Whatever office you encounter, there’s a vibe that you feel the moment you walk in. It’s an expression of the culture and personality of the office. This is due in large part to the management types of the leadership team.

A company would be nothing without its managers. Some will be more laid back than others. And some will be more unique than traditional.

If you’ve spent any time in a company, you’ll recognize that these people have a TON of influence with most things they do. No two managers are the same and they all have their own manner in which they choose to conduct their business.

So what does it mean to be a great manager? (Here are some more tips for new Office Managers!!)

Let’s deep dive into the management types and how to excel in a leadership role.

Management Types to Avoid

Throughout your career, keep an eye out for those managers that you want to learn from and those you want to avoid.

Perhaps you’ve encountered them in your company, or you even see one of these managers in yourself.

Start to become comfortable identifying different management styles. Once you do, it becomes easier to tailor your own approach to management and become a better leader than you were before.

Here’s a list of 6 management types that you may or may not be familiar with.

The Nit Picky Manager

This manager is the guy/gal that does everything by the books.

And we mean EVERYTHING.

They’re also very meticulous about how they like things done to the point where they put perfectionists to shame.

There’s going to be a procedure or rule for most things. From sending out reports, following up with clients, sending out information requests, etc.

In this case, it wouldn’t be unheard of for these managers to pull out a rule book for how they like their pencils sharpened.

There’s not a lot of room left for trust in their employees and they like to be in control of just about everything.

The Superior Boss

Speaking of control, this manager lives to feel the extent of their authority. They don’t appreciate others questioning their word nor the quality of their work.

For these managers, the title says it all and is really the only thing they strive to maintain. These types of people need a lesson in humility and collaboration.

These management types won’t be around for long with this mentality.

The Traditional Boss

This manager is usually stuck in the good old days of how an office should be.

The issue here is that traditional management styles are exactly what they sound like: traditional and outdated.

In this approach to management, employees are often to blame for any lack of perceived quality of a product. There is not much room for error and there’s always a ‘you can do better’ attitude around the quality of an employee’s work.

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The Workaholic Manager

Somebody needs to educate this manager on what a break is because you will rarely ever see them take one.

These managers will always be at their desks or doing something productive. They tend to arrive early and stay late for the sake of their jobs.

While these management types may not seem all bad, there are some drawbacks here. They tend to compulsively take on more work than they can handle.

A workaholic is very liable to place other duties to the wayside that they may deem a lesser priority. Furthermore, a dead set fixation to this extent can interfere with how they handle their team or the main duties of their job.

The Friend Manager

You might not think that having a manager who is your friend is wrong and in most cases, it’s not!

You want to be comfortable with the person you call manager. Compatibility is key in an office.

But! When a manager starts to act more like your friend than your manager, that’s where the problem occurs.

These management types want others to see them as equals, someone that can be relatable in the effort to be admired. The important thing to remember is to find the balance between manager and friend.

The Non-Existent Manager

You won’t even remember who your manager is if they’re gone half the time.

Whether they’re working remotely, from home, or just don’t like to come out of their office, these management types are seldom seen.

They are not present enough to have a connection with their team. Instant feedback and face to face communication are virtually non-existent.

For independent employees this is fine. But for others who enjoy a little more contact, it can affect their motivation, not to mention their need for support.

What NOT To Do As a Manager

If you’re looking for a sure-fire way to get yourself fired and placed on your employee’s hit list, you may want to pay close attention to these next tips.

Don’t Micromanage

Closely related to the nitpicky management type (and in some cases they go hand in hand) a micromanager will see to it that everyone abides by their rules.

A lot of the reason why managers will micromanage is due to not being able to let go of their previous role in the employee chair. And partly because they like to be in control over minor processes as opposed to overseeing the bigger goal.

Employees will start to question their abilities if their managers are constantly telling them how to do their job differently.

There is a lack of trust here. Moreover, they will not appreciate their manager always breathing down their neck.

As a manager, rather than trying to oversee everything your team does, start by setting clear expectations.

What results do you expect from your team? How do you plan to measure their efficiency or the quality of their work?

According to J. Keith Murnighan in his book titled DO NOTHING, the key is to do nothing. The reason being that employees will discover their own strengths when their managers aren’t doing the work for them.

Most importantly, have faith that your team will fulfill the duties they’re hired to do.

