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Three weeks into her new role as VP of operations, “Maria” got an 11:47 p.m. Slack from her COO: “Where are we on the Q3 supply chain numbers?” She had sent him those numbers that morning. She sent them again. By 6 a.m., Maria’s boss had changed the entire project scope based on a board conversation she didn’t know had happened. By noon, he’d cc’d the CEO on a complaint about “delays”—delays caused by his own shifting priorities. Maria didn’t push back: She absorbed the burden. She reframed his abrupt messages before forwarding them to her team. She stayed late recalculating projections to match his latest mandate. She deflected her team’s frustration with careful explanations about “strategic pivots.” The work was exhausting, and it was invisible. Her team saw a supportive leader. Her boss saw smooth execution. No one saw the toll. Many managers find themselves in this position: absorbing friction from above while protecting those below. Gallup research finds that managers account for at least 70% of changes in employee engagement, yet many of those same managers report feeling crushed by contradictory demands from their own bosses. McKinsey research confirms that the quality of the relationship with a direct manager is the single most important factor in employee satisfaction. The message is clear: The friction you absorb doesn’t just affect you. It reverberates through everyone below you. In my executive and team coaching work with senior leaders, I see this pattern repeatedly: A C-suite leader creates destructive organizational friction through a chaotic style, lack of personal accountability, and unchecked reactivity. And managers are left to absorb it. It’s an unsustainable dynamic—but one managers can counteract. Here are four strategies for navigating friction without burning out or compromising your effectiveness. 1. Name the Friction, Then Decide What’s Worth Absorbing The first step is getting honest about which type of friction you’re dealing with. Constructive friction—a boss who raises the bar, questions your logic, or forces you to confront underperformance—is uncomfortable but valuable. This is what I call healthy friction. If your boss is pushing you to eliminate inefficiency or rethink a flawed process, that’s worth leaning into, not absorbing. Destructive friction is different. It’s energy lost to misalignment, rework, and emotional labor. Stanford management professor Bob Sutton identifies several types of destructive friction: unnecessary complexity that adds steps without adding value, ambiguity when goals keep shifting, emotional volatility that forces you to manage up constantly, and micromanagement that erodes autonomy. Liz Wiseman, author of Multipliers, calls leaders who create destructive friction “diminishers.” They drain capability through behaviors like jumping in with answers or involving themselves in every decision. To separate signal from noise, seek to understand whether this unnecessary interference is actually your boss managing real constraints you don’t see. A sudden pivot might reflect CEO pressure. Increased scrutiny might follow a compliance issue. Research on the hidden realities of leadership shows that senior leaders frequently operate under pressures that are invisible to their teams. Use these criteria to assess the situation: Comprehension: Have you had a candid, vulnerable conversation with your boss to understand the origin of the friction? What specific behaviors create it? Duration: Is this temporary or chronic? You can absorb friction during a crisis. You can’t sustain it indefinitely. Impact on outcomes: What is your role in creating or enabling the behavior? Does absorbing the friction improve results or just create an illusion of progress? Cost to you and your team: What does it cost in time, energy, and team morale? Are you protecting your team or just delaying the impact? If talented people are leaving, you’re not absorbing effectively. “Marcus,” chief of staff at a healthcare startup, learned this the hard way: “I spent three months resenting my CEO’s constant questions about our hiring pipeline. I thought he was micromanaging. Then I learned we were six weeks from running out of runway, and he was trying to slow spending without panicking the team. I wish I’d asked, ‘What are you seeing that I’m not?’ sooner.” 2. Create Systems That Reduce Friction Once you’ve diagnosed the friction, build systems to reduce it—systems that don’t require you to be the constant intermediary. The instinct is to work harder, absorb more, and hope conditions improve. But research consistently shows that individual effort cannot compensate for structural dysfunction. A Deloitte study finds that when productivity tools and ways of working lack clarity, they create more work rather than less. And Gallup’s engagement research shows that only 46% of employees clearly understand what is expected of them, a 10-point drop from 2020. When the system around you generates confusion, the solution is not to absorb faster. It’s to redesign the system. Four structural changes can reduce your role as the constant go-between. Establish clear decision rights. Much friction comes from unclear ownership. When roles blur, decisions stall and accountability weakens. Bain’s RAPID framework (recommend, agree, perform, input, decide) can help. When Maria finally had this conversation with her boss, they discovered he wasn’t trying to micromanage. He genuinely didn’t know she had authority to approve vendor contracts under $500K. Create predictable communication. Random check-ins create constant interruption. Your operating rhythm is a signal of how you lead—it sets the tempo for decision-making, collaboration, and accountability. One director of product management I coached solved her boss’s “just checking in” problem by instituting a Friday afternoon dashboard: three metrics, three decisions pending, three risks. “He stopped asking because he knew he’d get answers Friday,” she said. Document and share context. When priorities shift, capture the change and its rationale. A simple decision log helps everyone see how you got here and why yesterday’s plan changed. Build buffers into your processes. If your boss routinely changes direction, don’t commit your team to immovable deadlines. Build in review points. Use phased rollouts. 3. Have the Conversation Sometimes systems aren’t enough. You need to name the pattern directly. Your boss likely doesn’t see themselves as creating friction; they see themselves as ensuring quality or responding to pressure from above. Research on managing up suggests framing it as a shared problem, not an accusation. Try the following scripts: Frame it as shared: “I want to make sure I’m giving you what you need without overwhelming the team. Can we talk about how decisions are flowing right now?” Come with data: “We’ve reprioritized three times this month, which has added about 40 hours of rework. I want to understand what’s driving these changes so we can build more flexibility into the plan.” Focus on impact, not intent: “When requests come in after 9 p.m., the team feels like they need to respond immediately, which is creating burnout. Can we establish core hours for urgent communication?” Propose experiments: “What if we tried a two-week sprint where priorities stay locked unless something is genuinely on fire?” “Andrea,” a senior director at a media company, used this approach when her boss’s conflict-avoidant style created constant mixed messages. “I told him, ‘I think we both want the same thing: happy clients and a sustainable pace. Right now, we’re getting requests from three stakeholders who think they are all top priority. Can you help me understand how to sequence these?’ He didn’t love the conversation, but he did start having clearer conversations with stakeholders.” 4. Know When to Stop Absorbing, And Protect Your Own Leadership Sometimes friction stops being fuel and becomes rot. Drawing on insights from organizational psychologists like Adam Grant, you can watch for three warning signs that conflict has crossed into dysfunction: It’s chronic rather than tied to specific crises, it’s driven by ego or insecurity instead of real business concerns, and it’s starting to show up in exit interviews and the loss of your strongest people. At that point, continuing to quietly absorb the damage is not noble leadership. It’s enabling a toxic culture. You have three options: Escalate. Share what you’re experiencing with a skip-level leader or HR business partner—not as gossip, but as a risk flag. “We’ve lost three senior people in six months, and the exit interviews all mention the same concerns about unclear priorities.” Set boundaries. Let some friction flow downward or upward. If your boss demands weekend work for nonemergencies, say no. If they change priorities daily, push back: “I need three business days to reallocate resources. If it’s truly urgent, tell me what we’re deprioritizing.” Leave. If the friction is chronic, you’ve tried to address it, and nothing changes, staying may be costing more than it’s worth. Make an exit plan. “James,” former VP of Sales at a SaaS company, eventually chose to leave. “After two years, I realized this is the job. And the job was making me someone I didn’t want to be: short-tempered with my team, anxious on Sunday nights, too tired to be present at home. Leaving felt like giving up. Six months later, I can see it was the smartest thing I did.” The bigger risk, though, is what happens if you stay and don’t change course. Deloitte’s research on leadership sustainability shows that burned-out leaders transmit their stress directly to their teams, creating a cascade that damages performance at every level. You become reactive instead of strategic. You model anxiety instead of steadiness. You teach your team that success means managing up rather than delivering value. The Fallout from Friction With time, Maria also realized this. “I thought I was being a good boss by shielding my team. But I was teaching them that last-minute fire drills were normal. When one of my best people resigned, she said, ‘I just want to work somewhere that feels calmer.’ I wasn’t absorbing the friction. I was transmitting it.” So as you navigate friction from above, ask yourself regularly: What kind of leader am I becoming? What norms am I creating? What am I teaching my team about how work should feel? Being a buffer matters. But being a buffer shouldn’t require you to lose yourself in the process. View the full article

The President administration sends no senior officials to fourth anniversary of Russia’s full-scale invasionView the full article

Last year was full of talk about tariffs. Are they coming up or going down? On which products and countries? How could businesses handle all the uncertainty? But while there was a lot of discussion of these fees, paid on imported goods and raw materials, there wasn’t actually that much evidence of their price impact at stores. According to Amazon CEO Andy Jassy, that’s about to change. Tariffs had a modest impact on prices in 2025 Tariffs are a tax on businesses, which means you’d expect that if tariffs go up, so do prices. But the effect of President The President’s ever-changing but always aggressive tariff policies didn’t cause the huge price hikes and widespread economic damage many feared in 2025. Economists offer several likely explanations. One is all the exceptions and carve-outs the government made after announcing the tariffs. What The President threatens and what ends up being charged are often very different. “The actual tariffs are much lower than what were announced, and that is one of the reasons why the effects have not been as big as feared,” Harvard economist Gita Gopinath told The New York Times. Another big reason is timing. The President hasn’t been shy about his love of tariffs. That means many people got ahead of the new taxes by stockpiling goods before they came into effect. “Consumers and business time very-short-run purchases to try to minimize tariffs,” according to the Budget Lab at Yale University. “This can reduce the amount of imports of higher-tariffed goods and countries for a time.” But Jassy says this tactic to keep prices down may have reached its expiration date. Amazon’s CEO warns of big pricing changes to come Jassy spoke to CNBC’s Becky Quick at the World Economic Forum in Davos, Switzerland, and said that so far, Amazon has seen “some of the tariffs creep into some of the prices, some of the items.” He continued: “And you see some sellers are deciding that they’re passing on those higher costs to consumers in the form of higher prices, some are deciding that they’ll absorb it to drive demand, and some are doing something in between.” But the days of these modest impacts may soon be over. “I think you’re starting to see more of that impact,” he continued. Many sellers simply don’t have much of a choice but to pass on the cost of tariffs. “At a certain point—because retail is, as you know, a mid-single digit operating margin business—if people’s costs go up by 10%, there aren’t a lot of places to absorb it,” the Amazon CEO said. “You don’t have endless options.” No white knight is riding to consumers’ rescue No matter what you might hear coming out of the White House, realistically, those options do not somehow magically include getting foreign suppliers to shoulder the cost of tariffs. A new study by the Kiel Institute in Germany found that a whopping 96% of the costs of tariffs are passed on to U.S. importers and consumers. Nor can smaller businesses that are already squeezed keep shielding consumers indefinitely. When large retailers raised prices, smaller firms said, “we’re going to try to not raise prices, giving them a competitive edge,” Kyle Peacock, founder of Peacock Tariff Consulting, explained to Harvard’s Institute for Business in Global Society. But, he continued, “they can only absorb it for so long.” Jassy’s comments suggest that the breaking point for many sellers is fast approaching. The Amazon CEO is far from the only business luminary issuing such warnings. On a recent investor call, Nike cautioned tariffs could add about $1 billion in costs during its 2026 fiscal year. Mattel warned it may need to raise prices on toys, while Walmart likewise said it may be forced into “selective” price increases on imported goods. Add to these existing pressures The President’s latest threats to slap further tariffs on European countries if they fail to go along with his weird neo-colonialist demand that they hand over Greenland, and the picture looks worrying. Economists fret Amazon’s CEO is right The Peterson Institute for International Economics worries all this could spell higher—rather than lower—inflation this year. “The pass-through of tariffs to consumer prices has been modest to date, suggesting U.S. importers have been absorbing the bulk of the tariff changes. That will change in the first half of 2026,” Lazard CEO Peter Orszag and PIIE president Adam Posen predicted. “The many reasons for the lagged pass-through include businesses pricing based on when their inventories arrived (and have since run out) and concerns around being seen as raising prices too rapidly (so they are instead gradually increasing them). This won’t last,” they continued. Of course, who knows what The President might do in the end. His track record has, to put it mildly, been inconsistent and changeable. But if he doesn’t chicken out and change course, many economists clearly fear Amazon CEO Andy Jassy is right. Hard-pressed U.S. consumers are hoping life gets more affordable in 2026. They’re likely to face the opposite. —Jessica Stillman This article originally appeared on Fast Company’s sister website, Inc.com. Inc. is the voice of the American entrepreneur. We inspire, inform, and document the most fascinating people in business: the risk-takers, the innovators, and the ultra-driven go-getters that represent the most dynamic force in the American economy. View the full article

