Reclaim Your Time: Ways to a More Productive Life Balancing Hybrid Work, Hybrid Schooling and Other Activities

Attempting to integrate your hybrid work and your kids’ hybrid schooling with your personal interests is challenging. There likely isn’t enough time in the day to accomplish everything. Fortunately, making simple changes to your routine can significantly improve your results. You should gain a greater sense of control over things and the direction they move in.

Implement these simple ideas to increase your productivity while managing hybrid work, hybrid schooling, and personal activities.

Organize Your Tasks

Decide which activities are better suited for the office and which should be done at home. In most cases, collaborative tasks involving projects, colleagues’ and managers’ input, in-person meetings, and casual discussions should be done onsite. Administrative tasks like checking email, scheduling meetings, and planning for upcoming work should be done remotely.

Focus on What Is Important

When you are busy, you may want to finish seemingly urgent tasks, like checking email, to feel a sense of accomplishment. However, this often means that important tasks go undone. At the end of the day, you might feel disappointed that you did not achieve more of what mattered. Instead, focus on finishing your urgent and important activities first. Then, you can attend to your less important tasks later. You should feel a greater sense of productivity throughout the day.

Reduce Your Time Confetti

Time confetti is the concept of your mind being pulled in different directions while you try to focus on work or enjoy your leisure time. Much of the problem is due to technology distracting you from the present. This creates tension between what you are doing and what you could or should be doing. Without the ability to live in the moment, you tend to feel stressed and overwhelmed. You can combat this issue by taking time each day for mindfulness, mediation, yoga, or any other activity that trains your brain to live in the moment. This helps you focus on what you are doing, finish it, and move on to your next activity. As you accomplish more work each day, you feel better about your achievements. You also have more time for your family and outside interests.

Add Accounting and Finance Professionals to Your Team

Trying to manage hybrid work, hybrid schooling, and personal activities is difficult. It takes time to develop a flexible strategy that fits your needs. By experimenting with where you complete your tasks, what you spend your time on, and how you maintain focus, you can better attain the results you want.

When you need additional staff to increase your accounting and finance team’s productivity, turn to Casey Accounting & Finance Resources. Learn more today.

4 Tips for Adopting a Hybrid Work Model

With coronavirus numbers continuing to change, more employers are looking for ways to bring staff back to the office while maintaining their safety. Although many employees look forward to being back at their desks and interacting with coworkers, others are not ready to return to the office. This is why many employers are creating a hybrid work model. This requires staff to work onsite at certain times while having the option to work remotely otherwise. If your organization is adopting this work style, you may need help getting started.

Use these four tips to implement a hybrid work model for your company.

1. Prioritize Mental Health

Ensure your team members stay connected while working remotely. For instance, schedule regular check-ins to see how your employees are doing and whether they have any questions or concerns. Be sure to address any issues as they come up. Also, encourage everyone to use messaging platforms to stay connected throughout the day. This promotes team cohesion and company culture. Additionally, encourage your staff members to reach out to you when they are struggling. Listen to their concerns and provide support. Refer them to the appropriate resources when needed.

2. Provide Structure with Flexibility

Determine which days of the week your team needs to be in the office. The other days can be onsite or remote. This way, you can schedule meetings when everyone is in the office. Also, your team can receive company information and be included in in-person discussions. Additionally, your employees will benefit from socialization during their breaks and lunch hour.

3. Clarify Your Expectations

Let your team know exactly what your performance standards are and how success will be measured. This includes the days and hours they are expected to be in the office and the hours during which they should be available when working remotely. Also, clarify the key performance indicators (KPIs) you will use to determine whether your employees are staying productive when not at the office. For instance, communication may be measured by response time. Learning might be measured by the number of completed e-learning courses.

4. Gather Employee Feedback

Regularly check in with your team to see how they feel about the hybrid work model. You may want to do this through casual in-person conversations or a virtual coffee meeting. Find out what your employees like and dislike and specific ways to improve. Then, discuss your findings with leadership. Determine which ideas can be developed and implemented. Keep your team informed about the process.

Hire Hybrid Employees

Moving to a hybrid work model can be an effective solution for bringing your employees back to the office. Be sure to emphasize the importance of mental health, structure, and flexibility when creating your setup. Also, share your individual and team expectations for work performance. Additionally, find out how your team members feel about the work model. Make improvements when possible.

