Shrinking Your Environmental Footprint

We’ve all heard or read about the serious threat to our way of life posed by environmental

degradation, including the acidification of the oceans, the warming of the global climate system, and the loss of biodiversity. In recent years, warnings issued by organizations like the Intergovernmental Panel on Climate Change (IPCC) have grown increasingly dire. The consensus among experts, and a growing number of world leaders, is that we need to get our collective act together if we intend to leave a decent, livable planet to our grandchildren.

There is no one, single “magic bullet” that can address all of those problems simultaneously. In order to answer the challenge, we will need to combine our skills of cooperation with our capacity for prudent, individual decision-making. And the workplace happens to be a venue where personal initiative and collaborative effort both come to the fore.

If you’re concerned about your business’s impact on the environment, but worry about the cost or difficulty of implementing more eco-friendly alternatives, fear not: there are some simple, inexpensive techniques you can try that can make a positive difference.

Invest in new lightbulbs and energy-efficient appliances.

Replace your old, incandescent bulbs with LED bulbs, and make sure the office refrigerator, microwave, and dishwasher are all certified energy-efficient and built to last. Another advantage of the pursuit of energy efficiency (besides the environmental dimension) is the money you stand to save on your electricity bill.

Conduct regular checks of your office’s heating system to ensure that air is able to flow freely through the vents.

Turn out those lights!

Instruct the last person to leave the office in the evening to turn out the lights, and make sure all of the office computers are switched off. The same advice applies to rooms not currently in use, and chargers for cell phones and other gadgets that continue to sip electricity even when the device is fully charged. Unplug these when they’re not needed.

If possible, try scheduling “work from home” days.

One of the primary sources of vehicular pollution in our society is the daily commute to-and-from work—cars, trucks, and buses idling at stoplights and sitting in traffic. Instead, encourage your team to work from home if they can. With the communications technology available today, there is often no need for professionals to congregate in a single location in order to keep in contact with each other and get work done.

Reuse, recycle, and compost.

Many municipalities have citywide recycling programs, and some (like Vancouver, B.C.) have municipal composting programs. By separating recyclable items and organic materials from garbage, you’ll save space in your waste receptacles, conserve energy and, ultimately, contribute to the diminution of landfills and refuse processed at incinerators.

If you have a lot of old documents with text on only one side, conserve paper by writing on the other side. Set aside a trove of defunct, one-sided documents for this purpose.

Order paper products made from recycled material.

A wide variety of paper products made from recycled materials—including plates, napkins, paper towels, toilet paper, tissues, and document sheets—are available for purchase in stationery stores and through wholesale distributors. Whenever possible, try to order such products, particularly if they are compostable.

If your work is finished early, go home.

Many businesses operate on the basis of set hours, like the stereotypical “9 to 5”. But unless there’s a good reason for you to remain at work throughout the allotted time period, you’re better off shutting down your computer, cutting the lights, and heading home. You may even profit from the opportunity to beat the evening rush, which will save you fuel (better for both the environment and your bank account), and spare you frustration.

Spend some of your free time enjoying the natural world you’ve helped to preserve!

Business Essentials: Project Management Software

Business Essentials: Project Management Software

Tech companies have been hard at work over the last decade finding ways to streamline their workflow. As a result, numerous companies have entered into the domain of developing software specifically designed to manage their various projects and they have addressed almost every growing concern under the sun. Project management software in this day and age is powerful, easy to use, ubiquitous, and cheap. Businesses are quite literally spoiled for choice in this area and, if your company is not currently using any project management software to coordinate your projects, it’s time to take a serious look at how one of any of the number of programs that are out there might add value to your company.

What’s out there?

Sometimes choice can be a difficult thing to handle. With so much choice out there, how do we know which program is going to be the right one for our business? How do we know that it will be able to do the things we need it to do? Basecamp, Asana, Microsoft Project, Smartsheet, what’s the difference?

Generally speaking, there is no difference – they are all designed to help you manage your projects in one way or another and all will perform many of the same functions. Where they differ is in how you interface with each program. One could choose blindly and accept that there will be a learning curve to understanding how the program operates. No matter which program you choose, eventually it will become an extension of how your business operates.

However, there are a couple of points worth investigating first:

Web-based or on-prem? – One thing you need to decide is whether or not you want to operate your project management software literally from within the building (or “on premises), or if you want your project management to be handled on the web. On-premises software has the advantage of typically being more robust than web-based software. However, companies more and more are trending toward web-based programs because they have been stripped down in order to be more easy to use and because it does not involve installing the program on every computer in the office. Instead, project members simply visit the relevant website.

Proprietary, GPL, or Open source? – What these three terms refer to is the type of license a program might use and defines what you are allowed to do with the software once you have it. Whether a program is free to use or not, project management software will most commonly use a proprietary license meaning that you agree to use the program the way it is simply to help you with your business. Other licenses may give you the freedom to tamper with the code and tailor the software to your company’s needs, but this does take some savvy and you’ll need a competent computer engineer.

