OK, pop quiz time.

You move your business across town and some of your employees start to complain of a long commute. Do you…

a. Start looking for new employees.
b. Listen to their complaints and work with them on flexible schedules and telecommuting options.
c. Listen to their concerns and then buy them all cars!

If I were a business owner, I'd probably pick "b," but if I were the owner of Jacksonville, Fla.-based Verv, the correct answer would be "c."

That's right, two Verv employees were given cars after the company relocated, and it's not that crazy of an idea, according to this New York Times article. There's value to being flexible when solving workplace problems. Flexibility is the beauty of working in a small business, after all.

Posted by Lena Basha on April 16, 2008 01:23 PM

Is the economic slowdown squeezing your bottom line? If so, you're not alone. Everyone is feeling the pinch these days. If you're like most business owners, you're looking for a way to cut costs. A word of advice from the University of Wisconsin School of Business: Stay away from personnel. Sure, it might be the most obvious place to free up some money, but slashing paychecks will cost you dearly, according to a U.S. News & World Report brief on the Wisconsin business school's research.

The report, which was originally published in the Academy of Management Journal, studied the downsizing and turnover rates of 200 companies, finding that, when a company lays off workers, it often experiences an exodus of even more employees. By downsizing its workforce by 5 percent, a company was likely to experience an average 14.9 percent turnover rate, compared with 10.4 percent at companies that didn't cut staff. So, if you're facing tough times ahead, remember: Putting employees before profits will keep morale high and pay off down the road.

Posted by Emily McMackin on April 11, 2008 04:03 PM

I'm sure you've seen the commercial on TV that features the crazy-dressed man standing in front of Washington, D.C., monuments screaming about how easy it is to get FREE! government grants for everything from your electricity bill to your dog's flea collar. I always wonder who buys his book, and I'm always skeptical when I see articles promising small business owners that it's really easy to get the government to help you pay for some portion of your business.

But when I read this Wall Street Journal article about available government grants to pay for employee training and development, I was a bit more convinced. The WSJ is a credible news source--not a crazy screaming man. And the second sentence of the article proves why they're credible: They admit that it takes a lot of time. But if you have the time and the determination, it turns out there is money available to help you train your staff--if you know where to look.

Posted by Shannon McRae on April 7, 2008 08:48 AM

In the April/May issue of MyBusiness, I wrote about an issue that is central to running a successful small business: finding (and keeping) good employees. Included in the article are some great lessons—learned, unfortunately, firsthand by the three small business owners featured in the story.

But sometimes lessons learned aren't so bad, especially when hiring, according to USA Today's entrepreneurial columnist Gladys Edumunds:

"Realize that you are going to make mistakes hiring people. However, each wrong hire will draw you closer to the right one. When you hire the wrong person, take time to evaluate what you did or did not ask or do and use that evaluation to help you get closer to making the right hire. Experience is a good teacher, and as your hiring skills evolve you will be better able to identify quality job candidates as well as those who simply do not possess the ability to succeed."

Sure, it'd be nice to get it right from the very beginning, but if you don't, just chalk it up as required learning.

Posted by Lena Basha on March 31, 2008 12:51 PM

If you're in real estate, you felt the pinch of a slowing economy months ago. But for many other small business owners, the only indication of a slowdown is in the news. Yet owners like Carol Yenne, who is profiled in this San Francisco Chronicle article, are thinking ahead and taking small steps to protect themselves from any potential setbacks.

For Yenne, it meant waiting to fill shifts left vacant by employees who cut back their hours. Not a drastic move--just one that makes Yenne feel more cautious. Check out these other commonsense tips on how to be smart in times of economic uncertainty.

Posted by Shannon McRae on March 24, 2008 09:17 AM

One of my favorite shows is Bravo's "Millionaire Matchmaker," which follows owner Patti Stanger around Los Angeles as she sets millionaires up on dates. That part, I could take or leave. The really interesting stuff to watch—well, if you're me (and maybe you, if you're looking for tips on running a small business)—is what happens in her office.

