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Small Business, Big Impact: The Power of a Well-Chosen Brand Name

Wed, 01 Nov 2023 20:23:00 GMT

At a time when businesses of all kinds compete to draw customers in, it can be easy to underestimate the significance of choosing an effective brand name for small businesses. Yet choosing an eye-catching moniker could prove vital; its power extends well beyond being simply labeled. Indeed, its impact extends deeper still. We will explore here how small business name selection has an outsize influence in helping build community connections locally.

Historical Significance: Incorporating Local Landmarks into Your Brand Name

Historical significance can add depth and credibility to your brand name, creating an authentic connection to local landmarks in your community.

Highlight the importance of researching local history and landmarks.
Showcase successful examples of businesses that have integrated local history into their branding.
Discuss how a historical brand name can evoke nostalgia and a sense of belonging.

Local Lingo: Integrating Regional Vernacular into Your Brand Name

Language can help forge strong local ties. Integrating local vernacular into your brand name will instantly connect it with its community of origin and increase engagement with the business.

Explore the linguistic elements of local dialects and slang.
Provide examples of companies that successfully used regional vocabulary in their branding strategies.
Discuss potential challenges to using regional languages effectively for branding purposes and methods for dealing with them.

The Taste of the Town: How Local Culinary Influences Can Inspire Branding

Food is at the core of culture; by including local culinary references in your brand name, your business can quickly become part of its community's identity and gain more customers.

Highlight the importance of local cuisine and its connection to community identity.
Share examples of businesses that have integrated local flavors into their brand.
Discuss how to strike a balance between niche and broad culinary themes.

Sustainable Sourcing: Ethical Branding for a Local Impact

Generating and brainstorming ideas in your strategy can significantly assist in addressing consumers' growing concerns about the environment and ethics. By leveraging sustainable sourcing practices, your brand can enhance its image and forge stronger ties with the local community.

Reiterate the importance of ethical sourcing practices. Discuss their effects on both society and the environment.
Provide examples of businesses that have successfully integrated sustainable branding practices.
Provide small businesses with practical tips for adopting ethical sourcing in their brand names and reflecting this in their supply chains.

Social Media Impact: Establishing a Brand Name for Digital Local Communities

Social media makes your brand name critical for an online presence; find out how to craft one that resonates with digital local communities.

Discuss how social media connects businesses to local audiences.
Provide strategies and tips for crafting an iconic, shareable brand name across platforms like social media.
Share success stories about organizations that have utilized this form of promotion to strengthen local ties through their efforts on social media.

Conclusion

At its core, selecting an effective brand name for any small business is more than superficial: It represents an opportunity to foster its growth as part of the local community. By including historical significance, local vocabulary, culinary influences, community collaborations, sustainable sourcing practices, and a solid digital presence in your brand name strategy , you can harness branding's immense power to form meaningful bonds between you and your target market. Small businesses possess an extraordinary opportunity to establish brands that reflect their products or services and the identity and values of the communities they serve. When selecting the name for your small business, remember it's not simply an identifier but an invitation to connect, engage, impact, and uphold local values.

Don’t be that boss: 6 ways to avoid committing proximity bias

Mon, 02 Oct 2023 18:24:13 GMT

It may be unintentional, but proximity bias is a growing reality in the hybrid workplace — and HR leaders want to be sure it doesn’t happen.

It’s a crisis of visibility: People in powerful, decision-making positions tend to treat employees who are physically closer to them more favorably than those who aren’t.

And most of us already recognize the bias exists: More than 70% of senior HR leaders and 62% of senior business leaders agree there’s a proximity bias toward the in-person workforce over the remote and hybrid teams, according to Executive Network’s 2023 Future of Working and Learning Report .

Some of it comes from antiquated thinking (which is just pre-pandemic thinking) that people in the office do more and perform better than those working from home. Productivity research has proven that wrong. Some of it is plain, old cliché-esque: Out of sight, out of mind — when a special project or recognition comes up. Or Love the one you’re with — because they’re an easy reach.

Examples of proximity bias

“Essentially proximity bias is exhibited in presenteeism, where managers value the contributions of employees they see every day over the contributions of remote or hybrid employees who are not in the office on a regular basis,” says Jeanne Meister, Executive VP of Executive Networks .

Some examples are:

Excluding remote or hybrid employees from important meetings
Excluding them from opportunities to take on stretch assignments or mentoring
Evaluating on-site employees’ performance more favorably than remote or hybrid employees, and
Promoting on-site employees sooner than remote or hybrid employees.

“HR leaders need to take proximity bias seriously and acknowledge this is happening in the workplace where work happens outside of a nine-to-five day and often outside of an office,” says Meister.

Here are six ways to mitigate proximity bias.

Make it impossible

The ideal fix to proximity bias: Make it impossible.

How? Either go with all remote or all on-site work arrangements. That’s what one expert suggests . It’s the only way to fully level the playing field.

By now, though many companies are beyond making that choice. So we have more tips here on how to avoid proximity bias.

Acknowledge the possibility

We don’t know what we don’t know. So help front-line managers avoid it by understandingthat it happens.

“Acknowledge the tendency for proximity bias is real and a natural human behavior,” says Meister. “And adjust for it by making a conscious effort to value the contributions of remote and hybrid employees who meet deliverables. Being aware of proximity is the first step to acting in a more inclusive and intentional way toward all employees, regardless of where they work.”

Change the culture

Once you admit that the bias is possible and anyone can commit it, Harvard Business School experts suggest it’s time to change the culture with this mantra: Excellence from anywhere.

It’s OK — actually, it’s right — to expect employees to perform with excellence, no matter where they work. From there, change goals to valuing deliverables, collaboration and innovation. The more you do this, the more likely the attitude toward excellence anywhere will evolve.

“Create a culture where front-line managers evaluate their team members on their outcomes instead of the number of days they spend in the office,” says Meister.

Simply put, focus on output, not on input or where the input happens.

Set goal policies

If you continue with a hybrid work approach, you’ll want to set clear policies regarding goals — what they are for each role, how you measure achievement and how achievement is rewarded.

Even better, give managers tools to have critical conversations with hybrid or remote employees on how they think they can achieve goals, if they need to adopt new ways of working and the resources they’ll need.

Most critical, reward hybrid and remote work achievements exactly how you laid out in the policies.

The Harvard researchers suggest managers increase feedback sessions or one-on-one meetings with remote direct reports to weekly or bi-weekly. A suggested framework:

Agree on about five bi-weekly performance goals. Vary them to include short-term, tactical goals and longer-term job improvement goals.

A few days before the check-in, ask employees to do a brief report on their progress, challenges they face, how they might overcome them, and a few proposed goals for the following week.

A day before the meeting, give your feedback on your impression of the report and a proposed agenda for the meeting.

When you meet, coach the employee on how to solve challenges, revise goals that need to be adjusted and affirm their work.

Even better, Meister suggests: “Be intentional about meeting remote or hybrid workers on a regular basis either in a satellite office near their home, for lunch or for networking, stressing the importance of knowing employees outside of a Zoom or Teams call.”

Make the office worthwhile

When possible, get remote and hybrid employees more interested in the office.

“Be clear about what going to the office is still important for and communicate this,” says Meister. “For example, going to the office is often a richer experience when you are engaged in one-on-ones with your manager, collaborating with team members, social networking participation, contributing to product launches and engaging in design thinking sessions. The common thread here is that social connection is worth the commute for employees.”

In fact, when Executive Network researchers asked employees what made the office “commute worthy,” most responses revolved around a tangible reason to get in there.

Proximity bias & legal concerns

Remember, proximity bias is more than a trend; it’s a potential legal minefield.

“Discrimination can arise potentially in two different scenarios,” says Rob Hudock, an employment law attorney . “One might involve where remote work is seen and viewed as a benefit versus coming into the office, in which case someone who doesn’t have the opportunity to do remote work will claim they’re discriminated against because their co-worker received that benefit and they did not.”

“Ultimately, the fact that they’re getting treated differently doesn’t necessarily tell the story. The difference has to be based on a protected category … age, race, gender or disability. So what a claimant would need to show in either of those factual scenarios is not just that there was differential treatment, but that the differential treatment was carried out because of that employee’s membership in a protected category.”

This article, written by Michele McGovern , appeared first on HR Morning .

Remote Work Skeptics Are Forgetting Their Most Valuable Asset: Their Customers. Here's Why.

Wed, 27 Sep 2023 20:18:12 GMT

While there's a widely-held belief that three days a week in the office is the magic number, with a number of large companies adopting it, it's a fundamentally flawed approach. Instead, what leaders need to focus on is how hybrid work arrangements will serve customer needs.

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A Columbia Business School study reviews a text analysis of earnings call transcripts of S&P 500 companies to show that company executives talk about customers 10 times more often than employees – a number that has grown over the last 15 years. Additionally, when companies discuss employees, executives are more likely to correlate them to risk factors and consumers to growth opportunities .

Ironically, executives fail to put this focus into action when figuring out their return to office and hybrid work policy . For example, a survey of 1,300 knowledge workers found that only 28% said their company is making it worthwhile to commute to the office. No wonder: while there's a widely-held belief that three days a week in the office is the magic number — with a number of large companies adopting it — it's a fundamentally flawed approach.

Instead, what leaders need to focus on is how hybrid work arrangements will serve customer needs. It might be that three, four, five, two, one, or no days in the office works best for your customers. But the key is to prioritize customer needs in creating a successful hybrid work plan and business leaders need to build their strategies around this focus.

As a globally-renowned expert in the future of work who helped 22 organizations figure out their hybrid and remote work policies, I can tell you confidently that this is the biggest mistake companies make in hybrid work. Namely, they fail to " start with why " and don't work from the end goal back to the policies required to make it happen for the sake of customer success.

Debunking the myth of the three-day work week

The assumption that having employees in the office for three days a week is the optimal solution for hybrid work is misguided. This one-size-fits-all approach fails to consider the unique needs of the customers.

The three-day work week emerged as a popular solution amidst the uncertainty of the pandemic. As companies experimented with hybrid work models, this arrangement appeared to strike a balance between the benefits of remote work and the need for in-person collaboration. However, the adoption of this model by numerous organizations has led to the misconception that it's universally applicable.

The effectiveness of a three-day work week varies significantly across industries and roles. For instance, in sectors like software development or creative services, a greater degree of remote work might be feasible without any loss in productivity or sacrifice of customer needs. On the other hand, industries or functions that rely heavily on in-person interactions, such as sales, may require more on-site presence to maintain customer service quality. A tailored hybrid work strategy takes these industry and role-specific considerations into account, ensuring that the work arrangement aligns with the inherent demands of the sector.

Instead, leaders should adopt a more agile approach , one that prioritizes customer needs and adapts to the ever-evolving business landscape.

Understanding your customers

The first step in crafting a customer-centric hybrid work plan is to gain a deep understanding of your customers' expectations and preferences. This involves examining customer feedback, conducting market research and engaging in open dialogue with your clients. By understanding their needs and preferences, you can tailor your hybrid work arrangements to better serve them.

For instance, a company providing technical support services may discover that their customers highly value prompt responses to their inquiries. In this case, adopting a hybrid work model that ensures adequate staffing during peak hours, regardless of employee location, would be critical in meeting customer needs.

Indeed, one of my clients who does provide such services found that it was more helpful to have staff working remotely most of the work week. That's because most employees were much more willing to work non-standard hours when they worked remotely. Thus, the company was better able to provide customer support during a longer time period with faster responses by having shifts during non-standard working hours. Still, customer service staff came into the office one day a week, to make sure there was someone available for the rare occasions when customers came to the office in person.

It's not surprising, right? My own LinkedIn survey found that 80% of respondents worked more non-standard hours in remote work, compared to in the office, as staff are more willing to work longer and less standard hours if they don't have to waste time commuting to the office.

Aligning hybrid work with customer expectations

Once you've identified your customers' needs, it's essential to align your hybrid work arrangements accordingly. This might mean rethinking your assumptions about the optimal balance of remote and in-office work for various roles.

Consider a B2B professional services organization that has long relied on face-to-face meetings and events to build relationships with clients. With the rise of remote work, many of their clients might now prefer virtual meetings, necessitating a shift in the sales team's approach. In this case, a hybrid work model that offers greater flexibility in how and where employees work could better cater to changing customer preferences.

That was the case for one of my clients, a law firm. Their leadership initially assumed that, as the pandemic wound down, their clients would want to shift back to in-person meetings. But I strongly encouraged them to actually survey their clients rather than act on their assumptions. And what the law firm found was that plenty of clients preferred videoconference meetings for most interactions. That's because it was quicker, more convenient, and cheaper to set those up than to have in-person meetings. Sure, in-person meetings were still king for more intense and nuanced discussions, but clients preferred most day-to-day meetings to happen by video conference.

A customer-focused hybrid work plan should include mechanisms for measuring success and adapting as needed. Regularly assess the effectiveness of your hybrid work model in meeting customer needs through customer satisfaction surveys , feedback sessions, and other metrics. Use this data to make informed decisions on adjustments to your strategy.

For instance, if customer feedback suggests that response times have increased since the implementation of your hybrid work model, consider adjusting staffing levels or redistributing tasks to better serve your clients. Consider an example shared with me by the Chief Human Resource Officer of a rural healthcare system with several hospitals in a Midwestern state. While they have many workers on a hybrid and even fully remote modality, they encountered an issue with the case management department and utilization review, who were working remotely. They had to bring them back into the office as they realized the importance of having them work alongside the hospitalists for their in-patients. It was crucial for ensuring proper discharge planning and smooth transition care, which they found couldn't be achieved as well remotely. This is an example of how they couldn't make hybrid work satisfy their patients and changed the location of staff to prioritize patient needs.

Cognitive biases: The hidden barrier to customer-centric hybrid work plans

Cognitive biases, which are dangerous judgment errors that cause bad decision-making in everything from our work life to our relationships , often undermine effective hybrid work arrangements. One cognitive bias that can impede the shift towards a customer-centric hybrid work plan is the status quo bias. This bias refers to the tendency to prefer the current state of affairs over any changes, even when the potential benefits of the change outweigh the risks. In the context of hybrid work, the status quo bias may lead leaders to cling to traditional in-office work arrangements or to adopt the popular three-day work week without considering whether these options genuinely serve their customers' needs .

To overcome the status quo bias, business leaders should critically evaluate their existing work arrangements, seeking objective data and feedback to determine if the current model effectively meets customer expectations. By doing so, they can make more informed decisions about the optimal hybrid work model for their organization.

Another cognitive bias that can hinder the development of a customer-centric hybrid work plan is confirmation bias. This bias refers to the tendency to search for, interpret and remember information in a way that confirms one's pre-existing beliefs or assumptions. In the context of hybrid work, confirmation bias may lead leaders to focus solely on evidence that supports their views about the ideal work arrangement, while ignoring or dismissing information that contradicts those beliefs about what customers actually need.

To counteract confirmation bias, business leaders should actively seek diverse perspectives and opinions, both within and outside their organization. By engaging in open dialogue with employees, customers, and industry experts, leaders can gather a more balanced and comprehensive understanding of the factors that impact hybrid work success. This enables them to design a work model that genuinely prioritizes customer needs, rather than simply conforming to their pre-existing beliefs.

By recognizing and addressing the influence of cognitive biases in shaping hybrid work decisions, business leaders can develop more customer-centric strategies that genuinely serve the needs of their clients. This awareness, combined with a commitment to continuous improvement and transparent communication , paves the way for a successful and adaptive hybrid work environment.

Conclusion

The key to a successful hybrid work plan lies in prioritizing customer needs above all else. By debunking the myth of the three-day work week and adopting a more agile approach, business leaders can create tailored strategies that truly cater to the unique needs of their industries, teams and customers.

Understanding your customers' expectations and preferences, aligning hybrid work arrangements with those needs, and empowering your team to deliver exceptional service are vital steps in designing a customer-centric hybrid work plan. Transparent communication and a commitment to continuous improvement through measuring success and adapting as needed further solidify your organization's ability to navigate the complexities of hybrid work.

Ultimately, by placing customer needs at the forefront of your hybrid work strategy, you can foster a thriving work environment that supports both employee satisfaction and customer success. By embracing this customer-centric approach, business leaders can ensure their organizations remain agile, adaptive, and prosperous in the ever-changing landscape of the modern workplace.

This article, written by Gleb Tsipursky , appeared first on Entrepreneur .

Tips For Writing A Resume When Changing Careers

Wed, 06 Sep 2023 17:32:56 GMT

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Changing your career path can be an unsettling experience. The thought of quitting your job and starting anew can be intimidating and overwhelming. However, if you’re willing to put in the work, it can also be one of the bravest and most fulfilling things you can do.

So, to ensure your success, a well-crafted career change resume is a critical asset. But don’t worry. Our guide will help you create a resume that showcases the right skills and experience, giving you the confidence you need to take the next big step in your career.

Hire a Resume Writing Service

Resume writing requires a special set of skills to persuade recruiters effectively. However, professional resume writers can create impactful profile summaries, responsibilities, and achievements sections.

These areas need a mix of creativity and professionalism to make them stand out. So, hiring professional resume writing services like ContentDevelopmentPros ensures you get access to a skilled resume writer who can meet all these requirements, whether you are looking for a career change resume or a new one altogether!

Match Your Transferable Skills with the Job Description

Before anything else, you must take the time to fully comprehend the job posting and analyze how your transferable skills and past accomplishments can contribute to your success in your desired new position.

For instance, if you have a background in journalism and come across a job description for an advertising position, you can highlight the keyword “writing” in the job description. Even if you don’t have direct experience in advertising, your strong writing skills could make you a valuable candidate for this new position. Writing, as illustrated here, is a skill that can be applied across various fields.

Transferable skills include leadership, time management, multitasking, communication, organization, emotional intelligence, listening, research, etc. These can be categorized as either hard or soft skills.

Choose a Resume Format That Highlights a Logical Connection in Your Job Change

Job seekers seeking a career change often opt for a functional resume. This type of resume emphasizes achievements and skills rather than work experience, which can be attractive to some employers. However, some may view it as an attempt to conceal something.

Here, a hybrid resume is a better choice for job seekers looking to switch careers. This type of resume, also known as a “combination resume,” highlights both the applicant’s skills and achievements and includes their work history in the latter part of the document.

Ultimately, when choosing a resume format while changing careers, a hybrid resume format will suit you if you plan to stay in the same industry. However, if you’re shifting to a new industry and career altogether, you may consider using a functional resume format. However, it’s worth noting that a hybrid resume format is still a preferable option.

Write a Resume Summary or Objective that Highlights Your Job Change as a Strength

Your resume summary or resume objective can help persuade recruiters that you are the ideal fit for the new position based on your previous experience. These statements connect your expertise and skills with the requirements of your new career.

When crafting your resume summary, you must emphasize the skills you have acquired throughout your previous and current roles and how you plan to apply them in your new career. That said, here are two examples of how you can use a resume objective or summary for a career change:

As a sales representative with over eight years of experience, I have developed a passion for working with customers and selling software. I am now looking to utilize my skills to excel in my new role as a Content Manager. With my ability to identify our customers’ pain points and provide effective solutions, I am confident in my ability to thrive in this position.

I am an accounting expert with a decade of experience who wants to transition to the finance industry. My demonstrated proficiency in financial management and mathematics makes me an excellent candidate for the Finance Assistant role.

Segment tech recruiter Kerianne Burke suggests that candidates should share how they have acquired knowledge related to the new category and position with recruiters. This could include taking relevant courses or carrying out extensive independent research. She advises being as precise as possible!

Incorporate Keywords into Your Career Changes Resume

Your resume keywords demonstrate to recruiters that you possess the necessary skills and qualifications to excel in the desired job. Additionally, these keywords enhance your chances of grabbing the attention of recruiters who rely on search functions in their applicant tracking system (ATS) to sort candidates based on their resume content.

So, to create a compelling career change resume, it is advisable to include relevant keywords that match the job description. At the end of the day, by strategically incorporating these keywords into your resume, you increase your chances of catching the recruiter’s attention and securing the job tenfold!

Even if you are venturing into an unfamiliar field, don’t worry. You can still identify keywords that are relevant to your previous work experience. This can be done by carefully examining the job requirements and showcasing your relevant experience in the initial few points.

Include Certification and Training in Your Career Change Resume

One effective way to showcase your relevant skills during a career transition is by incorporating your completed certification and training programs into your career change resume. That said, don’t forget to list any relevant courses and certifications to illustrate to recruiters how these can benefit you in your new career or role. Of course, that doesn’t mean you go back to school and acquire new certifications. In most cases, your existing training and certification will be enough!

That said, if you want to improve your skill sets anyway, plenty of online learning platforms are available, such as LinkedIn, Coursera, and Teachable. These platforms offer flexible and on-demand training options.

At the end of the day, it’s not all about the number of certifications you acquire or training programs you complete. Instead, it’s all about the knowledge these training programs and certifications represent. The key is to opt for a profession that aligns with your existing abilities. Although your job responsibilities may not remain identical, you can still utilize the same skill set.

Wrapping Up

Changing careers can be challenging, especially when you have invested time and effort in your current line of work. However, it can also lead to new personal and professional growth opportunities. So, creating a career change resume is crucial, whether you have decided to switch careers due to burnout or want to pursue a long-time passion.

A well-written career change resume can highlight your transferable skills, showcase your relevant experiences, and demonstrate your commitment to making this transition. It can also help you stand out to potential employers who may not have considered you for the role otherwise.

Frequently Asked Questions

Here are a few frequently asked questions about creating a career change resume:

How can I put my transferable skills on my resume?

When transitioning into a new career, transferable skills play a vital role in demonstrating to recruiters, hiring managers, and potential employers that you possess the necessary skills for the new role.

To highlight these skills in your career change resume, include them in a separate skills summary section, add them to your work experience section, or incorporate them into your resume objective or summary.

How do I write a resume summary or objective when switching jobs?

When transitioning to a new career, it’s important to highlight your unique skills and experiences to potential employers. Consider crafting a resume summary that showcases your value proposition to do this effectively. Below are two sample career change resume summaries to help get you started.

“I am a cashier with over seven years of experience creating a welcoming atmosphere for shoppers and providing them exceptional customer service. I have successfully increased my company’s sales by 10% by utilizing my excellent communication and interpersonal skills. Currently, I want to apply my organizational and leadership skills to an executive assistant role.”

“I am a certified public accountant with a decade of experience writing detailed and punctual financial reports. My expertise also involves reducing costs and enhancing efficiency. Currently, I want to utilize my keen attention to detail and analytical skills to develop sales systems that optimize all sales procedures and boost profitability.”

This article, written by Ryan Decker , appeared first on TechSling .

71% of Obese Employees Believe They Are Discriminated Against at Work

Thu, 31 Aug 2023 16:48:05 GMT

People identifying themselves as overweight, obese, or unattractive believe it affects their salaries and promotions.

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Discrimination can appear in many forms in the workplace. One such type is based on a person’s physical appearance.

So, how does it affect an em ployee’s mental health and career? Within and Resume Builder conducted two separate studies to find the answers. The following are a few insights.

Discrimination in the workplace can appear in many forms and for many reasons. It can be due to race, color, religion, health, etc. One such problem is discrimination due to body type or weight. Discrimination based on a person’s weight, height, or attractiveness is not covered under federal law. Yet, this is a real problem that can lead to the victim facing several mental health issues.

So, are employees facing discrimination due to their body type, how does it affect them, and how can companies address it? The following are a few insights from recent studies by Resume Builder and Within. The article also touches on how organizations can use technology to address discrimination.

Employees Have Been Discriminated Against Because of Bodyweight

About 26% of Resume Builder’s respondents said they were definitely or probably discriminated against at work due to their body weight. Further, slightly more men than women (28% vs. 25%) faced discrimination due to their weight. About 71% of those who self-identified as obese witnessed weight discrimination, and 53% of those who self-identified as overweight saw discrimination.

Source: Resume Builder report

Do employees believe they have been discriminated against due to body weight?

It is not only overweight or obese people who face discrimination but also underweight employees. About 42% of this group said they faced discrimination.

People Are Also Discriminated Against Depending on Their Physical Attractiveness and Height

About 23% of respondents believed they definitely or probably had been discriminated against due to their ‘unattractive physical appearance.’ This time, slightly more women than men (24% vs. 22%) experienced this type of discrimination. Interestingly, people who felt they were attractive also believed they faced discrimination. About 27% of women who self-identified as very or somewhat attractive said they faced discrimination. About 14% of men who considered themselves somewhat or very attractive said the same.

Regarding height, 12% of the respondents said they had been discriminated against because of their height. More men than women (15% vs. 10%) said they faced discrimination because of their height.

Body Type Discrimination Affects Mental Health

Both studies found that discrimination against people based on their physical appearance has affected them in various ways. For starters, 58% of Resume Builder’s study’s respondents who faced discrimination due to their physical appearance said they lost motivation. About 40% said it affected their mental health, and 26% said their productivity was reduced. About 22% affected also said discrimination led them to change their appearance. About 68% of remote employees from Within’s study said they try to hide their full body on video calls.

Of those who currently don’t work full-time from the office (i.e., remote or hybrid), 53% of respondents from the Resume Builder study didn’t want to increase the number of hours they worked from the office. For 56%, this was at least partly due to concerns about how their colleagues would perceive their physical appearance.

Discrimination Impacted Promotions and Salaries

Besides mental health, discrimination also directly impacted many of these employees’ careers. About 19% of the victims, according to the Resume Builder study, said they didn’t receive a promotion , while 15% didn’t receive a salary hike, and 13% didn’t receive a job. About 14% also said they had to switch jobs, and 4% said they were wrongly terminated.

The Within study revealed similar findings. Employees with larger bodies were 32% less likely than others to have been promoted in the last year. Further, they were 21% less likely to receive a salary hike. If they got one, it was 7% less than what others received, on average.

Several respondents felt their body size had to do with their bosses’ work decisions. About 61% felt it made them miss their promotion. About 41% felt they didn’t get a pay hike, and 39% felt they were laid off due to their body size. Over 10% said they decided to quit the job due to their body.

Source: 2023 Within Health Survey

Percentage of overweight employees who felt their body types negatively affected the above

Several Employees Have Resorted To Unhealthy Ways To Manage Stress

Employees usually feel stressed due to work pressures. However, bias and discrimination, especially due to body type, can lead to additional mental stress. So, how are employees managing stress?

While the good news is that many employees facing discrimination due to body type have found healthy ways to manage stress, the bad news is that a considerable percentage have resorted to unhealthy ways. For example, according to Within’s study, 48% listened to music, 42% exercised, 39% meditated, and 39% resorted to reading to manage stress. At the same time, 28% resorted to eating less, 27% ate more, and 24% resorted to substance abuse to manage stress. Unfortunately, only 6% went to therapy.

That said, it is interesting that people with larger bodies were 10% more likely than others to have healthy stress management habits. And 72% of those with larger bodies were as likely as others to meet deadlines consistently.

See more : Invest in Data and Analytics To Drive DEI Program Results

Combating Discrimination at the Workplace Using Technology

Body size issues can lead to stress due to personal insecurities, unspoken biases, or discrimination. To overcome bias and discrimination, companies should make their work culture inclusive and friendlier. Further, they should consider using technology to overcome bias.

Technology can be used in many ways to address discrimination. For example, organizations can create a mobile app that allows employees to report discrimination and streamlines the resolution process. This is especially helpful when individuals feel they don’t feel heard. Technology can also be used to address the policies and practices that lead to discrimination. Further, technology in the form of bots can be used to ask unbiased questions and gather more information and data, which can be used to make better decisions.

By developing the necessary policies and practices and incorporating the right technology, organizations can address discrimination of any kind and improve the overall work environment.

This article, written by Karthik Kashyap , appeared first on Spiceworks .

How to Build a Strengths-Based Culture by Unlocking the Power of Employee Potential

Wed, 30 Aug 2023 18:14:42 GMT

The benefits of a strengths-based culture and five steps to build one successfully.

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In today's fast-paced and competitive business world, organizations constantly seek ways to maximize employee performance and productivity . One proven approach to gaining traction is building a strengths-based culture at work, where employees are empowered to leverage their unique strengths to achieve personal and organizational success.

In this article, we will explore the key steps to take in building a strengths-based culture in the workplace. Here are the five steps to follow:

Step 1: Unlock unique superpowers — Discover and harness strengths

The first step in building a strengths-based culture is to assess and identify your employees' strengths . This can be done through various surveys, assessments and feedback sessions. The goal is to understand the unique strengths and talents that each employee brings to the table. Strengths include skills, knowledge, abilities and personal characteristics that make employees excel.

Surveys and assessments can effectively gather information about employees' strengths. Various validated assessments can provide valuable insights into an individual's strengths. These assessments typically include questions or statements that help employees identify their strengths. The results can then be used for further discussions and development plans.

Empower growth through insightful dialogues — elevate your team's performance with dynamic feedback sessions that drive success: Feedback sessions allow employees to reflect on their strengths and receive feedback from their managers, peers or mentors. Encouraging employees to share their thoughts and experiences about their strengths can help them gain self-awareness and better understand how their strengths can be applied in their work.

Unleash the full spectrum of superpowers — recognize and nurture the diverse abilities, talents and qualities of your team, from skills to personal traits, for unprecedented success: When assessing strengths, it's essential to consider a wide range of factors, including skills, knowledge, abilities and personal characteristics. Strengths vary significantly among individuals, including technical skills, leadership abilities, problem-solving skills, creativity, adaptability, etc.

Unlock hidden talents — see the true potential in every individual, beyond job titles, and ignite a thriving culture of innovation: It's important to remember that strengths may not always align with an employee's job title or role. Sometimes employees may have untapped powers that could be more utilized in their current positions. Therefore, looking beyond job titles and traditional roles is crucial when identifying strengths.

Step 2: Unleash your inner superpowers — embrace and amplify your strengths

Once employees' strengths are identified, it's essential to recognize and celebrate them. Recognition can come in various forms, such as verbal praise, awards, certificates or even small tokens of appreciation. Ensuring that recognition is genuine and specific is essential, and linking the strengths to their impact on the individual and the organization is critical.

Organizing team-building activities that leverage employees' strengths can also be a great way to celebrate and reinforce a strengths-based culture. For example, if an employee has a strength in communication, organizing a team presentation or brainstorming session can allow them to utilize and showcase their skills.

Step 3 — Unleash your potential: Explore thrilling pathways to personal growth and success

Providing growth opportunities is critical in building a strengths-based culture at work. It creates an environment that nurtures employees' strengths and provides avenues to develop further and utilize their unique abilities. Here are some ways to implement step 3:

Training programs: Offer training programs tailored to employees' strengths, and provide them with the tools and resources to further develop their skills. These programs can include workshops, seminars, online courses and certifications that align with employees' strengths and help them hone their abilities.

Mentoring and coaching: Implement mentoring and coaching programs that pair employees with experienced mentors or coaches who can provide guidance and support in leveraging their strengths. Mentors and coaches can help employees identify opportunities to apply their strengths in their current roles and explore new avenues for growth.

Job rotations and stretch assignments: Employees can apply their strengths through job rotations or stretch assignments in different contexts. Job rotations allow employees to gain exposure to other areas of the organization and expand their skill sets. At the same time, stretch assignments challenge employees to step out of their comfort zones and take on tasks that require their strengths.

Aligning strengths with roles and responsibilities: Ensure employees' strengths align with their organizational roles and responsibilities. Assign tasks and projects that allow employees to leverage their strengths rather than focusing solely on their weaknesses. This can increase employees' motivation, engagement and performance as they are more likely to excel in tasks that align with their strengths.

Recognize and celebrate strengths: Recognize and celebrate employees' strengths and impact on the organization. Acknowledge and reward employees who excel in their areas of strength, and highlight their contributions to the team and the organization.

By nurturing employees' strengths and empowering them to develop and utilize their unique abilities, organizations can create a supportive and engaging work environment that fosters employee growth, productivity and overall success.

Step 4 — Ignite synergy: Fuel teamwork and amplify success with collaborative partnerships and constructive feedback

Collaboration and feedback are essential elements of a strengths-based culture. Encouraging employees to work together and leverage each other's strengths can lead to greater creativity, innovation and problem-solving. Team members can complement each other's strengths and create synergies that drive success.

Providing regular feedback is also critical in a strengths-based culture. Managers and leaders should provide constructive feedback highlighting how employees' strengths can be further utilized and developed. Feedback should focus on identifying and building upon employees' strengths rather than just pointing out weaknesses.

Step 5 — Inspire with your brilliance: Be a trailblazer of excellence and lead the way by setting a powerful example

Leaders play a crucial role in building a strengths-based culture. They must lead by example and demonstrate the value and importance of leveraging strengths in the workplace. Leaders should strive to understand the strengths of their team members and provide them with opportunities to utilize those strengths effectively. They should also model the behavior of recognizing and celebrating strengths, giving feedback and fostering collaboration.

This article, written by Chris Mayfield , appeared first on Entrepreneur .

Workplace Bullying as a Moral Injury Wound

Tue, 22 Aug 2023 20:35:12 GMT

Key points

Workplace bullying is a cultural problem, transpiring in “vicious” organizations that operate under shadow values.
Workplace bullying often results in moral injury, in which a person in authority violates the value system of a star employee.
Healing from moral injury rests in identifying which values were violated and what the resulting emotions were, and then restoring meaning.

Fa Barboza , Unsplash

Trauma burrows its way into our lives in a myriad of ways, from abuse and sickness to military conflict. The resulting suffering hurts our heads and our hearts, upending our faith in a predictable and benevolent world and leaving us without a compass to navigate home to our earlier selves. The wounds inflicted may be external, internal, or both—yet there is another type of wound, existential in nature, that transcends our body and invades our souls. We call it moral injury .

What Is Moral Injury?

Moral injury (MI) is “an act of transgression that creates dissonance and conflict because it violates assumptions and beliefs about right and wrong and personal goodness” (Litz et. al., 2016, p. 698).

Shay (1994), a psychiatrist, is credited with coining the term after encountering the bones of the phenomenon in Homer’s The Iliad and then drawing parallels between the moral injury suffered by Achilles to those inflicted on soldiers during the Vietnam War. Through his study of Homer’s work and the extended narratives of the Vietnam vets under his care, Shay (2014) delineated three essential components of MI:

A betrayal of what is right
By someone who holds legitimate authority
In a high-stakes situation

As evidenced by Shay’s work, the vast majority of research on moral injury is situated around the battlefield. However, in recent decades, that work has been extended to the workplace.

Moral Injury at Work

Shay’s criteria for moral injury translates well to workplace abuse scenarios in which:

A star employee is targeted (a betrayal of what is right)
By either her boss or other individuals with social power (by someone who holds legitimate authority)
Most often resulting in job loss and/or an identity crisis (a high-stakes situation)

Moral injury on the job causes ethical employees to lose purpose, hope, and meaning in their work. Such wounds happen in what Abadal and Potts (2022) describe as “vicious” organizations in which company values dominate the webpage, such as respect, integrity, accountability, and professionalism, but shadow values direct the business. Shadow values are the “hidden curriculum” that normalizes the use of gossip, gaslighting , manipulation, sabotage, and exclusion as primary tools to complete tasks and gain power over others (Anderson, 2021).

When ethical employees devoted to an organization’s public mission unknowingly enter a vicious organization, they are forced to make the choice to either assimilate to the shadow value norms and abandon their own moral code, or call out bad behaviors.

Unfortunately, the cost is high for employees who whistleblow or report toxicity, with 67 percent losing their jobs (Namie, 2021).

Unlike isolated incidents during wartime, moral injury at work typically follows an elongated cycle (Abadal and Potts, 2022; Anderson, 2021; Fleming, 2022a).

1. An employee joins an organization that publicly matches her values and mission.

2. The employee is repeatedly exposed to PMIE or “potentially morally injurious events,” most often from a superior such as yelling, humiliation , unreasonable workload, withdrawal of resources, taking credit for her work, and encouraging her to lie or cover up damaging information.

3. Such behaviors are in contrast to the employee’s moral code and value system, so she attempts to professionally address the problematic behaviors, most often first with her boss and later with human resources.

4. Following her attempts to speak up about the unethicalities, she becomes a target of retaliatory workplace bullying (gossip, gaslighting , manipulation, sabotage, and exclusion).

5. The repeated exposure to PMIE coupled with retaliatory bullying creates an existential crisis in which trust is broken, value systems are collapsed, identity is shaken, and job security is lost, which results in moral injury. Once inflicted, the moral

injury causes the employee to lose trust in people and organizations, experience feelings of sadness and shame, and suffer a crisis of identity.

Moral injury wounds are significant and long-lasting, requiring the help, when possible, of a supportive community and mental health professionals.

Healing Moral Injury Wounds

The initial wound of moral injury begins as a betrayal of the employee’s assumptive world, abandoning her in a vast landscape that lacks meaning, predictability, and an ethical code of conduct. Such cultures take away an employee’s ability to live inside her values, set goals , and have agency over her work, resulting in physical and emotional distress that includes but is not limited to high blood pressure, sleep disorders, migraines , anxiety , and depression (Nielsen & Einarsen, 2012).

Moral injury and PTSD are often conflated, yet they have marked differences. PTSD usually occurs in response to a mortal threat, resulting in long-term feelings of fear and hopelessness. Moral injury, on the other hand, transpires when there is a violation of one’s moral values leading to extended feelings of guilt , shame, and anger . Whereas in PTSD the individual loses his sense of safety, in moral injury, the individual loses his ability to trust people and organizations to uphold a moral code of conduct (Shay, 2014).

Due to these differences, some interventions that prove successful in addressing PTSD, such as exposure therapy , are not effective in healing moral injury. However, mental health professionals, researchers, and chaplains have identified specific practices helpful for healing such wounds (Calhoun and Tedeschi, 2006; Fleming, 2022b; Janoff Bulman, 1992; Schwarz, 2012; Shay, 2014).

1. Effective approaches begin with a self-evaluation of what values were violated. Did the organizational leadership violate an employee’s sense of integrity, service to the community, dedication to professionalism, belief in honest communication, opportunities for growth, commitment to respectful interactions, or the truthful and fair exchange of information?

2. Next, it is helpful to identify the specific emotions that arose due to that violation. Feelings-as-information theory suggests that identifying specific emotions, instead of generalized feelings, empowers people to bring the unconscious to the surface where it can be discussed and analyzed. Such analysis empowers people to have more productive reactions to their emotions. To aid in emotional granularity, Fleming (2022b) developed the Moral Injury Experience Wheel to assist in breaking down generalized feelings like anger into more specific vocabulary to describe those feelings such as disbelief, helplessness, disappointment, mistrust , disillusionment/ cynicism , contempt/disgust, resentment, vengefulness, or rage.

3. Once the specific emotions associated with the violation are identified, it is important to consider how that violation impacted the person’s belief in herself and a meaningful world. Daily journaling, for as little as 10 minutes, is an effective tool for this type of discovery.

4. Rituals are an integral component of the moral wound-healing process, for they create opportunities for individuals to sever emotional ties with the organization that inflicted the hurt. Rituals may come in the form of writing a letter that is ceremoniously held over a flame or taking a weekend pilgrimage on a mountain trail, signifying the taking of a new path.

5. Lastly, it is time to find meaning in new endeavors, whether it be through advocacy, volunteer work, passion projects, or seeking out alternative employment at an organization that aligns with the individual’s personal mission and values.

In summary, workplace bullying is a type of value breach in which a person’s belief and commitment to integrity, truth, kindness, and fair play are violated by a vicious institution through the tools of gossip, gaslighting, manipulation, sabotage, and exclusion. As a result, the individual suffers innumerable physical and emotional health complications, but most tragically, may succumb to moral injury. Such wounding transcends the body, resulting in a loss of personal agency and meaning-making, which causes deep feelings of sadness and shame. Healing rests in identifying internal values, speaking about violations, and discovering new communities where the individual can do productive work in a culture that aligns with her moral code.

This article, written by Dorothy Suskind, Ph.D. , appeared first on Psychology Today .

The Real Reason Why The Return to Office Movement is Failing is Revealed in New Study

Mon, 14 Aug 2023 20:18:12 GMT

There is a vivid sign of the disconnect between employees and their workplace, a glaring indication that companies need to revise their scripts to improve their hybrid and remote work policies.

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Picture this: A stage where the drama of work unfolds, with actors struggling to find their parts, cues missing, and directors constantly changing the script. This is the current scene for many employees amidst the return to office (RTO) movement, according to a recent report by Appspace. Just like actors, employees are searching for their "line," the cues to perform in a hybrid or remote work environment. However, the script is constantly changing and 93% of employees report their companies are not particularly adept at arranging the stage to suit the needs of the actors: namely, whether full-time or part-time office workers, they believe their organizations could do much better at improving the office experience. I find the same problems that the Appspace report discovered in the clients who I help transition to a flexible RTO and hybrid work policy .

Fumbling through the RTO: Our current act

In this act of our play, the office, once a well-known stage, now presents new challenges. The report reveals that only 3% of employees are exclusively in-office, while 43% have fully embraced remote work. This leaves a whopping 54% navigating the murky waters of hybrid work, a terrain as unknown as a forgotten Shakespearean tragedy. Much like actors forgetting their lines mid-performance, 70% of these employees are faltering, wasting precious time transitioning from remote to in-office work.

Imagine being an actor on a stage, unsure if the person beside you is part of the cast or a misplaced audience member. An unsettling 51% of employees have experienced this confusion, unsure if someone they encountered in the office even worked for their company or had the authorization to be there. This is a vivid sign of the disconnect between employees and their

workplace, a glaring indication that companies need to revise their scripts to improve their hybrid and remote work policies .

In any play, the director is key to bringing the script to life, ensuring every actor knows their part and every scene flows seamlessly. In our workplace drama, technology should ideally play this role. Yet, it seems to be more like a director who has left the building, leaving actors scrambling to fill the void.

One-third of respondents reported their organizations haven't adopted any technologies that support the RTO movement. Without the proper tools, these workplaces are like stages without props, leaving employees struggling to navigate their roles. Consequently, 67% of employees aren't completely satisfied with their company's current workplace tools and technologies, adding another layer of complexity to this convoluted plot.

Redefining the script: A call to action

Employees are shouting, "line!" waiting for cues on how to navigate the hybrid work scene . They want their companies to provide consistent and simultaneous communications, whether they are on stage (in-office) or behind the scenes (remote). A strong 85% consider their colleagues' presence when deciding whether to come into the office, underlining the crucial role of social connections in this new era of work.

Just as an understudy may need extra rehearsal to shine on stage, employees are also calling for more training on workplace tools . It's high time for businesses to step up and rewrite the script, directing their workforce towards a harmonious blend of flexibility, collaboration and effective technology use.

The invisible force of cognitive biases in the return to office dilemma

The empathy gap, our cognitive bias that makes it difficult to understand our own emotional states in different situations or empathize with others, is contributing significantly to the RTO disarray. Picture this: Your employee, a talented software engineer, thrived in a remote work environment. Now, you're asking them to return to the office, but they're pushing back, citing increased productivity at home and less commute-induced stress .

For management, it can be tough to understand this emotional response if they're not in the same boat. They might assume that everyone will be thrilled to return to the camaraderie of the office environment. But, without the ability to empathize with that remote worker's perspective, they're making decisions with a critical blind spot. A touch of empathy could go a long way in crafting policies that resonate with every member of the team.

Do you remember the office pre-pandemic? The cubicles, the meetings in tight conference rooms, the obligatory office small talk? Many organizations, driven by the cognitive bias known as the status quo bias, are gravitating toward reinstating these familiar, yet dated, workplace structures. This bias, our preference for the current or past state of affairs over change, is causing a roadblock in the evolution of the workplace.

Take a step back and think. Do we really need to return to the traditional office model, or are we just holding onto it because it's comfortable? Unfortunately, comfort doesn't equate to efficiency or productivity . While the prospect of change may seem daunting, an innovative, forward-thinking approach to RTO could be the game-changer your organization needs.

Acknowledging and understanding these cognitive biases is a critical first step. The empathy gap and status quo bias are not insurmountable hurdles, but rather guideposts pointing us towards a more enlightened approach to RTO. As we move forward, let's swap out the empathy gap for a dose of empathy, replace the status quo bias with a pinch of daring innovation, and create a return-to-office strategy that truly works for everyone. Because, let's face it, who said the office ever needed cubicles in the first place?

The curtain call: Embrace the change

The RTO movement is like a matinee performance that still needs a lot of work before the evening show. Organizations need to hear the echoes from the auditorium — the employee feedback — and take action. Only then can the drama of RTO transform into a blockbuster performance, with all actors (employees) playing their roles effectively, no matter where their stage (workplace) is.

This article, written by Gleb Tsipursky , appeared first on Entrepreneur .

5 Things That Motivate Employees to Go Above and Beyond

Thu, 03 Aug 2023 15:39:21 GMT

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Every business owner imagines having a “dream team” of employees — people who consistently go the extra mile at work. If your team is falling short of that fantasy, maybe it’s because you’re not providing the push they need to give 110 percent. A study by Globoforce has some insights into what it takes to make employees go above and beyond the call of duty.

Feelings that Motivate Employees to Go Above and Beyond

It’s all about the employee experience, according to the study. Specifically, there are five feelings that make employees more likely to put in extra effort, more likely to perform at higher levels and less likely to quit their jobs.

Belonging — feeling part of a team, group or organization
Purpose — understanding why one’s work matters
Achievement — a sense of accomplishment in the work that one does
Happiness — a pleasant feeling in and around work
Vigor — energy, enthusiasm and excitement at work

How to Create the Five Feelings

What can you, as the boss, do to achieve the ideal employee experience in your workplace ? The study identifies four factors.

Leadership

If you want to create a positive employee experience, you’ve got to truly believe that employees matter in helping your business move forward and achieve its goals. From the employee’s point of view, this means providing clear direction about where the business is headed so your team understands how their jobs relate to the company’s overall goals. Business owners and managers also need to provide personal commitment and support for individuals and teams. Let your employees know you have their backs.

Environment

Today’s employees expect their employers to show integrity, authenticity and transparency, both to them and the customers. You and your managers need to walk the walk, not just talk the talk. In addition, having supportive relationships with coworkers greatly improves employees’ experiences at work. Foster cooperation, not competition, among your employees, and create opportunities for employees to bond with each other both on and off the job.

The Work Itself

Employees want to feel their work is meaningful and their skills are being used to the fullest. They also want to receive feedback, recognition for performance and opportunities for professional development. Overall, employees want reinforcement that what they are doing is making a difference to the company as a whole. Giving employees regular, ongoing feedback and recognition will help them feel satisfied with their work.

The Person

Employees have higher expectations than ever for the workplace experience — including being treated as people, with opinions that matter and lives outside of work. Employees who have input into how their work is done (or have the freedom to decide how to do it) have more positive employee experiences. So do those who believe management listens to and values their ideas. Finally, employees have better experiences when they can manage work in a way that gives them time for personal priorities like family, friends, hobbies and just recharging their batteries. Wherever possible, give employees the autonomy to make decisions about their work and the flexibility to balance their jobs with their personal lives.

By creating a better experience for your employees, you’ll create better results for your business.

This article, written by Rieva Lesonsky , appeared first on Small Business Trends

The Major Benefits of Social Media for Small Business Owners

Mon, 31 Jul 2023 20:51:50 GMT

Crystal Media owner Crystal Vilkaitis breaks down the benefits of social media for small business owners, including how to boost sales, exposure, and brand recognition.

Small business owners know the only constant in life is change. Technology has evolved with the times, altering business practices and even what it means to be an entrepreneur. When it comes to selling products or services, it's hard to turn a blind eye to the benefits of online platforms like social media. While beginners might be intimidated by the algorithms and formulas of Instagram, TikTok, or Facebook at first, learning to harness the power of your digital presence can lead to long-term success.

Crystal Vilkaitis, owner of social media strategy company Crystal Media , knows how daunting it can be to create unique and personal content for social media, which is why she always reassures clients with a simple tenet—be yourself.

"We love relatable content. That's what gets us to watch people, gets us to stop the scroll, is when it's somebody like us or somebody that we aspire to be," Crystal said—adding that business owners just starting out on social media don't need to worry about filters, scripts, or content that is expertly edited and produced.

"We don't want perfect. Perfect isn't relatable. So when you are sharing your stories and behind the scenes and what goes into running the store and just getting to know the store owner, you're starting to feel like, this is my friend. I wanna support them. And when you are being your authentic self, the right people are gonna connect with you."

Selling products through social media outlets is a growing priority for business and marketers, and small business owners can take advantage of that trend no matter the size of their business or products offered.

"I really recommend retailers to sell through social media. It's one of the best ways," Crystal said, emphasizing that you want your business to show up where your target demographic spends most of their time and to offer a shopping experience they enjoy.

While social media ad campaigns are effective, they can be costly. Therefore, one of Crystal's top recommendations is live selling (live streaming the products you have for sale) because it's easy on the business owner and on the consumer. She also recognizes, however, that some business owners may be reluctant to try out new and unfamiliar strategies.

"There's a lot of resistance when it comes to social media and putting ourselves out there. But if we can push through that, get comfortable with the uncomfortable, show up anyway, and be consistent, you start becoming that local celebrity. The people at the bank recognize you, and you find those primary customer groups that just love you and will become lifelong customers—that will also share your content, talk about you to their friends, and really connect again in that meaningful way."

Oftentimes, running a social media campaign takes up more time than a business owner has, which becomes the perfect opportunity to delegate , whether to a professional like Crystal, a business partner, or an employee. No matter who runs the accounts, business owners should always be aware of how it works, what makes a campaign successful, and if the campaigns are meeting goals and driving revenue.

"Education is really important for retailers and small businesses, especially when it comes to marketing and social media. Retailers say, 'Please do my social media. I don't wanna do it. I'm so busy.' But when we don't know what we don't know, it's really hard to manage that company or manage that person that's gonna be helping you with your social media.

"I really want retailers to be empowered to know enough. For some, they love it. They love marketing, so they wanna know it all. But most of them are busy business owners, so they need to know enough to make sure they're doing the right thing and that it is actually supporting their business goals."

More strategic tips from Crystal Vilkaitis in this week's Behind the Review include:

Use SMART (Specific, Measurable, Achievable, Relevant, and Timed) goals in your social media planning as well as overall business planning.

Do research when hiring a social media strategy company. Ask for references and examples of their work. Crystal had a client whose previous social media manager posted items online that were not in her inventory, creating confusion.

AI and ChatGPT can help you respond to comments. Take advantage of AI technology to help you draft potential responses to comments, then customize them and add your personality. This can help you stay focused and efficient, while still being "you" in your replies.

Listen to the episode below to hear directly from Crystal and Emily, and subscribe to Behind the Review for more from new business owners and reviewers every Thursday.

Available on: Spotify , Apple Podcasts , Google Podcasts , Stitcher , and Soundcloud .

This article, written by Emily Washcovick , appeared first on Entrepreneur .

What your job ads reveal about your corporate culture

Fri, 28 Jul 2023 18:43:25 GMT

Job ads often say more about your culture than you think - so it's essential you get your words right, says Mark Murphy

When leaders talk about their company’s ‘culture’, experience (sadly), tells me that I’m much more likely to hear cliched and vacuous phrases than those with any revelatory insights.

Expressions like “work hard, play hard,” or “we’re like a family,” are tediously commonplace.

So are phrases like: “we value work-life balance,” or (sharp intake of breath), “our employees are our greatest asset.”

To be honest though, these lazy description are now so overused and trite so as to be rendered completely meaningless.

Job ads often tell much more

The same accusations are often leveled at job ads – which liberally pepper-in similar style-over-substance platitudes to grab readers’ attention.

But…as meticulously edited and thoroughly reviewed as corporate job ads tend to be, I also find that when you do read a company’s job ads, there are actually lots of clues present as to the essential features of an organization’s culture. These clues often sneak through the editing process.

Types of cultures, and how they often get reflected in ads

As we know from the online test, What’s Your Organizational Culture? , there are four primary corporate cultures.

Typically, they tend to encourage ads with a particular language.

Let’s drill-down into what I mean by this:

1) The Social culture

This culture in a nutshell : The Social culture employer prefers strong interpersonal relationships, collaboration, and values having a friendly atmosphere. Employees are trusted and empowered, leading to a sense of belonging and loyalty.

Job ad clues that give it away : In job ads for social cultures, you might expect to find phrases like “collaborative work environment,” suggesting the organization values teamwork and cooperative problem-solving among employees. “Strong emphasis on work-life balance” can imply that the company cares about its employees’ wellbeing and encourages a healthy balance between professional and personal life. Words like “community involvement and social responsibility” can indicate that the company is engaged in its local community and takes its social impact seriously.

2) The Dependable culture

This culture in a nutshell : The Dependable culture prioritizes stability, efficiency, and adherence to established processes. Employees are expected to follow protocols, ensuring consistent quality and performance.

Job ad clues that give it away : In a dependable culture, job ads might contain phrases like “Process-driven organization,” suggesting the company focuses on efficient and well-established processes to achieve its goals. “Attention to detail and accuracy” hints that the organization values precision and thoroughness in employees’ work. Words like: “compliance with regulations and guidelines” denote the seriousness with which the company adheres to external rules and regulations.

3) The Enterprising culture

This culture in a nutshell : The Enterprising culture values innovation, creativity, and merit-based competition. Employees are encouraged to think outside the box and challenge the status quo.

Job ad clues that give it away : With an enterprising culture words typically used include “Innovative and forward-thinking company,” which often indicates that the organization values creative solutions and staying ahead of industry trends. Having a “high-growth environment” suggests the company is expanding, which often requires employees to adapt and contribute to its evolution. Of course, phrases like “entrepreneurial mindset” imply that employees are encouraged to take initiative, think creatively, and act as if they are running their own business within the company.

4) The Hierarchical culture

This culture in a nutshell : The hierarchical culture is characterized by a clear organizational structure with well-defined roles and responsibilities. Power and authority are important, and employees compete for promotions and recognition.

Job ad clues that give it away : In hierarchical cultures, one might find phrases like “structured and well-defined roles,” which suggests the organization has a clear chain of command and distinct responsibilities for each position. “Centralized decision-making” can signify decisions are made primarily by those ‘higher-up’, while employees have limited autonomy in their work. The words “clear career progression” can demonstrate that promotions and advancements within the company are based on a structured path, and employees are aware of the steps required to move up the ladder.

Match your words to your culture

The point of sharing these phrases is to remind HRDs that they really do need to read their company’s job ads; to look out for the clues they’re sharing about their company’s culture.

In the worst-case scenario, you might find that your recruitment pitches indicate a corporate culture at odds with what you know to be true about your company. In those cases, a serious rewrite of your job ads is in order.

More commonly, you’ll find an opportunity to signal your company’s culture.

If you’ve got an enterprising culture, for example, don’t shy away from telling candidates about your workplace.

Job ads that accurately reflect the organization’s culture will attract candidates who align with the company’s values, work style, and expectations, and that will only increase the likelihood of finding employees who will thrive in your company.

Authenticity is a big buzzword these days, so it’s better to clearly express who you really are than to pretend to be something you’re not – even if the thing you’re not sounds better than what you are.

Each of those cultures are equally fine, so long as you’re hiring people that can survive and thrive within your particular culture.

There will doubtless be people who prefer each of the four types of corporate cultures. But the more your job ads reflect who you really are, the better your odds of hiring people who will truly fit.

This article, written by Mark Murphy , appeared first on TLNT .

EEOC Hearing Explores Potential Benefits and Harms of Artificial Intelligence and other Automated Systems in Employment Decisions

Mon, 17 Jul 2023 20:43:42 GMT

WASHINGTON - Today, the U.S. Equal Employment Opportunity Commission (EEOC) held a public hearing to examine the use of automated systems, including artificial intelligence (AI), in employment decisions. Increasingly, employers are using automated systems to make employment decisions, including the recruitment, hiring, monitoring, and firing of workers.

During the hearing, titled “Navigating Employment Discrimination in AI and Automated Systems: A New Civil Rights Frontier,” the Commission heard from witnesses ranging from computer scientists, civil rights advocates, legal experts, industrial-organizational psychologist, and employer representatives.

“The use and complexity of technology in employment decisions is increasing over time,” said EEOC Chair Charlotte A. Burrows. “The goals of this hearing were to both educate a broader audience about the civil rights implications of the use of these technologies and to identify next steps that the Commission can take to prevent and eliminate unlawful bias in employers’ use of these automated technologies. We will continue to educate employers, workers and other stakeholders on the potential for unlawful bias so that these systems do not become high-tech pathways to discrimination.”

The witnesses discussed how discrimination may occur when employers use automated systems. The discussion also included ways in which AI and automated systems in the workplace might support or hinder diversity, equity, inclusion, and accessibility (DEIA) efforts.

This hearing continues the work of the EEOC’s AI and Algorithmic Fairness Initiative , an agency-wide initiative to ensure that the use of software, including AI and other emerging technologies used in hiring and other employment decisions, comply with the federal civil rights laws that the EEOC enforces. As a part of this initiative, the EEOC published a technical assistance document titled The Americans with Disabilities Act and the Use of Software, Algorithms, and Artificial Intelligence to Assess Job Applicants and Employees . The Commission’s last hearing on this subject was in 2016, when the agency explored the implications of big data in the workplace. Today’s hearing focused on ensuring that the agency responds to the latest developments in the use of automated technology in employment.

The 12 witnesses included experts from the American Civil Liberties Union (ACLU), the U.S. Chamber of Commerce, Brown University, Washington University School of Law, Massachusetts Institute of Technology, Georgetown University, the Brookings Institution, American Association of Retired Persons (AARP), University of North Carolina School of Law, the Center for Democracy & Technology, the Nancy T. Tippins Group LLC, Outten & Golden LLP, and Weil, Gotshal & Manges LLP.

Almost 2,950 members of the public attended Tuesday’s hearing.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov . Stay connected with the latest EEOC news by subscribing to our email updates .

This article appeared first on EEOC.gov .

How To Create An Excellent Project Schedule: A Step-By-Step Guide

Thu, 13 Jul 2023 18:19:23 GMT

Project Scheduling lets managers stay on top of the team’s progress and help meet deadlines. Learn how to create project schedules.

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Project Managers have to create project schedules to track their team’s progress. Most people learning Project Management Online Training reveal they struggle with creating project schedules because of the many aspects of it.

A Project Manager has to set up a timeline and delegate tasks with deadlines. On top of that, allocating resources, keeping everything under budget, and adjusting plans according to project progress keep a constant managerial input relevant to project handling. This article will discuss how to create a robust project schedule.

Step 1: Define Goals

The first thing a Project Manager takes on during scheduling is defining the goals and deliverables of the project. These goals become the backbone of the schedule as they help teams set timelines for achieving each goal and help them track their progress.

Additionally, this step should involve identifying possible hiccups that might occur during each task to set realistic expectations and deadlines. Budget constraints or other limitations should be considered when defining goals.

Step 2: List Major And Minor Tasks

Work breakdown structure (WBS) is an organizational structure that allows managers to prioritize and schedule tasks that are in line with project goals. A necessary part of scheduling projects Is to create a WBS. This involves listing down tasks that need to be done to achieve project goals as well as any tasks that are necessary deliverables to move to the next step, i.e., project dependencies.

A WBS will help managers create a hierarchy of tasks in terms of priority and enable them to delegate them in minor chunks to the team.

Step 3: Set Task Durations

After identifying tasks, an estimate of the time to complete each task should be set . Often, precedents help in predicting a task’s duration. For example, a market analysis is something a team has handled before, and you have that data to check how long it took. Realistically, it is wise to give the team this much time to avoid running cold on deadlines.

Events outside of our control can often delay task completion, which is why project management basics courses advise setting benchmarks for unexpected intrusions should be set to keep up with the schedule.

Step 4: Plan Resource Allocation

Resource allocation may or may not be straightforward, but planning it is necessary for a good project schedule. Identify the resources needed to accomplish each task and establish their limits according to availability. Budget constraints may limit resource allocation, and that should be factored into the project schedule.

Step 5: Start A Calendar

After setting up a plan for resource allocation, generate a timeline that incorporates all the information given above. Add tasks to specific days and weeks to add accountability measures for the team.

There is plenty of Project Management Software in the market that can help Managers set up schedules in collaboration with their teams. This software often allows automatic updates on progress based on task completion. You can find a list of free resources that can help you create schedules here .

Step 6: Get The Team Involved

A Project team has to take ownership of the work for the project to be successful. Project Managers should streamline effective communication methods to involve the team in their dedication to sticking to the project schedule.

Team involvement ensures that everyone is on the same page about task handling. This ensures compliance with the timeline and greater productivity.

Step 7: Update The Calendar

Once the system is set up, it is important to track the progress of the system to ensure it is effective. Track the completion of tasks to ensure they meet deadlines, prioritize solving issues that can cause delays, and update the schedule according to recent data points. Project Management Software can help keep track of changes as they happen.

Effective communication is key to keeping the schedule up with the changing dynamics of the project. Hold regular meetings and streamline a communication channel such as email to ensure everyone is aware of the situation at hand. This perpetuates a system of accountability within team members to stay focused on their deliverables.

Project scheduling can be made easy through knowledge, experience, and breaking tasks down into small parts.

This article, written by Emma John , appeared first on TechSling .

20 Employee Recognition Ideas for Your Small Business

dbechtel@masterpayusa.com (Debbie Bechtel) — Wed, 12 Jul 2023 21:12:12 GMT

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Take a look at the following 20 inexpensive yet effective employee recognition ideas for your small business.

Recognizing the hard work and achievements of employees has proven to be an effective, long-term motivator. It helps maintain morale within the workplace and boost productivity.

The challenge many small businesses face is finding ways to recognize stellar employee work without going over budget. That’s why these ideas have been selected with small businesses in mind. They do not cost much, for the most part. But in the eyes of team members they can seem like big rewards.

Employee Recognition Ideas

Promote in the News

If a member of staff has done something incredible and achieved something that needs shouting about, contact the local press. See if the story could be published in a local newspaper. The achievement doesn’t necessarily have to be related to work. It could be a great fundraising effort or personal sporting achievement.

Give a Paid Day Off

Who is going to turn down an extra paid day off? Not many, we think! Offering the best performing employee a free day off is an effective incentive to help reward outstanding work.

Hand Out Lottery Tickets

They don’t cost much but they could equate to millions of dollars. Rewarding a high achieving employee with a lottery ticket for the next 12 lotteries would be a great way to say thank you. Though be warned, if they win the jackpot you could risk losing them!

Create a Company Scrapbook

Create a company scrapbook which, each month, dedicates a page to the ‘Employee of the Month’. It is a creative way to recognize and celebrate achievement in the workforce.

Ask Peers to Nominate

Instead of relying on management to pick an Employee of the Month, get fellow team members involved.

Ask them to monitor the performance and nominate the colleague they think has performed the best in a given week or month. This will ensure greater involvement and interaction with your recognition program among employees.

Establish a Kudos Column

Publicize employee hard work and achievement. How? By setting up a kudos column in the company newsletter, on the business blog or in social media.

The ‘glory’ column will mean the member’ of staff’s hard work will be put on the public pedestal it deserves.

Throw a Pizza Party

Celebrate staff and team achievements by ordering some pizzas. Pick the best pizza place in town. Don’t forget to add beverages, a crispy salad and cookies for dessert.

Throwing a pizza party in the office is a fun recognition and perfect to reward the entire team. Kept as a rare treat, the calories will be worth it.

Give Out Gas Cards

Reward an outstanding employee’s efforts by paying for their travel commuting expenses for a whole month.

A public transportation pass is another alternative, if associates take a bus or subway. You can even give a week’s worth or Uber or Lyft rides.

Name a Beer After Someone

For beer-loving employees who have achieved well at work, approach a local microbrewery and ask them to put a label on a beer with the stellar employee’s name on it. This is bound to go down well.

Offer Casual Friday Exclusive

If a member of staff or a whole team has met its targets and carried out some great work, celebrate! Announce a business casual day, where employees can wear business casual attire. Friday is a typical day for this type of team recognition.

But what if business casual is the standard attire in your company? Then offer a “dress down day” where employees can get even more casual. The can turn up to work in anything from flip flops to tracksuits.

Write a Simple Thank You Note

Sometimes a simple thank you is one of the best employee reward programs in a small business. For employees who have been going that extra mile and showing dedication, innovation and great team spirit — meet them in kind. Go that extra step and show your appreciation and gratitude.

Rather than just sending your thanks on an email, go a little bit further. Send a note to their home address. They won’t be expecting it. And it will make them smile.

Give a Special Gift

Presenting a well-performing team member with a special gift is a memorable way to show your appreciation. From a bottle of wine to a pencil porcupine, there are plenty of great gift ideas that would leave your stellar employee beaming with pride.

Play Their Favorite Song

One personal and memorable way to thank an employee for exceptional work is to play their favorite song. Have it playing in the office when they show up to work in the morning. This is guaranteed to put a smile on their face!

Give a Round of Applause

One of the most inexpensive yet powerful staff recognition ideas is literally … applause. Greet your star employees with a rapturous round of applause when they walk into the office in the morning.

It’s a super simple way to show gratitude for hard work and to say thank you. It will surprise them. And it will evoke positive feelings immediately.

Offer Flex Time

Research shows that offering flexible working conditions can make staff happier and more productive. Reward hard working members of staff by giving them the opportunity to work flexible hours.

Consider the prospect of working from home, too. It doesn’t need to be every day, but just Fridays perhaps. Or Wednesdays.

When approved sparingly, work-from-home privileges become a special associate recognition.

Send a Video Thank You

Make a video thanking a member of staff for their hard work and effort and post the video on YouTube, Facebook or Instagram.

Try to get as many co-workers and even customers featured in the video. For example, include the company owner, managing director, line managers and fellow colleagues. This will maximize the poignancy of the video.

Hire a Special Dedicated Assistant

Show your appreciation to employees who demonstrate innovation and creativity. How? Hire some temporary help for those employees.

For instance, you could bring in a personal assistant for a temporary period of a week. The assistant could help high achieving workers with administrative duties such as data entry, office organization, and answering telephone calls.

Give Away the Best Parking Spot

Give up your reserved parking space for a week. Let your best-performing employee take your spot.

Or simply pick the best parking spot available and designate it for the employee of the week or employee of the month. Having the privilege of parking in the prime company parking space is one incentive employees are likely to battle it out for!

Create a Wall of Fame

Dedicate a section of the office to being a ‘wall of fame’. Each month or even week, crown the employee who has outperformed his or her colleagues with the ‘wall of fame’ title. Place a photo of this employee on the wall, accompanied by a message of gratitude.

Give Them a Promotion

Of course, there’s nothing quite as effective in recognizing, appreciating and rewarding great work as offering a promotion. Ensuring there are career progression opportunities for members of staff is a key way to attract and retain talent in your workforce. Knowing a promotion could be in the pipeline is an effective way to keep staff on their toes!

In summary, pick one or a few of these employee recognition ideas. You’ll soon become known as the employer that offers cool employee recognition programs. Simple recognitions are a low cost and creative way to build a loyal team and become known as an employer of choice in your area.

Does your small business recognize great team and high achievers? How do you show your appreciation and gratitude to employees that deserve recognition and thanks?

This article, written by Gabrielle Pickard-Whitehead , appeared first on Small Business Trends .

Why Work-Life Balance Matters To Retain Hourly Workers

Tue, 11 Jul 2023 20:36:43 GMT

The implied promise of work-life flexibility is that it is addressing workers’ needs to merge work demands with personal and family needs. All while leveraging firms in the form of a greater ability for attracting and retaining workers and in potential performance gains. This article will be focusing on the need for work-life balance for retaining hourly workers.

Do you feel like you are stuck in an unhealthy work-life balance? Don’t worry, you are not the only one. Once upon a time, the line between work and life was rather clear. However today, it is almost impossible to draw a clear-cut separation between your work and life, for work may occupy your personal life. Therefore, it is imperative to maintain a work-life balance for hourly workers.

Today’s labor market is creating challenges for many, but especially for hourly workers. As per the United States Department of Labor, hourly workers make up around 60% of the U.S. workforce, which is around 82 million individuals.

What is Work-Life Balance for Hourly Workers?

Work-life balance for hourly workers is the balance between your professional and personal life while decreasing work-related stress. As well as being productive and maintaining your general well-being. In other words, harmoniously mixing work and personal life. A good work-life balance has several positive effects including less stress, a lesser risk of burnout, and a greater sense of well-being. However, if the balance is not attained, it will be creating problems both for the employee and the employer.

What’s more, the study found that almost half of hourly workers would leave their present job if it meant working less than 40 hours per week. So why is work-life balance so important?

Why Does Work-Life Balance Matter for Hourly Workers?

With persistent access to work, building a work-life balance for hourly workers is more important and harder than ever. That being said, working for too many hours will be affecting one’s physical and psychological health. That is why it is imperative to build a balance between work and life. By building this balance, employers will be achieving increased engagement and commitment levels. And also, they will be observing an increase in employee accountability and employee satisfaction all while minimizing staff turnover and recruitment costs. And a work-life balance will leverage the business, the employer, and the employee. A balance will be creating a better atmosphere for teamwork, boosts employee productivity, and reduces absenteeism.

How to Accomplish Work-Life Balance Best for Hourly Workers

A good work-life balance for hourly workers means something different to every individual. For some people, it might imply spending more time with family. While for others, it might mean having the flexibility to pursue a passion outside of work. No matter what your definition is, you deserve an employer who respects your time and supports your efforts to accomplish a healthy work-life balance. The Following are Some Useful Tips to Help you Achieve a Better Work-Life Balance.

Letting Go of Being a Perfectionist

The key to avoiding burning out is to let go of perfectionism according to Marilyn Puder-York, Ph.D. Even though having an extremely productive day at work and investing quality time with your loved ones every day sounds great. However, this is not always possible. Some days you may want to be your most productive at work. But some days you might not be having the energy to be. So, it is necessary to strive for a realistic and practical schedule rather than a perfect one.

Unplugging

Technology has been our friend for some time now. Even though it has helped us in so many subjects of our lives. Nonetheless, it has also created expectations of continuous accessibility. Sometimes we should cut our ties with the outside world to provide ourselves with some stress-free space.

Prioritizing Your Health

Maintaining your emotional well-being and physical health should be your major concern in your life. Prioritizing your mental and physical health will be making you a better employee.

Making More Time for Yourself and Your Loved Ones

Even though your job keeps you busy and is important, remember that work-life balance for hourly workers is the answer to self-care. You need to accept that your job is not your entire life and that is why you should spend some quality time with yourself and your loved ones. Taking a long walk, having a coffee with your friend, going on a date with your partner. Whatever you do, you do it while you don’t have work in your mind.

Setting Goals and Sticking to Them

We’ve mentioned the consequence of not being a perfectionist. It is significant to set achievable agendas and schedules. And setting achievable goals, you should implement time-management strategies.

Asking for Flexibility

Flexible workplaces are a required factor for millennials and Gen Z employees when considering staying with an employer according to Deloitte Millennial Survey 2018. That being said, don’t feel hesitant for having an open conversation with your employer as these conversations can lead to productive solutions. And remember, quality is the metric that signifies the most!

Apart from the above, there are several other things for an employee to attain a work-life balance for hourly workers such as finding a job you love, setting boundaries and work hours, limiting time-wasting actions and people, and so on.

Wrapping Up

A good work-life balance for hourly workers will be benefitting the employee and the employer by providing a happier, less stressed workforce, lower levels of absence and sickness, better levels of efficiency and productivity, boosting engagement and commitment levels, a reduction in staff turnover and recruitment costs and many more. Furthermore, it is also desired if you retain your hourly workers as their top factor to feel satisfied with their job is a work-life balance.

It is significant to note that the work-life balance is different for every individual and you must be respectful of this. You should also be willing to offer flexible working options, such as part-time or job sharing, to allow your employees to attain a better work-life balance for hourly workers.

Managing time will facilitate you greatly to have a good work and life balance. Check out Aeologic Technologies to learn how we can help you in achieving the goal of a balance between work and life!

This article, written by Vikrant Kumar , appeared first on TechSling .

How to Handle Compensation During a Recession, from New Hires to Pay Raises

Mon, 10 Jul 2023 19:55:57 GMT

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With talk of a recession in the near future and layoffs at major companies driving headlines, it is easy for workers to feel nervous about their job stability and start asking questions. It’s imperative for HR leaders to keep abreast of labor market changes and appease those concerns by clearly communicating about salaries, raises and job stability.

An HR leader has a lot to navigate during these uncertain economic times including historically high merit increases, staffing levels, motivating performance and ensuring retention of key employees. Fears of a looming recession could have a positive or negative impact on compensation, so it is best to be prepared to handle any situation that may arise.

Will history repeat?

Looking back at the 2008 recession, around 1.5 million workers were laid off. However, the current labor market is the hottest it has been at any time during my 25-year career and a recession may tamper that slightly, but we won’t be anywhere near historic conditions. In fact, many are predicting that the labor market will remain extremely tight, even during an economic downturn.

Navigating raises, promotions and new hires

The current market of attracting and retaining talent is very competitive for employers. The rapidly moving market paired with recession fears can make it difficult to prioritize the allocation of limited compensation funds. The conversations I am having daily surround the difficulty of balancing fiscal responsibility with ensuring companies are retaining top performers and key employees, while still filling roles where needed. Companies are feeling the most pressure competing for hourly employees due to labor shortages and a dramatic increase in hourly wages.

In the end, where you choose to allocate those dollars as a company comes down to prioritization. Hiring managers may not be able to meet every demand of prospective employees, so it is a matter of where you choose to invest those resources. It is critical that you regularly assess market competitive compensation levels so you can make data-driven decisions.

Emphasize the “hidden paycheck”

It is important for companies to communicate and highlight the “hidden paycheck” they offer beyond compensation. This could include benefits, culture, career opportunities and other attractive features offered to employees. For example, during the COVID-19 pandemic, more companies than ever rolled out mental health services for employees.

When it comes down to it, the market changes so rapidly that it is crucial to stay on top of current compensation trends, rather than assume historical trends from previous recessions. The top priority for most employers should be to retain their top talent. Understanding the compensation market, honest communication with employees and leaders, and amplifying or highlighting the additional benefits the company offers will guide you through any economic ebbs and flows we may experience in 2023 and beyond.

This article, written by Ed Rataj , appeared first on SHRM .

Don’t wait for the 4-day work week: Empower your employees in other ways

Wed, 05 Jul 2023 16:41:54 GMT

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The idea of a four-day work week goes all the way back to the 1970s, but it’s gained real traction in recent years with hundreds of companies in the U.S., Europe, Japan, Australia and the UAE experimenting with it. And pending legislation in California and Washington D.C. would make the four-day work week part of fair labor practices.

There is also data from a pilot of a four-day work week in the U.K. demonstrating that condensing the work week in some form—while maintaining the same pay level—is good for both employees and business. About 40% of employees in the U.K. pilot said they experienced less work-related stress, and 71% reported lower levels of burnout . More than 40% said their mental health had improved, with many reporting decreases in anxiety and negative emotions. At the same time, revenue for participating companies increased by an average of about 1% during the pilot period.

Of the 61 companies that took part, 56 planned to continue four-day work weeks after the pilot ended, and 18 of those said they would make it permanent. Two companies are extending the trial, and only three don’t plan to carry on with any element of the four-day work week.

Flexibility beyond the 4-day work week

For those of us in the HR profession, there is probably not a lot of surprise here: Employees are generally happier when they have balance in their lives. And happier employees typically produce better business outcomes.

I’m a big proponent of the four-day work week. Unfortunately, I think we are still a long way away from it becoming standard operating procedure. The question is, does that really matter?

In my experience, you can offer your employees all the same flexibility and satisfaction they might get from a four-day work week simply by empowering them to work when, where and how they believe they will be their most productive.

That idea may not work for every group of employees, but it can work for a lot of organizations, especially those with a high percentage of “knowledge workers.” And in many ways, it may be more productive than a set four-day work week. Consider global organizations balancing different time zones that can’t adopt the same four-day structure, or teams that have to serve customers and partners in other regions of the world. Or how about teams that have to serve customers in general? In some ways, the four-day work week gives companies less flexibility, not more.

So, while we wait for the four-day work week to become reality, here are some things organizations can do now to increase flexibility, prevent burnout, and improve employee satisfaction and engagement.

Invest in a hybrid workplace

Don’t force employees back to an office. Let them decide where they can work best. If you don’t feel you can trust them to do that, you may have a different issue on your hands.

At the same time, ask leadership and managers to be more intentional about when and how they use your office space, e.g., plan meetings strategically and schedule opportunities for collaboration with other teams. Nobody wants or needs to go to an office just to sit on video conference calls all day.

Uplevel your PTO policies

Here at Flywire, PTO is more than just sick and vacation days. Those are important, but we’ve also put programs in place to give employees (FlyMates, in our language) opportunities to seek fulfillment outside of the office. One of these is what we call Digital Disconnect Days which encourage FlyMates to disconnect completely from work. Another is FlyBetter Days, paid volunteer days enabling FlyMates to give back to their communities.

People have done some really interesting things with FlyBetter days. For example, in Valencia, Spain, one of our FlyMates worked with Amnesty International as an interpreter for an Afghan activist fighting for women’s rights. They met with local and county authorities in Spain, gave talks in schools and community centers, and did media interviews. Another FlyMate created a digital fundraising campaign for a nonprofit that supports orphans and rural communities in Zambia. There are numerous other interesting examples, but the most important thing is that these volunteer days give people a chance to apply their valuable skills and a little bit of their time to causes they genuinely care about. And that makes a big difference to them and how they feel about being part of our company.

Prioritize mental health and wellbeing

In 2023, businesses that aren’t investing in their employees’ mental health and wellbeing are missing an opportunity and potentially hurting their business.

A recent study shows that 67% of employees want their employer to help them take care of their stress and anxiety . At Flywire, we believe (like most of you) that what happens in an employee’s life is likely to impact other areas of their life if not taken care of. So, we try to support them in all ways so they can be more engaged and thrive personally and professionally. Some of the resources we offer include:

Free confidential counseling services: All our employees and their immediate family members have access to an exclusive, vetted and trained network of 20,000 providers in more than 200 countries. The counseling network supports 60-plus unique care needs and offers culturally responsive, localized care. Counselors and wellness coaches are available 24/7 to provide support on any issue.

Online wellness workshops/forums: We offer programs to support six core areas of employee wellness—emotional, financial, social, environmental, physical and career. These workshops and forums not only provide direct support to FlyMates, they also create opportunities for FlyMates to connect around common interests and needs.

Have leaders set an example about work/life balance

Related to the above, every employee has a life outside of work—whether they are juggling kids, dependents, relationships, health, life changes or something else. It’s really important for leadership to set the right tone about balancing work and life. One simple example: Executives should not hide the fact that they are taking PTO; they need to let employees know that it’s OK to take time to be with their families and friends, and to take care of their personal lives.

Our CEO has had to take investor calls from his sons’ soccer games and he likes to share that with the company. His point is not to call attention to working on his personal time; rather, he calls attention to the importance of making time for his personal life.

The idea of the four-day work week supports a lot of the ideas discussed above, but it’s far from the only way. By investing in our employees and creating a working environment that allows for more flexible work schedules, we can help them better balance their professional and personal lives. That will lead to healthier and happier employees, increased employee retention and better business performance.

This article, written by Gary Cunningham , appeared first on HR Executive .

Small Businesses Brace for Economic Challenges, AI Adoption Increasing: Homebase Survey

Mon, 03 Jul 2023 15:52:25 GMT

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A recent survey conducted by Homebase, the all-in-one team management app supporting over 100,000 local small businesses , has revealed that small business owners are not only concerned about economic turbulence but also actively planning to combat it. The study, which surveyed more than 550 small business owners, was released in conjunction with National Small Business Week and highlights the resilience of these enterprises amidst challenges like inflation, interest rates, and the possible onset of a recession.

Small businesses are critical contributors to the economy, employing nearly 61.7 million Americans or approximately 46.4% of private sector employees. They also contribute about 40% of the nation’s GDP, making their wellbeing a key barometer of overall economic health. “The optimism of Main Street burns bright,” said John Waldmann, Founder & CEO of Homebase, underlining the determination and resilience of small businesses in the face of adversity.

The survey revealed that almost 60% of small business owners identified rising inflation, interest rates, and a potential recession as their main concerns, a slight increase from 56% in the previous year. Issues related to employee retention and recruitment were also significant, worrying over a third of the respondents.