Don’t Overload The Work

Don’t overload your team with more work than they can handle. Some managers also subscribe to the idea that a lack of results is due to a lack of skill.

This is not always the case.

If you find that there is more to be desired from your team’s abilities, you may want to reflect on how you delegate responsibilities.

What happens when employees bite off more than they can chew?

This is a no-brainer. The outcome is the same thing that happens to any person when they’re overworked.

That person becomes stressed. Thus, the quality of their work goes down and their level of satisfaction in their job will decrease as well. This will also put a damper on the quality of their work.

There are several solutions to this issue.

First off, you may want to consider your team’s abilities and if they’re equipped with the tools they need to see their job through successfully.

If so, then take a look at how the work is distributed. Are some receiving more work than others? Determine who is more capable of taking on a bit more work than others.

If redistributing tasks does not resolve any issues, then it can’t hurt to expand the team and hire more talent.

Don’t Mix Personal With Work

Draw the line between work and personal life.

In other words, don’t steal your employees’ time when they’re no longer in the office or on the clock.

This can mean one of several things.

Don’t guilt them into staying late and don’t fault them for wanting to go home at a decent time.

If they are struggling to finish their duties on time then resolve the root of the issue. That way your employees don’t have to stay until such ungodly hours.

When we say draw the line between work and personal life, this can apply to time outside of the office.

If you’re one to preach about work-life balance as you sit there sending work emails to your employees at 9 pm, it’s time to rethink your definition of work-life balance.

Hypocrisy is not a nice suit to wear.

Don’t Be The Bad Guy

Simple as that. We’re human above all else so let’s show others the same respect that we’d like to see towards ourselves.

Just because you’re having a bad day doesn’t give you the right to punt your employees off the metaphorical cliff of contentment. If you need an outlet for the day then join a gym but don’t take out your frustrations on those around you.

Guaranteed you will lose your employees’ trust this way right after you lose their respect.

One of a manager’s main responsibilities is to maintain an optimistic work-space. They are a huge factor in the culture of the office.

If the environment is toxic, then your employees will be the first to notice. The best we can do is take the ball and roll with it without negatively impacting those around us.

What Does Being A Manager Mean

Thinking Like A Team Versus An Individual

Here at Office Libations, we can’t even imagine doing all that we do with only one person behind the wheel. We have a shared vision and a shared goal of providing the best possible service to our customers. That shared goal is the North Star for every action our team takes, from an individual’s actions to the collective actions of our business as a whole.

Gone are the days when you could work without involving yourself in anyone’s business. A manager’s existence rides heavily on their ability to unite others into a cohesive unit.

Even better for them if they can instill collaboration between employees and departments.

As a manager, you have to be able to train your team, motivate them, and support them. The best measure of success for a manager is how successful their team is.

One way to go about this is to develop a training method for new and old employees. For those under your management, ensure that they have the right tools that they need to excel in their position.

Have a one on one session with them or make a group session. Keep them up to date with the latest techniques so they can perform to their highest potential.

Something else you will want to keep in mind is how to organize your team.

Ensure that everyone knows their place and everyone knows their part. Otherwise, it becomes your job to provide guidance to where they need to be.

Be Proactive As An Individual And A Team

In order to think like a team, a manager has to also be able to think like an individual on behalf of their team.

Understand the difference between independence and interdependence. To each their own value, it’s only a matter of understanding when they are most valuable.

A collective decision holds more sway over a decision made by a single person. Especially if this decision impacts matters of great importance.

In another instance, however, a manager needs to know when to make that executive decision as well.

Become a planner in all things productive.

Stay on top of your tasks if you want to make the most of your time each day you’re in the office.

If you need an all-in-one organization genie then ProofHub is the tool for you. If you need to connect your apps and services then try IFTTT.

There’s a tool for everything from time tracking to social media management and everything in between.

It’s all about how you choose to manage your time and that of your team.

Thinking Like A Leader

As a liaison and a communicator, a manager is a role model to their employees and their peers.

A leader leads, and everyone else acts in accordance with their manager. If a manager decides to slack off on their work then it’s likely that one of two things are bound to occur.

It’s quite possible that a manager’s team will slack off. If their manager doesn’t do their work then why should they?

Another destined route is that employees will feel the need to pick up the slack on behalf of their manager.

Neither of these two options results in optimal results and the outcome is a loss in motivation.