In a recent episode, one of Patti's employees asked to speak to her privately. Patti agreed, and they went to a more private area of the office albeit still in front of the other staff. Then, the employee asked for a raise, using the standard "I deserve a raise" speech about increased responsibility, etc. So far, so good.

Or not.

Patti freaked out and went from boss to psycho in a matter of a seconds. I can't remember the exact wording, but I recall hearing "all the things I do for you and it's not enough!" come out at least twice.
In short, she said all the wrong things and demonstrated how not to respond to a salary increase request.

For a reminder on how to communicate effectively when dealing with an employee in any situation, keep these tips from the Madison Courier (Madison, Ind.) in mind.

Posted by Lena Basha on March 12, 2008 03:12 PM

A few months ago I was preparing for my college graduation by sending resumes to any newspaper, magazine or publishing company that would potentially give me a job despite my lack of experience. Nearly a college graduate, I was determined to take any job in the publishing industry, no matter how little it paid, just to boost my resume. As it turned out, many companies were willing to employ me for wages just above the poverty level. Luckily, my internship at Hammock, Inc., turned into a job and I didn't have to sacrifice regular meals or heating my apartment just to gain editing experience.

For recent college graduates, finding employment can be a cinch—as long as they're willing to forgo a large salary. But what about the baby-boomers, who have years of experience and families to support? Finding a job isn't as easy when your experience warrants a higher salary. And unfortunately, many job-seeking baby-boomers are noticing age discrimination in many business' hiring practices because of their age and job skills.

To learn more about age bias in hiring practices and how it affects the 40-and-over population, check out Monday's Tools and Tips article on NFIB.com.

Posted by Megan Pacella on March 11, 2008 12:41 PM

Have you ever fallen asleep at your desk? Arrived late to work because you overslept? Do you keep a constant stream of caffeine running through your veins in order to stay alert in the office? If you answered yes to any of these questions, chances are you are one of the 70 million Americans who have trouble sleeping at night, according to a recent study by the National Sleep Foundation.

The survey of 1,000 people found that, on average, Americans sleep approximately 6 hours and 40 minutes each night, and most indicated that thinking about work keeps them from sleeping longer. One-third of the participants admitted that they have become very sleepy--or even fallen asleep--on the job.

Check out this USA Today article more information on the sleep study and how sleep deprivations affects your small business.

Posted by Megan Pacella on March 4, 2008 10:04 AM

"Learn to delegate" is one of those business rules you've heard a thousand times. It's a truth that's so much easier said than done. That's why I liked Jonathan Field's take on the subject. He has a simple rule: Don't hire a dog, then bark yourself.

As he explains in a recent entry on his blog Awake at the Wheel, the more we care about something, the worse we are at giving up control. "It’s almost a sign that we’re invested in what we’re doing," he says. "We care so deeply about how a task or project comes to life that we have trouble letting anyone else do even a little sliver of the work needed make it happen. Because, we can’t deal with the possibility that they might not do it the way we wanted."

You won't find any earth-shattering advice on learning to delegate--it's just a really good reminder of why it's crucial.

Posted by Shannon McRae on March 3, 2008 07:06 AM

At least once a week, I get a call from my mom or dad with a question about how they should handle something at their small business. It's not that I'm an expert--they've run a successful business for almost 20 years. It's just that because they've been owners for so long, they sometimes like getting a "regular" employee's view on some matter. Whatever situation they're dealing with, at some point during the call, I usually remind my parents that their employees think about the business much differently than they do as owners.

This Wall Street Journal article strikes the same chord. In it, a business owner reveals the moment he realized his mistake of thinking that everyone in his company thinks like he does. He also talks about how he set out to change that. Through an aggressive campaign to educate employees on the value of company-owned stock, this owner persuaded employees to act more like owners.

Posted by Shannon McRae on February 26, 2008 10:41 AM

You might pay your employees well and offer competitive benefits, but if you're not creating a work environment that your employees take pride in, your retention percentage might not be as high as it could be, according to today's Tools and Tips article on NFIB.com.

The article give several tips on how you can improve retention at your small business, and discusses the PRIDE model:
P - Provide a positive working environment.
R - Recognize, reinforce and reward individual efforts.
I - Involve and engage everyone.
D - Develop the potential of your workforce.
E - Evaluate and hold managers accountable.