However, small business owners aren’t simply fretting over these concerns; they’re actively seeking solutions. Almost half of the respondents plan to invest in employee retention (47%) and recruiting and onboarding (45%) in the coming year. Surprisingly, about one in four plan to invest in HR technology or operational efficiency improvements (24%).

An interesting development is the growing interest in artificial intelligence (AI). More than a quarter of the small business owners expressed interest in using AI to assist in their businesses, primarily for content development. Millennials are leading this charge, with one in seven millennial small business owners already using AI in some capacity, compared to one in 28 Gen X business owners.

The study also indicated a shift in the definition of success for small businesses post-pandemic. While revenue growth remains a top indicator, team growth and retention, along with improved operational efficiency, have gained importance. This change is likely linked to the ongoing employee labor shortage, which persists despite economic pressures that could potentially alleviate it.

Despite their concerns, small business owners remain hopeful. The word “optimistic” was the top choice when asked about the economy’s impact on their businesses. In fact, nearly 60% of respondents expect their business to fare better in the coming year than in the previous one.

Homebase’s survey offers a valuable insight into the minds of small business owners as they navigate the current economic landscape. It also underscores the importance of innovative tools and technologies, like Homebase’s all-in-one team management app, in helping small businesses overcome their challenges and thrive in the face of adversity.

This article appeared first on Small Business Trends .

What Is the Most Important Factor When Looking For a Job? A New Workplace Survey Has Some Surprising Results

Thu, 29 Jun 2023 19:57:25 GMT

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Despite the old adage of "do what you love and never you'll never work a day in your life," salary is still the top priority for most American workers, a new survey found.

A Washington Post-Ipsos poll of 1,148 workers between ages 18 to 64 highlighted the breadth of changes that have happened to the workplace over the past few years in regard to priorities and norms. Of those surveyed, 45% ranked pay as the most important factor in a job—a significant lead to the No. 2 most important factor (having a good boss) at 14%.

When it comes to working from home versus time in the office, money was still the top priority — 65% of remote-capable workers reported a willingness to take a higher-paying job even if it required regular time in the office, and only 35% said they would take a lower-paying role if it meant they'd be able to work from home .

However, among survey respondents already working from home, 55% said they'd accept a job with less pay if it meant they could continue to work remotely.

The biggest reason remote workers want to stay home? Avoiding the commute (45%), followed by childcare (14%), and the ability to focus better (13%). Of those who work remotely at least once a week, seven in 10 reported that the hybrid environment made their work-life balance easier.

Still, there are tradeoffs. About six in 10 hybrid and on-site workers reported having close relationships with coworkers, compared to less than half of those who are fully remote.

Since the widespread adoption of remote work during the pandemic, working from home has become a hot topic — and companies, workers, and CEOs appear to be split.

While some big companies like Airbnb have embraced a fully remote option for workers, others like Tesla have given workers an ultimatum if they don't return to the office. Earlier this month, Tesla CEO Elon Musk shared his stern opposition to remote work, calling it not only a productivity issue but a "moral" one.

This article, written by Madeline Garfinkle , appeared first on Entrepreneur .

7 Soft Skills You Should Master To Advance Your Career

Wed, 28 Jun 2023 17:51:19 GMT

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While technology continues to revolutionize the workforce, business remains a human endeavor that relies on strong relationships to achieve success. This means that mastering soft skills is crucial for anyone who wants to excel in their career.

Soft skills are behavioral and interpersonal attributes, like being a collaborative member of a team. Dictionary.com defines soft skills as "personal attributes that allow individuals to communicate effectively and get along with others." Since people are what make business happen, building and using soft skills is the key to achieving goals. They're also essential for bolstering your personal brand and for getting noticed, acknowledged, and promoted.

Hard skills are technical skills that are learned through formal education and on-the-job experience. When it comes to looking for a job, hard skills such as data analysis or language proficiency are the minimum qualifications that get you considered. However, soft skills are often what will tip the scales in your favor over other equally technically qualified candidates.

Unfortunately, the term "soft skills" often makes them seem less important than the so-called hard skills (which is also a poor descriptor for the technical skills required to do a specific job). But soft skills are becoming even more critical as technology enters the workforce. You might be great at crunching numbers or coding like a pro, but if you can't work well with others, you won't get very far.

Soft Skills Are Hard Won

As you progress in your career, soft skills become even more crucial. Mastering them early on can help you prepare for the transition from being an individual contributor to a management role, while expanding them can enhance your leadership abilities and inspire your team.

According to a Harvard Business Review article "Why Do So Many Managers Forget They're Human Beings?" by global leadership expert Rasmus Hougaard, about 70% of leaders rate themselves as inspiring and motivating. However, employees perceive their leaders quite differently. McKinsey's 2022 Great Attrition research found that uncaring and uninspiring leaders were one of the top three reasons why employees chose to quit their jobs, says Emily Field, co-author of The Power to the Middle: Why Managers Hold the Keys to the Future of Work.

Whether you're just starting out or you're already a boss, you need to have killer soft skills to get ahead. With hybrid and remote work becoming more common, there are some specific skills you must master.

The 7 Most Important Soft Skills

1) Self-Awareness: This is the most important soft skill because it's foundational for many of the soft skills essential for career success. Knowing your values, purpose, strengths, challenges, and blind spots helps you interact with others more authentically.

2) Feedback: Both giving and receiving feedback are essential for keeping relationships on solid ground and for making meaningful performance improvements.

3) Emotional Intelligence: The ability to manage your emotions and the emotions of those around you is essential for nurturing relationships. EQ trumps IQ in the workplace.

4) Listening: Arguably the most challenging of all communication skills, listening is essential for understanding others and showing them that you value what they have to say. Listening in the virtual world, where visual cues can be hidden, takes even more effort and practice.

5) Inclusive Leadership: With less in-person connection, people are feeling untethered. Leaders must make their people feel included and a sense of belonging to the organization. This requires getting to know people on a deep, emotional level.

6) Coaching. Adopting a coaching mindset helps you engage with your employees and colleagues in productive and non-confrontational ways. Coaching is a high EQ way of enabling your people to be their best, without being directive, demanding or demeaning.

7) Virtual Presence. While mastering the technical aspects of Zoom is not a soft skill, showing up as confident and leading captivating hybrid meetings when you have fewer visual clues and are competing with a suboptimal meeting environment (such as a 13” computer screen) is a soft skill that is particularly relevant now. With loneliness increasing and connectedness waning, being adept and facilitating meetings from a people perspective pays dividends beyond the action items that are doled out."

Soft Skills Are Social Skills

To give soft skills the import they deserve, let’s all agree to start calling them the more accurate and descriptive term: social skills. With strong social skills, you can thrive in any work environment, expand your personal brand and advance your career to new heights.

This article, written by William Arruda , appeared first on Forbes .

3 Mistakes Independent Contractors Should Avoid When Categorizing Business Expenses

Tue, 27 Jun 2023 20:57:21 GMT

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Freelancers and independent contractors can make a number of mistakes when it comes to categorizing business expenses. I should know; I’ve made almost all of them. But doing business expenses correctly can save you money when the taxman comes around. And doing them incorrectly is technically illegal (tax fraud—such a downer!). Eighty percent of full-time freelancers fear unexpected expenses , but if you know how to categorize them correctly, you may end up getting some of that money back at tax time.

First, you need to know what a business expense is. The following are examples:

Home office expenses: If you work from home— as 86% of freelancers do —there are a number of home expenses that can count as business expenses. For instance, if you have a home office that takes up 25% of your house, then 25% of your mortgage or rent can be considered a freelance expense.

Equipment and supplies: Things like your computer, printer, software, office supplies, and other essentials.

Travel and transportation: If you travel for business, you may be able to deduct expenses such as housing, meals, transportation, and Airbnb cancellation costs when you realize you accidentally booked one in a barn that you’re sharing with a literal horse (just me?).

Marketing and advertising: Expenses related to promoting your business, such as website design and ads.

Professional services: Expenses related to hiring accountants, lawyers, and other professionals to help you run your business, as well as any trainings you do to further your career.

An example of a non-business expense:

The $600 I spent on eBay bidding on a red scarf I truly believed was the one Taylor Swift left in Jake Gyllenhaal’s house. When the scarf arrived, I realized it was orange.

These are just examples. It can take some work to figure out the distinction, so here are three mistakes to avoid:

Mixing Expenses

One of the most common mistakes freelancers make is failing to separate their personal and business expenses. “Freelancers assume that because money is spent, it's a business expense,” says Zhanna Kelley, CPA . “For something to be a business expense, as per IRS guidelines, it must be ‘ordinary and necessary.’ Therefore all expenses must be related to the business, ordinary in the course of business and not exorbitant.”

This is a tough one, because if I buy a 24-ounce cold brew on a Monday afternoon, I need it for both business and personal reasons. However, I have the following tips for putting your expenses into one bucket or another. For each expense, ask yourself the following:

What’s the purpose of this expense? If it’s primarily for business purposes, then it is likely a business expense (get this one tattooed to your arm, because it’s really easy to forget).

Is this expense necessary for the operation of my business? In the case of my 24-ounce cold brew DING DING DING YES!

If you struggle with this, you’re not alone—there are items for which they’re sometimes a business expense, sometimes not. “The major error people make is categorizing meals as 50% vs. 100%,” says Kelley. “In general, 100% are meals out of town. Fifty percent of meals are those in the home area where you take a client or potential client out for a meal. Just eating and groceries is not a deductible expense.”

Poor Record Keeping

Another big mistake is failing to keep accurate records of your business expenses. This can result in lost deductions if you spent money you didn’t track. Unfortunately, the only way to ensure you have an accurate record is to truly track every expense all year long. This is best done as you spend the money, rather than via keeping a shoebox of old receipts as my mother used to do.

One way to make your record-keeping easier is to have a business bank account. For me, I needed to open one when I created my LLC, but you can open one regardless of the type of business you have . I use separate credit cards for personal and business expenses, but sometimes, it’s not as easy as remembering which card to swipe. Sometimes, I pay in cash, which I love, because it lets me feel like I’m a character in a Jane Austen novel! However, even when using cash, I try to write down what I bought and whether it’s a business or personal expense. I keep it all in one Google GOOG +0.4% spreadsheet to add together to my business credit card statements at tax time.

Ignoring Small Expenses

I don’t even like cold brew—it’s just hard for me to wake up without instantly setting $7 on fire (I live on the Isle of Manhattan). And these $7 cups of Joe add up over time. It's easy to overlook small expenses, but many small numbers added together creates a big number (I was a math major). There’s truly no business expense too small to count—even if it’s a $1 coffee. Also, if you live somewhere with $1 coffee, I’d love to know about it, since I may well want to move.

If you have any questions, I’d recommend you consult with a tax professional. “Tax law” is a phrase that starts off bad and gets worse. These laws are famously complex and change from year to year, and the last thing I want is for you to get sued. And just remember—if the idea of figuring out your expenses from the ground up wears you down, they make 32-ounce cold brews.

This article, written by Ginny Hogan , appeared first on Forbes .

How a night of poor sleep can affect your next day at work – and four ways to function better

Mon, 26 Jun 2023 18:04:32 GMT

Evgeny Atamanenko , Shutterstock

Think back to a night when you slept poorly. How productive were you the next day at work? Did you struggle to get started? Did the day drag on and on? Did you procrastinate on Twitter or TikTok rather than doing your work?

If your answer to these questions is "yes," you're not alone. Even though we don't fully understand why we sleep , we know that sleep is crucial for our physical and mental functioning.

So how exactly does a night of poor sleep affect our performance the next day at work, and how can we counter any negative effects?

Research in organizational behavior has identified sleep as important for being effective at work. For example, my colleagues and I have carried out diary studies in which employees complete surveys several times a day over several work weeks.

The findings demonstrate that on days with good as compared to bad sleep (that is, a higher sleep quality or duration) employees perform better at their core work tasks, are more engaged at work, and are more likely to support colleagues.

Meanwhile, a lack of sleep makes employees more likely to procrastinate and engage in unethical behavior such as claiming credit for someone else's work.

One study found that on days after managers had poorer quality sleep, their employees reported more frequent occasions of abusive supervision , such as making negative remarks about them in front of other colleagues.

Sleep affects willpower

Sleep is particularly important for higher-level cognitive skills that we use to control and coordinate our thoughts and behavior. A vital cognitive skill that particularly relies on good sleep is self control , or willpower.

A lot of what we do at work requires willpower. We need willpower to control our impulses and emotions, to complete tasks that are less enjoyable or outright unpleasant, and to resist distractions when working.

Examples of situations that require willpower at work might include someone in a customer-facing role providing service with a smile even though they're not really in a positive mood, or someone working remotely focusing on a challenging task while their children play in the background.

M_Agency , Shutterstock

Tips to function well after a bad night's sleep

There's lots of research that highlights the importance of good sleep and provides recommendations to improve sleep, such as refraining from using smartphones before bed . But from time to time, most of us will still have a bad night, especially if we're feeling stressed. So how can we function well at work the next day?

1. Be strategic about the tasks you work on

If possible, you should avoid work tasks that require willpower on days when you haven't slept well the night before. Instead, work on tasks that are simple and don't require a lot of thinking or attention.

If you can't avoid tasks that require willpower, schedule them for early in the day as that's when you are likely to have more mental energy .

2. Rethink your mindset

Research shows that the way people think about willpower shapes their ability to engage it.

One theory suggests that exerting willpower drains our mental energy , which makes us less willing and able to exert further willpower. But people who strongly believe that willpower relies on limited mental resources feel more drained after exerting willpower compared with people who believe that willpower relies on unlimited resources that can be easily recovered.

According to my research , employees who believe that willpower relies on unlimited resources in this way perform better at work on days when they lack sleep. So, even though researchers are still working to understand the limits of willpower, you might try to reconsider your view of how strongly exerting willpower depletes your mental energy.

3. If you can't change yourself, change your situation

If you're on a diet, it's easier not to buy chocolate in the supermarket in the first instance than to refrain from eating it every time you open the kitchen cupboard. Research has shown that people who are very good at exerting willpower actually try to avoid situations that will require it.

In an experiment , when given the option to work on a task in a room with few as compared to many distractions, people who were better at exerting willpower were more likely to choose the room with fewer distractions. So particularly on days where you've had a poor night's sleep, strategies which avoid the need to exert willpower altogether can help you to be more productive and complete your work tasks.

4. Watch a funny video

Positive emotions can help restore our mental energy as they counteract the harmful effects of negative emotions.

In a recent study , my colleagues and I found that watching a funny video during the day can reduce the harmful mental effects of work demands that require willpower , and thereby enhance employees' effectiveness. So on days when you didn't sleep well you may find it helpful to briefly distract yourself by watching a funny video when you feel that your mental energy is low. But be mindful not to get hooked.

This article, written by Wladislaw Rivkin , appeared first on The Conversation .

Alternatives to Layoffs in Tech: Maintaining a Stable Workforce

Thu, 22 Jun 2023 19:04:40 GMT

Christina Morillo, Pexels

The tech industry is volatile and subject to the whims of the market. With the recession that’s predicted to hit the global economy in late 2023, companies everywhere, from small startups to major enterprises, are already taking countermeasures to combat it. Ironically, the most commonly employed countermeasure is large-scale layoffs.

Just recently, Microsoft announced 10,000 job cuts , impacting nearly 5% of its global workforce, as part of “workforce reduction” measures the company is taking. This was soon followed by a similar announcement from Google’s parent company, Alphabet. CEO Sundar Pichai commented on the downsizing , saying the company had “hired for a different economic reality” than what it’s up against today.

During times of economic hardship , it is important for companies to maintain a stable, employed workforce. This is why many businesses are searching for alternatives to layoffs as a method to get through these challenging times. Let’s explore what some of these potential alternatives could be.

Reducing Hiring

A substitute for layoffs is to recruit fewer people each month in the first place. Companies might limit the pace of new recruits and concentrate on keeping their present employees. This is one of the factors that they can adapt to rather than reduce their current staff.

During the height of the pandemic, companies like Amazon, Meta, and Microsoft hired and grew their employee base significantly. In contrast, Apple hired at a more modest rate compared to its peers, adding only 17,000 new recruits between 2020 and 2022. Now that uncertain times are ahead, and we see the consequences of overhiring in the form of mass layoffs. On the other hand, Apple has avoided using layoffs as a tool to deal with these dire circumstances.

Hiring Freeze

The implementation of a hiring freeze is an additional alternative to laying off present employees. This entails putting a temporary stop to all new hiring until the business’s financial situation improves. By doing so, companies can cut expenditures while maintaining the current staff.

Another reason why Apple is not laying off its employees like its counterparts — is that it implemented a hiring freeze in November 2022 to prepare for the turbulent times that are ahead. There’s no news on when the freeze will be lifted, with sources even saying that it could go on until September 2023.

Reducing Working Hours

Reducing the number of hours a worker works each week is one such option that can prove to be beneficial. This enables businesses to maintain their personnel while also cutting expenditures. Employees who are able to keep their jobs but with fewer hours worked may also benefit from it, freeing up more time for other activities.

Reducing hours, not workers, is the right for forward-looking business leaders to institute today. 73 companies in the UK ran an experiment with a four-day workweek . The results showed that managers and employees generally described being more or equally productive in a shortened week. A shorter work week gives employees more time to spend with their friends and family and also focuses on any hobbies or part-time ventures that they wish to cultivate.

Voluntary Separation or Leave

Offering voluntary unpaid leave is another substitute for permanently laying off workers. Although this reduces the number of employees, it also gives them the option to return to their positions later. This is advantageous for the employer and employee because it lets workers take a short break while businesses save money.

Alternatively, companies can also implement a voluntary separation program. This enables employees to willingly leave the organization in exchange for severance compensation. This may be a successful strategy for reducing the workforce while still treating the impacted workers with fairness and compassion. Coca-Cola offered voluntary separation packages to 4000 employees in North America, and it included some major incentives like at least a year’s pay plus a 20% bump .

Focusing on Employee Retention

The most optimal way to avoid layoffs is to reduce employee turnover. High turnover can lead to a constant need to fill available positions, which can be costly and time-consuming. Businesses can decrease the number of unfilled positions and the need to hire and train new employees by putting more emphasis on employee retention and taking measures to improve it. Employers can concentrate on keeping their present staff members by offering them competitive wage packages, flexible work schedules, and opportunities for career advancement.

When to layoff employees?

It’s crucial to remember that laying off employees should only be used as a last resort. Additionally, when layoffs are unavoidable, the business should manage the situation with transparency and empathy. It’s vital to avoid doing bad layoffs or for the wrong reasons. The recent Twitter layoffs are a prime example of a bad layoff, with employees either being informed by email that they have been laid off or finding out after discovering that they have been locked out of their work laptops or communication channels.

Layoffs are not always the best option and can often be detrimental to the organization as a whole. Companies can keep a steady workforce while still controlling expenses and adapting to market changes by thinking about possible alternatives to layoffs. Employers should be aware of their options and carefully consider them while putting the interests of their staff first.

This article, written by Asim Rais Siddiqui , appeared first on ReadWrite .

10 Paths to Growing Your Business

Wed, 21 Jun 2023 15:20:59 GMT

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Grow Your Company with Confidence

How organizations keep growing in the face of stiff competition, a fast-changing business environment, constant innovation, and technology changes is a constant issue for executives. In Growth IQ: Get Smarter About the Choices that Will Make or Break Your Business , Tiffani Bova shares ten simple paths to growth in this environment.

Tiffani Bova is the global customer growth and innovation evangelist at Salesforce. Her work over the last twenty years spans startups to the Fortune 500. I recently spoke with her about her work.

“The one thing about growth is, it is never one thing.”

-Tiffani Bova

Common Growth Mistakes

What are some of the common mistakes leaders make when trying to reenergize growth?

One of the most vexing challenges faced by executives is determining how best to grow their business . Unfortunately, these challenges to grow have multiplied in recent years. The problem is that too many companies respond to a competitive threat, or a market disruption, with a strategic business model that worked in the past and may not work in the future. Growth strategy is a thinking game that works when you have the right mindset to inform the when, where and why of every strategic move you make. I have yet to find a company that can attribute their growth to one silver bullet. The impact of combining multiple efforts will be greater than the sum of its parts. Reenergizing growth starts with being open to getting uncomfortable with the status quo and comfortable with change.

Why do companies so often fail to duplicate a growth strategy from an industry rival?

Too many companies ‘benchmark’ their company against their rival or a set of competitors in the same industry. While benchmarking can be a worthwhile exercise, it can also lend itself to a limited view of what is happening in the overall market. Widening the lens to look at overall context, on the other hand, allows companies to look for best practices from other sectors and learn from innovation happening across industries. What is happening in consumer spending patterns? What technology advancements have happened which you can capitalize on? How are people engaging with brands? What is the sentiment towards big social issues? The insights we can glean from these questions are invaluable when setting a growth strategy.

Furthermore, benchmarking is an outside-in view focused mostly on products and business models. Meaning, you are only able to understand their business from an outsider’s perspective. It is the inner workings, or the mental model, of a company’s growth strategy that is their ‘secret sauce’ – it is what differentiates them from each other especially in highly competitive markets. The fact is, companies rarely have the same products, customers, value propositions or go-to-market strategies or more importantly, culture. So, attempting to replicate another company’s strategy, may sound like a good plan, yet rarely delivers expected results, or worse it could backfire and have long-term negative impact on the company overall. There are exceptions to this statement of course, especially in highly commoditized industries where ‘price’ is what companies compete on, but any value-based product will require more than that as a solid growth strategy.

“Customer Experience is the new Black.”

-Tiffani Bova

The Challenge of Customer Experience

Of the ten growth paths you share, customer experience you say is the most rewarding. Why is this? How do leaders best improve it?

While the customer experience path may ultimately be the most rewarding of the ten growth paths, especially for the customer, it is also often one of the most difficult to pull off. Customer experience (CX) is centered on the interactions between companies and their customers. A brand promise is what you say about your company; customer experiences will impact what they – customers – say about your company. In principle, customer experience is based on the feelings that arise once customers engage with your products, employees, and various sales, service and marketing channels. Current research shows that more than 70 percent of customers look to (customer) “reviews” as the number one source when they are deciding among different brands and products. That is why this path can be so unforgiving. Creating a poor experience for your customers has long term ramifications to a brand. Your greatest sales force can be your customers advocating on your behalf. Yet the opposite is true as well. Customers will remember negative experiences, share them online and with friends, and you are then faced with an entirely different challenge to reestablish your brand as a company that customers would want to engage with.

“Your greatest sales force can be your customers advocating on your behalf.”

-Tiffani Bova

For some companies, transforming CX requires modest adjustments. For others, the aspiration to improve CX may mean, at least in the short term, that they need to reevaluate all aspects of the business. Either way, transforming CX requires complete company buy-in. It must first start with the willingness to make the necessary, and sometimes difficult changes. Then, and only then, will it translate into an overall mission – a “true north” for the company to rally around.

“Make new friends, but keep the old. One is silver, the other gold.”

-Unknown

Would you share another one of the paths and a standout example?

Unless you’re a small family business determined to stay small, or you are unable to take on more financial risk and workload along with their associated hiring demands, the quest for growth is never ending . It is all too common of a question: “How can I grow my business?” What’s interesting is when I have been asked that question by executives, they would always focus on what they were doing to drive new customer acquisition, rarely, and I mean rarely, did they provide equal insights into what they were doing to stimulate sales from the existing base of customers they already had. The Customer Base Penetration Path is all about ensuring that companies not only allocate sales resources and marketing dollars toward acquisition programs, but also to upsell, cross-sell, or provide loyalty programs so that you don’t alienate your base.

The facts are quite illuminating. Acquiring a new customer is anywhere from five to twenty-five times more expensive than retaining an existing one. The probability of selling to an existing customer is 60-70 percent, whereas, the probability of selling to a new prospect is 5-20 percent. If you’re not careful, ignoring your customer base will lead to a growth stall. If you gain a customer once, you should do everything you can to keep that customer happy and buying more from you.

“Not all growth is good growth.”

-Tiffani Bova

Have you seen leaders pursuing too many paths at once?

Consider the story of Starbucks in its darkest days. In 2007, Starbucks was a company in trouble, its stock tumbling, competitors challenging on every front, and both customers and employees exhibiting declining loyalty and morale. The cause? Ironically, the greatest success story of the coffee age had lost, well… its soul . It had actually grown too fast and, in doing so, put a tremendous strain on the entire organization.

Between 1987 and 2007, Starbucks opened an average of two locations each day, an increasing percentage of which were outside the United States. It pursued the Market Acceleration path with store counts tripling to nine thousand locations in 2000. It more than doubled its revenue to more than $5 billion in fiscal 2004. By 2007, the company had roughly thirteen thousand locations worldwide. In combination with Market Acceleration, Starbucks also pursued the Product Expansion and Customer and Product Diversification growth paths – adding snacks, healthy foods, CDs, gifts, and other retail items designed to further monetize its customers.

While that might sound like amazing results, unfortunately, although Starbucks was seeing top-line growth, all that growth came with an unexpected price tag. The rapid pace of change, explosion of product offerings, and store openings managed to alienate just about everyone…existing loyalists, new customers and most of all employees. Starbucks found itself in a full-blown growth stall. Howard Schultz returned as CEO in 2008, saying: “The most serious challenge we face is of our own doing. We became less passionate about customer relationships (CX) and the coffee experience. We spent time on efficiency rather than experience . ”

This hyper focus on growth, without regard for the implications to the rest of the business often happens when companies pursue too many paths at once. In this case, a brand as strong as Starbucks had lost its way in an area they are know for: customer experience. It was only until they were willing to step back and look at what got them in this unexpected position that they realized they had done it to themselves.

When to Jump to Another Path

How do leaders know when it’s time to try a new one?

Knowing when to jump to another path is just as important, if not more important, as determining which path to pursue in the first place. The key to operating any of the ten growth paths is to ride them until you have wrung out every ounce of revenues, profits and market development and then make the (next) leap – that is, when the growth curve of the path begins to plateau, when you still have maximum momentum, not when the financials have begun to flatten – or worse, to fall – and the company starts to stall, lose customer, and see the departure of key talent.

How do you know if your current growth path is about to stall, before it does? The answer? Establish metrics for your company’s health and put systems in place to monitor those metrics. The trick here is to pay attention to what the metrics and data are telling you. If you begin to see a slowdown in a particular product or customer segment, is it an anomaly or an early indication of further trouble ahead? If you are willing to ask that question sooner rather than later, you can begin to prepare yourself for the next growth path. That allows you to come from a place of strength – you are still growing, albeit a bit slower than previous months or quarters. If you wait, you may find yourself in a defensive position, in a full-blown growth stall, which may have you cutting costs and resources which makes it much more difficult to try new things. Use the benefits of growth to fund, test and learn what growth path may be the most appropriate to pursue next, that way you can use the combination of paths to create momentum in the business you wouldn’t have otherwise.

10 Growth Paths

Customer experience
Customer base penetration
Market acceleration
Product expansion
Customer and product diversification
Optimize sales
Churn (minimize defection)
Partnerships
Co-opetition
Unconventional Strategies

Growth is a Thinking Game

Would you share your perspective on “high velocity decision making” and how to develop it within an organization?

As I have said, growth is a thinking game, and making decisions is at the center of any successful (growth) strategy. The order in which companies do things actually has a great deal to do with the likelihood of success. Many now say “speed is the new currency,” but I only somewhat agree. You have to take action fast, but not so fast that the quality and execution are negatively impacted . Sometimes you have to slow down to speed up . Executives have to find ways to give people permission to make decisions, and if they aren’t the right ones, learn from them, course correct and move on. Rewarding failure may sound counterintuitive, but trial and error is the fastest way to the right answer. People have to trust that the company supports ‘high velocity decision making’ even when things don’t go right.

“Great companies are built on great products.”

-Elon Musk

The Importance of Culture

In your research, how important is corporate culture to successful growth? What are some of the deliberate practices you’ve seen help?

I believe one of the biggest challenges facing large established companies with a whole lot of history is that it is almost impossible for them to move out of “what was” and move into “what could be.”

When asked what slows growth, it might surprise you to learn that most executives actually cite internal factors. In a Bain & Company study, 85 percent of the executives surveyed, and a full 94 percent of those running companies with more than $5 billion in revenue, said that internal, not external, obstacles keep their companies from growing profitably. What a shame; after all, it is the internal factors over which you are supposed to have control– as opposed to moves by your competitors, market shifts, and even “Black Swan” events. For me, the backbone of corporate growth is personal growth . Personal growth of the leadership team, middle management and all the employees. Without a strong culture, without complete alignment of what the company stands for, what’s its goals are and empowering its people to do what’s right for the customers and the company – without all those things, choosing the right growth path(s) won’t matter.

“We’re not in the hamburger business; we’re in show business.”

-Ray Kroc

For more information, see Growth IQ: Get Smarter About the Choices that Will Make or Break Your Business .

This article appeared first on Skip Prichard .

Seasonal employees: How to treat them right and keep them coming back

Wed, 14 Jun 2023 21:04:15 GMT

For many companies, summers and winters bring an influx of seasonal employees. These people are usually hired in industries and positions that experience seasonal fluctuations. When a person’s need to earn extra income matches an employer’s need for extra help, seasonal employment can be a win-win.

For companies that depend on seasonal staff, building a good relationship with new hires is important. It’s worth paying extra attention to the onboarding process . With less time in their roles, employees can’t afford to take six months to get comfortable.

Ensuring that these individuals feel right at home on day one has benefits for the employer, as well. While not everyone will continue on to long careers with the corporation, others may transition into full-time roles. Their experience working with your company — even if only for a few months — may affect whether they continue to use your product and how they talk about you to others. It can also affect whether they refer others to you (whether as customers or employees) or whether they return when you need help again next season.

Investing in a smooth onboarding and offboarding process can boost employee experience and help create a sense of belonging for seasonal workers. To do that, you’ll need to get familiar with how the government defines temporary work and what labor laws apply to them. Here’s a guide on how to make sure your seasonal employees feel valued and supported.

What is seasonal employment?

The “busy season” can vary from industry to industry. For example, retailers often need more hands on deck in the months leading up to the winter holiday season. Attractions, like zoos, aquariums, and water parks generally need more help in the summer.

These employers balance their changing workloads and employment costs by hiring seasonal employees.

Seasonal employment means employing individuals (whether part-time or full-time) to provide flexible labor during certain times of the year. This temporary enables businesses to fill roles needed to meet peaks in demand that may not be needed outside of the high season.

Examples of seasonal employees

Customer service roles in seasonal industries, like travel, hospitality, and retail
Gardeners and landscapers in areas with a cold winter
Front-line workers in attractions like water parks or ski resorts

Examples of non-seasonal employees

If your position is temporary or part-time, that doesn’t mean that you’re a seasonal employee — even if you work for a seasonal business. Some examples of non-seasonal work include:

Covering for an employee on sick leave, short-term disability, or FMLA
Child care and educators, like teachers, daycare workers, and school support staff
Interns, teaching assistants, consultants, and apprentices

Seasonal employees versus seasonal workers

Legally, there are some distinctions to be aware of between seasonal employees and seasonal workers. These distinctions are outlined in the Employer Shared Responsibility (ESR) provisions of the Affordable Care Act (ACA). Here are some of the differences between the two:

Seasonal employees

Customarily employed six months or less
Affects whether employee is considered full-time or not
Generally entitled to some benefits and rights
Have employee (W2) status

Seasonal workers

Employed not more than 120 days in a calendar year
Affects whether company is considered an ALE (applicable large employer) or not
Generally exempt from benefits
May have independent contractor or consultant status

Seasonal employees and temporary workers generally have specific clauses relating to minimum wage, overtime pay, child labor regulations, and healthcare. They are covered under applicable laws mentioned in the Fair Labor Standards Act (FLSA), the Americans with Disabilities Act (ADA), and ACA.

Laws vary by state, country, and industry. Incorrectly classifying your employees or failing to comply with employment laws can result in penalties. If you have any questions about federal and state laws, we encourage you to speak with an attorney or the Department of Labor .

Benefits and drawbacks of seasonal jobs

Let’s be clear — your workplace isn’t your family , nor should it be. But that doesn’t mean that you can’t be part of a supportive community, whether you work there for six months or six years. A seasonal, temporary, or contingent workforce that’s treated with respect can be just as valued and involved as a full-time employee.

Moreover, as we begin to sharpen our focus on what the future of work looks like, it’s likely that traditional fixed 40-hours for 50-weeks work arrangements will be less prevalent. Non-traditional, hybrid, and flexible work arrangements are taking their place in a side-hustle economy.

Here are some benefits — and challenges — of seasonal work for both companies and workers:

For employers

1. Wider access to talent

Not everyone wants a full-time job. By offering part-time, seasonal, and flexible work, you open your talent pool to those who may not be able to make a full-time commitment to your company. This may include working parents , teachers, full-time professionals, students, and business owners.

2. Lower employment costs

Seasonal, part-time, and temporary employees generally make less money and don’t have access to health insurance. Because their employment is tied to the busy season (read: higher revenue), this gives organizations a lot of flexibility and control over their hiring costs.

3. Increased morale

Starting a new job is exciting. There’s something refreshing about a change to the routine. And every employee — and employer — is familiar with the end of the honeymoon phase when a new job loses its sparkle. Since the term of seasonal employment is shorter, employees tend to stay in higher spirits. Of course, that means less time to get to know each other or identify potential issues.

4. Constantly looking for talent

With a seasonal team, you have lower year-round costs. But it’s not without it’s downsides. You’re always concerned about having enough employees for the upcoming busy season — and whether the people you hire will live up to your expectations. Constantly searching for new talent adds an element of unpredictability to your staffing that can be exciting — or frustrating.

5. Less risk, but less commitment

Temporary hires allow you to quickly bring on a large pool of new talent, without the worry of investing lots of time and money into someone who may not work out. However, if you do fall in love with your new team, you may not be able to retain them. On the other hand, if they’re not thrilled with the experience they have at your company, they’ll likely be willing to walk away without a second thought.

For employees

1. Diversify skills and experience

The advice given to many job seekers is that “It’s easier to get a job when you have a job.” Taking a seasonal or temporary role keeps you busy and engaged while you look for a better opportunity. If you’re looking to upskill or get into a new industry, temporary work lets you try your hand at a role without a long-term commitment from either party. These jobs can be valuable resume builders and opportunities for networking.

2. Flexible…unless it’s not

Many temporary employees trade low pay and no benefits for a flexible work schedule. However, this might not be true in all industries. For example, if you work in retail during the holiday season, you may find yourself working overtime, nights, weekends, and through Thanksgiving dinner.

3. Room for advancement

If an industry or organization is particularly competitive, getting in the door as a seasonal employee could help put you on track for a full-time role later on. Even if you don’t grow within that particular organization, the skills and experience can often translate to other roles.

How to boost belonging in seasonal teams

Because seasonal employees are only with your team for a short period of time every year, they may not feel like “part of the team” in the way that your regular employees do. But temporary workers are still workers, and they’re critical to your business’ success in stressful times. Creating a sense of belonging from their first day can help them do their best work and set them up for success.

Here are some ways to improve connection for seasonal employees:

1. Offer special benefits

Just because they don’t get health insurance doesn’t mean that you can’t offer other, valuable perks. Try subsidizing their commute, offering a higher employee discount, paying for lunch, or offering a bonus after a successful season.

2. Create an amazing experience

Since their employment arc will be short, make every part of it count. Every moment they spend with you — from the hiring process to offboarding — should be thoughtfully designed. A new hire checklist can help standardize and scale onboarding. Consider providing career coaching to help them grow. Learn how their time with your company fits into their overall career aspirations .

For example, McDonald’s knows that a large part of their staff is teenagers and young adults. As such, they’ve designed their employee experience around being America’s best first job .

3. Prioritize retention

One of the best ways you can make seasonal employment a win-win is to keep your seasonal employees coming back. Retention lowers your recruiting and training costs while helping to build industry leaders. Creating a great experience and making sure you stay competitive with industry trends helps you keep more of the talent that you foster.

Final thoughts

Seasonal employees are a vital part of what keeps your business functional and profitable. In addition to providing an extra set of hands when you need them the most, they do so with no guarantee of long-term growth within your company.

Like any other employee, your temporary workers want to know that their work is valued and appreciated. Part of creating a world-class experience for them — no matter the number of hours an employee works with you — is to learn the rules and laws that apply to seasonal workers. They may just be with you for a short period of time, but you’ll feel the impact of their work all year long.

This article, written by Allaya Cooks-Campbell , appeared first on BetterUp .

How Does Workers Comp Work For Remote Employees

Tue, 13 Jun 2023 19:58:15 GMT

Photo by George Milton

Employee satisfaction is the best part of looking at a company’s productivity. Though many companies do not consider the well-being of their employees but only focus on their productivity, there is a clear relation between these two.

However, considering only a company’s productivity by pressuring the employees and their working process is not a feasible solution to any business operation. In the business world, you are already at risk of the competitive market, and thus, considering another risk is not possible with the instances of it.

However, dealing with the business world is tough, but if you have trained employees, they will work for you in proper ways by taking responsibility. This is why many companies are considering the well-being of employees by covering a transparent workplace.

Workplace ethics can manage the behavior and moods of the employees and their working process as well. However, some companies also consider compensation to the workers regarding their injuries in the workplace.

Well, insurance for the injuries of the workers is a better way to deal with the instances of the market. However, dealing with the employees in a workplace by covering their suffering costs is always a prominent option.

What Are The Most Common Work-From-Home Injuries?

Here comes confusion on stage. Well, we know that people get workers’ compensation for their workplace injuries. This type of approach is strictly for the people who got injured during their work in the particular workplace.

So, while you are applying for worker’s compensation, you will need to consider the proof of injury, including the place where it happened.

Well, what about the people who are working from home, and what about the digital nomads?

Will they not be able to get worker’s compensation for their injuries?

Well, this can be cleared with a counter question: is the worker injured while working from home or while cooking at home?

This is where compensation of the workers for remote workers comes on stage with particular instances.

Not every injury may come under compensation. Work compensation does work for injuries during work.

Cumulative Injuries

This type of injury occurs with the repetitive work of the employees. For instance, you can find telecommuters working with their laptops or PCs for hours. This might create tendons, muscles, and nerve pain.

Apart from that, looking at the computer screen will be problematic for you if you do that for 8 hours a day. In different conditions, different working processes that you possess on a daily basis may be harmful to you.

These are called cumulative injuries that may cause you harm and might also lead to permanent damages like eyesight loss or nerve problems.

Slip And Falls

Slip and fall accidents can occur at any place, but when you are home, you will need to show some proof of it. For instance, when you are working from your workplace, you might fall down in slippery areas or from the new construction place or from the stairs. In fact, you can also get stuck in a lift badly.

These are the examples that will not work for creating a compensation claim while working remotely. Remote working injuries are different, and you will need to show strong evidence to get the case on stage.

For instance, in a hurry, you may go to another room to bring a copy, and then while coming back to your computer room, you may slip and fall on the floor. So, during that time, you will need to do two things at once.

Seek medical assistance.
Call your hierarchy to let them understand your situation with photos of your injury.

The more advances you take, the better it will be for you to prove the fact of getting compensation.

How Does Worker’s Comp Work For Remote Employees?

Considering worker’s compensation is harder while working remotely. Well, you can easily get compensation when working from the workstation because you are already present in the workplace, and the whole liability is on the employer.

But when you are at home, you are within the working hours, but you may be engaged in different working processes. Sometimes people make tea, eat or pave down the lane for the time to take short breaks.

Well, these are known by all. So, if you trip over your dog and fall and also break your knees, then the court will not consider it as a work-related injury even if you were working at the time.

This is where you will need to focus on considering Arizona workers comp for remote work . They will help you solve your case and also manage your claims properly. They have the ability to provide compensation for all your injuries.

They are sufficient enough to cover the injuries of a worker no matter where they are working. Well, their specialty is that they can work better for the workers who are working from home.

There is a huge gap in claiming the case and proving it to the court to get compensation.

However, a worker’s compensation lawyer may help you to sort these things out with your insurance provider.

Ways To Reduce The Risk

Considering the remote workers’ disabilities and injuries are tough to handle. In such situations, people get frustrated with their contemporary situation and do stupid things.

Well, permanent injuries may force you to leave the job, or your employer might ask you to do the same. However, this is not the right judgment of your situation. If you want justice, you need to prove things.

However, if you are not willing to deal with this in proper ways, you will not be able to manage it in a prominent way.

In such conditions, a proper worker’s compensation lawyer will tell you the proper ways to follow. It’s not just about claiming but also proving things on the court and also fighting with two different teams: your employer and the insurance company.

However, think of a situation when you have not covered your worker’s compensation. This type of situation has no way out because you have no one to blame and nothing to claim.

This article, written by Gianna Brighton , appeared first on LA's The Place .

15 Best Inventory Software for Small Businesses

Mon, 12 Jun 2023 20:04:25 GMT

Finding the best inventory management software for small businesses can be difficult. However, with the right inventory systems, managing inventory can become a breeze. In this article, we’ve compiled a list of the 15 best inventory software options available today. Continue reading to learn more.

What Does Inventory Management Software Do?

Inventory management software is essential for many businesses to maintain optimal inventory levels, reduce costs, and improve customer satisfaction. Here are five key features of inventory management software:

Warehouse Management

Inventory management software helps businesses keep track of their inventory across different warehouses and locations.

Inventory Data

Real-time data on inventory levels, sales, and shipments help businesses make informed decisions about inventory management.

Low Stock Alerts

Automated notifications for low stock levels help businesses avoid stockouts and improve order fulfillment rates.

Barcode Scanning Capabilities

Inventory management software with barcode scanning capabilities streamlines the inventory management process and reduces errors.

Advanced Reporting

Inventory management software with advanced reporting features provides insights into inventory turnover rates, order lead times, and other critical metrics.

Adobe Stock

Why Would Small Business Owners Need an Inventory Management System?

Small business owners need an inventory management system to accurately track inventory levels, streamline order fulfillment, and optimize the supply chain. This can help reduce costs, improve cash flow, and ultimately lead to increased profitability.

15 of the Best Inventory Management Software for Small Businesses

We’ve compiled 15 of the best inventory management systems and software options for small businesses, each with unique features and pricing plans.

1. Cin7

Cin7 is an inventory management software solution and growth platform that automates end-to-end order management across multiple sales channels. It offers two solutions: Cin7 Omni for sales across any channel and Cin7 Core for streamlined operations.

2. Zoho Inventory

Zoho Inventory provides inventory management software with multi-platform integrations, end-to-end tracking, multiple shipping options, accounting/CRM integrations, and warehouse management. It offers various pricing plans and mobile app accessibility.

3. InFlow Inventory

InFlow inventory software simplifies inventory management for businesses worldwide with barcode scanning, order fulfillment, and real-time inventory tracking. It offers a 14-day free trial, no setup fees, and integrates with over 95 platforms.

4. Ordoro

Ordoro is an all-in-one platform for online merchants, offering affordable shipping, real-time inventory tracking, and consolidated order management. It has received top performer awards and offers flexible pricing plans.

5. Brightpearl

Brightpearl offers a retail operating system to automate operations, inventory planning, sales analytics, and integrations. Over 5,000 brands use it to manage supply chain disruptions and seize opportunities for growth. Expert support is provided.

6. Lightspeed Restaurant (Upserve)

Lightspeed Restaurant (U-Series) is a one-stop management platform for restaurant businesses including those with multiple locations. It includes solutions for hardware, support, and app updates. The 2020 acquisition of Upserve enhanced Lightspeed’s offerings for merchants worldwide.

7. Fishbowl

Fishbowl provides flexible ERP software to efficiently manage inventory, warehousing, and manufacturing processes. It offers real-time visibility, a compliance-ready platform, and integrations with popular business tools, including QuickBooks, Salesforce, and Shopify.

8. Quickbooks Intuit

QuickBooks Online tracks inventory with real-time updates and reports, including low stock alerts and back order notifications. It syncs with popular apps and offers inventory insights with various reports. Plus and Advanced plans provide additional features.

9. Lightspeed Retail

Lightspeed Retail offers a complete POS system for managing sales channels, inventory, and analytics in one platform. It includes features like fast checkout, inventory management, retail analytics, integrated payment processing, and integrations with other business software.

10. Sortly

Sortly is an inventory management software designed for small businesses. It offers features such as organizing, managing, reporting, and synchronization of inventory across devices. It also includes a mobile app for inventory tracking. Sortly offers a free trial with multiple pricing plans.

11. FreshBooks Accounting Software

FreshBooks offers accounting and invoicing software for businesses of all sizes. Its tools include invoicing, accounting software , payments, expenses, time tracking, projects, and reporting. FreshBooks integrates with over 100 apps and provides support from a highly knowledgeable team. It offers a 30-day free trial and has earned an excellent rating based on customer reviews.

12. Veeqo

Veeqo , a free shipping software, offers low rates, automation, and inventory tools to simplify pick, pack, and shipping. Integration with Amazon provides benefits such as discounted rates and data security. Power features include inventory control, mobile picking, and analytics.

13. Katana

Katana is a cloud-based manufacturing software that offers inventory, production, accounting, and real-time data management and integrates with various business tools. It provides total shop floor control and multichannel order management. Customers range from hobby makers to multi-million dollar businesses.

14. ShipBob Merchant Plus

ShipBob’s Merchant Plus provides all-in-one cloud-based warehouse inventory management solutions that streamline inventory, order, pick and pack, transportation, reporting, and analytics. The software’s blended fulfillment option allows businesses to access available capacity across ShipBob’s 40+ warehouses worldwide.

15. Netsuite

NetSuite Inventory Management is a software that provides real-time visibility of inventory across all locations and sales channels, allowing businesses to reduce costs while meeting customer expectations. It automates inventory tracking, demand-based planning, and minimizes manual processes, challenges, and excessive handling. The pricing is an annual license fee with optional modules and a one-time implementation fee.

This article, written by Nicole Ocasio , appeared first on Small Business Trends .

Trucking company pays $1.25M to settle allegations it refused to hire women

Wed, 07 Jun 2023 15:45:59 GMT

EEOC has previously targeted employers that allegedly refuse to hire women or segregate roles by sex, often resulting in large settlements.

From a ground view, the exterior of U.S. Equal Employment Opportunity Commission is seen on Sept. 7, 2022. R&L Carriers, a trucking company, settled allegations this week that it refused to hire female applicants for certain roles. Caroline Colvin/HR Dive

R&L Carriers, an Ohio-based trucking company that operates nationwide, will pay $1.25 million to a class of female applicants to settle U.S. Equal Employment Opportunity Commission allegations that it discriminated against women in hiring for at least 7 years, from 2010 to 2017.

In the August 2017 complaint, EEOC v. R&L Carriers and R&L Carriers, Shared Services, LLC , EEOC alleged R&L Carriers refused to hire women as dockworkers or loaders, in violation of Title VII of the Civil Rights Act of 1964.

“Although a few women were hired as loaders, most female applicants were rejected or steered to different positions because of their sex,” EEOC said in an April 25 press release , expanding on the situation. “Applicants and other witnesses stated they were told R&L Carriers did not hire women for loader positions. The alleged discriminatory conduct resulted in a large difference in the percentage of female applicants who were hired compared to male applicants who were hired.”

In the April 24 consent decree , R&L Carriers agreed to pay $1.25 million into a fund that will be used to compensate the applicants identified by EEOC as eligible claimants, which the agency defined as any woman who unsuccessfully applied for a number of specified positions at R&L Carriers’ service center in Wilmington, Ohio, between Jan. 1, 2010, and Dec. 27, 2017.

The company also agreed to a number of other provisions, including:

Posting a notice of nondiscrimination policy in a conspicuous area of its Wilmington facility;

Sending a notice of nondiscrimination in hiring policy to all recruiters, employment agencies, job services and others involved in the company’s hiring process;

Providing two hours of Title VII training to all hiring staff within 90 days, led by a third-party trainer; and

Making good-faith efforts to increase the number of women in loader positions, through revised marketing materials and job advertisements and through more targeted outreach and recruitment.

EEOC has historically targeted employers that hire women or segregate roles by sex, often resulting in large settlements. In February 2022, American Freight Management Co. agreed to pay $5 million to settle EEOC claims it excluded women from sales and warehouse jobs. And, in a case that is still pending, the agency also alleged last September that a car dealership refused to hire women for sales positions or men for clerical and office roles.

This article, written by Emilie Shumway , appeared first on HR Dive .

Job postings on Indeed are down, but layoffs are stable

Tue, 06 Jun 2023 19:56:32 GMT

The good news for employers: Worker turnover, particularly in hard-hit corporate roles, is down.

Cerib, Adobe Stock

While job postings on Indeed are down 15% year over year, it’s not all bad news for the economy — and for employers trying to retain workers, according to Indeed Hiring Lab’s U.S. labor market update .

Corporate role postings have declined quickly, particularly those in software development and finance. Other surveys have shown that support roles also may be on the chopping block . But even with these “soft spots,” Indeed said, the broader job market remains solid.

“The trend in layoffs is nearly as flat and as low as it has ever been, even below its pre-pandemic baseline,” according to the report, written by Daniel Culbertson, senior economist at Indeed.

Notably, job postings still remain 33% above the pre-pandemic baseline, Indeed said, indicating a still strong talent market.

The good news for employers: Worker turnover, particularly in those hard-hit corporate roles, is down. The quits rate for professional and business services industry jobs fell to its pre-pandemic level “as workers become more cautious about switching roles in an industry that has slowed over the past year,” Culbertson said.

But companies may still be pondering cuts, various surveys have shown, prompting layoff anxiety that may exacerbate other retention issues . Strong, compassionate communication and opportunities for continued development are some ways employers have sought to keep talent onboard amid potentially choppy waters.

This article, written by Kathryn Moody , appeared first on HR Dive .

How Small Business Owners Can Maximize Productivity Despite Limited Budgets and Resources

Mon, 05 Jun 2023 18:36:31 GMT

In today's fast-paced world, maximizing productivity is essential for success. From leveraging technology to implementing smart time-allocation strategies, here are some practical tips and expert insights for small business owners to boost productivity and achieve their goals.

Adobe Stock

For business owners to succeed, maximizing productivity is essential — and it is especially true for those with limited resources and tight budgets like small businesses. The best way they can use their time and resources is to prioritize productivity. Small business owners can implement various strategies to improve productivity and streamline operations.

By focusing on time management, communication and employee engagement, the business can drive revenue growth, increase customer satisfaction and position itself for long-term success. The following tips will help you maximize business and team productivity.

1. Prioritize tasks

Prioritizing tasks is essential to ensuring the most critical items are dealt with first. Organize tasks effectively by setting clear goals, breaking down large tasks into smaller ones and delegating them to team members with the necessary skills and resources. Additionally, it's essential to assign deadlines for each job to keep the team focused. Regular check-ins with team members ensure they are on track with their delegated tasks and that any needed support can be provided.

2. Create a routine

Routines are crucial for small businesses to stay organized and productive. Routines can include weekly meetings for setting goals, reviewing performance and discussing ongoing projects. As a result, everyone is on the same page, knows what needs to be accomplished and can adjust accordingly. I typically set up my work routing to handle admin tasks in the mornings and client-related due-outs in the afternoons.

3. Automate tasks

Automating tasks that can be accomplished quickly and easily saves both time and energy. A business can run more efficiently by investing in software and other tools that streamline processes.

Here are five tasks that small businesses can automate to save time and energy:

1. Accounting and financial tasks: Software like QuickBooks or Xero can help businesses automate their accounting and bookkeeping tasks, such as invoicing, expense tracking and financial reporting.

2. Payroll and benefits administration: Payroll software like Gusto or ADP can automate payroll processing, tax filings and benefits administration, saving business owners time and reducing the risk of errors.

3. Data entry: Programs like Zapier or IFTTT can automate data entry by connecting different apps and services, allowing businesses to transfer data automatically between other systems.

4. Scheduling: Tools like Calendly or Doodle can help businesses automate their scheduling by allowing clients and employees to schedule appointments and meetings online without needing back-and-forth communication.

5. Content creation: Programs like Hootsuite or Buffer can help businesses automate their social media content creation and scheduling, allowing them to schedule posts in advance and focus on other tasks.

By automating these tasks, small business owners can free up time to focus on more critical aspects of their business, such as strategy, customer service and, as I always say, driving revenue.

4. Delegate tasks

I mentioned this early in prioritizing tasks, but I cannot emphasize the importance of successful delegation . Time can be freed up by utilizing employees and outside contractors. Delegating tasks allows leaders to focus on more critical tasks and use their time wisely.

Furthermore, delegation builds trust between team members and fosters collaboration. Additionally, it increases employee productivity and develops their skills. My goal as a business owner is to delegate as many tactical tasks such as social media, email or anything that can be handled that is not a priority.

5. Take breaks

Keep productivity high by scheduling regular breaks (short and long) throughout the workday, and designating a break room can encourage their use. It can also be helpful to promote work-life balance by encouraging employees to take vacations, providing flexible work schedules and providing resources for mental and physical health.

6. Eliminate distractions

Stay focused and on task by eliminating distractions. Disable your phone, email and social media notifications. Establish a designated workspace with the necessary tools in a quiet area and schedule short breaks. During work hours, let others know you will be unavailable.

7. Leverage technology

Technology can automate processes and increase efficiency. Here are some tools and software that businesses can use:

1. Automate customer service : Chatbots and virtual assistants like Zendesk, Freshdesk and Intercom can deliver 24/7 customer service efficiently.

2. Utilize business intelligence : BI tools like Tableau, Power BI and Google Analytics provide insights into customer data and help make better decisions.

3. Implement cloud computing : Cloud computing services like Amazon Web Services, Google Cloud Platform and Microsoft Azure improve data storage and analytics capabilities with scalability and flexibility.

4. Invest in cybersecurity : Antivirus software, firewalls and security audits can protect businesses from cyber threats.

5. Implement artificial intelligence (AI) : AI tools like IBM Watson, Google AI Platform and Microsoft Cognitive Services automate tasks and improve customer service.

8. Reevaluate processes

Regular evaluations help identify improvement opportunities and maximize productivity. Regularly evaluating work processes as the business evolves is crucial to ensuring efficiency and effectiveness. Owners should occasionally reconsider these business tasks:

Business plan : Review and update the business plan regularly to ensure alignment with goals and objectives.
Marketing strategy : Reevaluate the marketing strategy periodically in order to reach the target audience effectively.
Financials : Regularly review financials to optimize spending and cut costs.
Employee performance : Provide feedback for employee growth on a regular basis.
Technology and software : As technology evolves, evaluate software and tools.
Customer satisfaction : Ensure customer satisfaction by monitoring and assessing it regularly.

It is possible for businesses to stay competitive by reevaluating these tasks. I get my team involved in the process once a quarter.

Using these eight tips, small business owners can maximize productivity and efficiency in their offices. Businesses can save energy, time and money by implementing these strategies. In order to stay current and adapt to new technologies and trends, continual evaluation and adjustments are vital. By asking employees and customers for feedback, you can gain valuable insights into what's working and what's not, allowing you to make necessary changes. It is possible for small businesses to thrive and maximize their potential for success by prioritizing productivity and agility.

This article, written by Jason Miller , appeared first on Entrepreneur .

Having a Sense of Humor Could Add 8 Years to Your Life and Lead to a Better Career

Fri, 02 Jun 2023 16:39:40 GMT

Having a good laugh is not only good for your soul, but it turns out, it could lead to a longer life and a better career .

Jennifer Aaker, a behavioral psychologist, and Naomi Bagdonas, a business consultant, are two women who know a thing or two about funny. In fact, they're so knowledgeable they even teach a class on humor at work at Stanford Business School . And now, the duo is sharing their knowledge in the new book " Humor, Seriously ."

As the duo shared with Inc ., they've found plenty of evidence showing that having a healthy sense of humor can help in both business and life as well. In the book, they point to one study out of Norway that followed more than 50,000 people for 15 years . The study found that those with a sense of humor lived an average of eight years longer than those who without.

"Some people believe this is too serious a time to laugh," Bagdonas shared with The Guardian . "But this is when we need humor more than ever. With this global pandemic, the shift to remote working, loneliness, and depression rising precipitously, many of us have never felt so disconnected. When we laugh with someone — whether through a screen or 2m apart — we get this cocktail of hormones that strengthen our emotional bonds in a way that wouldn't otherwise be possible. Studies show it makes us more resilient, creative, and resourceful."

However, as the women found in their own survey of 1.4 million people in 166 countries around the world, we are laughing far too infrequently. Their survey found rates of laughter take a dive after the age of 23, or really, at the major inflection point of adulthood after college. And, as The Guardian noted, other research backs this notion. One study it pointed to showed that a four-year-old laughs 300 times a day while a 40-year-old laughs 300 times every 10 weeks.

Getty Images

Why does this laughter cliff happen? According to Aaker and Bagdonas, a lot of it happens because we shift into workplace mode where everything is "serious business." And that's why they say it's okay to find a bit of fun in your office.

The women shared with Inc., it's important to start by not trying to be funny, but rather, waiting for the humorous moment to arrive.

"Fun is not a top down thing. It is not a leader's job to dictate the terms of the culture. It is a leader's job to signal that humor and fun are welcome here," Bagdonas said. Instead, as a leader, allow others to shine and go along with their jokes.

Next, the women told The Guardian, to keep it all contextual.

"Humor is one of the most context-dependent things in the world," Bagdonas shared. She says, consider these three things before attempting to make a joke: truth, pain, and distance. "Examine the truth, ask how great is the pain and is it distant enough?" she says. "The closer the truth gets to the very real pain people are experiencing, the greater the risk of offending," and the individual differences in pain and distance are vast. "We're in a hard place, but we can still joke about it," says Bagdonas. "It's looking for elements of shared experience, like lockdown, that don't hit so exactly on that direct pain."

And, if you're going to try to be funny, you better be ready to apologize if need be.

"When you decide that you are going to use humor, you need to be open to apologizing," Aaker told Inc. "A boss or a manager who is not open to apologizing may be inadvertently squashing the opportunity to have humor and levity define the culture."

Want to read more? Check out all their advice in the new book and more from their interview with Inc .

This article, written by Stacey Leasca , appeared first on Travel + Leisure .

4 Things That Make for Unforgettable Customer Experiences

Thu, 01 Jun 2023 19:37:07 GMT

Patron perks lead to long-term loyalty.

Twenty47studio | Getty Images

When it comes to building a loyal base of customers, few things are more important than delivering a positive experience. Just look at the potential fallout of a negative one: A recent report by Emplify found that after three unsatisfactory incidents, four out of five patrons would leave a brand they were previously loyal to.

On the other end of the spectrum, 72 percent of clients share their positive stories with at least six other people. By focusing on things that deliver truly unforgettable anecdotes, you can generate significant goodwill among existing clientele and be better positioned to attract new ones.

1. Make it personal

Research has indicated that 80 percent of customers are more likely to buy from a brand that offers personalized experiences — and an even higher percentage report finding the attention to be highly appealing.

The specifics of personalization may look different from business to business, but they all share one key element: Taking a client-centric approach to the sales process. It looks at each potential interaction an individual will have with the brand before, during and after they make a purchase, while finding ways to show acknowledgment and express gratitude.

A company could use user-submitted data from its website to send a thank-you gift, discount code or email reminders about abandoned carts and partially filled orders. Tailoring messaging to where a patron is during their buyer's journey help them feel valued.

2. Add joy to routines

Not every business has the luxury of offering an intrinsically fun or exciting service. Some companies may focus on services that customers find to be little more than a routine or a necessity.

This became especially clear during a recent conversation with Dan McCarty, CEO of Infusion for Health, a company that provides infusion therapy.

"Private treatment suites and fun perks like snacks and entertainment all aim to turn this into an experience that is completely different from a typical medical infusion," explained McCarty. "When brands can find ways to add joy to an otherwise routine experience, they can form a lasting bond as they bring greater happiness to their clients."

3. Under-promise and over-deliver

This principle can still help you provide quality customer experiences when used correctly. The idea isn't to set ridiculously low customer expectations but to set realistic promises that can be consistently met and exceeded.

If a customer sends a support email and your automated response says you will get back to them by the end of the business day? Be sure that is a promise you can fulfill. Not responding until the next day will cause the clients to view you as a poor performer.

On the other hand, responding by 1 PM could cause them to view you as having over-delivered with a faster-than-expected response. Regardless of the situation, your promises should be specific, not vague.

4. Showcase your knowledge

Whether clients need help understanding how to use a product or haven't received an expected order, the ability to provide a reliable answer is key to building trust and creating positive reviews.

Regardless of the concern, the goal of the organization should be to quickly and effectively resolve the issue. This remains consistent whether the patron has contacted the brand via a chatbot tool or over the phone.

Brands succeed in this area when they use data and create ample knowledge resources they provide to customers. For example, a service rep could provide a user with a video link that shows them to set up newly ordered tech equipment. A robust FAQ could help clients self-service their issues. In fact, a 2022 survey found that 81 percent of patrons want more self-service options from the brands they interact with.

Companies that use contextual data can also provide faster and more reliable solutions, drawing on information from previous support requests, online browsing and more to please recipients with rapid support fulfillment.

While a single bad experience can be enough to keep someone from ever doing business with you again, creating a truly distinctive positive time will help you gain loyalty for life.

Evaluate your brand to bolster your strengths, mitigate weaknesses and deliver unique experiences that will leave a powerful lasting impression.

This article, written by Eric 'ERock' Christopher , appeared first on Entrepreneur .

Harvard expert shares her No. 1 ‘undesirable’ trait CEOs see in employees: It’s ‘a huge red flag for me’

Wed, 31 May 2023 16:41:01 GMT

Heidi K. Gardner, distinguished fellow at Harvard Law School and co-founder of consulting firm Gardner and Co.

Of the many traits people bring to the workplace, one stands out as an absolute “trust breaker,” according to a Harvard career expert.

It’s “taking credit for other people’s ideas,” says Heidi K. Gardner, a professional leadership advisor and distinguished fellow at Harvard Law School. “To me, it signals one of two things,” she tells CNBC Make It. “Lack of trustworthiness or lack of competence.”

It’s unethical to pass off someone else’s work or ideas as your own, and it gives off the impression that you don’t respect your colleagues, Gardner says: “Maybe they’re unable to actually see how much value the people around them bring to their own success. And that inability to appreciate other people’s contributions is a huge red flag for me.”

You may not even realize you’re showing signs of taking credit for the work of others — like accepting your boss’s praise for a group project instead of sharing it with your teammates, or presenting an idea that you and a colleague brainstormed together without specifically mentioning their contributions.

This doesn’t mean you need to stop collaborating. Teamwork is crucial for any company’s success, and by extension, your own success, Gardner says.

Rather, you need to be transparent when an idea isn’t your own to avoid coming across as untrustworthy.

“I have to believe that somebody is not a jerk in order to collaborate with them. I have to believe that when they’re challenging me or questioning me, they’re doing so from a place of genuine constructiveness,” Gardner says. “If somebody takes credit for someone else’s work or ideas, they are not trustworthy in that sense.”

That echoes one of billionaire Warren Buffett ’s long-held tenets: Trustworthiness is any employee’s most valuable trait. In a 1998 speech with MBA students at the University of Florida, Buffett shared the three key qualities he looks for in a potential employee or business partner.

“We look for intelligence, we look for initiative or energy and we look for integrity,” he said. “And if they don’t have the latter, the first two will kill you. Because if you’re going to get someone without integrity, you want them lazy and dumb.”

Gardner says the key to success is “ smart collaboration ,” a term she coined to describe when colleagues work together on a task that could have been done alone. It results in increased trust, productivity and quality of work, she says — as long as everyone’s transparent about who contributed to the project, that is.

Plagiarizing and being untruthful are “anti-collaborative,” and that’s the No. 1 trait professionals should steer clear from, says Gardner.

This article, written by Ashton Jackson , appeared first on CNBC Make It .

Non-compete Agreements Should Not Be a Retention Strategy

Tue, 30 May 2023 16:35:32 GMT

The U.S. Federal Trade Commission (FTC) has recently introduced a proposal to ban non-compete agreements . It’s still in the proposal stage, so there haven’t been any final rulings, but this has huge potential for the workplace. If you’d like to read what’s in the proposal, check out the Fact Sheet on the FTC website .

I totally understand the FTC’s logic. Non-compete clauses can keep employees from pursing better job opportunities that offer better pay and/or working conditions . If you were bound by a non-compete and couldn’t take a job that paid better because of that non-compete clause…you’d say to yourself, “Yeah, down with non-competes!”.

On the other hand, the reason that organizations use non-compete agreements is because they have trade secrets and confidential information they want to protect. Often cited examples are the recipe for Coca-Cola and KFC’s 11 herbs and spices. This secret information provides an organization with a competitive advantage. So, they don’t want an employee to be able to walk out the door with it. I can totally see this side of this issue as well.

Business organizations like the U.S. Chamber of Commerce are actively vocalizing their members opposition to the FTC proposal. As a human resources professional, we will want to keep this proposal and discussion on our list of things to watch.

I recently attended a webinar hosted by the law firm of Buchanan Ingersoll & Rooney on this topic of non-compete agreements and the FTC proposal. My takeaway from the session was while we don’t know what’s ultimately going to happen with the FTC proposal, this is an opportunity for organizations to look at the agreements they have and confirm they’re being used for their intended purpose.

For example, during this one-hour webinar, the lawyer panelists talked about:

Non-compete agreements are centered around the employee not entering into competition with an employer. It usually specifies a length of time that the employee is barred from working for a competitor.

Non-disclosure agreements (NDAs), sometimes referred to as a confidentiality agreement , establish a confidential relationship. The parties to the agreement agree that the sensitive information they have access to will not be made available to others.

Non-solicitation agreements restrict an employee from recruiting either workers or customers over to a new organization. Like a non-compete agreement, a non-solicitation clause covers a specified time.

Intellectual property clauses indicate who will own any inventions, work products, etc. Typically, an employee’s work is owned by the company.

The reason I’m mentioning these different clauses / agreements is because non-compete agreements are just one type of employment related provision. And organizations will want to consult with their legal team to ensure that they don’t create a situation where (for example) they don’t have a non-compete BUT the non-disclosure and non-solicitation agreements are so restrictive that in essence they’ve created a non-compete.

Organizations also need to think about who will be subject to these agreements and why. I know some people might say, “Hey – we will just make it easy and have everyone sign everything.” But if someone doesn’t come into contact with trade secrets, do they really need to sign a confidentiality agreement? And could this put the organization’s other agreements at risk? That’s a question for your legal team.

Another thing that organizations will want to consider is how to communicate with employees about these agreements. For instance, when do employees learn that they will be asked to sign a non-compete / non-disclosure / non-solicitation agreement? How much time do they have to review it before they sign? If they have any questions, who can answer them?

Same thing applies when an employee gets transferred or promoted. Is it possible they will gain access to confidential information like financial performance or client data that would be subject to a non-compete or non-disclosure clause? And of course, when an employee leaves, is there a conversation with the exiting employee about their non-compete agreement?

One comment during the webinar that I found especially helpful was the idea of telling new employees that the company knows they are aware of trade secrets from their last employer (even if there’s no agreement) AND the company expects the employee to honor those past secrets. Because in their new role, they will be exposed to trade secrets, and they need to respect them as well.

Lastly, the webinar talked about the importance of treating trade secrets with the respect they deserve. It becomes very difficult to argue that something is a trade secret worth protecting with a non-compete, non-disclosure, and/or non-solicitation agreement when it can be accessed by anyone, anywhere, and anytime. Again, another conversation for your legal and risk management teams.

I’m not telling anyone to abandon their agreements. And I don’t know what’s going to happen with the FTC and this proposal. Organizations certainly have the right to protect their trade secrets and proprietary information. But this is one of those areas where you want to get it right. Having a dedicated conversation about why the organization uses these agreements and how to talk about them with employees can make a lot of business sense.

This article, written by Sharlyn Lauby , appeared first on HR Bartender .

When You Can--and When You Can't--Fire People on FMLA

Fri, 26 May 2023 17:32:53 GMT

If you have a baby, get cancer, or even have a bad flu, your job is protected, except when it isn't.

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The Family Medical Leave Act (FMLA) has been around since 1993, so for many in the workforce, it's always been there. If you qualify for FMLA (the company has 50 or more employees in a 75-mile radius, you've worked for the company for 12 months or more, and have worked at least 1250 hours in the past year), you may be sure that your job is protected when you are on leave.

And it is protected. Except when it's not.

With all the tech layoffs, some people were surprised to find out that being on FMLA does not protect your job from elimination.

What FMLA looks like in a layoff

You are entitled to get your job--or a similar job--back as long as that job exists. A company isn't obligated to keep a position because the incumbent is on a protected leave.

This rule can result in some sketchy terminations. If you eliminate one of two positions, and the person in that position just "happens" to be on FMLA, the courts may not believe you when you say the position was eliminated.

But in the case of large layoffs, it's likely that it truly is a position elimination. In mass layoffs, the people deciding which position stays and which one goes may have no idea who is in the position when they target it. Now, of course, HR and the manager should be aware before they notify the employee. According to employment attorney Jon Hyman, they may wish to increase the severance a bit due to a "heightened risk of a claim being brought." Still, it is "the employer's responsibility to treat the employee on leave no worse than if they weren't on leave."

So, when you hear horror stories like this one posted on LinkedIn by McKenzie Gregory , remember that if Salesforce did a layoff as they should, her status would have played no role.

"I found out last week that I was a part of the "most recent" Salesforce layoffs. Its strange, I wasn't heads down or knee deep in some project and the rug got pulled out, but rather I was washing baby bottles while humming a damn Wiggles song stuck in my head (those guys really get ya) when I got the news. I was shocked, I thought I was protected being on maternity leave ... and obviously I was wrong. You can indeed get laid off on mat leave. Noted.

If someone asked me "Do you think you'd still be employed if you didn't take maternity leave?" My answer would be ... I don't know. But I probably would've had a better chance to fight for my position if I was working than I did on leave. But I guess hard times call for hard decisions."

She's absolutely right--hard times call for hard decisions. And layoffs are generally hard decisions.

What FMLA looks like in a termination for cause

In a layoff, you eliminate the position. You can't refill the position and have it still count as a layoff. Can you terminate someone for cause or poor performance while they are on FMLA?

The answer is, of course, it depends. If an employee is lying about their condition, you can terminate them --like what happened when an employee said she was taking intermittent FMLA for her medical condition, but it turns out she was going on vacation and to church meetings. Other employees have been "caught" doing things like serving time in jail and working a second job. As long as you keep in mind that not all FMLA leave requires you to lie in bed, you can terminate people who are abusing the process.

If you find out that an employee has been doing a terrible job or downright stealing from you after they go on leave, you can terminate them. Just ensure you have your i's dotted and t's crossed, and double-check with your employment attorney before terminating.

As employment attorney Robert A. Klinger says, "An employer may terminate an employee on FMLA leave, provided the reason for the termination is completely unrelated to the employee's absence from work."

When a company crosses the line

If a company terminates an employee because they are on FMLA, that's illegal. If an employer harasses an employee for using this law, that's FMLA interference and illegal. If an employer demotes or transfers an employee to a worse position after they return from FMLA, that's also illegal.

Overall, you need to be careful when taking adverse actions against an employee who is on FMLA or has an intermittent leave accommodation, but you can terminate someone on FMLA leave.

This article, written by Suzanne Lucas , appeared first on Inc .

Beware of ads promoting Employee Retention Credit offers, IRS warns

Thu, 25 May 2023 15:07:01 GMT

(NEXSTAR) – There is a widely-circulating tax scam for 2023 that involves Employee Retention Credits (ERC), the Internal Revenue Service warns, and you may have recently noticed the advertisements on TV or radio.

The refundable tax credit was created to help businesses that kept paying employees despite being shuttered by the COVID pandemic, or who suffered serious declines in business income.

While the credit itself is completely legitimate, the promises being made by some shady promoters are not, according to the IRS.

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“While many eligible employers claimed and have already received the ERC, some third parties continue to widely advertise their services targeting taxpayers who may not be eligible for the ERC,” the IRS says . “Unfortunately, these advertisements, along with the increased prevalence of websites touting how easy it is to qualify for the ERC, lend an air of legitimacy to abusive claims for refund.”

One key fact many of these third parties fail to tell potential clients, is that they cannot claim ERC on wages that were already reported as payroll costs to obtain Paycheck Protection Program (PPP) money.

“My concern as a tax professional is that, you know, essentially they’re these businesses trying to take a commission on each ERC that’s obtained,” tax attorney Adam Brewer told Nexstar. “If something goes sideways down the road, they’re not going to be around. So essentially, they’re gonna get their money. And then the IRS is going to come ask them, ‘Hey, we gave you this credit. We don’t think you’re entitled to it, provide documentation.”

“The aggressive marketing of these credits is deeply troubling and a major concern for the IRS,” said IRS Commissioner Danny Werfel. “Businesses need to think twice before filing a claim for these credits.”

Eligible taxpayers can claim the ERC on an original or amended return for wages paid out between March 13, 2020 and Dec. 31, 2021, but, according to the IRS website , they must have:

Sustained a full or partial suspension of operations due to orders from an appropriate governmental authority limiting commerce, travel or group meetings because of COVID-19 during 2020 or the first three quarters of 2021.

Experienced a significant decline in gross receipts during 2020 or a decline in gross receipts during the first three quarters of 2021 .

Qualified as a recovery startup business for the third or fourth quarters of 2021.

“There are very specific guidelines around these pandemic-era credits; they are not available to just anyone,” Werfel said. “People should remember the IRS is actively auditing and conducting criminal investigations related to these false claims. We urge honest taxpayers not to be caught up in these schemes.”

If you suspect that you’ve been the victim of fraud or phishing attempts, the IRS urges you to document it in an email to phishing@irs.gov, and call the Treasury Inspector General for Tax Administration at (800) 366-4484.

This article, written by Jeremy Tanner , appeared first on The Hill .

5 Reasons Why Delegation is a Must for Entrepreneurs

Wed, 24 May 2023 21:03:50 GMT

To successfully scale a company, entrepreneurs must let go of the responsibilities and tasks they do themselves.

Key Takeaways

Entrepreneurs must be great at delegating tasks to achieve their business goals and scale their companies. By delegating tasks effectively, entrepreneurs can free up their time and energy to focus on the most critical aspects of their business, build a more effective and efficient team, build trust and confidence among their team members, make better decisions, and scale their business without being the bottleneck to growth.

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Being an entrepreneur is challenging and requires a wide range of skills and abilities to be successful. One of the most crucial skills entrepreneurs must possess is effectively delegating tasks . This means identifying the right tasks to delegate, selecting the right people to delegate them to and providing clear instructions and expectations.

This article will explore why entrepreneurs need to be great at delegating tasks and how it can help them achieve their business goals while scaling their companies.

1. Focus on your core capabilities

One of the main reasons why entrepreneurs need to be great at delegating tasks is that it allows them to focus on the most critical aspects of their business. As an entrepreneur, you are responsible for various charges, from managing employees and finances to developing new products, features and services. It is impossible to do everything yourself and still be effective.

If you do that, you will soon hit a ceiling of productivity and be unable to scale. By delegating tasks to others, you can free up your time and energy to focus on your business's essential and strategic aspects, such as developing new ideas, expanding into new markets, and building relationships with key customers and investors.

2. Allocate work efficiently for better outcomes

Another important reason entrepreneurs need to be great at delegating tasks is that it allows them to build a more effective and efficient team . If you concentrate all the necessary work on yourself, you preclude yourself from doing more of what you are best at and spending time on things others could do faster and better.

By delegating tasks to the right people, you can ensure that the right skills and expertise are applied to the right tasks. This can help improve the team's overall performance and productivity and increase job satisfaction and employee engagement. Additionally, delegating tasks can help develop team members' skills and abilities, providing them with new opportunities for learning and growth.

3. Delegation is the essence of successful teamwork

Great delegating also builds trust and confidence among your team members. When entrepreneurs delegate tasks, they demonstrate their faith in the abilities and capabilities of their team members. This can help build more robust and more effective relationships between your team members and between you and the team.

Additionally, by delegating tasks effectively, entrepreneurs can help create a culture of accountability and responsibility within their organization, leading to better performance and higher levels of employee engagement. A great example of this principle can be observed in professional sports: A coach never steps onto the field to play but leads the game from the outside, trusting the team while the team trusts the coach.

4. Effective delegation can lead to better decision-making

Entrepreneurs often face many decisions which require a great deal of expertise and knowledge. By delegating tasks to others, you can tap into the expertise and knowledge of your team members , who can help you make more informed and balanced decisions. By delegating tasks, you can benefit from your team members' diverse perspectives and ideas, leading to more innovative and creative solutions. In addition, by being less inundated with work, you will have more bandwidth to think deeply about problems and challenges. Having extra time to think is essential to making solid decisions.

5. Make yourself obsolete

Finally, effective delegation is essential to scale your business exponentially. As your business grows, it becomes increasingly difficult to manage all aspects yourself. By delegating tasks to others, you can ensure that the company continues to run smoothly and efficiently , even if you are unavailable or unable to perform at total capacity. Also, delegating tasks can create new opportunities for growth and expansion as team members take on new responsibilities and develop new skills and capabilities. While it might sound counterintuitive, the best leaders don't work much. You would have all the people needed to run your business in an ideal world without you.

In conclusion, entrepreneurs must be great at delegating tasks to achieve their business goals and scale their companies. By delegating tasks effectively, entrepreneurs can free up their time and energy to focus on the most critical aspects of their business, build a more effective and efficient team, build trust and confidence among their team members, make better decisions, and scale their business without being the bottleneck to growth. Effective delegation is a crucial skill that entrepreneurs must develop to succeed in today's competitive business environment: Mastering task delegation will enable you to step back from day-to-day operations and focus on strategic thinking.

This article, written by Roland Polzin , appeared first on Entrepreneur .

How To Tell If You Self-Sabotaged Your Interview

Tue, 23 May 2023 19:16:23 GMT

In the current environment where thousands of employees are laid off on an almost weekly basis, you must bring your A-game to the interview. There is no room for self-inflicted errors. Getty Images

If you don’t treat your job search like it’s your new job and a top priority, you’ll be less competitive. There is no excuse to enter an interview unprepared when you're in between roles. I’ve seen many intelligent, experienced job seekers act as if they’re entitled to getting the job offer just because they have 20-plus years of experience and think they’re the best, most qualified candidate. Arrogantly winging the interview without preparation or a strategy will lead to failure.

You must be prepared, know all about the company and clearly understand what's required from the job description. Your rèsumè, LinkedIn Profile and social media footprints must be clean and tight. An interviewer doesn’t have the patience for someone who is pompous, can’t directly answer straightforward questions, has an attitude and acts condescendingly.

In the current environment where thousands of employees are laid off almost weekly, you must bring your A-game to the interview. There is no room for self-inflicted errors. With a white-collar recession displacing nearly 100,000 tech professionals and thousands more in other sectors, you will be up against tough competition in the job hunt. Additionally, the companies letting go of staff are not inclined to hire anyone new unless they are a fantastic fit for a highly specialized role that most people don't possess the requisite skills and experience.

Turnoffs

You may be great at what you do, but the hiring manager will take a hard pass when you come across as an arrogant, rockstar jerk. When so many other talented people in the job market desperately seek a new job, there is no reason to settle for someone who will be challenging to work with for the next three to five years.

Human resources and managers immediately pick up on the fact that you didn’t do your homework. They’ll ask questions such as, “Why do you want to work here? What do you know about our company, corporate mission and products and services?” If you are incapable of providing answers to these types of reasonably straightforward questions, the interviewers will be aggravated that you didn’t bother to do any research on the firm and assume you don’t really care about the company and just want any job you can get. It’s understandable that you want and need a job, but when there are many other qualified candidates who strongly desire to work at the organization, it's too easy for HR to move on to a candidate who has an affinity for the place.

It's infuriating to interviewers when you don’t have an elevator pitch, concisely and succinctly selling the hiring personnel within 30-plus seconds on why you’re a perfect fit for the role. Without a well-thought-out pitch, you end up rambling, going back to talking about jobs held in high school, talking in circles and not offering the specifics of your most recent responsibilities, prior roles, accomplishments and tying in how your skills, education, experience and other factors make you the right fit for the job. To make matters worse, if you forget to bring copies of your rèsumè to an in-person meeting; your rèsumè has spelling and grammatical errors; your LinkedIn profile is naked, devoid of any substantive data about what you’ve done in your career; you’re playing hard to get or are difficult when it comes to setting up a meeting, you’ll get passed over.

