ReportWire

Tag: Employee Experience & Recruiting

  • 6 Signs It’s Time to Hire Your First Employee | Entrepreneur

    6 Signs It’s Time to Hire Your First Employee | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    The early days of a startup usually present a mix of excitement and fear for a founder. You’re looking forward to embarking on your own and showing the world what you offer. However, revenue isn’t guaranteed, and you may experience some hardships as you grow your organization.

    Most startups begin with a bright idea and someone with the guts to take action on it. Typically, founders handle the operations of their organization from end to end, with no one to support them. However, as the company begins to scale, hiring a supportive staff becomes necessary.

    How do you know it’s time to hire new employees? Look out for these signs.

    1. Overwhelming customer demand — you’re turning down customers

    As your company grows, you’ll likely experience an ebb and flow of your sales. There will be times when you’re so busy you spend all your waking hours handling your customer’s orders, and others when you stare at your computer hoping a new sale will arrive.

    You’ll know your revenue is beginning to solidify when you can’t physically handle all the orders that come in. You might need to turn down work simply because you only have two hands, and they’re both full to the brim.

    If this situation sounds familiar, it’s time to bite the bullet and hire someone to support you. Turning down customers is a bad look for any organization and can discourage future clients from doing business with you.

    If you’re unsure whether you can sustain another employee part-time or full-time, consider a freelancer. You can outsource some of your work to a qualified freelancer during busy times while avoiding the long-term commitment of an employee.

    Related: 9 Ways to Recruit the Best Talent for Your Startup

    2. Declining customer satisfaction

    Providing excellent customer service is crucial to all organizations. After all, your clients spend money on your products or services. They’ll look for other options if they don’t feel you treat them well.

    If you can’t provide your clients with the same white glove treatment that you did in the early days of your organization, you’ll notice a decline in your customer reviews and an escalation of complaints. That’s concerning and will likely lead to revenue declines if you don’t address the problems swiftly.

    Instead of allowing your customer service to tank, hire an employee to assist you. That way, you’ll have more time to ensure every client has a positive experience with your company.

    3. You’re planning to introduce a new product or service

    Things are great — your initial products and services took off, and you’ve successfully propelled your sales since the early days of your organization. Things are going so swimmingly that you decide to introduce a new source of revenue.

    If that’s the case, you’ll likely see a new influx of customers. You’ll need to prepare yourself. After all, you want to continue to service your original offerings while meeting future clients’ needs.

    Introducing a new product or service can potentially double the work you’re already doing, and if you can’t keep up with orders, all your efforts could fail. Consider hiring a qualified employee to help you keep the momentum flowing.

    Related: How to Know When It’s Time to Hire Your First Employee

    4. Your current employees are overworked

    Ideally, the team you hire will have specific responsibilities. For instance, you might have a sales director overseeing qualified leads and a finance guru managing your accounting books. However, if your employees are taking on work outside their purview, it’s time to bring someone else on board.

    You want your employees to concentrate on activities that add value to your company. Your accountant shouldn’t oversee your customer service activities, and your operations manager shouldn’t handle your social media accounts. If your employees’ responsibilities are constantly changing, they may become unhappy and decide to leave.

    Consider hiring an office manager if you need someone to handle administrative tasks or similar responsibilities. They can take care of the extra items that bite into your other employee’s time.

    5. You don’t have time for a vacation

    Startup founders typically know what to expect when starting a new business: endless work hours in a battle to establish a name for their organization. While that’s admirable, at some point, you’ll start burning the candle at both ends, and your work and other responsibilities, like your family, will suffer.

    If you find your weekends are nonexistent, and there’s never enough time to accomplish everything you need, it’s time to bring in someone to help you. We all need time off to rest and recuperate from a busy lifestyle. Even if you feel it’s impossible to take a week’s vacation, you should still incorporate the occasional three or four-day weekend to reset your mind and get away from the pressures of your business.

    Hiring someone you trust to handle your organization’s daily activities can do wonders for your mental health and prepare you for upcoming challenges.

    6. Your business bank account allows it

    After months of solidifying your revenue streams and mitigating your expenses, you’ve built up a pretty impressive bank balance that you’re quite proud of. While that’s quite an accomplishment, it can signify that it’s time to hire someone to assist you.

    As your company continues to scale, your workload will likely increase. Eventually, you won’t be able to keep up with your orders. Preparing in advance by hiring a new employee provides a buffer that will prevent you from turning down work if your sales become overwhelming.

    If you hire now rather than wait until the last moment, you’ll have time to train your new employee on the responsibilities they’ll handle. There won’t be a mad rush to onboard them when you become too busy to manage the company yourself.

    Related: 5 Expert-Backed Strategies for Hiring Top-Quality Talent for Your Startup

    If you see signs it’s time to hire, take action quickly

    Founders who note any of the above signs in their organization are wise to take action and look for team members to support them. At a certain time, your business will begin to scale, and you won’t be able to maintain the same output level if you don’t have some help. Recognizing that time is now can ensure you have the staff you need to continue building your company.

    Shawn Cole

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  • 9 Strategies to Help Your Employees Find Their Purpose | Entrepreneur

    9 Strategies to Help Your Employees Find Their Purpose | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Studies show that people’s hunger for purpose and meaningful work is at an all-time high. It’s one of the top reasons people give for leaving a job and it’s what they’re looking for in their next one.

    While leaders set the tone for a purpose-driven organization, managers are the ones who bring it to life. Or bury it. Managers matter because their daily words and actions create the work environment for 90% of any organization’s workforce.

    Britt Andreatta

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  • How to Protect Your Law Firm’s Public Perception by Managing Online Reviews | Entrepreneur

    How to Protect Your Law Firm’s Public Perception by Managing Online Reviews | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    In today’s digital landscape, choosing a law firm is largely influenced by online reviews. For better or worse, when prospective clients begin their search for a law firm these days, they usually start with a search engine.

    And while that may be convenient for them, it opens the door for a slew of biased or untrue opinions that can put your practice on the defensive.

    That’s why it’s never been more important to evaluate and manage your firm’s Google search footprint and your online reputation. Though you may be aware of your reputational standing in the real world and the legal community that sees your work, crafting a positive image for your practice takes a different type of awareness — and approach. While this may take an upfront investment, it’s well worth the time and money to ensure new clients can find your firm and entrust their case and legal needs to your team.

    As a digital marketing and online reputation expert, I’m well aware of the power an online reputation can have on an attorney’s reach, revenue and long-term growth. To that end, I’d like to share a few best practices for managing law firm reviews and protecting your firm’s reputation. These crucial behaviors can help you control the online narrative while focusing on the work that truly matters.

    Related: Why Your Company’s Online Reputation Matters

    Determine where you stand

    Before making any changes to your online reputation, you need to determine where your law firm currently stands on the web. It helps to picture yourself as the average client in need of what you offer and create a list of search terms or keywords relevant to what they need and to your firm. It can help to start your search in incognito mode to ensure your previous search history doesn’t influence your results.

    Begin compiling your results into a spreadsheet, pulling from the wide range of review sites as well as any third-party blogs, articles, profiles and other online elements (good, bad and neutral) you may find. This database will help paint a bigger picture of your online reputation and what platforms or areas may need more attention.

    Related: How to Build a Reputation That Will Become a Real Asset for You

    Note repeat issues

    As you compile your results, take note of issues that crop up repeatedly. While some law firm reviews may be from difficult clients whose experience does not accurately represent your firm or your team, certain repeat problems can shine a light on issues that can be easily addressed and shored up as needed.

    When you find negative reviews, take care to respond publicly and empathetically. Your response to each negative comment will remain online and linked to the original negative review, providing balance when future prospective clients are reading reviews and demonstrating that your firm takes client feedback seriously.

    Related: 7 Ways to Recover After a Reputation Crisis

    Engage with the positive

    While responding to negative reviews — politely and apologetically, of course — is key to mitigating their impact on your online image, just as important is replying to positive reviews. As with negative reviews, your responses remain linked to the original posts and provide an easy but fairly powerful opportunity to bolster your online cred.

    When replying to positive feedback, ensure each response is personalized rather than issuing a boilerplate reply template. Robotic replies can often hurt authenticity and sometimes undermine your efforts altogether. You may also consider reaching out to individual reviewers and asking permission to share their positive feedback. Direct quotes from satisfied clients can be shared and utilized in various ways, including on your website, in email campaigns and across other aspects of your firm’s outreach strategy.

    Related: 3 Tips for Managing Your Business’ Reputation Via Social Media

    Create a review pipeline

    Once you’ve addressed existing reviews affecting your firm’s brand online, you can begin gathering new reviews. Encouraging and sometimes even incentivizing client reviews (strategically, of course) can generate activity that catches Google’s attention and push your firm to the top of organic results pages. In some cases, this increased positivity can help push negative feedback off of page one. No matter what, don’t attempt to create false reviews with accounts of your own. Such black hat techniques can often create red flags that ultimately do more damage than good.

    Automated email drip campaigns can provide an excellent opportunity to encourage happy clients to review your firm online. Updating your website with easy-to-find links directing clients to feedback surveys can also be an effective way to solicit positive feedback. These outlets can provide quotes you can use in both organic and paid marketing campaigns.

    Related: The Relationship Between Reputation and Brand

    Branch out to new platforms

    A major step in managing your online reputation is branching out to new digital platforms. If your firm isn’t active on social media, consider creating accounts and posting regularly. You don’t need to jump on every new app. Instead, focus on the platforms that make sense for your law firm, such as LinkedIn. There, you’re better equipped to control the narrative and present positive messaging.

    It can also help to work with a public relations expert with the focus, skillset and media relationships to incorporate mentions of your law firm’s successes into high-authority online news outlets, local blogs and other high-traffic venues. Even short, relevant blog posts on your own website can help promote your practice and increase client trust in your firm. Over time, expanding to social media and other online outlets can boost your placement in search engine results while promoting your law firm where it generates the best results.

    Adam Petrilli

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  • Entrepreneurs Are Role Models — How to Ensure You’re a Good One | Entrepreneur

    Entrepreneurs Are Role Models — How to Ensure You’re a Good One | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Every impactful journey starts with a single step. As an entrepreneur, your actions, decisions and leadership style become the driving force behind your brand. You are the catalyst, much like the first drop of water that triggers a waterfall, and your actions can spark a cascade of positive change.

    Being a positive example means living the values you want your organization to represent. This extends to every aspect of your business — from the way you treat your employees to the way you engage with customers, from your operational processes to your marketing strategies. When your actions align with your mission and values, it becomes a powerful motivator for others to follow your lead.

    For instance, if your mission is to combat a significant global issue, such as climate change, poverty or food insecurity, your actions should reflect this commitment. This can take the form of content that showcases your work on the ground, the impact you’re making and the people you’re helping.

    Related: The Role Model Mindset: Being a Great Entrepreneur Is About Showing Others What’s Possible

    Why being a positive role model is important — and how to be one

    As an entrepreneur, you are a role model for your employees, customers, and community. Your actions and words have the power to inspire or discourage, motivate or demoralize. That’s why it’s so important to be a positive role model.

    Here are a few things you can do to be a positive role model for your business:

    • Live your values: What are the most important things to you? Honesty? Integrity? Compassion? Make sure your actions align with your values.

    • Be positive: Make an effort to be positive and upbeat even when things are tough.

