Improvements to Your Ruby Call Activity

Here at Ruby, we’ve made some exciting changes based on customer feedback to bring even more call data to your fingertips.

Next time you check the app or website, you’ll see all outbound and forwarded calls right alongside your receptionist handled activity. That’s right! Every business call record in one place.

We’ve made it easier than ever to see your latest activity at a glance by showing the caller’s name, call type, and a timestamp on the Home screen of the app, as well as the site’s dashboard!

And not only that—we’ve simplified the app’s navigation and brought forward a feature that customers are using most—the dialpad. Look for it in the bottom center of your screen.

Check it out!

Of course, we couldn’t be happier to bring you these updates, but we won’t stop there! We know that for many small businesses, texting is an essential communication strategy and a growing trend. To ensure our customers have everything they need to stay connected, we’re launching the ability to text from your business number in the coming months. Stay tuned for this announcement, and much more!

Happy Calling!

Download our Mobile App

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Webinar: What is a Virtual Receptionist?

Webinar: What is a Virtual Receptionist?

Balancing incoming phone calls with your daily meetings, projects, and busy work can be difficult—and missed calls are missed opportunities. You never know when the ringing phone could be bringing in your next big client!

Do you feel strapped for time? A virtual receptionist service may be the solution you’ve been looking for.

In this quick 30-minute webinar we answer your burning questions about virtual receptionists, including:

  • What is a virtual receptionist?
  • What does a virtual receptionist do?
  • What’s the difference between a virtual receptionist service and an answering service?
  • What features are offered by virtual receptionist services?
  • What questions should you ask to ensure that they’re right for your unique business needs?
  • How does a virtual receptionist service help your business grow?

This webinar took place on June 20th but the knowledge lives on! Watch our recorded webinar below.

Watch Recorded Webinar

Lessons Learned: Ruby’s 15 Years

Ruby Receptionists Birthday

June 2, 2018, marks 15 years in business for Ruby® Receptionists and I can hardly believe it. I’m incredibly grateful for the amazing customers and employees who brought us to this milestone! To celebrate our anniversary, I’m sharing some pivotal lessons I have learned during each of these wonderful years. Whether you’re running a business, prepping to launch a startup, or dreaming of an entrepreneurial future, I hope these reflections help you on your journey!

2003: Great service really does win business.

When I started Ruby, I really did think we were here to help small businesses by taking an essential task (answering and handling phone calls) off their plates. Having been a receptionist myself in a former career, I thought being nice, listening, and doing whatever we possibly could to provide a helpful experience was simply table stakes to answering phone calls. But our customers spoke early and often—they let us know the Ruby caller experience was making a difference in their business’ success. They stuck around and referred new business to us. Today, customer referrals remain the top source of customers for us, and it brings me great personal joy to know we are helping other businesses grow by keeping alive that personal caller experience.

Bonus lesson: Don’t put your coffee machine, your microwave, and your telecommunications server on the same circuit.

2004: Cash and financial management is a matter of survival.

As much as we were off to the races with our WOW-worthy service, those first couple of years trying to get to scale were rough, and there were a few payroll runs that left mere pennies in our checking account. Had we waited for an outside bookkeeper to finish doing the books to know where we stood each month, we might not be here today.

When it was a matter of business life and death, I practiced daily cash management. Managing the timing of our cash outlays, projecting our inflows, knowing our break-even points, and understanding the difference between income on the books and positive cash flow were all part of this rigorous, business-saving process. Ruby #2, Paddy McCaffrey-Allen, still teases me today about my passionate plea to not buy “even one pencil!” I know many of you are in that cash-critical ramp-up stage and rely on us to deliver value that exceeds our price. Our recent phone number feature additions were designed to help you eliminate a phone bill, and we are working to add more customized packages this year to more closely match your needs.

2005: Ask your employees for feedback.