Get Your Act Together And Don’t Be A Jerk

It’s awkward, but you must make eye contact in person or on a video call. When you fidget, make jerky movements and come across as distracted, it's a red flag that something is wrong. If your background looks like a mess, your room is poorly lit, the sound quality is terrible and your technology is glitchy, the supervisor will think that you have no attention to detail and are disorganized and lazy.

We all run into roadblocks. If you are running late for an interview, immediately inform the interviewer and offer an estimated arrival time. When you show up late without acknowledging that you made the manager wait around for 15 or more minutes, it’s perceived as rude and inconsiderate and shows you have no regard for other people’s time.

The interview kiss of death is when you have a pompous attitude and talk down to people. Word will get back to the boss when you treat the security guards, when entering the building, and receptionists rudely. If you’re demeaning to anyone throughout the process, you will not be invited back for another round of interviews. No one wants to hire and work with a megalomaniac who thinks they know everything.

Be Your Genuine Self And Not A Corporate, Jargon-Spewing Drone

Over the last 25 years, I’ve seen many interviewees change the way they talk and act in an interview. Instead of bringing their genuine and authentic self to the meeting, they come across as a dull, corporate drone, robotically answering questions in a monotone voice. What always surprised me was that many of these people have wonderful personalities, are gregarious, happy and have a great sense of humor. Instead of bringing their stellar qualities to the table, they’ve received bad career advice to play it “cool,” be hyper serious and not show too much of themselves.

On the other side of the spectrum, I’ve interviewed and received feedback from hiring managers that the candidate was rude, dismissive, abrasive and condescending. Sometimes, senior-level professionals think they need to demonstrate that they are in charge. They assert themselves, talking up how important they are and, perhaps inadvertently, making the hiring personnel feel like they are beneath them within the corporate caste system.

There will be times when you are out of pocket and not available to return a phone call or email. If you pull back from communications for a few weeks or ghost the interviewer, they will not chase after you in this current job market.

Be Careful When Negotiating Your Salary

Everyone wants to be paid well. However, you need to read the room. If there is an oversupply of suitable and appropriate applicants, it's harder for you to negotiate your salary, bonus, stock options, benefits, corporate title and preferred work style, such as a remote option.

You don’t have to cave into the first offer, but being overly aggressive in negotiations in this specific period could backfire. The hiring professionals may not count you out; however, they’ll likely place you on hold and see if they can find another applicant who is more reasonable in their requirements.

The Small Things That Can Count You Out

There are minor taboos that you can easily run afoul of. For example, by submitting your rèsumè and asking a recruiter to share it and also people at the firm, they’ll be frustrated as the recruiter will want a placement fee and the internal employees a referral bonus. The friction and drama created are a turnoff. Similarly, if you spray and pray your rèsumè to several job listings at the company, you won't be taken too seriously.

What may be the worst thing to do is lambast your former boss, co-workers and management team. It's okay to agree to disagree with people you work with; however, it's ill-mannered to disparage folks behind their backs to strangers. The interviewers and hiring managers will rightfully think that if the interviewee badmouths their former colleagues, the person will most likely say negative things about their employers when they leave for another firm.

Time To Reassess And Improve The Situation

If you keep interviewing, are not called back for further conversations and haven’t received any offers, it’s time to take a self-assessment of your actions. Be honest with yourself. Think critically about how you present yourself. Are you bringing the anger and resentment of being laid off to the interview? Do you get mad when the topic comes up about your past employer, and you talk negatively about them?

Coming across as bitter, resentful, distrustful and wounded is a turnoff. In fairness, you may have worked in a toxic environment with gossiping co-workers and corporate backstabbers. The issue is that the new company doesn’t know if the problem is you or the employer. When HR has many rèsumès to choose from, they’ll steer clear of a person who may potentially bring drama to the company. It's not worth it for them to take the chance on you. If you act like a resentful malcontent, with so many people seeking new jobs, hiring personnel will take a hard pass and move on to someone with a nicer disposition that fits in with the corporate culture.

Keep in mind that hiring managers, recruiters and human resource professionals desire positive, motivated, enthusiastic, confident and good-natured people. It's a clichè, but true. Given a choice, we all want to work with smart, capable people who possess a good attitude, are a positive influence and won’t bring any unnecessary baggage to the company.

This article, written by Jack Kelly , appeared first on Forbes .

What Bill Gates and Steve Jobs Taught Me About Getting to Know Your Customers

Mon, 22 May 2023 21:18:43 GMT

I have built four No. 1 international brands in my lifetime, throughout which time I learned some valuable lessons of my own — and I now feel that I am of a certain age where I want to share that experience and teach others.

I was fortunate enough to learn from those that were great at what they did, including Steve Jobs and Bill Gates . They helped shape who I am and how I work and, in the best form of flattery, I modeled myself after them until I could make it better.

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Is customer digitization ruining your business?

The information technology space often speaks about the digitization of customers and turning them into numbers and data in order to effectively market to them — yet my experience tells me the exact opposite is true.

I know that in today's world, it is still about customer face-to-face interaction . We should only use the numbers and data to inform and support customer relations, not to remove the human aspect of business. Now more than ever, customer attraction and retention are about creating trust, the initial relationship, execution and how we serve our customer's needs in a way that they understand that makes us and our businesses successful.

Finding the value in technology

Technology undoubtedly provides access to data surrounding the value of the goods or the service, the customer, the user interface and the user experience. Still, we have to take a personalized approach to meet and support our customers. The code is just the bridge to get to that face-to-face interaction and open up the commerce value. You still have to know your customer and gain their trust. That is very much a personal relationship that a computer or data can never replace.

Technology companies and their engineers should be the first to realize that their front-line workers are the ones engaging and providing the customer experience for them as their representatives. They, in fact, are the resources being deployed by the technology and the company's most valuable asset.

Without a doubt, it's essential to learn how to attract and retain staff members that know how to use the resources but not be overtaken by them. They should be treated and valued that way. The sad truth is that many tech engineers and tech executives think of themselves as superior beings, but that's hardly the case. The reality is they are just as disconnected from their businesses as they are from the workers that represent their companies; without connecting with the business operations and the personnel on the customer-facing front line, they will only have their ideas of what is needed.

This is something I have learned and, having benefitted from great teaching, know will never allow a business to reach its full potential. Tech engineers and executives need to learn by doing the work to fully understand the demands of the business customers and be able to answer their real needs.

Leading by example

Sam Walton , who built Walmart, worked with his shoppers in his stores daily. He did every single job function to understand his business and to identify the smallest inefficiencies. Only by doing so could he truly understand what changes were going to benefit the staff and the customer. For as long as I can remember reading Forbes, four of his children are in the Top 20 wealthiest people; they, too, learned the importance of fully understanding the businesses they are in from the ground up.

I met Bill Gates in 1997 while attending an investment banking meeting in Beverly Hills, and I was up in the San Francisco Bay Area at the time. The only flight there had one coach seat left. Being a muscular 265 lbs at the time, wearing an expensive Italian suit and having a completely different ego and demeanor than I have today, I was quite grumpy about it.

While heading to the very back of the plane, I was somewhat surprised to hear a familiar voice behind a newspaper talking to someone. That someone was no other than Bill Gates.

I asked him what he was doing back here. He answered, "This is how I get to know people." It suddenly clicked; sound advice from one of the world's richest men who made Microsoft into what it is today. That meeting had a big influence on me, and I took my seat in coach to reflect on how true what he said was and, more importantly, why it was so important to his success. He knew the value of knowing what people want by actually hearing about them and their life, not by a perception created from his own ideas.

When I arrived at my meeting at The Beverly Hills Hilton to finance a high-end hotel, a golf course and a housing project to be designed by Brian Adler, designer of Beverly Park in Beverly Hills, guess who was sitting right next to me? Bill Gates. Well, Bill lives there today in Palm Springs. The kicker is that Breakthrough Energy Catalyst , a fund that he backs, now owns the majority of Hilton.

Another influencing factor in who I am today comes from a time when I consulted Steve Jobs briefly and came to find out a few things. Steve Jobs is likely the most credited person of his time with bringing many new ideas and inventions to market, yet this didn't happen through luck. It came from his time getting to know his customers. My understanding is that he did customer service for Apple for three hours every day to get to know Apple's customers. He knew that he needed to understand the problems with Apple and to find out what people who may buy Apple products wanted. He then built what the customers asked for.

My own success and the stories of others are how I have become what I am today, and how I know that technology will never replace humans in understanding a business.

You only know what you allow yourself to learn

In conclusion, my mantra of "Know your customers and your business" is one that is probably shared by every successful business owner. You can't leave it all to machines; you need to learn for yourself what your customers and potential customers want.

Only those that fail to see the importance of every human involved in a business, whether potential or existing clients, junior or executive staff, by taking time to understand their roles and listen to their experiences will never be the best they can be. Never become too great to spend time in coach. You can either take it from me or from these other well-known characters that share this commonality, but this is a lesson that will serve you — and your business — well.

This article, written by Brent Ritz , appeared first on Entrepreneur .

Employee Retention: How to keep your best talent all year round

Fri, 19 May 2023 17:22:32 GMT

In 2019, January 31 was the most popular day to quit your job. In 2022, it was January 21. With all the layoffs in the tech industry, who knows if that end-of-January voluntary rush would continue in 2023? If your employees were going to jump ship, they would be gone by now. So you can relax because we’ve made it to February!
Ha ha ha, sorry, no.

If only employee retention were so easy. Here’s what you need to be doing all 12 months of the year to retain your employees. (And after all, since Gallup estimates that it costs anywhere from 50 percent of annual salary to 200 percent to replace people, this is the fiscally responsible thing to do.)

Even with the scary month of January ending, people are still looking for new jobs. You don’t have to sit back, though. Here’s what you can do to increase employee retention.

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Understanding what your employees want

Employees tend to be much more vocal about what they want and are much pickier than in the past. You’re unlikely to change that behavior, so embrace it. Flow of Work finds that 50-80 percent of employees are looking to move into more challenging roles–either immediately or in the near future.

If people don’t see a path up, they will start to look for a path out. Once you understand this principle, you’re on the path to employee retention. Think about the things that your business should be doing.

Helping employees set career goals . You make goals for your employees' current jobs each year as part of your performance appraisal process, but you need to do more. You need to talk about career paths for them as well.

Small businesses often struggle with this as there isn’t a defined path like there can be in a large multinational. But there are things you can do to help determine career pathways for your employees. Think about increased responsibilities, cross-training, and growing the business in general.

Train your managers . So many companies assume managers know how to manage. In reality, managing is a very different skill set from being an individual contributor. Make sure your managers have training on how to manage–including how to have meaningful career conversations.

Sometimes employees are hesitant to bring up skill gaps they may have or career plans with their boss for fear of a punitive response. Ensure your managers know how to have these conversations and that employees feel comfortable having them.

Make internal movement safe . Do you require an employee’s current manager to approve a move to a new position? Or worse, do you need an employee’s current manager to approve before an employee can apply for an internal job? Stop these things.

Of course, you want continuity and don’t want managers to be left without employees as people transfer. However, if you make it challenging to move internally, people will just look outside your company. In that case, you’ll be lucky to get two weeks’ notice, and the current manager gets absolutely no say in the matter.

You don’t want managers to hold back valuable employees. You want people to move onward and upward. It keeps the employees engaged and happy, and they, in turn, will help make your business profitable.

Provide coaching to your employees . Do you ever feel like you’re winging your own career while everyone else seems to know what they are doing? Well, everyone (almost everyone) feels like they are winging it. They don’t have to. You can implement career coaching to help your employees succeed. And remember, it’s not just the high-potential employees that need help. The only reason Jane or John isn’t on your high-potential list may be that they need some coaching.

Imagine knowing your employee's career aspirations.

Just like talking about money is taboo, people tend not to speak with their bosses about what they want in a career. They simply look elsewhere if the current company can’t provide it. But what if you removed the taboos around this?

What if you not only talked about it, you spoke of people’s skills and could access the information about skills and aspirations? If you needed to fill a position and this position needed someone who could speak Thai, wouldn’t it be great to look and see if one of your current employees could speak Thai?

Substitute that for any skill.

If you have a list of available skills, you also have a list of skills you need to add. Then you can either use internal training, education reimbursement or focus your hiring to make sure you have the current skills you need for today and a skills-based pipeline for tomorrow.

This, of course, requires time and digital solutions to pull the data together. This form of people analytics can make a real difference in your business.

Having managers work with employees and combine that with the proper tools, you’ll see a great benefit to your company.

How can you do that?

Flow of Work Co is a talent insights and opportunity marketplace that connects the skills and aspirations of your employees to internal opportunities like learning, projects, and roles to help them learn, grow and stay with your company.

Find out more and book a demo .

This article, written by Suzanne Lucas, appeared first on Flow of Work Co .

50% of people have quit because of a bad manager—here are the 10 boss behaviors workers hate most

Thu, 18 May 2023 20:45:51 GMT

Wilhelmina Slater, a character on the popular TV show Ugly Betty, fits the description of a toxic boss as she’ll willingly sabotage the careers of those who work for her in order to get what she wants. David Giesbrecht | Disney ABC Television Group | Getty Images

It’s a common adage that people leave managers, not companies. Many employees have found themselves in this situation at some point: the projects are engaging and your coworkers are great, but your relationship with your boss leaves you longing for 5 p.m.

A Gallup study of more than 7,000 U.S. adults found that 50 percent of people leave a job to get away from their manager in order to improve their overall life at some point in their career. The same study found that for most workers, managers fall somewhat short when it comes to developing their employees’ strengths, providing consistent feedback and establishing clear performance goals.

But workers also often deal with far more toxic behavior from their bosses than those three issues — and when that happens, it sends them running to job sites immediately.

So what manager behaviors provoke the ire of employees most?

The cardinal sin, according to their subordinates, is playing favorites. That’s according to a survey of more than 800 employees conducted by Signs.com , a company that creates customized signage and presentation materials. While 82 percent of men deemed this habit unacceptable, women took greater offense, with 92 percent calling it out (likely because they more frequently experience latent and explicit discrimination at work that keeps them on the outside of such privileged circles.)

Most unacceptable manager behaviors

Women

Source: Signs.com

Men

Workers were also keen to leave bullying in the schoolyard. Bosses who made informal threats to fire employees were deemed just as bad as those who selected favorites by men, with 82 percent saying this habit was unacceptable. Slightly more woman, 84 percent, agreed.

Bosses who abuse their position to gain monetary or sexual rewards are also deeply disliked. Almost 80 percent of men and 85 percent of women disapproved of managers who used the company expense accounts to pay for non-work personal expenses.

More than 80 percent of men and women felt any romantic advances a manager made toward colleagues was unacceptable — perhaps a sign that movements like #MeToo are causing all workers to reflect on how workplace power dynamics can influence sexual misconduct .

Perhaps a little shocking, though, was that women still rated bosses’ romantic advances more acceptable than other behaviors, such as mentioning an employee’s poor job performance in front of their other coworkers or taking credit for others’ work.

Time management was another problem area for managers. Those with packed schedules or who are prone to overrun set meeting times might want to build in some extra wiggle room. Three-quarters of men and 81 percent of women objected to their bosses canceling meetings on short notice, and general tardiness upset 77 percent of men and 79 percent of women, maybe because such habits signal that employee’s time and input aren’t priorities.

Slightly less offensive behaviors concerned choices typically made by managers outside office hours, such as their general hygiene and alcohol usage.

This article, written by Kerri Anne Renzulli , appeared first on CNBC Make It .

Should I tell a job recruiter about a prior felony before being asked? Ask HR

Wed, 17 May 2023 19:03:34 GMT

Question: I was convicted of a felony nine years ago related to something I did when drunk. Since then, I have gone to treatment, been sober, and straightened my life out. I was contacted by a recruiter this week and now have an interview with an excellent prospective employer. I know that if asked, I must disclose. However, should I declare this to the recruiter or anyone at the company before they ask? If so, when should I do it? – Lindsay

Answer: You raise a valid concern about being asked to disclose the conviction to the recruiter or the prospective employer and whether you should inform the employer prior to them asking. I want to help put your mind at ease and share information on what stage of the hiring process an employer can inquire about your criminal history. A prospective employer should not typically ask you about your criminal record unless it pertains to your job and after rendering a conditional offer. For instance, asking about your DUI would be appropriate if you applied to be a driver.

While there is no federal prohibition for an employer to ask applicants about criminal history, the Equal Employment Opportunity Commission, a federal agency, provides general guidance recommending employers not to inquire about convictions on job applications. If an employer does ask, it should be job-related and consistent with business necessity.

A prospective employer should not typically ask you about your criminal record unless it pertains to your job and after rendering a conditional offer, Johnny Taylor Jr. says. Shutterstock

Additionally, several state laws and local ordinances limit the use of arrest and conviction records by prospective employers. Commonly referred to as ban-the-box laws, these restrictions prohibit the employer from asking an applicant any questions about criminal records on the employment application or early in the screening process. Recruiters and management should be well-informed about these restrictions and refrain from asking about them during the application and interview screening stages.

Though you might not be required to disclose it, you may want to volunteer the conviction to the recruiter during the initial interview. Being forthright and honest about what occurred and how you responded to it can be viewed by an employer as honorable and candid. Consequently, this may impact favorably on how the employer perceives you. If the prospective employer were to find out about the conviction via a background check, they would only see the conviction, not the human story behind it. They would only know who you were, not the journey to who you are today. Disclosure allows you to control the narrative. Perhaps most importantly, going nine years without incident demonstrates your ability to live and work responsibly.

Hopefully, this insight gives you some confidence and direction as you approach your interview to showcase the person you are today.

I have attended career fairs and have yet to get much out of them. I often have a lot of awkward interactions with recruiters and representatives. Expectations of what to bring can vary greatly, as well as the type of industries represented. How can I improve my experience and results at career fairs? – Andre

There’s more than one way to improve your experience and succeed at a career fair. First, consider your interests. If your desired industry is present, research the career fair in advance for what to bring. If it is unclear what to bring, an updated resume, business card, and/or portfolio (depending on your career field) are usually the most common.

Next, create an elevator pitch – this is simply a short and compelling description of your related experience and what you are looking for in your next job opportunity. Research companies you are interested in and identify some connection points where you and the company can potentially align. Suppose a recruiter doesn’t feel you have genuine interest or enthusiasm for the company or job. In that case, it will be an awkward conversation because neither party knows what the other wants out of the interaction. Through your research, you can develop your answers to recruiter questions you will likely receive.

Communication is where you can take an all-too-common conversation to a shining moment. If you want a recruiter to remember you, make a connection. It must be honest and genuine, but you can also engage in the things linking you to someone else, such as a shared college or former employer, or shared values, such as common interest in their company.

The connection will foster engagement and leave a memorable impression. Be prepared to ask the recruiter insightful questions and provide thoughtful responses to information. Prioritize building your network.

Keep notes on the people you speak with and follow up with them. Personalizing your contact by calling back to a conversation or shared connection can help you reconnect and engage more readily. Follow up with LinkedIn requests for businesses and individuals. You can also email the hiring manager and recruiter after an event to thank them and remind them of a memorable topic or point in your conversation.

This article, written by Johnny C. Taylor Jr., appeared first on USA Today .

A Simple Intervention That Can Reduce Turnover

Tue, 16 May 2023 19:27:21 GMT

Work can be hard, but it shouldn’t be hard all the time. New research co-authored by Wharton’s Maurice Schweitzer shows that overloading workers with too many difficult tasks in a row makes them more likely to quit.

Adobe Stock

Managers who want to keep employees from quitting should consider reordering their tasks, according to a new paper co-authored by Wharton management professor Maurice Schweitzer .

In the largest field study of its kind, Schweitzer and his colleagues found that people are far more likely to quit when given too many difficult assignments in a row, compared with a workflow that is balanced out with easier tasks. Breaking up long streaks of challenging assignments may be one of the simplest ways that managers can reduce employee burnout and boost retention.

“Retaining and motivating people is really hard, and there is always difficult work to be done. The insight from this research is that we don’t want to load it all at once,” Schweitzer said. “We do better when we break it up. It shouldn’t be the case where we have one horrible day and get it all over with. Lining up a bunch of difficult things in a row is exhausting and demotivating.”

The paper , which was published in the Proceedings of the National Academy of Sciences , was co-authored by Polly Kang , a recent graduate of the Wharton doctoral program, and David P. Daniels , a professor of management and organization at NUS Business School at the National University of Singapore.

The authors analyzed nearly 2 million text conversations over five years between 14,383 trained volunteers at a crisis hotline and the people who reached out to them for help. The text conversations, which were randomly assigned to the volunteers, varied in their intensity, with suicide prevention as the hardest kind of conversation.

While the content of the conversations influenced the quit rate of volunteers, the data revealed that the order of the conversations mattered even more. Volunteers who experienced long streaks of hard conversations were 22% to 110% more likely to quit.

Conversely, breaking up these hard streaks by reassigning tasks to different volunteers would “reduce volunteer quitting rates by 22%, boosting prosocial behavior and likely saving lives,” the authors wrote in the paper.

“We actually don’t know as much about quitting as we’d like to,” Schweitzer said. “The broad question is, when do people quit and when do they persist? Is there something about the nature of the work that matters? What’s interesting to me is that there is this relatively simple intervention that could dramatically reduce quitting.”

The authors noted that the results would likely translate to many contexts across different professions and industries.

“There are so many contexts in which quitting is a very common problem. If we could just reduce turnover, it would improve the efficiency of an organization so much,”

Schweitzer said. “When organizations think about efficiency, they think about the workflow and using the physical space as efficiently as possible when, in fact, it’s the experience of the people that’s so important.”

Peaks and Streaks

In addition to offering practical guidance for managers and policymakers who want to reduce turnover and boost retention, the study makes an important theoretical contribution to psychology and behavioral science. The scholars tested the validity of a cognitive bias known as the peak-end rule, which states that when people reflect on a past experience, they tend to overweight the most extreme moment (the peak) and the most recent moment (the end) while neglecting everything else. For example, an airline passenger will often remember a flight as bad if it involved a single extremely unpleasant moment, such as a few seconds of very rough turbulence, even if the flight was good overall — an on-time departure and arrival, smooth landing, and excellent in-flight service.

The study extends the peak-end rule by showing how it can manifest when people evaluate a sequence of discrete events. Based on their findings, the authors propose what they call the streak-end rule: When people evaluate a sequence of past events, they disproportionately focus on “streaks” (long streaks of similar events in a row) and on “ends” (the most recent event). In the specific context of crisis counselors, harder tasks will lead to disproportionately more quitting if they arrive in long streaks or if they were the most recent task.

“That’s the big idea,” Schweitzer said. “It’s not that people are doing less work or less significant work, it’s the sequence in which they are doing it.”

The study also found a flipside effect in which long streaks of relatively easier tasks made people less likely to quit, although these causal effects weren’t as large.

Schweitzer noted the natural tendency for managers to turn to the same reliable employees over and over again to get things done, especially on a deadline. But he urged those bosses to throw some lighter duties into the mix to prevent burnout and bitter feelings.

“Counterintuitively, adding a bit of extra work — specifically, adding easier assignments — can keep workers more motivated, by preventing streaks of hard tasks from being created,” he said.

Preventing Burnout

The idea for the study began with a visit from the crisis counseling organization, which was participating in a conference at Wharton. Schweitzer said the organization had a treasure trove of data and hoped it could be used to figure out why quitting rates among volunteers were so high.

But Schweitzer said that their results have implications for many kinds of workers, beyond volunteers. For example, nurses are a group in which burnout and turnover are common. Nurses perform both harder tasks, like providing critical care to high-risk patients, and easier tasks, like providing care to low-risk patients who are in stable condition. However, if hospitals reprogrammed their scheduling software to avoid assigning streaks of harder tasks to any one individual nurse — either by reordering patient appointments or by reassigning nurses to help different patients — it’s likely that burnout and turnover would drop substantially.

“It’s so costly to attract and retain workers that this would pay for itself quickly,” Schweitzer said. “This kind of software change would be easy to implement in a hospital.”

Even without the help of software, there are things managers can do to be more mindful of burnout.

“Rather than making Monday about five difficult Zoom conversations, we want to spread things out and have things that are less difficult interspersed with things that are more taxing,” he said. “That will sustain us and give us an overall better experience and more favorable impression of our work. We should recognize that people do need these breaks.”

This article, written by Angie Basiouny, appeared first on Knowledge at Wharton .

Employee Appreciation Day: Why Not Celebrate All Year?

Mon, 15 May 2023 20:53:56 GMT

How often does your organization acknowledge team members who deserve recognition? Certainly, Employee Appreciation Day is an ideal opportunity to thank everyone . But an annual pat on the back isn’t nearly enough to move the meter on employee satisfaction, engagement, and retention.

So, what does effective recognition actually look like, and how can Employee Appreciation Day help? According to today’s #WorkTrends podcast guest, companies that get recognition right treat it as an ongoing conversation where everyone is invited to participate.

Makes sense. But what kind of impact can employers expect? The numbers are impressive. For example, research shows that when we regularly acknowledge employees, they’re 90% more likely to be happier at work. They’re also 70% less likely to burn out. And they’re 60% more likely to stay onboard. To find out more about what’s driving these outcomes, tune in now…

Adobe Stock

Meet Our Guest: Derek Irvine

Had a blast discussing this topic with Derek Irvine , SVP of Strategy and Consulting Services at Workhuman ! Derek is a foremost expert on recognition and the human side of business. I can’t think of anyone who’s better qualified to help us understand how to make each day feel like Employee Appreciation Day. So please join us as we dig deeper:

Why Appreciation Matters

Welcome, Derek! You’ve studied employee appreciation for years. What does science tell us about its value?

"Actually, appreciation is like a natural medicine. When someone sincerely thanks us at work, it releases happy hormones. It boosts our health and wellbeing. So in a way, Employee Appreciation Day is like a wellness day.

Unfortunately, however, research says 80% of people aren’t appreciated enough. This means they’re more likely to become disengaged or quit. So this is important. But it’s soething we can fix."

Factors That Support Appreciation

How does Workhuman honor Employee Appreciation Day?

"Of course, we acknowledge all of our employees and celebrate as a team. But for us, every day is Employee Appreciation Day. So we’re committed to a continuous dialogue. And our reward strategy is built on three foundational blocks:

Fair Pay : People need to feel appropriately compensated for their contribution.
Ownership : We aren’t a public company, but everyone has a real stake in the company’s success.
Recognition : These are the spontaneous moments when we acknowledge people for reaching a milestone or supporting our values.

Appreciation as a Cultural Priority

Spontaneous. I love that word. What other steps can companies take to build a culture of recognition?

"In addition to being spontaneous, it’s also important to be intentional. Because most people I talk to agree that they should show more appreciation. And then, other priorities take over, so taking the time to say “thank you” constantly falls from the top of their to-do list.

You’ll want to put a drumbeat in place to be sure this intention won’t slip off of your agenda."

Getting Started

What would you say organizations should do to make Employee Appreciation Day more meaningful for everyone?

"Well, it could be a great day to launch your all-year initiatives. So maybe you could recognize people at a special gathering. But then also announce your commitment to change your organization’s habits and explain how you intend to create a culture based on ongoing recognition.

That’s my top recommendation because it will help your organization pivot in a more positive trajectory, and it will have a lasting impact."

Tools That Enhance Appreciation

How can technology help employers make recognition work better?

"Using technology to thank people may seem odd. But it can help in several ways.

It can provide a nudge that reminds managers to reach out to people at specific times. But beyond that, with a platform like ours, you’ll create a fantastic repository of all the human connection stories that are happening in your organization.

You also have a huge data pool you can use to understand your culture better. For example, you can ask: What words are people using? What skills are being celebrated? Are particular leaders being recognized for skills we hadn’t seen? Are there dark spots in the organization where people aren’t being thanked at all?

Insights like these can be a powerful way to enhance your work culture with more intention…"

For more insights from Derek about why and how to make every day feel like Employee Appreciation Day, listen to this full podcast episode. And be sure to subscribe to the #WorkTrends Podcast on Apple Podcasts or Stitcher .

Also, to continue this conversation on social media anytime, follow our #WorkTrends hashtag on Twitter , LinkedIn , and Instagram .

This article, written by Meghan M. Biro , appeared first on TalentCulture .

Paid time off is not part of workers' 'salary,' U.S. court rules

Fri, 12 May 2023 17:37:12 GMT

Reuters , Hannah Beier

March 15 (Reuters) - Paid time off that workers accumulate is not a part of their salary under U.S. wage law, meaning employers can take away paid leave when salaried workers do not meet productivity quotas, a federal appeals court ruled on Wednesday.

A three-judge panel of the Philadelphia-based 3rd U.S. Circuit Court of Appeals unanimously ruled that Bayada Home Health Care Inc did not violate federal wage law by docking salaried employees' paid time off, or PTO, when they did not work required weekly hours.

The case marked the first time that a U.S. appeals court was asked whether paid time off counts as part of an employee's salary. The question is important because salaried workers can become eligible for overtime pay if employers make deductions from their wages.

The 3rd Circuit panel said that while a salary is a fixed amount of compensation paid out at regular intervals, paid time off is a fringe benefit that has no effect on a worker's wages and can be paid irregularly, such as when an employee leaves a company.

New Jersey-based Bayada operates in 23 states and has about 28,000 employees. The company's lawyers did not immediately respond to a request for comment. Nor did lawyers for the plaintiffs.

A group of Bayada employees, including nurses, physical therapists and social workers, sued the company in Scranton, Pennsylvania federal court in 2016.

They said that because Bayada deducted PTO when employees did not reach a weekly productivity quota, they were paid based on how much they worked and were not salaried employees exempt from overtime pay under the federal Fair Labor Standards Act.

Wednesday's ruling affirmed a federal judge's 2021 decision that granted summary judgment to Bayada.

The 3rd Circuit panel included Circuit Judges Michael Chagares and Anthony Scirica.

The case is Higgins v. Bayada Home Health Care Inc, 3rd U.S. Circuit Court of Appeals, No. 21-3286.

For the plaintiffs: Teresa Becvar of Stephan Zouras

For Bayada: Thomas Collins of Buchanan Ingersoll & Rooney

Our Standards: The Thomson Reuters Trust Principles.

This article, written by Daniel Wiessner , appeared first on Reuters .

Full-time office work is ‘dead’: 3 labor experts weigh in on the future of remote work

Thu, 11 May 2023 19:33:38 GMT

Morsa Images | Digitalvision | Getty Images

The pandemic-era trend of working from home remains a key feature of the U.S. job market — and is likely to stay entrenched as a permanent perk for a broad swath of the American workforce, according to labor economists.

The pre-pandemic baseline of going into an office five days a week “is dead” for many workers, said Nick Bunker, an economist at job site Indeed.

“Remote work is here to stay,” Bunker said.

Workers and companies see benefits of remote work

In 2019, about 5% of full-time work was done from home. The share ballooned to more than 60% in April and May 2020, in the early days of the Covid-19 pandemic, said Nicholas Bloom, an economist at Stanford University who has researched remote work for two decades.

That’s the equivalent to almost 40 years of pre-pandemic growth virtually overnight, his research shows.

The share of remote work has steadily declined (to about 27% today) but is likely to stabilize around 25% — a fivefold increase relative to 2019, Bloom said.

“That’s huge,” he said. “It’s almost impossible to find anything in economics that changes at such speed, that goes up by 500%.”

Initially, remote work was seen as a necessary measure to contain the spread of the virus. Technological advances — such as videoconferencing and high-speed internet — made the arrangement possible for many workers.

Both employees and companies subsequently discovered benefits beyond an immediate health impact, economists said.

Employees most enjoy having a reduced commute, spending less time getting ready for work and a having a flexible schedule that more easily allows for doctor visits and picking up kids from school, Bloom said.

Some workers have shown they’re reluctant to relinquish those perks. Companies such as Amazon and Starbucks , for example, recently faced a backlash from employees after announcing stricter return-to-office policies.

Employers enjoy higher employee retention and can recruit from a broader pool of applicants, said Julia Pollak, chief economist at ZipRecruiter. They can save money on office space, by recruiting from lower-cost areas of the country or by raising wages at a slower pace due to workers’ perceived value of the work-at-home benefit, she said.

For example, job seekers polled by ZipRecruiter say they’d be prepared to take a 14% pay cut to work remotely, on average. The figure skews higher — to about 20% — for parents with young children.

Twitter recently shut its Seattle offices as a cost-cutting measure and told employees to work from home, a reversal from an earlier position that employees work at least 40 hours a week in the office.

“The benefits for employers are pretty substantial,” Pollak said.

Hybrid work model is a ‘win-win’

Momo Productions | Digitalvision | Getty Images

Most companies have turned to a “hybrid” model, with a work week split between maybe two days from home and three in the office, economists said.

That arrangement has yielded a slight boost in average worker productivity, Bloom said. For one, the average person saves 70 minutes a day commuting; roughly 30 minutes of that time savings is spent working more, he said.

“Hybrid is pretty much a win-win,” Bloom said.

About 39% of new hires have jobs with a hybrid work arrangement, while 18% of new jobs are fully remote, according to ZipRecruiter. Both shares are up relative to their pre-pandemic levels (28% and 12%, respectively).

“It’s still an evolving trend, but the movement is very much toward increased remote work,” Pollak said.

Of course, not all workers have the option to work remotely. About 37% of jobs in the U.S. can plausibly be done entirely at home, according to a 2020 study by Jonathan Dingel and Brent Neiman, economists at the University of Chicago.

There are large variations by occupation and geography. For example, jobs in retail, transportation, hospitality and food services are far less likely than those in technology, finance, and professional and business services to offer work-from-home arrangements.

Remote work may endure even in a recession

Not everyone agrees that the benefits of working from home outweigh costs.

Evidence suggests employee mentoring, innovation and company culture may suffer if jobs are fully remote, Bloom said. Workers cite face-to-face collaboration, socializing and better work-life balance as top benefits of in-office work, his research finds.

Companies that are fully remote often have in-person gatherings or retreats as a way to build company culture, Bloom said.

Workers have enjoyed a high degree of bargaining power due to a hot labor market characterized by low unemployment and ample job openings. If the economy cools and their bargaining power dissipates, it’s unclear whether some employers would introduce stricter work-from-home policies, economists said.

For one, employers may see remote work as a useful way to trim labor costs in the face of recession, Bunker said. The more likely scenario is on the margin: perhaps three or four days in the office instead of one or two, he said.

The technology sector is a useful indicator, he said. Tech job postings have fallen this year amid industry struggles, but the share of Indeed job ads offering a remote work benefit has remained constant, Bunker said.

“It’s been quite sticky in the face of hiring pullbacks,” he said.

This article, written by Greg Iacurci , appeared first on CNBC .

The Importance of Effective Communication in Hybrid Work

Wed, 10 May 2023 20:38:36 GMT

Clear communication is crucial for the success of hybrid work.

Ivan Samkov, Pexels

As companies continue to navigate the ever-evolving landscape of work, the hybrid workplace model has emerged as a popular solution. This model allows for a combination of remote and in-person work, giving employees the flexibility to work from anywhere while still maintaining the benefits of working in an office environment. However, for this model to be successful, it is essential that companies communicate effectively about their hybrid workplace policies to their staff.

Recent Survey

According to a recent survey conducted by Fishbowl, in which just under 7,300 professionals were surveyed, it’s a near-even split: 50.8 percent of professionals understand their company’s hybrid work plan, and 49.2 percent do not. This suggests that there may be a significant number of employees who are uncertain about the specifics of their company's approach to hybrid work.

One example is a mid-size IT services company that implemented a hybrid workplace model without clearly communicating the expectations and guidelines to their employees. As a result, many employees felt uncertain about when and where they were expected to work, leading to confusion and decreased productivity . The company ultimately had to spend valuable time and resources re-communicating the policies and re-training employees, causing a major setback in their transition to a hybrid workplace model.

Another example is a large financial services company that made the decision to transition to a hybrid workplace model without taking into account the diverse needs and preferences of its employees. The company's one-size-fits-all approach led to frustration among employees and ultimately resulted in high turnover rates and a decrease in employee satisfaction.

In both of these cases, the lack of clear communication about the hybrid workplace model led to negative consequences for the companies and their employees. However, by taking the time to effectively communicate expectations and guidelines, companies can avoid these issues and instead reap the benefits of a hybrid workplace model.

Guidelines and Resources

Effective communication about a hybrid workplace model involves clearly outlining the expectations and guidelines for employees, as well as providing the necessary resources and support for them to succeed in this new work arrangement. This includes providing clear guidelines for when and where employees are expected to work, as well as any rules and regulations that must be followed. It also means providing employees with the necessary tools and resources to work remotely, such as access to secure networks and collaboration software.

Cognitive biases can also play a role in how companies communicate about their hybrid workplace model and how employees interpret and respond to that communication. For example, the illusion of transparency can lead companies to assume that employees will automatically understand and adapt to a new hybrid workplace model without clearly communicating the expectations and guidelines. Confirmation bias can also lead companies to only seek out information that confirms their existing beliefs about the hybrid workplace model, rather than experimenting with various options and choosing one that fits their needs most effectively.

It is important for leaders to be aware of these cognitive biases and to make a conscious effort to overcome them when communicating about a hybrid workplace model. This includes being open to feedback and perspectives from employees and being willing to make adjustments as needed.

The success of a hybrid workplace model depends heavily on clear and effective communication. By taking the time to clearly outline expectations and guidelines, provide necessary resources, and be aware of cognitive biases, companies can ensure that their employees feel supported and empowered in this new work arrangement. As the survey conducted by Fishbowl shows, many companies still have a long way to go in effectively communicating about their hybrid workplace model.

This article, written by Michelle Quirk , appeared first on Psychology Today .

Even in small businesses, minimum wage hikes don't cause job losses, study finds

Tue, 09 May 2023 21:16:43 GMT

Many small businesses fear that higher minimum wages will force them to lose profits or cut jobs. But new research co-authored at UC Berkeley finds that costs can be passed to customers with little impact on business — and considerable benefit for workers. Alamy

Restaurants, retail stores and other small businesses, long thought to be vulnerable to increases in the minimum wage, generally do not cut jobs and may actually benefit when governments raise minimum pay, according to a new study co-authored at UC Berkeley.

The prevailing wisdom among many business owners and policymakers is that when the minimum wage rises, smaller low- wage employers suffer more from higher labor costs and are more likely to cut jobs. But the groundbreaking new study, co-authored by Berkeley economist Michael Reich, found that small businesses can pass the costs on to consumers with little negative impact.

"A minimum wage increase doesn't kill jobs," said Reich, chair of UC Berkeley's Center on Wage and Employment Dynamics (CWED). "It kills job vacancies, not jobs. The higher wage makes it easier to recruit workers and retain them. Turnover rates go down. Other research shows that those workers are likely to be a little more productive, as well."

The federal minimum wage has been $7.25 an hour since 2009, but California and dozens of state and local governments in recent years have raised their minimum to $15.50 or more.

The new working paper is the first ever to examine the impact of higher minimum wages on small, low-wage businesses, a sector that includes restaurants, grocery and retail stores , and child care operations. It's the second recent study by Reich and co-authors that challenges the conventional wisdom on minimum wages.

A working paper released last fall and revised in December found that $15-an-hour and higher minimum wages in California and other states and cities gave employees more financial security without causing their employers to cut jobs. (An updated version of that paper will be released in coming weeks, Reich said.)

Business groups have long warned that teen workers would be the most likely to lose their jobs when employers confronted higher minimum wages. But Reich and his colleagues found that higher wages often allowed teenage employees to work a little less and study more.

The findings have dramatic implications for public policy: Most obviously, higher wages reduce poverty and financial insecurity. But, Reich said, governments currently spend millions of dollars every year on tax breaks for businesses confronted with government-approved minimum wage hikes. Those expenses may be unnecessary, he said.

Conventional business wisdom lags behind research insights

UC Berkeley is globally influential in the field of labor economics and a leading producer of research on the minimum wage in the U.S. and other countries. Reich has written extensively on the topic.

Such research has been repeatedly verified and now is widely accepted in economics. Still, for opponents, it seems only common sense that when employers face higher wage costs, they will employ fewer workers.

"We worked on this new paper because we continually heard that small businesses are especially vulnerable to higher minimum wages," Reich said in an interview yesterday. "I heard that from a prominent member of the U.S. House of Representatives when I testified at a hearing in 2019. I've heard it from the National Federation of Independent Businesses many, many times. For some people it's a given—but it's not supported by the evidence."

Reich's latest paper, co-authored with Belgian economist Jesse Wursten, carried that inquiry into small, medium and large U.S. businesses that comprise the low-wage economy. Restaurants, grocery stores and general merchandise stores account for 36% of all minimum-wage employment.

The researchers used state-of-the art statistical methods and 30 years of employer-provided data from the U.S. Census to understand how some 550 changes in state and federal minimum wages between 1990 and 2019 played out in the labor market .

It's counterintuitive, but higher wages benefit almost everyone

When employers hear that minimum wages are going up, Reich explained, they tend to imagine the impact only on their own businesses. They wonder how they can absorb higher costs without cutting staff or losing profit.

"I say to them, 'Look, your industry will respond very differently compared to what your individual firm can do,'" Reich added. "'If everyone in the industry faces the same shocks and costs, not just you, then the market response might be a modest price increase.'"

Indeed, some restaurants pass on the higher costs to consumers—and the small price increases are not enough to drive consumers away, Reich said. The owners benefit further because higher wages mean less turnover, as well as less advertising and training for new workers. In the end, their profits are not harmed.

"The net effect," Reich said, "is a transfer of income from consumers, who are able to pay a bit more, to the workers."

The authors found that among all businesses and workers studied, higher minimum wages led to lower employment only among high school-age workers in small businesses .

But that cuts two ways, Reich said. While employment in that sector fell, teens overall earned more—so they could work less and study more. The study cites other recent research that, among students of low socio-economic status, a 10% increase in the minimum wage reduces the high school dropout rate by about 10%.

Reich's paper found that the effects are amplified by the growing availability of college financial aid programs that reward high school students for strong academic performance.

So in the market at large, Reich said, there are now more incentives for adolescents to focus on studies.

"Given the many benefits of educational attainment," the authors write, "the long term impact on teens substituting time studying for time working in the labor market should be considered a benefit, not a cost, of minimum wage policies."

This article, written by Edward Lempinen, appeared first on Phys.org .

Why Embracing Your Unique Strengths and Talents Will Lead to Success

Mon, 08 May 2023 21:14:46 GMT

By identifying and developing one's strengths, aligning with passions, cultivating a growth mindset and positively impacting the world, individuals can unlock their full potential and create a life of abundance, passion and fulfillment.

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You are capable of achieving greatness , and it all starts with embracing your unique strengths and talents. Throughout history, many successful individuals have leveraged their strengths to achieve incredible success and make a difference in the world. In this article, we will explore the science behind embracing your strengths and provide inspiring examples of individuals who have used their strengths to achieve greatness.

The first step to unlocking your full potential is to identify your strengths. What are you naturally good at? What brings you joy and fulfillment? By focusing on your strengths, you can achieve greater success and positively impact the world. Additionally, research has shown that individuals who use their strengths are happier and more satisfied with their lives.

Once you have identified your strengths, the next step is to develop them relentlessly. Practice and dedication are essential to cultivating your skills and talents. Seek out opportunities that allow you to use your strengths and develop new ones.

Additionally, invest in education and training to hone your skills and stay up-to-date with industry trends.

The key to achieving greatness is to align your career with your passions. When you are passionate about your work, you are more likely to be successful and fulfilled. Find a career that allows you to use your unique strengths and pursue your passions relentlessly. Whether it's technology, media or entrepreneurship, pursue your passions relentlessly.

Another crucial component of embracing your strengths is surrounding yourself with supportive individuals who believe in you and your abilities. Seek mentors and peers who can guide and support as you pursue your goals. Additionally, build a strong network of contacts in your industry who can help you navigate career opportunities and challenges.

One inspiring example of someone who embraced their strengths is Oprah Winfrey . Winfrey leveraged her strengths in communication and empathy to become one of the most successful and influential media personalities in history. She used her platform to inspire and empower others, positively impacting the world.

Another example is Elon Musk , who has leveraged his strengths in innovation and problem-solving to create some of the most successful companies in history. From SpaceX to Tesla, Musk has used his unique talents to disrupt industries and change the world.

In addition to identifying your strengths and passions, it is essential to embrace a growth mindset . A growth mindset focuses on learning and development rather than fixed abilities. By adopting a growth mindset, you become more open to new opportunities and challenges, which can lead to more tremendous success and fulfillment in your personal and professional life.

Finally, embrace your unique strengths and talents and use them to impact the world positively. Share your talents with others and make a difference in their lives. When you use your strengths to help others, you not only create a fulfilling and meaningful life for yourself but also inspire others to do the same.

In conclusion, embracing your strengths is not just the key to success but the secret to creating a truly extraordinary life. By identifying your unique talents, cultivating your skills, aligning your career with your passions, and making a positive impact on the world, you can achieve greatness and financial success. Take inspiration from the examples of Oprah Winfrey, Elon Musk and other successful individuals, and let their stories motivate you to embrace your strengths and pursue your passions relentlessly. Remember, you have the power to achieve greatness, so embrace your strengths and let them guide you toward a life of abundance, passion and fulfillment.

This article, written by Brian H. Robb , appeared first on Entrepreneur .

How to Outpace Your Competitors During a Recession

Thu, 04 May 2023 16:59:34 GMT

Here's how you can use economic uncertainty as an opportunity to grow your business and stand out among your competitors.

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There's been a lot of debate about whether the U.S. is in a recession or not. The economic signals have been confusing at best — interest rates are rising, two banks have failed, and there have been many well-publicized layoffs at major tech companies.

However, the jobs report has been largely positive, and signs indicate that inflation is slowing. In short, whether or not we're headed for a recession is anyone's best guess.

But as a business owner, you can take steps to prepare ahead of time. By planning and acting strategically, you can use economic uncertainty as an opportunity to grow your business and stand out among your competitors.

Build up your cash reserves

A cash reserve is always important because it improves the financial stability of your business. But it's even more critical during a recession when your revenue and profits can suddenly drop, putting a strain on your cash flow.

Poor cash flow can make it difficult for your company to pay its bills, resulting in late fees and strained relationships. If the situation gets bad enough, you could even be forced to close your business altogether.

One of the best ways to improve your cash flow is by watching your spending. Look at your budget, and identify any areas that can be reduced or eliminated. You can negotiate your contracts with suppliers and reduce any discretionary spending.

From there, focus on building up your cash reserves, especially your emergency savings. You can also consider taking out a line of credit as an additional cash reserve. With a line of credit, you can draw from it on an as-needed basis but only have to repay what you actually borrowed.

Invest in technology

Next, look for ways to increase your operational efficiency by investing in technology . The right technology can help you improve your internal processes and better serve your customers.

For example, self-service chatbots allow you to keep in constant contact with your customers, even when your sales team isn't available. Investing in analytics can help you identify what's working and what isn't, so you can make data-driven decisions about your business.

Investing in technology ensures that your business can continue to thrive during the recession . That way, when the economy does rebound, you're not starting over from zero.

You might think that making an investment of this caliber isn't worthwhile in poor economic times, but the savings you yield after you've implemented new technology could offset the cost of your financing and drive further revenue. With the right lender, you can use financing to cover the purchase and preserve cash flow.

Focus on customer retention

During a recession, you should double down on your customer retention efforts. Keeping a customer is always less expensive than acquiring a new one, so the majority of your efforts should be focused on keeping your current customers happy.

Make sure your customers are happy with the service you're currently providing them. Focus on quality above quantity — during an economic downturn, the worst thing you can do is sacrifice the quality of your products or services in the name of productivity.

Come up with a marketing strategy focused on customer retention. This might include offering discounts or implementing a loyalty program to reward repeat business.

Expand into new markets

Many people don't realize that recessions can be a great opportunity to expand your current business model. That's partly because there's less competition during a recession. Instead of looking to expand, most businesses will retreat and focus on survival above all else.

Layoffs are common during a recession, and businesses that are hiring will often lowball potential employees out of fear of spending money. That means you'll have more access to talented employees who can help move your business forward.

Unfortunately, some businesses will be forced to close their doors, which will create an opening in the market. Customers will be looking for new solutions to meet their needs, which allows you to step in.

Before you can successfully expand into a new market , you'll need to take some time to pay attention to shifting consumer demands. Over time, you'll find opportunities to offer additional products and services and expand your current customer base.

Focus on company culture

During a recession, most employees will start to feel worried about their jobs and financial security. That's why it's important to continue focusing on company culture. Your employees are your most important asset, and when they succeed, your business will succeed.

Look for ways to continue engaging your team and offer good pay and benefits. Not only will this create more loyalty among your current employees, but it will make your company more attractive to future job candidates.

Consider taking out a line of credit

Finally, it's a good idea to consider taking out a line of credit before you need it. During a recession, banks and credit unions tend to tighten their lending standards, so it's a good idea to secure the funds you need before your credit line is reduced.

A line of credit is a good option for businesses with fluctuating cash flow needs. It can help you fund new investment opportunities as they arise. For instance, if you plan to invest in new technology or additional inventory, a line of credit gives you access to the funds you need.

Even if you don't have any immediate plans to invest in your company, a line of credit can be used as an additional cash reserve for your business.

An economic downturn brings a lot of uncertainty, but there are opportunities to be found as well. Focus on staying visible in the marketplace and continually look for new opportunities to expand. This will put your company in a good position once the economy begins to recover.

This article, written by Joseph Camberato , appeared first on Entrepreneur .

All income is taxable, including gig economy and tip income

Wed, 03 May 2023 19:27:37 GMT

It's important for taxpayers to file a federal tax return that has a complete and correct reporting of their income – which may mean including income from sources other than regular wages from an employer. Income from gig economy activities and tip income are two common sources of such income.

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Gig economy earnings are taxable

The gig economy is activity where people earn income providing on-demand work, services or goods, such as selling goods online, driving a car for deliveries or renting out property. This income is often received through a digital platform like an app or website.

Taxpayers must report income earned from the gig economy on a tax return, even if the income is:

From part-time, temporary or side work.
Paid in any form, including cash, property, goods or digital assets
Not reported on an information return form like a Form 1099-K, 1099-MISC, W-2 or other income statement.

For more information taxpayers should visit the gig economy tax center page of IRS.gov.

Reporting service industry tips

People who work in restaurants, salons, hotels and similar service industries often receive tips for the customer service they provide. Tips are generally taxable income, and it's important for people working in these areas who regularly receive tips to understand the requirements on reporting tips.

Tips are optional cash or noncash payments customers make to employees.

Cash tips include those received directly from customers, electronically paid tips distributed to the employee by their employer and tips received from other employees under any tip-sharing arrangement. All cash tips must be reported to the employer, who must include them on the employee's Form W-2, Wage and Tax Statement .

Noncash tips are those of value received in any medium other than cash, such as: tickets, passes or other goods or commodities a customer gives the employee. Employees don't report noncash tips to their employer, but they must report the value of them on a tax return.

Any cash tips the employee didn't report to the employer must be reported separately on Form 4137, Social Security and Medicare Tax on Unreported Tip Income , to include as additional wages with their tax return. The employee must also pay the employee share of Social Security and Medicare tax owed on those tips.

Employees don't have to report tip amounts of less than $20 per month per employer. For larger amounts, employees must report tips to the employer by the 10th of the month following the month they received the tips.

The employee can use Form 4070, Employee's Report of Tips to Employer, available in Publication 1244, Employee's Daily Record of Tips and Report to Employer , or they can use an employer-provided form or other electronic system used by their employer.

This article appeared first on IRS.gov .

6 Tips for Making Your Employees Feel Valued

Tue, 02 May 2023 21:42:25 GMT

Every business leader dreams of having a company that runs like clockwork. One complete with the perfect team of highly dependable, timely and responsive, honest, and hard-working employees driven by the mission and goals of the organization. Such a vision may seem impossible for every business to reach. Yet, the key to creating such a dream team is to consider a simple question: What makes employees feel valued?

In today’s hyper-competitive business landscape, many employees have suffered from burnout, poor morale and productivity , and job dissatisfaction that has led to heightened employee turnover rates for many companies. When asked about how the pandemic has changed their feelings regarding work and life, over 50% of workers have said that they have questioned the value and purpose at work , along with expectations toward their employer.

While an employee engagement survey by Lattice has shown that the need to feel a sense of belonging is somewhat generational, others point out that employees are more likely to be engaged, productive, and dedicated to the growth of a company when they feel valued.

If you are looking to add more value and retain top talent, this article will discuss tips to make employees feel valued. This ultimately improves workflow and overall success from within.

1. Share Employee Stories

Employee stories have been found to be one of the most effective strategies for building an appealing work culture . By providing opportunities for employees to candidly share their work and experiences, you allow them to drive the narrative. Plus, it provides future candidates with a more interpersonal perspective on what it is like to work for the company.

Highlighting the work of employees also helps them establish a sense of identity in their work. It allows greater connections with co-workers, managers, and customers that form a positive work environment and culture. At the same time, sharing employee stories across media platforms organically builds a strong company brand identity. It also builds authenticity and connectivity with target audiences. Essentially creating a symbiotic relationship that leaders and employees alike highly value.

2. Give Regular, Constructive Feedback

A 2018 Harris Interactive Survey for Glassdoor found that “67% of employers believe that retention rates would be higher if candidates had a clearer picture of what to expect about working at a company before taking the job.” For employees, this often includes the expectation of management valuing communication and professional growth among its workforce.

Though recognition for your hard work feels good, people also want to know how to improve. Or, they want to know where they are falling short to know they are on the right track. Providing regular, constructive feedback each month is a great opportunity to speak one-on-one with employees and whole teams.

At the same time, while regular meetings with in-office and remote workers are a great way to deliver consistent feedback opportunities, leaders should also consider feedback sessions to discuss business strategies and performance or quarterly get-togethers to share new ideas and educational experiences.

3. Say “You Are Valued Here” with Corporate Gift Giving

While gift-giving during times of major achievement or professional (or personal) milestones is valued, employees feel greater respect and appreciation when they are thought of in other moments. Simple gestures can make an even greater impact during times of distress, providing employees with a sense of appreciation and care when they are out sick or on medical leave.

While a generic gift basket is always an option, you can also opt for more personalized care packages that will really make them feel treasured. Along with your wishes for a speedy recovery, companies like Spoonful of Comfort offer a variety of get-well specialty gift baskets that include delicious soups, desserts, and comforting items. They also allow you to create a customized gift basket or care package that fits the needs of your employee or corporate team .

4. Support Social Shoutouts and Events

Particularly in today’s common hybrid and remote work environments, employees often feel disconnected from their colleagues. In turn, it creates a disengaged team and fragmented culture. According to a recent study, companies only see 15% of employees being actively engaged , as the result of unhappiness and dissatisfaction in their work – that is, lack of recognition.

However, businesses with employees that are recognized for their dedication to company goals and consistent motivation in their work, deliver a 202% increase in performance outcomes . It is great to express appreciation for big accomplishments throughout the year. But also, giving praise for small contributions and achievements can be just as valuable to an employee.

5. Invite an Open Door Policy

Having an open-door policy is an effective way to encourage open communication and feedback. This also includes discussion about any questions, complaints, suggestions, and challenges employees are facing.

Former CEO of Xerox, Anne M. Mulcahy, once said, “Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”

You want to give them the opportunity to speak up at any time. Also, allow them to build a responsive, transparent, and trusting environment. At the same time, set certain parameters around the open-door policy. This way you value and respect everyone’s time. Additionally, managers actively listen to what their employees want to say.

6. Encourage Professional Growth

While you want to do your best to retain talent, employees should also feel free to expand their professional growth. Even if they move on to other green pastures in the future. Accomplishing this comes in many ways. They include educational incentive programs, a global benefits and rewards platform, or offering company training for career advancement. When they feel supported in their professional development, they are more likely to work hard for your company. Additionally, they gain valuable experiences along the way.

At the end of the day, ensuring your employees feel valued will build a culture of appreciation. Take the time to express your gratitude to your workforce and see what a difference it can make.

This article appeared first on Under30CEO .

More than 40% of interns are still unpaid—here’s the history of why that’s legal

Thu, 27 Apr 2023 17:40:21 GMT

For many young workers, an internship offers their first taste of the “real world,” and many interns take home a very real paycheck of $0.

According to a recent survey of 267 employers (including big-name companies such as Adidas, Dell and Wells Fargo) by the National Association of Colleges and Employers, the average hourly wage for paid interns in the summer of 2020 was $20.76 — an increase of $1.22 from the previous year and the highest rate ever measured.

But while competition at top employers may have led to good pay for some, a recent NACE survey of college students found more than 40% of interns surveyed said they were not paid.

Unpaid internships can be a controversial topic . Some argue they provide valuable exposure for young people trying to learn about an industry, while others critique the practice as an excuse to exploit free labor from young workers eager to get a foot in the door.

CNBC Make It spoke with experts to learn why unpaid internships exist — and why many feel these roles blur the line between opportunity and exploitation.

Legal precedence

The Fair Labor Standards Act , originally passed in 1938, requires for-profit employers and non-profit employers that generate $500,000 or more in business annually, to pay employees for their work.

This act was soon impacted by the 1947 Supreme Court case Walling v. Portland Terminal Company . At the time, the Portland Terminal Company offered an unpaid program for aspiring railroad brakemen that lasted for seven or eight days. When trainees sued the company, hoping to get paid, the case made it to the Supreme Court, which ultimately found participants did not need to be paid because they were “trainees” rather than employees, based on the court’s finding that “the trainee’s work does not expedite the railroad’s business, but may, and sometimes does, actually impede and retard it.”

This decision created a long-lasting precedent for the conditions under which it is legal for employers to not pay trainees and interns. Essentially, an organization does not need to pay an intern under the argument that the intern is receiving more benefit from the relationship than the organization.

View of the main entrance to the US Supreme Court Building at the intersection of First Street NE and Maryland Avenue, Washington DC, circa 1944. Alamy

As work has changed, so did the role that interns provide organizations.

“In the 1970s, internships became more common across various industries as the college population grew due to the inclusion of women and other groups,” says Joshua Kahn, NACE assistant director of research. “This expansion of the college population occurred during a tight job market, so unpaid internships became seen as a way to help get these folks some experience in lieu of a full-time, paying job.”

Over the next several decades, internships expanded among both for-profit and non-profit organizations.

“By 1992, about 17% of college students had participated in an internship, with that number increasing to about 50% by 2008. This year, in our most recent data, 75% of graduating seniors said they participated in some type of internship experience,” says Kahn.

Interns speak out

As internship programs grew in popularity, many interns began calling attention to pay issues.

In 2011, Eric Glatt and Alex Footman who worked on the award-winning film “Black Swan” as interns, filed a lawsuit against Fox Searchlight alleging the production company violated the Fair Labor Standards Act by not paying them for their work.

In 2013, U.S. District Judge William Pauley found the interns should have been paid . In a summary judgment Pauley wrote, “Searchlight received the benefits of [the interns’] unpaid work, which otherwise would have required paid employees.”

Fox appealed the decision and in 2015 , Second Circuit Judge John Walker found that rather than consider if the organization received a benefit from the work of an intern, “the proper question is whether the intern or the employer is the primary beneficiary of the relationship.”

In 2016, Glatt and Footman settled their case with 21st Century Fox . Those who interned on the movie were awarded various amounts ranging from $495 to $7,500, depending on their circumstances.

Following the suit, similar cases were brought against companies such as Condé Nast , NBCUniversal , Sony and Columbia Records , Viacom and Warner Music Group . Each company negotiated multimillion-dollar settlements with their former unpaid workers and now pay interns for their time.

CNBC Make It reached out to those companies but did not receive a response.

High-profile lawsuits have led to a steady decrease in the number of unpaid internships, says Kahn.

“I know there’s a big push on Capitol Hill to end unpaid internships for staffers in legislative offices, and that does seem to be moving the needle,” he adds.

One of those leading this push is Carlos Vera.

As a student at American University, Vera was an unpaid intern at the White House, the European Parliament and the House of Representatives. He took side jobs as a waiter and a barista to financially support himself.

“Coming from a working-class background, I couldn’t ask my parents for money. So what I did was I interned about 30 hours a week. I was taking a side job, working at 20 hours, and then taking six courses as a 17-year-old,” he tells CNBC Make It. “I started seeing that a lot of the people in my cohorts were very well off. These are the people that are going to be the future judges, lawyers, professors, elected officials, journalists.”

Frustrated by what he felt was a system that held poor workers and workers of color back, Vera co-founded a nonprofit called Pay Our Interns in 2016 with the goal of bringing attention to unpaid internships at non-profit and government organizations such as Congress.

In 2017, the organization published a report called “Experience Doesn’t Pay the Bills,” which found 43 out of 100 offices in the Senate offered paid internships, and in the House, only 26 out of 435 representatives paid interns.

One year after publishing the report, the number of Senate Democrats who offered paid internships had doubled. Vera argues that organizations need to be regulated to pay their workers.

Unpaid internships are “not going to just magically go away,” he says. “As long as someone or an institution benefits from free labor, it’s going to continue.”

This article, written by Abigail Johnson Hess , appeared first on Make It - CNBC .

20 Advantages and Disadvantages of Outsourcing from Your Small Business

Wed, 26 Apr 2023 17:33:38 GMT

Over the course of the past couple of decades, outsourcing has become one of the most hotly debated topics in American politics. Nobody likes to see jobs go overseas, and lawmakers love to use a firm stance against the threat of outsourcing as a rallying point for their wider business agendas.

But in the realm of small business, outsourcing doesn’t necessarily mean taking work overseas. When small business owners talk about outsourcing, they’re usually thinking of farming out content work to freelance writers, hiring an accountancy firm to take on the book keeping or relying on an employment agency to track down and deploy hired help.

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Advantages and Disadvantages of Outsourcing

In the right context and deployed shrewdly, outsourcing can be a fantastic way for small business owners to improve efficiencies and bolster their company’s bottom line. But that doesn’t mean the practice isn’t without its own disadvantages, too. Outsourcing isn’t right for every situation, and so you’ve got to think long and hard before investing time and energy in farming out work.

To help you get started, here are 20 advantages and disadvantages of outsourcing from your small business.

Advantages of Outsourcing

1. You Get More Experts

Your core team might be fantastic at a few things, but nobody is perfect at everything. By outsourcing particular tasks, companies are often able to substantially improve performance by drawing on the niche skills of experts in certain fields.

2. Things Get Done Fast

One of the top reasons small businesses tend to outsource work is because it will get done quicker. If you’re working with a limited number of staff members, you can get things done a whole lot quicker by passing time-consuming tasks on to freelancers or external agencies.

3. You’re Able to Focus on What Matters

Another benefit of outsourcing tasks is enhanced freedom. By passing on supporting processes, you’ll be able to concentrate your skills on strengthening and improving the core processes that help make your business tick.

4. You Can Share Some Risk

One of the most important factors in any project is risk assessment and analysis. By outsourcing certain campaigns or processes on to experts in their respective fields, you will benefit from their enhanced ability to plan and mitigate potential risks.

5. You Can Reduce Costs

As one might imagine, outsourcing piecemeal work is almost always going to be cheaper than hiring permanent full time staff. Not only will you save time and money on recruitment, but your profit will also be extended than s to shorter overheads.

6. You Can Work Around the Clock

One major benefit of outsourcing digital work overseas is the substantial differences you might encounter in terms of time zones and holidays. Although this can pose an initial hurdle logistically, once overcome it can effectively mean your business is running even while you’re fast asleep.

7. You Can Simplify Project Management

If you choose to outsource work via a wide range of specialist freelance websites and online services, you’re often provided dynamic and intuitive platforms that will help you to effectively manage what’s being done, when it’s due for submission and how it will be paid. Most of this can be automated, freeing up your time for more important work.

8. You Simplify Work Relationships

Quite a few small business teams are tight-knit groups of friends and family — which is fantastic. But when you’re incredibly close to your staff members, it can also lead to issues when work isn’t being done up to par. By outsourcing work, you’ll typically be able to minimize work relationships to simple, contractual arrangements.

9. Efforts Are More Targeted

Another overlooked advantage of outsourcing is that it enables you to plan and execute more effective, targeted campaigns and projects that you wouldn’t ordinarily be able to take on. This gives your business the chance to take new risks and experiment with different methods of exposure.

10. You Get Peace of Mind

At the end of the day, choosing to outsource with a reliable individual or agency should give you peace of mind that tasks are being handled expertly and efficiently without you having to worry or lift a finger. What could be better?

Disadvantages of Outsourcing

1. You Lose Some Control

As you might expect, when you farm work out to external agencies or freelancers, you’re losing control of how those tasks are being monitored and performed. So long as you know and trust who you’ve hired, that shouldn’t be a huge issue – but you’ve got to tread carefully.

2. There are Hidden Costs

Although outsourcing work is generally considered cheaper, yo must also beware of getting ripped off. Outsourcing companies or big agencies will typically ask small business owners to sign lengthy contractual agreements, and they’ll include plenty of fine print. If you don’t read the terms carefully, you could get hit with unexpected costs.

3. There are Security Risks

In this age of data protection, it’s essential that you exercise caution whenever using customer data. If you plan to outsource processes that require personal data, you could be placing the privacy of others or security of your business at risk by passing that data on to other people.

4. You Reduce Quality Control

Outsourcing companies and some freelancers may often be motivated by profit rather than a job well done. That means the work you send out may come back quickly, but will lack the standard and quality that customers have come to expect from your products or services.

5. You Share Financial Burdens

Although it can be nice to bring in expert agencies to share in risks, it can be pretty dangerous to tie your business to the financial well-being of another company. Again, you’ve got to spell out any and all terms and conditions in contractual arrangements plainly – because you don’t want to take a financial hit if they fail to deliver.

6. You Risk Public Backlash

If you’re taking work overseas (even just to write a blog or two), your business very well may run into ill will from consumers that have taken a moral stance against outsourcing. Right or wrong, for better or for worse, some form of criticism is often inevitable.

7. You Shift Time Frames

One major disadvantage of outsourcing particular tasks is the risk that your freelancers or partner agency may be marching to the beat of a different drum. As a result, it might be difficult to synchronize schedules in order to ensure your customers receive what’s promised to them on a reliable timeline.

8. You Can Lose Your Focus

Because many outsourcing agencies or freelancers tend to service multiple clients at any given time, the work you’re sending out may not be receiving the focus it deserves. Depending on the processes you’re outsourcing, that lack of focus could be detrimental to your small business.

9. Things Get Lost in Translation

It doesn’t matter whether you’re dealing with overseas freelancers or some talented expert just up the street – but if you’re handing out remote work via email or telephone, important instructions are often lost in translation. That could cause you serious time, money and hassle.

10. You May Face Moral Dilemmas

While it may not be an issue for everyone, a major disadvantage of outsourcing is that you may be denying your team or a talented local agency crucial work or development opportunities. Growth begets growth, and by outsourcing work, you may not be contributing to the growth of your community.

This article, written by Nash Riggins , appeared first on Small Business Trends .

10 Business Apology Letter Examples

Tue, 25 Apr 2023 21:03:56 GMT

Pretty much every business will have to apologize for something at some point. However, many companies don’t do this effectively.

Mastering the art of the apology can help you keep customers’ business, secure future business, and improve customer loyalty, and avoid negative buzz that could harm your reputation going forward. Business apology letters are essential to realizing all of these benefits.

No matter how careful you are while running your small business, there will come a time when you need to write a business apology letter. Here’s how.

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How to Apologize (and How Not to Apologize) as a Small Business

There are a variety of instances where your business may need to apologize. But all of these business apology letters should have a few key things in common. First and foremost, you should actually say that you’re sorry for your actions and/or their experience. Take full responsibility and acknowledge the issues that led to the situation in question. It’s also helpful to remain humble and put yourself in the customers’ shoes.

Unfortunately, there are some common mistakes that businesses tend to make when apologizing to customers or members of the public. In order to make your business apology letter more effective, avoid being vague or belittling the effects of your actions. It’s all too common for today’s businesses to try and deflect blame or avoid going into specifics about their actions. However, if a customer, partner, employee, or member of the public is upset with you, they already know those details. It will be much more effective if you can actually take responsibility and outline what went wrong/why it won’t happen again.

If you want to learn how to write an apology letter, here are some examples to help you get started.

Business Apology Letter Examples

Apologizing for Poor Customer Service

No matter what types of customers you serve, proper service is essential. In some cases, you might have representatives who aren’t helpful or who come across as rude to your clients or customers. This business apology letter example can help you make up for it.

Apologizing for Poor Customer Service

Dear [Customer Name],

On behalf of [Company Name], I want to sincerely apologize for the negative experience that you had with our customer service team. I understand that our team was not helpful in resolving your issue and didn’t provide the level of service that you’ve come to expect.

We take great pride in giving our 100% every day to provide fast and friendly service to every customer who calls, but in this instance, we failed. We do our best to train all of our representatives on how to properly handle customers issues, but your concern was not handled properly. For that, we are extremely sorry.

Going forward, we are going to take steps to ensure that this situation does not happen again. For starters, we are hosting additional training sessions for customer service call agents, and will require our staff to collect contact information from every customer so we can reach out again in the case of a dropped or mishandled call.

I want to sincerely thank you for bringing this issue to our attention. We are always to improve our customer service, and your feedback is essential to that process. Please do not hesitate to contact me directly in the future if this or another issue arises again.

Sincerely,
[Name] [Title]

Apologizing for a Defective or Insufficient Product

When your products themselves don’t live up to your customers’ standards, it’s important to make it right. This instance can arise when a product is recalled or shortly after a purchase when a customer realizes that their product doesn’t work as intended.

Apologizing for a Defective Product

Dear [Customer Name],

Thank you for contacting us about your defective [Product Name]. We are truly sorry that it did not work as promised. We also apologize for any inconvenience that this has caused for you.

Our products go through several quality control checks before they are delivered to customers. However, this one regrettably slipped past those checks and failed to live up to our standards.

To make up for this error, we have shipped you a new [Product Name], which should arrive within 2-5 days. We’ve also included a pre-labeled box for you to return the defective product once you’ve received the replacement.

We’re also sending a $20 coupon for your next purchase to make up for the inconvenience. We are truly sorry that your original purchase did not live up to your expectations, but we look forward to providing a better experience for you going forward. Thanks again for bringing this issue to our attention, and please don’t hesitate to contact me directly with any other concerns you may have.

Sincerely,
[Name] [Title]

Apologizing for Late or Improper Shipping

Shipping is an important part of the customer experience for ecommerce businesses. If your products ship late or if they end up damaged or lost in transit, it’s you’ll need to make up for that lapse with your customers with a business apology letter.

Apologizing for Shipping Issues

Dear [Customer Name],

We are very sorry that you did not receive your [Product Name] in a timely manner. The demand for this product truly exceeded our expectations, leaving our stock depleted.

We just received a new shipment of [Product Name] and expedited the shipping of your order. We know that you expect to receive your orders on time, and we’re very sorry for our misjudgment and any inconvenience it has caused you.

Along with your order, we’re also including a coupon for $10 off your next order. You can also find a tracking number for your order at the bottom of this email to track your current order. Again, we’re so sorry for this delay and the inconvenience. Please let me know if you have any other concerns or questions.

Sincerely,
[Name] [Title]

Apologizing for Financial or Billing Issues

Whether you bill a customer more than once or withdraw too much from their account, financial mistakes can have far reaching consequences. Of course, you’ll need to fix the mistake as quickly as possible, but it’s also essential to use a business apology letter to acknowledge why the mistake occurred and make sure that it isn’t able to happen again.

Apologizing for Billing Issues

Dear [Customer Name],

Thank you for contacting us regarding your recent billing issue. We are very sorry that you double charged for a single service.

We’ve investigated the error and found that it was due to a computer glitch in our billing software. We’ve since updated to the latest version of this program and put a quality control check in place to ensure that this doesn’t happen again.

Additionally, we have refunded you the errant charges, which should be back in your account within three business days. We’re sorry for any inconvenience that our error caused you. Thank you for bringing this to our attention and helping us resolve the issue quickly. Please don’t hesitate to reach out to me directly if you have any other questions or concerns.

Sincerely,
[Name] [Title]

Apologizing for Cancelled Service or Scheduling Issues

It can be tough to manage customer scheduling, especially for service oriented businesses. But missing a service call or rescheduling multiple times can lead to major inconveniences.

Apologizing for Scheduling Issues

Dear [Customer Name],

I am very sorry to inform you that your service appointment for this Friday at 10:30 AM has been cancelled due to a family emergency that has affected one of our team members.

Because we are a small team, we are unable to keep up a full slate of appointments if one of our technicians is unexpectedly available for an extended period of time. I am sorry for any inconvenience that this cancellation may cause.

At [Company Name] quality care for our customers is our number one concern, so we want to make the rescheduling process as easy as possible for you. Please contact me directly to let me know the next day and time you’re available for service, and we’ll do our best to meet your scheduling concerns. We’re also issuing a full refund of the deposit you put down when making your appointment.

Again, we are very sorry for the inconvenience. Please let us know if you have any other questions or concerns regarding your appointment.

Sincerely,
[Name] [Title]

Apologizing for Missed Deadlines

If you work on specific projects or manage items for business clients, the ability to meet deadlines is an important part of your job. If you miss one, it’s important to acknowledge it and show clients how you’ll prevent this issue going forward.

Apologizing for Missed Deadlines

Dear [Client Name]

I am very sorry for not getting the copy for your website project to you on time. Unfortunately, we experienced a delay due to some technical issues on our end, which we have since solved. The copy that you requested is attached to this email. However, I want to apologize for missing the deadline that we originally agreed upon.

To make sure this never happens again, we’ve updated our software and backed up our system so we don’t lose the materials we’ve worked so hard to develop for you.

I realize that this issue may impact other areas of your project and your eventual launch date, and apologize for any inconvenience this delay may have caused you. Please let me know if you have any questions or if there’s anything else you need in relation to this project.

Sincerely,
[Name] [Title]

Apologizing for Late Payments

When it comes to your vendors, service providers, or even customers who are due refunds, making timely payments is a must. If you miss one or make it later than expected, an apology can go a long way toward rectifying the situation.

Apologizing for Late Payments

Dear [Vendor Name],

I am very sorry that you have not yet received my payment for this month’s service. A recent error in my account prevented me from accessing the necessary funds to cover the expense.

My bank has since corrected the error and the money should be restored to my account by the end of the week, at which point I will expedite payment to you. The bank has also assured me that the circumstances surrounding the error were rare and shouldn’t impact my account going forward.

I truly value our business relationship and this late payment is not a reflection of that. I’m very sorry and will do everything in my power to make sure that it doesn’t happen again.

Sincerely,
[Name] [Title]

Apologizing for Missed Appointments or Late Arrivals

Timeliness is important when it comes to meeting with customers, clients, or business associates. If you’re significantly late to a meeting or miss one altogether, it should warrant an apology.

Apologizing for Missing an Appointment

Dear [Client Name],

Please accept my sincere apology for missing our lunch meeting yesterday. I unfortunately overlooked our appointment due to a conflicting appointment on my weekly calendar. I sincerely regret this oversight and have re-organized my schedule to prevent this from happening the in the future.

I truly value our meetings and would really appreciate the opportunity to make it up to you. Could we re-schedule for next week? Let me know your availability and I will put it at the top of my to-do list.

Sincerely,

[Name] [Title]

Apologizing for Improper Employee Actions

When you own a business, it’s not just important for you to learn how to apologize for your own actions. You may also need to apologize for others who represent your business. This involves acknowledging the situation and taking appropriate action to rectify it.

Apologizing for Employee Actions

Dear [Client Name],

I want to apologize for the rude behavior of one of the employees at our store yesterday. Their behavior was inexcusable, and I completely understand how upsetting it is when someone who should be serving you responds in such a disrespectful way.

We have identified the employees responsible for your negative experience and they have been disciplined. We’ve also communicated to them that they will lose their jobs if this type of behavior ever happens again. We truly value having you as a customer and hope you will accept our sincere apology.

Please let me know if you have any other concerns or questions, and I’ll be happy to address them personally.

Sincerely,
[Name] [Title]

Apologizing for Offensive Behavior

Being sensitive to your customers, team members, and the public as a whole is essential for businesses. If you or a team member says or posts something online that offends people, you’ll need to act quickly and acknowledge your mistake.

Apologizing for Offensive Posts or Behavior

Dear [Customer Name],

I want you to know how terribly sorry we at [Company Name] are for exhibiting poor judgment in crafting our most recent social media post. It was distasteful and we sincerely regret it.

We have since removed the post and created a new policy for double checking the posts that our team members create before they get published. We’ve also explained to our team the importance of sensitivity regarding this topic.

We want you to know that we take your concerns seriously and we truly apologize for allowing this inappropriate message to sneak through the cracks. We strive to do better in the future and are always appreciative of the feedback you provide.

Sincerely,
[Name] [Title]

This article, written by Annie Pilon , appeared first on Small Business Trends .

Ways to Recognize Employees: Their Tax Implications

Mon, 24 Apr 2023 21:40:08 GMT

It doesn’t cost you anything to say “thank you” to employees who do a good job for your company, and there are no tax implications here. But if you want to do more to recognize their accomplishments and retain them as valued employees, there are many things you can do.

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Tax Rules for Paying Employees Extra

Whenever money is involved, tax implications follow. Also keep in mind the growing trend in state law of pay transparency ; what you do for one employee may be known to all your staff.

Cash

Whatever label you put on it, cash or cash equivalents are treated as taxable compensation. Employees are taxed on bonuses while the company can deduct the payment (assuming total compensation to the employee is reasonable ). The bonuses are subject to payroll taxes too.

Bonuses . Who doesn’t want more money, so giving a bonus—not just an annual one, but rather one tied to a specific achievement—will be a welcome reward.

Anniversary gifts . No, this isn’t related to an employee’s marital status; it’s to recognize how long the employee has been with the company. A monetary gift may be warranted, and Oracle Netsuite suggests it be a percentage of salary and that the percentage grow each year.

Gift cards . Even though this is a small monetary gesture, it’s still a sign of recognition and treated the same for tax purposes.

Fringe benefits

Above and beyond compensation, various perks can be just the thing to acknowledge a valued employee. Consider helping employees pay their student loans, pursue education, or defray the cost of childcare. Many fringe benefits must be provided on a nondiscriminatory basis for favorable tax rules to apply to employees and the business. And they usually are offered on an annual basis and are not tied to job performance. This means most can’t be used to single out a single employee who’s done an excellent job on a particular project. Nonetheless, check the list of potential benefits in IRS Publication 15-B .

Note that if you provide transportation benefits—free parking, transit passes, or van pooling—you can’t deduct your cost even though the benefit (up to $300 per month in 2023) is tax free to employees and not subject to payroll taxes.

Time off

If employees have been working especially hard and you want to reward them, then give them time off. If the time off is paid leave, it’s treated as regular compensation; the rules discussed earlier apply. Time off can be for:

Volunteer work . Employees may be involved in organizations or support ones that company chooses.

Sabbaticals . Small businesses may not be able to have an employee away from the company for an extended period of time. Still, a paid sabbatical may be appropriate for certain employees, such as a manager or someone engaged in artistic activities.

Share ownership

If you really want to show appreciation to your staff—and get them to commit even more to your company’s success—consider sharing ownership with your staff. There are several ways to do this if your business is incorporated:

Give stock to employees as compensation . If you are a C corporation and aren’t in certain service industries, employees can get 100% tax-free gain up to $10 million as long as they’ve held the stock (called Section 1202 stock or qualified small business stock as explained in the instructions to Schedule D of Form 1040 ) for more than 5 years.

Employee Stock Option Plan (ESOP) . Both C and S corporations can set up a retirement-like plan funded with employer stock. There are tax benefits to both employees and owners:
Contributions of stock are tax deductible by the corporation (limitations apply)
Cash contributions to the ESOP so it can purchase stock from existing owners is deductible
Owners who sell their shares can achieve tax deferral on the gain from this sale if certain conditions are met
Employees who participate in an ESOP are treated much the same way as they are with respect to employer contributions to a 401(k); no tax to employees until they receive distributions.

Learn more about ESOPs through the National Center for Employee Ownership .

Grant stock options . This gives employees the right to exercise the options and acquire stock. These can be:
Incentive stock options (ISOs) . These are typically used by publicly traded corporations, so no further explanation is needed here.
Nonqualified employee stock options . These are options that don’t meet the requirements to be ISOs.
Qualified equity grants . These grants allow employees in privately-held corporations to defer income from if the company provides an escrow arrangement to hold the shares until the correct amount is withheld from employees’ pay at the end of the deferral period. The Tax Adviser has a good explanation of this benefit.