Posted by Megan Goodchild on February 21, 2008 03:49 PM

With Valentine's Day just around the corner, everyone's thinking about relationships--dating relationships, friendships, family relationships and, perhaps the most strained of all, work relationships. Even though most of the time, nobody confronts problems in the office, a 2006 study by VitalSmarts, a communications company in Provo, Utah, found that 93 percent of 937 people surveyed claimed to work with “nasty, unreliable or eccentric employees"--and only one in four confront the person causing the problem.

If you're searching for a way to confront a bully in the office, check out this New York Times article. It addresses tension in the workplace and what you can do to challenge volatile employees without becoming part of the problem.

Posted by Megan Pacella on February 12, 2008 06:28 PM

When I need to buy something, nine times out of ten, I'll see if I can purchase it online before I get in my car and drive to a store. With the launch of a new site next month, I could soon shop for my health-care services the same way.

Carol (which also calls itself The Care Marketplace) allows users to browse medical services and providers and then pick the best option. Participating providers create condition-specific care packages of related health-care services, such as common immunizations, neck and back pain diagnosis and treatment, pregnancy classes, a year’s worth of diabetes care or in-home check-ups. The site verifies insurance coverage and provides cost estimates. (It's also available to uninsured individuals.) Users can even book appointments online.

Carol gives new meaning to consumer-driven health care. Right now the service is only available in the Minneapolis area, but could expand if it catches on.

Source: Springwise

Posted by Shannon McRae on February 11, 2008 08:50 PM

Doing something that matters is probably on everyone's list of life goals. But when you're focused on meeting payroll, pleasing clients, organizing your desk and keeping your tires rotated, it's easy for years to slip by without really feeling like you've made a difference. For one of the features in the latest issue of MyBusiness, we talked to small-business owners who have found ways to merge their passions with their paychecks. They are finding fulfillment in the place where they spend a large chunk of their lives--their work.

When we started this story, I was a bit cynical. Of course I'd love to start a business that helps strays dogs, saves the earth and makes all children feel loved. But most people probably don't start businesses to do any of these things, I thought. Yet what we found in talking to these business owners is that fulfillment doesn't lie in what you do as much as how you do it. Check out our tips on how to love your work more.

Posted by Shannon McRae on February 4, 2008 12:06 PM

Maybe your business is booming, but that doesn't mean your employees aren't affected by the continued housing woes or the country's potential economic recession. And, chances are, when your employees are experiencing financial problems in their personal lives, the anxiety and emotional overload that sets in can hurt your business—and your bottom line.

When employees at Schaumburg, Ill.-based Quality Float Works, Inc., start to look stressed, vice president Jason Speer offers interest-free loans to help employees get back on track, says this CNN story. By improving their employees' personal lives, Quality Float Works, Inc., makes their home lives easier—and ultimately, that makes for happier, more productive employees.

Are your employees looking worn out or distracted? Check out the article for more information on how you can tell your employees are in financial trouble and what you can do to keep economic problems from intruding into your workplace.

Posted by Megan Pacella on January 31, 2008 06:29 PM

When you hire new employees in your small business, do you just throw them into their new position? If you do and leave them to their own devices to find supplies and wonder when their first paycheck will come, you might consider establishing a structured new-employee orientation program to set them in the right direction. This recent Tools and Tips article on NFIB.com suggests several items to work into your agenda, including reviewing personnel and tax forms and taking the time to introduce the new hire to the other employees.

Posted by Megan Goodchild on January 24, 2008 03:19 PM

Is affordable health insurance on your wish list? Maybe you'll get what you ask for this year thanks to the new healthcare Visa gift card. Just like a debit or gift card, the prepaid card can be stocked with $25 to $5,000 to be used on expenses like co-pays at doctors' offices and pharmacies, dental care, vision care, memberships at health clubs and elective procedures such as Lasik and cosmetic surgery. The card can be used anywhere Visa debit cards are accepted. The initial cost is $4.95 plus $1.50 shipping and handling.

The concept is an interesting one for small-business owners. Even if you've had to cut or significantly reduce your employees' benefits, you can still help them afford doctors' office visits and medications.

