Fika, coming from the Swedish word for coffee, is the practice of taking a collective coffee break once or even twice day while at work. The tradition is not only seen as an important part of maintaining a work-life balance in its home country but is also being adopted around the world.

Multiple companies in the U.S. and U.K. are implementing fika into their business culture, saying that it has boosted camaraderie among their teams and raised productivity. Here are three reasons why this social practice is taking the professional world by storm.

1. Fika can be spontaneous or scheduled. Whether using it as a way to celebrate the team’s successes or as a respite from daily tasks, managers can either invite their employees to take joint coffee breaks or carve out time in the day for resting. Its flexibility means it can be molded into whatever works best for the company, making fika an optimal choice for organizations both large and small.

2. Fika improves trust and encourages teamwork. Relationships filled with trust and respect are crucial to health and overall well-being. Unfortunately, at work, most connections are reduced to mere acquaintanceships, and although team members may appear friendly, they rarely rely on each other since they are never given the time to truly engage. Communal coffee breaks wear down barriers through shared respite, allowing workers to build rapport with one another. This not only prevents conflicts from arising but also improves synergy across the entire team.

3. Fika boosts productivity. Although many believe that work and stress are not only two sides of the same coin but also equally necessary to achieve results, countless studies have shown that frustrated, over-burdened employees do not work as efficiently as those who are happy with their careers. Taking a coffee break with friendly co-workers, whether routine or random, gives tired workers a chance to slow down and gain perspective, allowing them to return re-energized and with a better attitude.

Consider implementing a fika practice into your company’s work culture. Whether your break is held in the local coffee shop or in the office lounge, the more employees are allowed to socialize and recuperate, the more returns you will see for your business.

Paul Sarvadi, Author, Chairman, and CEO at Insperity, joins us on the latest episode of The Small Business Show. We are also joined by Dr. Eli Jones, Author, Independent Director at Insperity, And Professor at Texas A&M University. 

As co-authors, Dr. Jones and Sarvadi developed a book, Making Differences Work, roughly two years ago based on observing what is occurring in our society, emphasizing the workplace. The book examines how leaders fully engage with their employees. 

Key Takeaways

1. Dr. Jones and Sarvadi’s book, Making Difference Work, focuses on creating a collaborative culture within organizations by driving significant outcomes through sensible longing. He also notes how the co-authors emphasize team innovation and the importance of values alignment to ensure that employees believe in the company’s values. 

2. The book examines the effectiveness of diversity, equity, and inclusion (DEI) programs, building commonality, equality, and cohesiveness. Additionally, it discovers how employers can create a culture that excites employees to work together. Overall, the book encourages organizations to prioritize employee engagement and team innovation for success.

3. In response to the murder of George Floyd and its effects within his own organization, Sarvadi took extensive measures to reevaluate the DEI programs within his staff. With the help of Dr. Jones, they were able to implement and improve any faulty areas within Insperity. 

4. Dr. Jones believes that “It makes sense for Insperity to lead the way in DEI because of the culture they built behind the organization.” Insperity goes beyond the DEI program space by building a people-centric culture. The organization is set up to work with small-to-medium-sized businesses with an HR solution. 

5. The reality of the DEI in the workplace falls to the DEI movement that originated from the unified objectives that were really necessary but became checkmarks and energy drains as it centered more around liability management. Therefore, Sarvadi emphasizes the importance of the values and worth of each person in the workplace.

Positive work culture and good leadership go hand-in-hand, each one being a fundamental component of the employee experience. Unfortunately, many businesses prioritize the wrong elements, putting their efficiency and productivity at risk.

On this episode of The Small Business Show, host Shyann Malone is joined by Robyn L. Garrett, author of “Happy @ Work: How to Create a Happy, Engaging Workplace for Today’s (and Tomorrow’s) Workforce” and CEO of Beamably, a company helping leaders improve their management skills. Garrett has been featured on NPR, The Hill, and The Wall Street Journal as a leadership expert and work culture advocate. Now, she discusses the key mistakes businesses make when engaging with employees and what they can do to make their teams feel welcome.

Key Takeaways

1. Garrett’s desire to become a leader was driven by her belief that she could accomplish great things for the corporations that hired her. However, she explains that her enthusiasm came with inadequate experience, resulting in some early mistakes.

2. This process resulted in an important realization for Garrett. She came to understand that leadership success hinges on whether or not employees feel that their bosses, managers, or supervisors are invested in their teams.