How they work

As mentioned earlier, every project management software is initially designed to do more or less the same thing and most will cover all the essential components of what it takes to coordinate a project.

Communication – If a program does not allow for a team to communicate with each other, then it’s not of much use. Virtually all programs keep each project separate from one another so, when running more than one project at the same time, it’s easy to track what’s been discussed about which projects. It’s even possible to cherry pick who needs to know which pieces of information so that the right people get the necessary information while everybody else doesn’t have to feel bogged down by excessive communication that is not relevant to them.

Scheduling – Project management software also allows your company to set milestones and completion dates for aspects of a project. Anyone involved can then go to the calendar and see what tasks need to be completed, allowing them to better manage their own work.

File Sharing – Any project management software acts as the central hub where all the information regarding a specific project is located. It is open for all the people involved in the project to get their hands on. Relevant documents can easily be uploaded and shared for all to give their insight or make changes.

Although these represent the core of what most project management software will address, each program provides its own nuance, bells and whistles, and special features. How you decide to use these features is anybody’s guess but you’ll eventually find that there 101 ways to solve any number of problems right at your finger tips. 

How to Conduct a Meeting

Meetings, when properly directed, are a great way to get everyone on the same page, strategize, and brainstorm with the aim of moving the company in the right direction. If a meeting lacks the necessary focus, however, it can represent a colossal time-suck and a waste of everybody’s resources. It’s essential to have a clear picture of why a meeting is necessary and what needs to be accomplished. Below are a few “don’ts” and “dos” when it comes to taking the lead and conducting a great meeting.

DON’T conduct meetings every week for the sake of conducting a meeting – it can lead to so many annoying little problems like the anticipation of the dreaded weekly meeting, the didn’t-we-just-discuss-this-last-week feeling, or the incessant mulling over minutia. Not every decision in a company should be left to a democracy and it’s really only beneficial to call a meeting when one is deemed truly necessary.

DO include everyone - if you’ve decided that now is the time to have a meeting it should be because some kind of shift in direction is necessary. Sea changes can implicate the whole company and you might be surprised by who has big ideas. If wholesale changes are necessary, and you limit your company’s rebranding to the marketing team because you see it exclusively as a marketing issue, you’re effectively limiting your options moving forward.

DON’T make your meetings about one-on-ones – a meeting where everyone is gathered waiting for their turn to speak and explain what they do is likely to cause attendees to zone out. The key to a great meeting, and getting great ideas out, is to keep everyone engaged. Set aside time to have one-on-ones so that everyone can communicate what’s relevant about their particular position and then connect them with whoever they might need in other departments. Remember, meetings are about the big picture, not the details.

DO have a clear idea of what needs to be accomplished – a meeting’s focus can be lost so easily by getting bogged down in details. It’s imperative that, when leading a team meeting, you know exactly where your team is at and where they should be by the end. It’s possible to know the answers without having the means to articulate it, so cluing in to what’s being shared in a meeting should be what allows you to formulate an expression of what you know is already there.

DON’T get sidetracked by things that are irrelevant – although it’s important to keep things lighthearted and fun, maintaining control over the direction of the meeting is essential to make progress. Meetings can suffer from too many questions or too much fine-tuning. Ideas discussed at meetings should be global, not particular. It’s important not to just gloss over the details, but keep in mind that the grandeur of an issue should reflect the size and duration of a meeting.

DO allow everyone a chance to shine  - although you’re in control and you make the decisions, a meeting can never be about you. You can communicate company values in an email, but you get feedback in a meeting. Having an open mind, ceding the floor and jumping in only to direct traffic, should be the leader’s role in any meeting.

Summary

Meetings aren’t the kind of thing you want built into the framework of your company but it’s important to have systems in place that keep you in contact with the various branches of your business. A constant stream of meetings can devalue their importance and, as a team leader, it’s important to distinguish between when everyone needs to be brought together and when it’s time to meet one-on-one. Meetings represent an opportunity to shake things up, keep everyone on their toes, and pull them out of the doldrums of the regular routine. Suddenly throwing everyone into a collaborative environment of equals often has an effect of stimulating out-of-the-box thinking and it can be surprising where the next great idea can come from.

Slow Hire, Quick Fire

Anyone in charge of his or her own business who is not familiar with the term ‘slow hire, quick fire’ needs to let it sink in right away. On the surface it seems rather self-explanatory and just good common sense, but internalizing the mechanisms behind why this practice is so fundamentally important can often be overlooked. Below are a few key points to focus on when you may be forced to pull the trigger on any major personnel decision as well as a brief examination behind the rationale for each practice.

The Slow Hire

Every hiring decision is an investment. The idea needs to be that the return from their productivity exceeds the outlay to keep them on board – there is no point hiring someone who doesn’t make your company more valuable than it already is. Like a poker player sitting at the table, there is the old adage that you cannot lose what you don’t put in the middle. Hiring someone should feel like putting chips in the middle knowing that you can take down the hand. If you’re bluffing and praying for your card to land on the river you’ll find yourself short-stacked in no time.

