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A reader writes: I have the oddest situation. I have given my notice at a healthcare nonprofit (let’s call it the Wellness Alliance). I’ve been a part of Wellness since the very early days. One of the people I mentored, Katy, went into leadership, became the lead social worker, and turned people against me when our last CEO left. I recently gave notice because Katy got the leadership team to bully a young staff member out of Wellness after they asked for my help on a case, even though Katy had ignored their request, and that was the final straw for me. Katy had a sessional gig at our local college, and I recently met one of her students, Fergus. Fergus was looking for an unpaid internship placement required for school and wanted to know if I could serve as his supervisor and secure a placement at Wellness (placement supervision is Katy’s job). I laughed and told him I was leaving Wellness and, besides, Katy would never allow it. Fergus was surprised and said, “But isn’t Katy your girlfriend?” And I sputtered, “Oh no, Katy hates me.” Apparently, in the class Katy taught, every non-white student wrote in to complain about how she was racist in the social work class and targeted non-white students specifically. I explained that I wasn’t surprised given what I saw at Wellness. (Katy is every bad trope of the Liberal White Woman, and I am a white woman.) But I asked Fergus why they thought Katy and I were romantically involved. And it’s because Katy told her class, “I’m a lesbian and met my partner Jen at my organization,” and I’m the only Jen here. Fergus was very relieved to know I wasn’t dating Katy, and said he had been reluctant to even ask for my help for the last couple of months because I was Katy’s girlfriend. I cannot have young people in our profession hesitant to reach out to me. The only reason I can think of is that she’s aligning herself with me to increase her credibility. I am highly respected in our community, and I’ve received awards and accolades. And Katy has definitely pushed to take over my jobs. I don’t think Wellness cares about any of this because of all of my attempts to fix issues caused by Katy have been ignored. However, it’s quite shocking to hear that her racism is much worse than I thought and is turning off potential hires (especially ones who would bring much needed diversity to the organization). And allowing people to infer an intimacy that only benefits her and possibly alienates people from getting my support is deeply upsetting. What should I do? I want Katy to stop saying we’re dating, but we haven’t spoken in months, and that is such a weird accusation to level at someone who has everyone’s ear. Also, it’s very sad that Wellness is alienating the broader community, and this time it isn’t just me seeing the problem. I’ve been considering asking to do an exit interview with the board because of the way racism impacts our work, but what could they even do about the weird relationship allegation thing? This is extremely strange, but I’m not sure it’s really actionable or that you need to find a way to address it. First, though, is it possible that Katy does have a partner named Jen and met her at a different organization? “I met my partner at my organization” could mean “I met my partner at the organization I was working at three years ago, before I started my current job” or “I met my partner at the volunteer organization I run in my spare time.” Both of those seem more likely than Katy lying and saying she’s involved with a specific person who she’s actually worked to turn others against! It’s possible that if you discreetly asked around, you might find that Katy does have a partner named Jen, at which point I’d assume the rest of this theory explains what happened. Obviously, though, if Katy is telling people you’re her partner, that’s incredibly bizarre. There are really only three things you could do about it, though: 1. Do you have the kind of relationship with Katy where you could just ask her if she’s dating someone named Jen and explain there’s a case of mistaken identity, and see what she says? I realize you might not, but you did used to mentor her and if there aren’t open hostilities, you could probably just mention it the same way you would if you thought it was a genuine miscommunication. 2. Do you have the kind of rapport with Fergus where you could tell him you’re concerned that he was reluctant to contact you because he thought you were Katy’s girlfriend and that you worry others in the class might feel the same, and ask that he correct the record with classmates he talks to, at least if it comes up organically? 3. Alternately, you could do … nothing. Yes, this is weird and unsettling to hear, and you don’t want to be affiliated with a racist jerk (ever, and especially when that affiliation may turn people off from approaching you). But this just might not be something you have the ability to widely correct, short of taking out “I’m not dating Katy Mulberry” ads in industry publications. My vote is for #3 (minus the ads), and maybe #1 if you’re up for it, while making a point of being warm and approachable to people in your field and demonstrating through your behavior that you aren’t like Katy. Separately, you could ask for an exit interview with the board, but if you do that, stay focused on the racism concerns; the board isn’t the right forum to raise the strange relationship thing. The post my office bully told her class we’re in a relationship appeared first on Ask a Manager. View the full article

Recruiting is more than just filling positions; it’s a strategic process that shapes your organization’s future. To effectively recruit, you need to identify your hiring requirements first, which helps in finding candidates who not just possess the right skills but likewise fit your company culture. Next, crafting a compelling job description can greatly improve your chances of attracting the right talent. Comprehending these steps is essential for building a successful recruitment strategy that guarantees both organizational growth and team cohesion. What comes next in this process? Key Takeaways Recruiting is the process of attracting and selecting candidates who align with organizational goals and values. Effective recruitment requires clear job descriptions that outline responsibilities, qualifications, and cultural fit. A robust recruitment strategy leverages diverse sourcing channels to create a comprehensive candidate pool. Assessing cultural fit during interviews ensures candidates integrate well into the team dynamics. Providing timely feedback and maintaining candidate engagement enhances the overall recruitment experience. The Importance of Recruitment in Organizational Success Effective recruitment is crucial for any organization aiming for success, as it directly influences employee performance and overall productivity. Comprehending the recruit meaning is significant; it’s about attracting and selecting the right candidates who align with your company’s goals. A strong recruitment synonym might be “hiring,” which highlights the importance of choosing individuals who can improve team dynamics and output. The meaning of recruiting