Posted by Shannon McRae on January 13, 2008 07:41 PM

A two-night stay in a hotel last week left me less than impressed. I'm sort of a neat-freak (my bare foot has never touched a hotel-room floor), but what I found when I checked into my room was outright disgusting. The hotel wasn't a budget brand, so why was the housekeeping staff so bad?, I thought to myself on several ocassions. Too bad I didn't have this article on hand to recommend to the manager when I checked out.

There are lots of articles written on how to retain workers. Offering perks like time off for family events, flexible hours and training opportunities are touted as good ways to retain key employees. But most of the ideas I read about seem geared to salaried employees. This article focuses on what one San Francisco hotel did to satisfy more of its hourly staff. Since two-thirds of hotel and restaurant staff turnover each year, finding ways to keep them around is a good idea for the industry--and any other that employs lower-income workers.

Posted by Shannon McRae on December 17, 2007 07:32 PM

I don't know how I survived before caller ID. Call me a screen-aholic, but if I can't see who's calling, I don't pick up. That's why you'll rarely catch me answering my phone before three or four solid rings. Marketing guru Seth Godin thinks that's bad for business, especially if you're in the service industry. In this blog entry he challenges businesses to answer their phones after just one ring. "When you need to answer the phone in one ring, you discover exactly what it means to provide a certain level of service. Either you're succeeding or failing," Godin writes. I love the idea, probably because I hate being put on hold. Take a look at the average experience of a customer calling your business. You might decide the one-ring system would improve your service.

Posted by Shannon McRae on December 9, 2007 07:45 PM

Whenever I interview a small-business owner who has faced some sort of challenge, the conversation inevitably turns to how his or her employees helped solve the problem.

The lesson? Be good to your people, and they'll be good to you—and want to step up to the plate when times are tough.

For Communispace Corp. in Watertown, Mass., being good to employees was as easy as ordering pizza, at an employee's urging, for the staff on a cold, busy day at the office.

"I was amazed at what an impact it made," Communispace's president Diane Hessen explains in this WSJ.com article. "You would think that we're a really busy company, so everybody would grab the pizza and go back to their offices. They didn't. People stuck around, talked to each other and introduced themselves to new employees. All of a sudden, it wasn't just pizza."

Of course, it's not that easy all the time, but it's important to remember that it doesn't always take hefty raises and extravagant benefits to keep your employees happy. Sometimes it's the smallest gestures that have the biggest effect.

Posted by Lena Basha on December 6, 2007 01:52 PM

Hosting an office holiday party can become a legal nightmare if you don't take certain precautions, according to today's Tools & Tips on NFIB.com. While many company events go off without a hitch, some situations can lead to big trouble for your employees--and for your business. If you're not sure the traditional office party will work for your company, read today's Tools & Tips for alternative ways to celebrate the season.

Posted by Megan Goodchild on November 29, 2007 02:25 PM

Growth is great for small-business owners who reap the rewards of hard work and savvy business decisions, but if your office space doesn’t expand with your business, you can expect your once-happy, diligent employees to start itching for more space—or a new job. If the break room is standing room only during lunch and the contents of filing cabinets are overflowing onto the carpet, then it’s probably time to invest in a larger workspace.

Although moving locations can put a dent in the company bank account, bearing the expenditures might pay off in the end. If your employees feel comfortable in the office, you can reduce turnover in the workplace and boost productivity. Not sure if your office is too cramped? Check out this Smallbiz.com article for 10 signs that it’s time to expand your office.

Posted by Megan Pacella on November 27, 2007 02:36 PM

I interviewed the most interesting NFIB member a few weeks ago. The story I was working on was about the rising cost of health care, but during the interview, I spent lots of time learning about this woman's business, the oldest commercial river touring company in the Grand Canyon. Doesn't that sound like a fun business? I immediately envisioned rafting trips and star gazing and being one with nature. Turns out Joy Staveley and her husband, Gaylord, get to do all that--but they also face the same headaches every other business owner faces--affording health insurance, retaining key employees and dealing with government regulations. If you ever daydream of a business you think might be more adventurous than yours, check out this Q&A with the owner of an Alaska tour operation on the WSJ's small-business blog. It gives some great insight on the ups and downs of seasonal businesses.