You might know Ruby as an award-winning employer of choice, having been recognized nationally for years as a great place to work. I confess that wasn’t always the case. It took us until year three to conduct our first ever employee survey. I was so nervous! As a small business owner, the thought of someone not feeling valued at my company felt personal. But at the urging of an employee, I did it. And, while it was hard to read some of the comments, it served as the beginning of the journey to becoming the employer we are today.

The big takeaway from the survey was to regularly make sure each employee knew how they were making a difference—in the lives of our callers and customers, and in the success of Ruby. And the impact of employees who feel valued in the work they do? Strong employee retention and an aligned workforce fired up to deliver on the mission.

2006: Surprise! Other business owners are going through the same challenges that we are.

Being a business owner can be a lonely experience. We bear the weight of the success of our organization and the livelihood of our employees. When faced with challenges, it’s not always appropriate to confide in our staff, and our friends with stable, paying jobs don’t seem to relate. Don’t you sometimes feel that someone, somewhere, has already figured out the solution to the problem you’re facing? That was me. But in 2006, I found my peer group by joining the Entrepreneurs Organization, and it was a game-changer. They serve as an informal business advisory board, and getting an up-close look at some of the challenges other business owners face means I get to learn from their experiences.

Bonus lesson: Put your domain name on auto-renew!

2007: KPIs and company dashboards help ensure your customers, employees, and financial stakeholders are all being considered.

If you are ever in Portland and come by for the Ruby tour, ask someone to show you our performance dashboards. It surprises many that a company so focused on people and service is out front with data measurement and performance benchmarking. But here’s the thing: our dashboards are a critical tool to ensure we are delivering what we intend to our customers and our employees. In 2007, KPIs and dashboards were foreign to us. It was only after a desperate plea by our overworked receptionists that I dug into the data. There, I discovered we had grown our customer count far faster than our employees to support it, and our service and employee happiness were suffering.

Today, our dashboards are built with a “balanced scorecard” approach, measuring performance, service quality, customer happiness, and employee happiness all on the same page. When red, our KPIs aren’t meant to be punitive, but just like the warning lights on your car’s dashboard, a red KPI signals that a key function might be out of whack, and this alert can save us from a breakdown.

Bonus lesson: Mistakes are the fertile ground of innovation!

2008: Another reminder that customers and businesses alike truly value personal connection and will support businesses that make them feel heard.

Ahhhhh, 2008. I’m guessing many of you have your own make-or-break stories of the great economic downturn of our lifetime. And since this is a 15-year celebration piece, you can guess how it turned out for us.

But back then, I truly didn’t know if Ruby was going to survive. The Dow was on its crazy decline towards a loss in value of 65%, and our economic outlook was downright scary. The question I ended up asking was not, “how are we going to survive,” but, “If we’re going down, how do we want to be remembered?” Turns out, the answer to both questions was the same: that in this intensely stressful time for business owners and employees alike, in an era where cost-cutting measures all but eliminated good customer service in other companies, we lived to make a difference in the lives of others through kind, caring, personal interactions. Our employees rallied, and we stepped up our service to find ways to show our customers that we were on their team, that their success was our success, and that there would always be a friendly voice on the other end of the line to help them get through the day.

2009: Know what you stand for and surround yourself with people who are aligned with that mission.

The strategy of 2008 serves as the pivotal lesson of our 15-year life. We grew our customer count 30% in 2009. We took those lessons, and from them, built our formal mission, vision, and values. You can read them here. Today, those guiding principles help us attract and retain employees. They help us make business decisions. And they help us stay focused on delivering our customers the service they expect and deserve.

2010: Every touchpoint matters.

One day, as I was deeply engaged with whatever was on my computer screen, I was interrupted by a knock on my open office door. I looked up to find not a fellow Ruby, but an acquaintance and potential customer standing in the doorway. “Funny,” he said. “The receptionist company has no receptionist. I wandered around your office to eventually find you without so much as a ‘hello!’”