A year ago at the Munich Security Conference, Vice President JD Vance accused Europe of using “ugly, Soviet-era words like misinformation and disinformation” to justify restricting dissent, and warned that its speech rules posed a greater threat to democracy than Russia or China. Now the The President administration is acting on that belief. Earlier this month, as Secretary of State Marco Rubio addressed this year’s conference (in a far more conciliatory tone), the U.S. government launched Freedom.gov. For now it’s just a landing page, but it is reportedly planned as a way for Europeans to duck content bans, including restrictions on hate speech and terrorist propaganda. Officials have discussed incorporating a built-in virtual private network (VPN) function that would make users’ internet traffic appear to originate in the U.S., effectively routing around European content restrictions. The project is overseen by Sarah Rogers, under secretary for public diplomacy; Edward Coristine, a former member of Elon Musk’s Department of Government Efficiency (DOGE), is reportedly working on the site’s design. The backdrop is escalating tension over tech regulation. European and U.K. authorities have tightened enforcement on social media platforms, recently opening investigations into X and its AI chatbot Grok over alleged rule-breaking and harassment. These moves have angered The President administration officials, who see them as attempts to criminalize American companies and suppress speech. “Proponents might argue that it is merely the modern-day version of Radio Free Europe, which broadcast unfiltered news across the Iron Curtain,” says Anupam Chander, an expert on global tech regulation at Georgetown Law. That’s likely how the The President administration sees it: Officials have framed Freedom.gov as a champion of “digital freedom” and emphasized the State Department’s long-standing support for “the proliferation of privacy and censorship-circumvention technologies like VPNs.” But others see it as interference. “Democratic countries are likely to see the American portal as improper interference with domestic laws,” says Chander, who believes “countries might respond to the American ‘freedom’ portal by ordering their internet providers to block it.” Paul Bernal, a professor of information technology law at the University of East Anglia in Norwich, England, expects the EU would simply block the site. Under laws like the Digital Services Act, Europe can bar platforms that attempt to evade its rules. “I can’t see how the Americans are going to stop them effectively blocking access,” he says. “Web-blocking capabilities exist. We do it for child sex abuse material. We do it for copyright.” The result could become “a kind of cat-and-mouse thing where the U.S. puts something up the EU blocks, then the U.S. puts it up somewhere else, and so on.” Bernal also rejects the administration’s framing. “There is no question to anyone who knows about free speech that Donald The President’s regime are very much anti-free speech,” he says. “They’re closing down their enemies wherever they can, they’re taking over platforms like TikTok and TV stations like CBS in order to ensure they toe the line over political things.” In his view, the dispute is “fundamentally about geopolitics rather than about freedom of speech”—and about Europe trying to limit the influence of American tech companies on its politics. View the full article

Roger Sauerhaft thought he had done everything right. The 38-year-old PR consultant had been running his solo practice in New York since 2021, paying $1,189 a month for what seemed like good health insurance through his state’s individual marketplace. In late 2023, he developed a medical issue that required a specialist, and started calling doctors’ offices—only to be turned away again and again. The closest in-network specialist was an hour away in Long Island. One medical administrator was honest with him: His plan’s network was too restrictive. He needed broader coverage—but that wasn’t available to him. “When you’re a solopreneur, your health is your business,” Sauerhaft says. “When you have a problem, you need to get it fixed really quickly. That requires access.” Approximately 16.5 million Americans were self-employed as of January 2026, according to the Bureau of Labor Statistics. MBO Partners’ 2025 annual survey puts the number at 72.9 million, counting not just full-time self-employed workers but also part-time and occasional independent earners. For solopreneurs and small-business owners across the U.S., individual marketplace plans are predominantly HMOs, or health maintenance organizations, which have narrow networks and require referrals to see specialists. PPOs, or preferred provider organizations with broader access, are available on marketplaces in only a handful of states or through employer-sponsored plans. Most solopreneurs across the U.S. get their insurance from Affordable Care Act marketplaces. Premiums, deductibles, and out-of-pocket costs can eat up a significant portion of their income, and many plans restrict access to care through narrow provider networks. This gap leaves many paying high prices for plans that don’t meet their needs, forcing them to choose between their health and their business—or find creative work-arounds to access better coverage. Making it work For Sauerhaft, HMOs were the only plans available on his state’s ACA marketplace, complicating his search for a nearby specialist. He looked at options from the Freelancers Union, but couldn’t find anything better and began questioning the future viability of his business. “I thought about folding the business at that point,” he says. Instead, he expedited his wedding by a few months so he could join his fiancée’s employer PPO plan. He had gone independent to chart his own path, but the system “had basically taken it away from me,” he says. Liang Zhao, 38, was able to set up her own independent PR practice in 2019, in part because she had access to health coverage through her husband’s employer. But in September 2025, her husband was laid off. Their premiums for a family of three jumped from around $700 to $3,000 per month under COBRA (the Consolidated Omnibus Budget Reconciliation Act, a federal law that ensures individuals and their families are able to maintain access to healthcare coverage during certain life events, such as job loss). “We’re literally one layoff away from an entire family losing coverage,” Zhao says. “Historically, this country has set up a system where health insurance has been distributed through employers, so the whole system benefits larger employers who are able to negotiate better rates for their employees.” Solopreneurs who can’t rely on a spouse’s coverage have to get more creative. For Bob Christie, an independent consultant based in New York who travels across the country for his work, having nationwide coverage is a priority—but the state marketplace offers plans that work only in New York, or other states in an emergency. A broker connected Christie with Iron Health Benefits Partners, a Nebraska-based company that works with independent contractors. He technically became their employee—filling out a monthly questionnaire for token pay—which gave him access to their Blue Cross Blue Shield of Nebraska group plan with nationwide PPO coverage. His premium: $1,321 a month. Barriers to growth When it’s time to expand, health insurance can be a formidable obstacle. Alvin Carlos, 34, a financial planner in Washington, D.C., built his solo practice into a five-person firm and knew he needed to offer coverage to attract and retain talent. But when he explored group plans for his five employees across five states, a broker’s quote came to $8,010 a month—more expensive than individual coverage. His solution was to turn to a Health Reimbursement Arrangement, or HRA. Carlos reimburses employees $300 to $1,000 monthly depending on whether they’re single or have a family, covering premiums, copays, and deductibles. HRAs are a tax-advantaged benefit that gives employees flexibility to choose their own plans. He’s increased the reimbursement once in 2026 due to premium spikes. “Our health insurance system is broken,” Carlos says. “It is so expensive and it is so complicated.” Navigating the rules Sole proprietors and companies with few employees have to wade through a patchwork of state-specific rules, shifting eligibility standards, and premiums that keep going up. “They’re in a very precarious position right now,” says Jesse McDonald, a health insurance broker based in Milford, Connecticut. “U.S. healthcare costs keep escalating, so the insurance that’s covering it gradually escalates. It’s been a problem that’s been getting worse and worse.” McDonald said enhanced premium tax credits during the pandemic briefly eased the burden for many independent workers, lowering monthly premiums and expanding eligibility. But those enhanced subsidies expired at the end of 2025. Jennifer Chumbley Hogue, a Dallas-based health insurance broker, says 22% of her clients qualified for subsidies in 2025. Of those clients, about half went without coverage in 2026 after losing that support. Still, she cautions solopreneurs not to assume they’re out of options, recommending they consult brokers with extensive knowledge of their local market and rules. Fixing the access gap For Sauerhaft, the barrier isn’t cost but breadth of coverage. “Even if I had to pay $2,000 a month for a PPO, I would have done it,” he says. “It wasn’t about affordability—it was about getting access.” He believes his state’s marketplace could better serve solopreneurs if it offered more middle-ground options between restrictive HMOs and PPOs—or allowed people to pay more for greater provider choice. Sauerhaft, whose own coverage crisis nearly derailed his business, sees the pain as a catalyst for change. “The more people who get caught in this broken system, the more awareness there will be, and hopefully pressure to fix it,” he says. “I am heartened by the fact that things are already much better today than they were 20 years ago, but progress can be slow.” View the full article

At a park near Canberra, Australia, a series of small white pyramid-shaped boxes are part of a new experiment: Can “frog saunas” help bring back an endangered species? The green and golden bell frog—an iconic Australian amphibian with a call that sounds like a cross between a power tool and a quacking duck—is already extinct in the area. Like other frog species around the world, it was a victim of a deadly fungus called chytrid that has been killing amphibians for decades. But scientists are reintroducing the vibrant frog with the hope that a design intervention can help it survive. The “sauna” is a simple design, with bricks inside a plastic enclosure that heats up in the sun. The bell frog loves sitting in the heat—and conveniently the high temperatures kill the fungus. “The technology we’re using is extremely low tech,” said Simon Clulow, a conservation ecology professor at the University of Canberra leading the research. “That’s good because everything we do in science and conservation, ideally, we want to be accessible, affordable, and scalable.” A new intervention backed by years of research Clulow started thinking about the idea as a doctoral student, when he noticed that frogs in a university enclosure liked to sit in the holes inside bricks, probably because they could hide away and feel warmer. At the same time, he knew that the chytrid fungus was most dangerous when frogs got cold. “That led to this idea: Could you create essentially pockets of disease refuge by creating little hot spots in the environment?” he said. Along with other researchers, he initially tested bricks that were painted black, but they didn’t get quite warm enough, so the small plastic greenhouse was added to help keep the bricks hotter. Research has shown that this type of environment makes a difference. “We know for sure if we hold the frogs in a temperature-controlled cabinet at those sorts of temperatures for even just a couple of days, it usually leads to complete clearance [of the fungus],” Clulow said. “But even just short-term spikes clearly have beneficial effects.” The green and golden bell frog used to be common on Australia’s eastern seaboard. “It was widespread in every farm, in everyone’s ponds, and it was just one of those frogs probably nobody took much notice of because it was absolutely everywhere,” Clulow said. Universities often went out to collect the frogs for use in biology classes. Then, in the 1980s, the fungus devastated the population, along with other species of frogs. Only a few isolated pockets of the green and golden bell frogs were left on the coast. The places where the frogs survived were a little warmer in the winter, with water that was slightly more saline. That led to the second part of the intervention in the new study—tiny ponds with slightly saltier water, which research has shown also kills the fungus without harming the frogs. (The salinity is only about two or three parts per thousand, not enough to taste salty if you drank the water.) The scientists call the small saline ponds spas, and they’re set up next to the saunas. The new experiment is the largest of its kind. The research team installed 15 experimental wetlands sprawling over hundreds of square miles in Australia’s Capital Territory, with some areas acting as a control to see how well the interventions work. They’ve released around 450 frogs so far this year; the first generation was raised in captivity and given the extra boost of a vaccine against chytrid. The next generation, born in the wild, will rely on the saunas and spas to treat the fungus. The real-world test When we talked, Clulow had been up until 3 a.m. the previous night tracking the newly released frogs. They’re not hard to spot. “They have a really fantastic, obvious call, a little bit like a motorbike revving up,” he said, demonstrating the sound. The frogs have microchips so they can be tracked. So far, roughly a month after the first frogs were released, the population is thriving. The first big test for the project will be in the upcoming Australian winter (during the North American summer), and then the following winter when the new generation of frogs will need to survive. The outside temperature can dip to negative 5 degrees Celsius, or 23 degrees Fahrenheit. Inside the tiny saunas, it can stay a toasty 77 to 86 degrees Fahrenheit. The research team still needs to prove that the interventions work as well in the wild as they did in the lab, but the solution could potentially be replicated around the world. At least 90 species of frogs have gone extinct because of the fungus; hundreds of others are at risk. View the full article

