HireMyVA Podcast

HireMyVA Podcast 146- Importance of Employee Benefits and What to Offer

Listen To The Audio

Watch The Video

Episode Summary

True Rockstars want to work with other Rockstars because they want to accomplishing something great AND improve themselves.

Let’s talk about the importance of employee (team member) benefits first. Having great benefits allows your to do the following:
- Attract RockStar team members
- Keep those same team members
- Help them avoid burnout
- Keep them educated and (hopefully) advancing their careers
- Help them to do their jobs the best they can
- Lower absenteeism

As business owners, we must take care of our team members because in a way, they will also take care of us, as well as our business.

RESOURCES
========================
Looking for bite-size nuggets of learning for leaders and high-achievers? Go to
https://yoogozi.com/

Learn more about our course and community, and our White Glove Service:
https://hiremyva.com

Need a website you can be proud of? Let us help you.
https://prowebsitecreators.com

Looking for a business mentor that will surely propel you to success? Check out Larry's site.
https://larrybroughton.me

Learn more about Larry Broughton
========================
Website: https://larrybroughton.me
Instagram: https://bit.ly/3vXPEoT
LinkedIn: https://bit.ly/3pIXjq8
Facebook: https://bit.ly/3pKVxEU

Learn more about Dave Braun
========================
Website: https://prowebsitecreators.com/about
LinkedIn: https://bit.ly/3EpvoQe

#HireMyVA
#VirtualAssistant
#Recession
#TeamMemberBenefits

Episode Transcription

Dave Braun
00:00:00
Hello, everybody. Welcome to the HireMyVA Team and Business Building Podcast brought to you by Yoogozi.com. In this podcast and at HireMyVA, we help you to reclaim your freedom through hiring and thriving with Virtual Assistants without breaking the bank. And of course that means your bank. And I’m Dave Braun, I’m here with Larry Broughton. Larry, a great friend, and business partner with Yoogozi and HireMyVA, we are just making a difference and rocking it together. Having a lot of fun. What is happening?

Larry Broughton
00:00:33
Hello, handsome Dave. How are you?

Dave Braun
00:00:36
Doing well. Hey, I just got a haircut yesterday.

Larry Broughton
00:00:38
You’re very fancy. Hey, it was fun hanging out with you last Wednesday.

Dave Braun
00:00:48
Oh yeah.

Larry Broughton
00:00:48
With you and the guys went to dinner and had a great conversation and went to go see Maverick. That was some good bonding time.

Dave Braun
00:00:57
Oh yeah. It was fun. The movie was awesome. But when we got together ahead of time for an hour for dinner, that was like—

Larry Broughton
00:01:04
That was awesome.

Dave Braun
00:01:05
That was the best. We are blessed to have each other in our lives. But, one thing that we have talked about is it takes effort. All of us, it takes a little bit of effort and commitment. We gotta show up and—

Larry Broughton
00:01:17
Well, it’s kind of, one of the rules in life is you have to live life with intentionality. When you say, okay, and every Wednesday we’re doing this, you know, rain or shine, then we do it.

Dave Braun
00:01:30
Yep. And we do it.

Larry Broughton
00:01:31
And makes it a priority for sure.

Dave Braun
00:01:33
We do. Well, we’ve got a great question. I’ll just leave it at that.

Larry Broughton
00:01:42
All right. What is it? What’s our question this week, Dave?

Dave Braun
00:01:44
All right. So what are some good benefits for a team member for me to consider?

Larry Broughton
00:01:51
Say it one more time.

Dave Braun
00:01:52
What are some good benefits…

Larry Broughton
00:01:55
Oh…

Dave Braun
00:01:55
…for a team member. We use team member, not employee, but what are some good benefits for a team member for me to consider?

Larry Broughton
00:02:02
So, what benefits should I offer team members to get ’em on my team, basically? Is that you’re saying, or that—

Dave Braun
00:02:08
Kinda like, what are the top benefits? What are some of the top things that we can do as business owners or entrepreneurs or whatever, head of HR or CSU executives, what can we push for?

