The more your employees hear about cash flow problems and recession-level unemployment rates, the more anxious they grow about losing their own jobs. Maybe you can't guarantee great cash flow through the recession, but you can manage the anxiety effectively. Here are a few tips from a recent BusinessWeek.com story:

1) Absorb the anxiety. Communicate quickly, openly and clearly about any challenges your organization faces.

2) Move quickly. Don't put off cutting costs -- even if it means laying off employees. This signals to your remaining staff that you are doing your part to protect the business.

3) Keep things light. Keep a calm attitude in the office, and make sure your staff lets loose once in a while. Laughing on the job helps calm anxiety.

For more information about managing workplace anxiety, click here.

Posted by Megan Pacella on January 19, 2010 02:28 PM

When it comes to the latest news in the small business world, rural entrepreneurs don't need to know everything that goes on in the big city. The fact is, small-town business owners have different concerns to deal with. Here are a few trends for rural small business owners to keep an eye on in 2010:

1. 2010 Census. When it comes to government grants and programs, population counts matter. Make sure your town finds a way to make every resident count by attending meetings and helping canvas the town. After all, this census could affect your business for the next 10 years.

2. Healthcare reform. As we kick off the new year, new healthcare reform legislation has a few provisions that could affect rural business owners, such as student loan forgiveness for rural doctors. Click here for a straightforward summary.

3. "Shop Local" campaigns are growing. In 2009, small towns put an emphasis on buying from local businesses, and this is expected to grow in 2010. Before to get involved in any shop local campaigns in your area, and improve your customers' experience to attract more business while you're at it.

Click here for more rural small business trends to keep an eye on this year.

Posted by Megan Pacella on January 14, 2010 02:53 PM

While hiring your best friend to take over some of the responsibility of running a small business may seem like a great option, it may not always be the best idea. One small business owner decided to take an early retirement and allow his good friend and general manager to take over the business. Everything seemed fine on the outside until the owner checked the books and discovered the company in debt up to $6 million.

Retirement ended early and the company is now undergoing major damage control. Lesson to be learned: don’t hire your friend unless they know what they are doing and would be a good job candidate friendship notwithstanding.

Posted by Amber Garner on December 11, 2009 01:12 PM

Can't afford to give out bonuses this Christmas? You're not alone. Only 31 percent of business owners plan to give year-end bonuses this year, down from 44 percent last year, according to the American Express OPEN Small Business Holiday Monitor, which surveyed 500 business owners. And only 16 percent say they plan to give raises, down from 30 percent in 2008. So how can you show employees how much you appreciate them without breaking the bank?

In lieu of bonuses and raises at Proforma Worldwide Support Center, a printing and promotional products franchise in Cleveland, executives have vowed to scrape snow off of all 100 employees' cars at least once a month this winter. They're also treating workers to breakfast once a month. "Pretty much everyone is working harder than ever, and it's a way to thank people," company president Greg Muzzillo told the Wall Street Journal. Check out the article for more creative alternatives to holiday parties and perks for employees and clients.

Posted by Emily McMackin on December 3, 2009 10:06 AM

Got a mountain of resumes on your desk that you need to go through? With unemployment at a record high right now, people are flocking to any and every posted job opening they can find, and many small businesses looking to hire are overwhelmed with potential candidates. Some smaller firms with limited HR departments are finding success with creative and unorthodox ways to screen candidates, according to this Wall Street journal article.

Take I Love Rewards, a 38-person consulting firm based in Wellesley, Mass., and Toronto. Instead of wading through 1,200 applications they received for nine openings, managers invited applicants to an open house. The 400 who showed up went through a process much like "speed dating," where they mingled with employees and spent five minutes with at least one staffer, who asked them questions to determine their suitability for different positions. From the speed-dating process, the team narrowed down 68 candidates, who were called back for group and individual interviews.

Read on for more creative ways small businesses are screening candidates, including personality tests, quick questionnaires and trial workdays.

Posted by Emily McMackin on November 19, 2009 04:15 PM

“I just hope my people or I don’t get sick,” said small business owner David White.

Recently, White had to stop offering health insurance to his employees, and also canceled his own. He's certainly not alone. When it comes down to it, health premiums are so high that many small business owners have to choose whether to cut employees or health benefits.

The long-term effects of our broken healthcare system could be drastic. What if an entire family loses their health plan? Furthermore, what if an employee gets sick, can’t afford treatment and has to miss weeks of work? An article from the Wall Street Journal analyzes this viscous cycle.

According to the report, “Nationwide, small firms will spend $156 billion on health premiums this year. In place of those high premiums, small business owners could employ 10 million additional workers—the entire state of Michigan—at minimum wage for a year.”

Posted by Amber Garner on October 9, 2009 01:25 PM

Any business owner knows that their most valuable asset can often be their people. In this article on Entrepreneur.com Bill Bartman talks about how to really utilize your employees through one thing: training. For some, training may seem like an ominous word, but Bartman thinks it is a key component to getting your employees to be as productive as possible.

Here are some myths Bartman dispels about training:

• If I hire qualified people I don’t need to train them.


• Highly trained employees will leave and go to competitors


• It costs too much


• On the job training is the best training there is.

A good training program can be the one thing to set your business apart and really give you an edge over the competition. Invest in a good training program and your people can better invest in your company!

Posted by Amber Garner on October 2, 2009 12:49 PM

Just because you work together doesn’t mean you have to like each other, or does it? The tone of an office is often a reflection of how well employees work together and with their employer. One new person thrown into the mix can completely change the atmosphere and productivity of a company if they don’t jell with the rest of the staff.

Cnnmoney.com article Does it Matter if you Like Your Staff? offers some suggestions on how to keep the corporate climate in your office at a pleasant temperature for everyone, whether you like them or not.

Some tips include: Respect the mission, go the extra mile and treat each other well. Long story short how well your employees interact with you and each other can have a lasting effect on the welfare of your company.

Posted by Amber Garner on September 25, 2009 02:07 PM

These days, good help can be hard to find, and if you own a small business and have a job to fill, you probably can't afford to spend more than a few weeks searching for the perfect hire. But, as this Fortune Small Business article points out, good hiring decisions can save your business—which means it pays to put some thought into how to find the right people. Take Joe Saba and Stewart Winters, co-owners of the New York City-based VideoHelper. They describe their hiring process as "brutal" and "stringent." When filling a composer position recently, they whittled 400 applications down to 10 finalists, who were grilled not just on technical skills, but also on how they handled criticism, praise and pressure. Sounds very involved, but these guys must be doing something right. Their retention rate is 95 percent!

Ok, so maybe you don't have time to get that in-depth with your hiring process, but if you want some quick ways to make smart staffing decisions, the article goes on to list some simple suggestions, including researching job history, analyzing past hires, paying attention to body language and not always going with your gut!

Posted by Emily McMackin on September 24, 2009 04:34 PM

Unless you've been hiding under a rock, you've probably heard the news about the reemergence of swine flu, or the H1N1 Influenza. So far the epidemic has mostly been contained to colleges and schools, but businesses could be the next place for an outbreak. What are you doing to protect your employees and prevent the disease hitting your office? If you haven't started thinking about it, you probably should before you find yourself with an infected workplace and fewer staffers.

This AP article suggests several preventative measures you can take, including keeping sanitizers and tissues on hand, repeatedly cleaning surfaces that employees come into contact with, and making it easy for workers to get flu shots (even footing the bill if your health insurance doesn't cover them).

These actions can help keep the flu away from your office, but you should also plan for what to do should an outbreak occur. First of all, urge employees to stay home if they are sick—you may even want be a little more flexible with paid sick time temporarily to encourage them to do so. Secondly, consider allowing employees to telecommute a day or two each week or stagger schedules to limit contact until the threat passes. Also, prepare for mass employee absenteeism by making sure your staff is cross-trained.

For more information on how to safeguard your business from a swine flu outbreak, check out this guide issued by the federal government, or this tip sheet from the Centers for Disease Control and Prevention.

Posted by Emily McMackin on September 17, 2009 11:35 AM

During the 30 years that my grandfather ran a small construction firm, he always prided himself on customer service. But this never stopped him from firing clients who were too difficult to work for. If a customer changed blueprints four times, but complained about the cost, my grandpa would move on to another job. Once, he even packed up his tools and left a project half done after one of his employees was put in a compromising position at a work site.

Sometimes, a customer just isn't the right fit for you, explains this New York Times article. "On those occasions, you may be justified in firing your customer, telling them you will not work with them anymore."

But the main problem is, it's tough to know when to say when. Here are a few questions to ask yourself: Is dealing with a difficult customer hurting morale? How expensive will it be to cut ties with a difficult client? Do the costs of serving that customer outweigh what you're getting paid? Read on for more on cutting ties with difficult clients.

Posted by Megan Pacella on September 15, 2009 01:44 PM

Here at the MyBusiness HQ, we have a weekly Monday morning meeting. It's a run-through of all of the projects happening in the week. But we don't get back to our desks before discussing our weekends.

Can you believe that touchdown? Did anyone else go see that new movie? Did you see my blog, I saw a celebrity this weekend at the grocery store! Things like that.

That's our staff meeting ritual. At Arkadium, keeping staff meetings interesting takes on a very different meaning. At the New York City-based developed of online flash-based games, employees don't know what to expect when when walking into the weekly staff meeting.

"Perhaps the conference table will be used for a ping-pong tournament, or employees might be challenged to an egg-eating competition, or they could hear a lecture about the history of quilting," explains this Wall Street Journal article.

Also check out this article in the latest issue of MyBusiness. It offers less extreme tips on how to make staff meetings more effective—and enjoyable.

Posted by Lena Anthony on September 14, 2009 08:01 AM

You're probably accustomed to doing basic background checks on employees, but how about Google searches? Have you checked out the Facebook, MySpace or Twitter pages of potential job candidates? If you haven't looked for the online profiles of people you hope to hire, maybe you should, according to this Small Business Trends post. With social networking on the rise, it's very possible that a customer or client could encounter your employees online and what they see could reflect positively—or poorly—on your company.

According to recent poll from Harris Interactive, 45 percent of employers surveyed said they use social media to screen potential job candidates. Of course, you can't judge someone by everything you find, but a few red flags to look for include: people who badmouth previous employers, suggestive pictures, embellished qualifications, racial slurs or other offensive language, or excessive Twittering or blogging during the workday. But you don't have to find something scandalous to make the practice worth your time. You may also discover tidbits that could prompt interesting interview questions and help you pick the best candidate!

Posted by Emily McMackin on September 3, 2009 05:08 PM

The economy is turning, says NFIB Chief Economist Bill Dunkelberg and a whole host of other experts and indicators. Really, did it have anywhere to go but up? So what does this mean for your business? Well, it might mean that you're considering hiring.

And it's a great time to be doing as Ken Esch of PricewaterhouseCoopers points out in this Smart Money article: "Thanks to layoffs, there are some real talented people out there. A lot of small-to-medium-sized businesses see this as an opportunity to trade up and make additional investments to help the business move forward."

Of course, considering hiring and hiring are two different things. Check out the rest of the article to see if your company's ready for expansion.

Posted by Lena Anthony on August 17, 2009 04:02 PM

Jeff Scheininger, who owns an industrial hose manufacturing company in Linden, N.J., works hard to provide healthcare for his 20 employees and their dependents, but if a proposal in the House becomes law, he'll be penalized for owners who can't afford to offer what he does. The legislation would require owners like Scheininger who report more than $350,000 on annual income tax returns to pay a 1 percent surtax to fund the healthcare system. "It's a double-whammy,'' Scheininger told the Newark Star-Ledger. "I'm going beyond what many employers do, and that's still not enough.''

For Janis Sweeney, a Burlington County small business owner who offers full benefits for employees, but not their dependents, it could mean expanding coverage, or paying an 8 percent payroll penalty fee. If she chooses the former, she may contribute less to the premium and ask employees to pay out the remainder. "I might pay exactly what I'm required to pay and then everybody loses,'' she told the paper.

These two stories illustrate the kind of choices small business owners in New Jersey and across the country will face should healthcare reform legislation being pushed through Congress become law. Whether it will force owners to find the means to pay for health care or not, one thing is certain: most all small businesses will pay a price, with the penalties exacerbated by the poor economy. Check out the article for more on healthcare reform bills under consideration in the House and Senate, and how they will affect small business. Get involved in the healthcare reform debate or learn about NFIB's fight for affordable health care for small businesses here.

Posted by Emily McMackin on July 23, 2009 02:58 PM

It's probably no surprise to all you small business owners out there, but a new poll is reporting that most small businesses across the country do not offer a company health care plans for employees because it's too expensive. The recent poll, conducted by SurePayroll, a Glenview, Ill.-based online payroll service, revealed that, despite the obligation nearly 30 percent of small business respondents say they feel to offer health care benefits, more than half do not. According to survey findings, reported in the Business Journal of Milwaukee, one out of five owners recalled having at least one person turn down a job offer because health care was not included. Learn more about the fight for affordable health care for small businesses at www.NFIB.com and find out how you can get involved.

Posted by Emily McMackin on July 9, 2009 03:49 PM

As Blackberrys and iPhones become more popular in the pockets of small business owners and their employees, the etiquette rules that apply to texting or Web surfing during meetings are starting to change. While a few years ago it would have been considered a major faux pas for your employees to answer e-mails or text clients during a company brainstorming session, many small business owners are starting to let up on those policies.

According to this New York Times story, technology advocates say the old rules about leaving phones at your desk during meetings no longer apply. Waiting a few hours to respond to an e-mail or text message is no longer acceptable in a constantly connected business world. So where do we draw the line now?

The small business owners in this story agree that phone use during a company meeting is one thing, but texting or checking e-mail during a client meeting is completely unacceptable. Be sure to communicate these rules to your employees--but first make sure they put their phones away. Otherwise they might not hear you.