When you need to add hybrid employees to your team, involve Casey Accounting & Finance Resources in the process. Get more information today.

Ways to Push Employees Outside Their Comfort Zone and Set Them Up for Success

Everyone needs to step out of their comfort zone to be successful. The more education, skills, and experience we gain, the more value we have to give employers. As an accounting manager, this is one reason why you should encourage your team members to regularly take on new challenges. The more progress they make, the more your company benefits.

Follow these guidelines to encourage your accounting staff to continuously expand their comfort zone and reach their full potential.

Get to Know Your Team

Have ongoing conversations to learn all you can about your employees on a personal level. Find out their work styles, communication preferences, professional goals, strengths, and interests. Use this information to determine which tasks to delegate to each team member, who should lead a project, and specific ways to help each employee earn a promotion. Showing commitment to your team’s professional growth helps them advance in their careers.

Provide Stretch Assignments

Give your team stretch assignments and other challenges that promote growth. Provide guidance and advice as they work to solve problems and overcome obstacles. Having space and responsibility to work independently and collaboratively develops independence and self-reliance. These skills are important for career development.

Offer Support

Demonstrate confidence in your team’s ability to independently handle their work. Your staff members need to know they can accomplish their tasks using their knowledge and skills with little oversight. This promotes the belief that they can build on their strengths and abilities to get the desired results. Being available to provide support when needed increases team trust and cohesion.

Provide Feedback

Give feedback in real-time to enhance your employees’ performance. Share what they are doing well, what can be improved, and specific ways to do so. Understanding what, how, and why change is needed encourages your team to continue to do better.

Recognize Achievements

Point out when your employees attain success on their way to reaching individual or team goals. Because reaching each milestone is important, privately and publicly acknowledge what the team member accomplished and how their results benefitted the organization. Be sure to provide bonuses, raises, and promotions when appropriate. The more you praise and reward your team, the more likely they are to continue to add value to the company.

Hire Top Performers

Encouraging your accounting team to continuously move beyond their comfort zone helps set them up for success. Getting to personally know your employees, providing stretch assignments, and offering support show you trust them to be self-reliant in solving problems and overcoming obstacles. Giving feedback and recognizing accomplishments encourages your team to continue to improve their performance.

When the time comes to add top finance professionals to your team, get in touch with Casey Accounting & Finance Resources. Contact us for more information today.

Tips for Reducing Employee Conflict on Your Team

As a manager, you are responsible for overseeing the work and interactions of your employees. Because your staff members have different personalities, they will not always agree on everything. This is why you need a plan to help them listen to and learn from each other. Such actions can lead to greater productivity and team cohesion.

Implement these tips to lower the amount of conflict on your accounting and finance team.

Talk About Conflict Resolution

Let your team know they are expected to professionally resolve their disagreements. For instance, clarify how you will and will not get involved with conflicts. Also, explain that you are available to coach your employees through a disagreement, but they need to resolve it together. Further, encourage discussion about your staff members’ working styles and communication preferences. Understanding and respecting these characteristics can resolve potential problems in the future.

Encourage Independent Discussions

Let your employees resolve their issues as much as possible. Otherwise, they will expect you to step in as a referee. If a conflict becomes noticeable but is not being recognized or solved by the involved staff members, you should step in. For instance, separately and privately let them know their conflict is noticeable and affects the workplace. Then, think about how you can serve as a source of support and coaching without becoming overly involved in the resolution. This may involve helping both employees develop empathy for each other. For instance, consider asking what they think could be going on with their teammate and what they might want from the situation. Then, help each staff member brainstorm potential solutions to the problem. Keep in mind that if harassment, lying about work, or another inappropriate action is involved, you must discuss why the behavior cannot recur.

Hire Solution-Oriented Employees

Bringing aboard diverse staff members who focus on resolving problems helps keep the peace among your team. During interviews, you may want to ask candidates to describe a conflict they had with a coworker and how they resolved it. This provides insight into how potential hires think about conflict and move past it.

Partner with a Recruiter

Because conflicts will happen among your team members, you need a plan to resolve them. Although it is best for the involved parties to resolve the issues, you may have to step in at times to coach them through the process. Setting expectations for professional conflict resolution is an effective way to reduce the number of disagreements among your team.