Larry Broughton
00:02:23
It’s funny, over the decades, these changed. And some people are gonna think, I’m always trying to skirt these topics, but generally I have to start with, it depends.

Dave Braun
00:02:39
The attorney in you is coming out.

Larry Broughton
00:02:41
Well, because the thing is here, what we gotta keep in mind is that not everyone’s situation is the same. Economic conditions are going to change. When cash is flowing, when investment is easy, then it’s different. Like when my father who has passed away. He was a depression-era, baby born in 1925, and served in world war II. Loyalty and staying with a company for 30 years was very important to folks back then. Just having the stability, you can count on that paycheck. That’s not the same as it is today.

Dave Braun
00:03:27
And as companies have not have, I mean, we don’t have pensions anymore. The companies that we we work with. So there’s not that incentive. The loyalty to people hasn’t been there as much from the companies. Because our global economy just can’t hardly do that anymore.

Larry Broughton
00:03:43
Yeah. Right. And most surveys show that people would prefer getting a sense of meaning from their work. So that’s really important. But maybe what we ought to start with Dave is like, why the heck does this even matter? Then we can kind of jump into what are some actual benefits.

Dave Braun
00:04:01
Yeah. And I love how you say it depends because it does depend, especially if you are hiring somebody from a different country or a culture because it’s a little bit different if you’re hiring folks like with what we do with HireMyVA, people from the Philippines, what they want, versus what somebody from the, maybe the United States may want.

Larry Broughton
00:04:21
Yeah. For sure. So having decent benefits does a bunch of things. It helps you attract Rockstar Team members. Word gets out on the street. There are online services now like Glassdoor, for instance, where people can go on and say, okay, well what is this company offer for benefits? What’s it like to really work there? So it does attract other folks or repels depending on how good or how bad your benefits are. Right?

Dave Braun
00:04:54
Yeah. I think about my son, Brian, he’s a Rockstar. I mean, you know him well.

Larry Broughton
00:05:00
Yes, he is.

Dave Braun
00:05:01
And when he’s been searching for new positions, he looks at the position and the profile and all that kind of stuff, which is important. But at some point he’s gonna go whoop to the benefits because he has a son and a wife and a mortgage.

Larry Broughton
00:05:16
And that’s one of the depends. It depends on where are you in your life cycle? Where’s your average team member in their life cycle? Because if you are a workforce of, let’s say mostly teenagers and there are, think about the fast food industry, for instance. At least when I was a kid or working there, the benefits were different then. Then it might be if you’re working for somebody where you’ve got a team of professionals and executives. But I do think we ought offer some tips once we kind of go through like, why else is this important? Well being flexible and modifying benefits from time to time as economic conditions and your workforce changes is important to do. It does help you keep team members in place, for sure. Why else is this important, Dave? There’s gotta be other reasons. Benefits help lower absenteeism.

Dave Braun
00:06:17
Sure.

Larry Broughton
00:06:18
People’s not showing up for work. Right?

Dave Braun
00:06:20
Helps them stay healthy, and avoid burnout, those kind of things.

Larry Broughton
00:06:25
Yeah. Helps them—depending on the benefits. I refer to this oftentimes to state American workforce survey, what they found that professional development is really important to folks, so that will be a benefit. But I think offering good benefits helps them grow your team members, which helps you grow as an organization. So there are a bunch of reasons why to do this.

Dave Braun
00:06:56
Yeah. Absolutely. Well maybe we get into a couple of really important tips. I mean, it’s easy to find there’s—I mean, there’s a bunch of tips we’ve gathered like dozens and dozens of these over the course of the years of working with our mastermind, and people have been in our mastermind, talking to other business owners, talking to team members, what they want. But I think one of the things that we could really serve our listeners really well is if we give some quick insights and some really important tips that are maybe secrets that really known too much by others or practiced by others that have worked really well. What do you think about that?

Larry Broughton
00:07:42
I think it’s a great idea. And one place to start, I think, is create an environment in your business and getting intentional, like we referred to earlier, about always be looking for Rockstars. They are out there. What’s that?