Posted by Megan Pacella on June 23, 2009 02:41 PM

The economy might be starting to level out, but that doesn't mean your employees are completely at ease in the workplace. And if you don't communicate the state of your business to them, they'll immediately start to think the worst--and they'll convince each other to think the worst, too. Feel uncomfortable talking about the company's cash flow? This Business Resources article on NFIB.com has tips to help:

Communicate bad news face-to-face rather than by email.

Lead off the conversation with the unvarnished facts

Interpret the facts; tell them exactly what they mean for the company and for the employees.

Create a positive metaphor. Example: "Times are tough but we've been through tough times before." Or, "We're a team and we'll get through this as a team."

Make it hope-sensible. If you're saying there's reason for hope, provide specifics. Don't just offer platitudes not grounded in reality.

Posted by Megan Pacella on June 16, 2009 06:35 PM

On the news the other night, I saw that a new restaurant was opening in Nashville. The news showed a huge line of people in front of the restaurant waiting to apply for a job. There were probably 500 people in that line, and the owner of the restaurant reported they'd have only 50 openings. In any other economy, he may have gotten 50 applications -- or may have even had to open the restaurant a little short staff. But today, he has his pick—and I'm not going out on a limb here by saying that his applicants were probably mostly overqualified.

Not every company is shedding jobs—some are actually creating them (or at least filling open positions). And these companies are in a tough position as hundreds of resumes could pour in for just one job. This adds hours, if not days, to the hiring process. This article in the current issue of Inc. magazine offers tips for when you find yourself in this situation.

Posted by Lena Anthony on April 29, 2009 01:46 PM

Economic downturns have a way of forcing small business owners to make impossible choices: Your business or your employees? Your bottom line or the company culture you've worked so hard to build? Something has to give, and as family-oriented as many small businesses are, most will opt for layoffs rather than risk the chance that they might have to shut their doors. But are layoffs really the only option? In tough economic times, why not do as the Europeans do? Cut back on your hours or give employees more time off.

An op-ed article in the New York Times explores Europe's solution of turning to shorter workweeks and mandatory time off to control labor costs. In France, it isn't unusual for businesses to operate on a 35-hour workweek, which more are adopting to avoid layoffs and survive the global financial crisis. Germans, too, argue that keeping more workers on the job is the best way to stimulate the economy in a recession, so many are opting for kurzabeit (short week), cutting workers' hours rather than cutting them loose.

Of course, as guest bloggers point out, European workers have a social safety net that employees in the United States don't have—universal health care—so they don't risk losing that due to cutbacks. Also, as one blogger argues, job-sharing has the potential to reduce workers' morale, along with their incomes. And then there's the fact that Europeans are used to taking more vacation time than their U.S. counterparts. Would employees here even know how to handle the free time? What do you think? Is this a viable solution? Check out the article, and weigh in on the debate!

Posted by Emily McMackin on April 2, 2009 02:47 PM

If you're like most people, you rarely pick up a newspaper anymore. You get most of your news online. And why wouldn't you? It's much cheaper than paying for a weekly or daily subscription—and you don't have to spend time flipping through dozens of pages to find what you really need to know. But with more and more newspapers folding every day, have you thought about how their decline will affect your small business? This small business blogger for the online version of the Seattle Post-Intelligencer (which recently went out of print) has. Her concerns include:

•Advertising and marketing. Newspapers used to be the No. 1 medium for advertising products and services. Do you rely on newspaper ads to reach customers? If so, you might need to be branching out into other mediums. Chances are your customers read the paper about as much as you do!

•Staffing. Employers have traditionally listed job openings in newspapers, but with the explosion of online job listing sites (i.e., Craigslist, among others), hiring has moved to the Web. But does this hurt the possible spectrum of candidates for a position? You might be missing out by only finding your candidates online.

•Community association. Anything you can do to support your community through donations, outreach, ect., gives your business a good name—and newspapers are often the channel through which you can find these opportunities and receive positive publicity for them. Without newspapers to publicize your good deeds, will customers know about your reputation? If not, how will you tell them?

Posted by Emily McMackin on March 26, 2009 04:36 PM

I'm not a big fan of meetings. I think they take way too long and a detailed conversation over e-mail or the phone probably yields the same results. That being said, I loved the meeting idea discussed in this INC magazine article—so much, in fact, that right after I finish up this post, I want to go have one.

The article talks about the importance of debriefings, post-mortems or, in the U.S. Army, after-action reviews. Whatever you want to call them, these meetings take place a day or two after you finish a project. You assemble the team and go over what went right, what went wrong and what needs to change before starting on the next project.

Reading the article reminded me of a piece I recently finished for MyBusiness that explains the importance of getting and giving employee feedback on a regular basis—not just at a year-end performance review. The idea of an after-action review is the same thing. You can praise employees who did a wonderful job on a project—or help them fix something they did wrong—in real-time. Or you could just file it all away—and probably forget about it—for the year-end review. The article hasn't been published yet—it's in the April/May issue—so check back here in a few days.

Posted by Lena Anthony on March 25, 2009 10:47 AM

Have you heard a customer say something nice about your business in the past few days? Have you received a positive online review in the last week? If your answer is yes, stop right now and go straight to the employee who was responsible for helping that satisfied customer or shedding a positive light on your company and thank him or her, now! In an environment where bonuses are come by, even for your star employees, and employees are feeling desperate about their jobs with the state of the economy, the best way to keep morale high in your businesses is to reward people for their hard work—and do it almost as soon as it happens, writes Tim Berry in a Small Business column for U.S. News & World Report.

Most employees would rather receive immediate recognition for a job well done than get a bonus a few months down the road anyway, writes Berry, president and founder of Palo Alto Software. He suggests rewarding employees who have gone above and beyond with dinner on the company tab, a gift certificate or a new technological gadget for the home or office. For more tips on creative (but affordable) ways to reward employees, check out this NFIB.com article. Remember: A quick, tangible reward is much more meaningful and memorable to employees—and hey, they deserve it, too!

Posted by Emily McMackin on March 19, 2009 04:36 PM

Almost every person I know has a nightmare story about someone they used to work for. For my dad, it was an office manager who screamed swear words every time an employee had a problem. For me, it was a pushy restaurant owner who never let me take a day off--even for family vacation. For my close friend, it was a factory foreman who never arrived to work on time. All of these stories are a little different, but they have one thing in common: None of us work for these pushy managers anymore.

This Inc.com article tells the story of another pushy boss: Selina Lo, CEO of Ruckus Wireless. After earning her reputation as a pushy, aggressive boss, she had trouble recruiting people to work for her company--no matter how much money she offered prospective employees. In the end, Lo realized that a personality makeover could go a long way towards helping her company take off.

Do you have trouble keeping employees on staff? Maybe it's time to do a little makeover on yourself. Read Lo's story to find out how you can adjust your character to save your bottom line.

Posted by Megan Pacella on March 10, 2009 10:39 AM

Struggle to find employees who are as passionate about your business as you are? Well, you're not alone. According to a study conducted by the online payroll service PayCycle and published in the Charlotte Business Journal, finding good employees is the top concern of nearly 500 small business owners surveyed. Other concerns included (No. 2) dealing with legal and accounting issues, (No. 3) finding customers and (No. 4) finding funding.

But here's the silver lining: A majority of the business owners surveyed said they started their business because they craved the freedom to work for themselves. A quarter of them cited reasons such as needing to spend more time with family or supplementing income with a side business. A few even chose entrepreneurship because they had been laid off or were trying to keep a family business alive. Whatever their reasons for starting a business, though, 87 percent said they didn't regret their decision and—despite the economic downturn—most agreed they would still do it all over again.

Posted by Emily McMackin on February 27, 2009 11:43 AM

According to Paul Facella, author of Everything I Know About Business I Learned at McDonalds, "You want to build a culture that fosters teamwork, motivation, initiative and performance" in your business. And to do this, you need a good employee recognition program. In this recent Tools and Tips column, Facella discusses four facets of a successful employee recognition program, which include:

1. Creating clear, measurable expectations consisting of objective performance metrics.


2. Acknowledging both individual and team effort.


3. Staying meaningful (Too many awards dilute effectiveness, especially if given for minor achievements).


4. Occuring at set intervals

Posted by Megan Morris on February 24, 2009 05:02 PM

Chances are, you're included in the 92 percent of business owners who are trimming back around the office. But before you pawn your fashionable lounge area furniture and decorative artwork for extra cash, think about the consequences: Your employees probably won't enjoy working in a drab, dreary office environment--and their performance will suffer. Does this scenario sound familiar? Then this Entrepreneur.com article is a must-read for you. Check it out to find fun, innovative ways to make your office a bright spot that fosters creativity--without hitting your bank account too hard.

Posted by Megan Pacella on February 17, 2009 02:09 PM

Whether you have three or 300 employees, when it comes to having an employee handbook, size doesn't matter. It serves as an introduction for new employees and an essential reference guide for existing staff. If you're not sure where to start when creating your employee handbook, check out today's Tools and Tips article on NFIB.com for a simple checklist of must-have items, including topics like:

• General policies and procedures, including pay periods, performance reviews, workplace attire, vacation time, etc.


• Leave policies, including sick and maternity leave


• Employee benefits, including health and life insurance, if applicable


• Separation policies, including termination and job abandonment

NFIB members can also download at no cost the Model Employee Handbook for Small Business, a step-by-step guide to compiling your company policies from the NFIB Small Business Legal Center.

Posted by Megan Morris on January 29, 2009 04:20 PM

You might be knee-deep in snow, but don't fool yourself: Summer is just around the corner. And while you might have considered hiring a summer intern at your small business in the past, this year, small businesses have a special chance to snap up talented summer interns that would typically be much harder to snag — but you need to act soon, says the Wall Street Journal.

The reason? "Many large companies are scaling back their summer internship programs due to the bleak economy, so M.B.A. candidates and undergrads have fewer internship opportunities. Many students who might have sought internships with large companies will be more open to working for small and mid-sized companies," says Tom Kozicki, executive director of the MBA Career Center at the University of California in Irvine in this Wall Street Journal article.

Check out the article for more information about snagging the perfect summer intern.

Posted by Megan Pacella on January 20, 2009 03:46 PM

First of all, Happy New Year from all of us at mybusinessmag.com. Hope you had as a relaxing holiday as we did. But now it's back to work.

While get back in the groove of reading all the usual sites this morning, I came across this article on WSJ.com about how companies can recruit talent despite being a grim financial situation (like bankruptcy). You can't lure them with gobs of money, but if you think hard enough (or take a few tips from this article), you'll find that boatloads of money isn't everything to today's top performers.

Attracting and retaining top talent is an ongoing topic we tackle in MyBusiness because small business owners have told us that it's one of their top problems. They generally can't compete with big businesses on salaries, so they have to get creative by offering the flexibility and the responsibilities that big businesses can't. The same goes for ailing businesses like the one mentioned in the WSJ.com article. Ailing businesses can't offer money, but they can offer the opportunity to be a part in the rebirth of a business (a restartup, if you will). And lots of today's top talent would find that to be right up their alley.

Looking for more cost-effective ideas? Check out this MyBusiness feature story from 2008.

Posted by Lena Anthony on January 5, 2009 03:58 PM

One of the quickest ways to close a revenue gap in these slow times is to reduce your staff. But just because it nets quick results doesn't mean it's easy—or the smartest decision you could make for your business.

Before you look at layoffs as an option, try a few of the cost-cutting practices in this Wall Street Journal article, which explains how one small company, Hanover, N.H.-based Hypertherm Inc., has avoided layoffs despite a 20 percent downturn in sales in just the past few months.

Some of the CEO's suggestions include cutting overtime and temporary staff, reducing salaries and delaying a building expansion.

The article offers other suggestions, too, some from Alex Chang, founder of Roost.com, a real estate search engine that suffered this year as home sales plummeted.

"Every $10,000 a month you can save is a person," he told the WSJ. For Roost.com's 17 employees, that means cutting out the marketing budget and asking vendors for discounts. He's also considering moving to a smaller office, which would force some employees to telecommute.

For even more cost-cutting ideas, check out this article in the latest issue of MyBusiness.

Posted by Lena Anthony on December 17, 2008 07:34 AM

Most of the time, owning your own business gives you the opportunity to do fun things like dole out bonuses, offer promotions or deliver top-of-the-line products and services. But when it comes to running your own business, it's inevitable that sometimes you're going to have to be the bearer of bad news. The next time you're preparing to break bad news to your employees or customers, keep in mind these tips from the New York Times' toolkit:

Take charge. "There is a natural tendency to want to put off delivering bad news as long as possible," Brown writes. But bad news doesn't improve with age, so make sure you address any issues before rumors start flying around the office.

Stay positive. If you have to deliver bad news directly to an employee, start out by praising the good things about their performance. For example, if you need to reprimand your assistant for dressing inappropriately at work, start out by praising his or her great organizational skills., and then gently outline the company dress code.

Use a script. Whether you're speaking to employees or clients, write a script so your message comes out eloquent and deliberate. This will ensure a clear and consistent message.

For more tips on delivering bad news, click here.

Posted by Megan Pacella on December 1, 2008 03:53 PM

If you're like most small business owners, you're looking for ways to cut costs and keep employees during these tough economic times. Have you considered telecommuting? How about offering employees a four-day workweek? Sure, these may not sound like obvious solutions, but many businesses are turning to flexible, alternative working arrangements to keep employees satisfied and help them retain more of their paycheck. By allowing employees to telecommute or work four days a week, employers not only prevent burnout among their staff but also help workers save on commuting costs—effectively giving them a pay raise at no cost to the business.

Before experimenting with this kind of structure in your business, however, it pays to plan ahead. Gevity, an organization that provides HR services to businesses nationwide, offers these tips for employers who want to give it a try.