Conclusion

Listen to what your employees would like, consult your budget, and offer what you can. If you can’t afford a big reward, even a small gesture—a written thank-you note, an Employee of the Month award, or a favored parking spot—can go a long way in showing your appreciation.

This article, written by Barbara Weltman , appeared first on Small Business Trends .

SEP IRA: a Quick and Simple Guide

Fri, 21 Apr 2023 18:34:26 GMT

As a self-employed business owner, you may be looking for the right kind of plan to save for retirement . But it is easy to become overwhelmed about which is best for your situation or company.

The SEP IRA may be one of the most effortless accounts for self-employed individuals to set up and keep going. It may also be one of the less costly plans for business owners.

It certainly requires much less time spent on paperwork than a traditional 401k account. I know. I’ve had both.

A SEP IRA account has many advantages over other retirement accounts, but only after carefully considering the pros and cons against other types of retirement accounts should you decide.

If you are an employee of a small business or self-employed, you can enroll in this account. Only the employer will make contributions to the account.

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What is a SEP IRA?

The SEP in the SEP IRA stands for ‘Simplified Employee Pension.’ This account is essentially like a traditional IRA account but allows for much higher contributions. Each eligible person will have an account opened on their behalf.

The SEP IRA has several benefits besides the higher contribution levels, including the ease of setup and account maintenance and the ability to be 100% vested once the account is established.

A SEP IRA account contributions are also tax deductible on income taxes. The investments made are tax-deferred until the funds are withdrawn.

A business owner with or without employees can establish a SEP IRA.

Who is Eligible for a SEP IRA?

A SEP IRA account may be the right option for employers who want to contribute high amounts to their retirement accounts and contribute to partners in the company or employees in a small business.

You are eligible to contribute to a SEP IRA if you are a business owner, a part of a partnership, or a sole proprietor.

You are also eligible for this type of retirement account if you earn any income from self-employment, even when you have a full-time job elsewhere and are enrolled in another retirement plan.

An advantage to having a SEP IRA account is that, unlike other plans, there are no income limits .

Part-time employees who are 21 years or older, have worked three out of the previous five years and earned the plan must cover $500 or more years. Employers can choose to provide coverage for employees under 21 at their discretion.

SEP IRA Rules

A SEP IRA account must be set up and funded by the tax filing deadline of the sole proprietorship or the business if it has been incorporated.
To establish a SEP IRA, you must have an agreement in writing to make provisions for eligible employees.
The owner of a self-employed business is considered an employee when relating to a SEP IRA account and an employer.
There is an agreement form, Form 5305-SEP , available from the IRS.
Unlike a traditional 401k retirement account, you can not borrow against the funds in a SEP IRA account.

SEP IRA Withdrawal Rules

Withdrawing from a SEP IRA isn’t without risks; contributions made before age 59 ½ may be subject to a 10% penalty, and RMDs must begin the year after you turn 70 ½.

To ensure you don’t face costly penalties, know your tax return date and make sure that any withdrawals are made before then. Make sure pre-tax contributions are withdrawn first to avoid any extra taxes.

SEP IRA Contribution Limits

The amount of a SEP IRA contribution is capped at 25% of compensation. In 2023, the contribution allowance is at $66,000 annually. Contributions are not mandatory in every year where there is a net profit.

You also do not need to maintain a certain level of contributions. You have the freedom to make a choice.

For instance, you can make the full contribution one year and only a smaller percentage the following year.

You can also contribute nothing in the following year, even if there was a net profit.

The money is yours for employees with a SEP IRA account once the employer makes an account contribution. Only the employer makes contributions to the account.

SEP IRA vs. Solo 401k

Let’s compare the two self-employed retirement plan types:

A SEP IRA is designed for self-employed individuals or small business owners who want to make tax-deferred contributions toward their golden years.

Like a traditional individual retirement account (IRA), the SEP offers higher contribution limits with business bonus benefits.

For those who have no employees beyond their spouse, there’s the Solo 401k – an individual retirement plan with higher overall contribution limits than the SEP IRA.

Understanding how each plan works can help determine which makes more sense for your situation. Learn more by checking out our big comparison of all self-employed retirement accounts.

Find a Good SEP IRA Calculator

If you are considering a SEP IRA account but are not completely confident that it is the right account for your retirement savings or your business, you can check your actual figures by using a calculator specific to the SEP IRA account.

There are several retirement fund calculators available online. Enter your information to see if this account is right for your situation and retirement savings.

Where to Open a SEP IRA?

SEP IRAs can be established at a bank, mutual fund, brokerage house, or any other financial institution.

Common places to open one include Vanguard, Schwab, and Fidelity. A SEP IRA account can be established for a business typically within a day after the agreement form is completed.

Betterment, the Roboadvisor I used for some of my taxable investing, offers a SEP IRA. Visit my review of Betterment for more info.

You can also set up a SEP IRA with Vanguard like I did. They have minimums on their funds, so be sure to have lots of cash ready to get started with them.

Again, many options are available for retirement accounts for small business owners and the self-employed.

Compare the SEP IRA to other traditional retirement accounts to see which has the most advantages for your situation.

Steps to Open a SEP IRA

Setting up a SEP IRA is relatively simple:

First, choose an IRA custodian who can open and maintain your SEP IRA.

Then, decide how much you want to contribute each year, taking into account any limitations on deductibility.

Next, complete the necessary paperwork with the custodian and arrange for funds to be transferred or deposited into the account, including applicable contribution forms or related tax documents such as a Form 1040-ES.

Finally, monitor contributions throughout the year and make sure to report them appropriately on your annual tax return.

This article, written by Philip Taylor , appeared first on Part-Time Money .

‘We don’t want to work for jerks’: A bad boss takes a heavy a toll on your mental health. (It’s the equivalent of being in a bad marriage.)

Thu, 20 Apr 2023 21:30:31 GMT

When managers are more open about their own mental-health journey, experts say it can help create a more inclusive and supportive environment

With the looming threat of recession, some workers are bidding adieu to quiet quitting, and focusing on making their job a happier and healthier place. Getty Images

Ian Adair is no stranger to bad bosses.

“Have I ever had a bad boss? I think we all have. Of course I had. At the time, I knew the place wasn’t right for me because of how I felt after I went home. It’s when you have gone home and run the day through your head. That’s when you realize that something is wrong. Why do I not feel good about a day’s work? If you’re going home sad or angry, what do you need to do to change your situation? Sometimes, you do have to actually remove yourself.”

Adair, 48, a public speaker and author of “ Stronger than Stigma ,” a book about how to help others who are going through mental-health issues, says the workplace has come a long way. We have come through The Great Resignation and Quiet Quitting . And now? In 2023, with the looming threat of recession and layoffs in the tech sector , some workers are bidding adieu to quiet quitting, and focusing on making their job a happier and healthier place.

The balance of power between manager and employee has shifted once again. Companies are requesting their employees to go back to the office at least three or four days a week, including Google’s parent company Alphabet GOOG, +0.84% , Apple AAPL, -0.58% , Disney DIS, -0.69% , Meta META, -1.22% , and Snap SNAP, -7.65% . Meanwhile, Google, Microsoft, Coinbase COIN, -6.11% , Amazon AMZN, -0.47% , Meta, Cisco CSCO, -3.04% and Snap SNAP, -7.65% and a rake of other tech companies have announced layoffs.

So where does that leave employees? “You hear all the time about the Great Resignation and Quiet Quitting,” Adair said. “It’s not that we don’t believe in our company’s mission, we don’t want to work for jerks. As the old saying goes, people don’t leave companies, they leave managers. I know a lot of people who are leaving jobs, taking pay cuts, and putting more emphasis on themselves, and their own well-being, rather than chasing a bigger paycheck.”

“We all have varying degrees of mental health,” he told MarketWatch. “The definition of leadership is changing. It’s more about taking care of the people doing the work, and not just the work itself. Normalizing conversations about mental health is the best way to minimize stigma in the workplace. The goal for leaders and managers should be to promote the acceptance and inclusion of those dealing with mental health-related issues.”

The impact of managers is up there with that of spouses

Indeed, the quality of leadership has an impact on people’s mental health, according to a study released Tuesday by the Workforce Institute at UKG, which provides research and education on workplace issues. The same percentage of workers said their manager and spouse/partner impacted their mental health (69%). That was an even higher percentage than those who said doctors (51%) and therapists (41%) impacted their mental health.

The researchers interviewed 2,200 employees from 10 countries, in addition to 600 C-suite leaders and 600 HR executives in the U.S. “We talk a lot about mental health in terms of a medical diagnosis or burnout. While those are serious issues, the day-to-day stressors we live with — especially those caused by work — is what we should talk more about as leaders,” said Pat Wadors, chief people officer at UKG, a multinational technology company.

When managers are more open about their own mental-health journey, it can help create a more inclusive and supportive environment. “Life isn’t all milk and honey, and when leaders open up about their own struggles, they acknowledge they are not alone, and that it’s OK not to be OK,” Wadors added. “Authentic, vulnerable leadership is the key to creating belonging at work and, in turn, the key to solving the mental-health crisis in the workplace.”

At the end of the workday, 43% of workers said they were “often” or “always” exhausted, and 78% said that stress negatively impacts their work performance. Employees also say work negatively impacts their domestic life (71%), wellbeing (64%) and relationships (62%). Of those reporting “poor” or “very poor” mental health, one-quarter say they don’t have a good work-life balance, compared to 4% of people who say they have “good” or “excellent” mental health.

This article, written by Quentin Fottrell , appeared first on MarketWatch .

Why Work Schedule Flexibility Is Here to Stay

Wed, 19 Apr 2023 21:06:48 GMT

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Since the advent of the 9-to-5 workday, employers have largely stuck to this schedule and offered little flexibility to workers, except for vacation time and sick days. In fact, as of 2019, 47 percent of workplaces offered very limited flexibility regarding work schedules, according to Statista.

However, during the COVID-19 pandemic, many organizations experienced a sudden shift to remote work that forever altered work schedules. At the end of last year, 67 percent of employers provided complete or partial scheduling flexibility. Some even eliminated the 9-to-5 routine, replacing it with hours determined by employees and managers.

One company that made 9-to-5 hours optional is 37signals, which develops Web software including Basecamp, a popular project management application. The company is completely remote, with no physical headquarters. Instead, its 80 employees are spread across 19 countries.

Andrea LaRowe, head of people operations at 37signals, said company leaders made the 9-to-5 schedule voluntary because employees "should work during the hours that make the most sense for them."

"For a lot of people, that is 9 to 5. For others, it's 11 to 7. Or some will split up their workdays and work 9 to 2, leave to pick up their kids, and then work another few hours after their kids go to sleep," she said. "We're not concerned about when people work, just that they're putting in quality work."

Another global remote company, DuckDuckGo, no longer has core working hours. Instead, its more than 200 employees live and work in multiple time zones around the world. But that's not the only reason for the nonlinear schedules.

"We understand everyone has their own working styles, as well as certain times of the day when they're most productive, so we offer them the freedom and flexibility to organize their individual work schedules," said Mike Tullock, senior people operations manager.

And at crowdfunding platform Kickstarter, 9-to-5 schedules have essentially disappeared. Its 100 full-time employees work fully remotely using whatever schedules are best for them, said senior director of communications Kate Bernyk.

"We recognize that since the pandemic, our team can effectively use their time as they see fit, as long as we're still hitting our goals and focusing on our mission," she said.

Advantages of a Nonlinear Workday

Employers report many benefits from shifting to flexible schedules, ranging from making it easier to attract talent to increasing employee productivity, loyalty and retention.

"Our approach to scheduling makes it easier to recruit and retain talent, and our team's engagement is higher than ever," LaRowe said. As a result, employees at 37signals can work whatever hours they choose, no matter where they're located.

" Jane in Sydney isn't concerned with finding time for a weekly meeting with Bob in Los Angeles," said LaRowe. "Our work happens asynchronously, and collaboration is expected to be written, thoughtful and slower-paced."

Disadvantages of a Nonlinear Workday

To be sure, nonlinear workdays present some challenges. At 37signals, HR has to navigate how scheduling flexibility impacts the company's more-reactive teams, such as customer support, and ensure they have the coverage they need.

"It's up to those managers to work with their teams to satisfy both the coverage needs and the scheduling preferences of the people on their team," LaRowe said. She also expressed concern about the risk of social isolation, which some employees experienced when the company was smaller and concentrated in U.S. time zones.

" Now that we're a bigger company and more spread out, there's usually someone online at all hours," LaRowe said. "It's important for our staff to feel connected to one another, even though we rely heavily on asynchronous work. To that end, we encourage people to connect in real time with their co-workers in social Campfires (chatrooms)."

At Kickstarter, a nonlinear remote workday can make it difficult for people to get to know one another, which is critical when trying to develop company loyalty.

"[One] of the challenges that comes with fully remote work is finding time to ensure we get that face-to-face time with each other regularly," Bernyk said. "[This is] either via team offsites or our annual retreat."

Implementing a Nonlinear Workday

When moving away from a 9-to-5 schedule, certain steps typically ensure a higher level of success, experts say. For example, employers might start with a pilot program for a short period of time to see if the new freedom will actually work, like Kickstarter did when it tried switching to a four-day workweek last year. The pilot was a hit: The company saw productivity gains and employees were happier, so Kickstarter adopted that policy permanently.

Before leaders introduce a new way of working, LaRowe recommends communicating effectively with everyone involved.

"Implementation is all about setting clear expectations," she said. "We're clear from day one, when someone joins 37signals, that their work is theirs to manage. Along with that responsibility comes the trust and freedom to structure their days and hours in a way that allows them to deliver their best work."

At DuckDuckGo, leadership actively encourages employees to have fewer meetings and to collaborate via a project management platform that can be accessed at any time.

"We don't schedule standing meetings on Wednesdays or Thursdays so that team members have the opportunity to do deep work," Tullock said. "We use Asana [project management software] for day-to-day work and asynchronous collaboration among colleagues. There, team members can find every project going on at the company listed in one place, organized by companywide objectives. Team members can also participate in any company initiative if they choose to do so, regardless of professional level, team, physical location or the working hours they keep."

Overall, allowing employees to be in charge of their working hours has been a very positive experience, according to Tullock.

"Each of us has our own way of working. Some of us are night owls, some are early birds, some prefer to break up the day," he said. "We've found that team members do their best work, have the greatest work/life balance and are happiest when they can choose where and when they do their work."

This article, written by Kylie Ora Lobell, appeared first on SHRM .

Gallup: 2 out of 10 in U.S. employees have work ‘best friend’

Tue, 18 Apr 2023 20:43:15 GMT

This image provided by Catalina Maria Gomez Caycedo shows Aleena Rupani, from left, Catalina Maria Gomez Caycedo, Henry Crabtree, and Michael Watkins in Crabtree's London flat. The close friends met through their work at a software company with workers scattered around the globe. A recent Gallup survey says just 2 in 10 adult U.S. employees say they have a best friend at work. (Catalina Maria Gomez Caycedo via AP).

NEW YORK — Crystal Powers began a new job remotely in February 2022 as a medical records supervisor. She has yet to meet two of the five people who report to her in person and has found it challenging to bond with her fellow managers online.

“I was used to that face-to-face of going into people’s cubicles and talking with them one-on-one. It just doesn’t translate as well to a remote environment,” said the 42-year-old Powers, who lives in Madison, Wis.

Just 2 in 10 adult U.S. employees say they definitely have a “best friend” at work, according to a quarterly Gallup survey done in June 2022. The percentage under age 35 dropped by 3 points when compared to pre-pandemic 2019, to 21 percent from 24 percent, said Gallup workplace and well-being researcher Jim Harter. There was no such change for workers 35 and up, he said.

Having a best friend at work has become even more important since the dramatic rise in remote and hybrid employment, Harter said.

“We’re seeing in the data that younger people in general are feeling more disconnected from their workplaces,” he said. “You can attribute some of that potentially to remote work. If they’re less connected to their workplace, they have fewer opportunities to connect with other colleagues and to develop those kinds of friendships that they might have had in the past.”

For many employees during the pandemic, particularly parents, educators and frontline workers, such friendships offered social and emotional support at a critical time, Gallup said.

They also benefited employers. Gallup found a strong link between workers with best friends on the job and profitability, safety, inventory control and retention.

Employees who have a best friend at work are significantly more likely to engage customers and internal partners, get more done in less time, support a safe workplace with fewer accidents, and innovate and share ideas, according to the research.

Karen Piatt started a new job with a medical relief nonprofit just a few weeks into the pandemic lockdowns of 2020. She did all of her interviewing for the post online and works remotely full time.

“It’s the first time in my 25-year career that I was hired for a job without meeting the hiring manager in person,” said the 52-year-old Piatt, who lives just outside Seattle. “It was nearly two years until I met my colleagues face-to-face.”

When she finally did, at a retreat last year, “it was really special,” she said. “We hugged and talked as if we had known each other for years. In fact, we had.”

Best friends on the job are just one piece of the puzzle when it comes to workers’ well-being and added value to employers, Harter said. Without strong positive feelings for an employer, “You can have friendships at work that are likely to be dysfunctional and probably turn into gripe sessions.”

Powers said her team is mostly nearing retirement age. One is younger than she is. She is the only manager hired since the pandemic who is handling a full-time remote staff. Team building has been challenging.

“They’re not super-interested in doing icebreaker-type stuff or things like trivia get-togethers,” she said.

Most of her staff live about 45 minutes away from the office and were commuting in before the pandemic.

This article appeared first on The Columbian .

How to Start a Business— An Entrepreneur’s Startup Guide

Wed, 12 Apr 2023 20:36:39 GMT

Aspiring entrepreneurs may need help to develop great business ideas , especially when it seems everyone has already taken all the good ones. Still, it’s possible to succeed by making old ideas or products better or giving them a new twist.

Taking the chance to open a business can be both exciting and hard to understand. About 90% of new businesses fail, and many reasons exist. It might seem like a scary number, but if your business followed a set of rules for growth, it could avoid being one of these companies.

The benefits of working for yourself can do the work of starting a business worth it. In addition to the freedom of being your boss, earning money and starting a business can make you happier at work and give you a better chance in life.

Adobe Stock

What Do You Need To Setup a Business?

Choosing a name for the business and making a logo are obvious steps, but what about the other measures that don’t get as much attention but are just as important? Whether you’re figuring out how to set up your business or making a detailed marketing plan, the work can quickly pile up. Follow this 10-step list instead of spinning your wheels and guessing where to start. It will help you turn your business idea from a lightbulb above your head into a real thing.

A Plan : Your business plan is a document that gives detailed information about your business and its short-term and long-term goals.
Business Name : You will call your business by your name on all official paperwork and licenses.
Structure of the business : The design of your business is how it will be run and who will own it.
Business Registration : When you register your business with the state, you get a license that lets your business run legally.
Legal Requirements : You may also need business licenses and permits besides registering your business.
Funding : Your funding comes from business grants, loans, and money you’ve saved up on your own.

Tips On How To Grow Your Startup

Think about doing the following to improve your business idea and set yourself up for success:

1- Do market research

An essential part of making a business plan is thorough market research on your field and the types of people who might be interested in it. It means doing surveys, focus groups, SEO research, and public data research.

Market research helps you learn about your ideal customer’s wants, needs, and habits and about your industry and competitors. Many people who work with small businesses suggest getting demographic data and doing a competitive analysis to learn more about the opportunities and limits in your market.

The best small businesses have products or services that differ from their competitors. It changes your competitive landscape in a big way and lets you show potential customers what makes you different.

2- Create a Powerful Team

With a strong workforce, a company could hope to attain sustained success. That’s why it’s essential to surround yourself with capable people who can help drive your company forward.

Managing your team isn’t just about making lists of things to do and dividing time. It depends on the size of your team and the type of work you do. You can combine different softwares like workforce software Monday, Scoro, Slack, etc., to improve teamwork and store important information about your projects, customers, tasks, and other tasks and resources.

Team members with the right mix of experience, dedication, and initiative are invaluable. Keep everyone on the same page so the plan can be implemented successfully.

3- Examine your financial institution

Every business has costs, so you need to figure out how to pay for them. Do you have the money to start your own business, or will you have to borrow it? If you want to leave your job to focus on your business, do you have enough money saved to live on until you start making money? Please find out how much it will cost to start your business.

Many new businesses fail because they need more money before making money. It’s always a good idea to overestimate how much money you need to start a business since it can take a while to start making enough money to keep going.

Carrying out a break-even study might help you estimate how much capital you’ll need. When a firm, product, or service starts making money is one of the most important financial planning questions owners may ask.

4- Consider financing

There are many ways to get the money you need to start your business. The best way to earn money for your business depends on things like how good your credit is, how much you need, and what other options you have.

Business loans. If you need help with money, a commercial loan from a bank is an excellent place to start, even though it can be hard to get.

Business grants. Business grants are like loans, but you don’t have to pay them back. Most business grants are very competitive, and the business must meet specific requirements to be considered. When looking for a small business grant, look for one that fits your needs. There are grants for businesses owned by minorities, grants for firms owned by women, and grants from the government.

Investors. Startups that need a lot of money immediately may want to find an investor. Investors can give a new business up to a million dollars or more, but they will want to be involved in how the business is run.

Crowdfunding. You could also start a crowdfunding campaign for equity to get smaller amounts of money from many backers. Crowdfunding has helped many businesses in the last few years, and dozens of good platforms exist for different kinds of companies.

5- Follow all applicable laws

Pick a legal structure and register your business. There are other steps you must take to ensure your company operates legally. For example, you may need to get licenses and permits for your business. Different industries have different licensing requirements. For example, if you want to start a construction company, you’ll need the proper construction permits.

6- Settle on a supplier

It can be challenging to run a company, and you and your team won’t be able to do everything independently. Third-party vendors help with this. From human resources to business phone systems, some companies want to work with you and help you run your business better.

When looking for B2B partners, you’ll need to be careful about who you choose. These companies will have access to essential and possibly sensitive business information, so finding someone you can trust is vital. In our guide to choosing business partners, our expert sources said to ask potential vendors about their experience in your industry, their track record with current clients, and what kind of growth they’ve helped other clients achieve.

7- Strong Brand Marketing

Before you start selling your product or service, you need to build up your brand and get a group of people ready to jump when you open your real or figurative doors for business.

Website of a company. Build a company website to spread your good name online. Customers often look up information about a business online; a website is digital proof that your small business is accurate. It’s also great to talk to customers and people who might become customers.

Use social media to get the word out about your new business. Once you open for business, you could use it as a marketing tool by giving followers coupons and discounts. How you should use social media will depend on who you want to reach.

The best CRM software lets you store information about your customers so you can market to them better. A well-planned email marketing campaign can help you reach customers and talk to your audience in significant ways. To be successful, you will need to build your email marketing contact list in a planned manner.

Make a logo that makes it easy for people to recognize your brand and use it consistently on all platforms.

8- Offer good customer service

Building a good name for your new business will help you stay in business longer. One of the best ways to do this is to show your customers the utmost respect and go out of your way to help them.

Customer service of high quality could make the difference between a customer never buying from your company again and a customer who buys from you again and again. Please take note of companies that have done well because they consistently show their customers how much they appreciate them.

Conclusion

As an entrepreneur, your launch and first sales are just the beginning of your work. To make money and stay in business, you must constantly work to grow your business. It will take time and work, but you’ll get back what you put into your business.

There is no perfect plan, but these tips will help you start your business and get it ready to grow. When you start a business, you’ll want to make sure you’ve thought of everything, but things will almost certainly go wrong. If you want to be a successful business, you have to be able to adjust to new situations.

This article, written by Diana Ford , appeared first on Entrepreneur .

4 Ways to Stop Passive Aggression From Creating a Toxic Workplace

Mon, 10 Apr 2023 20:36:43 GMT

Left unchecked, passive aggression demotivates staff and causes turnover.

Alamy

The way that employees communicate has changed significantly as companies migrated to remote work during the pandemic . Online culture became the norm and companies were forced to rethink how to maintain employee engagement and community. However, the sudden shift from in-person interactions to online communication has led to numerous issues, including an increase in passive aggression . In fact, research conducted by my company Go1 shows that seven out of ten Americans are experiencing higher levels of passive aggression in the workplace compared to before the pandemic.

Passive aggression's destructive power

Over the past year, there have been several employee-driven movements in the corporate world. "Quiet Quitting" has been gaining popularity and can be linked to the rise of passive aggression in the workplace.

Toxic behaviors like passive aggression can not only lead to turnover but can also create a culture where employees feel unmotivated. This has also had further impacts on employees' attitudes and led to a decrease in productivity. So much so, that 71% of employees blame passive aggression for their lack of effort at work. If left unchecked, these behaviors can create a negative feedback loop that further harms the company's culture and workforce.

To build a healthy culture and maintain employee engagement, it is important to break this cycle. Here are four key tips to help combat passive aggression and transform toxic workplaces back into healthy ones.

1. Identify the Cause

Workplace passive aggression can manifest itself through a number of different behaviors, such as sarcasm, giving someone the silent treatment, or spreading gossip. Rather than simply focusing on the negative behaviors, it is important to ask why these behaviors are occurring in the first place.

Reflect on any recent organizational changes or major projects that may have caused tension or conflict in the workplace. Additionally, consider any personal factors that individuals may be experiencing outside of work that are affecting their behavior. Performance reviews and exit interviews are great ways to gather this information.

Was there a 'bad' manager who practiced favoritism? Did your company produce an always-on culture that blurred work-life balance?

Once the root cause of passive aggression has been determined, collaboration with different departments can help develop solutions that address the specific underlying cause. For example, this may involve providing leadership training for the manager who is not treating their colleagues equally or implementing an updated PTO policy to help employees unplug and recharge while setting boundaries.

2. Look Into Soft Skills Training

More than half of Americans revealed passive-aggressive coworkers would benefit from appropriate soft skills training. Educating your workplace on how to improve their communication, time management and problem-solving skills is the key to preventing passive-aggressive behaviors before they happen.

In 2022, major tech companies made headlines for their handling of difficult news such as layoffs. Communication skills training could have played a role in teaching both managers and employees how to voice their concerns and handle these difficult conversations without being passive-aggressive. The University of California, Berkeley recently introduced a course that focuses on role-playing these exact conversations which have already seen great results. Many of the students who reported being conflict-avoidant before taking the course now believe practicing these conversations led to building trust and intimacy.

For workplaces looking to reduce passive aggression in the workplace, it is important to create a culture of trust. Companies with high levels of trust typically have higher productivity and avoid micromanagement. This allows managers to trust that employees know how to prioritize their tasks, and employees to trust that managers know how to delegate tasks effectively to prevent burnout.

3. Create An Open Line of Communication with HR Specialists

It is crucial for employees to feel comfortable and confident communicating openly with HR leaders within their company. These individuals have an influence on a company's culture and ways of working – they can implement and share resources to reduce passive-aggressive behavior and in turn, create healthier work environments.

One way to implement this change is to increase the frequency of check-ins with HR. The specific interval at which these check-ins occur (e.g. quarterly or biannual) will depend on the size of your company. Larger companies may require more frequent check-ins, while a smaller company may be able to hold them less often.

Having these check-ins provide more opportunities for employees to voice any concerns and frustrations directly to HR, rather than harboring negative feelings or expressing them indirectly through passive-aggressive behavior.

HR leaders can also provide guidance and support to employees on communicating effectively and assertively, which can help prevent misunderstandings and conflicts that can lead to passive aggression.

4. Be Accountable and Reflect on Your Own Behavior

It is common for people to engage in passive-aggressive behavior out of frustration, so the fact that nearly 70% of Americans admit to being passive-aggressive should not come as a surprise. Entrepreneurs are not immune to passive aggression, but by holding yourself accountable and taking responsibility for your actions, you can set a positive example for others to follow.

You don't have to make a big announcement every time you behave passive-aggressively. Instead, you can show accountability by simply acknowledging to the person on the receiving end of your behavior that you were reacting out of emotion. This could be as simple as sending them a direct message apologizing for your behavior and reiterating that you'll communicate better in the future. This simple gesture can go a long way in building trust and improving communication within your team – motivating others to follow suit and express their thoughts and feelings directly.

As business leaders, it's important to recognize the impact your work culture can have on your team and your bottom line. Especially considering toxic work cultures can cost businesses more than $44 billion each year , with one in five employees leaving due to this issue.

This article, written by Marc Havercroft , appeared first on Entrepreneur .

Empathy Is The Most Important Leadership Skill According To Research

Wed, 05 Apr 2023 21:08:12 GMT

Leading with empathy is good for people and organizations. Adobe Stock

Empathy has always been a critical skill for leaders, but it is taking on a new level of meaning and priority. Far from a soft approach it can drive significant business results.

You always knew demonstrating empathy is positive for people, but new research demonstrates its importance for everything from innovation to retention. Great leadership requires a fine mix of all kinds of skills to create the conditions for engagement, happiness and performance, and empathy tops the list of what leaders must get right.

The Effects of Stress

The reason empathy is so necessary is that people are experiencing multiple kinds of stress, and data suggests it is affected by the pandemic—and the ways our lives and our work have been turned upside down.

Mental Health. A global study by Qualtrics found 42% of people have experienced a decline in mental health. Specifically, 67% of people are experiencing increases in stress while 57% have increased anxiety, and 54% are emotionally exhausted. 53% of people are sad, 50% are irritable, 28% are having trouble concentrating, 20% are taking longer to finish tasks, 15% are having trouble thinking and 12% are challenged to juggle their responsibilities.

Personal Lives. A study in Occupational Health Science found our sleep is compromised when we feel stressed at work. Research at the University of Illinois found when employees receive rude emails at work, they tend to experience negativity and spillover into their personal lives and particularly with their partners. In addition, a study at Carleton University found when people experience incivility at work, they tend to feel less capable in their parenting.

Performance, Turnover and Customer Experience. A study published in the Academy of Management Journal found when people are on the receiving end of rudeness at work, their performance suffers and they are less likely to help others. And a new study at Georgetown University found workplace incivility is rising and the effects are extensive, including reduced performance and collaboration, deteriorating customer experiences and increased turnover.

Empathy Contributes to Positive Outcomes

But as we go through tough times, struggle with burnout or find it challenging to find happiness at work, empathy can be a powerful antidote and contribute to positive experiences for individuals and teams. A new study of 889 employees by Catalyst found empathy has some significant constructive effects:

Innovation. When people reported their leaders were empathetic, they were more likely to report they were able to be innovative—61% of employees compared to only 13% of employees with less empathetic leaders.

Engagement. 76% of people who experienced empathy from their leaders reported they were engaged compared with only 32% who experienced less empathy.

Retention. 57% of white women and 62% of women of color said they were unlikely to think of leaving their companies when they felt their life circumstances were respected and valued by their companies. However, when they didn’t feel that level of value or respect for their life circumstances, only 14% and 30% of white women and women of color respectively said they were unlikely to consider leaving.

Inclusivity. 50% of people with empathetic leaders reported their workplace was inclusive, compared with only 17% of those with less empathetic leadership.

Work-Life. When people felt their leaders were more empathetic, 86% reported they are able to navigate the demands of their work and life—successfully juggling their personal, family and work obligations. This is compared with 60% of those who perceived less empathy.

Cooperation is also a factor. According to a study published in Evolutionary Biology , when empathy was introduced into decision making, it increased cooperation and even caused people to be more empathetic. Empathy fostered more empathy.

Mental health. The study by Qualtrics found when leaders were perceived as more empathetic, people reported greater levels of mental health.

Wired for Empathy

In addition, empathy seems to be inborn. In a study by Lund University , children as young as two demonstrated an appreciation that others hold different perspectives than their own. And research at the University of Virginia found when people saw their friends experiencing threats, they experienced activity in the same part of their brain which was affected when they were personally threatened. People felt for their friends and teammates as deeply as they felt for themselves. All of this makes empathy an important part of our human condition—at work and in our personal lives.

Leading with Empathy

Leaders can demonstrate empathy in two ways. First, they can consider someone else’s thoughts through cognitive empathy (“If I were in his/her position, what would I be thinking right now?”). Leaders can also focus on a person’s feelings using emotional empathy (“Being in his/her position would make me feel ___”). But leaders will be most successful not just when they personally consider others, but when they express their concerns and inquire about challenges directly, and then listen to employees’ responses.

Leaders don’t have to be experts in mental health in order to demonstrate they care and are paying attention. It’s enough to check in, ask questions and take cues from the employee about how much they want to share. Leaders can also be educated about the company’s supports for mental health so they can provide information about resources to additional help.

Great leadership also requires action. One leader likes to say, “You’re behaving so loudly, I can hardly hear what you’re saying.” People will trust leaders and feel a greater sense of engagement and commitment when there is alignment between what the leader says and does. All that understanding of someone else’s situation should turn into compassion and action. Empathy in action is understanding an employee’s struggles and offering to help. It is appreciating a person’s point of view and engaging in a healthy debate that builds to a better solution. It is considering a team member’s perspectives and making a new recommendation that helps achieve greater success. As the popular saying goes, people may not remember what you say, but they will remember how you made them feel.

In Sum

Empathy contributes to positive relationships and organizational cultures and it also drives results. Empathy may not be a brand new skill, but it has a new level of importance and the fresh research makes it especially clear how empathy is the leadership competency to develop and demonstrate now and in the future of work.

This article, written by Tracy Brower, PhD , appeared first on Forbes .

Your attention span isn't dead — yet. These tips can help restore your ability to focus.

Mon, 27 Mar 2023 18:05:13 GMT

An expert who's studied the art and science of focusing shares her go-to strategies.

How to improve your focus? Try these strategies to combat digital distractions. Credit: Bob Al-Greene / Mashable

I have a modest dare for you, dear reader: Try to stay on this page for longer than 47 seconds.

That may seem like a ridiculously short and easy period to focus on one task, but studies show that the average time spent on a single screen has shrunk to less than a minute. Indeed, you may feel this intuitively. Has TikTok's FYP sent you down a Matty Healy rabbit hole today? Have you started an email to a colleague only to get distracted by a Slack conversation? Did you interrupt yourself while doing an important task just to send a timely selfie to your family text thread?

You're not alone. Even Dr. Gloria Mark, Ph.D. , a psychologist who's studied people's interaction with computers for more than two decades, has on occasion found herself neck-deep in the anagram word game Pangram when she should've been doing something else. It was her research that identified 47 seconds as the average 21st-century attention span on a screen.

In Mark's new book, Attention Span: A Groundbreaking Way to Restore Balance, Happiness, and Productivity , she not only commiserates with the rest of us, but also offers actionable, science-based strategies for reclaiming your focus. Her advice is particularly refreshing because she doesn't let tech companies off the hook for creating products designed to keep people engaged and scrolling. And she doesn't ignore the workplace grind culture that creates unrealistic expectations for human productivity, either.

In fact, Mark's approach to focus runs entirely counter to Silicon Valley's obsession with relentless "productivity" (hello, Elon Musk ), and to the corporate handwringing over employees who no longer want to work through the weekend or pull all-nighters.

"We need to reframe our goals in using technology in work to really put well-being first and foremost, as opposed to productivity being at the top," Mark told me.

What Mark means is that people shouldn't be exhausted by the end of the day, which is common when they — and their managers — have overestimated their ability to process deluges of information and accomplish a never-ending list of tasks, all in the midst of constant digital temptation to click on a new link. Instead, Mark lays out a "menu" of options to help people take control of their attention, applying it to a rotating combination of complex, creative, and rote activities to help keep the mind alert and fresh. While adopting her strategies requires a fair amount of impulse control, and insight into your boundaries and needs, Mark hopes that these strategies will help people end the day feeling fulfilled and energetic rather than overwhelmed and spent.

When I asked Mark, who is the Chancellor's Professor of Informatics at the University of California, Irvine, to share her go-to strategies for maintaining her attention span, she named three tactics: imagining your future self, creating blocks of free time during the day, and learning your own rhythm of attention. Keep in mind that her book is filled with numerous suggestions and a lengthy discussion of how we got here in the first place; it's worth reading Attention Span for that comprehensive view.

1. Imagine your future self.

Sometimes distractions are planned, and welcome. But often people get caught in a current that tosses them to and fro, like mindlessly scrolling social media after looking for specific news and pressing play on one YouTube video only to be drawn in by the next one. To combat this aimless digital wandering, Mark suggests imagining how your future self will feel if the work project with an important deadline is delayed.

Be specific when you envision the consequences. Mark writes in Attention Span that detailed visualizations makes it easier to change behavior. For example, meeting that deadline might now require working late into the night or missing a daily run. Think of the exhaustion or disappointment you will feel as a result.

Mark argues that this exercise in forethought brings awareness to the consequences of current actions and how those will affect your future behavior. If intentionality is practiced enough, Mark says it'll become second nature to pause before playing an online game and ask how it'll serve you. If that game gives your mind time to relax and reset, then use it to your advantage by spending a short amount of time on it — and only once or twice rather than throughout the day.

After all, research including Mark's own studies suggest people need breaks to replenish their energy. But if indulging is an expression of procrastination or unconscious behavior, Mark recommends asking yourself what might be more effective. Perhaps it's a screen break all together, requesting help from a colleague to complete a challenging task, or a walk outside.

Your future self probably won't regret making deliberate choices designed to protect and boost your well-being.

2. Create "negative space" in your day.

Mark busts a few myths in her book, including the idea that the human brain can exclusively focus on hard or demanding work for hours at a time. Instead, research shows that people who don't take sufficient breaks run low on cognitive resources, or mental energy, then start to drift from their goals well before the typical workday is over.

Mark admits that, like many people, she tried to push through these lulls without breaks. A cancer diagnosis more than a decade ago helped her take stock of the cumulative exhaustion she felt and prioritize well-being, not just productivity. Now, one of her main techniques for both improving her focus and taking care of herself is to create "negative space" in her day.

A former artist, Mark uses this term to describe what lies beyond the object of focus, whether that's a painted image or a sculpture. That space helps frame, often in beautiful ways, what's being portrayed or depicted. Practically speaking, negative space should be time to "replenish your attentional resources" that's separate from but supportive of your main goals.

To lengthen and strengthen her attention span, Mark applies this principle by scheduling free time in her day. You might use those periods to walk in nature, practice mindfulness, play Wordle , or garden.

"Negative space is whatever works for you as an individual."

- Dr. Gloria Mark, Ph.D., author of "Attention Span"

"Negative space is whatever works for you as an individual," says Mark.

While some might bemoan such breaks as useless or lazy, Mark says they're actually essential for reducing stress and generating fresh ideas. Importantly, the more mental energy you have, the easier it will be to resist distractions.

Of course, this strategy requires some measure of control over your schedule. That might not be the case for the employee whose company schedules back-to-back meetings or the warehouse worker who must meet exacting productivity goals. A paltry five-minute break might impulsively lead to scanning Facebook, but Mark says that can amount to multitasking because it means sorting through pieces of information, which in turn can sap your scarce mental energy. Whatever negative space you can claim, try to create a restorative break that leaves you feeling refreshed.

3. Learn your "rhythm of attention."

One of Attention Span 's revelations is that people are as likely to interrupt themselves during a task as they are to experience an external distraction, according to Mark's research. This is for various reasons, among them that people have become accustomed to technological diversions. If all your friends consistently drop emoji in the comments of each other's TikToks, you probably will, too, and you might just break focus to do exactly that. Human beings are social creatures who sometimes find that mindless digital activities make them feel happy and calm, a reality that needn't be judged harshly.

At the same time, Mark says that people can learn their own "rhythm of attention" to better understand their peaks and valleys when it comes to focus. Mark says that most people tend to experience an optimal state of focus around 11 a.m. and mid-afternoon, though there are individual differences. The optimal state is when the brain is capable of tackling the hardest, most creative work. Rather than chasing inbox zero during these periods, Mark recommends setting aside that time for the most challenging tasks. As your mental resources start to dwindle, Mark says you should take a break. Again, this helps guard against impulsive time-use choices made in moments of fatigue.

"We can sometimes do more by doing less," says Mark.

You can complete this 19-question survey to learn more about your circadian rhythm type, which influences periods of focus. Mark also says keeping a weeklong diary to track trends, like peak productivity, waning attention, and refreshing moments of boredom, will provide valuable insight into your rhythm of attention.

While Mark is armed with practical tips, she understands how tough it is to focus these days. She's not interested in shaming and blaming people who can't stick with a screen for 47 seconds. She does worry, though, about how tired they might be, because pinging back and forth across the internet is often draining.

"We do it so often and it becomes so habitual," Mark says of digital distractions. "Exhaustion becomes normal for people — it becomes a state of normality, and that's really bad."

This article, written by Rebecca Ruiz , appeared first on Mashable .

5 Things You Need to Bridge The Gap Between In-Person and Remote Meetings

Thu, 23 Mar 2023 19:49:47 GMT

To truly take advantage of the benefits of hybrid meetings requires using the right tools and training to maximize everyone's participation and address the problems most companies face.

Adobe Stock

With the right technology and facilitation, hybrid meetings can provide the best of both worlds: the benefits of in-person meetings, such as nonverbal communication and spontaneous collaboration, combined with the convenience and cost-effectiveness of remote meetings .

But to truly take advantage of the benefits of hybrid meetings requires overcoming our intuitions and gut reactions about how to manage meetings and investing in quality AV technology, developing new meeting norms, and training participants on using this technology and following these norms. Otherwise, hybrid meetings can be a miserable experience for both in-person — especially remote attendees, as I've seen in consulting for 21 organizations on how to implement hybrid work arrangements.

Importance of excellent meeting AV technology

One of the most critical elements of a successful hybrid meeting is having excellent audio and video (AV) technology that allows all participants to see and hear each other clearly.

Many conference rooms are long and narrow, and cameras are typically located at one end of the table so that those at the far end are not easily visible on video. That creates a problem for remote attendees since they can't see clearly the body language and gestures of the in-person attendees. Similarly, remote attendees need to be able to hear the points made by everyone in the room, but the typical narrow meeting rooms are not set up to pick up audio well for all participants, just for those at the head of the table.

Remote participants need to see the person who is speaking at any given time. To do so requires a camera that tracks and focuses on whoever is speaking at the moment. They also need a second camera that shows the whole room to catch the nonverbal cues of their in-person colleagues. After all, the point of a meeting is not simply one-way communication by the speaker; it's also observing the reaction of the meeting participants to the speaker. Finally, they need a third camera showing the PowerPoint and/or whiteboard.

In-person participants, in turn, have to be able to see remote attendees clearly. That means, ideally, having them sit on one side of the table and on the other side having a big conference room screen with the remote attendees. Then, the natural focus of the in-person attendees goes to the remote participants, not to each other.

Separate facilitation for remote attendees

Another important factor in successful hybrid meetings is having a separate facilitator for remote attendees. Team leaders serve as the traditional meeting facilitator , and they already have their hands full managing the in-person portion of the meeting and the agenda while also being a participant.

Instead, the team leader needs to appoint an in-person attendee as the remote facilitator. This person's role is to ensure that remote attendees are able to fully participate in the meeting and that their contributions are heard and acknowledged. They can also help to manage any technical issues that may arise. The remote facilitator should solicit the feedback and input of remote attendees, and interject on their behalf as needed. They also need to read out loud chats typed by videoconference attendees who ask the remote facilitator to make a point on their behalf.

Expressing yourself through emojis or chat

Remote attendees need to collaborate with the remote facilitator and advocate for their perspective and full-fledged participation in hybrid meetings. They need to express themselves in reaction to what people are saying through reaction emojis or chat.

The challenge is that you can't see the responses of remote participants to what the speaker is saying, so remote participants have to be more deliberate about their responses. Fortunately, by using chat or reaction emojis , they don't have to interrupt the speaker or impede the conversation flow. It's much easier to use such features, especially for introverted participants, making them more likely to shine as remote participants in hybrid meetings.

And since there's someone in the room whose job it is to make sure remote participants are heard — the remote facilitator — that person will interrupt the speaker on their behalf. For example, a remote participant may indicate that they have a question or comment in the chat. If that happened in the room, the speaker could see that someone had a frown or confused look. But they can't see that easily for remote participants. However, the remote facilitator can interject on behalf of the remote attendees, addressing their confusion and making sure the remote participants can make their contribution.

Norms of behavior for in-person participants

In-person participants have to pay attention to remote attendees and make an effort to include them in the discussion. This can be done by signing into the meeting on their laptops or phones and tracking the responses of remote attendees through chat or emojis. In fact, they can contribute to the conversation if they sign into the meeting, and make sure they don't miss the valuable subtext in the chat.

Likewise, in-person attendees have to overcome their intuitive and natural temptation to prioritize other in-person attendees. They need to pay attention preferentially to remote attendees and encourage other in-person attendees to do so as well. That's why it helps to sit facing the remote attendees, not fellow in-person attendees.

Training meeting participants

To achieve this change of norms and address cognitive biases requires training both the in-person and remote meeting facilitators and also the attendees, including in-person and remote ones. The new norms will seem artificial and uncomfortable at first because everyone will have to address their miscalibrated intuitions, but it will help maximize everyone's participation and address the problems with typical hybrid meetings. Training — which should involve practice and role-playing — will help overcome the initial discomfort and ease alignment with the new norms.

Part of the required training involves setting up feedback systems for continuous improvement. Thus, especially as teams are starting to figure out their new meeting norms, they need to measure and get feedback on the quality of the hybrid meeting experience, for in-person and especially remote attendees. As you're making these transitions, survey participants on various aspects of the meeting, such as their overall evaluation of their meeting experience, how well they were able to hear and see others, how well they think others heard and saw them, how much they were able to participate in and impact the meeting, how well the in-person participants accommodated remote participants, how well the facilitator accommodated remote participants, how effectively were features like chat and emojis like "raise hand" used, what could have been done better to improve their experience and impact, and related questions. Particular feedback needs to be provided to the meeting facilitators, including watching recordings with a coach who can point out specific moments the facilitator performed well, and other areas where they may need improvement.

This article, written by Gleb Tsipursky , appeared first on Entrepreneur .

78% of Employers Are Using Remote Work Tools to Spy on You. Here's a More Effective (and Ethical) Approach to Tracking Employee Productivity.

Wed, 22 Mar 2023 18:52:37 GMT

Research and common sense show that the practice does far more harm than good.

Jacques Julien, Getty Images

78% of employers use software to spy on employees . But the research — and common sense — shows that this tempting practice does far more harm than good. And 83% of employers acknowledge that it's ethically questionable. When you spy on your people, you trade trust, culture and morale for sketchy data and productivity theater.

Work-from-home and hybrid models are here to stay. Companies everywhere are investing millions in digital employee experience (DEX), which reduces IT friction and makes employees happier and more productive . Separately, the same remote and hybrid shift has encouraged companies to deploy so-called productivity surveillance technologies . These have the opposite effect and even punish those who allegedly waste company time.

DEX and productivity surveillance are very different. DEX helps employees and their companies, while surveillance harms both. What's more, data from productivity surveillance is, ironically, a terrible measure of productivity. Many companies have good justifications for specific, security and compliance monitoring practices. But we shouldn't let productivity surveillance hide in the shadow of necessary measures that prevent disasters like data breaches.

What's productivity surveillance, and what does it measure?

Leaders are worried about productivity. 85 % blame hybrid work for obscuring whether employees are being productive, even though 87% of employees report they're more productive working from home.

Productivity surveillance includes things like taking screenshots throughout the day, logging keystrokes and clicks , analyzing message frequency and length and tracking website usage. All in order to measure, safeguard and (managers hope) increase worker productivity.

Companies implement productivity surveillance to police how employees are spending their time. But, the proxy measures they use are extremely problematic. Screenshots, keyloggers, mouse trackers and message frequency logs don't capture the important work that takes place away from company devices. Social workers, for example, have been penalized for visiting clients . Companies have docked pay for routine bathroom breaks. And none of these intrusions measure true productivity, like outcomes, work quality or goal attainment.

This technology is doing real harm to people who don't deserve it. And for what?

The not-so-hidden harm and unbearable cost of surveillance

Productivity surveillance damages the relationship between workers and companies and makes employees more likely to lie, cheat, steal, pretend to work and quit.

43% of remote workers feel employee surveillance violates their trust; 59% feel anxiety; 26% feel resentment, and 28% feel underappreciated when subjected to such technologies. Tracked employees are nearly two times more likely to fake work and they spend over an hour extra online every day on average just to be seen by colleagues and managers.

The authors of two 2021 studies discovered many paradoxical effects of employee surveillance. Monitored workers are "substantially more likely" to engage in myriad negative behaviors, including damaging and stealing workplace property, taking unapproved breaks, disregarding instructions and cheating, working at a purposefully slow pace and blaming others for their actions.

During the pandemic, people took stock of their priorities. Millions have quit jobs because of poor working conditions and bad work-life balance and productivity surveillance decays both. Nearly 60% of tech workers said they would reject a job offer if they were surveilled by audio or video to enforce productivity. Roughly half would leave a job if their employers used audio and/or video surveillance, facial recognition, keystroke tracking or screenshots.

DEX vs. productivity surveillance

DEX, on the other hand, is a category of technology and strategies to empower — not punish — workers. DEX tools find and fix IT issues before they cause delays and frustration, and track employee sentiment about IT experiences to continuously improve them behind the scenes.

DEX is distinct from productivity surveillance because it scrutinizes things, not people: device performance, network speed, application crashes and the like. Companies use this data to enhance the technology experience for workers, not to evaluate productivity or punish them. This is precisely what employees want : 90% say their company's digital experience has room for improvement, 82% say the delayed resolution of IT issues slows employees down and 68% say DEX has a high or critical level of influence on revenue.

The contrast couldn't be clearer. DEX makes workers more productive, makes the workday more enjoyable and makes companies more money. Policing productivity with surveillance makes your employees feel demoralized, untrusted and eager to find a better job. For leaders, it's time to take a hard look at your so-called productivity surveillance technologies, practices and data. It's also a moment for introspection. Let's end this misguided trend before it goes any further.

This article, written by Mark Banfield , appeared first on Entrepreneur .

Employee making $200K can earn overtime, SCOTUS holds

Tue, 21 Mar 2023 20:06:13 GMT

From a ground view, the Supreme Court of the United States is seen on Sept. 7, 2022. In a 6-3 decision authored by Justice Elena Kagan, the court held that Michael Hewitt did not meet the FLSA’s definition of an executive. Caroline Colvin/HR Dive

Dive Brief:

A tool pusher for oil and gas company Helix Energy Solutions who made more than $200,000 a year but was paid on a daily basis is not exempt from the Fair Labor Standards Act’s overtime pay requirements, the U.S. Supreme Court ruled Wednesday ( Helix Energy Solutions, Inc. v. Hewitt , No. 21–984 (U.S. Feb. 22, 2023)).

In a 6-3 decision authored by Justice Elena Kagan, the Court held that Michael Hewitt did not meet the FLSA’s definition of an executive because workers like Hewitt who are paid on a daily rate basis, regardless of their income level, may only qualify for the exemption if they are paid on a salary basis.

Helix’s pay structure for Hewitt did not meet FLSA’s salary-basis criteria, Kagan wrote. The high court’s ruling affirms the judgment of the 5th U.S. Circuit Court of Appeals.

Dive Insight:

The court’s decision may be an unexpected one for some observers in the employment law community, not least because the question the appellant, Helix, originally presented to the court differs from the question the court ultimately answered.

Under the FLSA, employers may exempt bona fide executive, administration and professional employees from the law’s overtime pay requirements if the following conditions laid out in Part 541 of the FLSA’s regulations are met:

The employee earns total annual compensation of $107,432 or more, which includes at least $684 per week, paid on a salary or fee basis.
The employee’s primary duty includes performing office or nonmanual work.
The employee customarily and regularly performs at least one of the exempt duties or responsibilities of an exempt executive, administrative or professional employee.

Part 541.602 defines the term “salary basis” as an arrangement in which the employee earns a “predetermined amount constituting all or part of the employee’s compensation which amount is not subject to reduction because of variations in the quality or quantity of the work performed.” The employee must receive this amount each pay period on a weekly or less frequent basis.

In its ruling, the court held that Hewitt’s pay structure did not meet those requirements because he was paid on a daily basis, which falls outside of the “weekly or less frequent basis” requirement. During oral arguments last October, counsel for Helix posited that Hewitt did meet this requirement , because he was guaranteed $963 for any week in which he worked one minute. That’s above the FLSA’s $684 per week — or $455 per week for the time period at issue in Helix — threshold for exemption.

The majority of the court rejected this logic. “The dissent reasons that because Hewitt received more than $455 for a day’s work, he must have been paid on a salary basis,” Kagan wrote. “That is a non-sequitur to end all non-sequiturs.”

As Justice Neil Gorsuch noted in a dissenting opinion, however, Helix’s writ of certiorari did not ask the court to decide the question of whether Hewitt’s pay structure met 514.602’s requirements. It actually asked the court to decide a different question altogether: whether the requirements of Part 541.601, which outlines the exemption of certain highly compensated employees from the FLSA’s overtime requirements, is subject to Section 541.604(b) , a different part of the regs.

“As the Court explains, the proper interaction between [541.601] and [541.604] matters only if Helix Energy paid Mr. Hewitt on a salary basis consistent with the terms of [541.602],” Gorsuch wrote. “Faced with this development, the Court chooses to take up the question whether Mr. Hewitt was paid on a salary basis under [541.602] and holds he was not.”

Gorsuch concluded that he would dismiss Helix as being “improvidently granted” by the court, but the majority was not persuaded.

“The Supreme Court decision is a boon for those highly-compensated employees who are paid on a day-rate basis,” Keith Wilkes, shareholder at Hall Estill, said in an email to HR Dive.

Wilkes added that employers that pay employees on a day-rate basis believing such employees were exempt from overtime pay “will need to move quickly to shore up their exposure,” while those with employees in the same scenario as Hewitt may need to decide among paying such employees overtime, adding a weekly guarantee to their day rate to meet the FLSA’s requirements, or converting them to a straight salary for the weeks they work.

This article, written by Ryan Golden , appeared first on HR Dive .

Employers can’t offer severance agreements with nondisclosure clauses, NLRB says

Mon, 20 Mar 2023 21:12:23 GMT

Agreements offered to hospital employees furloughed amid the pandemic violated Section 8 of the NLRA, the Board said in a 3-1 decision.

Members of the National Labor Relations Board speak at the American Bar Association’s Section of Labor and Employment Law 2023 conference on Nov. 10, 2022, at the Marriott Marquis in Washington, D.C. Ryan Golden/HR Dive

A Michigan hospital violated the National Labor Relations Act when it offered a severance agreement to permanently furloughed employees that prohibited them from making statements that could disparage or harm the image of the hospital and from disclosing the agreement’s terms, the National Labor Relations Board held in a 3-1 decision Tuesday.

In March 2020, as the COVID-19 pandemic disrupted operations, McLaren Macomb Hospital issued temporary furloughs to 11 union-member employees before permanently furloughing them in June of the same year, the Board said.

McLaren Macomb offered the employees severance agreements that included a nondisclosure clause which required employees to agree not to “disclose information, knowledge or materials of a confidential, privileged, or proprietary nature” and not to “make statements to Employer’s employees or to the general public which could disparage or harm the image of Employer, its parent and affiliated entities and their officers, directors, employees, agents and representatives.”

But these restrictions violated Section 8 of the NLRA because they unlawfully restrained and coerced the employees’ exercise of their Section 7 rights, the majority of the Board held.

In doing so, NLRB overturned the contrary findings of an administrative law judge, who held that the severance agreement did not violate Section 8 based on a test articulated in the 2020 cases Baylor University Medical Center and International Game Technology .

In Baylor and IGT, the Board — staffed by a Republican majority — applied a test under which the “mere proffer” of severance agreements that require employees to agree to “no participation in claims,” confidentiality or nondisparagement provisions did not violate the NLRA.

The administrative law judge in McLaren Macomb applied this test to conclude the hospital’s agreements did not violate the NLRA, but the now-Democratic majority NLRB reversed, holding that the Board’s precedent set in Baylor and IGT is “flawed in multiple respects” and ignored prior decisions by the agency.

“The Baylor test arbitrarily adopts a two-factor analysis for finding that a severance agreement violates Section 8(a)(1) of the Act,” NLRB said Tuesday. “Whether or not employees view employer documents through the prism of Section 7 rights (a proposition questioned by the IGT majority), the Board must do so when the General Counsel issues a complaint alleging that a severance agreement violates employee Section 7 rights. Because both Baylor and the IGT majority fail this test, we overrule them.”

This article, written by Ryan Golden , appeared first on HR Dive .

2 Tips to Help You Deal with "Layoff Anxiety"

Wed, 15 Mar 2023 22:05:25 GMT

Why staying confident in the face of layoffs is as important as it is difficult.

Unsplash

For many employees, the ongoing layoff season can be an overwhelming experience. As we have recently seen with the news about workers at Google , layoffs can cause significant stress and anxiety not only for those laid off but also those who survive the purge.

For instance, Google employees were left feeling anxious about their own job security after a move that saw approximately 6% of Alphabet Inc.’s full-time personnel laid off, including some high performers and those on immigration permits.

The lack of “psychological safety,” according to one employee, raised concerns. Employees questioned how they were expected to feel safe again.

This seems to be a universal feeling. As a psychologist, I have seen an uptick in people coming to therapy with questions like:

“How can I deal with the emotions of surviving a layoff in my high-pressure work environment?”
“How can I regain my confidence and feel secure in my job given the uncertain nature of the current job market and industry layoffs?”
“I feel so guilty when I think about how my friends are out of a job while I am not. How can I stop feeling this way?”

Here are two ways to reframe your thoughts to stabilize your mental health after a brutal layoff season.

#1. Let the quality of your work speak for itself

It can be difficult to focus on your work when you are uncertain about your future in your organization. It can feel futile to pour your energy into a project you may or may not see through to the end.

However, a review article published in Frontiers in Psychology suggests that while uncertainty is often linked to negative emotions, it can also be a great motivator if you are able to process uncertainty from a, “how could this potentially benefit me” viewpoint. The more positive you remain about your work and its quality, the more confident you will be in the face of an uncertain situation.

Think of it this way. If you are terminated by your current organization, you will need to look for employment elsewhere. Showing your prospective employers that you remained dedicated, confident, and productive in stressful situations (like this layoff season) will be a great look for you.

On the other hand, if you crumble under the pressure and start neglecting your work, you are in for a double-trouble situation: your current organization may notice the drop in performance and may think of you as an easy target for the next time they resize, and prospective employers could read it as a sign that you do not work well under pressure.

#2. Embrace change by upskilling yourself

When it comes to keeping your confidence up after a particularly brutal layoff season, upskilling is the name of the game.

While it is easy to get caught up in the guilt and the whys and the hows of your employment status versus that of your colleagues who were affected by the downsizing, try to focus on the positives. You were offered a continued opportunity to grow in your current organization because you bring skills and contributions that are prized by your employer. One way to make yourself even more indispensable is to pick up skills beyond your areas of expertise.

Let’s take the example of the layoffs at Microsoft and Google. These companies are betting big on artificial intelligence (AI), and this seems to have partially precipitated the recent layoffs.

Sundar Pichai, CEO of Google, has referred to AI as the most transformative technology of all time and has claimed that the company’s plan in making the layoffs will be to “focus our talent and capital to our highest priorities.”

Although it hasn’t laid it out as concretely, Microsoft may have similar goals . The company let go of around 10,000 of its employees, while almost simultaneously investing $10 billion in OpenAI, a pioneer in the AI space.

A 2021 study published in the International Journal of Human Resource Management argues that upskilling yourself to accommodate the changes brought about by AI is crucial. Forecasting a work environment where human-AI interaction will be widespread, the study found five sought-after skills to add to your repertoire:

Data analysis skills
Digital competency
Complex cognitive skills
Decision-making
Continuous learning

Even if your job doesn’t have anything to do with technology, it is important to keep abreast of the developments in the technology space because it looks like AI is here to stay and will change how we think about work.

Conclusion

Surviving a layoff season in your industry can be challenging. There’s a level of guilt that comes with being a survivor, and layoff anxiety is real and lasting. Sometimes, the best way to deal with the distress this can bring about is to speak to a mental health professional.

Understand that it’s possible to come out stronger and more resilient on the other side. By focusing on your work, staying confident, and upskilling yourself, you can weather the storm and be prepared for new opportunities in the future.

This article, written by Mark Travers Ph.D. , appeared first on Psychology Today .

Winter Storms Bring Flurry of Wage and Hour Questions

Tue, 14 Mar 2023 22:10:22 GMT

s winter deepens, employers should refamiliarize themselves with wage and hour rules that apply to nonexempt and exempt employees during winter storms.

"Winter weather is stressful. Plan for how you're going to pay to minimize the strain of the moment," said Jesse Dill, an attorney with Ogletree Deakins in Milwaukee. "Generally, employers only have to pay nonexempt, hourly employees when they work, whether remotely or at the facility." On the other hand, exempt employees who are on a salary must be paid for the full week, even if they must miss days due to bad weather, unless a deduction rule applies.

Adobe Stock

Nonexempt Employees

The Fair Labor Standards Act (FLSA) requires employers to pay nonexempt employees for all hours worked. Therefore, if an office or plant is closed and a nonexempt employee doesn't perform any work, no pay is due, said Sarah Pawlicki, an attorney with Eastman & Smith Ltd. in Toledo, Ohio.

Nonetheless, employees who aren't working but are on call must be paid in certain circumstances, Dill noted. This could be the case if an employer directs employees to remain onsite to wait out the inclement weather and possibly return to work, he said.

Another exception is nonexempt employees who are paid on a fluctuating-workweek basis under the FLSA. "Such employees normally must be paid their full fluctuating-workweek pay for every workweek in which they perform any work," said Megan Janes, an attorney with Fisher Phillips in Fort Lauderdale, Fla.

If nonexempt employees do any work, they must be paid for the time worked, even if they had been directed not to work., Pawlicki said. Disobeying the employer's instruction not to work may be a disciplinary issue.

Because the FLSA doesn't require employers to provide paid time off, employers are permitted under federal law to require employees to use available vacation time or paid time off due to inclement weather. "The reason an employer may want to do this is to make sure the employee does not have a loss in pay for the week," she said.

However, many employees may have already planned how they want to use their paid time off. Requiring them to use it at a time they did not want may hurt employee morale, Pawlicki added.

Exempt Employees

Exempt employees who are otherwise available for work but can't because the office or plant is closed must be paid their regular salary if they perform any work in that workweek, Pawlicki said.

"Exempt employees can be required to work from home even if the office or plant is closed, provided that the exempt employee has work that can be done from home," she said. Even if exempt employees are in positions that do not typically work from home, many employers require exempt employees to take online training or attend online meetings to effectively use this time because the workers must be paid anyway, she said.

If the exempt employee has vacation time available, the FLSA allows the employer to charge the missed days to available vacation. The accrued paid time off may be reduced in full-day or partial-day increments, said William Horwitz, an attorney with Faegre Drinker in Florham Park, N.J., and New York City.

Yet, if the exempt employee doesn't have any or enough available vacation time, the exempt employee must receive the full salary, Pawlicki said.

An employee may become disgruntled when one exempt employee is required to use a vacation day and then finds out other exempt employees who used all of their vacation time still were paid for the inclement weather day, she noted. If a company requires that employees use paid time off for a closure, and the weather turns out to not be as bad as expected and the company could have stayed open, this also may lead to morale problems.

"Before requiring exempt employees to use their accrued time off, an employer should check with counsel regarding applicable state and local laws," Horwitz said.

Deductions from the salaries of exempt employees for full-day absences for personal reasons are allowed under federal law. "So if an office is open but the exempt employee chooses to stay home for personal reasons, under federal law, a full-day deduction would be authorized," said Justin Barnes, an attorney with Jackson Lewis in Atlanta. "However, it could certainly impact employee morale if an employee does not come to work because they are not comfortable driving in inclement weather and then their pay is reduced."

The legality of a full-day deduction in such circumstances assumes that the exempt employee performs no work during the day while away from work for personal reasons, noted Robert Hingula, an attorney with Polsinelli in Kansas City, Mo. If the exempt employee performs any work from home, the worker is entitled to full salary for that day.

Should the employee work from home only during some of the workday when the office is open and take some time off, the employer might deduct from the employee's paid-time-off bank for the time not worked. Regardless, the employee must still be compensated for the entire day of work—even if the employee does not have enough paid time off to cover the partial day, he added.

Communication

Inclement weather policies should be in the employee handbook and discussed in e-mails or other written communications to employees, reminding workers about what to expect as inclement weather approaches, Janes said.

Hingula said an inclement weather policy should adequately address how the company handles closings and include topics relating to:

The amount of notice employees may receive about the company's decision to close operations.
How the employees will be notified—for example, are workers to call into a hotline or will they receive a text?
How employees will be compensated during the closing.
Whether remote work will be expected or prohibited.
Whether employees may use or be required to use their paid time off during the closing.

This article, written by Allen Smith, J.D. , appeared first on SHRM .

Life Insurance Strategies to Consider When You Own a Family Business

Mon, 13 Mar 2023 22:22:49 GMT

Not only can life insurance replace lost income, but it can help with estate taxes and provide a sense of fairness for family members who don’t participate in the business.

Getty

For small-business owners, life insurance can offer many benefits, such as the typical motivator for any potential policyholder: providing the family with enough money if the primary earner dies.

Just because one owns a business doesn’t mean it’s worth a lot of money at any given moment. Even if it is, that value often isn’t very liquid and can be realized only by selling the business. Therefore, the surviving family members would be left relying exclusively on the cash flow the business produces.

Another important reason a business owner may purchase life insurance is to provide liquidity with which to pay estate taxes when the policyholder dies. The estate tax is due in cash nine months after death. A family could be in a position of needing to use most or all available cash, borrow from a bank or quickly sell a company under duress. Life insurance is very frequently utilized to avoid these pressure situations.

On a more personal level, when a business owner has one or more children who work within the company and additional children who don’t, life insurance can be a very effective instrument to promote fairness in inheritance . Leaving the business to those children who are involved in it, while making the other children beneficiaries of life insurance, leaves family members better off, both financially and with regard to the relationships among them.

Co-Ownership Considerations for Life Insurance

Life insurance policies can also play a pivotal role in instances of business co-ownership. There are generally two types of buy-sell agreements. One is a cross-purchase agreement, in which business owners obtain life insurance policies on each other.

This type of agreement is typically designed so that when one of the partners dies, the surviving owners can use the death benefits to buy the deceased partner’s stake in the company from their estate.

The other type of buy-sell agreement is called an entity purchase agreement, in which the company itself owns insurance policies on the lives of the co-owners. When one of the co-owners passes away, the company receives the death benefit and can use it to buy the deceased owner’s stake from their estate, but those shares then become treasury stock.

Entity purchase agreements can be very useful when there are many partners in a company, so that each partner doesn’t need to have a life insurance policy on every other partner.

In a Family, What’s Considered ‘Fair’ Varies by Family Member

Returning to the concept of family fairness: Though it is often prioritized by business owners who obtain life insurance, implementation of a plan can vary widely. To start, one first needs to define “fair” in a particular situation. Fair doesn’t always mean “equal,” and the policyholder needs to decide what they think is appropriate rather than leaving that decision up to their beneficiaries — who are likely to have differing views on the matter.

Fair is a concept that exists in the mind of the beholder, for both donors and recipients. The key is to make choices that are consistent with one’s objectives. Remember, this is all free money for the recipients. It’s a gift, not an entitlement.

Individuals aren’t obligated to leave any assets to their children, so it’s important to emphasize to beneficiaries that anything they receive is being provided out of love and generosity.

Communication Within the Family Ahead of Time Is Key

When clients seek our counsel, our role often includes telling stories. Throughout years of working in our respective fields, we have seen a multitude of situations play out in different family circumstances. We can offer helpful insight based on these experiences, as well as provide education about different options and structures.

Though each situation has its unique elements, one universal piece of advice we’d give is the importance of communication within the family about your plan prior to death — particularly if the plan includes any aspects that your children might see as favoring one over another.

Ultimately, the decisions are yours, and you’ve earned the right to make them. However, if you want your family to get along well and spend time together after you’re gone, it’s important for them to understand what you’re planning to do and why. That conversation might also provide some perspective you hadn’t previously considered, leading you to alter the plan.

Life insurance is a versatile tool to provide liquidity for a family that may otherwise be mostly illiquid — as well as providing for general spending needs, to cover estate taxes and potentially to help provide fair inheritances.

For business owners specifically, life insurance can offer a multitude of benefits from both a professional and personal standpoint.

This article, written by Howard Sharfman , appeared first on Kiplinger .

69% of employees say manager impacts mental health as much as spouse or partner: survey

Wed, 08 Mar 2023 20:04:23 GMT

Adobe Stock

More than two-thirds (69 per cent) of employees say their manager impacts their mental health as much as their spouse or partner, according to a new survey by human resources consultancy UKG.

The survey, which polled 2,200 employees from around the world, found 70 per cent of respondents said their employer needs to do more to support mental health and a third said their manager fails to recognize the impact they have on their team’s mental well-being.

Forty per cent of respondents said they’re “often” or “always” stressed about work, but 38 per cent said they “rarely” or “never” talk with their manager about their workload. Similarly, 43 per cent of employees said they’re “often” or “always” exhausted at the end of the workday.

Read: Expert panel: How employers can support employee mental health in 2023

A majority of employees said work-related stress impacts their work performance (78 per cent), as well as their home life, personal well-being (64 per cent) and relationships (62 per cent). Among workers who describe their mental health as “poor” or “very poor,” more than a quarter (28 per cent) said they lack work-life balance, compared to just four per cent who reported “good” or “excellent” mental health.

The survey also found 80 per cent of respondents said they’d rather have good mental health than a high-paying job and two-thirds said they’d take a pay cut for a job that better supports their mental wellness.

“We talk a lot about mental health in terms of a medical diagnosis or burnout,” said Pat Wadors, chief people officer at UKG, in a press release. “While those are serious issues, the day-to-day stressors we live with — especially those caused by work — are what we should talk more about as leaders. Life isn’t all milk and honey and, when leaders open up about their own struggles, they acknowledge employees are not alone and that it’s OK not to be OK.”

Read: Bell Let’s Talk Day: More mental-health support needed in the workplace

This article appeared first on Benefits Canada .

As job switchers chase higher wages, they may be leaving money behind. Here's what to know

Tue, 07 Mar 2023 21:42:10 GMT

Key points

During the pandemic, record numbers of people changed jobs.
That heightens the risk that millions of people forgot to bring their retirement savings with them.
The government and industry have plans to reunite those people with their lost funds.

A retiree on a laptop, talking on the phone. Getty Images

If you quit a job, got fired, or were let go over the past few years during the pandemic, you may own one of the millions of forgotten 401(k)s holding more than $1 trillion in assets.

Help is coming, though, to reunite you with those funds.

In the final weeks of 2022, Congress passed Secure Act 2.0 , which, among other things, promises to establish a national lost-and-found database for lost retirement accounts by 2025.

Large swings in the jobs market over the last few years provided ample opportunity for workers to lose retirement accounts. Business shutdowns at the onset of the pandemic forced 23 million people out of work , the highest number since the government started tracking that data. When the economy reopened, a strong and fast recovery sparked labor shortages that drove a record 4.5 million employees to quit their jobs in November 2021 for higher pay or more fulfilling work amid the stress of the health crisis.

If the new law helps Americans track down those abandoned 401(k)s, it “has the ability to make a meaningful dent and meaningful improvement in the national savings gap,” said Greg Long, head of public policy at Alight Solutions, a technology and consulting firm specializing in human resources tools.

Learn more: Best current CD rates

What is a 401(k)?

A 401(k) is an employer-sponsored retirement plan. Not all companies offer them, but most large ones do, deducting contributions from paychecks and investing the money in financial markets to help employees build a nest egg. Contributions up to a certain amount are tax-advantaged and companies can also match a percentage of a worker's contributions.

While there are other ways for workers to save for retirement, like IRAs and pensions, 401(k)s represent nearly one-fifth of the $37.2 trillion U.S. retirement market, which is why supporters of the law's lost-and-found provision think it's so critical to shoring up the nation's shortfall in savings.

In 2020, there were about 600,000 plans, with about 60 million active participants and millions of former employees and retirees, according to industry data. As of June 20, 2021, those accounts held an estimated $7.3 trillion in stocks, bonds, cash and other assets.

How many people leave their 401(k)s when they leave a job and how much does that cost?

As of May 2021, there were 24.3 million forgotten 401(k)s holding approximately $1.35 trillion in assets, with 2.8 million more left behind each year by people leaving jobs, according to estimates from Capitalize, a financial services firm specializing in 401(k)s.

“Leaving behind a forgotten 401(k) account has the potential to cost an individual almost $700,000 in foregone retirement savings over a lifetime,” Capitalize said.

What happens to forgotten 401(k)s?

Under the Economic Growth and Tax Relief Reconciliation Act of 2001, companies can roll over forgotten accounts with balances between $1,000 and $5,000 into an IRA.

The problem with that is "those accounts sit and decay,” said Long of Alight Solutions. The IRAs basically invest in cash or money market accounts, which are the safest assets but offer the smallest returns, so the fees charged often exceed any gains the accounts earn. “This is bad for participants and for the industry.”

If those accounts had stayed invested, they would have accumulated an additional $1.51 trillion over 40 years, adjusted for inflation, the Employee Benefit Research Institute said in a 2019 study. The nonpartisan, tax-exempt research group estimated that people between 25 and 34 years old would have accumulated an additional $659 billion for retirement.

How would a national lost and found database help?

Though not yet developed, the database run by the Department of Labor would likely allow people to use their birthdates, names and Social Security numbers to check if they have any forgotten retirement funds. If they do, they’ll get information on where the money is and whom to contact to access it. They can then arrange for the money to be transferred.

“A searchable online database makes it much, much easier to find and contact plan sponsors,” of 401(k)s, said David Stinnett, head of Vanguard's strategic retirement consulting.

For now, people must track down and contact the human resources department of a company they worked for or the plan’s administrator and ask about their 401(k)s, he said. That task can be complicated if the company went through a merger, bankruptcy, name change, or switched location.

Similarly, employers will be able to use the database to find former employees with forgotten accounts and alert them.

“Every year there are employers around the country ready to pay benefits to retirees, but they are unable to find the retirees because the former employees changed their names or addresses,” Sen. Elizabeth Warren, D-Mass.s, said in December.

The database isn’t slated until 2025, what can people do now?

Other than hunting down contact information for your former company or the current plan administrator, there’s not much people can do to find their retirement accounts.

However, later this year Vanguard and Fidelity plan to launch a so-called "auto-portability program" that allows them to find owners of lost plans of less than $5,000 that they oversee and automatically transfer the funds to their owners.

Vanguard and Fidelity joined Alight Solutions and Retirement Clearinghouse to create Portability Services Network, which will continue to add more plan administrators to the network so more people can be found and automatically reunited with their forgotten funds. Alight has already launched its program, but it remains small. When Fidelity and Vanguard join, though, the three companies together will hold records for about 40% of retirement accounts in America, Long said.

How does auto-portability work?

If Vanguard sees you have a forgotten account in their records, it will periodically search for you, Stinnett said. If it finds you, it will notify you. After some time if you don’t instruct Vanguard on what to do with the money, Vanguard will automatically transfer the money to your current 401(k) in the allocations you’ve chosen for that account.

Stinnett emphasized that this only applies to accounts of less than $5,000. There are still people with larger lost accounts or pension plans instead of 401(k)s, which the national lost-and-found database will help.

“The lost-and-found registry is a different way to address a similar problem,” Long said. “It provides information to help participants find out who has your money but doesn’t help move the money. The database is a backstop for anything that’s not solved with auto-portability.”

This article, written by Medora Lee , appeared first on USA TODAY .

The office of 2023: Top workforce trends that will shape the year ahead

Thu, 02 Mar 2023 22:17:26 GMT

What's in store for the workplace of 2023? Look out for hybrid work, shorter workweeks, more opportunities to upskill...and possibly even some VR.

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There have been plenty of changes to our working lives over the past two years. In 2020, the pandemic forced many to work from home, while in 2021 the Great Resignation showed that workers weren't afraid to jump ship in search of better opportunities.

This year, companies are playing tug-of-war with employees over return-to-office policies while also battling the competition for the best tech talent. In particular, employers are finding creative ways to adjust their hiring strategies in order to attract and retain talent in a pool that has shrunk over the last two years.

As economic uncertainties loom large over 2023, ZDNET examines how these trends might shape the workplace over the next 12 months.

Retention through upskilling

In 2023, workers can expect their employers to invest more in training and upskilling programs to equip them with the skills they require. Jamie Kohn, research director at Gartner HR, says companies will need to look into internal upskilling to compensate for the growing talent shortage.

"Companies are focusing a lot more on their internal labor market and thinking about how they can take high-performing employees and move them into positions where they need them more, so thinking about upskilling programs as part of an internal mobility strategy is really important," Kohn tells ZDNET.

According to Kohn, employees want to learn skills that benefit them in their current jobs and their careers more broadly.

Opportunities for career development and growth are an integral part of retaining employees, she says. "People want to grow beyond just their role. They're thinking about growth across their entire career. If you can't offer those expanded growth opportunities, then you're definitely going to struggle and lose people."

The opportunity to learn new skills at a job is so important to employees that 83% of workers place improving their skills as their number one priority next year, according to a recent survey from Amazon and Workplace Intelligence .

The same study found that 74% of employees are willing to leave their current job due to a lack of skill-building and career-mobility options.

Also : When it comes to tackling the skills shortage, employers are obsessing over the wrong thing

"In today's employee-driven job market, employees feel empowered to seek out an employer that truly supports their long-term career goals and ambitions," commented Dan Schawbel, managing partner at Workplace Intelligence.

"Companies that recognize this and provide a high level of support – from more time for skills development during the workday to better learning benefits and programs – are going to stay one step ahead in the ongoing war for talent."

Hybrid and remote working aren't going anywhere

Despite many companies encouraging employees to return to the office, employees aren't letting go of hybrid and remote work . And with a recession threatening to further increase the cost of living, workers don't want to spend extra money on gas, lunch, and their morning macchiatos.

Paul Silverglate, vice chairman of Deloitte's US technology sector, says companies that haven't fully embraced remote and hybrid work will cite an economic downturn to justify return-to-office policies next year. Companies that have embraced new ways of working, meanwhile, will find solutions to continue hybrid and remote working policies and make them better.

Conversely, Simon Roderick, managing director of financial services at Fram Search, argues that not every industry will be hit hard by an oncoming recession, and suggests it would be a mistake to revoke remote or hybrid-working options. "Hybrid has worked brilliantly for most service-based firms and, given there is still a skills shortage, is a must for most firms' retention strategy," Roderick tells ZDNET.

"Not all sectors will suffer a hard recession and so it's advisable not to alienate teams by taking away flexibility, but some will, and we all know the economy will generally slow in 2023."

Roderick believes an overarching theme for the workplace in 2023 will be adjusting how employees work remotely. He says there could be an uptick in surveillance for remote workers that will allow managers to observe productivity , and executives could enforce return-to-office mandates as a reaction to a slowdown in business.

"If the three 'R's of 2021 and 2022 were retirement, resignation, and relocation, the three 'R's of 2023 could be returning to the office, recession, and readjustment," he says. "The world of work has been through huge changes since the pandemic, and it would be good not to see the positives of this change undone by a recession."

Silverglate believes that technology, office redesign, and sustainability will all propel hybrid and remote working in 2023. Video conferencing became a staple in work-from-home practices, but VR is emerging to make the experience more immersive and productive.

"When many are in person and a team member needs to be virtual, VR technology can truly reduce the perceived gap between the two, which is one of the largest complaints I've heard about the challenges of traditional video-conferencing technology as it relates to hybrid teams," he says.

James Ross, managing director of Hype Partners, agrees that VR will become more integrated into hybrid work to accommodate workers feeling disconnected from their peers. "As more of us opt for the flexibility of working from home, virtual experiences will be vital to improving workplace cohesion and helping employees feel more connected to each other," he tells ZDNET.

"A virtual tour of the office on your first day? A quick game of mixed reality fencing on your lunch break? A team outing in Roblox? We all feel the need to have fun with our colleagues and I'm curious to see how that develops virtually."