Here are some points to consider before hiring:

1) Don’t let yourself feel pressured by time – A savvy manager will see the need coming down the road long before there is any urgency to actually hire someone. If you’re hiring someone just because you need someone right away there’s a strong possibility you’re not hiring the right fit for the position, but someone who is comfortable being the company silver medal.

2) If it doesn’t feel right, it probably isn’t – It can sometimes feel like the only option available is hiring the least bad candidate. There is nothing wrong with holding out for something better. The right person is out there, and sometimes it’s just a matter of possessing enough resolve to wait it out until they come along.

3) Can someone become the right candidate? – Sometimes you might find yourself with candidates that don’t immediately possess the needed expertise or experience required to fill a position, but may possess certain intangibles, such as the right drive and motivation that can make them an asset to your company. Always keep in mind that it’s easier to train someone how to complete a particular task than it is to train him or her to care about what they’re doing.

The Quick Fire

If someone is dead weight, they’ve got to go. It’s fine to be patient with someone who is still developing the requisite competencies to do their job, but if someone doesn’t have the right attitude, or fails to demonstrate the proper level of motivation that you demand from your employees, don’t wait around hoping they will change. There are plenty of eager people who don’t need to constantly have carrots dangled in front of them who would probably do a great job if given the chance.

Here are some points to consider before firing:

1) Is it even a job that still needs doing? – It’s not uncommon for employees, brought on to complete a particular task, to hang around long after they’ve become redundant. It’s never easy, but explaining that their services are no longer required can sometimes make long-term sense and might be in the best interest of your company.

2) Are they spinning their wheels? – The guy who comes to work every day, does nothing, and collects his pay just the same as the guy who works his butt off, is an all too common occurrence in many work environments. It’s one thing to streamline one’s workflow to optimize productivity allowing for more free time, it’s another to create free time at the expense of productivity. And as great as it is to come to work feeling relaxed, it’s a wholly other thing to show up at work in order to relax.

3) Are they a vampire? – Sometimes what can hurt a company has little to do with the specific competencies of its respective employees and can come down to a single employee’s bad attitude. Nothing can be more damaging to team morale than one person putting his or herself ahead of everyone else. There is no place for someone who sucks the life out of your company.

Contemporary Fail-safe Solutions – An Ode to the Cloud

It’s late and you’ve just pulled a marathon 18-hour session putting together the finishing touches of a major project. It’s the eleventh hour and the deadline is looming, so it’s time to get those deliverables sent. You’ve poured your blood, sweat and tears into making this project the best that it can be, because you know that you operate in a results-based profession where the skills you possess on paper don’t amount to anything unless you can deliver the goods. Deep down you know that if this goes well you may look back and see this one project as the breakthrough that broke the doors on your career wide open. You’ve dotted every “i” and crossed every “t”. You’ve double-checked and you’ve triple-checked. It’s perfect. You stroll over to the kitchen and pour yourself a celebratory glass of wine. As you stride back to the computer for one last glance of satisfaction, a poorly positioned electrical cord brushes up against your ankle diverting your attention. Suddenly there’s a chain reaction stemming from a momentary loss of equilibrium – an unfortunate byproduct of your mismanagement of time and resulting in a lack of sleep. You go hurtling toward your workstation smashing into your desk and pouring wine all over your computer. The screen is frozen. Nothing moves. All is lost.

There is almost no more important task in modern business than protecting the integrity of your work, and in this day and age there are a myriad of solutions at your fingertips to ensure that all is never lost.

Storage Solutions

Short term: Backing up relevant work to multiple locations should be standard practice for everyone as digital mass storage devices have become plentiful and cheap. Saving to a flash, or USB connectable external disc drive, is always recommended. Any piece of hardware, however, can become lost or damaged, so the degree of importance you place on a project determines the number of devices you use.

Long term: Ah, the cloud! Mystical bands of binary information that float unblemished amidst the digital ether seems the stuff of science fiction, but it’s quickly becoming an essential business reality. The cloud is literally information stored on huge servers that remains at all times part of the expanding universe that is the internet. For pennies a day you can upload and download information like it was your own hard drive. The difference is if you’re computer breaks down, all you need is another computer and it’ll be right where you left it. 

Although there are many cloud storage options out on the market, Amazon Glacier is a cost-effective cloud storage solution worth investigating.

Sharing

Keeping important files and work documents in multiple locations is essential to being able to fail-safe, so file sharing is a great way to spread the safety around and there are several ways to do it. When files are contained on a hard drive they are rooted to that location, but with file sharing it’s easy to pass along important documents that others can get to if they need to.

