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.

On today’s episode of The Small Business Show, we are joined by Jay Baer, an author, advisor, Hall of Fame keynote speaker, and customer experience researcher. ASBN anchor Shyann Malone joins Baer to discuss how businesses can utilize “Talk Triggers” to their advantage.

What are Talk Triggers? Well, according to Baer, this concept refers to the popular phrase, “Word of Mouth will help organizations attract and keep customers.” However, Word of Mouth is dynamically more important than people realize; some forms influence more than 50% of purchases. Despite this, many businesses lack an actual Word of Mouth strategy.

Key Takeaways 

1. By Baer’s definition, Talk Triggers are a strategic, proactive system designed to create conversations among customers. The first step to implementing a strategy is to understand that what’s average is ignored, and what’s different is discussed. Therefore, businesses must identify something customers don’t expect, which makes sense contextually regarding who they are and what they’re about.

2. For example, a hamburger restaurant in Sacramento, California, has spent $0 on advertising, yet they have a line out the door daily. At this restaurant, every customer has a chance to order food and select a card out of a 52-card deck. If that customer selects the Joker, then their whole meal is free. The restaurant typically has four winners a day. 

3. Oftentimes, most organizations don’t lean into what makes them different enough. Yes, more businesses have impeccable customer service, but every business strives for that level of success. So, Baer suggests companies’ talk triggers must be repeatable. 

4. Small businesses can implement talk triggers faster than larger businesses because they can tweak operations faster. Baer also advises entrepreneurs to understand the four truths of talk triggers in order for them to work, along with the five types of triggers described in his book Talk Triggers: The Complete Guide to Creating Customers with Word of Mouth. 

5. Businesses should take Word of Mouth seriously, as it has a massive impact on customer acquisition and retention. Yet, fewer than 1% of companies have a Word of Mouth strategy, presenting a massive opportunity for those who do.

Welcome to The Small Business Show! In today’s episode, we’re diving into a fascinating discussion about “The Customer Hierarchy of Needs.” And we’re in for a treat because we have a special guest, Shep Hyken – an esteemed Author, Speaker, and Customer Service and Experience Expert who has written extensively on this topic. Get ready to learn some valuable insights from the best in the business!

Key Takeaways

1. As we all know, Maslow’s hierarchy of needs is a psychological theory that humans have two sets of needs. Hyken elaborates on this idea and proposes that customers expect the same from businesses. At the bottom of his pyramid is “Products should work as intended.” This focuses on the intent that customers expect their products to work properly after purchase. 

2. Next comes “Alignment.” Organizations should ask themself, is the company aligned with what we promised? If they claim to have great service, do customers agree? Often, alignment takes time to achieve. “So if you don’t get it right the first time, try again until you do,” asserts Hyken. Alignment then leads to the third part of the pyramid – Trust. Trust and safety come from comfortable experiences.

3. Hyken says, “More than ever, with AI, companies must protect your information and earn your trust, which goes back to alignment.” Moreover, the fourth tier is devoted to appreciation. Do businesses show enough appreciation for customers? In other words, do customers feel valued and thanked appropriately? 

4. Finally, at the top is “Emotional connection.” Organizations cannot establish loyalty without an emotional connection. Moreover, Hykne believes repeat business comes from customers saying, “I like them; they’re always friendly and nice,” As soon as that happens again and again, why would a customer risk doing business elsewhere?

5. Companies who aim to fulfill their customers’ hierarchy needs can learn from Amazon’s strategy. According to Hyken, Amazon falls on the pyramid because it prioritizes customer satisfaction over selling products that don’t work, even though they don’t manufacture their own products. However, the company stands behind its offerings and cares for customers who face any issues. This is due to Amazon’s commitment to fulfilling its promises, and it has gained the trust of its customers through its frequent outreach and updates.

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.”

In today’s episode of The Small Business Show, we discuss the use of humor in leadership development and the importance of balancing professionalism with employee engagement. Our special guest for the episode is Kathy Klotz-Guest, Founder of Keeping It Human, Author, Improv comedian, and Keynote Speaker.

As a former leader at Silicon Valley Tech with a background in stand-up and improv comedy, Klotz-Guest believes the two fields can complement each other more often than people would think. 