Kremlin steps up curbs against messaging app and promotes a state-backed rivalView the full article

A new word has entered the business headline writer’s lexicon over the last month: the “SaaSpocalypse.” Between mid-January and mid-February 2026, around a trillion dollars was wiped from the value of software stocks. The S&P North American Software Index posted its worst monthly decline since the 2008 financial crisis. Individual stocks have been savaged, with even Microsoft, the ultimate tech blue chip, falling by more than 10%. The panic is real. But is it rational? The catalyst for this turmoil was a series of product launches from AI companies—most notably Anthropic’s Claude Cowork tool and its subsequent upgrades—demonstrating that AI agents are now capable of handling complex knowledge work autonomously. The market’s interpretation was both swift and brutal: If AI agents can do what enterprise software does, then enterprise software is finished. That narrative is clearly persuasive to those who have been busily dumping stocks. But it rests on a fundamental misunderstanding of what enterprise software is, what it does, and why replacing it isn’t the straightforward proposition the market appears to believe. More Than a Tool The simple premise behind the market turmoil is that AI agents will, in the not-too-distant future, be able to perform most or all of the tasks that are currently performed by enterprise software. But this vision of the future misunderstands enterprise software at a fundamental level. Enterprise software isn’t just a set of tools. It encodes the enterprise itself. Decades of business rules, process flows, governance structures, compliance requirements, data definitions, and role-based permissions are held within these systems. When a company runs on SAP, Salesforce, Microsoft, or ServiceNow products, it’s not simply using a suite of software that sits on top of the organization. These systems hold the organization’s operating architecture in digital form—the institutional memory of how the business actually works in practice, every day, at every level. Replacing enterprise software with a fully agentic enterprise isn’t just a matter of swapping one piece of technology for another. The moat around enterprise software isn’t the code. It’s the accumulated domain knowledge, the business logic, and the deep integration with how organizations actually operate. Three Fallacies Driving the Panic The case for wholesale replacement rests on three assumptions. Each collapses under scrutiny. The first is the change management fallacy. Putting enterprise software in place is not like installing an app; these are often multiyear organizational transformations involving workflow redesign, data migration, retraining, and deep integration across departments. Companies typically change ERP systems every 5 to 10 years, and even routine migrations require months of rigorous preparation. The notion that organizations will undertake wholesale replacement of their entire enterprise architecture—not with new software, but with an entirely different paradigm—ignores the reality that change management is one of the hardest things organizations can attempt. The disruption involved in even incremental software upgrades creates significant operational risk. A complete paradigm shift involves risks to the business of an entirely different order of magnitude. The second is the economic fallacy. Even if replacement were technically feasible, there is no compelling reason to believe it would be cheaper. Token-based AI pricing is expensive at the enterprise scale, and the world in which running agents across an entire organization’s operations could cost less than current SaaS subscriptions is not yet the world in which we live. Token costs will fall over time—we can be sure of that—but building a case for wholesale replacement on the assumption that they will fall far enough and fast enough to undercut the established economics of enterprise software involves stacking assumption on top of assumption. Token costs are only one part of the equation. The true cost of running agentic systems includes orchestration, integration, data pipelines, monitoring, security, auditability, and the human time required to supervise and correct outputs. The last item is the one most easily underestimated: As agents take on more autonomous and more consequential work, assurance costs will rise, not fall. And even before you reach the question of ongoing costs, the price of the transition itself—the data migration, workflow redesign, retraining, and inevitable disruption to operations—would be enormous. The economic argument for replacement isn’t just weak; at present, it barely exists. This isn’t to say that it’s not plausible in some future world. But until we have a convincing map that leads there, it’s not a serious proposition. The third, and possibly the most important, is the general-purpose agent fallacy. The assumption behind the market panic is that powerful, general-purpose AI agents will take over enterprise functions wholesale. But this doesn’t reflect how AI actually delivers value today, and it may not reflect how agents ever deliver value. Research consistently shows that AI works best when it’s targeted at specific problems with rich contextual grounding. A study conducted by the Australian government found that broad-access AI tools produced significant improvements in basic tasks like summarizing information and preparing first drafts, but that their lack of fit to users’ specific contexts undermined efficiency gains in more complex work. The result was a “productivity paradox”: Time saved through automation was consumed by checking and correcting outputs that lacked the domain-specific nuance the work required. This finding has direct implications for the SaaSpocalypse thesis. General-purpose agents deployed to replace enterprise software will face exactly the same problem. Without deep local context—the profound domain knowledge and specific workflow logic that enterprise software encodes—they will produce generic, unreliable outputs that require constant human correction. To work effectively at the enterprise level, agents need to be narrow, contextually rich, and tightly integrated with specific workflows. And once you start building agents that way, you’re not replacing software as a service. You’re rebuilding it through an agentic lens—at enormous cost and with no guarantee that the result will be better than what you already have. What Leaders Should Do None of this means the landscape isn’t shifting. AI is changing how people interact with software and how organizations think about their technology investments. But the right response isn’t to tear up the enterprise architecture. It’s to evolve it. Rather than reacting to the panic, leaders should take three concrete steps. 1. Audit your vendors’ AI road maps. The strongest enterprise software providers are already integrating agentic capabilities into their platforms. If yours aren’t, that’s a genuine concern, and it may be time to look for vendors who are. The question isn’t whether to adopt AI, but whether your existing partners are doing it for you. 2. Invest in data quality and process documentation. The effectiveness of any AI—whether embedded in your software or deployed as agents—depends on the quality of the data and the clarity of the processes it works with. This is the foundational investment, and it pays off regardless of where the technology lands. 3. Evaluate agentic approaches for genuinely new workflows. Where you’re building new capabilities or addressing needs that your current software stack does not serve, purpose-built agentic solutions may be more effective and more flexible than new SaaS implementations. This is where the technology’s real greatness lies. Further reading Do you really know what ‘agent’ means? – Fast Company How AI is changing what it means to be the CEO – Fast Company The Trillion-Dollar Question The SaaSpocalypse makes for dramatic headlines. But the idea on which those headlines are based—that AI agents will soon be eating the lunch of enterprise software providers—is founded on a misunderstanding about what enterprise software does. It’s not just a tool that performs tasks. It’s the digital encoding of the organization’s institutional architecture. That isn’t something a general-purpose tool can easily replace. The real risk for business leaders isn’t that they will be too slow to abandon their enterprise platforms. It’s that they will be stampeded by market panic into undervaluing the systems and institutional knowledge they already have. AI will reshape enterprise software—that much is certain. But there is a meaningful difference between a technology that changes how software works and one that makes software unnecessary. That distinction matters. And for the moment at least, the market has lost sight of it. View the full article

Boosting team morale during staff meetings is crucial for promoting a productive work environment. Engaging activities can transform these meetings into dynamic sessions. Icebreaker games can encourage open communication, whereas interactive trivia contests boost team bonding. Furthermore, collaborative problem-solving challenges can spark creativity and innovation. Recognition activities celebrate achievements, and fun wrap-up exercises reinforce learning. By incorporating these elements, you can greatly improve team dynamics and effectiveness. What specific activities could you implement to achieve this? Key Takeaways Incorporate icebreaker games like Two Truths and a Lie to foster open communication and connection among team members. Organize interactive trivia contests focused on company culture to encourage participation and enhance team bonding. Implement collaborative problem-solving challenges that promote creativity and teamwork in a low-pressure environment. Establish recognition and appreciation activities to celebrate individual and team achievements, strengthening connections to company culture. Conclude meetings with fun wrap-up activities, such as trivia quizzes, to reinforce learning and elevate engagement. Icebreaker Games to Kick Off Meetings How can icebreaker games improve your team meetings? Incorporating icebreaker games into your meetings is an effective strategy for promoting open communication and collaboration. Activities like Two Truths and a Lie or the Human Knot create a relaxed atmosphere, allowing team members to connect more easily. Fun meeting ideas, such as Office Trivia or Emoji Pictionary, not only boost creativity but also elevate morale, making your meetings more enjoyable. Research indicates that connected employees perform 27% better, emphasizing the importance of these engaging activities. By using team meeting suggestions like Bucket List Bingo, you encourage deeper conversations and reveal shared interests, which improves team cohesion. Furthermore, icebreakers help reduce anxiety and tension, making participants feel more comfortable sharing their thoughts. These positive staff meeting ideas can lead to more productive discussions and a stronger team dynamic overall. Interactive Trivia Contests for Team Engagement Interactive trivia contests serve as an excellent tool for boosting team engagement during staff meetings. These contests not only promote friendly competition but likewise encourage collaboration, leading to higher morale and satisfaction. Here are some benefits of incorporating interactive trivia contests into your fun meeting ideas for staff meetings: Enhances Team Bonding: Questions related to company culture and history can deepen connections among team members. Encourages Active Participation: Trivia breaks the monotony of routine discussions, engaging everyone in the conversation. Boosts Communication Skills: Participating in trivia can improve overall communication and creativity within the team. Caters to Diverse Preferences: Offering team-based or individual challenges guarantees inclusivity, making everyone feel valued. Collaborative Problem-Solving Challenges When teams engage in collaborative problem-solving challenges, they create a unique environment that nurtures innovation and teamwork. These activities allow participants to think creatively without the pressure of real-world consequences. For instance, time-boxed brainstorming sprints encourage quick decision-making, cultivating urgency and improving adaptability. Resource limitation challenges prompt teams to devise solutions using restricted materials, often leading to unexpected outcomes. Mixing cross-functional teams encourages collaboration, as diverse perspectives help improve comprehension of different roles within the organization. Incorporating rapid prototyping exercises emphasizes action over perfection, allowing teams to test ideas and iterate based on feedback. These collaborative problem-solving challenges serve as effective staff meeting activities and fun conference activities for adults, boosting engagement and morale. Recognition and Appreciation Activities Building on the collaborative spirit nurtured by problem-solving challenges, recognition and appreciation activities play a crucial role in improving team morale. Implementing these activities during your employee meetings can greatly impact engagement and satisfaction. Here are some effective ideas to reflect on: Employee of the Month: Celebrate individual contributions, boosting morale and retention rates by 36%. Milestone Celebrations: Publicly acknowledge achievements during staff meetings, increasing job satisfaction and productivity by up to 14%. Thank You Board: Create a space for team members to post notes of appreciation, cultivating a supportive environment. Regular Recognition: Acknowledge individual and team accomplishments, strengthening connections to your company culture. Incorporating these recognition and appreciation activities into your weekly staff meetings not just improves employee meeting topics but additionally creates a positive atmosphere that encourages teamwork and collaboration. Fun Wrap-Up Activities to Inspire Action Incorporating fun wrap-up activities at the end of staff meetings can effectively inspire action and improve team engagement. Engaging in a quick trivia quiz about the meeting topics not merely reinforces learning but likewise promotes friendly competition, boosting team dynamics. Another effective method is the “one-word summary” exercise, where team members distill key takeaways into a single word. This encourages clarity and collective focus on action items. Moreover, asking participants to share one actionable step they’ll take based on the discussions cultivates accountability and inspires a proactive mindset. Celebrating small victories or recognizing contributions during these wrap-ups further elevates morale, making employees feel valued. These employee meeting ideas, along with various meeting ideas for staff meetings, can transform your weekly team meeting into a fun meeting that drives results and increases overall engagement, leading to a more productive work environment. Frequently Asked Questions What Are Morale Booster Activities? Morale booster activities are structured events or exercises aimed at enhancing team spirit and creating a positive work atmosphere. They often include fun games, team-building challenges, or informal gatherings that allow employees to interact beyond their usual tasks. These activities not just reduce stress but additionally strengthen workplace relationships. What Are Some Games That Encourage Teamwork? To encourage teamwork, consider games like the Human Knot, where participants collaborate to untangle themselves during the process of holding hands. Icebreaker activities such as Two Truths and a Lie help team members learn about each other. The Marshmallow Challenge nurtures creativity as teams build structures, whereas Scavenger Hunts promote strategic collaboration. Furthermore, Escape Room challenges require effective communication and problem-solving, allowing team members to leverage their strengths and work together under pressure. How to Spice up Staff Meetings? To spice up staff meetings, consider integrating quick icebreakers to nurture team bonding. Use interactive elements like live polls or Q&A sessions to encourage participation. Introduce a segment for celebrating wins, allowing team members to share recent accomplishments and boost morale. Incorporate regular team-building activities, such as problem-solving challenges, to stimulate innovative thinking. Finally, create a comfortable environment through flexible seating and informal dress codes, promoting open dialogue and collaboration. How to Boost Morale in a Team? To boost morale in a team, consider implementing regular feedback sessions where you acknowledge individual contributions and celebrate small wins. Encourage open communication and trust by promoting icebreaker activities. Cultivate relationships through team-building exercises and fun challenges, which can improve engagement and retention. Moreover, creating a supportive culture helps your team feel valued, eventually leading to increased productivity and improved overall well-being. Focus on these strategies for a more motivated workforce. Conclusion Incorporating engaging activities into staff meetings can greatly improve team morale and productivity. By utilizing icebreaker games, interactive trivia, collaborative challenges, recognition efforts, and fun wrap-up activities, you create an environment that nurtures open communication and teamwork. These practices not just make meetings more enjoyable but additionally strengthen relationships among team members. Implementing these strategies can transform routine sessions into dynamic experiences that inspire creativity and collaboration, eventually leading to a more cohesive and motivated team. Image via Google Gemini This article, "5 Engaging Staff Meeting Activities to Boost Team Morale" was first published on Small Business Trends View the full article