Posted by Emily McMackin on November 13, 2008 04:05 PM

Thanksgiving will be here before we know it, which signals one thing: Official Holiday Shopping Season. Which, for many small business owners, means it's time to hire some extra help now. If you're planning on hiring temporary help for the holiday rush, today's Tools and Tips article offers some tips on how to build a great staff:

• Start looking now: Starting the process sooner will not only give you plenty of time to fill your hiring needs, but it also will give you a chance to snag the better employees before your competitors hire them.


• Hire as if it were permanent: Your new hire might be there for only a few weeks, but your company will be around long after the worker leaves. You don't want a temp's sloppy work to cause problems after he or she is gone.


• Look for jolly workers: It is the season of good will, so you want both your permanent and temporary staff to reflect that.


• Train creatively: Make cheat sheets or index cards that temporary staff can use not only to learn about your business quickly, but also to answer customer questions.


• Keep everyone happy: You've gone to the trouble to hire top-notch seasonal help. Now make sure the workers stay and do their best.

Posted by Megan Goodchild on October 31, 2008 03:12 PM

Everyone has a story about working for an uninspiring boss. For me, it was a restaurateur, who screamed at me for cutting my finger while preparing a salad. For my best friend, it was a foreman in a medical supplies factory, who showed up hours late for every shift. Think there's no way you could be considered an uninspiring leader? In today's volatile economy, workplace morale is more fragile than ever, making it critical that you take a closer look at your management tactics.

Do your employees cower in their cubicles every time you walk past? Are you the first one to leave the office every day--even when you're under a tight deadline? Do you constantly forget the names of your employees' spouses and children? If you answered "yes" to any of these questions, you might want to take a different approach to your role as the boss. Check out this BusinessWeek.com story for other indicators that you need to clean up your act in the workplace.

Posted by Megan Pacella on October 14, 2008 01:11 PM

Looking for a new way to motivate your employees? Want to reward them for a job well done but don't have the cash to give them a bonus? Look to the winners of the Top Small Workplaces 2008 contest (sponsored by the Wall Street Journal) for innovative ideas on creating the perfect workplace. From the predictable (institute a recognition program) to the wacky (soccer break, anyone?), the 15 companies on this list have figured out how to find and keep qualified employees.

The best part: Most of their ideas don't require spending gobs of money. So there's no excuse not to put a few of them to the test in your business today.

Posted by Lena Anthony on October 13, 2008 03:58 PM

Although oil prices have dropped in recent weeks, gas prices are still plaguing entrepreneurs and their employees all over the country. That's why, according to a study conducted by Citrix, a software and virtualization company in Fort Lauderdale, Fla., 41 percent of small business owners in America work remotely on a regular basis. But how do you let your employees work from home without allowing them take advantage of you?

According to this article on management-issues.com, immediately implementing a concrete telecommuting policy is your best bet for making remote working work for your small business. Other important issues to consider? Train your managers to manage virtually, don't over invest in technology, pilot a telecommuting program before making it a company policy and--most importantly--make sure virtual employees will fit into your business model without causing problems.

For more about making telecommuting work for you, check out the article.

Posted by Megan Pacella on October 1, 2008 02:21 PM

Wearing jeans to work on Friday is one thing, but rolling in to the office in shorts and an old t-shirt is quite another. Sure, the days of pantsuits and tailored dresses are a thing of the past for most businesses, but could your casual atmosphere cost you a degree of professionalism? According to this CNN article, when it comes to casual behavior in the office, you have to keep things in moderation.

Not sure if your employees have crossed the line from casual to unacceptable? Here are a few things to watch out for:

Workers exchanging personal information during work hours

Edgy humor that could be offensive to some employees

Use of profanity

Dressing down too much

Read on for ways to snuff out inappropriate behavior without driving employees out the door.

Posted by Megan Pacella on September 16, 2008 04:35 PM

If you're thinking about setting up a retirement plan for employees, the clock is ticking: Oct. 1 is the IRS deadline for when employers must set up a SIMPLE (Savings Incentive Match Plan for Employees). If you received a filing deadline extension for your 2007 returns then you have until Oct. 15 to set up a SEP (Simplified Employee Pension) in order to take a deduction for the 2007 tax year. Oct. 15 is also the date that 2007 contributions must be made to both plans for anyone who received a 2007 extension.

Confused about what all that means? Check out this Chicago Tribune article for a primer on different retirement plans for your staff. You might be surprised to learn why experts say a down market isn't a good excuse to avoid setting up or contributing to such plans.

Posted by Shannon McRae on September 15, 2008 09:21 AM

Delegating is like taking your vitamins: You know you should do it, but it's really easy to forget to do it—or it's easier just not to do it. When you're busy, you may think it's easier for you to do something that will take you five minutes than to explain to someone else for three minutes how to do it. But you're wrong, and you know you're wrong.

Delegating is key to growing your business. Delegate tasks to clear time in your schedule for things like finding new business, following up with former customers, and the list goes on.

Check out today's Tools and Tips article on NFIB.com, which offers seven guidelines for successful delegation.

Posted by Lena Anthony on September 11, 2008 04:49 PM

Don't bring your problems to work with you. It may sound like your hope and dream for everyone who works for you--but it isn't realistic, especially if any of your employees have money troubles. That's why lots of small businesses are starting to offer free financial planning advice to their workers.

This MSNBC article explains how a Michigan-based plastics maker requires its 127 employees to get one-on-one advice from a financial advisor on company time. The experts aren't paid a commission based on the advice they offer, but they can answer detailed questions about company benefits, 401(k)s, college savings plans and other debt management tips.

A spokesperson for the small business says it's not only good for workers, it helps the company, too. Workers with financial problems are more likely to be distracted and unmotivated on the job.

Posted by Shannon McRae on September 2, 2008 01:57 PM

We moved to a new city last year, and a few months ago, I voted in the presidential primary--my first election in my new hometown. Arriving at the local library to cast my vote, I was amazed at the openness of it all. After I got my ballot, I sat down at a long table full of other voters to mark my choices. Short of hunching over my paper, everyone around me could easily see who I was voting for. I'm used to private booths, or at least partitions, when I cast my votes.

Long explanation to say, it's exactly the way NFIB/TN State Director Jim Brown explains the "Employee Free Choice Act," a bill that passed the U.S. House last year and is awaiting a vote in the Senate. In his opinion piece in yesterday's Tennessean newspaper, Brown describes the bill as an "attempt by organized labor to alter the workplace radically by seeking union recognition outside the long-protected secret-ballot election.

"Rather than hold an election, union representatives would need only to coerce a majority of employees to sign authorization cards. Once a union collects enough signed cards, the organizing drive would be over and the business would become unionized. All of this would occur either without the knowledge or involvement of the business owner," Brown writes.

He goes on to explain that while unions won 54 percent of the elections held in 2007, they won 90 percent of the time when card checks were used.

NFIB has been a fierce opponent of this so-called card-check legislation. As the Democratic and Republican conventions get underway and campaign season gets into full swing, card checks are just one issue small business owners should consider when deciding who to vote for.

Posted by Shannon McRae on August 25, 2008 08:45 AM

It's pretty much a given that no small business owner wants employees surfing the 'net while on the company time clock. But unless you want to micromanage every single thing your employees do online, there's really no way to keep track of employee productivity without sacrificing your relationship with employees, says this article on Entrepreneur.com.

What are your options if you're afraid a member of your team could be wasting some serious time? According to the article, "You can use software that monitors instead of blocks or filters. Or you can trust that you’ve hired the right people and that employees who waste time will always be outed by employees who are doing the right thing."

Whatever you do, just don't take away the flexibility your team needs to do their jobs well.

Posted by Megan Pacella on August 19, 2008 04:38 PM

When SuperGroup Creative Omnimedia, a Web site design firm, was first founded, employees didn't always have enough work to keep them busy, according to this article in the Wall Street Journal. But instead of sending employees home—or to the unemployment line—owner Chris Wallace and the company's co-founders decided to tell staff they could work on personal projects.

Whatever they wanted.

On the clock.

And instead of finding his employees passed out on couches or vegging out to Judge Judy, Wallace discovered that employees were using their spare time to pursue creative interests—interests that would come in handy later when the company was pitching ideas to potential clients. According to the WSJ, Wallace recalls "meetings with potential clients where 40 percent of the work he showed them was done by employees in their downtime."

Granted, this lax approach won't work for every company. But if you've got a talented group of self-starters with some time on their hands, it could be a useful motivation technique. For more ideas on employee motivation, visit NFIB.com's Tools and Tips section.

Posted by Megan Goodchild on July 31, 2008 11:15 AM

Almost half of small business owners polled in a recent survey said they plan to lay off workers, stop raises or offer days off instead of wage increases as a result of the slowing economy, according to this Wall Street Journal article.

But while trimming payroll might seem like the easiest move when times are tough, the article suggests business owners might want to think twice before handing out pink slips. Employees are valuable, especially skilled ones you've trained.

I liked the ideas such as switching up duties (why can't an account supervisor also help empty trash cans?), asking for volunteers who might want an extended amount of unpaid leave for the promise of their job back in a few months, or cutting your work week from five days to four.

Posted by Shannon McRae on July 28, 2008 09:00 AM

Many small businesses are a lot like a family--tight-knit, understanding and friendly. But at some point or another, you might have to deal with an employee who is not performing his or her job as expected, which can be difficult. To avoid a potentially awkward confrontation, this Tools and Tips article from NFIB.com offers some suggestions on how to approach the employee and work toward improving his or her job performance. Steps include:

• Reviewing the job standard with the employee to make certain it's known and understood


• Counseling the employee by implementing a plan that specifies what must be done to attain standard performance—and a reasonable timetable for doing so


• Regularly monitoring the individual's progress against the plan, and provide support and assistance


• Removing apparent obstacles to the employee's success, and make any reasonable accommodations needed to enhance employee performance

Posted by Megan Goodchild on July 22, 2008 04:20 PM

With the state of the economy right now, you can't afford to lose workers—even if they are getting ready to retire. Wondering how to keep your most seasoned employees? Check out this U.S. News & World Report article on how to convince the baby boomers in your company to stay and encourage them to pass their vital skills on to your younger workforce. Also, learn how small business owner Brian Hughes follows this practice in his Montvale, N.J-based environmental engineering company in the "Silver Linings" feature in our April/May 2007 issue.

Posted by Emily McMackin on July 17, 2008 04:33 PM

A good employee is hard to find, but that doesn't mean you should hire just anybody to join your team. For small business owners, choosing the wrong hire could cost more than wasted time and added stress--it could severely damage your bottom line.

So how do you go about hiring the right employees? This article on CNN.com's Fortune Small Business section offers tips for hiring well, including narrowing down job requirements, interviewing and checking references. But hiring the right employees is just the first part of building a winning team. According to this article on BusinessWeek.com, it's important to adjust as your company grows and your workforce's skills change, even if that means letting go of employees who no longer perform well in their positions.

Learn more about the importance of developing your hiring practices in this MyBusiness article.

Posted by Megan Pacella on July 15, 2008 09:45 AM

Sometimes I think it'd be fun to be a real estate agent because of the commission. One million-dollar sale and you're set. But then I remind myself that when there are no sales, not even a $50,000 one, there's no commission. And why should there be? I obviously performed poorly! Or did I?

That's the conundrum with performance-based pay, which is the topic of this New York Times article from yesterday. Go check out the pros (more money for high-performing employees!!!) and cons (how can you objectively measure performance?) before changing your pay schedule.

Posted by Lena Anthony on June 25, 2008 02:35 PM

Your employees are bound to feel stressed out from time to time, but with today's skyrocketing gas and food prices, you might want to pay special attention to their stress levels. In the midst of today's economic downturn, you can't afford for employee stress to decrease productivity in the office. Not sure how to ease their pain? Today's Tools and Tips article on NFIB.com offers a few suggestions:

Talk about it. Devote time to company meetings and offer employees the opportunity to communicate about what is stressing them out--and how you can fix it.

Pay attention. Watch for telltale signs of stress overload, such as excessive tardiness, decline in job performance, health problems, complaints and more.

Stay positive. Instead of getting frustrated, establish policies to help employees better manage stress in the future.

Check out the article for more ways you can reduce stress levels in your workplace.

Posted by Megan Pacella on June 24, 2008 03:49 PM

With the bleak economic picture these days, you can’t afford to lose employees. But tough times call for tough measures—and sometimes that can mean suspending bonuses, cutting benefits and the like. When this happens, how do you keep employees from looking elsewhere for better opportunities? You might get some ideas by checking out this article in the Chicago Tribune. Learn how a one store was able to keep its best employees from jumping ship after massive layoffs, and how another business keeps employees motivated through sluggish sales periods.

Posted by Emily McMackin on June 13, 2008 09:15 AM

When employees at my parents' small business want to talk about their job responsibilities, they go to my dad. When they want to ask for a day off or vent about a difficult client, they go to my mom. It's long been said that men and women manage differently in the workplace, and in my parents' small corner of the business world, there's proof that neither way is better--or worse. In fact, my mom and dad think their blended style is what keeps employees happy and turnover low. They get the best of both.

This post from today's Wall Street Journal blog Independent Street argues that a feminine management style is more effective because it emphasizes sensitivity to employees and openness. But what about the fear of being a pushover? To me, the bottom line is that whether you're a man or woman business owner, finding that perfect leadership balance is an everyday challenge.

Posted by Shannon McRae on June 9, 2008 07:46 PM

With most employees spending a minimum of eight hours a day at work, it's important to have clean, comfortable and secure working conditions. How happy employees are in their workspace can correlate with their job performance, which in turn reflects on the company as a whole. A recent Tools and Tips article on NFIB.com explores some of the top issues small business workplaces face, and offers questions small business owners should ask themselves when reflecting on the workplace they have created for their employees, including:

• Is the overall appearance of the building shabby or well maintained both inside and out? What conditions are the grounds in?


• Are there any maintenance issues, such as leaky plumbing, gaps in ceiling tiles, etc? (And don't forget those bathrooms).


