational foundation for the future.

Find support

Working at home can be lonely–many moms miss the camaraderie of the office and the support that comes from co-workers. When you work at home, it’s crucial to build a professional network that can help support you.

Networks are also essential to your role as an educator and your children’s role as a student. Many communities now offer homeschool enrichment classes, library services, co-ops, and other ways to connect with local homeschoolers. You can also find support online. 

Making these connections will help you and your kids feel more comfortable learning and growing together.

Share the load

Remember that you are one person trying to do a lot of things. When you work at home and homeschool, you are a mother, wife, teacher, and professional. It’s essential that you communicate with your spouse and discuss ways to share the load. 

But, know that even the best team needs outside help from time to time. There may be times when you need to call in support to help you manage the load. Here are some ideas:

  • Tap extended family members to help with teaching. If grandparents or aunts, or uncles are nearby, see if one (or more of them) can help pitch in for teaching duty. 
  • Consider a tutor for some aspects of school work. Bring in a tutor if you struggle in an area or prefer not to be hands-on for a subject. Many tutors are available during the traditional school day, and having that help can help lighten your load, free up time when you can work, and introduce your children to another partner of their learning journey. This works exceptionally well with older kids.
  • Use childcare for a portion of the day. If your children are young, a few hours of childcare can really help free up time for you to get work done. There are plenty of options beyond traditional daycare centers–especially for homeschool families. Check out these ideas.
  • Outsource home tasks, such as grocery shopping or hire help with laundry or cleaning. Here are some tips to get started.

 

You tell us!

We’d love to hear your top tips. Drop us a line and tell us how you manage the responsibilities of work and homeschool.

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January 27, 2022

How To Write An Invoice For Freelance Work

Freelancing is an emerging industry, as many companies realize that outsourcing saves money, but outsourcing to freelancers saves even more. The 2010s became the decade of freelancers and as more money was involved in the field that is yet to grow and mature, so did the interest of different countries into new sources of money to be taxed. While an average freelancer is no expert in finance and taxation, practice proves that ignorance can cost more than a month’s wage for those who are self-employed. 

How to write an invoice for freelance work? – becomes a question asked more often than not. An invoice is a form of the official statement of earnings for a specific job that has been done and is as far from your regular contract or a paycheck. As such, the law sees an invoice as a form of communication between you and the taxing bodies in your country and should follow a more or less specific form that ensures all the relevant details are there. 

How to form a clear invoice

Making, writing, or raising an invoice are all the terms you may hear. In a sea of (mis)information, let us sift through those and see what we can make out. Read on to find out all about the required invoice information: 

  1. Title,
  2. Name and Logo (optional),
  3. Contact Details,
  4. Client’s details,
  5. Invoice Date,
  6. Invoice Number, 
  7. List of Services charged for, 
  8. The Amount Charged per Unit of Work, 
  9. Tax Rate (if applicable), 
  10. Total Amount due, 
  11. Payment Details, and 
  12. Signature (optional, in some cases, a digital signature applies).

Obligatory parts of an invoice for a freelancer

Title

All invoices must clearly state that they are an ‘invoice.’ Always check with your local authorities, the municipality office, or a bookkeeper for a more detailed explanation. Paying for an hour to consult a professional can save you thousands of dollars in fines further down the road. 

Name and Logo 

Every invoice should contain the name of the freelancer who did the work and who is getting paid. The invoice should also contain your agency’s name if you have one, as well as the logo. You should also sign your invoices if you keep them in printed form. 

Contact Details

Your invoice should contain your contact details as well. The 2020 standard is the email, although it can also contain your phone number in some cases. Ensure that the email stated on the invoice and the phone number are registered if you have registered an agency, and make sure that they are correct. The contact details of the client should be present as well. 

Client’s Details

The client’s name, address (if available), and contact details, are all of paramount importance. They signal to the IRS that they can verify your invoice on both sides of communication – you and your client being at the opposing poles of the transaction. This is simply a good practice in doing any business, having clear paperwork that you can rely on at times of need. Being able to quickly and efficiently retrieve client data can save you a lot of time and stress in the long run. 

Invoice Date

Dating your invoices is an important thing as well. The invoice date should follow the standard format of MONTH / DAY / YEAR. However, if you work with clients from elsewhere, such as Europe or Australia, be careful not to confuse them:

  • 2/3/2021 – the third of February 2021 in the USA, but: 
  • 2/3/2021 – the second of March 2021 in Europe and the majority of the world. 