According to Michael Armstrong:

“People learn to manage by managing under the guidance of a good manager.”

Michael Armstrong, How to be an Even Better Manager: A Complete A-Z of Proven Techniques and Essential Skills

You need to exhibit the same behaviors that you want your employees to exhibit. Display prime qualities and work ethic so that your employees will learn to do the same.

Takeaways

Leadership and management positions require people to occasionally put others before themselves. These management types help leaders create value through their decisions and amplify their positive actions through their empowered and motivated team.

A leadership position is what you make it. It’s never too late for improvement so take some time to reflect on how to be a great manager that the company will simply refuse to let go.

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Make sure to share this article with anyone you think could use it!

When you find yourself in need of wine, coffee, kombucha, tea, beer, or snacks for your office or event, shoot us a message!

This article was brought to you by Office Libations, your San Francisco Bay Area office coffee, keg delivery, and snack service. Delivering top local brands and kegs of cold brew coffee, kombucha, beer, and wine.

Now, what can you do to make sure that the upcoming year will be better than the last? The goal is to give the workplace a new definition that is not synonymous with a scornful sentiment. More employee flexibility, new perspectives, and freedom to take on value-adding challenges. Do yourself a favor and forget any practices that are not conducive to an open, constructive space.

Give Employee Flexibility A Clear Definition

Not clearly defining what employee flexibility means for the individual. This is your first mistake when managing a team of employees.

If only the term ’employee flexibility’ had a standardized definition that we could look up in a dictionary.

Alas, the term has developed a meaning of its own depending on who you ask or who you work for.

In the workplace, this varies from allowing employees some flex time to cutting their weeks in half. Having the ability to step away from the desk for a short period is better than a hard ‘no’ for any kind of flex time.

Furthermore, some are going to need more flexibility than others. Working parents are going to need more leeway than those without so much responsibility.

If employees need to step away from the desk to pick up their sick child from school, they should have the ability to do so.

They’re going to feel the burden of a strict schedule and in turn, this can affect their work rate in the workplace.

Stuff happens. Reality is always knocking on our door to remind us that nothing ever has to go as planned.

Yet, the more understanding that managers are, the more respect they will earn from their employees.

Get Rid Of Annual Performance Reviews

There are several things wrong with this obsolete procedure.

The first is that annual performance reviews are subject to recency bias. Meaning if you did something awesome at the beginning of the year, it will no longer be relevant. Expect several cases of amnesia during this time, because no one will remember what you did 11 months ago or say anything positive about it.

Second, these reviews are a huge drain on management due to the amount of time they take to plan and carry out.

Consider the time it takes to prepare documents, hold discussions, create reports, and gather feedback.

Depending on the size of the company, costs can range anywhere from the thousands to the millions.

This doesn’t include the cost of lost work time or negative performance due to anxiety revolving around these reviews.

Instead, consider implementing a procedure for real-time feedback. This is the best chance you have for continuous development concerning your employees and their work, while leaving room for employee flexibility with regards to their schedules and workflow.

Here at Office Libations, we like to keep things fresh.

That’s why we like to have a steady feedback loop so we can always build upon what we’re doing in the moment.

There’s no point in receiving feedback that only would have been helpful 5 months ago.

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Be Wary Of Restricting Self-Expression

Did you know when Disney Paris first opened its doors in 1992, the staff was not pleased with park rules?

A part of this was due to management ruling out wine in the park (Ya, they should have seen that one coming). After this little hiccup resolved itself, their next complaint was the dress code.

There were too many restrictions on hair and clothing options for them to be happy in what was supposedly the happiest place on earth. They felt that there were too many rules that dictated what they had to look like and thus, this put a damper on their self-expression.

Granted of course that was in Paris, France in an amusement park, not a corporate office in America.

This brings up a good point though: where do you draw the lines on how employees should look coming into work?

Take tattoos for example. 2020 is on the horizon and we’re still on the fence on whether to display body art or keep it hidden.

Research suggests that today we place more weight on how well-groomed a person is or how well they’re dressed. Yet research also suggests that tattoos may still limit a person’s potential depending on the views of those they come in contact with.

So while tattoos may still limit employee potential, there has never been a more acceptable time for tattoos than the present.

Dress codes, however, are a debatable topic.

Few companies now have a strict dress code. Unless you’re in a consumer-facing position, closing out deals with very important people, there isn’t a need for the stuffy suits.