Dave Braun
00:08:00
ABR, right?

Larry Broughton
00:08:01
Yes. I think that’s —Dave’s always looking for acronyms, my friends. Yeah.

Dave Braun
00:08:08
AVLR.

Larry Broughton
00:08:08
Yeah. Always be looking. Yeah. Well, AVRFT, I don’t know, whatever. Always be looking for Rockstar wherever you go. I was out to dinner with a friend last night and it was at a new restaurant, they’d only been open for a few weeks. It wasn’t really busy when we first got there, but there was me and a friend sitting in the corner, two tables over was a couple that was clearly there on a date. So it’s kind of romantic. They were trying to have this romantic thing. But this woman comes up and her energy, her eye contact, even though she was wearing a mask, it was LA county. Her energy just kind of was popping. And I was having banter with my friend there and she kind of picked up on that. You know, we were joking around with each other and picking on each other. And so she kind of—and then we were kind of picking on her a little bit because we could see like, she’ll play along here. She kind of gave us the same energy back.

Larry Broughton
00:09:12
Whenever she’d come to our table, her tone would change. Her energy would change from when she was dealing with the romantic couple next door. If she took the energy, she was dealing with us over to that romantic couple or she brought that romantic energy over, it would’ve been weird, right? And so I started watching her on all the table and I said to my friend, I said, dang, if I ever open up another restaurant or hotel here in LA, I’m gonna come back and try to hire this woman away. She is so good. It wasn’t a professional meeting that I was out at last night, but I’m always looking for potential Rockstar. And I think that we need to do that. And in your organization, you ought to set that culture as well.

Larry Broughton
00:09:58
Because once we realize that if we are hiring for motivation, integrity, and capacity, first, we’ve talked about this in previous podcasts, look for motivation, integrity, and capacity before you ever look for the experience, because you can train them on everything else. If you see somebody who’s got that, bring them into your organization because everyone wants to be on a winning team. So if you got a team of Rockstar and you start bringing in low performers, you’re gonna like—everyone’s gonna be bummed out by that. So I think we should start with that.

Dave Braun
01:10:30
Yeah. I think those are good. You know, reminds me of, you know, as we’ve talked about another podcast, I always compare stuff to sports and think about, if you are building a championship team, you want to bring in definitely Rockstar with the right attitude. If you bring in somebody to your team that people are like, he can’t hit, he can’t throw, he doesn’t work hard. I mean that’s a de-motivating thing to have for the rest of your team members. So, if you have Rockstar on your team, they wanna work with other Rockstar because they’re looking to go somewhere wherever you are wanting to go as an organization. And I think that leads to one of the most important tips as well that we emphasize in our programs, but it’s just not emphasized out there. I mean, when we’re doing our White Glove service and HireMyVA, several other folks don’t have anything like the tip of that we’re gonna give you is the vision, mission and core values. They don’t have those things.

Larry Broughton
01:11:35
And what’s sad about this, Dave is you’re talking about, these team members and Rockstar, and Rockstar want more Rockstar. That is a benefit. We as business owners need to be thinking about that because there are a lot of businesses out there where there is this oppressive, dark mediocrity, it’s acceptable culture. And that is not a benefit, that is a detriment. And Rockstar will go elsewhere. And I forget who it is that talks about that. A lot of folks do, a lot of these top gurus talks about that culture is king. It is really important. And again, it depends, but culture is very important. And culture looks like it’s different for different organizations. Someone, a very fun, upbeat, positive, lighthearted atmosphere and that’s the culture. Others are a little bit more analytical and supportive. I mean, analytical and scientific is the word that’s coming to mind.

