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This post was written by Alison Green and published on Ask a Manager. First, a housekeeping note: Comments will be turned off for a while on Friday while the site moves to a new server. They’ll be turned back on once it’s complete. It’s four answers to four questions. Here we go… 1. Supervisor is flirting with my wife I am a woman, 41 years old, who has been married to my wife for a year. We work together in different departments. She had a thing with one of her male supervisors before me, and he has become an issue. I’ve seen things that have made me question their relationship. In the beginning, when he found out about her and me, he began being nasty with me at work … closing doors behind him as I’m coming, dirty looks. He would also hug my wife (girlfriend at the time) as I would pass by and get very close to her to speak. Now, recently, he’s been telling her how good she looks and that she must have had a good Easter after he saw a few bruises on her arm, making it seem like something dirty. I’ve asked my wife to speak to him and let him know his comments and his compliments are not welcomed and that their relationship should only be on a professional level. She said she spoke to him and told him no more funny business. But now I keep seeing their interactions on camera at work (I’m in security) and it’s bothering me. He speaks to her and she smiles, like a smile she usually gives me when she’s shy and blushing. I don’t know what else to say to her or what to do, but it’s bothering me more now because when I’m not around, I’m home overthinking everything. Any advice? What does she say? Is she uncomfortable with how he interacts with her? If so, then the only appropriate role for you to play here is to support her in figuring out how she wants to handle it. If she’s not uncomfortable with it, then the question for you is whether you trust her to operate with integrity within the terms of your marriage. If you’ve let her know you’re uncomfortable with her hugging this dude and allowing him to think she’s welcoming his attention and it’s continuing anyway, there’s an issue within your marriage to work out: it could be that you’re seeing something suspicious where there’s nothing there (in which case your not trusting your wife would be the biggest issue) or it could be that she’s being disrespectful of reasonable feelings on your side (in which case there’s a different marital issue for you to decide how you feel about). Ultimately, you can’t control other people (and attempts to do that within a marriage tend to fail in one way or another), but you can talk openly with your wife and try to reach a resolution you’re both comfortable with (or, through that open conversation, conclude that there’s a larger issue beneath this). 2. When and how to tell clients I’m closing my business I am a self-employed language tutor who works in the homes of my clients. I work primarily with children and teens, so my most profitable months are during the school year, although I do have some adult students who have class year-round. I have been doing this for five years, and I’ve decided that the time has come to move on (I will hopefully be going back to school in the fall). My intention is to close at the end of the second quarter, to simplify my tax paperwork and coincide with the end of the school year. I am struggling with how and when to communicate this decision to my clients. My main concern is that some of the more proactive parents are already asking me about scheduling for the next school year; beyond that, I want to give my adult students enough time to look for someone else and maintain continuity in their learning, but not tell them so soon that my income drops dramatically in the last few months. Lastly, I don’t want to burn any bridges in case I need to pick up a few hours here and there to make ends meet while I’m studying. Maybe I’m overthinking it, but in the end this is an intimate job — I have watched children grow up and been in these people’s homes weekly, for several years in some cases — and I don’t want to leave anyone feeling shortchanged after years of relationship building. I feel it would be easier if I were able to tell them what, exactly, I’m moving on to, but the application for the program I’m interested in doesn’t even open until a few weeks after the end of the school year! So I won’t know anything by the time I need to tell them. I’m currently thinking I should tell them at the end of May (school year ends June 20 here), and simply state that I’ve enjoyed working with them and will be going back to school next year, even though that may not be true in the end. If you have any suggestions on wording or timing, they’d be greatly appreciated. It seems reasonable to tell parents in late May that you won’t be tutoring anymore after this school year ends. If people ask about scheduling for the next school year before you’ve officially announced, is there any harm in telling those people, “I’m not positive I’ll be continuing after this school year but I’ll let you know either way by late May”? Or even just telling them at that point that you won’t be continuing after June? I’m guessing they’d be unlikely to switch tutors mid-semester over that, but if that’s a worry, then go with the first, vaguer statement instead. For your adult learners who may need to find a new tutor for the summer, is your sense that about a month’s notice is enough for them to do that? (I have no idea what that landscape looks like, but you probably do.) If it’s not, it’s still not unreasonable to provide a month of notice — but in that case, you might feel better about it if you gave them more (and if it will in fact take more than a month for them to find someone new, then presumably that cancels out some of the worry about them switching early and affecting your income). As for the wording itself, I do think you’re over-thinking it! “I’ve loved working with you, but I will be shutting down my tutoring business after this semester” is perfectly fine. You can also say you’re going back to school if you want; besides, some people will probably ask what you’re doing next even if you don’t offer it. Some will probably ask where you’re enrolling, and it’s fine to just say “I’ve applied at a few places” or “I’ve applied at Taco Night School” or whatever you feel like sharing. Last, if you’re able to recommend another tutor for them to contact, that’s a bonus (although it’s okay if you can’t). 3. My boss doesn’t want me to say “my team” I got some feedback on one of my evaluations and it’s been bothering me. It pops into my head every once in a while, but it’s so low stakes that I don’t think its worth it to bring up to my boss. Could you give me a sanity check? My boss, Sammy, wrote in my yearly evaluation that I shouldn’t refer to the team as “my team” but I should say “Sammy’s team.” I didn’t ask her to elaborate at the time because I found it so weird. I’m not trying to imply ownership of the team when I say “my team uses this tool frequently.” It’s my team, the team I am part of. Constantly saying “Sammy’s team uses this tool frequently” is awkward if the person doesn’t know Sammy or that I am on Sammy’s team. Am I off-base here? How do other people refer to their teams in conversation? No, your boss is being really weird. It’s completely normal to say “my team,” just like it’s normal to say “my sister,” “my coworker,” or “my company.” You’re not implying ownership of your sister, your coworker, or your company when you say that. And wanting you to say “Sammy’s team” adds an especially egotistical twist on top of it; everyone must know that she is your liege! I’m curious if she’d also object to you saying “our team”; it would be harder to argue against that, but I wonder if she would. Anyway, no, you are not off-base; she is. It’s probably not worth it to put any capital into pushing back on it, but it’s definitely worth taking it as interesting information about her. 4. Should my resume include the job I was fired from after five months? I started a new job in October. Unfortunately, it ended up being a bad match and, after working hard to adjust with a PIP, I was let go at the beginning of March. Now, I am job hunting and obviously it is very competitive. I was in my previous role for four years and the one before that for two years, so I’m not a job-hopper. I’ve been getting a lot of fast rejections from applications, which makes me think I’m getting screened out by automated systems. The short tenure at my previous job is the best explanation; my resume is otherwise very strong. Do you think it would be better to leave the short job off my resume? A five-month employment gap looks bad, but I’m wondering if a five-month job looks worse. If I do leave it off, would it be acceptable to offer this explanation in an interview? Different hiring managers will have different takes on this, but a five-month job (that wasn’t intended to be short-term) can definitely raise more concerns than a five-month employment gap. Try taking it off and see if your results change. Hell, you could even A/B test it and send some resumes with it and some without and see if you can track any differences in response. If you do leave it off, you don’t need to proactively explain it in interviews, although if it does come up, you can just say that you left your previous job for one that you thought would be a good match but wasn’t. (Don’t explain that you left it off because you thought it looked bad; that’s too insider-baseball.) All that said, I wouldn’t assume this is causing you to be screened out by automatic systems. It’s just a very tight job market right now and you could be getting the same number of rejections even if you were still employed at the last job. (Also, a single short tenure isn’t that kind of thing that automatic screening generally looks at anyway — specific qualifications, yes; length of time at last job, no.) Related: should you include a short-term job on your resume? should I include a job I was fired from on my resume? View the full article

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Gas prices across the U.S. ticked up this week, according to a new report from AAA. The national average price for a gallon of regular gasoline rose to $3.17, up slightly from $3.167 one week ago and 5 cents higher than one month ago. The moderate increase in gas prices is being attributed to rising demand as warmer spring weather encourages more drivers to hit the road. Despite the bump, prices remain significantly lower than this time last year, when the national average stood at $3.66 per gallon. A key factor keeping prices in check is the lower cost of crude oil, currently around $62 per barrel, down from $82 per barrel at this time in 2024. Fuel Supply and Demand Trends According to data from the U.S. Energy Information Administration (EIA), gasoline demand climbed from 8.46 million barrels per day (b/d) last week to 9.41 million b/d this week. At the same time, domestic gasoline supply declined from 234.0 million barrels to 229.5 million barrels. Gasoline production increased during the same period, with output averaging 10.1 million b/d. In the oil market, West Texas Intermediate (WTI) crude closed Wednesday’s trading session down $1.40, settling at $62.27 per barrel. Crude oil inventories rose by 0.2 million barrels to a total of 443.1 million barrels. According to the EIA, this level is about 5% below the five-year average for this time of year. Electric Vehicle Charging Costs Hold Steady The average national cost for charging an electric vehicle (EV) at public stations remained steady over the past week at 34 cents per kilowatt hour. State-by-State Price Highlights The most expensive states for gasoline are: California: $4.80 Hawaii: $4.51 Washington: $4.28 Oregon: $3.92 Nevada: $3.87 Alaska: $3.64 Illinois: $3.42 Arizona: $3.37 Pennsylvania: $3.35 Idaho: $3.32 Conversely, the least expensive states for gasoline are: Mississippi: $2.68 Oklahoma: $2.71 Texas: $2.74 Louisiana: $2.75 Alabama: $2.78 Tennessee: $2.79 South Carolina: $2.80 Arkansas: $2.80 Kentucky: $2.83 Kansas: $2.83 For EV public charging, the states with the highest average cost per kilowatt hour are: Hawaii: 55 cents Alaska: 47 cents West Virginia: 47 cents Montana: 45 cents South Carolina: 44 cents Tennessee: 43 cents Kentucky: 42 cents Idaho: 42 cents Louisiana: 41 cents Georgia: 40 cents The most affordable states for public EV charging include: Kansas: 22 cents Missouri: 25 cents Iowa: 27 cents Delaware: 28 cents Nebraska: 28 cents Utah: 29 cents Texas: 30 cents Maryland: 30 cents Vermont: 31 cents North Carolina: 31 cents Image: AAA This article, "Gas Prices Rise Slightly Nationwide as Demand Increases" was first published on Small Business Trends View the full article

