Have You Taken a Hush Trip?

by Emily Leye | May 23, 2023 | Advice, Business Tips, New Blogs

Remote work has grown in popularity in recent years, especially since the beginning of the pandemic. It has become an essential component of many organizations’ operations and a primary component in attracting and retaining top talent. Employees are experimenting with new ways to integrate work and personal life as remote work expands. One such emerging trend is the concept of “hush trips.”

What are hush trips? In general, they are brief getaways taken by remote employees to get away from home while bringing their work along. Rather than going through bureaucratic procedures, submitting forms, and seeking permission from their managers to work in a different place, they’re acting without prior approval.

Workers may choose to work from different remote locations for a few days or a week at their destination, but sometimes they’ll stay for longer. With options for backgrounds during virtual calls, and most communications occurring online, employees may manage to pull off their trip without their coworkers and employer catching on.

Hush trips can provide a reprieve for individuals whose employers are strict about vacation days. However, most employers frown upon the notion of secrecy and prefer their staff work only from their home offices or an approved location. It seems that some employees may wonder if it makes a difference whether they disclose their location if their work is getting done.

Taking a hush trip may seem exciting but consider these potential risks and problems that may arise.

What are the issues that could arise from hush trips?

#1. It is all too easy for hush trips to cause friction between employees. When one employee takes advantage of the generous work-from-home policies and goes on a hush trip, the other employees may find out and feel that their colleague is not taking their responsibilities seriously or not pulling their weight. This can easily lead to conflict and tension between employees. Therefore, managers should consider introducing policies regarding working locations to ensure all employees are aware of the expectations of remote work.

#2. A breakdown in trust between employees and managers can detrimentally impact the team dynamic. When information is concealed from leaders, they often discover it later, which creates a sense of deception. This can foster mistrust between you and your employer and undermine unity. To prevent the trust from deteriorating within the team, it is best to avoid a hush trip all together and be open and honest about your plans.

#3. Many employers are skeptical of employees’ productivity when working remotely outside their homes since there can be all sorts of distractions. The loss of structure and greater flexibility may cause a worker to be less productive. This rate of productivity may decrease even further if the employee is away on a trip. Plus, in the event of an emergency meeting or problem, it is not always easy to find a solution if an individual is in transit. This can cause major problems for the employee who is away, other team members and the employer. The potential losses in productivity and quick problem-solving capabilities might outweigh the advantages of allowing employees to work remotely at all.

Of course, there are many employees whose productivity wouldn’t skip a beat while working remotely from a vacation home or rental property for an extended period of time! This makes company policy and decision-making even more complicated for the business owner and the management team.

#4. Finally, there are internet security and tax implications to consider. When your business is conducted online, you must ensure that your data and devices are secure from cyber-attacks. You also need to be aware of any tax implications that may arise when working remotely for long periods, as there may be different rules for taxation depending on the country in which you are based. Before committing to a long-term remote working arrangement, it is essential to do your research and understand any potential financial and legal implications.

How can businesses better support their employees who prefer to travel?

If employees are unable or unwilling to disclose their travel plans to their employer, it may indicate a mismatch between company policies and employee requirements. The necessity of keeping this information secret can have a considerable emotional impact on employees and weaken the trust between the company and its team. Instead, companies could recognize and even encourage distant remote work by creating guidelines that support it, thus eliminating the need for hush trips altogether. This would not only help build trust, but it would also protect the company from potential tax and legal challenges.

There is no disputing the value of taking time off. Stepping away from the usual routine and changing surroundings can have significant advantages. It can spark fresh ideas, boost productivity, uplift morale, and create an environment for higher-quality work. In addition, taking time away can enhance your employees’ work-life balance and let them effectively handle personal and professional obligations. However, we recommend communicating your plans to do so.

In today’s fast-paced society, prioritizing self-care and taking breaks have become more vital than ever. Vacations and time off serve as a reset button for employees, enabling them to return to work with a sense of rejuvenation and renewed energy. This, in turn, can boost motivation and foster better collaboration among colleagues. Taking breaks has positive implications for both physical and mental well-being. By dedicating time to relax and recharge, your employees can enhance their focus, enthusiasm, and creativity when they return to work.

Over to you

Have you or someone you work with considered taking a hush trip? Or perhaps you’ve already taken one? Would you have felt more comfortable if you didn’t have to keep your location hush-hush?