    • Be willing to help others: When you help others, you make the world a better place and you also build goodwill for your business.

    • Be a good listener: Take the time to listen to your employees, customers and community members.

    Let’s dive a little further into some of these with more actionable strategies.

    Being authentic and true to your values

    Authenticity is integral to building trust with your audience, customers and team. In the age of digital transparency, consumers are becoming increasingly adept at distinguishing genuine brands from those that merely put on a show.

    When I started Great.com, I wanted transparency to be one of the core principles, so I made employee salaries public, posted every team meeting and pushed for a completely transparent and honest foundation. This set precedence for our team and cultivated a feeling of trust internally.

    When you live by your core values, it guides your decision-making process, influences your policies and shapes your brand. For instance, if one of your core values is to bring about positive change in the world, you should be willing to openly talk and share your philanthropic efforts internally and externally.

    This also extends to financial transparency. If your organization is funded through public channels like views, merchandise sales or direct donations, it’s essential to communicate how these funds are being used. By ensuring that the majority of generated revenue goes directly into the mission, you demonstrate a commitment to your cause that goes beyond lip service. This commitment can influence others to align themselves with your cause, whether that’s through direct support or by spreading your message.

    Related: Why Authenticity Is a Key Ingredient to Entrepreneurial Success, and How to Make Sure You Have It

    Trusting your team

    No entrepreneur can build a successful venture single-handedly. It requires a collaborative effort, and an essential part of this collaboration is trusting your team. When you trust your team, you empower them to contribute their ideas, take ownership of their responsibilities and play an active role in driving the organization’s mission forward.

    My company is a completely remote organization with team members across the globe and in many different time zones. We don’t force everyone to work the same hours and we don’t require teammates to log into any time tracking software or “show their work” — we built our culture on trust and lean on personal accountability rather than external mandates and policies.

    Trust breeds creativity and innovation. When team members feel their ideas and contributions are valued, they’re more likely to bring forward unique insights that could lead your organization to new heights. It also helps cultivate a positive work environment where team members feel invested in their work, increasing their motivation and productivity.

    Moreover, trust allows for effective delegation. As an entrepreneur, it’s easy to fall into the trap of wanting to oversee everything. But by trusting your team and allowing them to take charge of different aspects of the business, you free up time and energy to focus on strategic planning and growth.

    For instance, trusting a team member to lead a significant project or even front your brand’s public communication, can bring a fresh perspective and add another level of authenticity and relatability to your brand.

    Setting a positive example, being authentic and living by your values, and trusting your team are powerful strategies that can help any entrepreneur shape a successful and impactful venture. They not only contribute to the growth and success of your business but also inspire others to join your mission, creating a domino effect of positive change.

    Related: A True Leader Doesn’t Just Talk the Talk — They Walk the Walk. Here’s How to Lead from the Front.

    When you act as a positive role model, you set the standard for how your organization operates and how it interacts with the world. This means embodying your mission in every decision you make, every action you take and every message you send. It’s about practicing what you preach and showing others what your organization stands for.

    By implementing these principles, entrepreneurs can inspire others, create a loyal following and make a difference locally and throughout the world. They can turn their entrepreneurial venture from a simple business into a force for good, one that not only generates profit but also contributes positively to the world.

    Erik Bergman

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  • 1 in 3 Office Workers Under 40 Admit to ‘Quiet Quitting’ For This Singular Reason | Entrepreneur

    1 in 3 Office Workers Under 40 Admit to ‘Quiet Quitting’ For This Singular Reason | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Imagine the frustration of trying to fill a bucket with a hole at the bottom; it’s a frustrating, losing battle. That’s exactly what’s happening to businesses, except the bucket is the workplace, and the slow, steady leak is disengaged employees quietly withdrawing their enthusiasm, productivity, and loyalty, through what’s known as “quiet quitting.”

    Now, consider this finding from the Ivanti 2023 Report: Elevating the Future of Everywhere Work — an astonishing one in three office workers under 40 admit to this form of psychological resignation. It’s the corporate equivalent of a slow leak in a tire – hard to spot, but just as capable of deflating your workforce as a sudden blowout.

    Related: If You Want to Remain Competitive, You Need to Overhaul Your Workplace Training. Here’s How.

    Identifying the culprit: The rigid office environment

    So, let’s take a moment to channel our inner Sherlock Holmes and trace the footsteps leading to this quiet quitting conundrum. Over 40% of office workers report burnout from excessive workload, and another 46% cite a lack of motivation as the perpetrator. Imagine these issues as a pair of invisible gremlins, silently wreaking havoc, pushing employees closer to the exit with every passing day.

    Now, here’s the interesting bit: Both these mischievous twins seem to have a strong preference for traditional, in-office settings. That’s right, folks; the villain in our plot isn’t an economic downturn or a competitive job market. It’s the conventional, four-walled, cubicle-filled, nine-to-five office environment.

    The irresistible allure of flexibility: Balancing office and remote work

    What can act as the silver bullet to slay these gremlins? Let’s call it “The Great Balancing Act.” Much like a skilled acrobat deftly navigating a tightrope, modern employees crave the ability to balance their time between the office and their homes. According to the Ivanti report, while only 43% of workers currently enjoy this freedom, a whopping 71% desire it, creating a gaping 28-point “preference gap.”

    Visualize this gap as a vacant dance floor, eagerly waiting for the dancers. It’s a space brimming with potential — a chance to increase employee engagement, productivity, and satisfaction. The dance floor is ready; all it needs is the right tune.

    Hybrid work: A CEO-endorsed lifeline

    Fortunately, the eagle-eyed executives perched at the top of the corporate ladder are starting to take notice. An encouraging 71% of global CEOs and a stellar 84% of U.S. CEOs are singing praises for hybrid working, recognizing it as a positive force for employee morale. They’ve sensed the winds of change and, instead of futilely trying to shield their organizations, they’re adjusting their sails to ride the gusts.

    Picture it like this: hybrid work is the Swiss Army Knife of modern work practices — a versatile, multi-purpose tool that empowers employees to tailor their work-life balance. By contrast, much like Swiss cheese, rigid office schedules are filled with holes that gradually siphon away employee satisfaction.

    Unleashing the potential of everywhere work

    It’s time to roll out the red carpet for Everywhere Work — an innovative approach that drives productivity, retains top talent and enhances employee satisfaction. It’s about tearing down the rigid walls of traditional office settings and fostering an environment of trust, autonomy and flexibility.

    Imagine a jazz musician improvising a stunning solo on stage. Just like this musician, an “Everywhere Worker” is given the liberty to sync their work rhythm with the melody of their life. They are no longer forced to straitjacket their personal commitments into the rigid confines of a 9 to 5 timetable. Instead, they’re given the freedom to create their unique work-life symphony, blending the notes of professional commitments with the harmony of personal life.

    Indeed, the Ivanti report shows an improvement in such flexible work over time. In the 2022 Ivanti Everywhere Workplace Report, 49% of survey respondents say they have been negatively affected in some way by remote work, and 9% claim that they have been passed over for a promotion. By contrast, in the equivalent Ivanti 2023 Report: Elevating the Future of Everywhere Work, only 34% say they have been negatively impacted by such work, and 2% believe they have been passed over for a promotion due to hybrid working. This change indicates an improvement in the ways both individuals and organizations handle remote work and a reduction in proximity bias.

    Related: Employers: Hybrid Work is Not The Problem — Your Guidelines Are. Here’s Why and How to Fix Them.

    The power of flexibility: Fueling productivity, retention and satisfaction

    Consider this: The flexibility inherent in Everywhere Work allows employees to switch work locations based on the nature of their tasks. Need to collaborate with a team? They can head into the office. Require deep focus for a project? Working from home provides a sanctuary from office distractions. It’s like choosing the right tool for the job, a choice that amplifies productivity and job satisfaction.

    Moreover, this flexibility allows employees to optimize their work schedule around their most productive hours, just like a nocturnal owl or an early bird choosing to hunt when their energy is at its peak. The result is a workforce that is not just more engaged, but also more effective and satisfied.

    When we dig deeper into the benefits of Everywhere Work, we unearth an often overlooked, yet critical aspect — mental health. By reducing commute stress and providing control over work-life balance, hybrid work is akin to a soothing balm for the weary souls of employees. It’s like the protective shell around a delicate egg, shielding employees from the crushing pressures of burnout and overwork. The upshot? A significant dip in “quiet quitting,” as employees find renewed joy, motivation, and satisfaction in their work. Indeed, that’s what my clients find as I help them figure out a flexible return to office and hybrid work policy.

    The bottom line: Embrace the future of work, today!

    The conclusions drawn from the Ivanti 2023 Report are crystal clear, echoing like a clarion call for businesses: adapt or risk becoming relics. As we journey deeper into the 21st century, the workplaces that will not just survive but thrive are those that offer flexibility, respect work-life balance, and prioritize employee mental health.

    The future of work isn’t a distant dream; it’s here, knocking on our doors. It’s not about packing employees into offices like sardines in a tin can. It’s about giving them the reins to control their work-life balance, nurturing their mental health, and respecting their needs. It’s about understanding that work is not a place you go, but a thing you do.

    As you chart the course for your organization’s future, remember: the key to preventing your employees from quiet quitting isn’t in chaining them to their desks — it’s in unshackling them. So, embrace the future, close the “preference gap,” and let your workforce dance to the tune of Everywhere Work. The stage is set, and the audience — your employees — are eagerly awaiting the performance.

    Gleb Tsipursky

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  • Andy Hooper of Hart House on Pioneering a Plant-Based Revolution | Entrepreneur

    Andy Hooper of Hart House on Pioneering a Plant-Based Revolution | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    In the ever-evolving landscape of the restaurant industry Hart House is committed to creating a space where plant-based food options are more accessible to all.

    “This is plant-based food for the people…” Hart House CEO and co-founder Andy Hooper tells host Shawn Walchef of CaliBBQ Media. “…an opportunity to take food that is objectively delicious in its own right that just so happens to be made from something different than it’s normally made from.”

    Hart House is an innovative quick-service restaurant concept founded by Kevin Hart and partners. The company is committed to the future of food, as well as the overall wellbeing of its customers.

    “I founded Hart House to create a good experience that combines the joy of coming together over food, with the power of purpose,” Kevin Hart said on the Hart House website.

    Drawing inspiration from renowned restaurant brands, CEO Andy Hooper envisions a melding of their successes with a goal of creating a job structure that empowers individuals managing Hart House units. Therefore offering them real equity and the opportunity to thrive.

    “What would it look like if we took the best of Chick-Fil-A, the best of Outback’s Managing Partner program, the best of what Darden (Restaurants) has done to build their brand with full service over time. The best of what Cheesecake Factory did with their single unit operators.

    “And rolled that all into a job that gave real equity to the people managing these units?” says Hooper. “Thinking about it more as an investment thesis than a cost management approach.”

    This employee facing experience aligns seamlessly with Hart House’s overarching mission to create a space that is both hospitable to customers and serves the employee.

    Andy Hooper recognizes that a restaurant’s success transcends its physical offerings. Taking cues from industry giants like McDonald’s, Hooper understands that building a lasting brand necessitates careful consideration of every detail that contributes to the broadest possible appeal.

