Hiring entry-level workers and hoping they figure it out isn’t a training program—it’s a gamble. The trade businesses building real skill and lasting loyalty are the ones running structured apprenticeships with clear milestones, hands-on mentorship, and visible recognition for progress along the way. Here’s what actually works when you get it right.
Big offseason moves are being made in the NFL. MLB clubs are also making strategic decisions during spring training. The NHL season is in full swing. Meanwhile, in the NBA, officials are exploring expansion, with two cities potentially getting new teams.
Gen Z isn’t avoiding the trades because the work is bad—they’re avoiding companies that recruit the wrong way. If you want to land and keep young talent, you need to rethink how you talk about purpose, career growth, and flexibility. Here’s what trade businesses need to change to win over the next generation.
Recent industry research reveals that the most widely used AI detectors are wildly unreliable.
Everyone in business should know the famous quote from Ernest Hemingway’s 1926 novel, The Sun Also Rises, spoken by the character Mike Campbell when asked how he went bankrupt.
The trades are entering a new era, and the next decade will reshape workforce demographics, technology, and how these businesses operate. The companies still standing in ten years won’t be the biggest—they’ll be the ones investing in leadership, systems, and the next generation of talent today. Here’s what building a lasting trade business actually requires.
Your business is brimming with sales and so many solid leads, you can hardly keep up. So you start thinking about the future and imagining a bigger, better place. The idea of remodeling or expanding excites you to the point you’re ready to draw up construction plans on the spot.
Local brand recognition is the foundation of any successful small business, but achieving it often feels like an impossible climb—especially when every marketing dollar is precious. You need buzz and community goodwill, yet the price tag for high-profile advertising or lavish events can easily crush a modest budget.
Last week, we discussed how to deal with a backstabbing employee. But what happens when business owners don’t fire them, even though they continue to hurt their peers? Well, as you probably imagine, the results aren’t pleasant (and more than likely, horrible).
It’s happened again. You’re angry, but can’t erupt because doing so will only cause more problems. Having a responsibility to your brand, employees, and family, you can’t afford (both morally or monetarily) to ignore this thoroughly unpleasant situation—an employee who repeatedly backbites their fellow team members. Now, another episode has just surfaced, and you’ve been made aware of it. Unfortunately, it isn’t a one-off, and it’s up to you to deal with it. But how?