Tag: management

4 Workplace Trends to Embrace

The last four workplace trends from our quiz highlight positive employee behaviors. These include unbossing, job crafting, career cushioning, and acting your wage.

Each trend represents steps that employees or employers can take to foster growth, balance, and long-term satisfaction at work. As a business owner or manager, understanding these trends—and encouraging them where appropriate—can help you create a positive workplace culture and retain top talent.

Unbossing

Unbossing was popularized by the CEO of Novartis to promote servant leadership and empower employees. Today, many companies use it to replace rigid hierarchies with more flexible, collaborative structures. By removing layers of middle management, employees gain more autonomy, which often leads to higher engagement, better mental health, and increased innovation.

Key benefits of unbossing include:

  • Employees decide how and when they work, with accountability tied to outcomes and deadlines—improving work-life balance and motivation.
  • Teams self-manage workflows, goals, and performance, leading to faster decision-making and greater innovation.
  • Fewer management layers reduce payroll and overhead costs.
  • Leaders act as coaches and mentors, and employees communicate directly with leadership, reducing miscommunication.

Challenges for small businesses include:

  • Owners may struggle to let go of decision-making.
  • Without clear accountability, deadlines can be missed or productivity may drop.
  • Unclear authority may stall progress when final decisions aren’t made.
  • Small teams may lack experienced leaders who understand coaching-based leadership.

How to succeed with unbossing:
Clearly define goals, implement accountability measures, and encourage transparent communication. Tools like Teams, Trello, Slack, Zoom, or Monday.com can support collaboration and alignment.

Job Crafting

Job crafting occurs when employees reshape their roles to align with their strengths, passions, and values. This can include:

  • Task crafting – taking on projects that spark interest, using new tools to improve efficiency, or delegating less enjoyable tasks.
  • Relationship crafting – working with colleagues, mentors, or clients who inspire growth.
  • Cognitive crafting – reframing how one thinks about work to make it more meaningful.

Steps to begin job crafting:

  1. Reflect on your strengths, interests, and values.
  2. Choose one specific change to improve your role.
  3. Discuss changes with your manager if they affect tasks or clients (cognitive crafting is more personal).
  4. Test the change, measure its impact, and build from small successes.

Done well, job crafting boosts fulfillment while maintaining or even increasing productivity.

Career Cushioning

Career cushioning is the practice of preparing for your next role while still employed. Think of it as career insurance. Employees who career-cushion are proactive about growth and resilience.

Key practices include:

  • Keeping your résumé and LinkedIn profile updated.
  • Building professional relationships through networking and events.
  • Staying aware of job market trends and openings.
  • Upgrading skills and learning industry developments.
  • Developing side income streams to provide stability in case of job loss.

For employers, career cushioning shouldn’t be viewed negatively. Employees who stay sharp and connected often bring new skills and perspectives that benefit their current workplace.

Act Your Wage

“Act your wage” is a workplace trend where employees set healthy boundaries by working within the scope of their responsibilities and protecting their personal time. They push back against the expectation to constantly work overtime or take on responsibilities without fair compensation.

Why it matters:

  • For employees, it protects mental health, prevents burnout, and reinforces fair boundaries.
  • For managers, it highlights the importance of fair compensation, balanced workloads, and respect for personal time.

How employers can support this:

  • Avoid assigning tasks outside an employee’s job description.
  • Ensure workloads don’t require regular overtime, and encourage use of paid time off.
  • Provide raises or promotions when adding responsibilities.

Business benefits include:

  • Fair compensation and clear expectations.
  • Reduced burnout, turnover, and disengagement.
  • Stronger morale and job satisfaction.

Final Thoughts

In today’s competitive job market, attracting and retaining strong employees is more challenging than ever. Encouraging positive workplace behaviors—like unbossing, job crafting, career cushioning, and acting your wage—creates an environment where employees feel valued, empowered, and fulfilled. Employees who know their responsibilities, are fairly compensated, and enjoy a healthy work-life balance are far more likely to stay and thrive in your organization for years to come.