    With Hart House, the team is aiming to embrace the investment thesis that emphasizes the long-term benefits of cultivating a skilled, dedicated, and motivated workforce.

    Hooper’s pursuit of his vision was amplified when he met with multi-hyphenate entertainer extraordinaire and health enthusiast Kevin Hart. During this initial meeting, Hooper posed an important question to Kevin.

    “Candidly, my first question was, why do you need this?” he recalls. “Restaurants, as you know well, are not exactly a get rich quick scheme, especially for somebody who honestly probably has more to lose than to gain, at least on the surface. My question was like, why?”

    Luckily, Hart’s answer aligned with Hooper’s vision and the two set the wheels in motion for what would become Hart House.

    As we witness the birth of a new level of accessibility in plant based foods, the possibilities for both customers and employees in the realm of hospitality are expanding.

    Hart House stands as a testament to Hooper, Hart, and team’s audacity and unwavering dedication to creating a paradigm shift in the restaurant industry and usher in a new era of quick-service food.

    ***

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    Shawn P. Walchef

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  • How to Attract Investors During Tough Times | Entrepreneur

    How to Attract Investors During Tough Times | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Whether the economy is doing well or in a phase of uncertainty, the fundamentals of building an investable start-up remain the same. You don’t need to be a mind reader to determine what investors want to know.

    Here are five tips to help convince potential investors that your solution solves a big problem for a large market and that your team has the talent, creativity and character to deliver on your business plan in favorable or uncertain market conditions.

    1. Be clear about the problem

    It is more important than ever to be clear with investors about the problem your company solves. The number one thing that matters today is how quickly and clearly an entrepreneur can articulate the problem that her startup solves. Why? Because investors know that when a startup fails, it is usually because there is insufficient demand for the product. What specifically about your solution will make customers change what they are currently doing and pay for your new product?

    Related: 5 Things to Do Now to Propel Your Business in 2023

    2. Know your audience

    Determine beyond any doubt that you are working in a space that an investor cares about and that your vision and goals align with theirs. Investors in technology-driven high-growth companies are looking for hyper-growth in specific industries, for example, advanced materials, information technology or biotechnology — large markets with tremendous opportunities. If your vision isn’t stoked by the risk and endurance it takes to build and scale those businesses, high-growth entrepreneurship is likely not the right path for you.

    3. Provide the evidence

    Nothing beats demonstrating your first-hand understanding of your market. Entrepreneurs who have lived with a problem in previous roles or their personal lives uniquely understand the impact and the potential gains of their solution. Suppose that’s your backstory, great. If not, describing what you learned and how you pivoted from surveys, interviews and by listening to customers builds credibility—especially when some of those customers are willing to become early adopters and go through multiple iterations to prototype your technology and prove your business model. Convincing customers helps convince investors.

    Investors expect entrepreneurs to be enthusiastic. When that passion is combined with an understanding of customers’ needs and of the impacts that your startup solving their problems can have on their bottom line, investors pay attention. Focusing on your customer’s pain points and the payback of your solution encourages investors to focus on you.

    Related: A Good Story Isn’t Enough to Get Your Startup Funded. Here’s What Else
    You Need

    4. Understand the economics

    What has to happen for your new business to achieve 20, 50 or 100% year-over-year growth? Investors will listen when you demonstrate your clear understanding of the business unit economics for your company. Show how you can gain enough traction with the first feature set and early adopters to prove the market and technical viability of your solution and market. Sometimes entrepreneurs are so focused on a specific solution that they become less open to a solution that could be better. Show that you know how to listen for signals and to narrow up or pivot if that’s what it takes to scale.

    While there may be multiple longer-term markets and product enhancements, don’t dilute your team’s focus. Can you build the solution? Is there a gap in the solution? Can you plug in? Focus on business development, not product innovation. Prove scalability in the first market and generate enough revenue to secure follow-on funding to support additional growth.

    Related: 5 Things Investors Want to Know Before Signing a Check

    5. Show your flexible mindset

    Investors want to collaborate with high-integrity, coachable entrepreneurs. Every interaction with you influences whether you are someone investors will trust and want to invest in. Balance the tightrope between ego and confidence. Be willing to acknowledge what you know and what you don’t. It’s rare to find an entrepreneur who hasn’t made mistakes.

    Eventually, almost every startup will need a flexible mindset to pivot on some aspect of their business plan. Seek trusted advice, then follow your instincts. Successful entrepreneurship always comes back to the basics — market validation, product/market fit and staying focused on the business plan.

    Trustworthy, confident and coachable entrepreneurs don’t allow an uncertain economy to distract them from executing their business plan.

    Kristy Campbell

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  • Open vs. Anonymous Feedback \u2014 How to Effectively Collect Employee Feedback | Entrepreneur

    Open vs. Anonymous Feedback \u2014 How to Effectively Collect Employee Feedback | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    While the need for continuous feedback has been a cornerstone of organizational performance for many years, recent transformative trends around remote working have made feedback culture more important than ever for company cohesion and success.

    But in the quest for valuable and honest feedback, does open feedback deliver better outcomes than anonymous channels?

    The benefits of feedback culture

    Regularly sharing honest and constructive feedback respectfully can create a growth mindset in the workplace as it encourages employees to learn, develop new skills, grow and seek new challenges.

    Providing feedback in this way can help promote better communication between managers and employees, boosting employee engagement and positively impacting overall employee satisfaction, retention and productivity.

    As such, regular feedback can build a solid and cohesive team and is a vital component in creating a strengths-based company culture, according to workplace consulting and global research group Gallup.

    Furthermore, when companies implement feedback culture correctly, it encourages continuous improvement and innovation. Importantly for fully remote or hybrid organizations, the benefits of an entrenched feedback culture extend beyond performance and productivity, as it also allows companies to focus on factors related to employee well-being.

    For these reasons, creating an environment where employees feel safe to give and share feedback on their perspectives on their and co-workers’ performances, workloads and well-being will differentiate a company from its competitors.

    Related: How to Give Employee Feedback Effectively (and Why It Matters)

    Encouraging valuable feedback

    The key to successfully implementing a feedback culture is creating opportunities for employees to give and receive constructive feedback regularly. In this regard, companies must train employees on how to do so and lead by example through regular and transparent communication.

    Another key consideration is developing effective feedback mechanisms, with open or anonymous feedback an important consideration. The main difference between these two feedback channels is the level of transparency and accountability involved in the process.

    I have always felt that anonymous feedback is toxic to company culture. In my mind, anonymous feedback conveys a message that the company normalizes living in fear and accepts that employees lack the courage and conviction to own their points of view.

    But as a business leader, my most significant concern relates to the idea that anonymous feedback means staff does not trust each other enough to offer and receive feedback constructively.

    Related: Are You Asking for Employee Feedback? If Not, Good Luck With Retention.

    Open feedback fosters trust

    Promoting open feedback lends itself to better engagement as employees can share their views in face-to-face conversations, through email, or via formalized internal feedback platforms. And sharing feedback in an open forum allows managers and business leaders to follow up with the person who provided the insights to clarify matters, ask additional questions and continue the conversation.

    Additional potential benefits of open feedback include:

    • Allows leadership to give and receive constructive criticism and positive reinforcement.
    • Helps identify areas for improvement and growth opportunities for individual employees and the organization as a whole.
    • Encourages a culture of continuous improvement.
    • Builds trust and fosters better communication within the workplace.

    One employee of mine shared that speaking openly and honestly is the best form of self-expression when sharing feelings and perceptions. The key to providing effective open feedback is honesty, offering facts to support views, using logic and proactively sharing ideas on improving rather than sharing “empty criticism,” which is useless.

    In this type of environment, where people respect the feelings of others, theoretically the need for anonymity would naturally dissipate.

    Related: Is Employee Feedback Missing at Your Company? Here’s Why and How to Fix It.

    Different strokes for different folks

    However, other employees of mine have pointed out that people differ in their ability to share information and receive feedback openly, especially if it is sensitive or in a group setting.

    Where extroverted employees may feel comfortable sharing their views freely in an open forum, someone who is more reserved and introverted may struggle to express their opinion or provide or receive criticism in a group setting.

    Another response pointed out that people may not be able to share points of discomfort openly because they do not want to compromise their position. In this context, labeling anonymous feedback as cowardly may undermine someone who is merely worried about their future.

    Open feedback can also lead to tension and conflict among employees and managers if it is not delivered constructively and respectfully and may create a culture of over-criticism and negativity if feedback is not balanced with positive reinforcement. Moreover, an open-only approach may erode the value of the feedback received, as people might feel less inclined to provide insights.

    A place for anonymous feedback

    When implemented and managed correctly, anonymous feedback can provide valuable insights and promote constructive communication, as this feedback channel allows staff to share honest opinions and feedback without fear of recrimination or repercussions or offending colleagues or superiors.

    In this way, allowing anonymous feedback may help to create a more balanced and comprehensive view of employee satisfaction and company performance.

    However, an anonymous-only approach can lead to a lack of accountability, fostering a culture of negativity and complaining. It can make it difficult to follow up or address specific concerns.

    What anonymous feedback channels should not do is promote a workplace where employees feel that they can recklessly criticize one another without consideration or give rude, offensive or hateful feedback.

    A hybrid feedback model

    Ultimately, both options have benefits and drawbacks, and both can work to create a thriving feedback culture because they cater to different employee preferences. As such, the best approach may vary depending on the situation and the culture of the organization.

    Max Azarov

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  • 5 Ways to Achieve Better Recruitment | Entrepreneur

    5 Ways to Achieve Better Recruitment | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    While candidates must work hard to impress their potential employers, employers must also present candidates with the benefits of working for the company. Having the right employees on board can contribute to your overall success as a business. They can also minimize the need to hire several times, which can be expensive. Therefore, companies must make a good impression by implementing a highly efficient recruitment process. Here are some ways to achieve better recruitment.

    Related: 6 Strategies for Making a Good First Impression During Business Meetings

    1. Fast-track your hiring process

    One way to improve recruitment is to fast-track the hiring process. You must ramp up your recruitment process to attract qualified and skilled staff. One way to do this is by leveraging modern tech tools like online skill tests and recorded video interviews to filter unqualified candidates, hasten short-list creations, and expedite hiring decisions.

    Another way is by defining job requirements. Loosely defining job requirements can bring the recruitment process to a crawl. Fast-track recruitment aims to quickly identify qualified candidates systematically and accurately within a short period. Organizations must first determine the core competencies required for the position to gauge an applicant’s qualifications.

    Related: How Can You Make the Recruiting Process Faster?

    Before posting a job ad for any position, organizations should conduct a thorough job analysis. They do this by interviewing existing employees holding the job position, reviewing job descriptions, and consulting with subject matter experts. A clear, detailed, and focused outline of the skills and abilities required for the job can shorten the hiring process. In addition, organizations should also consider creating realistic job previews. These include simulations in skill tests replicating on-the-job tasks, and helping hiring teams reduce unqualified applicants.

    2. Implement safer recruitment

    Safeguarding during recruitment is one of the best ways to protect your organization. This is especially true for those working with children and vulnerable individuals. If organizations can detect predatory individuals and prevent them from working with vulnerable individuals, they can stop several cases of mistreatment and abuse. Safer recruitment can help stop this abuse by ensuring you will not hire dangerous individuals.

