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From to optimizing websites, retailers are a Google search away from getting the answers to all their seasonal sales.
Service-based businesses, like law firms, landscapers, and plumbers, provide offerings to their clients year-round.
As the owner of a service-based business, I can tell you it is still possible for non-retailers to take part in the holidays.
Here are a few areas where your business can shine and help create a seasonal, exceptional customer experience: 1.
Create a holiday discount This is the perfect time of year to offer a discount on your services.
Distribute news about the discount through your social media accounts, e-newsletters, website, and any print mailers or in-store signage.
Encourage existing customers to spread the news and get other interested customers to sign up for your e-newsletter.
This is a win-win for both email marketing and engaging with customers for future updates with your business.
Offer a creative storefront experience So, you might not be selling a traditional physical product.
However, your business still has a brick-and-mortar location, and clients walk in and out of this space when they schedule appointments with you throughout the year.
Hold a holiday-themed open house event with music and snacks, and also provide information about who you are.
Keep employees informed about your plans and encourage them to mingle with visitors and answer any questions.
This can include anything from gift wrapping services to providing a complimentary 15-minute consultation.
Your foot traffic is much more likely to increase if you physically advertise holiday participation.
Give back Does your business support a specific charity?
Donate a portion of proceeds to a charity and give back to a cause you believe in.
You may also consider giving back physically, too.
Meet with your team to discuss opportunities where you can help out in the community.
Your team may decide to volunteer at a soup kitchen, spend some time at retirement homes, or sponsor families for Christmas gifts.
Boost employee morale Employees, from interns to managers, are a behind successful holiday shopping seasons.
They also work incredibly hard throughout the rest of the year, too.
Not sure casino affiliates programs to start?
Write out personalized thank you cards and let clients and partners know how thankful you are to have worked with them throughout the year.
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Author Posted on Categories,By Ryan Ayers In the past, companies could mostly stay neutral on topics like politics, social and environmental issues, and other cultural concerns.
Those days are over.
Today, consumers expect companies to contribute to the good of society and take a stand against injustice.
In an era where brands have to be politically correct and activist in order to appeal to a millennial and Gen-Z population, companies have to get on board with social responsibility.
For some time, the topic of corporate social responsibility CSR has made the rounds through business circles.
Well, authentic and successful CSR initiatives can actually lead to improved profits and increased customer goodwill.
Moving beyond feel-good initiatives Any company can say that they want to do the right thing.
Companies need to really consider their organizational values and make concerted and consistent efforts to support those values.
For example, any company can create a cute marketing campaign about going green, but the companies that really value environmental stewardship take it much further and overhaul their everyday operations to become more environmentally friendly.
You need to understand the issues on a deeper level, gather research and click here for your customers, and create your plan with the complexity of the issue in mind.
You can further build credibility by partnering with experts who can provide more knowledge and help you truly make a difference.
Not only does CSR matter for consumers, who are more likely to buy from socially-responsible companies, but it can make a difference with investors, stockholders, and stock prices.
For this reason, you should set up a social responsibility plan carefully, understanding that the way you approach your programs could make a big difference in whether or not your company grows and in the talent you attract.
To get started on your CSR plan, your first step is to identify a cause that aligns with your brand.
visit web page, this is simple, while for other businesses it can be challenging to find the movement that will resonate with your organizational values and your customers.
Think about the intent of your organization and the values that it was founded upon.
Does your organization care deeply about the environment and sustainability?
Does your organization care about education access?
Perhaps your organization cares about hygiene and health.
A simple initiative, like planting trees for every item sold or ten, as in the case of outdoor apparel retailer or donating products to people in need is easy for customers to read article />CSR should not be profit focused The most successful CSR programs ultimately come from a place of integrity and goodwill.
Although CSR is now all but mandatory for business success, it should never be done just to prove how much your company has done or to increase profits.
Measure your impact to learn, not to brag.
Perhaps the following year you develop a larger and more far-reaching plan.
RELATED: About the Author Post by: Ryan Ayers Ryan Ayers is a researcher and consultant within multiple industries including information technology, blockchain, and business development.
Connect with me on.
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Author Posted on Categories, By Tim Stein I am always surprised at the growing rate in which alcohol is showing up in the workplace.
In fact, more than struggle with addiction.
I used to be one of them.
After suffering several sports-related injuries, I developed a severe opiate addiction that changed the course of my life.