Ouch! That day, I realized your brand and your vision don’t just show up in the service you provide. It shows up everywhere: how you greet people in your office, how your website looks, how your physical office looks, and even how you and your employees show up in the community. Longtime Ruby and customer experience evangelist Christina Burns, our VP of Customer Success, wrote an awesome e-book on how to ensure every communication across many of your touchpoints are delivering a great experience. You can find that here.

2011: Investing in technology is critical to delivering service at scale.

In 2011, we launched ROS, the software that allows our Ruby receptionists to deliver our uniquely personal caller experience. Back in the day, we had to rely on our fading memories and charming personalities to deliver great service. But we all know that has limits. ROS enables us greet callers with the right time of day no matter the time zone of our customers, and whispers in our receptionists’ ears to ensure we are pronouncing your company names properly. Today, it’s integrated with your calendars and contact lists through our mobile app, so we know just how to treat your callers, when and where to transfer callers, and what information to gather when you’re not taking calls.

Bonus lesson: Switching your entire tech platform and physically moving your business all in three weeks’ time can wreak havoc on employee morale.

2012: Incent, Inspire, and Empower your employees to deliver your mission at scale.

This blog post sums up our employee engagement philosophy perfectly!

2013: The achievement of a long-term goal can be accomplished with clear metrics, a path, and a team who is aligned and focused.

Back in 2008, our team did a vision exercise: What would Ruby look like at 10x our current size? What would our culture look like? Our offering? How many employees would we have? Customers? What would our jobs look like? Our benefits? The vision exercise was followed by another exercise to explore what it might take to achieve that vision. Those two exercises created an excitement towards achieving the vision of growing 10x, and the strategy and execution path to get there. Then, we worked the plan and achieved a goal that five years earlier felt like a fantasy. For those of you who like the sounds of this, Verne Harnish’s Mastering the Rockefeller Habits remains my favorite small business strategic planning resource book.

2014: Choose your investors wisely.

In 2014, I decided to explore selling part of the company to an outside fund. While we had many suitors, I was uber-paranoid about what might happen to our culture, our customers, and our people. So, I resisted my natural full-speed-ahead entrepreneurial tendencies and took the time to really get to know the interested parties and how they operated. In the end, the decision was much more than financial. It hinged on the belief that the future of Ruby—its customers, its services, and its employees—was in better hands with the right financial partner (Updata) than if we had continued to go it alone.

2015: The right investor can provide WAAAAY more than capital.

Wow. A whole new world opens up when you have the backing of a reputable investment firm. Connections with other CEOs. Access to data benchmarking. Generous access to expertise. The ability to attract senior talent. Even an ear to listen to your biggest challenges. I took a bet that Ruby would be in better hands with UpData than if we had continued to go it alone, but I really didn’t know the extent of it. Taken with the lesson of 2014, the right investor can bring far more than just growth capital.

2016 Just when you thought you had it all figured all out, you find yourself at the beginning of a learning curve.

Some lessons are more humbling than others. 2016’s lesson was one of those. I had to learn how to lead all over again. Ruby had grown and changed, and I was still leading like the scrappy entrepreneur that got us through the early years—namely by being in everyone’s business. But as you grow, and you are lucky enough to hire people that are smarter than you in their respective disciplines, that’s a recipe for watching talent walk out the door. One of the great thought leaders on culture-powered businesses, Paul Spiegelman, nudged me to tell this story on a pretty big platform. You can read the story here.

Bonus Lesson: That’s OK.

2017: The business phone call is more important than ever.

I’ve been asked more than once if I ever imagined running a business with hundreds of employees back when I started Ruby. And truthfully, back in 2003, I wasn’t even sure the phone call would be a means of communication 15 years later. But here we sit, with business phone calls not on the decline, but on a rapid ascent—driven by the rise in mobile search and an “instant answer” culture. And phone calls aren’t just on the rise; they’re more important than ever. One study reported that 80% of callers are likely to become repeat customers after a positive phone experience. With phone calls having the best success rate for converting leads into customers, I can say with confidence that the phone call is the most important touchpoint of the buyer customer journey.