Distant remote work can be a terrific way for your employees to enjoy new locales, avoid burnout, and improve their mental health as long as it does not interfere with job performance. To avoid hush trips, consider discussing these options with your employees. As employers, you can help by ensuring your staff is aware of any safety and security measures and ensure they are taking all necessary precautions. That way, they can make the most of their time away without compromising their performance at work.

Written by: Jennifer Hanford, MYOB Blogger

When is it Time to Fire Your Client?

by Emily Leye | Jan 3, 2023 | Advice, Business Tips, New Blogs

“Breaking Up is Hard to Do.” – Neil Sedaka

As small business owners that provide services, it’s safe to say that clients are critical to our livelihood. We invest money in marketing, assess pricing to incorporate overhead, contingencies, labour, professional services, and taxes, and join networking groups to meet possible clients.

It’s always exciting to start a relationship with a new client. Relationships, like everything else in life, have expectations. No matter how clearly defined the policies, procedures, and contracts may be, those of us who provide services to others are frequently met with unrealistic expectations, demands, a lack of boundaries from clients who expect service 24/7, and an attitude that because they are paying for a service, they should be “the boss” of the business relationship.

As business service providers, we strive for collaborative relationships in which we partner with our clients and their team members to ensure that we are all heading in the same direction. Of course, we want each of our clients to be successful! But because we are all human, there are instances when a relationship fails to succeed in the way we had hoped for, and a breakup is unavoidable. But breaking up is hard to do, Mr. Sedaka. We agree.

It’s inevitable – as a business owner – for you to encounter clients who are more trouble than they are worth.

We all have had experience with a difficult client or two. They are the ones who constantly question the work you perform for them, instigate conflicts with you or your team, put pressure on you to complete unrealistic tasks, and refuse or forget to give you the information you require. When the relationship becomes tumultuous, they may discredit your work, blame you, and even refuse to pay in some situations.

When a customer becomes more of a headache than a financial benefit, it’s time to make the difficult decision to end the business relationship. The following are five indicators that it might be time to fire a client. If you notice three of them, it’s time to take Ray Charles’ advice to “Hit the Road Jack” to heart.

#1. The client’s behaviour is unprofessional.

Actions such as using foul language, spreading rumours or gossip about colleagues (yours or theirs), sharing private and confidential emails, and disregarding your boundaries (which may lead to an insulting invasion of your personal time!) is a huge red flag. Perhaps they routinely reach out to you through your personal social media profiles with inappropriate messages. This could lead to additional stress that seeps into family relationships or negatively influences people within your circle. In this situation, there is reason to be concerned about slander and defamation of character; however, lean in to your own reputation that you have already built with integrity and put an end to unacceptable conditions.

#2. When a client’s poor behaviour and unreasonable demands divert your attention away from your company’s goals and timetable, you may find yourself neglecting your good clients and staff.

The difficult client who constantly contacts you about their newest drama or overreacts to trivial concerns can easily steal too much of your time. This is especially true when they anticipate a quick response or your opinion, thus dragging you into their chaos. Remember that your company will be more successful in the long run if you nurture your relationships with your fantastic clientele and show thanks to your excellent staff and team members more frequently.

#3. Money, money, money. 

When a client refuses to pay an invoice for work completed and time spent, or when they decide to use it as a tool or form of leverage against something that has already occurred, it’s probably time to consider terminating them. You may choose to work harder to win their favour, beg them for payment, or suspend your services before taking the last resort of a collection agency. Neither action ensures that you will get paid, though. In the meantime, your cash flow is affected and trust within your business relationship has been broken. Perhaps the client consistently requires multiple reminders before they pay. This is also a time-wasting activity that contributes to the same negative results.

#4. The blame is getting out of control.

It is time to move on when the blame is always pointed at the service provider, and the client refuses to accept responsibility for misunderstandings, mishaps, or dropped balls within their team.

You may worry about the impending reality of lost revenue. It can be scary to say goodbye and part ways since there is a financial impact and the other person might turn hostile and spout vitriol in retaliation. A character assassination effort might be made. If you think about it, though, what is the actual price? Your tension, effort, and attention may be more expensive than you realize. When the time comes, sending a well-written letter or email of termination is the best way to go about it.

#5. Simply put, you catch yourself complaining about the client.

When is the right time?

• When you feel unhappy.
• When you don’t want to talk to them.
• When you procrastinate doing their work because you don’t want to spark interaction.
• When you see their email come into your inbox and you don’t want to read it.