• Have you taken measures to provide safety and security?

Posted by Megan Goodchild on June 6, 2008 02:07 PM

Have you ever wasted an entire afternoon on the phone (or, most likely, on hold) with a customer service representative? If you're like me, one day wasted on customer service will make you swear to never buy a certain product from a particular business ever again.

Paul English, co-founder of Kayak.com, a travel Web site that lets users search efficiently for deals on flights and hotels all over the country, apparently feels the same way about customer service. To give his customers a shorter and sweeter experience on his site, English implemented a do-it-yourself online database that routes customer feedback directly to employees.

"We fix customer problems in real-time," English says in a recent CNN.com article. "Paying an engineer to do that for 20 minutes is cheaper than outsourcing the problem."

Read on to learn more about keeping your customers happy with a DIY customer service program.

Posted by Megan Pacella on May 22, 2008 03:55 PM

We all know the good that social media (blogging, social networking sites, wikis, Twitter) has brought small businesses. But have you thought about the bad? Steve Ranjbin, owner of The Rooz Cafe in Oakland, Calif., has and he calls it Yelp.

In this New York Times article, Ranjbin complains that sites like Yelp.com, which allow users to share their experiences at local businesses, are not as business friendly as he—and any business owner—would probably like.

An excerpt from the article explains why:

"Mr. Ranjbin, who said that amateur reviews can hurt his business, said some had misquoted him or called his employees names, but that Yelp had refused to take these comments down. Yelp rarely removes reviews, even when advertisers complain, preferring to let the crowd have its say."

So how do you protect your business against the naysayers out there?

Easy—don't give them anything to complain about. Treat every customer who walks through your door like they're a reviewer from the New York Times. And pass that message along to employees, too.

Posted by Lena Anthony on May 21, 2008 09:30 AM

When it comes to employee retention, most employers are trying to figure out how to appeal to Generation Y's idealism without sacrificing the Baby Boomers' desire to earn more wealth before retirement. But what about Generation X?

Next in line for leadership roles in the business world, these folks in their 30s and early 40s are a small but important demographic. Unfortunately, recent studies show that many Gen Xers are unhappy at work. Why? According to this BusinessWeek.com article, GenXers are uncomfortable in large corporate settings, and they plan to leave corporate life soon--which could give small business an opportunity to acquire experienced new talent.

Not sure how to manage your Generation X staff? Check out the article to learn more about Gen X--and how to keep them happy.

Posted by Megan Pacella on May 20, 2008 12:28 PM

A few weeks ago my friend started seeing a sudden spike in activity on her LinkedIn account. Although she's been happily employed as a senior auditor for the past six months, a few companies had stumbled across her profile (probably noticing her stellar job experience) and tried to woo her away from her current job. Even though I've read countless articles about the perks of using social networks to snag a star employee, this was the first time I've actually heard of a business using a social network to contact someone I know about a job.

Too often these social networking articles fail to point out actual examples of how people have used their Facebook, LinkedIn or MySpace profiles to boost their business. However, this recent New York Times story is filled with examples of people who are reining in the power of social networks to help grow their business. Read on to learn about the benefits of maximizing your social networking profiles.

Posted by Megan Pacella on May 14, 2008 02:00 PM

Never fire someone on a Friday. It's one of the rules of business my dad has ascribed to in his almost two decades of owning a small business. His thinking is that if you fire someone on Friday, they'll spend the weekend worrying about their future and brooding over the fact they've been let go. But if you deliver the bad news on a Monday morning, they have the whole week to get their resume together and contact potential leads.

Whether dad's rule is right or not, he follows it because he feels terrible when he has to fire an employee (most of the time). As it turns out, the human resources expert in this Salt Lake Tribune article on making layoffs go more smoothly agrees. From the practical (contact your lawyer first) to the humane aspects (check the calendar and make sure it's not the person's birthday or anniversary), find tips on lessening the blow when you have to let someone go.

Posted by Shannon McRae on May 12, 2008 07:24 AM

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 Anthony 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 Anthony 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 Anthony 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 Anthony 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 Anthony 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 Anthony 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 Anthony 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 Anthony 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 Anthony 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 global level.

From Push to Pull: No longer will getting your message out to customers be the objective. Instead you'll look for ways to provide information to clients when they request it.

Posted by Shannon McRae on July 9, 2007 06:14 AM

I don't plan to fund my post-retirement trip around the world with my Social Security checks (if there's even still money left to distribute by then). Fortunately for me, I work at a small business that offers a great retirement-savings plan. But we're in the minority among small businesses. Companies with more than 100 employees have 65 percent participation in retirement plans, but for businesses with fewer than 25 employees, the rate is a meager 25 percent.

Washington Post business columnist Martha Hamilton is right on track with the reason behind the discrepancy: "Hundreds of thousands of small-business owners often work flat out just to keep the business operating," Hamilton writes. "They don't have accountants, lawyers, tax consultants or human resource offices to help sort out the complex rules, and their earnings are often unpredictable. That retirement planning takes a back seat is not surprising."

Hamilton outlines plans some groups in Washington think might be one way to help the nearly half of all private-sector employees who don't have or don't participate in retirement plans where they work.

Posted by Shannon McRae on July 2, 2007 12:05 AM

Looking for a little summertime fun at your office? Why not let employees bring their dogs in to work? After all, tomorrow is Take Your Dog to Work Day. According to an article on Entrepreneur.com, a recent survey found that 44 percent of dog owners would be willing to part with 10 percent of their salary if they could bring their dog to work with them. While it might not be a good fit for every business--nor something you'd want to do every day--it could be a good morale boost for your employees. Just make sure no one brings a cat.

Posted by Megan Goodchild on June 21, 2007 01:37 PM

I was recently talking to a friend who was complaining about how he felt that his boss had absolutely no faith in the work he did, despite being a star employee for the past several years. What made him think that way was that, no matter the assignment, his boss would go into excruciating detail exactly how he wanted the job done. It felt belittling to my friend—and was a waste of his time, because he knew exactly how to do the job.

This column in USA Today reminded me of my friend's problem. It explains that it's important to be a leader and not a parent to your employees, otherwise they'll lose motivation. Your workers are smart people–that's why you hired them!

Posted by Lena Anthony on June 20, 2007 01:19 PM

With the conclusion of the critically acclaimed series, The Sopranos, last Sunday, it is safe to look back on the business management skills of mob boss Tony Soprano with a critical eye.

This article from USA Today asserts that Tony Soprano was by all means a bad boss. And although a comparison between a fictional crime family and a small business is a stretch, a bad boss in the former has many of the same qualities as a bad boss in the latter. Tony failed to reward loyalty in the workplace and was a terrible communicator, expecting his employees to read his mind rather than clearly outlining his expectations. Regardless of whether an employee is supposed to put the screws on a rival boss or create a template for a Web site, it is the employer’s responsibility to make sure that the employee knows exactly what needs to be done.

A recent online poll by authors Beverly Kale and Sharon Jordan-Evans asked employees just what exactly makes a bad boss. The top four qualities of a bad boss are:

• Belittling people in front of others


• Lying


• Being Condescending


• Humiliating and embarrassing others

Tony was easily guilty of all of the above.

Posted by Grant Thomas on June 12, 2007 11:52 AM

In my career, I've worked for both big and small companies--from the world's largest media conglomerate to now--a talented group of about 20 people. I can easily say that working in small company is 10 times better. Like this article points out, employees in small companies have more autonomy, more fulfillment and less office drama. Even though small businesses might struggle to offer the same health-insurance benefits as their big-business counterparts, you do have advantages. Next time you're interviewing potential employees, remind them of all the reasons they should choose your opening over one in a larger corporation.

Posted by Shannon McRae on June 11, 2007 11:27 AM

I've heard that taking a short power-nap in the afternoons can give you a jolt of much-needed energy when they day is dragging on—but meditating at work is a new one to me.

But the trend seems to be catching on, and the calm and collected folks at the Center for Leadership Performance held a conference Wednesday where CEOs and scientists gathered to discuss the growing trend of stress-reducing meditation in America's workplaces. According to the center, transcendental meditation, "a simple, effortless mental procedure practiced 15 to 20 minutes twice a day, sitting comfortably with the eyes closed," results in creativity, alertness and all-around better health.

Meditating for a few minutes at my desk to achieve "pure consciousness"? That definitely sounds more appealing—and practical—than trying to crawl under the breakroom table in an attempt to catch a few afternoon Zs.

Posted by Megan Goodchild on June 7, 2007 12:54 PM

On May 25, President George W. Bush signed the Fair Minimum Wage Act of 2007 into law, raising the minimum wage of $5.15 per hour to $7.25 per hour by July 2009. The increase will occur in three phases:

1. Beginning July 23, 2007, the minimum wage will be $5.85 per hour


2. Beginning July 23, 2008, the minimum wage will be $6.55 per hour


3. Beginning July 23, 2009, the minimum wage will be $7.25 per hour

Many states have minimum-wage laws that differ from the federal law, but employees must be paid the higher of the differing wages. Read today's Tools & Tips on NFIB.com for more information on the new federal minimum-wage law, including exceptions.

Posted by Megan Goodchild on May 31, 2007 09:25 AM

I interviewed a small-business owner recently who told me about the moment he realized he wanted to run his own business. It was when the corporation he was working for, after a failed growth spurt, began laying off people right and left. And yeah, you guessed it, he was let go, too. But looking back, he said, it was for the best. Now that he owns his own business, he gets the freedom he never had as an employee, but he also knows how not to treat his employees—and that is in the exact opposite way he was treated as an employee before being let go.

This BusinessWeek article is about learning from what author Keith McFarland calls your anti-mentors.

"So the next time you get frustrated with that sleazy politician down the hall, that slippery vendor or that manipulative customer, take a deep breath and ask yourself what lesson this person is likely to teach you," he says. "Anti-mentors may represent the most important opportunity for learning we're given in life. The key is being willing to learn from them."

Posted by Lena Anthony on May 22, 2007 02:01 PM

Shhhh. Listen. What do you hear in your office? If you're a smaller company, business might be humming along quietly. But is that the image you want to project to customers on the phone? If you'd rather sound like Grand Central Station, just pop in the "Thriving Office" CD. Filled with noises heard at the typical bustling office, the CD helps home-based business who are trying to sound (pardon the pun) more professional.

Even if you're not trying to drown out the sounds of dogs or kids, try using the CD to boost productivity. There's no scientific proof that it will grow your bottom line, but working in an office that sounds busy might make your employees pick up the pace.

Via TP Wire Service

Posted by Shannon McRae on May 7, 2007 11:04 AM

Hiring interns can be a cheap and reliable option for new hires, but with this generation, you’ve got to watch out for the parents. According to a USA Today article by Stephanie Armour, parents are taking bold steps by calling employers to help their children negotiate salary increases and better benefit packages.

While many Generation Y employees are motivated and self sufficient, many employers are dealing with what they call “helicopter parents,” who still hover in their adult children’s lives. In order to curb the complaints of parents, companies are training their HR staff to efficiently deal with those overprotective parents. Check out the article to learn more about how parents are stepping over the line.

Posted by Megan Pacella on May 1, 2007 01:25 PM

When the phones go offline, who makes sure every one of them is back online? When there’s a birthday to celebrate, who makes sure there’s plenty of cake to go around? Do you need more hints, or can you figure out where this is going?

Tomorrow is National Administrative Professionals Day, so make sure you take the time to thank all of the people who keep your office running smoothly.

According to the Staples’ My Real Job survey, office managers are now performing the tasks that used to be accomplished by eight or nine people. “More and more, workers are required to wear many hats to fulfill their workplace roles,” says Tory Johnson, CEO of Women for Hire, a recruitment services firm. “This incredible range of duties can create significant challenges with managing time effectively and achieving work-life balance.” In fact, 53 percent of administrative professionals perform such a wide range of tasks that they describe themselves as the “chief operating officers” of their workplace.

Despite the difficult range of jobs covered by these workers, most say that hearing a simple “thank you” is the best part of their day. Check out the My Real Job Web site for more information about the survey and how to show appreciation to the backbone of your office tomorrow in honor of National Administrative Professionals Day.

Posted by Megan Pacella on April 24, 2007 02:25 PM

Most people are not motivated to get into shape, unless, of course, their employer is doing the motivating. With group premium rates rising astronomically—87 percent since 2000—employers are taking matters into their own hands and finding new ways to lower insurance costs.

According to attorney Gary Mathiason in this article from the Society of Human Resource Management, “A hefty portion of those health-care costs includes preventable illnesses arising from unhealthy habits.” Many employers are incorporating employee wellness initiatives to promote healthier lifestyles, which will result in cheaper health care. These initiatives often include annual health risk assessments for all employees to determine whether or not an individual needs to consult a health coach to form healthier habits.

Promoting good health seems to be a good idea on the surface, but many legal issues come into play when employers incorporate employee wellness initiatives. Read on to find out the pros and cons of implementing a similar system for your own employees.

Posted by Megan Pacella on April 17, 2007 01:18 PM

Everybody is talking about health insurance right now, whether they have access to it or not—and surprisingly—almost 16 percent of the population falls in the “or not” category. While those struggling to get insured anxiously await new legislation, Vip Patel has taken matters into his own hands.

Dan Seymour’s article in Business Week explains that after falling desperately ill in 1985 and refusing treatment because he had no health benefits, Patel launched a company that can help customers save 25 to 30 percent on their health-insurance costs. If you’re an NFIB member, you may have already heard about his business, eHealth Inc. An NFIB Member Benefit, eHealthInsurance specializes in helping small-business owners purchase and save on health insurance for themselves, their employees and their families. Read on to find out how Patel keeps his company going, and how his business can help you insure your family and your business for a more affordable price.

