The relationship between employee and employer is a two-way street. Like partners, both parties should prioritize the happiness of the other to stay in a fruitful relationship.

 

This episode takes a closer look into why employee happiness is crucial in the smooth running of a business, and helps employers determine if they are doing enough for their employees’ well-being.

 

Quiet quitting: Product of dissatisfaction

 

Let’s start with quiet quitting. Quiet quitting is a modern trend where employees do the bare minimum due to dissatisfaction. This phenomenon often occurs when employees are unhappy but unwilling or unable to resign. 

 

But even if an employer identifies this problem, there is the challenge of firing quiet quitters, especially in countries like the Philippines with strong employee protections. It could take weeks or months just to fire an employee with proper documentation and within the law. Even in the U.S., it’s hard to make a case when employees are technically still doing their jobs. 

 

And once they’re fired, hiring replacements just takes more time and money. 

 

This underscores the need to keep employees happy and the importance of maintaining employee satisfaction.

 

Happy Employees are Productive and Effective

 

Happy employees tend to be more productive and effective. 

 

Why?

 

Happy employees have a strong desire to keep their jobs, leading to greater effort and quality output. A positive and inclusive workspace also fosters excitement and motivation to come to work. Additionally, happy employees are more willing to interact, mentor, and learn from colleagues, enhancing teamwork and collaboration. As an added bonus, gratitude from happy employees make them more likely to go the extra mile for their organization

 

This positive ripple effect from happy employees contributes to overall workplace happiness, productivity, and efficiency.

 

Quick List on How to Keep Employees Happy

 

Practical tips for keeping employees happy include:

 

1. Competitive salary and benefits
2. Flexible work arrangements and understanding management
3. Inclusive and welcoming workplace, especially for LGBTQ and differently-abled individuals, with appropriate amenities and tools
4. Good and open communication with peers and higher-ups
5. Fun employee engagement activities to avoid monotony and encourage creativity, interaction, and teamwork
6. Training and development opportunities to prevent stagnation
7. Career development opportunities, such as promotions

How Tahche Does It

 

Ensuring employee happiness when they’re based offshore can be a little more complicated. But one thing that’s sure to help is having a local support team, where the employees are based, dedicated to employee management and happiness. 

 

For Tahche’s clients, local and dedicated support teams in the Philippines are always available to ensure that offshore employees are happy and well taken care of. 

 

A Chief of Happiness officer is a key figure, who, with the help of the other support teams, organizes regular employee engagement activities from small gatherings like pizza parties to large-scale events like the summer outing wherein employees from all over the Philippines are flown to Cebu for a big get-together.

 

Tahche also has a full HR team for quick issue resolutions and who are knowledgeable about salary requirements and benefits mandated by the government to ensure quality of life in the Philippines for employees.

 

So if you’re looking to hire and keep happy, productive, and efficient employees in the Philippines, consider hiring with Tahche!

 

_____

 

If you enjoyed this episode, don’t forget to like, comment, and subscribe to The Philippine Business Playbook podcast on YouTube, Spotify, and Apple Podcasts. 

The rise of the gig economy has made it easier than ever to hire freelancers globally through platforms like Upwork. As a major player in this industry, Upwork capitalizes on gig work and temporary employment. 

 

However, the question remains: Is Upwork truly beneficial for workers and CEOs? This episode aims to answer that by examining how Upwork operates.

 

Why Upwork is not good for workers

 

Freelancers often encounter challenges on Upwork including fraudulent clients and non-payment. Unfortunately, it doesn’t end there. 

 

Here are common pitfalls that workers need to be vigilant and aware of when navigating the platform.

 

• High Competition for Low Returns: Freelancers compete heavily for tasks, often at lower pay rates.
• Lack of Social Protections and Benefits: Freelancers miss out on company-sponsored insurance, paid leaves, and other benefits.
• Expensive Application Process: Freelancers need to buy “connects” to apply for jobs, making it costly.
• Upwork Fees: The platform takes a significant cut from freelancers’ earnings, reducing their income.
• Lack of Company Screening: Upwork does not thoroughly vet employers, increasing the risk of scams.