Gas prices across the U.S. ticked up this week, according to a new report from AAA. The national average price for a gallon of regular gasoline rose to $3.17, up slightly from $3.167 one week ago and 5 cents higher than one month ago. The moderate increase in gas prices is being attributed to rising demand as warmer spring weather encourages more drivers to hit the road. Despite the bump, prices remain significantly lower than this time last year, when the national average stood at $3.66 per gallon. A key factor keeping prices in check is the lower cost of crude oil, currently around $62 per barrel, down from $82 per barrel at this time in 2024. Fuel Supply and Demand Trends According to data from the U.S. Energy Information Administration (EIA), gasoline demand climbed from 8.46 million barrels per day (b/d) last week to 9.41 million b/d this week. At the same time, domestic gasoline supply declined from 234.0 million barrels to 229.5 million barrels. Gasoline production increased during the same period, with output averaging 10.1 million b/d. In the oil market, West Texas Intermediate (WTI) crude closed Wednesday’s trading session down $1.40, settling at $62.27 per barrel. Crude oil inventories rose by 0.2 million barrels to a total of 443.1 million barrels. According to the EIA, this level is about 5% below the five-year average for this time of year. Electric Vehicle Charging Costs Hold Steady The average national cost for charging an electric vehicle (EV) at public stations remained steady over the past week at 34 cents per kilowatt hour. State-by-State Price Highlights The most expensive states for gasoline are: California: $4.80 Hawaii: $4.51 Washington: $4.28 Oregon: $3.92 Nevada: $3.87 Alaska: $3.64 Illinois: $3.42 Arizona: $3.37 Pennsylvania: $3.35 Idaho: $3.32 Conversely, the least expensive states for gasoline are: Mississippi: $2.68 Oklahoma: $2.71 Texas: $2.74 Louisiana: $2.75 Alabama: $2.78 Tennessee: $2.79 South Carolina: $2.80 Arkansas: $2.80 Kentucky: $2.83 Kansas: $2.83 For EV public charging, the states with the highest average cost per kilowatt hour are: Hawaii: 55 cents Alaska: 47 cents West Virginia: 47 cents Montana: 45 cents South Carolina: 44 cents Tennessee: 43 cents Kentucky: 42 cents Idaho: 42 cents Louisiana: 41 cents Georgia: 40 cents The most affordable states for public EV charging include: Kansas: 22 cents Missouri: 25 cents Iowa: 27 cents Delaware: 28 cents Nebraska: 28 cents Utah: 29 cents Texas: 30 cents Maryland: 30 cents Vermont: 31 cents North Carolina: 31 cents Image: AAA This article, "Gas Prices Rise Slightly Nationwide as Demand Increases" was first published on Small Business Trends View the full article

Meta has released Edits, a new video creation app designed to support creators through every step of the video-making process. Now available for mobile users, Edits allows creators to produce, edit, and share high-quality videos directly from their phones. According to Meta, Edits is aimed at streamlining video production by bringing powerful tools and features into a single platform. The app supports longer camera capture, up to 10 minutes, and provides project management capabilities. Videos can be shared directly to Instagram and Facebook or exported for use on other platforms without watermarks. The app includes a frame-accurate timeline with clip-level editing, auto-enhancement features, green screen support, and transitions. It also delivers real-time, data-driven insights such as skip rate metrics to help creators understand performance and optimize their content. Meta stated, “Since last year, we’ve collaborated with a number of creators, tested different concepts and incorporated their feedback along the way.” The company said it would continue to evolve Edits based on community feedback. The launch is part of Meta’s broader strategy to support creators not only on Instagram and Facebook but also across other platforms. “Our goal is to build the most compelling creative tools to help creators express themselves freely in all the ways they can imagine, not just on Instagram and Facebook, but on any platform out there,” the company announced. Edits was built in partnership with creators who were given early access to the app and contributed input throughout development. Meta plans to introduce additional features in the coming months, including keyframes for precise control over timing and motion, AI-powered video modification tools, and collaboration tools for draft sharing and co-creation. Future updates will also include more creative options such as fonts, text animations, transitions, voice effects, filters, and music, including royalty-free tracks. To begin using Edits, creators can download the app and sign in with their Instagram account. This article, "Meta Launches Edits: A New Mobile App for Video Creators" was first published on Small Business Trends View the full article

Meta has released Edits, a new video creation app designed to support creators through every step of the video-making process. Now available for mobile users, Edits allows creators to produce, edit, and share high-quality videos directly from their phones. According to Meta, Edits is aimed at streamlining video production by bringing powerful tools and features into a single platform. The app supports longer camera capture, up to 10 minutes, and provides project management capabilities. Videos can be shared directly to Instagram and Facebook or exported for use on other platforms without watermarks. The app includes a frame-accurate timeline with clip-level editing, auto-enhancement features, green screen support, and transitions. It also delivers real-time, data-driven insights such as skip rate metrics to help creators understand performance and optimize their content. Meta stated, “Since last year, we’ve collaborated with a number of creators, tested different concepts and incorporated their feedback along the way.” The company said it would continue to evolve Edits based on community feedback. The launch is part of Meta’s broader strategy to support creators not only on Instagram and Facebook but also across other platforms. “Our goal is to build the most compelling creative tools to help creators express themselves freely in all the ways they can imagine, not just on Instagram and Facebook, but on any platform out there,” the company announced. Edits was built in partnership with creators who were given early access to the app and contributed input throughout development. Meta plans to introduce additional features in the coming months, including keyframes for precise control over timing and motion, AI-powered video modification tools, and collaboration tools for draft sharing and co-creation. Future updates will also include more creative options such as fonts, text animations, transitions, voice effects, filters, and music, including royalty-free tracks. To begin using Edits, creators can download the app and sign in with their Instagram account. This article, "Meta Launches Edits: A New Mobile App for Video Creators" was first published on Small Business Trends View the full article

