Performance Reviews: Are You Making These Mistakes?

Yearly reviews are commonplace in many organizations, but they are often dreaded by both the reviewers and the employees being reviewed. Managers feel uncomfortable giving out negative feedback, while those reporting to them stress while anticipating the feedback.

The main problem of annual reviews, aside from their negative connotation, is that they are largely ineffective. A study found that job appraisals negatively affected job performance more than one third of the time. As a result, many companies around the world, such as Microsoft and Gap, are phasing out traditional annual reviews altogether. However, performance reviews can be effective if the leaders correct mistakes they are making in this process! Read on to find out if you are making common mistakes during the evaluation meetings with your staff and how you can ensure yours is successful.

Not Timely

Another problem with the annual review is that it’s only given once a year. That is not nearly enough time for managers to be able to provide productive feedback and work together with their employees to make relevant changes.

When you sit down with a staff member in December and mention something that occurred in May, the individual may have no recollection of the incident. Therefore, leaders have to provide timely feedback instead of waiting a year to bring something up.

The most beneficial feedback is immediate, or at least timely, brought up within a few days of the occurrence; otherwise, it is just pointless. While a formal meeting to discuss the yearly performance may be helpful when discussing promotions or raises, feedback should be regularly provided during the course of the workweek.

Focusing on the Negative

Bosses often misunderstand the main point of the performance review, which is to help employees work more productively and efficiently. Instead, they consider this a time to air their grievances and dissatisfaction with the team member. Even if the individual is performing up to the standards most of the time, if the supervisor focuses solely on what needs to improve during the review, it may negatively impact the loyalty and job satisfaction of the person.

Even if you have an employee who is underperforming in many areas, it is helpful to first bring up something positive about their efforts before concentrating on the negative. Consider the small things that the person may be getting right, like the fact that they are always pleasant, to bring up before moving on to what they may need to improve.

Not Setting Benchmarks

The feedback given out during a performance review will likely not amount to anything unless measurable and realistic benchmarks are set and agreed upon by both the employer and the employee. It’s not enough to tell a subordinate that they need to work faster; to help them become more productive, set small goals that the individual can work towards.

For example, if you need a staff member to work faster, instead of telling them to do so, you should count how many tasks the person currently accomplishes in one week, and increase that by 5 percent per month to see if they can ultimately speed up by 15 percent. It’s important for managers to be involved in this process, observing current behaviors, setting goals and then measuring the employee performance to see if they are meeting those goals.

The reason performance reviews get a bad rap is because many managers are not doing them properly. Sitting down to provide feedback only once a year, focusing on the negative and not setting benchmarks makes the process ineffective; however, making small changes can positively impact both the person and your company.

 

Low Corporate Morale? Five Ways to Boost Employee Engagement

Working in today’s world is not easy – the hours are getting longer, the responsibilities more intense and the push to cut costs are brutal. Many business owners find that they have more to do to stay afloat with less resources to hire staff, so all employees end up doing more with less – less time, less money and less help.

Overworked and tired employees develop low corporate morale as they stop looking forward to coming to work every morning, and feel tired and stressed out. This leads to high employee turnover, decreased productivity and an unhappy workplace.

On the other hand, engaged employees are better for business – a source states that businesses where the staff members are truly engaged “have 6% higher net profit margins,” according to Towers Perrin research and “five times higher shareholder returns over five years,” according to Kenexa research. It is up to the business owner to find ways to boost employee engagement, which will create a better corporate culture and better overall morale.

What is Employee Engagement?

An employee who is truly engaged is invested into the success of the company in which they work. They don’t just come in to receive a paycheck, but care about the company’s goals and interests. This type of team member uses discretionary effort, meaning they do things to help the company without having to be asked or required to do so. This can involve staying late or coming in on a weekend, mentoring a new staffer, or addressing a safety concern.

How do You Promote Employee Engagement?

In order to “turn that frown upside down,” use the following tips to improve corporate morale to increase employee engagement:

Reward Your Staff’s Efforts

When small business owners hear the term “reward,” they tend to think of financial rewards; however, rewards don’t have to cost anything! Simply showing your staff that you recognize their hard work and are grateful for their efforts is often more than enough to get them to take ownership of their responsibilities and become more engaged.

