Category: Stewardship

Practicing Daily Gratitude: A Thanksgiving Reflection

“Give thanks in all circumstances; for this is God’s will for you in Christ Jesus.” — 1 Thessalonians 5:18

This week, Americans will celebrate Thanksgiving. Many of us will pause to thank God for the countless blessings He has given us. We will also express appreciation to family members, friends, coworkers, employees, and those who provide services to us.

But gratitude is not meant to be seasonal. It is a posture of the heart—one we can cultivate daily until it becomes a natural way of living. Below are practical ways to nurture a grateful spirit and express thanksgiving throughout the year.

Be Conscious of Your Blessings

Begin each morning by thanking God for another day and the blessings He’s entrusted to you—your family, your home, your job or business, and the ability to provide for your loved ones.

Consider keeping a gratitude journal. Each evening, take a few minutes to write down 3–5 things you are thankful for. These can be small moments of kindness—a compliment, an unexpected check in the mail, or a thoughtful gesture that brightened your day.

Pay attention to the beauty around you. Scripture reminds us, “The heavens declare the glory of God; the skies proclaim the work of His hands.” (Psalm 19:1)

Place Scripture verses and inspirational words in your home, office, or workspace to regularly remind yourself to practice gratitude.

Express Thankfulness Daily

Make it a habit to acknowledge the people who contribute to your life and work.

  • Thank your employees for their efforts—whether they delivered excellent customer service, prevented a problem, made a significant sale, or completed a task with excellence.
  • Thank your customers for choosing your business, remembering they have many options. Customers who feel appreciated are far more likely to return.
  • Thank those who serve you in everyday ways. A sincere expression of gratitude often brightens someone’s entire day.
  • Send handwritten notes to those who have shown kindness or gone the extra mile. A personal touch communicates genuine appreciation.

Change Your Mindset

Not every situation unfolds the way we hope, but even disappointments can hold hidden blessings.

When things go differently than planned, resist discouragement. Instead, look for the opportunities within the challenge. Ask yourself: What can I learn from this?

Celebrate the successes of your competitors. If you lose a sale or contract, consider what they did well, and learn from it. You may have strengths they don’t—and when a customer needs those strengths, you can refer them graciously. Kindness in competition honors God and strengthens business relationships.

When one opportunity closes, remember it creates space for another. You cannot do everything. Redirect your energy to what is now possible.

Avoid comparing your blessings to those of others. Gratitude grows when we recognize the goodness God has placed in our own lives.

Be God’s Hands Extended

Every day brings opportunities to bless those around you.

Sometimes kindness is simple—holding a door, paying for the person behind you in the drive-thru, or sending a quick text letting someone know you’re praying for them. Serving others brings joy and lifts your own heart.

Look for ways to help those in need during the holiday season. Volunteer. Donate to a food pantry. Sponsor an Angel Tree child. Give gifts to residents of a homeless shelter.

Be mindful that some neighbors face deep difficulties this time of year—loss, illness, deployment, or separation. Ask God how you can bring comfort or encouragement. A small gesture, such as sharing cookies and hot chocolate, arranging a caroling visit, or helping decorate, can remind them that God sees them and cares for them.

As you intentionally thank God for your blessings and look for ways to bless others, gratitude will begin to overflow from your heart. Focusing on the good makes life richer, joy fuller, and thanksgiving more natural.

“I will give thanks to You, Lord, with all my heart; I will tell of all Your wonderful deeds.” — Psalm 9:1

Expressing Employee Gratitude During the Holidays

If you are a small business owner, your employees are crucial to the success of your business. In case you need a reminder, you and your business benefit from your employees in many ways, including these:

Ability to meet the needs of more customers.
Your time is limited. Having employees extends your ability to provide goods and services to more customers. While your employees are making sales, closing deals, and answering questions, you are free to focus on other customers or handle the many administrative and marketing tasks required for your business to operate smoothly and profitably. More customers mean more revenue for your business.

Ability to take time off.
A solopreneur typically earns money only when working. Even if she operates an online store that processes sales around the clock, she must still ensure orders are fulfilled, payments are processed, and inventory is managed. However, a business owner with well-trained employees can take time away, confident that customers’ needs are being met and revenue continues to be generated.