Free File Transfer Sites: Depending on the size of the files you are dealing with, there are number of great file transfer options through the cloud. With free file transfer sites, unlike cloud storage where you essentially pay for space, there are limitations like a cap on file sizes, or how long files that are uploaded are available to download. There are number of options available to users for easy transfer of files including: WeTransfer, HighTail, and TransferBigFiles.

Dropbox: Unlike with file transfer sites, Dropbox is actually a program on your computer that sets up a folder designed to be shared by your computer and any other computer that you invite to share with it. It’s just like any other folder on your computer and files stay exactly where they are, but as soon as anything is placed in your Dropbox, it’s essentially saved on any of the computers that also share that folder, so you can be sure that even if you lose it, someone else will still have it.

Modern technology has provided so many tools to make sure we can stay on top of our projects and mitigate potential disasters. Hundreds of people have learned the hard way that can go wrong and they have designed so many solutions that there quite literally is an app for that. It’s not enough to just save your work anymore. Nothing should be left to chance, so make sure you’re using all the resources you have available, including the cloud, to your advantage and rest easy knowing that your work will be preserved the way it should be and will be ready for delivery.

Etiquette in the Virtual Office Environment

The office is a constantly evolving environment. In fact, the tech boom has given rise to a brand new work environment unlike the world has ever seen. Globalization and the internet have transformed the way we do business, altering the landscape and changing the way workers, united under the banner of a common vocational purpose, interact and see a project to completion.

Online office environments, like oDesk and Elance, have become an increasingly common way to infuse expertise into small businesses by outsourcing skills and aspects of a project that may not fall within the core competencies of its key constituents. In fact, it is now possible to see a project from acorn to oak by building a workforce of contractors from around the world operating in a virtual office environment which tracks their time and progress.

Operating through the soft barrier and anonymity that is the internet, it’s easier than ever to be detached from some of the more mundane aspects of the job. In their infancy, virtual office environments were a breeding ground for employers looking to get something for nothing by offering the promise of work to desperate contractors. Thankfully, the market has found a way to regulate itself and, though the problem does still persist, it is no longer the norm. Employers will be keen to protect themselves from contractors looking to make a quick buck and leaving them in the lurch with poorly executed, or incomplete, work. On the other hand, most contractors will be inclined to protect themselves, and usually only want to be compensated fairly for their time and their expertise. It’s important to remember that there is an element of give and take that is essential to making the relationship function optimally.  

As tempting as it might be for an employer to contract the data entry services of someone working for $1 per hour in a distant country, there’s no guarantee that what is needed will be communicated effectively or that the work will be done correctly. One might even be persuaded to convince several prospective contractors to complete samples in order to prove that they are capable of completing the work and then running off with the aggregate without compensating a single contractor for their work.

When dealing with any contractor in an online environment the key is to first give them the benefit of the doubt. Knowing that they are capable of what they say they are is important and most will be able to provide a track record of successfully completed work. Inherent in the system of most E-offices is a feedback system and, although abuses are not unheard of, there is also some legitimacy to them and should be another factor to consider before making a hire. Lastly, reach out – a virtual office relationship is still a relationship and a quick Skype call can go a long way to establishing trust between contractor and employer. Employers demonstrate that they are the real deal, with honest money to pay for an honest service, and this informal interview process is usually enough to unveil the wizard behind the curtain.

No matter who you hire for what service, keeping the lines of communication open is essential and a “set it and forget it” mentality is never a recommended approach. As your business grows, so will your relationships and it’s important to nurture them and keep in mind that sacrificing some early returns can, with the right amount of patience, generate greater stability over the long haul. 

How to Hire Employees

Being exhausted from working around the clock driving your business forward can actually be a good thing. Despite the bags under your eyes, the gravelly voice, and potential spontaneous hair loss, all that stress can serve as a signal that your business has advanced to the point where it’s time to hire some help. As tempting as it can be to continue to assume all the responsibility for your company and reap all the financial benefits as well, it may actually be more profitable in the long term to surrender some of the immediate dividends and take back some of your days.

There are two basic paths to take when hiring someone:

The first, and most obvious is to hire an assistant. Any business has mundane components, or a series of tedious small jobs, that are seemingly unrelated to the main focus of the company. They include everything from answering telephones, sending out emails, filing, billing, laundry, getting coffee, etc. When hiring someone to handle all the jobs you don’t want to do, the goal is often to find someone who’s driven, pays attention to detail, doesn’t sleep, and is willing to work for less than they’re worth.

This method of hiring, especially at such an early stage in the growth of your company, is akin to exploitation and will further limit the growth of your company. The types of people who will end up working for you are those that simply need a job. The kind of employee you should be looking for is one who wants to work for you, not one who is putting themselves in a position of indentured servitude. The reason for the drawbacks with this method of hiring is due to the fact that it means that all the jobs in the company are accounted for. It might be effective to get by on a day-to-day basis, but a ceiling is reached the minute your employee becomes truly effective at their job. The net result will be a former employee who uses their experience at your company as a means to get a job that’s more meaningful to them.