You can avoid the ambiguity by using the first three letters of the name of the month instead of the number, so: 

3rd MAR 2021 – this would be a more appropriate and international standard. 

Invoice Number 

Every invoice should be numbered in the following format: THE NUMBER OF THE INVOICE IN THE CURRENT YEAR / YEAR. So, the first invoice you write in 2021 should be numbered as 1/2021; the second should be: 2/2021, the forty-seventh: 47/2021, etc. 

List Of Services Charged For

This list can be as simple or as complex as you want it to be. Maybe you work for a writing service and have done one more service that makes your client come back for more. In that case, you can list Social Media Marketing Services (usually charged by the hour), or online research (either by volume or by the hour). You can group your services under these headings or be more specific, adding details about Milestones and individual segments of work. 

The Amount Charged Per Unit Of Work

Besides this, you can also write the quantity (1, 2, 5, …) and the price per item. You can also charge per page, word, 100 words, or even 1000 words to standardize your practice. In this case, the quantity should state 2.5 for 250 words or 134.6 for 13,460 words. Be as specific as you can with these. 

Tax Rate 

Always bear in mind that the tax rate comes ON TOP of your service charge. You should never include it because this would mean you are getting paid less for your work. Always charge your worth. 

Total Amount Due

Total Amount Due is the sum of all the services you have provided to your client. This amount is the amount that you expect your client to pay and the amount you will present to your local authorities. 

Payment Details

Nothing to be scared of when speaking about payments, as this can be as simple as the number of your bank account number you want to be paid to, as well as your PayPal account. Since PayPal is a recognized means of payment in the USA, you should have no issues entering these details in an invoice in a legal way. 

Simply type in your email and let the clients use it for money transfers. In some cases, you can even leave several options, if you have several ways to get paid. This gives your clients comfort and can even save them some money, as they will choose the option with the lowest fees. 

Author:

Nicole Garrison is a part-time contributor to TrustMyPaper. A busy, aspiring person, she works on her skills pretty much daily. She hopes to establish her own writing agency one day and understands that managing skills are a must to do so. 

 

HireMyMom does not provide tax, legal or accounting advice. This material has been prepared by a guest author for informational purposes only, and is not intended to provide, and should not be relied on for, tax, legal or accounting advice. You should consult your own tax, legal and accounting advisors before engaging in any transaction.

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January 17, 2022

How to Win During the Great Resignation so Your Business Can Grow

If you are a small business owner, you may be feeling dizzy from all the economic news of the last year. Inflation is rising. Labor is in short supply, Americans are quitting jobs in record numbers and workers are asking for more from their jobs–more money, more flexibility, and more meaning. We expect these trends to accelerate into the new year.

To help you prepare as we head into 2022, we’ve gathered the HireMyMom team to round up the most common questions we hear and the answers from our team of pros. This Q and A style blog offers a window into what we see across clients and from our mom professionals. At the end, we include our best advice to make this strange moment work for your business. With knowledge about what’s happening and a solid strategy, your business could emerge stronger than ever and with your best staff.

Are people really leaving jobs, or is the Great Resignation a media term?

According to HireMyMom’s concierge team, the Great Resignation is genuinely underway. 

People are leaving their jobs in record numbers for a variety of reasons. Our recruiting team reports that people are parting ways with employers to earn more money and find better work environments. People who are being called back into an office full time or those losing work-from-home options or flexible hours are especially prone to packing up and moving on.

Kelly, who works on our recruiting team, said mom professionals tell her that working from home is no longer a perk but a requirement. She’s also seeing many highly-skilled women start a small business, so they have more flexibility to define their work lives. 

Many people used the time during the pandemic to reassess properties and take a fresh look at professional ambitions. 

Tesia, who also works in recruiting, recalled a woman she interviewed earlier this week. She said that had it not been for the pandemic and her experience working remotely, she never would have left her job. But, now that she’s back in the office, she misses the family connection and flexibility of her work-from-home job, so she’s looking for new opportunities. 

Our team is not alone in noticing the trend. According to data released by the Labor Department, about 4.2 million people abandoned jobs in October, which accounts for about 2.8% of the U.S. workforce. In September, a record 4.4 million people left a job. 