Posted by Shannon McRae on November 26, 2007 11:34 AM

Have I ever mentioned that I work at the world's greatest company? Well, I do. And just one of the thousands of reasons is because my employer makes taking time off for the holidays so stress-free. You see, we're closing the office at 2 p.m. today so everyone can get where they need to go in preparation for Thanksgiving (For me, that means starting a 10-hour car ride to Dallas). And I won't be sitting at this desk until Monday morning. Don't even ask me about my Christmas and New Year's schedule, you'll just get jealous.

Generosity like this makes all the difference to employees. Get some more tips on offering and accommodating flexible holiday schedules in this MSNBC article, then go have yourself a Happy Thanksgiving!

Posted by Lena Basha on November 21, 2007 10:48 AM

When I think of team-building exercises, I have a flashback to middle school, when we had to play that trust game and fall backwards into the arms of our classmates. What I wouldn't have done to have been "out sick" that day of school. How horribly awkward.

But team-building exercises don't have to bring on the moans and groans from your employees. They can actually be fun, as evidenced in this Wall Street Journal article that describes how three small businesses use team-building exercises to help keep employees around.

Posted by Lena Basha on November 20, 2007 03:02 PM

My parents have owned a small business for almost two decades and no matter how much their business changes, there's one constant: their search for effective leaders among their staff. I'm going to recommend they read this Fast Company article that addresses the difference between leadership development then and now. Author Jim Bolf (founder of an executive development firm) explains that most of today's leadership development focuses on success in business with some "touchy feely" aspects throw in for good measure. True leaders, Bolt says, must be three dimensional--possessing business, leadership and personal effectiveness skills.

Posted by Shannon McRae on November 12, 2007 07:16 AM

Your employees say a lot about you and your business, and hiring the right ones is important for many reasons. You want to hire someone who has the skills to get the job done, but you also want to make sure he or she meshes with the other employees and is a good fit, overall, for your company. Today's Tools & Tips on NFIB.com offers several hints to get you on your way to making the right hire, including:

• If you have an open position only every few months, you won't be intimately familiar with interviewing. Recognize this reality and get some sound advice on how to interview.


• Never assume that everyone you interview is desperately seeking this particular job. Remember that many of the better candidates know they have other options.


• The potentially best hires usually ask the best questions. The better applicants will ask about the job and its challenges before probing into the personal side of possible employment. Think twice about any applicant whose questions are all about pay and benefits.


• In addition to discussing capabilities and experience, spend some time probing the applicant's reasons for seeking employment with you.

Posted by Megan Goodchild on November 8, 2007 03:53 PM

As I type this, I'm putting on a cat costume for a group picture we're about to take in the boss' office. For Halloween, we had a costume contest (my editor, who is dressed like Count Chocula, won by a landslide) and some treats in the kitchen. People are laughing, having a good time and probably learning a little more about each other. And somebody just walked by in a full-out gorilla suit. Yikes.

The point is, this is a reward for all the great things we do. And rewards are necessary for retaining employees. Luckily, it doesn't take hefty bonus checks to say thank you to your employees, says USA Today small-business expert Rhonda Abrams in this column.

Abrams, a small-business owner herself, has come up with a number of ways to reward employees without breaking the bank—like having a Halloween costume contest.

Posted by Lena Basha on October 31, 2007 11:23 AM

Do you know who your high potential workers are today and who your future leaders will be tomorrow? That's the question this CNet News article asks as it explores how businesses can beat the predicted talent crisis our country faces. "The U.S. is estimated to face a 10 million worker shortage in 2010; the 500 largest companies are expected to lose 50 percent of their senior management in five years and the average tenure at one employer for U.S. employees is only three years," Tod Loofbourrow writes.

"Total rewards" packages (which don’t focus exclusively on monetary compensation) are considered one of the best ways to attract and retain star employees. Using benefits to attract talent might depress some small-business owners, whose sky rocketing health-care costs have forced them to cut back--or cut out--health-insurance offerings. But chin up: The article also touches on several ways companies can use culture to instill loyalty among employees.