The second method to hiring is to find a partner. Anyone who has seen Derek Sivers’ riveting TED talk from 2010 about how to start a movement knows that as the leader you’ll get all the credit, but the true catalyst to starting a movement is the involvement and commitment of your first followers. As Sivers points out, it’s important to embrace your first few followers, or employees in this case, as equals. When things began, you may have been the very embodiment of the company, but by embracing your first employees as equals, the focus now becomes the company and not the individual roles that are being filled within it. Suddenly, instead of all the jobs in the company being accounted for by you and your various assistants, new jobs are being born through the cooperation and vision of your close circle of followers.

So what is the key to finding a great partner?

The real trick to finding a great partner is to position oneself within reach of people that are like you, but with complimentary skills. For example, an audio professional might want to align themselves with an expert in film and video where suddenly you have a production company capable of offering an array of services instead of focusing on just one. It’s also important that they be at the same relative stage in their career so that you can both grow together without one feeling like they are dragging the other. And finally, your partners should hold the same core values when it comes to what they feel is important for the company to thrive – citing artistic differences as the cause of the destruction of a promising union has almost become cliché.

The very last thing to consider is how you attract the right people to your business. It’s important, regardless of the channels you use to draw attention to your company, that in the job description it clearly indicates that candidates will be immediately positioned at the same level, and be performing the same duties, as the founder of the company. Be forthright about your own abilities, your goals, and your expectations and make it clear to the people you decide to interview that their involvement in the company represents an opportunity to be a part of something that has the potential for real growth.

The net effect of this second strategy is not only having a willing partner who will help lighten the load in the short term, but also a friend who will take ownership of their role and nurture the company with the same care as you in the long term. 

Top Items That May Trigger an Audit of Your Business

If there is one thing that is worse than paying taxes it is getting audited for not paying taxes. A notice from the CRA can send a chill down your spine and have your stomach doing flip-flops. Hopefully, you'll never have to be exposed to that anxiety inducing type of situation. While there is no hundred percent guarantee that your business will forever be spared an audit, there are some proactive steps you can take to avoid that process.

Here are the top triggers for a possible CRA tax audit:

Trigger #1: Mixing Business and Personal Expenses

When it comes to your business accounts and personal expenses, it is best to keep them separate. You should already be filing individual tax returns along with your business returns. Therefore it's not a stretch to keep those items separate. In the real world, the lines between what you spend for your business and your personal life can get blurred. Try to keep them in focus for the purpose of your tax returns.

Trigger #2: Paying Your Living Expenses Out of Business Profits

This is related to "trigger #1." As far as the CRA is concerned you're an employee of your company on par with all the other employees. As a result of that employment you should be getting a salary. Out of that salary you pay for your living expenses. You can't pay your mortgage out of your business profits.

Trigger #3: Failing to Make Payroll Deductions

Sometimes we employ our family members and friends to help with our start up business. There is nothing wrong with that but that doesn't mean those employees can skate on the payroll deductions. You need to treat every employee the same and that means keeping accurate records of payments and deductions.

Trigger #4: Cross Border Taxes

If you do business in the U.S. then their IRS agency will be looking over your shoulder along with the CRA to make sure everyone is getting their fair share of taxes.

Trigger #5: Invoicing Amounts Greater Than $30,000 Annually

$30,000 is the threshold that will trigger the need to register and file HST/GST/PST. If you overlook those filings you can anticipate an audit.

Trigger #6: Multiple Businesses

Your goal should be to expand your business into different regions but that can be complicated with the variant tax codes. The way around that is to set up separate companies that are region specific. That makes smart business sense but it can also draw attention from the CRA who want to make sure all those regions are being paid.

Trigger #7: Being a Success

It might seem odd that success would trigger an audit but the more personal income you accumulate the more it is thought that you'll be trying to shelter that income from taxes. The CRA is always watching!

The most important thing you can do is keep accurate records and follow the rules. That way if you are called in for a routine audit you'll have your defenses ready.

Losing a Valuable Employee

What happens when a valuable employee resigns? First, don't panic.

After all, how many times have you moved from job to job? This is not an uncommon occurrence. Now that you're the boss you can't just throw a going away party and wish that person well.

There are certain steps you need to go through to make sure this is a smooth transition and everyone is on the same page.

Step 1: The Exit Interview

There should be no hard feelings when an employee resigns, especially if they are moving on to a different opportunity or opting to spend more time with their family. Just as you would with a client or vendor, you don't want to burn a bridge with a good employee. Who knows where they will land or if you might need them to consult for your company. If it is a situation where you know a competitor has made them an offer they can't refuse (and you can't match) let them know you appreciate their work.

Step 2: Recall the Non-disclosure Agreement

Hopefully, every employee working for your company signed a non-disclosure agreement before starting work. As they are leaving, it is a good time to remind them of their obligations under this contract. Technically, if they signed the agreement you don't have to remind them because it is legally binding. Just make sure they have a copy before they head out.