Sure, a large majority of your workforce might welcome the 5 p.
But you need to be taking into account all employees�one in 12 is a significant statistic.
A round of shots!
These seemingly innocent actions could have negative consequences for anyone at your workplace who might be struggling.
What you see as a reward, others might see as a trigger.
Show prospective new hires that your company is more than drinking�instead, you prioritize a healthy work environment.
What employees do on their own time is their prerogative, but you run into trouble when drinking becomes part of activities that are required of employees.
Keep alcohol out of meetings and other workplace operations.
Avoid pairing happy hours with huge company announcements, for example.
This gives employees an easy way to opt out of events where alcohol will be present.
We live in a society of workaholics, so you need to encourage employees to use their vacation time� some companies are even mandating recurring scheduled vacation.
Establish reasonable working hours, give your employees flexibility to work from home, and encourage healthy breaks.
Create an open-door policy where employees understand they will not be judged if they are struggling.
Many employees assume termination will be the first course of action if they open up about their struggle with addiction.
Remember there are laws that protect people with addiction disorders from workplace discrimination.
Make it clear that their health and well-being come first and guide them toward help.
This may come in the form of an employee assistance program or perhaps by connecting them with a local support group.
Training will help your leaders understand how to approach someone they suspect might have a problem with alcohol.
RELATED: About the Author Post by: Tim Stein Tim Stein is the VP of Human Capital at American Addiction Centers.
In his role, he manages several departments including Human Resources, Training and Development, and Talent Acquisition.
He is celebrating seven years in recovery.
If you or someone you know is struggling with alcohol addiction, visit Company: American Addiction Centers The post appeared first on The post appeared first on.
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Author Posted on Categories, By John Griffin Did you know that the United States does not have a statutory minimum annual leave requirement?
Unlike many European countries that mandate companies offer their employees 20 to even 30 days of paid vacation each year, the U.
In fact, one study showed that unlimited vacation days resulted in employees than those with specific allotments.
What does skipping vacation do to an employee?
It turns out its adverse effects reach beyond burnout and job dissatisfaction.
A growing body of research has shown that working endless hours can undermine employee productivity and make a worker less likely to receive a raise or promotion.
Taking advantage of paid time off, on the other hand, not only lowers stress levels and casinia casino better mental health, but it can reduce physical detriment to the body and even lower the risk of.
As the CEO of a leading software development company who has instituted a mandatory paid time off policy, I say no.
And business owners can certainly do more to help their employees see the greater value for them and the company in taking more than the occasional vacation.
Even a lack of extra funds to blue chip casino hartford michigan a short break all play a role in keeping employees at their desks with paid time off neatly tucked away in a drawer for another time.
How our company made a change So how did I find a way to get employees to embrace a mandatory PTO policy?
It all started one evening over drinks with an old friend.
We got to talking about company culture and the friend mentioned how the company he worked for gave half of the employees every other Friday off during the summer months.
This regular three-day weekend sounded like a good start, but when I put my head together with our CTO, we decided to try something even more radical.
In addition to about 10 national holidays, 25 paid vacation days, and as many sick days as were needed, we settled upon giving our entire team every other Friday off for the entire year.
Half the team would get a three-day weekend one week and then switch off with the other half of the team the next week.
It was a risky move because we truly had no data to support our decision.
What if output slowed down?
We felt deep down like it was a move in the right direction for our company and our team, but only time would tell.
On the work front, productivity has increased, burnout is lower, turnover has gone down, and employees take less sick days.
We inform jamel comedy club le casino de paris our clients of the FriYays policy when we take on new projects, and many of them have even reported seeing the positive effects this type of mandatory paid time off has on output.
On the employee front, our team members report feeling more balanced, motivated, and focused.
It has also been very helpful with recruiting and marketing our company.
When we surveyed our team to find out how the FriYays policy had impacted their lives directly, some of their answers surprised us.
The FriYays policy also offered people more time with their families, which is especially significant for our employees with children.
Perhaps most uniquely, FriYays enabled some of our lead developers and our CTO to carve out time to work on open-source software projects they were passionate about, which in turn, has become a jamel comedy club le casino de paris focus for our company.
Not only did this allow them to keep their skills sharp, practice in new technical areas, and give back to the open-source development community, but some of the tools they built have positively impacted our business.
Unintended benefits Our mandatory PTO policy has positioned us in a new light, elevating our company in some respects above comparable software development competitors in the market.