Here in the bay area, in what we call startup central, work attire has taken on a whole new meaning.

For most companies, dress codes have become much simpler to follow. There really are only 2 common rules to abide by now: dress for the job you want, and avoid looking like a bum.

Throw Out Scheduled Start And End Times

One rule to definitely quit following is any rule on start times, end times, and scheduled breaks.

Similar to strict flexibility standards, any rules that dictate how to use your time can inhibit the natural flow of a person’s work.

The important thing to remember, primarily for salaried employees, is the workload that they have.

As long as they’re getting their work done, do time restrictions really matter?

It’s hardly needed to make them haggle to arrive in the office before the boss, for the sake of appearances. Unless, of course, one’s best work happens in the wee hours of the morning.

In that case, have them come into the office early. That way once they’re done they get to leave early also.

We have peak performance times that don’t tend to stay within the boundaries of a 9-5 job either.

Have you ever found yourself ‘in the zone’ with a steady train of thought that just keeps you going?

Well, what if someone finds themselves in that zone only to realize that their scheduled lunch started 5 minutes ago? They don’t want to lose their train of thought, yet they don’t want to skip their lunch either.

What should they do?

In this instance, it would be easier to allow them the time to take their lunch when they choose. That way they get their best work done without putting a timer on it.

Move On From Stacked Ranking

So, this one isn’t so much a rule as it is a method of evaluation.

Regardless, it still ranks on our list of outdated practices to quit following if you want to improve the future of your business.

Think of stacked ranking like a bell curve distribution. This is a forced distribution where a person is only considered adequate if they can compare to their peers.

It divides employees from the best performers in the top 10% to the middle 80% to supposed poor performers in the bottom 10%. Per custom, those that fall in the bottom 10% face the pink slip’s wrath.

What stacked ranking does is it creates unhealthy competition. Pinning employees against each other discourages other valuable qualities in a business team.

Forget collaboration. All employees are going to be thinking about is how they can best overcome the person next to them.

Stacked ranking is also inconsistent.

This ranking relies on the objectivity of the evaluation. This is fine and all, unless you take into account that managers have subjective opinions.

More to the point, gender bias can influence a manager’s review of their employees.

As a result of mass dissatisfaction from employees, we don’t see this system around much. Stacked ranking is starting to fade out as big companies like Microsoft, Uber, and Amazon drop this method.

Stacked ranking is not the reliable system that it once used to be.

A performance review system should encourage employees to improve upon themselves and their work. It should NOT discourage them which is what you’ll end up with using a stacked ranking system.

Avoid Power Without Permission

OK, we all know policies and procedures are in place for a reason. Handbooks, company policies, generic work-related tasks that must meet the approval of managers, etc.

But there are times when said procedures can feel like hurdles that get harder to jump the more there are.

Employee empowerment is crucial to make them feel like they are creating value in the work they do. It shows a lack of trust however if employees have to ask permission to use such power.

All this does is give employees a false sense of autonomy that will no longer serve to motivate them in their job.

What else can too many procedures result in?

1. Too many hurdles can result in loss of employee motivation due to hindered progress in their job

2. The focus will be on how ‘correct’ the process is instead of the overall goal

3. What starts as a steady guideline becomes an unnecessary, overcomplicated system

4. There is a drop in productivity when managers continue to make decisions that employees are capable of making on their own

High quality work can happen on its own without the need for so many obstacles.

Sometimes simplicity can do better than the most complex of procedures, allowing for direct employee flexibility. With proper training on general procedures, employees can learn to harness their own process for getting work done.

It’s Time To Let Go Of The Past

Take a closer look at your company’s policies and procedures, then take a look at any obstacles you have faced in the workplace.

You’ll find that many of these obstacles have to do with outdated practices no longer relevant for today’s workforce.

Work-life balance is a priority now more than ever as more employees demand work schedules best suited to their personal lives.

Over-complicate the job and you’ll find that the company will achieve less over time.

Take the first step to update the office in a way that will elevate the company for employee flexibility.

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Productivity this, productivity that. Let’s stop throwing the word around like it’s a mantra, simply hoping you’ll actually get some work done in the next hour. If you’re one of those with a steadfast concentration and robotic willpower then this article is not for you. Move along. For the majority of us, it’s safe to say that productivity plays victim to procrastination and distraction. It seems like the two are in cahoots and determined to bring the entire working population to its downfall but fear not! We’re here to tell you that it’s possible to improve your productivity. There are reasons why we are not as productive as we’d like to be and there are a number of ways how to boost productivity.