3. Supporting the team with an empathetic leadership style can improve the employee-management relationship and boost productivity. However, the effort has to be sincere. Garrett notes that her book, “Happy @ Work,” points out the weaknesses in modern work culture, which typically prioritizes appearances over experiences. Superficial investments, such as purchasing bean bags and pool tables, will do little to motivate and retain staff unless leaders actually spend time building connections with their teams.

4. Garrett cites three key needs that employees have in regard to their work culture.

• They need to feel safe.
• They need to feel respected.
• They need to feel valued.

5. Garrett recommends that companies start the process of improving their work culture by focusing on basic employee necessities. The most important initial steps are to re-evaluate individual workloads to lower stress and review compensations to ensure staff members are not being underpaid for their positions. Failing to get these two fundamentals correct will erode the leadership team’s effectiveness and drive talent away.

A question that lingers on the minds of many is: how can they stay productive and avoid burnout? Joining us on the latest episode of The Small Business Show is Dr. Brynn Winegard, Keynote Speaker, Professor, and Global Expert in Applied Neuroscience. Dr. Winegard joins anchor Jim Fitzpatrick to answer this top-of-mind question further. 

Dr. Winegard’s areas of expertise are applied neuroscience and positive psychology. During her research, she discovered several corporate law and workplace narratives based on brain myths. These myths were not only harmful but held people back. As an entrepreneur, she has dedicated her time to debunking these myths and helping individuals utilize their brains better for ultimate success.

Key Takeaways:

1. According to Winegard, the brain doesn’t work solely on the Circadian rhythm- a light, dark, day, night, 24-hour cycle that our body operates from. Instead, it works on the Ultradian cycle, which is a much shorter 90-120-minute cycle with four phases: The climb, peak, fall, and valley. 

2. To boost productivity levels, Winegard suggests that individuals should go with their flow and focus on the Ultradian cycle. For example, If one finds themselves in their peak, in the zone, and everything is great, don’t force taking breaks or rest; stay in that moment. On the other hand, if you’re in the fall section, it’s time to take a break.

3. Winegard asserts that we tend to be at our best when we wake up, and our brains operate at the Ultradian level. However, since everyone’s flow differs, Winegard suggests pushing oneself to enter their Circadian flow throughout the day.

4. Although clinical burnout is a medical condition that should be monitored and discussed by a professional. Many business owners or people who pull double shifts can typically tell when they are undergoing burnout through either emotional volatiles, compromised self-perceptions, or even unexplainable exhaustion. 

5. There are several ways individuals can determine if they are undergoing burnout that aren’t as “common.” Such as procrastination, being highly perfectionistic, multi-tasking, self-handicapping, letting the unimportant rule you, and creating clusters are evidence that individuals are trending toward ‘pre-burnout.’ 

6. If you identify with any of the pre-qualifying burnout symptoms, Winegard suggests getting more sleep. Sleep is where the brain heals, cleans, builds, and wires itself; “It’s absolutely magical.”

A healthy workplace culture is the most important ingredient in any recipe for company success. Unfortunately, victimized by misconceptions and misinformation, many well-intentioned business leaders seeking to improve synergy implement changes that actually detract from the employee experience, damaging productivity and alienating team members.

On this episode of The Small Business Show, host Jim Fitzpatrick is joined by Dr. Jessica Kriegel, chief scientist of workplace culture at Culture Partners. Kriegel was inspired by her own negative experiences in the corporate world to study and teach the building blocks of leadership and collaboration so that employees everywhere could feel more engaged, included, and supported at their jobs. Now, she breaks down the misconceptions preventing companies from leveraging their culture to the fullest and shares her advice for managing teams.

Key Takeaways

1. Workplace culture is the way that people think and act to get results. In a company with an unhealthy working environment, toxicity is fueled by negative emotions, selfish intentions, and a lack of respect for others. On the other hand, a business with a positive workplace culture will have employees who think positively, support their team, and treat coworkers as equals.

2. Many executives believe that superficial commodities or perks, such as company retreats, pizza parties, casual Fridays, ping pong tables, or bean bag chairs, contribute to their business’s workplace culture. Kriegel explains that this is false as these do nothing to impact the way team members think or act.

3. In a similar vein, it is a common misconception that workplace culture is weakened by allowing employees to work from home. However, just like commodities, Kriegel explains that office environments have little to do with the way team members perceive or interact with each other.