Step 3: Let the Company Know

When a valuable member of your team has decided to move on it won't be a secret for long. You still want to get out in front of the news by making some sort of official statement to the rest of the company either in an email, memo or announcement. Hopefully, there will be an opportunity for your former employee to train the new hire. You can also have that going away party to allow everyone a moment of closure. Then it's back to business.

Step 4: Ask For a Written Duty Log

The employee who is leaving might have taken on tasks you're not even aware of. It will be a big help if they were to write down all of their tasks and responsibilities. This is a document they can hand off to the person taking their place. This log should include all the usernames, passwords, email accounts and other company online access issues. This is another reason why you don't want to make this resignation awkward: You still need that employee's help!

Step 5: Call Up a Recruiter

You should know exactly how much time you have to fill the position. This doesn't mean you need to rush to find that new person. Put a recruiter to work to find the best candidate. Perhaps your old employee might even have a recommendation. If they aren't moving to another job, you can also leave the door open for future freelance work.

No matter how important this person was to your business, it's not the end of the world when they leave. You'll press on and might just find that a new member of the team is just the shot in the arm your company needs to take it to the next level. 

Social Media and the Law

Does your company need a lawyer every time you post on Facebook? Obviously not if it is your personal page.

However, when you dive into social media to promote your business you would be well advised to speak with a social media law specialist to keep an eye on what you post. Look at it this way, when a company creates an ad that makes certain claims about their product, that ad has to go through a strict legal review to protect the interests of that company.

This is the same approach you should be taking when you begin engaging customers through social media. In other words, get protected before you post. Here are some areas to think about with regard to social media and the law.

Do you have an action plan?

On many levels, you can gauge a successful social media campaign by the amount of followers or "likes" you achieve. Yet when you drill down, an effective social media campaign is much more than a numbers game.

Before you meet with a lawyer, you'll want to put together your company's action plan. This can come in the form of a prepared background document. Included in this document should be the supporting data for the following:

• Current social media uses
• Lists of various social media platforms being utilized
• Type of material being shared (blogs, videos, Tweets, photos, etc.)
• Staff members responsible for generating social media content
• Any company policies regarding posting
• A review of competitors’ social media campaigns
• Guidelines for employees posting on behalf of the company such as language/photo use

All of these issues pertain to a certain level of risk management with regard to employee interaction. Without guidelines you could find yourself dealing with inappropriate posts that could cause great harm to your brand.

Do your employees know what they can or cannot post?

It's hard to imagine a company getting through the course of business without creating a "disgruntled" employee. Usually, these are the folks who are dismissed because of poor work performance and go on to vent their frustrations. These types of comments can be managed but what about posts from current employees that could be a problem? Make sure that your employees understand that company secrets or making fun of a customer are not something that should be done on social media.

All of these types of postings need to be explored with your legal representative in order to form a comprehensive set of rules for your staff. It is much better to work through all the possible scenarios as opposed to doing damage control. 

Finding the Right Small Business Lawyer

You need a lawyer. By now you've already embraced that fact as a way of moving your company forward. However, you don’t know how to find the right small business lawyer for your needs. Obviously, asking a friend or business associate for a referral is the best first step you can take. Just because someone you trust recommends an attorney, doesn't automatically mean that attorney will be a perfect fit. Here's what you need to think about when interviewing potential business lawyers:

Fees: Clearly, you need to know how much your new lawyer is going to cost you. Will there be a fixed retainer or will they bill you by the hour? Is every quick phone call going to cost you big bucks? Yes, you should look for fair rates but keep in mind that a lawyer with a hefty hourly billing rate might be a better investment. That's because with experience comes higher fees. That experienced lawyer can finish an assignment in a couple of hours while the new lawyer might take several days. What would you be saving then?

Attention: As a small company you might have small issues to deal with at first. Will your new lawyer devote the same level of attention to your concerns as they would to a bigger company? They'll probably tell you that won't be a problem. Yet, if you discover you're not getting the attention you need then it might be time to change it up.

Return Call Rate: Coinciding with the amount of attention you'll receive will be the return call rate. How fast will your lawyer get back to you? If you're waiting a day or more then there are some problems you need to work out.

Patience: You're not a lawyer otherwise you could handle your own matters. Will your new lawyer have the patience to explain the legalese to you? You should never feel like you're asking silly questions and your lawyer should have the ability to walk you through complicated contract issues.

Focus: You'll be able to tell a lot about your new lawyer by the way they handle that first interview meeting. Are they constantly being interrupted by calls? Are they checking their Blackberry for emails? If they can't focus on a simple meeting how do you think they can handle the big stuff? Are you being too demanding asking for their undivided attention? Absolutely not. That's what you're paying for.

Excitement: You're not going into business with your lawyer but that doesn't mean they can't be passionate about what you're trying to accomplish. Are they excited to work with you? They should be! 

3 Lessons Every New Manager Needs to Learn

There is a first time for everything. Your first bike ride. Your first report card. Your first car. Your first time

as manager.