Spotting Fake Productivity: A Guide for Small Business Leaders

Do you have employees who work through lunch, stay late, and still can’t seem to finish their tasks? They may be “clock botching.”

Or perhaps you’ve noticed employees doing the bare minimum to get by—often referred to as “quiet quitting.” Others may appear busy but aren’t producing meaningful results, a behavior called “task masking.” In the most severe cases, employees may be “ghostworking”—pretending to work while putting their time toward other activities.

While these behaviors aren’t new, the terms that describe them have gained attention in recent years. As I researched these patterns, I was surprised by just how many ways employees can appear busy while avoiding meaningful productivity.

For business owners and managers, recognizing these behaviors is critical. They don’t just reduce productivity—they often point to deeper problems in the workplace. Low morale, burnout, poor time management, or unclear expectations can all contribute. Identifying and addressing these behaviors is the first step toward creating a healthier, more effective work environment.

Clock Botching

Clock botching happens when an employee is on the clock but not truly engaged in their work. They may look dedicated—staying late or attending every meeting—but their output tells a different story.

Signs of clock botching include:

  • Working long hours with little to show for it
  • Stretching simple tasks over an entire day
  • Lack of engagement during meetings

This behavior is often unintentional. Employees may struggle with time management, feel burned out, or lack a sense of purpose in their work. As a manager, your role is to recognize the pattern and help them re-engage.

That may mean:

  • Having honest conversations about what’s behind the decline in productivity
  • Offering paid time off if burnout is an issue
  • Providing training or tools to improve time management
  • Setting aside time to prioritize and break down tasks together

Small changes—like using time management apps or weekly check-ins—can help employees regain focus and deliver stronger results.

Quiet Quitting

Unlike clock botching, quiet quitting is intentional. Employees complete only what is required of them—no more, no less. They may disengage from office activities, social events, or collaborative opportunities.

Common causes include:

  • Burnout
  • Dissatisfaction with pay or lack of career growth
  • Poor management or unclear expectations
  • Desire for better work-life balance

If you notice quiet quitting, start with self-reflection. Ask yourself:

  • Am I offering clear opportunities for growth?
  • Are employees fairly compensated?
  • Do I respect their personal time and boundaries?

If improvements are needed, acknowledge this and commit to change. If, however, your workplace provides fair pay, opportunities, and balance, and the employee still disengages, it may be time for them to move on.

Task Masking

Task masking is when employees look busy but produce little value. This can include shuffling papers, carrying laptops around, sitting silently in video meetings, or endlessly scrolling through emails.

Often, task masking thrives in organizations that reward “looking busy” rather than achieving outcomes. Pressure to appear productive—sometimes intensified by fears of being replaced by AI or being forced back into the office—can push employees toward this behavior.

To combat task masking, leaders should:

  • Set clear, meaningful goals tied to the company’s mission
  • Reward results, not just hours worked
  • Support flexible or hybrid schedules where possible
  • Build trust and enthusiasm through purposeful work

When employees know their contributions matter, they’re more likely to stay engaged and productive.

Ghostworking

Ghostworking takes task masking a step further. Employees not only appear busy but actively fake productivity—sometimes while job hunting, updating resumes, or browsing online.

Examples include:

  • Keeping a report open on-screen while doing personal tasks
  • Scheduling fake meetings to avoid accountability
  • Pretending to make calls while engaging in personal conversations

Research suggests 58% of U.S. workers admit to ghostworking regularly.

Ghostworking often arises when employees feel undervalued, insecure about job stability, or unhappy but unwilling to quit until they find another role.

Leaders can reduce ghostworking by:

  • Recognizing and rewarding real accomplishments
  • Building stronger engagement and connection with employees
  • Reducing workplace distractions
  • Ensuring fair compensation

When employees feel valued and connected, they’re less likely to disengage or fake their efforts.

Final Thoughts

Behaviors like clock botching, quiet quitting, task masking, and ghostworking may look like productivity issues on the surface—but often they point to deeper challenges in the workplace. Low morale, lack of recognition, poor management practices, and burnout are frequently at the root.

