Remote jobs are a big draw these days to job seekers.  They are like a shiny new car…great in theory, with no maintenance for a while, better gas mileage than a similar used car, and the technology is top notch.  Sounds like a dream, right?  The only thing is, once you get that new car, a lot of times it’s more work than you expected.  You want to keep it looking nice, so you take it to the car wash once a week.  That remote work technology is great…when it works.  You can get out of bed whenever you want to with no set time to clock in, but sometimes you find that you’re working late into the evening to wrap things up because you dilly-dallied throughout the day without a boss in the next office breathing down your throat. 

The truth is, virtual jobs are becoming more and more popular, but oftentimes, employees find that remote work is actually harder than an in-person job.  Shocker, right?!   Here are some things to consider to be successful in a remote position. 

1. Keep a calendar or schedule: Making sure you keep a routine and calendar will help keep you on task and manage your work in a timely manner. It’s very easy to get up and put a load of clothes in the dryer and get sidetracked with 5 other things you saw on the way to the laundry room.  The best way to stay on track is to set daily goals, use task lists and stick to a schedule. Our team uses calendar workblocking and brain dumping to plan our days/weeks/months. We set specific rhythms for our work that are laid out in our job descriptions, and then adjust them according to the time of month or year in order to make time for the current priorities. Read more about how our team manages calendars here. 

2. Take breaks:  This is so important!  When you work in a public place, you probably take more breaks than you should, but what I have found is that working at home, I tend to not take enough breaks!  Build those into your calendar to give you the opportunity to walk to the mailbox to get some fresh air or take the dog out and stretch your legs. This is also a great time to put that load of clothes in the dryer or even prep for dinner.

3. Have a designated space to work with proper equipment:  It’s great to be able to work from anywhere, right?  After all, that’s one of the biggest positives about remote work.  BUT, there are times when you really have to get in and focus, and when I’m working on those jobs, I find that my dedicated desk and large monitor make my time spent on that project much more productive.  When I’m at my desk, I can focus and enlarge things on the big screen, or even see multiple things on the screen at once.  The designated space increases efficiency and even helps with focus.  A laptop is nice to move around, maybe sit outside when checking emails or doing mindless tasks, but when it’s time to do the real work,  the designated space is best!  On top of that, being a remote worker means meeting with clients and team daily and there are a few things that are necessary to make those meetings effective, efficient, and productive.  (Have you ever been on a call with someone who keeps losing internet connection?  It happens to all of us, but isn’t it annoying?) Here is a fun graphic we use in our firm for a virtual meeting checklist.

 

4. Communicate: You know the saying “No man is an Island”?  Well in a strong, healthy business culture, that saying is still true.  Make time to communicate with your boss, team, and clients often.  In fact, it’s probably good to be prepared to over-communicate.  You know how when you write a quick email or text, it’s sometimes misunderstood?  That’s because you were trying to hurry through it and move on to something else. Same is true in the workplace.  Make sure your communication is concise and thorough as well as timely and accurate. Type it out, read it, and then read it again.  If it still sounds like you’re getting the right message across, click send. 

5. Set boundaries:  I know for me, I have a hard time “turning it off.”  I may work thirty minutes or an hour past my blocked time on my calendar to make sure I wrap up a project while my family is waiting for me to hang out with them.  With SLACK or email access on my phone, I can check it during commercial breaks and cross off something else on my list. The reality is, yes it’s there and available, but do I really NEED to check my email now?  Is anyone EXPECTING me to check-in right now?  Probably not at 8 pm. When you make a plan for your work day, try your best to stick to it.  We all “get to work late” or “work over” occasionally (and that’s great, especially if you have a deadline or if you’re waiting up late for your kid to get home like I am right now), but it should not be the norm.  On the other hand, when you have your set office hours on your calendar, it’s important to have boundaries to protect that as well.  We all have days where we are more distracted than others or a kid is sick, but best practice is to let those in your home know your work schedule and stick to it.  One of our team members has this sign posted on her office door as a reminder to her kids that she has time set aside to work and when the door is closed, she needs focused time. (It’s a bit comical, but it also get’s the point across.)

6. Take care of yourself:  It is way too easy to fall into the routine of “just one more thing” before turning off the computer or just moving from the desk chair to the couch.  It is so important to make sure you still take care of yourself physically and mentally.  Block time on your calendar every day from some kind of physical movement whether it’s a full workout, or just a walk outside.  It’s necessary to make sure you keep moving to combat that sedentary lifestyle that remote work can lead to.  Also, make sure to keep some healthy snacks on hand to fight the mid-afternoon munchies that so often hit. Finally, with virtual work, you’re probably looking at a screen 8-10 hours/day.  Be intentional to set aside time for clearing your head, meditation, and other hobbies. 