When you need help hiring solution-oriented accounting and finance professionals, turn to Casey Accounting & Finance Resources. Get started with us today.

Will Relocation Packages Be Obsolete in the New Remote World?

With many relocation packages costing $25,000 – $100,000 per employee, employers are reevaluating whether remote work options make the packages necessary. In fact, some companies now are offering de-location packages for employees who want to move from an expensive city to an area with a lower cost of living and work remotely. Paying staff members to move away from their offices can provide significant benefits for both the organization and its workers.

Find out why employers are starting to offer employees de-location packages and why they can be a win for both parties.

Financial Savings

A de-location package offers substantial savings for employers and employees. Companies that have a mostly/completely remote workforce have significantly reduced/eliminated expenses related to real estate and overhead. They also have substantially lower operating costs and a greater ability to scale their workforce. All of this frees up money to pay down company debt, expand the organization, or fulfill other business objectives. Similarly, staff may be able to save thousands of dollars a month by working remotely from a less expensive location. They can pay down debt and put away more money for vacations, retirement, or other needs. This increases job satisfaction, engagement, and retention.

Competitive Edge

Offering employees a de-location package is an attractive addition to remote work policies. Although many staff enjoy living in major cities such as New York or San Francisco, the cost of living is high, and the area does not suit everyone’s lifestyle. Many employees would be happy to work for a top employer without having to live in a high-cost area. Likewise, many employers are happy not to provide the salary adjustments, housing allowances, moving expenses, real estate commissions, orientation programs, and family and spousal support involved with relocation packages. With a de-location package, they write a check for a set amount of money, such as $10,000, and let the employee handle the rest. Because this may be 10-50% of the cost of a typical relocation package, HR could de-locate 10 employees for the price of one relocation and potentially have a higher recruiting success rate.

Government Advocacy

Many local and state economic development councils offer incentives to attract remote employees. This may include compensation in the form of a tax credit, housing allowance, cash payment, coworking allowance, grant, or relocation support. This shows that many remote staff are willing to relocate under the right conditions.

Hire Accounting and Finance Professionals

The rise of remote work is shifting the need to offer relocation packages. Instead, employers are beginning to pay employees to move to lower-cost areas and work remotely. These de-location packages save the companies and their staff significant amounts of money that can be used for other purposes.

When you need to add accounting and finance members to your team, partner with Casey Accounting & Finance Resources. We have been consistently recognized for client satisfaction, winning ClearlyRated’s Best of Staffing award.  Find out more about our services today.

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Why Communication Is Essential to Generating and Maintaining Job Orders

As a leading accounting and finance staffing agency, our clients sometimes ask how we consistently generate and maintain so many job orders. One of the biggest reasons is our emphasis on open communication. When everyone stays informed, and on the same page, we are able to provide the top level of service that our clients expect.

Here are five ways communication enhances how we create and carry out job orders.

Clarification 

Each recruiter verifies the pertinent information for a job order before working on it. This includes the urgency of the order, clear expectations for the candidate, a timetable for completion, and a firm commitment to proceed. Without these details, the recruiter does not have enough to go on.

Updates  

Because the contents of a job order often change, we ask that the recruiter be kept in the loop at all times. This may include alterations in the time frame for hiring, the people involved, and whether the order no longer exists because the position was filled internally.

Time Savings

When updates on a job order are efficiently communicated to the recruiter, they are able to spend their time wisely. Otherwise, the recruiter may work on a job order, then discover the job description changed, the time frame for hiring increased, or the role was filled internally.

Feedback

Since the recruiter needs to know how a candidate or placement is performing, regular feedback from our clients is essential. For instance, knowledge of where a candidate is in the interview process and the initial impression of them give the recruiter an idea of how successful the candidate may be in securing a job offer. Also, input on a placement’s job performance and fit with company culture provides insight into whether the recruiter made a good match or could have improved in specific ways. The recruiter uses this information to improve their performance and results.

Referrals

Our recruiters always are looking for referrals from satisfied clients. Because they go out of their way to provide the best possible service, our recruiters appreciate having their results talked about with other companies. Sharing client experiences through testimonials and word of mouth encourages our recruiters to continue placing the best talent.

Fill Your Job Orders

Communication is one key to how we generate and maintain job orders. Providing clarification and updates helps our recruiters make the most of their time and maximize results for you. Sharing feedback and referrals keeps them performing their best to benefit your company.