As a business owner or manager, your role isn’t just to spot these behaviors, but to ask why they are happening and address the cause. Clear goals, fair compensation, meaningful recognition, and a supportive environment go a long way in preventing these productivity killers. When you create a workplace where employees feel valued, motivated, and connected to your mission, true productivity—not just the appearance of it—will follow

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.

Who’s in Charge When You’re Away?: Identifying a Trusted Leader

In my last blog, I shared how important it is to develop one or more employees who can manage the business while you’re away. Whether you call them a lead employee, acting manager, or person in charge, choosing the right person matters.

When you’re away from the business, you want someone who will represent you well—someone you trust to protect and even enhance the reputation you’ve worked hard to build. That’s why I want to walk you through what I’ve learned over the years about identifying potential leaders in your workplace.

The best lead employees are reliable, trustworthy, knowledgeable, and respectful. These are the people who will give you peace of mind when you take time off—whether it’s for a vacation, family need, or just a day to recharge.

What to Look for in a Lead Employee

✅ Someone Who Is Reliable

When you’re not around, you need someone who consistently follows through and doesn’t require reminders. A reliable employee:

  • Is on time and dependable
  • Gives notice when they need to change their schedule
  • Follows your policies and procedures
  • Completes tasks correctly and on time
  • Can be trusted with tasks like ordering supplies or making bank deposits
  • Keeps their commitments and doesn’t make excuses

✅ Someone You Can Trust

You need someone who will do the right thing—even when no one’s watching. A trustworthy employee:

  • Works well without constant oversight
  • Is honest and transparent
  • Makes decisions with integrity
  • Admits mistakes and works to correct them
  • Respects your business and protects its value
  • Puts the company’s best interests first when you’re not there

✅ Someone Who Knows the Business

A qualified leader understands how the business works and how you want things done. A knowledgeable employee:

  • Understands day-to-day operations
  • Supports your business goals and works to achieve them
  • Can confidently explain products and services to customers
  • Exercises good judgment in difficult or unusual situations
  • Anticipates how you would respond and acts accordingly
  • Brings you thoughtful ideas for improvement

✅ Someone Who Is Respectful

Your lead employee should treat others with professionalism and kindness. A respectful employee:

  • Shows courtesy to customers and coworkers
  • Listens well and communicates clearly
  • Considers all perspectives before making decisions
  • Offers praise in public and correction in private
  • Maintains composure when tensions rise
  • Recognizes and appreciates their team members

Leadership Benefits Everyone

If you select and train the right people, you’ll be able to step away from your business knowing it’s in capable hands. Not only will you enjoy peace of mind and time to rest, but your lead employees will grow in their own confidence, responsibility, and job satisfaction.

Paul reminds us in Scripture,
“Now it is required that those who have been given a trust must prove faithful.” – 1 Corinthians 4:2 (NIV)

Developing trustworthy leaders within your business is one of the best investments you can make—not just for your time off, but for the future of your company.

Stepping Away from a Small Business Without Losing Control: How to Develop a Trusted Team Leader

Recent surveys show that many employees today are not interested in stepping into management roles. Instead, they prefer positions where they can contribute as individuals without supervising others. For larger firms—where multiple layers of management are essential—this creates a challenge. In response, many of these organizations are developing alternative career paths to retain talent and allow for growth without forcing people into unwanted leadership roles.

As a small business owner, you might think this trend doesn’t apply to you—especially if you currently wear all the management hats. But if you have employees, it’s vital to develop at least one who can step into a leadership role in your absence. Imagine spending a week at the beach, completely unplugged, while a capable, trusted team member handles the day-to-day responsibilities of your business.

So, how do you encourage and prepare someone to be your go-to leader?

Understand Why Employees May Avoid Management

Especially among younger workers, there is often hesitancy to move into management. Common concerns include:

  • Increased stress
  • Longer working hours
  • Interference with family or personal life
  • Strained relationships with co-workers

Understanding these concerns allows you to build a leadership development plan that reassures potential leaders and sets them up for success.