For those first three, you probably had a lot of help from a parent, a teacher or an instructor. When it comes to taking over the reins of management, you probably learned as much from the bad managers as with the good managers you've had to work with.

Hopefully, those lessons will prove valuable as you move into this next chapter of your career. After unpacking your office and making sure they spelled your name right on the door, you'll want to consider these top three lessons every new manager needs to learn:

Not Every Employee Will Stick Around

As a manager you are taking responsibility for your team. You want them all to shine and live up to their potential. But guess what? For some they may decide that they will grow better at another company. There is nothing wrong with hiring personnel that you know might only stick around for a few years.

As long as they get the job done, they don't have to aspire to the lofty heights of the corporate tower. This means that you should embrace employee turnover. Mixing up the staff can be a good thing and keep everyone on their toes. However, for those team members who do excel you want to keep them around. It doesn't make sense to get rid of your heavy hitters.

Be the Boss in the Decision Making Process

A good manager will listen to their staff. Keeping those lines of communication open is vital to maintaining a productive work atmosphere. Yet, when it is time to make a final decision you need to become the ultimate "decider." It won't be uncommon for you to look around your conference room and find that the majority of your staff disagrees with a particular decision. If the workplace was a democracy this would matter. It's not and that's why you have to step up and pull the trigger on the decision. Sink or swim, this is what a manager does.

Be Friendly but Don't Be a Friend

Many companies are proud to boast that their workers are like one big family. While it is true that this can create big returns in terms of productivity it can also become a major hindrance. If tough choices have to be made about the direction of your company you're going to have an extremely hard time letting down "your family."

This doesn't mean you can't be friendly with your staff. In fact, you should. However, there is a vast difference between going out for the occasional lunch or happy hour and becoming so immersed with all the ups and downs of their private lives. It's always best to keep it professional. 

Should You Hire for Experience or Personality?

If all hiring was conducted strictly by reviewing resumes it would be very easy to make the best staff picks. You can quickly size up a potential employee's education and real world job experience by scanning their CV.

However, that won't necessarily provide you with the full portrait of that worker. That's why the in-person interview is a vital step in the hiring process. It's through the one-on-one interview that you can access the individual's personality and whether or not they'll be a "good fit" for your company.

All of this begs the question: Should you hire for experience or personality?

Building a Better Staff

If an employee doesn't have a specific skill set they can always be trained. That approach works best when the skills required have more to do with operating equipment or computer programs. When the requirement is something like sales or marketing, those skills might be harder to come by because they are personality based. Building a strong staff for your company means assessing your specific needs beyond the "I want to work with good people" idea.

A valuable employee needs to be equal parts dependable and a team player. The majority of folks who quit a job do so because they can't get along with a co-worker.

Is it their fault or the fault of the co-worker? How much of a role does personality play into that type of decision?

There is no guarantee that everyone you hire is going to get along and become the best of friends. They just have to work well together. However, there might be a slight edge when it comes to hiring personality over experience.

Putting Personality First

There are a few reasons why hiring an employee for their personality might be a benefit for your company. A staff member that gets along with others could mean they'll be sticking around.

A lower employee turnover rate helps increase productivity. If you don't have to take time out to retrain workers than you'll be able to focus on the tasks at hand. This idea of a productive team comes into play when there is room for advancement. Allowing for promotions within your company keeps the "family together."

The goal is to stick with the good hires and toss out the bad hires.

Every new hire means you're making an investment in that employee. Do you want your return on that investment to come back in the form of a good team member or someone who causes friction?

A person with an abrasive personality can still get the job done, but at what cost to company morale? You also have to consider your company's relationship with your clients and customers. Simply put, do you want the face of your company to be smiling or frowning? 

How To Use a Virtual Assistant in Your Business

We still might be a few years away from robot butlers, but that doesn't mean we can't put technology to work to help our businesses. We're talking about virtual assistants. These are outsourced contractors who, through the magic of the internet, can perform tasks from research, making appointments and even customer service without having to be local.

They mostly work from their own home, which can help you cut down on office overhead. They are freelancers with a specific skill set that is needed by your company. Whether it is a virtual content writer or virtual administrative assistant, many business owners are discovering the benefits of working across the internet.

Here are the advantages to think of when hiring a virtual assistant.

Accounting:

A virtual assistant makes a perfect bookkeeper. If you have set up an online bookkeeping system for your business, then there is no reason why you can't share that with a remote accountant. Not only can a virtual assistant maintain your financial records but they can also follow up on unpaid invoices or outstanding bills. You obviously need to work with a reputable person if you're going to turn over your financial information - this is not someone you should find on Craigslist. Instead, look for a professional company who handles this type of work.