When your job orders require accounting and finance professionals, turn to Casey Accounting & Finance Resources. See how we can help you today.

June Is National Safety Month: How to Improve Cyber Security

National Safety Month is a perfect time to focus on the importance of increasing your company’s cybersecurity on an ongoing basis. Because hackers continue to refine their attempts at accessing vulnerabilities in your system, everyone in your organization must remain vigilant in protecting against cyber threats.

Be sure your office is following these five tips to enhance cybersecurity.

Require the Use of Virtual Private Networks  

Make it mandatory for employees to use virtual private networks (VPNs) for all connections. Because a VPN blocks your IP address and encrypts the data you send over the internet, hackers cannot tell your location or access the information. VPNs also block malicious websites, ads, and popups that can download malware and trackers on your device.

Enforce Password Rules and a Password Management Tool

Make sure your employees create strong passwords and regularly change them. Establishing new passwords increases the odds of keeping hackers away from your system. Using a password management tool can create secure passwords for every site and keep them confidential while allowing employees to log into accounts.

Make Two-Factor or Multi-Factor Authentication Mandatory

Two-factor or multi-factor authentication adds layers of security to the password method of identification. In addition to entering a username and password, a personal identification code, second password, fingerprint, or other authentication method is needed to access the account.

Use Anti-Virus Protection and a Firewall

Anti-virus protection software blocks malware and other malicious viruses from entering your device and compromising your data. A firewall helps screen out hackers, viruses, and other malicious activity that determines which traffic is allowed to enter your device. Windows and Mac OS X come with their own firewalls, as your router should too.

Keep Your Connections Updated

Every connection to the internet needs to be regularly updated. Implementing software and system security updates adds patches and enhancements to your operating system and applications. This limits potential exposure to vulnerabilities that hackers can try to exploit.

Hire Top Accounting and Finance Professionals

Maintenance of your cybersecurity should be a top priority at all times, especially within accounting and finance departments. Consistently changing and protecting passwords, running updates, and watching for suspicious emails help protect your company from hackers.

When you need to add accounting and finance professionals to your team, let Casey Accounting & Finance Resources help. Reach out to learn more today.

High-Priority Accounting Positions to Fill Outside of Tax Season

As a manager of an accounting team, you need to be ready to hire at any time throughout the year. Although there are times when your employees are busier than usual and may need temporary help, there also are times when they decide to retire, go on leave, or seek other employment opportunities. These are reasons why you should be prepared to bring aboard additional team members at any point.

Discover three types of accounting positions you need to prioritize filling.

Positions of Retiring Baby Boomers

With an increasing number of baby boomers retiring, be sure you have a succession plan in place. Keep in mind that filling the gap may be a challenge. Most baby boomers invested a significant number of years with their employer. When they leave, they take a substantial amount of knowledge, skills, and experience with company culture, coworker relationships, and the organization’s inner workings with them. As a result, make it a priority to have these employees train their successors. This is especially important if your new hires have limited work experience.

Positions of Employees Going on Leave

When your employees plan to go on family, parental, or other planned leave, be sure you have a temporary worker lined up to fill in. This can minimize disruption to workflows and production processes. Gaining a short-term worker with the skills and qualifications needed to take over responsibilities reduces the amount of downtime your team experiences.

Positions of Employees Pursuing Other Opportunities

If an employee unexpectedly quits or is let go, you need to fill the vacancy as soon as possible. To expedite the process, have a list of skills and qualifications needed to include in the job description. Set aside adequate time to create a job posting, advertise the role, interview candidates, and extend a job offer. Better yet, work with a staffing agency that specializes in placing accounting candidates. You gain access to a diverse network of qualified professionals ready to meet with you and begin performing in a short amount of time. You spend significantly less time and money finding top talent than if you recruited on your own.

Partner with an Accounting and Finance Recruiter

When your accounting positions become vacant due to retirement, planned leave, or unexpected vacancies, you need the roles filled as quickly as possible. Because these scenarios can happen at any time, it is important you have a plan for how to best proceed.

Part of your plan should include contacting Casey Accounting & Finance Resources. As a recipient of ClearlyRated’s Best of Staffing Award from 2014 to 2020, which less than 2% of staffing agencies in the U.S. and Canada earn, our high client satisfaction scores show our dedication to providing quality service. Contact us today to find out more.