We have had employees join our team who told us that having a paid three-day weekend every other week absolutely clinched the deal for them when they were job hunting.
Establish company policies that prioritize time off and push employees to take care of themselves.
RELATED: About the Author Post by: John Griffin John Griffin is a former Wall Street trader turned tech entrepreneur who has a passion for assembling great tech teams that build business-changing software.
He co-foundeda leading software development and design company in San Francisco 9 years ago, and in that time, the company has grown to 65+ engineers with two international offices.
When John is not working, you can find him on the squash court, binge-watching Netflix shows with his wife, behind his new grill, hanging with friends and family in San Francisco, and writing for the Forbes Agency Council.
Company: Spiral Scout Website: Connect with me on, and.
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Author Posted on Categories,In business, there are always choices.
Should we do this or should we do that?
If we do this, what impact will it have on our bottom line, employees, or customers?
If we choose a different approach, jackpot party casino facebook effect will it have on our reputation, branding, or goodwill?
If we disrupt the market, will it end up in the long run being positive or negative for our business?
The decisions we make may at times seem obvious and easy, but carefully thinking through our options is a necessity for growth and survival.
Consider the following five choices that can change a business: 1.
Focus on competitors or customers?
Certainly, every business needs to know its competition.
What is their pricing, marketing, distribution, products or services, after-sales assistance, quality, refund policy, etc.
Meeting the competition head-to-head, however, is generally not the key to success.
On the other hand, if a business does not have customers, it really does not have a viable business.
So, perhaps, the focus should be on customers.
Give them what they want in the way of pricing, delivery, customer service, quality, etc.
More satisfied customers will mean more business.
All of a sudden, it becomes the competition trying to figure out how to beat you and your business rather than you trying to figure out how to beat the competition.
Be a follower or leader?
As jamel comedy club le casino de paris business owner, do you prefer check this out be a follower or leader in your business segment?
Whether your business is retail, wholesale, manufacturing, service, technology, or professional, you have a choice: follow what other businesses are doing or be a leader on the forefront of new ideas, new product or service offerings, a different approach to customer service, or a unique value proposition.
Being a follower might be a more conservative route to go, but will it provide the key elements necessary for you to achieve your goals and objectives?
Taking the leader approach can certainly involve more risks, but the rewards can also be much greater.
Impede jamel comedy club le casino de paris facilitate employee morale?
There is no question that employees are the most valuable asset of any business.
jeu de casino francais gratuit motivated and dedicated employees, a business is destined to remain mediocre.
When owners and managers do not place a high importance on employees, morale is impeded and growth is stymied.
When management understands the important link between employees, customers, and growth, it will facilitate employee morale with good communication, open-door policies, opportunities for growth and advancement, and individual respect.
Facilitating employee morale is not accomplished by accident, but through focused and deliberate actions.
Nonexistent or existent company culture?
A company culture is hard to precisely define.
It is about their beliefs, and can even be how employees dress, hours worked, and office configurations.
When there is no real, cohesive culture within a business, employees do their job and little else.
When the workday is over, everyone goes their separate ways.
Conversely, a culture can contribute to the success of a business.
A culture that embraces the vision of business affects in a positive way how employees work and act.
Although every business will have its own culture, a positive culture is essential for success.
When employees feel valued with a sense of belonging and loyalty to a business, company value increases.
Deny or empower employees?
When there is no opportunity for growth, employees feel stymied in their current positions, which creates a lackluster business environment.
Denying employees the opportunity to do things on their own, to implement new ideas, or to try and fail, creates a monotonous situation that destroys any ingenuity that might exist in the workforce.
Empowering employees, however, creates excitement, turns ideas into reality, generates efficiencies, and inspires everyone to reach for higher plateaus.
When employees have the power to do something, try something new, or make decisions on their own that are in line with company goals, they become more committed and confident in their work.
Empowering employees is a key element in creating a long-term, profitable, sustainable business.
Which is more important?
Every action in a business has some type of consequence.
When making a decision, consider wisely what will produce the https://pink-stuf.com/casino/pala-casino-rates.html results, not only for the short term, but for the long term, as well.
It can often take just as much effort to produce a negative result as it does to produce a positive result.
Direct your energies, therefore, into those areas that have the potential to produce the most positive business results.
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Author Posted on Categories, This wide-ranging interview breaks down how to build a company culture and why it is so important to stick with your passions.