Is it really tougher to hire new people than it’s been in the past?

According to our CEO and Founder, Lesley Pyle, this is the most challenging hiring environment she’s seen in her 15 years of running HireMyMom.com. She observed that it’s truly an employee’s market. She said it’s more difficult to fill common jobs–like virtual assistant roles–than it was just a few months ago.

The National Federation of Independent Business Job Report said that 93% of small business owners reported few or no candidates for open jobs in November. And that was a slight improvement over the 95% of business owners who reported the same for October. 

Tesia said she’d seen this first hand, explaining that applicants are scarce for some jobs but stronger for jobs that offer higher pay and managerial responsibilities. High-quality candidates are getting snapped up quickly, she said.  

Overall, the Labor Department reported 11 million job openings in October and estimates almost 5 million more open jobs than people seeking work. 

Part of the shortage is that many mothers are still on the sidelines. According to the Associated Press, when the pandemic started in the spring of 2020, about 3.5 million moms with school-age children left the workforce, lost jobs, or took leaves of absence from work. 

And, many working women are still out of the workforce as child care and school schedules remain in flux. According to McKinsey & Company, one in three mothers may be forced to scale back or opt out of work because of the increased demands the pandemic puts on mothers.

What advice do you have for companies that need new employees or want to grow?

Building a team is one of the most important things you can do as a small business owner. Obviously, there are some headwinds as you start to hire. 

But, there are plenty of upsides, too. If you can offer the right combination of opportunity, pay, and flexibility, you could nab a superstar who has left another employer. The first step is to make your job stand out in a crowded market.

As you prepare to hire, here are a few tips:

  • Move quickly. Employers are snapping up top applicants fast. Hold off on posting your opening until you have a window of time to look at applications and move quickly on an interview and offer. It’s OK to take a few days to decide, but if you leave applicants hanging for weeks as you make your decision or get pulled in other directions, you are likely to miss out on your top choice. 
  • Make it easy to apply for your open role. Applicants with many options may not invest hours completing an online application or doing a skills test upfront. Save that for a final round of interviews. Also, consider if those activities actually yield better candidates and help you decide. If not–or if you aren’t sure–this may be the time to retire those practices.
  • Take a critical look at pay. Offering low pay will extend the time it takes to find the right person and reduce the pool of high-quality applicants for you to consider. Paying a bit more could save you money in the long term and reduce your turnover. 

 

Pay is tricky, but generally, higher pay attracts stronger candidates. Be realistic about the skills you are looking for and what the market is paying for those skills. You can talk with the pros at HireMyMom to help you find the proper pay range for your job. 

  • Be flexible. Candidates often look for flexible hours, which can mean many different things, from part-time hours to a shared job. For some applicants, it’s the ability to work different hours on different days. 

Before you post a job, think about what you need and be clear in your posting about your flexibility. The more flexibility you have, the greater the number of candidates you will likely attract. If you don’t think there’s much flexibility in your role, run your thinking by others and see if you can’t find some wiggle room to make the job more attractive to candidates.

  • Cast a wider net. As a small business owner offering flexible and meaningful jobs, there is a tremendous pool of workers that you can tap into–moms who are ready to leave the rat race and find work-from-home positions that meet their needs. 

To find mom professionals interested in remote job opportunities, partner with a niche job site like HireMyMom to access a dedicated pool of professionals looking for remote work. Because HireMyMom charges job seekers a fee to access job listings, all our job seekers are serious about finding work. And, the volume of resumes that flow in is more manageable than the numbers that arrive when jobs are advertised on free job sites.

And, follow these tips to help you tap into that resource.

What are you experiencing as you try to hire new team members? Drop us a line and share your experiences.

 

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January 10, 2022

Our Top Tips to Make This Year the Best Ever for Your Business 

The start of a new year reminds us of the possibilities ahead. And, at this moment, there are so many possibilities for small business owners. The economy is growing and changing quickly. People worldwide are rethinking how work fits into their life. Virtual work continues to grow, changing the complexion of teams and the way businesses find staff and customers.

The Hire My Mom team is excited about the year ahead–and based on our conversations with the entrepreneurs we work with, we know you are, too. We’ve all learned a lot about flexibility and resiliency in the last two years. We’ve learned a lot about ourselves, our goals, and our businesses.

