Pros and Cons of Buying New vs Refurbished Office Equipment

As an entrepreneur, you’re constantly juggling priorities. There are always a million things to do, and it can be tough to know where to start. But if you don’t learn how to prioritize your tasks, you’ll quickly find yourself overwhelmed and stressed out. Effective Tips for Juggling Priorities as an Entrepreneur If those two emotional states of mind aren’t attractive, it’s because they are inherently counterproductive. Entrepreneurs would much rather be in control and calm. To achieve this, it’s important to know how to juggle priorities and that can be quite difficult because everything that’s important deserves due attention. So, here are some effective strategies for juggling priorities: Set clear goals and objectives. The first step to effective prioritization is to have a clear understanding of your goals and objectives. What do you want to achieve with your business? Once you know your goals, you can start to identify the tasks that are most important to achieving them. Create a to-do list. Once you know your priorities, it’s time to create a to-do list. This will help you keep track of what needs to be done and when it needs to be done. When creating your list, be sure to estimate how long each task will take. This will help you create a realistic timeline for completing your work. Prioritize your tasks. Not all tasks are created equal. Some tasks are more important than others, and some tasks are more urgent than others. When prioritizing your tasks, it’s important to consider both the importance and urgency of each task. Delegate tasks. If you’re trying to juggle too many priorities, it’s important to delegate tasks to others. This will free up your time so you can focus on the most important tasks. When delegating tasks, be sure to choose people who are capable of completing the tasks to your satisfaction. Additionally, take breaks. It’s important to take breaks when you’re juggling multiple priorities. If you try to work non-stop, you’ll quickly become overwhelmed and feel stressed out. When you take breaks, give yourself a chance to relax and recharge. This will help you come back to your work refreshed and focused. Between catering to the needs of customers, ensuring employees are engaged, remaining true to the values of the organization, and staying compliant with changing laws, running a business naturally requires entrepreneurs to balance several different priorities all at once. No matter how experienced a leader is or how top-notch their juggling skills are, any person would struggle with these responsibilities. —Newsweek Juggling priorities is a challenge for any entrepreneur, but it’s essential to the success of your business. By following these tips, you can learn to manage your time effectively and achieve your goals. Even More Ways to Organize Your Business Priorities In case you’re already accustomed to using these methods, there are more that you can also adopt. In addition to the above, here are a few more tips for deciding which priorities are most important: Consider the impact of each task. What impact will completing or not completing each task have on your business? Some tasks may have a more immediate impact, while others may have a more long-term impact. Think about your resources. Do you have the time, money, and people power to complete each task? If not, you may need to prioritize tasks that are more feasible. Factor in your goals. What are your short-term and long-term goals for your business? Prioritize tasks that will help you achieve your goals. Be flexible. Things change, and your priorities may need to change as well. Be prepared to adjust your priorities as needed. Juggling priorities is an ongoing challenge for entrepreneurs, but it’s a necessary part of running a successful business. By following these tips, you can learn to manage your time effectively and achieve your goals. What other advice would you give to business owners about how to effectively juggle priorities and put pressing matters in the proper order? Please take a few moments to share your experiences and anecdotes so others can benefit from your input! Interested in learning more about business? Then just visit Waters Business Consulting Group to learn more about us and the services we offer.