When you reach this stage, it’s time to let them go.

Release the albatross! Think about the time you’ll get back and have available for clients who will interact professionally with you and value and respect your work.

Over to you

When you fire a problematic client, you have done the right thing for yourself and your business… no regrets! After the dust has settled, it’s a good idea to reflect on what went wrong while you were working with this client and consider what you can change to prevent it from happening again.

Written by: Jennifer Hanford, MYOB Blogger

Why Nonverbal Communication Matters in Today’s Digital World

by Emily Leye | Dec 12, 2022 | Advice, Business Tips, New Blogs

Nonverbal communication is “the act of conveying information without the use of words.” It’s safe to say that nonverbal communication accounts for a large amount of our total communication. According to some researchers, the amount of nonverbal communication is four times that of verbal communication, with 80% of what we communicate through using our actions and gestures versus just 20% being conveyed with the use of words. (Source: Verywell Mind). In other words (no pun intended!), we can say a lot without saying anything out loud.

Our body language and other nonverbal clues convey a wealth of information to people in our daily lives. These signals reveal important information about our moods, thoughts, and emotions. And now that many of our professional interactions take place in “virtual” conference rooms, our nonverbal cues frequently speak louder than our words more than ever. You may not have even realized that your messages were largely transmitted through nonverbal clues before most communication migrated online. As video chats become the norm, you must make a concerted effort to consider the message you are delivering with your on-screen body language and presence.

Unfortunately, many people approach their virtual conferences far too informally, behaving in ways they would never do in person. Eating during a virtual call may be perceived as unprofessional and unpleasant, especially if you are not muted. And what are you saying if you keep turning off your camera? It could make people wonder what you’re doing that you suddenly don’t want us to see. Either way, it’s quite distracting! And if you don’t turn the camera on in the first place, it might seem like you just rolled out of bed and look terrible. That seems disrespectful, and we would never get away with being disheveled in a face-to-face meeting.

Here are some ways to help you develop trust and enhance engagement in the digital world.

#1. Maintain steady eye contact.

Align your gaze to the same horizontal level as your camera. If necessary, place a book underneath your laptop. Looking into the camera is the same as making direct eye contact. Since eye motions can be easily noticed, avoid looking down, away, or reading other items on the screen.

#2. Sit back from the camera so that all your gestures are visible.

Few people want to engage with a “talking head.” Check to see if your top torso is in the center and if your hands frequently extend beyond the screen. If they do, move the camera back even more.

#3. Remember to smile and nod when appropriate.

On-screen, it’s much more difficult to convey focused attention, so reinforce a positive presence and that you’re listening by smiling and nodding, just like you would in person.

#4. Sit up straight while leaning your head slightly toward the camera.

Avoid slouching in your chair since it makes you appear lazy or bored. When people meet in person, they may lean in to show interest in the speaker. The position you take at a virtual meeting is an excellent method to demonstrate a similar level of enthusiasm.

#5. Keep your hands away from your face and hair.

It’s downright distracting to watch as someone constantly touches their face or flips their hair, whether in person or a virtual meeting. There is also a widespread belief that people who touch their faces when responding to questions are dishonest. While this may not always be the case, it is better to refrain from playing with your hair or touching your lips or nose while on camera.

#6. Mirror the other speakers’ nonverbal cues.

To connect and comprehend one another, we instinctively use the powerful skill of mirroring. Mirroring the other speaker’s posture, gestures, and even the tone of their voice allows us to connect with them, even on virtual calls.

#7. Keep your background simple and quiet.

A sloppy background can give the impression that you are disorganized or uncaring. Some people use virtual backgrounds, but they can make a meeting feel even more “cyber.” Instead, the on-screen experience will feel more authentic if you participate in a tidy space at home and preferably one that does not display your bed. And finally, choosing a distraction-free space without outside noise, children, or pets will also help make the meeting run more smoothly.

#8. Prepare for potential interruptions.

When you’re working from home, occasional disruptions are inevitable. Other interruptions might include someone knocking, ringing the doorbell, or receiving a phone call. When you’re not speaking, one solution is to put yourself on mute. If an interruption is due to a child or pet, it’s also acceptable to politely excuse yourself when necessary because most people appreciate the needs of young children or pets. Be as professional as possible if you must leave the meeting unexpectedly.

