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September 6, 2021

How to Ditch Office Life and Land a Great Work-from-Home Job

After more than a year of working from home due to COVID-19 mitigations, you know that the work-from-home lifestyle has many advantages. The short commute, increased family time, and flexibility during the day are things moms appreciate. And, as the virus continues to spread, putting school plans up into the air, you may have additional reasons to love your home office and want to stay in it.

 

But, many employers are busy planning return-to-the-office strategies. If the prospect of returning to the office has you looking for another option that lets you work from home all the time, read on. After decades of helping moms like you make the jump to work-from-home jobs, here are my top tips for making the leap.

 

Make a Plan

Start by considering what you want in your work-from-home job. Think about the things you enjoy about your current job and make a list of the tasks and responsibilities you wish to transfer to your new role. For example, do you excel at project management? Maybe you have an eye for detail and are a great proofreader, or perhaps you are a spreadsheet whiz or a design guru and want to use those skills in your next role. There’s no right or wrong answer, just the ones that make the most sense to you.

 

Next, catalog your skills and abilities. Think big picture here to identify the skills you have that can be transferred to another job. (Sometimes HR people call these transferable skills.) For example, if you set up webinars for your current company, identify the skills involved in that task–such as negotiating contracts, issuing invitations, managing conflicts, and carefully reviewing invoices. These capabilities comprise your set of transferable skills.

 

If you aren’t sure what you want to do or how your skills may translate to different types of jobs, don’t worry, we’ve got you covered. HireMyMom offers resources to help.

 

 

Then, take the online Job Seeker 101 class offered by HireMyMom to learn more about the job search process. 

 

If all this has you feeling overwhelmed, find inspiration from a recent success story.

 

Create a Job Search Strategy

Now that you are ready to search for an at-home job, it’s time to find the right partner in your journey. If you’ve spent any time on the big job boards, you know how tough it is to find good-quality leads there. 

 

There is a better way. 

 

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. 

 

Yes, we do charge a small fee. But, that works to your advantage in five ways:

 

  • No 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. One business owner cited she received over 900 applicants in 24 hours on one of the free job sites. 
  • 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.

 

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

 

Find That Job

Once you have your strategy in place, designate time and space to identify job leads and apply. It can take some time to apply for jobs, so be sure to set that time aside and treat your job search like a job. Otherwise, it’s easy to get frustrated that you aren’t making progress.

 

One of your first tasks will be to update your resume. Small business resumes are different and more personal than corporate resumes. In addition, cover letters are a big part of the process. So, invest the time to get a solid cover letter base that you can customize for each opportunity. You can learn more about both techniques in the Job Seeker 101 class. 

 

Once you land an interview, start to practice and prepare. Ask a friend or family member to help you rehearse. Find a nice quiet place in your home and do a dry-run with the technology used during the interview.

 

As part of your prep, think about the questions you’ll ask. The right questions are an essential tool in finding out if the job is a good fit for your skills, interests, and lifestyle, so be prepared to ask the right ones. 

 

As you practice your interview, prepare a strong close. A strong finish can distinguish you from the crowd. Set yourself up for success with these steps:

 

  • Thank the interviewer.
  • Express your level of interest honestly.
  • Summarize why you are a great candidate.
  • Ask about the next steps and timing.
  • Send a follow-up email within 48 hours of the interview.

 

Avoid Common Job Search Mistakes

When you apply for several jobs, it’s easy to make mistakes that can cost you an interview and an opportunity. It may seem counterintuitive, but being picky about the jobs you go after can help increase your success rate. Casting too wide a net can lead to rejections while sending you into a frenzy of activity, applying for jobs, and following up with employers only to be disappointed. Remember, you want to find the right job for you, not just any job. Before you apply:

 

  • Carefully read the job description. Consider whether you are qualified for the bulk of the work and whether the position genuinely interests you. 
  • Tailor your resume for the specific job. Make the tweaks needed to fit the job description, but don’t do a total rewrite. Be sure to review your revised resume carefully.
  • Write a customized cover letter. Clearly express your interest and qualifications in the letter.

 

Finally, hang in there. Finding a job can be hard work. Don’t get discouraged. You’ll be working at your new home-based job in no time. When you find success, send me a note so we can celebrate together.

 

 

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August 23, 2021

Five Strategies to Prevent Your Best Employees from Walking Out the Door

A stellar team can help move your business in the right direction. As a small business owner, you know that finding and keeping the right staff is critical for daily and long-term success. 

But, how do you hold on to your people when America is amid a “great resignation” that affects small and large businesses? 

As the pandemic wanes and people start to evaluate their lives and careers against a new backdrop, you want to ensure that your employees decide to stay with you. Understanding why people leave jobs and knowing a few key retention strategies can help keep your best employees on board, even when the job market is sizzling hot.

 

Understand Why People Leave Jobs

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. Generally, the best option is to 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 an equally great friend as a resource.

 

However, some resignations are closely linked to employer actions and policies. Many times, employers are blind to the things that frustrate employees. For example, a lack of day-to-day flexibility or a strict vacation policy might send some employees packing. Employees who feel under-appreciated or sense conflict in the ranks also may leave.