Just like a mullet isn’t for everyone, remote work isn’t either. If you are considering a remote role, take the time to think through these points and assess if remote work is right for you. (Or even if you are currently in a virtual space, are you giving it your best and fulfilling the agreement you signed with your employer?) Probably the biggest shocker for me when I started working virtually is that I actually work harder than I ever did in an office setting.  Not only do I work harder, with more communication and collaboration, but I also have to encourage myself in ways that others would have encouraged me before (ex: that lunchtime walk…I don’t have a coworker to walk with me anymore).  Finally, it may feel unnecessary to have the designated “office space” (after all, you’re supposed to be able to work from anywhere, right?) or make sure you have the right equipment for working virtually, but it makes a difference.  Your boss notices, and so does your team and clients.  So like Julie says, “Do you want what [remote] means?”

For more tips on personal growth, check out Jason’s blog here:  Mastery is Just Getting in More Reps than Anyone Else.

This year, the Blumer team has made a commitment to read more.  We are currently reading Atomic Habits as a team to benefit the Blumer community as well as to benefit ourselves as individuals.  One thing we are learning is that habits are made by repetition and consistency.  We also tend to keep those habits (good or bad) by focusing on what we want to accomplish, not just setting a goal.  Once you set a goal to “read a book”, you’ve met that goal when you reach the end, but if you focus on “reading a chapter a day” or reading “10 pages each day”, then you have a habit that will continue, even after you’ve finished that first book! 

We know that reading is a good habit to have, but did you know that it also has health benefits? According to a recent article by Piedmont Medical reading helps reduce stress, keeps your mind sharp and helps you sleep better. (Maybe that’s why I tend to fall asleep reading at night?)  

Reading is a positive habit that should be part of a daily health routine, just like exercise, eating whole foods and meditation.  

Jason and Julie have compiled a list of their top 20 business books.  

1. Traction by Gino Wickman
2. Rocket Fuel by Gino Wickman and Mark C Winters
3. Atomic Habits by James Clear
4. Zero to One by Peter Thiel
5. Principles by Ray Dalio
6. Unreasonable Hospitality by Will Guidara
7. Quiet Leadership by David Rock
8. Your Brain at Work by David Rock
9. The Coaching Habit by Michael Bungay Stanier
10. Flawless Consulting by Peter Block
11. The Accountant Marketer by Karen L Reyburn
12. So Good They Can’t Ignore You by Cal Newport
13. Positioning for Professionals by Tim Williams
14. Implementing Value Pricing by Ronald J Baker
15. The Business of Expertise by David C Baker
16. The Win Without Pitching Manifesto by Blair Enns
17. Simple Numbers, Straight Talk, Big Profits by Greg Crabtree
18. The Answer to How is Yes by Peter Block
19. Good to Great by Jim Collins
20. Uncommon Sense, Common Nonsense by Jules Goddard and Tony Eccles

Are any of these books on your “top” list, too?  Let us know if you have any to add by emailing us at info@blumercpas.com.  We’re always looking for new reads! 

Principles of a Strong Team

Team work makes the dream work, right? At least that’s what they say. But it takes effort and intentionality to get to that point.Yet a strong team is essential to good client service and a growing company.  

Let’s look at four principles of a successful team, shall we? 

Technical Capacity 

Technical capacity is when team members have the understanding of how to perform their role with some autonomy.  When leadership is taking their time to micromanage or “stay in the weeds” doing the day-to-day tasks, this is robbing the agency of its technical capacity. Yes, training is necessary, but there should be a training period with defined milestones until finally, the training period is over. If management is still having to handhold after that training period, then you’re losing valuable capacity that could be scoped for client work. So what should companies do to reach maximum capacity?  

1. Relay your expectations to your team.
2. Give a time frame for training.
3. Once the training period is over, let the team do their work. Occasionally, management may need to come alongside for a period of time, but it should not be an indefinite thing. 

Cultural Adherence

Cultural Adherence is when team members are “all in.” They are transparent with where they truly are…asking for assistance or giving assistance to other coworkers.  It’s leadership leaving room for that openness and asking questions. It’s relationships within the company that are more than just work-based. How does a leader encourage cultural adherence? 

1. By having one-on-one conversations with each individual team member.
2. With regular check-ins, either monthly, quarterly, or whatever rhythm works best for you and your team size. 
3. Have regular team activities or meetings that do not include any work or project updates.  Make them fun by playing games or themed gatherings such as happy hours, etc. 

Future Focus

Future Focus is embracing the leader’s vision of the future for the organization. It’s “drinking the kool-aid” so to speak. When a team has the same focus and same goals, the company as a whole will grow stronger and healthier. How does a leader get the team on board with the company’s vision?

1. Share the vision as part of the new team onboarding process.
2. Repeat the vision regularly (yearly, quarterly, etc).
3. Give regular updates on progress made.

Collaborative Systems

When processes and policies are in place to guide a team and their work, employees have the opportunity to abandon their own past methods of working. This gives more accurate work and helps keep rhythms in place for regular work. What areas of the company should there be processes for? 

1. Operations – team should know who to go to and where to go for every area of the company. While each department has their own procedures, job descriptions can be helpful for team in other departments to know who does what. 
2. Routine work – we all have regular work we do on a daily basis, right? Well, that process should be documented. That will help with training when onboarding new team (because of course, every company does things just a little bit differently) as well as helping with consistency among work throughout the agency. 
3. Special projects – these projects are sometimes sold as “one-off” projects, but if the process is documented, it can be sold again and again without reinventing the wheel each time.  