Oftentimes, simply saying, “I see you are working hard, and I appreciate it,” will do the trick. However, it can also be advantageous to recognize certain team members publicly during a staff meeting or to create an employee of the month award so that the whole office is aware of someone’s achievement. 


Other ways to reward staff without spending a dime are to let them go home earlier after a long week, give them a day off after a busy season that required continuous overtime or to host a potluck to celebrate a big company win!

Support a Cause

It’s important to remember that companies are made up of people, and that many of them are motivated by social causes. A great way to boost engagement is to survey your employees about causes important to them – be that the environment, local boys and girls clubs or third world countries. After calculating the responses, pick a social cause that you can support as a company.

You can either dedicate a percentage of your profits to the cause, or help bring awareness to it through marketing and social media campaigns. To take it a step further and truly unite your team members to strive for a common goal, dedicate a day to go out and make a difference together. Volunteer at a local homeless shelter or build houses for Houses of Humanity to help those that are less fortunate.

The best way to boost morale and create employee engagement is to take the time to get to know your staff, form relationships with them, and make them feel appreciated!

 

Five Ways to Lead Independent Thinkers

There are different types of leaders – micro and macro-managers. Micro-managers are akin to dictators, they want to be involved in every small decision, and do not provide their staff members with the ability to think for themselves. Macro-managers, on the other hand, lead a democratic team, encouraging their employees to make their own decisions, take chances, and provide innovative solutions to everyday problems.

Time and time again, research studies have proven that macro-managers are the best types of leaders; this manager not only creates a happier corporate culture, but has loyal and productive employees. However, in order for a manager to relinquish control and delegate tasks to staff members, they need to be sure that the workers are up to the challenge of working independently and trusting their own instincts. Whether you are integrating a new candidate into your team, or want to delegate more and micromanage less, you can lead your staff to become more independent thinkers in the following five ways.

Delegate

A common grievance of bosses is that they spend a majority of their day on tasks their staff members should be doing. However, not all supervisors have the skills necessary to take themselves out of the equation and delegate tasks to free up their schedule.

The first step to encouraging employees to think on their own is to make them responsible for their own tasks. This process starts with the team’s leader – this individual must be able to hand out assignments without looking over the individual’s’ shoulders every step of the way. Employees must feel capable and qualified to handle their duties in order to start thinking independently, otherwise they will keep turning to the boss with every question or concern.

Be Open to Different Views

Once tasks have been given out, the manager must be open to hearing and implementing different views. Many leaders feel comfortable following the status quo, and resist any suggestions to innovate. This attitude stifles the minds of the employees, and doesn’t encourage them to think on their own, as they know that any suggestion will be ignored or denied.

Trust the Capabilities of Your Staff

Another component to promoting independent thinking is to fully trust in the fact that your employees are capable of making their own decisions, and are invested in the best interests of the company. After all, you hired them for a reason! When bosses stop second guessing their team members, and trust that they are experts in their field and have the experience and knowledge to work independently, they can start encouraging their staff to trust themselves.

Encourage Original Thinking

To promote independent thinkers in your workforce, you should promote original and out-of-the-box thinking. Ask your employees to come up with innovative ideas and share them with the rest of the team. Consider rewarding employees who offer unique ideas that can benefit your company – you can offer gift certificates, time off or bonuses for the effort!

Provide Inspiration

Innovation often comes from inspiration, but it’s difficult to get inspired inside the bland walls of most office environments. To promote creativity and original thought, provide inspiration in the form of bright colors, vivid images (art and photography), music and unique experiences in the office.

Advise your employees to take a walk outside if they are in the process of a creative endeavor, or take your team to an ethnic restaurant to introduce them to flavors and smells from different cultures. All of these experiences can contribute to helping them change the status quo.