Added skills and knowledge.
Each employee brings unique skills and talents to your business. Many will have expertise that can enhance your operations or take over tasks you don’t enjoy. For example, an employee with a flair for decorating and creativity can elevate your store windows, merchandise displays, and website in ways you might not have imagined.

Ways to Show Gratitude to Your Employees

During the Thanksgiving season, small business owners should make a special effort to recognize and reward the contributions of their employees. Here are some meaningful ways to express your appreciation:

Written or verbal expression of appreciation.
Write personal thank-you messages to each employee, mentioning a specific attitude, behavior, or achievement you particularly value.

Flexible work schedules.
Acknowledge that the holiday season can be hectic. Reward employees with four to eight hours of additional paid time off in December so they can attend school events, shop for gifts, or simply rest.

Holiday bonuses.
While many businesses give bonuses at Christmas or year-end, consider providing them at Thanksgiving instead. It’s a tangible way to express gratitude and allows your employees to use the funds to make their holidays even brighter.

Gift cards.
Help relieve holiday stress by giving gift cards for experiences your employees will enjoy—such as a massage, a spa day, a nice dinner, or tickets to a movie or play. Tailor the gift to each person’s interests when possible.

Thoughtful gifts.
A personalized gift of an employee’s favorite snacks or beverages, paired with a note of appreciation, is always meaningful. A gift basket with tea or coffee, cookies, and seasonal treats makes a warm and thoughtful gesture.

Employee appreciation meal.
Host a catered lunch or breakfast before Thanksgiving to celebrate your team. Consider closing for a few hours and posting notice ahead of time on your website and doors. Use the meal to share specific ways each employee contributes to the success of your business—and encourage team members to express gratitude for one another as well.

As we head into the busy holiday season, take time to express appreciation to your employees in ways that are meaningful to them. Doing so reinforces that you value them—and inspires them to give their best during this important season.

Please share ways you intend to express appreciation to your employees.

“I thank my God every time I remember you.”
Philippians 1:3

Counting the Blessings of Being Your Own Boss

Successful small business owners make a big impact in their communities. Often, the wealthiest and most influential members of small towns are successful entrepreneurs. They have the resources to invest in local projects they care about and make the time to serve in community organizations.

If you’re a small business owner, take a moment to be thankful today. No one can cut your job or replace you with AI. You won’t be laid off due to corporate downsizing or a government shutdown. Of course, you face many challenges—rising costs, economic uncertainty, and tough competition—but there are still many blessings for which you can give thanks.

As Thanksgiving approaches, reflect on the many benefits that come with being a business owner. Beyond wealth and influence, here are a few blessings worth celebrating:

Independence
As the business owner, you are the boss. You determine which products or services to offer, set your prices, make hiring and firing decisions, and decide how your business operates.

Values
Your business can reflect your personal values. If you are a person of faith, you can live out your beliefs through your work, supporting charities and causes close to your heart.

Goals
You define what success looks like. It doesn’t have to be measured only by revenue or contracts. Success might mean creating jobs, having the flexibility to spend more time with your children, or being able to support local initiatives.

Flexibility
You determine your hours and shape your work environment. As your business grows and you delegate responsibilities, you can enjoy a healthier work-life balance.

Satisfaction
There is deep satisfaction in building a business from the ground up and knowing you’re contributing to your local economy. Following your passion and aligning your work with your values is incredibly rewarding.

Decision-Making
You have the freedom to innovate and try new ideas. You set the policies that shape the experiences of your employees and customers, creating a company culture where people feel valued and enjoy doing business.

Generational Wealth and Legacy
Many entrepreneurs build businesses that become family legacies. When children grow up working in the company and eventually take it over, the rewards of ownership extend across generations.

When my husband and I owned our pizza restaurant, I was grateful for the chance to work alongside my husband and sons. Together, we built a business we were proud of. We spent more time together as a family and taught our sons the value of hard work and pride in a job well done.