Posted by Megan Pacella on April 10, 2007 12:56 PM

You dust off your desk periodically, eat only in the kitchen area, and wipe down your keyboard when it starts to feel grimy. But is that really enough? According to a 2002 study sponsored by The Clorox Company, probably not. The study found that the average office desk harbors hundreds of times more bacteria per square inch than an office toilet seat. So what can you do to combat menacing microbes? NFIB.com's Tools and Tips article today offers five steps you can take to have a germ-free office, including wiping down workspaces every day, keeping food in the kitchen and sending sick employees home.

Posted by Megan Goodchild on April 5, 2007 12:14 PM

It seems like new hires are bailing out on jobs faster than ever. In fact, according to a survey of 2,000 HR and training executives, up to 25 percent of newly hired employees are leaving their positions within a year of being hired. With turnover rates increasing, employers are starting to seriously wonder why their new employees seem so eager to walk out the door.

While it is easy to blame the people quitting their jobs, you might need to take a look in the mirror. According to executive consultant Tim Vigue, “there are managers who are not very good at describing and communicating to the candidates what the job and the organization is all about.” Management often seems to be the source of miscommunication, resulting in a quick turnover of new hires.

Kathy Gurchiek gives an overview of the survey in this article on SHRM.org. Take a look and find out ways to help keep your new employees around for a while.

Posted by Megan Pacella on April 4, 2007 12:59 PM

The forecast sounds bleak: With a large percentage of baby boomers retiring and a smaller percentage of younger workers left to take their place, businesses can expect a shortage of qualified employees in the coming years, a management-issues.com article reports. A Development Dimensions Interenational and Monster survey confirms this. Nearly three quarters of staffing directors worldwide say competition for talent has worsened since 2005, and many fear it will only intensify. In fact, more than half of hiring managers surveyed said they must "sell" jobs to candidates rather than the other way around—even though many of these applicants are less qualified than in the past.

Before you panic and hike up your compensation rates, check out our April/May feature, "Silver Linings: Finding Gold in a Graying America." With the percentage of employees age 55 and older rising, we explore how small-business owners can fill worker shortages by tapping into the gold mine of skills and experience offered by older applicants. Learn why Brian Hughes of Montvale, N.J.-based Hughes Environmental Engineering, staffs one-third of his business with employees over 50 years old.

Here's the good news: Not only are these workers more qualified, they're looking for the flexibility that small businesses offer. Plus, unlike their younger counterparts, they aren't as preoccupied with compensation packages—or as anxious to move around to different companies. What about technology? Health insurance? Are older workers less savvy and more costly in those areas? You might be surprised by what we found.

Posted by Emily McMackin on March 28, 2007 07:35 AM

Many small-business owners wonder how they can keep employees motivated without a big budget to help entice performance level. In an article published on smartmoney.com, writer Colleen DeBiase gives tips on ways you can use the advantage of a small work environment to keep your workers inspired—without throwing money at them.

Challenger, Gray & Christmas’ John Challenger advises that “employees will perform best for a boss who can accommodate their needs,” which means a simple way to motivate your workers is to be more accommodating to their schedules and demands outside the office. That doesn’t mean you have to let them work from home indefinitely, but encouraging the occasional afternoon off to watch their child’s school play can speak volumes.

Read on for more ways to keep your employees happy, creative and motivated without scraping up extra money for promotions and bonuses.

Posted by Megan Pacella on March 26, 2007 01:36 PM

One of my least favorite kinds of interviews to do is with business partners. When I'm doing the interview, I'm constantly struggling to figure out who's talking when, and when I'm writing the article, I'm constantly struggling to fit both of them—equally—into the story. It just makes me nervous. Why? Because I certainly don't want to be the cause of their demise. Now, I'm sure none of my articles have ever broken up a business partnership, but I always get the feeling that it could. Business partners are really no different than rock stars. You know, they start out as best of friends, but at some point creative differences and the like get in the way. And then it all goes down hill. Hello, the Beatles?

This article on Web Worker Daily discusses the pros and cons of mixing friends and business. Whether you're looking for a new partner or a new reception in your buddy, it's important to consider the effects on your business and your friendship first.

Posted by Lena Anthony on March 16, 2007 07:18 AM

At my office a lot of us are really excited about the NCAA basketball tournament. You see, we have a few Vanderbilt alumni here and well, after a long enough wait, our men's team finally got in the tournament. Wow, I must have a case of March Madness!

Office betting pools during March Madness are big business in America, says this AP article, which cites an FBI estimate that office betting pools are worth $2.5 billion.

The article says that while it's illegal in most states, betting pools aren't frowned upon in most businesses—unless it starts to take away from worker productivity. So while everyone's waiting for the tournament to begin, it might not be a bad idea to send out a quick e-mail to your workers letting them know your company stance on bringing your March Madness into the workplace. Which reminds me, I need to go ask my boss if he objects to face paint in the office on game days. Just kidding.

Posted by Lena Anthony on March 13, 2007 12:57 PM

Do you shudder when you think about one of your employees asking for flexibility in their work schedule? If so, this article posted today on SHRM.org (the Web site for the Society of Human Resource Management) is a must-read.

If you haven't been around them, flexible work arrangements can seem like a scary situation. Visions of empty office desks and ghost pains of phones ringing off the hook may enter your mind. But how many businesses do you know that folded because they started offering flexible work arrangements to their employees? Exactly. Flexible work schedules don't wreck businesses; they help them, says the article.

The article offers several tips on how to put the welcome mat down for flexible work arrangements in your office.

Posted by Lena Anthony on March 6, 2007 01:56 PM

What's the most important job perk? Money is nice, but it isn't everything, according to results of a recent Salary.com survey published in U.S. News & World Report. Though about 62 percent of the small-business employees polled believe pay and benefits are better at larger companies, they're willing to forgo a higher salary for the better working environment many find at smaller firms. Need more proof? Consider these figures:

•About 46 percent of those surveyed called work-life balance the biggest perk.
•Thirty-four percent cited loyalty to justify staying with a smaller company, while about 30 percent mentioned relationships with their boss or coworkers.
•Employees generally thought that they had a better chance of getting ahead and eventually boosting their salary at small businesses.

These are many of the same reasons that corporate employees we interviewed for our June/July feature, "The Lure of Small," chose to leave big companies for smaller ones. If you can't offer big compensation packages, learn how touting the intrinsic advantages of a small business can help you recruit the cream of the crop.

Posted by Emily McMackin on February 23, 2007 08:49 AM

Do you ever wonder if your employees have "fun" at work? For old-school business owners and managers, having "fun" must mean that employees are goofing off and wasting company time. But that's not true, according to human resources experts. An article in a recent issue of Fast Company points to research at California State University Long Beach that showed that people who have fun at work are more creative, more productive, work better with others and call in sick less often. Check out these 10 (often crazy) tips for bringing fun to your office.

Sometimes it's easier to be light-hearted when the weather is nice. If cold weather and sunless days have you feeling cheerless, this article from the latest issue of MyBusiness magazine might help. Try implementing these creative ways to brighten spirits and beat the winter blues. Who knows, it may be fun.

Posted by Shannon McRae on February 20, 2007 03:02 PM

In today's digital age, many small businesses would be crippled if their IT services were interrupted or failed completely. From talking on the phone to conducting e-commerce, your company's IT needs should not be taken lightly.

Every business has different service needs, but how do you know when you should handle such needs in-house or outsource them? The answer will differ for every small business, but today's Tools & Tips on NFIB.com can help you get an idea of how not to get in over your head--or how to get out if you're already there.

Posted by Megan Goodchild on February 16, 2007 12:47 PM

Every office has them. The "bad apples" who can poison an entire team with their negative attitudes. A recent study from the University of Washington's School of Business discovered just how badly one person can affect an entire group. The authors of the study also found that very few organizations have effective measures in place to deal with problem employees. In a recent MyBusiness article, the NFIB Legal Foundation offered advice on how to rid your staff of these poor performers without risking legal action.

Source: Management Issues

Posted by Shannon McRae on February 15, 2007 12:42 PM

According to a recent survey by the Spherion Corporation, a staffing and recruiting company, 39 percent of U.S. workers said they have dated a co-worker and four in 10 workers have considered dating a co-worker. Thirty percent said their office relationships lasted several months, 15 percent said they lasted for several years, and for 25 percent of those surveyed, their office romances led to marriage.

Given the statistics, it probably wouldn't hurt to take a stance on romance in your business. According to another survey by the career Web site Vault.com, a majority of employees and managers think office romances are OK—as long as they don't interfere with work.

This 2006 MyBusiness article by Beth Gaudio, senior executive counsel with the NFIB Legal Foundation, can help you think about office romances—and how they could affect your business—whether or not Cupid sticks around.

Source: Society for Human Resource Management

Posted by Lena Anthony on February 13, 2007 11:06 AM

Eighty-two percent of business owners surveyed in the most recent NFIB Small-Business Economic Conditions poll said there were few or no qualified applicants to fill open positions within their businesses. Such a tight labor market forces owners to come up with creative recruitment methods.

Some start with proven success stories: star employees. Why not ask them if they have friends or family looking for a job? While this Arizona Republic article points out a few situations to avoid (don't hire someone's aunt just because she "needs a job"), asking reliable employees for applicant referrals might help you fill that open position faster.

Posted by Shannon McRae on February 12, 2007 08:54 AM

Do you think your small business is one the best places to work? If so, the Wall Street Journal wants to know—by tomorrow.

In collaboration with Winning Workplaces, the Wall Street Journal is looking for "small employers that foster teamwork, flexibility, high productivity and innovation while also treating their employees with respect, providing opportunities for professional growth and advancement, and providing benefits, both traditional and nontraditional, that make the employee experience better."

The deadline to be considered for the 2007 rankings of the Top Small Workplaces is Wednesday, Jan. 31. Winners will be announced Oct. 1.

Posted by Lena Anthony on January 30, 2007 03:27 PM

Last night was one of those rare occasions in my house where we ate dinner in front of the television. I usually make my husband turn off whatever ball game is on so that we can have a civilized discussion about our days. But we broke the rule last night so that we could watch the president's State of the Union address (we live on the West Coast, so it was on during our dinner time).

In addition to hearing what Bush had to say, it was also fun to watch the sideshows: Obama was seated directly in front of Clinton. Did you notice how that basketball player towered over Laura Bush?! And how cool that the president pointed to a successful small-business owner--the founder of Baby Einstein. Even more impressive: NFIB member Joe Balsarotti and his employee Dan Jones were among the guests included in the first lady's viewing box.

Bush outlined a lot of important initiatives, but none hit as close to home for small businesses as his health-insurance plans. Independent-business owners don't have to be told there's a crisis in this country. Maybe this Congress will finally solve it instead of fighting about it. In case you missed it, here's his speech in its entirety. And check out NFIB's response to the president's health-care plans.

Posted by Shannon McRae on January 24, 2007 09:00 AM

How important is pay to employees? Very important, according to a new study published in the Quarterly Journal of Economics and conducted by the Haas School of Business at the University of California–Berkeley.

The study, which examined how money awarded in abitration proceedings affected the performance of police officers, found that employees work more when they're paid more and less when they're paid less. The primary lesson in this for business owners is that "managing expectations is important," said the study's author Alexandre Has in a U.S. News & World Report article summerizing the findings.

Want to know how to determine if you're paying enough to attract and keep the best employees? Check out our "Pay What?" article in the Upfront section of the current issue of MyBusiness.

Posted by Emily McMackin on January 19, 2007 12:54 PM

Small-business owners ended 2006 on a serious note, according to the latest NFIB Research Foundation Small-Business Economic Trends Report. Declines in job-creation plans as well as a drop in the number of business owners who expected the economy to improve sent the Small-Business Optimism level down 3.2 points to 96.5 (1986=100).

October readings showed near record-high rates of business owners planning to create new jobs. But by December, that number dropped sharply to just 10 percent. Ten percent of the owners reported that the availability of qualified labor was their top business problem, down two points from November and five points from October, indicating that labor market conditions may be easing.

Read more about what the survey predicts about the first quarter of this year here.

Posted by Shannon McRae on January 11, 2007 08:31 AM

Before the 109th Congress headed home, it passed legislation to greatly improve the benefits of health savings accounts for both employers and employees. The Tax Relief and Health Care Act of 2006 makes several business- and employee-friendly changes to HSAs that increase the affordability and accessibility of health care for independent businesses.

Today's Tools & Tips article on NFIB.com gives an overview of the legislation, including the following highlights:

• Money from flexible spending accounts and health reimbursement accounts can be rolled over one time, penalty-free, into health savings accounts.


• There is no longer an annual plan deductible limitation on HSAs, meaning that in 2007, individuals will be able to contribute $2,850 to an HSA and families will be able to contribute up to $5,650, regardless of the size of their health insurance deductible.


• Allows people to fully fund their HSA account, regardless of when during the year they became covered under the plan.


• Employers may contribute more for lesser-compensated employees.


• Allows a one-time rollover from an IRA to a HSA.

Posted by Megan Goodchild on January 5, 2007 09:27 AM

No matter how great of a boss you think you are, chances are, lots of your employees would take a better offer if it came along. Two-thirds of all employed U.S. working adults are open to changing jobs in 2007, according to a new Yahoo/Hot Jobs survey. Low unemployment rates and rising wages were the main reasons why 70 percent of those surveyed think 2007 is an ideal time to find a new opportunity.

For small businesses, replacing employees is extremely time consuming. Every position counts--small employers don't have a lot of fluff in their staffs. If replacing a few employees sounds like the last thing you want to do this year, find ways to keep them satisfied before they actually pursue new jobs. We've all read the surveys on how salary isn't necessarily the No. 1 reason people are happy with their jobs, but check out this article from the latest issue of MyBusiness to make sure that money isn't the reason your employees start checking out the want ads.

Posted by Shannon McRae on January 3, 2007 10:59 AM

I was surprised to read the statistic that one-third of online shoppers between the ages of 18 and 34 plan to buy gifts for themselves this Christmas. Only 14 percent said they enjoyed buying for their parents, while 25 percent planned to spend on gifts for their pets.