Larry Broughton
01:12:31
Like I’m thinking about a lab, for instance. If you’re working in a science lab, you’re probably not gonna be one where you see be beach balls bouncing around, and a lot of smoking and joking. However, that environment, that atmosphere can be a benefit. I’m really getting into Alignable lately. And you have been as well, Dave. And if you folks have not found Alignable, I really encourage you to go over to Alignable and get your business on there. And it’s not a social media platform. I don’t want you to get confused that this is a social media platform. This is a small business owner’s networking platform and it’s business owners helping business owners. And there is a group on there that I’m in and people were asking the question, it’s basically a similar question, but they say, what are the top three benefits?

Larry Broughton
01:13:23
And so I got into a discussion with folks on there. And a lot of people were starting out talking about, high compensation packages, like paying people a lot, paying people over market rates. And it’s like, and I had to bite my tongue at first. I said, I gotta get into the mix here because many, many, many studies have shown that you can pay people 30% over market rates. But if it’s a crappy work environment, productivity still plummets. Pay is not a primary motivator. It is an important thing. Paying people fairly, paying people, and incentivizing people for performance is really important. But if you don’t have this stuff that we’re talking about earlier, Rockstars working with Rockstars, having appropriate work environment, and having appropriate culture, pay doesn’t really matter. Now, I’m a big believer in compensating people fairly. Compensating them well when you can, but that’s a seasonality thing as well. I don’t mean like fall and winter, I mean economic seasonality either. There may be times when you can bonus people and there may be times when you can’t, that’s the reality of business ownership, right?

Dave Braun
01:14:40
Yeah. I think, anything in business, if you’re trying to compete on price, if you think that is like the number one thing, you’re gonna be in trouble long term, because if you’re competing so much on price, if you’re hiring people, you’re gonna always have to raise the bar, raise your price. Like you said, if you have a stinky culture, you’re just gonna get people who are there for the money and you have to pay ’em more, but they’re not gonna be as productive like you talked about. But then, if you’re off on a product and you’re going down, trying to be the low-price leader, man, that’s a tough, tough place to be.

Larry Broughton
01:15:15
Low-priced leaders rarely win.

Dave Braun
01:15:18
Yeah. It’s really tough.

Larry Broughton
01:15:22
Well, on this culture thing, what I would encourage folks to do when you’re posting your position profiles or you’re out there looking, or you’re trying to actively recruit by talking to people on the street when you see somebody like when I do get a new restaurant or hotel in LA and I go back and talk to this team member, I’m gonna be talking about what the culture of the organization is first. So in your position profile or your want ad or whatever they call it nowadays on indeed or any of these other forums, talk about your culture as a benefit. I think that’d be really important. And additionally, I would say what’s the growth opportunity? What kind of cross training and professional development are you gonna offer? Those are real benefits. Again, most people leave their jobs because they feel like they’re not being professionally developed actively. Let people know, here’s what a growth plan could look like, or here are the training programs we offer, or here’s the tuition assistance programs that we offer or tuition reimbursement that you offer. That I think would be really powerful if you wanna track Rockstar team members.

Dave Braun
01:16:31
And I think another thing that gets overlooked is the enthusiasm that you as the CEO have for the business. I mean, this is part of setting up your culture. I mean, you gotta start watching your attitude, how you are talking to your team members, not just being positive and negative. That’s not what I’m talking about. I’m talking about like coming in with energy and enthusiasm and excitement for what you’re trying to accomplish. So that relates again back to your vision, you gotta create something that you’re excited about. If you are excited about it, you’ll attract other people that will be excited about it as well.

Larry Broughton
01:17:14
Well. Yeah. I totally agree. Dave, you’ve worked in the big corporate arena and now for the last almost decade, you’ve been working in the entrepreneurial coaching space and you’ve worked with a bunch of solo entrepreneurs and startups and through our HireMyVA— White Glove program, you’ve seen a variety. What are your thoughts, what are you seeing about what people would categorize as health insurance, those types of benefits? Wha are your thoughts on that?

Dave Braun
01:17:47
Well,

Larry Broughton
01:17:48
What’s the value that should be placed in that area?