We had opportunities to support our local schools by providing food for the high school after-prom lock-in, buying ads in football programs, and delivering pizzas for class parties. We supported local businesses, created jobs, and developed a loyal customer base. We were deeply involved in our small town, and everyone knew us—it was a wonderful experience.

After a few years, we decided the demands of business ownership no longer fit our lifestyle and chose to sell the business. But we’ll always be thankful for the opportunities and lessons that came with owning it.

In the coming weeks, we’ll explore ways to express gratitude to your employees, customers, and community.

“And whatever you do, whether in word or deed, do it all in the name of the Lord Jesus, giving thanks to God the Father through Him.”
— Colossians 3:17

Leadership Mistakes: How to Turn Them Around

In recent blogs, we explored effective leadership approaches that help small business owners succeed. But many leaders still struggle to manage employees well. In fact, a study by Cake.com found that only 29% of employees trust their leaders, and just 20% believe they’re managed in a way that helps them work productively.

If you feel frustrated in your role as a leader, it may help to recognize which management styles are ineffective—and more importantly, how to correct them. Let’s look at four of the most common ineffective leadership styles and practical ways to overcome them.

Micromanagement

Micromanagers closely monitor every action their employees take. They resist delegating, and when they do, they often interfere with the work and demand constant updates. This creates an atmosphere where employees feel distrusted, fearful of mistakes, and discouraged from being creative. The result? Low morale, reduced productivity, and high turnover.

How to overcome micromanagement:

  • Acknowledge the behavior and identify the root cause. Is it fear of failure? Perfectionism? Lack of trust?
  • Start small by delegating low-risk tasks. Give clear expectations but avoid dictating every step.
  • Focus on goals and outcomes, not micromanaging the process.
  • Celebrate employee creativity and innovation.
  • Schedule regular check-ins rather than constant oversight.
  • Ask employees for feedback on how empowered they feel.
  • Invest in leadership development training—for yourself and your team.

Authoritarian Leadership

Authoritarian leaders make decisions alone, without input from their employees. While this style may feel efficient, it creates a fear-based culture, stifles creativity, and leaves employees disengaged.

How to shift away from authoritarian leadership:

  • Reflect on why you lead this way—often it’s driven by fear of failure or a need for control.
  • Invite feedback and listen to your employees’ concerns.
  • Delegate tasks and focus on results rather than process.
  • Adopt a coaching mindset: guide and encourage rather than command.
  • Encourage collaboration and shared decision-making.
  • Celebrate progress when you successfully empower employees.

Passive (Hands-Off) Leadership

At the opposite end of the spectrum, passive leaders avoid leading altogether. They focus only on their own tasks, leaving employees without direction or support. Conflicts go unresolved, decisions are delayed, and performance suffers.

How to become more engaged as a leader:

  • Acknowledge the avoidance. Remind yourself that you were chosen to lead because you are capable.
  • Ask your employees what they need from you and really listen.
  • Work with your team to set goals, priorities, and clear expectations.
  • Interact regularly and provide feedback—both praise and constructive guidance.
  • Gather information before making decisions rather than avoiding them.
  • Empower your team to make decisions and develop their skills.

Indecisive Leadership

Indecisive leaders procrastinate on decisions out of fear of mistakes. This creates confusion, frustrates employees, and causes missed opportunities for growth. Over time, employees lose confidence in their leader.

How to overcome indecisiveness:

  • Revisit why you started your business and define three priorities to guide your decisions.
  • Create a decision-making process (such as pros/cons lists or SWOT analysis).
  • Set deadlines to avoid procrastination.
  • Delegate decision-making where appropriate to reduce your burden.
  • Build confidence by making smaller, low-risk decisions first.
  • Accept that mistakes are part of leadership—learn from them and move forward.

Final Thoughts

As you can see, many of the corrective steps apply to more than one ineffective leadership style. Each plan of corrective action involves building relationships and trust with your employees. Whether you are a small business owner or a team leader within a company, your employees are your greatest assets. Treat your employees with respect and build their confidence so that they will partner with you to accomplish the goals of your company.