 

The key is to know which issues are within your sphere of influence and which are not. If the problem is one you can control, proactive planning can prevent resignations and keep your all-star staff on board. 

 

Communicate Clearly with Your Team Members

Like so many aspects of life, communication is the key to a productive working relationship. To know what matters to your employees, keep the lines of communication open. It may feel awkward, but a simple call every few weeks to ask your team members what’s working and what’s not working can go a long way toward enhanced communication.

 

When you call, express that you are open to feedback and changes based on what you hear. Take input from employees in stride. When an employee is brave enough to share her thoughts and frustrations with you, respect the courage it took to speak up. If the feedback hurts or is contrary to what you expected, take a deep breath and vow to consider it.

 

When team members share frustrations, ask them to suggest ways to address concerns they have. An employee with a concern often has a solution in mind, which relieves you from solving the problem. If you hear the same feedback from several employees, encourage them to form a committee to address the issue and bring potential solutions to you.

 

In some cases, employees just want to be heard and know that you care. Making the call and asking the questions is an excellent step in that direction.

 

Share Feedback

One way to show your team love is to provide feedback on the regular. No need to wait for a performance review to talk about skill development. When employees see that you have taken the time to notice their work, provide feedback, and suggest new ways to grow, they know you care and feel valued.

 

When you see an employee struggling, encouraging feedback can make a huge difference. Likewise, when you see an employee thriving, mention that to her. Finally, if you sense an employee is bored or restless, finding a growth opportunity can help provide a challenge that keeps her engaged and highlights possibilities for future opportunities.

 

Recognize, Recognize, Recognize

In the workplace, recognition can fuel your team through challenging projects and encourage them to keep up the excellent work. It also serves as a reminder that you see each employee and appreciate the work they are doing. 

 

Recognition can be as easy as a phone call or an email that says, “hey, I notice what a good job you are doing.” Another strategy is to thank people at the end of a workday or after a challenging meeting.

 

Recognition can also take additional forms. Having a wide range of recognition tools makes the practice easier for you. But, when you manage a team of remote workers, the traditional ways of thanking your team and showing appreciation may be more difficult. Team lunches, impromptu gatherings, or stops at the local cafe for a quick “well done” treat are tougher to pull off when your team is scattered all over the country. 

 

Check out this blog for tips to make recognition a habit and to find no and low-cost ways to recognize your team.

 

Keep Pay and Benefits Current 

At the end of the day, your employees are generally working to support families. So, keeping pay and benefits current is an essential factor in retaining staff. It’s easy to forget about pay adjustments when you are busy doing good work with a great team. But, if your employees have been receiving the same pay for a year or more, it’s time to do some research. Here’s how:

 

  • Ask around to find out what like-businesses are paying for similar jobs.
  • Inquire about benefit offerings, including vacation time and flexibility.
  • Compare the data you gathered to your pay structure.
  • Make adjustments as needed. 
  • Communicate the changes–and the thinking behind them–to your team.

 

Be open about pay and benefits as you talk to your team members. Explain the research you did and the cost pressures you are facing in discussing pay. If you can’t increase pay or change benefits, be open with your team about that and explore whether other forms of compensation might be mutually acceptable.

 

Be Flexible and Offer Flexibility

As the pandemic winds down, people (especially moms!) may need new and different types of schedules. Be open to looking at and discussing new options. Offering a little additional flexibility in the short term could help you retain a valuable staff member for years to come.

 

How Do You Retain Staff?

I’d love to hear your tricks for keeping staff on board. Drop me a line and share your best tips.

 

 

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August 16, 2021

Feeling Discouraged? How to Hang Tough and Find Job Search Success

Looking for a new job is exciting and can be fun. But, it can also be stressful and challenging, especially if you don’t get an offer for a job that genuinely interests you or if you’ve submitted several resumes with no luck. When this happens, it’s easy to get discouraged and quit. But, roads with potholes can lead to lovely destinations if you keep traveling. Persistence is the key to success in a job search. 

If you view the bumps in the road as opportunities to sharpen your job hunt skills, it’s easier to take the steps that can help you overcome the hurdles. Here are our best tips for working through the challenges and sticking out tough times during a job search.

 

Get Back to Basics

When you look for a job, your resume is an essential piece of the puzzle. And, let’s just put it out there–resumes are tough to create and difficult to polish. It feels awkward to sell yourself on one page. And, revising it multiple times can make you feel a little crazed. But, if you aren’t getting job nibbles, it’s time to give your resume some love. Here’s how:

  • Take a fresh look at your resume and make sure that it’s easy-to-read, simple, error-free, and professional. 
  • Ask a trusted friend or a former coworker to review your resume for errors. 
  • Share it with someone from a different industry and ask if she can identify the work and skills you are highlighting. This is an excellent way to see if jargon or shop speak has made it into your resume and might be confusing people. 
  • Add a few flourishes to appeal to the small business owners who will review your resume. 