 

Why Upwork is not good for CEOs

 

CEOs also face significant challenges when using Upwork:

 

• Lack of Commitment: Freelancers may not show long-term commitment to projects.
• No Vetting: CEOs must sift through applicants without guarantees of their skills and experience.
• Increased Costs: Freelancers raise their fees to cover Upwork’s cuts.
• Difficulty in Monitoring: Ensuring quality and accountability is challenging with remote freelancers.
• Project Continuity Issues: Transitioning projects between freelancers can be problematic.

 

Alternative to Upwork

 

For both freelancers and CEOs, offshoring presents a better alternative. 

 

CEOs can benefit from offshoring with a trusted partner like Tahche, which offers cost-effective recruitment and comprehensive management support. 

 

Freelancers, on the other hand, can find stability and benefits by partnering with professional recruitment organizations. And without sacrificing their preferred work setups.

 

_____

 

If you enjoyed this episode, don’t forget to like, comment, and subscribe to The Philippine Business Playbook podcast on YouTube, Spotify, and Apple Podcasts. 

Remote employees are a completely different breed of workers. They have unique needs that must be met, or else, guess what? They quit. 

 

In this episode, Bryan explores five common reasons why remote employees quit and how to address them strategically to improve employee retention. 

 

Types of Remote Workers

 

Remote workers can be categorized into two main types: work-from-home (WFH) employees and employees working in an office that is apart from the main headquarters. 

 

Despite their differences, both types share a common characteristic: distance from the main HQ/employer. This distance can make it challenging for employers to identify challenges that lead to a remote employee’s resignation. This episode aims to shed light on these reasons and provide solutions.

 

Lack of Communication and Connection

 

One of the primary reasons remote employees quit is a lack of communication and connection. Remote employees often feel disconnected from their colleagues and the organization, especially if they lack a local support team. Common issues include the absence of real-life interaction, reduced impact of corporate events, delayed communication, and issue resolution, and increased feelings of isolation. These factors can lead to decreased employee morale and productivity.

 

Solutions to these problems include hiring offshore workers who speak the same language, utilizing premium remote communication tools like Slack, Zoom, and Gmeet, setting remote shifts that align with HQ shifts, scheduling regular meetings and huddles, and partnering with offshoring organizations that provide local support and office space for remote workers. These measures can help foster work relationships and improve overall employee engagement.

 

Limited Career Development Opportunities

 

Remote employees may feel overlooked for promotions and career advancement opportunities. Studies have shown that fully remote employees are 35% more likely to be fired than onsite or hybrid employees. 

 

To increase visibility and recognition for remote workers, companies should conduct regular performance evaluations, provide performance incentives, establish a clear career ladder, offer remote-friendly learning resources and programs, and allocate a training and development budget for remote employees to use locally.

 

Poor Work-Life Balance

 

Remote work can blur the lines between work and personal life, leading to burnout and dissatisfaction, especially for WFH employees. Offshore employees without a local office and formal time management mechanisms may also experience work-life imbalance. 

 

Lack of employee engagement activities can exacerbate this issue. 

 

Strategies to promote work-life balance among remote employees include encouraging office-based work, setting defined shifts, organizing regular employee engagement activities, and setting clear expectations and boundaries for remote work. 

 

Additionally, offering a salary that supports quality of life and being mindful of employees’ work hours can help maintain balance.

 

Lack of Support and Recognition

 

Remote workers can feel neglected without local HR support for issue resolution and necessary tools to work efficiently. Companies often fail to provide remote employees with the tools they need, such as office space, devices, and mentorship. 

 

Regular feedback is crucial for remote employees, as well. And don’t stop at criticism! Recognizing and celebrating their contributions is vital to employee morale. 

 

Strategies for effective feedback and support include using objective metrics that consider remote facilities, providing regular feedback, conducting fair evaluations, and offering the necessary tools and devices to ease their work.

 

Technology and Infrastructure Challenges

 

Inadequate technology and infrastructure can significantly impact remote employee productivity and satisfaction. Communication, training and development, and overall job support are all dependent on technology nowadays. Without proper tech and infrastructure, employees face inefficiencies and a diminished work experience.

 

Companies should include a budget for gadgets, devices, software, and office space, even for remote employees, to ensure they have the tools needed to perform effectively.