This blog concludes our leadership series, where we’ve explored both effective and ineffective leadership styles. Over the past several weeks, we’ve looked at transformational, servant, and coaching leadership—styles that inspire, guide, and empower employees. We’ve also examined the challenges of leading different generations in the workplace. Now, by addressing ineffective patterns such as micromanagement, authoritarianism, passivity, and indecision, you have a full picture of what to avoid and what to strive toward. Strong leadership is not about perfection—it’s about growth, self-awareness, and a commitment to creating a culture where both you and your employees can thrive.

Serve First:  The Leadership Style That Boosts Profits

In the last few blogs, we’ve explored six effective leadership styles: servant, transformational, results-driven, hands-on, adaptive, and coaching.

While no single style works best for every employee, servant leadership consistently ranked highest across most generations of workers. Beyond boosting morale and engagement, servant leadership can also improve the bottom line. A 2023 study found that business owners who shifted to a servant leadership approach saw an increase in profits.

What Makes a Servant Leader?

Servant leaders stand out by:

  • Allowing employees to share their feelings and suggestions
  • Listening to feedback from employees, customers, and stakeholders
  • Admitting mistakes and acknowledging they don’t have all the answers
  • Recognizing the contributions of others
  • Leading with authenticity
  • Committing to personal growth and improvement
  • Building a culture of trust and safety

Jesus modeled this style of leadership, reminding His disciples:

“Whoever wants to become great among you must be your servant, and whoever wants to be first must be slave of all. For even the Son of Man did not come to be served, but to serve.”               — Mark 10:43–45

How Servant Leadership Benefits Businesses

Servant leadership doesn’t just feel good—it produces tangible results that can strengthen and grow a business:

1. Greater Employee Engagement

  • Employees feel valued, connected, and empowered in their roles
  • Engaged employees are more likely to stay, reducing costly turnover
  • Lower turnover = reduced hiring/training expenses = higher profits

2. Stronger Customer Relationships

  • Servant leaders prioritize customer needs and resolve issues quickly
  • Genuine care builds loyalty and trust
  • Better service and stronger relationships = repeat customers = higher revenues

3. More Innovation and Adaptability

  • Employees feel safe suggesting improvements and new ideas
  • A culture of trust encourages flexibility and openness to change
  • Increased efficiency and adaptability = happier customers = higher profits

4. Ethical Business Practices

  • Servant leaders model integrity in all dealings
  • Customers, employees, and partners are more likely to trust the business
  • Strong partnerships and customer loyalty = sustainable growth

5. Inspires Employees with a Sense of Purpose

  • Employees who believe in the mission bring passion and energy to their work
  • Purpose-driven employees are more productive and efficient
  • Greater productivity = lower costs = stronger profitability

Final Thoughts

Practicing servant leadership fosters a culture of trust, respect, and collaboration. These qualities not only make the workplace more positive but also contribute to long-term profitability.

The apostle Paul captured this spirit well:

“Do nothing out of selfish ambition or vain conceit. Rather, in humility value others above yourselves, not looking to your own interests but each of you to the interests of the others.” — Philippians 2:3–4 (NIV)

When business owners choose to serve first, both people and profits thrive.

Effective Leadership Styles: Which One Fits You Best?

As a business owner, your leadership style sets the tone for your company culture, employee morale, and ultimately your success. Some leaders lean toward an authoritarian approach—my way or the highway—while others avoid leading altogether, trying instead to be everyone’s friend. Neither of these extremes typically result in strong or sustainable leadership.

In this blog, we’ll take a look at six effective leadership styles that can help you build a healthier business and a stronger team.

Servant Leaders: Leading with Empathy

Servant leaders put the needs of others ahead of their own. A defining trait of this leadership style is the intentional consideration of how business decisions affect employees. Policies are designed to improve—not complicate—the lives of those who work for them.

A small business owner who embraces servant leadership strives to grow both the company and the people within it. He works to balance the needs of the business with the family lives of his employees, cultivating loyalty and a strong team culture.