Key Takeaways Understanding Employment Forms is Essential: Mastering various employment forms is crucial for both job seekers and employers, ensuring a seamless hiring process and compliance with legal standards. Types of Employment Forms: Recognize the different forms associated with full-time, part-time, and temporary positions, such as Form I-9, W-4, and employee information forms, to effectively manage diverse workforce needs. Importance of Accurate Documentation: Properly filled employment forms provide important details that minimize errors in payroll and employee benefits, thereby fostering a positive work environment and enhancing employee satisfaction. Key Elements to Include: Ensure employment forms capture essential personal information, job details, and compensation/benefits options adequately, as these elements are critical in attracting and retaining quality talent. Legal Compliance is Critical: Familiarize yourself with compliance requirements related to employment forms to avoid potential legal issues, emphasizing the importance of documentation like Form I-9 for verification and tax compliance. Fostering Employee Trust: Transparent communication regarding employee rights and benefits, as detailed in employment forms, helps build trust within your team, contributing to improved motivation and retention. Navigating the world of employment forms can feel overwhelming. Whether you’re a job seeker or an employer, understanding these essential documents is crucial for a smooth hiring process. From applications to tax forms, each piece plays a vital role in establishing a successful employment relationship. You might wonder why these forms matter so much. They not only help protect your rights but also ensure compliance with legal requirements. Knowing how to fill them out correctly can save you time and headaches down the line. Let’s dive into the different types of employment forms and discover how they impact your professional journey. Overview of Employment Forms Employment forms play a crucial role in the hiring process for small businesses. These forms streamline the recruitment and onboarding phases, ensuring compliance with labor laws and protecting your organization. Definition of Employment Forms Employment forms encompass various documents necessary for hiring and managing employees. These include job applications, tax forms, and contracts. In small businesses, these forms facilitate accurate record-keeping and meet legal requirements, contributing to efficient employee management. Importance of Employment Forms Understanding employment forms is vital for effective workforce planning. Accurate forms enhance the recruitment process by providing necessary details about job candidates, such as their skill set and experience. Proper documentation helps in managing employee benefits and payroll, reducing errors that could lead to legal complications. Employment forms also play a role in employee retention and satisfaction. By ensuring transparency in employment policies, you foster an engaged workplace culture. When forms reflect your commitment to compliance and employee welfare, you build trust among your team members, which contributes to overall employee motivation. Types of Employment Forms Understanding the various types of employment forms plays a critical role in the hiring process for small businesses. These forms streamline recruitment and onboarding, while ensuring compliance with labor laws. Full-Time Employment Forms Full-time employees contribute significantly to your business’s success. Key forms for full-time employment include: Form I-9: This verifies the identity and eligibility of full-time employees to work in the U.S., ensuring compliance and minimizing legal risks. W-4: This form helps determine the federal income tax withholding from your employees’ salaries. Accurately completing this form aids in payroll management and fosters employee satisfaction. Employee Information Forms: These capture detailed personal information and emergency contacts, essential for effective employee management and engagement. Part-Time Employment Forms For part-time employees, specific forms ensure smooth integration into your workforce. Important forms include: W-4: Like full-time employees, part-time employees complete this to establish the appropriate tax withholding. This maintains compliance and simplifies payroll operations. Compensation Forms: These detail payment methods, such as direct deposit, which is crucial for maintaining employee motivation and satisfaction. Employee Information Forms: Gathering personal details from part-time employees helps establish effective team dynamics and support effective performance reviews. Temporary Employment Forms Temporary staff often require different forms to suit their unique employment conditions. Critical forms for temporary positions include: Form I-9: Verification for temporary employees also applies here, ensuring they meet eligibility requirements for the job market. W-4: This form provides the necessary tax withholding information for temporary staff, which simplifies payroll processes. Employee Information Forms: Capturing essential information facilitates coordination with staffing agencies and contributes to streamlined onboarding processes. By utilizing the appropriate employment forms for full-time, part-time, and temporary employees, you enhance your small business staffing strategy. These forms not only support legal compliance but also contribute to effective recruitment and team building, ultimately promoting a positive workplace culture. Common Elements in Employment Forms Understanding the common elements in employment forms is crucial for effective small business staffing. These forms capture essential information, ensuring compliance and streamlining the hiring process. Personal Information Include basic contact details on employment forms. List the employee’s name, address, phone number, and email address. Identification documents, like a driver’s license or U.S. Passport, confirm identity during the onboarding process, especially for Form I-9 compliance. Collect demographic details, such as date of birth and sex, to support workforce planning and diversity hiring initiatives. Job Details Clearly outline job details on employment forms. Provide a specific job title and a detailed job description that highlights responsibilities and expectations. This clarity helps attract suitable candidates and aligns their skill sets with your staffing requirements. Ensure that the job posting reflects the needs of your small business and aids in the recruitment strategy by emphasizing essential duties and workplace culture. Compensation and Benefits Detail compensation and benefits in the employment forms. Clearly state the salary, pay rate, and pay schedule to avoid misunderstandings regarding payroll. Include information on employee benefits, such as health insurance and retirement plans, which influence employee retention and satisfaction. Highlighting benefits can enhance your ability to attract top talent in a competitive job market, contributing to a motivated and engaged workforce. Legal Considerations Understanding legal considerations for employment forms is essential to your small business staffing strategy. Compliance with federal, state, and local labor laws impacts your hiring process and employee management. Compliance Requirements You must follow specific compliance requirements when utilizing employment forms. Ensure every employee completes Form I-9 for identity verification. This form confirms eligibility to work in the United States and includes documentation from both List A and a combination of Lists B and C. Additionally, complete W-4 forms for tax withholding to guarantee correct payroll processing. Failure to comply with these requirements may lead to legal issues, fines, and disruptions in your recruitment process. Employee Rights You must recognize employee rights as part of your hiring and employee management practices. Employment forms provide clarity on employee benefits and job descriptions. Communicate at-will employment status and conditions clearly to minimize misunderstandings. Make sure to include information on work-life balance, employee wellness, and performance expectations. By fostering a transparent workplace culture, you can enhance employee satisfaction and retention, contributing to a more engaged workforce. Conclusion Understanding employment forms is crucial for both you and your business. By mastering these documents you can streamline your hiring process and ensure compliance with labor laws. This knowledge not only protects your rights but also fosters a positive workplace culture. As you navigate through different types of employment forms remember that each plays a vital role in recruitment and employee management. Filling them out accurately can prevent future complications and enhance employee satisfaction. Investing time in understanding and utilizing these forms effectively will pay off in the long run. You’ll create a more organized and compliant hiring process that contributes to a motivated workforce. Embrace the significance of employment forms to set the foundation for a successful professional journey. Frequently Asked Questions What are employment forms and why are they important? Employment forms are documents used in the hiring process, including job applications, tax forms, and contracts. They are important for protecting employee rights, ensuring legal compliance, and streamlining recruitment and onboarding for employers. What types of employment forms should I be aware of? There are three main types of employment forms: full-time, part-time, and temporary. Each type requires specific forms like Form I-9 for identity verification, W-4 for tax withholding, and compensation forms tailored to their employment status. How do employment forms benefit small businesses? Employment forms help small businesses streamline their hiring process, ensure compliance with labor laws, and maintain accurate records. They aid in attracting suitable candidates and enhance employee retention by providing clarity on policies and expectations. What legal considerations should I keep in mind regarding employment forms? Employers must ensure compliance with federal, state, and local labor laws when using employment forms. This includes proper completion of Form I-9 for identity verification and W-4 for tax withholding to avoid legal issues and recruitment disruptions. How do I fill out employment forms correctly? To fill out employment forms correctly, ensure that you provide accurate personal information, understand the job specifics, and review required sections thoroughly. If unsure, seek guidance from HR or refer to instructions associated with the forms for clarity. Image Via Envato This article, "Essential Guide to Understanding Employment Forms for Job Seekers and Employers" was first published on Small Business Trends View the full article

Key Takeaways Understanding Employment Forms is Essential: Mastering various employment forms is crucial for both job seekers and employers, ensuring a seamless hiring process and compliance with legal standards. Types of Employment Forms: Recognize the different forms associated with full-time, part-time, and temporary positions, such as Form I-9, W-4, and employee information forms, to effectively manage diverse workforce needs. Importance of Accurate Documentation: Properly filled employment forms provide important details that minimize errors in payroll and employee benefits, thereby fostering a positive work environment and enhancing employee satisfaction. Key Elements to Include: Ensure employment forms capture essential personal information, job details, and compensation/benefits options adequately, as these elements are critical in attracting and retaining quality talent. Legal Compliance is Critical: Familiarize yourself with compliance requirements related to employment forms to avoid potential legal issues, emphasizing the importance of documentation like Form I-9 for verification and tax compliance. Fostering Employee Trust: Transparent communication regarding employee rights and benefits, as detailed in employment forms, helps build trust within your team, contributing to improved motivation and retention. Navigating the world of employment forms can feel overwhelming. Whether you’re a job seeker or an employer, understanding these essential documents is crucial for a smooth hiring process. From applications to tax forms, each piece plays a vital role in establishing a successful employment relationship. You might wonder why these forms matter so much. They not only help protect your rights but also ensure compliance with legal requirements. Knowing how to fill them out correctly can save you time and headaches down the line. Let’s dive into the different types of employment forms and discover how they impact your professional journey. Overview of Employment Forms Employment forms play a crucial role in the hiring process for small businesses. These forms streamline the recruitment and onboarding phases, ensuring compliance with labor laws and protecting your organization. Definition of Employment Forms Employment forms encompass various documents necessary for hiring and managing employees. These include job applications, tax forms, and contracts. In small businesses, these forms facilitate accurate record-keeping and meet legal requirements, contributing to efficient employee management. Importance of Employment Forms Understanding employment forms is vital for effective workforce planning. Accurate forms enhance the recruitment process by providing necessary details about job candidates, such as their skill set and experience. Proper documentation helps in managing employee benefits and payroll, reducing errors that could lead to legal complications. Employment forms also play a role in employee retention and satisfaction. By ensuring transparency in employment policies, you foster an engaged workplace culture. When forms reflect your commitment to compliance and employee welfare, you build trust among your team members, which contributes to overall employee motivation. Types of Employment Forms Understanding the various types of employment forms plays a critical role in the hiring process for small businesses. These forms streamline recruitment and onboarding, while ensuring compliance with labor laws. Full-Time Employment Forms Full-time employees contribute significantly to your business’s success. Key forms for full-time employment include: Form I-9: This verifies the identity and eligibility of full-time employees to work in the U.S., ensuring compliance and minimizing legal risks. W-4: This form helps determine the federal income tax withholding from your employees’ salaries. Accurately completing this form aids in payroll management and fosters employee satisfaction. Employee Information Forms: These capture detailed personal information and emergency contacts, essential for effective employee management and engagement. Part-Time Employment Forms For part-time employees, specific forms ensure smooth integration into your workforce. Important forms include: W-4: Like full-time employees, part-time employees complete this to establish the appropriate tax withholding. This maintains compliance and simplifies payroll operations. Compensation Forms: These detail payment methods, such as direct deposit, which is crucial for maintaining employee motivation and satisfaction. Employee Information Forms: Gathering personal details from part-time employees helps establish effective team dynamics and support effective performance reviews. Temporary Employment Forms Temporary staff often require different forms to suit their unique employment conditions. Critical forms for temporary positions include: Form I-9: Verification for temporary employees also applies here, ensuring they meet eligibility requirements for the job market. W-4: This form provides the necessary tax withholding information for temporary staff, which simplifies payroll processes. Employee Information Forms: Capturing essential information facilitates coordination with staffing agencies and contributes to streamlined onboarding processes. By utilizing the appropriate employment forms for full-time, part-time, and temporary employees, you enhance your small business staffing strategy. These forms not only support legal compliance but also contribute to effective recruitment and team building, ultimately promoting a positive workplace culture. Common Elements in Employment Forms Understanding the common elements in employment forms is crucial for effective small business staffing. These forms capture essential information, ensuring compliance and streamlining the hiring process. Personal Information Include basic contact details on employment forms. List the employee’s name, address, phone number, and email address. Identification documents, like a driver’s license or U.S. Passport, confirm identity during the onboarding process, especially for Form I-9 compliance. Collect demographic details, such as date of birth and sex, to support workforce planning and diversity hiring initiatives. Job Details Clearly outline job details on employment forms. Provide a specific job title and a detailed job description that highlights responsibilities and expectations. This clarity helps attract suitable candidates and aligns their skill sets with your staffing requirements. Ensure that the job posting reflects the needs of your small business and aids in the recruitment strategy by emphasizing essential duties and workplace culture. Compensation and Benefits Detail compensation and benefits in the employment forms. Clearly state the salary, pay rate, and pay schedule to avoid misunderstandings regarding payroll. Include information on employee benefits, such as health insurance and retirement plans, which influence employee retention and satisfaction. Highlighting benefits can enhance your ability to attract top talent in a competitive job market, contributing to a motivated and engaged workforce. Legal Considerations Understanding legal considerations for employment forms is essential to your small business staffing strategy. Compliance with federal, state, and local labor laws impacts your hiring process and employee management. Compliance Requirements You must follow specific compliance requirements when utilizing employment forms. Ensure every employee completes Form I-9 for identity verification. This form confirms eligibility to work in the United States and includes documentation from both List A and a combination of Lists B and C. Additionally, complete W-4 forms for tax withholding to guarantee correct payroll processing. Failure to comply with these requirements may lead to legal issues, fines, and disruptions in your recruitment process. Employee Rights You must recognize employee rights as part of your hiring and employee management practices. Employment forms provide clarity on employee benefits and job descriptions. Communicate at-will employment status and conditions clearly to minimize misunderstandings. Make sure to include information on work-life balance, employee wellness, and performance expectations. By fostering a transparent workplace culture, you can enhance employee satisfaction and retention, contributing to a more engaged workforce. Conclusion Understanding employment forms is crucial for both you and your business. By mastering these documents you can streamline your hiring process and ensure compliance with labor laws. This knowledge not only protects your rights but also fosters a positive workplace culture. As you navigate through different types of employment forms remember that each plays a vital role in recruitment and employee management. Filling them out accurately can prevent future complications and enhance employee satisfaction. Investing time in understanding and utilizing these forms effectively will pay off in the long run. You’ll create a more organized and compliant hiring process that contributes to a motivated workforce. Embrace the significance of employment forms to set the foundation for a successful professional journey. Frequently Asked Questions What are employment forms and why are they important? Employment forms are documents used in the hiring process, including job applications, tax forms, and contracts. They are important for protecting employee rights, ensuring legal compliance, and streamlining recruitment and onboarding for employers. What types of employment forms should I be aware of? There are three main types of employment forms: full-time, part-time, and temporary. Each type requires specific forms like Form I-9 for identity verification, W-4 for tax withholding, and compensation forms tailored to their employment status. How do employment forms benefit small businesses? Employment forms help small businesses streamline their hiring process, ensure compliance with labor laws, and maintain accurate records. They aid in attracting suitable candidates and enhance employee retention by providing clarity on policies and expectations. What legal considerations should I keep in mind regarding employment forms? Employers must ensure compliance with federal, state, and local labor laws when using employment forms. This includes proper completion of Form I-9 for identity verification and W-4 for tax withholding to avoid legal issues and recruitment disruptions. How do I fill out employment forms correctly? To fill out employment forms correctly, ensure that you provide accurate personal information, understand the job specifics, and review required sections thoroughly. If unsure, seek guidance from HR or refer to instructions associated with the forms for clarity. Image Via Envato This article, "Essential Guide to Understanding Employment Forms for Job Seekers and Employers" was first published on Small Business Trends View the full article