Boosting team morale during staff meetings is crucial for promoting a productive work environment. Engaging activities can transform these meetings into dynamic sessions. Icebreaker games can encourage open communication, whereas interactive trivia contests boost team bonding. Furthermore, collaborative problem-solving challenges can spark creativity and innovation. Recognition activities celebrate achievements, and fun wrap-up exercises reinforce learning. By incorporating these elements, you can greatly improve team dynamics and effectiveness. What specific activities could you implement to achieve this? Key Takeaways Incorporate icebreaker games like Two Truths and a Lie to foster open communication and connection among team members. Organize interactive trivia contests focused on company culture to encourage participation and enhance team bonding. Implement collaborative problem-solving challenges that promote creativity and teamwork in a low-pressure environment. Establish recognition and appreciation activities to celebrate individual and team achievements, strengthening connections to company culture. Conclude meetings with fun wrap-up activities, such as trivia quizzes, to reinforce learning and elevate engagement. Icebreaker Games to Kick Off Meetings How can icebreaker games improve your team meetings? Incorporating icebreaker games into your meetings is an effective strategy for promoting open communication and collaboration. Activities like Two Truths and a Lie or the Human Knot create a relaxed atmosphere, allowing team members to connect more easily. Fun meeting ideas, such as Office Trivia or Emoji Pictionary, not only boost creativity but also elevate morale, making your meetings more enjoyable. Research indicates that connected employees perform 27% better, emphasizing the importance of these engaging activities. By using team meeting suggestions like Bucket List Bingo, you encourage deeper conversations and reveal shared interests, which improves team cohesion. Furthermore, icebreakers help reduce anxiety and tension, making participants feel more comfortable sharing their thoughts. These positive staff meeting ideas can lead to more productive discussions and a stronger team dynamic overall. Interactive Trivia Contests for Team Engagement Interactive trivia contests serve as an excellent tool for boosting team engagement during staff meetings. These contests not only promote friendly competition but likewise encourage collaboration, leading to higher morale and satisfaction. Here are some benefits of incorporating interactive trivia contests into your fun meeting ideas for staff meetings: Enhances Team Bonding: Questions related to company culture and history can deepen connections among team members. Encourages Active Participation: Trivia breaks the monotony of routine discussions, engaging everyone in the conversation. Boosts Communication Skills: Participating in trivia can improve overall communication and creativity within the team. Caters to Diverse Preferences: Offering team-based or individual challenges guarantees inclusivity, making everyone feel valued. Collaborative Problem-Solving Challenges When teams engage in collaborative problem-solving challenges, they create a unique environment that nurtures innovation and teamwork. These activities allow participants to think creatively without the pressure of real-world consequences. For instance, time-boxed brainstorming sprints encourage quick decision-making, cultivating urgency and improving adaptability. Resource limitation challenges prompt teams to devise solutions using restricted materials, often leading to unexpected outcomes. Mixing cross-functional teams encourages collaboration, as diverse perspectives help improve comprehension of different roles within the organization. Incorporating rapid prototyping exercises emphasizes action over perfection, allowing teams to test ideas and iterate based on feedback. These collaborative problem-solving challenges serve as effective staff meeting activities and fun conference activities for adults, boosting engagement and morale. Recognition and Appreciation Activities Building on the collaborative spirit nurtured by problem-solving challenges, recognition and appreciation activities play a crucial role in improving team morale. Implementing these activities during your employee meetings can greatly impact engagement and satisfaction. Here are some effective ideas to reflect on: Employee of the Month: Celebrate individual contributions, boosting morale and retention rates by 36%. Milestone Celebrations: Publicly acknowledge achievements during staff meetings, increasing job satisfaction and productivity by up to 14%. Thank You Board: Create a space for team members to post notes of appreciation, cultivating a supportive environment. Regular Recognition: Acknowledge individual and team accomplishments, strengthening connections to your company culture. Incorporating these recognition and appreciation activities into your weekly staff meetings not just improves employee meeting topics but additionally creates a positive atmosphere that encourages teamwork and collaboration. Fun Wrap-Up Activities to Inspire Action Incorporating fun wrap-up activities at the end of staff meetings can effectively inspire action and improve team engagement. Engaging in a quick trivia quiz about the meeting topics not merely reinforces learning but likewise promotes friendly competition, boosting team dynamics. Another effective method is the “one-word summary” exercise, where team members distill key takeaways into a single word. This encourages clarity and collective focus on action items. Moreover, asking participants to share one actionable step they’ll take based on the discussions cultivates accountability and inspires a proactive mindset. Celebrating small victories or recognizing contributions during these wrap-ups further elevates morale, making employees feel valued. These employee meeting ideas, along with various meeting ideas for staff meetings, can transform your weekly team meeting into a fun meeting that drives results and increases overall engagement, leading to a more productive work environment. Frequently Asked Questions What Are Morale Booster Activities? Morale booster activities are structured events or exercises aimed at enhancing team spirit and creating a positive work atmosphere. They often include fun games, team-building challenges, or informal gatherings that allow employees to interact beyond their usual tasks. These activities not just reduce stress but additionally strengthen workplace relationships. What Are Some Games That Encourage Teamwork? To encourage teamwork, consider games like the Human Knot, where participants collaborate to untangle themselves during the process of holding hands. Icebreaker activities such as Two Truths and a Lie help team members learn about each other. The Marshmallow Challenge nurtures creativity as teams build structures, whereas Scavenger Hunts promote strategic collaboration. Furthermore, Escape Room challenges require effective communication and problem-solving, allowing team members to leverage their strengths and work together under pressure. How to Spice up Staff Meetings? To spice up staff meetings, consider integrating quick icebreakers to nurture team bonding. Use interactive elements like live polls or Q&A sessions to encourage participation. Introduce a segment for celebrating wins, allowing team members to share recent accomplishments and boost morale. Incorporate regular team-building activities, such as problem-solving challenges, to stimulate innovative thinking. Finally, create a comfortable environment through flexible seating and informal dress codes, promoting open dialogue and collaboration. How to Boost Morale in a Team? To boost morale in a team, consider implementing regular feedback sessions where you acknowledge individual contributions and celebrate small wins. Encourage open communication and trust by promoting icebreaker activities. Cultivate relationships through team-building exercises and fun challenges, which can improve engagement and retention. Moreover, creating a supportive culture helps your team feel valued, eventually leading to increased productivity and improved overall well-being. Focus on these strategies for a more motivated workforce. Conclusion Incorporating engaging activities into staff meetings can greatly improve team morale and productivity. By utilizing icebreaker games, interactive trivia, collaborative challenges, recognition efforts, and fun wrap-up activities, you create an environment that nurtures open communication and teamwork. These practices not just make meetings more enjoyable but additionally strengthen relationships among team members. Implementing these strategies can transform routine sessions into dynamic experiences that inspire creativity and collaboration, eventually leading to a more cohesive and motivated team. Image via Google Gemini This article, "5 Engaging Staff Meeting Activities to Boost Team Morale" was first published on Small Business Trends View the full article