Competitive and Customer Research:

You know how easy it is to get lost in online research. One minute you're looking up relevant information about your competitor and the next you're watching YouTube videos of baby pandas. Why not let a virtual assistant handle your online research chores? You can task them with an assignment and set them loose across the Internet. This type of research can cover everything from finding your next blog topic to seeing what new products are coming onto the market that relate to your business. They could also research other businesses or investors to help prep you for a meeting.

Database Management:

Hopefully your business will grow by leaps and bounds very quickly. If so, then your customer relationship database will also be expanding. Not only will you need an easy to access contact list of vendors and business associates but you'll also have a customer email database to manage. With access to your servers, a virtual assistant trained in this type of work can make sure your lists are up to date and error free.

Travel:

If traveling is part of your business then you'll certainly want to keep an eye on your travel expenses. There are plenty of amazing deals on hotels, flights and rental cars to be had out there in cyberland. Do you have the time to sort through it all? A virtual assistant can make all the arrangements and find you the best deals.

Once you've used a virtual assistant for even the simplest of tasks, you'll find that you have more time to focus on building your business instead of running it.  

Pricing Mistakes that can Slow Down Sales

Pricing your product is just as important as your marketing plan. In fact, without the right price you could see all of your hard efforts of your marketing collapse around you. Not only can solid pricing turn your account books from red to black, but it can also help engender strong customer loyalty.

You should know what it costs to make what you're selling and get it to your customer. How you determine the price on top of those hard costs could be the make or break of your business.

Here are some common pricing mistakes that can slow down your sales or even bring them to a screeching halt!

Pricing without a strategy.

Your pricing strategy should always support your company’s marketing and operational goals. If you’re holding a discount promotion on a product at below cost, make sure that you can upsell your customer so you make a profit down the road. Likewise, price raises can only work if the customer feels that they are getting a lot of value from your company. A good pricing strategy should allow your products to be sold, with long-term profitability goals in mind and also being competitive. 

De-valuing your service or product.

Underselling is just as bad as overselling when it comes to pricing. You might know down to the penny what an object costs to manufacture and deliver but what about all the other costs associated with selling that product? What does it cost for you to hire a staff, rent a space and market that product? Those line items should all be factored into your price point. Remember you're hoping for volume sales to amortize all of those overhead costs.

Chasing your competitors.

If you're constantly matching your prices to your closest competitors you could be doing a disservice to your business. Unless you're aware of the same overhead and manufacture costs your competitor is applying to their products, their pricing is meaningless. Yes, you should keep an eye on the competition and make appropriate adjustments but don't let that be the total basis for your pricing structure. This issue also comes into play if your slash a price to beat a competitor. In the short run you might get a decent sales bump but those figures could be misleading if those customers won't be coming back for repeat business because they're out looking for the next cheap bargain. Always think of the long game.

Drastic price drops.

Yes, everyone wants to pay a fair price for a product or service. However, if you find yourself dramatically dropping your price for a particular customer they might think they were paying too much for that product to begin with. You don't want to alienate your customers with your drastic pricing policy.

How to Manage your Independent Contractors

Every day more workers are joining the ranks of the independent contractor. As someone who is considering tapping into this potential workforce you want to make sure that freelancer is going to get the job done right. Here’s what you need to do to make sure you’re getting the work you’ve contracted for.

1.      Make the Interview Call

A lot of freelance work can be conducted exclusively via the internet. This means you can search, hire and accept work all through email. However, to make sure the independent contractor you’re considering is reliable, reach out for a quick telephone interview. You can put forth your expectations and find out more about the candidate over the phone then you could with an email exchange.

2.      Write an Employee Contract

If you expect nothing then you’ll never get disappointed. However, if you want a freelancer to achieve certain goals then put them in a contract. There should be no question as to your expectations of their performance, their compensation and what measures it would take to terminate the contract. Start out by being on the same page.

3.      Set Specific Deadlines

Every project should have a delivery date. Your freelancer should be well aware of those dates and be able to deliver on time. What they don’t need to know is if the deadlines you’re providing are the actual deadlines. There is nothing wrong with a little padding on your side! That way you can make any corrections or fill in the gaps if that contractor doesn’t deliver. And all the deadlines should be in writing.

4.      Don’t Micromanage

With every new type of employee there will be a learning curve. You’ll want to make sure they understand the assignment and that they are delivering on time and on budget. In the beginning of a new working relationship, you might feel the need to check in on the progress. Nothing wrong with that. But once that contractor has proven they can deliver, let them do the work. No need to keep poking them for progress.

5.      Make Yourself Available For Clarification

It goes without saying that your employee can ask you for clarification about an aspect of a project. The key is to make sure you’re responding to their query in a timely manner. You don’t want them to stop the work while waiting a day for your answer. This could prove to be a challenge if you’re managing someone in a different time zone. Keep checking your email when you’ve got a deadline approaching.

6.      Reserve the Right to Terminate

If you reach the point that a freelancer isn’t living up to their end of the contract, then you’re well within your rights to terminate the agreement and move on. There are too many talented folks out there who can deliver exactly what you’re looking for without the hassle.