Having a good employee who is restricted in their capabilities can be a very challenging situation. This is especially true if he or she is a valued team member, but can’t put in the hours due to certain limitations. Whether it’s a preexisting condition, and injury suffered on or off the job, you obviously have moral, ethical, and legal responsibilities to him or her. However, this doesn’t mean that they are completely protected from being terminated or having their role and/or responsibilities changed. Although this article isn’t specifically about legal ramifications, it will give you some effective tools on how to deal with this particular set of circumstances. Read on to learn more about how to deal with an employee who has limited capacity. Every Situation is Different Limited capacity can mean the number of things, including an inability to perform certain physical tasks, and other situations. But, most often it is due to a physical limitation which prevents him or her from fulfilling one or more of their responsibilities. These can range widely, from an inability to lift certain amounts, to not being able to sit for a protracted period of time. An ever persistent problem facing employers is what to do with the employee who is chronically sick or has a serious health problem. Besides the obvious issues it presents to the employer- additional strain on other employees to pick up the slack; inability to properly staff and manage work loads; basic coverage concerns- there are also potential state and federal legal ramifications if the absences are not handled and documented correctly. —HNI Risk Services Whatever the case may be, It is up to you to be as accommodating as possible, without fully compromising your company’s position. In other words, it’s best to strike a balance and find a happy medium where you can accommodate their needs while also allowing them to fulfill most or all of their work responsibilities. 3 Key Ways to Deal with an Employee with a Limited Work Capacity There’s no hard-and-fast set of rules for coping with an employee who can only work in a limited capacity. After all, no two sets of circumstances are exactly the same. But, there are some general parameters you should observe. Here are three good ways to deal with a team member who is limited in their work capacity: Gain a real understanding of the circumstances. Whether it’s a back problem, issues with a disease, or anything else, you need to have a very clear idea of what’s going on with your employee. Understand precisely what his or her limitations are and aren’t. This way, you’ll have enough information to make good decisions when it comes to his or her role and responsibilities. Make strategic concessions where necessary. Even your best employee can suffer from very unfortunate sets of circumstances and still be able to contribute to your company in a number of ways. Though it’s difficult to comprehend or even accept, it could be a detriment to your business (that is, if you insist on keeping everything the same). So, think outside the box and make strategic changes so he or she can continue to be a productive asset for your company. Realistically reassess the situation periodically. Sometimes, this can be a long-lasting situation that can go on for years. Or, it could only last for several months. Regardless, you need to take the time to reassess the situation every now and again. What other suggestions do you have? Please take a moment to share your thoughts and experiences so others can benefit from your unique perspective; it’s greatly appreciated! Interested in learning more about business? Then just visit Waters Business Consulting Group.

In the Hybrid Work World, Some Perks are Disappearing, But Should Your Business Take Advantage? Summer Fridays were once widely embraced by businesses to boost employee satisfaction and provide adaptability in a highly competitive employment landscape that demanded companies offer certain perks and fringe benefits. Back in 2019, a significant 55% of U.S. companies adopted summer benefits, allowing employees to either take Fridays off or depart early during the warmer months, as indicated by Gartner’s research. However, the onset of the pandemic in 2020 and the subsequent growth of remote and hybrid work models have seemingly diminished the appeal of this particular Friday perk for many companies. Recent data from Flex Index reveals that 37% of U.S. companies now follow a structured hybrid approach, marking an increase from 20% in early 2023. Additionally, 32% of companies offer complete flexibility, while 31% maintain a full-time, in-office attendance requirement. The surge in hybrid and remote work arrangements might be responsible for the decline in Summer Fridays. A 2023 survey by Monster.com, a job recruitment website, reported that only 34% of U.S. workers were offered summer benefits. This data begs the question: how do companies deal with employee perks amidst a changing business landscape? How Businesses Can Strike a Balance When Deciding Which Workplace Perks to Adopt and Which to Drop Balancing workplace perks for small businesses involves considering the needs and preferences of employees, the company’s financial capabilities, and the overall impact on productivity and morale. Here are some steps small business owners can take to strike a balance: Understand employee needs. Conduct surveys or hold discussions to understand which perks are most valued by employees. This can help in prioritizing benefits that align with their needs and preferences rather than guessing or relying on intuition. Financial viability. Evaluate the cost of each perk and its potential return on investment. Consider the financial health of the company and the long-term sustainability of the benefits package. The answers you find may surprise you and it’s better to know definitively than to ballpark estimates. Legal requirements. Ensure that the benefits package complies with all relevant laws and regulations, such as the Family and Medical Leave Act (FMLA) and the Affordable Care Act (ACA). Flexibility. Consider offering flexible benefits that can be tailored to the individual needs of employees. This could include options for remote work, flexible working hours, or additional benefits like gym memberships or childcare support. Regular review. Regularly review the effectiveness of the benefits package and make adjustments based on employee feedback and changing business needs. Communication. Keep employees informed about changes to the benefits package and the rationale behind these decisions. Open communication can help to manage expectations and maintain morale. Benchmarking. Look at what similar companies are offering to ensure that the benefits package is competitive within the industry. This also helps you to keep your employee retention high as they’ll have less incentive to go elsewhere. Additionally, be sure to consider alternatives. If certain perks are too costly, consider alternative ways to achieve the same goal. For example, instead of offering a full gym membership, the company could provide a fitness stipend or organize group fitness classes. By doing just a bit of research and listening to employee feedback and concer, small business owners can create a benefits package that supports the well-being and productivity of their employees while also being financially sustainable for the business. Want to Accomplish More? Do you want your company to grow faster and earn more while you spend more time with your family doing all the things you started your business to do? We can make that dream a reality. Give us 30 minutes and we will show you how to get your life back. Skeptical? Good! Put us to the test. You can call us for your free appointment at (602) 541-1760, or, if you prefer,