4. To actually improve their workplace culture, company leaders must be intentional about the experiences they create for their employees. Treating team members with respect, paying attention to their needs, and demonstrating empathy are far more likely to improve staff morale and synergy than any other tool.

5. It is essential to establish clear goals when working with a team. Employees who are confused as to what is expected of them are likely to feel withdrawn and irritable. Clarity in communication not only avoids this issue but also results in more engaged and proactive team members, leading to a strong workplace culture and more productivity.

6. Kriegel recommends three experiences that employers can create to promote a stronger workplace culture:

• seek feedback from employees
• give recognition to a team member for their efforts
• tell stories that help form connections between leadership and staff

Did you know 80% of people with disabilities in the United States do not have a job? On this episode of The Small Business Show, host Jim Fitzpatrick is joined by Ryan Wenke, executive director of the Prospector Theater, a company that provides competitive and inclusive employment to people with physical and developmental disabilities.

Key Takeaways

1. Prospector Theater is a non-profit movie theater with 125 employees, 75% of whom self-identify with a disability. That is 10 times the average for a business of the same size.

2. Jobs at Prospector Theater include roles in the box office, concession stand, cafe, production team, landscape team, and kitchen.

3. Prospector Theater is the proud producer of Prospector Popcorn. This gourmet popcorn brand seeks to spread the business’s message of inclusivity in the workplace for those with disabilities.

4. Prospector Theater was founded by Valerie Jensen, whose sister Hope has Down syndrome. Taking inspiration from her relative’s experiences and her own work in charity, Jensen decided to create a non-profit that would provide a stable and inclusive work environment for people with disabilities.

5. Prospector Theater continues to invest in new opportunities to help people with disabilities pursue their passions in an inclusive work environment. Wenke notes that the organization even has a band that can be scheduled by other businesses to play at their event.

Many employers strive to provide a high-quality work experience, knowing that better job satisfaction leads to lower turnover and more productivity. But without an understanding of how to engage with team members and identify their struggles, businesses can destroy their relationships with their workforces despite their best intentions.

On this episode of The Small Business Show, host Jim Fitzpatrick is joined by Jason Greer, author, keynote speaker, and CEO of employee relations and diversity training firm Greer Consulting. Known as “The Employee Whisperer,” Greer has spent years refining his process to repair and maintain worker-leader relationships, helping businesses across the U.S. improve retention and giving employees access to a better work experience. Now, he discusses his recommendations for improving the job environment without alienating or frustrating team members.

Key Takeaways

1. Greer explains that companies are often ill-equipped to manage internal labor issues on their own due to a mutual lack of understanding between management and employees. Having a third-party consultant is key to gaining better insights and identifying solutions that improve the work experience.

2. To retain more employees, Greer urges business owners and managers to first identify what team members want from their positions. While some are motivated by bigger paychecks and better amenities at the office, many younger professionals want to feel appreciated

3. Managers must talk directly to employees to identify their needs rather than relying solely on surveys or written feedback. Greer notes that company-wide focus groups are an excellent tool for identifying what team members want for their work experience.

4. By taking action to prioritize their employees’ needs, managers and business owners can demonstrate their commitment to providing a high-quality work experience. This, on its own, can improve morality among team members, who oftentimes feel that their companies do not care about them.

5. Greer cautions employers not to overlook any employees when attempting to boost morale and form solutions that improve the work experience. Managers, supervisors, and team leads also deserve to be heard and treated with the same attention to detail as their subordinates. Failing to acknowledge certain roles can sow additional dissent among an already frustrated workforce.

Diversity and inclusion extend far beyond standard rules and regulations for the workplace, which is why it is essential to ensure that the employees within the office are tolerant and professional.

Let us explore this in greater detail to understand the importance of diversity and inclusion and why, as an SMB, you should aim to ensure that your workplace ticks those boxes.

Why diversity and inclusion are essential

Before discussing why you should have specific DEI strategies, let’s examine why diversity and inclusion are key for SMBs.

Research shows an inclusive work environment unites employees and promotes trust, increasing productivity.

In fact, when employees trust their colleagues to treat them fairly, they are “9.8 times more likely to look forward to going to work, 6.3 times more likely to have pride in their work, and 5.4 times more likely to want to stay a long time at their company.”

Regardless of their role in the company or what they look like, if they are treated as equals and included in the workplace, employees will automatically feel that they have the support of their peers.

This support allows staff to be comfortable in their workplace, gives them the confidence to perform higher than their potential, and improves morale.