As we embark upon the first few weeks of 2022, we know that many of you are doing some future planning. To help, we’ve gathered our top tips for business planning and dropped additional resources into each suggestion to help you refine your business plans and tackle your goals this year. 

Let’s dig in!

 

Take inventory

January is a great time to look back at last year and complete an honest assessment of what went well and where you might want to change tracks. It’s tough to do this in the heat of each project, but the start of the new year and the planning that goes with it is the perfect time to reflect. 

One way to do this is to perform a SWOT analysis. SWOT stands for strengths, weaknesses, opportunities, and threats. This type of analysis is quick and gives you a good sense of where you are right now, where you are heading and insights about how to make the most of every opportunity before you. You can complete a basic one at your kitchen table by hand, dash one out on your computer, or take advantage of our free template.

 

Set goals

Frequent readers of the blog know we often suggest goal setting as a first step–and with good reason, the process works! After the craziness of the last two years and the unknowns about the future, you might be tempted to set only one goal–going with the flow. We get it! It’s tough to make solid plans these days.

However, in our experience, setting a few practical and achievable goals and sharing them broadly with your team is a key component for success. Goals create the yardstick that guides you and your team along the way when the unexpected happens. Setting SMART goals–those that are specific, measurable, actionable, relevant, and timely, can help to shape your day-to-day actions and guide your longer-term thinking. Check out our tips for setting SMART goals with remote teams.

 

Brush up your leadership skills

Leading a team is hard work. No matter how long you’ve been doing it or how many people you lead, the work takes a toll. 

But, like any muscle, your leadership skills get stronger with knowledge and practice. As we head into the new year, check out this blog about traits all great leaders share. It’s a quick read, but it offers concrete ideas about improving your leadership skills. 

 

Get support

Consider adding your own development to the list as you think about your business goals. As a leader, it’s easy to lose focus on growing your own skills. And, leadership can be lonely. A Mastermind group can help you get the support and guidance that can take your skills and your business to the next level and open up new possibilities for you. 

In 2022, Hire My Mom is offering a Mastermind group for small business owners. The group will meet virtually twice a month. One meeting each month will focus on growth in a specific topic from a coach or professional in the area. The other meeting will function as a think tank to collaborate, brainstorm, discuss and offer suggestions, ideas, and problem-solving to one another.

Learn more here. Then, you can mark one of your goals complete. (We love that feeling!)

 

Find a coach

As an entrepreneur, it’s easy to let your business goals take center stage over your personal goals. When that happens, many people, especially moms, feel guilty. But, one thing we have learned over the years is that finding meaningful success without sacrificing family time is a team sport and like all teams, a coach is a critical part of the team. 

We all need support in business and life. It’s easy to feel stuck or overwhelmed–especially as you raise a family, navigate career space and build a business. An experienced, independent, outside voice can help provide feedback on what’s working and what’s not working and give you the clarity you need on the best way to use your time and energy.

Coaching can work with a Mastermind group or without. You can find a coach to help you focus on your business or to help you grow your leadership and other soft skills. Hear directly from two coaches with different focuses, learn more about how they help their clients get results. 

 

Lighten your load

As you started your business, you likely did much of your work yourself. You managed your calendar, pitched products, booked travel, invoiced clients, monitored social media, and built and managed your team. But, as your business grows, it becomes more challenging to shoulder all that work alone. 

What’s worse, doing all the things can prevent you from investing the time and brain power needed to grow your business in meaningful ways. Enter the Virtual Assistant.

Virtual assistants (VA) can save the day–and your sanity. Knowing how to find and use VAs can change your life as an entrepreneur and help you take your business to the next level. As you plan for the new year, consider if it’s time for you to find a virtual assistant.

 

Build a system

After conducting a SWOT analysis, many entrepreneurs find that efficiency is one of the areas of potential improvement for their business. An easy way to improve efficiency is to create a system for portions of your work. 

A system is a set of processes, tools, people, and strategies that work together to solve a problem or achieve a goal. Creating a system for portions of your work can help you achieve a level of automation that lets you work more effectively on the things that matter, add predictability to your business, gain some time back, and make your life easier.  Here’s how to get started.

 

Show your team some love

In the hustle of daily life, it’s easy to take your team for granted. After you read this blog, spend a few minutes dashing off notes to your team members telling them how much you appreciate them and why.