2018: We’re just getting started.

Through the ups and downs, the millions of phone calls, and the thousands of businesses served, my passion for helping small business succeed through meaningful human interaction is as strong as ever. You are the driver of job growth and the backbone of the American economy. You’re where we go when we want to do business with someone who cares. Thank you for your business. Here’s to the next 15!

Ruby Corps: Philanthropy at Ruby Receptionists

Philanthropy at Ruby Receptionists

Here at Ruby®, our mission is to preserve and perpetuate real, meaningful connections in an increasingly technology-focused, virtual world. Creating Community lies at the heart of the matter, and we strive to connect Rubys to one another, and Ruby to the world.

Philanthropy is a natural extension of what it means to be connected. With a true desire to see our community flourish, we launched Ruby Corps.

A program designed to provide Rubys with an opportunity to volunteer their time, Ruby Corps is a people-powered initiative currently partnering with three local nonprofits. Our partners were selected based on an employee survey, and the question posed was simple, “What nonprofit or cause resonates with you?”. The responses illuminated hunger, education, and homelessness as our collective focus. With this, we set to work finding nonprofits that align with our purpose.

Our Partner Charities

  • Oregon Food Bank collects food from farmers, manufacturers, wholesalers, retailers, individuals and government sources. They distribute food through a statewide network of 21 Regional Food Banks and approximately 970 partner agencies serving all of Oregon and Clark County, Washington.
  • REAP Since 2001, REAP has emerged as one of the stellar youth development program models in the State of Oregon. Commonly known for its ability to engage students and develop their leadership potential, REAP has become an essential resource to many business leaders, educators, elected officials, community advocates, and parents in preparing students for college and the workforce.
  • Portland Homeless Family Solutions empowers homeless families with children to secure housing and stay there long-term. They envision a community where no family experiences homelessness and receives the support and compassion necessary to thrive. Each year, they help 150 families with children find permanent housing.

How It Works

While Ruby is no stranger to philanthropic endeavors, the creation of Ruby Corps called for some serious goal-setting.

This year, our sights are set completing 500 volunteer hours. How will we do this? Through our people-powered culture, of course! Along with Ruby Corps, we have introduced a new employee benefit including eight hours of paid volunteer-time each year. With over 400 employees, we know we’ll knock this goal right out of the park!

Coupled with our willingness to dive in and get our hands dirty, Ruby offers financial support to our nonprofit partners. And in addition to our corporate donations, Ruby empowers employee giving with our matching program; we match all 501c3 employee donations up to $100 per year!

While we work with our partnered nonprofits, Ruby continues to support other causes close to our hearts. Each year we participate in the Adopt-A-Family program and host the Beaverton Education Foundation Phone Drive. In the event of natural or community disasters, we mobilize our efforts for donations and support.

Ruby takes pride in making personal connections and working a little magic to inspire and wow. Whether with our voices, hands, or time—working together to strengthen our community is central to Ruby’s mission.

Learn More About Working at Ruby

Ruby Goes to Bootcamp

marketing agency answering service

Managed service providers (MSPs) and a variety of tech professionals gathered at the IT Sales and Marketing Bootcamp conference to talk business. The event boasted seminars delivered by prominent marketing consultant Robin Robins, and the opportunity to learn from peers within the tech industry. For the third year running, the Ruby® crew attended the event, eager to engage with fellow technology and service focused companies.

While chatting with MSPs, the value they place on quality customer service became clear. Most calls received by these companies are either current customers phoning in for technical support, or prospective customers seeking product information. While answering every call is an ideal practice for most companies, this isn’t always feasible.