Is Offering Unlimited Paid Time Off Right for Your Company? A Top 5 Pro and Con Review

Offering employees perks is no new concept. Many companies offer great benefits, 401k options, and discounts on everyday purchases through employee rewards programs. For many companies offering perks to employees has been a major selling point when they aim to recruit some of the best talent. But what about offering employees the perk of unlimited paid time off? While this may sound crazy to some, many companies are starting to offer this amazing benefit. But at what cost? In this post we will review 5 Pros and Cons of offering employees unlimited paid time off

1. Pro: Morale Boost

Boosting and maintaining morale is one challenge that every employer faces. Offering an incentive of essentially “unlimited” vacation time at an employee’s disposal is a major draw of talent who may be swayed by other companies offering great benefits packages. Offering and supplying unlimited paid time off is an instant morale boost.

  • Con: Employees may take advantage. While employees would “assume” people would follow the norm of 2-3 weeks off a year, plus a given day here or there, they must be ready to have practices in place if an employee decides unlimited time off means “unlimited.”

2. Pro: No Rush to Take Unused Time

We have all been there. End of year or end of cycle where paid time off is available to be used and we are rushed to use that time before it gets cashed out or blocked by accrual caps. By offering unlimited paid time off, employees are less likely to bank and dump that time. They may spread the time out, take smaller chunks of time off, and use the time when things come up, rather than use it at the worst time or because they were forced to.  

  • Con: No rush to come back. One downside is that once the employee’s foot is out the door, they may be no rush to get that foot back inside. One major risk is some employees may take advantage of this policy or skip out of the office for larger chunks of time. Some employees may come and go so often that it starts to impact their work and those who rely on them.

3. Pro: Monitoring Gets Easier

Human Resources (HR) costs and managing of employee’s time off can be daunting, tricky, and costly all in itself. Watching employees’ time so they don’t abuse it comes at a price. With unlimited time, HR doesn’t have keep track of  how much personal time, sick time, accrued time, etc. so closely.  Some numbers suggest that an unlimited vacation time policy saved companies over 50 hours a year in administrative time.

  • Con: Implementation is tricky. For those employees who have been with a company before an unlimited time off policy goes into effect may be impacted by the banked hours they were able to keep. For many “old timers” who leave they may want to cash out their hours for cash. Those folks would need to be considered if “paid time off” became non-monetized in value.

4. Pro: Less Employee Overhead

Consider all the overhead of housing employees throughout the year and the cost associated with each employee being in the office each and every day. By offering unlimited paid time off, employees may become more efficient, happier, and do not waste as much time in the office because they are tied to a “schedule.” By allowing employees to go when they need, they reduce wasted time, energy, and overall overhead costs.

  • Con: Lack of face time. Employees that are out of the office tend to not be as visible. Therefore, offering unlimited paid time may be a dip in important face time with their colleagues and business partners. If companies rely on face time and presence, this option may put a damper on the party.

5. It Sounds & Looks Good

How good does “unlimited paid time off” sound? It sounds like a perk nobody could pass up, like  freedom for employees, and like it is almost too good to be true. Bragging about this option would make a company sound great to work for and seem very forward thinking.

  • Con: Performance can be bad. One downside with giving employees complete freedom is that for those that may take advantage, could leave a company in worse shape. Performance could go down, which may ultimately impact the overall strength of the company. Having one bad apple may ruin it for the whole barrel.

While there are many pros to offering unlimited paid time off for employees, companies must also think of the other side of the coin. By offering employees such an amazing perk, a company could be positioned to increase productivity, morale, and overall appearances. However that can also be the exact opposite if not implemented correctly. By understanding the above 5 pros and cons, companies can now consider if this is a right move to make at the current time.  By going in this direction, the innovative approach to employee benefits could also impact the company’s interests.

Extra Inventory From the Holidays? 6 Ways to Use it Now and Plan for Next Year’s Product

Holiday sales for any business can have a major impact on how the next year begins. Anticipating for the rush can sometimes leave small and big business with excess inventory and decisions to make with what to do with it now, as well as what to do next year to avoid over-ordering. By following some simple steps, businesses can learn what to do with their current inventory excess and how to better plan for the next season’s holiday rush.  Paying attention to 6 key ways to use extra inventory can keep any business in the black.

Save It: Sure sounds easy and simple. Almost too simple. But if your product or business is in a position to hang onto the inventory for the following year, or for another time to sell, then try and store it. It may be wise to save it for a rainy day.

  • Next Year: Try and use some inventory from this season for the next if the product can withstand a year of consumer shift. Order less of the “new” next year and mix in current with latest product on the shelves.