    Related: 4 Ways to Strengthen Recruitment, Retention and Engagement in the Wake of the Great Resignation

    Unlike a typical recruitment process, safer recruiting involves additional steps and amendments to the usual steps. The primary steps include creating job descriptions with references to the responsibilities involved in keeping children and vulnerable individuals safe, having references from previous employers, and interviews involving specific questions about the candidate’s suitability to work with children and vulnerable individuals.

    3. Use social media

    Tapping into your social media networks is one of the best ways to improve recruitment. You can rely on social media to stir up interest and attract the best candidates. More and more candidates are now turning to social media for job research. So, you must be able to take advantage of these to increase your chances of finding the best employees.

    Related: 4 Free Ways to Grow Your Social Networks

    Some companies that use social media for recruitment say they have brought in higher-quality candidates, all thanks to social media’s diverse range of filters and hashtags. For instance, Facebook allows you to set advanced search filters to align with the persona of your ideal candidate. You can set the criteria according to location, industry, specific keywords, etc.

    4. Get help from specialist recruiters

    Many businesses are now recognizing the importance of partnering with specialist HR recruiters, as these experts know how to conduct recruitment properly. These specialist HR recruitment agencies can help locate the ideal candidates for your business. Having the right skilled professionals on your team is essential for success.

    Hiring the wrong candidate can cost companies a lot of money, not to mention wasted time and effort. To guarantee the best hire, you must clearly understand your industry, something that specialist recruiters have. They can advise you on industry trends, provide job insights, and benchmark salary offerings. These recruitment agencies will take the time to understand the role, company culture, and business objectives, allowing them to create bespoke hiring strategies.

    Specialist recruiters might charge you a fee but consider that a good investment. When you pay for a recruitment specialist, you will have access to excellent talent pools, job board advertising, and social platforms, allowing you to target and attract ideal candidates.

    5. Look to recruit internally

    When filling up some positions, most companies immediately turn to traditional recruitment, where you look for people outside the company who can fill in these positions. Why don’t you look within the company and see if some of your existing employees would be willing to take the roles? The process is called internal recruiting, which involves hiring someone from within the organization.

    One of the benefits of internal hiring is providing growth opportunities to employees. If you allow employees to grow, they will be happy to stick for a long time, reducing turnover rates.

    If you are confident about your team’s abilities, you already have a great pool of talents from whom you can hire to fill in new roles, and that means you won’t have to invest time, effort, and money in recruiting new ones. You won’t have to undergo background checks, conduct interviews, and other time-consuming steps involved with recruitment.

    Internal recruitment also allows you to save money. As you know, there are monetary costs involved in recruiting new employees. These can include paying for ads, fees for recruitment specialists, conducting interviews, and more. But if you already have people in the organization who can carry out the role, why don’t you onboard and train them?

    Under30CEO

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  • How Leaders Can Help Employees With ADHD Succeed in Remote Work | Entrepreneur

    How Leaders Can Help Employees With ADHD Succeed in Remote Work | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Imagine stepping into a maze — winding paths, hidden pitfalls, and the tantalizing lure of success waiting just around the corner. That’s the corporate landscape for you. Now imagine navigating the same maze while riding a unicycle. The paths get trickier, the pitfalls become gaping chasms and the goal seems miles further away. This, my friends, is the struggle workers with ADHD (Attention-Deficit/Hyperactivity Disorder) face daily.

    Skynova’s recent survey, which analyzed the challenges and triumphs of 1,008 workers with ADHD, throws light on this issue. The survey is akin to a high-powered flashlight, illuminating hidden corners and detailing how these workers are faring, particularly in the uncharted territories of remote work.

    Related: The 5 Superpowers People With ADHD Can Use to Be Better Entrepreneurs

    The daunting dial: Remote work dials up challenges for workers with ADHD

    Picture the daily work life of an individual with ADHD as a boxing match. Every punch, every dodge, every round won or lost is a new challenge or victory. Now, introduce remote work into this picture. It’s like giving the adversary an extra glove. The same study by Skynova shows that remote workers with ADHD find their daily tasks 17% more challenging than their on-site peers. The challenge is no longer a straightforward match; it’s morphed into a tag-team wrestling bout with hidden opponents and unforeseen tactics.

    But the plot thickens further, like a detective novel with a surprise twist. Remote workers with ADHD are 54% more likely to struggle with impulse control than their on-site colleagues. The lure of distractions for these individuals is akin to a child let loose in a candy store, with all the goodies in the world at their fingertips. The challenge is a sticky one, holding on with the tenacity of bubble gum on a hot sidewalk.

    So, what’s the secret ingredient to brewing a workplace that’s ADHD-friendly? The answer is as simple and delightful as adding whipped cream to your hot chocolate — flexible schedules. Picture a night owl, not confined by the traditional 9 to 5, but free to spread its wings when it’s most alert and productive. This is the allure of flexible schedules, which 64% of employees with ADHD have chosen as their top benefit for how workplaces can help those with ADHD.

    Thus, ironically, remote work both correlates with more challenges in daily tasks for those with ADHD and serves as a solution, by providing greater flexibility. Given that nearly two-thirds of those with ADHD choose flexibility as their most important benefit for addressing ADHD in the workplace, it seems the benefits of remote work outweigh the costs.

    Indeed, that’s what surveys of my clients find when I help them in the return to office transition and flexible hybrid work policies: those with ADHD, fatigue, brain fog and a set of other conditions express a stronger preference for more flexibility, in schedule and place of work than those who don’t suffer from such conditions. However, Skynova’s survey highlights an issue I haven’t sufficiently considered, namely whether those with certain conditions, such as ADHD, might benefit from greater support to address impulse control challenges.

    The silver lining: Career growth and ADHD

    ADHD might seem like an impediment, but Skynova’s survey highlights that it’s not a career killer. Imagine yourself stuck in rush-hour traffic — congested, slow, but not stagnant. Progress is slow, but it’s progress nonetheless.

    Many hybrid (74%) and on-site (68%) workers admit that they have grown in their careers despite their ADHD. It’s like watching a small sapling grow into a mighty tree despite the rocky soil. Meanwhile, 61% of their remote counterparts echo this sentiment, albeit at a slightly lesser frequency.

    The numbers portray a powerful story, much like a riveting novel. A whopping 58% of employees with ADHD express satisfaction with their career choices. They are the content diners at a restaurant, satiated and pleased with the meal of career options served to them.

    The balancing act: Nurturing a supportive environment for workers with ADHD

    It’s now time to shine a spotlight on the corporate maestros — the organizations. Here, the picture is a mixed bag of popcorn, with flavors ranging from savory to unsavory. On the bright side, four in 10 workers with ADHD play a harmonious tune, stating that their company or manager strikes the right chord in providing a supportive environment.

    Remarkably, two-thirds of these corporate tightrope walkers believe they have grown in their careers despite the juggling act. It’s a testament to their resilience and determination. However, 39% express that their ADHD has sometimes acted like an overly cautious GPS, restricting their journey by suggesting safer, albeit longer and less rewarding routes.

    In some cases, ADHD is more than just a hurdle – it feels like a looming mountain. Over a quarter of workers with ADHD have tasted the bitter pill of layoffs, with 21% suspecting that their ADHD was a contributing factor. It’s akin to being penalized for a snowstorm when all you did was forget your snow boots.

    Related: Benefits of a Positive Work Environment

    Cognitive biases: The invisible puppeteers of the ADHD narrative

    Just as a marionette is controlled by the invisible strings of its puppeteer, our perceptions and decisions about ADHD and remote work can often be manipulated by cognitive biases. These cognitive biases can distort our understanding and influence our decisions, like an autocorrect feature that sometimes corrects us in the wrong way.

    Confirmation bias is like a picky eater at a buffet, choosing only the foods it likes and ignoring the rest. This cognitive bias drives us to favor information that confirms our pre-existing beliefs while discarding any data that challenges them.

    In the context of ADHD and remote work, confirmation bias might lead us to focus exclusively on the challenges faced by individuals with ADHD. We might be more inclined to view ADHD as a barrier, only taking note of the 17% increase in daily challenges for remote workers with ADHD. We might overlook the part of the Skynova study that tells us that a significant percentage of workers with ADHD (65%) have managed to grow in their careers despite their challenges. Or that 64% prefer flexibility as the top way that companies can help address challenges for people with ADHD. It’s like ignoring the spectacular dessert section in the buffet because we are too fixated on the sushi counter.

    In the workplace, managers and colleagues might also succumb to confirmation bias, interpreting the actions of employees with ADHD through a lens of preconceived notions. For example, an employee with ADHD who forgets a deadline might be viewed as “irresponsible,” reinforcing negative stereotypes about ADHD. In doing so, we overlook the unique strengths and potential that these individuals bring to the table.

    Related: The ‘E Word’: Why You’re Afraid of It, and Why You Should Embrace It Instead

    The empathy gap is like standing at the edge of a wide canyon, unable to reach the other side because we cannot bridge the divide. This bias refers to our difficulty in understanding others’ experiences, particularly if they differ significantly from our own.

    In the world of remote work, the empathy gap can lead to a lack of understanding and support for colleagues with ADHD. For instance, people without ADHD might struggle to grasp why a remote environment presents extra challenges for their ADHD colleagues. It’s like trying to understand why someone might be afraid of heights when you’ve never climbed higher than a step stool.

    They might not understand the heightened struggle with impulse control that their remote colleagues with ADHD experience. As a result, they might unintentionally make decisions or judgments that further exacerbate these challenges. For instance, a manager might schedule back-to-back virtual meetings, not realizing the difficulty this may pose for an employee with ADHD who may need short breaks between tasks for optimal focus and productivity. Indeed, the second most-named benefit after flexible schedules helpful for addressing problems for those with ADHD was employers encouraging breaks when needed, named by 44% of survey respondents.

    In order to counteract these cognitive biases, it is crucial to foster an environment of open conversation and education about ADHD. Understanding these biases, like holding up a mirror to our thoughts, is the first step towards ensuring that our decisions and actions become more inclusive and supportive of all workers, whether they are navigating the corporate labyrinth from an office cubicle or a home desk.

    Conclusion: A call for adaptation and understanding

    To sum it all up, navigating remote work with ADHD is like trying to solve a Rubik’s Cube on a roller coaster — thrilling, challenging, and certainly not for the faint-hearted. Yet, with the right modifications, such as flexible schedules, the roller coaster can be transformed into a scenic train ride — still exciting, but now manageable and even enjoyable.

    An office, whether physical or virtual, should not resemble a battleground where survival is the only goal. Instead, it should be a sandbox where everyone gets to play, build, and thrive. So, let’s remove the obstacles and fill the sandbox with tools and toys that enable everyone to create their best sandcastles. After all, a castle is most majestic when built by many hands.

    Gleb Tsipursky

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  • How Making This Critical Hire Will Improve Your Franchise | Entrepreneur

    How Making This Critical Hire Will Improve Your Franchise | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Many franchise founders (and even multi-unit franchisees) hope to one day sell their businesses to private equity. PE’s significant interest in the franchise sector is undeniable. Sellers have benefitted from the activity of these well-capitalized buyers through added deal competition and increasing prices. Even in our current market where valuations have cooled from the heady prices of late 2021 and early 2022, multiples for great franchise businesses are still strong and often exceed middle-market averages for similar-sized companies.