Then, consider making recognition a practice this year. If the idea of creating a more formal recognition process daunts you, check out this blog for ideas about how to recognize your team members, why it matters, and to learn ways to make the process feel more natural. 

Also, consider conducting performance reviews for your team. Performance reviews are an essential tool and can lead to rich conversations and serve as a catalyst for growth for you and your team.  

 

Think about your team needs

If you’re like many employers right now, your team is likely on your mind. The members of your team are critical to your success. In the midst of the great resignation, you may be worried about finding your next team member and thinking about how to prevent your best employees from walking out the door. 

In the next few weeks, set aside some time to think about your staffing needs in the new year. Perhaps there are opportunities to let current team members grow in new ways. Maybe, you need to add roles or reorganize the way you work. 

Investing some thinking here early in the year can help give you a leg up if you need to grow or change your staff.  If you think hiring may be a part of your future, check out these tips to make your job stand out in a crowded field.

 

Cheers to a great 2022! 

Drop us a line and share how you plan for the new year!

 

 

 

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December 20, 2021

One Simple Thing You Can Do to Ensure 2022 is Your Best Year Ever

The last two years have been tough–especially for moms. We’ve learned an entirely new way of life. Many of us cared for ill family members or got sick ourselves. We shepherded our kids through a once-in-a-lifetime pandemic, kept the meals flowing, and loved our families through it all. Oh, and we also worked from home to keep our professional ambitions alive.

On the cusp of 2022, it’s time to look back and say: “Wow! That was a lot.” 

But, life is returning to a pace that feels more typical and liveable. It’s time to exhale, peek our heads up over the horizon, and consider what’s next.

Given everything you’ve done the last two years, the HireMeMom team thinks it’s time for you to focus on yourself in 2022. It’s not selfish. In fact, it’s selfless to invest in your happiness and interests because it creates a deeper personal reserve you can draw from and give to your family.

But, we get that it’s not easy to make yourself a priority–whether you are focusing on health and fitness, financial or professional goals.

We know that support makes a difference. So, we’ve created a series of programs and offers that can help you focus on your goals next year. HireMyMom’s new Elevate You: Mastermind & Coaching programs are just the thing to help you get unstuck and take a fresh look at the possibilities for your life and career.

This blog explores why we created these programs and how you can use the new year’s fresh start to make 2022 your best year yet.

Moms are our passion

At HireMyMom, helping moms find meaningful work-from-home opportunities is our passion. It’s what we think about and where we put our energy.

As you can see from our blogs, we cover everything from questions to ask yourself to determine if a work-from-home job is right for you to helping you develop habits to be more productive each day. We share ideas about how you can save money on childcare, show you how to level up, and offer guidance on how to turn your idea into a business. And, we celebrate your success, highlighting moms like Jessika Soto and Nicole Smith as examples of how the system works. 

Over the last few months, the HireMyMom team has heard from several moms looking for more personal coaching and support.

We see (and have heard about) the desire for moms to be part of a group of women who want to move ahead in life and business. 

But, you aren’t just looking for any group–we understand that you are looking for a group of women outside of your immediate social and professional circle who can help you gain clarity and focus as you pursue your dreams and goals. You’d like to find a group of women to connect with over time as you explore what it means to find meaningful growth and success. You want to find a group of women you can cheer for as they cheer for you. 

Good news: HireMyMom’s new Elevate You: Mastermind & Coaching Groups are forming now, and they are just what you need. 

Invest in you

These programs, built around virtual meetings and an app, can help you gain the clarity and focus you need to pursue your dreams while connecting with a community of like-minded moms. 

Through the program, you’ll find the path for meaningful growth and success based on what matters to you. You’ll create deep and authentic relationships with women on the same path and benefit from coaching from our founder and HireMyMom CEO, Lesley Pyle. We will also have fun while supporting each other.

The program offers two levels:

  • Cultivate is specially designed for moms looking for remote work, transitioning from a traditional job, or hoping to start a freelance business. 

This group will meet weekly and focus on resume and cover letter writing as well as interview guidance. We will talk about the basics of starting a business–including finding the right productivity tools. Our private group app will help you track weekly events, connect with other members and quickly access all of the tools and resources that are part of your membership.