Dave Braun
01:17:51
Well, the value is definitely there, but I think it’s one of those things where it’s kind of like, depending upon what the benefit is, but as far as a health benefit, I think it’s like one of those barrier things almost like pay, you have to be good enough in those areas so that people won’t look at that as a detriment and want to go work somewhere else. Because you can always pay some for your health benefits and stuff. But like you said, it depends, if you have the family leave stuff. Well, if you’re a single and just wanna start making your way in the corporate world, that’s not a big thing for you, but if you’re married, like my son, with a kid and everything, it’s gonna be a big deal.

Dave Braun
01:18:36
It’ll be a big deal. Those kind of things. A lot of folks nowadays, if you come in and I think it’s almost, it can be almost a detriment if you come into an organization and think, oh my gosh, I’m not gonna get two weeks of vacation till I’ve been there a year. That will turn people off. You gotta be a little bit more generous with your vacation, especially because people are— the younger generation, they’re looking for like experiences and they want more out of life than just a job.

Larry Broughton
01:19:11
Yeah.

Dave Braun
01:19:12
So those are the things in the corporate world. I mean there’s— obviously, there’s educational reimbursement, those kind of things.

Larry Broughton
01:19:18
I love that.

Dave Braun
01:19:20
But health-wise, you just gotta make sure you’ve got the vision, dental, and health, for sure.

Larry Broughton
01:19:29
Although I will say this, I see fewer and fewer businesses actually offering these things. Because there is access through federal and state health programs now but there are a lot of options for individuals to purchase health insurance nowadays. I do see some folks offering stipends so that people can go out and get it on their own. If you don’t wanna— let’s say that you’re small, you have to join a group program which can be costly or just give the team members stipend. So they pick and choose what they want.

Dave Braun
02:20:07
For a small business owner. A lot of times that’s the best way to do it is just say, Hey, here’s a pool of money, add it to your salary that you can use to get whatever benefits that you want.

Larry Broughton
02:20:17
What I wanna encourage our listeners and viewers, Dave, to keep in mind though, is that vacation and time off is a health benefit. It’s a mental health benefit. So offering PTO, X number of mental health days where it’s—you can take a mental health day without question. Vacation days are so important. And it seems like I’ve brought this up several times in the last few podcasts. So it must be important. What’s on my mind right now is I share the story about where years ago at my former organization, I went to give a director of sales a raise and she said, Hey, I’d rather not have the raise because it would put me into a different tax bracket. Because it was a sizable raise. She said, but I’d rather give us a couple more weeks of vacation a year.

Dave Braun
02:21:01
Yeah.

Larry Broughton
02:21:01
I said, yep, you got it. Would rather have that. And so keep that in mind too. So that as you say, time off and I guess you can require people that they’ve gotta take their vacation time. So that they are healthy emotionally, and physically, they’re getting rest. So that’s an important thing. So I do consider in my brain that time off is a health benefit.

Dave Braun
02:21:34
Right. But there’s another theme there that you’re talking about is there’s that flexibility.

Larry Broughton
02:21:41
Of course.

Dave Braun
02:21:42
Being able to give extra vacation or whatever that person is really important, whatever they need or is important to them, be willing to kind of negotiate. There is one thing that I don’t know if, once I say it, I think it’s gonna be obvious, but there’s a benefit that you’ll never see out there that is gonna help people like crazy and they will act actually love.

Larry Broughton
02:22:09
What’s that?

Dave Braun
02:22:10
You ready? Drum roll… Company shutdown.

Larry Broughton
02:22:17
I was thinking that earlier as you were talking. We’re talking about the same thing but go ahead.

Dave Braun
02:22:22
I think so. Yeah. So going back to my corporate days, one of the things that we had, we worked in semiconductor company and right next door to us was when the same building was a fab. And so what they would do is they would shut the fab down except for a few days.

Larry Broughton
02:22:37
A fabrication facility?

Dave Braun
02:22:40
Yeah. So they would shut the fabrication facility down to do maintenance, but they would be turning electricity on and off and all that. And people that would normally work like us, a 40-hour work week kind of thing is we couldn’t work. So they just said, everybody’s gonna take the same week off between like Christmas and new year’s or whatever it was. They would take that—

Larry Broughton
02:23:03
And that was paid vacation time?