Over to you

Remember that the adage “it’s not what you say, it’s how you say it” applies just as much in the digital world as in the real world. Now that you understand you need more than just your words to effectively convey a message, remember these simple ways to improve your nonverbal communication skills and enhance your next virtual meeting.

Written by: Jennifer Hanford, MYOB Blogger

Do You Feel Appreciated?

by Emily Leye | Nov 28, 2022 | Advice, Business Tips, New Blogs

“Despite the fact that they’re paid in another way, everybody has to really feel appreciated.” – Roger Staubach

In today’s workplace, many employees have one main requirement that’s higher on their lists than compensation; they want to be appreciated. They would like appreciation from their managers, supervisors, business owners, and perhaps even their customers.

What does it mean to feel appreciated at work?

It can be lonely at the top, and owners and management can occasionally feel worn out, fatigued, and overwhelmed. They also crave appreciation! It may be tough to show appreciation to others on your team if you do not feel respected as an owner, CEO, or manager. You want your employees to recognize the sacrifices you make to manage the business as you provide them with job security and flexible lifestyle options. At the same time, you hope your customers recognize and appreciate the excellent customer service they receive. It’s a vicious cycle.

In not-for-profit organizations for example, the front-line staff, especially the Executive Director, desire recognition. But the volunteer board members, who regularly put in excruciating hours, want the staff to recognize THEM. Sometimes, both sides end up feeling disregarded and misunderstood. What is supposed to be a win-win situation may end up being everything but.

Why is it important to make your people feel valued?

There may not be a one-size-fits-all strategy for ensuring that everyone (including the “boss”) feels valued; however, there are many benefits to feeling appreciated. Here are a few of them:

• Feeling appreciated at work can help enhance productivity.
• If you receive praise for your efforts, you will likely feel more productive in your position and be able to do more.
• You will cultivate a sense of belonging, which boosts your mood as well as the morale of your company.
• Feeling appreciated will help motivate you to achieve your own goals while boosting your confidence and that of your employees and customers.

How can managers help their staff feel appreciated?

Several years ago, Karen, the CEO of Mind Your Own Business, was on a “recognition team” at a previous job. As a gesture of gratitude to the workers, this team decided to bring donuts to work every Friday. She was surprised by the overwhelming number of folks who were offended because they were on a diet or couldn’t eat a donut for some other reason and felt excluded from the “appreciation.” Next, they tried including more people by ordering pizza for lunch. Once again, there was pushback; not everyone ate pizza, or they didn’t like the toppings, hated cheese, were lactose intolerant, or had scheduled that Friday off as a vacation day and missed “being appreciated.” It’s impossible to please everyone all the time. They eventually gave up, and the whole recognition team approach fizzled.

So, how can you make sure that your staff members feel valued and heard? Leaders and managers are both accountable for this. Giving employees meaningful experiences is a terrific place to start. Here are some ideas to consider:

#1. Create and manage a recognition program that is open to all staff.
Recognize your staff’s accomplishments and hard work to ensure they feel appreciated for their efforts. Begin by asking your people what kind of recognition they most want.

#2. Celebrate work achievements.
Celebrating professional development and career accomplishments is key. A new opportunity or achievement, such as a promotion or new skill development, or recognizing weekly wins, such as finishing a challenging project or getting a new client, are just a few of the many reasons to celebrate! These events will energize and motivate your people.

#3. Provide opportunities for learning, development, and growth.
Encourage your staff to stay and thrive inside your company. Allow them to learn new things and build new talents that will help them advance.

#4. Set aside time for your team.
Spending time with your people will help you build trust and connections with them. Seek to understand their ambitions and what they want to achieve in their jobs by getting to know them on a personal level. This will help them feel heard and respected as individuals.

#5. Show your appreciation by hosting company events.
Events are a great opportunity to show your people how much you appreciate them. Company events also allow staff to network, strengthen relationships, be recognized, and recognize others. Consider giving your team company swag as an additional way to show your appreciation.

#6. Keep a finger on the pulse of your organization.
Asking for feedback from your staff is a fantastic way to demonstrate that you value their thoughts and contributions, and it gives them a feeling of purpose, which builds a positive business culture. It is critical to provide a safe atmosphere for feedback, then acknowledge and act on it. Your approaches and tools should be consistent with your culture.

Over to you

As you can see, there are numerous advantages to having happy employees who feel appreciated and have a sense of belonging. Create significant moments that your people will never forget. Both your staff and the company will gain immensely in the long term!

Written by: Jennifer Hanford, MYOB Blogger