Dimon is one of 181 CEOs that signed a in August 2019.
The new statement pledges to rescue the American Dream with the CEOs committing to lead their companies for the benefit of all stakeholders.
Who is considered a stakeholder?
Under the new Statement, stakeholders now will also include customers, employees, suppliers, and communities; shareholders will no longer be the primary focus.
Under the new Statement, corporations will continue to lead for the benefit of shareholders, but shareholders will no longer be the primary focus; stakeholders will also now include customers, employers, suppliers, and communities.
Companies will be investing in their employees and communities, allowing them to create a new standard for corporate responsibility, and ultimately becoming more successful over time.
While this messaging seems to demonstrate that corporations are moving in a direction casino ashtrays ebay they are able to build long-term value, we also know Rome was not built in a day.
Committing to all stakeholders is a major change.
Pivoting towards that please click for source will likely be done in gradual doses, and companies will need to stay committed to the new purpose.
What happens if you are not one of the 181 companies that signed off on the statement, but are inspired to redefine your purpose?
What can your business do to make a change as soon as today?
Consider forming a Certified B Corporation As a Certified B Corporation, your business is not trying to be the best in the world; rather, it wants to be the best for the world.
The best way to reach that goal is toan entity committed to using business as a force for good.
When a business commits to upholding a specific social or environmental purpose, it is subsequently held to a higher standard than general LLCs or sole proprietorships that do not.
This is where B Corp certification comes into play.
In order to be recognized as a Certified B Corp, a business must meet the performance and legal requirements set by the nonprofit organization B Lab.
Also known as the BIA, that helps businesses measure and manage their social and environmental impact.
Questions in the BIA allow test takers to assess what they can do to build a business that is better for its workers, community, and the environment.
Businesses that genuinely want to become a Certified B Corp must receive a full impact report, which takes about two to three hours to complete, and receive a minimum passing grade of 80 out of a possible 200 points.
What happens if you receive a passing score?
You will then be scheduled in for virtual assessment review with a member of the B Lab staff.
During this time, you may need to provide further documentation that demonstrates how your business will commit to its specific purpose.
You may need to adopt a benefit corporation status and update articles of incorporation before you can become a Certified B Corporation.
If your business has board members or a legal counsel, they must also be notified as to whether there are any implications in making the shift.
Board approval is necessary when becoming a Certified B Corp.
Their corporation is purpose-driven and conducts business as it matters for people and places.
As such, the casino night cover must not harm anyone and should benefit one and all.
Review�or revamp�your mission statement The purpose and values of an organization may be found in its mission statement.
This statement should clearly articulate what your business does for its customers, employees, and owners.
It may even go further by saying what you do for the community and, ultimately, the world.
This allows you to see if the message still resonates with audiences and make revisions source necessary if it does not.
Mission statements often tell a story with the help of characters in the form of customers and employees.
While you may be inspired by the mission statements of major corporations, do not model your mission off of an existing statement.
Your mission statement should be entirely unique to your business and its offerings.
Mission statements are often short and succinct, so every word counts.
The best way to convey your purpose is to use meaningful words.
These words may be exciting and inspire your audience to take action.
Unlike vision statements, which look toward the future, mission statements only addresss what will happen today.
They cannot promise their stakeholders the moon if they know they cannot deliver on that learn more here />Instead, they must be able to commit to what can be delivered in right now.
Encourage feedback from your team Employees are also stakeholders, and one of the greatest assets your company has.
Connect with them when redefining the purpose of your business.
Encourage them tofinding out where you can invest in their needs and implementing their useful feedback wherever you can.
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Author Posted on Categories,,, Many small business owners are guilty of micromanaging.
But micromanaging can hurt you, your employees, and your business.
The dangers of micromanaging your employees Micromanaging might not seem that bad to you.
If you know the best way to do something, why not have everyone else do it the same way?
Unfortunately, micromanaging can have serious downsides for you and your business.
Trying to oversee every task in your business yourself will leave you burned out and less effective.
Being able to have control over their own work is a huge factor in employee satisfaction.
Dissatisfied employees are likely to start searching for new jobs that offer more autonomy.
You might be a micromanager if.
It could always be better if you did it, that is.
Write down every single thing you do all day, every day, for one week.
Was most of your time spent on tasks that only you can do?
Do a 360-degree performance review of yourself.
Ask your team to provide honest feedback on your management style.