As a member of a Cultivate group, you’ll participate in group brainstorming, get support, offer encouragement, and enjoy the accountability and networking opportunities that come from meeting with other moms who share your goals.

If you are considering transitioning to a work-from-home lifestyle or launching a new business endeavor, Cultivate is for you. Join us in a Cultivate group, which is forming now for an early 2022 launch.

  • Flourish is perfect for moms who already have experience working at home and are ready to level up and grow personally and professionally. 

This group will meet weekly to discuss business growth, discuss ways to expand, and explore marketing ideas. The peer group dynamic will help fill you with fresh ideas and unique perspectives so you can develop new viewpoints and see your business with fresh eyes.

The group will explore ways to improve business systems, build better processes and automate your work. 

A private group app puts all the tools and resources at your fingertips. Group sessions will provide an opportunity to share thoughts, get support, and find encouragement. 

What’s more, the group sessions will help you stay accountable to your goals and will offer you a chance to network with other like-minded moms who you might not have otherwise met.

 Sign up now to be ready when the new group gets rolling in early 2022.

Consider coaching

If you aren’t ready to commit to a group program, individual coaching may be right for you. Working with a coach–even just for one or two sessions, can help you move to the next level. As a work-at-home mom who deeply values family time, finding the right coach is essential.

We all need support in business and life. It’s easy to feel stuck or overwhelmed–especially as you raise a family and navigate career space. An experienced, independent, outside voice can help provide feedback on what’s not working and give you the clarity you need on the best way to use your time and energy.

If you want to balance working at home with your family life, there’s a good chance Lesley is the right coach for you. You can benefit from Lesley’s 25 years as an entrepreneur and her insights into balancing work and family from a wife and mother who’s been down the road you are traveling.

Research shows that working with a coach is the most effective and efficient way to experience the breakthrough you need to grow personally and professionally. 

A coach can help you define what success means for you, guide you as you start or grow a remote career or business, and help you work through roadblocks or fears that hold you back. If you know you want to make a change but aren’t sure what you want to do, the proper support can help.

Join us!

We hope that reading about these programs has you as excited to attend them as we are to offer them. We think this is the ideal time to invest in yourself and consider what’s possible for you in the next year.

We can’t wait to celebrate your success! 

 

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December 13, 2021

Ready to Change Your Work Life? Check out These Top Secret Job Trends

If you’ve turned on the television, listened to the radio, or opened a newspaper lately,  you’ve likely heard about the labor shortage in the United States. Even if you’ve managed to escape the news in the media, you’ve probably seen help wanted signs hanging from virtually every shop, restaurant, and service provider in town.

What’s more, remote teams and work-from-home jobs have never been more popular with employers or employees. When the pandemic sent workers home, many employers were forced to rethink operations and have turned to home-based staff to get work done. And, many people–especially moms–found that working from home improved the quality of their family life and they want to stick with it.

The confluence of these trends means it’s a great time to find a work-from-home job. While a tight labor market can be challenging for employers, it offers an opportunity for job seekers. 

HireMyMom has been helping match small businesses with professional women who want to work from home for decades. Through our concierge service, we also help employers find the right candidate quickly. All of this hiring action gives us a good look at trends.  

Bottom line: It’s a great time to be looking for a new job. We see hourly rates creeping up and an increasing number of job posts as people leave their current jobs and look for better ones that offer more pay, greater flexibility, and the freedom to work at home. And, employers are moving quickly to snap up talent before candidates move on to other possibilities.

We talked with the HireMyMom concierge team members to find out what types of jobs are hot right now and what those employers are looking for in candidates. Consider this blog your secret job-hunting weapon as we head into 2022.

Virtual Assistant

Virtual Assistant or VA jobs are perpetually popular, but we’ve seen a noticeable uptick in postings for these roles lately. As businesses grow, many entrepreneurs are eager to find support for administrative tasks. 

VA’s take care of many tasks, including email response, appointment setting, travel planning, and calendar management. It’s a great business model because it solves a problem so many business owners have–squeezing more tasks into a day. Small business owners looking for on-demand support or help with administrative tasks find VA’s indispensable.

It’s also an excellent lifestyle for moms who want to control their own time, skip the commute, and put family first while still keeping professional ambitions alive. For many moms, launching a business that provides economic security and flexibility is a top 2022 priority. 

