How to Explain Small Business Owner Work Hours to Your Staff in Australia
Disclaimer: This blog post is intended for informational purposes only and does not constitute legal, financial, visa, or medical advice. Please consult with a qualified professional for advice tailored to your specific situation.
If you’ve ever felt misunderstood by your team for taking a midweek morning off—only to work late into the night or field calls on weekends—you’re not alone. This post unpacks the invisible workload of Australian small business owners, why staff sometimes resent your flexibility, and practical strategies to build trust, transparency, and a thriving team culture.
Introduction: The Wednesday Morning Golf Dilemma
Picture this:
It’s 10am on a crisp Wednesday morning. You, a female small business owner, are out on the golf course. The sun is shining, your phone is tucked in your pocket (but never truly out of reach), and you’re halfway through a round with a potential client. You’re listening, pitching, and—between swings—fielding urgent calls from the office.
Back at HQ, your staff are gathered around the coffee machine.
Someone mutters, “She never works. We’re doing all the work while she’s out playing golf.”
There’s a ripple of agreement. The mood sours.
You return to the office later, energised by a promising business lead, only to sense the chill in the air.
Sound familiar?
If you’re a small business owner in Australia—especially a woman—you’ve probably lived this scenario. The tension is real, and the irony is sharp: while you’re hustling for the business in ways your team can’t always see, they’re convinced you’re taking it easy.
So, how do you bridge this gap? How do you help your staff understand the reality of your work hours, especially when simply explaining doesn’t seem to work?
In this post, we’ll dive deep into the invisible workload of business owners, the psychology behind staff resentment, and—most importantly—practical strategies to foster understanding and build a stronger, more transparent team culture.
The Invisible Workload of the Business Owner
Let’s start with the facts. Australian small business owners work hard—often much harder than their employees realise.
Did you know?
Small business owners in Australia typically work 50–60 hours per week, compared to the national average of 43.7 hours for full-time employees.
In a 2025 Business NSW snap poll, 49% of small business owners reported working at least 10 more hours per week than the previous year. Only 8% said they were working fewer hours.
According to Flying Solo, solo business owners spend about 50% of their time on non-billable activities—things like admin, compliance, marketing, and learning.
COSBOA member stories describe small business ownership as “8 days a week” with “long hours for little to no reward”.
But here’s the kicker: most of your work is invisible to your staff. They see you leave for a golf meeting, but they don’t see you:
Completing paperwork and compliance tasks after hours
Attending networking events and business development meetings (yes, even that round of golf is work!)
Fielding calls and emails in the evenings and on weekends
Managing crises and putting out fires at all hours
Strategic planning, upskilling, and keeping the business afloat
Overseeing finances, managing risk, and carrying the weight of every employee’s paycheck
While your team clocks off at 5pm, you’re often just getting started on the “second shift”—the one that keeps the business running but rarely gets noticed or appreciated.
Key Insight:
The reality is, as a business owner, you’re “on call” 24/7. Your flexibility is a double-edged sword: it allows you to step out midweek, but it also means you’re never truly off the clock.
The Iceberg Analogy: What Staff See vs. What’s Really There
Imagine your work as an iceberg.
Above the waterline:
This is what your staff see—your presence in the office, the tasks you do alongside them, and any moments of visible flexibility (like that Wednesday morning golf game).
Below the waterline:
This is the vast, hidden mass of your workload:
The 9pm client call you take after dinner
The Sunday afternoon spent planning next week’s strategy
The 11pm BAS statement you file while everyone else is asleep
The mental load of carrying the business’s future
The personal financial risk you shoulder
The responsibility for every staff member’s livelihood
The Australian Bureau of Statistics notes that self-employed hours are often underreported because so much of this work is invisible and not captured in standard employment surveys.
Key Finding:
Staff see only the tip of the iceberg. The real work—the stress, the risk, the after-hours hustle—remains hidden beneath the surface.
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Why Simply Explaining Doesn’t Always Work
You might think, “If I just explain what I do, my staff will understand.”
But reality is more complicated.
The Psychology at Play
Confirmation Bias
Once a staff member believes “she doesn’t really work,” they’ll notice every piece of evidence that supports this view and ignore anything that contradicts it. If you’re out of the office for a morning, that’s proof. If you’re working late? That’s just “your choice.”
Perception Bias
People interpret information through the lens of their own experience. If your employee works a 38-hour week, a midweek golf outing looks like a luxury—even if you’re fielding calls the whole time.
In-Group/Out-Group Thinking
As the business owner, you operate differently from your team. This can make staff see you as “other”—outside the normal rules—which breeds resentment.
Emotional Roots of Envy and Resentment
Envy and resentment aren’t just about information; they’re emotional. Staff may feel inadequate or that things are unfair, especially if they’re working hard and don’t see your invisible workload.
A Realistic Scenario:
You sit your team down and calmly explain:
“I worked 11 hours on Sunday, took four client calls during my golf round, and brought in a new client lead.”
One staff member shrugs: “Well, that’s your choice. You’re the boss.”
The explanation falls flat. Why? Because the emotional undercurrent—feelings of unfairness, exclusion, or lack of appreciation—was never addressed.
Key Takeaway:
Facts and logic alone rarely resolve emotional responses. To truly shift perceptions, you need to address both the head and the heart.
Practical Strategies for Bridging the Gap
So, what can you do?
Here are seven practical, evidence-based strategies to help your staff understand your work hours—and build a more trusting, transparent team culture.
1. Create Transparency Around Your Role and Your Hours
Action Steps:
Share your weekly activities with your team. This could be a quick Monday morning rundown or a shared calendar that highlights key meetings, after-hours work, and business development activities.
Mention after-hours work in passing—not to compete, but to normalise the reality that your role extends beyond 9-5.