When a new general-purpose technology emerges—be it railroads, electricity, computers, etc.—companies react in predictable ways. A small minority tries to reinvent themselves around it; the majority looks first for ways to cut costs. Right now, in the middle of the most significant technological inflection since the internet, many organizations are choosing the second path. They deploy artificial intelligence to automate call centers, reduce head count in back offices, and squeeze marginal gains out of existing processes. They measure “AI ROI” in payroll savings and hours reclaimed. It feels rational. It feels disciplined. It feels safe. It is also the fastest way to miss the real opportunity. Innovation waves are not efficiency programs AI is not a new SaaS tool, nor is it merely a workflow enhancement. It is a rapidly evolving general-purpose technology advancing from large language models to agentic systems and toward systems that learn from interaction with environments (the so-called world models that can simulate, plan, and act). When the underlying capability is shifting every few months, optimizing for cost reduction is like trying to improve the fuel efficiency of a car while its engine is being replaced with a jet turbine. The organizations that win in moments like this do not start by asking, “Where can we eliminate labor?” They ask, “What becomes possible that was previously impossible?” Those are radically different questions. The productivity paradox should have been a warning In the early 1990s, economists puzzled over a surprising phenomenon: Computers were everywhere, yet productivity statistics stubbornly refused to reflect their impact. In a press article, Nobel laureate Robert Solow famously quipped, “You can see the computer age everywhere but in the productivity statistics.” That observation became known as the “productivity paradox.” At the time, many assumed the paradox was a failure of technology. My own research from that time examined why the paradox appeared at all, showing that productivity measurement lags widely behind actual transformational change and that the mechanisms of value creation were not captured by conventional metrics. The explanation was obvious only in hindsight. The gains were diffuse, uneven, and entangled with organizational change. Companies had digitized old processes instead of redesigning them. Today we are watching the same pattern unfold with AI. AI’s impact won’t show up neatly in cost metrics Artificial intelligence does not produce clean, linear productivity gains that fit neatly into quarterly dashboards. Its effects are asymmetrical. One employee using AI effectively may outperform 10 peers. Another may misuse it, degrade quality, or even endanger our corporate cybersecurity plans. Some teams redesign workflows entirely, while others bolt AI onto legacy processes and call it “transformation.” The result is what researchers now call measurement myopia: the inability of traditional metrics to capture improvements that are real but not directly tied to hours worked or cost saved. Trying to measure AI’s value solely through immediate cost savings is like trying to measure the value of electricity by counting candles not purchased. Efficiency is the comfort strategy, but not the opportunity one Cost-cutting is attractive because it fits existing governance structures. CFOs understand it. Boards reward it. Metrics are clear. Exploration is messier. It requires experimentation without guaranteed returns. It demands a tolerance for failure. It produces intangible benefits before visible ones. But in periods of fast innovation, efficiency is often the comfort strategy of laggards who don’t yet understand what is happening. If AI is treated primarily as a head-count-reduction tool, organizations will optimize the present and sacrifice the future. They will standardize mediocrity instead of discovering leverage. Exploration, not exploitation, builds capability Advocating exploration does not mean abandoning discipline. It means redefining it. Leaders should be asking: What new products can we build with AI-native capabilities? What decisions can we delegate to systems that learn from feedback? How can we redesign workflows, not just automate them? Companies should mandate controlled experimentation across teams, not restrict AI usage to narrow cost-justification pilots. They should treat AI like an R&D posture rather than a shrink-the-budget posture. Organizations that treat AI as an exploratory layer—encouraging teams to test, prototype, recombine, and rethink workflows—will build institutional fluency. They will develop internal champions. They will uncover unexpected value that no top-down cost initiative would have surfaced. The real risk isn’t overspending. It’s under-imagining The greatest risk in this moment is not overspending on AI. It is under-imagining it. Companies that chase short-term efficiency gains may report modest improvements and declare success. Meanwhile, more ambitious competitors will redesign their operations, products, and customer experiences around capabilities that didn’t exist two years ago. Over time, the gap will not be a few percentage points of margin. It will be strategic. In periods of rapid technological change, survival does not belong to the most efficient. It belongs to the most adaptive. View the full article

Fear > insightView the full article

It’s five answers to five questions. Here we go… 1. My coworker doesn’t want me to lift heavy boxes I work in a supply store that sells a variety of goods and also does returns for a large, very well-known company. One of my coworkers, a middle-aged man named “Carl,” has attempted to stop me (a woman in my 20s) from moving the closed return boxes every time we’ve worked together, warning me “they’re heavy.” (Our computer system ensures that nothing weighs over 40 pounds). I’ve told him that I don’t mind moving heavy boxes, but it doesn’t seem to register. Yesterday, when he told me not to take a full cart of boxes to the back room, I said, “You seem concerned about me moving the boxes, but it’s not a problem.” I didn’t smile, but I think I said it respectfully. A few minutes later, he called me over and said, “This is a male thing.” He went on to explain that he “wasn’t picking on me,” but “in my country, we don’t let our females lift anything heavy.” He also told me that he didn’t doubt my ability to lift the boxes, but still thought I shouldn’t. Today, we went to the back room to unbox a recent delivery and restock the store. Carl made a big deal about putting together a cart of items for me to stock without anything heavy on it. He even had me lift one of the bins that only contained a few items to feel how light it was. Then, towards the end of the day, he tried to take the package of bottled water I was carrying, but I didn’t let him. I don’t know if Carl doesn’t understand why I find this demeaning, or if he’s actually being malicious. Overall, he’s a friendly person and seems well liked in the store, so I’m leaning towards the first possibility, but that doesn’t make it less infuriating! I know you’ve covered this topic before, but I feel like I’ve already used the scripts you’ve mentioned in other posts. Saying “I’ve got it” doesn’t make it stop, nor does asking Carl why he’s doing it, nor does ignoring him. Do you have any advice on how to proceed if/when this continues? The store manager is very reasonable, and I’d consider asking her to talk to Carl if it came to that, but I’d rather try and solve the problem on my own first. “I know you don’t mean to be rude, but this is coming across very disrespectfully. If ever need help, I will ask you for it. If I don’t, please give me the respect of trusting me to do my job.” If he tells you again that he doesn’t let women lift anything heavy, you can say, “At work, you should be treating men and women the same. Again, please respect that I know what I am doing.” If that doesn’t work, then yes, ask your store manager to tell him to cut it out. Related: how to decline men’s help carrying things at work 2. Should I ask an employee about her computer background? I have a direct report whose cube is open to the general office. The other day I noticed their computer background (attached). Having watched the entire series of The Good Place, I know exactly what this background is and what it represents. (Spoiler alert, everything is not fine and this is really The Bad Place). Does this mean they think of work as The Bad Place? Have they never seen the show and related to the general tone of “Everything is Fine” since the world is a mess? They’re somewhere in their early to mid 20’s and I’m about 20 years older, if that matters. We do have semi-regular check-ins and they seem generally satisfied with their role. I feel I am pretty open and approachable as a supervisor. I have tried to figure out the language to ask if this has a deeper meaning, and the versions I tried on my partner at home all came out very Big Brother-y. Advice, please! If your concern is whether it has deeper meaning about their satisfaction with their job, leave it alone. It’s likely just an expression of general cynicism and/or “the world is a mess / capitalism is a mess.” Probing into it would be putting too much weight on it and, yes, a little Big Brother-y. However, if you’re concerned about the optics of it to others (particularly if she has a public-facing job where it could be pretty inappropriate in the sense of “we don’t telegraph our dissatisfaction to clients”), that’s not off-limits to raise. 3. How much detail should I share in a phone screen? I’m a manager hiring for a position with a couple unusual aspects, and I’m wondering how much information to include when I’m phone-screening candidates. First, the role is temporarily remote but will eventually transition to hybrid. This job is located outside our main service area where we don’t currently have an office space. So this person will initially work from home but once we establish a worksite, they will be in-office twice a week with the rest of the organization. Also, for equity reasons, our organization doesn’t negotiate salary. Our range is $70k-$100k for the role, and starting salary is based solely on years of relevant experience. It is very rare for a new hire to come in over the mid-point of the salary range. Much of this is described in the job posting as well, but in my experience, applicants usually don’t remember details other than the salary range. During the phone screening, is it best to explain all of the above and allow time for questions? Or do I simply say, “This position is temporarily remote but will eventually transition to hybrid. Starting salary is $70k,” then move into the typical first-interview questions? In other words, how much detail belongs in a phone screen so candidates can decide if the role feels like a fit, but don’t feel overwhelmed or discouraged? You should share details about all of this. It’s exactly the kind of information where the details could make or break whether the candidate is interested in the job. You shouldn’t just say “starting salary is $70,000” because that doesn’t give enough information for candidates who are looking for (and would be offered) more. Ideally you’d say, “The range is $70k-$100k and is based on solely on years of relevant experience. For a candidate with your background. I’d expect you to be offered right around $X. I want to be up-front that for for equity reasons, we don’t negotiate our offers. On your end, does it make sense to keep talking?” For work location, ideally you’d share a likely timeline for them needing to be in the office since there’s a big difference between “you’ll be in the office sometime this quarter” and “getting an office space in your area is probably a few years away.” Related: employers say they appreciate that I tried to negotiate salary, but they won’t budge 4. Leaving for a new job when my boss is terminally ill I’m at a small firm, and I am something of an executive assistant in addition to my main job. I worked very closely with a director at our company, as well as my grandboss, the owner/founder. Other than that, I’m a one-person department. Last fall, my grandboss, who was my director’s long-time mentor, got very sick. He’s been taking a leave of absence, which has been somewhat fraught. I moved into more executive assistant duties for the director instead of for owner, and this long-suffering director has come to rely on me. Around new year’s, I reevaluated my goals and started applying for new roles, which had more to do with the consistent punching-bag nature of my position and almost nothing to do with the changes surrounding my boss’s illness. I’m pleased to say I anticipate having an offer very soon. Things haven’t been improving for my boss, and I’ve learned today that he will be entering palliative care. I feel bad leaving for a new role and leaving the director in the lurch during this very sad and strange time. I don’t know anyone who has gone through anything remotely similar. I think I know what to do, that I should do what’s right for my career and take a good role if one comes my way … but I don’t have a sense of what’s a normal way to behave under these circumstances. Is this unusually heartless? Or would anyone else in my position accept a new offer? It is not unusually heartless. You can care about your coworkers as people but still make career decisions that are in your best interests. (And for all we know, the director could be job-searching, too — if you turned down an offer out of loyalty, there would be no guarantee that she wouldn’t leave herself soon afterwards!) Your obligations here are to give a normal amount of notice and transition your work as best as you can; no one reasonable would expect you to put your own career progression on hold. I’m sorry about your boss. 5. Ashes at work for Ash Wednesday I’m not client-facing and I work remotely, but if an employee were client-facing and they observed Ash Wednesday and the imposition of ashes, could an employer require them to wash off the ashes prior to any client or public meetings? I’m guessing not, but could the ashes be considered distracting? (For the record, I’m Christian and observe Ash Wednesday, but the imposition of ashes was never an option at the churches I attended, so I never really gave this any thought.) No. The ashes are a religious observance, which employers are required to accommodate as long as doing so doesn’t cause them what the laws calls “undue hardship.” Courts have been clear that clients’ potential biases don’t qualify as “undue hardship” to the business (similar to how you also couldn’t decline to hire someone of race X or gender Y because clients might find their race or gender distracting, or discomforting, or so forth). The post my coworker doesn’t want me to lift heavy boxes, how much detail should I share in a phone screen, and more appeared first on Ask a Manager. View the full article