    No matter what your long-term objectives are, it is important to maintain a sale-ready stance as much as possible. This doesn’t just mean keeping your documentation up to date and refreshing an online data room with updated financials and franchise documentation — that’s a given. More important is having the right finance leader in place to be a strategic thought partner both to you as the founder and to your franchisees.

    This makes your Chief Financial Officer one of the most important roles in your business. It’s also a role that, especially for emerging brands, can be one of the weakest in the organization. Bootstrapped companies may not be able to afford top financial management. When private equity later comes calling, immaturity in that role specifically decreases buyers’ willingness to pay because of all the downstream impacts a vacuum in that key position creates in how the business itself is managed.

    Today’s franchise marketplace is extremely competitive for new brands. It is more expensive than ever to launch and create enough visibility to recruit top franchisee candidates. Emerging brands end up stuck in an expensive competition that often leads them to make heavy investments in franchise marketing and recruiting, including high-cost external sales channels. Little may be left over for support infrastructure, including the finance department.

    It is difficult to recruit top finance talent as a small franchisor. Small franchisors may not even have the capacity to collect and meaningfully analyze franchisee P&Ls. Without this visibility, the franchisor can’t properly track or support system health. How will your operations team know what they should be focused on during franchisee coaching conversations? How can your team create and share reports with franchisees demonstrating key metrics and the impact on profitability?

    Related: 4 Key Functions of a Chief Financial Officer

    How a strong CFO can improve your franchise

    Key areas where a strong CFO can improve your business value and exit options include:

    • Strategic thought partner for the entire management team

    • Maintain focus on corporate and unit-level profitability and growth

    • Guide the creation of training materials to help franchisees improve their financial acumen and manage a more profitable business

    • Financial modeling and scenario planning that ensures resources are invested in the highest pay-back initiatives

    • Ensure data reliability and create a cadence for collecting and analyzing business financials

    • Drive supply chain improvements and better vendor pricing

    • Evaluate debt options to fund growth and delay taking on a private equity partner

    • Establish lending programs to support franchisee expansion

    • Team leadership; build financial acumen across the business

    • Support for operations team; track operational KPIs back to financial impact at both the franchisor- and franchisee-level

    • Work with the operations team to establish a common chart of accounts for franchisees and support mechanism for ongoing profitability coaching

    Sometimes emerging franchisors try to “save money” by under-hiring for this key position. Don’t make this mistake! I recognize that for smaller brands, this is an expensive hire. Find the very best talent you can afford, and consider the ultimate payback. One strategy is to hire a fractional CFO and complement that talent with in-house administrative support until the business is large enough to comfortably afford a full-time hire.

    If you are positioning your business for an eventual sale to private equity, the CFO role is ironically most at risk. PE firms typically either have financial resources in-house or outside executives they know and are comfortable with. In the case of a platform, financial planning and reporting functions may already be consolidated. Either way, while the CFO is a key enabling role to help create a sale-ready stance and drive higher enterprise value, ironically, it may be the first position to be replaced or eliminated post-acquisition. You may need to get creative with compensation, such as creating a bonus structure in the event of a successful transaction, in order to recruit the best talent.

    Related: 3 Signs It’s Time to Hire a CFO

    Key attributes in emerging franchise CFO hire

    • Previous senior finance leadership experience — minimum 5 years

    • Strong references, especially as a strategic thought partner for the founder, senior team and franchisees

    • Experience working with private equity, preferably as CFO or VP of Finance for a brand that was sold to private equity or owned by private equity

    • Experience working in a startup environment

    • Franchise or multi-unit experience is a plus

    • Accounting background preferred over finance background

    • Good financial modeling skills

    • Experience at one of the large accounting firms is a plus

    • Ability to build a strong, profit-focused team

    If your franchise system is primarily first-time business owners, make financial acumen at the operating level a priority for your finance lead in partnership with your operations lead. A strong CFO can assist operations to develop tools and coaching that help franchisees understand the major financial levers in their business and key activities that improve profitability.

    Don’t wait until you’re selling the business for prospective buyers to point out all the low-hanging fruit that you could have captured and monetized yourself by helping franchisees improve their businesses. Strong attention to unit-level profitability also signals to franchisees that their profitability is a priority for your management team. This should attract better franchisees in the first place and validate well.

    Related: The CFO Of The Future (No, They Are Not Just The “Finance Guy”)

    Alicia Miller

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  • The Most Respected and Admired Leaders Have These 2 Qualities | Entrepreneur

    The Most Respected and Admired Leaders Have These 2 Qualities | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Being a leader comes with a lot of challenges, but ultimately, one of the most important assets that a leader can have is the ability to be bold and authentic at the same time. Being a bold leader means having the confidence to take action and make tough decisions, while being an authentic leader means staying true to your values and beliefs. In today’s highly competitive business world, leaders who blend these two qualities are the ones most respected and admired.

    As a leader, it can be challenging to navigate the balance between being true to yourself and being effective in your role. Being authentic allows you to connect with your team on a deeper level, but being bold is necessary to make tough decisions and inspire change. The truth is, being bold and being authentic go hand in hand, and embracing both of these qualities can make you a more effective leader.

    Related: The Benefits of Bold Leadership and How Leaders Can Develop a Bold Mindset

    Authenticity requires boldness

    Being authentic in the workplace means being honest about your strengths and weaknesses as well as your values and priorities. However, it also means being willing to communicate these things effectively and stand behind them. This requires boldness, especially if your views differ from those around you, or if you’re in a leadership position where your decisions will affect others. Boldness can help you maintain your integrity and stay true to your values, even when things get tough.

    Being bold requires a leader to take risks, think outside the box and stand out from the crowd. Being bold means being willing to make decisions that others may not agree with, but still believing in your vision and having the courage to push forward. A bold leader does not simply follow the status quo, but rather challenges it and seeks to make a difference.

    Boldness requires authenticity

    On the flip side, being bold requires a certain level of authenticity. Being a bold leader means taking risks and making decisions that may not always be popular. But to be effective, you need to believe in these decisions and be willing to stand behind them. This requires authenticity because you can’t inspire others to take risks and believe in your vision if you don’t believe it yourself.

    Authenticity requires a leader to be genuine, transparent and relatable. An authentic leader does not hide behind a façade or put on a show. Rather, they are transparent about their thoughts, feelings and intentions, giving their team a clear and honest picture of what is happening and why. By being relatable, authentic leaders create trust and a sense of camaraderie with their teams, allowing for a stronger bond and greater productivity.

    The benefits of being bold and authentic

    Boldness and authenticity together create the ultimate leadership style. When you combine authenticity and boldness, you become a leader who is trusted by your team, respected by your peers and effective in your role. Authenticity allows you to build deeper connections with your team and inspire them to follow you. Boldness, on the other hand, allows you to take risks and make decisions that can lead to growth and success. Together, these qualities can help you achieve your goals and create a culture of trust and innovation.

    If you’re not naturally a bold or authentic leader, it can be hard to know where to start. But by focusing on your values, strengths and priorities, you can begin to build a foundation of authenticity. From there, you can start to take small risks and make decisions that align with your values. As you see the benefits of this approach, you can continue to build on it and become bolder as a leader.

    A leader who has found the balance between these two traits is a leader who is able to inspire and motivate their team towards common goals. The boldness to take risks and stand out must be paired with the authenticity to communicate and lead with transparency and honesty.

    Related: How to Create a Thriving Workplace by Leading With Authenticity

    Balancing boldness and authenticity

    Of course, there are times when being too bold or too authentic can get you into trouble. It’s important to strike a balance between these qualities. Being too bold can lead to reckless decision-making, while being too authentic can make it difficult to keep certain things private or maintain a professional demeanor. Being mindful of this balance can help you be effective as a leader while staying true to yourself.

    Being a successful leader requires both boldness and authenticity. The two qualities go hand in hand and can help you build trust, inspire innovation and achieve your goals. By focusing on your values and building a foundation of authenticity, you can become a more effective leader who is willing to take risks and make bold decisions. Remember to strike a balance between these qualities, and you’ll be well on your way to success as a leader.

    When blended, boldness and authenticity create an unbeatable combination. A leader who is bold and authentic is someone who takes risks, stands up for what they believe in and inspires their team to follow their lead. They are not afraid to admit their failures, and yet they remain confident in their direction. This type of leader is also genuine, real and personable, which makes them relatable and approachable to their employees. Leaders who embody these traits are able to build strong teams that are not afraid to take risks, try new things or make mistakes along the way.

    But how can leaders cultivate both boldness and authenticity? One way is to take the time to truly reflect on their values and to make sure that their actions align with those values. It’s also important to create an environment where employees feel comfortable sharing their opinions and ideas so that boldness and creativity can flourish. Additionally, it’s important to practice vulnerability and transparency by sharing stories of successes and failures and emphasizing the importance of learning from mistakes.

    Boldness and authenticity are the keys to successful leadership in today’s business world. These traits help leaders stand out from the crowd and cultivate strong teams that are willing to take risks, try new things and grow together. It’s not always easy to be bold and authentic, but the rewards are immeasurable. By continuing to practice these traits, leaders can create a better future for themselves and for their organizations.

    Related: 4 Must-Have Leadership Qualities

    Leigh Burgess

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  • What CEOs Can Learn from Sports Coaches | Entrepreneur

    What CEOs Can Learn from Sports Coaches | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Regardless of the size or industry of your business, the responsibility of creating success falls on the shoulders of the CEO. Although most CEOs have teams that work as a united front to achieve their company goals, everyone looks to the person in charge to lead the way.

    While there are many strategies you can use to drive success for your team as a CEO, one of the most effective approaches might be to learn from sports coaches. Yes, you heard that right.

    Sports coaches know a thing or two about team building, goal setting and strategic execution that can be applied in the corporate world.

    So, take a page from the age-old book of sports and start implementing some of the following rules and lessons into your business strategy.

    Related: 5 Lessons Entrepreneurs Can Learn from Pro Sports Teams

    1. Never start a game without a game plan

    Whether you’re talking business or sports, effective execution must start with a clearly defined strategy. Key business decisions, both long and short-term, are based on a strategic plan that guides your organization forward. But regardless of how strong your strategic plan is, it can only serve its purpose if all involved parties know and understand the plan.

    As a leader, your responsibility is to properly communicate the strategic plan from the top down to ensure all team members are on the same page. Everyone must understand what the end goal is and which steps they need to take to get closer to achieving it.

    2. A good game plan is flexible

    Like any nail-biting sports game, the market can change quickly and unexpectedly, as we’ve seen time and time again over the past few years. The businesses that survived the global pandemic of 2020 did not do so because of luck.

    Rather, they were able to quickly adapt to the changing circumstances and pivot during a time of crisis, the same way that sports teams must be able to assess the changing circumstances of the game and adjust their strategy as necessary.

    While it’s critical for all team members to know the primary plan, it’s equally important to be prepared to change it up. Plan B and C are just as important as Plan A.

    3. A team is greater as a whole than as individual players

    In every team, each member has a role that contributes to reaching the overall goal, but it’s the team’s ability to work together that drives real impact and creates value. A great team captain will give credit to the other team members when it comes to their success, as a cohesive team is better than a single great player on their own.

    Good business leaders know how to play to the individual strengths of team members and work out the best ways to help them utilize their strong suits to complement each other and perform as an aligned whole.