I'll admit--I'm a member of Generation Y (though, for the record, I love shopping for my parents. My mom is the easiest person on my list.). But this article made me wonder about the future of business. What are companies doing to prepare this self-focused generation for future leadership roles?

This article in Harvard Business School's Working Knowledge newsletter helps answer that question. According to advice from Harvard Business School Professor W. Earl Sasser, talented young people thirst for challenging assignments and just want to be listend to. Smart business owners looking for possible exit-strategy scenarios, or just looking to scale back over the next few years, ought to check out these helpful tips on how to teach leadership to a younger--and much different--generation.

Posted by Shannon McRae on December 20, 2006 12:41 PM

Telecommuting is nothing new to the staff of MyBusiness. While most of us are based in Nashville, Tenn., we have one employee who has worked from Austin, Texas, for more than five years. And a few months ago, I headed West to set up shop in Portland, Ore. Even though we're the only two who actually live away from the Nashville office, all of our other colleagues are just as well-connected as we are--and could work from China if they needed to (Editorial Director Jamie Roberts loves to travel so much, she just might try it one day).

Our editor, Rex Hammock, travels a lot for business, but he stays so connected that on most days, I don't know if he's in Nashville or New York--and does it really matter? We all maintain our productivity because we're used to working as a virtual team. That's why I was so interested when TP Wire Service linked to this article from Web Worker Daily on "Seven Habits of Successful Virtual Teams." I won't bore you by tooting our horn about how we already follow most of this advice, but I will encourage you to consider cutting the ropes in your office.

Small businesses are the perfect place to experiment with virtual teams. Maybe you don't feel comfortable allowing employees to move across the country, but why not let them work from home one day a week, or even one day a month? By just barely changing the way your office operates now, you'll see a huge increase in overall productivity.

Posted by Shannon McRae on December 18, 2006 11:12 AM

Holidays are a hectic time for small businesses as they're focused on wrapping up projects for the year while juggling the countless disruptions like parties and other pre-holiday distractions. But did you also know that the holidays can give your business the opportunity to build teamwork skills, attract better employees and improve your chances of holding onto the great employees you already have? Workplace volunteer programs, which are much more prevalent during the holidays, are a great way to accomplish these goals and more.

Today's Tools & Tips on NFIB.com offers some ideas to inject that holiday spark throughout your business, such as holding a can drive, adopting an angel or making a monetary donation to a community organization.

Posted by Megan Goodchild on December 14, 2006 09:20 AM

None of us can see into the future (and that's not a bad thing when you think about it). But if you're working hard, yet feel like you're not getting anywhere with your business, good news. Forget about predicting the future. New research from Six Disciplines Corporation finds that success might can be boiled down to just five attributes.

Small Business Trends Blog editor Anita Campbell recently revealed the traits most often shared by successful businesses with 10 to 100 employees. The first four are no surprise: a strong leadership team, the ability to attract and retain quality employees, a disciplined approach to business and strategic use of technology. But like Campbell, you might be surprised by the fifth: the wise use of trusted outside providers.

If you're trying to do it all yourself, relax--and seek help. The smartest businesspeople know that no one knows everything. Find advisors you trust and tap into their knowledge. Your future will look brighter.

Posted by Shannon McRae on December 13, 2006 02:39 PM

Holiday scheduling--and having to balance the needs of your business with the needs of employees--can be your worst nightmare. Every worker, business owners included, wants time off during the holidays, but for some businesses, it's the busiest time of year. For other businesses, the holidays are dead. The phones don't ring and probably won't until after New Year's. But you probably still need a skeleton crew who can address anything that comes up. But how do you decide who's on that crew? Whatever decision you make, it's bound to make someone upset. So what's the best way to handle scheduling? Today's Tools & Tips on NFIB.com addresses this issue, offering advice for small-business owners trying to be as fair and accommodating as possible during the holiday season.

Posted by Megan Goodchild on December 5, 2006 10:42 AM

When I was in high school, I worked at my parents' small business some during the summer. I filed, answered phones, drove my little brother to swim practice--you know, important stuff. My dad did let me write a few press releases, but I can't remember if he ever sent them to anyone (hopefully not). When I compare my work in a small business to what the teenagers in this StartupJournal.com story do, I'm embarrassed. These young people are doing more than helping their parents--they're running small companies themselves. Far beyond your average lemonade stand, one 15-year-old is even in negotiations to have her product sold at Wal-Mart.

The cover story of the Dec./Jan. issue of MyBusiness explores the link between your childhood and your business. Some researchers suggest that genetics play an important role in whether someone "makes it" as an entrepreneur. But like the young people in the StartupJournal.com story, the small-business owners we spoke to told us hard work and dedication give you a better chance at success than having the perfect small-business genes.

The NFIB Young Entrepreneur Foundation works to help young people cultivate their entrepreneurial skills. Through programs like Entrepreneur-in-the-Classroom and the NFIB Young Entrepreneur Awards, the YEF is doing its part to ensure that young people have the tools they need to succeed in business—regardless of their DNA.

Posted by Shannon McRae on December 4, 2006 10:30 AM

On Christmas Day a few years ago, my mom realized she was out of candles for the dining room table. With guests coming for a Christmas feast, she started calling local stores to see who was open (after all, ambience is everything). We found one Walgreen’s in our city that was open, and luckily they had the candles. My mom was happy, but I felt guilty for supporting a store that opened on Christmas Day.

Good thing my parents don't live in Massachusetts. An article in today's Boston Globe talks about how many of the state's retailers are angry over the government's enforcement of blue laws, which prohibit businesses from opening on holidays, including Thanksgiving. Held over from the 17th century, the strictly enforced laws are a throwback to the state's Puritanical roots. Pharmacies and small grocers with three or less employees are exempt.

For most businesses, work will wind down for the week this afternoon as you and your employees head out to family feasts. But to not even have the choice of whether to open tomorrow has some Massachusetts business owners feeling less than thankful.

"The blue laws are antiquated and silly," said David Lannon, North Atlantic regional president for Whole Foods Market Inc., which has decided not to break the law by opening stores in Massachusetts tomorrow. "Customers want us to be open and people lead such busy lives that they'll shop when it's convenient."

Last year, Super 88, a local Asian grocery store, decided to defy the laws--and promptly drew attention from the police who shut down the store. Undeterred, Super 88 and electronics retailer CompUSA say they'll open their doors for a few hours again tomorrow.

Better grab your ice, dinner rolls (and candles) tonight if you live in Massachusetts. Happy Thanksgiving from all of us at MyBusiness!

Posted by Shannon McRae on November 22, 2006 10:57 AM

With elections just a few days away, one issue that doesn't seem to be bothering small-business owners is the economy. A Discover Small Business Watch survey released today found that during the past month business owners reported big jumps in cash flow and a greater willingness to invest in business development. Forty-four percent rated the economy as "excellent" or "good." Sixty-one percent reported they had no cash-flow issues.

This survey is a little more upbeat than the most recent numbers available from NFIB's Small-Business Optimism Index. In September, NFIB reported that while the labor market was very strong, small-business owners were less confident about the overall economy. The Optimism Index rose from the August reading, but NFIB Chief Economist Bill Dunkelberg remained cautious.

Now with the stock market experiencing robust growth in recent weeks and the Fed keeping inflation in check, business owners seem to be responding with greater certainty about their economic futures.

Posted by Shannon McRae on October 30, 2006 03:07 PM

Belt-tightening at the pump takes on a whole new meaning thanks to a study released by the University of Illinois. Researchers found that Americans are using nearly 1 billion more gallons of gasoline each year than they did in 1960 because of expanding waistlines, according to this AP article. More weight makes for lower gas mileage, so your arteries aren't the only thing you'll save if you pass on that super-sized burger combo.

"The bottom line is that our hunger for food and our hunger for oil are not independent," says study co-author Sheldon Jacobson. "There is a relationship between the two."

Recent trends in consumer-driven health plans have some small businesses looking at the value of promoting wellness habits among employees. As gas prices continue to rise, healthy eating habits might not only affect your insurance premiums--they could affect your fleet's fuel bills as well.

Posted by Shannon McRae on October 26, 2006 01:04 PM

What time did you leave home this morning? Most of us in the MyBusiness office are lucky. We live just a few minutes from work. But a new study released this week by the Transportation Research Board shows we're in the minority. The number of workers whose commute lasts more than a hour grew by 50 percent between 1990 and 2000. Men are more likely to be on the road before 7:30 a.m., while women commuters most likely leave home after 7:30.

The new commuter data shows once again that life in a small business is better than corporate America. NFIB's Research Foundation surveyed business owners and found that 60 percent take fewer than 15 minutes to reach work and 80 percent less than one-half hour.

Posted by Shannon McRae on October 17, 2006 10:06 AM

Processing payroll is a tedious job--every dollar must be accounted for and deducted correctly. If you're not a CPA, it's easy to make mistakes. That's why the small-business owners in this recent MyBusiness story decided to outsource the dreaded task. Even if your bottomline is tight, hiring help (or at least purchasing software) to process internal payroll might be worth the expense. If you're tired of crunching numbers, check out these tips on AllBusiness.com about how to shop for the best solution.

Posted by Shannon McRae on October 9, 2006 11:42 AM

In the event of an accident in your workplace, having a first-aid kit available can prove indispensable. While it cannot--and should not--take the place of medical treatment for a major injury, assembling a kit of certain medications and supplies can provide the relief you and your employees need in a pinch.

Today's Tools & Tips article on NFIB.com offers several examples of items to include in an office first-aid kit, including the following:

• Analgesics (anti-inflammatory, fever-reducing and pain-killing medications). Over-the-counter medications such as acetaminophen, ibuprofen, aspirin and naproxen sodium each have forms of pain they're best at relieving.


• Antihistimines. Few people expect to learn suddenly that they're allergic to something the hard way. An antihistamine medication like Benadryl can potentially be a lifesaver––or at least of great relief––if someone around your office gets stung by an insect. Other potential emergency situations could include surprises such as learning you're dangerously allergic to strawberries when you've eaten one and can't breathe, or accidentally eating something with undeclared MSG in it.


• Antiseptics. For significant cuts and scrapes, prompt application of an antiseptic (disinfectant) can greatly aid healing.


• Bandages. The common Band-Aid might suffer overuse or be rarely used, but if semi-serious cuts are somewhat common in your line of work, you'll probably want a box of them to help staunch blood flow. If you choose to keep adhesives bandages on hand, make a variety of sizes available.


• Lotions. A non-allergenic lotion, specifically one lacking fragrances and containing aloe, can relieve symptoms of dry skin and skin reactions that can occur from soaps and other substances.

Posted by Megan Goodchild on October 4, 2006 02:14 PM

Though unpleasant, conflict in the workplace is inevitable when two or more people are present. Today's Tools & Tips article on NFIB.com offers several strategies appropriate for dealing with conflict in your small business, such as:

• Avoidance. Though it can be an escape mechanism, avoidance can be appropriate when: It isn't your problem; there's nothing you can do about it; it's inconsequential and not worth the effort; the disruption of facing it outweighs the benefits of resolution; or you see that the situation will correct itself if you wait it out. And temporary avoidance can be a correct call when at least one party is emotionally upset.


• Fight. There's often the temptation to fight, but doing so can be dangerous. A fighting posture often sparks retaliation and starts a "war." But an instant decision to fight can be appropriate when safety is at stake, or apparent ethical or legal violations occur.


• Surrender. Surrender may be the wisest course of action when: You know the other party is right; you have no stake in the issue; giving on a small item can mean winning a more important one later; harmony and stability can be achieved; or your chance of winning is slim to none.


• Compromise. This is the partial win strategy we all have to settle for on occasion. This allows all parties to get part of what they want, so there's some satisfaction for all. Union-management disputes, even international disputes, are settled by compromise. The downside is that no participants get everything they want.


• Collaboration. The basis for collaboration is established when the parties to the conflict agree to attack the problem rather than each other, and difficulty is approached through honest and open discussion. This true win-win approach to conflict resolution usually requires more creative solutions, but it often reveals that the best answer is one that neither side had thought to demand.

Posted by Megan Goodchild on September 28, 2006 10:01 AM

You put out fires every day. But let’s hope you never have to contend with a real fire in your small business. Disaster happens. But if you're prepared, you can recover.

A recent post on the Small Business Trends blog details what happened when the author was interviewing a small business for a podcast when, all of the sudden, the business owner had to evacuate his building to escape a fire.

Avoid the heat in your small business by checking out our latest MyBusiness Manual. It's all about preparing your small business for an emergency. Though you can't prevent disasters, you can plan for them.

Posted by Shannon McRae on September 25, 2006 06:15 PM

With the cost of health care rising, it's important to understand the different options available to small businesses. One such option is a health savings account, designed to maximize your savings on health insurance while providing you with a valuable tax break. HSAs have two parts: an eligible, high-deductible health-insurance plan and a tax-advantaged savings account. Funds placed into your HSA can be invested to earn tax-free income, and the balance will roll over from year to year until retirement age. Read more about the benefits of an HSA in today's Tools & Tips on NFIB.com.

Posted by Megan Goodchild on September 20, 2006 10:49 AM

Though it may not be accurate, customers often form opinions of businesses and their owners by what they see when they walk in the door. You might be the best in your field and offer deals no one can match, but if a customer is greeted by ripped carpet, messy shelves or an office piled to the ceiling with papers, there's a good chance they'll be turned off.

Today's Tools & Tips column on NFIB.com discusses several areas--inside and outside of your building--that should be evaluated for the impact they have on your business as a whole. Simple things like making sure your sign is fully intact and merchandise is neatly displayed can make a big difference when someone is deciding whether to shop with you. Fixing things like broken light fixtures, torn carpet or broken tiles are not only important in your business' appearance but can solve a safety hazard as well.