A new auto startup is launching with a made-in-America EV that with federal tax credits will cost just $20,000. Backed by Jeff Bezos and Eric Schmidt, Slate Auto says that affordable price is possible because of its pared-down, basic model that can then be customized—and even transformed from a truck into an SUV. Slate Auto has been in stealth for almost three years, says CEO Chris Barman, who worked as a Chrysler executive until 2017. Based in Michigan, Slate spun out of Re:Build Manufacturing, a company cofounded by Jeff Wilke, former CEO of Amazon’s worldwide consumer business. Slate purports to be “rekindling American industry” with a suite of U.S. industrial businesses, from batteries to composite manufacturing. (Barman is employee number two at Slate; the company now has more than 400 employees.) Recently, concept vehicles wrapped in ads for fake businesses began appearing on California streets. The company is officially launching today, with refundable vehicle reservations open now for $50. In recent days, the company has put some of its prototype vehicles on California streets, showcasing the possible configurations that will be available. “When baby drives you crazy, we drive them to sleep,” read one ad for a faux company called CryShare, wrapped around a two-door, boxy SUV. The included website, rockabyerides.com, went to a sign-up page that read “What’s a Slate? Be the first to find out.” Another vehicle with a hatchback cap was covered in ads for cat therapy sessions, and a third, a pickup truck, with ads for a fake human taxidermy service. The unique marketing campaign was meant to be unlike any traditional vehicle unveiling. “We want to look at things very differently than what traditional automotive has done and what traditional automotive is providing to a consumer,” Barman says. That ethos also applies to the design of the Slate Truck, intended as a basic platform that can be accessorized by any customer. A blank slate The Slate Truck will begin as a two-door, two-seat electric pickup, with crank windows and no infotainment system. New cars today can come with lots of built-in features—large screens, heated seats, and so on—but to design Slate, Barman says, it was about “What are really the essentials that should go into a vehicle in order to bring it down to a price point that is affordable?” Customers will be able to be pick from more than 100 accessories to add on for an extra cost—everything from cup holders to a center console to a single roof crossbar to power windows. Since many people use their phones for music and navigation, the company eliminated the infotainment system to cut costs. Instead, there’s an accompanying app (at no charge) that drivers will be able to use when in the vehicle. If someone wants a radio in their Slate, it’s been designed so that one could be easily installed. Barman says Slate wants to change the typical process in which a buyer goes to a new- or used-car lot and picks a car, and then has to accept—and pay for—all the features it comes with. “We’ve decoupled that and said to the owner of the vehicle: ‘You choose. You choose if you want a radio. You choose if you want to have heated seats. You choose what you want the color to be,’” she says. “We are putting the power back into the hands of the consumer, so we give them this blank slate, and then they decide.” The Slate Truck will have exterior panels that are composite, rather than sheet metal. When using sheet metal, companies must have machines that stamp out the pieces; Slate’s composite panels will be made using injection molds. That means the company doesn’t have to invest in a stamping operation or a paint shop—which can run $400 million or more for automakers, Barman says. It also means the EV isn’t limited to a few colorways. Instead, drivers could put a wrap on it in any color they want. Slate envisions offering customers a wrap kit of die-cut pieces as well as instructional videos so they will be able to do it themselves (the Slate Truck was also designed without any external hardware so that wraps can be applied more easily). Or, the company will offer to prewrap the vehicle before delivery; it plans to have a network of partners in neighborhoods across the country that will be able to perform the installation for customers. (The wrapped vehicles that appeared with fake ads were a nod to this customization element.) Slate will offer two EV battery options: The standard comes with a range of 150 miles, but customers will be able to upgrade to a battery with an estimated 240 miles of range. The body of the EV will also be alterable, going from a two-door pickup to a five-seat SUV, with upgrades. Barman notes that customers could even do those changes over time, rather than when they first purchase the vehicle. “Maybe when [someone] first buys it, they’re single or just married, and after a few years they have a family, they can convert it,” she says. “And in doing that, it would cost them maybe $5,000 to make that change. But they don’t have to sell their vehicle and buy a completely new one. It’s a very cost-effective way to allow the vehicle to grow with them as their life changes.” Offering an affordable EV made in AmericaThose upgrades would add to the EV’s price. If a customer wants a longer-range battery, a wrap, and to turn the truck into an SUV, those adjustments would cost roughly $10,000. The basic version of the Slate Truck, after the federal EV tax credits are applied, comes to $20,000. “Our passion is this mission to bring an affordable vehicle to the market for the many people who felt that they didn’t have an alternative,” Barman says. Slate Auto raised at least $111 million in a Series A funding round in 2023 (under the name Re:Car), according to a Securities and Exchange Commission filing. Bezos was among 16 investors in that round, TechCrunch previously reported, adding that Slate closed a Series B funding round last year but has yet to file the paperwork. Slate told Fast Company that the Walter Group, led by Mark Walter, CEO of Guggenheim Partners, is also an investor. The EV tax credits offer a total of $7,500 back for vehicles that meet specific requirements like being manufactured in the U.S. Though President The President has said he wants to get rid of the EV tax credits, they are currently still in place. Barman says Slate hopes they remain available to allow more individuals access to its EV. But if the federal credits do go away, she says, “We have a very affordable vehicle priced in the mid $20,000s, so it’s attractive and very competitive at that price point.” The average price of a new car purchased in the U.S. is above $49,000, according to Kelley Blue Book. The average price of a new EV is even higher, at $55,500. While markets like China have been able to build ultra-affordable EVs, some as low as $10,000, those options haven’t been available for car buyers in the U.S. (though automakers have said that they’re working on affordable options). With a $50,000 new car, consumers can expect a monthly payment of around $900, Barman says. Even used vehicles, at an average $27,000, can come with monthly payments that exceed $500. Consumers should aim to spend no more than 10% of their monthly take-home pay on car expenses, per Market Watch, but for a new $48,000 car, that means making at least $96,000 a year to afford the $800 monthly payment. In 2023, only 40% of U.S. households made more than $100,000. Barman says monthly payments for a Slate Truck will average $300 to $400. Slate Auto will build a factory somewhere in the Midwest, in order to be located near the automotive supply center, but it’s still assessing specific locations. “We really are focused on reindustrializing America,” Barman says. (Some car parts will still have to be purchased from abroad because they are not made domestically at all—like the manual window cranks.) Slate will sell direct to consumer through its website, and the truck will be delivered near customers’ homes; the company plans to set up a nationwide service network as well. Slate plans to bring its EV to market and into consumer hands by the fourth quarter of 2026. View the full article