Through our conversations with MSP business owners, the Ruby team was able to identify features of our service that prove especially valuable to MSPs striving to provide a delightful experience for their callers:

  • A live, remote receptionist to answer every call. Customers phone in to speak with a human, not an auto attendant. Greeting callers with a live and friendly voice is key in setting the stage for a trusting relationship. From the way we say hello to call-handling specifics, Ruby tailors our legendary service to the unique needs of each company we partner with. We strive to provide callers with the in-house experience they called for.
  • Accurate intake information. For customers in need of tech support, giving information to a real person leaves them feeling heard rather than wondering if a technician received their voicemail. Ruby can route calls or open support tickets through an open webform. By collecting accurate information for techs to follow up on, our receptionists help to streamline business efforts while creating memorable customer experiences.
  • Increased sales. A missed call is a missed opportunity. If a potential new client’s call goes unanswered, they may not wait for a call back before moving on to a competitor.

Having the opportunity to connect with tech professionals at the Marketing Bootcamp was a priceless experience. We were granted a view into how Ruby can help MSPs cultivate meaningful connections with their customers, growing their business one call at a time. This conference was one for the books!

Learn more about Ruby for marketing professionals

Incent, Inspire, Empower: Creating Engaged Employees in a Virtual World

Creating Engaged Employees in a Virtual World

A recent Gallup analysis found that only 15% of employees worldwide are engaged with their work. According to Gallup’s definition, engaged employees feel a profound connection to their work that drives innovation. In fact, this select group is more likely to see above-average productivity rates by an impressive 38%. The numbers speak for themselves–employee engagement is a valuable investment with the potential for big payoffs, no matter what stage your company is at.

But it’s the silent majority that, according to Gallup, offer “the greatest untapped opportunity for businesses to improve their performance and profitability.” These disengaged employees meet expectations, but lack the initiative or motivation to go above and beyond.

So, what’s the Ruby® recipe for keeping our employees engaged? Three simple principles: Incent, Inspire, Empower®. Through this three pronged approach, we keep the spirit of Ruby flourishing even as our company grows and our teams expand. “The goal,” as our CEO Jill Nelson wrote in the Small Giants Community blog, “is to make it second nature for everyone on staff to go above and beyond for customers in their own way.”

What does Incent, Inspire, Empower look like in action? Holly Smith, one of the cultivators leading Ruby’s WOW receptionists, uses our Incent, Inspire, Empower philosophy to tap into the potential of the individual through our connection to the bigger picture.

Incent is More Than a Reward

Holly S., Cultivator

Incentives come in many forms at Ruby Receptionists. External motivators like our Core Values in Action Awards and our Five at Five sabbatical program are important opportunities to recognize the Rubys who make our WOW service a reality. These moments strengthen the Ruby community and allow us to practice the values that drive our company across all levels, Foster Happiness, Create Community, Practice WOWism, Innovate, and Grow. But cultivators like Holly know that the most effective motivator comes from within.

Incent isn’t just about rewarding someone for doing a good job,” Holly says. “It’s about educating an employee so they understand how their work is instrumental to the success of the business.”

Every quarter, team leaders like Holly nominate receptionists who live and breathe our commitment to WOWism for the Legendary Service Award. These Legendary Receptionists are excel in every area of service, and we celebrate their contributions with a plaque and a bonus that recognizes the value they bring to our company.

As a longtime Ruby, Holly knows that the Legendary Service Award is more than just a milestone. The Legendary Service Award honors the core characteristics of an engaged employee, innovation and commitment. So when Holly encountered a team member who set her sights on the Legendary Service Award as the next stepping-stone in her path to success, Holly recognized a teaching moment that would have ripple effects far beyond the upcoming quarter.

Thought starter: How do you connect your employees to their contributions? Communicate that their work matters and be sure to articulate how it matters.

Inspire Growth

To encourage this driven team member to grow into a legendary receptionist, Holly “taught her about how Ruby Receptionists functions as a business.” By connecting the stellar service our receptionists provide with the experience of our callers and the material business needs of our customers, Holly challenged this receptionist to think about her role and her path in a different light.