Sell as “Bundled” Package Deals: Consumers love great products and they love feeling like they are getting a steal of a deal. So, if you can, bundle some of the extra products into a “package” deal for a limited time offer. Combine items and lower the cost per item for a nice price point and great bundled offer. Consumers will benefit from a “deal” and you will move more than one product off the shelves.

  • Next Year: Start by selling bundled deals from “last season” next to the latest product at a slightly higher price. Consumers may not buy the new product but will quick to grab the “last season” product at a sale price.

Offer Discounts Next Year: Who doesn’t love a deal? So, why not offer a double win for a consumer? Offer your product with the added benefit of an automatic discount on ANY item or product the next season. Consumers like to know they will get something now and like even more the idea of added benefit the next year. If your product is one that consistently is updated, the offer alone will create some buzz for this and years to come.

  • Next Year: Consider how many products were sold with the current offer and the offer for the following year when you go to place new inventory orders. By looking at how many consumers purchased that deal this year, you can better assess how much you will need.

Create Promotions: Current products make great promotional items. Offer consumers a “free” product with purchase of another. If the product is one that can go well with other purchases or even be used as a promotional item at an event, raffle, give –away, and beyond, then the price you “eat” may be good for future business and getting your unused product in the market. Promotions are a solid way to grow your brand and product.

  • Next Year:  Factor in any promotional items you may use and reduce purchasing any promotional items this year. Use what you have and refrain from ordering any other marketing or promotional items if you have inventory on hand.

Slash Prices: Sales sell goods. If you can offer a great discount and cut prices on your products, it’s a great way to get buyers to take your extra inventory. Think about all the extra holiday lights, artificial trees, and snowman wrapping paper that go on sale the day after Christmas. Jump on the price slashing bandwagon and throw one heck of a holiday deal.

  • Next Year: Anticipate this tactic and use to your advantage. See what goes the fastest once you slash the prices and consider the profit made from this. If it’s a good solid money maker, ordering a little extra for this same reason next year may be a good move.

Inventory Liquidator: Not the first choice by any stretch, but if you find yourself in a major pickle then go with a liquidation service-but be cautious. Be aware of the risks to your product integrity and brand name. For some this is a last resort option but if you need to move a lot and reduce the bleeding this may be an option to consider.

  • Next Year: Run the numbers of this years liquidation and forecasted sales to see if you can withstand this same hit the following year. If it’s too close to call, order less and start to consider ideas for back order deals or offers.

Business owners know the ups and downs of planning for the holidays and strategic planning of ordering inventory. However when that inventory doesn’t sell in the current year, the worry and stress to move that product rises. By implementing the above 6 ways to use that extra inventory now and plan for next year’s product, business owners can tackle the holiday rush with a smile and game plan.  Nobody said Santa Claus couldn’t come to town all season long.

Let’s Talk Money: 5 Ways Businesses Can Maintain Financial Transparency with Employees

Talking about money with friends, colleagues, family, or any other relationship that exists is usually topic that is avoided. When running a business, this trend also seems to remain true. Businesses are often reserved when it comes to sharing the company financials with its employees for a variety of fear-based reasons. While every business has the choice of who they share what numbers with, the businesses that choose to share with employees can navigate this hard-to-discuss topic with clear direction. In this post we will review the 5 correct ways your business can maintain financial transparency with your employees. Let’s take a look!

Share the Information on a Consistent Basis: Good and Bad

While good news is much easier to share, if you are committing to sharing the financial status of your company’s transactions with your employees, you should embrace sharing the information on a consistent basis, whether the numbers are good or bad. Sharing on a set schedule demonstrates that the company will remain transparent, regardless of the color the company is heading into. Good, bad, or indifferent, remaining on a set quarterly, monthly, or even weekly sharing basis will help with the commitment to being transparent with your employees.

Explain the Numbers: Help Employees Understand the Breakdown

Graphs, projections, charts, oh my. Sharing the financial status with employees is more than just arrows up or down. Sharing takes explaining what it all means. When reviewing financials, help employees understand the numbers they are seeing. Are the projections on track for making the growth expected? Does the company see their value in those numbers? Do you even know what the numbers mean? Sharing and explaining what each dollar in and dollar out means for the company can demonstrate the value of your employees in every transaction.