However, it is crucial to understand that diversity and inclusion are not one and the same.

Each concept is distinct, so your SMB needs to know what both concepts mean to ensure they are present in the workplace. 

Research firm McKinsey & Company defines diversity as ” who is represented in the workforce.” However, determining what is considered diverse can vary greatly. Diverse groups typically include different genders, races, ages, and physical or mental capabilities.

On the other hand, inclusion “refers to how the workforce experiences the workplace and the degree to which organizations embrace all employees and enable them to make meaningful contributions.”

Small businesses that strive to create diverse workforces must also foster inclusive cultures.

The Benefits of Diversity and Inclusion in the Workplace

An inclusive and diverse workplace is a pragmatic way to improve the work environment. Encouraging diversity and inclusion in the workplace can lead to the following:

• Higher employee morale
• A more creative workplace
• Increased productivity
• Enhanced financial success

Employees in an inclusive workplace are often happier, more engaged, and motivated to succeed, leading to better performance for the company. A diverse workforce typically equates to a more creative environment, with varying perspectives and ideas that inspire innovative solutions. 

SMBs that value diversity and inclusion are more likely to attract high-quality employees who feel valued for their work rather than external attributes. Encouraging collaboration among employees with different skills and backgrounds can lead to increased productivity and be lucrative for your bottom line.

Examples of diverse and inclusive companies

While implementing diversity and inclusion in the workplace can be challenging, some companies have successfully done so and are thriving economically. Lenovo is a top laptop brand that has integrated the idea of diversity into every aspect of its business, with policies that support the LGBTQ+ community and promote equality in the workplace. Johnson and Johnson is a globally renowned medical products company that prioritizes diversity and inclusion in its hiring process and incorporates policies to encourage diversity and inclusion in its workplace.

Conclusion

Diversity and inclusion are now recognized as essential aspects of a successful workplace. Companies that commit to incorporating these practices are headed in the right direction to achieve long-term growth.

Such slip-ups can cause a predicament environment in the workplace and cause hindrance in the overall productivity of the task force. This requires managers to address such workplace misconduct promptly to protect the employees, foster a positive work environment, and drive business growth to its full potential. 

However, small business owners may not have the required HR team to handle this efficiently. In fact, 54% of small businesses handle HR in house. In such cases, as a business owner, the duty falls on your shoulder to make your company a safe and respected workplace. If an employee has been accused of wrongdoing, swift and decisive action must be taken.

Ensuring that the case is handled properly and impartially will safeguard both the company’s legal and public reputation and the victim’s dignity.

Types of Workplace Misconduct

Workplace misconduct takes many forms, including sexual, financial misconduct, and other serious offenses under the law. Each of the aforementioned broad classes of workplace misbehavior can be further subdivided into various types.

1. Harassment

This includes everything that makes the workplace uncomfortable, unsafe, or downright dangerous for an individual or group. Harassment of any kind is unacceptable, whether verbal or physical, and it is illegal to treat employees differently because of their gender, color, age, or other characteristics.

2. Theft or Fraud

This refers to the fraudulent use of corporate resources, property, or information like embezzlement, forgery of financial documents, misuse of corporate cash, etc.

3. Substance Abuse

When employees drink or take drugs on the job, it causes them to make poor decisions, be less productive, or even put themselves and others in danger. This should be strictly kept under check to protect the employees and the organization. 

4. Workplace violence

It covers all actions that jeopardize the health and safety of workers or individuals, encompassing violence, assault, intimidation, and other such behaviors.

5. Conflict of Interest

Conflict of interest refers to any instance in which an employee’s goals are not in the best interest of their employer. Examples of conflict of interest are taking bribes, misusing corporate funds, or starting a rival firm.

6. Non-Compliance

This refers to actions against the company’s rules and procedures or against the law. Infractions include non-compliance with safety regulations, environmental regulations, and employment laws, among others.

Ways to Address Misconduct 

While investigating workplace misconduct, keep your emotions in control and refrain from using derogatory or offensive language to any parties involved. 

Ensure that you follow the company’s policies and investigate the matter in the same demeanor. This approach will help safeguard the company’s reputation and protect the employees involved.

Here’s how you can handle a complaint of misbehavior account responsibly:

Take Immediate Action

Take swift action against employee wrongdoing to reduce your exposure to legal action. If you don’t address employee wrongdoing as soon as you learn about it, they can start to believe it’s normal to behave this way again. 