Posted by Shannon McRae on October 29, 2007 06:14 AM

Generally, when people are on the job hunt, they are drawn to the large profit margins and potential for great benefits that big businesses offer--but that doesn't mean small business can't compete. In 2007, Wall Street Journal teamed up with Evanston, Ill.-based Winning Workplaces, a company that helps small-business owners create better work environments, to highlight America’s top 15 small businesses.

In order to find the best of small business, the Wall Street Journal and Winning Workplaces chose 15 winners from a pool of 850 nominations. While each of these small companies offer different products and a unique work setting, all of them used health benefits and vacation time to attract new hires, and many continually seek new ways to improve their employees’ work experience.

No matter what industry you are in, the bottom line is the same: When you invest in your employees, everybody wins. Check out this article to learn a few lessons from fellow small-business owners.

Posted by Megan Pacella on October 24, 2007 01:46 PM

Running a business on a shoestring budget can be tough, but there are some easy steps you can take to help your bottom line. Today's Tools and Tips article on NFIB.com offers five ways to save money in your small business, including:

• Make your office energy efficient. Install a smart thermostat to heat or cool your business only when you need to, and replace incandescent light bulbs with compact florescent lights, which can save you approximately $30 or more on energy costs per bulb.


• Hire interns. College interns can be great assets to your business, since they are eager to get valuable experience in their field of study--paid or not. While interns must receive something in return for their work, a stipend or academic credit is often acceptable. But be careful what tasks you give them--you can't just use them to make coffee and photocopies.


• Cut back on outsourcing. Consider eliminating services like couriers, travel agents and office cleaning or landscaping crews if you and your employees can tackle the jobs.

Find out more easy ways to save cash at NFIB.com.

Posted by Megan Goodchild on October 11, 2007 02:46 PM

I love starting the week with an organized e-mail in-box. Mondays are just easier when you know that you've answered, filed, forwarded or deleted everything you should. As good as it is to start the week on top of your e-mail, how great would it be to end the week with no messages at all? This USA Today story explains how some businesses are doing just that by declaring e-mail-free Fridays. In an effort to bring back more direct communication, employees are encouraged to pick up the phone or have in-person meetings instead of hitting send.

Though it's an invaluable form of communication at the office, e-mail can quickly overwhelm busy professionals. Every day 39.7 billion person-to-person messages are sent worldwide.

"I couldn't believe people who had never talked to each other but worked in the same office," says Scott Dockter, CEO of PBD Worldwide Fulfillment Services in Alpharetta, Ga., which adopted e-mail-free Fridays about a year-and-a-half ago. Since then, the number of messages his 400 employees send has dropped by 75 percent.

Posted by Shannon McRae on October 8, 2007 07:53 AM

If Michael Scott, manager of Dunder Mifflin Paper Company in Scranton, Pa., were a real boss and not just a really funny character on "The Office," I can guarantee you that he knows Boss's Day is right around the corner on Oct. 16. I can also guarantee you that he'd get very bad gifts on Boss's Day—if he even gets gifts. But that's what you get when you're a horrible boss.

This year's winners of the Wall Street Journal's Top Small Workplaces 2007 contest, on the other hand, will get great gifts. That's because they've created winning workplaces where their employees are thriving, which means business is booming.

So in anticipation of Boss's Day, read the profiles of the winners and start implementing some of their awesome ideas today. Who knows, in addition to the greeting card signed by all your employees, you might also get treated to lunch—or as Michael Scott would prefer, an ice-cream cake boasting your favorite flavor inside.

Posted by Lena Basha on October 3, 2007 02:29 PM

One of my favorite sites is Snopes.com, you know the one that debunks urban legends. Since I'm easily spooked, it sets my mind as ease about all those e-mail forwards warning me to avoid strangers asking for help in the parking lot at Target. A few clicks on Snopes.com, and whew, I realize they’re “False.” Maybe that's why I was excited when my editor came up with the idea for the cover story of the current issue of MyBusiness.