What Does It Mean To Be Productive?

When you think of productivity what do you think of?

Often times you’re going to think in reference to yourself as opposed to a large company.

When we think of our own productivity this is what we refer to as personal productivity.

We specify personal productivity as the goals that one wishes to achieve.

What do we want to get done in a day? What are we capable of doing and how to boost productivity to improve upon our task completion?

The issue that most encounter is how to see these ambitions through.

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Productivity vs. Efficiency

Now do not confuse productivity with efficiency as they are two separate terms.

Think of the phrase ‘quality over quantity.’

This definition from Key Differences will help put things into perspective.

Basically, productivity relates to the number of outputs produced compared to the number of inputs involved in the process of production. Efficiency is the amount of actual output produced compared to the standard output for that task.

In other words, productivity refers to the rate at which one produces an output or completes a task.

The focus here is on quantity. It’s like saying the more tasks one completes or the faster they do something then the more productive they are.

Say someone working in an office completed 5 tasks one day, 6 tasks the next, and 7 tasks the day after. They’re considered more productive than they were those days before because they are completing more tasks each day.

Efficiency is a little different.

The focus here is on quality. Let’s go back to our office employee example.

If they complete an ‘x’ number of tasks compared to their colleague who completed fewer tasks, then they’re considered efficient.

The difference here is that the person in our example is being compared to a standard amount of tasks completed per day. They’re doing more with their limited time as compared to the normal rate.

The overall goal here is to achieve a balance between the two. Strive to be productive but efficient as well.

Easier said than done, we know.

Before we give you some insight on how to boost productivity while reaching said balance, let’s get into why people struggle to be productive throughout the day.

Reasons Why People Struggle With Productivity

The darnedest things tend to distract us when we have important matters to attend to.

Funny how that loose thread on your left sleeve suddenly deserves 100% of your attention.

Am I right?

We’ve all been there. We’re trying to get things done but distractions tempt us one right after the other.

When you’re in an office, you likely devote most of your time to a computer screen. This is especially dangerous because it’s very easy to fall down the black hole that is the internet.

This concept of ruining our productivity through minute hitches goes by the name of ‘interruption science.’

Interruption Science Explained

Interruption science is exactly what it sounds like. It’s the study behind how and why interruptions distract people from their tasks at work.

According to researcher Gloria Mark at the University of California Irvine, workers are interrupted from their tasks every 3 minutes. The amount of time it takes to regain focus is nearly 8 times that amount.

https://www.youtube.com/watch?v=s80q9rXQhfI

Some would say that multitasking is a solution to this issue and logically, it makes sense. Work faster, get more done between distractions and that way it’ll make up for said distractions in the first place.

Yet this theory proves no good since it’s found that workers experienced more stress when trying to increase their speed.

The same goes for multitasking.

The reason multitasking is a futile effort is that the act of switching between several tasks is a distraction in itself.

If you’re on a conference call with someone while sending emails while also scheduling your next meetings, you’re not going to get much done.

Here are a few things to keep in mind when attempting to multitask:

• Switching between tasks costs you a significant amount of time with productivity reduced by about 40%

• According to David Strayer at the University of Utah, only 2% of people can multitask successfully.

• It can take a person up to 50% longer to complete a single task if they are multitasking.

• People cause 44% of their own interruptions.

Here are some other reasons why you should consider dropping the multitasking habit.

How Can You Improve Your Productivity?

Well, aside from single-tasking and downing some coffee? There are several paths you can take to learn how to boost productivity AND be efficient about it.

Goal Setting

Suffice to say goal setting is a must if you want to stay on top of your schedule.

It’s a strong way to maintain progress. It’s also a way to hold yourself accountable for work done on a daily, weekly, and even monthly basis.

Goals are like the life raft in the midst of a vast ocean: they give you a sense of direction. They keep you focused, and they can even provide you with a sense of motivation.

So create smart goals that are attainable, relevant, and measurable.

Motivate Yourself

Ever heard of intrinsic motivation?

If not, here it is in a nutshell: it refers to the pleasure one gets from performing a task out of genuine interest or enjoyment as opposed to the desire for external rewards.