VAs can work for more than one client on a part-time basis or for a single client. Some are employees, but it’s more common for a VA to work as a contractor. 

If you are interested in launching your own business, consider starting a VA service. There are some great opportunities for free training for aspiring VA’s who want to begin the journey. If you’re interested in exploring this career path with additional training, we’ve rounded up the best VA training options so you can find the one that works best for you.

Bookkeepers and Accountants

We are seeing an increasing number of posts for bookkeeping and accountant roles. These jobs are quickly moving to work-from-home positions.  

These jobs generally require a degree of expertise and training is available to help you learn more and decide if this is the right career path for you, even if you don’t have experience in the field.

Check out this YouTube video of our founder, Lesley Pyle, and founder of Stay at Home Bookkeeper, Tiffany Higgins, talking about getting started with a bookkeeping business. 

Online Business Manager

We are seeing strong and growing demand for Online Business Managers (OBMs). An OBM  takes over the daily operations of a business, freeing the founder and other executives to concentrate on growing the business and pursuing new ventures. The OBM steps in as the Chief Operating Officer for the company, managing day-to-day tasks across a broad spectrum of functions.

At the most basic level, OBMs lead a team. They understand the company’s objectives for the business and are focused on leading all elements of the team to understand that vision. Many businesses use OBM’s, including those that operate online and those with more traditional operations. OBM’s have a skill set that can be used to help run any type of business.  

OBM’s often have administrative backgrounds or experience in logistics. We see many work-from-home moms start as VA’s and grow their businesses to serve as OBM’s by adding additional services. 

Here’s a closer look at what OBM’s do and why growing small businesses love them. 

Social Media Manager/Specialist

Using social media to promote their business and specific offerings is a crucial strategy for many small businesses. But, managing social media accounts and conducting promotions require time and expertise, which are often outside of the business owner’s area of expertise. Because social media is a powerful and ubiquitous force that changes frequently, many small business owners are hiring social media managers to increase the quality and effectiveness of their social media efforts.

Social media managers work with clients to develop a social media strategy, set short- and long-term goals, select the right platforms based on those goals, offer promotional ideas, create social media content and assess results.

We are seeing robust demand for people with Google Ads expertise as company’s work to make their posts stand out in a crowded marketplace. Social media managers with solid Search Engine Optimization (SEO) experience are also in high demand.

To learn more, link to the Complete Digital Marketing Course.

What Are You Seeing?

Drop us a line and tell us about the jobs you think will be hot next year.

 

 

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December 6, 2021

Seven Surefire Ways to Thank Your Team this Holiday Season

The holidays are a traditional time to share thanks and appreciation, and you don’t want to miss the opportunity to share some love and light with your team as 2021 turns into 2022.

But, when your team works from home–whether across town or the country–some of the traditional holiday options for thanking people are off the table. You can’t easily order lunch for a conference room party, bring in donuts, or drop off coffee.

If thinking about the logistics of thanking your team has you sitting on the sidelines, we are here to help. Over the years, we’ve watched many small business owners with remote teams share appreciation in ways that are big and small.

In this blog, we’ve rounded up our best ideas for saying thank you and appreciating your team members from afar. Some of these ideas require an investment of time, money, or both. Some are free or low-cost. All say “thank you.” 

The key is to find the right mix for your team and your budget. And, since we understand that you’re busy, check out our quick-and-dirty checklist at the end for a step-by-step guide to making the process of holiday appreciation a cinch.

 

Find a way to show your appreciation

There are so many ways to thank your team. Consider these options, all of which can stand alone or be mixed and matched depending on the size of your team, your budget, and your relationships.

  • Write heartfelt notes to each team member. Appreciation doesn’t have to come with a price tag. Taking the time to write and mail and note to each team member can go a long way to making team members feel appreciated. An email can work, too. But, a physical card serves as a tangible token of your appreciation.

In your note, include specific things you appreciate about the person. Stick with sincere appreciation for particular qualities that person brings to the team. For example, saying: “I appreciate your daily dedication and knowing that you’ll cheerfully complete any task on-time and with accuracy,” is more effective than “I appreciate all the things you do for us.”

  • Host a virtual holiday party. Set up an hour for everyone to come together for a holiday lunch. During the party, ask people to share their holiday and end-of-year plans, reflect on the year and offer your sincere thanks for the work everyone has put in during the year. If it fits your budget, send gift cards out in advance and ask team members to order lunch to make the experience more festive. 