Ross believes that, as the metaverse becomes more tangible, Big Tech will find ways to get in on the action. With companies such as Microsoft, Google, and Samsung all investing heavily in the VR/MR/XR market, Ross expects a big boom in VR for hybrid work.

"Microsoft has similarly been making strides in the space, integrating virtual avatars into its remote work tool Teams," he says. "The competition among these big hitters and Google is likely to come to a head in 2023, so I expect a massive shift in this area."

Many offices are also ditching cubicles and other traditional layouts now that people can complete their work at home. Silverglate suggests that office redesigns in the coming years will foster collaborative work and more thoroughly reinvent the office experience.

"We are already seeing and hearing design firms start to address how to redesign and repurpose all types of corporate space that can flex to where the industry is at any given point in time. Particularly, we are seeing office space be more focused on teaming and collaboration and less on independent work which can be done remotely."

Full remote-work options have slightly declined over the past year, but remote work can't be totally ruled out in a post-pandemic work environment. More companies are pledging to decrease their carbon emissions, and Silverglate thinks these pledges will encourage companies to uphold their remote-working options in the future.

"I think remote work will never go back fully to where we were in the past," he says. "We should not underestimate the sustainability factor here. As more and more companies commit to being carbon neutral by 2040 or 2050, reducing the carbon footprint of commuting and business travel is an important lever."

Work-life balance is as crucial as ever

Hybrid and remote work offered something employees hadn't received much before the pandemic: more balance between work and their personal lives. It's usually the first benefit employees cite when asked why they enjoy working from home.

Working from home allowed employees to designate certain hours for uninterrupted work, while still being able to tend to their personal obligations. And as returning to the office becomes more mainstream, Kohn believes employees don't mind where they work, but it's essential to dictate when and how they work.

In 2023, Kohn thinks employees will pay more attention to how much flexibility their job offers, and that flexibility will be a condition people work under. Companies that don't have flexible work schedules risk losing out on top talent.

"It's not so much that people want to work from home, but having the flexibility to shape their work around their lives is so essential to people," she says. "If you want to retain people long-term, you have to think about how you're going to offer that flexibility."

Also: Want flexible working or better benefits? Here's how to negotiate with your boss

And as the buzz continues around four-day workweeks, some companies are recognizing that shorter workweeks are a sure-fire way to offer employees a better work-life balance. Four-day workweeks don't threaten worker productivity to the extent naysayers claim, plus they allow workers more time to rest and spend time with their families.

Charlotte Lockhart, founder and managing director of the 4 Day Week Global Foundation, predicts that four-day workweeks will become more common in 2023. She explains that even if some companies can't commit to cutting out one whole day of the week, shorter working hours will be just as popular next year.

Lockhart points out that four-day workweeks were previously reserved for private companies looking for a change. But now, local governments are getting involved and experimenting with shorter workweeks too. US congresspeople proposed a shorter workweek , solidifying the sentiment that decreased working hours are highly popular.

"The response we've had up until now has been from private companies doing it. But we're now starting to see local governments and some civil service organizations doing it around the world," Lockhart tells ZDNET.

"In my opinion, we've reached the tipping point where the prevalence for 2023 will be quite significant. It'll become a lot more normal, and it will become a sort of thing we do as a new way of working across a number of economies."

This article, written by Jada Jones , appeared first on ZDNET .

The FTC Is Proposing Banning Non-Compete Agreements

Wed, 01 Mar 2023 20:40:54 GMT

The agency took a step forward in banning non-competes, but legal challenges are possible.

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It's not exactly NDAs they're after — but non-compete agreements are facing the chopping block.

The Federal Trade Commission (FTC) on Thursday outlined its plan to ban agreements between employers and employees that, among other things, prevent employees from working with competitors for certain time periods after leaving a job.

The rule would ban non-competes, essentially, defined as follows: If an agreement "has the effect of prohibiting the worker from seeking or accepting employment with a person or operating a business after the conclusion of the worker's employment with the employer," the agency wrote .

"We're not talking about your run-of-the-mill NDA," said Elizabeth Wilkins, director of the Office of Policy Planning, on a press call Wednesday, per POLITICO.

The agency said that the rule also takes aim at NDAs that are "written so broadly that it effectively precludes the worker from working in the same field after the conclusion of the worker's employment with the employer."

It would also prohibit agreements that require employees to repay training costs, "if the worker's employment terminates within a specified time period, where the required payment is not reasonably related to the costs the employer incurred for training the worker," the agency wrote.

Non-competes decrease wages for workers because employers don't have to compete as hard for workers and employees can't leave their jobs, the FTC said.

"Non-compete clauses also prevent new businesses from forming, stifling entrepreneurship, and prevent novel innovation which would otherwise occur when workers are able to broadly share their ideas," the agency added.

If the proposal is adopted by the agency, companies would be required to nix noncompetes and inform employees, per Wall Street Journal .

However, the Chamber of Commerce, a business advocacy organization, is debating a lawsuit, per the WSJ, particularly on the grounds that the FTC does not have the "statutory authority" to make the rule, said Sean Heather, senior vice president for International Regulatory Affairs and Antitrust at the Chamber, per the outlet.

The group also disagrees on philosophical grounds.

In a statement to POLITICO, Heather said "attempting to ban noncompete clauses in all employment circumstances overturns well-established state laws which have long governed their use and ignores the fact that, when appropriately used, noncompete agreements are an important tool in fostering innovation and preserving competition."

A 2009 study focused on Michigan workers found that non-compete agreements reduce worker mobility . They are very common in Big Tech and in Silicon Valley, however.

The FTC voted to issue the proposal last month, and it was somewhat expected, particularly in the wake of President Biden's executive order that called on the agency to take measures it said would increase competition, including taking aim at non-competes, per Gizmodo .

The proposal is now subject to a 60-day comment period.

This article, written by Gabrielle Bienasz , appeared first on Entrepreneur .

Most Small Businesses Expect A Recession This Year—Here's How They're Getting Ready For It

Tue, 28 Feb 2023 21:34:23 GMT

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Business leaders think a U.S. recession is likely in 2023, a survey found. Getty Images

Key Facts

Some 61% of small businesses and 65% of midsize businesses—respectively defined as having annual revenues between $100,000 and $20 million and $20 million and $500 million—anticipate a recession in the year ahead, according to JPMorgan Chase’s Business Leaders Outlook, a survey of nearly 1,800 business leaders across various U.S. industries conducted in November and December.

Leaders of both small and midsize businesses listed inflation as a key concern, with almost all (91%) midsize company leaders saying their businesses are facing challenges due to inflation and nearly half (45%) of small business leaders citing inflation as a top challenge for the year ahead, up from 20% last year.

Inflation has driven up bills for things like rent, labor, transport and materials and most leaders said they are passing at least some of these growing costs onto consumers, with 83% of midsize firms and 68% of small firms upping prices on products and services.

Prices are unlikely to come down soon and could even increase further, the survey suggests, with the majority of small businesses not expecting their own operating costs to shrink and 82% of midsize firms likely to keep passing growing costs on to consumers by increasing prices even more.

Despite economic concerns, business leaders said they planned to continue investing in their workers, with half of small firms anticipating new full-time hires and half of midsize firms expecting to grow headcount in 2023.

In addition to hiring new workers, more than two thirds (67%) of midsize firms said they planned to boost employee wages or benefits and 42% of small companies expect to increase wages.

Contra

Though broadly aligned on the prospect of a recession in 2023, business leaders surveyed by JPMorgan Chase were less unified in how they felt the national and global economy would fare in the coming year. Leaders of midsize businesses, who are more likely to operate on national and international scales, were much more pessimistic than their counterparts at smaller firms. Just 8% of midsize business leaders expressed optimism for the global economy for the coming year, down from 34% a year ago. Just over a fifth (22%) said they were optimistic about the national economy, down from 50% at the start of 2022. In contrast, 49% of small business leaders were optimistic about the national economy and 45% were optimistic about the global economy, levels that are largely unchanged from last year.

What to Watch For

Despite concerns over inflation and a looming recession, as well as divergent beliefs in the outlook of global and national economies, leaders of both small and midsize businesses are largely optimistic as to their firm’s prospects. Some 72% of small business leaders and 66% of midsize business leaders said they were optimistic for the year ahead. Nearly 70% of small businesses expect to grow revenue and sales in 2023 and nearly two-thirds expect greater profits. Around half of midsize businesses predict greater profits in 2023, the survey found, with 63% expecting to increase revenue and sales.

Key Background

Economists increasingly, though not universally , believe the U.S. is teetering on the brink of economic recession. Some believe it has already fallen into one. The Covid-19 pandemic and Russia’s invasion of Ukraine, alongside a number of other factors, have disrupted the global economy and pushed inflation to some of the highest levels in decades, driving prices and the cost of living upwards. Aggressive action and interest rate hikes from the Federal Reserve to curb inflation has hit stock and housing markets particularly hard. The economic downturn has prompted many firms to start streamlining their workforce through layoffs or hiring freezes , particularly sectors like tech that depend on advertising revenue (marketing budgets are often one of the first to be cut when companies tighten belts). The U.S. is far from the only country with a troubling economic forecast and many other nations are facing their own economic woes. The U.S. actually appears set to fare far better than other similar nations, particularly in Europe, which have struggled with soaring energy costs following the disruption of Russia’s energy exports.

This article, written by Robert Hart , appeared first on Forbes .

IRS 1099-K Form: When You Might Get One From Venmo, PayPal, or Cash App

Mon, 27 Feb 2023 21:32:22 GMT

The IRS 1099-K new $600 reporting threshold involving payment networks like Venmo, PayPal, Amazon, Square, and Cash App will apply for 2023.

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IRS Form 1099-K has been causing a lot of confusion lately. That's in part because if you were paid more than $600 during 2022 for goods or services through a third-party payment network like Venmo, PayPal, Amazon, or Square, then due to a changed tax reporting rule, you were supposed to receive an IRS Form 1099-K from your payment network early this year— even if you had never received a 1099-K in the past. That’s because the 1099-K tax reporting rule required third-party payment networks to send a 1099-K if those payments exceeded a new $600 reporting threshold.

But just before the end of 2022, the IRS delayed the implementation of the so-called $600 rule. The rule delay came after lawmakers and advocacy groups expressed concern that millions of taxpayers would unexpectedly receive 1099-K forms and that some businesses and the IRS might not have been prepared for the onslaught of new reporting.

What does this mean for you if you are paid for goods and services through a third-party payment network? For now, the delay of the $600 threshold means that for your 2022 tax return, the former, higher $20,000/200 transaction threshold will apply for goods and services that you received payment for through third-party payment networks during 2022. In other words, if your 2022 transactions meet the higher threshold, you should generally expect to receive a 1099-K form before your file your return.

But, the delay also means that the $600 rule is expected to apply for 2023. So, more people than in the past who have side hustles, and gigs, or part-time jobs, and businesses, and are paid through a wide-range of networks and apps like Venmo, Amazon, Square, and PayPal , (to name just a few), will eventually receive a 1099-K Form . (Although, It’s also important to note that a new reporting threshold doesn’t change the fact that the IRS has always required taxpayers to report all taxable income, whether they receive a 1099-K form or not.)

So, since the $600 rule is a key tax reporting change that will likely come around again for payments you receive during 2023, it’s good to have information about what IRS Form 1099-K is, and what a lower $600 threshold could mean for you going forward.

What is a 1099-K Form Used For?

Form 1099-K is basically an IRS information reporting form. The form contains information, for your tax return, about the gross amount of payment transactions that you had on a third-party payment network when that amount exceeds $20,000 in the previous year. Companies that are required to send a 1099-K provide a copy to you, and to the IRS.

Tax Season is Here. What to Know Before You File

When will you receive a Form 1099-K? Generally, if you received more than $20,000 in payments for goods or services through third-party payment network transactions in 2022, you should expect to receive a Form 1099-K in late January or early February of this year. The $600 reporting threshold has been delayed, so that it applies for transactions that occur in 2023, not in 2022.

If you receive a Form 1099-K, you will want to make sure that it matches the information that you have in your records.

If there are any problems with your 1099-K (e.g., the amounts listed don’t belong to you or other information on the form is incorrect), you should contact the third-party payment network that sent the form. They might be able to issue a corrected

1099-K.

IRS $600 Rule for 2023

Previously, to receive a 1099-K from a third-party payment network, you had to exceed $20,000 in transactions for goods and services and have more than 200 business transactions in a year. So, for the 2022 tax year, that $20,000/200 transaction threshold applies. That's because the IRS delayed the new $600 threshold for one year.

That lower $600 threshold was originally scheduled to go into effect for the 2022 tax year, so that millions of people who hadn't received a 1099-K in the past would have received one.

But for transactions that occur during 2023, the lower $600 threshold is expected to apply. So a lot more people will receive 1099-Ks in early 2024 when they're ready to file their 2023 tax returns.

What is a 1099-K?

Will You Get a 1099K From Venmo, PayPal, or Cash App?

Some people are wondering if they will receive a 1099-K from Venmo, or PayPal for the 2022 tax year. The answer is maybe. Yes, the IRS delayed the $600 rule tor the 2022 tax year, so not as many people received a 1099-K for this filing season. But Venmo, PayPal, Amazon, Square, Cash for Business through Cash App, and other third-party payment network providers, like Stripe, are still required to report payments for goods and services to the IRS on Form 1099-K when those payments exceed the previous $20,000/200 transaction threshold. So if you exceeded those amounts, you should have received a 1099-K.

Businesses that are required to report your income over $20,000 also include popular sites like Etsy, StubHub, Depop, Poshmark, etc. If you're unsure about whether you will receive a 1099-k, most of these sites have questions and answers on their websites that can help.

Keep in mind, however, that personal transactions (e.g., personal payments to friends and family) on the payment networks including Venmo , PayPal , etc., are not considered "payments for goods and services." That's important because the1099-K third-party payment network reporting rule applies to payments made for goods and services. It doesn't apply to payments made through the payment networks that were gifts, or other personal payments of money to family and friends.

For example, if you received payment through a personal Cash App account during the year, those transactions won’t be reported on a 1099-K. In this example, that personal Cash App account is designed for noncommercial use, like sending a friend money because you’re splitting the cost of a meal. But if you have a Cash for Business account with Cash App

(opens in new tab) , and your transactions exceed the $20,000/200 transaction tax reporting threshold for 2022, you will likely receive a 1099-K.

Could the Earned Income Tax Credit Help You?

If, for some reason, personal transactions from any of the third-party payment providers get reported on your Form 1099-K , contact the payment network to see if you can get a corrected form.

If you can’t get a correction, your own records should show personal payments made on the network versus payments for goods and services. Good records can help support the amount of income that you claim on your tax return.

IRS 1099-K: Do You Have to Report a $600 Income?

The IRS delayed the $600 threshold reporting requirement for the 1099-K for 2022. But normally, any 1099-K Form will go to you and to the IRS. So, the likelihood that the IRS will notice a difference on your federal income tax return between your income reporting, and the reporting on your 1099-K form, (if there are differences) is relatively high. But keep in mind that the $600 reporting requirement is expected to apply for transactions during 2023. So unless something changes, you should plan on working with the $600 rule when you file your 2023 tax return.

Also, the IRS requires taxpayers to report all taxable income, so it’s best to report your taxable income and to keep good records that substantiate that income.

If you’re worried about tax liability from your side hustle , consider whether some tax deductions and credits for the self-employed might help reduce your tax bill, and double check other important tax changes for the 2022 tax year .

This article, written by Kelley R. Taylor , appeared first on Kiplinger .

How does your company’s layoff policy compare to the rest?

Wed, 22 Feb 2023 21:26:41 GMT

Companies left and right are taking part in the layoff movement as we enter 2023. How does your company stack up against the rest?

As the economy slows a bit more entering 2023, chances are someone you know will be faced with a layoff. Currently, Americans rank how businesses treat their workers as the most important ESG (environmental, social, governmental) issue. This climbs above many other hot topic issues like climate change and political activism.

Employees want to be treated well, even after being shown the door after a layoff. We don’t find this to be an unreasonable ask. After all, employees often give years, even decades, of dedication to their employer, so it’s nice to have some assurance in a world where nothing seems promised. As the US faces a possible increase in layoffs due to a slowing economy, companies are building (or destroying) their reputations based on how they handle the process.

Paul Wolfe is the former head of HR at Indeed and now runs a corporate consulting firm. He went on record to say,

“My general philosophy on letting people go is you want to treat people well because it all goes back to your brand and in today’s market, employer brand is very important.”

He’s not wrong.

There’s been an increase in salary transparency, both in the job marketing as well as in social circles. Websites like Glassdoor allow current and former employees to leave feedback on the company, meaning a company’s reputation is following them in a much more public way than ever before.

If you’ve just been laid off, here are some tips to help you navigate the process of a layoff:

1) Don’t sign anything right away.

Layoffs often come with a lot of shock and emotion. Legally, your employer must let you know if there’s a deadline for returning the signed separation offer. Read over it thoroughly and seek a consultation from an employment lawyer, if possible. It may be in your best interest to negotiate, especially if your company isn’t faced with mass layoffs.

2) Consider how you take severance pay.

If you’re on the move to a new employer or have another financially secure plan, you may be interested in taking a lump sum and moving on quickly. However, some folks would do best to stay on the payroll and list continued employment on their resume. Legally, you can still list active employment on your resume if you’re being paid severance via payroll. This is especially helpful to those who may have only spent a short time with the company. Health benefits typically remain active as long as the employee is on payroll, so this is another point to consider.

3) Set reasonable expectations on the amount of severance pay you should receive.

Most companies only offer 1-3 weeks of pay per each year on payroll, but if you believe you’ve been an important asset to the company you may be able to negotiate for additional pay.

When considering if your company’s policy is a good one , it is important to weigh the above points. Layoffs can lead to scary and uncertain times for employees and it’s important to build a policy that honors their hard work and sets them up to continue their career without massive set back, if possible.

While a good layoff policy isn’t a surefire way to ease the pain, it can certainly make the difference between a hard time and a devastating one.

If you’re looking for what not to do, many will point to the way Elon Musk has handled his takeover of Twitter. Musk immediately let top execs go and held strict ultimatums over the remaining employees’ heads. Concurrently, Twitter began rolling out sudden changes to the platform, which only increased the public’s distrust in the brand. Former employers took to social media and online forms like Reddit to share internal emails and information, giving the public an inside look at the metaphorical car crash.

This article, written by Jennifer Nall , appeared first on The American Genius .

What Quiet Quitting Says About Your Leadership and How to Handle It

Tue, 21 Feb 2023 21:03:33 GMT

Learn how quiet quitting can be prevented by taking the right steps as a leader.

Getty

For a business to reach its goals and succeed, it takes more than just employees. It takes a team of competent individuals who are able to go beyond and provide value for the business to move forward. However, "going beyond" didn't age well. In this era where people prefer to practice quiet quitting , going beyond is now barely existent in workplaces. This trend has slowly become the norm, and if we're not careful, quiet quitting can negatively impact your team and your business. But what is quiet quitting? Why should a leader be paying attention to it? Let's take a closer look.

Quiet quitting in a nutshell

Quiet quitting started to make rounds on TikTok around March of last year, but it didn't really blow up until the term went viral in July and amassed 3.5M views. The creator (@zkchillin) credited for making the term and concept go viral, posted a video describing quiet quitting as "not outright quitting your job, but quitting the idea of going above and beyond. You're still performing your duties, but you're no longer subscribing to the hustle culture mentality that work has to be your life — the reality is, it's not."

It doesn't really mean that an employee has left their job, but rather has limited their tasks to those strictly within their job description and putting in no more time, effort or enthusiasm than absolutely necessary. In short, quiet quitting is doing the bare minimum. Enough not to get fired but nothing more, nothing less.

This trend has become a way to cope with mental health issues and avoid burnout for many employees. And now the labor force has turned the quiet quitting trend into a movement to set boundaries and gain work-life balance.

Although people who practiced quiet quitting have declared it to be a positive experience, it is actually a sign of an unhealthy work environment. This quiet culture of disconnection and disengagement is a symptom of deeper underlying issues.

The impact of quiet quitting on your business

While the term quiet quitting is relatively new, the crisis itself is a recurring issue in many businesses. Team members who engage in quiet quitting become less committed to the goal, and this leads to a series of complicated issues that affects the overall performance of your team.

Quiet quitting leads to demotivation, low morale and general disengagement. This can be detrimental to businesses because it hampers productivity, increases errors, weakens the team's performance and reduces its overall efficiency. It also takes away the feedback culture since quiet quitters are not known to be proactive and innovative. They tend to leave things as it is, and this leads to the stagnation of ideas and strategies.

It might not cause serious damage at first, but it can also be contagious. Especially with social media, quiet quitting can easily spread among teams, eventually leading to a decline in the quality of results.

What leaders can do

Although quiet quitting can be attributed to deep-seated issues with the team member, if you take a closer look, it is actually a sign of dissatisfaction among employees , and in many cases, leaders are the ones to blame. This should become a wake-up call for leaders to step up their game and start leading their employees with a better approach. Here are some tips on how leaders can address quiet quitting amongst their teams:

Right people in the right seat:

Are your people in the right seat? Or are they in a position that doesn't align with their skills and career goals? People who are not in the right seat are prone to burnout, which causes quiet quitting. As leaders, we should be able to recognize the strengths and weaknesses of our team members. This will help us identify which roles they are best suited for, as well as opportunities that can help them develop their skills . Having them in the right seat not only prevents quiet quitting but also helps them perform at their best. We should keep in mind that letting people do what their superpower is will always be beneficial for the team.

Constant feedback:

Feedback is a necessary commodity in the workplace. A feedback-rich environment helps create awareness and reveals our blind spots. This means that issues that can lead to quiet quitting will be addressed with the right feedback culture in place. Leaders should ensure that their team members are given regular and honest feedback so they have a better understanding of how their work is being perceived and evaluated. Having regular 1-on-1 conversations with your key people will help them understand what needs to be improved and give them an idea of what results are expected from them. Let's also remember that feedback should be given from both sides. This means that if we are giving feedback, we should also be open to taking feedback from the team.

Provide a clear direction:

Are your people committed, or are they just compliant? Do they have a clear understanding of the vision of your organization? People who are only compliant will resort to quiet quitting because they lack direction. Without proper direction, confusion and anxiety will take over. As leaders, it is our job to provide them with a clear direction and help them stay focused on the real goals of the team . Let's also remember that quiet quitting happens when people don't see a future in their current role, so helping them set achievable goals and providing support will keep them motivated and engaged.

Get real with them:

If we want our team members to go above and beyond, we should be able to do the same for them. As leaders, we should seek to understand the root cause of quiet quitting in our team. Discussing the issue openly and getting real with employees can give leaders insight into the factors that caused it to happen. Leaders should be open to listening to their team's concerns and remember that it's always layers deeper. Hear them out, and get to the fire. Make sure to acknowledge their issues, and when possible, provide solutions that address the root cause of quiet quitting. This way, you will be able to create an environment where your team can thrive and succeed.

While quiet quitting can be a huge challenge for leaders, it doesn't have to stay this way. With the right approach and support, quiet quitting can be prevented or addressed quickly. Let's not wait until it's beyond repair. By recognizing the signs of quiet quitting and following the tips above, leaders will be able to create an environment that fosters growth and success among their employees. It is absolutely up to us, leaders, to do our part and make sure quiet quitting stays quiet!

This article, written by John Kitchens , appeared first on Entrepreneur .

8 Solutions for Getting Your Business Out of a Slump

Fri, 17 Feb 2023 19:56:08 GMT

Slumps happen to all businesses at some point. Here are a few tips to help you overcome them.

Adobe Stock

Slump. Bust. Dip. Whatever you call it, it happens to all businesses at some point. And that means you need a solution so you can avoid the slump when it happens to your business and grow faster when it does happen.

The first thing you need to know is that it's okay to slump. We're going to get into the nitty-gritty of what a slump is, why your business might be slumping and how you can overcome it. But first, I want to start with a little bit of context: You are not alone in this. Slumps happen to the best of us, even to Elon Musk a few years back. In fact, they happen all the time — to everyone from newbies just starting out to corporate giants who have been around for decades.

So, if we're all in this together, why do some businesses come out of slumps stronger than ever while others crumble? The answer is simple: Those who have mastered the art of overcoming slumps are able to grow even when times are tough and learn from their mistakes so they don't fall into them again.

That's not to say a slump can't be the time to do some deep soul-searching. If you're suffering from a slump and you're wondering how to get out of it, don't worry. We've got you covered.

What is a slump?

A slump is a sudden business downturn that can be caused by a host of factors, including an economic downturn or changes in technology. Sometimes a slump just happens for no reason at all, but the good news is that there are ways to overcome them and get back on track.

While it's true that slumps are never fun and they can feel like they last forever (I promise they don't), it's important not to let your mind go down that path because it will only make things worse. Instead, take some time to reflect on what's working well right now and what isn't working so well — and then make some changes!

So, how do you get back on your feet?

You're in a slump. It happens to every business at some point. And if you don't know how to get out of it, you're going to end up being stuck there for months or even years.

But we're here to tell you that it doesn't have to be that way! Slumps are temporary by nature — and they can usually be fixed by implementing a few simple tweaks to your current strategy. Here's how:

1. Ask yourself, "What is the cause of my slump?"

If you're in a slump, it's important to ask yourself what caused it. Did you have an uncharacteristic drop in quality? Did you change up your pricing and not get the results you were hoping for? Did something happen in the industry that affected your bottom line?

Whatever the case may be, it's important to figure out what went wrong and why so that it doesn't happen again. You can even try to get some help from business strategic consultants and assess your whole business.

2. Is your business model broken? Look at your competitors' strategies.

Businesses are built on competition, and with the advent of the internet, that competition is more fierce than ever. If you're not nipping at the heels of your competitors, you're falling behind. With so many businesses vying for attention, how do you stay ahead of the curve?

As the old saying goes: "If you can't beat 'em, join 'em." That's right — look at your competitors' strategies , and see what they're doing right. What can you learn from them? How can you apply their ideas to improve your own business model?

We've all seen it before: One company comes up with an innovative new idea that catches on, and suddenly everyone else is doing it too. It's no longer enough to just have a good idea — you need to be able to execute it better than anyone else. So, if your competitor is doing something that works well for them but not for you, try changing things up!

If nothing else, this will give you some insight into why some ideas work for certain companies but not for others, and that kind of knowledge can only help you develop better strategies for your own business in the future.

3. Are you connected with your customers?

In a world where people are spending more time online than in person, it's more important than ever to ensure that your customers are happy with the services that you provide. If they're not satisfied, they will leave and take their business elsewhere.

If you're looking for ways to improve customer satisfaction , then it's time to start asking them what they think about the products and services that you offer. This is the only way that you can determine what needs improvement and how those areas might be improved. It also gives you an opportunity to ask questions about new products or services so that they can help shape what's next for your company.

Related: Use Slumps to Your Advantage

4. Have you failed to save for a rainy day?

The unexpected can happen at any time, but how will you handle it? The best way to prepare for a downturn is to get ahead of it.

Think of your business as a car and the rainy day as an accident. You want to be able to pay for repairs without going into debt, right? So, why wouldn't you want to save up money in case something like that happens?

You don't want to be caught off guard, so make sure that you're prepared for all kinds of scenarios. If you're not, it could put your whole business at risk!

5. Have you failed to innovate?

You must bring new ideas to the table. In business, there are two kinds of people: those who innovate and those who don't. The innovators are the ones who succeed in times of slump. They're always looking for new ways to bring their business back from the brink of failure.

Remember Nokia? If you're on the other hand... well, maybe it's time to start thinking outside the box!

6. Are you not looking into the future? Try predictive analytics

Not looking into the future? If so, you're missing out on a lot of opportunities.

Predictive analytics is a tool for predicting the future by using data about previous actions and outcomes. This can help you avoid problems before they even happen. It's a great way to ensure that your business remains strong and stable, even in times of slump.

If you're not using predictive analytics, though, don't worry — you can still turn things around now!

7. Don't look for "quick hits"

If you're in a slump, it's tempting to look for "quick hits" that will bring your business back to life. The problem is, these quick-hit solutions often lead to more slumps.

For example, if you hire a new team member and expect them to fix all of your problems, you might be disappointed when they don't turn things around fast enough. Or if you launch a new product and expect it to pull in tons of revenue, but then it doesn't perform as well as you'd hoped, you'll be disappointed again.

The truth is that there are no "quick hits" when it comes to overcoming a slump. The only way out is through deep engagement with your customers and an openness to change that's supported by data-driven analysis and experimentation.

8. Ditch the fluff

Don't you hate it when you're reading something and suddenly you're like, "Wow, this is really fluffy." Like, "I'm not sure what I was expecting here, but it wasn't this."

It's like, what are you doing? You're wasting my time! And I don't have a lot of time to waste. I'm too busy trying to save up money for my retirement so that I can buy a house in Florida and spend my days on the beach sipping margaritas.

But seriously, we all have our own lives to live and our own problems to solve. So, let's cut through all the bullsh*t and talk about how we can work together to get through this slump together.

So, don't wait another moment. Take action now! It's time to stretch, listen to your body and rally your team for one last push. And if taking action doesn't work, you might need to make some changes. But until then, before the critical moment hits and you're left with no other choice, don't forget to use these ideas as a way to fight through rough patches and get back on track.

This article, written by Chris Kille , appeared first on Entrepreneur .

3 Ways to Adapt and Grow During a Recession

Thu, 16 Feb 2023 22:05:22 GMT

Learn how small businesses can thrive during uncertain times, from buying smarter and more efficiently to focus on the unique value for your customers.

Adobe Stock

With many businesses still recovering from the pandemic, from supply chain issues to inflation pressures, another test is coming: a recession. About 80% of small business owners anticipate a recession this year as the Federal Reserve continues raising interest rates to combat inflation. From rising costs, labor shortages, and ongoing supply-chain snarls, business owners have a right to be concerned. Larger companies are often better suited to survive a downturn due to having financial cushion—small businesses don't always have that luxury. Here are three tips to help your business prepare during uncertain times:

1. Buy smarter

To preserve margins, business owners face a dilemma between increasing prices or reducing costs. Owners often avoid increasing prices to preserve customer trust since right now customers themselves can't afford to spend more. Cutting costs is hard since fifty-seven percent of small businesses have already cut costs during Covid.

Making smarter buying decisions helps improve your margins without impacting prices for customers or their experience with your business. Most businesses have already streamlined spend on their most frequently purchased items. But optimizing costs beyond these top products can seem daunting and time-consuming to small business owners. Thousands of items are purchased from hundreds of suppliers, and that spending is very often not properly tracked. However, using intelligent spend tools can help you gain a big-picture view of spending across your business without expending additional human capital. By tracking your current spending and monitoring buying patterns, you can use that data to influence smarter spending decisions and pinpoint opportunities for savings. With these analytic tools , you can see your business' purchase history and then use that data to identify top spend categories, spend from preferred and restricted items, and find opportunities to direct spend towards less expensive items.

2. Increase efficiencies in your operating procedures

With labor shortages and pressure on margins, small business owners need to find ways to invest in their teams and free up time for their employees to focus on delivering value for customers. Leveraging technologies to automate and simplify your procedures is a must.

For example, Amazon Business can simplify the purchasing process and increase transaction speed by enabling transparency across multiple suppliers, giving businesses access to greater selection and dynamic pricing without the burden of managing suppliers' identification, onboarding and management. Buyers and administrators can create lists to streamline future purchases, track orders through the entire fulfillment process, optimize sourcing costs by analyzing purchase orders, and leverage helpful analytics. A one-stop website eliminates extra steps in the purchasing journey and enables businesses to focus more on their operations, employees, and customers.

3. Differentiate your business

Recessions can be a moment of truth in building relationships with customers. It is paramount to stay alert to customers' trends and propose services and/or products that resonate with their values. Of course, it's impossible to summarize all customers' trends across industries and geographies, however, there is a common theme that has grown over the last few years: responsible consumption, such as supporting the community by buying more from local sellers, or promoting diversity by supporting minority-owned businesses, or buying products that have sustainability certification to support environmental goals.

Rethinking the way you buy and operate can also be an opportunity to better address these trends. Why not integrate responsible goals within your purchasing process? If you are partnering with other local small or minority-owned businesses, promote it. Buying local keeps dollars within the community. Showcasing the proximity and impact your business provides to the community helps build trust with residents, where local dollars generate more local wealth, charitable contributions, and jobs, making you stand out from competitors.

Additionally, keep communication steady with information on your business, upcoming sales, or if there are issues with stock or delivery. You've worked hard to build trust with your base. Make sure that you don't forget about customers during these times. If they are happy, they will continue to support you with repeat business and share with friends and family.

Take charge

While you can't control a recession, take the time to focus on what you can control – your business. Preparing for the challenges now, leaning into smart changes, and further optimizing your procedures to deliver for your customers will help set you up for long-term success.

This article, written by Stephanie Lang , appeared first on Entrepreneur .

Remote work is hard. Here are five ways to make it easier

Wed, 15 Feb 2023 19:48:15 GMT

There are plenty of ways to make remote workers feel connected - here are five.

Alamy

Hybrid work is becoming the norm in the workforce. People spend about two days a week in the office and rave about decreased expenses , increased productivit y, and a better work-life balance .

But with fewer trips to the office and fewer opportunities to meet and interact with other employees, hybrid and remote workers risk becoming detached from their company culture. According to a study by tech analyst Gartner , 60% of hybrid workers solely identify with their company culture through their direct manager.

The strength of a company's culture is vital because it can dictate how a new employee will perform in their role. Weak company culture can leave hybrid employees feeling isolated, lonely, alienated, and ready to quit . According to Gartner, companies should strive to achieve culture connectedness, which is employees' feeling that they can identify with, care about, and genuinely believe in their company culture.

"Despite acting as a critical influence on their employees' connection to organizational culture , most managers don't know how to intentionally cultivate culture connectedness in a hybrid environment," said Ashley Steele, vice president of Gartner HR.

Also : Hybrid working: Why more needs to be done to help women thrive

To help employees feel connected to their organization, managers need to first thoroughly understand the company culture and be able to integrate it into their daily work. But according to Gartner, less than half of managers are able to explain the importance of their company culture.

To mitigate this problem, Gartner suggests managers measure their employees' understanding of company culture on a broader level. Managers should explain how general policies coordinate with their teams' work and brainstorm behaviors that don't align with company culture.

To further connect with hybrid and remote employees, Gartner says managers should include five activities to connect employees with company culture: peer recognition, performance reviews, manager support during a challenging personal experience, celebrating success, and observing senior leaders talk about organizational purpose.

Peer recognition and performance reviews

Peer recognition allows employees to recognize one another and helps managers reinforce company values and objectives. Performance reviews can help managers assess an employee's performance within the organization while also gaining insight into what personal factors may affect their work, further emphasizing the connection between managers and employees.

Also : Going back to the office is a 'productivity killer'

Support during challenging times

Managers who support their employees through difficult times can reinforce the professional bond between the two, Gartner says. The analyst's research found that 55% of culturally connected employees felt secure in their company culture when their managers offered personal support.

Celebrate success

Remote and hybrid workers should be celebrated when they accomplish something at work, as frequent accolades can help close the physical gap between workers and managers.

Talk about organizational purpose

Senior leadership should often showcase the purpose of individual roles, team roles, and the company as a whole. Doing so makes employees feel like they are participating in something bigger than themselves, which increases cultural connectedness, according to Gartner.

"Organizations struggle to transfer the 'something special' of their culture from an in-person to a hybrid or remote environment," Steele said.

"Managers can use these five moments to reinforce how employees connect with, and impact, the business and that they are seen as humans, not workers."

This article, written by Jada Jones , appeared first on ZDNET .

When can you file taxes in 2023? Tax Day will be different this year. Put these dates on your calendar.

Tue, 14 Feb 2023 21:30:55 GMT

Two-thirds of households received income-tax refunds last year, IRS statistics show

Tax season is coming — and there are some key dates to know even before filing deadlines. Getty Images

It’s not too early to start thinking about your 2022 income-tax return, if you can bear the thought.

That’s because the tax-filing season is scheduled to start on Monday, Jan. 23, the Internal Revenue Service announced.

April 18 is the deadline for most people to file a return and pay any taxes due. Taking an extension allows an extra six months, giving an Oct. 16 deadline to submit a tax return.

The IRS is expecting more than 168 million individual tax returns this year, it said.

Most households come away with a refund, making for a major financial event during the year. Two-thirds of individual taxpayers came away with a refund last year averaging around $3,200, according to IRS data through late October.

This year, refunds will be arriving in a time of high inflation and potential recession worries — and experts caution there’s a good chance many refunds could be smaller , now that pandemic-era increases to certain tax credits have vanished.

Maximizing an income-tax refund starts by staying organized and knowing when to be on the lookout for the tax forms that pour in from employers, banks, brokers, mortgage lenders and others.

Hurrying too soon, a person might overlook a credit, deduction or piece of paperwork to back a claim. The same goes if they’re rushing at the last minute. An error could snag a refund and hold up a return inside the IRS, as it runs another tax season while cutting a backlog.

The tax agency, flush with more funding through the Inflation Reduction Act , has been hiring and training more staff to help make this tax season a little smoother than recent years, said acting IRS Commissioner Doug O’Donnell.

“While much work remains after several difficult years, we expect people to experience improvements this tax season,” he said in a statement.

A day earlier, Erin Collins, the IRS’s national taxpayer advocate, said “the good news is that since the close of the 2022 filing season, the IRS has made considerable progress in reducing the volume of unprocessed returns and correspondence.”

“We have begun to see light at the end of the tunnel. I am just not sure how much further we need to travel before we see sunlight,” Collins added.

Here are key tax season dates to help you plan for your maximum refund:

January 23 : The IRS will start accepting and processing returns, though tax preparers and software providers may already be accepting returns. Whenever taxpayers file, it’s best to do it electronically, with direct-deposit information included. Most refunds are issued within 21 days, the IRS said.

The IRS Free File program starts Jan. 13. Taxpayers making $73,000 or less can use the program to file their taxes at no cost through participating tax software providers.

January 31 : By this point, employers should have furnished W-2s, the forms that display a worker’s wages, tips and other compensation, said Curtis Tatum, director of federal payroll compliance and in-house counsel at the American Payroll Association. The W-2 also lists the money withheld for income tax and payroll taxes, plus state and local taxes, he noted.

By this same date, independent contractors and gig-economy workers should have received the 1099-NEC, the tax reporting paperwork for non-employee compensation, Tatum said.

Other forms may arrive by the end of January. These include the 1099-DIV (for distributions like dividends), the 1099-INT (for interest income), and the 1099-K (for money received via third-party payment platforms).

The various 1099 forms could come by mid-February, or even up to March 1, if they are coming from a broker, the IRS notes.

Last month, the IRS delayed rules that would have triggered the 1099-K forms after $600 in payments and just one transaction. Instead, it’s sticking this year with the existing rules that trigger the form after the recipient took in at least $20,000 and had at least 200 yearly transactions.

February 15 : After this point, the IRS can start issuing refunds on returns claiming the earned-income tax credit and the refundable portion of the child tax credit. The mid-February hold date happens because of a 2015 law, and it holds the taxpayer’s whole refund, not just the money amount linked to those credits.

The IRS ‘Where’s My Refund?’ tool will start giving updates on Feb. 18 for most of the quick-moving filers who claim these credits, the agency said . (The data on the refund tracker is updated once a day, usually overnight.)

Refunds connected to the earned-income tax credit will be available for many starting Feb. 28, the IRS said Thursday. The EITC is geared at low- and moderate-income working households and at least 29.5 million returns claimed the credit last year, IRS records show .

It’s also an example of a tax credit that’s becoming less generous as the pandemic fades. An eligible worker without children could reap up to $500 from the credit this year. That’s three times less than the credit’s approximate $1,500 maximum last year.

April 18 : This is Tax Day, the time when people need to file their 2022 return and pay any owed taxes. Tax Day is usually April 15, but because is later this year because April 15 falls on a Saturday, and the District of Columbia has an Emancipation Day holiday on Monday, April 17.

Of course, people can get an automatic six-month extension via Form 4868 . But a common mistake is thinking an extension delays the obligation to pay what’s owed. It doesn’t prolong the window for payment. It just adds six months before the IRS will expect the tax return.

Tax Day does not apply to everyone. The IRS often pushes back the deadline for natural-disaster victims. For example, the IRS recently announced California storm victims now have a May 15 deadline to file their 2022 return and pay any due tax bill.

April 18 also marks the last day when people can make contributions for 2022 to certain tax-deferred accounts, such as IRAs and health savings accounts (HSAs).

October 16 : This marks the deadline to submit a 2022 return for taxpayers who took an extension. After that, if taxpayers owe money, penalties and interest can apply. If taxpayers do not owe taxes, they would not face penalties on late filing.

But if they do not file a tax return to claim their refund within three years, the money goes back to the government.

This article, written by Andrew Keshner , appeared first on MarketWatch .

3 Simple Ways to Show Your Employees You Care

Mon, 13 Feb 2023 20:18:47 GMT

By showing your employees that you value them, you can create a more productive and enjoyable work environment for everyone.

Adobe Stock

Leadership is about more than just giving orders and making decisions. It's about guiding and motivating your team to achieve common goals, and one of the most effective ways to motivate your employees is by showing them you care about them as individuals.

I've seen this time and time again as the CEO of StoneAge. I recall several years ago when a key team member called to tell me he was considering leaving the company. "I received another job offer, Kerry, and I am considering taking it," he told me tentatively. "I've got too much going on in my life, and this new role will keep me closer to home, which I need right now." Instead of getting upset, I asked him about the offer and what drove him to consider looking outside the company for a new job.

Soon, it was clear that he didn't really want to leave; he just needed some time to get his life in order. So, we agreed that he would take a month-long sabbatical to focus on his family and personal life. He came back refreshed, focused and committed. Last week, he and I talked about his sabbatical and its impact on his life. He said, "Kerry, I will go to the ends of the Earth with you and StoneAge. Thank you for caring about my well-being. I wouldn't want to work for anyone else."

Ways to show your employees you care

Who doesn't want to hear these kinds of statements from their employees? A leader can do nothing more impactful than inspire their team members to live their very best lives. Here are some things you can do today to show your team you care about them :

1. Offer opportunities for personal and professional development: This can include training programs, mentorship programs or opportunities to take on new responsibilities. Or it can come in the form of taking time off, such as in the example I shared above.

2. Provide a supportive and inclusive work environment: At StoneAge, we promote a culture of open communication, provide resources and support for work-life balance and build a sense of belonging by creating opportunities to share personal stories and experiences that help us connect with one another.

3. Recognize and reward employees for their contributions: "I get all the recognition I need!" said no one ever. Don't underestimate the powers of recognition and acknowledgment. You can create formal programs like employee of the month or peer recognition systems that allow teammates to recognize each other. You can also create less formal methods like regularly thanking employees for their hard work and achievements. I make sure to acknowledge a job well done by each of my direct reports weekly.

Why it matters

Showing you care about your employees matters. According to a Gallup survey , those who feel their manager cares about them are twice as likely to engage at work. That's a powerful statistic. Here are a few more reasons why leaders should make an effort to demonstrate their concern for their employees:

Improved morale: When employees feel valued and supported by their leaders, they are more likely to be motivated and engaged in their work, leading to higher job satisfaction and overall happiness.

Increased productivity: When employees feel cared for and supported by their leaders, they are more likely to feel comfortable asking for help and advice, leading to more effective problem-solving and higher productivity levels.

Greater retention : Employees who feel valued by their leaders are more likely to stay with their company long-term, saving the company the time and resources required to continuously hire and train new employees.

Enhanced reputation: Companies known for treating their employees well tend to have a positive reputation in the community and the industry, leading to better recruitment and retention of top talent.

Demonstrating that you care about your employees builds trust and fosters a positive work culture . By showing your employees that you value them, you can create a more productive and enjoyable work environment for everyone. You can inspire your employees to say, "Why would I work anywhere else?"

This article, written by Kerry Siggins , appeared first on Entrepreneur .

HR’s evolving role can demonstrate its value amid layoffs

Thu, 09 Feb 2023 22:02:54 GMT

Paaras Parker, CHRO of Paycor, told HR Dive how HR pros can prove their worth at a tumultuous time.

The C-suite has become more attuned to HR’s strategic function, evidence shows. VioletaStoimenova via Getty Images

The spate of job losses that happened early in the COVID-19 pandemic hit certain roles and industries — like hospitality and food service — particularly hard, and HR department was not spared.

“Generally speaking, support and enablement functions get cut first,” Paaras Parker, CHRO of Paycor, told HR Dive. While many in HR were cut early on, the need for talent and focus on DEI initiatives over the past few years meant that HR workers were able to bounce back quickly and have enjoyed stability and even increased demand in the job market.

With layoff news unfortunately widespread over the past couple months , should HR pros brace themselves for another round of cuts in the department?

Not necessarily, Parker said: “I’m hopeful … that we don’t see a trend again of layoffs in the HR space, because we’re really consciously using what we’ve learned from the last three to four years.”

Increasingly, business leaders are noticing that HR leaders bring a great deal of value beyond cutting checks and filing tax documents. “The role of the HR professional continues to shift from administrative to more of a thought partner or thought leader … having a more strategic consultative approach into the business,” Parker said.

For those paying attention, signs of HR’s evolving role are everywhere. On Oct. 31, 2022, the Society for Human Resource Management announced it was acquiring CEO Academy , drawing attention to the “CEO-CHRO relationship.” C-suite executives responding to a survey by HR tech company Sage said they believed the HR role has changed dramatically over the past few years, and that the reputation and image of the department is due for an upgrade.

The increasingly strategic position of HR has served as a protective feature for the department, Parker said. “HR professionals can serve more in that consultative role and be in the car as a passenger with their business leader partner … to impact bigger and greater longer-term results than, you know, putting out fires every day — which is still really, really important. But we’ve also learned better and more effective ways of doing that,” she said.

Analysis of talent is one of the best ways HR can prove its worth. “What the last couple of years has taught us with the job market is that the talent that you’re looking to acquire isn’t always available, but you have great people that are saying yes to you, every single day, that are already a part of your organization,” Parker said.

HR can conduct what Parker called a “gap analysis,” improving retention and meeting company needs at the same time. “So Jenny is good at X, the business needs Y, asking open-ended questions of that business leader, [like] ‘How can we better utilize Jenny and her skill set?’ What that solves for is … Jenny’s not going to take her talents someplace else. She’s going to see that the company that she’s in right now is thinking outside of the box thinking about how to utilize her in new and different ways,” Parker said.

Emphasizing the importance of learning is also crucial. HR should be “really declarative and clear that [employee] growth isn’t always just like promotion after promotion after promotion,” Parker said. “We should anticipate growth also being our breadth of skill sets.”

HR leaders may sometimes feel penned in by expectations that they only handle certain functions, but they may also have more control than they think, Parker noted: “We become the most vulnerable … when we’re doing things for doing things’ sake. I think where we have a ton of control is to be able to say, ‘The organization has X objective. This is how your people partners help you achieve it. These are the levers that we know you can increase or decrease to get the results that you want.’”

It’s a good time to be in HR, Parker said, because executives are particularly willing to listen right now; “There are a lot of ways that we can influence triggering the right levers to fundamentally drive anticipated business results.”

This article, written by Emilie Shumway , appeared first on HR Dive .

Your Roadmap to Becoming an Entrepreneur

Wed, 08 Feb 2023 21:23:14 GMT

Pexels

You may have the itch to be your own boss. Entrepreneurship is a wonderful option that reports higher job

satisfaction than traditional employment. If you have fears and concerns about launching a new business, use the

subsequent tips from MasterPay USA to plot your path as a budding entrepreneur.

Pick the Right Business

Research what frustrates consumers and possible solutions. Consider the next logical steps to future-proof your

company and stay ahead of demands. You might discover where you can improve upon what another startup is

doing. You don't have to be the first or the best. The key is providing an adequate answer with a replicable process

at a price point customers are willing to pay. You can get a running start by purchasing an existing business with an

established brand.

Select a Suitable Business Structure

Provide legitimacy and protection to your company by forming a business entity. LLCs are popular among small

business owners because of the ease of setup and operation. If you retain an attorney, your lawyer can handle the

process. If you want to save money, a formation service is usually much less expensive and ensures you cover all of

the necessary legalities. Check BestLLCServices reviews - should I use LegalZoom for LLC to find reviews of

different companies, then choose one that covers your needs and offers additional services you may require.

LLCs have numerous benefits, including:

• Fewer formalities and paperwork than other entities

• Distinct accounts for business assets to improve accounting

• Limited liability to protect your personal property

• Pass-through taxation that avoids double taxation

• Flexible ownership and management structures as your needs change

Find the Perfect Office Space

A home office space is a huge advantage to starting a company. Make sure you have a location in the house that

allows you to be productive but still disconnect from the business at the end of the day so you can refresh yourself.

Your workspace should have good ventilation, bright lighting, and space for storage.

You may be a social person who wants the camaraderie and amenities of an office. Consider co-working

arrangements if you can't afford to rent an entire office. Heading to a different location may help you focus better

than being at home and provide you with a sense of community at an affordable price.

Hire Good Help

You need to pay yourself enough to survive but reinvest as much as possible in the business. If you try to do

everything yourself, you'll burn out quickly. Investigate communities of freelancers who can efficiently handle tasks

and help you generate income to scale more rapidly. Accounting, marketing, web design, and content creation can

be found for reasonable rates on freelancer sites.

Don't Neglect Self-Care

You can easily neglect your mental and physical health as you pour numerous hours into your new career. If you

don't refresh yourself with self-care , your work and relationships suffer. Set boundaries and turn off notifications to

cut loose from the business. Spend time with people outside of your industry and drop the business talk. Enjoy time

with your pet or indulge in hobbies. The time away from the business allows you to return to the job better than

ever.

Success as an entrepreneur comes from carefully planning your journey and remaining adaptable. Consider buying

an existing business to gain a leg up and forming an LLC for stability and legitimacy. With sound decisions, you'll

find satisfaction and contentment as your own boss.

At MasterPay USA , our refreshingly friendly service will keep your company's payroll running smoothly. If you

have any questions , let us know!

14 Ways to Save Money When Working at Home

Tue, 07 Feb 2023 22:19:28 GMT

If you are reading this, you are most likely working at home or soon will be. Considering how many people have been working remotely over the last year regardless of the pandemic, you may also be reading this a decade into your remote work lifestyle. It is absolutely a lifestyle different from what most people are used to, complete with its own routines, benefits, and budgeting and money concerns.

Alternatively, you might be one of the millions of people working from home for the first time, likely due to the ongoing COVID-19 pandemic. Like most significant shifts in your life, things can get expensive if you do not pay careful attention and appropriately adjust your expectations and expenses. Some people will adapt more quickly than others, and financial considerations are a major part of this.

Almost by default, you will save money by working from home, at least over the long term. The savings from commuting costs alone could save a person thousands of dollars per year, not to mention savings on expenses relating to being away from home and regularly needing outside conveniences.

Yet when you work from home, there might still be unnecessary expenses or ways to leverage your situation to save even more money. Here are some of the main ways you can save money and live a better life while working from home, no matter your reason or experience.

Understanding where you spend your money is key to saving it. Not only this, but proper accounting can help you save money on financial expenses, debt, and taxes. Additionally, keeping organized will save time when you need records. You cannot expect to remember what you did eight months ago when those records would be relevant today. Here are a few ways you can save money that follow this line of thinking:

1. Look at Your Taxes

While we aren't tax professionals, we can say with certainty that there are many potential deductions on the books for your equipment if you work from home as a freelancer or even have to set up a home office. Whether these potential deductions play a key role in your tax bill each year or not depends on how much you have to spend and the laws in your state, but keeping all work-related receipts and getting a file together is definitely worth it.

If you are ever in doubt, we recommend you consult a tax professional instead of doing everything yourself. While it may not seem like the cheapest thing at first, and they can cost you up-front, finding the right person can easily mean that you save more than you thought on your tax bill each year

2. Review Your Travel and Transport Expenses

While we aren't saying that you should get rid of your car (although perhaps that second car is not as necessary for your household as it used to be), your transportation situation is the most immediate difference you will see between working from home and traveling to your workplace. Your monthly gas bill will be lower, and you will not be putting as much wear and tear on your vehicle.

As part of your budgeting, make a realistic expectation of how much you will use your car, how much maintenance will be needed, etc. While you shouldn't overestimate and keep going on as before when you commuted every day, you also shouldn't assume you will barely use your vehicle at all, that you will not travel, or you won't need regular maintenance. Depending on your vehicle, you may be able to save money in multiple areas.

3. Separate Your Accounts and Carefully Budget

If you are spending money on your setup and anything related to remote work, then we recommend setting up a separate account or credit card for just those expenditures. Doing so makes tracking easier and helps ensure you get reimbursed more easily, if applicable to you.

This is especially the case if you are running your own business, working as a freelancer, or are in another situation where you are generally expected to provide your own equipment. You may also be able to get a good deal with starting such an account or credit card, although the details vary by region and by institution. This is one of those concepts that we hope gets your mind going and searching for more industry or situation-specific information, as what will be best for you will not be best for other people working from home.

4. Log Your Hours Carefully

Working at home often diminishes the boundaries between work and the rest of your life, and that might mean that you feel the need to check work email before you go to bed or obligated to take a work call even though you are off the clock. People without set hours are especially prone to this, and if you are your own boss, you know exactly what we are talking about.

How much money are you losing because you are not logging those five-minute work calls when you are technically off? How many hours could you save or bill for? How much more efficient could you be? You might be surprised by the results, and if there is a problem, you might want to look at a new system or bring it up to your supervisor.

By logging your hours carefully like this, you also help set up boundaries for yourself and your clients or workplace. That will become ever more important as you continue to work from home and reestablish norms for both yourself and the people you work with or for. We recommend using a time tracking app such as Toggl or Harvest . While some can be intrusive, if you are just using it for your own purposes, there is nothing to worry about

5. Invest in What You Need

If you have been working from home for a few months now and there is no direct path to working in the office soon, it is time to start investing in what you need to get the most from your work. Ideally, you will take home what you need, or your company (if applicable) will provide you with the required equipment. However, that might not always be the case, and more specialized peripherals can truly improve productivity (we strongly recommend investing in a second screen) and your income along with that.

Yet how does spending money on these things now act as an investment? You will save time (one of your most important resources, which we will talk further about later), and you will not have to pay to rush services, deliveries and deal with other charges when you inevitably need something down the line. Preparation generally pays off in the long run when you work from home.

6. Use What You Have First

While in some ways this might conflict with the previous advice of investing in what you need, you should try to go through and utilize what equipment and supplies you have already before completely dismissing it in favor of a new setup.

Testing everything you can is vital. Even though you should use what you have, you should not be caught unaware when you find a device you were counting on does not work. Sometimes things have expiration or use by dates that are more suggestions than a requirement. Other times they truly will not work after that date. Some programs and tech items have not been supported for sometime, making them liabilities. There is a different story behind every situation and item, so use your best judgment.

From this, you will be able to get the most of what you have and save some money and be able to perhaps clear some space by getting rid of items that turn out to be useless or junk. You could use this space when creating a better and more stable home office or remote work setup.

All ways of saving money are effectively lifestyle changes. Still, while some are more related to organization or your mindset, these are specific things you can change in your regular life to save money while you are working from home.

7. Learn More About Your Area

Now that you are working from home, you might not necessarily have any more freedom from your workload, but you may have more opportunities to adjust your schedule in your area. Rare deals, farmers' markets, and downtime offers at your favorite places are things you can perhaps more readily take advantage of now that you work from home.

You may also discover locations, shops, and attractions that you would never have learned about otherwise by reviewing your area. Andwhile they will inevitably cost money, you may also save on travel time, time in general, and be able to go longer without taking a longand expensive vacation.

8. Reconsider Your Subscriptions

While you may have wanted to get a better internet connection, and that might be entirely necessary given how important that connection is when working at home, there are plenty of other subscriptions that might change in their usefulness once you start working from home.

You also might have signed up for several different management services or tracking services as a part of your initial working from home push (we recommend that you do). While these services can be helpful, you also may not need a premium version of them, and you likely do not need more than one or two. If you find the right one for your setup, you will not need to spend too much.

It might be that the gym you went to after work is no longer the most logical choice or that some of the subscriptions you might have used to save time do not have a point in the current remote work environment. You might not need to have so many entertainment based subscriptions or streaming services with all the work you must do at home. There are plenty of other services you simply will not use now.

Whatever the reasons, a quick review of all your subscriptions (we recommend checking your credit card statement) cannot hurt. Whatever you do not use, cut without regret. It is not like you cannot start it up again later.

9. Start Cooking for Yourself More

Perhaps you had a habit of going out for lunch each day when you worked outside of the home. This might have even made sense, depending on how busy you were at the time and the disdain of eating a small cold meal for lunch every afternoon. However, now that you work from home, you can likely cook for yourself more with the time you have and the close distance you are from your kitchen.

Just because you are cooking for yourself does not mean that you can't treat yourself. Great ingredients might cost a bit more depending on where you go, but it will always be cheaper than going out. An average dinner out can cost as much as a pair of filet mignons to cook to your preference, and whatever else you'd like to go with it (and your homemade meal will likely be healthier to boot). Make cooking fun for yourself, and you will stick with this.

If you are extremely short on time and do not know if you have the time to cook an extra meal, you can just make extra dinner and have it for lunch. Even your reheated home cooking will be cheaper and likely healthier. Meal prep does not even need to be some extended weekly ritual, as some videos or sites might have you believe (although that can be a healthy part of your week). Sometimes cooking a bigger roast or extra rice one night is all that is needed.

10. Virtual Lunches

No, we are not suggesting you eat only virtual food, as interesting as that might be. Instead, consider virtual hangouts (probably lunch or brunch) where you chat with your coworkers or other people in your field to either get to know each other, share ideas, or whatever you would like. You could even make it a regular lunch and online chess game if you would like. The choice is yours, and you will not be limited to people immediately in your area.

This can save you money by reducing your desire to eat out. While some people do not need much social interaction to get by, others will quickly realize that an office's more social environment (or a substitute) is necessary for their mental health. Without it, they might not talk to other human beings outside of their family for weeks. That stress leads to poor spending habits , among other issues, so ensure you are taking care of that need.

Your behaviors as you work from home are determined, at least in part, by your mindset. By understanding your mindset and changing it in some small and large ways, you can start to live a lifestyle better suited to working from home and saving money while doing so. Here are some of the key methods to begin with:

11. Embracing Personal Convenience and Comfort

While you are working from home, you are going to get more stressed out at times. Depending on your personality and how you prefer to work, this stress can reach dizzying levels. Ignoring it because you don't think it feels right to be stressed out when working from home or that other people would love to be in your position will not help anyone. It will only lead to poor decision making, highs pending in an attempt to solve the problem, and worse feelings down the line. You are going to need an outlet.

What you can save money on is how you take care of yourself. Much like how you can make your own coffee instead of going out everyday to spend money, you can get tools and home kits to help you relieve stress. A home spa kit will cost less than going to the spa, and you will not have to deal with travel stress. If you are spending more time at home due to your work, you can make sure your home is where you want to be instead of spending more time out in the world.

12. Understand Your Situation

We do not mean this to say that you should panic and start to worry about your life's stability. While many things are changing, you are still the same person as before. You simply have to adapt to working from home, likely in addition to a bunch of other problems and benefits. This is easier said than done over the course of weeks and months.

If you are now working from home, measuring how you spend your time and money now will be helpful, as will simply understanding how you feel at the end of each day. What are you spending money on that is no longer helping your life? Is your income expected to change? Would it make sense to move to a different apartment or home in your area if remote work is expected to be long term and you no longer need to be close to the office?

Your remote work situation allows you new opportunities to live a cheaper, happier lifestyle. You may need to look around and start considering some big changes.

13. Go for the Greatest Value Instead of the Lowest Price

Whenever you're trying to save money, you might be tempted just to get the cheapest option whenever you are buying something new. However, this is rarely the best course of action, especially when you need what you buy to be reliable, or instead, you want it to work for a while. Would you rather have a pair of shoes that lasted you five years for $200 or a pair of shoes that cost you $100 and last a year and a half?

This particular consideration will look differently to you, depending on how long you might be working remotely. Therefore, those in uncertain situations might wish to hold off for the moment and try to get by before they get an unexpected notice that they're expected back at the office. However, if you know you will be working at home for a while, go for quality items and tools. We promise you your future bank account will thank you for it.

14. Do Not Forget About the Value of Your Time

There are many ways you can save or perhaps even make additional money while you are working from home. Still, we recommend that you not obsess over saving money to the degree that you use up all the time and energy that could be put towards better endeavors. While working towards convenience in every conceivable way, spending whatever you can to achieve it is likely not a good plan.

Remember that you are getting paid for your time (or what you can do with your time) and that your time has value. Spending an hour to search for online coupons will probably not save you much money when weighed against everything else you could be doing. Even the time you spend resting could be more valuable if it helps you stay sharp and advance in your career or do more for your clients in the long run. Don't treat your life as a checkbook to be balanced, but keep this in the back of your mind if you think you are getting too thrifty.

As mentioned earlier, balance is key to long-term success when working from home, and earning more is just as viable an option as spending less.

Conclusion

As you can undoubtedly tell by this point, not every point above will be something you can use. In fact, some might be contradictory or counterproductive to what you want. Ultimately, how you can save money while working at home depends on your working situation, whether you think working from home will be permanent, what kind of setup and routine you need, and various other factors only you know.

Nonetheless, we hope that in the above list, you find the ideas that can spark a change in your life for the better, whether it saves you money, frees you from some worry, or in another way entirely. We thank you for reading through all the way and hope that you comeback to this page as needed.

This article appeared first on InternetAdvisor .

How Experiential Businesses Are Striking a Balance Between Virtual and Actual

Thu, 02 Feb 2023 20:25:06 GMT

In-person events are on the rise again--which means businesses that made pandemic-era pivots have to figure out how to keep customers interested both online and off.

An in-person event at Lanterne Candle Lab's candle-making studio in New York City. Photo: Shawn Lam

The world is suffering from virtual fatigue.

"During the pandemic, a lot of group activities moved online," says Mike Graziano, director of the transaction advisory practice at the management consulting company RSM. Now, after nearly three years of social isolation , in-person events and activities are barreling back. And that creates a challenge.

Spending on services such as travel, dining, and events has been steadily rising since January 2021, according to a July report from RSM . That's good news for experiential businesses that had to make quick pivots to online-only operations during the pandemic. Changing customer demand, rising material costs, and remaining threats of Covid-19 surges have forced experiential businesses to strike a balance between in-person offerings and more accessible virtual alternatives. Here's how three craft-focused companies have found new ways to simultaneously attract customers in person and online.

Lean into corporate events

During the pandemic, the New York City-based fragrance-making studio Olfactory stopped offering its in-person candle-making experience for safety reasons, and began selling a $85-per-person virtual version: Customers received sample scent kits and an invitation to experience a Zoom session with a perfumer, who guided them through the process of making their own custom blend. After the session, the company mailed a finished, full-size candle to customers. Founder Joseph Vittoria, 32, says that this online service helped the business sustain its temporary closure, but he noticed sales dwindling near the end of 2020 as people returned to in-person events.

A fragrance mixing event at Olfactory. Courtesy company

That led Vittoria to shift back to in-person events, targeting a growing market: corporate customers. "We've seen more companies coming to us because they simply need an excuse to get together and meet with each other in person for the first time," he says. These team-bonding events helped Olfactory's sales grow by 300 percent in 2021. The company declined to reveal annual revenue.

Still, Olfactory's shift into online showed Vittoria that the brand has customer bases outside of New York, including a considerable audience in Canada. That led the company to continue its virtual arm even while shifting back to in-person. "For consumers who want to take time thinking about which fragrance they are going for, our virtual operation allows them [time] to explore and enjoy this intimate journey," says Vittoria.

Support your community

After a rise in anti-Asian attacks during the pandemic, Tisya Siswanto, 32, opened Lanterne Candle Lab , a candle-making studio in Manhattan's Chinatown, with a goal of helping drive local business in the neighborhood. Launched in August 2021, Lanterne Candle Lab offers hourlong, in-person candle-making lessons at $50; while customers wait for their candles to cool so they can safely transport them home, Siswanto encourages them to explore other businesses around the neighborhood.

Rising costs of raw materials used for candle making and supply chain delays have presented challenges to the nascent business, but strategic partnerships have helped Siswanto drive sales: During the Mid-Autumn Festival, a traditional Chinese celebration of the harvest that falls in September, Lanterne Candle Lab partnered with the local jewelry brand Sublima to host a community party where consumers enjoyed traditional Chinese mooncakes and Asian craft hard seltzer while shopping. About 10 percent of sales from the event--which also helped drive new customers to the studio--were donated to Manhattan Chinatown's community organizations Welcome to Chinatown and Think!Chinatown. The company's revenue grew 500 percent in 2021, and revenue reached more than $100,000 in 2022.

Still, operating fully in person remains challenging, and Siswanto says that she has to adjust her budget constantly to adapt to the changing economy. To help bolster her startup, Siswanto plans to roll out virtual candle-making lessons in 2023, which she says will help more people enjoy the unique experience.

Create a seamless offline translation

Cricket's Candy Creations has a pop-up candy-making studio in New York City. Courtesy company

Cricket Azima, founder of Cricket's Candy Creations , launched her candy-making pop-up in New York City in November 2021. She wanted to provide children with an engaging, in-person educational outlet. And she did: Cricket's Candy Creations has seen a surge in demand and Azima hopes to make it a permanent storefront in 2023.

Flexibility has been key to growing her business amid economic hardship and changing Covid-19 protocols, especially while working with children. Although the business has remained strong, Azima sees an expansion into the e-commerce space as an opportunity to diversify revenue. Cricket's Candy Creations recently launched candy craft kits that are sold nationwide. Azima hopes that the $39.99 kits will help boost demand for in-person events by introducing children and parents to the brand and to candy making as an engaging activity.

This article, written by Xintian Tina Wang , appeared first on Inc.

How to Cut Your Budget During Tough Economic Times

Wed, 01 Feb 2023 22:08:40 GMT

Make sure you cut deep and smart the first time

Adobe Stock

If your business isn't performing how you want it, maybe in terms of its profitability, it might be time to examine your cost basis. I've written before about the power of price increases and negotiating with suppliers, but you might be at the point where you need to cut your spending rate .

So, how do you cut spending effectively?

Put C Players on The Chopping Block

No matter how you slice it, salaries are the number one cost in any business. I understand. We all want to avoid the discussion of cutting people from the payroll. But when it's your largest budget item, you must face that cutting even 15% from your payroll can significantly impact your bottom line. There aren't many items that have the impact of payroll reductions.

If you've reached this point, hopefully, you've already done talent ranking in your organization to know who your A, B, and C players are.

If you have, then the first move you need to make is to cut your C players--those who don't add enough value to the organization to cover their salaries. Depending on how bad things are, you look at cutting some of your B players next. When it comes to your A players, you should do everything you can to keep them so you can rely on them to help you through the upturn.

The one thing you need to remember if you cut people is the impact that will have on the amount of work you can accomplish. Fewer people mean that you can do fewer projects. That's why you need to be as surgical as possible regarding layoffs and initially target those project areas for people cuts that might be the least valuable to your customers. As people go, so do the lowest-value projects.

Cutting Variable Costs

Your second area to target when it comes to cutting costs is looking at your variable expenses , like training and marketing. There's always room to trim here.

I look back at the businesses I ran during economic downturns, and I tried to keep my marketing budget stable. But I could never find a way to add new clients in a recession due to the nature of the product. If I had a do-over, I'd probably have cut back on marketing and allocated those dollars elsewhere. A famous study by a magazine published says you should continue advertising through a slowdown. There is a more nuanced view of the decision to reduce marketing based on the industry, the brand, and the effectiveness of marketing in creating customers during a recession. Were I marketing yachts, I suspect marketing wouldn't impact revenue much in a tough economy.

Another area to watch is what you spend on perks. As a leader, you need to be aware of the optics of your decisions. If you're still taking the sales team to the five-star hotel getaway when everyone else is suffering, that will not look great. A down economy might be the time to stay in hotels with plastic cups rather than glass.

Consider Salary Reductions--As A Last Resort

One area that a lot of business leaders turn to in a downturn is salary reductions. The idea is that starting with the highest-paid executives, employees take reduced pay for a while--maybe six months up to a year.

I've done this before, but I'm not a fan. I'm not in the "share the pain" camp. I prefer to terminate underperformers rather than make everyone suffer with lower compensation, especially A players.

My view is that when you ask someone to take, say, a 10% cut, they will immediately look to the market to see how they can get back to a full salary again. In other words, you are potentially increasing your turnover of the people you want to keep. Salary reductions are a poor strategy for talent retention. It's far more effective to cut the people who shouldn't be with you for the long term in the first place.

Cut Once; Cut Deep

There's also a key lesson to embrace when making cuts to your budget: cut once and cut deep-- deeper than you even think you need to.

There are two reasons for this. The first is that you might be wrong in your estimates. The worst-case scenario is when you cut once, and then you're forced to cut again and again and again. Leaders do this in an attempt to preserve as many jobs as possible. This is what we call "death by a thousand cuts." Morale sinks, and your risk of losing good people skyrockets. You don't want to be here. It's much easier to cut deeper and rehire when you're ready to put things back together.

The other primary reason to cut deep is to create some cash buffer in the form of additional profits. Opportunities get created when a market is under stress, and you can take advantage by hiring an A player or buying a competitor weakened by the recession. If you haven't cut deep enough and left yourself with a razor-thin margin, you won't have the flexibility to jump on an opportunity like that.

Don't Lose Your Credibility

The other lesson learned from cutting once, cutting deep, is to be as transparent and honest as possible about the situation. If one of your employees comes up to you and asks, "Is that the end of the cuts?" Even if every fiber in your body is aching to say, "Yes!" don't do it. If you do, you might lose your credulity and the trust of your team if you have to come back for another round of cuts. I know--I have done this myself.

You're better off by saying something like: "I believe we have done everything we needed. I hope that, if we perform as expected, we don't need more cuts." By saying this, you've at least left yourself some room if the company does not perform as expected. It may not be what everyone wants to hear. But it's the truth.

Keep Your Eye on The Prize: Survival

Budget cuts are all about survival, one of the primary jobs of a leader. Every choice you must make is going to be undesirable. But it would be best if you kept your eye on the goal--to help the organization get through to the other side. Whether it means cutting people, your marketing budget, or even fancy rewards trips, you must do what you need to survive. That's our job as leaders.

This article, written by Jim Schleckser , appeared first on Inc.

Do You Need a Business Checking Account for Your Startup? It Depends on These 8 Factors.

Tue, 31 Jan 2023 22:22:30 GMT

When you're establishing your startup, it can be a challenge to choose the right bank and the right business checking account, particularly if you have limited business experience. You need a bank account that not only meets your current needs but will also grow as your requirements evolve with your expanding business.

Adobe Stock

When you're establishing your startup , it can be a challenge to choose the right bank and the right business checking account , particularly if you have limited business experience. You need a bank account that not only meets your current needs but will grow as your requirements evolve with your expanding business.

You might be wondering if you need a business checking account . While a personal checking account will perhaps meet your needs for your basic day-to-day business activities, you need to consider whether you need a business loan in the future or want to hold profits in a savings account.

Your new checking account can be the start of your banking relationship, so you can start to establish goodwill and trust. However, while the bank is important, the characteristics of the checking account are also vital. So, here we'll explore how to choose a business checking account for your startup.

Think about what you need from your bank

The first thing you need to consider is what you need from your bank. Are you just looking for a checking account or do you also need a small business loan ? There are lots of banks that not only offer a variety of business checking accounts but also have great business product lines such as business loans and lines of credit, business credit cards and tax counseling.

While you may be looking for a checking account to handle your checks and manage client payments, you may need a line of credit or other products in the immediate future. So, take some time to think about your immediate and potential future needs to see which banks can meet your requirements .

Once you have a short list of things you need from your bank, you can start comparing the offerings from different banks both in your area and nationally. If you are considering a couple of banks, you can speak to their customer support team and obtain product information or even schedule a meeting to discuss your requirements.

However, if your startup will only require basic account services, you could consider online banks . These tend to offer various products with minimal fees. The downside to this is that you don't have face-to-face interaction, and depositing cash can be tricky.

Considerations for choosing a business checking account

1. Location restrictions

Even if you're not looking at an online bank, some traditional banks put location restrictions on certain accounts. If you're considering a business checking account that has very low fees, it is worth checking if it is online only.

Depending on your operation, you may need to speak to a bank representative in person, pay in cash or send certified checks. In these scenarios, having a business checking account that does not have branch access could be a problem.

2. Digital tools

Most modern startups benefit from digital tools such as mobile deposits, and digital bill payments. So, it is well worth assessing what digital tools are offered with the checking account.

Many banks and financial institutions have an app that allows you to manage your account on your mobile device. Make sure that you check the reviews for the accompanying app to see if there are any potential issues.

3. Fees

As with a personal checking account, the fees for your business checking account can quickly add up. For most startups and small businesses, every cent counts, so it is crucial to check the fee structure for your new checking account before you sign up. If your bank offers fee waivers for monthly maintenance charges, be sure to check the criteria to ensure that you can meet the minimum balance needed to waive it.

4. Relationship perks

Many banks offer some great perks, such as fee waivers and preferential rates if you link multiple accounts. So, it is worth checking if the bank holding your personal checking account offers relationship perks if you open a business account.

You may find that your existing bank will provide some excellent account options and since you already know and enjoy the bank, you can feel confident with your new business checking account. On the other hand, if there are no benefits to having the same bank for your personal and business accounts, don't feel obliged to stick with them.

5. Additional debit cards

When you have a startup, you'll have plenty of administration tasks that will keep you busy every day. So, it can be very handy if you can provide your trusted team members with a company debit card .

This means that you won't need to micromanage essential purchases or deal with annoying reimbursement requests.

6. Business savings accounts

Another important consideration is whether the business checking account has an accompanying or compatible savings account . While some business checking accounts are interest-bearing, you may still have startup capital that would be better in a savings account.

A compatible savings account would allow you to keep your funds on hand for when they are needed. Some banks even facilitate automatic transfers . This will transfer funds from your savings account if the checking account balance reaches a certain threshold. This is a great feature, as you don't need to worry about going overdrawn or having payments refused, yet you can still be earning a higher rate of interest.

7. Additional resources

Finally, it is worth checking whether your new business checking account provides access to additional resources . Many banks appreciate the challenges of operating a startup and offer help and guidance. This could be something as simple as a learning center that offers live webinars, informative guides, or access to a business banking manager.

8. Business vs. personal checking account

There are several good reasons to keep a separate checking account for your business if you own one. According to the SBA , business banking offers some personal liability protection by keeping your personal and corporate funds apart. Check writing and debit cards are features that both personal and business checking accounts can provide.

A company checking account, however, could provide benefits that a personal checking account does not. While some personal checking accounts can be opened for as little as $1 , depending on the bank or credit union, a business checking account may cost $500, $1,000, or more to open. Combining your personal and commercial operations in one checking account, if you plan to do both, can make bookkeeping difficult and tax season a nightmare.

Bottom line

Once you have begun your startup, you are likely to be excited to get working on your core business, but the right checking account can be an ally or a hindrance. The right checking account will provide you with the tools and services your startup needs.

This article, written by Baruch Mann (Silvermann) , appeared first on Entrepreneur .

3 reasons small businesses should say yes to benefits

Mon, 30 Jan 2023 21:44:28 GMT

Why spend money on benefits? Here are the top three reasons.

Flickr/Pictures of Money

The great resignation is one of the most misunderstood movements since the twerk burst on the scene.

What Miley Cyrus and the great resignation showed us is a well-timed movement can be devastating to pop culture.

The term was coined by a management professor at the University of London’s school of management in May of 2021. Anthony Klotz, the professor of record, predicted a mass exodus. He hypothesized that, because of all the uncertainty, the normal amount of job movement was put on hold, thereby creating a wave of backed up job seekers. This wave has increased as the competition of quality labor has increased wages and creativity for recruits.

The statistics are also pointing to a new psychological factor as well. As COVID has forced people home, people have reevaluated their sense of purpose in their chosen field. Small companies have the greatest chance at elite talent they have ever had. The one question that lingers on is best described by Bill Shakespeare.

To benefits or not to benefits

Whether it is nobler in the mind to suffer the slings and arrows of the ever-increasing premiums or to take up arms against a lack of work force. In other words, why spend money on benefits? Here are the top three reasons.

1. Everyone's doing it

According to the website team stage, here are some stats to blow your mind. 58% of all companies offer health insurance, making it the most common of all perks. 91% of Gen Z think companies should offer health benefits as well. 83% of companies are looking to increase their benefits. These stats are telling us that the game has changed, and to even be in the same ballpark as your competition, you need to at least start with health insurance.

2. Employees are demanding it

According to the Hartford, 79% of employees believe that health insurance is a must-have. That equals a nonstarter. This means 80% of the people won’t consider your company. This means eight out of ten people don’t care about your culture, don’t care about "Pizza Fridays," karaoke night or the awards you have won from your mom about being the best boss. You are a no-fly zone. The other two people, well, they just got fired for attendance and theft. Welcome to the Christmas party you overachievers! Here is another issue: One of the strategies that small business has used to ensure their growth trajectory for years is to hire away those executives unable to advance in their current large company. WE as a nation are heading into the largest downscaling of our workforce to date with the Boomers all retiring. Do you really want to alienate any heartbeats out there?

3. It makes more financial sense than you think

The biggest reason most employers don’t want to offer health insurance is the cost. The current rate for medical trend is about 8% year over year. This, coupled with the lack of transparency in medical rates, have left small businesses as reluctant to jump in as a five-year-old on the high dive.

Here is when it makes sense. The average cost of turnover can range from four-to-six months of salary for the position being turned over. When you couple this with the tax savings and the new plan designs like an ICHRA and some level funding plans, the delta between the outlay of costs becomes marginal. The ability to build a team that grows together is critical in this competitive landscape. There have also been studies as to how much production is boosted with a group that have built cohesion over time.

Here is the good news for small businesses: There is a growing trend of finding purpose and fulfilment that lines up well with the cultures that small businesses create naturally. A new PwC/CECP study shows that meaning and fulfilment at work is the new standard employees expect of their work experience. Companies need to embrace this new normal if they want to cultivate the best workforce, now and in the future. A staggering majority of employees (96%) believe that achieving fulfilment at work is possible, and 70% say they would consider leaving their current role for a more fulfilling one. The desire for fulfillment is so strong that one out of three employees say they would consider lower pay for a more fulfilling job. So, imagine landing that rockstar candidate, keeping that cornerstone employee and watching as your staff blossom into a vision fulfilling team for your business. Just don’t make them choose your company over their health or the health of their families. You won't win.

What do I know though, I put Miley Cyrus and William Shakespeare in the same opening …

This article, written by Ben Zang , appeared first at OnMilwaukee .

3 ways HR pros can help workers through layoffs

Thu, 26 Jan 2023 20:08:00 GMT

HR pros can’t let the challenging nature of layoffs keep them from assisting affected employees, sources told HR Dive.

A person walks between buildings at the Amazon.com Inc. headquarters on November 14, 2022, in Seattle, Washington. The firm announced large-scale layoffs at the end of the year.

David Ryder via Getty Images

As news of layoffs at major U.S. companies circulates, studies forecast the trend will continue into the new year.

A recent Resume Builder study found that 61% of respondents said their organizations will likely see layoffs in 2023. More than half of those who predicted layoffs next year estimated that those cuts will eliminate 30% or more of their workforce.

A report from PwC delivered a similar prognosis. Eighty-one percent of CHROs surveyed said they will use at least one workforce-reducing tactic to deal with a forthcoming recession. The tactics include layoffs, voluntary retirement and hiring freezes.

These figures likely leave HR pros and managers in charge of implementing layoffs dreading the months ahead. “Layoffs are certainly a difficult and sensitive topic to approach,” Paul Rubenstein, chief people officer at Visier, told HR Dive in an email. But HR pros can’t let the challenging nature of layoffs keep them from assisting affected employees through the process.

HR Dive spoke with Rubenstein and Gemma Dale, co-founder of the Work Consultancy, to compile three tips HR pros can use to help workers facing layoffs.

#1: Communicate the news transparently

Both Rubenstein and Dale emphasized the importance of transparency in the layoff process. “The first step is to be transparent from the very beginning,” Rubenstein said. “There can’t be any deception or sugar coating when it comes to decisions that affect people’s lives. Leaders need to be honest and blunt about the current state of the company and the decision-making process leading up to any layoffs.”