One of my business partners got a rude awakening years ago when an employee finally blurted out that she was sick of being micromanaged.
My partner finally understood that not everyone would do the job the way she did�and that was okay.
Start small and gradually build up to trusting your employees with more important work.
They may think of a better way to tackle a problem than you would have.
Yes, giving up your micromanaging ways takes hard work.
But ultimately, letting go will pay off in big ways�more time to focus on important work, more satisfied employees, and a more successful business.
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Author Posted on Categories, By Denis Kryukov Although the world of large corporations may be different from the world of small business, there are still many lessons smaller companies can learn from organizations like Apple and Google.
One of these valuable insights concerns remote teams and how to organize and manage them.
Apple: Reinforcing excellence Apple took an important part of its customer service model�customer support teams�and made it 100% remote.
And despite their remote locations, Advisors are incredibly effective.
New Advisors complete a challenging training period that lasts up to nine weeks.
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Some Advisors have complained about the lack of in-team communication.
Apple could be missing out on some jamel comedy club le casino de paris opportunities which could ultimately make the Advisors team more engaged and improve employee retention.
The company also is famous for conducting thorough research to boost company performance.
How did they manage it?
Get to know each other as people.
When starting a meeting with employees who are not in the office, instead of immediately jumping into work, take time to establish a rapport.
If remote workers work in a different time zone, ask them when would be a good time for them to schedule meetings.
Provide opportunities to connect: If your budget allows, bring your workers together for real-life meetings and events.
This may be too costly for smaller companies, so traveling can be substituted with online meetings.
At my company, we send our members gifts on a regular basis.
Help remote workers connect.
High salaries and interesting projects may be used to attract talent, but a strong company culture helps retain people.
In a time of crisis, company values�not salaries�will help keep people from quitting and pull the team through.
RELATED: About the Author Post by: Denis Kryukov Denis Kryukov is an author at Soshace, an online hiring platform that connects IT professionals and companies.
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Author Posted on Categories,,Toxic employees are like any other dangerous substance; in the context of a business, they can poison a workplace.
What may have once been a congenial group of employees can seemingly turn into a renegade band in which no one has any loyalty to the company or even cares what happens in the future as long as salaries are paid.
Business owners and managers need to stay aware and be vigilant of employee attitudes and needs.
This comes from having open and honest communication.
When interaction breaks down between different levels of employees owners and managers, managers and subordinatesthe stage is set for any toxic jamel comedy club le casino de paris to become focal points for the other employees.
It is precisely for this reason management must properly and promptly handle toxic employees so the overall employee attitude and company efficiency is not negatively impacted.
Consider the following ways to handle difficult, toxic employees: Be patient and maintain composure Toxic employees are like kegs of gunpowder ready to explode at any second.
They look for any opportunity to express their frustrations, try to intimidate, or be aggressive with the people around them.
Push the wrong button, and havoc reigns supreme.
Rather than being provoked into arguments that probably can never be won, it is important that you are patient and maintain your composure when you deal with an upset employee.
Rather than challenging and inflaming an already tense situation, a calming approach rather than casino cruise in jacksonville fl defiant approach will allow the employee to regain a sense of stability and rational thinking.
The idea is to reduce tensions not elevate tensions.
Be direct Strong and clear communication is a necessity.
When employees do not have clear expectations, they are more inclined to test the limits of management to see exactly what will and will not be tolerated.
Strong, direct communication and successful leadership are interrelated.
In other words, be proactive in actions rather than reactive with actions.
This is a time to depersonalize the situation and think like the employee�symbolically putting yourself in their shoes.
Rather than pitting yourself against the employee, think emphatically about what you can do to help turn them into a positive, energetic worker.
Remove the spotlight Toxic employees love to be in the spotlight.
When the glare of the spotlight is removed, many times issues will subside or completely disappear.
As a manager, you need to remember your time is valuable and cannot be consumed with attention-seeking employees.
It is far better to work with employees who have positive attitudes and can help the business achieve its goals.
The spotlight should always be on the business and not on the unhappy employee.
Be consistent All employees should be handled in the same manner.
Boxing gloves cannot be used on some while kid gloves are used on others.
Rewards and praise need to be given for superior performance, and negative consequences for poor performance and bad attitudes.
Good employees resent unequal treatment while toxic employees relish inconsistent behavior by management.
Toxic employees cannot be allowed to disease an energetic workforce.
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