Posted by Megan Goodchild on September 14, 2006 02:19 PM

Last week, we pointed to a story about business owners who were struggling to survive in New Orleans a year after Hurricane Katrina's devestating blow. Today, a story in the Salt Lake Tribune highlights a different kind of survival: In the weeks following the disaster, these owners packed up their businesses and got out of New Orleans. Though some had plans to return, all of them ended up finding permanent homes for their businesses in new cities.

The panic of the early days is still fresh on their minds. "You think, this can't be happening, when you slip and fall in the grime and you're covered with who knows what, and there's no running water to wash it off with," says Christine MCAtte, owner of Adventures in Adveritising/Insignia Marketing, which is now based in The Woodlands, Texas.

Greg Mangiaracina moved his business, A-Pro Home Inspection Services, to San Antonio, Texas, and hasn't looked back. "I can't put my family through this again," he says.

Relocating wasn't easy, but facing the choice of a city without basic services and sky-high real estate costs, these business owners say they made the only choice they had.

Posted by Shannon McRae on August 28, 2006 03:25 PM

I'm not someone who quotes movies a lot. But there is one line from "The Shawshank Redemption" that has always stuck with me: "Get busy living or get busy dying"--or something like that.

A recent post by Small Business CEO blogger Steve Rucinski reminds me a lot of that line. As Rucinski points out: Those in business have two alternatives--get better or get worse. "While the thought of status quo might seem comforting," he writes, "status quo is really decay in sheep’s clothing."

A lot of small-business owners (and their employees) are resistant to change. The familiar is safer, easier. But it's not always innovative. "We are on the threshold of an entirely new way of thinking about change. Soon, there will be a generation that will resist the lack of change. Are we ready to manage people who think that way?"

Posted by Shannon McRae on August 23, 2006 09:51 AM

Finding and retaining good employess is a common challenge among business owners, especially in this age of skyrocketing health-care costs. If double-digit increases in your insurance premiums have forced you to drop coverage, you may be left wondering what other perks you can use to attract and keep star workers.

Retirement plans are one option for many owners. Employees enjoy the security of getting help with their saving. This USA Today post points to J.W. Hall Steak and Seafood Inn in Aliquippa, Pa., whose owner Joe Hall, has been offering IRAs since 1988. "I have many long-term employees and it was a way to reward their loyalty, and of course give them even more incentive to stay with us," Hall says.

A recent issue of MyBusiness covered another good retirement alternative for business owners and their employees: the new Roth 401(k) plans.

Posted by Shannon McRae on August 21, 2006 12:55 PM

Seeing the latest Gallup poll survey made me think of a hit country song by the legendary Alan Jackson (I can't help it, MyBusiness is published in Nashville). In the ballad, "I'd Love You All Over Again," Jackson promises his wife that if he had it to all over, he would still choose to spend his life with her. The Gallup poll finds small-business owners are crooning the same tune. A whopping 83 percent would still choose to become a small-business owner, despite the high stress and long hours. That's because business owners know all that hard work eventually pays off--nine in 10 say they feel successful, and 47 percent feel "extremeley successful" or "very successful."

Posted by Shannon McRae on August 14, 2006 10:31 AM

With unemployment at a low level, you're probably noticing how hard it is to find skilled and qualified workers. For a small business, hiring a new employee is a huge step. Not only does the person need to fit the job description, she also has to fit into your office. But how do you determine whether a candidate is a good choice? Everyone is on his best behavior during interview.

Small Business Trends blogger Anita Campbell recommends the best questions to ask to dig deeper into the person in your interview chair. If you're bored with the typical "tell me about yourself..." responses, try some of her tips.

Posted by Shannon McRae on August 9, 2006 01:47 PM

Is the other 25 percent really telling the truth? That's the first thing I thought when I saw this new Gallup poll that found 75 percent of American workers say they'd be happier if they made more money--exactly $33,000 more, according to the study. So what about the other 25 percent? Are there really employees out there who would say they wouldn't be just the slightest bit pleased with more money?

One of the study's more comforting finds for small-business owners: Though they might want more money, 63 percent of employees don't think they'd be happier in a different job. A more positive way to look at that stat? Employees are pretty satisfied. NFIB.com's Business Toolbox has an entire section on how to motivate and inspire employees. Check out the articles for ideas on how to maintain a happy (and productive) staff. And if the survey offers any insight into your workers, might as well browse the Business Toolbox category on employee compensation too.

Posted by Shannon McRae on August 7, 2006 11:02 AM

As a small-business owner, you've probably faced countless situations when you had to share some not-so-good news. No one looks forward to being the bearer of bad news, whether you're letting an employee go, telling your staff about a big account you've lost, or explaining a mistake you've made to a client.

Though you can't change the bad news, you can improve the way you deliver it. Check out these six ways to be good at giving bad news to learn dos and don'ts, such as never correct someone in front of others and always provide a strategy to help the person move on.

Posted by Shannon McRae on July 31, 2006 10:44 AM

What's your first reaction when employees ask to take vacation? Admit it, doesn't a little bit of you wish they wouldn't go, leaving you and other employees to do their work? In small businesses, fluff doesn't exist. Every person is important and needed every day.

But a story in the Triangle Business Journal proves once again that time off is good for us all--business owners and employees alike. At the Raleigh, N.C.-based accounting firm Hughes Pittman & Gupton, accountants work 10 percent to 20 percent fewer billable hours than at a typical large firm. Though that might make most bean counters gasp, these owners have a different approach: Cultivating a positive work environment is good for the bottomline. With 15 to 20 percent revenue growth rate over the past few years, the numbers add up.

As we enter the last month of summer, make sure everyone in your office (including yourself) feels comfortable enough to hit the beach for a long weekend. The results will be worth it.

Posted by Shannon McRae on July 24, 2006 05:34 PM

The first few days of a new hire's employment can be exciting and overwhelming--but crucial as well. What better time to establish open lines of communication and get him or her started the right way?

Today's Tools & Tips column on NFIB.com explores the importance of an employee orientation program, and details the benefits the program can have for both the employee and your business. Additionally, the column offers guidelines for creating a program, and notes that it should:

Convey the company's expectations of performance and conduct

Provide an overview of the work environment, including locations of specific services and, in general, the conditions of employment

Provide an overview of compensation and benefits programs and advise employees how and where to obtain detailed information when needed

Emphasize the importance of cooperation, teamwork, flexibility and the ability to adapt to change as necessary

Posted by Megan Goodchild on July 19, 2006 08:23 AM

Last Friday's monthly jobs report from the Labor Department was hardly good news. Analysts expected the new jobs number to be higher. So why are the government numbers so weak when other economic indicators appear positive?

The problem lies in the way we measure it, according to a post today on USA Today's small-business blog. Pointing to comments from TV commentator and blogger Lawrence Kudlow, USA Today asks: "Which of Labor's two employment measures -- the household survey or the payrolls survey -- more accurately measures changes in jobs?"

It's a long-standing debate among those who try to monitor this stuff. Kudlow argues that the smaller household survey captures small-business job creation that the larger payrolls survey misses. But critics take issue with the household survey's methods: Its figures are based off what indviduals report, while the payroll numbers draw from hard data.

Posted by Shannon McRae on July 17, 2006 10:38 AM

With the summer in full swing, keeping cool should be a priority for everyone--especially for those who work outdoors. If your business has employees who work outside, it's important to share with them some tips that will keep them safe from the sun and heat this season.

General safety tips include:

• Seek the shade whenever possible. Use lunchtime or even short breaks to get inside or into the shade


• Cover your body as much as possible with clothing, including a hat and UV-blocking sunglasses.


• Apply 1 oz. (two tablespoons) of SPF 15 or higher sunscreen to your body before starting your day outside. Reapply every two hours.


• Drink plenty of water. While the amount of water you should drink can depend on your body type, environment and health condition, the Institute of Medicine recommends that men drink approximately three liters (about 100 oz.) and women drink about 2.2 liters (about 75 oz.) per day. If you work outside in extreme heat and perspire a lot, you should consider taking in even more.


• Check your skin regularly for any unusual moles or discolored spots. If you find any that change shape, size or color, see your doctor as soon as possible.

Posted by Megan Goodchild on July 13, 2006 12:16 PM

Dream of the day you ride off into retirement? Even though an NFIB Research Foundation poll found that 46 percent of small-business owners say they never intend to fully retire, chances are, you've thought about what you'll do "someday." If you're planning your exit strategy, check out a new series on eVenturing, a resource from the Kauffman Foundation. "Ready to Sell Your Company?" is a collection of tools and articles that help business owners navigate the challenging road to retirement.

Posted by Shannon McRae on July 13, 2006 10:10 AM

Every Monday morning, members of the MyBusiness staff gather with the rest of our publishing company to discuss the week ahead. We each give a brief report on where our projects stand. It's a good way to discern which jobs are hot and what's coming down the pipeline (as well as which new movie is worth seeing).

While once a week works for us, Marty Linsky of the Cambridge Leadership Associates thinks daily meetings are effective at some companies. This article in a recent Harvard Business School Working Knowledge newsletter lays out Linksy's formula for The Morning Meeting. Why daily? "When communication is stifled and turf protection the order of the day, an organization's senior leadership team is less than the sum of its parts and cannot grapple with strategic and operational challenges most effectively," Linsky says.

Check out the article for tips on conducting effective check-in sessions, including how to overcome the "we're too busy to meet" argument.

Posted by Shannon McRae on July 10, 2006 07:20 AM

Do your employees know how much you appreciate them? While simply paying the for doing their job is all that's legally required of your business, letting them know their hard work and dedication is noticed—and valued—can go a long way. Happy employees can lead to happy customers, which we all know leads to better business.

A recent Tools and Tips column on NFIB.com offers some suggestions for showing employee appreciation, such as:

Pick up the phone. So, last week a client calls you and extends his or her appreciation of an employee who went the extra mile for them on a project. Take two minutes, pick up the phone and call the employee. Share the story to let the person know that you are thankful of the work he or she does for your business. You could stop by the employee's desk or workstation to relay the gratitude, but a personal phone call might seem much more deliberate.

Write a note. Do you have an employee who has never taken a sick day, has just been promoted or has just reached the five-year mark with your business? Take a moment, grab your personal stationary and write three sentences of appreciation.

Take 'em to lunch. You have a busy schedule, and so do your employees. But an hour-long lunch might the perfect opportunity to show your appreciation to a certain team of employees. An hour away from your small business to simply relax and celebrate an accomplishment could be a great boost to productivity and loyalty.

Buy a cake. It sounds so simple, but taking 30 minutes each quarter to recognize the birthdays being celebrated during those months can be a very special treat. Employees can get so bogged down in the day-to-day routine of their work that even the sweetest of treats and a little down time with coworkers can mean a lot.

Acknowledge in front of others. Don't keep the appreciation to yourself. Make it a point once a month to thank an employee during your monthly staff meeting. Perhaps hearing your appreciation of one employee might inspire others to do the same.

Posted by Megan Goodchild on July 6, 2006 09:10 AM

Offering a retirement plan benefit can help you attract and retain employees, and provides tax savings for both your company and workers. However, there are several different types of plans to choose from. In her Tools & Tips column on NFIB.com, Kay Bell outlines the most common, including:

• SEP-IRA: The Simplified Employee Pension, commonly referred to as a SEP or SEP-IRA, is widely used because it is easy to establish and maintain. An employer contributes to a traditional individual retirement account set up by or for each eligible employee. The employee owns and controls the IRA, but does not put any money into the account.


• SIMPLE IRA: One of the easier plans to establish and maintain, a SIMPLE IRA is an acronym for Savings Incentive Match Plan for Employees and includes contributions made directly to each eligible employee's IRA. A business with 100 or fewer employees can establish this type of plan, and a worker is eligible for a SIMPLE IRA if he or she earned $5,000 in any two previous calendar years and expects to make that much the year the plan is established.


• 401(k): These are familiar to anyone who has worked for a large company, but many smaller businesses also find that 401(k)s are an appropriate retirement option. Both company and employee contributions are allowed. As employer, you can contribute on behalf of all participants, match a portion of your employees' contributions or do both.


• Profit sharing: This plan allows you to share your company's success with your workers. There is no one model for a proft-sharing plan, and you will probably want help from a pension specialist to set up and maintain this benefit.
Posted by Megan Goodchild on June 27, 2006 10:00 AM

Recycling has become more popular over the last several years; a good thing, as in 2001 each American was estimated to produce 4.4 pounds of garbage per day, according to Keep America Beautiful. But recycling is much more than just cleaning up garbage. According to the U.S. Environmental Protection Agency, recycling conserves natural resources that help sustain the environment, reduces the need for landfills, saves energy and prevents pollution. This means that everything your business can recycle impacts some part of the earth's health--and, inevitably, yours.

Today's Tools & Tips column on NFIB.com explains how to start a recycling program in your small business. Once you've decided if you'll use a pickup or dropoff recycling program, figure out what your office can recycle. The most commonly recycled items include newspapers, boxes, paper, plastic and glass.

Once you know what you'll recycle and how it will get to a recycling center, let your employees know the details. Ways to encourage participation include:

• Make it easy. Place bins or containers in locations near trash cans where employees normally would throw away recyclables. Be sure to label the bins so that the materials are put in separate receptacles.


• Remind them. Place signs around your office (not just near the receptacles) reminding employees to recycle. Use e-mails or newsletters to remind everyone what your office is recycling, where the bins are located, and how much they are helping the environment.


• Track your progress. Place signs around your office (not just near the receptacles) reminding employees to recycle. Use e-mails or newsletters to remind everyone what your office is recycling, where the bins are located, and how much they are helping the environment.
Posted by Megan Goodchild on June 14, 2006 09:53 AM

Need a vacation, but don't think you can afford time away from your business? You're not alone. Many small-business owners are reluctant to plan vacations this summer, according to a USA Today article that references an April survey by American Express on the subject.