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Tools like Azure DevOps offer software development teams what they need to do their best work, but they rarely exist in isolation. Developers work on escalated requests from customer success agents sent from CRM tools. Team leads plan sprints based on information from project management tools, while stakeholders might want reports in spreadsheets or other tools. That’s why Azure DevOps integration is so important; it standardizes context across tools. Here’s how. What is Azure DevOps? Azure DevOps is a cloud-based platform for software development, helping software teams manage everything from planning to project management and actual code development. Teams can use Azure DevOps to implement agile practices into their software projects and optimize the way they handle development work. What is Azure DevOps integration? An Azure DevOps integration connects Azure DevOps with other tools, bridging the gap so teams can work more efficiently without copying and pasting data back and forth. These integrations are especially suited to pushing development work to tools where team leads, managers, and leaders can get detailed reports and align that work to broader strategies. Azure DevOps is often integrated with tools like: Project management platforms like Jira, Asana, and Smartsheet. CRM tools like HubSpot and Salesforce. Customer support apps like Freshservice and ServiceNow. Other software development platforms like GitHub and Bitbucket. Why does Azure DevOps integration matter? Having the right Azure DevOps integration comes with some significant benefits, each more than worth the initial investment: Increased productivity: Software developers often need to get extra context for their work and answer questions from other teams. If they can do that without leaving Azure DevOps, they’ll be a lot more productive in their day-to-day. Rigorous reporting: Team leads and managers need visibility into software development work, but Azure DevOps doesn’t have the same rigorous reporting as tools like Jira. Integrating the two means you get the best of both worlds. Smoother sprint planning: Spring planning sessions often involve centralizing requests and context from multiple platforms. Integrating these platforms with ADO means that information’s always on hand. Better code quality: The more context software developers have as they work, the better that work can be. Saving time and effort: Constantly copying and pasting data from other tools into Azure DevOps takes time and energy your teams could otherwise spend on mission-critical tasks. Integrations free both of these up. 4 types of Azure DevOps integration Not every Azure DevOps integration is the same. Some are built with incredible depth for a few specific use cases, while others might automate a broad set of actions without syncing much data. Integrations also vary by deployment time, accessibility for less technical users, and more. Here are a few examples of integrations possible in Azure DevOps. Built-in Azure DevOps integrations: Azure DevOps offers a number of built-in integrations, often for specific features in other tools. That includes, for example, GitHub Advanced Security, which plugs GitHub features right into Azure DevOps. Automation platforms: Platforms like Zapier use straightforward, if-this-then-that logic to automate a broad range of actions across thousands of apps. These actions include creating new work items (e.g., Azure DevOps issues) and pushing small bits of data to update individual fields. Two-way sync: A solution like Unito creates two-way relationships between work items in Azure DevOps and other tools, automatically keeping everything up to date as your teams work. This creates true seamless collaboration between tools. Agentic AI: AI agents can automatically take many actions a human developer can, like manually creating Azure DevOps issues, writing bits of code, and updating information. Azure’s built-in agentic AI can integrate natively with other AI features like GitHub’s Copilot. How to integrate Azure DevOps with Unito Here’s a look at how an integration between Azure DevOps and other tools works with Unito. Step-by-step integration guide Connect tool accounts to Unito: After signing up for Unito, click +Create Flow and connect Azure DevOps and the tool you’re integrating it with to Unito. Choose flow direction: Flow direction tells your Unito flow where you need new work items created. Most Unito flows are two-way, meaning they automatically create work items in both connected tools. Set rules: Unito rules use trigger-action logic to filter out work items you don’t want or automate certain actions. To build a rule, set the trigger Unito should look for and the action you want it to take. Map fields: In most flows, Unito can automatically map fields in Azure DevOps with fields in other tools. From there, you can customize field mappings to match statuses across tools, send data from some fields to fields specific to your workflow, and more. Launch your flow: Once you map your fields, your flow is ready to launch. After an initial sync, Unito will check for changes in real-time. Want to know more? Check out these video tutorials for syncing Azure DevOps with other popular tools: Syncing Azure DevOps with Airtable Connecting Azure DevOps to Wrike Integrating Azure DevOps with ServiceNow Syncing Smartsheet with Azure DevOps Connecting Azure DevOps to Asana Integrating Azure DevOps with ClickUp Challenges to watch out for when integrating Azure DevOps Every Azure DevOps integration method comes with its challenges. Here are a few to watch out for. Data Mapping and transformation Integrations naturally need to take data from one tool, map it to similar data in another tool, and transform it in transit. Most integrations do this by using each tool’s built-in API (Application Programming Interface), which essentially provides a roadmap for doing this, allowing developers to build their own integrations in many cases. But the more different tools are (or the more data you need to sync) the more complex this mapping and transformation becomes. That’s why some integrations only support a few fields while others offer more depth. Real-time integration and event-handling Not all integration solutions can sync data in real-time, and not all can handle the events (e.g., work item creation, updates in specific fields) your teams need to sync. Some integrations only push data between tools in batches, which can support workflows that only need scheduled updates from certain tools (e.g., reporting on sprint work). Others might support some event types but not others. Authentication and security Integration solutions can naturally create security vulnerabilities since they’re transferring data back and forth between otherwise closed systems. They need access to these systems, too, which is often done through authentication standards like OAuth. Most integration solutions have advanced, industry-standard security protocols, but these need to be reviewed for each platform you consider. Performance and scalability An integration platform has to perform reliably across workflows so you don’t miss crucial data, and it has to scale with you as you grow. Automation platforms generally perform reliably, but rarely follow the scale of your workflows without adding unnecessary complexity — and the accompanying maintenance. How to keep Azure DevOps integrations secure Because integration solutions can inherently create a security vulnerability as they transfer data between systems, keeping them secure is vital. Here’s what that involves. Compliance Like other software tools you use, integration platforms have to comply with data privacy and security regulations in your jurisdiction. Organizations based in, or with customers in California have to comply with the California Consumer Privacy Act (CCPA), as do the integration solutions they rely on. This is a relatively common requirement, and most integrations abide by it. Some regulations however, like HIPAA in healthcare, are less common. Access control Because integration platforms can connect a wide range of tools to Azure DevOps, it’s all too easy for someone to accidentally send confidential data (like code) out to a system that’s either less secure or shouldn’t have any of that data on it. That’s why organizations often control who can and can’t access integration platforms, ensuring alignment on which systems should be integrated with Azure DevOps. Security certifications Security certifications like SOC 2 Type 2 provide guidelines for organizations that want to make data security a priority, covering elements like unauthorized access protection, confidentiality, data privacy, and audit evidence. Integration providers, like any other software provider, can pursue these certifications. That means you can look for them when looking for an integration solution. Best practices when integrating Azure DevOps When rolling out your first Azure DevOps integration, consider these best practices: Start with a small pilot project between one Azure DevOps project and a block of work in another tool. This allows you to get a feel for an integration solution before it has access to all your organization’s data. Evaluate the results of a pilot project before implementation integrations at scale. Consider if you need an integration solution that requires technical knowledge to use or if you need something that’s more accessible for all your teams. Review the integration vendor you’ve chosen at least yearly to ensure they’re competitive compared to the broader market. Use built-in Azure DevOps where possible to enhance any third-party integration solution you use. Ready to integrate Azure DevOps? Meet with Unito product experts and see what a two-way integration can do. Talk with sales View the full article