Dale echoed this thought. Employees must understand why the company is implementing layoffs and how they affect them at every stage, she said. “This does not change the situation itself,” she acknowledged, but “it allows employees to leave the business in the most positive way possible in the circumstances, keeping the door open to a relationship in the future.”

An openness regarding layoffs will put leaders in the spotlight, Rubenstein and Dale warned. Leaders must be ready to answer hard questions and take accountability for the company’s decisions.

Rubenstein noted that transparency is not only important during layoffs, or only to those who are affected. Trust and transparency between employers and workers is critical throughout the entire employee lifecycle. And transparency will help create resilience among the workers who remain after layoffs.

“Focus on how to build resilience with the workforce that isn’t impacted,” he said. “Company leaders should not just listen to their remaining employees’ concerns, but address them too.”

#2: Treat employees with empathy

As company leaders and HR share news of layoffs transparently, they also need to ensure they’re treating workers with as much empathy as possible, Rubenstein and Dale said.

To ensure empathy, HR needs to remember that “these aren’t just former workers or former employees, but that these are real people who experienced one of the toughest moments one can experience in their career,” Rubenstein said; HR must actively consider what affected workers could be feeling, anticipate what their needs are and try to offer help where it can.

“The worst that can happen is employees feeling blindsided by layoffs,” Rubenstein said. “But by being transparent and keeping a conversation with your employees, HR leaders can demonstrate how they value their employees and show that they don’t see people as disposable.”

Dale agreed. By meeting employees with dignity, employees who must go through layoffs may still feel they have been treated fairly overall, she said.

#3: Tap into your network

As major companies have announced layoffs, many HR pros and managers have taken to LinkedIn to signal their support and notify their network of potential candidates. After Asana announced its decision to reduce its workforce, Anna Binder, head of people at Asana, posted about her willingness to introduce laid off workers to her professional contacts.

Binder’s offer, and those like it, is “a decent thing to do,” Dale said. “Networking is a key way that people find out about opportunities and get hired. If we can help people at their most difficult period, then why wouldn’t we?”

Rubenstein noted that LinkedIn can be a good way to communicate help to employees, but it’s not the only way. He warned that some will not want to discuss their employment situation on such a public forum.

“But HR departments should be offering help and resources to their former employees, whether that’s connecting them with their network or referring them to customers and suppliers,” he said.

Whether HR pros explore these tips or other strategies to help workers through layoffs, Rubenstein recommended a frank, direct approach to a topic that is often emotional and challenging.

“Don’t avoid the noise,” he said. “Rip the Band-Aid off and be direct with your messages.”

This article, written by Katie Clarey , appeared first on HR Dive .

How to Start a Business with Only $1,000

Wed, 25 Jan 2023 22:36:30 GMT

$1,000 can take you far if you know how to spend it!

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When you think about starting a company , the first two questions that come to mind are: "How much is this going to cost, and how am I going to get that kind of capital ?"

The dynamics of funding a business have dramatically changed over time. Where once you were resigned to bank loans and savings, there are now many options to choose from to help get your business off the ground.

However, let's take a step back. You should ask: "What is the minimal amount of capital I need to get this off the ground?" For those first few steps, $1,000 can get you moving quickly and far along. It is all about what I call "resource capital," a mixture of your time, money and effort.

Related: How to Start a Business Online

The price does not always equal the value

As a disclaimer: I am guilty of falling victim to thinking that I had to have the best of the best when starting our company . We always went for the most expensive external partners for operational needs. A hefty price tag could at least give us confidence that we'd be getting exactly what we paid for, right? We found that just because a company spends a lot of time and money on its reputation, it does not mean that it will deliver. We had to learn that going the less expensive route was not always bad.

Building your business

Building a business is like building a house. You have to dream it up, create a blueprint and get all the necessary permits from the city. From there comes all the fun stuff, like designing, building and scaling.

Starting off the same way, we have to think about our business and our $1,000 in very similar steps:

The Permits

- Business Filings: ($50 - $150 depending on location)

Every state has a site or process for starting a business which can typically be found on the Secretary of State's website. California, for example, allows you to choose your name, pay your fee, obtain your EIN, and then your business is official.

Depending on the corporate structure, this can be more complex. Still, many people make the mistake of using online services to file businesses when, in reality, it is simpler than many are led to believe.

The Blueprints

- Your Website or Landing Page: (Free - $150/month)

There are a variety of platforms you can choose for this. I recommend not spending a lot of time building out an entire site. Instead, build a simple landing page that provides an exciting outline of your business. Think of this as the digital billboard you can use when explaining what you are building to others.

Don't hire some expensive web designer to build it your first go around. There is a 100% chance it is going to change.

- Website domain & Email: ($12 - $60)

Always buy the domain if you can, or an offshoot of it (e.g., ".co" or ".io." No one will take a business seriously if it does not have a proper domain name. This is simple to do at places like GoDaddy and Google Domains.

Next, create your new email address with your new domain name — your first name and company name will do. If you want a more general support email, use "hello@" or "info@" instead. In many cases, website platforms have packages where the domain and the email are included. Take advantage of these cost savings out of the gate.

The designs

Your early branding is crucial in getting people to take you seriously. To successfully build a brand, your business has to look the part.

Creative (Logo, Branding): ($100 - $350)

If you are not creative and need help with things like logos and branding, there are resources such as 99Designs , Fiverr and even Etsy, where you can hire brand specialists to help you. Being consistent with how you present your brand out of the gate is incredibly important and helps align yourself with the brand and its mission, and it is an exciting and fun win you can celebrate right off the bat.

Laying the foundation

- SAAS Tools: (Free - $100)

Now that you are ready to build your "house," it is time to pick your tools. There are thousands of options for SAAS products, depending on what you are doing. The key thing to remember here is only to utilize what you need and always choose the free trial first. These companies are built to hook you for free and prepare you to pay as you scale. If you need to pay for their service, I recommend spending a maximum of $100 on these.

Finding your contractor

- Virtual Assistant: ($300-$500)

If you are starting alone or even with a partner, you will be shocked to find out what $10 per day can get you. When it comes to virtual assistants , this cash can get you just about anything you need. The goal is to ensure you get someone of quality who understands your work style and brand. This will not only result in you learning to delegate and build a team but will offload a minimum of four hours each day of work.

When starting a company, one of the most significant issues is the number of menial tasks that need to be done. Having someone to handle those is critical. If you need someone more project-based rather than part-time or full-time, I recommend looking to places like Fiverr instead of Upwork, which is typically meant for more seasoned, US-based contractors.

Back to that key figure, $1,000 is more than enough cash to lay the basic foundations. It's also enough money for your startup to at least appear like a legitimate company, which is half the battle.

This article, written by Patrick Frank , appeared first on Entrepreneur .

IRS Boosts Standard Mileage Rate for 2023

Tue, 24 Jan 2023 22:57:05 GMT

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The IRS is once again raising the standard mileage rate.

The agency on Dec. 29 announced that the 2023 business standard mileage rate is increasing to 65.5 cents, up 3 cents from the 2022 midyear adjustment of 62.5 cents. The agency made the rare midyear mileage rate adjustment in June —in addition to a regular annual adjustment announced last December that put the rate at 58.5 cents per mile for the first six months of 2022—as a way to combat the soaring inflation and high gas prices that have been taking a toll on employees.

The 2023 mileage rate took effect Jan. 1. In addition to the 65.5 cents per mile driven for business use, the IRS also announced the standard mileage rate for 2023 will be:

22 cents per mile driven for medical or moving purposes for qualified active-duty members of the armed forces, consistent with the increased midyear rate set for the second half of 2022.

14 cents per mile driven in service of charitable organizations; the rate is set by statute and remains unchanged from 2022.

These rates apply to electric and hybrid-electric automobiles, as well as gasoline- and diesel-powered vehicles, the IRS announced.

Driving costs increased overall in 2022 due to factors including high gas prices, surging vehicle acquisition costs due to ongoing supply chain constraints, and considerable increases in vehicle ownership and maintenance expenses, according to Motus, a Boston-based mobile workforce management software firm.

"We're currently facing extraordinary economic volatility, which has contributed to wide fluctuations across vehicle costs," said Todd Gebski, Motus' chief strategy and marketing officer. Motus noted that gas prices rose 49 percent for regular gasoline and 55 percent for diesel fuel over the first six months of 2022. Although gas prices dropped recently, with 26 states reporting gas prices below $3 a gallon, according to fuel savings platform GasBuddy , prices are expected to go back up next year. GasBuddy predicted average gas prices in June 2023, for example, will rise to between $3.79 and $4.19. The average cost per gallon could reach as high as $4.25 in August.

The standard mileage rate is used to compute the costs that are deductible by businesses and self-employed individuals for operating an automobile for business use, as an alternative to tracking actual costs. Employers often use the standard mileage rate to pay tax-free reimbursements to employees who use their own vehicles for business.

[SHRM members-only HR Q&A: Do we have to reimburse personal auto mileage for business-related trips? ]

Some experts say the IRS rate is optimal for low-mileage drivers who travel fewer than 5,000 business miles per year; however, it does not account for differences in vehicle ownership and operating costs, which can fluctuate throughout the year and are geographically specific.

Alternatively, employers can leverage maximum vehicle expenses when using a Fixed and Variable Rate (FAVR) allowance plan . Under FAVR, employees who drive their own vehicles can receive tax-free reimbursements from their employers for fixed vehicle costs (such as insurance, taxes and registration fees) and variable vehicle expenses (such as fuel, tires, and routine maintenance and repairs), instead of the standard mileage rate.

Under a FAVR plan, the cost of the vehicle may not exceed a maximum amount set by the IRS each year. For 2023, the standard automobile cost may not exceed $60,800 for automobiles, trucks and vans. That's up from a $56,100 threshold in 2022, the IRS reported in Notice 2023-03 .

This article. written by Kathryn Mayer , appeared first on SHRM .

How to Train Young Managers to Supervise Older Employees

Mon, 23 Jan 2023 22:31:58 GMT

Adobe Stock

Perhaps no one knows better than HR professionals that the workplace is aging, and teaching younger managers how to work effectively with older employees who report to them is becoming a critical workplace exercise.

There are several drivers of this phenomenon. The pandemic that ripped many older workers from the workplace is easing—and with it, older workers are starting to return. At the same time, inflation and an impending recession have nudged many retired workers who are in need of extra income back into the workforce. In many cases, their managers are one or more decades younger than them.

In fact, 4 in 10 employees say they have worked for a younger boss, according to a Harris Interactive survey conducted for CareerBuilder. Even more compelling: The fastest growing workplace demographic is employees age 65 and older, which leaves HR professionals with no option but to properly train these younger managers on how to uplift the older workers they supervise.

To help with that effort, here are 10 tips for younger managers who work with older employees:

1. Avoid asking ages. It's critical that HR trains managers on the importance of avoiding age discrimination. Employees age 50 and older make up more than one-third of the workforce, and 78 percent of those workers say they have faced some form of age discrimination, according to a 2021 AARP report .

"Age discrimination is nuanced and insidious, and most people don't even realize they are doing it," said Ashley Stahl, speaker, career coach and author of You Turn: Get Unstuck, Discover Your Direction, Design Your Dream Career (BenBella Books, 2021).

Most managers don't realize that it's inappropriate—and in some cases illegal—to ask an older worker's age. "So, it can be a smart thing to remind managers not to ask it," Stahl said.

2. Learn how they like to communicate. Many workplaces use online platforms like Slack or Flock to communicate with employees. But for some older workers who might not be nimble with their smartphones, requiring the use of those tools may lead to miscommunication, Stahl said. She suggested asking older workers how they prefer to communicate. Or, if the company widely uses those platforms for communication, provide training and support.

At Stahl's publishing company, which employs several older workers, training videos are available for necessary communication platforms. The team also has a designated point of contact to answer any technology questions, including those from older workers.

3. Find commonality. The best way for younger managers to foster communication with older workers is by finding things they have in common, said Tracey C. Jones, a career coach and author of eight books, including A Message to Millennials: What Your Parents Didn't Tell You and Your Employer Needs You to Know (Tremendous Leadership, 2017).

"There can be no communication without identification," said Jones, president of Tremendous Leadership in Boiling Springs, Pa., a leadership training firm.

To begin learning about the older workers who report to them, younger managers can do online research via LinkedIn or other social media sites to discover what they might have in common with each other, she said. However, they should be respectful with that information and make sure employees are OK with their past accomplishments being reviewed via social media.

4. Seek feedback. Older employees in particular want and deserve respect. Many have worked for their company for years and are a treasure trove of information, Jones said. When you pick their brains, in most cases, they will be thrilled that you are coming to them for their input, particularly if you actually use it, she said. Among the best questions to ask: "What is the greatest opportunity for growth at this company?" and "What is the company's greatest weakness?"

5. Offer career growth. About 3 out of 5 Baby Boomers say they want to learn a new skill set, according to a recent AARP survey. These Boomers typically rank among the most engaged workers, and it is well worth the time and financial investment to train them, Stahl said, adding that younger managers should "specifically ask them what skill set they want to be leading with."

6. Leverage their experience. The insider knowledge of many older workers can be incredibly beneficial to younger managers, Jones said. "If you're a new manager, use the corporate knowledge of older workers before you open your mouth at any meeting—and you won't regret it," she advised.

7. Meet them one-on-one. It's especially helpful for younger managers to ask older workers about their individual goals and aspirations. Some will be more relationship-oriented and others will be more task-oriented, Jones said. But it's important to see who wants what. While meeting with them, an especially good question to ask is: "Who is the best leader you ever worked for, and why?"

8. Focus on results. Some older workers, like all workers, may have a different approach to achieving results, Stahl said. "Let them know that they have the space" to take the approach they like best, she suggested. For example, she was once creating a new online program with a content team, most of whom worked digitally. But one older worker asked to contribute with sticky notes on a wall. Stahl thought it over and approved it, asking the worker to document the wall with good photos. The older worker had some of the best ideas.

9. Earn their trust. The key to success with an older worker and a younger manager is to act like a manager, not necessarily like a good buddy, Jones said. "Your job is not to get them to like you, but to get them to trust you."

10. Give grace. Younger managers working with older employees will make mistakes, and vice versa.

"Maybe someone who is old enough to be your grandparent will view the world a bit differently from you," Jones said. But it can be hugely beneficial for a younger manager to find a good mentor among the older workers and to let older workers coach them, as well, she added.

This article, written by Bruce Horovitz, appeared first on SHRM .

Study: Pay Transparency Reduces Recruiting Costs

Thu, 19 Jan 2023 22:22:49 GMT

For years, polls have shown that job seekers want to see what a job pays before they apply. Now, a new report has found that advertising pay ranges in job postings—specifically in the title—also cuts recruiting costs.

The cost-per-click for ads with pay listed in the title is about 35 percent lower than ads without pay information in the title, according to an analysis conducted by Appcast, a leading job advertising platform. Cost-per-click is calculated by dividing the total number of clicks a posting receives by the cost to promote the listing. In other words, job postings with pay information get more clicks than those without.

Appcast analyzed postings for 10.8 million jobs, including 1.5 million that included pay information in the job listing title. The analysis did not include signing bonuses mentioned in the job listing title.

"It pays to be transparent," said Andrew Flowers, lead labor economist at Appcast. "Throughout the year, the gap in cost between posts with pay ranges and those without has been widening. As for why the cost-per-click is lower, it's about bidding. Employers realize they can bid lower on their job ads that mention pay in the title, and yet those ads will get the same or higher engagement from job seekers. It makes sense that you will get more engagement from a job ad if you mention the pay upfront in the title."

When broken down by industry, the difference in cost-per-click becomes even more striking for certain sectors, such as education (53 percent lower) and health care (52 percent lower).

"Advertising market-rate pay information in a job title is one of the easiest methods to attract new candidates and gain a competitive edge over other employers," Flowers said.

Mariann Madden, North America fair pay co-lead at advisory firm WTW, said the findings on cost savings are intriguing in addition to the other benefits of pay transparency, such as improved candidate quality and time-to-fill.

"The quality of applicants should be better, because they are more informed and can better determine whether or not they even want to apply," she said. "Implementing pay transparency is also a more effective way to manage the hiring process, and saving time upfront on pay expectations should improve time-to-fill."

Flowers added that while job seeker interest is higher in states with mandated pay transparency, Appcast found that the number of job postings in those states is lower. For example, Colorado saw a decline in job postings when its pay transparency law went into effect in January 2021. Some employers circumvented transparency requirements by excluding applicants from Colorado.

New York City's Wage Transparency Law went into effect on Nov. 1 , making it mandatory for employers to share the salary or hourly wage in job postings. Since then, about 60 percent of job listings have had employer-provided salaries, according to Glassdoor data. But reporting indicates that while a majority of employers are complying with the statute, the salary ranges have expanded, sometimes to ridiculous lengths .

Beginning Jan. 1, 2023, California- and Washington-based companies with 15 or more workers must disclose salary ranges or wages for open roles.

"We expect the recent wave of pay transparency legislation to continue," Madden said. "Job seekers and current employees want to know and understand that they are treated fairly and are provided with equal opportunities to thrive and grow within the organization."

Flowers said Appcast's research team is currently studying the cost-per-click impact of including pay ranges in the body of job postings and will release those findings soon.

Preparing for Change

If employers can find better-matched applicants using less-expensive job ads, why aren't all employers publishing their salaries? Madden said many employers just aren't prepared for the pay transparency movement.

Despite increasing pressure to disclose pay, 31 percent of employers surveyed by WTW said they aren't ready and 46 percent said they were putting off doing so, anticipating possible fallout from current employees.

"The companies not sharing information often don't have the confidence in their pay programs and have concerns about employee reactions to transparency," Madden said. "The foundational building blocks need to be in place first to be confident about pay structure."

She added that HR and people managers are receiving a tidal wave of questions at companies where pay transparency has been introduced.

"A lot of education is needed to help recruiters, HR and especially managers communicate effectively about the approach the organization is taking on pay equity," she said. "It's important to establish a strategy around how employers approach these laws. Will it just be compliance-only, done on a location-by-location basis, or will it be more comprehensive, applied nationwide? Will you communicate pay ranges only in job postings or more broadly to employees? And are you ready to do that?"

The WTW survey found that 17 percent of companies are already disclosing pay range information in U.S. locations where they are not required to do so by state or local laws. In addition, 62 percent of organizations are planning to disclose or considering disclosing pay rate information in the future, even where there are not local mandates requiring them to do so.

Madden advised completing a thorough review of what is currently in place once employers decide on a strategy. "Do you have the necessary job frameworks, the pay structures, the governance and administration in place to communicate the change effectively? If you must design or redesign pay ranges, conduct a pay equity analysis to understand where any gaps lie, because the last thing you want to do is start posting pay ranges that cause pay inequities," she said.

WTW recommends sharing pay ranges more broadly with internal employees. "They are active stakeholders—think about your brand and employee experience," Madden said. "I work with a lot of clients that have ERGs [employee resource groups] pressuring them to address pay equity. Workers are driving change. And we know that pay is a driving force for candidate attraction and retention."

This article, written by Roy Maurer , appeared first on SHRM .

Feds propose ban on noncompetes

Wed, 18 Jan 2023 22:48:17 GMT

Stakeholders will be permitted to make public comments on the commission’s proposal for a period ending 60 days after it is published on the Federal Register. Carol Highsmith. (2005). “The Apex Building” [Photo]. Retrieved from Wikimedia Commons .

Dive Brief:

The Federal Trade Commission proposed Thursday a rule that would prohibit employers and employees from entering noncompete agreements, stating that the agreements harm competition, suppress labor mobility and reduce wages even for those not bound by a noncompete agreement.

In the historic proposal, the FTC said other forms of restrictive covenants, such as nondisclosure agreements and client or customer nonsolicitaton agreements, would not be included in the law’s definition of a noncompete agreement. Employers would be required to rescind existing noncompete clauses and provide notice to workers that such clauses are no longer in effect. It would include a “limited exception” for noncompete clauses between the seller and buyer of a business.

Stakeholders will be permitted to make public comments on the proposal for a period ending 60 days after it is published on the Federal Register. A compliance date would be set 180 days after the publication of a final rule.

Dive Insight:

The FTC’s rule is perhaps the most significant federal regulatory decision thus far in 2023. The commission’s announcement comes more than one year after President Joe Biden issued an executive order encouraging it to ban or limit the use of noncompete agreements.

In a fact sheet accompanying the announcement, FTC estimated that eliminating noncompetes could increase employee earnings in the range of $250 billion to $296 billion per year . It also said the rule could address the agreements’ other impacts on innovation and worker mobility.

“Noncompetes block workers from freely switching jobs, depriving them of higher wages and better working conditions, and depriving businesses of a talent pool that they need to build and expand,” Lina Khan, FTC’s chair, said in a statement . “By ending this practice, the FTC’s proposed rule would promote greater dynamism, innovation, and healthy competition.”

Employer-side attorneys who spoke with HR Dive indicated that there may be several unanswered questions as the proposal moves further along the regulatory process.

In an interview, Dan Morgan, partner at Blank Rome, identified three questions raised by the FTC in its proposal for employers to consider:

Should franchises be covered by the rule’s prohibition of noncompetes?
Should the same prohibition be extended to senior executives?
Should the rule treat workers differently on the basis of their wage levels?

State and local government regulations of noncompetes have previously distinguished between employees on the basis of income. Illinois, for example , prohibits noncompete and nonsolicitation agreements with employees whose actual or expected earnings fall below $75,000 per year, with the threshold scheduled to increase in subsequent years.

As proposed, however, the FTC’s rule “is expressly displacing state law,” said Robert Milligan, partner at Seyfarth Shaw, a point that courts may take into consideration in future litigation of the rule, he added.

The proposal’s language regarding other forms of restrictive covenants presents additional questions. Previously, employer-side attorneys have suggested that employers may consider nonsolicitation agreements and NDAs as alternatives to noncompetes. While FTC indicated that such covenants would not be included under its noncompete definition, other portions of the proposed rule suggest that these other types of agreements also may function as “de-facto” noncompete clauses, “hence falling within the scope of the proposed rule.”

“There’s an alarming lack of focus and precision in the proposed rule, and maybe that’s the intent,” Milligan said.

Per Morgan, the proposal’s provisions requiring employers to rescind existing noncompete agreements, rather than grandfathering agreements made before the effective date of a new rule, is an “unusual” aspect. “I haven’t seen it before,” Morgan said of such requirements in the context of federal agency regulations.

Another point employers may seek clarity on concerns whether the FTC could make exceptions for agreements with certain types of employees who possess access to trade secrets or related information, Milligan said.

This article, written by Ryan Golden , appeared first on HR Dive .

A practical guide to getting laid off

Tue, 17 Jan 2023 22:32:10 GMT

Everything you need to do before, during, and after a layoff.

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As businesses prepare for a coming recession , people’s jobs are inevitably on the chopping block. Tech companies like Meta , Amazon , Twitter , and Netflix are among the most high-profile organizations laying off workers in a bid to cut costs, but across industries, layoffs are on the rise in the US, with a 417 percent rise in the number of cut jobs in November compared to last year.

Workers affected by layoffs are suddenly faced with many drastic changes all at once: the loss of livelihood, routine, and benefits (if the job offered them). They’re left to navigate separation agreements, severance packages, and unemployment benefits with little guidance. All this on top of the already arduous job search process.

Still, laid-off employees often have more power beyond what the company initially spells out upon eliminating your position. While Vox can’t offer financial or legal advice, there are general guidelines to help workers in transition. From negotiating severance packages to dealing with unemployment, here are some tips to help guide you through the days and weeks after a layoff.

What to do the week before layoffs are announced

Usually workers will have some warning about impending layoffs, either from official company communications or from office rumors, says Alison Green, creator of the work advice column Ask a Manager . Getting “laid off” means you lost your job due to no fault of your own — the company is cutting costs, restructuring, or shutting down completely. Full-time, part-time, and contract workers can all be subject to layoffs. Unfortunately, part-time workers might not have the benefit of severance packages or any other “safety net,” says employment lawyer Christopher Davis , managing partner and owner of the law firm Working Solutions NYC. “If there’s a layoff or some sort of shift in the economy, they’re really not protected.”

Getting laid off is different from being fired , where the company is letting you go based on poor performance or violating company policy. Quitting is where you voluntarily leave the job.

Federal law requires employers with 100 or more employees to give 60 days’ notice of a layoff affecting 50 or more full-time employees at a single site of employment. Part-time employees are also entitled to receive notice of a mass layoff or plant closing. Each state may have its own guidelines regarding notice, and layoffs more broadly, says Davis. If your employer does not give proper notice under these laws, you may have legal recourse, Davis says, so you and your fellow laid-off co-workers can consult with an employment lawyer. You and your colleagues can ask for attorney recommendations from family and friends or search for local legal aid organizations that have taken on employment cases. Davis also recommends doing some online searches and research of your own and making cold calls.

Use any possible advance notice to your benefit, Green says. Read over your employee handbook and determine what items or files in your desk, workplace, or computer you want to take with you. You might want to download your email contacts, secure copies of your performance reviews, or make sure you have accounted for all of your pay stubs. Double-check with workplace rules when copying any examples of your work; the company almost certainly owns that material . Green also recommends having a copy of the employee handbook accessible so you can reference policies and procedures during the separation process if necessary.

If you are enrolled in your company’s health insurance plan, make any necessary doctor appointments and refill prescriptions, Green says. “Try to get extra refills if you can do it,” she adds.

What to do the day you are laid off

Receiving news that your position has been eliminated can be shocking and upsetting. You may have gotten notice in a group call, in a one-on-one meeting, or over email. Before taking action, pause and review all of the information you have about the separation as outlined in those meetings, says Lauren McGoodwin, founder and CEO of the online job resource website Career Contessa . Companies aren’t required to offer severance, but many do, and severance details may be a part of these documents. Each individual employer can decide whether to offer severance to part-time employees . “Take a moment to decompress,” she says. “Don’t sign anything right away. Don’t react to it.”

Now would be a good time to speak to your union representatives , if you’re a member of a union, before signing any agreements. “Often, they will have specific supports in place that you can access,” Green says. Read over your collective bargaining agreement’s layoff clause , which should outline the process for deciding which positions are eliminated and whether you could potentially be rehired.

Davis says sometimes employment lawyers will offer free consults to talk through any potential legal issues or to look over your severance agreement, but be sure to clarify any fees before taking a meeting. “There’s a lot of people that have legal claims and they just don’t know it,” Davis says, “especially among those who are disenfranchised and don’t have access to the systems in power.”

If the company has sent over a separation agreement document — which lays out the conditions of the layoff — pay attention to the deadline you have to accept. Very rarely will your employer require you to sign on the spot or object to you showing the document to a lawyer, Green says, and if they do, those are major red flags. It’s also illegal to force laid-off employees over the age of 40 to sign a separation agreement too soon. Under the Age Discrimination in Employment Act, laid-off workers 40 years old and up have at least 21 days to review a severance agreement ; if they are a part of a group layoff, they have 45 days to review. Employees under 40 are often given the same duration review period . Employees over 40 who have been let go are also entitled to see the job titles and ages of the people in their department also being laid off and those whose positions have not been eliminated.

Regardless of your age, Davis recommends checking in with your colleagues to determine the demographics of the people laid off. If a majority of the people whose positions were eliminated are older than 40, are women, are disabled, or are people of color, you may have a discrimination claim.

As soon as you get the news of the layoff, start the application process for unemployment insurance . The specifics around filing for unemployment differ from state to state , but if you lost your job through no fault of your own, you are eligible. Part-time workers can claim unemployment so long as you worked the minimum amount of hours or made over a certain threshold as determined by the state you work in.

In some states, if you receive severance pay, you can’t collect unemployment or may be eligible for a lower amount. In other states, such as California , you can collect unemployment even if you earn severance pay. Check with your state’s unemployment office for specific guidelines around how much you’re eligible for and what you need to apply (usually, Social Security number, ID number, mailing address, phone number, company name, and address). It’s a notoriously confusing process , and you’ll have to file continually until you find a new job.

You may want to email any clients or professional contacts outside the organization to let them know you’re leaving the company. Read over any nondisclosure or confidentiality agreements and ask your soon-to-be-former manager if it’s okay if you alert these contacts, McGoodwin says. If your boss declines, McGoodwin advises posting about the layoff on LinkedIn or a social platform where those contacts are likely to see.

What to do the week after you’ve been laid off

After you’ve had a chance to thoroughly read any materials sent by the company, determine exactly what they’re offering versus what you need, McGoodwin says. Is your severance paid out as a lump sum or a continuation of your salary over a certain period? Will your health insurance benefits be continued, or will you have to pay the entire premium through COBRA ? Is the company willing to pay for other assistance, like a career coach? “Let’s say they’re giving you a single lump sum,” McGoodwin says. “How much of a runway does that give you before you need to job-search again? Because maybe you need to go back and try to negotiate for a larger lump sum. Or maybe you’re okay with that lump sum, but … because your whole family uses your health insurance, you really want a longer continuation of the health insurance benefits.”

Your needs can help guide your negotiations with the company regarding the terms of your separation. Think about what you’d be willing to do without in order to get what you want. If the company is offering three weeks’ pay for every year you worked at the business, but you’d rather have an extension of health insurance coverage, you can suggest dropping to two weeks’ pay for every year and continuing health insurance coverage. If you haven’t been offered severance pay at all, always ask for it, Davis says. The company may outright refuse any negotiation, McGoodwin says, but it’s worth asking.

When discussing the terms of your separation, bring up any concerns you have, Green says. Say you reported discrimination within the last year and now you’re being laid off. You have reasonable grounds to suspect it might be retaliation. Or if you’re the only person from a different demographic on your team and you were the only one laid off, “it’s not unreasonable to wonder about that stuff,” Green says. You may be better positioned to negotiate for more favorable terms on your severance.

One fairly standard aspect of severance packages is what’s called a general release of claims. “That says in exchange for accepting the severance, you agree that you’re not going to sue the company moving forward for a whole array of things: harassment, discrimination, disability law violations,” Green says. “That is normal.” So don’t be concerned if you see this type of language.

If you suspect you’ve been laid off based on age, race, or gender, or if you recently reported harassment or other wrongdoing, you may want to talk with an attorney. Should you not sign the exit agreement, you won’t get any of the pay or other benefits outlined in the document.

Regardless of whether your company is offering a severance package, you’ll want to have a set plan for health insurance. If your company did not offer you insurance or you weren’t enrolled on their plan, your health insurance coverage will not change. Laid-off workers can continue coverage on their company plans through COBRA but may have to pay the entire premium. You can also enroll in a plan through the Health Insurance Marketplace .

With livelihood logistics out of the way, update your resume, LinkedIn, and portfolio so you can let your network know you’re searching for a new job. McGoodwin recommends sending an email to professional contacts or mentors that includes a resume and your LinkedIn profile as well as a message explaining the type of job you’re looking for, your skills, and if they have any leads or connections. “That way they can say, ‘Do I know someone within that world that I can help connect them with?’” McGoodwin says.

Reach out to your former manager and ask them what the company will tell future reference checkers about your performance and the reason you left, Green says. “A layoff itself is not something that should be held against you,” she says, “but if you are selected for your layoff in part because of your performance, you do want to know that so that you’re not blindsided if it comes up in a reference later.”

Ongoing strategies to aid your job search

In the weeks following the layoff, structure will be your greatest asset. “Schedule your day for job searching the same way you would schedule your day when you are doing a work project,” McGoodwin says. Rather than spend five consecutive hours firing off applications for roles you don’t really want, dedicate two or three hours applying to exciting positions.

Have a friend or mentor look over your resume and cover letter to provide feedback, Green advises. (Even better if they have hiring experience.) For those who have been out of the job search for a while, getting advice and strategies can ensure you’re using the most up-to-date approaches, especially in the age of social media.

Think deeply about what you want your next role to look like. If you were burned out from your previous position, it can be helpful to think about aspects of a new job that would help lighten your load, like a role that doesn’t require early morning hours or one where you don’t manage a team.

The next few hours of your day can be devoted to networking . As unappealing as it might sound, most jobs are never publicly advertised and many positions are filled through networking. Reach out to a friend-of-a-friend or slide into the DMs of someone who works in your field and ask to learn more about what they do. Don’t forget to keep in touch with former colleagues or contacts from your former job, Green says.

The rest of your to-do list can be administrative tasks like updating your portfolio and responding to emails. Make sure you’re taking some time for yourself, too, to get some fresh air and spend time with people you love.

Layoffs can be painful and potentially feel shameful, but the elimination of your position has nothing to do with your value as an employee or as a human. Take some time to feel hurt, but remember, no one will judge you for having lost your job, Green says. “It was personal to me,” she says. “It was business to them.”

This article, written by Allie Volpe , appeared first on Vox .

Networking 101 For Introverts: Tips and Tricks to Help You Confidently Connect With Others

Fri, 13 Jan 2023 20:33:17 GMT

Networking events can be stressful and overwhelming. Follow these tips to find potential connections, even as an introvert.

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I identify as an introvert. Therefore, I utilize several tips to assist me in making networking events as successful and painless as possible.

Preparing for an event makes the event less stressful. First, you should know the exact agenda of the event and figure out where you want to be and when. Next, find out if a list of attendees is available before the event. If so, review the list and reach out to those you want to meet with at the event. Having a plan of who you want to see and making appointments ahead of time will make the event more productive and less intimidating.

With your schedule prepared, you will then need to prepare for your interactions . You may read industry articles regularly, but if you do not, I recommend you start reading them a few weeks before the event. Having exciting news to discuss during the networking event will be highly beneficial. In addition to industry news, you should spend time researching the people and companies you intend to meet at the event. Although you are probably not interviewing for a job, it is good to think of networking events as if you are. Research and exciting stories are the keys to meaningful networking.

Now that you have prepared your schedule and conversations, you need to prepare your mindset. I am fortunate to have a sound support system. However, I only partially depend on others for my mental networking preparation. To mentally prepare for networking events, I will often psych myself up. One of the methods I use is self-encouragement. Thinking positively about myself and also thinking positively about the event will assist in a positive outcome of the event.

When you arrive at the event, you must survey the room. When you walk into a room with many people, it is essential to step back and assess. Take notes on your phone or in a notepad of who you see that you want to interact with. An advanced plan with goals for who you want to speak to will help immensely.

After surveying the room, if there is no one you recognize you want to connect with, it is time to make those new connections. The easiest place to start is in the line for drinks or around the food.

Now it is time for the conversations to begin. I find networking very intriguing since the goal is to build relationships that should be mutually beneficial to all parties involved. It sounds simple, but it really can be challenging for an introvert. My main recommendation during conversations is to ask questions. Most people enjoy talking about themselves, and I do enjoy learning about others. The mindset of asking questions and actively listening assists me tremendously during networking events.

Additionally, when networking, I always exchange contact information at the beginning of the conversation. If you wait too long to exchange information, the other party may need to leave. Or there is also a chance that a new person can join the group, which would alter the conversation and your opportunity to ask your desired questions. If you get the other parties' contact information in the beginning, you will be guaranteed to have the ability to follow up after the event.

Following a few conversations, I highly recommend you take a small break to the restroom. This small break will give you time to recharge your personal battery. Although this period should only last a few minutes, it should be enough to help you get through the balance of the event.

Once the event is over, then you should schedule alone time. Try to limit human interaction the day after the networking event.

After you recharge, which usually takes me a day, start your follow-up.

There are several ways to follow up. One of my favorites is to go on LinkedIn and find the people I met at the event on my LinkedIn account. Then, I will typically send a note with the LinkedIn request referencing the recent meeting. In addition to Linked In, a mailed personalized letter or postcard is extremely meaningful. Since our world relies on technology, getting a handwritten note in the mail can bring many smiles.

My final suggestion is not to plan networking events back to back. Too many networking events for an introverted soul without time to recharge in between can be overwhelming. Remember that you are not in this alone. A good portion of the world is either introverted or has introverted tendencies. The introverted part of me will always be in existence. However, utilizing these tips, I can leave my introverted hat at the door.

This article, written by Roxanne Klein , appeared first on Entrepreneur .

New 1099 rules may cause headaches for payment app users come tax time

Thu, 12 Jan 2023 19:53:06 GMT

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PROVIDENCE, R.I. (WPRI) — Ilana Caparco is constantly busy styling hair at Noir Salon in Cranston.

But Caparco’s job may soon be much more complex come tax season.

“Being an independent contractor is definitely more complicated because you have to know how to save that money and allocate it towards the end of the year,” she explained.

The 2022 tax filing season will be the first since the transaction threshold was significantly lowered for the 1099-K tax form.

That means independent contractors and small businesses that rely on third-party payment systems such as Venmo, PayPal and Square will need to report more transactions than they’re used to.

“That threshold used to be $20,000 in total, or 200 transactions over the course of the year,” Gregory Porcaro, a certified public accountant with Otrando Porcaro & Associates said. “So, a really small business would probably not think about reporting a 1099-K.”

The threshold has since dropped to $600 and there is no limit on the number of transactions, meaning people who have never received a 1099-K form before will likely get one this upcoming tax season.

“You could have a yard sale in your driveway and use the Square, for example, and you might get a 1099-K,” Porcaro explained.

Porcaro warned that anyone who does any form of online business will likely get one of these forms this coming January.

“You may know people who will reimburse a friend via an app or might sell personal property like old furniture or a car using an app … now those transactions are potentially going to be reported unless the payee at the time of transaction says this is a non-business transaction,” he said.

Porcaro suggested those who use third-party payment systems for those kind of transactions label those money transfers as non-business expenses.

Meanwhile, Caparco said the change to the 1099-K form will create more work for her this upcoming tax season.

“It’s more complicated because we already have to pay so much with taxes,” she said. “They slice and dice whatever pennies they can grab.”

This article, written by Sarah Guernelli , appeared first on WPRI .

The Small Business Owner's Guide To Business Storytelling

Wed, 11 Jan 2023 18:30:04 GMT

The best storytellers immediately draw the audience into the story, capture their attention and set the tone for a unique experience that the audience will remember, whilst focusing on these five key elements.

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Whilst facts and data make people think, it's emotions that make them act. Sharing stories allows us to connect with people in real life, and create memories that are more intense and last longer. But how do stories impact us on a psychological and physical level, and how can they benefit your business?

You see, the human brain is not built to make sense of large volumes of data or facts, because they are abstract until they are put into context that we can relate to and understand. And we can understand people.

Unlike the binary response typically produced by sharing data, stories activate several areas of our brain , releasing chemicals such as oxytocin and dopamine, heightening feelings of empathy and a sense of involvement, as if we are participating in the story ourselves.

The way in which a story is told has an immediate effect on the limbic side of the brain, the area that controls emotions and memories. This results in listeners being more likely to remember what they heard, and they are also then more likely to be receptive to the proposed call to action. When it comes to business storytelling, there are three key emotions that our story should evoke:

This is me: The relatable story that shows your audience that you are walking in the same shoes, understand their situation, and know how they feel. When others feel that you are on the same page, this creates an increased sense of trust and credibility.

I wish this was me: The aspirational story that shows your audience the possibilities . This narrative works whether you are sharing your own story or your clients,' if you can demonstrate what success looks like, and how could it translate into your audience's situation.

I'm glad it's not me: The "lessons learnt" story that shows vulnerability and highlights mistakes to avoid will bring you closer to your audience. Sharing your journey, including the negatives, creates a connection with your audience, and shows that you own your mistakes, and are using them to drive your brand forward.

Key elements of effective storytelling

We all know how to tell a story, but what makes a difference is being able to tell a good story, and tell the story well, making it relevant to the audience. And marketing is just about that- telling a good story so that it is remembered and shared for a long time.

The best storytellers immediately draw the audience into the story, capture their attention and set the tone for a unique experience that the audience will remember, whilst focusing on these five key elements:

1. Authenticity : Your audience will quickly identify whether you are genuine. So, whilst you might want to position your brand in the best position, avoid trying too hard. People buy from people. And they buy from people they like. And unless they see and understand your real values, they won't be able to decide whether they like you or not.

2. Credibility : People want reassurance that they are dealing with people who have a credible background and history of delivering high standards– whether this is the quality of their products or services. Make social proof part of your brand story, and share your credentials to prove to your audience that it is not just you who thinks your business is their best choice.

3. Element of surprise : The human brain pays attention to novelty- we react to turns and unexpected events, as our brains perk up when we detect something that breaks a pattern. Good stories have the element of surprise, and engaging storytellers have the ability to engage the audience with the unexpected.

4. New perspectives : Sharing information previously not heard or presenting scenarios your audience has not considered before opens up new alternatives, and creates an emotional connection that can impact their thinking. Strong stories are about emotions, empathy, and thoughts, so it's important to present new perspectives with emotional impact and meaning.

5. Power of silence : As any virtual artist will probably tell you, white space is just as important as the drawing, and a composer would probably say that the pauses are just as important as the music itself. Similarly, silence is a powerful storytelling tool. Intentional silence draws emphasis– either on what has just been said, or what's coming next.

Every business has a story. It's their story that makes them unique, whether it's about their people, customer service, or their innovative ways of thinking and working. There might be many businesses out there offering similar products and services, but every business story is different. Your story is your competitive advantage, and it's what creates a compelling brand, as it triggers interest with potential customers, and strengthens loyalty with existing ones.

This article, written by Petra Smith , appeared first on Entrepreneur .

How to Retain Gen X Employees and Why You Want To

Tue, 10 Jan 2023 20:25:01 GMT

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Just about every recent article about managing employees is focused on the Millennials. It’s true that demographic is rapidly becoming the majority of the workforce, but if you’re putting all your focus on Millennial workers, you could be shortchanging your business: A new survey reports that Generation X workers are actually the most committed and engaged at work.

Why Gen X Employees are So Valuable

Members of Generation X are in the prime of their work lives, so perhaps it’s no wonder that they are highly invested in their jobs. More than half (52 percent) of executives in the survey by Korn Ferry’s Futurestep division believe Gen X workers are the most engaged generation, compared to 23 percent who believe Baby Boomers and Millennials are the most engaged workers.

Unlike Baby Boomers, who are approaching retirement age, or Millennials, who are just getting their footing in the workforce and more likely to change jobs, Gen X employees combine the best of both worlds: the benefit of experience and know-how, with many productive years in the workforce still ahead. It’s easy to see why they’re highly desirable as employees.

What Motivates Gen X Employees

Above all else, Generation X employees want to feel like their work matters. When asked what is most important to them at work, 39 percent cite “the ability to make a difference in the organization.” In contrast, job stability (16 percent) and income (8 are far less important. In fact, recognition for their work (15 percent), development opportunities (15 percent) and promotion opportunities (7 percent) are way down the scale, too. For Gen X, it’s all about what they can do for your business.

Well, maybe not all. Nearly half (48 percent) of survey respondents say pay/bonuses are the benefit that matters most to Gen X, followed by paid time off (25 percent) and retirement plans (19 percent). In addition, about one-fourth (24 percent) say the desire for financial stability motivates Gen X to stay in a job.

However, overall, what matters most to this generation isn’t financial. Asked what makes Gen X employees choose one company over another, 48 percent say it’s the “ability to make an impact on the business,” and 31 percent cite “belief in the reputation and vision of the [business].” What makes Gen Xers stay in a job? “A sense of pride in their work” topped the list at 41 percent.

How to Retain Gen X Employees

How can you keep your Gen X employees happy and loyal? Here are some takeaways:

Provide competitive pay. Although money isn’t the biggest motivator for these workers, it’s definitely a factor, especially considering their stage in life, with responsibilities such as homeownership, parenthood and even children entering college. In addition to wages, bonuses can be a great way to inspire Gen X workers without committing to a permanent salary increase. Tie pay to the results they get for your business, and Gen X will be highly motivated.

Be a leader. Your business needs a strong vision and a good reputation to attract Gen X workers and keep them on board. Promote your business’s mission and vision as part of your marketing. Since Gen X workers want to make a difference, a company that makes a difference in its industry, community or the world at large will have an edge in appealing to them.

Don’t micromanage. Gen X workers want to make an impact on your business, and they can’t do that if you don’t trust them to take the lead. Continually challenge them with new opportunities. Set goals, but let them decide how exactly to reach those goals. Put them in charge of new projects or training Millennials. Not only will they be more satisfied with their jobs, but you’ll also gain the benefit of new leadership that can help you grow your business.

This article, written by Rieva Lesonsky appeared first on Small Business Trends .

11 Unusual Ways to Promote a Job Opening that Work

Mon, 09 Jan 2023 18:01:58 GMT

Are you really reaching your target audience on the same three websites? We asked 10 entrepreneurs from Young Entrepreneur Council (YEC) the following question:

“What is an unusual but successful platform for posting a job description?”

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Unusual Ways to Promote a Job Opening

Here’s what YEC community members had to say:

1. Geo-Fencing

“Ever walked into a restaurant and your phone pops up with location and asks for review? Geo-fencing just took place. The best way to recruit great employees is to steal them. The best way to steal them is to Geo-Fence all of the competitors in your industry with great ads. Just make a squeeze page and set up re-targeting and you will have more great candidates than you can handle.” ~ Tommy Mello , A1 Garage Door Repair

2. Upwork

“We just used Upwork for a side project that we were working on. There are freelancers for almost anything you could imagine, whether it be internet research, design, content writing, etc. Most freelancers on the site display their hourly wage, and you can choose to pay by the hour or set up project milestones.” ~ Brian David Crane , Caller Smart Inc .

3. The Front Desk

“Our best employees are promoted from within, but when we hire from the outside it helps for new hires to have an understanding of how we operate. Instead of a “Help Wanted” sign in the window, we leave takeaways at the point of sale focused on the benefits of working for us, made for those who already buy in as clients. It’s also a great way to let everyone else know we treat our people well.” ~ Michael Portman , Birds Barbershop

4. Instagram

“I’ve posted job descriptions on Instagram and gotten an overwhelming response. It seems like you must go where people are spending the most time and regardless of whether they are actively seeking a job or not. I’ve had candidates that were motivated to switch jobs from seeing a video description on Instagram.” ~ Cynthia Johnson , Bell + Ivy

5. The Website of Local Universities

“Whenever we have a need, we always reach out to placement centers at local universities and they post the job on their website. This really helps us get several excellent resumes from local areas. There is no cost involved, and we have hired several bright candidates using this approach.” ~ Piyush Jain, SIMpalm

6. Periscope

“We’ve put up video job descriptions about what we have open and our company and it’s been an engaging way to hear back from people too. We get lots of inquiries, video resumes and pitches back, which is interesting and provides a new dimension to the recruiting process.” ~ Zach Binder , Bell + Ivy

7. Announcements at Public Events

“When I’m speaking in front of a crowd at a public event, I’ve been known to announce what I’m looking for in a particular employee or partner. This way, I get the word out to a large number of people (and their online and offline networks) when I’ve already captured their attention. Using this strategy, I can also effectively advertise the value that I bring as an employer.” ~ Alexandra Levit , PeopleResults

8. Personal Facebook Pages

“I have found that we get the best candidates when team members post job openings to their personal Facebook pages. I believe this process creates a validation system for both the company and the potential candidate. This platform extends the offer through credible friends and allows for easy and friendly references. It adds a personal touch while still reaching a large network.” ~ Justin Lefkovitch , Mirrored Media

9. Wellfound

Wellfound is an incredible hiring resource for startups and fast-growth companies. Companies can post jobs descriptions and candidates seeking jobs can also post their profiles and resumes, all for free. 9. Wellfound is good for finding engineering, marketing, operations and design talent. I’ve worked with teams that have hired 60 percent of their employees through 9. Wellfound.” ~ Adelyn Zhou

10. Looksharp and Social Media

“We really like Looksharp for our internships and using Instagram to get people excited about the role. Posting job descriptions on LinkedIn, Twitter and Facebook allows you to share listings quick within a professional network or target relevant connections.” ~ Maren Hogan , Red Branch Media

11. Snapchat

“Given the ubiquitous nature of Snapchat, utilizing the platform for job postings can be both fun and rewarding. As an example, posting a picture of a new MacBook Pro along with some core accessories — and captioning that post with verbiage that makes it clear that designers and developers who come work for your company get a new computer to use — can be an effective way to build job interest.” ~ Blair Thomas , First American Merchant

This article, written by The Young Entrepreneur Council , appeared first on Small Business Trends .

Run Your Business Like Clockwork

Fri, 06 Jan 2023 19:44:32 GMT

Too many small business owners do everything in their company instead of leveraging their staff. In a sense, their business owns them more than they own it!

On the Small Business Radio Show , I talked to Mike Michalowicz about how entrepreneurs can get their businesses to run without them doing everything. He currently leads two new multi-million-dollar ventures, as he tests his latest business research for his books. He is a former small business columnist for The Wall Street Journal and business makeover specialist on MSNBC. Mike is a popular main stage keynote speaker on innovative entrepreneurial topics; and is the author of “Get Different”, “Fix This Next”, “Profit First”, “Surge”, “The Pumpkin Plan” and “The Toilet Paper Entrepreneur”. Simon Sinek said about Mike that “if there was ever a patron saint for entrepreneurs, he would be a top contender.” He has just released a revised version of “Clockwork, Revised and Expanded: Design Your Business to Run”.

Mike says too many business owners make the business all about them; “only 14% of the population will ever attempt to start a company. It takes a lot of courage since success is so low. But then these owners start thinking, if I can start a business, then I can do everything in it. You might be able to do everything, but not everything well. You need to have the courage to give responsibilities to other people.”

He adds that unfortunately in business, we only recognize action; “people talk about hustle and grind. We don’t reward thought enough, only action. This paradigm needs to change to value thinking before taking action.”

Mike also insists we should stop call ourselves entrepreneurs and instead think of ourselves as shareholders; “a shareholder means someone that gets profit from the business, and who gives strategic advice to the company. But then the team does a lot of the work to operate the business. That’s you! Even if you are alone in your company, you do have a team around you- clients and vendors. To hire your first person, it should be a personal assistant so you can learn how to delegate. “

Pinpointing the critical function your business must master is the best way to avoid mediocrity. Mike explains that “you need to identify the Queen Bee Role (QBR) by prioritizing the most important task. In business, what one thing do need to do that most defines your company. What are you basing your reputation on?”

Listen to the expanded interview with Mike on The Small Business Radio Show .

This article appeared first on Small Business Trends .

Leaders: 11 Tips to Consider When a Key Employee Quits

Thu, 05 Jan 2023 20:17:48 GMT

When one of your early employees decides to quit your new business venture, there are a lot of emotions to process and decisions to make. Depending on the size of your company, you might be scrambling to find someone to pick up their responsibilities — or worse, end up having to add more tasks to your already lengthy to-do list.

To help you handle this difficult but common situation, a group of Young Entrepreneur Council (YEC) members answered the following question:

“Especially when you’re new to business ownership, an employee quitting can feel overwhelming and confusing.

What’s your best advice for how to handle an employee quitting, and why?”

Envato Elements

Here’s what they recommend you do when faced with this situation.

1. Be Understanding

“It is important to show your understanding. Supporting the employee, even if it is difficult for you, will ensure that they leave on a good note. Employees leaving could be related to a lack of job satisfaction, an issue with the company culture or that they just came across a great new opportunity! Knowing their reason for leaving helps you to put things in place to prevent other team members from leaving.” ~ Dave Hengartner , rready

2. Have an Exit Interview

“Always conduct an exit interview with every employee who leaves to determine if there are fundamental changes that need to be made in your company to reduce turnover. It’s expensive to hire a new employee and train them, so do your due diligence to find any problems and solve them. Of course, your company and the job may not be the right match for the worker, and that’s OK too.” ~ Jonathan Prichard , MattressInsider.com

3. Remain Calm

“When an employee quits, the best thing you can do is stay calm and try to understand why they left. It’s possible that there was something you didn’t know about, and you can learn from their departure. Maybe they weren’t a good fit for the company or didn’t share your values. If you handle the situation correctly, the employee may be willing to provide some good references for future employees.” ~ Blair Williams , MemberPress

4. Acknowledge the Resignation Right Away

“Your employee will definitely hand over a resignation before they finally quit. It can be frustrating to read these resignation emails, but acknowledging them the moment you get them can help you calm things down and keep both parties on the same page.” ~ Thomas Griffin , OptinMonster

5. Respond When You Are Level-Headed

“When an unexpected situation happens — especially one that has a significant impact — respond, but don’t react emotionally. I was once given the advice years back that people will look at how you respond in highly pressurizing situations. In this specific case, seek to understand what happened once you are level-headed. Then, strategize and see what you can do to move forward. Always remain professional.” ~ Greg Soh , RoadFlex

6. Look Inward

“Focus less on how horrible you think the person is for leaving and more on what you could have done differently as an employer. It took me years to figure out that I need to do exit interviews and then many more years after that to learn that I shouldn’t be the one doing them. I now have an HR professional who gets answers about what we can do better as a company and how I can be a better leader.” ~ Givelle Lamano , Lamano Law Office

7. Try Not to Be Discouraged

“Check in with the employee so you can have an answer that gives you peace of mind. Remember that in business we all owe it to ourselves to make the best decision for our careers, and fundamentally, your business won’t always be that for somebody. Don’t be discouraged; just resume your hiring efforts, and consider letting recruiters do the job of finding good people for you.” ~ Tyler Bray , TK Trailer Parts

8. Be Transparent With Other Employees

“It’s never easy to lose an employee, but the best way to handle a resignation is to be honest and upfront about the reasons for their departure. This can help you avoid any future problems with other employees who may have questions about why they left.” ~ Kristin Kimberly Marquet , Marquet Media, LLC

9. Take Time to Process

“It’s frustrating when an employee quits, especially without warning. Instead of letting their decision ruin your day, stay positive and focused. In many cases, the initial feeling of overwhelm isn’t as bad as it seems. Take some time to process what happened, and you’ll find that it’s much easier to make rational decisions once you’ve cooled down.” ~ John Turner , SeedProd LLC

10. Come Up With Solutions

“No business can escape employee turnover, so the best decision is to just move on. However, you should explore the issues that led to the departure of a particular employee and come up with fitting solutions. Even if you can’t find any reasons behind any employee quitting the workplace, there’s no need to worry. Sometimes, an employee is not the right fit for the company and vice versa.” ~ Stephanie Wells , Formidable Forms

11. Be Professional

“When an employee quits, it’s important to stay calm and focused. Don’t panic; instead, take some time to evaluate the situation. You want to maintain a cordial relationship with your former employee, so try to be as professional and understanding as possible. By doing this, you can learn from the experience and move forward without conflict or risk to your business.” ~ Syed Balkhi , WPBeginner

This article, written by The Young Entrepreneur Council , appeared first on Small Business Trends .

Hiring reaches a turning point: Should bosses hire now or see if a recession hits the economy?

Wed, 04 Jan 2023 17:15:20 GMT

Remote workers may have to return to the office soon. Here's why.

From layoffs to hiring freezes, these are the signs that the job market in the U.S. is slowing. Here's what workers should know.

Just the FAQs, USA TODAY

Over the summer, as the economic outlook darkened , Vladimir Gendelman ditched plans to hire a marketing director at his company, fearing he would need to lay off the new executive within months.

But Gendelman, the CEO of CompanyFolders.com, recently reversed course and decided to post the opening for his 16-employee company, which makes folders, binders and marketing materials.

“I know we need a marketing director because that will help us grow,” says Gendelman, whose company is based in Pontiac, Michigan. “Do I make a hiring decision out of fear and not do anything ? Or do I make a hiring decision out of love and abundance?”

Back to the office?: A forced return to office? As job market cools, companies may regain upper hand with workers

Should you buy I bonds now? On Nov. 1, the rate drops to 6.48%

US economy gained 263,000 jobs in September

Monthly job gains from September 2021 to September 2022

(scroll over bars for amounts):

NOTE Historical numbers reflect annual revisions in Labor Department calculation process

SOURCE Bureau of Labor Statistics; GRAPHIC George Petras/USA TODAY

Bolstering his turnabout: Large company layoffs are throwing more skilled employees into a labor market still plagued by worker shortages. Gendelman recently received applications from about 100 qualified candidates. A year ago when he advertised the position, he got about 40 resumes, and only three had relevant experience.

Gendelman exemplifies the difficult decisions many businesses face as they grapple with persistent worker shortages in a still-hot labor market along with slowing sales, sharply higher borrowing costs, and the growing threat of recession next year.

As a result, many companies are battening down the hatches for the lean times ahead by dialing back hiring or laying off workers.

But others are bringing on more workers as sales, at least for now, continue to climb. Many companies scrambled for months to find staffers during COVID-19 and, if they let them go, fear they won’t be able to replace them once the economy rebounds. Some small businesses, like CompanyFolders, are eagerly snatching up the employees laid off by their larger publicly held competitors.

The result: an unusual split-screen job market.

What Fed hikes mean for you: Fed hikes rate 0.75 percentage point to tame inflation

Dangerously late: Buy now, pay later delinquencies could get 'dangerously' high. What will companies do about it?

Vladimir Gendelman Yakov Faytlin

“We’ve seen a little bit of a moderation” in hiring, largely in industries sensitive to higher interest rates such as housing, manufacturing and autos, says Jim McCoy, senior vice president of talent solutions for ManpowerGroup, a leading staffing firm. “We’re not seeing any significant slowdown.”

Is the job market growing?

The dichotomy is reflected in the data. The number of U.S. job openings remained historically high at 10.1 million in August, though it eased from 11.1 million the month before. In September, net job growth stood at a solid 263,000, but was down from an average 382,000 the previous three months and was the lowest since April 2021.

And initial unemployment claims, a gauge of layoffs, fell to 214,000 in mid-October, historically low but up noticeably from spring. Companies such as Intel, Oracle, Amazon, Apple, Netflix, and The Gap have cut hundreds or thousands of jobs.

Mark Zandi, chief economist of Moody's Analytics, predicts monthly job gains will slow to about 225,000 by the end of the year, compared with his previous estimate of about 100,000. But by mid-2023, as interest rates rise further and job openings fall, job growth “will come to a standstill,” he predicts.

The best holiday gift? Inflation relief and why you may get it.

Which sectors suffer from rising interest rates

So far, technology companies have been among those hit hardest.

Seattle-based South Geeks, a startup software development company with about 70 employees across Latin America and the U.S., has seen revenue decline as venture capital companies grow skittish about funding new companies because of rising interest rates.

“If you can plunk your money into something that gives you a significant return (like bonds), why do it with a higher-risk endeavor?” CEO Julia Duran says.

Duran had been planning to add four employees a month, but will now halve that total.

Hiring has been strong this year but has slowed recently. Nati Harnik, AP

Some gain, some pain: Energy price shuffle means no inflation relief. Winter utility bills to cancel gas savings.

Another software company, Dallas-based ISHIR, posted revenue gains of about 20% early this year, but sales have been flat since April, says CEO Rishi Khanna. Worried about a downturn, large and midsize business customers are maintaining existing projects but canceling new ones.

Meanwhile, the interest rate on his credit line, which he taps for hiring and investment, has jumped from 6% to 11% since March as the Fed has jacked up rates. After adding about eight employees early this year, Khanna has paused hiring and is weighing layoffs by year-end to reduce costs.

“We have to maintain cash to navigate through the recession,” he says.

How can a company save money?

Other companies are putting new initiatives on hold.

Forever Floral, which sells handcrafted artificial bouquets online, is still benefiting from a resurgence in weddings postponed during COVID-19, with sales up 75% this year, says Alex Ledoux, CEO of the Ogden, Utah-based company.

What are examples of borrowing costs?

But the interest rate on the company’s credit line has shot up from 13% to 20%, and his working capital has dwindled by 60%. Ledoux is shelving a plan to wholesale its bouquets to stores like Target next year, which would have meant the addition of 30 employees.

“We’re holding the line,” Ledoux says. “We’re going to let demand lead hiring.”

Some businesses are stretching out their hiring timetables. Ironside Human Resources of Dallas, a health-care recruiting firm, still plans to bring on 20 employees but will do so by March instead of December, CEO Doug Carter says.

Revenue growth for its clients, largely hospitals, has slowed because of reduced reimbursement rates from Medicare and Medicaid amid federal and state budget cuts in a weakening economy and higher inflation, Carter says.

Billy Thompson and Randy Choi of Thompson Tee. Handout

Hiring like it's 2021

Other companies are pressing ahead as they continue to recover from the pandemic’s woes.

COVID-19-related supply chain bottlenecks caused Thompson Tee, which makes sweat-resistant undershirts, to receive only about 60% of its inventory over the past two years, crushing sales despite healthy consumer demand, says CEO Billy Thompson.

Just in the past month, the snarls have eased for the company, he says, adding, “We’re finally getting every product.”

The company, with 10 employees, plans to add about three more next year.

“Will the weakening economy, inflation or rising interest rates impact our customer demand” and hiring? Thompson asks. “I’ll worry about that when it happens.”

This article, written by Paul Davidson , appeared first on USA TODAY .

How to Manage to Make a Difference

Tue, 03 Jan 2023 19:12:46 GMT

Adobe Stock

Make a Difference

If you’re a new manager, you may find yourself in unfamiliar territory faster than you can imagine. How do you handle the gossiping employee? Or the top performer about to jump ship? How do you develop a high-performance team?

Larry Sternberg and Kim Turnage have literally packed numerous tips, strategies, tools and techniques for managers into the pages of their new book, Managing to Make a Difference: How to Engage, Retain, & Develop Talent for Maximum Performance . I recently spoke with Larry about their new work.

Why Employee Orientation is All Wrong

Your book starts out saying that we have employee orientation all wrong. We too often start with scare tactics and explaining what will result in termination. What does this do to new employees?

Frankly, the gratuitous negativity turns people off. The new employer is building the case for termination on day one! Also, it’s just plain boring. Negative and boring are not strategies to increase engagement and positivity about starting a new job.

You might say that these kinds of statements are necessary in our litigious society. We happen to disagree with that point of view. But even if we were to agree that they are necessary, they diminish your efforts to engage and retain people.

Imagine you’re dating someone, and you start a discussion about being exclusive and moving in together. The other person replies, “I’d love to do that! But first I want to make sure you understand the reasons I might decide to end this relationship.” How would that make you feel?

Go Ahead: Get Close to Your Team

I loved your advice on getting close to people. I’ve long advocated this. What are the benefits of getting close to people at work?

When you cultivate close, positive relationships with your employees (and among your employees), every employee spends his day with people he really likes and cares about. This increases job satisfaction, engagement and morale. Teamwork improves because employees are more likely to go the extra mile for people they care about. When problems occur, employees with good relationships will resolve them more easily. A leader who has close relationships with her employees can exert more influence on them without using her power. For instance, when she asks for extra effort, they’re more likely to give it.

Talk about the importance of setting expectations.

Experiments have established that the expectations of a leader have a powerful impact on the performance of a team. Simply put, people will live up or down to the expectations of a leader. For instance, teachers who think that girls tend not to excel at math and science produce fewer girls who are interested in math and science. Leaders who expect their employees to be extraordinarily hard working, productive and positive get more of that from their people.

The key is that the expectations must be based on the leader’s sincere belief in the potential of their people. It is a truly fortunate individual who has a leader, mentor or coach who passionately believes in his potential to excel. When the expectations emanate from that place, the leader can change lives.

Create a Sense of Urgency

Creating a sense of urgency: Why is this important? How do you create it?

A person’s sense of urgency reveals what and who is important to her. If an employee has a need, the greater a leader’s sense of urgency to meet that need, the more important that employee feels. I once worked for a company president who always interrupted whatever he was doing to take his wife’s call. He had a remarkable sense of urgency to make himself available to his wife.

Every person has a sense of urgency about the things that are important to him. When you think that someone doesn’t have any sense of urgency, it is almost certain that the problem is one of focus. That person doesn’t have a sense of urgency about something that’s important to you. You probably don’t need to create a sense of urgency. Instead, you need to direct a person’s sense of urgency to focus on the “right” priorities.

You must teach your employees what the right priorities are according to your organization’s values. For instance, when I worked for The Ritz-Carlton Hotel Company, one of our standards was that when a guest asked for directions to some location inside the hotel (like the men’s room), we would escort the guest rather than just give verbal directions. On one occasion I was 30 minutes late to a meeting because numerous guests kept asking me directions. According to our company values, my urgency about escorting guests trumped my urgency to get to the meeting on time.

There are numerous occasions in which you assign a task or a project to an employee, but you don’t know what’s legitimately competing for that person’s time and attention. In those situations, you should ask when the employee can complete the assignment, given the other things on her plate. If you need it completed faster than that, you should inquire about her other assignments so you can help her adjust her priorities so her sense of urgency is directed at the right things.

The Peter Principle. What are a few ways to avoid it?

The Peter Principle was articulated by Laurence Peter and Raymond Hull in their book, The Peter Principle: Why Things Always Go Wrong. It states that employees who perform well in their jobs get promoted, and continue to get promoted if they continue to perform well in each successive job. This process continues until an employee is finally promoted into a job in which he does not succeed. As they put it, that employee has been promoted to his level of incompetence.

The way to avoid the Peter Principle is to stop promoting employees based on their performance in their current jobs. An employee should be promoted based on her potential to do the next job (the promotion) with excellence, not based on her past performance. Here’s a specific example. The number one sales rep is promoted to the position of sales manager. Now, instead of just selling, she is responsible for coaching and managing other sales reps. It’s a very different job. Her excellent performance as a sales rep tells us little or nothing about her potential to manage others. If she does not have managerial talent, she has just been “Peter Principled.” The employee who gets the sales manager job should be the employee with the best potential to excel at managing others. That person might not be best sales rep.

Different jobs require different talents. Performance in one’s current job is usually not a good indicator of the talent to perform a different job with excellence. Instead of basing your decision on past performance, base it on whether the person has the talent to perform the next job.

Qualities of Great Managers

What are some of the qualities of great managers?

They enjoy getting close to their people.
They care deeply about each and every employee.
They are great coaches .
They set challenging goals and have high expectations for performance.
They earn moral authority. They are great role models.
They have a clearly articulated set of values.
They demonstrate strong integrity to those values. They walk their talk.
They admire their employees.
They celebrate successes and high points.
They enjoy helping their people grow and develop.
They focus on the uniqueness of each employee.
They play to employees’ strengths.
They extend themselves to help each employee succeed.
They make each employee feel significant.

100 percent buy-in is not something to strive for, but many people can’t stop seeking it. What happens when this is the goal?

A leader who cannot stop seeking 100% buy-in winds up wasting some of her time trying to achieve that goal. Buy-in is not an ultimate goal. It is the means to some end. It’s important to ask why one seeks 100% buy-in. Let’s say you’re trying to implement a new process, system or approach. Almost certainly, you can make very good progress on the new approach without 100% buy-in. An organization always has early adopters, early majority supporters, late majority supporters and laggards. When implementing your buy-in strategies, don’t worry about the laggards. Even if they never buy-in, you can implement your new approach anyway.

This book is literally packed with best practices. What most often receives pushback and resistance?

Here are some of the most common:

Quit trying to change people.
Invest most of your time with your best performers.
Go ahead and get close to your people.
To help people grow, invest your time building their strengths rather than remediating their weaknesses.

Signs of a Healthy Culture

What are the signs in a culture of a manager doing it “right”?

Employees are upbeat and positive. There’s a lot of smiling and laughing.

Productivity is high. Employees are working hard.

People like each other.

Employees like their boss.

Employees like their jobs and roles.

Absenteeism is low.

Retention is high.

Other employees want to work on this team.

This team has a tangible esprit de corps.

The Power of Gratitude

You end with gratitude. Would you share your observations on its power?

It is difficult to overstate the power of gratitude. Research studies show a strong correlation between gratitude and happiness. Yet people are less likely to express gratitude at work than almost anywhere else. Sincerely expressing gratefulness enriches both the speaker and the recipient. Focusing on the blessings for which one can be grateful is a choice. A person can cultivate the habit of expressing gratefulness, not only to themselves, but also to others. If this interview encourages people to learn more about gratefulness and to increase their practice of gratefulness, my co-author Kim Turnage and I will feel like we have made a positive difference. Thank you for the opportunity.

This article appeared first on Skip Richard .

Here's Why So Many Companies Are Losing Employees Shortly After Onboarding

Fri, 30 Dec 2022 16:50:30 GMT

In today's business environment, no industry is safe from the extraordinarily expensive problems of talent turnover. Here's why — and how leaders can keep employees engaged and committed.

Adobe Stock

Has America lost the will to work, or have organizations lost the will to connect with talent? Today's business leaders are faced with new labor market challenges requiring better efficiencies in onboarding techniques to quickly establish competencies and retention techniques that can keep skilled labor engaged and committed. The data suggest that in today's business environment, no industry is safe from the extraordinarily expensive problems of talent turnover.

Turnover rates

Voluntary turnover rates (employees leaving without being fired or laid off) are predicted to jump nearly 20% in 2022 . At a macro level, it might be easy to attribute these numbers to the crushed retail sector struggling to keep storefronts open, but turnover is hitting nearly every industry sector, including those with high-paying desirable job openings. The key industries with greater than 18% turnover rates are as follows:

Technology
Life and medical science
Consulting
Manufacturing

Predictably, 45% of voluntary turnover stems from employees less than one year in the role. Imagine being in an onboarding session at your new job, looking around the room at 30 other people and knowing about 15 people the room won't stick it out a full year. High attrition places real burdens on organizational culture for employees who stay. With continued turnover, remaining employees quickly become overwhelmed with the volume of work, they find themselves continually providing on-the-job training to new teammates, and they have limited energy to form bonds with individuals who are unlikely to stay the course.

The U.S. Bureau of Labor Statistics continues to report the turnover trend is continuing, and in many cases, accelerating.

The real cost of turnover

Organizations can plan for or even design business models that encourage natural turnover of talent. In consulting practices, it's not uncommon for organizations to both keep a flat organizational structure and cap career ladders to just a few potential rungs for promotion. With few promotional opportunities for employees, career growth naturally encourages more senior employees to move on, keeping labor costs lower in the long run.

However, today's compressed and stressed labor market makes designed turnover more expensive. With unfilled jobs and recessionary pressure, compensation for willing workers is increasingly putting pressure on hiring managers and margins.

When an employee voluntarily leaves, especially unexpectedly, the real cost of turnover becomes more than just an HR expense. When productive talent with organizational responsibilities exits, organizations incur a myriad of additional expenses:

Lost opportunity costs
Increased stress on remaining employees resulting in:
Reduced client experiences and work quality
Negative pressure on culture
Increased demand for high performers to provide on-the-job training

There are several managerial accounting frameworks to track the true cost of turnover. A simple equation is to sum the core costs of replacement and skills acquisition:

HR hiring costs
Onboarding
Proprietary skills development
Lost productivity until new talent is found

Then multiply the sum of 1-4 by the total number of employee positions turned over annually to find the total cost in a fiscal year. The types of roles turning over also matter a great deal when accounting for the cost of turnover. Skilled and professional talent pools often take longer to replace and may require using hiring services that command up to 20% of a first-years' salary just to place a single person, with a 6-month guarantee on fit. Under conditions in which hiring also requires luring talent away from existing jobs, the cost of replacing talent can reach higher than 100% of annual wages for a single employee.

Solutions

The answer to solving and reducing organizational turnover is multifaceted. No singular solution is likely to magically sustain a business model, increase productivity and keep employees happy.

Arguably, the key component is to establish a belief in each new employee that they can and will be successful and happy in their new role. An individual may already hold positive beliefs upon accepting a new position, but it isn't guaranteed. Additionally, upon accepting a new position, everyone is walking into an organization holding a set of beliefs about their own likely outcome (worried, nervous, disappointed, overwhelmed, excited and enthusiastic).

As a business leader, the ranging beliefs of new hires is an important cultural component to understand. The first impressions from hiring processes and job training are precious moments to motivate and establish positive bedrock beliefs.

Individualized motivation techniques require understanding and supporting each employee and creating opportunities to change or reinforce positive beliefs. Broadcast tools like PowerPoint slides and video lectures are inadequate solutions used in onboarding to reach individuals.

Motivationally empowered training embraces individual practice and provides facilities to explore tasks and skills by seeing the consequences of each action or decision. With contextualized scenarios (situations that look like the actual space of a performance), training can ease new hires into a world where their practice matches the real world in an authentic way. The higher the degree of individualized support in authentic contexts, the greater the connection to role expectations new hires will have once they finish onboarding.

By addressing beliefs, setting realistic expectations and supporting individualized paths to role mastery, leaders have a basis to use a wider array of techniques to keep employees engaged and committed.

This article, written by Christopher Allen , appeared first on Entrepreneur .

Should You Prioritize Growth or Profitability in a Recession? The Answer May Surprise You.

Thu, 29 Dec 2022 16:36:59 GMT

By focusing on messaging, value, loyalty and measurement, marketers can strengthen ties with new and existing shoppers

iStock

This year has seen economic slowdown , inflation and war combine into a cocktail that's now fueling fears of a recession across business sectors, driving uncertainty in everyone from business leaders to investors to employees. Such uncertainty is forcing business leaders to reprioritize and scale back their once-ambitious growth plans. And now, as interest rates go up and valuations go down, more and more businesses are returning to prioritize what was once the only way to ensure a business's success — positive free cash flow.

All of this is a very strong reminder for all businesses, but particularly startups and small businesses, that it's vital to build a company to make money — in both good times and bad. Prioritizing free cash flow is the only way to manage against forces outside of your direct control.

Positive free cash flow isn't a luxury

Many entrepreneurs, especially as they start their businesses, begin at a deficit. While this is expected ("You've got to spend money to make money," as the saying goes), too many businesses, especially in the last decade or so, have spent too long in the unprofitable growth stage. Many notable companies in tech are now faced with hard decisions with real consequential and disruptive effects, including dramatically curtailing investments and layoffs.

This recent and too-common strategy of sacrificing profitability for growth's sake can and has worked for some companies. Private and public capital markets faced with a low-interest rate environment have been heavily anchored on the high growth segments of the economy to deploy their capital. This capital glut has distorted long-term value drivers of business, i.e., the relationship between revenue growth rate and free cash flow margins. Given the valuation rewards, too many have solely built their businesses for high growth at all costs.

For most companies, prioritizing profitability and free cash flow should be seen as the norm. Many business leaders might be surprised that doing so doesn't materially impact revenue growth.

Speaking frankly, if you're running a $100+ million organization that is just burning cash, it is a hobby. That doesn't mean leaders shouldn't invest in the business, it's simply a question of prioritizing investment with the goal of also generating positive free cash flow.

Businesses are meant to turn a profit. While Wall Street has recently been exceptionally forgiving to growing but unprofitable companies , this historically has not been the case. With extremely low interest rates since the financial crisis of 2007-08, there have been little to no penalties for taking risks on fast-growing but heavily cash-burning companies. The phrase TINA — there is no alternative — came about as a result of the extremely low interest rates providing a significant incentive for investors to chase growth without considering risk, as they had few opportunities to realize returns with lower risk. With interest rates normalizing, however, there are very real investment alternatives to high growth, and valuations for growth are down substantially as a result.

Now that we're trending towards a "normal" economy as interest rates return to something approaching long-term historical levels, it's time for business leaders to return to managing their business operations for these "normal" times. Capital access is going to be tougher now, and investors will demand more balance between growth and free cash flow after the initial phases of product-market fit are established.

Prioritizing what's important

For small business owners and startup founders who have been less concerned with generating free cash flow and are looking to bolster their balance sheet, there are a few things you can and should do immediately.

First, you must determine the math that will allow you to control your burn . You and your team need to find a realistic revenue trajectory and break-even point. Without realistic expectations for your near and long-term revenue and fixed expenses, you and your team can never plan for responsible, realistic and profitable growth.

Once you have your revenue and break-even point, you should be able to figure out what you can plan to spend. Armed with that spend number, it's time for leadership at all levels to take a look at how their activities connect to revenue. This is where you need complete buy-in from your team and likely a significant change in mindset.

People get sloppy in good times, which we've all been fortunate to enjoy for the last decade. There's more room for experimentation when horizons are far out, but now as horizons shorten, pies shrink and forecasting becomes less sunny, business leaders must get ruthless about prioritizing projects that are driving revenue — everything else must be seen as a luxury. Projects outside revenue drivers will likely need to either operate off a slimmed-down budget and with more creativity or put on the shelf until sunnier days come.

Being honest is going to be important here. Be honest with yourself as the business leader about your growth and spending trajectories, with your team about what can and will be prioritized and with investors about what you're doing to generate cash flow. Setting these expectations will be key to keeping your employees motivated and engaged during what can be a stressful time.

Focus on productivity

As I've seen various economic cycles come and go, there are always two terms that seem to come back with a vengeance at every downturn — efficiency and productivity . While there is nothing wrong with having an efficient operation, it seems to me that many companies and leaders only prioritize efficiency when times get tough.

Instead, I wish leaders focused more on productivity. For many, it will be a return to early startup days when teams were lean and scrappy. It's incredible what teams can do when focused on making the highest impact on the highest priority work. Get your teams focused and aligned on the right things, and cut out the low-priority items. You'll be amazed at what can be accomplished.

There is nothing wrong with making operations more efficient, but this can't and shouldn't be a short-term fix that goes out the window the second things look brighter, and neither should a focus on productivity . If and when we climb out of inflationary and recessionary periods, and your team goes right back to prioritizing growth over cash flow, you will likely find yourself in a similar situation the next time the markets begin to dip.

It is easier to burn cash than to generate positive free cash flow. That is to say, it's easier to defer hard decisions instead of making them now. If the last few years have taught us anything, it's that the future is unpredictable, and businesses — especially SMBs and startups — would be wise to shore up a safety net built on a foundation of profitability. Be realistic with your revenue and spending expectations, and prioritize projects that represent the best opportunities to drive growth and efficiency. This will enable long-term sustainability in good and bad times.

This article, written by Yancey Spruill , appeared first on Entrepreneur .

‘Human resources’ is an outdated term, HR and C-suite leaders say

Wed, 28 Dec 2022 19:23:01 GMT

baona, Getty Images

Dive Brief:

Almost all C-suite leaders believe the role of HR has changed dramatically in the last few years, according to a recent survey from HR tech company Sage.

Respondents indicated that the reputation and image of the department has not kept up with the times and is due for an upgrade. Eighty-five percent of C-suite leaders said they felt “human resources” is an outdated term (compared to 73% of HR leaders). But 92% of C-suite execs also said the perceived value of HR remains a challenge for the profession.

While HR is becoming a more strategic department over time, Sage said, the bulk of HR and C-suite respondents said the role is still predominantly administrative in function. And while 91% of HR leaders said they are excited about the future of the profession, respondents listed limited HR technology, limited budgets, lack of resources and lack of leadership support as major barriers to success.

Dive Insight:

Sage’s survey highlights some interesting — and seemingly contradictory — realities about the state of HR, especially as it intersects with company leadership.

On one hand, C-suite leaders seem well-attuned to the challenges HR faces and its growing importance in business strategy. They appear well-aware that HR leaders continue to face questions about the department’s value and that the HR role is evolving to encompass far more than long-standard elements of the position like payroll and compliance.

The growing importance of HR skills in the C-suite space can be reflected in the developing CHRO-to-CEO pipeline , which the Society for Human Resource Management appeared to reaffirm with its recent acquisition of CEO Academy. Employee experience has risen to the forefront of company concerns over the past few years, as the war for talent continues and employees expect more political action and support from their workplace.

Yet HR leaders continue to face challenges in performing their role. While C-suite execs and HR pros agree the department’s perceived value is a challenge, it seems the C-suite is not always taking the steps to change that. In HR Dive’s own Identity of HR survey, conducted earlier this year, only about 60% of HR respondents said they felt “very” or “highly” valued by company leadership; around 40% felt only “somewhat” or “not at all” valued.

HR pros can demonstrate their value by communicating all the work happening with employees behind the scenes, experts have said. More transparency broadly within the department may boost its recognition as well, a Conference Board report from October noted.

This article, written by Emilie Shumway , appeared first on HR Dive .

Performance Reviews: Be Conscious of Proximity Bias

Tue, 27 Dec 2022 17:26:07 GMT

Performance reviews may not be the hap-hap-happiest part of the job, but they're inevitable as the year draws to a close. Experts weighed in with advice for managers who will be giving the reviews and suggestions on how organizations can better prepare managers for that task.

Beware of Proximity Bias

Managers should be conscious of the tendency to favor people with whom they work closely or in person—also known as proximity bias, said Laurie Chamberlin, head of LHH Recruitment Solutions, North America, for the Adecco Group headquartered in Washington, D.C.