Key Takeaways

1. Klotz-Guest affirms that it’s crucial to incorporate humor and personal development because sometimes leaders take themselves too seriously, making it difficult for others to take them seriously. “So the key essentially is to continue being your authentic self, be relaxed, a little vulnerable, and really connect with your team,” she says. 

2. If entrepreneurs are worried they might offend someone by mixing humor and leadership, Klotz-Guest suggests asking two questions: Am I laughing with or at them? The difference between the two is significant. As long as you uplift others, make them laugh, be inclusive, and avoid discussing inappropriate topics at work, the possibility of being offensive is low.

3. To attract and retain the younger generation of workers, leaders must create a transformational space and, overall, a great place to work. Your team cares not so much about the bean bags or cool pool tables but rather about leaders showing up with the capacity to create a space for positive laughter. 

4. “The biggest, yet most important factor of storytelling is change,” which means you don’t have to be perfect. Be honest or transparent because that is what your team is seeking. “And if you’re willing to do that, the message you’re sending out sets the tone for your organization.”

5. Employees should have fun during their workday, which includes laughing and avoiding uptight leadership. In other words, work shouldn’t always feel serious and stressful. It’s important for employees to be able to enjoy what they do and have a positive outlook on their work. By encouraging a fun and relaxed work environment, employees are more likely to be satisfied and motivated in their jobs, which can lead to increased productivity and success for the company.

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

Poor management of emotions can create problems for both a business and its employees, often leading to loss of income and undue stress. On the other hand, proper professional etiquette, emphasizing respectful communication and emotional intelligence, can help organizations exceed targets while establishing work cultures that attract and retain high-quality talent.

On this episode of The Small Business Show, host Jim Fitzpatrick is joined by Matt Easton, sales coach and founder of sales training platform Easton University. Having helped hundreds of professionals from different industries grow in their careers, Easton knows not only how crucial it is to manage emotions properly but also the secrets to communicating effectively, transparently, and positively. Now, he shares his tips to help you and your team reduce stress and improve efficiency with emotional management.

Key Takeaways

1. It is not personal. Although emotions can be intense in the workplace, employees and managers must avoid letting negative interactions fluster them or lead them to spread additional negativity.

2. It is not as bad as you think. As humans, obstacles can often appear as insurmountable, not due to the actual difficulties presented but rather our lack of familiarity with the tasks at hand. Once enough experience is gained, professionals can have more confidence in tackling problems and avoid letting their emotions get the better of them.

3. Do not stereotype your customer. Every client is different, no matter how similar they may appear. Assuming that an interaction with someone will go poorly simply based on a few shared characteristics with other individuals can create negative emotions and ruin your chances of closing a sale.

4. Do not stop to take pictures. When on a winning streak, the last thing one should do is sacrifice new opportunities to enjoy the moment.

5. Do not set goals based on what others have done. Comparison leads to negative emotions, and negative emotions lead to less productivity. Professionals who set realistic goals for themselves not only achieve their targets with greater speed and efficiency but also protect themselves from feelings of inferiority.

New data from a joint study published by tax and consultancy firm RSM and the U.S. Chamber of Commerce indicates that entrepreneurs are buoying the labor market even as they face challenges in talent acquisition and meeting employee expectations. In a survey of roughly 1,500 business owners, 66% said they planned to ramp up hiring efforts over the next six months, even though 97% expect work shortages to pose challenges throughout 2024.

Despite concerns that tools such as artificial intelligence could negatively impact the labor market by displacing jobs, companies adopting these resources appear to be more focused on boosting productivity than lowering payroll expenses. A majority of respondents to the RSM and Chamber survey planning to leverage new technologies in 2024 said their primary goal was to boost efficiency and worker output. More than half (57%) of all business owners expressed interest in adopting automation or IT solutions.

The labor market has continued to outperform expectations, with early reports for January reflecting a substantial increase in employment. These gains seem to conflict with anxieties regarding a recession and an ongoing worker shortage. However, while business owners feel mostly pessimistic about the status of inflation and interest rates, they continue to express optimism toward their own enterprises and a desire to hire more employees, unwittingly helping the very economy in which they lack confidence.