Dave Braun
02:23:04
And it was paid. And the awesome thing about that, Larry is, you know, the detriment sometimes if you go on vacation and everybody else is working, you come from back from vacation and you’re like, oh my gosh, everybody caught up two weeks ahead of me. How long does it take to get caught up? And you’re almost more stressed when you get back. But when there’s this company shut down where you keep the minimum amount of stuff there, you come back, and then it’s easy to pick up where you’ve left off, there isn’t everybody advancing ahead of you. It’s very, very relaxing.

Larry Broughton
02:23:39
Now, did that count towards your vacation time?

Dave Braun
02:23:41
No, it didn’t. Now, sometimes companies will say, Hey, we’re gonna do a shutdown, but we’re gonna force you to use your vacation.

Larry Broughton
02:23:51
Well, there are folks, I know, I do know in the primary industries I’m in, which is hospitality because restaurants and hotels are open 24 hours every day of the year. But I do know businesses that they know going into this, we close shop between whatever it is, Christmas and New year’s and that’s part of your vacation time. So it’s important just to explain that up front, I think. Well that kind of reminded me, Dave, of one of the things that we’ve tried to do in our organization is try to get discounts, and free tickets, again, because I’m in the hospitality industry, whether it’s sporting events or theater tickets or whatever it is. And then we pass those on to our team members. Those are great benefits to have and it is kind of along that line.

Larry Broughton
02:24:43
It’s small things, but like holiday turkeys, we try to do that for people. It doesn’t cost the hotel or the company that much. And sometimes we actually hand out turkeys, but other times it’s like you give a gift card. There might be people who don’t eat Turkey, they might eat something out. There’d rather have a ham or they’d rather have a Duncan or whatever it is or they’re vegan alternatives. So those types of things. Try to get creative on some because all these things add up, particularly in these recess times that we— or inflationary times. Any small thing that you can do is helpful. When we had our hotel up in Silicon Valley, parking was very problematic and so we paid for train tickets for people. We have offered gas cards to people during difficult times. We paid for parking for folks.

Larry Broughton
02:25:43
So just start thinking, what are things that you could offer that’s not a big expense for you, but would have a dramatic impact on the quality of your team members’ lives? Now to ratchet it up a little bit, Dave you’d mentioned that pensions are kind of on the way out in most organizations. I mean, we are a country of small businesses. But if there’s a way to offer some kind of contributions towards an IRA or some kind of retirement, that is helpful and sometimes you can send incentivize those, or you can base it on position in the organization. And the same thing with company vehicles or stipends for vehicles or company phones, those are important things to do. Because like for instance, you can probably get a group phone plan cheaper than an individual can go out and buy phones. And have the plan, so you can pass that on. It might be less costly for you to actually lease a vehicle from your business for a traveling salesperson, for instance, or a regional operations person than to be reimbursing them for their mileage and wear and tear on their vehicle. It’s gonna take a little bit of research and cost-benefit analysis, but those are great benefits as well, just to consider.

Dave Braun
02:27:11
Yeah. I mean we could keep talking for another hour on all these things. And one of the things that I wanted to mention and we’re gonna be done here in a sec, I think. But one of the things I wanna mention that occurred to me is maybe a strategy to keep in your mind is if you have Rockstar on your team, let’s hope you do like we do on our team, part of your strategy has gotta be, you want to keep your Rockstar from even wanting to like go out there and look and see what else is out.

Larry Broughton
02:27:39
How do you do that? Yeah.

Dave Braun
02:27:41
Yeah. You do all of these things that we talked about. So they’re so satisfied with where they’re at. Then they’re busy working, they’re busy with their lives and they’re not even like looking at the next job board or somebody approaches them with an offer or they’re like, man, I’m not really interested. I’m very satisfied where I’m at. I’m really moving forward at where I’m at. I love my business.

Larry Broughton
02:28:05
Yeah.