In "Debunking Small-Business Myths" we do our own bit of Snopes.com and set the record straight about the urban legends that run rampant in the small-business world--like that most small businesses fail, that you have to have money to make money or that small businesses aren't interested in exporting. Thanks to the NFIB Research Foundation for helping us disprove these myths and more.

Posted by Shannon McRae on October 1, 2007 12:05 PM

Is it time to train employees, but you don't have the time or the expertise to do it yourself? No worries. The growing number of online training services and software makes it easy for small-business owners to provide employees with flexible training time—and to save money at the same time. From virtual classes to videos, these online training tools are becoming more available and cost-effective, according to a recent article on Wall Street Journal online.

The story offers several successful examples—from a small Midwestern seed company that uses online videos to train thousands of its independent crop-seed dealers to a cemetery-mapping business owner who took free, online software classes to take his paper-based business virtual. In small businesses particularly, e-learning has become the second most popular approach to training for small businesses, the article states.

Posted by Emily McMackin on September 21, 2007 09:22 AM

The news is old, but its implication is as pressing as ever: Small-business owners are finding it harder and harder to provide health insurance—and the health of their businesses and employees are suffering as a result. A recent survey released by the Wells Fargo/Gallup Small Business Index confirms what employers already know: The current health-care system is broken and in need of a partial, if not complete, overhaul.

The survey found that 55 percent of small-business owners do not offer any health insurance to their employees—and they cite cost as the No. 1 reason. Employers said that they would be more likely to offer such benefits if the federal government provided some financial incentives for coverage. What's more, a third of the small-business owners said they were cutting back on non-capital investments so they could provide health care for employees.

Small-business owners want to take care of their employees. And, according to the survey, they also know that adequate coverage attracts the most qualified workers and boosts employee loyalty. Now if someone could just tell that to lawmakers! Fortunately, someone is. Go here to learn how NFIB is fighting to make health-care more accessible and affordable for small-business owners. Want to know what you can do? Be on the lookout for a new regular health-care column in our upcoming Oct./Nov. issue to learn more.

Posted by Emily McMackin on September 14, 2007 01:15 PM

Health-insurance costs are so high that small-business owners often have to make compromising decisions that can reduce benefit packages or make employees pay more. No matter which way you cut the cake, businesses are losing money to the health-care industry. and employees are increasingly dissatisfied with their benefits. If you’re trying to keep your company up and running without falling victim to the health-care crisis, then a wellness program could be the perfect solution for you and your employees.

Wellness programs keep your employees healthy with a number of solutions from group fitness activities to healthy cafeteria options. By switching to a high-deductible plan and linking a wellness program to your insurance, statistics show that your employees will feel healthier, thus lowering health-care costs—and your bottom line.

For more information about how wellness programs can help your company, read this article on Businessweek.com.

Posted by Megan Pacella on September 4, 2007 11:10 AM

My mom and dad have owned a staffing firm for almost 20 years. They're some of the few small-business owners who benefit from extremely low unemployment rates (when businesses have trouble filling open jobs, they're more likely to use a recruiting service). It sounds like the owner of this McDonald's franchise in Helena, Mont., could use my mom and dad's help. According to the AP story, John Francis had such trouble finding workers that he outsourced the drive-thru window to a telemarketing service in Texas.

The NFIB Research Foundation's monthly Small-Business Economic Trends survey (which has tracked small-business hiring plans since its inception in 1986) found that 23 percent of business owners had unfilled jobs in August.

Posted by Shannon McRae on August 26, 2007 05:47 PM

Two thousand fewer people applied for unemployment insurance for the week ending Aug. 18, according to this BusinessWeek article. According to the Department of Labor, this marks the first drop in new unemployment claims in about a month.

The NFIB Research Foundation recently released results of a poll measuring unemployment compensation, also finding fewer workers leaving their place of employment. The poll found that during the last year, nearly half of all small businesses experienced no employee turnover. Seventy-three percent of the small businesses did not fire any workers, and 87 percent did not have to lay anyone off for economic reasons.

Read more about the results, or access the complete poll at NFIB.com/research.