Thus, in learning how to boost productivity you need to find a way to motivate yourself intrinsically.

A great way to motivate yourself when working is to ask yourself why you’re doing what you’re doing.

Don’t edit a document simply because your boss told you to do it. Think about how editing that document will help make the sales people’s lives 10 times easier.

Find a greater purpose in the work that you do. Being useful is a great way to derive satisfaction in the workplace and can be very motivating.

Of course, there are much simpler ways to stay motivated.

Reward yourself with a nice lunch if you finish a certain number of tasks. Staying positive, asking for feedback from peers, and setting goals are all great ways to stay motivated.

Time Management

Time management is one thing we can all improve upon. We may think we’re using our time wisely, only to find that we have yet to do all the things we set out to do in a day.

There is so much help you can find online thanks to the one and only oracle, aka Google. Here are some brief tips to help you make better use of your time.

• Make a To-Do List

• Take breaks

• Learn to stop procrastinating (or if that sounds impossible, schedule time for inevitable procrastination)

• Plan out your day

Email Management

Don’t let your emails manage you.

Your first instinct upon opening your eyes in the morning shouldn’t be to check your emails. If you fall victim to checking it religiously, then learn to suppress the urge.

Your emails are not going anywhere.

Checking one email can lead you down a road of mundane tasks that might be better left for later.

Learn to organize your inbox by sender or subject line so that when you do check your email, you can focus on only the important ones.

Don’t use your emails as a way to get out of doing more important work either. If you’ve got something particularly urgent, turn off notifications.

That’s one less distraction you have to worry about.

Habits Of Productive People

Wouldn’t you like to be one of those people who somehow manages to complete an entire day’s work in a matter of hours?

Everyone works at their own pace. But there are habits that productive people share that can help you make a dent in your own progress.

If you wish to be as productive as possible, here are some of the most useful habits that will help you learn how to boost productivity.

1. Prioritize

Like we mentioned before, prioritizing your tasks and to-do lists can help you stay on track with your duties.

Spend a couple of minutes in your day to decide what MUST get done by the end of the day and which tasks can wait for another time.

Focusing on high-value tasks will make effective use of your time and you will feel accomplished for it.

2. Write Down All Your Distracting Thoughts

There’s something out there called a distraction list.

It’s like facing your fears, but you’re facing your distractions head on.

Or if you’re a yogi, think of it as meditation. You’re acknowledging your distraction, but as soon as it crosses your mind you write it down and move on.

What this does is it gives those thoughts a place to go so you can get back to whatever you’re doing in the moment.

3. Start a Routine

Some of the most productive people out there have some sort of routine from the moment they wake up to the moment they hit the bed.

It gets a rhythm going for the day. Routines don’t allow for odd time gaps that you can spend doing mundane things.

So set out the first thing you must do when you wake up. Think about how you are going to transition away from work mode at the end of the day.

It’s all about how you choose to get the ball rolling throughout your day in the smoothest way possible.

4. Break Up Your Work

Think of it this way. Say you’re trying to run a 10K race.

Seems a bit daunting right?

Break it up into chunks and it might seem a bit more do-able. Run to the 2-mile mark and you’re one-third of the way there. Run another 2 miles and you’re two-thirds of the way there.

The same goes for your work. If you’re looking at it from the perspective of a person looking at Mount Everest, you’re never going to get much done that way.

Break your work up into sections, set milestones to reach, and you’ll make progress in no time.

Bottom Line

Learning how to boost productivity is harder than it sounds.

It’s not something to master in a matter of days, rather it requires consistent control over most of your daily activities until it becomes a habit. 

Maybe you’re not one for a ‘distraction list.’ If you find that this helps you in no way, then don’t bother.

Know the difference between ‘getting things done’ and ‘getting the right things done.’ It’s all about finding that middle ground between productivity and efficiency where you’ll find most of your best work gets done.

The good news is: you now know exactly how to boost productivity. Cut the distractions, form good habits, and take a look at what others are doing to find methods that work for you.

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Make sure to share this article with anyone you think could use it!

When you find yourself in need of wine, coffee, kombucha, tea, beer, or snacks for your office or event, shoot us a message!

This article was brought to you by Office Libations, your San Francisco Bay Area office coffee, keg delivery, and snack service. Delivering top local brands and kegs of cold brew coffee, kombucha, beer, and wine.