Once this receptionist saw the big picture, she saw opportunity for growth. As Holly tells it, “[she] began to be excited and tell me about what she could do better. Each skill she learned lead to a new skill she could improve. She was inspired and empowered to use her abilities, intelligence, and past business experience to create a better company.”

Goal setting is an important practice in any area of life. But it’s also important not to let the future distract from the present. Our receptionists take pride in the WOWism they practice every day and take responsibility for their personal service delivery. When employees take ownership of their work, they proactively look for opportunities to grow.

Thought starter: How do you encourage your employees to take ownership over their work? Find a common goal and encourage them to forge their own way toward it.

The Ripple Effect of Empowerment

Empowering our teams to explore creative solutions is the foundation of exceptional customer service. Practicing employee empowerment isn’t limited to customer-facing interactions. By empowering our team leaders to practice their unique management style, cultivators like Holly are able to effectively lead our receptionists to reach their potential.

As Holly’s team member honed her service delivery and challenged herself to find new ways to WOW, she also grew into a leader who in turn empowers other Rubys to do the same. “She shares her experience and advice with other Rubys,” Holly says, “and is officially someone other receptionists can observe to learn from.”

We’re proud to share that this receptionist went on to earn the Legendary Service Award. What can we say? She learned from the best.

Thought starter: Do you foster a supportive work environment? Empower your employees to help each other at every level of the company.

Ruby Visits Heckerling 2017

The Ruby crew had a great time at the 52nd Annual Heckerling Institute on Estate Planning in late January, and I wanted to share a quick recap of the fun and informative experience.

Estate planning professionals gathered at Heckling to hear from experts in the field, learn all the ins-and-outs of the 2017 Tax Act and its practical implications, and explore tools and technology designed to help create outstanding experiences for their clients (like Ruby!). We heard from many attendees who really enjoyed the sessions, and we were delighted to be part of an important milestone: this year, Heckerling had its highest attendance yet!

We had the chance to mingle with other tech companies serving estate planning professionals, some of which were visiting Heckling for the first time. Here are a few standouts:

  • Legacy Concierge facilitates closing electronic accounts, including government, insurance, credit, merchant, banking, email, airline, and social media.
  • HomeLight uses sales data and reviews to find top real estate agents based on past performance. Their team describes HomeLight as “Moneyball for real estate.”
  • Directive Communications Systems (DCS) is an estate management solution that helps attorneys and personal representatives organize and contact personal accounts to fulfill an individual’s final wishes.

We were lucky enough to meet some Ruby customers in person, too—one of the biggest highlights of the trip! We snapped this selfie with Ruby customer Thomas K. Chu, who chatted with us a bit about how our live remote receptionist service helps him deliver the focused attention his clients are looking for. Another customer, Tiffany O’Conner, stopped by the booth to say hello and grab a photo with Austin.

Many thanks to the talented presenters and wonderful folks we met at Heckerling—we’re looking forward to next year!

Learn More about the Events We’re Attending  Sign Up

Incent, Inspire, Empower: Practical Situational Leadership with Rosy Rocha

In a recent post for the Small Giants Community blog, Ruby® Founder and CEO, Jill Nelson underlines the value of creating a service-driven culture. “Whatever your line of work, a service-driven culture fosters happy customers and employees, and that translates to increased revenue and business growth,” she notes.

If your business is anything like Ruby, establishing a culture of service is table stakes. We take our service-delivery pretty seriously and we couldn’t offer the unparalleled level of service we’re known for without Incent, Inspire, and Empower®, our unique management philosophy.

Meet Rosy, Ruby’s first bilingual team leader

Creating Community at Ruby: Rosy RochaThere is perhaps nothing more daunting in your career than to start a brand-new team from scratch. Not only that, but also to pioneer a first-time service offering and lead your team in meeting company-wide service standards in an entirely different language!