Management Challenges to Avoid

Managing an accounting and finance team has its challenges. Among them are adequate communication with your team, performance levels meeting standards, and maintaining enough team members to handle workflows. Fortunately, there are ways to overcome these issues and continue to move forward.

Discover three challenges most accounting and finance managers face and how to avoid them. 

Low Communication with the Team  

Inadequate communication with your team members can lead to problems down the road. For instance, your employees may not understand their role in a project, what they should be focusing on at a given time, or when the work should be done by. To avoid these issues, talk with your employees on a frequent basis. Redefine your standards for reaching team goals and objectives. Ensure your employees understand their individual and team responsibilities and deadlines. Reinforce the importance of asking questions.

Performance Levels Below Expectations

Your employees will have times where they are less productive than usual. This can affect your other team members, especially if they need to take on additional tasks to maintain productivity. When this happens, you need to motivate your employees to get back to their typical performance level. For instance, schedule time to talk privately with your team member. Clarify what their work hours, targets, and goals are. Compare your expectations to actual performance. Ask what has been causing the employee’s decrease in performance and how you can help. Work together to create a plan to improve by a certain deadline. Provide constructive feedback until you get together for further discussion.

The Team Is Understaffed

Consistently having more work than your employees can handle can lead to burnout. This is why you should consider adding a permanent or temporary member to your team. The additional worker can take on tasks that team members had been adding to their plates. This division of responsibilities allows everyone to focus on what they do best while reducing stress levels.

Work with a Professional Recruiter

Managing an accounting and finance team poses significant challenges. Among them is lack of adequate communication with your team, employees not meeting performance expectations, and regularly having too much work for your team to handle. Fortunately, these issues can be worked on with clear planning and action.

When you need help finding qualified accounting and finance candidates who are a good fit for your company and department cultures, partner with a recruiter from Casey Accounting & Finance Resources. Find out more today.

How the Right Employees Impact the Growth of Your Business

Having the right accounting and finance professionals on your team promotes company growth. Along with finding ways to increase efficiencies and decrease costs, your employees contribute to the organization in other ways. By carrying out your company mission and remaining engaged in their work, they create a positive environment to work in. Because your team members prioritize professional growth, they strive to attain company goals that move the business forward.

Discover five ways having the right employees on your team benefits your company.

Company Mission

With the right employees on your team, your company mission is carried out. Because your team members help run your organization, they act according to its guidelines for conducting business. As the lifeblood for your company, your employees include company vision and values in their interactions. Behavior in line with your culture further enhances your workplace. Happy employees remain engaged and productive, increasing your bottom line.

Employee Engagement

When the right employees are on your team, they remain engaged in their work. Because your team members enjoy what they do, they continue to take on new challenges and excel. As their enthusiasm and confidence grow, collaboration, productivity, and job satisfaction increase. This improves employee retention.

Work Environment

When you have the right employees, they create a positive work environment. Because your team members effectively complete their work, morale increases. Since your employees stay motivated and engaged throughout the day, you provide recognition and rewards to promote their performance level. The energy of your team attracts other talented people who want to work for you.

Employee Growth

Having the right employees on your team means they value ongoing professional growth. Your team members enjoy setting new goals, reaching milestones, and celebrating successes. They regularly engage in training and continuing education, hold themselves and others accountable, and learn from mistakes. Because your employee evaluations consistently show growth over time, you reward your team members with bonuses, raises, and promotions.

Goal Attainment

Working with the right employees helps you reach business goals. They continually find ways to increase efficiency and revenue while decreasing costs. Your team members also meet deadlines, reach milestones, and celebrate successes. This paves the way to achieve bigger goals long-term.

Source Top Accounting and Finance Professionals

Having the right employees on your team increases the success of your business. When your team members carry out your company mission and remain engaged in their work, they create a positive work environment. Because your employees prioritize professional growth, they are driven to achieve business goals. All of these factors attract top talent to your organization, further enhancing your bottom line.

Reach out to Casey Accounting & Finance Resources when you need to add professionals to your accounting and finance team. See why we have been awarded the Best of Staffing® Award for service excellence for the seventh year in a row, an honor that less than 1% of all staffing firms in the U.S. and Canada receive. Get more information today.