 

_____

 

If you feel that these are all too much to add to your growing responsibilities as a business owner, the best thing you can do is partner with Tahche. In addition to efficient offshore recruitment in the Philippines, Tahche also offers offshore team support and engagement for to ensure your team is fully supported and given the best work experience despite working remote. 

 

If you enjoyed this episode, don’t forget to like, comment, and subscribe to The Philippine Business Playbook podcast on YouTube, Spotify, and Apple Podcasts. Thank you!

 

Skill gaps are real, but how they affect your business is really up to you. 

 

In this video, Bryan tackles skill gaps head-on and ensures your team has the skills needed to succeed.

 

Understanding the Skill Gap

 

The skill gap is the difference between an employee’s current skills and what the job requires. Skill gaps hinder productivity, innovation, and overall organizational success.

 

When a skill gap can negatively affect your business that much, it’s crucial to address it quickly. 

 

How do you do that? Let’s get into it.

 

Training and Upskilling

 

Decision-makers must always be future-focused when considering their company’s and team’s growth. Investing in training programs helps keep the team and company up-to-date with industry standards. 

 

Hiring Offshore: The International Talent Pool Advantage

 

When recruiting, prioritizing candidates with the required qualifications is crucial. This might mean expanding the search beyond the local talent pool. 

 

Embracing diversity in skills and backgrounds by hiring offshore is beneficial. Recognizing that talent and skill are not centralized or limited to a specific region, especially with the internet making global knowledge and education accessible, is key. 

 

Not only that, but you also get fresh perspectives from around the world!

 

Lifelong Learning Culture

 

Encouraging continuous learning within an organization prevents skill gaps from forming. Allotting a budget for workshops, webinars, and certifications supports employees’ skill development and career progression. These initiatives boost motivation and engagement, ensuring that the team remains adaptable and forward-thinking. 

 

___

 

Addressing skill gaps involves understanding the gap, investing in training and upskilling, hiring offshore talent, and fostering a culture of continuous learning. This comprehensive approach ensures the team has the necessary skills to meet business objectives effectively.

 

If you enjoyed this episode summary, go ahead and click that play button for even more valuable information. 

 

And don’t forget to like, comment, and subscribe to The Philippine Business Playbook podcast on YouTube, Spotify, and Apple Podcasts. Thank you for tuning in!

Are You a Boss or a Leader? (…And Why It Matters)

 

Boss vs Leader. Who wins?

 

In this episode, Bryan breaks down the differences between a boss and a leader and how each affects your team’s dynamics and results.

 

Boss Behavior vs. Leadership

 

Boss behavior capitalizes on title, authority, and power, often leading to a toxic work environment that creates resentment and high turnover.

 

Leadership, on the other hand, is about inspiring and empowering your team to achieve their best. It fosters loyalty and high morale.

 

Controlling vs. Empowering

 

A boss controls and micromanages, leading employees to think that they are not being trusted to do their jobs well on their own. As a result, it decreases team morale and efficiency.

 

In contrast, a leader empowers employees to take ownership and make decisions, supporting their growth and fostering accountability. Leaders trust their team and provide the necessary resources for success.

 

Individuals as Replaceable Resources vs. Individuals as Assets

 

Bosses see employees as replaceable means to an end, often undervaluing their contributions. 

 

Leaders recognize the unique strengths and perspectives of each team member, fostering an inclusive environment where everyone feels valued and supported, even in failure.

 

Staying in the Comfort Zone vs. Innovating

 

Bosses fear changes that might affect their authority, stifling innovation by rigidly adhering to existing processes. 

 

Leaders encourage creativity and diverse thinking, embracing new ideas and providing resources to build their team’s skills and achieve new heights together.

 

Have you figured out if you’re a boss or a leader? 

 

It’s clear that being a leader is far more beneficial for both your team and your organization. But if you need more information to figure out which of the two you are, and how to transition into a leader if you find yourself acting like a boss, listen to the full episode!

Don’t forget to like, comment, and subscribe to The Philippine Business Playbook podcast on YouTube, Spotify, and Apple Podcasts. Thank you for tuning in!