Key Takeaways Understanding Business Dissolution: Business dissolution is a formal, legal process that terminates a business’s existence, involving critical steps for compliance and smooth transition. Types of Dissolution: There are various types of business dissolution, including voluntary, involuntary, administrative, and judicial, each with unique implications and processes. Essential Steps: Key steps in the dissolution process include obtaining stakeholder approval, filing necessary dissolution documents, and notifying customers and employees to ensure transparency. Legal Compliance: Adhering to state laws during dissolution is crucial to avoid penalties; necessary filings and paying outstanding debts and obligations must be prioritized. Avoiding Common Pitfalls: Small business owners should navigate potential challenges, such as neglecting legal requirements and failing to communicate effectively with stakeholders, to prevent complications during dissolution. Managing Disputes: Clear communication, legal advice, and fair exit strategies are essential for resolving conflicts among owners, ensuring a smoother dissolution process. Deciding to dissolve a business can be one of the toughest choices you’ll face as an entrepreneur. Whether it’s due to financial struggles, shifting market conditions, or personal reasons, understanding the business dissolution process is crucial. It’s not just about closing the doors; it involves a series of steps that can impact your finances, reputation, and future ventures. Navigating this complex process requires careful planning and attention to detail. From settling debts to distributing remaining assets, each step plays a pivotal role in ensuring a smooth transition. By familiarizing yourself with the necessary procedures, you can minimize potential pitfalls and protect your interests. Let’s explore what you need to know about effectively dissolving your business. Understanding Business Dissolution Process Business dissolution involves formal steps to close a business entity, requiring attention to legal and financial obligations. You must navigate several essential phases to ensure a smooth cessation of operations. Definition of Business Dissolution Business dissolution is the legal process that terminates a business’s existence. This process applies to various business structures, including LLCs, sole proprietorships, partnerships, and corporations. You initiate dissolution by filing the appropriate documents with your state, which officially recognizes the end of your business. Key activities include settling taxes, notifying creditors, and addressing employee matters. Types of Business Dissolution Dissolution can occur through different means, each with unique implications. You can choose from these types: Voluntary Dissolution You decide to dissolve the business due to personal reasons or financial issues. This often involves a formal vote among the owners or shareholders. Involuntary Dissolution The state may dissolve your business for failure to comply with regulatory requirements, such as not filing annual reports or not maintaining necessary permits. Administrative Dissolution This occurs when the state takes action to dissolve a business due to legal non-compliance, typically after multiple warnings. Judicial Dissolution A court can order dissolution, often in disputes between partners or shareholders. This process typically requires legal representation to navigate. Understanding these types helps you evaluate your options, making informed decisions during the dissolution process. Steps Involved in the Business Dissolution Process The business dissolution process consists of several essential steps to ensure legal compliance and minimize complications. Following these steps helps you navigate this challenging decision effectively. Preparing for Dissolution Preparing for dissolution involves acquiring approval from stakeholders. For corporations, a shareholder vote is necessary, often requiring a majority or two-thirds approval based on state laws and company bylaws. For LLCs, refer to the operating agreement or state LLC laws if no agreement exists. Additionally, notifying customers and employees about the impending closure is critical. Communicate a timeline for business operations’ cessation and address any outstanding accounts or projects. This approach helps maintain transparency and trust during the transition. Filing the Necessary Documents Filing the necessary documents signifies the formal end of your business entity. Start by completing dissolution forms specific to your state’s requirements. Corporations typically file Articles of Dissolution, while LLCs complete a similar form. Ensure you also settle all outstanding obligations, including taxes and fees, before submitting these documents. After state approval, it’s essential to notify stakeholders, such as creditors and suppliers, about your business’s dissolution. Proper documentation and compliance reduce the risk of legal issues, protecting your interests even after the business ends. Legal Considerations in the Business Dissolution Process Understanding the legal considerations in the business dissolution process is essential for small business owners. Maintaining compliance ensures a smoother transition when terminating your business structure. Compliance with State Laws You must comply with state laws during the dissolution process. Each state has specific requirements for dissolving different business structures, such as LLCs, sole proprietorships, partnerships, and corporations. Often, you’ll need to file Articles of Dissolution or similar documents with the state. Deadlines and fees can vary significantly, so thorough research on state regulations is crucial. Consult a legal advisor familiar with local laws to ensure proper adherence. Handling Business Debts and Obligations You must address all outstanding debts and obligations before completing the dissolution. Settle unpaid taxes, outstanding loans, and any other liabilities to avoid potential legal issues. Notifying creditors provides transparency and allows you to negotiate repayment plans or settle debts. Document all agreements made to maintain accurate records. Ensuring proper financial management during this phase protects your interests and assists in minimizing negative repercussions for you and your stakeholders. Challenges in the Business Dissolution Process The business dissolution process presents several challenges that small business owners must navigate carefully to ensure a successful transition. Mismanagement or oversight during this phase can lead to complications that affect not only the business but also the owners and stakeholders involved. Common Pitfalls to Avoid Neglecting Legal Requirements Ensure you understand and comply with state laws regarding business dissolution. Each state has specific requirements for LLCs, corporations, and other legal structures. Ignoring these can lead to administrative penalties. Overlooking Outstanding Debts Settle all outstanding debts before proceeding with dissolution. Failing to address obligations, such as taxes or vendor payments, can result in legal repercussions that complicate the process. Inadequate Notification of Stakeholders Communicate effectively with customers, employees, and creditors. Notifying stakeholders of the impending closure helps facilitate smoother transactions and maintain transparency, reducing the risk of disputes. Improper Documentation Submit accurate and complete documents for dissolution, such as Articles of Dissolution. Errors or omissions can lead to delays and additional costs during the closing process. Dealing with Disputes Among Owners Disputes among owners pose a significant challenge during dissolution, particularly in partnerships or corporations. Address conflicts promptly to avoid prolonging the process. Establish Clear Communication Hold open discussions among partners or stakeholders to express concerns and reach agreements. Clear dialogue promotes resolution and helps avoid misunderstandings. Seek Legal Advice Consult with a business attorney to navigate disputes effectively. Legal expertise can provide strategies for conflict resolution and ensure compliance with the law during the dissolution process. Develop a Fair Exit Strategy Create an exit strategy that addresses each owner’s interests. Ensuring fairness in asset distribution and debt settlement minimizes resentment and fosters a smoother closure. Consider Mediation Mediation can help facilitate negotiations among disputing owners. A neutral third-party mediator guides discussions, aiming for a consensus without prolonged conflict. By recognizing these challenges and addressing them proactively, you’ll navigate the business dissolution process more effectively, protecting your interests while achieving a clear, final resolution. Conclusion Dissolving a business is never an easy choice but understanding the process can make it more manageable. By following the necessary steps and ensuring compliance with state laws you can minimize complications and protect your interests. Clear communication with stakeholders and addressing all outstanding obligations are vital to a smooth transition. Remember that seeking legal advice can provide valuable guidance tailored to your specific situation. With careful planning and attention to detail you can navigate the dissolution process effectively and achieve a resolution that respects your hard work and investment. Frequently Asked Questions What are common reasons for business dissolution? Business dissolution can occur due to various reasons, including financial difficulties, personal circumstances, lack of demand for products or services, or disagreements among owners. Understanding these factors can help entrepreneurs make informed decisions about closing their business. How does the business dissolution process work? The business dissolution process involves several key steps: obtaining stakeholder approval, notifying employees and customers, settling debts, filing necessary documents with the state, and distributing remaining assets. Each step is crucial to ensure compliance and a smooth transition. What types of business dissolution exist? There are four main types of business dissolution: voluntary dissolution (chosen by owners), involuntary dissolution (initiated by the state), administrative dissolution (due to legal non-compliance), and judicial dissolution (ordered by a court due to disputes). Each type has specific implications for business owners. Do I need legal help when dissolving my business? While it’s possible to dissolve a business without legal help, it’s often advisable to consult with a lawyer. Legal professionals can provide guidance on state-specific requirements, ensure compliance, and help address any potential disputes or complications. What are the crucial steps to take before filing for dissolution? Before filing for dissolution, it’s essential to settle all debts and obligations, notify stakeholders such as employees and creditors, and obtain any necessary approvals from shareholders or partners. Proper documentation is vital to minimize legal issues and ensure a smooth process. How can I protect my interests during the dissolution process? To protect your interests, ensure compliance with state laws, settle all outstanding debts, communicate transparently with stakeholders, and keep thorough records. Seeking legal advice can also help navigate challenges and avoid potential pitfalls during dissolution. What are the legal implications of business dissolution? Dissolving a business involves legal responsibilities, including filing dissolution documents with the state, settling taxes and liabilities, and complying with any contractual obligations. Understanding these legal implications is crucial to minimize future liabilities and protect stakeholders’ interests. Image Via Envato This article, "Understanding the Business Dissolution Process: Essential Steps for a Smooth Transition" was first published on Small Business Trends View the full article