Based on your assessment of your resume and the feedback from your reviewers, make a few changes. As you revise:

  • Describe your contribution to success at previous jobs. Focus on the work you did and how it supported the organization overall. Think of the first bullet as a summary bullet. Here’s a sample: Grew sales by overseeing the development and implementation of marketing communication plans that addressed customer hesitancy while managing a team of three direct reports.
  • After the summary bullet, provide concrete examples of your experience that quantify your professional accomplishments. For instance, including a bullet that says “coordinated 150 meetings in six months to facilitate sales” is more potent than “coordinated meetings.” If you are having trouble putting numbers to accomplishments, talking it over with a friend or former coworker can help you develop those ideas.
  • Aim to add one-to-two bullet points for each year on the job. So, you may want to create six or more bullets to describe your accomplishments at a position you held for six years.
  • Remove experiences that are more than ten years old or not relevant to the job you are seeking. For example, if you are looking for a job as a virtual assistant, it’s ok to drop the lifeguarding gig you had in high school. Your resume is a highlight reel of your capabilities, not a detailed accounting of every job you’ve ever held.

 

Tighten Up Your Approach

With your spruced-up resume in hand, it’s time to narrow your job search. It may seem counterintuitive, but being picky about the jobs you go after can help increase your success rate for getting an interview. Casting too wide a net can lead to rejections while sending you into a frenzy of activity, applying for jobs, and following up with employers only to be disappointed. 

Remember, you want to find the right job for you, not just any job. Before you apply:

  • Carefully read the job description. Consider whether you are qualified for the bulk of the work and whether the position genuinely interests you. 
  • Tailor your resume for the specific job. Make the tweaks needed to fit the job description, but don’t do a total rewrite. Be sure to review your revised resume carefully.
  • Write a customized cover letter. Clearly express your interest and qualifications in the letter.

 

Polish Your Interview Techniques

Your resume and cover letter open the door for an interview. The interview is your chance to seal the deal by putting your best foot forward and showcasing all the skills you bring to the table. You want to project a professional image and be prepared to ask and answer questions. Here are my best tips for success:

  • Get dressed as if you are going to an in-person meeting. Although your interview is likely to be conducted via Zoom, it’s still important to dress as if you are going to an in-office interview. Wear professional clothes and make sure you are camera-ready.
  • Find a professional place to conduct the interview. You want to show that you are ready to work from home and have a set up to do so. Look for the best place around your house to set up your laptop and do the interview. A table or desk works well. Avoid your couch or bedroom, as it’s easy to feel too comfortable in those locations. Once you find your location, conduct a practice Zoom call with a friend or family member to try out your setup. Spend a few minutes getting the camera angle and light just right so you look your best. On your practice Zoom, make sure your background is not distracting.
  • Practice answering interview questions directly and get right to the point. Employers often tell us that candidates struggle to answer questions with the right level of detail and tend to over answer questions. It’s easy to ramble a little when you are nervous and want to make a good impression. Practice answering likely questions with a friend or family member so that you can nail the questions during the interview.

 

Consider Training 

Applying for jobs with small businesses is a different ballgame compared to looking for corporate gigs. It takes a different skill set. And, like acquiring any new skill, training can definitely help. 

Enrolling in the Job Seeker 101 course offered by HireMyMom will arm you with the knowledge and skills to help you land your dream job.

Through a series of video modules, the series covers how to conduct an effective job search that lands more interviews. It also covers ways to dramatically enhance your cover letter, resume, and interviewing skills. Hands-on materials and additional resources help you apply the tips to your job search. By completing the course, you’ll gain the confidence you need to take the next step and land the job you’re seeking.

 

Don’t Get Discouraged

If you don’t get a job offer after a strong interview, try not to take it personally. Any number of factors can influence the decision. After you hear the news, send a follow-up note to the person you spoke with to thank them for considering you. Share that you are interested in future positions. 

 

Hang in there!

Finding the right fit and the right circumstances can take a while. Stick with it. Hold your head high, and don’t take it personally. A job search can be difficult, but the result is worth the struggle.

 

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August 9, 2021

Success Story : Tiffany Fulle

Tell us about you and your experience finding work on HireMyMom.

I was just starting my VA business on the side in January 2021 but I felt lost. I was looking for any and all resources that would help me be the most successful. I found the HireMyMom site mentioned on The Free Mama FB page. I’d never heard of it so I looked it up. I was shocked that there were so many legitimate positions available on the site. I signed up for the 3-day free trial on February 6, 2021 and applied about about 5 jobs right away. I had my first interview on February 10 and my second on February 12 with two different clients that I am still serving today (it’s June)! My husband was in a motorcycle accident in March (he’s okay now) but it catapulted me into working from home while he was recovering. I was so thankful that I could serve these clients while I was traveling back and forth to the hospital and be flexible with my kids schedules. I’ve continually applied for other positions and just landed my third HireMyMom client!!  I love them all even though they are all extremely different. This site changed my life, and I wish that I had found it years ago when I first had my babies (who are now 7 and 4) but I wouldn’t change the journey that we’ve been on. I’m just so grateful to have found it now. I also have told many of my friends about it! It’s a game changer!