    4. Winners and losers are determined by score

    In sports, the score is the ultimate measure of success or failure. Similarly, in business, subjective opinions just aren’t enough to accurately gauge performance.

    Smart business decisions are driven by data, not emotions; therefore, it’s essential to collect and utilize data as much as you possibly can. Tracking progress on business goals with OKRs and KPIs (Objectives and Key Results and Key Performance Indicators) helps you know whether your team is on track or not. Regularly measuring progress toward your goals will help you make informed decisions and optimize your strategic execution.

    5. Check the scoreboard frequently

    Because the score determines the ultimate result of a game, the scoreboard is largely broadcasted and continuously relayed to players, coaches and fans so that everyone knows who is winning and by how much.

    In business, it’s equally important to provide visibility of progress to all team members so they can see how they are performing, which targets are on track and which may be falling behind. Lagging indicators help provide insight into why a team member might be behind on a goal, and catching these flags early will give them time to work with their manager to reassess the goal and tasks at hand, and course-correct as needed.

    Several businesses use software tools to create this kind of visibility. Align, for example, provides KPI dashboards that display all your data in one view, including historical data for each target visible to any and all team members.

    Related: 25 Ways to Lead, Inspire and Motivate Your Team to Greatness

    6. All team members must know their role (and each other’s)

    In sports, each player has a specific role and responsibility — the offense looks to score, the defense defends the goal and so on. Furthermore, all players understand how their specific role contributes to reaching the overall team goal.

    Clearly defining roles and responsibilities in a business helps ensure that all team members do their part and are aware of what each other is working on. Every task or priority should be covered by a designated team member, even though other team members might jump in to help. This clear assignment of roles helps eliminate the need to micromanage and lessens the likelihood of miscommunication about who is responsible for what.

    7. Trust your team, and teach them to trust each other

    Whether you are talking about sports, business or life in general, trust is the foundation of strong relationships. In sports, coaches must be able to trust that their teams understand the game plan and will do their best to execute it properly, while players must be able to trust one another as well.

    As a CEO, you must be confident that your managers are well-equipped to lead their teams, and that their teams are able to function as unified fronts. This involves providing your team members with the tools and resources they need to be effective and trusting that they are capable of functioning properly without micromanagement. Trust enables CEOs to foster a culture of collaboration, creativity and open communication, and it also helps build morale that drives strong performance.

    8. Motivation matters

    Imagine a sports game with no fans. No cheerleaders, no cheering, no noise. Seems awkward, doesn’t it?

    Cheering fans show support and appreciation to players, encouraging them and making them feel valued. People are motivated by this kind of peer encouragement and are more likely to perform well when they have a supportive and acknowledging fan base.

    The same goes for business — team members need moral support and recognition for the work they do. As a company leader, recognizing and rewarding your team members for their achievements is a great way to show appreciation and encourage strong performance. Celebrating wins as part of company culture motivates team members to reach higher goals and drives morale.

    9. Communicate constantly

    As mentioned in the first point, a strategic plan has no value unless it is properly communicated to all team members. But communication does not stop after the initial plan is relayed.

    Coaches often coach from the sidelines, giving their players feedback and advice as the game goes on. Players must also be in constant communication with one another on the field. It’s their responsibility to call out for help when they need it and offer help when they are open.

    Most errors in business are caused by miscommunication or a lack of communication altogether. An easy way to improve communication and make a habit out of doing it constantly is to hold frequent, well-structured check-in meetings. Whether it’s a team meeting or a 1:1, having a time on the calendar creates a recurring opportunity to provide feedback and engage in an open dialogue to help ensure team members are in sync and on track.

    Encourage your team members to ask for help when they need it and to help one another when they have the time and capacity to do so.

    Related: 15 Quotes on Success From America’s Top CEOs

    10. Always be improving

    Win or lose, sports coaches close every game with a debrief and a pep talk. They discuss what worked, what didn’t work and what needs improvement for next time.

    Similarly, in business, regular debriefs and retrospectives can help you identify areas for improvement and set new goals for the team. This involves reviewing progress on goals at least once per quarter, addressing lagging performers and adjusting your strategic plan as needed to ensure you hit your targets.

    Continuously striving for improvement and growth is essential for long-term success.

    No team can win without a good coach. As a CEO, you are responsible for setting up your team for success by capitalizing on their strengths, improving their weaknesses and creating alignment and motivation around a common goal.

    Doug Walner

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  • How to Manage Growth in a Remote Startup | Entrepreneur

    How to Manage Growth in a Remote Startup | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Thanks to the Covid-19 pandemic, remote work has become a popular option for businesses looking to scale quickly and efficiently. Startups, in particular, have embraced the flexibility of remote work as a way to reduce overhead costs and tap into a global talent pool. This special advantage has potentially accelerated growth and innovation for hundreds of startups worldwide.

    With teams now spread across different locations, company culture, communication, a sense of community, collaboration and productivity are more critical than ever before. This long-distance relationship requires a different approach to management, which several startups struggle to navigate.

    To survive as a potential growth starter, remote work needs systems and processes that account for the unique challenges of a remote environment and provide a roadmap for achieving growth and success.

    Related: 5 Ways to Enhance Remote Company Culture

    Build a remote-first culture

    Loneliness is the second biggest struggle remote workers face, making it crucial for startups to foster a sense of connection, community and belonging among employees working in isolation.

    Startups need to find ways to bring their team members together, despite the physical distance. Regular virtual events, such as team-building exercises or happy hours, can help remote employees feel more connected to their colleagues and the company.

    Providing opportunities for growth and mental health resources also shows commitment to employee engagement and mental health and can boost performance rates.

    Establish a data-driven growth strategy

    Any strategy uninspired and unguided by data is like a ship without a rudder — adrift and directionless. It’s a dangerous position for startups trying to navigate a sea of ruthless competition.

    Customer data and real-time insights are indispensable to developing fail-proof and agile growth strategies needed to support the flexibility of remote work and ensure every team member is aligned with the company’s short and long-term goals.

    Data can also help startups monitor their key performance indicators (KPIs), identify areas of improvement, such as operational inefficiencies or underperforming products or services, and make necessary adjustments.

    Implement scalable processes and systems

    Startups often experience rapid, time-sensitive growth in multiple departments, and it can be harder to keep track of without seamless communication and collaboration among team members and scalable infrastructure that accommodates rapid changes.

    Effective remedies include automating repetitive tasks, using cloud-based tools (such as Asana, Slack and Zoom), infrastructure development and a willingness to invest in new technologies and systems to increase efficiency, reduce errors, enable remote collaboration and communication, and induce scalable growth.

    Attract and retain top talent

    This can include offering flexible work hours, remote work options and competitive salaries and benefits. Investing in ongoing learning and development opportunities is also crucial for retaining employees in a remote startup.

    With team members working in isolation, it can be challenging to provide opportunities for professional development. However, remote startups can offer online training, mentorship programs and virtual conferences to provide ongoing learning and development opportunities.

    Related: 7 Keys to Scaling a Remote Workforce

    Emphasize strong leadership and communication

    In a remote environment, developing a leadership style that prioritizes transparency, accountability and trust is crucial. With distractions at home and teammates in different time zones, maintaining productivity can be challenging.

    Holding employees accountable when working from home requires even more effort, which is why strong leadership and communication are essential for managing growth in a remote startup.

    To foster a culture of feedback and continuous improvement, startups must emphasize transparent communication, regular check-ins and clear expectations. Using various channels and mediums, such as video conferencing, chat platforms and project management tools, can help facilitate communication and collaboration among team members.

    All things considered

    The benefits of remote work are undeniable, but as more startups embrace this approach, success depends on the ability to develop strategies that accommodate the unique challenges of working remotely and enable them to manage growth from home and across borders.

    With a comprehensive growth strategy that incorporates these processes, leaders of remote startups can build successful and resilient businesses that can compete on a global scale and contribute to a more equitable society.

    Judah Longgrear

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  • Why Spending the Most Really Does Win the Most Customers | Entrepreneur

    Why Spending the Most Really Does Win the Most Customers | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    “Whoever can spend the most, wins.” This is an adage in marketing that happens to be 100% true. If your business is prepared to meet the ever-increasing customer acquisition cost in today’s hyper-competitive digital and traditional media landscape, you are well on your way to dominating the market.

    However, this does not mean that you can simply throw money around willy-nilly and hope to get the results you want. Being willing to spend big to win big is great, but it’s only half of the battle. You also need to be strategic about how you spend your money to win over the competition.

    Related: Why the Best Days of Digital Media Are Ahead of Us — and Other Trends for 2023

    Companies with deep pockets that can spend more to acquire a customer will get more customers. If this sounds like you, keep reading to learn the most effective ways to put “whoever can spend the most, wins” into practice.

    1. Invest in the right digital media channels

    Spending on digital advertising is expected to exceed $600 billion in 2023. Your business needs to be heavily invested in this space if you want to maximize your market share.

    Of course, where you spend your advertising budget is an important consideration. Google Ads provides multiple robust pay-per-click campaign options (e.g., text and display ads). With Google Local Services Ads, businesses in select industries can dominate local search results for professional services. You will likely need to invest in social media ads on one or more platforms, too.

    All of these channels are highly competitive and, therefore, expensive. However, once you determine how customers find your business (i.e., via organic and paid search, social, etc.), you can start spending on digital ads that will maximize your visibility and drive customers to you over the competition.

    2. Don’t ignore traditional media

    Investing in traditional advertising (such as television, billboards, etc.) is still well worth your time and money if it means reaching your target customers on a massive scale. Mass media is a tried-and-true strategy for bombarding the market with your message. Not everyone will convert, but spending the money to make your name inescapable will drive far more customers than a limited investment in traditional channels.

    We see this with legal advertising. The law firms you see all the time on TV, on bus benches, on billboards, etc., are counting on the millions of dollars they spend to drive multi-million-dollar cases.

    It might seem strange to invest in traditional media when digital has taken over the space previously occupied by television and other strategies. However, considering that you are likely thinking of a local law firm’s slogan or phone number, there is no disputing the effectiveness of a major investment in TV and other traditional advertising venues.

    3. Invest in your employees

    Relationships are a cornerstone of marketing. While much of the discussion centers on engaging customers digitally, you should never underestimate the importance of hiring customer-facing employees, training them to be the “face” of your business, and empowering them to bring you new customers.

    Related: 4 Ways to Provide Excellent Customer Service

    This goes beyond fully staffing your office to handle phone calls and emails. Depending on your industry, it might mean hosting community events, wining and dining business prospects, and more.

    Customers are the lifeblood of your business. You don’t want to cheap out when it comes to hiring customer success managers, event planners, and other employees who can take your business to the next level.

    4. Define your brand

    Inconsistency is one of the greatest dangers when making a massive investment in marketing. Although you can distribute your message across seemingly endless advertising channels, your return on investment (not to mention your market dominance) will suffer if the message is unfocused and inconsistent.

    Before making a big splash and getting more customers than your competitors, you need to nail down your brand identity and key messaging. The brands people love have a clear identity and a consistent message. They also know their customers and tailor their marketing and advertising to maximize sales.

    You don’t have to be a multinational corporation to dominate your market. However, you have to understand your unique offering and consistently communicate to customers why they should buy from you over anyone else.