Servant leaders are characterized by:

  • Empathy and understanding
  • Selflessness in decision-making
  • A focus on empowering employees

Transformational Leaders: Inspiring Growth and Innovation

A transformational leader seeks to improve and evolve the business. This often includes changing the workplace culture, streamlining processes, or introducing innovation. These leaders share their vision with their team and motivate them to work toward it.

A small business owner with a transformational mindset listens to employees and values their input. He encourages adaptability and embraces change as a path to improvement.

Transformational leaders are characterized by:

  • A compelling vision for the future
  • Motivation and inspiration
  • A willingness to lead through change

Hands-On Leaders: Leading by Example

Hands-on leaders work closely with their employees and understand the day-to-day operations of the business. This leadership style is especially common (and often necessary) in the early stages of a company.

A hands-on owner models a strong work ethic and sets the standard for professionalism, service, and dedication.

Hands-on leaders are characterized by:

  • Deep operational knowledge
  • High involvement in daily tasks
  • Strong modeling of company values

Results-Oriented Leaders: Focused on the Bottom Line

Results-oriented leaders are driven by clear goals—such as hitting sales targets or maintaining profit margins. These leaders value data, use measurable benchmarks to evaluate performance, and hold employees accountable.

They are highly effective at creating systems that lead to tangible success. Everyone on the team knows what is expected and how they contribute to the bigger picture.

Results-oriented leaders are characterized by:

  • Clear performance goals and expectations
  • Regular feedback and evaluation
  • Recognition of high achievers

Adaptive Leaders: Thriving Through Change

Adaptive leaders are flexible and responsive to shifting business environments. They stay informed about industry trends, pivot when needed, and encourage feedback from employees.

An adaptive leader views change not as a disruption but as an opportunity for innovation. He learns from failures and stays focused on long-term goals.

Adaptive leaders are characterized by:

  • Responsiveness to change and feedback
  • Strategic decision-making
  • A willingness to evolve with the market

Coaching Leaders: Mentoring for Growth

A coaching leader sees employees not just as workers but as people with potential. This leadership style focuses on developing individual strengths and long-term growth.

A business owner who leads this way invests time in understanding his team. He provides thoughtful feedback, encourages problem-solving, and builds strong relationships based on trust.

Coaching leaders are characterized by:

  • Prioritizing employee development
  • Constructive, two-way feedback
  • Trust-building and mentoring

Which Style Fits You?

Each of these leadership styles can be effective—but not every style will feel natural to every business owner. If you’re naturally task-oriented, you may gravitate toward being a results-oriented leader. If you’re more people-focused, servant, coaching, transformational, or hands-on leadership may feel more authentic. Adaptive leaders often strike a balance between both.

Want help identifying your natural leadership strengths? Try one of these free personality assessments:

Each test takes about ten minutes and can provide valuable insight to help you lead more confidently and effectively.

Coming up next: In my next blog, we’ll discuss how different generations of employees respond to different leadership styles—and how you can adjust your approach to lead them well.

A Guide for Small Business Owners: Finding Peace Without Losing Your Drive

A friend commented recently that one of his children had been so content as a young man, he worried it might keep him from achieving all that God intended for him in life.

Contentment—being at peace and satisfied with one’s station—is a valuable quality. People who are content tend to experience lower stress levels and a deeper appreciation for daily life. The apostle Paul modeled this beautifully, writing:

“I have learned in whatever state I am, to be content.”
— Philippians 4:11 (KJV)

But while contentment is healthy, it can become a drawback if it leads to complacency. A person who is too content may neglect personal development, avoid pursuing opportunities, or settle for less than their best. For a small business owner, this might mean missing out on ways to better serve customers, grow the business, or create jobs.

Conversely, unchecked ambition can be equally harmful. The Bible warns against selfish ambition:

“For where you have envy and selfish ambition, there you find disorder and every evil practice.”
— James 3:16 (NIV)

The key is finding a healthy balance—striving to improve your business while maintaining contentment in the journey and integrity in your methods.