What are your top tips for landing jobs on HireMyMom.com?

Have a strong resume or skills sheet, add a photo to it! (Hint: check out Canva.) Be a real person. We are not robots so be yourself when you interview. When you apply, make sure you read the descriptions and instructions in full and follow up with an email shortly after; this is your first impression with the potential employer or client, make it count.

What piece of advice do you wish someone had given you at the start of your work from home journey?

Have courage to reach out and apply even if you feel you don’t check every box on a “skills needed” list. Value your soft skills as well as your hard skills!

What do you see as your greatest success in life?

My kids are my world, and I do everything for them. I’m 100% a better mom and wife now that I have more flexibility and control with my work.

What is something about you that many people don’t know?

I’m a Harry Potter nerd 🙂

Want to be one of our Featured Success Stories? Click here for our form!

 

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August 2, 2021

The Good, Bad & Ugly. One Woman Shares How The Pandemic Has Affected Her Career

A disproportionate number of women have left the workforce since the pandemic began compared to their male counterparts, with four times the exodus. After 2.3 million women dropped out of the labor force between February 2020 and February 2021, women’s workforce participation declined to 57%—the lowest it’s been since 1988, according to NWLC. 

Not only that, the current unemployment rate for women has more than doubled compared to the pre-pandemic rates, with many economists predicting that this workforce departure could set women back a generation. 

These statistics leave an impact of their own, but it is vital to remember that these numbers do have faces behind them. The good news is that there are networks and platforms out there that are specifically committed to supporting women and particularly moms who balance both careers and motherhood. 

Let’s take a look at one woman who, thanks to being a part of the Hire My Mom network, was able to go from looking to be hired to the person doing the hiring. Rhonda Dobbs’ testimony is an example of how companies like Hire My Mom can uplift women, and mothers, in the modern work world. 

Rhonda Dobbs, the CEO and Founder of Legacy Solutions Together, LLC—reports on her former job as the Inspectional Services Administrative Assistant. 

 

Do you feel your company did or did not help to support you through the pandemic? 

My previous company did not support me through the pandemic. I worked for a local municipality. We were laid off because the state shut down due to the pandemic. There was no opportunity to do administrative work from home, even though I offered to do so. The state did not want to continue to support staff because of fears of insecure access via the VPN.

 

What are some ways that you feel your company could’ve better supported you? 

The local government was not prepared to go remote, and so we were sent home with pay based on the Federal Government law, at that time, for the pandemic. I was left with finding something new in an extremely disparate time, or waiting for an undetermined amount of time to go back to a job that didn’t value what I brought to the table.

I decided to walk away, and first ended up as a 1099-contractor virtual assistant for two companies—Heartcore and Summit Support. Getting laid off and then gaining skills from those first two companies ended up being a blessing in disguise. It opened a new door, and I haven’t looked back since. 

I ended up getting the opportunity to be an independent contractor with a seven-figure company. The company is a woman-owned business offering coaching programs, summit launches, along with virtual assistants who support you from beginning to end. They taught me how to offer summit support, along with connecting me to an amazing client who is a six-figure earner of multiple companies. I learned so much from that client, who ended up being more of a mentor within the progression of my career. Our ongoing relationship is something I am forever grateful for. 

Learning that it doesn’t take a large amount of capital to start a business was a key lesson for me. Additionally, it takes a belief in yourself, a mindset change, the removal of negative energy, and intentional connections to help you pivot to the next level in life. I encourage people to self-educate themselves and never stop learning for both personal and professional relationships. Standing in your authority and knowing your value will make you unstoppable.

 

Were there any technological tools that were newly implemented into your remote workday that you feel were especially helpful?

If yes, how was it adapting to using these new tools, and did your company provide resources and support?

Working remotely actually gave me the opportunity to learn even more digital skills on a wide variety of apps such as Teamwork, Google Workspace, Slack, Voxer, WordPress, Zoom, Webinar, as well as in Acuity and Client Retention processes.

HeartCore provided support and training for each of the platforms. I also did self-education to become more versed in using the platforms. With all of this experience, the  biggest win was becoming the CEO and Founder of Legacy Solutions Together, LLC. I am walking in my purpose and developing the greatness in me and others!

This is just one perspective. There are varying degrees of what a woman must defy in the negative circumstances in a 2021 work world. Regardless, it is important to note that a McKinsey analysis has shown that women’s jobs are nearly two times more vulnerable than men’s.

McKinsey research has also found that gender diversity is the key to a business’s financial success. Companies that fell in the top quartile for gender diversity were 25% more likely than those in the 4th quartile. Following Rhonda’s example from above, we can see how companies supporting their employees, with the tech tools and training they need, can keep women in the workforce, and the workforce in action.

 

 

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July 26, 2021

5 Habits of Successful Entrepreneurs

Being an entrepreneur can be one of the most rewarding, yet challenging career paths one can take. There are many considerations that go into starting a business so it’s important to understand both the benefits and risks of this career path. It can be helpful to take into consideration the habits of the most successful entrepreneurs, especially for business owners that are just starting out. 