The biggest source of vacation anxiety? Business owners worry that time out of the office will mean jeopardizing a major client account or missing out on an important business opportunity. They also fear that employees won't be able to make the right judgement calls or handle customer demands that might arise during their absence.

If you're like most small-business owners, finding employees who can put out fires and make decisions while you're out is a big concern. The article cites NFIB research illustrating the challenge of finding qualified applicants to help owners grow and run their businesses and offers tips on how you can plan a stress-free vacation without neglecting your business.

Posted by Emily McMackin on June 9, 2006 09:31 AM

With today's modern technology making communications easier and more efficient than ever, utilizing remote workers can be a great business decision. Finding those remote workers, however, can sometimes be a difficult process. To make sure you hire someone responsible and with an excellent work ethic, consider the following tips from NFIB.com on screening employees:

• If you have a Web site, suggest the candidate visit it for insight into your company. Depending upon your business, ask the candidate to prepare a sample sales letter, product sheet or service pitch for your review.


• After reviewing the candidate's application--and if he or she appears qualified--set up a telephone interview. During the phone conversation, look for someone with good telephone skills, a pleasant speaking voice and the ability to answer your questions satisfactorily.


• Don't make a long-term commitment. Instead, schedule a probationary period for 60 or 90 days. Clarify in writing the exact terms of the contract, such as sales commissions, the return of unsold merchandise or base salary. Other issues to include may be reimbursement for mileage, long-distance phone calls and other important expenses. You might also want to have your lawyer carefully look over this agreement to make sure it is in your company's best interests.

Posted by Megan Goodchild on June 7, 2006 08:32 AM

The Land of Opportunity provides a pathway to business ownership for many immigrants, according to a Kauffman Foundation study highlighted in this American City Business Journals article. The study found that immigrants are more likely to be entrepreneurs than native-born Americans, an interesting stat to consider regardless of which side of the fence you fall on in the immigration debate.

An article in the current issue of MyBusiness profiles a business owner born in Vietnam who followed her dream of entrepreneurship when she came to the United States at the age of 17. Today, Luna Howard runs a successful salon on Capitol Hill and was even tapped by the First Family to style hair during Bush's most recent inauguration.

Posted by Shannon McRae on June 5, 2006 08:55 AM

Gene Yanku seemed to have it all— a dream job as a design guru at Nike and a compensation package with cushy benefits and stock options. But two years ago, Yanku left it behind to work for Highgear, a Fletcher, N.C.-based small business that makes digital watches, altimeters and outdoor navigational tools.

"I had really gotten to the point in my life where I wanted more control," Yanku says. "At Nike, like most bigger companies, there were way too many meetings and people making decisions."

Yanku isn't alone. Many employees are frustrated by the lack of challenge, respect, teamwork and work-life balance they find in corporate America. Hear why other ex-corporate employees have left big businesses for small ones in our June/July feature, "The Lure of Small." Listen to their stories to learn what corporate stars really want—and how you can snag them.

Check out our Web Extra section to find out why small businesses are luring parents who are returning to the workforce after taking a break from the corporate world. Then take our quiz to find out if your business is a corporate magnet that will attract employees looking to make a change.

Posted by Emily McMackin on June 2, 2006 09:50 AM

Customer satisfaction is vital to your business' reputation--and most likely its survival. It's not enough just to talk about great customer service; implement a plan that all employees--from entry level to management--will follow.

Today's Tools and Tips column on NFIB.com advises creating a system for customer satisfaction that all of your employees adhere to. Setting up your system involves:

• Picking the right employees. The path to customer satisfaction begins with employee selection. It ideally starts with hiring employees who exhibit a caring attitude. For many entry-level positions that involve considerable customer contact, it makes sense to hire primarily for manner and attitude and refine job skills through orientation and training.


• Implementing training. Orientation and training should strongly address customer satisfaction requirements, with your company's customer satisfaction principles covered face-to-face and provided in a published policy or employee handbook.


• Measuring success. Monitor the behavior of your customer-contact employees and provide immediate coaching for those who demonstrate shortcomings. Include customer satisfaction as a condition of acceptable performance and emphasize this by addressing customer satisfaction in performance evaluations.


• Handling complaints. Give properly trained employees the authority to resolve customer complaints whenever possible. The fewer people a complaint has to go through, the faster and more visibly it can be resolved.

Posted by Megan Goodchild on May 25, 2006 08:39 AM

Carpooling is not only good for the environment (saves on gas comsumption, reduces smog), but can be beneficial for you, too. Today's Tools and Tips column on NFIB.com discusses some of the benefits of carpooling to work. Highlights include:

• Carpooling increases productivity. Employees who carpool find their stress levels lowered by the increase in camaraderie that comes from riding together. Lowered stress means better health, and better health means fewer health problems, illnesses and doctors' visits, a combination that benefits employees and their pocketbooks.


• Carpooling decreases the number of drivers on the road. This widens the possibilities for whom you might employ, and it eases matters for employees who encounter a car crisis.


• Carpooling decreases the amount of gas consumed. With gas prices riding a friendly rocket through the roof, carpoolers can combat this problem by splitting gasoline costs and the amount of gas used. Depending on the number of people in the carpool group, this could cut costs by half or more.


• Carpooling decreases car usage. Less car usage means less maintenance, a longer car life and fewer repairs. Rotating drivers every month or so will enable every carpooler to benefit from this usage decrease.


• Carpooling decreases the amount of parking needed. If you have to pay for parking or if you have limited parking spaces available around your small business, carpooling can decrease paid parking costs and increase the number of spaces available for customers.

Posted by Megan Goodchild on May 23, 2006 10:03 AM

Are you suffering from inbox overload? Both a necessity and headache at once, e-mail has infiltrated today's office. Online communication with employees, clients and vendors is one way to work faster. But when your inbox bogs you down, e-mail wastes more time than it saves. A story in today's StartUp Journal (from the Wall Street Journal's Center for Entrepreneurs) highlights new software tools designed to help small businesses manage their e-mail and online communications.

Posted by Shannon McRae on May 22, 2006 02:17 PM

On NFIB.com today, Vicki Gerson discusses the thought process small-business owners should engage in when deciding whether to outsource their delivery service. "When retailers select the right company, it can enhance their reputation and possibly increase business," Gerson writes. "If they select the wrong one, it can lead to unhappy customers and brand their business with a reputation of poor customer service."

Questions to ask before choosing a delivery service include:

What services do I want to outsource? Some delivery companies provide driver teams, on-site management or trucks only. Many of these services have one distribution center when merchandise from many retailers is sent. Other delivery services manage the inventory, do the scheduling and provide the customer service.

What kind of technology and trucks does the company use? Find out the condition of the delivery service's trucks? Does the company provide online tracking, customer service surveys or inventory management?

What is the company's expertise? Find out how long the company has been in business. If possible, obtain references for the company.

Posted by Megan Goodchild on May 15, 2006 02:41 PM

Just five votes. That’s how close small-business owners were to real health-insurance reform last week. Unfortunately, the Senate acted as roadblock yet again to Small-Business Health Plans, crucial legislation that would help make health insurance more accessible and affordable to small-business owners and their employees.

In a sometime-confusing procedural vote, SBHP supporters fell just five votes short of the 60 votes needed to invoke cloture, which basically would have cut off debate and allowed the bill to move forward to a vote. Because of the Senate schedule, it is unlikely, although not impossible, that this legislation will come back to the Senate floor again this year, according to NFIB’s President Todd Stottlemyer. Read more of his comments on last week’s vote on NFIB.com.

Despite defeat this time, small-business owners won’t go away quietly. November’s midterm elections are the perfect chance to send packing those senators who didn’t support the much-needed reform. NFIB is mobilizing members of its Political Action Team. Go here to learn how you can get involved.

Posted by Shannon McRae on May 15, 2006 10:00 AM

Years of work by NFIB at creating affordable health-insurance options for small business may come down to a critical U.S. Senate vote this week. The full Senate is expected to take up S. 1955 for a vote on Thursday. The bill would create Small-Business Health Plans, a way for small businesses to join together across state lines to negotiate for more affordable and accessible health insurance. NFIB.com has a web-based service that will allow you to contact your senators, letting them know of your support.

Posted by Rex Hammock on May 8, 2006 10:55 AM

To promote positive and safe work experiences for youth employees of small businesses across the country, NFIB and the Department of Labor together have formed YouthRules! In this partnership, they will work together to develop and distribute information through print and electronic media to help keep youth workers safe.

Today's Tools and Tips column on NFIB.com deals with the expanded protections for under-18 workers in cooking, roofing and driving jobs, and offers details on the latest amendments to rules pertaining to youth workers in those industries as well.

Posted by Megan Goodchild on May 4, 2006 12:10 PM

To ensure you are making the most of your resources and utilizing your staff efficiently, it is important to have a good grasp of your business' patterns of demand.

On NFIB.com today, Vicki Gerson explains that it's important for small-business owners to identify their busiest times of day and year in order to better schedule staff or order goods. Gerson also suggests some strategies to help get you through peak periods, including:

• Modify operating hours


• Hire part-time or temporary employees


• Offer a price incentive for using the service during non-peak times


• Allow customers to fax or e-mail in their orders instead of talking to an employee

Posted by Megan Goodchild on April 28, 2006 08:09 AM

Starting your own business can be scary, so it might seem reasonable that partnering with a friend would ease some of your worries. However, just because you get along socially with someone doesn't necessarily mean sharing a business venture would work.

Today's Tools and Tips column on NFIB.com offers some questions you should ask yourself and your friend before deciding to open a business together, including:

• What is your dream job?


• Why do you want to go into business?


• Would you do this without me?


• Would you be comfortable taking advice and constructive criticism from a friend?

Posted by Megan Goodchild on April 26, 2006 08:45 AM

As summer approaches, high-school and college students will be taking a break from the books. Why not put them to work in your small business? Whether you're planning to hire your next door neighbor's child or your own, there are rules that limit the number of hours and the type of job teenagers can work. The Department of Labor created YouthRules!, a Web site full of resources, tips and frequently asked questions to keep employers straight. The rules aren't too complicated, but penalties for breaking them are substantial. The time students spend in your small business might inspire them to start businesses themselves one day. Help teenagers you know get a jump on business ownership by introducing them to the NFIB Young Entrepreneur Foundation scholarship awards program, created to help fuel the future of America's free enterprise system.

Posted by Shannon McRae on April 24, 2006 07:08 AM

Determining whether an employee is eligible for overtime pay can be confusing for employees and employers alike. On NFIB.com today, Beth Gaudio from NFIB's Legal Foundation summarizes who is exempt or non-exempt, and what that means for them--and you--in terms of overtime pay.

Posted by Megan Goodchild on April 21, 2006 08:41 AM

In a growing small business, situations can develop that may derail that success. Today, Dan Bobinski's essay at management-issues.com points out that office politics sometime supplant effective communication, and that's a formula for failure. Says Bobinski, "Sustained success requires a culture in which open and honest discussion occurs around even the most difficult topics. It requires focusing on the issues, not playing political games. It also requires discussing or debating the potential consequences of all the solutions on the table, not making deals to get your personal favorite approved."

Posted by Rex Hammock on April 20, 2006 09:26 AM

Many managers feel that employees exist only to serve them, but good managers often recognize that a give-and-take style of management works best. In order for employees to do their jobs well, they must be treated with respect and given what they need to get the job done.

On NFIB.com today, Charles R. McConnell writes that clients and/or customers can't be served efficiently or effectively "when the manager wastes employees' time with unclear direction and inefficient meetings. Nor can it happen when employees are treated as tools for the manager to use from time to time."

Posted by Megan Goodchild on April 20, 2006 09:09 AM

Today on NFIB.com, Jeffrey Moses offers insight into why it's so important to screen employees before hiring them. He writes that screening employees beforehand has been proven to "reduce theft, drug use, absenteeism and employee turnover," leading to savings, stability and profitability for your business.

Moses suggests seven areas to screen:

• Credit history


• Criminal record


• Job history


• Educational background


• Contact provided references


• Social Security number


• Driving record (if hiring drivers)

Posted by Megan Goodchild on April 13, 2006 08:32 AM

Small-business owners know that the careful planning of all aspects of their company is crucial, and succession planning should not be overlooked, either. Today on NFIB.com, Charles R. McConnell discusses the importance of succession planning and offers advice on identifying someone to take your place.

He also writes about the importance of training successors, noting, "Planning for how your shoes will be filled when you are no longer there and even planning for knowledgeable coverage when you are ill or vacationing simply makes good sense."

Posted by Megan Goodchild on April 12, 2006 09:35 AM

Have you found youself baffled at your business' rising costs even after you have cut expenses? On NFIB.com today, Jeffrey Moses writes that the best way, and sometimes the only way, for a business to cut costs is to require employees have every purchase authorized. To formalize the purchasing process, Moses says, small-business owners should establish the following:

Inform employees that they should put all purchasing requests/suggestions into writing and deliver them to the owner for review (delivery can be through managers or supervisors). The written request should include reasons for purchase, approximate dollar amounts, suggested brands and models and anticipated savings or improvements in operations (i.e., reduced labor requirements, faster production, improved quality, increased safety, etc.). When employees put purchasing suggestions into writing, they must clearly think through all aspects of the purchase. This results in a more thoughtful, considered request, as opposed to an off-the-cuff suggestion not based on analysis or comparison.

The owner may want to set up a board of key employees, managers or officers to assist during a review of purchase suggestions. A group decision can take the heat off an owner when turning down a purchase suggestion.

When employees suggest major purchases, they could be invited to meet with the board to answer questions. Employees normally would not, however, participate in the actual decision process.

The ultimate decision rests with the owner, who should convey his or her decision to the employee making the suggestion, either in writing or verbally.

Posted by Megan Goodchild on April 10, 2006 09:13 AM