"Even with everyone having gone fully remote during the height of COVID and, more recently, with many hybrid workplaces as the new normal, numerous studies have shown the dangers of proximity bias," she said.

In a survey of 10,000 white-collar workers conducted by Future Forum, a research consortium created by Slack, more than 4 in 10 executives ranked the potential inequities between remote and in-office employees as their No. 1 concern, SHRM Online reported in March.

And a 2021 study in the U.K., Chamberlin said, "found remote workers felt more pressure, worked longer hours but were less than half as likely to get promoted, and only 38 percent received a bonus.

"That said, building stronger relationships between employees and managers—regardless of where they are situated—is key in breaking proximity bias and ensuring work is evaluated equally."

Use Concrete Measures

"The biggest tip for remaining objective and avoiding proximity bias during performance reviews: Define objective performance measures, leverage performance management software and implement manager training," said Jennie Yang, vice president of people and culture at 15Five, a performance management company based in San Francisco.

"Proximity bias exists because managers need a regular practice of checking in with all employees, not just the ones they see in person, and they might not be basing their performance assessments on objective measurement tools," she explained. "It's normal that a bias forms in favor of people with whom they develop relationships, but that should not create unfair reviews."

Formulate a Plan

Leaders and managers must be clear about what they need to say, advised Carolyn Stern, author of The Emotionally Strong Leader (Figure 1 Publishing, 2022).

"They should determine the 'what, why and how someone can improve,' " she said. "It is not necessary to wait until an employee's next performance review to schedule a meeting. If a manager has feedback that will help an employee, share it."

Look at the Whole Person

"The best organizations look at employees for current performance, potential performance and cultural fit," Chamberlin said. "While younger workers may not be churning out results yet early in their career, employers should be wary of labeling them quiet quitters ."

There are other ways to measure engagement and potential. Ask yourself the following questions: Is the employee curious and an active learner in the work environment? Does the employee maintain an appropriate workload, ask for guidance of what good performance looks like and strive to reach it?

"Similarly, for those returning to the workforce after a gap, the fast pace of change in today's world of work may present cultural and digital skills-based barriers that require support and institutional buy-in to mitigate," Chamberlin said. "Leaders who recognize those who want to do the work if given the proper tools will find a loyal, productive and committed workforce."

Make Sure You Have a Dialogue

"Every review should include a two-way dialogue about what is positive and areas for improvement," Chamberlin said. "Even the best employees like to know that their leader sees further potential in them.

"For those where the review is not as positive, be direct and constructive," she added. "Does the employee agree? What is the best path forward? As organizations address talent shortages, employers are able to provide the support necessary to nurture valuable talent, including potentially reskilling or upskilling them into roles within the firm now or in the future."

Stern advises managers to be specific and provide examples.

"One of the most fruitless things managers can do is be unclear," she said. "They should not provide vague feedback such as 'You could do better' or 'Good job.' " Without guidance, the employee will wonder how to improve.

Additionally, provide constructive feedback by focusing on action-oriented language, Stern recommended.

"Managers should use language such as 'Next time, you could try …' or 'Taking this approach will … .' "
Workers crave conversations about career progression, the Adecco Group noted in its Global Workforce of the Future Report released in September, but nearly one-quarter of the 34,000 workers it surveyed across 25 countries are not having those talks.

"Taking an interest in the employee's progression," Chamberlin advised, "and sharing an honest assessment of skills needed to get there is the most critical thing an organization can do to retain talent."

Equip and Train Managers

"Manager training is vital," Yang said. This is especially true for new managers "so that they learn to communicate more effectively, improve employee performance in real time, coach employees to achieve their objectives and key results, and conduct fair reviews based on actual objective performance data."

HR should equip managers with tools that facilitate weekly one-on-one digital check-ins for remote workers and establish and track objective measures of performance like goals and key results that they can then reference when writing reviews, she noted.

Many leaders, Chamberlin said, are focusing on data and employee output—as well as physical presence—to evaluate work and potential development.

"Leading and evaluating in this new way requires firm, concerted effort and can be overlooked if a manager hasn't undergone thorough leadership training that highlights the potential for proximity bias and ways to avoid it."

This article, written by Kathy Gurchiek , appeared first on SHRM .

Why Autonomy Is a Key Element of Job Satisfaction

Mon, 26 Dec 2022 17:07:54 GMT

The right amount can increase productivity and general well-being.

Mikhail Nilov, Pexels

I recently had conversations with two highly paid young professionals who had low levels of job satisfaction. One was especially bothered by how closely her time had to be monitored; it was a continual source of stress . The other was especially disturbed by how little control he had over his schedule; it was a continual source of aggravation. When I later thought more about their circumstances, it felt like they shared a common connection: autonomy, or lack thereof.

While the notion of flexibility receives a great deal of attention in today's business world (flexible hours, flexibility to change, etc.), a related concept, autonomy, receives considerably less. Yet autonomy, generally involving a person's ability to make his or her own decisions, can also be critically important to job satisfaction.

In one recent study discussed in a Harvard Business Review article, the data showed that "the flexibility they [employees] want is conditional upon their ability to exercise it in a way that best fits them. In other words, it's conditional upon autonomy." Another study , from the University of Birmingham Business School, examined "changes in reported well-being relative to levels of autonomy." Their conclusion: Greater autonomy was related to higher levels of general well-being and job satisfaction.

I've written a fair amount about the value of workplace flexibility over the years; I've come to believe that autonomy, which represents a certain type of flexibility, can be extremely important (even essential) to certain employees, though not necessarily so to all.

Distinctly different personalities

One thing I definitely learned over the course of a long management career is that "one size doesn't fit all." Approaches that work great for one person may well be ineffective for another. Two of the best employees I ever managed, both very valuable in their own ways, illustrate this.

One woman, who was in charge of massive projects, liked nothing better than to be left alone to organize things in her own way. She chafed under micromanagement (or even what I'd consider average levels of management). She wanted basic high-level direction, and then to be allowed to go her own way and put her own creative stamp on things. Autonomy was as vital to her as air. Working this way, she was highly productive and delivered outstanding results.

Another employee who was in charge of smaller projects had an entirely different connection to autonomy. He liked frequent check-ins to make sure he was on the right track, and wanted close feedback and assurance. He took constructive criticism well and was a consummate team player. Most comfortable in a closely-managed environment, he was highly productive and delivered outstanding results.

In sum, as these stories show, my sense is that autonomy is often, though not always, a key to job satisfaction. Many people seek it, while others — likely a smaller number, as suggested by the Birmingham study discussed above — will prefer less of it. But regardless of individuals' specific connections to autonomy, it remains a critical variable in the everyday workplace environment for managers to bear in mind.

This article, written by Victor Lipman and reviewed by Gary Drevitch , appeared first on Psychology Today .

‘I refuse to waste my makeup like that’: Worker re-ignites debate over having camera off during Zoom meetings

Thu, 22 Dec 2022 21:31:40 GMT

"They don’t understand we’re doing them a favor by keeping that camera off."

@grumpmugs/TikTok

Camera on, or camera off? In an age of remote work, it’s a question asked by many—and one that sees fierce debate from employers and employees alike.

Now, a user on TikTok has gone viral and sparked another discussion on the topic after posting a video revealing why one might not want to be visible during their work-from-home hours.

In a video with over 285,000 views, an employee of the mug brand Grump (@grumpmugs) created a mock scenario in which a boss asks why the user’s camera is not on.

“Why don’t you ever turn your camera on?” asks the text overlaying the video.

The video then cuts to a woman slouched in a chair and looking generally displeased.

Career experts have offered a variety of advice on whether an employee should keep their camera on or off.

While one would hope that it would simply be up to the personal preference of the employee, experts say that keeping one’s camera off may lead the employer to believe that the employee is not engaging in the work, and thus, they may lose credit for their work.

“If others have their cameras on and you don’t, you become ‘invisible’ and often won’t be remembered as having been in the meeting,” Dallas-based career coach and author Melinda Marcus told SHRM . “Even if you spoke up, later your ideas will likely be attributed to other participants who were seen on screen.”

Furthermore, some polling indicates that employers don’t view camera-less employees in the highest regard.

According to a 2022 survey from web company Vyopta, “92% of U.S. executives report employees who are less engaged, either frequently on mute or don’t turn on their camera during virtual meetings, probably don’t have a long-term future at their company.”

On the other side, many employees say leaving their cameras on can cause distractions, making their work worse.

“In interviews with CNN Business, several workers described how leaving the camera on in meetings made it harder to focus on their work, sparked feelings of frustration about having to stay in one place for long periods of time, and created some discomfort about broadcasting their living situations to others,” writes Samantha Murphy Kelly for CNN .

This can lead to other issues; namely, women can be expected to appear more ‘work-ready’ than other employees.

“Women tend to have higher self-presentation costs than men and are likely to feel heightened pressure to demonstrate competence by appearing extra vigilant on camera,” Allison Gabriel, a professor at the University of Arizona, told CNN.

“Additionally, as women took on disproportionate childcare demands compared to men during the pandemic, they are more likely to have kids in the background, which could unfortunately call into question their ability to be committed to their work and their ability to focus,” Gabriel continued. “We also tend to hold women to higher standards for physical appearance. Being on camera can exacerbate all of these things.”

On TikTok, users shared their own thoughts on the issue.

“No one at work needs to see me playing my steam deck during a meeting that I dont care about,” one user wrote.

“They don’t understand we’re doing them a favor by keeping that camera off,” another added.

“That’s why i dont video call for personal reasons or at work,” a third offered. “I refuse to waste my make up like that.”

The Daily Dot reached out to @grumpmugs via website contact form.

This article, written by Braden Bjella , appeared first on The Daily Dot .

Becoming a Small Talk Expert

Wed, 21 Dec 2022 18:33:16 GMT

Little conversations have a big impact.

Shutterstock

Many people noticed that their social skills got a little rusty during the pandemic. My latest book discusses the psychology of mirrors and reflections. Research explains why being reflected by others is so vital to our well-being.

Being reflected occurs naturally during face-to-face conversations. We need these reflections from others to affirm our sense of self, help us regulate our emotions, and be in social coordination with others. But we typically don’t just stare at each other. Instead, we engage in some sort of conversation. We often start with some small talk. Small talk is considered polite conversation about unimportant or uncontroversial matters, like the weather, food, travel, and hobbies.

Many people hate the idea of small talk. Even thinking about doing it can make you feel awkward and vulnerable. Yet it’s often the most common way to begin any interaction. Small talk is a social skill, like a social lubricant, to fill the void between uncomfortable silence and deeper conversation. Small talk is often necessary for developing deeper personal and business relationships.

3 Essential Functions of Small Talk

1. To elevate your mood and increase cooperation

Although you may associate the idea of small talk with feelings of dread, research shows that it can generally elevate your mood. For instance, researchers used an experience sampling method to track daily small talk around the office. They found that engaging in small talk enhanced employees’ daily positive social emotions at work, which heightened their “organizational citizenship behaviors” and enhanced their well-being at the end of the workday. But small talk also disrupted employees’ cognitive ability to engage in their work. The researchers concluded that polite small talk could be uplifting — but also distracting (Methot et al., 2021).

2. To gather information

Think of the topics people spontaneously start chattering about as a projective test of their inner dialogue, their most important concerns, and how they see the world. Listening to the content of people’s spontaneous small talk can help you size them up, understand what’s most important to them, and gain insights into how they think. For instance, one lab study compared conditions in which players of a game engaged in small talk ahead with players who did not engage in small talk before the game. Through small talk, players could better predict their game partners’ personalities. And small talk allowed them to build a “theory of mind” or a mental framework to anticipate how their partner would play the game (Bose & Sgroi, 2022). Understanding how others think is an essential foundation for deeper conversations and as well as satisfying personal and professional relationships.

3. To bond and build trust with others

A willingness to engage in small talk signals that you are open and available to share a bit of yourself — without a script or agenda. This helps people form a sense of you. And familiarity builds trust. Sometimes you feel like you know someone after only exchanging a few words. This sense of familiarity is based on what psychologists call "interpersonal synchronization," which can be observed in speech rhythms, gesture patterns, and even breathing that comes into synchrony as we engage in face-to-face conversation. Research reveals a powerful phenomenon called “ neural coupling,” where our brains get in sync during these conversations (Hasson et al., 2012). We can forge these mind-to-mind connections through creative, more meaningful small talk that leads to rewarding “big talk.”

Small Talk Tips

Listen more than you talk. Shift your focus outward. When we focus on ourselves, we become more awkward and anxious . In fact, social anxiety is fueled by fear of negative evaluations from others, social criticism, and embarrassment .
Develop a genuine interest in others. Prepare some questions ahead and be curious but avoid interrogating. Ask interested but not intrusive questions.
Ask open-ended questions: What has been the highlight of your week so far? What is keeping you busy these days? (instead of what do you do?)
Steer the conversation to topics that bond you with others’ personal and professional values, such as empathy , integrity, and honesty. Avoid oversharing personal information. Remember: Small talk is not therapy !

I also suggest practicing small talk in the mirror to build social confidence . Facing yourself before you engage with others can help you stay calm and confident as you increase your social presence and value as a conversation partner.

This article, written by Tara Well Ph.D. and reviewed by Abigail Fagan , appeared first on Psychology Today .

How to Get an SBA Loan

Fri, 16 Dec 2022 20:42:56 GMT

Are you looking to start or grow your business but need financing? SBA loans might be a great option for you. An SBA loan is government-backed and can help any qualified business owner get the funding they need. This article will discuss what you need to know about getting an SBA loan. Let’s get started…

Shutterstock

What Are SBA Loans?

SBA loans are an important resource for small businesses. Small Business Administration loans are provided to help small businesses get started, grow, and expand.

However, the SBA doesn’t lend money to small businesses directly. Instead, the SBA guarantees loans, which reduces the risks for lenders. SBA loans can be used for a variety of purposes, including start-up costs, working capital, equipment purchases, and real estate investments.

Can You Get an SBA Loan to Start a Business?

Yes, you can get SBA loans to start a business, for working capital, and for other business purposes. The SBA offers a number of different business financing programs tailored to fit the needs of small businesses. To be eligible for SBA loans, you must be a small business owner with a strong credit history and a viable business plan.

How Do Small Business Owners Qualify for SBA Business Loans?

According to the SBA, there are seven factors that they take into account when considering small business owners for SBA loans. They include:

The character of the applicant. This is based on their personal and business history. While strong credit history is important, the SBA will also consider factors such as the applicant’s integrity and business experience.

Collateral. The SBA will consider the value of the collateral being offered as security for the loan. This can include real estate, equipment, inventory, or other business assets.

The capacity of the applicant. The SBA will consider the applicant’s financial resources, management experience, and ability to repay the loan.

Management’s ability to run the business. The SBA will consider the management team’s experience, skills, and ability to make the business successful.

The financial history of the business. The SBA will review the financial statements of the business to determine its ability to repay the loan.

Conditions of the market. The SBA will consider the current economic conditions and how they may impact the ability of the business to repay the loan.

The business plan. The SBA will consider the viability of the business plan and its ability to generate enough revenue to repay the loan.

All of these factors are important considerations for anyone looking to secure an SBA loan. For California finance lender loans specifically, the SBA will also look at the business’s ability to create jobs and support the local economy.

However, meeting all of these requirements does not guarantee that business owners will be approved for a loan. Ultimately, it is up to the discretion of the SBA lending institution to decide whether or not to approve a loan.

What Are the SBA Loan Requirements?

Let’s take a look at some of the SBA requirements for small business loans:

Credit History

You must have a strong credit history. Not everyone will qualify for SBA loans, but those with a strong credit history will have a better chance of getting approved.

Business Plan

A solid business plan is essential for any small business owner who wants to get an SBA loan. Your business plan should include an executive summary, business description, market analysis, financial projections, and management team.

Financial Statements

You will need to provide financial statements for your business in order to get an SBA loan. This includes balance sheets, income statements, and cash flow statements.

Having a strong financial history will increase your chances of getting approved for a loan. You’ll also need to provide a personal financial statement for most loans offered by the SBA.

Personal Guarantee

You will be required to personally guarantee the loan, which means that you will be responsible for repaying the loan even if your business is unable to do so. Putting up collateral like your home or another asset can help reduce the risk to the lender and increase your chances of getting approved for a loan.

Experience

You must have the financial resources and management experience to make the business successful. The SBA will consider your experience, skills, and ability to repay the loan when deciding whether or not to approve your loan.

How Do You Choose the Best SBA Loan Program?

When looking at SBA loan programs, it is important to understand the different programs that are available. Each loan program offered by the SBA varies. The SBA community advantage loans are designed for businesses located in underserved areas, while the SBA express loans are for smaller businesses that need fast funding.

There there are SBA disaster loans for businesses that have been impacted by a natural disaster, and SBA 7(a) loans for businesses with strong credit history and financials. For the SBA 7(a) loan program, your average net income must be under $5 million to qualify.

Finding the Right SBA Lender

When looking for an SBA-approved lender, it’s important to know that not all banks offer these services. You can find a list of participating lenders on the SBA website, and each will have its own set of qualifications and application process.

It’s best to start your search by looking at local banks or credit unions, as they are likely to have the most experience with the SBA program.

How Do You Apply for Getting an SBA Loan?

If you’re looking to get small business financing through the SBA, here are the basic steps to applying:

Check your eligibility: Before you begin the application process, make sure you understand the requirements and qualifications for an SBA loan.

Find the right lender: Not all banks offer SBA-backed loans, so you’ll need to find a participating lender. The best place to start is with local banks or credit unions.

Gather your documents: The SBA loan application process is paperwork-intensive, so you’ll need to get your financial documents in order before you begin.

Submit your application: Once you’ve gathered all the required information, you can submit your application to the lender for approval.

Wait for approval: The SBA loan approval process can take a couple of months at least, so be patient while you wait to hear back from the lender.

How Long Does It Take to Get an SBA Loan?

The SBA promises a 36-hour turnaround time for their express small business loan, but their other loans can take up to 90 days or longer. However, even with their express loan, it can take the lender another few weeks to actually approve the loan.

This article, written by Kevin Ocasio , appeared first on Small Business Trends .

Four-day workweek pilot shows wide support for a 32-hour week

Thu, 15 Dec 2022 22:07:57 GMT

A multinational test of how a four-day workweek affects employees — and company productivity and profits — is halfway done in the UK, and more than eight in 10 companies don't want it to stop.

The largest multinational four-day workweek experiment to date has reached the midway point in the UK , and feedback from participating organizations indicates most hope to retain a 32-hour workweek after their pilot ends.

The experiment is being run by the 4 Day Week Global coalition in collaboration with researchers at Cambridge University, Boston College, and the University of Oxford. With a few exceptions, most companies taking part in the project are smaller firms.

“The pandemic made all of us reevaluate the place of work in our lives, and it showed that we could adopt new ways of working faster than we ever thought possible,” Alex Soojung-Kim Pang, program director for the 4-day workweek, said via email. “Many people don't want to go back to office life Monday through Friday, and a four-day [workweek] offers features that for some companies make it more attractive than flexible or fully remote work (though you can combine those with a four-day week)."

The shorter workweek has proved popular with CEOs as well as employees, Pang said.

"The four-day week trial so far has been extremely successful for us,” said Claire Daniels, CEO at Trio Media, one of the 70 companies participating in the pilot project. "Productivity has remained high, with an increase in wellness for the team, along with our business performing 44% better financially."

For some companies, the workweek shift has meant throwing out old norms and embracing new ones.

“It wasn't a walk in the park at the start, but no major change ever is, and we were well briefed and prepared by the 4 Day Week Global team,” said Nicci Russell, managing director of Waterwise , which now shuts down on Fridays. "We have all had to work at it — some weeks are easier than others and things like annual leave can make it harder to fit everything in — but we're much more settled with it now overall.... We certainly all love the extra day out of the office and do come back refreshed. It's been great for our wellbeing and we're definitely more productive already.”

Joe O’Connor, CEO of 4-Day workweek Global, said most companies have had a “fairly smooth transition” to a four-day week. For others, there are some “understandable hurdles, especially among those [with] comparatively fixed or inflexible practices, systems, or cultures [that] date back well into the last century.

“A lot of businesses have more flexibility and nimbleness among their people and teams that leaders often know at the outset — there is friction for others, and this can be based on a variety of factors, many of which can be addressed or substantially improved in the pilot itself,” he said.

One surprise for most participating organizations was the support from partners and clients, "or, at worst, [they] take the attitude, 'So long as the work gets done, who cares how long it takes?'" Pang said. "In conversations with about 300 companies, I’ve heard exactly two stories of clients or prospects not working with companies after they moved to a four-day week. Even to me, a fierce advocate of the four-day week, that’s remarkable."

The study involves 3,300 workers in the UK and another 2,000 who are located in about a half dozen countries. Compensation for employees remains the same as when they worked five days; they're simply expected to complete their work in four days.

The changes companies have had to make include shorter meetings, monotasking rather than multitasking, better communications, and sharing responsibility for clients across a week, according to Pang.

"There’s also a lot of muscle memory to fight against: the belief that your hours are a direct measure of your professionalism, worth to the company, or passion for your job, are ground into us from an early age, and take time to unlearn," he said.

In addition to improved worker wellbeing and productivity, 63% of businesses have found it easier to attract and retain talent, Pang said. “The average knowledge worker loses something like two to three hours of time every day to pointless meetings, interruptions, and technology-enabled distractions. So, if you can just get a handle on those, you're a long way to making the four-day week work,” he said.

“Add in efficiencies that come from using technology more mindfully, or designing the workday to give everyone meeting-free time or periods for deep work, and productivity [was] equal or exceeded that of companies working five-day weeks.”

Most organizations in the pilot include all of their employees, said Juliet Schor, a professor of sociology at Boston College and one of the study’s administrators. “There are only a few that do a subset [of employees],” she said. “But many of our companies are small. The ones that do a subset are…the biggest ones.”

For example, one company with about 1,000 employees included 400 of them in the pilot, Schor said, adding, “We are launching new programs every quarter in different regions. We've been starting a new one roughly every six months."

The six-month test began in January, with the first trial taking place in Ireland and including four US-based companies. From there, the pilots expanded in April to the United States and Canada, in June to the United Kingdom, and then to Australia and New Zealand. A second US/Canada pilot is set to begin in October.

"We’re just beginning to talk to companies for our EU and South African trials, so too early to tell how large those will be," Pang said.

A survey of the UK organizations in the pilot found that:

88% see the four-day week as working "well" for their business at this stage.
46% said business productivity remained the same, 34% said it "improved slightly," and 15% said it "improved significantly."
86% said at this point, they are "extremely likely" and or "likely" to consider retaining a four-day week after the trial ends.

When asked how smooth the transition has been (with 5 being extremely smooth and 1 being extremely challenging), 29% selected 5, 49% chose 4 and 20% pegged the transition at 3.

The 4-Day Week pilot is not the first of its kind. In 2019, the US-based fast food chain Shake Shack ran a trial for its Las Vegas-based locations. Shake Shack CEO Randy Garutti, said during an earnings call that the pilot’s results were “promising” and expanded it to restaurant managers. The fast food chain suspended the test in September 2021 because of the COVID-19 pandemic.

More companies have experimented with four-day weeks during the past two years , according to Pang. In his " Shorter ," Pang discusses 100 companies around the world that moved to a four-day week. “We have more than that in our current trials, and many others are doing it themselves,” he said.

Amy Loomis, a research vice president with IDC’s Future of Work practice, said researchers are seeing momentum outside the US for a four-day workweek. “It may need to originate there and provide significant enough results to [achieve] broader global adoption,” Loomis said. “I think culturally that is a harder sell in North America and Asia Pacific.”

She called the discussion around how many actual hours are worked in a week a “red herring” or a throwback to the industrial era’s 9-to-5, five-day-a-week schedule, which was used to measure employee productivity.

“Our research suggests that the move to outcomes-based measurements of productivity is growing and as such, use of an hourly [measurement] is not in keeping with the discussion of outcomes,” Loomis said. “It’s by no means easy to get a whole business ecosystem to change standards — either regionally or around the globe.”

As analytics become more sophisticated, it is possible to look at other metrics to measure productivity, such as “teaming” — how much productivity is achieved by a team of employees in a set period — or agile metrics such as customer satisfaction scores, Loomis said.

Another factor is company size. Because most of those participating in the current experiment are small, their founders or CEOs are typically driving participation, according to Pang.

Companies are also more willing to participate in the experiment now than before the pandemic. “Companies were often reticent to talk publicly about their trials, but now they issue press releases, and the CEO posts about it on LinkedIn,” Pang said. “This shows how quickly popular perceptions about the four-day week have shifted, from being a slightly weird and definitely a risky thing, to a flex [strategy] that shows you care about your employees.”

This article, written by Lucas Mearian , appeared first on Computerworld .

Hang new EEO poster ‘as soon as possible,’ EEOC advises

Wed, 14 Dec 2022 17:49:02 GMT

An EEOC spokesperson also told HR Dive how employers with remote and hybrid employees should handle the poster.

EEOC’s “EEO is the Law” poster hangs in an office. The poster was recently replaced by the agency with a new version.

Kate Tornone/HR Dive

The U.S. Equal Employment Opportunity Commission has released an FAQ guidance to accompany its newly revamped “Know Your Rights” poster , a workplace poster that replaces its previous “EEO is the Law” poster.

The agency initially released the poster Oct. 19, but removed that version from its site and uploaded a revised version Oct. 20. Employers who printed the Oct. 19 version should likewise remove it from the workplace and replace it with the Oct. 20 version, EEOC said.

The poster should be placed “in a conspicuous location in the workplace where notices to applicants and employees are customarily posted,” EEOC directed in its guidance.

Regarding employers whose employees have hybrid or remote working arrangements, employers should use “specific locations where their applicants and employees are most likely to see the poster — such as physical posting in common areas, digital posting on an internal website, or both,” Victor Chen, acting associate director of the EEOC’s Office of Communications and Legislative Affairs, told HR Dive in an email.

Chen also pointed to language from the poster webpage: “In addition to physically posting, covered employers are encouraged to post the notice digitally on their web sites in a conspicuous location. In most cases, electronic posting supplements the physical posting requirement. In some situations (for example, for employers without a physical location or for employees who telework or work remotely and do not visit the employer’s workplace on a regular basis), it may be the only posting.”

While the poster should be displayed “within a reasonable amount of time,” EEOC spokesperson Joseph Olivares confirmed to HR Dive that there isn’t a specific date employers must adhere to. Rather, they should hang the new poster “as soon as possible,” he said.

Notably, EEOC has released some versions of the poster tailored for specific employee groups; visually impaired or blind workers should have access to the screen-reader optimized PDF version, and the agency has released a Spanish-language version as well. The poster will be available in additional languages in the future, the agency said.

This article, written by Emilie Shumway , appeared first on HR Dive .

Avoid Nightmare Employers and Scams By Job-Searching Like a Journalist

Tue, 13 Dec 2022 19:12:03 GMT

Some positions – and bosses – can seem perfect from the outside, only to have the facade turned inside out once you've committed to the work. Avoid making the wrong job decision by vetting your job options like a reporter.

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Lexey Watson, an art director based in New York, thought she found her dream job after graduating. Experienced in advertising but just out of college, Watson felt like this company offered the quintessential "good opportunity" she needed to boost her resume . Aside from promises to work with big-name brands and a client she'd long been interested in, the office itself was hard to pass up: free snacks, comfy couches, natural lighting — who doesn't love the lax atmosphere of a startup ?

After applying for a full-time art director position — and being offered it — Watson ecstatically agreed.

Then, things got weird.

"When I opened my offer letter, it said I was being hired for an internship position, which was never communicated to me before," Watson says. "I was told it was full-time."

Thinking it was a mistake, Watson brought it up to her soon-to-be bosses, who said it was "normal" and that "they were working on it." They said she'd have a full-time position within six to eight weeks.

"I wanted to give them the benefit of the doubt, and they worked with so many brands that I loved, so I felt like it was legit," she says.

That client she was promised to work with? Not even signed with the company — and wait — it gets weirder. All of the big-name brands it worked with were only in niche overseas markets.

"I was like, 'Oh, these are great brands, and I'd love to work on those accounts,' and then it wasn't even for the U.S. market at all," Watson says.

Related: 13 Startup Red Flags to Avoid

Aside from being paid minimum wage in her "temporary" intern position — which lasted far longer than the communicated eight weeks, despite Watson's nudging — she also had to run errands for one of her higher-ups, told it was "something all the interns do" and "not to feel bad."

The task? Bring an envelope of cash to a psychiatrist on the Upper East Side to fill an Adderall prescription under the table.

"I literally had to sit there like I was a patient. I'd go in, exchange the money and then leave," Watson recalls. "It was the sketchiest thing ever."

After a few months, Watson knew she needed out and started actively applying elsewhere — something she didn't exactly keep a secret from others in the office. Watson recalls a day her bosses asked her to stay late, and she was honest about needing to leave for an interview .

"I made them feel extremely awkward, but I really didn't have a choice," she says. "I didn't want to be sitting in that meeting when I could be out getting a real job."

The next day, Watson's boss told her that if she got the job she should "make sure to tell them that you had the role we hired you for" in an attempt to cover his tracks.

It's been about four years since Watson left that company, and she has found far better opportunities since. Still, the experience holds weight through its sheer layers of misconception — and unfortunately, Watson isn't alone.

Aaron Aceves, a writer and teacher based in Texas, was recruited on LinkedIn in 2020 by an independently run college prep company under the assumption that he'd be editing and consulting clients on their applications. Once he was on board, though, his boss insisted he essentially write the application essays for the clients, which made him feel both uncomfortable and blindsided. When he finally quit , his boss charged him a "quitting fee," which led to months of fighting for the money he was owed.

Then there's David Jacobowitz , who joined a startup whose product he was a fan of in 2016. He was told the company was thriving, only to receive news of mass layoffs just three months later. Higher-ups informed the entire staff, floor by floor, they might not have a job in two weeks. The company had been sinking for far longer than Jacobowitz was led on.

The list goes on.

In an age when it doesn't take much for someone's digital footprint to seem legitimate, we're all vulnerable to falling for jobs that trap us in a bait-and-switch situation.

The people recruiting you are charming and witty, and they have the data (or so it seems) to steer you in their direction. Perhaps you hate your current job, don't have one or are generally mesmerized by what a new opportunity brings. But when things seem too good to be true, they usually are.

Still, there's a way to avoid these nightmares and prevent yourself from getting trapped in something you didn't sign up for. Using Watson, Aceves, Jacobowitz's — and my own — real-life job catfish experiences, I applied my journalistic skills to vetting employers — going through the motions of a job search as if it were an ongoing investigation to see if these warning signs could be identified and avoided before joining the company.

Related: The New Job-Hunting Checklist

We all know Glassdoor , and although it can be helpful, it can also serve as a vehicle for catfish employers to mask their motives with fake reviews — let alone smaller companies that might not even have a profile or enough data to provide an accurate assessment. If you want to job search like a reporter, you're going to have to dig a little deeper. Here's what I found:

Take note of red flags

Take notes during your job hunt , both before the interview and throughout the hiring process. By consciously writing down any findings that seem questionable, you'll have something to reference if you get the offer but still have concerns.

Turnover trends: Do some research on previous employees on LinkedIn. See if there are any patterns — how long do people normally stay at the company? When they leave, is there a trend regarding where they go?

Diversity: Check if there's a pattern regarding the age, race or ethnicity of people who work there. Aceves recalls various instances where his former employer made off-handed and problematic remarks about Asian employees and clients. Sure enough, all the employees listed on the company's LinkedIn page appeared to be the same race as his former boss. Diversity is crucial, especially if you're already on the fence.

Professionalism: During the interview, pay attention to how the employer talks about current employees and, if applicable, whoever you are replacing. A surefire red flag is if they talk poorly about a former employee. Sure, things happen, and relationships turn sour. But professionalism is still absolutely crucial during the hiring process, so take note of any time it begins to waver.

Inconsistencies: Take note of any inconsistencies between the job description and what's discussed in the interview. If either one is vague or seems contradictory to the other, it likely means that the employer or company isn't clear about what the position entails, which means you might end up doing something you didn't sign up for.

Urgency: If an employer is being overly aggressive or pushing you to make a quick decision after sending an offer letter , it's wise to run in the other direction. Stable companies that value you will give you a reasonable amount of time to make your decision after you've been offered the job.

Vetting the hirers

First, do an extensive search on any information readily available online — their job history, social media and presentation on company websites. If it seems like there are gaps, take note of any questions you have for them, or ones that could be answered by doing more in-depth research.

TruthFinder: Use online resources to do a more extensive background check. Websites like TruthFinder let you do a public record search, where you can see court history, criminal records and other information scoured from the web. Fair warning: It does take upwards of 15 minutes, so be patient, and it costs about $30 a month — but it does deliver what it promises (in painstaking detail). Pro tip: If you're really in the throes of your job hunt, it has a slightly cheaper version that's only one month, but you get unlimited searches.

PACER: As far as free resources, there's PACER , which lets you search court records by state. This one is a bit trickier to navigate, but if you have a hunch and know the employer's business address, you can search by the city of jurisdiction and see if they've ever filed for bankruptcy or been sued.

Vetting the company

If you're in the early stages of applying, an easy way to spot "ghost jobs" is to take note of how long the job has been posted and when it was last updated. If it's been more than a month, it's wise to run in the other direction, because companies attempt to feign growth by keeping up postings for positions that have either been filled or don't exist at all.

Next, spend a good amount of time on the company site. How legitimate are the testimonials, if there are any? Does the company have a clear mission and values ? Here's an easy test: If it seems like the company's mission statement or "about" page could apply to a multitude of services or work, it's likely not very cohesive in its values. You don't want to work somewhere with a flimsy mission that lacks clarity. When it comes to researching a company, focus on specificity and nuance, not a groovy-looking landing page.

It's easy to create fake addresses and phone numbers, so if you want to check the legitimacy of a business, contact the local chamber of commerce associated with the company to ensure it exists.

For India: Ministry of Corporate Affairs
For Australia: ABN Search
For the United Kingdom: Company House
For the United States and Canada: Better Business Bureau

When it comes to financials, if the company is publicly traded, quarterly reports are available through an easy Google search — this will give you a window into how well the company is performing. If this is new to you, Investopedia has a killer guide to decoding an earnings report.

If the company is privately owned , financial health is a bit more difficult to suss out, given the company is not required to share financial reports like publicly traded companies. However, there are a few alternatives to gauge a private company's stability.

Investors : Many privately owned companies are backed by investors, especially startups. Do some deep research on the company to see if there's been any press releases or news regarding any investors backing the company, and see what other businesses they've supported in the past.

CB Insights : This is a great resource to check financials for both private and public companies. The database itself is huge, so chances are likely that the company you're applying to will be listed. CB Insights gives you detailed transaction history of funding, investors, board members and even a window into the company's web traffic. You can sign up for a seven-day free trial with unlimited searches.

Don't be afraid to ask : If you move far enough along in the interview process and haven't successfully gauged the company's financial state, don't be shy about asking how their last quarter was, and if there are any reports or projections for growth they can share.

Interview those from inside

Although the internet has myriad resources to vet possible employers and companies, the best — and cheapest — source is a direct one.

Reach out to former employees if their information is available on LinkedIn or the company site. Although you can ask questions during the interview process , catfish employers are unlikely to show their true colors, and you're going to want to ensure you speak to someone who will be honest about the culture and work environment. Don't be shy about making an introduction and asking for more information. Here's an easy message template:

Hey, X,

I saw you have experience working with Y. I'm on the job hunt right now and weighing my options, I was wondering if you'd be open to answering a few questions I have about Y and the work culture before I make my decision.

Best,

It can seem daunting, but the truth is most people are kind and willing to help. Of all the individuals I interviewed, the number one thing they wish they could have done before taking their positions was to talk to former employees, and they stated they'd be more than willing to warn others in the future. Anyone who has ever been in a nightmare employment situation will not be shy about steering you in the right direction.

This article, written by Madeline Garfinkle , appeared first on Entrepreneur .

Employees are feeling disconnected from their company culture. The solution might be in the onboarding process

Mon, 12 Dec 2022 22:42:34 GMT

Strengthening company culture and encouraging social interactions may be the key to employee retention.

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Onboarding a new employee can be a long, tedious and expensive process. However, the results of surveys and corporate interviews suggest that an underdeveloped onboarding process -- one that doesn't meet a new hire's social and professional needs -- could ultimately lead to high rates of resignations.

The goal of onboarding is to immerse new employees in their new company culture. Onboarding should introduce new hires to their job duties, their company's core values and beliefs, and connect them with team members.

Of course, the end goal is to fully engage a new hire and decrease employee turnover. But unfortunately, and more often than not, a company's onboarding program doesn't accomplish any of these goals, and the consequences can be detrimental.

A poor onboarding experience can leave new employees feeling isolated and lost in their new role. Later down the line, it could lead to decreased productivity, feelings of burnout , and without proper support from the company, it could even lead to a wave of quiet quitting .

ALSO : Four ways to get noticed in the changing world of work

According to a study from Airspeed and Workplace Intelligence , two out of three workers might quit their jobs because they feel isolated and disconnected. The survey also found that a feeling of isolation and disconnectedness is the top reason employees leave, as well as the top challenge remote and hybrid organizations face.

A fair number of surveyed employees reported feeling disconnected (36%), alienated (35%), isolated (34%), or lonely (33%). Of surveyed C-suite executives, 75% think their employees would take major pay and benefits cuts to join a company where they'd feel more connected to company culture and other employees.

Within the study, 92% of surveyed C-suite executives admit their company cultures need improvement, as company culture is the glue that keeps employees connected and engaged at work.

Elaine Richards, COO at Basecamp , a fully remote web software company, explained how the onboarding process for remote companies must operate to maintain employees' happiness and retention. For companies with outdated onboarding practices, employees can be left behind, especially in remote or hybrid environments.

"If you're new, physically separated from everyone else and you don't know how or what you're supposed to be doing, it can be very isolating," Richards said. "You might not even know how to ask for help. This can lead to the loss of an employee that had great potential but never had the opportunity to realize it."

Encouraging employees to socialize with one another can help with feelings of loneliness at work , and this encouragement begins during the onboarding process. Setting new employees up with a work buddy, letting them know who to ask for help, and introducing them to team members are all practices that should start during onboarding.

When the pandemic began, making hybrid and remote work the norm, socialization in the workplace experienced a sharp decline . According to Airspeed's survey, 72% of remote workers aren't socializing at work as much as they'd like, and 36% of hybrid workers socialize only a few times a year.

To combat this issue, Richards explains that at her company, new hires are added to a first-day welcome chat with icebreakers and get-to-know-you questions to connect with other employees. But according to Airspeed's survey, watercooler topics in Slack channels and Zoom meetups aren't enough to foster socialization among employees.

Almost 60% of survey respondents are unsatisfied with the technology their company offers to meet with coworkers because it feels impersonal and disingenuous. Luckily, executives in the survey acknowledged that disconnected employees are a flight risk to their company.

Nine out of 10 surveyed executives recognize the need to improve company culture as a top priority, as 85% of those executives believe employees will be less likely to resign if they felt more connected to company culture.

A comprehensive onboarding program can help employees understand expectations and job requirements. But it's also a great opportunity for companies to fully immerse new hires into company culture and to keep them connected to other workers.

This article, written by Jada Jones , appeared first on ZDNET .

Florida firm’s webcam surveillance violates human rights, Dutch court says

Fri, 09 Dec 2022 17:12:26 GMT

A win for workers who hesitate to hit record.

Adobe Stock

A Florida-based software development firm called Chetu provided a perfect example of how an employer in 2022 can take worker surveillance one step too far. Describing an order issued last week, a Dutch court document (translated with Google Translate) explained that it was wrong for the Florida firm to punish a remote Dutch telemarketer for turning off his webcam—and that firing him for doing so actually violated the employee's human rights.

After the employee (whose name is redacted in the court document) repeatedly refused to turn on his webcam in August, the company terminated his employment abruptly via an email that explained the termination decision in fewer than 10 words. Chetu apparently cited Dutch civil code as supporting its decision, writing to the employee: “Your employment is hereby terminated. Reason: Refusal to work; Insubordination.”

However, the Dutch court last week ultimately disagreed with Chetu’s reading of the Dutch law, deciding that not turning on a webcam isn’t a refusal to work or insubordination. Instead, the employee was rightly and reasonably defending his right to privacy. That’s protected by the European Convention of Human Rights, according to the court order, which quoted, “video surveillance of an employee in the workplace, be it covert or not, must be considered as a considerable intrusion into the employee’s private life.”

Chetu did not immediately respond to Ars’ request for comment.

Pandemic sparks explosion of remote-worker surveillance

This verdict can be viewed as a win for any remote worker anywhere who ever hesitated when their boss asked them to hit record and subject themselves to prolonged surveillance.

As remote work became a default mode for many employees globally through the pandemic, employers began exploring new ways to monitor employee productivity. Demand for employee surveillance technology leapt by 58 percent, Top10VPN reported . This, reported researchers based in Canada and Spain in the National Library of Medicine , was just one part of “an unprecedented COVID-19-induced explosion in digital surveillance” that “has reconfigured power relationships in professional settings.” Current laws, specifically in the European Union, were not prepared to address such “excessive supervision” and data-driven management, researchers warned.

At least, it seems, in the Netherlands, remote workers can now expect to be protected from invalid all-day webcam requests. As a result of the wrongful termination verdict, the court ordered Chetu to withdraw a non-compete clause that limited the former worker’s new employment options. Chetu also had to pay a fine of $50,000, as well as the employee’s back wages, unused vacation time, and court fees.

TechCrunch reported that in Florida, where Chetu is based, there are at-will employment laws that cover Chetu so that the firm can fire any Florida-based employee for any reason that doesn’t violate labor laws. The email that prompted the Dutch-based employee’s firing suggests that the firm did make some attempt to consult Dutch civil code before making their termination decision but seemingly didn't think to check what's protected by law under the European Convention of Human Rights.

Beyond webcam surveillance

In court, Chetu likened its webcam monitoring to the experience of monitoring an employee in an office, where the employee could be physically seen at any time by anyone. The employee argued that unlike physically being seen in an office, webcam monitoring made it feasible for recordings of the employee’s activities to be stored or otherwise used. The court decided that it was unlikely that Chetu would store the recordings, and that rather than the case being about data privacy concerns, it was the basic right to privacy that was being infringed.

Before he got fired, the employee’s initial pushback to the webcam request pointed out that he considered Chetu’s webcam request an invasion of his privacy and that Chetu had other ways to monitor his activity that the employee found more agreeable.

“I don’t feel comfortable being monitored nine hours a day,” the employee wrote, sending the fateful email asking his Chetu supervisor to reconsider the requirement and likely not expecting that Chetu's reply would be his immediate termination. “You can already monitor all activities on my laptop, and I am sharing my screen.”

In 2020, the Electronic Frontier Foundation termed management’s increased use of employee digital surveillance technology “bossware.” EFF charted the most invasive features of popular bossware products , like logging every keystroke or screenshotting, and warned remote employees that bossware could lead to legal claims against employees. “While aimed at helping employers, bossware puts workers’ privacy and security at risk by logging every click and keystroke, covertly gathering information for lawsuits, and using other spying features that go far beyond what is necessary and proportionate to manage a workforce,” EFF wrote.

Two years later, Pew Research reported in February 2022 that remote work has become a choice, not a necessity, and McKinsey’s American Opportunity Survey in June warned employers that flexibility of working arrangements is the third biggest motivator to change jobs for American workers. Retaining employees likely means offering remote solutions from now on, and for management types who feel more comfortable in an office setting, the impulse will likely remain to calculate all the data points they collect on remote workers in hopes of realizing the maximum benefit from granting remote work.

As employers continue to manage employees who prefer to work remotely, EFF says that it can be difficult to track new ways that employers may be monitoring employees, because there has become a market for bossware products, despite little proof that any of it improves productivity. And it seems likely that as things evolve, US workers will have little recourse to push back. Just as the Florida case demonstrated how different labor laws can be globally, EFF notes that in the US, labor laws differ from state to state. EFF says this means that “workers often have limited legal recourse against intrusive monitoring software.”

EFF did not immediately respond to Ars’ request for comment but recommends that state and federal regulators establish employee protections to prevent surveillance, minimize data collection, and guarantee employees know how and when they are monitored. Should an employer violate any of those protections, the employee should have the right to sue, EFF says.

Until such protections exist, it’s every employee for themselves, and EFF says that fears of being fired like the Dutch telemarketer experienced could cause some people to never question privacy violations. “A choice between invasive and excessive monitoring and joblessness is not really a choice at all,” EFF’s blog says.

EFF recommends that workers “consider that work devices may collect everything—from web history to private messages to passwords” and never make personal use of a work device. If an employer wants to install monitoring software, EFF recommends requesting or purchasing a work-only device.

This article, written by Ashley Belanger , appeared first on Ars Technica .

'It Doesn't Matter': Leadership Coach Sounds Off on How to Hack Employee Performance Reviews

Thu, 08 Dec 2022 16:17:36 GMT

Leadership coach Kara Kirby is going viral for advising viewers to rate themselves highly when faced with employee performance reviews.

Getty

At one point or another in a corporate job, employees will be asked to complete a performance review where they'll rate themselves in certain areas (often on a numeric scale of 1-5) in order to self-evaluate their work at the company.

And while many are unsure whether or not to rate their performance realistically or undersell themselves in an effort to appear more honest, one leadership coach is doling out the opposite advice: Put the highest number available.

In a video that's been viewed over 273,800 times , leadership expert Kara Kirby encourages viewers to give themselves all 5s when filling out their performance review forms.

"The whole system is bullsh*t, so put some bullsh*t in there," Kirby tells viewers alongside a caption that reads "Don't you dare give yourself a 3."

Kirby insisted that it "doesn't matter" what employees rate themselves, garnering a slew of comments from viewers that both disagreed and agreed with her sentiments.

"Always give yourself 5s," someone reiterated. "When managers ask you why you gave that kind of response just say it's as high as the scale would go."

"Took me years to learn this, all I was doing was selling myself short," another chimed in. "Realized my male counterpart never was. Get what you deserve ladies!!"

Others opened up about how earning a 5 from a manager was more of a challenge than originally anticipated.

"My old job was toxic and they told me 'they just don't give out 5s' and that a 4 is 'exceeding expectations,'" one said.

In a follow-up video, Kirby elaborated on what she perceives as the flaws in the corporate system , especially managers who use the reviews as leverage to talk about wage increases.

"If it's an actual performance management, where you're trying to get people feedback to get better at their jobs, philosophically, it should never be paired with pay increases, so should be two separate conversations," she told viewers. "The great managers out there we'll have a conversation with you of how to give you as many points as possible inside of this process. The mediocre managers don't really know what the hell is going on and they're just checking boxes, and the bad managers you need to fight to get as high of a score as you possibly can."

Kirby did not disclose where she has previously been employed.

This article, written by Emily Rella , appeared first on Entrepreneur .

Is a Critic Disrupting Your Team? Here's How to Turn Their Negatives into Positives

Wed, 07 Dec 2022 19:19:50 GMT

Everyone has a coworker they may view as tricky, but that "critic" may be someone who hasn't learned to communicate their concerns or work-related needs properly.

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As the saying goes, "everyone's a critic." But people who may not understand how to constructively communicate their criticisms can come off sounding harsh, hurting team morale and dampening creativity. When the rest of the team can't see through that biting criticism, everyone starts to consider this person "The Critic," with nothing nice to say or positive to add. One thing I've learned is that oftentimes this person's negative communication style and energy don't align with their well-meant intentions.

When faced with a critic , you can either fuel the fire or put it out. While the critic's actions are their own, we play a role through our response. Do you shut the person down and further alienate them? Or do you engage them, listen to their concerns and move forward together?

There are very few unwinnable situations if we can step back from our emotions, analyze objectively and approach people with empathy . The critic may not be pleasant to work with at first, but they may be saying something worth hearing, or they may just need a little support and guidance to communicate more effectively. If we can defuse the critic, we will not only be able to achieve our goals for the project, meeting or workshop, but we will also leave someone better off than when we found them.

Who is the critic?

The first step is identification. We must identify that a critic is in our midst in order to address their behavior and create a more productive dynamic . The critic can have many reasons for their actions, but what makes them a critic is how they express themselves in the workplace. They may shoot down ideas, disrupt meetings and generally focus on why we "can't" do things. But this isn't their entire personality — often they do this because they don't feel needed, their talents are being ignored, or they're unsure how to communicate serious concerns in a positive manner.

We need to remember to have empathy for everyone. We don't know what a person is thinking or going through at all times. In order to create positives out of this perceived negative, we need to lead with empathy when it comes to addressing the critic's critiques.

Observe first

When someone is acting like a critic , the assumption is that they're simply an unhappy person, but that is not always the case. There are many reasons why someone might be a critic, and each underlying cause needs to be handled differently. Before jumping in to fix everything, be patient, observe the situation, and figure out why the critic is acting this way.

The critic might be someone who fears change — "If we change our strategies, will I still be needed?" They may not buy into the company processes yet and are struggling to trust those in charge. Conversely, they may have genuine and valuable concerns but are not effective communicators.

You have to understand what you're dealing with before you decide how to act. Is this someone who is insecure and fears change? Is this someone we need to work on building trust with? Or is this someone who sees something the rest of us are blind to? When you understand the underlying causes, you can form a plan of action. Acting rashly will only exacerbate the situation.

Engaging the critic

When it comes time to intervene , put aside your judgment and any bruised ego from a critic's disdain and focus on how to best alleviate the situation. We have to be objective: How do I address the root of this person's behavior?

If they are afraid of change:

Validate their worth to your company, and ask them to trust the process. Ensure them that you are building something together, and that they are in the room because they are experts and have value to add.

If they want to feel important:

Give them something they can own . Make them a team leader, or assign them a specific research project to bring back to the group. You can also ask them to do a deep dive into one of their concerns — they will either solve the problem they voiced or discover that it is not a problem after all. With these tactics, you are both empowering the critic and putting the ownership on them to investigate the concerns they so readily voice.

If they have legitimate concerns:

Talk with them about how their behavior affects the other people in the room to give them an alternative script to use when voicing their concerns. Make them part of defining the solution.

If nothing else works:

I've only ever used this approach three times. If someone is being so unprofessional that they are ready to tear down everyone and everything in their wake, you may have to take the "nuclear" approach. Pull the person aside and give them the option to leave: "It is clear that it's extremely frustrating for you to be here. If you want to, you can leave." I have never had anyone take me up on it, but when presented with the option, they are often jolted out of their rage and can see the severity of their behavior. The decision to stay or leave is now on them, and they can engage with less disruption.

No matter what type of critic you are dealing with, if you lead with empathy and meet the critic where they're at, you can disrupt the dynamic so that all parties feel heard and ready to drive toward more positive outcomes.

This article, written by Robin Borelli , appeared first on Entrepreneur .

6 Reasons Why You Haven't Been Promoted

Tue, 06 Dec 2022 20:05:25 GMT

We all know that it hurts to get passed over for a promotion. And if you've been in the workforce for any length of time, you know exactly how this feels.

But getting promoted depends on more than how well you do your work and how much time you spend at your desk.

Here are several explanations for why you HAVE NOT received a promotion:

#1: Your Boss Isn't A Mind Reader - Most workers are happy where they are, so if you don't tell your manager that you want to advance, they might not know that's what you want and/or desire.

#2: Promotions Aren't Based On Years Of Service - Just because you have been at a job for X number of years doesn't make you the next in line for the open promotion. That said, it's all about your overall development, actions, maturity, likeability, and performance.

#3: You Get Defensive When Criticized - Your boss(s) is highly cognizant of your ability to take criticism; whether justified or not, you must be willing to accept it and use it to enhance your performance.

#4: You Don't Get Out Of Your Comfort Zone - You might not be getting promoted because you are too preoccupied with your current job by telling people that "It's not my responsibility" or "I am not their babysitter." You need to demonstrate the skills to get things done.

#5: You Don't Exhibit Leadership Potential - If you want more of a leadership role, you need to avoid the classic mistakes people make such as not showing up on time, leaving early, or getting involved with the company's rumor mill.

#6: You Don't See The Big Picture - If you want to get noticed by upper management, you need to be able to understand the big picture on how decisions are made (which are best for the company). Although making a profit is critical in most decisions, sometimes doing the right thing is just as important.

Summary:

If getting a promotion at work is important, you should look hard at your skills, maturity, likeability, actions, and how you react to criticism. Then, after some self-analysis, you should also ask someone for their honest feedback.

Keep in mind that changing someone's perception about you, formed over your years of service, requires a rather visible and consistent effort on your part - which is why it is typically best to focus on one or two critical areas of development. Although this won't be easy, the dividends could be huge for you.

Paying Your Employees: What Options Do You Have?

Mon, 05 Dec 2022 20:14:45 GMT

Employers have options when it comes to compensating their workers. In addition to the most common payment methods (direct deposit, pay cards, paper checks, and cash), there are some more creative options to choose from, such as stock compensation.

In some states, you have to offer a minimum of two different ways to pay employees or you can be fined. Each payment option has pros and cons and must be managed differently. Be sure that you follow best practices for the payment types you choose.

Tip: Keep in mind that all payment options are not permitted in all states. Before choosing the payment options you want to offer to your employees, make sure to check with your specific state’s laws and regulations.

1. Direct Deposit

Direct deposit is the most common way to pay employees, with over 93% of US workers electing to be paid this way. Direct deposit is also one of the easiest ways to pay employees if you’re using payroll software. Payroll processing is all electronic—the money moves from your bank account to your employees’—and you don’t have to do anything but review and approve it. And, as a bonus, it is usually a service that’s included at no additional cost. Some providers, like Gusto , even offer on-demand pay, meaning you can deposit part of an employee’s paycheck that they’ve earned early if they need funds before payday.

If you’re not using payroll software , you can still reap the benefits of direct deposit. You’ll just need to go through your bank to set it up. There is usually a monthly and per-check fee associated with making these direct payments, but some banks, like Wells Fargo, won’t charge you the check fee if the employee has a bank account there. Monthly fees can range from $10 to $30 or more, and check fees are usually between 50 cents to $3 each.

Some banks, like Bank of America and SunTrust Bank, are now selling full payroll services. Be sure to inquire about the payroll provider they are using so you can do your own research beforehand. They tend to use popular services like QuickBooks Payroll that you can sign up for on your own.

Tip: If you choose to use your bank’s online payroll processing option, confirm that you’re not paying extra for the same services you can get by signing up with a payroll provider directly.

Pros & Cons of Paying Employees With Direct Deposit

If you’re interested in learning more about setting up direct deposit for your employees, check out our guide.

2. Pay Card

Pay cards are a newer way employers are sending paychecks to employees. They are prepaid debit cards you can use to deposit payroll. It’s a great option to use when you have employees without bank accounts. It allows you and your workers to still reap the benefits of direct deposit while eliminating some of the cons.

Some payroll software offer payroll cards for little to nothing in cost, aside from the expense of the service itself. You can also check with your bank as many of them offer pay cards as well, and the money is FDIC insured.

Many states won’t allow employers to have pay cards be the only way for employees to receive paychecks. Be sure to check your state rules before you decide how to proceed or you could face penalties and/or litigation. Regardless, we recommend using a combination of different ways to pay employees.

With payroll cards, your employees can receive their paychecks, withdraw funds, and even make purchases.

Pros & Cons of Paying Employees With Pay Cards

If you’re interested in learning more about paying your employees with pay cards , check out our guide. For help choosing the best service, check out our guide to the best pay card providers for small businesses.

3. Paper Check

Paper checks may seem outdated to some employers, but it is still a reliable way to pay employees for their work. It’s pretty simple, depending on how you’re processing the check. You can print them using your payroll software or handwrite them yourself. Handwriting them is cheaper—unless you print checks online for free —but more time consuming, especially as your business grows.

If printing paper checks using online software, you’ll need a printer and MICR ink to get started along with having your printer settings adjusted according to the system.

If you choose to print your paychecks, it’s a good idea to ask your bank about its positive pay options. Positive pay is an automated fraud prevention feature some banks offer that matches the information on checks that are cashed (account number, amount, check number) with a list of checks you have uploaded to its system and authorized for payment. If someone attempts to cash a check from your company that you have not authorized, the bank will reject it.

Pros & Cons of Paying Employees With Paper Checks

If you’re interested in learning more about paying your employee using checks , head over to our guide.

4. Cash

Most businesses distributing paychecks in cash are small and have a handful of employees. And usually, those employees are hourly or part-time workers. Paying thousands in cash every pay period isn’t efficient, so it’s best that you check how much in total you’ll need to pay out each payday before choosing this route.

We don’t usually recommend employers pay their employees in cash due to an increase of being flagged for an audit by the IRS, but it is an option if you’re diligent about creating an audit trail. It’s important that you learn how to do payroll (taxes and all), maintain records of any payroll related debits from your bank account, and create pay stubs for both your employee and your business. Tracking your payroll using excel or even utilizing payroll templates can be a good way to stay organized.

Pros & Cons of Paying Employees in Cash

If you’re interested in learning more about how to legally pay your employee using cash , head over to our guide.

5. Stock Compensation

Paying employees in stock isn’t as common as the other ways we’ve discussed, but some employers do use it. We don’t recommend using it to pay the full paycheck amount, unless you have some sort of special arrangement and the stock has value.

Typically, it’s offered as a benefit to make the company more attractive to job candidates vs a replacement for their paycheck. Stock, especially for less established businesses, isn’t usually worth much in the beginning, so future payouts aren’t guaranteed.

One important thing to keep in mind is that you will owe payroll taxes on the stock payment just as you do for regular payroll. The only difference is that it won’t be until the stock actually vests, which means the employee has to remain with the company for a certain period of time before the stock transfer is truly theirs. Five years is a common period that many employers wait before allowing employee stock to fully vest, but there’s usually a partial vesting period around the third year.

Pros & Cons of Paying Employees With Stock

Other Ways to Add Money Back to Employee Paychecks

These last two ways won’t ever be a substitute for paying employees. In fact, many classify health insurance and discounts as employee benefits. Regardless, they are just a couple of the ways you can add money back into your employees’ paychecks.

Health Premium Contributions

Contributing toward employee health insurance plans can save employees tons of money. Any funds you contribute is akin to increasing their take-home pay, especially for those who would purchase health insurance anyway. Premiums can be expensive, some exceeding $1,000 a month, so review your budget to determine how much you can afford to pay for each employee.

You don’t have to pay the full premium amount. If you have 50 or more employees, we recommend you familiarize yourself with the Affordable Care Act. You may be getting close to being required to provide insurance for your employees; you should definitely ensure you make the minimum contribution amount that the government requires for the plans to be affordable.

A plan is considered affordable if the employee’s required contribution for the lowest cost self-only health insurance option doesn’t exceed 9.5% of their wages. If it does, you’ll need to increase the amount of your contribution to comply.

Pros & Cons of Paying Employees With Health Premium Contributions

Discounts

There are a couple of ways you can pay employees with discounts: employee discounts on products and services you sell and corporate discounts on products and services from other businesses. Employees can use these at their discretion and really capitalize on the savings if the discounts apply to purchases they already normally make.

Employee Discounts

It’s easier for some businesses to offer discounts than others—for instance, restaurants and coffee shops. Everyone eats, and employees usually take at least one break during their shift. In this scenario, it’s easy to offer a 20% discount employees can use to avoid having to pack a lunch or even cook dinner after work for their families.

You should track any discounts taken within your accounting system so you’re always aware of how much your employees are exercising this benefit. Also, note that as long as you’re offering a maximum of 20% off the regular price of your product or service, the employee won’t have to include the discount in their income (meaning it’s not taxable, a plus for both of you).

Corporate Discounts

Employers can give corporate discounts through an employee discount program. Some payroll services like ADP and TriNet provide them if you sign up for one of their products. These partnerships are already set up and give your employees access by providing promotion codes they can enter when making a purchase. The discounts are usually between 5% and 15% and may include big name companies like Enterprise Rent-a-Car and AT&T.

Another option you have is to partner directly with companies you use for your business. For instance, some businesses that issue company cellphones can negotiate lower rates because they have so many lines open. And sometimes they can pass these rates on to their employees for their personal use.

To manage it in this scenario, you would add employees’ personal cellphone lines to your account at their request and deduct a premium from their paychecks (similar to how health insurance is handled). You can contribute as much or as little as you want.

If you opt to offer a benefit in-house, be sure to have a foolproof system set up so you’re not inadvertently paying expenses for employees after they leave your company. Also, ensure employees know that the discounts are for them only, not friends and family.

Pros & Cons of Paying Employees With Discounts

Bottom Line

When it comes to paying your employees or contractors , you should choose payment methods that are best for your business and team. Some ways may seem easier on the surface, like paying your staff with cash, but cause you a headache later.

Remember, you’re responsible for withholding payroll taxes from each paycheck and tracking all earnings so you can pay your portion of employment taxes. It’s also important to make sure that you are mindful of your specific employees’ needs. Do they have bank accounts? What’s most important to them—convenience, discounts, or cash? Whatever you decide, be sure to implement a solid system to track it.

This article, written by Heather Landau and reviewed by Charlette Beasley , appeared first on Fit Small Business .

Best Interview Questions for Employers

Fri, 02 Dec 2022 19:22:54 GMT

When it comes to interviewing candidates for your open positions, the best interview questions are those that are direct and job-specific. You will also want to learn more about the candidate’s skills and education, as well as what they bring to the position. Below, we cover some of the best interview questions to ask, broken down by hiring stage.

Phone Screen Interview Questions

Your first contact with a candidate beyond their application and your email request to interview is the phone screen. This should be a short (no longer than 15 minutes) call between you and the candidate where you can assess their education and skills for the position, their knowledge of your company, and if you feel they may be a good fit to move to the next stage in the interview process . Ask the following questions during the phone screen interview:

What was it about the job description that caught your eye?
Why do you want to work for our company in this role? What do you know about the company?
Tell me about your skills in (insert crucial skill for the role). How many years of experience do you have, and how would you rate yourself on a 1-10 scale, with 10 being an expert?
Can you walk me through your resume and explain your employment background?
What are your salary requirements or expectations?
What is your ideal work schedule?

These questions will help you learn more about the candidate, what motivated them to apply for the open position, and if they have the experience required to fill the role. Be sure not to ask the candidate any illegal interview questions , such as how much they currently make (this could violate the salary history ban law).

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Second & Third Interview Questions

Once you have conducted the phone screen interview, you will decide which candidates you want to move to the next stage in the hiring process . These candidates should be set up for in-person, phone, or virtual interviews . This is your opportunity to dive deeper into their qualifications and learn more about their work style. Ask the following questions during the second and third interviews:

How do you prioritize your daily tasks?
Describe a project that you are proud of. How did you overcome any obstacles during this project? What was the outcome?
Tell me about a time you’ve had to discuss a project scope change with a client or superior and the outcome of this discussion.
What motivates you?
What are your career goals?
Do you prefer to work independently or within a team?
Describe your style of working with a team or on a group project.
Name two of your top strengths and how you can use those strengths in this job role.

Second and third interview questions are designed to get a more in-depth understanding of how the candidate would succeed in their role. This is the time to hold team interviews with decision-makers and team members who will work directly with the candidate. You will also want to ask job-specific questions during this stage. See our recommendations below.

Job-Specific Interview Questions

During the second and third interviews, the best interview questions are specific to the industry or position the candidate is applying for. This will help you gauge whether the candidate can complete the tasks of the position. Also consider keeping a scorecard on each candidate that you can refer back to when making a hiring decision. We’ve broken down these job-specific interview questions into categories:

Management Questions

If you are interviewing candidates who will manage a team, you will want to be thorough in the questions you ask relating to their management experience and style.

What is your management style?
Tell me about a time when you had to give someone difficult feedback. How did you handle it?
As a manager in this role, you will lead a team of (insert #) people. What specifically will you do during year one to help ensure they each become more valuable to the company and stronger performers overall?
Tell me about a time you had someone on your team who was a challenge. What did you do to manage them, and how did the situation turn out?
What is your experience with hiring and terminating employees?
Why do you like to manage people?

Marketing Questions

Whether you are hiring a Social Media Manager or a Head of Marketing, make sure you hone in on your candidate’s ability to turn marketing ideas and thoughts into new business for your company. Here are the best interview questions that can give you insight into whether a marketing candidate can thrive at your company.

What was the ROI (return on investment) on marketing campaign(s) that you’ve led, designed, or otherwise participated in? What lessons did you learn from them?
What blogs and resources do you follow online to keep up with the industry?
Walk me through your process of a marketing campaign from start to finish. What steps do you take to get results?
Do you have experience building social media channels and an online presence? What do you think works or does not work?
How do you deal with a project that’s gone over budget or pushed past the deadline?

Administrative Assistant

Being an administrative assistant is a multitasking-heavy job. There are certain skills that an administrative assistant must possess to succeed in their role. Here are some solid questions that you should ask every administrative assistant candidate:

Tell me about a time when you had to complete multiple projects at one time for a deadline. How did you prioritize your tasks to complete them by the deadline?
Why do you think you’d be the right administrative assistant for me/for this office?
Walk me through a typical day in the role of an administrative assistant.
What do you enjoy most about administrative work?
What software and office equipment knowledge do you have that will help you succeed in this role?
Describe a situation where discretion was required of you and how you handled the situation.

Real Estate Questions

Real Estate Agents must possess certain skills to succeed. Additionally, real estate is a business of relationships and people, and even the most skilled realtors should have a story to tell. Start by asking the following questions:

Why do you want to work as a real estate agent?
How many transactions did you close in the past year?
From which lead generation source did you see the best ROI?
How will you help grow your business (through our agency)?
How would you utilize the internet, video tours, and social media to sell property?
Tell me about a time when you struggled to build a relationship with a client. What would you have done differently?
What do you find most challenging when you accompany prospective clients on showings? Why?

IT Questions

Information technology (IT) roles are highly skilled and technical. Candidates must possess specific skills and knowledge to succeed in these roles. Ask your candidates the following top interview questions:

Describe a time when you worked in a group on a technical project. What was the outcome?
What programming languages do you know?
How would you handle a client situation where the deliverable deadline is approaching, and your team members may not be available to help?
If you had to design a program from scratch, what steps would you take? How would you ensure the data being entered has zero or minimal errors?

Sales Questions

Recruiting a good salesperson (or business development manager, depending on your industry) is key to growing your business. Ask potential sales employees the following questions:

How do you divide your time between cultivating current clients and searching for new ones?
What approach do you take when you are having difficulty closing the deal?
In your opinion, what can our company do to improve sales?
What is the difference between a short sales cycle and a long sales cycle?
At what point do you stop pursuing a potential client?
Explain your sales process from start to finish.

ZipRecruiter , an applicant tracking system (ATS), can help you throughout the entire hiring process, from recruiting to interviewing to hire. It offers scheduling tools so you can easily set up interviews with candidates and will allow you to include screening questions during the application process.

Interview Question Resources

There are many types of interview questions you can ask during each stage of the interview process. Below are several articles that touch on different styles of interviewing:

Bottom Line

Asking the right questions of your candidates can make the interviewing and hiring process easier. It’s also a good idea to keep a scorecard on each candidate so you can better track responses to your questions. Additionally, applicant tracking systems like ZipRecruiter can help you keep track of your candidates during the interview process.

This article, written by Jennifer Hartman and reviewed by Charlette Beasley , appeared first on Fit Small Business

Hiring is HR’s No. 1 priority and challenge. What now?

Thu, 01 Dec 2022 22:12:58 GMT

The Identity of HR survey revealed the ways in which retention and talent acquisition pain points are inextricable.

Adeline Kon, HR Dive

In HR Dive’s second annual Identity of HR survey, readers’ responses illuminated a troubling trend. Finding and acquiring new talent was listed as a top priority, as well as a top stressor. Survey respondents cited hiring as their top concern (36.49%) — more than compliance (about 7%), more than training (almost 8%), more than tech (roughly 7%).

After largely being in survival mode through COVID-19, companies are now “thinking about how to grow again. How do we re-establish ourselves in the market? Talent is obviously a key component of that,” said Vanessa Akhtar, director at change management firm Kotter. “Even those organizations that had to do layoffs through COVID-19 are now in a position to bring talent back.”

The dual challenge of hiring

Having worked with many utility and energy companies, Akhtar observed that on top of the Great Resignation, the outflow of retiring workers has created “an even bigger gap.” Prior to the pandemic, she said, “A lot of folks were worried about the percentage of their employee base that was going to be retiring in the next three to five years. And now they have the younger workforce also leaving in droves. It’s a dual challenge that they’re facing.”

In turn, hiring secured a top spot as the one of most challenging parts of pandemic-era HR. More so than budget freezes and a lack of financial resources (around 22%), contactless recruiting, I-9 documentation and the cumbersome task of remote onboarding put respondents (about 47% of them) through the ringer. Additionally, about 57% of HR professionals said that tackling loss of engagement, worker isolation and mentorships — in short, culture — was salient for them.

Why talent acquisition is tricky right now

When asked about the biggest challenges in 2021, pandemic aside, about 55% of HR Dive respondents still said hiring.

So, why is hiring a consistent pain point for HR professionals? Anyone who has encountered Gen Z talent or read about their approach may be able to guess what is top of mind for many job seekers.

“They’re being very selective about their roles. They’re looking for more than just a paycheck,” Molly Brennan, a founding partner at executive search firm Koya Partners, told HR Dive. The jobs that they will select likely touch on their idea of “meaningful work” and provide flexibility, Brennan acknowledged.

“What worked five or 10 years ago is not likely to work with the current labor market."

Vanessa Akhtar

Director, Kotter

Akhtar expressed her belief that many older generations think of millennials as “20-somethings.” However, she said, “Most millennials are actually in their mid-30s and above. They’re getting to a place in their career where they really want to be shepherded into more formal leadership roles.” Mirroring HR Dive readers’ concerns, Akhtar pointed to workplace culture, saying that millennial workers will relish mentoring, training, and other L&D opportunities to help them reach those higher-level leadership roles.

Akhtar also noted that, from her perspective, job candidates are seeking flexibility as well as better work-life balance. Regarding the future of recruiting, she said, “What worked five or 10 years ago is not likely to work with the current labor market.”

So, what actually works?

As soon as the Great Resignation hit, recruiters across industries scrambled to find hiring incentives that would sway even the toughest of customers. Among HR Dive readers alone, a number of talent acquisition strategies were on the table: signing bonuses, student loan repayment, apprenticeship programs, calling in friends with referral rewards, mental health benefits and boosted health care overall. The most cited strategy was increasing hourly wages or salaries.

Brennan is a big believer in the idea that “it’s not all about money” when it comes to recruiting in 2022. Echoing Akhtar’s observations about work-life balance being a priority, Brennan told HR Dive she’s seen candidates get more introspective about “meaningful” work and the desire to work somewhere “creating good in the world.’”

In other words: “Compensation is in that constellation, but I don’t think it’s the primary star.”

While the Great Resignation, Reshuffle, Reprioritization and many other nouns that start with “R” continue to be a challenge for HR pros, it can also present unfathomable talent opportunities. “If you can differentiate yourselves and differentiate your organization, you’re gonna have people who want to come there,” Akhtar said. “You have a whole new pool of talent that you might not have had access to before.”

This article, written by Caroline Colvin , appeared first on HR Dive .

Your Employees Aren't Motivated. Here are 7 Reasons Why You Need to Improve Employee Motivation

Wed, 30 Nov 2022 21:48:12 GMT

Motivation plays a central role in achieving anything in life, especially in business and careers. This article provides insight into the benefits of a motivated and dedicated team in elevating your business.

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Employee motivation is critical to any organization as it directly impacts its earnings. A motivated employee is a productive employee , and a productive employee is an asset to any organization. Employee motivation can be divided into three main categories: intrinsic, extrinsic, and intrinsic-extrinsic.

Intrinsic motivation comes from within the employees and is based on their desires, needs and motivations. Extrinsic motivation comes from outside sources, such as rewards and punishments. Intrinsic-extrinsic motivation is when external rewards and punishments enhance the employee's personal motivations.

Motivation leads to higher levels of customer satisfaction and loyalty, which results in increased profits for the organization. It is therefore essential that organizations find ways to increase employee motivation. There are several ways to motivate employees, including financial incentives, positive reinforcement and opportunities for advancement. Below are some ways employee motivation increases an organization's earnings.

1. Increased employee commitment

Employee motivation is one of the most important aspects of any organization. Motivation can increase employee commitment , which in turn can lead to increased revenue. When employees are motivated, they are more likely to put in their best efforts, which can result in better productivity and overall success for the company.

Many companies understand the impact of motivation on commitment and use various means to increase employee motivation, but there are a few drawbacks. Firstly, motivation can be contagious, leading employees to be more committed to the company and produce more products. However, if the motivation is not sustainable, it can lead to burnout or a lack of enthusiasm.

2. Increased profits

The most effective way to motivate employees is to focus on the individual needs of each employee. Companies can create an environment that encourages employee productivity and motivation by understanding what motivates each employee. Businesses that focus on employee motivation see an increase in profits . Motivated employees are more productive and efficient, have lower absenteeism rates and are more likely to stay with a company for the long term.

3. Reduced employee turnover

Employee motivation has been shown to have a positive effect on both employee turnover and company revenue. In an Indeed.com study compiled from employee reviews, it was found that employees motivated by their job were less likely to leave their position, and companies with motivated employees had higher revenue levels. The study showed many ways to motivate employees, but the most effective way is through monetary and non-monetary rewards. While financial rewards are important, they are not the only way to motivate employees.

4. Improved product quality

Lack of employee motivation is the main reason for low productivity and business revenue. By fostering a sense of urgency, clarity and purpose among employees, employee motivation elevates product quality and revenue for the company. Employees are more likely to produce high-quality products and boost sales by being encouraged to work toward a common objective. As a result of increased effort due to increased motivation, the cost of producing a product decreases, increasing revenue for the company.

5. Optimized training development

Employee motivation optimizes training development and ensures that employees can positively contribute to the organization. Investing in employee development through training and education can lead to higher motivation levels and, as a result, increased productivity and profitability. It is important to note that employee motivation is not always about financial compensation. Research has shown that employees are motivated by various factors, including recognition, meaningful work and career growth opportunities.

6. Improved customer satisfaction

Employee motivation improves customer satisfaction and increases business revenue by creating a connection between an employee and their job. Employees who are satisfied with their work are more likely to provide top-notch customer service. Motivation also increases the likelihood of employees recommending their company to others. Happy employees also tend to be more productive and are less likely to leave their job. In turn, this leads to increased revenue for businesses.

7. Constant employee development

Motivation fosters employee development so that employees are constantly growing and learning to meet the company's ever-changing demands. Motivation should encourage constant employee growth and development, not just periodic bursts of enthusiasm. Constant motivation helps employees stay engaged, leading to better work performance and a higher sense of job satisfaction.

Sources of employee motivation

Bonuses and other financial incentives

Bonuses and other financial incentives are often used to motivate employees. Studies have shown that bonuses can improve employee motivation and productivity. Financial incentives can come from cash bonuses, stock options or profit sharing.

Flexible working schedules

Flexible working schedules can have a significant impact on employee motivation. In particular, employees who are allowed to work flexibly are often more motivated to work harder and contribute positively to the organization. There are several reasons for this, including that flexible working schedules often allow employees to balance their work and personal lives better. Additionally, flexible working schedules can give employees a greater sense of control over their work lives, leading to increased motivation.

Improved working conditions

New employees are often motivated by the potential for improved working conditions. Companies can increase employee satisfaction and motivation by providing a positive work environment. This can lead to increased productivity and a reduction in turnover. Improved working conditions can take many forms, including better equipment, up-to-date technology, safety gear and safety installations to prevent work accidents and related risks.

This article, written by Ferrat Destine , appeared first on Entrepreneur .

‘A whole new mindset’: HR experts and researchers share tips for a successful return to office

Tue, 29 Nov 2022 20:34:07 GMT

Coverage of the 2022 GeekWire Summit, bringing together business, tech and community leaders for inspiring discussions about the future.

Future of Work panel at the 2022 GeekWire Summit, from left to right: Holli Martinez of T-Mobile, Julia Anas of Qualtrics, Megan Hansen of Smartsheet, and moderator Arianne Cohen of Bloomberg News. (GeekWire Photo / Dan DeLong)

As concerns related to the COVID-19 pandemic recede, companies are still feeling their way through the future of work. Who’s coming into the office, how often, for what purpose and what does the workplace itself even look like?

A trio of tech leaders joined the GeekWire Summit in Seattle last week to share their strategies for navigating work in 2022. The group agreed that flexibility is one critical ingredient for a successful transition to this new era of hybrid work.

The session included Julia Anas , chief people officer at Qualtrics; Megan Hansen , chief people and culture officer at Smartsheet; and Holli Martinez , vice president and head of diversity, equity and inclusion at T-Mobile; and was moderated by Arianne Cohen of Bloomberg News. Here’s their advice:

Be deliberate

About a year ago, Smartsheet leadership systematically looked at every job in the company, determined which were remote eligible, and established the expectations of each role. The company is centering on employee choice and agility in adapting to their workforce needs.

“We’re trying to make choices that align with our purposes and our mission,” Hansen said.

Qualtrics initially proposed that employees come in three days a week. “It didn’t go over well for our population,” Anas said. So it went back to the drawing board and let individual teams set their own schedules. Now most employees are working one or two days in the office.

Listen to your employees

All three companies embraced multiple avenues for gathering feedback from workers. For Qualtrics, that included five questions that the company is asking 10-to-15% of their workforce each week, such as: how often are you coming into work; what draws you in; your satisfaction with working onsite; did you make meaningful connections; and were you productive?

The survey also includes an open-ended question about how they could improve the experience, which generates “a lot of creative writing and ideas,” Anas said. The company has polled 70% of its employees so far.

Martinez said that T-Mobile’s strategies include hosting listening sessions and working with employee resource groups (ERGs) to make sure that they’re hearing from workers who belong to minority groups.

Rethink your workspace

During the pandemic, T-Mobile merged with Sprint, which led to a $160 million remodel of the company’s headquarters and a re-imagining of its workspaces. The new approach features rooms evocative of living and dining rooms to facilitate collaboration; rooms designated for nursing mothers and prayer; a pub; and a food hall.

“There are spaces that make you want to be there,” Martinez said.

Qualtrics incorporated onsite beer taps in Dublin and Seattle, where it recently opened a new co-headquarters office. The focus was social and work collaborations.

“It draws people to have those ‘casual collisions’ where you can grab someone just to catch up,” Anas said.

Smartsheet shrank its physical office space footprint due to the pandemic. The company now rents spaces for large events. It’s also valuing conferences as a means for reconnecting workers, including the upcoming AFROTECH Conference in Austin.

Microsoft Chief Scientist Jaime Teevan speaks at the 2022 GeekWire Summit in Seattle. (GeekWire Photo / Kevin Lisota)

While these companies are coming up with strategies that seem to be working, it’s clear that there will be ongoing challenges as employers and employees redefine work.

Microsoft Chief Scientist Jaime Teevan gave a presentation at the GeekWire Summit, sharing results from a recent Microsoft study that revealed a big disconnect between employees and their managers. It found that 87% of surveyed workers say they are productive at work, but only 12% of leaders say they’re fully confident their employees are productive.

The results came from a survey of 20,000 people at companies in 11 countries.

“No one questions that we’re working more,” Teevan said. Microsoft has collected data showing increases in the number of meetings being scheduled and the hours people are working and emailing.

But that doesn’t tell the whole story. The problem, Teevan said, is “leaders aren’t convinced that their employees are working on stuff that matters.”

RELATED: ‘Productivity paranoia’: Microsoft study of corporate workplaces finds big disconnect in hybrid work

And while many employers are eager to get workers back into the office for a variety of reasons, the draw for workers is the chance to socialize with colleagues and rebuild their teams, the Microsoft research showed.

There is still so much learning that needs to happen, Teevan said.

“It’s not even just new skills that we need to learn. It’s a whole new mindset,” she said. “We need to be doing this experimentation. We need to be [using] what we’ve learned.

“If we can do that, we have this opportunity to completely reimagine work,” she said, “and hopefully create a new and better future work.”

This article, written by Lisa Stiffler , appeared first on GeekWire .

Forrester: 5 tips for managing hybrid workers

Mon, 28 Nov 2022 22:33:05 GMT

As more employees leap on the hybrid work bandwagon, a Forrester report finds it is here to stay and recommends steps for ensuring its success over the long term.