They set “SMART” goals 

While any type of goal setting is a great way to help one reach their ambitions faster, setting “SMART” goals, in particular, can be a helpful strategy for entrepreneurs. SMART stands for specific, measurable, achievable, relevant, and timely. When an entrepreneur makes a SMART goal, they are setting themselves up for success because they have a more clear path of how they will reach their overarching ambitions, whether that is personally or professionally. 

For example, an entrepreneur may say they want to increase their revenue for a certain product by the end of the year rather than setting a goal to increase revenue overall. This depicts a SMART goal because they are focused on a specific area of the business, making this ambition more attainable. Furthermore, by making a timely goal, the business owner has a timeframe in mind and can make intentional steps to reach this deadline. SMART goals are proven to be more effective than simply setting a larger goal because it can sometimes be overwhelming to attain certain bigger-picture ambitions. This is why by having shorter-term, more attainable goals, it is easier to stay motivated as each smaller goal is achieved.

 

They continuously network

Entrepreneurs understand that making connections is fundamental in business. Networking can come in many forms and successful entrepreneurs oftentimes think outside the box when meeting new people. The COVID-19 pandemic not only shifted the way in which business owners had to operate on a day-to-day basis, but changed the way in which connections are made. 

For instance, while some entrepreneurs may have been able to participate in trade shows or Chamber of Commerce events prior to the pandemic, in-person meetings came to a halt due to the need for increased safety measures. While traditional networking may have taken place in person, successful entrepreneurs learned to adapt and network digitally. Networking is critical in business as it allows entrepreneurs to stay on top of current trends and meet key players in the industry. Successful networking also can serve as a form of marketing or yield client referrals to create even more business opportunities. 

 

They are always reading 

It is commonly known that successful people are constantly reading. This is why many entrepreneurs prioritize and understand the importance of reading on a regular basis. Deciding which books to read can be overwhelming as there are a plethora of options available. Furthermore, reading can take up time and entrepreneurs are usually extremely busy, especially when just starting out. Taking time to read quality books that are industry specific can be a good starting point and can help narrow down choices. Making a habit to read books as an entrepreneur can improve brain function, enhance creativity and reduce stress. 

 

They have a money management system in place

Being an entrepreneur comes with a significant amount of responsibilities, including having a financial plan in place for both professional and personal finances. Sometimes it can be tempting to combine personal and business finances however, some of the most successful ensure they have a money management system in place for tracking purposes. Making an effort to keep business finances separate from personal finances is a habit of successful entrepreneurs because this allows them to have a better understanding of their business expenditures and therefore, they can determine the best ways to spend money from their business. 

Furthermore, successful entrepreneurs will oftentimes set up adequate safeguards to protect both their business and personal finances. Having financial peace of mind allows entrepreneurs to focus on growing their businesses and can provide much-needed protection in times of uncertainty. An important way to protect both the entrepreneur’s business and personal finances is to carry a sufficient amount of life insurance coverage. Having a life insurance policy is particularly important for entrepreneurs because they are responsible for many different aspects of their business as well as their personal finances. For example, if an entrepreneur has family members that rely on income from their business, it’s important to ensure that if anything unexpected were to happen, their family has financial safeguards set in place. 

 

They make time for themselves

Successful entrepreneurs understand the importance of hard work but they also value taking time to regroup. It can be hard to take a pause as an entrepreneur, especially considering all of the hats they wear. However, prioritizing self-care and taking a pause can actually prove to create more growth in day-to-day business duties. A few ways some of the most successful entrepreneurs make time for themselves include:

  • Exercising
  • Making health a priority
  • Enjoying a hobby
  • Taking a vacation
  • Getting a good night’s rest

The most important person to keeping business operations running smoothly is the actual business owner. This is why successful entrepreneurs make it a habit to prioritize their overall wellness. 

Being an entrepreneur comes with a unique set of responsibilities and challenges. However, owning and operating a business can be an extremely fulfilling and rewarding experience. Understanding the habits of some of the most successful entrepreneurs can set other entrepreneurs up for long-term stability and a successful business future. 

 

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July 19, 2021

Employer Success Story: Becky Avila

What is your top advice for small business owners looking to hire remote talent?

Get clear with your company vision and find someone who fits into that vision for your company! You can always train tasks and for positions, but you can’t teach someone character. Find people with strong, moral character.

What is your top tip for working with a virtual team?

Accountability is key. Having clear metrics of what is success for any role will help you (& them!) know how things are progressing.

Why did you decide to use HireMyMom.com for your hiring needs?

Finding people that may match our company culture.

What piece of advice do you wish someone had given you at the start of your business career?

Challenges will come- stay the course. Always be growth minded.

What do you see as your greatest success in life?

Having my business built around my life and not the other way around. I love creating margin in my life so that I can honor God in anything I do.

 

Looking to hire a virtual professional for your business? Click here for more info!

Want to be one of our Featured Employer Success Stories? Click here for our form. 