In this episode of the “Philippine Business Playbook” podcast, Bryan tackles a very challenging issue: handling negative reviews from former employees. 

 

Did you know that bad reviews can actually be beneficial for your business? Stay tuned to find out how.

 

Why Former Employees Leave Negative Feedback

 

Bad reviews aren’t just harsh words; they’re insights into an ex-employee’s experience. Negative feedback often stems from disgruntlement, emotional venting, or an honest desire to help others avoid a similar situation. Understanding these motivations can help you address the root causes effectively.

 

How to Respond Strategically to Bad Reviews

 

Timely and professional responses are key. Acknowledge the review publicly, apologize if necessary, and use calm, neutral language. Show empathy without being defensive and highlight positive actions you’re taking to address the concerns. A thoughtful response can turn a negative into a positive.

 

Turning Criticism into Improvement

 

Bad reviews can be a catalyst for change. Address specific concerns, implement necessary changes, and monitor review sites regularly to ensure continuous improvement. Use the feedback to make your company better and show that you value employee input.

 

Building a Positive Reputation

 

Prevention is better than cure. Building a positive company culture is essential for maintaining a good reputation. However, when faced with a bad review, respond calmly, strategically, and work on improving the employee experience. This not only helps in damage control but can also enhance employee retention.

 

Remember, a bad review isn’t the end—it’s a chance to learn, adapt, and thrive. Check out your business reviews and turn them into growth opportunities. 

 

If you found this article helpful, get into the meat of the topic by watching/listening to this episode wherever you listen to your podcasts. 

 

Don’t forget to like, comment, and subscribe to “The Philippine Business Playbook” podcast on YouTube, Spotify, and Apple Podcasts. Thank you for tuning in!

If you’re looking to boost your growth and achieve new heights in a way that’s effective, sustainable, and fast, this episode will set you on the right path.

 

Defining Business Scaling

 

Before we get into the hacks, let’s clarify what scaling a business really means. It’s about increasing revenue without a substantial increase in costs. Scaling ensures your business can grow sustainably and efficiently.

 

HACK 1: Grow a Sales and Marketing Team 

 

The first hack focuses on building a robust sales and marketing team. A dedicated team that knows the ins and outs of your brand and your products, and can effectively communicate your value proposition will easily drive your revenue. They will be able to reach new customers and nurture existing ones. 

 

However, experienced Sales Agents and Marketers can cost an arm and a leg, especially in the U.S. Not all growing businesses can easily afford them. Bryan shares a great solution to this conundrum, which you can access when you watch this episode!

 

HACK 2: Leverage Technology and Automation 

 

The second hack explores the power of technology and automation. By integrating the latest tools and systems, you can streamline operations, reduce manual tasks, and improve efficiency. From customer relationship management (CRM) software to marketing automation platforms, leveraging technology is crucial for rapid scaling. 

 

HACK 3: Have the Right People in the Right Seats

 

The third hack emphasizes the importance of placing the right people in the right roles. Having a team that aligns with your business goals and culture is essential. 

 

In this episode, Bryan discusses strategies for effective recruitment, talent management, and ensuring that every team member is contributing to their fullest potential.

 

Hire with Tahche to Scale Your Business

 

Looking for a partner to help you scale? Tahche offers specialized recruitment services to connect you with top professionals from the Philippines, in whichever industry you need. Our extensive network and expertise ensures you will have the right people in place to drive your business growth.

 

Remember to subscribe for more insights and strategies to help your business thrive. Stay tuned for our next episode!

Moonlighting has become increasingly prevalent, not just in the US but all over the world, especially amid economic challenges and the widespread availability of remote work platforms. 

 

In this episode, Bryan explores the impact of moonlighting on businesses and strategies to address this phenomenon.

 

Signs of a Moonlighting Employee

 

Identifying moonlighting employees can be challenging but crucial for businesses if they want to address the problem in time and with least negative consequences.

 

Bryan deep dives into these indicators and their implications for organizational productivity. He talks about increased time-offs, reluctance to work overtime, fatigue among employees, and more.

 

Effects of Moonlighting on Your Organization 

 

The presence of moonlighting employees can significantly impact organizational performance, leading to decreased work quality and potential data security breaches. 