Key Takeaways Understanding Business Dissolution: Business dissolution is a formal, legal process that terminates a business’s existence, involving critical steps for compliance and smooth transition. Types of Dissolution: There are various types of business dissolution, including voluntary, involuntary, administrative, and judicial, each with unique implications and processes. Essential Steps: Key steps in the dissolution process include obtaining stakeholder approval, filing necessary dissolution documents, and notifying customers and employees to ensure transparency. Legal Compliance: Adhering to state laws during dissolution is crucial to avoid penalties; necessary filings and paying outstanding debts and obligations must be prioritized. Avoiding Common Pitfalls: Small business owners should navigate potential challenges, such as neglecting legal requirements and failing to communicate effectively with stakeholders, to prevent complications during dissolution. Managing Disputes: Clear communication, legal advice, and fair exit strategies are essential for resolving conflicts among owners, ensuring a smoother dissolution process. Deciding to dissolve a business can be one of the toughest choices you’ll face as an entrepreneur. Whether it’s due to financial struggles, shifting market conditions, or personal reasons, understanding the business dissolution process is crucial. It’s not just about closing the doors; it involves a series of steps that can impact your finances, reputation, and future ventures. Navigating this complex process requires careful planning and attention to detail. From settling debts to distributing remaining assets, each step plays a pivotal role in ensuring a smooth transition. By familiarizing yourself with the necessary procedures, you can minimize potential pitfalls and protect your interests. Let’s explore what you need to know about effectively dissolving your business. Understanding Business Dissolution Process Business dissolution involves formal steps to close a business entity, requiring attention to legal and financial obligations. You must navigate several essential phases to ensure a smooth cessation of operations. Definition of Business Dissolution Business dissolution is the legal process that terminates a business’s existence. This process applies to various business structures, including LLCs, sole proprietorships, partnerships, and corporations. You initiate dissolution by filing the appropriate documents with your state, which officially recognizes the end of your business. Key activities include settling taxes, notifying creditors, and addressing employee matters. Types of Business Dissolution Dissolution can occur through different means, each with unique implications. You can choose from these types: Voluntary Dissolution You decide to dissolve the business due to personal reasons or financial issues. This often involves a formal vote among the owners or shareholders. Involuntary Dissolution The state may dissolve your business for failure to comply with regulatory requirements, such as not filing annual reports or not maintaining necessary permits. Administrative Dissolution This occurs when the state takes action to dissolve a business due to legal non-compliance, typically after multiple warnings. Judicial Dissolution A court can order dissolution, often in disputes between partners or shareholders. This process typically requires legal representation to navigate. Understanding these types helps you evaluate your options, making informed decisions during the dissolution process. Steps Involved in the Business Dissolution Process The business dissolution process consists of several essential steps to ensure legal compliance and minimize complications. Following these steps helps you navigate this challenging decision effectively. Preparing for Dissolution Preparing for dissolution involves acquiring approval from stakeholders. For corporations, a shareholder vote is necessary, often requiring a majority or two-thirds approval based on state laws and company bylaws. For LLCs, refer to the operating agreement or state LLC laws if no agreement exists. Additionally, notifying customers and employees about the impending closure is critical. Communicate a timeline for business operations’ cessation and address any outstanding accounts or projects. This approach helps maintain transparency and trust during the transition. Filing the Necessary Documents Filing the necessary documents signifies the formal end of your business entity. Start by completing dissolution forms specific to your state’s requirements. Corporations typically file Articles of Dissolution, while LLCs complete a similar form. Ensure you also settle all outstanding obligations, including taxes and fees, before submitting these documents. After state approval, it’s essential to notify stakeholders, such as creditors and suppliers, about your business’s dissolution. Proper documentation and compliance reduce the risk of legal issues, protecting your interests even after the business ends. Legal Considerations in the Business Dissolution Process Understanding the legal considerations in the business dissolution process is essential for small business owners. Maintaining compliance ensures a smoother transition when terminating your business structure. Compliance with State Laws You must comply with state laws during the dissolution process. Each state has specific requirements for dissolving different business structures, such as LLCs, sole proprietorships, partnerships, and corporations. Often, you’ll need to file Articles of Dissolution or similar documents with the state. Deadlines and fees can vary significantly, so thorough research on state regulations is crucial. Consult a legal advisor familiar with local laws to ensure proper adherence. Handling Business Debts and Obligations You must address all outstanding debts and obligations before completing the dissolution. Settle unpaid taxes, outstanding loans, and any other liabilities to avoid potential legal issues. Notifying creditors provides transparency and allows you to negotiate repayment plans or settle debts. Document all agreements made to maintain accurate records. Ensuring proper financial management during this phase protects your interests and assists in minimizing negative repercussions for you and your stakeholders. Challenges in the Business Dissolution Process The business dissolution process presents several challenges that small business owners must navigate carefully to ensure a successful transition. Mismanagement or oversight during this phase can lead to complications that affect not only the business but also the owners and stakeholders involved. Common Pitfalls to Avoid Neglecting Legal Requirements Ensure you understand and comply with state laws regarding business dissolution. Each state has specific requirements for LLCs, corporations, and other legal structures. Ignoring these can lead to administrative penalties. Overlooking Outstanding Debts Settle all outstanding debts before proceeding with dissolution. Failing to address obligations, such as taxes or vendor payments, can result in legal repercussions that complicate the process. Inadequate Notification of Stakeholders Communicate effectively with customers, employees, and creditors. Notifying stakeholders of the impending closure helps facilitate smoother transactions and maintain transparency, reducing the risk of disputes. Improper Documentation Submit accurate and complete documents for dissolution, such as Articles of Dissolution. Errors or omissions can lead to delays and additional costs during the closing process. Dealing with Disputes Among Owners Disputes among owners pose a significant challenge during dissolution, particularly in partnerships or corporations. Address conflicts promptly to avoid prolonging the process. Establish Clear Communication Hold open discussions among partners or stakeholders to express concerns and reach agreements. Clear dialogue promotes resolution and helps avoid misunderstandings. Seek Legal Advice Consult with a business attorney to navigate disputes effectively. Legal expertise can provide strategies for conflict resolution and ensure compliance with the law during the dissolution process. Develop a Fair Exit Strategy Create an exit strategy that addresses each owner’s interests. Ensuring fairness in asset distribution and debt settlement minimizes resentment and fosters a smoother closure. Consider Mediation Mediation can help facilitate negotiations among disputing owners. A neutral third-party mediator guides discussions, aiming for a consensus without prolonged conflict. By recognizing these challenges and addressing them proactively, you’ll navigate the business dissolution process more effectively, protecting your interests while achieving a clear, final resolution. Conclusion Dissolving a business is never an easy choice but understanding the process can make it more manageable. By following the necessary steps and ensuring compliance with state laws you can minimize complications and protect your interests. Clear communication with stakeholders and addressing all outstanding obligations are vital to a smooth transition. Remember that seeking legal advice can provide valuable guidance tailored to your specific situation. With careful planning and attention to detail you can navigate the dissolution process effectively and achieve a resolution that respects your hard work and investment. Frequently Asked Questions What are common reasons for business dissolution? Business dissolution can occur due to various reasons, including financial difficulties, personal circumstances, lack of demand for products or services, or disagreements among owners. Understanding these factors can help entrepreneurs make informed decisions about closing their business. How does the business dissolution process work? The business dissolution process involves several key steps: obtaining stakeholder approval, notifying employees and customers, settling debts, filing necessary documents with the state, and distributing remaining assets. Each step is crucial to ensure compliance and a smooth transition. What types of business dissolution exist? There are four main types of business dissolution: voluntary dissolution (chosen by owners), involuntary dissolution (initiated by the state), administrative dissolution (due to legal non-compliance), and judicial dissolution (ordered by a court due to disputes). Each type has specific implications for business owners. Do I need legal help when dissolving my business? While it’s possible to dissolve a business without legal help, it’s often advisable to consult with a lawyer. Legal professionals can provide guidance on state-specific requirements, ensure compliance, and help address any potential disputes or complications. What are the crucial steps to take before filing for dissolution? Before filing for dissolution, it’s essential to settle all debts and obligations, notify stakeholders such as employees and creditors, and obtain any necessary approvals from shareholders or partners. Proper documentation is vital to minimize legal issues and ensure a smooth process. How can I protect my interests during the dissolution process? To protect your interests, ensure compliance with state laws, settle all outstanding debts, communicate transparently with stakeholders, and keep thorough records. Seeking legal advice can also help navigate challenges and avoid potential pitfalls during dissolution. What are the legal implications of business dissolution? Dissolving a business involves legal responsibilities, including filing dissolution documents with the state, settling taxes and liabilities, and complying with any contractual obligations. Understanding these legal implications is crucial to minimize future liabilities and protect stakeholders’ interests. Image Via Envato This article, "Understanding the Business Dissolution Process: Essential Steps for a Smooth Transition" was first published on Small Business Trends View the full article

The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. For anyone following the headlines about African fintechs over the last few years, it must have felt like a wild ride—from buzzing highs to plunging lows, and everything in between. But beneath these surface narratives, a more interesting story is emerging. This will be the year the focus on African fintech shifts from valuations to delivering value, and the process is already underway. Sustainable practices take center stage ​​​​​Fintech funding in Africa dropped by 37% from 2022 to 2023. The downward trend persisted in 2024, with funding in the first half of 2024 falling from $864 million to $419 million, a 51% decrease versus the same period in 2023. This funding downturn has forced fintechs to reassess their models, moving away from growth-at-all-costs towards sustainable business practices that emphasize real-world solutions and long-term viability. Now, fintech companies must focus on building resilient, profitable businesses that can thrive without relying on constant infusions of venture funding. Take Nigeria’s emerging direct debit solutions worth​​​​​​ over $13 billion in 2023, according to the Central Bank of Nigeria. This isn’t a speculative bet on one of the many technology trends. Instead, these are practical innovations that help businesses in the country stabilize cash flow and simplify recurring payments for consumers. The focus on solving real problems rather than securing the next investment round signals a maturing ecosystem—one that prioritizes longevity over hype. Technology that matters The shift isn’t happening in a vacuum. African consumers are more selective than ever—they’re not just mobile-first but mobile-native. They expect frictionless digital experiences comparable to global platforms, but with local relevance. This is forcing fintechs to focus on what truly works. Artificial intelligence plays a role in this transformation, but not in the way many predicted. Fintechs are using AI to enhance fraud detection, automate compliance, and personalize financial services—practical applications that build trust and drive adoption. Similarly, blockchain is proving valuable beyond speculation. Instead of chasing volatile cryptocurrencies, fintechs are leveraging blockchain to improve cross-border payments, cutting costs, and speeding up remittances. With Africa receiving over $100 billion in annual remittances, these innovations have a direct, meaningful impact. When traditional transfer fees eat into crucial remittances, blockchain’s ability to reduce costs and increase speed isn’t just a technical achievement, it’s a tangible improvement in people’s lives. The new success metrics The combination of consumer-driven demand and practical innovation is reshaping how success is measured in African fintech. The next wave of investment won’t be driven by hype or viral success stories. Instead, investors are looking for sustainable growth and profitability over inflated valuations. They are looking for products that address fundamental pain points rather than trend-driven solutions as well as operational efficiency and strong regulatory compliance. As we enter a new cycle where reality replaces hype, 2025 will mark a turning point for African fintech. The most successful companies won’t be those chasing the biggest headlines but those solving simple, essential problems exceptionally well. This isn’t the end but merely the beginning of a more mature, impactful, and enduring era. The revolution may be quieter than expected, but its impact will be deeper than ever imagined. Olugbenga GB Agboola is founder and CEO of Flutterwave. View the full article