How to Balance Contentment and Ambition in Your Business

If you’re a small business owner, it’s important to regularly evaluate your goals, values, and ambitions to ensure they align with your faith, lifestyle, and vision. Here’s a practical process to help you balance ambition with contentment:

1. Reflect on Your Personal and Business Goals

Before you can decide how much to grow your business, be clear about what you want from it. Consider:

  • Do you want to work as a solopreneur, generating income through your own skills without managing employees?
  • Does your business idea require more labor than you can handle alone?
  • Do you want to create jobs and provide reliable income for others?
  • How many hours per week are you willing to work?
  • What type of schedule would you like to maintain?

Example:
If you value evenings and weekends off, a manufacturing or professional service business might suit you better than a restaurant, retail shop, or entertainment business.

2. Define Your Financial Needs

Understand how much income you need to meet your personal and family obligations. Your financial goals will shape your business structure:

  • As a solopreneur, your income depends solely on your labor and the rates you charge.
  • As an employer, your income potential grows with employee productivity and overall business revenue.

3. Develop a Business Plan That Reflects Your Priorities

Once your goals are clear, develop a plan that honors those objectives.

  • Choose your legal structure.
  • Launch your marketing strategy.
  • Build your customer base through personal connections and word-of-mouth.

Remember: The startup phase is typically slow—be patient as customers become aware of your business.

4. Regularly Assess Your Growth and Contentment

Periodically evaluate whether you’re satisfied with your business’s size, revenue, and operations.

Questions to consider:

  • Are you content with your current workload and income?
    • Has demand exceeded your capacity? If so, would you prefer to turn away work or hire help and grow your business?
  • Would expanding your hours, services, or product lines serve your goals—or cause unnecessary stress?
  • Is maintaining your current size better aligned with your personal and family priorities?

There’s no wrong answer—what matters is that your decisions reflect thoughtful, prayerful discernment.

5. Avoid Complacency While Maintaining Contentment

Even if you’re satisfied with your business size, remain proactive:

  • Monitor industry trends and customer preferences.
  • Stay current with new technologies that improve efficiency.
  • Review your offerings to meet evolving customer needs.
  • Keep your physical space welcoming and well-maintained.
  • Stay compliant with legal and regulatory changes.
  • Invest in employee development through training and advancement opportunities.

Final Thoughts

Business ownership can bring both financial rewards and personal fulfillment when managed wisely. But it can also lead to stress and dissatisfaction if you chase goals that don’t align with your values or allow others to pressure you into expanding beyond your comfort zone.

Strive to operate a business that honors your definition of success, serves others well, and allows you to live with contentment and integrity. In doing so, you’ll find a healthy, God-honoring balance between ambition and peace.

📢 I’d love to hear from you!

How have you balanced contentment and ambition in your business? What decisions helped you stay true to your values while pursuing growth? Share your thoughts in the comments!

Small Business Owners: Free Up Your Time and Boost Profits with a Virtual Assistant

The demands of running a business are endless. As a small business owner, you’re responsible for overseeing daily operations, managing employees, handling financials, filing taxes, networking, planning marketing campaigns, making growth decisions—and that’s just the start.

It’s no surprise that many entrepreneurs experience stress and overwhelm.

One proven way to lighten the load is by outsourcing tasks that either fall outside your comfort zone or don’t require your direct decision-making. A virtual assistant (VA) can be an affordable, flexible solution to help you manage your workload while allowing you to focus on growing your business.

Tasks Commonly Outsourced to Virtual Assistants

Start by identifying which responsibilities you’re comfortable handing off. Many small business owners delegate tasks in the following areas:

Marketing Tasks

  • Creating ads and promotions for traditional marketing outlets
  • Developing content for social media platforms
  • Responding to comments and messages on social media
  • Creating and maintaining a marketing calendar
  • Graphic design and video editing

Administrative & Back-Office Tasks

  • Data entry
  • Scheduling appointments and meetings
  • Replying to customer inquiries and messages
  • Invoicing and recording payments
  • Paying bills

Bookkeeping Tasks

  • Recording daily transactions
  • Payroll processing
  • Reconciling bank statements
  • Maintaining ledgers
  • Filing insurance claims

Financial Reporting Tasks

  • Filing quarterly and annual payroll reports
  • Filing monthly sales tax reports
  • Running monthly profit and loss statements
  • Developing cash flow analyses