    Related: Define Your Brand Identity in 3 Steps

    5. Follow the money

    As the saying goes, “Fortune favors the bold.” The businesses with the money and the mindset to shoot for the moon and take the biggest piece of the pie are the ones that typically find the greatest success.

    However, your dollars must be tempered with sense. You must carefully identify your target audience by age, demographic, income, buying habits and other key characteristics. In addition, you need to understand what your competitors offer and how you can stand out. Finally, you must drill down on the geographic area you want to target.

    Related: 5 Ways Small Business Owners Can Embrace Rapid Digital Change to Get Closer to Their Customers

    With all these components in place, you can develop an intelligent strategy for maximizing the business you gain from a substantial marketing and advertising spend. Both digital platforms and third-party vendors should provide detailed reporting on how your money is being spent, the results of each campaign, and your return on investment.

    You won’t achieve dramatic growth if you are overly concerned about being cost-effective. However, a strategic approach that relies on data and tracking only ensures that you spend money wisely. This reduces the customer acquisition cost and results in higher profits.

    Sean Allen

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  • 3 Gratitude Practices I Tried That Turned Into Long-Term Habits | Entrepreneur

    3 Gratitude Practices I Tried That Turned Into Long-Term Habits | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    In my 20s, it seemed easy to maintain a positive outlook on life. It was a simpler time with a lot less that could go wrong. As the years passed, I started collecting responsibilities — and bad things happened along with the good. When I started my company, I faced new, unchartered challenges. At one point, my business nearly collapsed. As a result, my outlook shifted to a more negative place. Business problems and other life responsibilities in 2007 took control and made some days outright bad ones. My tone changed from upbeat to downbeat. I started having trouble seeing the good in things. That change in outlook affected my health, inviting more “misfortune.”

    Though it wasn’t a conscious effort, I began to collect strategies to recapture the happy, positive mindset of my twenties. I had previously thought that whether a person thinks the glass is half-full or half-empty was genetically hardwired. At some point, I realized that any hardwiring could be overpowered by events. My parents taught me that a positive attitude was the foundation for a good life. I never thought that maintaining one would take practice or need support, but as it turns out: It does.

    Today, I practice three regular habits to keep my outlook positive.

    Related: Want A Major Business and Life Hack? Learn to Harness the Power of Gratitude. Here’s How to Do It.

    1. “The Greatest Hits” meeting

    As a business leader, most of the company’s challenging issues make their way to your desk. When you see so many problems, you get the feeling that’s all there is — problems. Rationally, you know that is not the case, but in order to instill the proper perspective, we started our “Greatest Hits” meetings.

    Every week at 9 a.m., the key people in our company share their latest and greatest hits for 10 minutes. Prior to the meeting, they fill out our unique Post-It prompting their answers. Each person shares two examples of something they are proud of: either something noteworthy they saw someone else do or something that happened around the company. They then share a personal hit — something from their personal life that they are thankful for.

    With six attendees, each week we hear 18 positive things that went right. In a year, that’s almost 1,000 good things! Without this process, I would not even be aware of most of these 1,000 greatest hits. The huge benefit to me is a weekly reminder that 90% of things are going right, even when it feels like 90% are going wrong. It boosts team morale and confidence, too.

    2. Thankful Thursday

    Another habit I developed is now known as Thankful Thursday. Every Thursday afternoon, I express gratitude to others for what they have done for me over the prior week.

    I use a few prompts for this. I jot down things as they happen on a “Grateful to You” notepad. I keep my post-it note from the Greatest Hits meeting to spark other ideas. I look at the prior week’s calendar to jog my memory on everything I did and who I met with and review my phone pictures. I write it all down on the Grateful notepad, then decide how best to appreciate those people.

    This practice has evolved to the point where I have a gratitude wall in my office with an array of cards I send people. I spend about 20 minutes sending out cards, letters, gifts, emails and entering relevant company items in a Core Value Highlights database.

    This habit accomplishes more than you might think. Of course, it makes me realize all the things I have to be thankful for (usually four to eight each week) and appreciate them more.

    With team members, it reinforces positive behavior, noteworthy actions and standout job performance. I find that people are universally motivated by being appreciated. When you do a good job of that, they are more motivated, repeat the excellent performance and enjoy better morale for feeling properly appreciated. I often see my notes on their office walls. I think doing a good job of appreciating people is a major contributor to the high ratings we receive on Glassdoor from former employees. In my experience, I receive five times the feedback from showing gratitude to team members compared with monetary recognition in the form of raises or profit sharing.

    Non-employees also enjoy being recognized for doing something for the company. Handwritten thank-yous are rare enough now that sometimes I even get thank-yous for the thank-yous!

    Related: How to Practice Gratitude as a Business Skill

    3. The 90/10 Rule

    Think about it: most — let’s say 90% — of the things that you worry may happen never come to pass. It might actually be more like 95%. When I first heard that 30 years ago, I didn’t necessarily believe it. But after 30 years of observing what I stress or think about versus the final outcome, the rule is absolutely true.

    The trick is to retrain your human nature that self-preserves by worrying to try not to worry while life is happening around you. That is probably a whole separate article unto itself — but if you can train yourself to only “worry” or dwell on something when it actually becomes a legitimate problem, you become 90% happier.

    The habits I practice are by no means an all-inclusive list of how leaders can keep gratitude top-of-mind to elevate their companies and stay positive. But they are the three that I put into regular practice. Each has nuances that are beneficial to me and my team (or both).

    No matter how you incorporate gratitude into your business, I encourage you to do so. Start now, get creative, experiment with different techniques and find what resonates most — because everyone benefits from an increase in gratitude and innovative ways to incorporate it.

    Barry Raber

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  • The Developer Shortage Crisis Could Devastate The Tech Workforce. Here’s Why. | Entrepreneur

    The Developer Shortage Crisis Could Devastate The Tech Workforce. Here’s Why. | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    If you work in technology, you’ve likely seen the headlines bemoaning the ongoing developer shortage. Demand for skilled developers has increased steadily over the last few years, but the supply has failed to keep up. The International Data Corporation (IDC) has predicted a global shortfall of four million developers by 2025. If we don’t act now, the global talent shortage could result in approximately $8.5 trillion in unrealized annual revenues by 2030.

    So what can we do about it?

    Recently, I attended the SXSW festival in Austin and led a panel with industry leaders from Salesforce, Morgan Stanley and Estée Lauder to address this question. Throughout the conversation, it became clear that our solutions must go beyond establishing a more robust job fair at the top universities. To tackle the developer shortage, the entire industry must undergo a paradigm shift, prioritizing diversity, education and policy to realize change and secure the future of all tech-enabled businesses. ChatGPT will only take us so far.

    Tap into new pools of talent

    Tech has primarily pulled candidates from the same finite talent pool for decades. The problem is that this pool does not reflect the diversity of the world around us. 62% of all tech workers are white, and 75% are male. Relying on this extremely limited and homogenous source of talent has put the industry in a bind. Companies are unable to fill open positions, yet, there are large groups of people who have been shut out of the industry. What would the developer shortage look like if we enlarged our talent pools to better include women, people of color, global workers, people with disabilities and formerly incarcerated people?

    We cannot continue returning to the same empty pot and expect gold to suddenly appear. We cannot expect to find 4 million new developers by 2025 from the same pool.

    As leaders, we need to consider groups we may have dismissed due to old biases and ask ourselves, “How can we tap into new pools of talent?”

    Related: 4 Reasons Low-Code Tools Will Never Replace Software Developers

    Utilize non-traditional methods

    Fostering a new generation of developers means organizations must implement non-traditional methods to identify and attract talent.

    First, look at your job descriptions — are they accessible to those with unconventional backgrounds? Do away with degree requirements and develop job descriptions that focus less on credentials and more on the skills necessary to succeed in the role. Furthermore, train hiring managers and recruiters to untangle their biases and identify transferable skills in a candidate’s application.

    Skills can be taught, but passion and creativity are much harder to come by. One can typically upskill an employee in weeks or months, but changing someone’s behavior will take years at best. Don’t allow erroneous requirements like a four-year degree to get in the way of hiring someone who could bring a vital perspective to your team.

    We should also consider how we can adapt our workflows to drive inclusion and belonging. For example, the prevalence of remote work has opened up many opportunities for those living with a physical disability. Pre-pandemic, many workplaces wouldn’t consider an applicant if they couldn’t come to the office. Moving forward, we must educate ourselves on other areas of our work that might be unwittingly exclusionary and adapt accordingly so all have the chance to contribute. It takes leadership and teams a lot of learning to properly include everyone.

    Related: How Software Developer Freelancers are Filling the Skill Gap

    Nurture the talent pool

    If we only look for talent when we need them, we will likely default to old biases and hire the first developer that checks all our boxes. The onus is on organizations to actively build and nurture an expanded talent pool through education, training and support.

    Organizations must invest in STEM education outside the traditional and expensive four-year degree. What can we be doing as companies to expand access to tech education and accreditation? At Salesforce, they partner with schools to provide access to computers and coding classes to bring tech to students early in their learning journey. There are also programs like Microsoft’s Accelerate, which provides free courses and resources to underserved communities to equip them with the necessary skills to participate in the tech sector.

    Still, education alone is not enough. My company recently partnered with a non-profit and a higher education institution in Brazil to help underserved communities access tech jobs. Although these students had completed their computer science degree — while holding a full-time job in another area —many still didn’t feel confident applying for a job in tech or even creating a Linkedin profile. We quickly realized it was essential to build a bridge from the hard skills learned in class to the soft skills they need to get a job, including networking, interviewing and seeking out opportunities. Gaining the credential is one thing, but if a person doesn’t know how to use it in the job market, they won’t get far.

    During the question portion of the panel, a student and young entrepreneur asked how companies can incentivize and publicize developer boot camps for young people. He suggested focusing on community-centered approaches — going into underserved communities and providing educational resources. We shouldn’t expect people to come to us, we have to make the effort to reach out to them.

    It’s on us to create holistic solutions along every step of the pipeline, providing the necessary structure, support, and emotional safety for marginalized groups to confidently apply for tech jobs.

    Related: Why Low-Code Platforms Are the Developer Shortage Solution People Aren’t Talking About

    Act as an ecosystem

    There’s a visibility gap, not a talent gap in the developer industry. Finding non-traditional and creative approaches to identify and evaluate talent is how we can help our companies see the talent they may think is lacking.

    We must find solutions that help foster and develop talent from its earliest stages and connect more into initiatives with nonprofit organizations working with underserved communities to create solutions that work for them and with them.

    Most importantly, we will all fail if we compete to develop talent. The challenge at hand requires us to scale and to scale properly. We must work together to build an ecosystem with partners across industries — even those we may consider competitors.

    Leonardo Mattiazzi

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  • How to Hire People for Technical Skills | Entrepreneur

    How to Hire People for Technical Skills | Entrepreneur

    Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

    As a business owner, you likely have a grasp on how to hire people. You hire from within, tap your professional network, and leverage popular online job sites like ZipRecruiter. But when it comes to hiring people with technical skills—specifically, skills that are outside of your own—you may begin to feel out of your depth.

    Technical skills refer to abilities and knowledge required to perform specialized tasks within a profession or industry. Some examples include computer programming, data analysis, mechanical engineering, digital marketing, web development, networking, graphic design, and project management.