Be open about the “why” behind your schedule. For example: “I’m meeting a potential client on Wednesday morning. If you need me, I’ll have my phone on me.”
Why it works:
Transparency demystifies your role and helps staff see the bigger picture. When employees understand the criteria for success and the reasons behind your decisions, resentment decreases.
2. Try Open-Book Management
Action Steps:
Share relevant business metrics, revenue goals, or the reality of the business’s financial position with your team.
Explain how your activities—like networking or business development—directly impact the business’s success and, by extension, their job security and growth opportunities.
Why it works:
When staff understand what’s at stake, they gain context for your work patterns. Open-book management builds trust and helps employees appreciate the broader responsibilities and risks you shoulder.
3. Set Clear Expectations for Every Role, Including Yours
Action Steps:
Write and share a clear description of what your role as the owner actually involves. Include both visible and invisible tasks.
Clarify the expectations for every role in the business, so everyone understands their unique contributions.
Why it works:
Clear, exhaustive role expectations minimise ambiguity and reduce the perception of unfairness. When staff know what you do (and why), it’s harder for resentment to take root.
4. Lead by Example and Be Visible Strategically
Action Steps:
Show up for your team during key moments—busy periods, big projects, or when someone needs support.
Acknowledge hard work and make sure staff see you working hard in ways that are visible and meaningful to them.
Don’t be afraid to roll up your sleeves and pitch in when needed.
Why it works:
Leading by example shifts perceptions and builds credibility. When staff see you modelling accountability, flexibility, and commitment, they’re more likely to respect your non-traditional work hours.
5. Build a Culture of Recognition and Appreciation
Action Steps:
Publicly acknowledge individual and team achievements. Celebrate wins together, big and small.
Create rituals of appreciation—shout-outs in meetings, thank-you notes, or team lunches.
Why it works:
A culture where people feel valued reduces the fertile ground for envy. Recognition fosters a sense of collective success and belonging.
6. Address Resentment Early, Before It Festers
Action Steps:
The moment you notice grumbling or passive jealousy, address it with a one-on-one conversation.
Approach the conversation with empathy, not defensiveness. Ask open-ended questions: “I’ve noticed some tension—can we talk about what’s going on?”
Listen actively and validate feelings, even if you don’t agree with the perspective.
Why it works:
Proactively addressing conflict prevents escalation into toxic behaviours. Early intervention shows you care about your team’s wellbeing and morale.
7. Use Regular Team Check-Ins and Communication
Action Steps:
Hold weekly or fortnightly team meetings where business updates are shared, including your own activities and priorities.
Encourage open dialogue about workloads, challenges, and successes.
Why it works:
Regular communication normalises the owner’s varied activities and builds a sense of shared purpose. It also surfaces misunderstandings before they become bigger issues.
The Female Business Owner Factor
Let’s be honest: as a female business owner, you often face an extra layer of scrutiny.
A woman taking a midweek morning for a business golf round may be judged more harshly than a male business owner doing the same. Gendered expectations around work, leadership, and “how a boss should behave” mean that women leaders sometimes need to work harder to establish credibility and be seen as legitimate.
What can you do?
Be proactive about visibility and credibility. Document and communicate your leadership activities, both inside and outside the office.
Address gendered stereotypes directly. If you sense bias, name it. “I know it might look like I’m taking time off, but this is a business meeting that’s critical for our growth.”
Surround yourself with a supportive community of peers. Connect with other female business owners through networks like Flying Solo or Business Victoria.
Key Insight:
This isn’t fair, but it is real. By owning your narrative and supporting other women in business, you help shift the culture for everyone.
Building a Transparent Team Culture for the Long Term
Here’s the truth: building genuine understanding between you and your team is not a one-conversation fix. It’s an ongoing process that requires intention, patience, and consistency.
Invest in Mentorship
Mentor your staff. Invest in their growth so they feel valued and invested in the business’s success. When employees see a path for their own development, they’re less likely to resent your flexibility.
Foster Team-Building and Connection
Organise team-building activities that forge connection and reduce “us vs them” thinking. Whether it’s a team lunch, a volunteer day, or a collaborative project, shared experiences build trust.
Create Psychological Safety
Cultivate an environment where staff can raise concerns without fear of retribution. Psychological safety means people feel comfortable speaking up, sharing ideas, and admitting mistakes.
Leverage Australian HR and Culture Resources
You don’t have to do this alone. Tap into the wealth of resources available to Australian small business owners:
Fair Work Ombudsman: Guidance on flexible work arrangements and dispute resolution.
Australian HR Institute (AHRI): Best practice HR resources and professional development.
Flying Solo Community: Peer support and practical advice for solo and small business owners.
Business Victoria: Leadership development tools and workplace culture resources.
Summary Box:
Building a transparent, trusting team culture is a journey. It requires ongoing communication, recognition, and a willingness to address issues head-on. The payoff? A team that understands, respects, and supports your leadership—no matter what your work hours look like.
Empowering Conclusion
You built this business. You carry its risk. Every day, you make decisions your staff simply don’t have to make. Your non-traditional hours aren’t a flaw—they’re a feature of entrepreneurship.
So, own your narrative. Communicate with confidence. Invest in building a team culture grounded in trust, transparency, and mutual respect. Remember: you’re not just working for yourself—you’re creating opportunities, livelihoods, and a future for your team.
The next time you step out for a Wednesday morning golf meeting, do it with your head held high. You know the work you do. Now, you have the tools to help your team understand it too.
Call to Action:
Ready to build a more transparent, empowered team? Start by sharing this post with your staff, opening up a conversation, and taking the first step toward a stronger, more connected workplace. Your business—and your wellbeing—will thank you for it.
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