The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. I’m not one to jump on every shiny new tool just because it’s trending. Some tech tools, gadgets, and software have transformed my life for the better (like the Meta Quest), and some ventures did not fare so well (I will ignore Apple Watch’s reminders to stand until the end of time). But AI? It’s different. AI isn’t in the same league as the other tech you know and love. This is not just another tool, it’s a shift in how we think, create, and operate. At Quantious, we’ve dedicated the past few years to learning everything there is to know about AI, and we’ve embraced it not as a crutch, but as a catalyst. As a longtime agency owner, I know the importance of finding ways for my team to work smarter, faster, and more creatively. So, here’s why I encourage my employees to use AI every day. 1. AI allows us to be better creatives We keep up with the news—we know some are saying that AI will kill creativity and make us dumber. At Quantious, we prefer to give our employees ownership to explore firsthand how AI tools can fuel fresh ways of thinking and offer new angles. Our designers leverage AI while prototyping, our copywriters lean on it to work through creative blocks, and our strategists use it to analyze massive amounts of data effortlessly. Through experimentation and education on responsible AI practices, we’re seeing that AI isn’t replacing our creative instincts, it’s sharpening them. We’re breaking through limits, unlocking ideas we never considered, and pushing creative boundaries in our work like never before. 2. AI keeps us at the top of our game AI is only going to get more advanced, more complex, and more intelligent. By weaving AI into our daily processes now in ethical and responsible ways, we’re future-proofing our team and staying ahead of the curve. AI literacy will soon be table stakes for business leaders and employees looking to stay at the top of their game. We’re already “bridging the gap between awareness and applied proficiency,” a goal organizations must embrace to remain competitive. Most importantly, we’re cultivating a workplace culture that thrives on change instead of fearing change. We prioritize ongoing training, fostering a culture where our teams feel empowered to experiment with AI, and excited to discuss tips, tricks, and findings. This isn’t just a valuable mindset to have—it’s our edge. That said, our team knows better than to fully rely on AI tools. We’ve asked ChatGPT to pull trending news articles, to which it created fake URLs to nonexistent stories. We’re not just using AI, we’re understanding its quirks, its limitations, and how it’s evolved over time. 3. AI supports remote (and hybrid) work Quantious is fully remote, with employees worldwide, so staying aligned and organized is crucial to our success. We now generate advanced spreadsheet formulas in minutes to streamline our workflows, saving our teams countless hours. We get AI-generated meeting note summaries after internal meetings, a simple yet effective way to document our company procedures and keep everyone in the loop. AI has made our remote work more productive, seamless, well-documented, and so much more. We’ve crossed a threshold—AI has redefined teamwork, and there’s no going back There are endless AI tools that can help you do everything from managing tasks to improving your public speaking skills. Without taking the time to learn about these tools, you’ll never know what you’re missing out on. At the end of the day, AI is just another tool. How we use it is what counts most. Encouraging my team to explore AI is not about replacing talent or even “working smarter, not harder” (though I’m not against the latter). It’s about cultivating a positive workplace culture alongside a team full of curious, adaptable, and continuous learners. My team and I refuse to sit on the sidelines while the industry evolves. Instead, we’re here to shape how it grows. Lisa Larson-Kelley is founder and CEO of Quantious. View the full article

Workers without college degrees have, for some time, faced declining opportunities in the workforce. However, new data signals that this may be changing, a sign that hiring managers are less focused on educational attainment and more focused on skills than they were in years past. That’s according to new research from Opportunity@Work, a nonprofit focused on increasing career opportunities for workers who lack college degrees but are “skilled through alternative routes,” aka “STARs.” The research, which analyzed trends in so-called paper ceilings, finds that between the years of 2000 and 2020, 70% of newly created jobs often required a college degree. However, over the past five years, “STARs,” or people who have attained a skillset without earning a college degree (for instance, via an apprenticeship or another route), started to regain up to 10% of those jobs, the research found. In other words, while workers without degrees continue to see their share of good-paying jobs decline, the downward trend has at least slowed, which the report attributes to shifting habits in hiring. “This report shows what is possible when awareness and behavior change together: job postings are measurably more open to STARs than in the early 2000s,” said Byron Auguste, CEO of Opportunity@Work, in a statement. “If we want our country to grow together—not apart—amid transformative technological and economic change—the starting point is to value all skills. And if we value all skills, STARs will rise.” New ways of thinking as college costs soar This may be good news for job-seekers who don’t have college degrees or aren’t especially keen on earning one, perhaps due to upfront costs. The average cost of a four-year degree has more than doubled since 2000 and grows around 4% per year. Meanwhile, additional research has shown an uptick in skills-based hiring and a decline in degree requirements. Between 2014 and 2023, there was a near-fourfold increase in the number of roles from which degree requirements were dropped, according to researchers from Harvard Business School and the Burning Glass Institute. “For the last 20 years, many employers’ practices appear to assume that having no college degree means you don’t have skills,” said Dr. Erica L. Groshen, senior economic advisor at Cornell U-ILR, a former Bureau of Labor Statistics commissioner, and chair of the STARs Insights Advisory Panel, in a statement. “Today, Opportunity@Work provides further evidence to refute that narrative.” View the full article

The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. For Generation Z, real estate is more than just settling down—it’s about staying connected, empowered, and mobile. Born between the mid-1990s and early 2010s, they are the first fully digital generation, raised on smartphones, cloud-based everything, and on-demand convenience. Gen Z’s influence on the housing market is rooted in their expectations. They bring a consumer mindset to renting that demands speed, simplicity, and personalization in a space that has traditionally been slow to modernize. Now that Gen Z is the fastest-growing renter demographic in the U.S., their preferences are no longer optional. As they drive the rental market, they’re reshaping the rental experience and forcing the real estate industry to keep up or risk falling behind. Renting over buying (for now) Gen Z hasn’t given up on the American dream—they’re just facing a more challenging road to get there. A significant majority of Gen Z aspires to own a home one day, but wanting to buy and being able to buy are two different things. With home prices at record highs and interest rates still elevated, affordability remains the single biggest barrier. In fact, 43% of prospective buyers said they considered purchasing a home in 2024 but ultimately decided against it due to cost. Even so, some are finding creative ways to enter the market, like buying in more affordable areas, choosing smaller homes, entering into co-living situations, using the house-hacking strategy, or taking advantage of remote work to relocate. Still, for the majority, renting is a necessity, and in many cases a preferred step along the journey. Renting provides flexibility while they build careers, save for a down payment, or explore new cities. Some have even embraced renting as their digital nomad lifestyle centers around travel, remote work, and life experimentation before settling down. As a result, Gen Z is expected to continue driving the rental market and take over as the largest renter demographic by 2030. And as this cohort grows in influence, their expectations around technology, flexibility, and user experience are reshaping what it means to rent and how landlords and proptech should adapt to support their needs. Digital natives’ tech expectations One of the defining characteristics of Gen Z is that they integrate technology into nearly every aspect of their daily lives. They expect everything to be accessible through a smartphone, and that includes housing. From browsing apartments to paying rent, Gen Z wants real estate experiences to be mobile-first, fast, and intuitive. They’re used to personalized playlists, same-day delivery, and AI-powered customer support. Therefore, any rental process that involves paper forms or checks to pay rent feels outdated and not worth their time. This demand for seamless digital experiences is pushing the real estate industry—particularly landlords, property managers, and proptech companies—to modernize. In their view, applying for housing should feel as smooth as ordering from Uber Eats. If it doesn’t, they’ll find another landlord who makes renting easier. How proptech is evolving to keep up To meet Gen Z’s expectations, the rental ecosystem is undergoing a massive tech upgrade. Smart property management platforms are built for both sides of the rental process: Landlords get powerful tools to automate operations, while renters get clean, mobile interfaces that streamline everything from applications to rent payments to maintenance requests. Features like online rent payments, tenant screening, digital leases, and real-time messaging are quickly becoming minimum requirements for an optimal renter experience. Some modern platforms go beyond basic functionality by offering renters tools that enhance convenience, transparency, and control. To make paying rent easier, some platforms are adding more advanced features such as allowing tenants to split rent with roommates directly within the app to eliminate the need for separate payments or awkward money transfers. Other examples include: enabling autopay or partial payments, which helps with budgeting and avoiding late fees; reporting on-time rent payments to all three credit bureaus to help young renters establish credit and boost their credit scores; storing lease documents for easy access; 24/7 reporting and tracking maintenance issues in real time; and in-app purchasing of renters insurance. These tools give Gen Z more autonomy and visibility throughout their rental experience. And for landlords, it means fewer missed payments, faster communication, and higher retention. In short: If your tech stack isn’t evolving, your rental business won’t either. What real estate investors should be doing right now For landlords and real estate investors, Gen Z’s influence is both a challenge and an opportunity. Here’s how investors can stay ahead: Adopt mobile-first property management tools If tenants can’t apply, pay rent, or request repairs from their phone, you’ll lose high-quality applicants. Look for platforms that make the entire leasing cycle smooth for both parties. Streamline tenant onboarding and communication Automated screening, digital leases, and in-app messaging are the new baseline. Gen Z renters expect the process to be as fast and efficient as anything else in their lives. Create transparent, personalized experiences Gen Z values transparency and control. Give them access to payment histories, lease docs, and maintenance updates in real time. The more empowered they feel, the more likely they are to renew (meaning less turnover/vacancies). Keep up with tech (or get left behind) Proptech isn’t slowing down. The platforms that dominate tomorrow will be the ones that can continually respond to shifting consumer expectations. As an investor, staying agile and tech aware is part of the job. The bottom line Gen Z is driving a new era of innovation in real estate where tech isn’t an add-on—it’s the foundation. Their lifestyle preferences, economic realities, and digital-first mindset are forcing the industry to evolve in real time. For investors, landlords, and companies, it’s a roadmap for success. Those that embrace this shift early will be able to build stronger portfolios, attract long-term tenants, and thrive in the future rental marketplace. Ryan Barone is cofounder and CEO of RentRedi. View the full article