Technical & Web Support Tasks

  • Developing and maintaining your website
  • Updating site links and plugins
  • Providing IT support
  • Overseeing cybersecurity

How to Hire a Virtual Assistant

If you’ve decided a virtual assistant might be right for you, follow these steps to get started:

1. Identify Tasks to Outsource
Make a list of the duties you’d like a virtual assistant to handle.

2. Estimate Time Requirements
Determine how many hours per week these tasks will require.

3. Research Pay Rates
Check the going rates for the type of work you need in both the U.S. and international markets.

4. Evaluate Your Budget
Decide what you can afford. If needed, prioritize only your most time-consuming or uncomfortable tasks.

5. Create a Job Description
Be clear about responsibilities and required skills—such as bookkeeping certification, social media experience, or website management. If hiring internationally, specify proficiency in English.

6. Search for Candidates
You can find virtual assistants through:

  • Freelance platforms (Fiverr, Freelancer, Upwork)
  • Virtual assistant services (Zirtual, Time etc., Belay)
  • Referrals from your professional network

7. Screen and Interview Applicants
Look for:

  • Relevant work experience
  • Strong communication skills
  • Proven reliability and time management
  • Positive references
  • Optional: assign a short test task

8. Onboard Your VA

  • Set clear expectations for tasks and deadlines
  • Use affordable project management tools like Monday.com, ClickUp, or Teamwork.com
  • Provide regular feedback and encouragement

Final Thoughts

If you find the right virtual assistant and outsource the tasks that take the most time or cause the most stress, your workload — and stress level — can be reduced significantly. More importantly, you’ll free up valuable time to focus on the aspects of your business that only you can do.

While hiring a virtual assistant does require an investment, it can pay for itself in several ways. For example:

  • A skilled virtual assistant managing your social media accounts can increase engagement and attract new clients.
  • Delegating routine administrative or bookkeeping tasks frees you to spend more time meeting with clients, networking, or developing new services.
  • An assistant handling website updates or email responses ensures customers receive timely attention, which can improve customer satisfaction and lead to repeat business.

When you use your reclaimed time to focus on revenue-generating activities, your business can become more profitable — turning your virtual assistant from an expense into an investment.

If you’ve ever hired a virtual assistant, I’d love to hear your insights and advice in the comments!

Helping Employees Build Financial Security: A Guide to Employee Emergency Savings Accounts

As a small business owner, you have an opportunity to support your employees’ financial well-being in meaningful ways — and it doesn’t have to strain your budget. One increasingly popular option is offering an Employee Emergency Savings Account (ESA).

These accounts gained attention following the passage of the SECURE 2.0 Act in 2022, which updated retirement legislation and introduced Pension-Linked Emergency Savings Accounts (PLESAs).

PLESAs are simple to implement, require no employer contributions, and give employees a practical way to save for financial emergencies without tapping into their retirement funds.

What Is a Pension-Linked Emergency Savings Account (PLESA)?

A PLESA is a savings option tied to an existing retirement plan, such as a 401(k), allowing employees to automatically set aside money for emergencies via payroll deductions.

The key benefits include:

  1. Reduced employee financial stress
  2. Improved financial wellness
  3. Better employee retention and engagement

Employees can access these savings when unexpected expenses arise — without penalties or complicated processes.

Key Features and Requirements

Here’s a quick overview of how PLESAs work:

  1. Eligibility: Available to employees earning less than $160,000 in 2024 (classified as non-highly compensated for 2025).
  2. Contribution Limits: Maximum annual contribution is 3% of an employee’s pay, up to $2,500 per year.Contributions are made with after-tax dollars and held in a Roth IRA within the retirement plan.
  3. Withdrawals: Can be made at any time, penalty-free.
  4. Employer Contributions: Optional. If offered, employer matches must go into the employee’s main retirement account, not the PLESA.