A hostile work atmosphere might emerge if an inquiry is delayed, and any potential victims of wrongdoing can feel disregarded.

Investigate

Collect statements from any witnesses and examine possible proof that provides light on the alleged misbehavior. Create a review board to undertake an impartial inquiry if someone you care about has been accused of wrongdoing. While investigating, you can take interim measures, such as a paid suspension or transfer.

Document Proof

Document everything from the first report and investigation plan through employee testimony and any video or audio recordings available. When conducting interviews with workers or witnesses, it’s a good idea to have a second person present in case their statements conflict with other evidence.

If you want to show that your firm has a fair and consistent disciplinary procedure, retain the records of the inquiry and the resolution in the files even after they are no longer needed.

Consult with Senior Management

Before deciding whether or not to discipline an employee, it’s a good idea to get input from other leadership team members. You’ll be less likely to make an emotionally-charged choice and have more support for your plan within the organization.

Consider The Gravity of The Crime

Think about how the wrongdoing affected the workplace and how bad it was. To represent the values of your business, underline its goals, and demonstrate to its workers that it is dedicated to maintaining a productive company culture, the repercussions should be more severe if the behavior directly harms other employees or customers. 

Check the employee’s file to see whether this is a one-time lapse or part of a larger pattern of wrongdoing that needs more severe measures to be addressed.

Determine The Repercussions

Take action to address the behavior with appropriate disciplinary measures. Review how you dealt with similar situations in the past and consult the company’s official employee policy. 

Consult a lawyer before making any hasty decisions that might endanger your organization if you’re dealing with significant misbehavior and don’t know what to do.

Speak with All Parties Involved

Disciplined workers should be kept informed of their next steps in the matter. If you plan to take disciplinary action against an employee for misconduct, informing the affected individuals or victims is considerate. 

Prevent Workplace Misconduct Before It Happens

You can prevent misbehavior from becoming a major problem by conducting regular performance evaluations and holding meetings with the staff. Knowing your team personally might help you gain trust and insight into their habits and routines. 

Good managers are aware of the time their workers spend on various activities and any potential threats this can pose to a productive work environment. They ensure that all firm executives are held to the same ethical standards and are responsible for their actions.

Ensure your staff knows how to report any discrimination or harassment anonymously. Conduct workshops to ensure that the workforce is well-versed in the company’s policies and how they can conduct themselves in case of any misconduct.

Final Word

A hostile work atmosphere is bad for the company for more than obvious reasons like low morale, increased turnover, etc. That’s why it’s crucial to have a procedure in place for handling misbehavior if it ever occurs.

While it’s hard to eliminate the risk of workplace mishaps completely, you may minimize damage to your company by responding appropriately to incidents of misbehavior.

Company and organizational culture are two components that result in a successful business. Those elements shape how an organization operates and how its employees interact with one another. On the latest episode of The Small Business Show, Paul Epstein, former NFL and NBA Executive, author, keynote speaker, and business coach, joins us to elaborate further on these factors. 

Epstein indicates that his 15 years in the sports industry, from entry-level to executive level in sales and business development, has served as a pillar of understanding how to play offense in a defensive world. For example, when he was employed with the San Francisco 49ers, he discovered his ‘why’ and his core values and had the opportunity to tap into culture. 

Key Takeaways:

1. Epstein explains that when it comes to culture, “DO NOT GOOGLE IT.” Instead, he defines culture as a competitive advantage or simply, “It’s how you show up.” How you show up signifies one’s decisions, behaviors, and actions, and then multiply those elements by consistency. 

2. When entrepreneurs think of the greatest leader they’ve ever known and ask themself: what did they do to get there? 90% of the responses will quote that the number one attribute is that they listen. 

3. Listening accelerates trust, empathy, and connection, but Epstein outlines the remaining attributes that great leaders express:

• They are highly decisive. Great leaders don’t suffer from paralysis at the same rate as the rest of the world. 
• They move forward with decisions because they know it will either end in two ways: being successful or obtaining the opportunity to grow.  
• They make smart decisions. “Heart Decisions” are defined as the best cultures combined with intelligence.

4. Epstein asserts that there are infinite microclimates within bigger cultures where the top-down culture no longer scales the same as it once did. However, local culture is key to exerting success. 

5. With ongoing arguments over the state of the workplace schedule, it boils down to intention. The purpose for working from home, working in an office, and so forth.”Intention should be the element that drives any organization,” states Epstein.