When you see “Paychex HRS Payment” on your bank statement, it relates to payroll transactions processed through Paychex. This encompasses your net pay, which is after taxes and deductions, direct deposits, and any reimbursements. These payments are facilitated through a secure network, ensuring timely deposits. Comprehending these details can help clarify your finances, but it’s likewise important to know what specific deductions might affect your total. What aspects of these payments would you like to explore further? Key Takeaways A Paychex HRS Payment on your bank statement indicates a transaction related to your payroll processed through Paychex, Inc. These payments represent your employee wages or benefits, including direct deposits and reimbursements. The amount reflects your net pay after tax withholdings and deductions for benefits like health insurance or retirement contributions. Paychex utilizes the Clearing House RTP® network for real-time payments, ensuring quick and efficient deposits. For any questions about the payment, contact your HR department or Paychex support for clarification. Understanding Paychex HRS Payments When you see a Paychex HRS Payment on your bank statement, it typically indicates a transaction linked to payroll services managed by Paychex, Inc., a prominent provider of HR and payroll solutions. This payment often reflects the processing of employee wages or benefits, which are handled through Paychex Flex, their integrated human capital management platform. Using the Clearing House Clearing House RTP® network, Paychex enables real-time payments, giving you immediate access to earned wages. The amount shown as a Paychex HRS Payment on your bank statement can vary depending on the payroll schedule, the number of employees, and the specific payroll services utilized by your employer. If you have questions about a particular Paychex HRS Payment, it’s best to reach out to your employer’s HR department or contact Paychex customer support for clarification. This can help guarantee you understand the specifics of your payroll transactions. Components of the HRS Payment Comprehending the components of an HRS Payment can help you make sense of the transactions appearing on your bank statement. Paychex‘s payroll services typically reflect employee wages or benefits. These transactions can include direct deposits for payroll, expense reimbursements, or contributions to benefit accounts, including 401k services. The amount you see usually represents the net pay after tax withholdings and deductions have been applied. Paychex employs the RTP® network for real-time payment processing, ensuring that these payments are deposited quickly and efficiently, often within seconds of processing. When you see an HRS Payment, it’s important to recognize that this transaction signifies the culmination of various payroll services, designed to streamline your financial interactions. Grasping these components offers clarity on how your earnings and benefits are managed and disbursed through Paychex. Importance of Payroll Services When you consider payroll services, timely employee payments and streamlined payroll management are essential components for any business. Efficient payroll solutions guarantee that your employees receive their wages on time, which can boost morale and retention. Furthermore, simplifying your payroll processes reduces administrative hassles, allowing you to focus on growing your business. Timely Employee Payments Timely employee payments play a vital role in ensuring workplace satisfaction and operational efficiency. When employees receive their wages without delay, it reduces financial stress, contributing to improved morale. Paychex utilizes the real-time payments solution through The Clearing House RTP® network to process payments within seconds, which is significant during emergencies. Effective payroll services not merely help manage cash flow but likewise support necessary payroll adjustments, enhancing operational stability and employee retention. Offering timely payments can enhance a company’s reputation, making it more attractive to potential hires, especially in competitive job markets. Furthermore, by integrating payroll services with 401k service providers and financial wellness products, Paychex empowers employees to access their earnings when they need them most, promoting financial responsibility. Streamlined Payroll Management Effective payroll management is crucial for any business, as it directly impacts both financial operations and employee satisfaction. Paychex offers streamlined payroll management services that simplify the payroll process, ensuring timely and accurate employee payments. With features like automated tax calculations and compliance updates, these HR management services help you reduce the risk of errors during compliance with labor laws. Integrating time and attendance tracking improves payroll accuracy, so employees are paid for the exact hours they work. Furthermore, Paychex provides customizable payroll solutions designed to your business needs, whether you have one employee or a large workforce. Utilizing these payroll services can lead to improved employee satisfaction through timely payments and access to financial wellness products. Employee Benefits Deductions Explained When it pertains to your paycheck, comprehending employee benefits deductions is vital. These deductions, which cover things like health insurance and retirement plans, come straight from your gross pay and can affect your taxable income. Understanding Deductions Breakdown Comprehending your paycheck can be essential, especially regarding employee benefits deductions. These deductions typically include amounts withheld from your gross pay for various benefits, such as health insurance and retirement plans, including a 401(k) retirement plan. Health insurance premiums can vary based on your chosen plan, with pre-tax deductions lowering your taxable income. Contributions to a 401(k) are usually deducted pre-tax, allowing you to save for retirement as you reduce your current tax liability. Moreover, Flexible Spending Accounts (FSAs) enable you to set aside pre-tax dollars for eligible medical expenses. To better understand these deductions, check your pay stub, where each benefit is itemized, providing clarity on how much is deducted for health, retirement, and other related costs. Types of Employee Benefits Comprehending the various types of employee benefits is crucial for maximizing your compensation package and ensuring you’re making the best decisions for your financial future. Employee benefits deductions typically involve amounts deducted from your paycheck to fund offerings like health insurance, retirement plans, and Flexible Spending Accounts (FSAs). These deductions can be pre-tax, lowering your taxable income, or post-tax, which maintain your tax status but can be used for other benefits. Common deductions include contributions to 401(k) plans, which many employers partner with 401k providers to manage, health insurance premiums, and Health Savings Accounts (HSAs). Grasping these deductions can help you manage your finances and confirm you’re receiving the benefits you enrolled in. How Paychex Ensures Compliance Paychex guarantees compliance with labor laws and payroll regulations by maintaining a proactive approach to updates and adherence to both federal and state guidelines. This minimizes the risk of penalties for you and your business. They provide valuable resources to help you navigate compliance effectively, including: Access to the Paychex HR Library for updates on compliance issues Automated tax calculations and filings for payroll tax withholding Dedicated support from payroll specialists and HR partners Industry-recognized security measures to protect personal information Additionally, Paychex works closely with 401k management companies to guarantee that your retirement plans align with regulatory standards. The Role of Professional Employer Organizations When you partner with a Professional Employer Organization (PEO) like Paychex, you’re simplifying your payroll management and gaining access to valuable HR services. These organizations handle crucial tasks such as payroll processing, benefits administration, and compliance with labor laws, which reduces your administrative workload. Benefits of PEO Services The efficiency of human resources management can greatly impact a business’s overall performance, and this is where Professional Employer Organizations (PEOs) come into play. By utilizing PEO services, you gain significant advantages in HR support services, enhancing your business operations. Here are some benefits: Access to extensive employee benefits similar to Fortune 500 companies, improving retention. Streamlined payroll processes, boosting payroll accuracy and reducing administrative burdens. Expert assistance maneuvering complex employment laws, minimizing compliance risks. Increased employee productivity, with a reported 7-9% boost for businesses using PEOs. Partnering with a PEO not merely simplifies your HR functions but likewise allows you to focus on your core business, promoting growth and efficiency. Simplifying Payroll Management Processes Streamlining payroll management processes can considerably improve your business’s operational efficiency. By partnering with Professional Employer Organizations (PEOs) like Paychex, you can outsource payroll functions and focus on your core operations. PEOs automate tax calculations, deductions, and filings, ensuring compliance with regulations. This minimizes errors, improves payroll accuracy, and boosts employee satisfaction through timely payments. Benefit Description Payroll Automation Automates tax calculations and filings. Compliance Assurance Navigates changing regulations for you. Employee Benefits Offers Fortune 500-level packages. Risk Reduction Reduces penalties from non-compliance. Additionally, PEOs can provide access to 401k company options, improving your recruitment and retention efforts considerably. Benefits of Using Paychex for Payroll Management Using Paychex for payroll management can greatly improve the efficiency of your business operations, especially for small- and medium-sized enterprises. By leveraging their thorough services, you can simplify payroll functions during guaranteeing accuracy and timeliness in employee payments. Here are some key benefits: Integrated Platform: Access HR, payroll, and benefits management seamlessly through Paychex Flex. Real-Time Payments: Instantly process earned wages, helping employees during financial hardships. Automated Tax Compliance: Reduce administrative burdens with features that guarantee adherence to federal and state regulations. 24/7 Customer Support: Get assistance whenever you need it, making payroll intricacies easier to navigate. With Paychex, you gain the advantages of a dedicated payroll service, positioning your company alongside top hr outsourcing companies, while improving overall operational efficiency and employee satisfaction. Common Questions About HRS Payments Have you ever wondered what those HRS Payments on your bank statement really mean? Typically, HRS Payments refer to transactions related to payroll or HR support services provided by Paychex, a leading provider in the industry. If you’re seeing these payments, they likely include direct deposits for employee wages processed through Paychex’s payroll services, which serve around 670,000 clients. Paychex’s Real-Time Payments solution allows for instant payment processing, so you may notice these transactions shortly after payroll adjustments are made. Furthermore, HRS Payments can indicate charges for other HR services, such as benefits administration or consulting. If you have questions about specific charges labeled as HRS Payments, it’s best to reach out to Paychex customer support, which is available 24/7. They can provide clarity on any transactions, ensuring you understand your bank statement fully. Transitioning to Paychex Payroll Services Shifting to Paychex Payroll Services can be a straightforward process when you have the right support. As an HR outsourcing company for my employees, Paychex simplifies the change by integrating payroll, HR, and benefits management into one platform—Paychex Flex. Here’s what you can expect: Dedicated support from payroll specialists and HR partners to guarantee a smooth change. Customized solutions designed for your business size, whether you’re small, medium, or large. Robust security measures to protect personal and account information, guaranteeing compliance with industry standards. Access to a rich HR library for compliance updates and 24/7 customer support during the onboarding process. With these features, you can navigate the change confidently, knowing you have extensive support and resources at your fingertips. This approach not just streamlines operations but also improves your overall payroll experience. Customer Experiences With Paychex How do customers really feel about their experiences with Paychex? Many appreciate the convenience of seeing “Paychex HRS Payment” on their bank statements, which signifies direct deposits from their employers. The real-time payment feature has been particularly beneficial, allowing for instant access to funds during financial hardships, especially highlighted during the COVID-19 pandemic. With approximately 670,000 payroll clients, a wide range of employees across various industries enjoy improved payroll accuracy and timely payments. These factors contribute to higher employee satisfaction and reduced financial stress. Furthermore, the Paychex Flex platform improves the payment experience by providing a user-friendly interface for tracking earnings and payment history. Customers additionally value the human resources help that Paychex offers, ensuring they receive support and guidance when needed. Frequently Asked Questions What Is Paychex HR? Paychex HR refers to the human resources services provided by Paychex, Inc., which specializes in payroll and HR solutions for businesses. Their services include payroll management, employee benefits administration, compliance support, and HR consulting. You can access these services through Paychex Flex, a platform that integrates HR, payroll, and benefits into one system. This extensive approach aims to improve operational efficiency and employee satisfaction while ensuring compliance with labor regulations. What Companies Use Paychex? Many companies across various industries use Paychex for payroll and HR solutions. You’ll find healthcare providers, retail businesses, and hospitality companies among its clientele. Paychex serves small and medium-sized enterprises, offering customizable services that cater to their specific needs. With its extensive reach, Paychex pays a significant number of American private sector employees, making it a trusted choice for businesses looking to streamline their HR processes and improve payroll efficiency. What Is Paychex Pay? Paychex Pay is a payroll processing service that helps businesses manage employee wages efficiently. With features like automated tax payments, direct deposits, and compliance with payroll regulations, it caters to various business sizes. You can access self-service options to view pay information and manage deductions through its user-friendly platform. Furthermore, the service offers real-time payments, allowing you to access earned wages immediately, which can be vital during financial emergencies. How Much Is Paychex HR? The cost of Paychex HR services varies based on your business’s size and specific needs. Typically, you’ll pay a monthly base fee along with a charge per employee. Additional features, like real-time payments or premium HR consulting, can increase costs. Many clients find that the efficiency and accuracy of Paychex save money in payroll processing and compliance, making the investment worthwhile for businesses of all sizes. Custom quotes are available through their sales team. Conclusion In conclusion, comprehension of what Paychex HRS Payment means on your bank statement is essential for managing your finances. These transactions reflect your net pay, including wages and deductions processed through Paychex’s payroll services. By utilizing Paychex, you benefit from efficient payment processing and compliance with payroll regulations. If you have any questions about specific payments, it’s best to contact your HR department or Paychex support for clarity. This knowledge helps you stay informed about your earnings and deductions. Image via Google Gemini This article, "What Does Paychex HRS Payment Mean on My Bank Statement?" was first published on Small Business Trends View the full article