Dave Braun
02:28:06
If you have true Rockstar, you want them to have the attitude of like, you know, I wanna retire with your company.

Larry Broughton
02:28:14
Yes. That’s so important. And I think Dave, when we get it in our minds as leaders and I’m not talking about just business owner at this point. As leaders, our job is to help anyone that is in our care to become a better version of themselves. And you’re not just caring for the professional, you’re caring for them as a human. Having benefits, like, and this is kind of—

Larry Broughton
02:28:38
I don’t know. That might not seem like a benefit. Like your community involvement is an organization. I can tell you that when we would do our community impact programs, like where we go out and actually serve the community, doing a variety of whether it’s, you know, working at a food bank or whatever it is, our team members love that because there’s an opportunity to join forces, and serve while they’re getting paid. And it’s a breakaway from the business and they just felt better about themselves. That was always important. So having a clear vision of who you are as an organization that says, Hey, this is who we are, I think people feel good about it. When they feel good about their organization, they feel good about themselves, they perform better. It’s just, I think it’s really important.

Dave Braun
02:29:28
And then I would say it, add on to that is, you as the team leader or the C-suite executive or the CEO, you may think that you are living out your vision and your mission and your core values that you are actually doing that. But you may be deceiving yourself as well. So it’s good to talk to a couple of team members that you know, love, and trust, to see, are you really doing that?

Larry Broughton
02:29:55
Yeah. The thing that I kind of got—I couldn’t remember the point. One of the points I wanted to make there a second ago was like, that had to do kind of with the community involvement. One of the benefits that I’m absolutely surprised with when we started promoting this and letting people know before they came into the organization, we have a chaplaincy program which is kind of—it’s non-denominational, or we even call it non-religious but it’s just people come in and care for their spirit of the people. They come through the organization once a week, just check in with people. And it’s a totally confidential service that we offer our team members because sometimes their team member doesn’t wanna go to their manager and say, Hey, I’m having marital problems, or my son was just arrested for a DOI or, my spouse is in jail for domestic violence or whatever it is.

Larry Broughton
03:30:47
But they’ve got someone that they can talk to about this because the truth is that whatever’s going on outside those 40, 50, 60 hours that someone’s dedicating to your business, they’ve got another life going on and they’re gonna be bringing that to you. Just like if they have a crappy day working with you, they’re gonna be taking that home as well. If they’re having a great day working with you, they’re likely to take that home as well. So that was a pretty powerful benefit as well. But maybe just to wrap this up, because you’re right, we could go on forever. As the benefits leader, as the CEO, or the business owner, I think we need to be asking ourselves, what’s in it for them?

Dave Braun
03:31:28
Yeah. Great.

Larry Broughton
03:31:29
They’re dedicating a lot of their life to you. A lot of a big percentage of their week to you. What’s in it for them. That’s a kind of a heavy burden to carry. So figure out ways to serve them, make it worth their while, where they wake up and say, I get to go work with Dave today. Now, Ugh, I have to go work for Dave today. Words have meaning, I get to go work with Dave is a lot different than I have to go work for Dave. Two different things.

Dave Braun
03:32:03
And then if you, as a business owner, can’t get up and say, and we’re not talking about, you know, a hundred percent of the time they would say that. But the majority of the time, if you yourself, as the business leader, and owner, can’t say the same thing. It’s like, all right, I get to make a difference in the world today. I get to do my business. I’m lucky. If you can’t wake up saying that yourself, that’s gonna flow down your team and they may end up starting to say the same thing.

Larry Broughton
03:32:31
Yeah, that’s right. Good.

Dave Braun
03:32:35
All right. Well, I think we’ll put a bow on this.

Larry Broughton
03:32:38
Well, I would say this though, Dave, if you have recommendations, you listen or you’re a viewer on this. I wanna hear it from you because this is stuff that you may have something brilliant that’s working for your organization and you wanna share that, share it. We would love to hear about it. Or if you think that we are smoking something and you think that people would rather just have the gold watch in 30 years versus some of this other soft benefits that we’ve talked about. I’d wanna hear that too, because I don’t have my finger on the pulse of every industry. You may. You may be kind of a leading indicator. So, I do not stick my head in the sand on this. I’m just basing this on the experience and people that we’re talking to today. So there might be something else on the horizon that I’m not even aware of.