 

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July 12, 2021

Seven Keys to Conducting Productive, Low-Stress Performance Reviews for Remote Teams

If the idea of delivering a performance review strikes fear in your heart, you are not alone. Many people rank receiving or giving a performance review right below getting a root canal. That’s because performance reviews are awkward. When you have a virtual team, performance reviews can feel that much more uncomfortable because you miss out on the benefit of seeing body language.

Although awkward, performance reviews are also essential. They can become comfortable affairs that lead to rich conversations and serve as a catalyst for growth for you and your team.

Having the right mindset for performance reviews is an excellent first step to making them more effective for you and your team. Specific tactics can help ease the planning and delivery process. Read on to find recommendations for both.

 

Keep the Objective in Mind

As you start thinking about performance reviews, remember why they are essential. Performance reviews lead to better performance and greater connection. They are not designed to serve as a “gotcha moment” or a time for recriminations. It’s not a report card like the ones issued in school. It’s a chance for two professionals to honestly discuss how things are going and to look to the future to consider possibilities.

All feedback sharing, and particularly performance reviews, are a tool to deepen relationships between you and your team members. As team members, you share the same goal. But, you both have different perspectives on success. As a business owner, you want to see your business succeed and likely derive great personal satisfaction from that success. Your employees crave personal success through a job well done. In the end, you know your people and understand that they care about the success of your business. Discussing performance is simply a shared acknowledgment of your relationship and its importance for your mutual success. It reflects a commitment to each other’s development.

 

Make Feedback an Ongoing Process

One way to make performance reviews easier is to share feedback throughout the year. Like any skill, practice makes progress. If you only share feedback at specific intervals, flexing the feedback muscle will feel unnatural. You can normalize the sharing of feedback to set a tone of open, two-way feedback with your team. 

Try adding the phrase: “in the spirit of continual improvement” to your vocabulary when communicating with your team. Then, add observations of your performance as well as the groups. For example, try closing meetings with a few comments about the week and encourage employees to do the same. Encourage people to share thoughts about what’s going well and what’s not. Ask people what they are learning. Share your observations about how work is flowing and what you are learning. Be honest about the things you wish you’d done differently and point out that that it’s all in the spirit of continual improvement.

People feel heartened when their leaders are honest about what’s working and what’s not. Constant sharing promotes growth and normalizes the feedback process, especially when feedback is flowing in all directions. 

 

Establish Set Intervals for Performance Reviews

As important as it is to offer ongoing feedback, establishing specific intervals to conduct performance reviews is also essential. 

Many people find that an annual cycle offers the best timing for employee reviews. Annual reviews provide sufficient time intervals between reviews, allowing people to apply feedback from the prior year. This schedule generally works best for long-term employees who work on complex, long-lead projects.

Quarterly review cycles might be suitable for your team if your team members are less experienced, have a shorter tenure, and work on shorter-term projects. In this case, more frequent formal feedback can aid in development.

The key is that review intervals aren’t a one-size-fits-all affair. You might even use different cycles for different team members or at different points in your business. You’ll find success comes more effortless if you have a process in mind and share it with your team members, so you all know what to expect.

 

Set Yourself (and Your Team) Up for Success

You can take a lot of the stress out of performance reviews for you and your team by establishing a few rules of the road designed the ease the process for all parties.

  • Follow a “no surprise” policy. One way to reduce trepidation is to avoid holding a year’s (or quarter’s) worth of developmental feedback until the official performance review. Instead, share developmental input along the way, so employees have a chance to act on it. Any feedback shared during a formal performance review should be a repeat of themes you’ve already discussed. Establish a policy that the performance review is not a time to share previously unheard grievances.
  • Encourage two-way communication during the review. Approach the meeting as a discussion, where you and your employee both openly discuss feedback, not a lecture about all the things that went right or wrong.
  • Take stock of the entire period. It’s easy to be swayed by recency bias and focus on the projects completed most recently. But, with a performance review, it’s vital to have an objective look back at the entire period encompassed for the review. To ensure you have a complete perspective, look back at notes, consider previous projects, and add results from work done across the review period.
  • Gather more than one perspective for the person you are reviewing. If your team is large enough, ask team members to review each other and share their perspectives. If applicable, ask for customer and vendor feedback on each person’s performance. This practice can give you a fuller view of someone’s performance.
  • Ask your team members to complete a self-evaluation as part of the review process. Encourage them to include perspectives on strengths and weaknesses over the last year and set goals for the coming year.
  • Remove money discussions from the performance review. Let your team know that the review will take place in two parts. The first portion will focus on performance over the last period, looking forward to the coming year. The second part of the review process will include a discussion about pay, bonuses, and raises, if applicable. Setting this expectation makes for a more productive performance review and makes it easier for employees to hear your feedback rather than eagerly awaiting pay news.