When you see “Paychex HRS Payment” on your bank statement, it relates to payroll transactions processed through Paychex. This encompasses your net pay, which is after taxes and deductions, direct deposits, and any reimbursements. These payments are facilitated through a secure network, ensuring timely deposits. Comprehending these details can help clarify your finances, but it’s likewise important to know what specific deductions might affect your total. What aspects of these payments would you like to explore further? Key Takeaways A Paychex HRS Payment on your bank statement indicates a transaction related to your payroll processed through Paychex, Inc. These payments represent your employee wages or benefits, including direct deposits and reimbursements. The amount reflects your net pay after tax withholdings and deductions for benefits like health insurance or retirement contributions. Paychex utilizes the Clearing House RTP® network for real-time payments, ensuring quick and efficient deposits. For any questions about the payment, contact your HR department or Paychex support for clarification. Understanding Paychex HRS Payments When you see a Paychex HRS Payment on your bank statement, it typically indicates a transaction linked to payroll services managed by Paychex, Inc., a prominent provider of HR and payroll solutions. This payment often reflects the processing of employee wages or benefits, which are handled through Paychex Flex, their integrated human capital management platform. Using the Clearing House Clearing House RTP® network, Paychex enables real-time payments, giving you immediate access to earned wages. The amount shown as a Paychex HRS Payment on your bank statement can vary depending on the payroll schedule, the number of employees, and the specific payroll services utilized by your employer. If you have questions about a particular Paychex HRS Payment, it’s best to reach out to your employer’s HR department or contact Paychex customer support for clarification. This can help guarantee you understand the specifics of your payroll transactions. Components of the HRS Payment Comprehending the components of an HRS Payment can help you make sense of the transactions appearing on your bank statement. Paychex‘s payroll services typically reflect employee wages or benefits. These transactions can include direct deposits for payroll, expense reimbursements, or contributions to benefit accounts, including 401k services. The amount you see usually represents the net pay after tax withholdings and deductions have been applied. Paychex employs the RTP® network for real-time payment processing, ensuring that these payments are deposited quickly and efficiently, often within seconds of processing. When you see an HRS Payment, it’s important to recognize that this transaction signifies the culmination of various payroll services, designed to streamline your financial interactions. Grasping these components offers clarity on how your earnings and benefits are managed and disbursed through Paychex. Importance of Payroll Services When you consider payroll services, timely employee payments and streamlined payroll management are essential components for any business. Efficient payroll solutions guarantee that your employees receive their wages on time, which can boost morale and retention. Furthermore, simplifying your payroll processes reduces administrative hassles, allowing you to focus on growing your business. Timely Employee Payments Timely employee payments play a vital role in ensuring workplace satisfaction and operational efficiency. When employees receive their wages without delay, it reduces financial stress, contributing to improved morale. Paychex utilizes the real-time payments solution through The Clearing House RTP® network to process payments within seconds, which is significant during emergencies. Effective payroll services not merely help manage cash flow but likewise support necessary payroll adjustments, enhancing operational stability and employee retention. Offering timely payments can enhance a company’s reputation, making it more attractive to potential hires, especially in competitive job markets. Furthermore, by integrating payroll services with 401k service providers and financial wellness products, Paychex empowers employees to access their earnings when they need them most, promoting financial responsibility. Streamlined Payroll Management Effective payroll management is crucial for any business, as it directly impacts both financial operations and employee satisfaction. Paychex offers streamlined payroll management services that simplify the payroll process, ensuring timely and accurate employee payments. With features like automated tax calculations and compliance updates, these HR management services help you reduce the risk of errors during compliance with labor laws. Integrating time and attendance tracking improves payroll accuracy, so employees are paid for the exact hours they work. Furthermore, Paychex provides customizable payroll solutions designed to your business needs, whether you have one employee or a large workforce. Utilizing these payroll services can lead to improved employee satisfaction through timely payments and access to financial wellness products. Employee Benefits Deductions Explained When it pertains to your paycheck, comprehending employee benefits deductions is vital. These deductions, which cover things like health insurance and retirement plans, come straight from your gross pay and can affect your taxable income. Understanding Deductions Breakdown Comprehending your paycheck can be essential, especially regarding employee benefits deductions. These deductions typically include amounts withheld from your gross pay for various benefits, such as health insurance and retirement plans, including a 401(k) retirement plan. Health insurance premiums can vary based on your chosen plan, with pre-tax deductions lowering your taxable income. Contributions to a 401(k) are usually deducted pre-tax, allowing you to save for retirement as you reduce your current tax liability. Moreover, Flexible Spending Accounts (FSAs) enable you to set aside pre-tax dollars for eligible medical expenses. To better understand these deductions, check your pay stub, where each benefit is itemized, providing clarity on how much is deducted for health, retirement, and other related costs. Types of Employee Benefits Comprehending the various types of employee benefits is crucial for maximizing your compensation package and ensuring you’re making the best decisions for your financial future. Employee benefits deductions typically involve amounts deducted from your paycheck to fund offerings like health insurance, retirement plans, and Flexible Spending Accounts (FSAs). These deductions can be pre-tax, lowering your taxable income, or post-tax, which maintain your tax status but can be used for other benefits. Common deductions include contributions to 401(k) plans, which many employers partner with 401k providers to manage, health insurance premiums, and Health Savings Accounts (HSAs). Grasping these deductions can help you manage your finances and confirm you’re receiving the benefits you enrolled in. How Paychex Ensures Compliance Paychex guarantees compliance with labor laws and payroll regulations by maintaining a proactive approach to updates and adherence to both federal and state guidelines. This minimizes the risk of penalties for you and your business. They provide valuable resources to help you navigate compliance effectively, including: Access to the Paychex HR Library for updates on compliance issues Automated tax calculations and filings for payroll tax withholding Dedicated support from payroll specialists and HR partners Industry-recognized security measures to protect personal information Additionally, Paychex works closely with 401k management companies to guarantee that your retirement plans align with regulatory standards. The Role of Professional Employer Organizations When you partner with a Professional Employer Organization (PEO) like Paychex, you’re simplifying your payroll management and gaining access to valuable HR services. These organizations handle crucial tasks such as payroll processing, benefits administration, and compliance with labor laws, which reduces your administrative workload. Benefits of PEO Services The efficiency of human resources management can greatly impact a business’s overall performance, and this is where Professional Employer Organizations (PEOs) come into play. By utilizing PEO services, you gain significant advantages in HR support services, enhancing your business operations. Here are some benefits: Access to extensive employee benefits similar to Fortune 500 companies, improving retention. Streamlined payroll processes, boosting payroll accuracy and reducing administrative burdens. Expert assistance maneuvering complex employment laws, minimizing compliance risks. Increased employee productivity, with a reported 7-9% boost for businesses using PEOs. Partnering with a PEO not merely simplifies your HR functions but likewise allows you to focus on your core business, promoting growth and efficiency. Simplifying Payroll Management Processes Streamlining payroll management processes can considerably improve your business’s operational efficiency. By partnering with Professional Employer Organizations (PEOs) like Paychex, you can outsource payroll functions and focus on your core operations. PEOs automate tax calculations, deductions, and filings, ensuring compliance with regulations. This minimizes errors, improves payroll accuracy, and boosts employee satisfaction through timely payments. Benefit Description Payroll Automation Automates tax calculations and filings. Compliance Assurance Navigates changing regulations for you. Employee Benefits Offers Fortune 500-level packages. Risk Reduction Reduces penalties from non-compliance. Additionally, PEOs can provide access to 401k company options, improving your recruitment and retention efforts considerably. Benefits of Using Paychex for Payroll Management Using Paychex for payroll management can greatly improve the efficiency of your business operations, especially for small- and medium-sized enterprises. By leveraging their thorough services, you can simplify payroll functions during guaranteeing accuracy and timeliness in employee payments. Here are some key benefits: Integrated Platform: Access HR, payroll, and benefits management seamlessly through Paychex Flex. Real-Time Payments: Instantly process earned wages, helping employees during financial hardships. Automated Tax Compliance: Reduce administrative burdens with features that guarantee adherence to federal and state regulations. 24/7 Customer Support: Get assistance whenever you need it, making payroll intricacies easier to navigate. With Paychex, you gain the advantages of a dedicated payroll service, positioning your company alongside top hr outsourcing companies, while improving overall operational efficiency and employee satisfaction. Common Questions About HRS Payments Have you ever wondered what those HRS Payments on your bank statement really mean? Typically, HRS Payments refer to transactions related to payroll or HR support services provided by Paychex, a leading provider in the industry. If you’re seeing these payments, they likely include direct deposits for employee wages processed through Paychex’s payroll services, which serve around 670,000 clients. Paychex’s Real-Time Payments solution allows for instant payment processing, so you may notice these transactions shortly after payroll adjustments are made. Furthermore, HRS Payments can indicate charges for other HR services, such as benefits administration or consulting. If you have questions about specific charges labeled as HRS Payments, it’s best to reach out to Paychex customer support, which is available 24/7. They can provide clarity on any transactions, ensuring you understand your bank statement fully. Transitioning to Paychex Payroll Services Shifting to Paychex Payroll Services can be a straightforward process when you have the right support. As an HR outsourcing company for my employees, Paychex simplifies the change by integrating payroll, HR, and benefits management into one platform—Paychex Flex. Here’s what you can expect: Dedicated support from payroll specialists and HR partners to guarantee a smooth change. Customized solutions designed for your business size, whether you’re small, medium, or large. Robust security measures to protect personal and account information, guaranteeing compliance with industry standards. Access to a rich HR library for compliance updates and 24/7 customer support during the onboarding process. With these features, you can navigate the change confidently, knowing you have extensive support and resources at your fingertips. This approach not just streamlines operations but also improves your overall payroll experience. Customer Experiences With Paychex How do customers really feel about their experiences with Paychex? Many appreciate the convenience of seeing “Paychex HRS Payment” on their bank statements, which signifies direct deposits from their employers. The real-time payment feature has been particularly beneficial, allowing for instant access to funds during financial hardships, especially highlighted during the COVID-19 pandemic. With approximately 670,000 payroll clients, a wide range of employees across various industries enjoy improved payroll accuracy and timely payments. These factors contribute to higher employee satisfaction and reduced financial stress. Furthermore, the Paychex Flex platform improves the payment experience by providing a user-friendly interface for tracking earnings and payment history. Customers additionally value the human resources help that Paychex offers, ensuring they receive support and guidance when needed. Frequently Asked Questions What Is Paychex HR? Paychex HR refers to the human resources services provided by Paychex, Inc., which specializes in payroll and HR solutions for businesses. Their services include payroll management, employee benefits administration, compliance support, and HR consulting. You can access these services through Paychex Flex, a platform that integrates HR, payroll, and benefits into one system. This extensive approach aims to improve operational efficiency and employee satisfaction while ensuring compliance with labor regulations. What Companies Use Paychex? Many companies across various industries use Paychex for payroll and HR solutions. You’ll find healthcare providers, retail businesses, and hospitality companies among its clientele. Paychex serves small and medium-sized enterprises, offering customizable services that cater to their specific needs. With its extensive reach, Paychex pays a significant number of American private sector employees, making it a trusted choice for businesses looking to streamline their HR processes and improve payroll efficiency. What Is Paychex Pay? Paychex Pay is a payroll processing service that helps businesses manage employee wages efficiently. With features like automated tax payments, direct deposits, and compliance with payroll regulations, it caters to various business sizes. You can access self-service options to view pay information and manage deductions through its user-friendly platform. Furthermore, the service offers real-time payments, allowing you to access earned wages immediately, which can be vital during financial emergencies. How Much Is Paychex HR? The cost of Paychex HR services varies based on your business’s size and specific needs. Typically, you’ll pay a monthly base fee along with a charge per employee. Additional features, like real-time payments or premium HR consulting, can increase costs. Many clients find that the efficiency and accuracy of Paychex save money in payroll processing and compliance, making the investment worthwhile for businesses of all sizes. Custom quotes are available through their sales team. Conclusion In conclusion, comprehension of what Paychex HRS Payment means on your bank statement is essential for managing your finances. These transactions reflect your net pay, including wages and deductions processed through Paychex’s payroll services. By utilizing Paychex, you benefit from efficient payment processing and compliance with payroll regulations. If you have any questions about specific payments, it’s best to contact your HR department or Paychex support for clarity. This knowledge helps you stay informed about your earnings and deductions. Image via Google Gemini This article, "What Does Paychex HRS Payment Mean on My Bank Statement?" was first published on Small Business Trends View the full article

For decades, formative assessment has been a silent engine for learning—powering insights about student progress and worker readiness. But let’s be honest, in a world where technology is evolving faster than human skills, it’s time to ask questions about traditional teaching and learning models, and in many cases, modernize them. So, let’s talk about formative assessment in the age of AI. Formative assessment is the ongoing process educators and workplace trainers use to understand where students are in their learning and how to adjust instruction accordingly, through homework, essays, quizzes, and short writing assignments. Eighty percent of educators rate formative assessment as extremely or very important. Unfortunately, but understandably, the arrival of generative AI has made it difficult for instructors to determine what students genuinely understand, as AI tools can produce polished work instantly. THE FUTURE OF ASSESSMENT DESIGN While administrative policy can help address improper AI use, the real potential for progress comes from evolving assessment design itself. When assessments are built to prioritize the thought process rather than just the product, AI becomes far less disruptive and far more beneficial. Asking students to make their thinking visible—through reflections, revisions, or short explanations of how they approached a task—restores the instructional signal that AI might otherwise obscure. For educators, this means being able to spot misconceptions earlier, tailor feedback more precisely, and differentiate support without increasing workload. This shift isn’t about adding complexity. If anything, it’s about adding clarity. And it’s an opportunity to modernize assessment in ways that mirror the world students are entering. In most professional environments, AI assistance is not only allowed; it is expected. Success comes from knowing how to use these tools responsibly: checking sources, critiquing the quality of generated outputs, and adapting insights to novel contexts. Assessments that emphasize reasoning, analysis, and the ability to apply knowledge to new situations better reflect these real-world demands. They prepare students not just to complete tasks, but to think with AI in ways that enhance their learning and judgment. TEACHER BENEFITS For instructors, thoughtfully integrating GenAI within formative assessment can also reduce friction. Well‑designed tools can automate repetitive tasks such as generating varied practice items, suggesting targeted feedback language, or providing examples at different proficiency levels. This allows educators to spend more time on the high‑value interactions that deepen learning and provide individualized support. In an era of rising expectations and constrained capacity, that shift matters. There is another often overlooked benefit: insight. When AI helps surface patterns in student work, it gives educators a clearer starting point for instruction. With better visibility, teaching becomes more adaptive, and learning becomes more personalized. This is especially powerful in large classes, hybrid formats, or virtual learning environments where real‑time insight can be harder to access. Recent Pearson research reveals strategies for schoolteachers and higher education instructors to evolve their formative assessments in a GenAI era. Of course, none of this happens automatically. Bold, collaborative action is required across school and higher‑education leadership, administrators, and policymakers to ensure formative assessment evolves in meaningful and sustainable ways. Together, these groups play a critical role in providing a clear AI strategy, supporting educator training, and shaping an ecosystem that aligns curriculum, instruction, and assessment with responsible GenAI use. This transition also requires assessments that reward thoughtfulness over polish, reasoning over rote, and application over replication. And it requires a shared understanding that AI is not a shortcut to learning but a catalyst for insight—one that can elevate the quality of teaching when used intentionally. A LOOK AHEAD The future of formative assessment isn’t about outsmarting AI or pretending it doesn’t exist. Formative assessment must remain fundamental to good teaching and effective learning. Ensuring AI strengthens reflection, feedback, and understanding will allow it to become a partner, rather than a substitute for learning. With thoughtful action, the integration of AI into teaching and learning can move us closer to what education has always aspired to deliver: deeper learning, clearer understanding, and better outcomes for every learner. Tom ap Simon is the president of higher education and virtual learning at Pearson. View the full article