Review Tough Questions Ahead of Time

Make sure you’re ready to answer the tough questions that your employees may ask. Consider what the employee may see when the numbers come through and be prepared to explain what the company is doing, thinking, or considering when they see the same numbers. Reviewing some potential questions in advance of the numbers will help navigate a potential onslaught of “what does this mean?” question session.

Share in Person

Timing is everything. Companies usually have the time they share news to the team down to a day and time of the week. That usually is paired with a nicely worded email, newsletter, or some form of typed-out document. When it comes to sharing the fiscal information, companies should consider doing this in person when possible. Sharing in person can help reduce office chatter about what the numbers “really mean”, or reduce the misunderstanding of one “0” in the fancy pie chart. Sharing in person allows allows real questions in real time. If a company can find a way to share and provide a follow-up meeting or offer in person reviews, it will ensure staff morale stays high around the company’s financial transparency and communication with its employees.

Demonstrate the Employee Connection in Financial Goals and Reviews

People work harder when they see their value in the end product. Highlight the employee’s contribution to the numbers they see. By demonstrating the connection each employee has to every dollar, they will be encouraged to take ownership of that dollar. By highlighting where an employee fits in the grand scheme, it will help define purpose, passion, and projections to shoot for. The employee paycheck should not be the only financial connection they see to a company.

By sharing and remaining transparent with your company’s financial statements, employees can find increased value and connection to the company that they work hard for. By following these five ways to maintain your business’s financial transparency, employers can reduce the fear that goes into sharing their finances with others. While these methods may not make dinner party discussion about how much or how little one makes easier, it can help the employee, company, and its operating managers feel better prepared to use the company numbers to their advantage.

Should You Allow Pets at the Workplace?

As a business owner, there are a lot of decisions you need to make about the best policies for your office. You may offer your employees unlimited vacation, the option to telecommute to work, or free lunch. Another benefit to consider offering your staff members is a pet-friendly office environment. Although this may seem counterproductive to running a successful operation, it’s becoming more common for business owners to allow staff members to bring their pets to work. Is a pet-friendly office right for your business? Consider the benefits that pets can offer to your team members, such as:

dog_blogLower Stress Levels

The workplace is a fast-paced, demanding environment, which creates stress for working professionals. Forty percent of workers stated that they were very or extremely stressed out on the job, and 25 percent said that their work was the number one cause of stress in their lives. The effects of stress on the body are well-known: high blood pressure, sleep problems, weight issues, diabetes and heart attacks.

One effective way to fight stress is to create a pet-friendly office where employees are allowed to bring in their cats and dogs. A 2012 study found that employees who brought their pets to work reported being less stressed out throughout the day.

Dogs have been proven to reduce levels of cortisol, which is a hormone that is responsible for stress, while raising the levels of oxytocin, the “love hormone,” which causes happiness. A 2001 study found that pets can lower blood pressure levels that are caused by mental stress.

Improved Communication

Employees must be able to effectively communicate with each other, ask each other for help, and create a support system in the office. However, most professionals are too busy with their responsibilities to get to know their colleagues.

Bringing pets to work has been shown to increase interaction between employees. “When I first took the job, I often learned the names of the pets before employees, and it helped me build a bond with everyone,” stated Lisa Conklin, public relations manager for Replacements, a dinnerware retailer.

When a team is able to communicate effectively, they are more efficient, productive and happier. This benefits business owners with a better corporate culture, higher employee retention rates and additional profits due to increase productivity.

Work/ Life Balance

Employees are increasingly demanding a better work/ life balance amidst the longer work  hours common in the US. A pet-friendly office helps to improve that balance by allowing staff members to bring their beloved pets to work. A long day at the office does not seem so bad when your employee’s canine best friend is next to them. Additionally, it takes away the burden of hiring dog walkers or worrying about pets being alone for extended periods of time.

Set Policies When Allowing Pets at Work

If you believe that allowing pets at work could benefit your business, it is advantageous to create rules that all employees must abide by. First, the office should be pet-proofed, which means all loose wires must be hidden, small objects must be removed from lower surfaces and all doors must be closed at all times.