Posted by Megan Goodchild on August 23, 2007 02:54 PM

As a small-business owner, you know how difficult it can be to hire the right employee. And while you don't always have tons of time to decide, you want to make sure you find someone who is a great fit for your company. This article from the Kiplinger Business Resource Center discusses keys to hiring effectively and offers tips on setting up a hiring system to help you narrow your heaping stack of resumes down to a few top candidates. For more tips on assembling the perfect staff, also check out the MyBusiness Manual section in the August/September issue of MyBusiness.

Posted by Megan Goodchild on August 16, 2007 03:17 PM

Training employees doesn't have to mean sending them off to faraway places for an overpriced three-day conference. They can now do it all online with on-demand e-learning, says this StartupJournal.com article. Your workers (or you) log on whenever it's convenient, and depending on the program you use, you can track data like how long they were on, when they logged on, etc.

Whether it's a specialized programs made specifically for your company or generic broad-based e-learning tools you're using, the fact is you'll save money on employee training. Just don't forget to reward them for all this training since you'll no longer be sending them to conferences.

Posted by Lena Basha on August 15, 2007 02:29 PM

On your list of things to worry about as a small-business owner, add: Comply with disability laws. Though the Americans with Disabilities Act might not be something you think about on a daily basis, making sure your property and facilities are compliant is important. If you have 15 or more employees, you must accommodate disabled employees. But even if you're just a solo owner, you have to provide accessibility for disabled customers. In this Washington Post blog entry, the NFIB Small-Business Legal Center's Elizabeth Gaudio explains how to best protect yourself.

Posted by Shannon McRae on August 14, 2007 03:03 PM

Driving along a fairly well-traveled road in Nashville, Tenn., I used to regularly see a middle-aged man dressed in a Target employee shirt walking on the shoulder. Every so often, he'd turn around and wave enthusiastically at passing cars, and then continue on, obviously on his way to work at the major retailer's store a few miles away. I always enjoyed seeing The Target Man (as I called him) and was impressed with him for his cheery outlook on life and with the store for employing someone who appeared to have a developmental disability.

This story in the Wall Street Journal's online CareerJournal.com proves Target isn't alone. Lots of businesses (big and small) are finding the benefits of employing people with mental or physical disabilities. "One thing we found is they can all do the job," says Randy Lewis, a senior vice president of distribution and logistics at Walgreen, who is quoted in the article. "What surprised us is the environment that it's created. It's a building where everybody helps each other out."

Posted by Shannon McRae on August 6, 2007 06:13 AM

Retirement planning is never easy, especially if it's up to just you to work out all of the details for your employees. If you might be thinking that a 401(k) plan isn't the best fit for your business, take a look at this recent Tools & Tips column on NFIB.com, which discusses whether a 412(i), which combines pension payouts and life-insurance protection, could be a good choice instead.

Some of the plan's pros include:

• Funded exclusively by individual annuities or a combination of annuities and life-insurance contracts


• Can provide fixed, known monthly retirement benefits, life-insurance protection and, relative to other plans, large tax-deductible contributions (in excess of $300,000) that can build a substantial retirement fund in just a few years


• Any business, whether C Corporation, S Corporation, partnership or sole proprietorship, can establish a 412(i) plan

And some potential cons include:

• Because of the large contribution levels, 412(i) plans are not for struggling companies


• Unlike some other pension plans, loans against 412(i) funds are not allowed


• There is no investment flexibility. By law, a 412(i) must be funded entirely with insurance and annuity contracts

Posted by Megan Goodchild on July 13, 2007 09:23 AM

I got a fancy new PDA a few weeks ago (unfortunately not an iPhone). And the more I learn how to use it, the more I realize that these things really do change your life. According to a new study by Intuit, technology (like my PDA) will transform small businesses during the next decade. In the second of three installments of the study authored by the Institute for the Future, researchers predict three emerging technology trends will completely transform the way businesses run:

On My Time, On My Terms: Everyone thinks small-business owners have all the freedom in the world--well they're wrong. You're constantly connected to your office, but future technology devices will free you somewhat, changing the way you manage your business and reach your customers.

Global, Local, Virtual: Networking takes on a whole new meaning as you'll expand your reach, strengthening hometown connections and widening your network to a national and