Let’s face it—terminating employment is never easy, whether you’re a solo bookkeeper, a growing firm, or supporting your clients through their own HR hurdles. In Ontario, “without cause” terminations are common, but the rules can be confusing and the risks are real. Here’s what you need to know to protect yourself, your team, and your business. What Does “Without Cause” Really Mean? In Ontario, employers can fire an employee at any time, even if the employee did nothing wrong

New year energy is great… until the inbox fills up, the deadlines start stacking, and we slip right back into “survive and cope” mode. If you run an accounting or bookkeeping firm (or you’re the accidental COO of your own solo practice), the habits you build now will quietly shape your entire year—your capacity, your culture, your client relationships, and your profitability. Here are eight business habits worth committing to this year. Not because they’re trendy, but because

If you manage people, you already know this: your job isn’t just to keep the work moving. It’s to help your team grow. And here’s the part we don’t talk about enough—most “learning and development” plans fail because they live outside  the real work. They become one more tab open. One more course to finish “when things slow down.” (Spoiler: things don’t slow down.) If you want learning to actually stick, it has to be built into the rhythm of the week. 1) Try a simple “learnin

Termination is stressful from every angle. Employees are suddenly thinking about income, references, updating a resume, and how quickly they can land something new. Employers, meanwhile, are staring down the cost of recruiting, onboarding, and training—made even harder by Canada’s ongoing labour shortage. That pressure can lead to an awkward (and surprisingly common) situation: an employer terminates someone, then tries to reverse course. So what happens if your employer says

Flexible work can be a game-changer—for you, for your team, and for your clients. But if you’re not careful, it can also quietly blur the line between “work time” and “life time.” And once that line gets fuzzy, overwork can sneak in and become the culture. If you’re noticing late-night emails becoming normal, team members always “on,” or people taking fewer breaks (but somehow still feeling behind), it’s worth paying attention. A culture of overwork doesn’t just burn people o

Pay equity isn’t just a buzzword—it’s a real, everyday challenge for bookkeepers and accounting professionals who care about fairness and transparency. As business owners, we know compensation discussions can feel awkward, especially when employees ask tough questions. But these conversations are essential for building trust and a positive workplace culture. Why Pay Equity Matters In our profession, pay equity goes beyond compliance. It’s about showing respect for every team

We often use the words “recognition”  and “appreciation”  interchangeably, but there’s a big difference between them. On the surface, they both sound positive and supportive. But if you’re a leader who wants your team to truly thrive — not just hit deadlines and survive busy season — understanding this distinction is crucial. Recognition vs. Appreciation: What’s the Difference? Recognition  is about giving positive feedback based on results or performance . “You did a fantast

If you’ve ever caught yourself thinking, “Why can’t everyone just get along?”, you’re not alone. Most of us were taught—directly or indirectly—that conflict at work is a sign something is broken. But in reality, a healthy work culture actually requires  healthy conflict. The problem isn’t conflict itself. The problem is that we tend to see conflict only as an interpersonal issue: “She’s being difficult.” “He’s not a team player.” “They’re always pushing back.” When we frame c

Most organizations have some form of staff recognition initiative in place, but if we're being real—they frequently miss the mark entirely. They turn into another administrative task for supervisors to complete, or they're perceived as exclusive perks reserved for the chosen few, while the majority of workers feel forgotten and unappreciated. At the same time, individual supervisors face their own challenges. Many believe their team already understands how much they're valued

We've all heard it a million times: "Treat others as you'd like to be treated." It's been drilled into us since kindergarten, right? And honestly, it's not bad  advice. But here's the thing — it's incomplete. The problem with the traditional Golden Rule is that it assumes everyone is just like you. That they want the same things, communicate the same way, and thrive under the same conditions. Spoiler alert: they don't. It's Time for a New Golden Rule Here's what I propose: "T

Let me paint you a picture that's probably all too familiar: You're sitting across from someone on your team—maybe during a performance review, maybe over coffee—and you ask that well-intentioned question: "So, tell me about your career goals." And then? Crickets. Or worse, a deer-in-headlights stare that tells you everything you need to know. Maybe they mumble something about "not really knowing" what their goals should be. Or they confide that they're not even sure if there

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