 

Create a Comfortable Environment

Another way to reduce the stress associated with performance reviews is to create a comfortable situation for you and your employee. Here are some ways to do that:

  • Schedule the review well in advance. About a month before the review, send an invitation to the employee so she can plan accordingly. Setting time aside makes it easier to focus on the review and shows that you see the review process as part of a meaningful conversation rather than just another task.
  • Set aside enough time to talk. A good rule of thumb is to add 30 minutes to what you think you’ll need. That way, you won’t feel rushed, and you’ll be able to have a fuller conversation. If you are only sharing positive feedback, resist the temptation to cut this short and only schedule a brief review. Sometimes the richest conversations come about when time is available to talk. You can always end the call early.
  • Share a written summary of the feedback in advance. Giving the employee a chance to review your feedback before the formal review leads to a more productive conversation, an opportunity to ask questions, and a fuller discussion of performance. It also means that you won’t have that awkward feeling of reading a review to your employee during the time set aside for the review.
  • Use a comfortable format. If you regularly use Zoom or other video conferencing to connect, do the same for the performance review. This isn’t the time to try out new video conferencing software. An old-fashioned phone call is a great option if that makes it easier to talk more openly. Meet in person if schedules and distance allow.
  • Be open to hearing the employee’s perspective on your thoughts. Her thoughts can provide you with greater insight into her performance and give you hints for coaching opportunities.

 

Arrange Your Own Performance Review

When you run the business, feedback on your performance can be tough to gather, and a formal performance review may not seem feasible. But, both are essential for your growth. Encourage contractors and employees to review you and offer feedback on areas where you excel and those where you can improve. This can open your eyes to some blind spots you might have in your performance and help you grow as a leader. 

As you make the request, share this document with them and remind them of the no surprise policy. You will benefit when your team is open and honest with you.

 

How to Handle Negative Reactions

Despite your best intentions and after following all the guidelines outlined here, you may still encounter negative reactions from employees during a performance review. While it can be unsettling, try not to take it personally or to respond in kind. When employees are upset by performance evaluations, it shows they care and take their work seriously.

In some cases, it may be best to pause the review and let the employee take some time to regroup before finishing the discussion. Depending on the feedback, the two of you can decide the best way to move forward with the review and your relationship.

Finally, don’t shy away from performance reviews to avoid adverse reactions. Reviews are critical tools that can help your business grow, help you develop as a leader, and help your employees as they work toward personal success.

 

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July 6, 2021

Ready, Set, Win! A Business Coach Can Help You Get Results Now

The word coach often conjures up an image of a teacher in polyester shorts, a whistle, and a high school gym. But, as an entrepreneur, there’s a different kind of coaching that might make sense for you and your business–a business coach. The right coach can take your business and your leadership skills to the next level. For this blog, we’ve turned to two successful coaches to help explain who can benefit from coaching, the circumstances that best lend themselves to coaching relationships, and how to tell if coaching is right for you.

 

Types of Business Coaching

There are two different types of business coaching–business development coaching and personal development coaching.

  • Business development coaching provides a distinct focus on growing an aspect of your business or solving a specific problem, like customer service or e-commerce-related issues. It can include overall business planning activities, such as plotting growth, growing revenue, finding new customers, and fine-tuning operations. In essence, a business development coach serves as a  subject matter expert for your business.
  • Personal development coaching can help you grow as a leader by relieving the loneliness that often accompanies owning and running a business. With a personal development coach, you can increase your emotional resilience in business, learn to delegate, and explore the values you want to drive your work.

Coaches often specialize in one aspect or the other. You may find that both types of coaching make sense for your business at different times.

 

Why Get a Coach

A coach can provide the benefits of a business partner without the hassle of bringing in a partner. Your coach listens, suggests, and helps you process your thoughts. A solid coaching relationship offers you the space to be honest and confidential with someone who cares about your business but is not invested in it like an employee or your spouse. A coach can provide a fresh perspective on the issues you are facing.

“When you run a business, the support you have around you is not at the peer level,” said Texas-based Patrick Pitman, CEO of E-business Coach, Inc. “There’s no executive team to bounce ideas off. The owner is often the senior person in the organization. It can be lonely.”

Pitman explained that many of his clients report stress relief after talking to him and gaining new insight. 

If you suspect you may benefit from a business coach, the first step is to identify the type of coaching you need. 

In general, a business development coach is a good bet if you have a well-defined problem that can be solved with a burst of outside expertise from a subject matter expert. Generally, these types of relationships last 8 to 12 weeks and result in a well-defined solution quickly.

A personal development coach is generally a longer-term engagement–usually lasting several months or a year. A personal development coach can help guide you as you clarify your values, consider possibilities, and ponder significant issues about your business’s direction or leadership style. If you pursue this type of coaching, it’s essential to carve out the time to commit to the process.

“Change can be slow. Give yourself the room,” Pitman suggests.

 

Signs You Might Need a Coach

There’s no one-size-fits-all threshold for when coaching makes sense. But, if you are experiencing the issues below, coaching may help you move forward.