Dave Braun
03:33:25
Okay. Yep. Absolutely. Well, thank you, folks, for joining us today. And remember, building a team is the way to reclaim your freedom. And we are here to help you with our course community and our White Glove Service, where we find a Rockstar VA for you. So three things we’d love for you to do right now. And we’d really appreciate it. Number one, subscribe to this podcast, if you haven’t already done so, either on your phone or subscribe on YouTube by hitting a little button and clicking on the bill next to it, to get reminders. And then number two is to give us a rating, preferably five stars, or leave a comment below this video, a way that you say no, something like that, as Larry mentioned. That’ll help us get the word out. And then number three is to go to Hiremyva.com for more information on our Course and Community and our White Glove Service. And we got some great resources there. So check that out. And remember though, through all of this, even without experience, you’ll learn how to prepare for Hire and Thrive with Virtual Assistants. And Larry and I have helped a lot of folks. We wanna help you too. So just go to Hiremyva.com for more information.

Larry Broughton
03:34:30
That’s right. Folks, do yourself a favor. Do the world a favor. Go do something significant today. God bless you. God keep you. God hold you. Until we see each other again. Bye.

Dave Braun
03:34:41
Okay. Bye, folks.

Check Other Great Episodes

HireMyVa Podcast 4 If it doesnt work out theres no way I could ever fire someone large 1

HireMyVa Podcast 4 – If it doesn’t work out, there’s no way I could ever fire someone

It shouldn’t be a surprise when you have to let somebody go. There should’ve been plenty of discussion leading up to it. They should have been plenty of action steps taken before, I’m just gonna use this intentionally the, before the X falls, they should know that it’s coming. So, but what we do talk about through the program is that there are some things that it’s caused for immediate termination, even when dishonesty, disrespect to a client, those types of things should be kind of non-negotiables. But another one of the mantras that we have throughout all of our organizations is coach them up or coach them out. Once you decide I’m going to coach them up, that means I’m going to be committed to getting them on board, getting their skills up to speed, or you coach them out. But at some point you’ve got to have our, in our minds, Dave, that at what point do we change from coaching up to coaching out and oftentimes that situational, and this is why I love the community that we have is why I love the form, because sometimes we don’t know, because we’re so in the weeds with this, that we need some outside perspective.

HireMyVA Podcast 145 How to Survive a Recession in Business 1

HireMyVA Podcast 145- How to Survive a Recession in Business

Some of the biggest brands that we know and use today, we started during recessions. And some people just time it right. They get in during the recession and it grows and they get out before the next economic downturn. But if you’ve been around for any number of years, more than just a few years, you’ve been hit by some cycle of recessionary recession and inflationary times. So I just wanted to start with that, just acknowledge that it’s hard. And I hope this is the time that you’re rallying your troops and talking to mentors and those types of people. So some people tell you that if you’re in business, now’s the time to double down on your business and say, I’m in this to win it. And particularly during the one that we’re in right now during this—We’re recording this in mid-2022.

HireMyVa Podcast 7 Is the language barrier too great for hiring someone offshore

HireMyVa Podcast 7 – Is the language barrier too great for hiring someone offshore?

So the important thing for this is yes, there are times when the language barrier is great, but there’s a lot of times, most of the time when you screen, right, you will get somebody who can speak/write depending upon your needs. And that’s one things you have to talk about and think about is what are your needs? And Larry, we were talking about, you know, like you said, if it’s a graphic designer, if it’s a code or something like that, their level of English may not have to be quite as good as, like we said, some of the writer who needs to be a content writer. So it depends upon what you need, but you can definitely find people who are really, really good at English, from an offshore. English in the world is kind of like the common communication language.

[class^="wpforms-"]
[class^="wpforms-"]