    How to hire people with technical skills and recognizing those skills during the hiring process can be challenging. With a structured approach and a clear understanding of the skills required, employers can increase their chances of finding the right candidate for the job.

    Define the role and the technical skills required.

    The first step in the hiring process is to define the role. This includes the technical skills required for the job and the soft skills that are important for success in your organization. Be sure to have a detailed job description and the qualifications for the position.

    Posting on job sites.

    Consider using job boards and recruitment platforms to reach a large pool of candidates with the right technical skills. ZipRecruiter is a popular platform that can help you reach many candidates with specific technical skills. ZipRecruiter matches your listing with qualified candidates using powerful AI matching technology.

    You can also use ZipRecruiter’s screening tools to help filter candidates based on their qualifications and experience.

    Screen for the right qualifications.

    As you screen candidates, look for technical qualifications and background experience that would fit your team well or address an existing gap in your organization’s competencies.

    Conduct technical interviews.

    During the interview process, ask technical questions that are designed to evaluate the candidate’s qualifications. The questions should be relevant to the job and the technology used in the company. You can also give them a small test or project to evaluate their technical abilities.

    Use technical assessments.

    Technical assessments can help you evaluate a candidate’s technical abilities and determine if they have the necessary skills for the job. You can do this onsite or give them a few days to complete the task.

    Many online technical assessment tools can help you test a candidate’s skills in programming, web development, database management and more. It depends on your desired area of expertise.

    Check their references and work.

    Check references from previous employers, colleagues, or supervisors to understand the candidate’s work style and qualifications. You can also ask for samples of their previous work or projects to evaluate their technical abilities.

    Offer competitive compensation and benefits.

    Offering competitive compensation and benefits is essential to attract top technical talent. Additionally, it’s also important to supply opportunities for growth and advancement, as many highly skilled technical professionals are motivated by the chance to work on exciting and challenging projects.

    Don’t forget that you have resources at the ready when you’re ready to hire. As the #1 job site in the U.S.1, ZipRecruiter makes job searching easy. It uses powerful AI matching technology to help you find the right fit, and you can also read reviews and ratings from current and former employees to learn about a company’s culture before applying.

    1 Based on G2 satisfaction ratings as of January 1, 2022

    Entrepreneur Deals

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  • I Made My Company Boss-Free. Here Are 3 Lessons I Learned. | Entrepreneur

    I Made My Company Boss-Free. Here Are 3 Lessons I Learned. | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Bosses are taking a lot of heat these days. How bad? A 2022 GoodHire survey paints a pretty bleak picture: Eighty-two percent of respondents said they’d resign because of a lousy boss. The same percentage claimed they could do their job without any supervision at all.

    Maybe it’s time we let them.

    If the idea of a boss-free business sounds preposterous, you probably haven’t been introduced to teal leadership principles as identified in Reinventing Organizations by former McKinsey & Co. player, Frederic Laloux. The teal framework is based on three pillars — evolutionary purpose, wholeness and self-management — and teal businesses follow what’s called servant (or conscious) leadership, a decentralized style that’s not based on hierarchy, status or formal power. Instead, self-direction built on fluidity, trust and experience drives a teal company forward.

    Morning Star is a prime example of a teal organization that’s made significant in-roads (as well as headlines). Morning Star, a global powerhouse among tomato processors, is entirely driven by self-management. Workers don’t report to higher-ups at Morning Star — they report to each other, and the result is significant profitability.

    When my own company implemented this style, we quickly learned that teal organizations look vastly different from their top-down counterparts. Instead of “listen and obey” leadership, employees feel empowered to participate in decision-making. Since there are no silos, transparency and innovation become the norms. As a result, people feel psychologically safe and accountable. We noticed our employees sharing more ideas and taking more risks, which naturally positions the organization to evolve.

    For many of us, myself included, the shift to teal away from other colors can feel awkward and even counterintuitive at first. Most are familiar with companies that value pyramid-structure hierarchies and processes. Nevertheless, we were able to flip the script with teal leadership, and you can too.

    Here are just a few of the lessons I learned along the way:

    Related: Psychological Safety in the Workplace Is More Than Being Nice

    1. Prepare yourself to lead in a different capacity

    Because the move to teal is often a radical shift, you’ll need to prepare yourself. The teal model works, as evidenced by the success of our own company and others, such as Patagonia. However, teal can’t be successful if you’re not 100% behind it.

    I admit that getting rid of direct-report meetings and changing the traditional hierarchy felt uncomfortable initially. In time, however, I lost my feelings of uneasiness. As employees opened up and pushed their performance, I saw a surge in organizational learning, creativity and productivity. Give yourself the time and grace to do likewise, and see for yourself.

    Therefore, spend some time educating yourself on what teal organizations look and feel like. Afterward, you can prepare yourself to lead in a different capacity. For me, preparation looked like asking myself important questions: What can I let go of? What don’t I want to let go, and why not? Then I examined my answers and discussed my concerns with others.

    Becoming more aware of the perception I create within others was also a critical step. My German directness, for example, can sometimes be perceived as stern or demanding, which isn’t always constructive when trying to shift away from old leadership structures. Being aware of how others might respond to my tone or actions has helped me embrace and adjust to teal leadership and build some new skills in the process.

    2. Seek out resources, coaches and mentors

    Coaches and mentors who’ve “been there and done that” were incredibly valuable on my journey to become a teal leader. Remember: We’re not superhuman. Personally, I’ve found it’s always easier to reflect on the self with the help of others. Trying to leave my own biases behind and reflect on myself honestly is so much harder when I’m alone. If teal isn’t something you’ve been taught or have lived before, finding others to bolster your learning is a game-changer.

    Moreover, seeking out resources from people who’ve been in similar leadership or transitional situations can provide much-needed assurance and validation. Hearing someone you respect was also apprehensive when they switched to teal leadership gives you permission to feel uncomfortable as well. It also helps adjust your expectations and coping strategies to best support yourself and others.

    The more you understand the teal “lay of the land,” the more you can help others around you understand it, too. Most employees would enjoy more autonomy, less bureaucracy and a more human-centered working experience. Gallup research from last year shows that 58% want to be able to leverage their unique talents. Teal can give your team members those key opportunities to stretch their skills.

    Related: 5 Famous Business Leaders on the Power of Mentorship

    3. Don’t be afraid to change up internal assessment tools

    You probably have an established way of assessing current employees at your organization. So, what happens when you become teal and no longer have manager check-ins or direct reports? Well, the assessments you relied upon would no longer be necessary. The true game-changer is when you find out that traditional performance evaluations lead to the opposite of valuable feedback — and honest peer feedback without a penalty attached makes it much easier to be honest and help each other grow.

    Accordingly, you’ll have to replace these assessments with any number of diverse alternatives that thrive within teal structures. For instance, because teal companies are self-directed, feedback between peers is a crucial part of the process. Constant feedback helps provide a better sense of whether teammates are working well together and following up on promised commitments. Tracking time spent on projects can also help keep everyone aware of what’s happening and how responsibilities are being handled.

    Changing your company to a non-traditional structure won’t happen simply or quickly — but it can be done. To become a transformative leader of a transformative organization, you must think beyond the boss ethos. With teal, you might just find the agility you’ve been missing to propel you and yours to the next level. And even if you don’t want to go completely teal in the end, these three steps will undoubtedly help you and your organization.

    Related: 5 Reasons Companies Thrive When Everyone Gets to Lead

    Timm Urschinger

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  • Why You Should Be Hiring When Everyone Else Is Firing | Entrepreneur

    Why You Should Be Hiring When Everyone Else Is Firing | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Now, I know this might sound like a crazy idea. After all, why would anyone want to hire when the entire world is downsizing and laying off employees left and right? But hear me out.

    The truth is, layoffs are happening because these large companies have become bloated and inefficient.

    They have so many employees that they can’t even keep track of who’s doing what. And when times get tough, they start slashing jobs left and right without any regard for the talent that they’re losing.

    Related: A Downturn Can Actually Be a Good Time to Cultivate Talent. Here’s Why.

    Why is everyone firing?

    The economic impact of the multiple crises we’ve experienced over the past few years alone has led to companies experiencing a decline in revenue and profits, causing them to restructure their businesses to survive. This restructuring often results in layoffs and downsizing to cut costs and stay afloat.

    Some companies also had to shift to remote work arrangements, and the need to implement safety protocols has also contributed to the layoffs. Companies that were unable to adapt to the new normal had to make tough decisions, including downsizing and restructuring, to remain competitive.

    With the rise of automation and artificial intelligence, companies are looking to streamline their operations, which means reducing the number of employees. As a result, employees who have skills that can be easily automated are often the first to be let go.

    Some companies are also undergoing mergers and acquisitions, which can lead to redundancies and layoffs. When two companies merge, there is often an overlap in roles and responsibilities, which can result in the elimination of positions.

    But as an entrepreneur, you have the opportunity to do things differently. By building your business efficiently, you can pick up talent at a fraction of the cost and build your dream team in a way that these large companies could only dream of.

    What are the benefits of hiring during an economic downturn?

    First and foremost, hiring while others are firing allows you to access top talent that may not have been available in a more competitive job market.

    Many highly skilled workers who have been laid off may be looking for new opportunities and may be more willing to work for a smaller, growing company that can offer them more flexibility and growth potential.

    In addition, hiring during a period of widespread layoffs can give your business a competitive advantage. As larger companies downsize their operations and scale back on services, smaller businesses that are still growing can step in to fill the gaps in the market. This can help your business gain market share and increase your customer base.

    Another benefit of hiring during a period of layoffs is that you may be able to negotiate better terms with potential employees.

    To clarify, when discussing negotiating better terms with potential employees, it is not necessarily about undervaluing their talent. Rather, it is simply acknowledging the reality of the current economy and job market.

    With more people looking for work, you may be able to offer lower salaries or fewer benefits and still attract top talent. This can help you keep your labor costs under control and invest more in other areas of your business.

    Related: Companies Need To Be Better at Hiring, Not Firing. 7 Tips To Pick And Retain The Best Talent During Uncertain Economic Times.

    Building your dream team on a budget

    When hiring during tough times, it’s also still very important to be strategic.

    Instead of simply filling gaps in your existing staff, take the time to think about what positions you need to add to take your business to the next level. This is the perfect opportunity to build out your dream team, with a focus on hiring people who can help you grow and thrive.

    While it’s true that hiring during tough times can be an opportunity to pick up top talent at a fraction of the cost, it’s still important to be mindful of your budget. If it goes down to it, you can consider hiring on a commission-only basis or offering equity in your company as a way to attract top talent while keeping costs low.

    Building a great team is one of the most important things you can do for your business. And since this great team is built during hard times when work dedication is slowly fading, they will help you achieve your goals in ways you couldn’t have done alone.

    And when the economy bounces back, you’ll be in a position to reap the rewards of having a highly skilled and motivated team in place.

    Related: How to Be An Accountable Leader During an Age of Layoffs

    While it may seem counterintuitive to hire when everyone else is firing, doing so can be a smart move for entrepreneurs who want to make duplicates of themselves in the company.

    With the right strategy, you can pick up top talent at a fraction of the cost and build your business in a more efficient and effective way.

    So, don’t let the current economic climate scare you away from hiring — use it as an opportunity to build your dream team and take your business to new heights!

    Roy Dekel

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