  • You find yourself returning to the same problem over and over again. For example, you may know that you have a great sales team, but your customer support network needs work. You make changes, but your customer service team still doesn’t quite sing. A business development coach can help.
  • You face issues outside your area of expertise. Entrepreneurs often start a business because they are passionate about the product or service they offer. However, over time, elements of the company outside of that core passion, such as staffing, accounting, inventory control, and marketing, can sap the joy that came from launching the business. A business development coach can support you through areas of work outside of your core knowledge and interest.
  • You are missing your revenue goals. A business development coach can help you identify the issue, refine your business plan, identify areas where revenue may leak, and brainstorm new marketing or business plans with you.
  • You feel overwhelmed. When you own and operate a business, the work and emotional demands can eat away at the fulfillment you once found in running the business. A personal development coach can help you find your way again.
  • You are ready for the next thing. But you aren’t sure what that is or how to proceed. A personal development coach can help by focusing your thinking and refining the next steps for your business journey if you face these issues.
  • You feel stuck. Sometimes fresh perspective and insight from an outside source can help you put a finger on the issue and move forward.
  • You need an accountability partner. A coach can provide the push to get things done by serving as a person who helps you stay on track with your goals and moves you forward as you tackle new or complex projects.

 

What to expect from a coach

Different business coaches offer different services and use different mediums to connect with clients. Business coaching is available by phone, via Zoom, and in-person. While most coaches provide individual services, some offer group sessions.

Christal Allen-Harrahill, the Las Vegas-based owner of Business and Life Coaching with Christal, said that some small business owners enjoy local group sessions as they provide a peer group that helps drive results and creates relationships with local people.

When you meet with a coach, the two of you can:

  • Address specific business problems.
  • Set goals and do overall business planning.
  • Discuss methods for over-the-shoulder consulting on a variety of issues.
  • Create strategic plans, including succession plans, if you suspect that you may want to step away from the business to focus on other endeavors.
  • Explore ways you can improve your connections with those around you through stronger relationships.
  • Clarify your values and mission as a business owner and entrepreneur.

 

What a Coach Can’t Do

While the coach can help you feel equipped to do things, the coach won’t do things for you. For example, a coach can guide your decision-making but won’t make your decisions for you. A coach can help you set goals and plan to achieve them but won’t join your team.

“I always tell clients that I’m not a fairy godmother,” said Allen-Harrahill. “It’s a two-way relationship. Ultimately, you need to take action. But, I can help you face mindset issues that might get in the way or work through issues with you.”

Pitman agreed. 

“A coach can’t make decisions for you. A coach is a facilitator of your own decision-making,” he said.

 

How to Find a Coach

The coaches I talked with agree that your network is the best way to find a coach. Ask your business acquaintances who they have used and ask for a referral. If you are looking for a business development coach, your industry contacts can help you find people who specialize in your line of work. 

Once you have a few leads, preview the coach’s work on social media. Check out his or her YouTube videos and read online newsletters.

For personal development coaching, a good personality fit is essential. Allen-Harrahill suggests meeting the coach before proceeding.

“Do a quick discovery call to see if there is synergy there,” she suggested.

 

Budgeting for Coaching

The cost of coaching varies based on the type of coaching you are seeking. Ongoing coaching usually involves a monthly fee that can range from $300 to $500 a month or more depending on the specialty and expertise. If you opt for ongoing coaching, make sure you are committed to making the time to dedicate to it.

Coaching for specific business problems varies based on the complexity of the issue, the time to resolve it, and the industry. Other factors can also drive costs. For example, it’s generally less expensive to work with a coach via Zoom or by phone. However, depending on the issue, it may make sense to bring a coach onsite, even if it costs more. When judging the price of coaching, consider the cost of not solving the problem in addition to the cost of the coach.

 

Take the leap

Getting a coach can change the trajectory of your business and your life as an entrepreneur. I encourage you to look into finding a great coach to help you reach the next level in your business.

 

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June 28, 2021

Employer Success Story : Nicole Liloia

What is your top advice for small business owners looking to hire remote talent?

It’s so important to not only be specific about the support and skills you need now, but also assess what you might need in the future so that you can stick with the same person and further their role with your company. It allows you to avoid having to hire multiple people and saves you both time and money.

What is your top tip for working with a virtual team?

Have regular meetings with them so that there is open communication — don’t just reach out to them via email or a project management tool. Connect with them regularly through zoom so you can get to know each other better and learn more about each other’s personality so you can support each other better as well.

Why did you decide to use HireMyMom.com for your hiring needs?

I had gotten an amazing recommendation from a client and was excited to try them out myself.

What piece of advice do you wish someone had given you at the start of your business career?

To make sure I continually nurtured connections with other business owners regardless of how busy I was at the time — it really opens you up to new possibilities that you might not have known about otherwise and also allows you to get multiple income stream opportunities as well.

What do you see as your greatest success in life?

Leaving my only 9 to 5 job when I had experienced extreme burnout and taking time off to travel and see the world. It was actually my inspiration to create an only business 8+ years ago because I wanted the ability to travel anywhere while I worked so that I could stay longer and absorb the culture more.

Want to be one of our Featured Employer Success Stories? Click here for our form. 

Looking to hire a virtual professional for your business? Click here for more info!

 

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