Steps to Develop a Lead Employee

Here’s a practical approach to cultivating leadership in your business:

1. Reframe the Role

  • Use the title leader instead of manager to make the role feel more approachable.
  • Emphasize that the goal is to help the business run smoothly when you’re away—not to burden the employee with unnecessary stress.

2. Define Responsibilities

  • Make a clear list of tasks the employee will be expected to handle in your absence.
  • Outline which decisions they can make independently and which ones require your input.
  • Create easy-to-follow checklists and protocols for recurring responsibilities.
  • Provide a contact file with supplier, client, employee, and emergency information.

3. Begin Delegating Gradually

Start by assigning small tasks and increasing responsibility over time. These might include:

  • Opening or closing the business
  • Handling customer questions or complaints
  • Responding to employee needs or schedule changes
  • Ordering supplies
  • Making bank deposits

4. Try a “Trial Run”

Choose a day to delegate full authority to your lead employee while you remain on-site.

  • Step back and allow them to make decisions.
  • If other employees approach you, direct them to the lead.
  • Provide feedback afterward and evaluate what went well and what needs refining.

5. Create a “Vacation Handbook”

Prepare your employee with a written guide that includes:

  • Task checklists and contact lists
  • Necessary passwords and system access
  • Emergency protocols and clear instructions on when to contact you

6. Take a Short Break First

Before your big vacation, take a day off and let the lead employee manage independently.

  • Review the experience together.
  • Answer questions that came up.
  • Clarify anything that was unclear.

7. Schedule and Take Your Vacation

Once your lead is ready, take that well-deserved time off. Trust the process, and trust your employee.

If Your Business Has Extended Hours…

If your business is open more than eight hours a day or more than five days a week, consider developing two or three lead employees. That way, they can rotate shifts and avoid burnout—ensuring full coverage without exhausting your team.

Benefits for You and Your Business

Following these steps prepares your lead employee to handle daily operations with confidence. When employees feel equipped and supported, their stress decreases and their performance improves. For you, it means peace of mind and the freedom to step away when needed—whether it’s for a vacation, family event, or simply a much-needed break.

Leadership doesn’t have to be about titles—it’s about trust, preparation, and partnership.

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.

Growing from Within: How Developing Employees Strengthens Your Business

The labor market has eased a bit over the past few years; however, many small business owners still cite hiring and retaining qualified employees as a top concern. One effective way to address this challenge is to invest in developing your current team. When employees recognize that they have opportunities for growth and advancement, they’re much more likely to stay and build a long-term career with your company.

Why Develop Employees from Within?

When you help your employees grow and develop new skills, you reduce the risks associated with external hiring. These employees already understand your company’s culture, values, and expectations. You’re also familiar with their strengths and areas for improvement, making it easier to place them in roles where they can thrive.

Developing your team sends a strong message to your staff that you value them and are invested in their futures. Over time, this can lead to lower turnover rates, higher job satisfaction, and reduced HR costs. Plus, it ensures that valuable institutional knowledge stays within your organization.

How to Identify Employees with Growth Potential

A key part of employee development is identifying those who have both the desire and the potential to grow. Here are a few questions to help you spot employees who may be ready for advancement:

  • Does the employee take advantage of optional training opportunities?
  • Do they ask for feedback after completing assignments?
  • Are they willing to volunteer for projects that stretch their abilities?
  • Do they embrace challenges with a positive attitude?
  • Do they encourage and support their coworkers’ growth?

If the answer to most of these questions is yes, you may have a great candidate for further development.

Steps to Develop and Retain Quality Employees

Once you’ve identified potential leaders within your organization, consider the following steps to help them grow:

  1. Discuss Career Goals
    Have an honest conversation about their long-term goals and whether they see a future with your company.
  2. Outline Growth Paths
    Show them what different advancement paths might look like and what skills or assignments they’ll need to get there.
  3. Provide Learning Opportunities
    Offer on-the-job training, mentorship, classes, certifications, or cross-training in different departments.
  4. Set SMART Goals
    Help them create Specific, Measurable, Attainable, Relevant, and Time-bound goals that lead to expanded duties and promotions.
  5. Keep It Flexible
    Reassure employees that it’s okay to adjust their career path over time to better align with their skills and interests.
  6. Offer Consistent Feedback
    Regularly review their progress, offer constructive feedback, and ask how they feel about their growth and workload.