Appropriate Uses for PLESA Funds

While there are no legal restrictions on how PLESA funds are used, the intended purpose is to help cover genuine financial emergencies, such as:

  • Medical bills
    • Car repairs
    • Emergency home repairs
    • Temporary loss of income
    • Essential living expenses during hardship

Employees should be encouraged to avoid using these funds for vacations, investments, or routine bills that should be part of a regular budget.

How to Set Up a PLESA for Your Business

If you’re interested in offering this valuable benefit, follow these steps:

  1. Confirm your retirement plan provider supports PLESAs. Contact your plan administrator to discuss setup, automatic enrollment, sub-account creation, and tracking procedures.
  2. Implement automatic enrollment, with an opt-out option.
  3. Clearly communicate program details to employees. Explain how it works, contribution limits, withdrawal procedures, and opt-in/opt-out options.
  4. Offer financial wellness education. Provide resources and workshops to help employees build money management skills.
  5. Track contributions and withdrawals for accurate reporting.

Final Thoughts

Providing your employees with tools for financial security is one of the most meaningful ways you can care for your team. Establishing a Pension-Linked Emergency Savings Account plan takes some effort but requires no employer funding — and the benefits to employee morale, wellness, and retention are significant.

If you have the means to offer a PLESA, I encourage you to explore it. Helping your team be financially prepared for life’s unexpected challenges isn’t just good for them — it’s good for your business too.

Motivate and Retain: How Incentives and Appreciation Build a Stronger Team

Your business is only as strong as the people behind it. Great employees drive growth, innovation, and profitability — and it’s essential to ensure your team feels valued and recognized. Two powerful tools for fostering this kind of positive workplace culture are incentives and appreciation.

Incentives vs. Appreciation

While often related, incentives and appreciation serve different purposes in the workplace:

  • Incentives are performance-based motivators. They encourage employees to meet specific goals by offering a reward when those goals are achieved.
  • Appreciation is an expression of thanks — recognizing and valuing your team’s efforts, regardless of outcomes.

The two often go hand in hand. For example, a sales team might be incentivized to reach a target by the promise of a bonus. When the goal is met, a manager can express sincere appreciation, publicly acknowledging the team’s hard work while announcing the earned incentive.

Designing Effective Incentives

Incentives can take many forms:

  • Financial: bonuses, raises, or gift cards
  • Non-financial: extra time off, public recognition, or professional development opportunities
  • Individual or team-based

For incentives to be effective, they should:

  • Be viewed as a bonus, not part of regular compensation
  • Be clearly defined and achievable
  • Offer a fair opportunity for all employees to succeed

A word of caution: poorly designed incentives can have unintended consequences. Team incentives may frustrate high performers if others aren’t contributing equally, and incentives that feel like withheld compensation rather than earned rewards can lower morale.

Showing Appreciation

Expressions of appreciation don’t have to be complicated or expensive — but they should always be sincere. From a simple “thank you” to larger gestures, showing gratitude goes a long way in building trust and loyalty.

A few ideas for meaningful appreciation:

  • Handwritten notes: A personal, sincere message highlighting specific ways an employee contributes to your business can make a lasting impact.
  • Celebrate birthdays: Even a simple greeting or card makes employees feel seen. Some companies offer a paid day off on an employee’s birthday — a small gesture that leaves a big impression.
  • Acknowledge work anniversaries: Especially for significant milestones like five, ten, or twenty years.
  • Company newsletters: Recognize employees who’ve accomplished milestones, earned certifications, or led successful projects.
  • Employee appreciation celebrations: Host an event, whether it’s a formal lunch with recognition and door prizes, or a casual morning with donuts and coffee. Add decorations to distinguish it from a routine meeting and make it feel special.

I recall a thoughtful gesture from my days as a teacher: our principal asked each of us for our favorite snacks and surprised us with them during workdays. At my current job, we once had an annual employee appreciation lunch — a tradition that was replaced by an appreciated paid day off. While we enjoyed the lunches, everyone agreed the day off was even better!

Final Thoughts

Balancing performance incentives with genuine, everyday appreciation creates a workplace culture where employees feel both motivated and respected. When people know their efforts are seen, valued, and rewarded, they’re more likely to stay engaged, loyal, and invested in your business’s success.