All measures of leading survey drop in April as price rises and The President import taxes bite View the full article

The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. The pandemic fully exposed global supply chains’ vulnerabilities and inefficiencies. While most brands were agile enough to shift strategies to address the uncertainties of the time, many prioritized speed and cost to meet the pressures of the moment, at the expense of long-term adaptability, resilience, and flexibility post-pandemic. Today, new supply chain pressures like tariffs, trade wars, climate change, and geopolitical uncertainty serve as reminders that complexity and disruption—the two words used to describe supply chain management in 2025 per Thomson Reuters’ global trade report—have the potential to once again, impact business and life. As brands and retailers analyze current risks across global operations, they ask: “How did we get here again?” Create adaptive supply chains A mid-pandemic EY survey found that enterprises were making plans to transform supply chain strategies to become more resilient, sustainable, and collaborative, leveraging technologies like AI, analytics, and automation. But did they? The answer is both yes and no. Once the urgency of the pandemic disruptions cooled, consumer packaged goods and retail companies turned their attention back to revenue generation, workforce optimization, and production. There was certainly some investment in digital transformation. Still, Food Technology’s Technology Trends Survey completed in 2024 found that about half of the food, beverage, and ingredient manufacturers surveyed were still in the planning stages, hoping to invest in AI (50%) and/or supply chain tracking systems (48%) as part of their 2025 digital transformation strategies. The time to re-invest in digital transformation is now. Creating and maintaining a resilient operation that can weather costly disruptions and meet shifting consumer expectations requires an adaptive supply chain supported by modern technology. As proven during the pandemic, supply chain breakdowns can derail economies. Short-term changes can be a Band-Aid fix but do not support long-term resilience when the next crisis comes along. Conversely, collaborative supply chains with structural flexibility, end-to-end visibility, and advanced analytics can transform existential threats into manageable challenges and unlock fast, predictive decision-making capabilities, no matter the crisis. As business leaders look ahead, here are the areas that will help organizations meet today’s supply chain pressures, and better position companies for long-term adaptability and resilience. Strategic alignment: Supply chains should be viewed as strategic assets foundational to decision making and performance optimization and can provide companies with a competitive advantage, not just as a target for cost-saving initiatives. Importantly, there’s no one-size-fits-all approach; upfront strategic alignment is critical. For example, retail behemoths Amazon and Costco set the gold standard with their supply chain strategies but have distinctive approaches supporting their unique business goals. While Amazon optimizes for endless selection, convenience, and speed, Costco focuses on delivering value through scale, simplification, and operational efficiency—two different approaches that achieve the same end goal: strong growth and loyal, happy customers. It’s critical for businesses to first align on what they’re trying to accomplish and what their strategic differentiators are and then set a supply chain strategy. Data foundation: Given the complexity of our global marketplace, supply chain visibility and advanced analytics are foundational elements of effective supply chain management strategies. Though many companies currently collect extensive data, it’s not immediately actionable. A yogurt brand, for example, might manufacture its product in the U.S. but rely on ingredients imported from different countries. Especially with looming tariffs, brands need insight into their product’s “bill of materials” to determine where each ingredient is sourced and access to clean, real-time, granular data to help them quickly understand the potential impact of tariffs on their operations. A fresh fruit brand could be navigating a food safety incident and need to quickly locate the affected inventory to determine where impacted batches were distributed. Companies must gather, collate, and normalize data from various inputs across their supply chains to inform quick decision making when needed. Cross-functional collaboration: In resilient supply chains, partners at each stage share information to optimize the flow of goods. Starting with the planning stage, accurate demand and supply forecasts allow procurement to source the correct quantities of production inputs from suppliers. It also helps identify which suppliers meet the company’s quality standards and consistently deliver on time so that manufacturing can maintain efficient production schedules. Accurate information on warehouse capacity and logistics resources is needed to ensure on-time delivery. Adaptive supply chains require cross-functional collaboration and real-time data sharing between and throughout organizations so that companies can identify potential issues in advance, such as low inventory or production bottlenecks, and act quickly to avoid disruptions. Cultural commitment: McKinsey data found that only one-quarter of supply chain survey respondents observed regular reporting on supply chain risks at the board level. Resiliency is a muscle that requires regular exercise, not something companies should only pay attention to when crises emerge. Supply chain transformation must be an ongoing change management imperative across the organization and at the highest levels, with strategies and plans regularly revisited and updated. By identifying early warning signals sooner, companies can make decisions faster and revise strategy and plans to mitigate the impacts of future crises. Supply chain disruptions are rarely predictable. The best approach for companies to stay ahead of future disruptions is creating a foundation that allows for agility in daily operations and for significant events, such as tariffs, which require fast decision making. By creating systems and processes that facilitate end-to-end visibility and collaboration, business leaders can focus on supply chain agility now, so we are ready for the next crisis when it occurs. Are Traasdahl is founder and CEO of Crisp. View the full article

IDEAS shared have the power to expand perspectives, change thinking, and move lives. Here are two ideas for the curious mind to engage with: I. Rosabeth Moss Kanter on developing winning streaks: “Experiencing troubles is not all bad. Rather than interrupting the cycle of success, responding to adversity might accelerate it. New threats become less threatening when people have successfully solved previous problems. Potential leaders might become stronger when they have successfully resolved crises or weathered adversity. Troubles, in fact, might actually be good for winners.” Source: Confidence: How Winning Streaks and Losing Streaks Begin and End II. Josh Linkner on refining your work: “It’s the ritual of refinement that’s often the difference between mediocre and legendary work. It’s been said that the one thing all great authors have in common is lousy first drafts. The difference between a bad book, a decent book, and a breakaway bestseller is often directly linked to the amount of time invested in the refinement stage.” Source: Big Little Breakthroughs: How Small, Everyday Innovations Drive Oversized Results * * * Look for these ideas every Thursday on the Leading Blog. Find more ideas on the LeadingThoughts index. * * * Follow us on Instagram and X for additional leadership and personal development ideas. View the full article

The Fast Company Impact Council is an invitation-only membership community of leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual dues for access to peer learning, thought leadership opportunities, events and more. In a world with a constant information deluge and a labyrinth of disinformation to continually navigate through, people are exhausted. What is true? Who is honest? Who and what can I believe? Who can I trust to lead in a way where I know they understand what I need? Will anyone do what is best for me? It is no wonder that people are frustrated with those in charge—everywhere. Politicians, media personalities, business leaders. Our leaders are often out-of-touch elites, or worse, reckless liars. By and large, leaders seem self-interested rather than keeping the needs of those they serve at heart. Compound this with a sound bite society where click bait reigns supreme and memes are a surrogate for journalism, but without the research, context, or analysis. No one can tell person from bot on social media anymore. And people’s worst behaviors lead to the highest monetization on those platforms. It’s no wonder people are fed up. Desperate for authenticity All of this is resulting in anger from older generations and disillusionment among younger ones, causing both apathy and a lack of motivation to work toward something better, as it all feels hopeless. But emerging generations’ futures are threatened as they inherit the fallout from generations of selfish, inauthentic leadership, and are left with only dire economic prospects, unsteady liberties, and a planet literally on fire. Adding insult to injury, they are now asked to try to survive it all and to fix it themselves when leaders haven’t been or aren’t interested in doing so themselves. Amid all of this, people are desperate for leaders who are authentic. Leaders who face the hard truths. Leaders who understand the reality of the people they serve. And most importantly, leaders who deliver results for the actual humans they are leading. People are drawn to leaders who “get it” and who “tell it like it is” regardless of whether their intentions are altruistic or nefarious, evidence that authenticity is what people crave most right now. What makes an authentic leader? So what are some key elements seen in authentic leaders? Give a damn about those you lead. Genuinely. Deeply reflect on your intentions. If you don’t actually care, your people will know it. Understand that leadership is a responsibility. A privilege given to a few. A great leader is a servant. Listen to those you lead to hear things spoken and unspoken. Build structures to make sure you have eyes and ears everywhere to get to your team’s truths and feelings. Understand that others rely on you and that you can do nothing without a team of engaged, productive individuals. Admit when you are wrong or when you don’t know things. Everyone else will know anyway and not admitting it just looks foolish and stubborn. Overcommunicate to ensure your team knows your intentions, your actions, your decision making. Speak candidly, openly, and transparently. Trust is built on understanding. Make the best, well-informed decisions considering the needs of everyone. Deliver. Rinse and repeat ad infinitum. This all feels so obvious. So why is it so rare? Because it takes far more work and sacrifice than not doing it. First, it all takes time, and sometimes money, which I believe many leaders feel is wasted on this soft capital. And it requires competencies that are not often valued, and sometimes demonized, in our strong-man leader archetype. Listening requires EMPATHY. Collecting feedback requires HUMILITY. Open communication requires THOUGHTFULNESS. Making the best, well-informed decisions requires INTEGRITY. Admitting mistakes and learning from them requires VULNERABILITY. Transparency empowers others to act and therefore requires TRUST. Results for your employees are your own ACCOUNTABILITY. And while my hope is that leaders will be driven to be authentic because they truly give a damn about people around them, I know that many leaders care most about the business value of their decisions. What’s at stake? What is the cost of lacking authenticity? LOST PRODUCTIVITY due to low employee trust and engagement. LOST MOMENTUM due to turnover and attrition. LOST GROWTH due to shallow candidate pipelines as employees seek out authentic leaders. LOST EFFICIENCY due to not developing team members to deliver and respond. LOST FAITH in our social contract, the most expensive of them all. Regardless of the motivations, authentic leaders are in demand and ultimately, the only leaders who will achieve success with the current workforce’s state of mind. Investing in this soft capital will pay dividends, financially and socially. And frankly, none of us, individually or collectively, can afford not to. Julee Brooks is CEO of Woodcraft Rangers. View the full article