Keep the mood light with a few easy games. Steer away from work talk as much as possible. Your holiday party is not the occasion to provide a quarterly update or launch a new idea. 

  • Share regional tastes. Food gifts are a holiday staple for a reason–people love to receive them and share them with their families. We love the idea of sharing regional specialties with your remote teams to provide the flavor of your locale with your team. For example, if you are in Chicago, share some world-class pizza by mail. If your office is in a southern state, your team members in the north will be thrilled to get some locally-grown citrus fruit this holiday. 

If regional tastes prove difficult, many companies offer treats to ship. Options range from baked goods to charcuterie platters to bacon flights. There’s something for every taste and budget.

  • Send a group gift. Selecting the same item for everyone on your team will make your gift-giving easy if you decide to go the route of a holiday gift. For virtual teams, we like gadgets that make it easier to work at home. For example, a wireless mouse pad or a unique coffee mug that won’t spill. If you have a large budget or want to splurge, consider a standing desk or a gift card for a new office chair. 

Subscriptions work well in this space, too. You can find monthly international snack boxes, seasonal home decorating kit subscriptions, and coffee clubs. Magazine and app subscriptions are always welcome gifts. A subscription is an excellent way to let your team know that you appreciate them all year long.

  • Share a personal gift. If you have a small team and know each person well, a personal gift can be a great option. This approach may take a little longer but can make a lot of sense on close-knit teams. 

A modest by meaningful option is to arrange to have flowers delivered to your team member. (A festive centerpiece right before a holiday is always a welcome surprise.) Likewise, a candle or piece of home or office decor makes welcome gifts that can be sent to your team member’s home.

Handbags and accessories, like winter gear and trendy jewelry, are lovely gifts if you know the recipient well. 

If you have a larger budget, consider experiences you know your team members might enjoy, such as concert tickets, a spa day, or even a weekend away.

  • Offer a holiday bonus. A holiday bonus is a classic move. This is a tried-and-true option that employers have done for years. Cash is always appreciated. But, it can be expensive and can seem impersonal. Also, extra cash in a paycheck has a way of blending in with other money and may get lost in the holiday shuffle.

Gift cards are a nice variation on the holiday bonus. Virtually every retail and online establishment now offers a gift card, making them easy to purchase and deliver electronically. If moms comprise your team, consider a gift card for a service that they might not buy for themselves–for example, a massage or a manicure. 

  • Surprise your team with time away from work. Give your team an extra paid vacation day to be used in the upcoming year, or offer a few unexpected days off during the holidays as a way to share appreciation. This unexpected gift of time will tell your team that you value them, appreciate their time each day, and encourage them to recharge with an extra break. 

Create an action plan

This is not the year to wait until the last minute to plan for holiday activities. This is especially true if you plan to send gifts and need to rely on shipping. Supply issues and shipping delays could turn your end-of-your gifts into Valentine’s Day gifts. 

Here’s your holiday appreciation playbook:

  • Make a list of all the people on your team. Compiling a list prevents you from inadvertently leaving anyone out of your holiday appreciation efforts. As part of this step:
    • Decide if you want to include part-time employees and contractors. There’s no right or wrong answer to this question and will vary based on factors like your relationships, how long you’ve worked together, and your budget.
    • Ensure that you have up-to-date physical addresses for people on the list.
  • Commit to an approach. The ideas listed in this blog are a great place to start. Consider if you want to:
    • Take a one-size-fits-all approach, which is popular for larger teams.
    • Send more personalized gifts, which can make sense and feel more intimate for smaller teams but is likely to take more significant effort.
    • Pursue a hybrid approach with different options for long-term employees and part-time team members or contractors. 

 Either can work. It’s really a matter of preference. 

  • Establish a gifting budget. You can set an overall budget, one for each team member or both. Starting with a budget will make it easier to find the right items and prevent splurging.
  • Schedule time to take action. Add time to your calendar to put your plans into motion. Whether you need to shop, schedule virtual parties, or write out cards, showing your appreciation at the holidays takes time. 

 

How do you say thank you?

We love to hear about all the ways people appreciate each other. Tell us what you do! Tell us about the best gift you’ve ever given or received.

 

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