 

Moreover, the influence of a moonlighting employee on their peers can propagate similar behaviors within the workforce. In this episode, Bryan examines the broader implications of moonlighting and its ripple effects on company culture.

 

How Do You Address or Combat Moonlighting?

 

Combatting moonlighting requires proactive measures, including offering competitive pay and benefits, fostering open communication, and exploring part-time options to accommodate employee needs. 

 

By addressing the root causes of moonlighting, businesses can mitigate its adverse effects and foster a more engaged and committed workforce.

 

How Tahche Can Help 

 

As organizations grapple with the implications of moonlighting in their workforce, it’s crucial to take proactive steps to address this phenomenon. By prioritizing employee well-being and implementing effective HR strategies, businesses can mitigate the risks associated with moonlighting.

 

Tahche offers comprehensive HR services tailored to combat moonlighting within offshore teams. With experienced HR staff based in the Philippines, Tahche provides support in addressing employee needs and fostering a conducive work environment. 

 

Partner with us by signing up here. For more information, visit our homepage.

Join CEO Bryan Luoma and renowned economist Dr. Alvin Ang in an eye-opening interview as they delve deep into the dynamics of the Philippine outsourcing industry. 

 

With over a decade of experience, Bryan Luoma brings invaluable insights into reshaping the outsourcing landscape for the better. Dr. Alvin Ang, a respected economic expert in the Philippines, provides critical analysis and perspectives on the industry’s impact on the Filipino community.

 

Outsourcing, offshoring, and everything in between

 

The outsourcing sector in the Philippines is not just about call center jobs—it’s a multi-billion-dollar industry that significantly contributes to the country’s GDP. But amidst its growth, questions arise: How has the industry affected Filipinos and their communities? Are opportunities limited to call center roles? Discover the answers to these pressing questions and more as Bryan and Dr. Alvin shed light on the positive effects of the BPO industry, its challenges, and the evolving global competitiveness of Filipino professionals.

 

In this enlightening discussion, you can also explore Tahche’s mission to revolutionize remote recruitment, providing Filipinos across the nation with diverse career opportunities beyond traditional BPO roles. Learn about Tahche’s innovative offshoring approach, including the upcoming launch of TAHCHE, an all-in-one platform designed to streamline job search and empower professionals to secure meaningful employment.

 

From reducing unemployment to envisioning better career prospects, Tahche is committed to supporting Filipino professionals every step of the way. It  serves as a trusted partner in navigating the mercurial job market and adapting to the future of work. 

 

Join the conversation and be part of the journey towards a brighter future for the Philippine labor force. Don’t miss out on this interview! Watch now and unlock the potential for transformation!

 

To partner with Tahche, fill up our sign up form here. 

Employees quitting is a common occurrence, driven by various reasons such as career advancement, changing priorities, or office culture misalignment. 

 

In this episode, Bryan emphasizes the importance of knowing how to deal with an employee who wants to quit, sharing signs of a possible resignation as well as strategies on handling resignations with grace.

 

Common signs that an employee is considering quitting

 

Signs of an employee wanting to quit include decreased enthusiasm, increased absenteeism, and a decline in work quality. Preparation is key, whether you aim to retain the employee or let them go. In this episode, Bryan shares how to do it successfully.

 

How do you prepare for the potential of an employee leaving

 

That depends on your desired outcome.

 

To retain the employee, initiate communication to identify pain points and negotiate solutions such as salary increases or changes in work arrangements. 

 

If you want to let them go or if their resignation is inevitable, handle the situation calmly and professionally. Create a transition plan, ensure compliance with labor laws, and start the recruitment process if necessary. 

 

Exit interviews are also crucial for understanding employee experiences and improving retention in the future. Remember, retaining a good employee long-term is more cost-effective than frequent hiring and training of new staff.

 

This podcast episode discusses all these in detail. So if you want more information, go ahead and click that play button!

 

What to do when dealing with remote employees

 

If you’re dealing with remote and offshore employees, there’s no better way of handling offboarding as well as onboarding replacements than an offshore recruitment agency with expertise in all these processes. 

 

If you want to do it well, do it with Tahche.

 

Partner with us by signing up here. For more information, visit our homepage.