Nuthawut, Adobe Stock

Hybrid work has been a tantalizing proposition: Employees can work both in the office and remotely, and many are taking advantage of the opportunity organizations are offering. In fact, a recent Forrester report, “Mastering the Messy Middle of Hybrid,” observes that 51% of organizations are moving toward hybrid work. However, the report also finds that hybrid work is not without its issues.

SEE: Home video setup: What you need to look and sound professional (TechRepublic Premium)

“The road to hybrid success has serious speed bumps: Doubtful leaders; dissatisfied managers; frustrated employees; and a need for new processes, technologies and culture,’’ the report said.

But it appears hybrid work is here to stay, the report noted, saying that the firm’s data “reveals business and technology professionals expect a permanently higher rate of fully remote employees.”

Hybrid work complexities include burnout

Some two-thirds of U.S. firms have adopted anywhere work. With that in mind, organizations must address the fact that hybrid work is complex and “introduces daunting new challenges … that remote work didn’t prepare us for,’’ the report said.

Even though the COVID-19 pandemic catalyzed the anywhere-work revolution, the remote-work experience was always going to be easier than hybrid because everyone operated on a level playing field, according to the Forrester report.

Hybrid work eliminates the equal footing of remote work and introduces the complexity of a multi-location workforce in perpetual motion, the report said. As a result, employees too often don’t know why they’re in the office.

“A typical hybrid work dilemma: An employee comes into the office, but their teammates aren’t there; they’ve wasted a commute for no job benefit,’’ the report said.

Another issue is that in-office experiences frequently don’t make employees happy, and because workers have experienced the hybrid model, that leaves them wishing for more time at home.

For U.S. workers whose jobs can be done remotely, the average number of days per week that they want to work from home has increased from 2.55 days in September 2020 to 2.77 in January 2022, and 2.86 in July 2022, the report said.

This increase is due to the fact that too few organizations have thought intentionally about what should be done in the office versus remotely, the report maintains.

A proliferation of online meetings during the pandemic has led to ongoing fatigue because “hybrid meetings are hosted in rooms that were never equipped for them.”

Yet another factor is ongoing workforce burnout. Forrester’s 2022 Workforce Survey indicated that 55% of business and technology decision-makers believe they’re working harder than before the pandemic.

“Burnout is a long-standing problem with new causes, impact and urgency,’’ this latest report finds.

Forrester said that fully in-office workers report lower employee experience scores, particularly related to stress and anxiety, work-life balance, flexibility and satisfaction with their work environment. Hybrid employees scored higher, while those working fully remote scored highest.

“Forcing employees back to offices exacerbates burnout,’’ the report said.

There is also a perception that “in person is always better,” which leads to presenteeism, with some employees trying to impress management by being seen, Forrester said.

How to manage anywhere work

Moving to an anywhere-office model and implementing anywhere work is necessary but requires changing long-established practices, which Forrester observes “will be hard on leaders and workers alike’’ and will take years before it succeeds.

Hybrid work specifically requires strong leadership and a commitment to building organizational competencies. The firm recommends a number of steps.

Elevate employee voices and invest in employees’ experiences

Keeping the dialogue going between leadership and the workforce is crucial. This means establishing a regular cadence for data collection in an employee listening program. The best practice is to establish your own deep listening function, one that iterates with pulse surveys and focus groups and keeps up to date on changing employee needs, preferences and desires. This is a critical first step, Forrester stressed.

Hire new organizational expertise to guide anywhere work

Organizations have been hiring or skilling up employees with new capabilities to navigate anywhere work. Consider emerging titles like “hybrid workplace flexibility lead,” “director of hybrid working,” “flexible workspace operations manager,” and “vice president, employee engagement and flexible work.”

Build cultural practices and insights that support your strategy

Consider both your corporate culture energy and the wider culture to determine how anywhere work fits in.

Aim to lower psychological distance

Physical distance has less impact on key outcomes for the workforce than operational or relational distance — put another way, collaboration technologies, workflow participation and emotional relationships all play a stronger role than physical colocation.

Ensure that your organization’s leadership models the right behaviors

A bank interviewed by Forrester said that its hybrid work policy was suffering from presenteeism pressures because executives have returned to the office five days a week, thereby disincentivizing employees from taking advantage of flexibility, the report said. By contrast, executives at Slack are told to spend no more than three days a week in the office.

“We want them to model the behaviors we’re seeking, understanding that what they do manifests with employees and could invite proximity bias,” the report said.

This article, written by Esther Shein , appeared first on TechRepublic .

Employers are focused on keeping healthcare benefits costs down for employees

Wed, 23 Nov 2022 19:19:36 GMT

Controlling ever-increasing healthcare benefits costs is a top priority for two out of three employers over the next three years. And that’s not going to be easy, as costs are expected to continue their upward trajectory for the foreseeable future.

While employers dealt with a 5% increase in healthcare costs this year, experts are predicting the jump next year to be 6%.

To help manage the rising costs, employers are implementing new initiatives that will hopefully make benefits more affordable for their employees, according to a new survey by WTW , a global advisory, broking and solutions company.

“With no end in sight to projected cost increases, the need to manage healthcare costs and address employee affordability has never been greater,” said Courtney Stubblefield , insights & solutions leader, health & benefits, WTW. “Yet, with so many potential actions, employers must focus on changes that go beyond addressing their employees’ needs to also support efforts to attract and retain talent during a tight labor market.”

The report, which surveyed 455 employers, found companies are using a number of different tactics to manage costs and enhance employee affordability. Here are five of them:

Defined contributions : Instead of offering a set of benefits and paying the same percentage each year, 41% of employers plan to use a defined contribution strategy. They’ll pay a fixed dollar amount to all employees, but it’ll change according to the different employee tiers. An additional 11% have this initiative in their playbook for the not-too-distant future.

Assess contributions by income : Over the next two years, 32% of employers said they’ll look at employee health payroll contributions as the basis for benefit design decisions. That’s a 19% increase compared to 2022.

Low-deductible plan : Thirty-two percent of employers are offering a plan with low member cost-sharing this year with another 7% considering this option over the next two years.

Contribution banding : Twenty-eight percent structured payroll contributions to ease costs for specific groups, such as low-wage employees. Thirteen percent of employers have this earmarked for the near future.

Upping budget : Twenty percent of employers said increasing their healthcare plan budget is how they plan to tackle the rising benefits costs immediately. And they aren’t going to steal from Peter to pay Paul. That would just take other benefits away from their employees. In addition, another 30% said while they aren’t doing a budget expansion now, they expect to implement it over the next few years.

“Employers that act now to predict, plan and implement solutions and strategies that balance employee affordability objectives with escalating prices can avoid having to take desperate measures in a rising healthcare cost environment,” said Tim Stawicki , chief actuary, health & benefits, WTW. “Without question, employers face difficult challenges in the next few years. And with limited budgets, the challenge of making decisions that consider healthcare affordability and engagement is exponentially greater.”

This article, written by Renee Cocchi , appeared first on HRMorning .

Salary Negotiation Tips For HR And Payroll Pros

Tue, 22 Nov 2022 17:08:47 GMT

Although it's challenging for most people to leave their current employer, it is in your best interest to learn how to negotiate a pay raise.

Shutterstock

How Pay Raises Typically Work

A payroll or HR pro gets paid a salary with a 2% to 3% cost of living increase each year. And by the time 5 to 10 years roll by, you realize how underpaid you are in the marketplace. That said, ask yourself this question, “What would my boss have to pay to replace me?” Most likely, the answer is more money.

The People Who Negotiate A Better Salary Just Ask For More Money

The old adage “The answer is no if you don’t ask the question” is alive and well regarding salary negotiations. Remember, a person’s compensation package is built around ranges. Although the pandemic has changed how many employees view compensation, you still need to focus on long-term loyalty and your career path (focusing solely on money can be a career mistake).

Know When It’s Time To Move On

If you are unhappy at your current position, ask yourself why. Is it due to…

Bad boss.
Leadership changed or new owner.
Little to no benefits/vacation time.
Long commute.
Long work hours.
Too much stress.
Toxic work environment/culture.
You are being underpaid.

If your goal is to negotiate a better salary, here are a few strategies to consider:

1. Know What Your Skills Are Worth: Do some research on what the marketplace is paying for your years of experience, education, location, certifications, or any special training you have obtained.

2. Define Your Needs, Wants, And Pay: Write down what your needs, wants, and pay should be based on your goals. Conversely, you need to know what pay level you are willing to not accept or extra bonuses or benefits. More vacation time also is important to some people. Outline what perks matter to you most before you start negotiating.

3. Ask For More After The Initial Offer: Most people in the business world don’t realize their total worth or ask for more on the initial offer (the initial offer can be improved upon).

4. Be Prepared: When on an interview or with your current employer, it is best to be prepared to talk about your salary. Although an increase in pay is your goal, promised bonuses, stock options, etc., oftentimes never happen.

5. Plan Out What To Say: Here’s a sample script, "I'm hugely interested in the position; however, I was disappointed with the salary offer as it was lower than I expected, especially since I have X years of experience and my past track record of success." After saying this, stop talking and let the hiring person make the next move.

6. Stay Confident: A seasoned hiring manager may ask what you had in mind for a salary. If they do, tell them what you want, as they will most likely come back with a better offer. You also need to negotiate the small stuff like vacation/PTO time, working from home schedule, etc.

Summary: We recommend practicing your salary/package request, and if you do, you will reflect a confident person and your ability to get it. Nonetheless, it is critical to know what you are worth in the open market.

6 Steps to Conflict Resolution in the Workplace

Mon, 21 Nov 2022 20:59:29 GMT

Conflict resolution in the workplace can be broken down into steps to simplify the process. By doing so, HR and managers can ensure more effective communication and a more effective conflict resolution process.

Shutterstock

1. Clarify what the disagreement is

Clarifying involves getting to the heart of the conflict. The goal of this step is to get both sides to agree on what the disagreement is. To do this, you need to discuss what needs are not being met on both sides of the conflict and ensure mutual understanding. During the process, obtain as much information as possible on each side’s point of view. Continue to ask questions until you are certain that all parties involved (you and those on either side of the conflict) understand the issue.

2. Establish a common goal for both parties

In this step of the process, both sides agree on the desired outcome of the conflict. “When people know that they’re working towards the same goal, then they’re more apt to participate truthfully to make sure that they reach that end goal together.” Kimberly A. Benjamin explained in a recent BLR webinar. To accomplish this, discuss what each party would like to see happen and find a commonality in both sides as a starting point for a shared outcome. That commonality can be as simple as “both sides want to end the conflict.”

3. Discuss ways to meet the common goal

This involves listening, communicating, and brainstorming together. Continue with both sides working together to discuss ways that they can meet the goal they agreed on in step 2. Keep going until all the options are exhausted.

4. Determine the barriers to the common goal

In this step of the process, the two parties acknowledge what has brought them into the conflict and talk about what problems may prevent a resolution. Understanding the possible problems that may be encountered along the way lets you proactively find solutions and have plans in place to handle issues. Define what can and cannot be changed about the situation. For the items that cannot be changed, discuss ways of getting around those road blocks.

5. Agree on the best way to resolve the conflict.

Both parties need to come to a conclusion on the best resolution. Start by identifying solutions that both sides can live with. Ask both sides and see where there is common ground. Then start to discuss the responsibility each party has in maintaining the solution. It’s also important to use this opportunity to get to the root cause to ensure this conflict will not come up again. “A lot of times when we try to fix problems, we get so caught up in fixing it that we do not identify what we need to do so it doesn’t happen.” Benjamin cautioned.

6. Acknowledge the agreed upon solution and determine the responsibilities each party has in the resolution

Both sides need to own their responsibility in the resolution of the conflict and express aloud what they have agreed to. After both parties have acknowledged a win-win situation, ask both parties to use phrases such as “I agree to…” and “I acknowledge that I have responsibility for…”

This article, written by Kimberly A. Benjamin, appeared first on HR Daily Advisor

14 Easy Ways to Make Extra Money at Home

Fri, 18 Nov 2022 19:57:08 GMT

A side income feels like being rich if you already have a day job that covers the bills and some spare time.

gpointstudio , Adobe Stock

Making some extra cash doesn't actually have to be that complicated. As someone who's been immersed in the field of online income generation for nearly two decades now, I can tell you that it takes some work. However, there are several clear paths forward. At the end of the day, it all boils down to what your goals are and just how much you're looking to automate your income.

Could you make an extra $200 per month? Sure. How about an extra $1000 per month? How would that change your life? To most, it would make a monumental difference. But what if we were talking thousands more per month or even tens of thousands more? How would that alter the trajectory of your life? Clearly, you can make real money with just some internet access. You just have to decide how much of your time it's worth.

While we all have some extra time , it often doesn't feel like it. But it also doesn't take too much effort to make some extra dough on the side with some home jobs. We're not talking about millions upon millions here -- we're mostly talking about doing small, bite-sized projects to generate some extra income. And depending on your skill set , you could easily make a few hundred dollars or even a few extra thousand per month with remote work .

1. Become a virtual assistant.

One easy way to earn money from home is to help others complete tasks as a virtual assistant. If you're highly organized and can properly manage your time, then becoming a virtual assistant presents a low-friction entry point into the digital services industry. You can easily perform these functions with remote work no matter where you live.

Finding a remote job as a virtual assistant can be easily done through sites like Upwork , Indeed.com and Remote.co . Search the existing job postings and create bids. You'll need effective communication skills and fluency in English and popular web and business software applications.

2. Sell stuff on eBay or Craigslist.

A large subset of our society is earning a full-time income by selling items on Craigslist and eBay . You can do this by selling your own items, or you can help sell items for other people and take a small commission. Selling on eBay offers more friction than Craigslist and you'll need to establish solid reviews before you can begin to move high-ticket items.

However, eBay does provide resources for sellers to help you get acclimated to selling on the platform. Take the time to do your due diligence and research the platform. If you have some solid online marketing skills, you'll find this much easier than if you're a complete newbie to the world of digital marketing.

3. Trade cryptocurrency.

As the digital world evolves, so does our currency. What seemed like a novelty yesterday will ultimately become the preferred medium for good money. A Gallop poll found that 10 percent of people claimed to use cash as their preferred payment method in 2016 (down from 19 percent in 2011).

While cryptocurrency is still relatively new, it will ultimately become the standard. Bitcoin and Ethereum might be the primary cryptocurrency platforms today, but the US Dollar will eventually become the Digital Dollar by leveraging the blockchain. You can take advantage of the current boom in cryptocurrency by trading it through platforms like eToro and Kraken , amongst many others.

4. Online tutoring

Websites like Skooli , Tutor Me and Tutor.com provide resources for entering into the online tutoring space. While you don't need to use a platform like these, they provide a lower friction entry point into the market. You could also search for online tutoring gigs on a variety of other sites like Upwork, Freelancer and many more.

What types of things can you tutor in an online course? You could easily tutor a subject like math or science, while also teaching a language like an english online course if you're bilingual. You could also tutor musical instruments like the guitar or piano, along with a slew of other subject matters.

5. Sell services on Fiverr

Fiverr has grown significantly since its inception. Today, it's a vast marketplace for freelance work where you can sell just about any service under the sun. This is great if you're looking to make money online as a digital nomad or even while sitting at home on your laptop while in your pajamas.

What, specifically, can you sell on Fiverr? Anything from graphics and design services, to digital marketing, freelance writing and translation services, video and animation services, music and audio, programming and application development, business services and lifestyle services that includes anything from celebrity impressions to gaming.

6. Build sales funnels.

Every successful business has an automated sales funnel . Yet, so many businesses are completely unaware of the power of an effective funnel. Sales funnels provide automation in the sales process. They help you build a relationship with your audience and develop a bond with the consumer. There are plenty of tools you can use to build a sales funnel, but the world's most successful businesses often create custom-coded funnels.

Expert sales funnels often start with a free offer, also called the lead magnet. By delivering value in the lead magnet, you're creating trust with the consumer. In the next step, you'd usually find what's called a self-liquidating offer or a trip wire. These are deals that are hard to pass up, often for $7 to $47. The front-end offer is usually found beyond that along with one-time offers to help boost the lifetime value of the customer and the average cart value.

While there are considerable technique details when it comes to sales funnels, understanding them today, right now, could set you up for a higher degree of online marketing prowess. It'll also help you scale your business by optimizing a conversion rate, then simply expanding your ad spend.

7. Rent out your home.

Another way you can make money at home is to actually rent out your home. AirBnB has carved a sizable industry out of vacation rentals. While the market did exist prior to AirBnB's arrival, it's certainly grown by leaps and bounds since its arrival on the scene.

In 2017, AirBnB purchased luxury vacation rental provider, Luxury Retreats , and other consolidations in the marketplace have happened with leading sites like InvitedHome's acquisition of PPG rentals and Seasoned Dreams' platforms, and Expedia's $3.9 billion acquisition of another vacation rental giant, HomeAway . The market is booming and the time is ripe for entry, no matter how big or small your home or condo might be.

8. Launch an ecommerce site.

Ecommerce is booming. While Amazon takes the lion's share, consumers are buying by the droves when they can scoop up great offers. In fact, some of the leading online marketers like Neil Patel , Frank Kern , Dean Graziosi , David Sharpe , John Reese and many others, are using free-plus-shipping ecommerce and book funnels to make small fortunes. This comes back to the implementation of sales funnels within an ecommerce environment. In fact, much of what people think about traditional ecommerce stores taking months or even years to build and costing a small fortune simply isn't true.

9. Start a blog.

Blogs are quite possibly one of the best ways to earn a passive income , even while traveling the world as freelance writer. While starting a blog might be simple you will need to put in the work and the effort in order to reap the benefits of your blog posts. Plant the seeds now to enjoy the harvest later.

However, once that blog gets going, generating an income and scaling out your product as a business owner is straightforward. Simply produce more content and line up more offers. As your blog grows in popularity, you'll also be able to attract top talent willing to write for you simply in exchange for one very powerful link back to their own websites.

10. Build a side hustle business.

There are plenty of ideas for lucrative side hustle businesses that you could easily start from the comfort of your own home. While starting them is easy, actually putting in the work to market and grow those businesses is a bit more challenging. The hard part is seeing them through.

While you could launch a regular business selling someone else's products, you could also invent your own product. While businesses based on inventions might seem more complex to create, they do present attractive investment opportunities as depicted on popular shows like Shark Tank .

11. Create webinars

I've become obsessed with the webinar medium for selling. Building out automated webinars is one of the most useful skills you could possibly have, like entrepreneur Jason Fladlien , who's done of $100 million in sales through webinars by only selling other people's products and not his own.

Webinars follow a specific template and format. They're formulaic. If you can master that formula, you can quite literally dominate in this space. Find a good idea or opportunity that you can sell that delivers massive amounts of value.

12. Social media management.

Social media management is a great way to generate an income from home. Considering the expansion of social media, businesses are clamoring to find their way in front of prospects. However, most businesses haven't got a clue about how they can increase their exposure. That's where you come in.

Building a social media management business might take some effort and time, but it's well worth it. You could charge a sizable monthly fee for each business to help manage their social media, allowing you to earn a full-time income doing this gig.

Liz Benny , the founder of Jinga Social, not only built one of the largest and most well-known social media management businesses out there, but also created multiple seven-figure webinars teaching people, you guessed it, how to launch your own social media management company.

13. Affiliate marketing

Affiliate marketing presents a very low friction entry into selling products online. While you do need some type of audience to sell these products or services to, you could make a significant amount of money from home while doing it. Some products or services have very high earnings per click. That means, if you play your cards right, you could easily make a large profit on conversions by driving traffic to specific offers as long as you target the right interests.

You can find affiliate marketing offers on sites like ClickBank , CJ.com and Rakuten LinkShare , amongst many others. Search for the right offer and ensure that you present it to the right audience and don't spam people about it. Do your marketing ethically.

14. Create online courses.

One of my absolute favorite ways to make extra money from home is to create online courses. Now, this does take an upfront investment of time. But, as any other passive income generating activity, you do the work once and get paid repeatedly for it.

Take whatever skill you have and find a way to build a course around it. Use sites like Udemy , Ankur Nagpal's, Teachable or Jonathan Cronstedt's Kajabi to build those courses then begin marketing.

This article, written by R.L. Adams , appeared first on Entrepreneur .

Why employers should embrace quiet quitting

Thu, 17 Nov 2022 17:46:08 GMT

If you're on The Internet, you've heard about "quiet quitting" by now: the idea that workers have stopped going above and beyond for their jobs. It involves a tangible change in work hours and effort, but it's also a mindset that's intended to reduce work-related stress .

The framing of it—quiet quitting—makes it feel like you're getting away with something or like you've discovered the next great life hack. It's no wonder it's become the buzzword-du-jour. And it's led to all sorts of hot takes. Some people think it's "a step toward quitting on life." Others support the idea, but not the term: as Danielle Cohen put it in The Cut, "I'll just be calling that work."

My hot take? Quiet quitting isn't just an opportunity for employees to reduce burnout—it's also an opportunity for companies to succeed.

Quiet quitting is an opportunity

With the Great Resignation , we saw large numbers of retail and service workers decide they'd had enough, but even before the stress and increased risk brought on by the pandemic, burnout had become a well-known and common occupational phenomenon .

I'd argue that the buzz around quiet quitting is indicative of a cultural shift. The idea may not be new , but it's captivated the current zeitgeist for a reason. People are questioning what their relationship to work should look like and taking steps to protect their well-being ahead of their company's bottom line.

I've worked in some form of customer support for the past decade, so I understand exactly why it's those customer-facing roles that burn out first. In many cases, customer support roles are paid the least and have the least amount of power and autonomy. But more importantly, as Mathew Patterson of Help Scout points out, customer service is often used to cover up more detrimental underlying issues.

Slapping some tape over a leak might be effective in the short term, but tape will wear out. And in the meantime, you'll have ignored the question of how the leak got there in the first place.

Quiet quitting may be the result of burnout. But burnout is caused by something too—and it would be in employers' best interest to figure out what that something is.

Tom Walker, a manager on Zapier's Support team, agrees:

"If members of my team are working additional hours in our support queue, that tells me there's a bigger issue somewhere to address. For example, is there a bug or product defect that's accounting for a number of new emails? Is there a process that we can refine? Or do we need to focus our attention on hiring?"

When someone goes above and beyond their job description to help solve a pressing company problem, they deserve recognition and thanks. But leadership should also treat these instances as warning signs and not become complacent and dependent on the sacrifice of their employees' personal time and mental health.

"You can't solve a problem that you can't see," Tom continues. "As much as I love and appreciate the generous spirit of the teammate who goes the extra mile in times of need, I also see the incredible value of the teammate who questions what we are doing and leans into our grow through feedback value. The ideal teammate for me is one that draws personal boundaries and gets leadership's attention toward what's falling through the cracks."

Instead of denouncing quiet quitting, or even ignoring it, employers would be well-served to embrace it—and learn from it.

This article, written by Breetel Graves , appeared first on Zapier .

21 Cybersecurity Tips and Best Practices for Your Business

Wed, 16 Nov 2022 18:52:28 GMT

Cybercrime is undoubtedly one of the fastest-growing crimes in the world and it continues to impact businesses in all industries. Unless you want your company or firm’s name to end up in the headlines as a result of a security breach, you need to be aware of the most up-to-date cybersecurity tips and best practices.

Staying protected from cyberattacks is challenging, however. It’s difficult to keep up when cybercriminals are persistently looking for new ways to expose security risks.

Still, there are a number of cybersecurity tips that will help you prevent cyber attacks.

Top Cybersecurity Tips in 2022

Here, we’ve compiled a list of the top cybersecurity tips and best practices for you to implement and share with others. We’ll continue to update this list to help keep your business secure.

1. Keep software up-to-date

Software companies typically provide software updates for 3 reasons: to add new features, fix known bugs, and upgrade security.

Always update to the latest version of your software to protect yourself from new or existing security vulnerabilities.

2. Avoid opening suspicious emails

If an email looks suspicious, don’t open it because it might be a phishing scam .

Someone might be impersonating another individual or company to gain access to your personal information. Sometimes the emails may also include attachments or links that can infect your devices.

3. Keep hardware up-to-date

Outdated computer hardware may not support the most recent software security upgrades. Additionally, old hardware makes it slower to respond to cyber-attacks if they happen. Make sure to use computer hardware that’s more up-to-date.

4. Use a secure file-sharing solution to encrypt data

If you regularly share confidential information, you absolutely need to start using a secure file-sharing solution. Regular email is not meant for exchanging sensitive documents, because if the emails are intercepted, unauthorized users will have access to your precious data.

On the other hand, using a secure file-sharing solution like TitanFile will automatically encrypt sensitive files so that you don’t have to worry about a data breach. Remember, your files are only as secure as the tools you chose to share them with.

5. Use anti-virus and anti-malware

As long as you’re connected to the web, it’s impossible to have complete and total protection from malware. However, you can significantly reduce your vulnerability by ensuring you have an anti-virus and at least one anti-malware installed on your computers.

6. Use a VPN to privatize your connections

For a more secure and privatized network, use a virtual private network (VPN). It’ll encrypt your connection and protect your private information, even from your internet service provider.

Related Article | 8 Advantages of Using a VPN

7. Check links before you click

Links can easily be disguised as something they’re not so it’s best to double check before you click on a hyperlink. On most browsers, you can see the target URL by hovering over the link. Do this to check links before you click on them.

8. Don’t be lazy with your passwords!

Put more effort into creating your passwords. You can use a tool like howsecureismypassword.net to find out how secure your passwords are.

9. Disable Bluetooth when you don’t need it

Devices can be hacked via Bluetooth and subsequently your private information can be stolen. If there’s no reason to have your Bluetooth on, turn it off!

10. Enable 2-Factor Authentication

Many platforms now allow you to enable 2-factor authentication to keep your accounts more secure. It’s another layer of protection that helps verify that it’s actually you who is accessing your account and not someone who’s unauthorized. Enable this security feature when you can.

11. Remove adware from your machines

Adware collects information about you to serve you more targeted ads. It’s best to rid your computer of all forms of adware to maintain your privacy. Use AdwCleaner to clean adware and unwanted programs from your computer.

12. Double check for HTTPS on websites

When you’re on a website that isn’t using HTTPS, there’s no guarantee that the transfer of information between you and the site’s server is secure. Double-check that a site’s using HTTPS before you give away personal or private information.

13. Don’t store important information in non-secure places

When storing information online, you want to keep it in a location that can’t be accessed by unauthorized users.

14. Scan external storage devices for viruses

External storage devices are just as prone to malware as internal storage devices. If you connect an infected external device to your computer, the malware can spread. Always scan external devices for malware before accessing them.

15. Avoid using public networks

When you connect to a public network, you’re sharing the network with everyone who is also connected. Any information you send or retrieve on the network is vulnerable. Stay away from public networks or use a VPN when you’re connected to one.

16. Avoid the “secure enough” mentality

Unless you’re completely isolated from the rest of the world, there’s no such thing as being “secure enough.” Big companies like Facebook invest a fortune into security every year but are still affected by cyber attacks.

17. Invest in security upgrades

Following the previous tip, try to invest in security upgrades when they’re available. It’s better to eat the costs of security than pay for the consequences of a security breach!

18. Back up important data

Important data can be lost as a result of a security breach. To make sure you’re prepared to restore data once it’s lost, you should ensure your important information is backed up frequently on the cloud or a local storage device.

19. Train employees

The key to making cybersecurity work is to make sure your employees well trained, in sync, and consistently exercising security practices. Sometimes, one mistake from an improperly trained employee can cause an entire security system to crumble.

20. Use HTTPS on your website

Having an SSL certificate installed and HTTPS enabled on your website will help encrypt all information that travels between a visitor’s browser and your web server.

21. Employ a “White Hat” hacker

Not all hackers are bad. Some hackers expose security risks for the sake of helping others improve their cybersecurity by keeping them aware of security flaws and patching them. These hackers are known as “white hat” hackers. It might benefit you to hire one to help you find risks you never knew you had.

This article appeared first on TitanFile .

These 10 companies have the happiest employees—here’s why

Tue, 15 Nov 2022 18:30:00 GMT

Adobe Systems world headquarters in downtown San Jose, Calif.

Lisa Werner | Moment Mobile | Getty Images

Adobe was named the No. 1 company with the happiest employees in 2021 , according to a new report from the company review site Comparably.

The annual ranking considers 70,000 U.S. companies and identifies where workers are most satisfied with aspects related to their work environment, pay, benefits and company goals.

Here are the top 10 large companies, with 500 or more people, who have the happiest employees this year:

1. Adobe

CEO : Shantanu Narayen

Headquarters : San Jose, California

2. RingCentral

CEO : Vladimir Shmunis

Headquarters : Belmont, California

3. Hubspot

CEO : Brian Halligan

Headquarters : Cambridge, Massachusetts

4. Peloton

CEO : John Foley

Headquarters : New York

5. Microsoft

CEO : Satya Nadella

Headquarters : Redmond, Washington

6. Farmers Insurance

CEO : Jeff Dailey

Headquarters : Woodland Hills, California

7. IBM

CEO : Arvind Krishna

Headquarters : Armonk, New York

8. Medallia

CEO : Leslie Stretch

Headquarters : San Francisco

9. Zoom Video Communications

CEO : Eric Yuan

Headquarters : San Jose, California

10. Experian North America

CEO : Craig Boundy

Headquarters : Costa Mesa, California

Rankings are based on anonymous employee ratings on topics that contribute to overall happiness at work, which were submitted to Comparably over a 12-month period from September 2020 to September 2021. Some questions that guide the data analysis include:

Is your work environment positive or negative?
Do you believe you’re paid fairly?
Are you satisfied with your benefits?
Do you feel burnt out at work?
Are your company’s goals clear, and are you invested in them?
Are you typically excited about going to work each day?
Do you look forward to interacting with your coworkers?
Are you proud to be part of your company?
On a scale of 1-10, how likely are you to recommend your company to a friend?

Adobe’s No. 1 ranking dethrones Zoom’s two-year run of having the happiest employees in 2019 and 2020 , and the videoconferencing company fell to ninth place this year. But Comparably CEO Jason Nazar tells CNBC Make It the different scores among the top 10 companies are negligible and based on tens of thousands of data points — he likens it to scoring a 99 on a test out of 100.

What stands out about Adobe’s reviews, Nazar says, is the positive feedback from multiple departments, including product, marketing, design, sales and engineering employees who rate the company highly across factors that indicate a rewarding culture and supportive environment.

Gloria Chen, Adobe’s chief people officer, says the company measured employee sentiment throughout the pandemic through surveys, company all-hands meetings and focus groups to better understand the challenges of working through Covid, and propose solutions to meet changing needs.

In response to feedback, the company introduced monthly companywide days off; 20 new paid days off each year for employees “directly impacted by significant events like pandemics or natural disasters;” flexible work schedules to accommodate caregiving responsibilities; and an increase of its wellness reimbursement to $600 per year.

The company has prioritized building community and staying connected while apart, Chen says, such as through a biweekly “coffee break” series and its annual diversity and inclusion event. “We’re fortunate to have genuine employees who are invested in our culture and community, and many of our best initiatives are those that are driven by employees themselves,” Chen says.

After the risks of the pandemic subside, “the default work arrangement for all employees will be flexible,” Chen says, “meaning Adobe employees will have the option to work from home when it makes sense for them, their team and the business.” She says employees “co-created” Adobe’s future work model through a series of global surveys, focus groups, workshops and working sessions.

Currently, some Adobe offices are open at limited capacity with employees back in-person on a voluntary basis.

Correction: This story has been corrected to reflect that Satya Nadella is the CEO of Microsoft and that Craig Boundy is the CEO of Experian North America.

This article, written by Jennifer Liu , appeared first on CNBC Make It .

Employees crave feedback but managers don’t want — or know how — to give it

Mon, 14 Nov 2022 17:36:06 GMT

cnythzl, Getty Images

Recently, I wrote about three qualities that NASA looks for in an employee — one of which is thick skin. That quality supports the idea of not being bothered by criticism or rejection. It is the ability to press on, not be easily distracted, mentally tough.

A recent article by Harvard professor Francesca Gino says that employees “crave feedback.” Are you sure about that? You say you want feedback, but if I don’t say it exactly correctly, in a way that works for you, I run the risk of offending you, and if I get it really wrong, I am going to end up having a long conversation with human resources.

There is a significant disconnect here. As a CEO, I am looking for “marines” and you, the employee, say you want to hear from me in a “constructive” way. I can tell you that my experience with my drill sergeant in the Army was definitely constructive, but not suitable for tender ears.

Gino cites a study where “only four out of 212 people would point out if a woman had an ugly smudge on her face.” Gino goes on to say that all of us think we would give positive feedback in that instance, but in fact, we don’t. Managers are very reluctant to step outside very narrow lines.

A McKinsey survey of 12,000 managers indicated that “they consider candid, insightful feedback critical to career development.” In the study, it turns out that when you are the “receiver” of the feedback, you say you are all in and tell me true, but when the same person switches roles and is asked to be the “giver” of the feedback, not so much, as in I am not touching that third rail.

In actual practice, the givers reported that the fear of offending is greater in their mind than in fact, it “wasn’t as bad as they thought.” If we accept that your employee wants to hear from you, wants to improve, then the question for the entrepreneur/leader is how to effectively give that feedback.

My own technique is to set the stage early and often with all of the team. I tell them repeatedly to “assume positive intent.” That means that I am apologizing in advance, that my primary goal is to try to serve you and the company’s best interests, and that I am not a self-aggrandizing, maniac who uses my corporate position to humiliate or embarrass you in front of your co-workers.

OK, now it’s time to go home and see if we can find a constructive way to talk to our kids. One hoary platitude we sell to our children is to “work hard and you’ll be successful.” Horatio Alger wrote books about “poor boy makes good,” and while that sounds noble and true, we know that there are many other factors, from the color of your skin to just plain dumb luck.

Unlike a structured 100-meter dash, not every child begins on the same starting line. Grit alone is never enough. Are we willing to tell our children the truth? How do we tell them about inequality in a way that creates positive action?

Now let’s integrate home and office. The employee and the child both crave positive feedback, they crave the truth, whether it is the smudge on your nose or the mistake on the construction site. The key to giving assistance in a way that can be understood is to stand in the other person’s shoes, even if they are tiny plastic crocs (my granddaughter).

If we frame human outcomes only in terms of effort, then it is easy to dismiss the less successful individual as someone who simply “didn’t work hard enough.” And if we teach our children that lesson, then when they are in positions of power, they may well lack the very empathy quotient, which is exactly needed when they give feedback to their employees.

We tell our children that they can be anything they want to be, but that is not the whole truth. There are systemic issues that “make success less likely” for some of us. We will leave a discussion of the definition of success for another time.

And yes, please do tell me if my fly is down.

This article, written by Neil Senturia , appeared first on The San Diego Union Tribune .

55 Small Business Ideas To Start Right Now

Thu, 10 Nov 2022 19:58:20 GMT

To start one of these home-based businesses, you don't need a lot of funding -- just energy, passion and the drive to succeed.

Entrepreneur

Looking to launch a successful business but don't know where to start? You're not alone. Today, tens of thousands of people are considering starting their own business , and for good reasons. On average, people can expect to have two and three careers during their work life -- and with the great resignation in full effect, many are looking to become their own boss or a small business owner. Those leaving one career often think about their second or third career move being one they can run out of their own home. The good news: Starting a home-based business is within the reach of almost anyone who wants to take a risk and work hard, as are a plethora of other low-cost ideas. Here are some business ideas to get you started.

1. ACCOUNTANT

Experience, training or licensing may be needed

Create a flier outlining your services. Before you do that, you need to know what those services will be. Do you want to simply do bookkeeping for a small business? A more involved level of accounting would be to work up balance sheets, income statements, and other financial reports on a monthly, quarterly, and/or annual basis, depending on the needs of the business. Other specializations can include tax accounting, a huge area of potential work.

2. BICYCLE REPAIR

In many parts of the country, this business tends to be seasonal, but you can find ways around that. Rent a storage unit and offer to store people's bicycles over the winter after you do a tune-up and any needed repairs on them. If you want to cater to the Lance Armstrong wannabes, you can have business all year round. These road race riders are training through snow, sleet and dark of night. Some of them work on their own bicycles, but many of them don't, so you can get their business all year. And if you keep Saturday shop hours, you can be sure you will have a group of enthusiasts coming by to talk all things cycling.

3. BOAT CLEANING

Experience, training or licensing may be needed

Boats that are hauled out of the water for the winter or even just for mid-season repairs will need the hull cleaned. And depending on the type of boat, it is a good time to give a major cleaning everything else too--the decks, the sleeping quarters, the head, and the holds. Start by approaching homes that have a boat sitting in the yard. Or you could market your services to the marina to contract you to do the boat cleaning it offers to customers.

4. BUSINESS PLAN SERVICE

Has expansion possibilities

Offer a soup-to-nuts business plan, including market research, the business plan narrative and the financial statements. Plan your fee around the main one that the client will want and offer the others as add-on services. You can give clients an electronic file and allow them to take it from there, or you can keep the business plan on file and offer the service of tweaking it whenever necessary. Have business plan samples to show clients--and make sure to include your own!

5. RIDE-SHARING DRIVER

Getting paid to drive during your free time is a great way to make extra money. It won't likely replace a full-time paycheck but can be a lucrative extra revenue stream or side hustle. According to Nerd Wallet , here is a break down of the income you can expect: "To make an annual income of $50,000, the average Uber driver needs to provide 60.21 rides each week, while those working for Lyft need to give 83.76 rides a week, and Sidecar drivers would have had to provide 72.03 rides in a week."

6. CLEANING SERVICE

There are many directions you can take this small business idea. If you want to work during hours when no one else does, you can focus on office clients. You can focus on retail businesses and keep your customers clumped into one or two blocks. Restaurants are in great need of daily thorough cleaning and can be a great source of steady clients. Perhaps you would be more interested in house cleaning. Many times with cleaning services you don't have to spend lots of money on advertising or marketing because your customers will come by word of mouth.

7. CHILDREN'S PARTY PLANNER

The children's birthday party business is a multiple-million dollar industry , with the average American spending $500 per party . The book Start Your Own Kid-Focused Business tells you everything you need to know to get your own kid biz off the ground: from insurance costs to food and beverage selection to arranging unforgettable entertainment that gets lots of smiles and lots of referrals from happy customers.

8. CONSULTANT

Has expansion possibilities

To be a consultant, you need to have expertise in something so you can market yourself as an advisor to others looking to work in that area. Perhaps you managed several large warehouses in your career with a drugstore company, you did all the marketing for many years for a large shoe manufacturer or you set up a chain of beauty supply shops or take-out restaurants. You can use this experience to help others do similar things without making the same mistakes that you made along the way. A good calendar app will likely come in handy as time tracking is crucial to accurate billing.

9. DOG WALKING

Experience, training, or licensing may be needed

Dog walkers take pooches out for their daily constitutional one or more times a day, either individually or in small groups. In some cities across the United States, like New York, dog walking alone can be a booming business. But it's actually more common for dog walkers to offer additional services, including playing with and feeding pets, bringing in newspapers and mail, and turning lights on and off. You could even have fun with the marketing of your business on social media.

10. EBAY ASSISTANT

Do you have items lurking around your household that you could sell on eBay? Here's a relatively straightforward online business idea: figure out your asking price and decide whether to auction it or put it in your eBay store. Then decide if you want a minimum bid and how long you want the auction to last. You will want to establish a PayPal account to use for transactions. The eBay website provides all the information you need to know to get up and running with an eBay business. Chatbots are offering creative new ways to help businesses with these functions.

From Editorial Services to Household Organizer

11. EDITORIAL SERVICES

Has expansion possibilities

Here are some of the freelance writing and editorial services you can provide from the quiet of your own home:

Copyediting. This is where fact checking takes place, and where grammatical, stylistic and typographical errors are caught.

Proofreading . This is the last stop for a "finished" piece. The proofreader makes sure the copyediting changes have been properly made and no new errors are created in the process.

Indexing. There are indexing courses available and you can get indexing software.

Developmental editing. A developmental editor works with a manuscript on big-picture things like organization and content issues.

Book doctoring. This is an editorial service provided for manuscripts written by experts. They create a manuscript as best they can and then a book doctor puts it into publishable shape.

Ghostwriting. As a ghost writer, you actually do the research and write the book and someone else's name is attached as the author.

Copywriting. Also known as business writing, this is writing that promotes a product or a service.

Book writing. Do you have expertise in something professional, such as accounting or interior decorating? Or personally, like knitting? Why not write a book about it?

Magazine article writing. Magazines and newspapers are a great way to get your writing published before tackling the daunting task of writing a whole book.

Web page content provider. Providing content for a web site is a good way to make some money writing.

12. ELECTRONICS REPAIR

Has expansion possibilities

This business is similar to the computer repair business, but you will take on all sorts of electronic equipment besides just computers. With smaller electronics, you will need to be prepared to have customers bring their repair projects to you, as you would have difficulty recovering the cost of driving around picking up broken equipment and returning it. You may also want to encourage people to give you their old electronics so you can use them for parts.

13. EVENT PLANNING

Has expansion possibilities

One of the first things you need to do is visit every potential event location with which you plan to work. Work with the marketing manager to tour each site and learn what is available at each location. Start a database that will allow you to sort venues by varying features, such as the number of people each site holds, AV equipment available on site, if you will need to arrange for rental chairs, etc. Then when you are beginning to plan an event with a client, you can find out what the key parameters are for the event and easily pull up the three or four sites that meet the basic criteria. and engagement parties, etc.

14. EXPERT WITNESS SERVICE

Experience, training or licensing may be needed

One way to make money in this field is by being an expert witness yourself. If you have expertise that could be useful in legal cases, you can market yourself to attorneys to act as an expert witness. Another way to be active in the expert witness field is to play a sort of matchmaker, matching attorneys up with expert witnesses for their cases--either for the defense or for the prosecution. Expert witnesses for big money cases can be expected to fly anywhere to testify. There's no reason your database of witnesses can't be from all parts of the country.

15. FINANCIAL PLANNER

Experience, training or licensing may be needed

To start, you should go through the certification process so that you can label yourself a CFP (Certified Financial Planner). Your certificate shows that you have expertise and credibility, and this differentiation will help people choose you as their financial planner.

16. FLEA MARKET

Has expansion possibilities

People love to spend weekends rummaging through tables full of other people's unwanted items, looking for treasures. Make sure to change your layout and put new stuff out for sale often. You want people to come back time and again to see what's new. You don't even have to have that much new stuff to make things look new. Just moving an item from a table to the top of a bookshelf might get it noticed, even though the item has been in your inventory since you first started having sales.

17. GOLF COACH

Experience, training or licensing may be needed

Let the local public courses know about your coaching business. Cultivate relationships with the staff and encourage them to recommend you as a coach. Another place to look for potential customers is in the corporate world. Golfing is a game that business people use to develop relationships outside the office. You do need to be a better than average golfer to develop a reputation as a golf coach. You also need to be a good teacher, know how to be motivational and be willing to work with many different types of people.

18. HOME ENERGY AUDITOR

Experience, training or licensing may be needed

All homeowners are always on the lookout for ways to save on their utility bills. You can come to their aid by providing them with an audit of their house and giving them a breakdown of how they could accomplish real savings in heating, cooling and electrical use. You can go one step further and do the implementation and installation of some of your suggestions in their home yourself. Do a complete appliance audit, with efficiency ratings and calculations based on the age of the appliance. And don't forget the water heater!

19. HOME INSPECTION

Experience, training or licensing may be needed

In order to be a successful business owner in this field, you will want to establish contacts with real estate agents who can recommend your services to customers. The home inspection field is one where you will need to do constant updating of your education and knowledge. New products are constantly coming out on the market--if you only know about decks made of wood, you will not know how to inspect and assess the new materials on the market, such as composites that are made to look like real wood. Also keep apprised of all safety updates of materials and issues with things like off-gassing, carbon monoxide production, and other chemical precautions.

20. HOUSEHOLD ORGANIZER

Has expansion possibilities

You can choose either to do the organizing work or consult on the things that the homeowner could do to better organize themselves. Have a portfolio of different organizational scenarios in different rooms in the home and talk with the homeowner about the style he or she likes. Create checklists and questionnaires to understand how the family uses the home. Are the kids wildly busy with after-school activities? Or are they usually home after school and want access to their toys? Do they share rooms? All of these things will help you tailor an organizing plan and become a hero to potential customers and families.New Paragraph

From Import/Export to Solar Energy

21. IMPORT/EXPORT SPECIALIST

Experience, training or licensing may be needed

If you don't already have work experience with importing and/or exporting, you will have a longer learning curve. You can start by learning the basics and hosting educational sessions to teach others what they need to know to get started in import/export. That alone would probably gain you your first couple of clients. If you keep going with educational seminars and expand your reach to outside your immediate region, you could probably develop a sufficient and ongoing customer base very quickly, but be careful not to outpace your learning curve.

22. INTERIOR DECORATOR

Experience, training or licensing may be needed

Market your talents to building contractors. People purchasing new homes can often be overwhelmed with the choices and possibilities in home decorating. Design some questionnaires for each major element and each major room in the house. Find out how the homeowner will use the home--are there children? Pets? Does the woman of the house wear high heels? Do the home's residents neglect to remove shoes? How will each room be used? Where might task lighting and ambient lighting be most appropriate?

23. JEWELRY MAKING

Experience, training or licensing may be needed

There are many different ways of getting into the jewelry business and different types of materials with which you can work. Working in metal will probably require the most in the way of specific tools. You need to be able to heat the metal to manipulate it, and you need metalworking tools to cut and engrave it. But there are many other materials that you can work with to make jewelry--glass, plastic, beads, feathers, even wood, to name just a few.

24. MARKETING COPYWRITER

Experience, training or licensing may be needed

If you can write copy that gets people excited about purchasing what your client has to sell, you can make good money in this business. Unless you are highly experienced from working in the copywriting field, take a course. There are online courses or classes at community colleges and universities that can give you a leg up in getting savvy at writing copy for brochures, catalogs, advertising and, of course, marketing copy for the web.

25. NOTARY PUBLIC/JUSTICE OF THE PEACE

Experience, training or licensing may be needed

In most states in the U.S., a notary public is a state officer who is authorized to witness and attest to the legalities of certain documents by signature and stamping a seal. Most states require that you pass an exam and a background check. It costs very little to become a notary and your income from notary work is negligible. A justice of the peace typically performs wedding ceremonies. States have varying rules and procedures for becoming a JP and performing services. Becoming a JP and/or notary public does not cost much money. And it is not a big moneymaking venture! Many states set the fees you can charge for JP services. JPs can add additional fees, and often do, including travel and hourly rates for additional meetings such as rehearsals, other prep time and any special requests.

26. PERSONAL CONCIERGE

This small business idea is for someone who is supremely efficient and has the ability to make things happen. People who hire you will expect things when they want them and you need to be able to come through with not only what they want, but with a personal touch and a smile on your face. The most likely clients for a personal concierge service are top executives who find themselves at the office by 7 a.m. and are there most nights until 9 p.m., leaving them very little time to do all those things that often need to be done during those very hours.

27. PERSONAL TRAINER

Experience, training or licensing may be needed

Advertise your fitness skill and training services in places where everyone goes, like restaurants and grocery stores. Having a website and social media presence is a good idea--people want some privacy in their decision-making when it comes to getting fit. They can go to your website and determine if your approach to personal training is an approach that would work for them. It is important to emphasize the safety aspect of using a personal trainer. You can help clients get fit and avoid injury.

28. PROPERTY MANAGEMENT

Experience, training or licensing may be needed

Your job, in the case of rental units, will be to make sure the property is running smoothly. For seasonal properties, you will most likely spend your management time making sure the property is ready for seasonal visits and well-maintained when no one is around. If the owners go away for six weeks in the winter, the property manager makes regular checks on the property. You will be the contact number if the security system operator needs to contact someone about a breach in security.

29. SMALL ENGINE REPAIR

Experience, training or licensing may be needed

Most community colleges offer some level of engine-repair courses. Another way to learn would be to take a part-time position at a repair shop or a rental facility where you could learn on the job, although you will want to be open about your plans. You should be prepared to work on push-behind lawn mowers, riding lawn mowers, generators, garden tools such as rototillers and edgers, chainsaws, wood chippers and snowblowers. You need to decide whether you'll want to take on bigger jobs, such as tractors, snowmobiles and ATVs; space may be your decision-maker.

30. SOLAR ENERGY CONSULTANT

Experience, training or licensing may be needed

Has expansion possibilities

As a solar consultant, you can basically conduct a home inspection and give clients a report on their solar options for their particular home and site. This can range from full-fledged general solar installations that generate electricity to simple solar walkway lighting. You might want to start by working in a solar products company to become knowledgeable in the solar energy field. However, to be a consultant, it is often best not to be affiliated with any one company or product and be able to recommend products and options across the field of solar energy.

From Tax Preparer to Graphic Design

31. TAX PREPARER

Experience, training or licensing may be needed

Most tax preparation franchises offer courses, seminars, and training to get you ready to work for them. You will learn a lot about tax preparation while working for them before going out on your own. There is a lot of educational support out there to learn tax preparation and all its complexities. And there are lots of individuals and businesses willing to spend a few hundred dollars a year to have someone else prepare their taxes and keep watch for tax breaks or tax burdens on their behalf.

32. MUSIC LESSONS

Experience, training or licensing may be needed

Turn down the volume and listen up: your music skills are in high demand and could earn you between $50-$75 an hour. There are a few ways to approach running your own music business: you can be mobile and teach in your clients' homes, or you can run it out of your own space (a separate building or designated area of your home.) To get started, try to connect with local music schools for part-time gigs, which will allow you to see if you really like it, and also help you build a reputation with potential clients.

33. UPHOLSTERING

If you have a knack for sewing, upholstery repair might be a perfect business idea for you. One of the best ways to learn how to upholster is to get some discarded upholstered furniture and start tearing it apart. Many books and some videos are available to help you learn this trade. Often furniture ready for upholstering will also need repairs. Have a list available of furniture repair people you can recommend to your customers. Or you can take the piece in, have repair people you work with do this work for you, and add it to the overall cost. You can also learn to do this work, especially minor repairs, yourself.

34. USED BOOK SALES

Almost everyone has a few boxes of books stashed away in the house somewhere. Why not make a business out of them? In order to gain customers--especially repeat customers--you will need to have some regular shop hours. Make your shop known for something-a specific category (or two) of books, having some first editions for sale, all paperbacks a dollar and all hardcovers two bucks, and/or a swap program. Maps, illustrations, postcards, greeting cards and magazines are good sidelines to include in your shop.

35. WEDDING PLANNER

You will need to be up-to-date on wedding trends and fads, dress styles, color trends--almost everything under the sun! Offer your customers an ala carte menu of services, from helping pick flowers, the wedding gown and bridesmaid dresses to picking the venue and hiring the caterer. Before you open your business, shop at all the wedding shops, and even pretend you are a bride-to-be to see what kinds of services the wedding gown shop provides and how they treat potential customers. You need to know every detail of the business to give the accurate impression that you are the go-to person for anyone planning a wedding.

$1,500 to 3,000 to start up

36. APPLIANCE REPAIR

Experience, training or licensing may be needed

Every household has a number of appliances, large and small. You can work on your own or on contract with appliance stores to cover their warranty service calls--or, best of all, you can do some of each. Plan to start slow and build your customer base on recommendations and referrals based on work well done. Consider developing relationships with contractors to be the go-to person to install appliances in newly constructed houses.

37. COMPUTER TRAINING

Experience, training or licensing may be needed

Has expansion possibilities

If you are proficient in both Macintosh and PC, you should offer training in both types of computers. You could probably make a living helping seniors learn how to use the internet and e-mail to keep in touch with their loved ones, who are now commonly spread around the country. Err on the side of caution in this business. People do not want to know all the details about what makes a computer work. If you overload them with information from the beginning by explaining bits, bytes, and megapixels, they will stick to their paper and pencil forever.

38. DESKTOP PUBLISHER

Experience, training or licensing may be needed

You can use desktop publishing software to create newsletters, magazines, books or even marketing materials. You can create the content for your desktop publications, or you can pay a writer to create the content for you. Alternatively, you can advertise your desktop publishing services to design and create newsletters and books for others with their content.

39. FENCE INSTALLATIONS

Fences are everywhere. And they don't last forever, so they need to be repaired and replaced with a certain amount of frequency. The most common fence material is wood. However, vinyl has become a popular fence choice due to its longevity and relative freedom from maintenance. Wrought iron is another common fencing, especially in urban environments. You can have fun shopping for vintage wrought iron fencing at salvage yards.

40. FREELANCE GRAPHIC DESIGNER

Experience, training or licensing may be needed

Despite the proliferation of the internet, print media is here to stay for the foreseeable future! Fliers, newsletters, magazines, information sheets, letters and advertisements are just a few of the types of print media that business hire freelancers to create for them. Websites and online advertising need graphic design services as well. Even if your expertise is only in design, offer the works for potential clients, including the editorial creation and the printing and even mailing of the final piece. You can line up regular freelancers for those parts of the job you can't do.

From Gift Baskets to Rug Cleaning

41. GIFT BASKET SERVICE

Has expansion possibilities

Finding a niche is the best way to start out in the gift basket business. Are you a dog lover, horse enthusiast, or exercise guru who could put together baskets that hold the things that people with this interest would like? Do you already create a product that a gift basket could be built around? Have you made your own soaps for the past 10 years? A gift basket that included one or two of your soaps, hand lotion, a scrub brush and manicure kit could be a lovely basket to receive.

42. GRAFFITI REMOVAL

Create an arsenal of cleaning products that can clean almost every kind of product (paint, chalk, markers) from every kind of surface (cement, wood, pavement). The best way to conduct a graffiti service is to offer a subscription-like arrangement. Once a month or whatever interval makes sense for your clients, go around to their property and clean off the graffiti. Charge them a monthly or quarterly fee and make it simple for everyone--they don't have to think about graffiti, and you just do your job.

43. HAIRSTYLIST

Experience, training or licensing may be needed

Hairstyling is a popular business idea that can be quite lucrative with the right skill and marketing. Generally a home based hairstylist business is likely to be started by someone who has already has a cosmetology career and wants a change. If you already have your cosmetology training and license, and loads of experience under your belt working in a hairstyling salon, you probably have a following that will follow you right home without any hesitation.

44. HERBAL FARM STAND

As a budding entrepreneur, you'll need to decide whether you will sell your herbs as live plants, picked or cut in bunches and packed, or dried. If you plan to market to cooks instead of gardeners, you will want to sell your herbs either fresh cut and packed in sealed bags, or dried and sold in baggies. You can also consider a "pick-your-own" arrangement; however, be aware that herbs are more delicate than most P.Y.O. products. You may save your garden a lot of strife and your plants a lot of wear and tear if you do the picking.

45. LANDSCAPER

Experience, training or licensing may be needed

If you have a knack for this type of work, a degree won't be necessary. Most people want their yards tidied up in the spring, their lawns mowed in the summer, their leaves removed in the fall, and their shrubs and driveways ready for winter snow. You will also want to offer garden work such as spring planting of annuals and perennials; vegetable garden preparation, planting and fall cleanup; pest control and watering. You can offer tree care service. There is plenty to do in the yard that has nothing to do with plants: stone wall restoration, fencing, irrigation system installation.

46. MASSAGE THERAPIST

Experience, training or licensing may be needed

You will want to become certified in massage therapy to be able to effectively market your services. Courses that lead to certification include not only information on human anatomy and physiology and the effects that massage has on both, but also on how to make a business out of the field of massage. You could do either a certification program or an associate's degree and stay within the $5,000 scope of this book.

47. MOVING SERVICE

Lots of people who are moving want to hire someone to do the heavy lifting for them. You can leave the large-scale, long-distance moving to the big moving companies. Your work can be the local, moving-across-town or to the town-next-door jobs. These are the ones that people start off thinking perhaps they could do themselves, and it will be your job to convince them otherwise. Your signs around town will tempt them to let you take care of that part of the move, while they are busy taking care of those other 500 items on their list.

48. FRANCHISE OWNER

The benefits of owning a franchise are many: you have a proven business model, a built-in brand and corporate support. And the good news, not every franchise will cost you millions of dollars to start. There are many you can start for less than $10,000, in fact, including: Dream Vacations , Cruise Planners and Jazzercise Inc.

49. PHOTOGRAPHER

Experience, training or licensing may be needed

Making money as a photographer can be done in a number of different ways. You can specialize in one area, the most common being weddings. There are niches you can explore for photography: portraits of people and their pets, families, and homes; photographs of holiday events, birthday parties or Christmas cards; the possibilities are endless.

50. RUG CLEANING

You will need to learn how to work with all kinds of carpet fabrics, from synthetic to wool carpets. Decide whether you will take on valuable antique carpets and family heirlooms; if so, you will want to get specialized training in how to handle these carpets and the specialized ways of cleaning them. Learn how to get tough stains and odors out of carpets--such as dog and cat odors--and your services will be in great demand.

51. WEBSITE DEVELOPER

Experience, training or licensing may be needed

Many courses exist (many of which, logically, are offered online) where you can learn the language of website creation and can learn about the details, like how to set up shopping cart systems, security concerns, etc. You will, of course, need to learn about each company you design for. What is the atmosphere of the company that you need to reflect in the website design--is it wild and contemporary, meaning brilliant colors and fun graphics? Or will more classic colors like black, navy blue and maroon be more appropriate?

52. BED AND BREAKFAST

Do you have a room that has its own bathroom and is private from the rest of the living space? Are you near attractions such as a tourist area, sports stadium or venue for a large annual event? Or is your home in the country with spring peepers, summer crickets and crisp fall nights that could give a city-dweller a weekend of peaceful living? Say you can rent the room for $150 a night for Friday and Saturday nights 48 weeks a year--that's $14,400 in revenue! Utilize what you have and create a unique experience.

53. CHRISTMAS TREE SALES

If you want to start a Christmas tree farm, you need to plan ahead. It takes approximately seven years for a Balsam fir--perhaps the most traditional Christmas tree--to grow from a small sapling to a 5- to 6-foot tree. Selling your trees yourself is the best option. Consumers come to the property, pick the one they want, and you harvest it for them. The other option is to buy your trees from a wholesaler and sell them either in your yard or in a vacant lot that you rent from Thanksgiving to Christmas.

54. DAY CARE

Experience, training or licensing may be needed

Perhaps you love children, or you have children of your own and the idea of taking care of a few more for part of the day appeals to you. Childcare needs continue to soar in the United States. Many people prefer the option of their child being cared for in a home environment while they are at work, as opposed to a more institutional-like setting. These things mean that a home-based childcare business can get off and running immediately.

55. PET SITTING

Experience, training or licensing may be needed

Starting a pet sitting service requires almost nothing in startup costs. You do need some general credentials that will cost little or nothing to acquire. Your list of credentials should probably include personal pet ownership--if not currently, at least in the past--as well as other pet-related experience, including working at a pet food store, an animal hospital or other animal-related business. You will need to spend a little to become "bonded." This is known as "honesty insurance," and ensures your clients that you won't get their house keys and make off with their valuables (or that they'll get their money back if you do).

This article appeared first on Entrepreneur .

Should your severance agreements include confidentiality clauses?

Wed, 09 Nov 2022 18:04:01 GMT

Confidentiality clauses and NDAs have long been tied to severance agreements – but is that notion becoming outdated?

Severance agreements and their ilk have long included confidentiality clauses, often comprising an exhaustive list of actions former employees may not take should they desire to keep the benefits listed in the agreement. Carey & Associates P.C.’s Mark Carey breaks down the knowledge you’ll need to successfully incorporate a severance agreement – including a stern warning about the future of confidentiality clauses.

There is a long list of things you’ll need when curating a severance agreement, but we’ll start with Carey’s honey-do-nots.

Carey’s primary recommendation is avoiding a non-compete clause where, previously, there wasn’t one.

“As employment lawyers, we see this tactic used every day, but you do not,” he says.

This is because most employment lawyers will advise that a non-compete agreement is largely unenforceable, which sets a poor precedent for an otherwise airtight document.

Carey even recommends against reviewing prior non-compete clauses for the same reason.

He also eschews what he calls the “21 days to sign – or else” philosophy, and he advises that employers should loop themselves into the non-disparagement clause so that employees cannot be blacklisted – something he refers to as “a very real phenomenon.”

What a severance agreement should include is a non-admission provision, a payment provision, a release of all claims to cover any feasible scenarios regarding employee disclosure, a challenge to agreement, a “no other amounts are due” section to release the employer from future responsibility, and a mandate to return any company property. This is a truckload of information, so you’ll want an employment lawyer to help you through the process.

But what Carey warns against is the future of confidentiality agreements, or NDAs. While these provisions have long accounted for employee silence in the face of abusive or corrupt employers, Carey posits that, one day, “confidentiality provisions in employee severance agreements will be banned as a matter of statute and public policy.”

This assertion comes in the wake of the #MeToo movement and the uncovering of the manner in which powerful people were using NDAs to buy silence from the people who suffered under their direction. Carey points out that it’s a non-partisan issue; corruption isn’t aligned with one specific political party, and the option to come forward with allegations of misconduct is a courtesy that should be afforded to all.

Whether or not confidentiality agreements are ethical is a moot point, and Carey does recommend continuing to use them when necessary – but, sooner or later, one can safely assume that the landscape of severance agreements will change, arguably for the better.

This article, written by Jack Lloyd , appeared first on The American Genius .

Offering This Key Benefit Could Be The Answer To Finding and Retaining Workers

Tue, 08 Nov 2022 19:14:16 GMT

And it doesn't cost as much as you think.

When I think of St. Louis , I think of Midwest charm, baseball at Busch Stadium, tasty BBQ and even better jazz. It's a great city, and how can it not be? Yogi Berra, Chuck Berry and Joe Buck all come from there! But unfortunately, it hasn't been so great for small businesses . At least, not when it comes to hiring . That's because, when compared to all other major cities in the country, employers in St. Louis are having the toughest time finding workers .

According to data from the U.S. Census Bureau , analyzed by researchers at healthcare consulting firm HelpAdvisor, 46% of small businesses in St. Louis had trouble hiring new employees in April, the worst among all cities in the study. Unfortunately, the problem isn't limited to St. Louis. Nationally, Missouri ranked as the state with the highest number of small businesses facing hiring struggles , at 44%. That is 16 percentage points higher than the national average of 30%.

Why are employers in St. Louis and Missouri finding it so challenging? There is a multitude of factors, not least the state's unemployment rate — at 3.1% — which is among the nation's lowest. But there are two more significant factors contributing to this problem — reasons that should be of concern to all employers: childcare and transportation .

According to HelpAdvisor, the Missouri job center reports that 40% of Americans who are out of work cite one or both of these problems as a reason why. "Numerous childcare centers throughout Missouri shuttered their doors during the pandemic, and many have either not re-opened at all or have re-opened with limited space," says Christian Worrell, the researcher behind the report. "Transportation issues have presented a rippling effect. Many bus drivers were let go during the pandemic, which led the St. Louis bus system to suspend or reduce the frequency of many routes, which in turn led to even more unemployment among those who rely on the bus system to get to work or a job interview."

In poll after poll, small businesses cite labor shortages as one of the most significant issues (inflation being the other) they're facing this year. Now, there are more than 11 million unfilled jobs and millions of workers who have seemingly disappeared from the workforce since before the pandemic. There are numerous reasons for these shortages , including government stimulus and unemployment benefits keeping people at home, older workers taking early retirement, lingering fears over Covid-19 and remote working combined with an increase in household wealth that's fueled more side-gigs and startups and an explosion in independent entrepreneurs.

Many of my clients struggle to figure out how to fill their open jobs without breaking the bank. A number of them have raised wages. But this isn't going to be enough. To me, the data from Missouri isn't just a Missouri problem. It's a national problem. And the problem is that employees really need help with their families. And they need help with their time. The good news if you're a small business owner is that you can provide this kind of help and it won't cost as much as you think.

Let's start with childcare.

Thanks to generous tax benefits, employers can reimburse employees by setting up Dependent Care Flexible Spending Accounts . That way, their workers (or the employer) can contribute up to $5,000 per year tax-free to these accounts and then, after submitting child and dependent care expenses — costs directly related to caregiving services so that an employee can go to their job — can get reimbursed. Most plans allow unused funds of up to $550 to carry forward to the following year.

Employers who contribute also get a tax deduction. This benefit isn't just for children because, under certain conditions, reimbursement for elder care is also allowed.

There are even more childcare benefits available.

If a business owner is so inclined, they can set up a childcare facility on their own or with other businesses or contract with an existing childcare provider and take advantage of a potential $150,000 tax credit too. At the very least, employers should provide counseling services from outside experts to teach their employees how to maximize the federal Child and Dependent Care Tax Credit . If maximized, it can provide as much as $6,000 of tax savings for working parents paying for nannies, daycare, preschool, day camp and other related expenses (these expenses must be separate from any expenses claimed under the above flexible spending account). It's a complicated rule which is why giving employees access to a financial expert is such an important benefit.

Regarding transportation, of course, it's important to provide work from home and flexible schedules wherever possible. Commuting expenses aren't deductible, but many companies provide reimbursement. And there's a growing number of cities — like my hometown Philadelphia — that require employers to reimburse their employees up to $20 per month for the cost of commuting to their jobs, even going so far as making them reimburse workers that purchase bicycles. Not a bad idea for St. Louis to consider, right?

Small businesses that work to accommodate their employees' schedules — whether by adopting 4-day workweeks, expanding paid time off or allowing more time working from home — will find themselves at the receiving end of more loyalty and productivity without having to incur any more compensation costs.

I'm confident that, as the economy recovers and more workers return to their jobs, there will be some relief for many small businesses desperately looking for workers. But I also realize that labor shortages will continue for the foreseeable future, which means that small businesses will need to be creative in the compensation and benefits they provide. Sure, health insurance and retirement benefits will always be essential. But if you're running a small business in St. Louis or anywhere else in America and want to focus on what's needed, step up your childcare benefits and provide more flexibility. Neither will cost as much as you think.

This article, written by Gene Marks , appeared first on Entrepreneur .

'Quiet quitting' has nothing to do with lazy employees. It's about rejecting broken work culture

Mon, 07 Nov 2022 22:07:12 GMT

'Quiet quitting' suggests workers aren't pulling their weight. In reality, they are simply getting wise to bad workplaces.

Thomas Barwick, Getty

Clocking out on time. Not checking work emails in bed. Managing your workload effectively. All hallmarks of a healthy relationship with work, and fundamental habits for maintaining a balance between our personal and professional lives -- or so you would think.

You've probably come across the phrase 'quiet quitting' recently, which has been trending since a TikTok user took to the platform to discuss hustle culture and why they decided to opt out of it.

"You're not outright quitting your job but you're quitting the idea of going above and beyond," the user explains in the now-viral post. "You're still performing your duties but you're no longer subscribing to the hustle culture mentality that work has to be your life. The reality is it's not, and your worth as a person is not defined by your labor."

SEE: The future of work: How everything changed and what's coming next (ZDNET Special Feature)

Recognizing the harmful mentality behind hustle culture should be applauded. Subscribing to the idea that our commitment to work is somehow a reflection of our moral standing and self-worth is not healthy or sustainable, and will only add to the issues of burnout , stress and employee disengagement that already plague the workforce.

But the phrase 'quiet quitting' is a misnomer. It suggests that, if you're not making yourself constantly available to your job, you are lazy and disloyal. It suggests that if you're not constantly working late, picking up the phone to your boss at any hour of the day, or constantly saying 'yes' to new assignments regardless of your workload, you're as good as not doing your job at all. It suggests that employees should continually be going out of their way to placate their bosses, even if they don't receive recognition for doing so.

Hustle culture is a relic of pre-pandemic practices, and the embodiment of much of what is wrong with today's work mentality. By implying that a rejection of hustle culture is a form of quitting, we're laying the fault at the feet of workers, rather than bad workplaces and the nature of work itself.

Employees are already dogged by burnout, stress and presenteeism , often as a consequence of our modern, always-on work culture. Technology has made our lives easier in many ways, but it's also made work more pervasive and harder to disconnect from at the end of the day. Likewise, while broadband, software and mobile devices have made us more productive and efficient as workers, few of these innovations have significantly eased our workloads -- we're simply fitting more work into the same eight-hour window, and becoming more distracted in the meantime.

What we need is a fundamental rethink of work and work culture – something that ongoing trials of a four-day work week in the UK, US and other parts of the world hope to explore. Early indicators are promising.

Excelling in your role does not have to mean engaging in hustle culture. You can be a dedicated and conscientious worker without taking your work home with you. In fact, the happiest, most engaged and most productive workers are typically those who have flexibility in their role and enjoy a healthy work-life balance -- not those who spend all their time in the office and work themselves to the point of burnout .

SEE: Feeling burned out? Your boss is probably more likely to quit than you are

It's the moral responsibility of employers to promote healthy working habits, and be clear that growth and development opportunities are not tied to hours spent in the office. Employees should be able log off on time, say 'no' to assignments they don't have the capacity to manage, and disengage from anything related to work during their own leisure time, without fearing judgement or reprisal. If leaders find that employee engagement is waning, it's a good indicator that something in the workplace is not working as it should. The key is to engage with employees and ask what needs fixing, not accuse them of 'quiet quitting' -- which may prompt them to 'loud' quit, which is the last thing employers need right now.

It's sad that, in 2022, after all we've learned about the role of work in our wellbeing and the many ways we can make it better, we're still using rhetoric that normalizes overwork. Let's stop accusing workers of 'quiet quitting' and applaud them for recognizing that hustle culture only serves bad workplaces and bad work culture.

Instead of castigating employees for taking a step back from roles that don't reward them, let's look at how we can apply the lessons of the past two years to create more sustainable, more equitable and more rewarding ways of working.

This article, written by Owen Hughes , appeared first on ZDNET .

Working Remote? These Are the Biggest Dos and Don'ts of Video Conferencing

Fri, 04 Nov 2022 16:08:28 GMT

As more and more businesses go remote, these are ways to be more effective and efficient on conference calls.

Tim Robberts, Getty Images

Here are 10 do's and don'ts that I believe elevate the overall experience of a video conference.

Do : Mute your microphone whenever you're not speaking -- even if you're alone in the room. Background noise can be an annoying distraction and stifle any meeting's flow.

Do : Be aware of your video settings. Check if your microphone is muted before delivering a two-minute monologue that no one will hear.

Don't : Position your camera too low, too high or hooked onto a different monitor. Weird camera angles can be very distracting -- and unflattering -- during video conference calls. Make sure your camera is eye level and on the monitor you plan to use for the conference.

Do : Make sure your room is well lit (side lighting is the best). Few things are worse than having a professional meeting while feeling like you're talking to someone in a dungeon. Use natural light from windows or simply turn on the overhead light in the room to brighten up the conference.

Do : Wear appropriate clothing . I know it can be tempting — especially if you work from home — to wear a work shirt and athletic shorts but dress as if you're meeting face to face. You never know if you're going to have to get up suddenly or if your camera might fall. So wear clean, professional clothing for your video calls.

Do : Your wall art or decorations should be work-appropriate and your surroundings clean. If your room looks like a college dorm room after a bender, clean it or find a different room. This also includes your desk! Avoid having multiple coffee mugs, dishes and trash on the surface.

Do : Test your microphone before you video call, especially if it's an important meeting. Test it by video conferencing your colleague before the meeting. Nothing is worse than trying to share something critical, and not being able to communicate clearly because your audio clarity and volume are poor.

Do : If you're in a group call without video, introduce yourself before you talk. Consider something like "Hi it's Jim, I have a question." While several programs will notify you as to who is talking, conference line numbers will not. Therefore, be polite and introduce yourself.

Don't : Check or read emails or peruse articles while on the video call. This also includes doing additional work beyond the call. It's easy for other participant's to tell if you aren't fully focused and present during the video call.

Do : When you're talking, look into the camera instead of looking at yourself talking on the computer screen. It will help others on the call feel like you're 100 percent engaged and present.

It's important to remember that video conferences are essentially in-person interactions that allow businesses to communicate more effectively.

This article, written by Bryan Lovgren , appeared first on Entrepeneur .

The Top 10 Reasons Why Businesses Will Fail Over The Next 10 Years

Thu, 03 Nov 2022 21:49:08 GMT

Unfortunately, business failure is common – and it’s not just startups and small businesses that fold every year. Fifty percent of the Fortune 500 companies that existed 20 years ago have disappeared, and the life expectancy of multinational companies is limited and shrinking.

The Top 10 Reasons Why Businesses Will Fail Over The Next 10 Years, Adobe Stock .

Let’s explore the top 10 reasons why businesses fail – plus one important bonus tip.

1. Complacency

Arrogance is a company killer. As soon as leaders become complacent, their companies begin to fall behind. To succeed, companies need humble leaders who still maintain a smidge of fear that motivates them into action. Leaders should be aware that they can't afford to cling to any past or current successes because sitting back on their heels will cause their companies to fall behind.

2. Not prioritizing sustainability

The number one job of any business is to help make our world a better, more equitable place. Every business must address the world’s most pressing sustainability challenges. Consumers and investors are already demanding more accountability from organizations when it comes to sustainability and diversity, equity, and inclusion – and this trend will continue to grow as they increasingly vote with their wallets.

3. Not putting customers first

Everything a company offers must provide value to customers and make their lives better and easier. Putting customers first also means not being afraid of letting go of existing products and services and getting rid of anything that doesn't add value to customers.

4. Not relentlessly innovating

Our world is moving incredibly quickly, and new and innovative ways to deliver products and services are emerging every day. Companies must relentlessly innovate so they can keep their competitive edge. Many companies are hesitant to change established products, services, or processes – but if they don't, there will be plenty of innovators that are more willing to change. Those companies will take the lead.

5. Not thinking of themselves as tech companies

We have never lived in a time with so many transformative technologies. Tech trends like machine learning, robotics, blockchain, and the metaverse are revamping every business in every industry. Because of the rapid pace of change – and technology becoming first and foremost in the business world – every business must think of itself as a tech company and put these digital transformations front and center.

6. Not treating data as a key business asset

Data is the lifeblood of successful companies. They use data to help make better business decisions, understand customers and market trends, create smarter products and services, and improve their business processes.

But all this data comes with a huge responsibility. Companies must keep information safe and comply with all applicable security legislation. The companies that succeed in the future will need to have a solid strategy in place that makes the most of their data while protecting partners and customers.

7. Failing to attract and keep talent

Recruiting and keeping top talent is a challenge for today’s organizations – but it’s always been true that people are the heart of every company. Companies that succeed are working on developing the right culture, and are prioritizing diversity. They are also implementing flatter, more agile hierarchies and management structures where people feel good and can be their most authentic selves.

8. Not developing future skills

The skills required to succeed at work are evolving faster than ever, and the half-life of today’s skills is rapidly decreasing. Every organization needs to ensure its people are continually developing the right skills, or they will simply be left behind.

9. Failing to build strong partnerships and integrate with others

No business can operate in isolation, and in today’s world, it's more important than ever to build strong and resilient partner relationships and supply chains. For business leaders, this may mean partnering with traditional competitors – a type of cooperative competition called "coopetition” – to tackle their industries’ biggest challenges.

10. Lack of authenticity and transparency

To build and maintain a successful organization, you must have the trust of your stakeholders and customers. Gaining this trust requires transparency, authenticity, and honesty – even when things go wrong. Organizations must communicate their purpose and mission, and be transparent about the business processes that affect customers.

A great example of this issue is transparency around a company’s use of data. The companies that try to hide the way they use data (or exploit users’ data for nefarious purposes) will fail, and the ones that are fully transparent about how, when, and why data is being used will thrive by building consumer trust.

Hidden Cause of Failure: Lack of Business Plan and Execution

Many businesses will fail because of a lack of short-term and long-term planning. Your business plan should include where your company will be in the next few months to the next few years. Include measurable goals and results, as well as specific task lists with dates and deadlines.

In my work with a large variety of organizations, I help them prepare for the future and translate their goals into a very simple plan and strategy that everyone can understand and deliver.

This article, written by Bernard Marr , appeared first on Forbes .

MasterPay USA's Pay It Forward

Small Business, Big Impact: The Power of a Well-Chosen Brand Name

Historical Significance: Incorporating Local Landmarks into Your Brand Name

Local Lingo: Integrating Regional Vernacular into Your Brand Name

The Taste of the Town: How Local Culinary Influences Can Inspire Branding

Sustainable Sourcing: Ethical Branding for a Local Impact

Social Media Impact: Establishing a Brand Name for Digital Local Communities

Conclusion

Don’t be that boss: 6 ways to avoid committing proximity bias

Examples of proximity bias

Make it impossible

Acknowledge the possibility

Change the culture

Set goal policies

Make the office worthwhile

Proximity bias & legal concerns

Remote Work Skeptics Are Forgetting Their Most Valuable Asset: Their Customers. Here's Why.

Debunking the myth of the three-day work week

Understanding your customers

Aligning hybrid work with customer expectations

Cognitive biases: The hidden barrier to customer-centric hybrid work plans

Conclusion

Tips For Writing A Resume When Changing Careers

Hire a Resume Writing Service

Match Your Transferable Skills with the Job Description

Choose a Resume Format That Highlights a Logical Connection in Your Job Change

Write a Resume Summary or Objective that Highlights Your Job Change as a Strength

Incorporate Keywords into Your Career Changes Resume

Include Certification and Training in Your Career Change Resume

Wrapping Up

Frequently Asked Questions

How can I put my transferable skills on my resume?

How do I write a resume summary or objective when switching jobs?

71% of Obese Employees Believe They Are Discriminated Against at Work

People identifying themselves as overweight, obese, or unattractive believe it affects their salaries and promotions.

Employees Have Been Discriminated Against Because of Bodyweight

People Are Also Discriminated Against Depending on Their Physical Attractiveness and Height

Body Type Discrimination Affects Mental Health

Discrimination Impacted Promotions and Salaries

Several Employees Have Resorted To Unhealthy Ways To Manage Stress

Combating Discrimination at the Workplace Using Technology

How to Build a Strengths-Based Culture by Unlocking the Power of Employee Potential

The benefits of a strengths-based culture and five steps to build one successfully.

Step 1: Unlock unique superpowers — Discover and harness strengths

Step 2: Unleash your inner superpowers — embrace and amplify your strengths

Step 3 — Unleash your potential: Explore thrilling pathways to personal growth and success

Step 4 — Ignite synergy: Fuel teamwork and amplify success with collaborative partnerships and constructive feedback ﻿

Step 5 — Inspire with your brilliance: Be a trailblazer of excellence and lead the way by setting a powerful example

Workplace Bullying as a Moral Injury Wound

What Is Moral Injury?

Moral Injury at Work

Healing Moral Injury Wounds

The Real Reason Why The Return to Office Movement is Failing is Revealed in New Study

There is a vivid sign of the disconnect between employees and their workplace, a glaring indication that companies need to revise their scripts to improve their hybrid and remote work policies.

Fumbling through the RTO: Our current act

Redefining the script: A call to action

The invisible force of cognitive biases in the return to office dilemma

The curtain call: Embrace the change

5 Things That Motivate Employees to Go Above and Beyond

Feelings that Motivate Employees to Go Above and Beyond

How to Create the Five Feelings

Leadership

Environment

The Work Itself

The Person

The Major Benefits of Social Media for Small Business Owners

Crystal Media owner Crystal Vilkaitis breaks down the benefits of social media for small business owners, including how to boost sales, exposure, and brand recognition.

What your job ads reveal about your corporate culture

Job ads often say more about your culture than you think - so it's essential you get your words right, says Mark Murphy

Job ads often tell much more

Types of cultures, and how they often get reflected in ads

1) The Social culture

2) The Dependable culture

3) The Enterprising culture

4) The Hierarchical culture

Match your words to your culture

EEOC Hearing Explores Potential Benefits and Harms of Artificial Intelligence and other Automated Systems in Employment Decisions

How To Create An Excellent Project Schedule: A Step-By-Step Guide

Project Scheduling lets managers stay on top of the team’s progress and help meet deadlines. Learn how to create project schedules.

Step 1: Define Goals

Step 4 — Ignite synergy: Fuel teamwork and amplify success with collaborative partnerships and constructive feedback

Letting Go of Being a Perfectionist

Prioritizing Your Health

Wrapping Up

Prioritize mental health and wellbeing