Second, a pet policy should be adopted that allows only well-behaved and friendly pets to be brought to work. For example, a dog that is prone to barking will only distract your workers instead of increasing productivity.

Third, find out if any of your staff members have allergies to pets. If this is the case, they may agree to take allergy medications; however, that must be discussed before pets are allowed on the premises.

If you could benefit from more advice on managing a business, click here to find seven tips to small business success.

How to Keep Your Business Staffed Effectively Through the Holidays

While the holiday season is a joyous time, it can also be a stressful time for many small business owners. Not being properly prepared can leave an employer short-staffed and unable to handle the influx of business. On the other hand, owners who face a slow season during the wintertime can face financial hardship having to pay salaries with no profit coming in. Be ready to keep your business appropriately staffed through the holidays with these considerations:

 

Time Off

Most staff members request to take time off during the holiday season in order to spend time with family, visit friends or take a vacation. Business owners can become overwhelmed by the time off requests, and the business can suffer as a result.

Approving time off during the holidays is tricky – if it’s not managed properly it can not only prevent the business from delivering what clients and customers want but can also create internal strife,” says Samuel Tanios, president and chief executive of Human Elements Consulting, in an article on Glassdoor.

To avoid chaos, make it a policy that employees must request holiday time off at least a month or more in advance. Consider granting time off on a first come, first served basis – just make sure to announce this decision to your team.

If you have a small team, or need all your employees at the office during peak times, establish vacation blackout days, alerting your subordinates that no time off will be granted on certain dates, or offer monetary incentives on these peak days for staff to stay motivated.

 

Staffing for Your Season

Busy Season

The holidays are high-grossing months for many companies. Retail stores, event planning services and catering businesses often experience a peak in business during this time. However, not having the staff to fulfill orders or handle the sales can create a backlog in fulfillment, causing stress for the owner and hurting the company’s reputation.

To avoid this, you must prepare for the holiday time by hiring extra employees at least two months in advance. This will give you a chance to properly train the new hires and be certain that they can handle the fast-paced environment that the holiday season will bring.

 

Slow Season

Some businesses see a significant decline in business during the wintertime. As such, owners have to make staffing decisions to account for lower sales during this time. Being responsible for paying salaries with no funds coming in can put a business in the red, and it can be difficult to make up the difference even when business picks up.

Some small business owners establish mandatory time off for one or two weeks during the holidays, when employees can use their accrued vacation time or simply not get paid. Others offer their staff the opportunity to work part-time, staggering the schedule so that the employees work during different days or times.

Don’t let the holidays hurt your business operations; prepare for a busy or slow season in advance. Two ways to get prepared, no matter what season you are entering are budgeting and lending. Start setting a budget and planning for your expected revenue. You can do this with a Business Budget Smart Sheet, available to help you start getting your spending in order. Another option is a small business loan from IOU Financial, which can help your business stabilize cash flow through the slow season, or hire and train new staff for your busy season.

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Small Business Finances 101: Understanding Income

Income is the life source of your business. All your planning and strategies aren’t going to mean much unless you generate enough income to eventually make a profit. There are two types of income your business needs to track. Gross income is the money you receive from selling your products or services minus the costs of goods or services sold. Net income is your profit after you subtract all your expenses and losses.

As a small business owner, you need to know the most reliable ways to collect the income you owed, and how to properly report the income you receive.

Collecting Payments

  • Extending credit: While it’s nice to extend credit to customers, it can also be a money-losing proposition. People who pay with cash or payment card (debit, credit or gift) are your best customers. The only risk they pose is counterfeited bills or cards, which is a pretty small risk. When you get into checks and merchant accounts, you have to be more careful.
  • Credit cards: Many small businesses (55 percent in 2013) do not accept credit cards because of the steep fees and the possibility of disputes. If you sell online, you have no choice but to accept credit cards and pay the fees. Remember that if you don’t accept chip-embedded (EMV) credit cards, you are liable for the costs of fraud, a source of friction between merchants and card issuers.
  • Merchant accounts are business-to-business (B2B) credit arrangements with clients and suppliers. A 2014 U.S. study of B2B invoices found that a troubling 42.5 percent were paid late and that 5.6 percent were still uncollected after 90 days, which is the usual definition of a default.
  • Checks are not desirable, as too many things can go wrong. This is especially true if you have customers living abroad. It can take forever for a mailed check to reach you. Then there are the problems of stolen or overdrawn checks. Unless you have a long relationship with a customer, it’s best to avoid being paid by check.
  • Direct deposits via automated clearing house, transfers and electronic transfers are quick and safe for domestic payments. International transfers take longer. The only problem is getting your client to agree to make direct deposits.
  • Collections: If you are owed money, you can try to collect it yourself, hand debt collection off to an agency, or write-off the debt. In any event, late payments have a negative effect on your income.