Bilingual Receptionist Cultivator, Rosy Rocha is the intrepid Ruby responsible for creating and maintaining Ruby’s Spanish service delivery. And she’s relied heavily on Incent, Inspire, and Empower to get her there!

“As a manager of a team and Ruby’s bilingual service, the IIE philosophy gives me the opportunity to genuinely practice situational leadership. It helps me know each team member a little better and supports me in keeping them motivated and engaged!”

Incentives in Action

At Ruby, we incent around the things that matter (i.e. the things that help us deliver on our mission and keep us living our core values). How? This question is really all about where we place our time and resources. So, on the most basic level, we are committed to compensating our staff well by offering competitive wages and top benefits.

We also recognize our employees and their accomplishments at every opportunity. And we make sure that these recognitions are directly linked to our mission, vision, and values. A great example of this recognition is Ruby’s Five-at-Five Sabbatical Program, which employees become eligible for after five years of service.

A sentiment to our newest core value, Grow, the program helps Rubys realize a dream they may not otherwise have the chance to realize. Given five weeks and a little seed money, our employees have lived some pretty incredible dreams.

These things are obviously company-wide, so how do you find ways to incent employees at the manger level? Give your leaders the tools to get creative!

Rosy recently found a great way to reach an employee who was struggling with their timeliness. “Using my ‘incent’ tool I promised this receptionist hand-delivered coffee for every two weeks they went without a timeliness incident. This is such a small treat, maybe $4-$5 every two weeks, but it really helps having something to look forward to.”

Bring it home: Think about your business. How do you provide company-wide incentives to keep your employees engaged with your mission? Challenge your leaders to find personal ways to incent their team members!

Inspiring by Example

Hearing about the success of others, or seeing it in action firsthand, keeps employees motivated to strive for their own success. Ruby’s dedicated compliment email inbox, werock, is inspiration central! Every compliment a Ruby receives is recorded and sent in an email to the entire company. These emails are an inspirational reminder of the direct impact our mission of creating personal connections has on the world.

But sometimes, seeing someone else succeed in the moment can bring the biggest inspirational, “ah-ha” moments. Rosy agrees. “When I find that I have a receptionist struggling with guiding callers confidently, I have them observe another person on the team who had that same challenge and is now thriving in their role. This also keeps that model receptionist inspired to be an example of what their newer teammates can strive for.”

Bring it home: Inspiration comes in many forms. Make sure to find the right storytelling or success-sharing avenues for your business and encourage your leaders to inspire by example!

Providing the Tools to Achieve

When you empower your employees to not only have big ideas but provide them with the tools to execute on them, they feel more engaged and you may just find the answer to a question you didn’t even know you had!

Ruby provides each employee with a bank of culture funds each year to make Ruby a better place and create community. The money is theirs and they can use it all at once, piece it out, or join others and contribute it to a bigger project. Employees have used these funds to contribute to Ruby’s culture with fitness equipment, kitchen gadgets, and a host of one-of-a-kind events.

Rosy recently faced a unique challenge to find resources for employees who wanted to improve their Spanish. To help with this challenge, she called on one of her employees with an extensive background as a Spanish interpreter. “I know that using this experience makes her proud and fosters her happiness at work. I empowered this employee to brainstorm a solution to help those wanting to improve their bilingual skills. She now is the proud leader of Ruby’s Spanish Club. Knowing that she is empowered at Ruby to host her meetings in our office, to set her own schedule and style; she’s been able to foster her vision of the Ruby Spanish Club. And innovated a solution to one of my biggest struggles!”

Bring it home: What tools can you provide your employees to help them execute on their big ideas? Faced with a particularly sticky challenge? Think of ways you can involve your employees in the brainstorming process!

This post appears as part of our Incent, Inspire, and Empower series, where we share personal stories from Ruby’s leaders. You can catch last month’s post, Managing Mangers, here.

Incent, Inspire, Empower: Managing Managers

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