Final Thoughts

Retaining quality employees by providing opportunities for advancement is a win-win for both your team and your business. Employees feel valued, motivated, and loyal—and your business benefits from experienced, engaged staff.

Take a moment to reflect on your current employee development efforts and ask yourself, “How can we improve our processes to better support and retain top talent?” Small, intentional steps now can lead to stronger, more capable teams in the future.

How to Retain Employees: Effective Strategies for Small Business Owners

Hiring employees is a significant investment for any small business. The hiring process can be time-consuming and costly, and often, the largest expense during onboarding is employee training. During this stage, business owners or supervisors spend a lot of time training new hires, which can initially feel like a drain on resources. But this is temporary.

In a short period, your new employee will become comfortable with their responsibilities and will start contributing to the growth of your business. However, the real challenge begins when an employee leaves shortly after being trained. That’s why employee retention should be a priority for your business.

Retaining employees not only saves you time and money, but it also helps to build a more experienced and cohesive team. In this post, we’ll explore several employee retention strategies that will help you create a workplace environment where employees feel valued and motivated to stay long-term.

1. Offer Competitive Compensation

It’s no secret that compensation plays a critical role in employee satisfaction. If your employees feel they are being fairly compensated for the work they do, they’re less likely to seek employment elsewhere. Research what constitutes a fair wage for the roles in your industry and location, and offer salaries that reflect this.

2. Create a Supportive Work Environment

Employees who feel respected and valued are more likely to stay with your company. A supportive work environment encourages open communication, respect, and collaboration. Allow your employees to make mistakes as they learn, actively listen to their feedback, and encourage them to take on new challenges. When your team feels supported, they’ll be more loyal and motivated to grow with your business.

3. Provide Adequate Training and Development

One of the most important factors in employee retention is ensuring that new hires are properly trained. A lack of training can lead to confusion, frustration, and burnout. By creating a clear training plan and offering ongoing learning opportunities, you’ll set your employees up for success. In addition, showing an interest in their professional development helps employees feel valued and invested in their roles.

4. Offer Flexible Work Arrangements

Flexibility can be a key factor in employee satisfaction and retention, especially for employees with changing family dynamics or personal commitments. Depending on your business structure, offering remote work options or flexible hours can make a big difference. By being adaptable to your employees’ needs, you can increase job satisfaction and keep talented workers on your team for longer.

5. Tailor Benefits to Your Employees’ Needs

One-size-fits-all benefits packages often fall short of meeting employees’ expectations. Some employees may prioritize health insurance, while others might prefer additional paid time off. As a small business, you might not be able to offer every benefit under the sun, but you can still provide value in creative ways. For example, consider offering paid days off for special occasions like birthdays or holidays, perks like snacks or coffee, or discounts on your products or services.

6. Understand What Motivates Your Employees

To keep your team engaged and motivated, it’s crucial to understand what drives each individual. Some employees are motivated by financial rewards, while others appreciate recognition or opportunities for growth. Common employee incentives include:

  • Cash bonuses
  • Gift certificates for services like meals or massages
  • Extra paid time off
  • Recognition programs, such as Employee of the Month
  • Professional development opportunities, like attending conferences

By aligning your rewards with your employees’ preferences, you can increase motivation and employee retention.

Conclusion: The Key to Long-Term Success

Retaining employees is one of the most important aspects of building a strong, successful small business. By offering competitive compensation, creating a supportive environment, providing adequate training, offering flexible work options, and tailoring benefits to individual needs, you can create a workplace where employees feel valued and eager to stay for the long term.

Remember: Employee retention isn’t just about paying well—it’s about creating a positive workplace culture where employees feel respected, supported, and motivated to grow alongside your business.