Accounting for Income

Accounting is essential knowledge for your business. Keep your books up to date because delays can cause mistakes that might end up hurting your business and getting you audited by the IRS. You can hire a bookkeeper if you have enough activity to make it worthwhile. Many small businesses use software such as QuickBooks to perform bookkeeping. It’s up to you to evaluate the time you need to spend on using software versus paying a professional to do the work for you.

If you operate on a cash basis, you acknowledge income when it is collected. However, if you use accrual accounting, you report income when it is earned, which is usually before it is collected. Whether you use cash or accrual accounting, you need to keep accurate and timely records. This is especially important for figuring net income, which is the amount you are taxed on. To calculate net income, you must account for all expenses, costs and losses. If you miss some deductions, you’ll pay more tax than necessary.

If you need to stabilize your cash flow, hire a bookkeeper, or expand your inventory to bring in more income, IOU Financial offers convenient, low-interest rate commercial loans to help your business grow. Visit our loan calculator to get started!

Empowering Entry-Level Employees and Staff to Succeed

There is a difference between supervisors and real leaders. Supervisors simply manage their employees, making sure they accomplish their daily tasks and follow the organization’s rules and regulations. A business leader, while being responsible for the workload, also makes it a priority to empower employees to advance in their careers. Entry-level staff members greatly benefit from an invested manager who promotes their strengths, helps them work on their weaknesses, and provides them with career-related advice. There are specific ways a manager can empower entry-level employees to succeed.

 

Setting Objectives and Giving Feedback

In order for your employees to thrive, they need to clearly understand what is expected of them. Instead of just delineating daily tasks, include your staff in the entire scope of the projects. Sit down and create concise and measurable objectives so that you and your subordinates are on the same page about what needs to get accomplished. Goals are important for four reasons:

  1. They provide guidance and direction.
  2. They aid in planning.
  3. They boost employee motivation.
  4. They help managers provide feedback.

Once clear goals have been established, managers must provide regular feedback so that employees know whether they are on track to meeting their goals or not. The only way your staff can grow in their positions is if you point out areas in which they need to improve, tell them what must be done to enhance their performance, and then explain whether they are meeting the previously set benchmarks or need to improve their skills.

 

Mentorship Programs

Mentorships usually pair an entry-level and a senior-level employee together so that the more experienced professional can provide advice, training and other resources to the newcomer so he or she can succeed not just in their current role, but in their career. An employee who is just starting out can greatly benefit from guidance from someone who has succeeded in the same industry, can share their network of contacts and can provide support.

Inc.com believes mentorship programs are “low-cost, yet high-quality, solutions” that show staff that management cares about them, result in better trained and engaged employees, and promote employee job satisfaction and loyalty.

 

Additional Education/ Training

When business leaders are truly invested in empowering their team to succeed, they should help staff advance their knowledge and skills so they can constantly grow in their positions and prepare for more senior roles. Offering paid education to your employees can be advantageous for both the organization and staff. Your business will benefit because employees will become more proficient in their industry and become better assets for the company by being more productive and efficient. In turn, the employees will be more loyal and satisfied with their job.

 

While larger companies can often finance their staff’s education at a college or university, smaller businesses may not be able to afford this. However, it may be possible to provide staff with other trainings or online courses that can advance their professional abilities, such as typing classes or communication workshops.

 

These are three of the ways that leaders can empower their team members to succeed instead of just overseeing their workload. When managers are invested in helping their employees grow, they’re in a better position to accomplish their goals and retain their staff.

 

Looking for more management tips? Check out the Management section of our blog.