When you have a strong team, everyone works together. Even though the team works fiercely, everyone is fired up and excited about the work you are doing. To the client, it looks like leadership just got lucky with these amazing hires, but we know that it takes teamwork to MAKE the dream work.

Hiring Tips & Red Flags

Team management…it’s constantly on every leader’s mind.  It seems like every agency we know is either hiring, firing, or is having a team member leave.  It’s like there is this big “Fruit Basket Turnover” happening in the corporate world right now, and it doesn’t look like there is an end in sight anytime soon. 

We’ve put together a list of “Hiring Tips & Red Flags” that can help you find the right person for the right seat in your company, and hopefully sooner rather than later. 

1. You need to add science, experience, conversations and anything else you can to a hiring process to read the candidate. Have them take tests, talk to them extensively, email with them, talk to people they know, have them talk to others in your firm, have conversations with your Leadership Team about them. You need all of the help you can get to make an informative decision. We even have a member of our Leadership Team interview the candidate.  They may see something that we don’t see in our interviews. Learn about How Personality Tests Help You Lead Better here. 
2. If someone can’t give you the reference to their most recent job, then ask why. You may not often be able to talk to their current employer, but you should always ask.  
3. Some future employees provide friends as references. Nope! You want professional references only, preferably someone who was in a supervisory role with them. You really need a minimum of 3, and as most recent in their work experience as possible. (When you start to get into ‘I knew them 3 years ago’ or more it’s getting too long ago to rely on the reference).  And remember, a supervisor in a volunteer position can work as well!
4. I always question when someone is too eager. Like when they say “Oh I love you guys, I can start tomorrow.” Hmmm…I mean, I know we are loveable, but slow your roll! It also makes me wonder if they would be as eager to leave me if something else comes along. 
5. Also be wary if you hear that there are jobs they discuss with you verbally that are not listed on the resume. It’s not a deal breaker, you just want to know why and you want to ask questions about that. Maybe they don’t apply to the type of position they’re applying for with your company.  Or, maybe they want to try and juggle multiple jobs while working for you.  In our experience, this tends to get tricky.  We haven’t found many people who can handle multiple jobs, family, and personal life. 
6. If they begin your process responding promptly, and then they start taking too long to get back to you, that can often be a sign that something has changed for them. You have to remember that many candidates have many, many resumes out and they are looking for their next best place to be. So you are not the only one on their radar. With so many people hiring, there is competition out there so you need to shine so you look attractive to strong people. 

Want more tips for hiring the perfect addition to your team?  Watch The Hiring Process in 5 Easy Steps here. 

By now you probably know a little bit about Blumer CPAs.  You know we are intentional in every aspect of the firm, from onboarding clients to internal operations and firm values.  We wanted to take some time to shed some light on our internal Core Values and Characteristics that we appreciate as a firm.  

Each week we set aside time in our team meeting to do “Core Values and Characteristics” call outs.  I’ll be honest.  When I first started at Blumer CPAs, this was hard for me, but over the last couple of years, I am learning to embrace the “call-out”. Mark Twain said, “The happy phrasing of a complement is one of the rarest of human gifts, and the happy delivery of it another.”  

A word we use often at Blumer is “community”.  A lot of companies want to feel like a family, but when it comes down to it, is that really what you want at work?  Families are definitely valuable and they have their place, but families are also messy.  Families are comfortable, but we don’t always bring our best self to the “table”. Also, you’re kind of “stuck” with your family, right?  You don’t get to choose your parents, your siblings, your kids (and certainly not how they behave), or even that crazy uncle. (Someone else chose him, and you probably wish they didn’t.)

I looked up the definition of community, and these are some of my favorites:

1. A feeling of fellowship with others, as a result of sharing common attitudes, interests, and goals
2. Joint ownership or liability

In a community, you’re not forced to be there…you want to be.  You have a stake and pride in the outcome or fruits of your labor.  We try to bring our best self and we try to bring out the best in each other.  THIS is why we do our call-outs each week.  We want to put the spotlight on each other.  Ultimately, when someone else sparkles, it shines a glimmer of light on the whole team. 

Throughout this series we are giving you the opportunity to peek inside the intimacies of a Blumer team meeting… to see what glue actually holds us together and builds the strong culture that we love.  We are not your average CPA firm. We don’t go our separate ways and do our own job.  Yes, we each have a job to do, but each person’s role intentionally leans on others.  “No man is an island” at Blumer CPAs and now we open up and share our team values and characteristics with you…

Blumer CPAs Core Values:

• Commitment leads to Loyalty
• Collaboration leads to Strength
• Confidence leads to Initiative
• Humility leads to Consideration
• Honesty leads to Integrity

Blumer CPAs Characteristics:

• High autonomy, high accountability
• High value, high service
• High dependability, high trust
• Extreme Ownership

To learn more about the why behind our Core Values, check out part 2 of this blog series.