goes beyond filling vacancies; it involves building a robust employer brand that attracts top talent. Organizations that prioritize diversity in recruitment can cultivate innovation, giving them a competitive edge. Additionally, a structured recruitment strategy improves candidate quality and cultural fit, leading to better retention rates. In the end, effective recruitment is a cornerstone of sustainable organizational success. Key Elements of an Effective Recruitment Process A successful recruitment process hinges on several key elements that guarantee you attract and select the right candidates for your organization. Clear Job Description: Create a detailed job description that outlines responsibilities, required qualifications, and your company culture, ensuring candidates understand what’s expected. Diverse Candidate Pool: Source candidates through various channels like job boards, social media, and referrals to broaden the diversity and quality of your candidate pool. Structured Screening: Implement structured screening methods, such as resume reviews and interviews, that allow for objective evaluations based on clear criteria. Monitor Recruitment Metrics: Continuously track recruitment metrics, like time to hire and offer acceptance rates, to refine your strategies and boost overall effectiveness. These elements work together to streamline your recruitment process. Step 1: Identifying Hiring Requirements Identifying hiring requirements is a crucial step that sets the stage for successful recruitment. Start by analyzing your current team’s capabilities to pinpoint skill gaps that need filling for ideal performance. Establish must-have skills and qualifications that align with job responsibilities and organizational goals. It’s additionally critical to assess cultural fit, ensuring candidates thrive in your company’s work environment and share its values. Collaborating with departmental leads and reviewing organizational charts can provide insights into team needs and the role’s impact on productivity. Remember, hiring criteria should be flexible, adapting to evolving roles. In this situation, “recruitment” is another word for recruiting, and comprehending its nuances, including recruit pronunciation, is crucial for effective hiring. Step 2: Crafting a Compelling Job Description When crafting a compelling job description, it’s essential to clearly communicate the role’s expectations and the company’s values to attract the right candidates. Here are four key elements to include: Company Information: Specify the company name, job title, department, and work mode (Remote/In-office/Hybrid). Skill and Qualification Requirements: Clearly outline the necessary skills, qualifications, and responsibilities to set clear expectations. Company Culture and Benefits: Highlight the culture, perks, and benefits that align with your organization’s values, motivating suitable candidates. Engaging Language: Use industry-relevant keywords to optimize the description for search engines, making it easier for potential applicants to find the opportunity. Step 3: Developing a Robust Recruitment Strategy Developing a robust recruitment strategy is crucial for attracting and retaining the right talent in any organization. Start by clearly defining your sourcing channels, like job boards, social media, and employee referrals, to maximize your candidate outreach. Consider establishing a targeted geography for hiring, aligning with preferred work modes such as remote, in-office, or hybrid. Analyzing candidate perspectives will help you craft job descriptions that highlight unique aspects of the role, making it more appealing. Implement a well-structured recruitment process framework to guarantee consistent candidate evaluation, aligning hiring objectives with your organization’s goals. Finally, track recruitment metrics like time to hire and application completion rates, enabling continuous improvement based on data insights. Step 4: Sourcing Candidates Effectively With a robust recruitment strategy in place, the next step is to focus on sourcing candidates effectively. Here are some key methods to improve your sourcing efforts: Use a mix of inbound and outbound strategies to attract both active and passive candidates, broadening your talent pool. Leverage social media platforms like LinkedIn and industry-specific job boards to reach a broader audience, engaging candidates in relevant fields. Implement employee referral programs that incentivize current employees to recommend qualified candidates, as referrals often lead to better retention rates. Attend job fairs and industry events for personal engagement and immediate networking opportunities, allowing you to connect with potential candidates face-to-face. These strategies will help streamline your sourcing process and improve candidate quality. Step 5: Screening Resumes and Shortlisting Candidates Effective screening of resumes and shortlisting candidates is crucial for identifying the best fits for your organization. Start by implementing a standardized resume screening process to guarantee fairness and consistency. Utilize applicant tracking systems (ATS) to manage large volumes efficiently. Focus on key qualifications, relevant experience, and industry relevance to identify candidates who meet vital requirements. Consider conducting pre-screening interviews to narrow down applicants further and assess their interest in the role. Aim to eliminate biases by applying objective criteria for evaluation, maintaining diversity in your candidate pool. Key Focus Areas Evaluation Criteria Qualifications Must match role needs Relevant Experience Industry-specific roles Cultural Fit Aligns with company values Skills Technical and soft skills Interest Level Engaged and motivated Step 6: Conducting Effective Initial Interviews When you’re conducting initial interviews, using standardized formats can help maintain fairness and make candidate comparisons easier. It’s essential to assess not just technical skills but likewise cultural fit, as alignment with your company’s values can greatly influence retention rates. Standardized Interview Formats Standardized interview formats play a crucial role in ensuring that the initial interviews you conduct are both fair and effective. By using a consistent set of questions for all candidates, you can minimize bias and improve comparability. Here are some key benefits of standardized formats: Consistency: All candidates face the same questions, allowing for a level playing field. Enhanced Comparability: You can effectively compare responses based on the same criteria. Increased Reliability: Studies suggest structured interviews can improve hiring decision accuracy by up to 50%. Behavioral Questions: Incorporating these questions helps gauge how candidates might respond to future challenges based on past experiences. Documenting responses in a standardized manner provides clear feedback and justifies your decisions to stakeholders. Assessing Cultural Fit Evaluating cultural fit during the initial interview stage is crucial for identifying candidates who align with your organization’s values and objectives. Use structured behavioral interview questions to encourage candidates to share experiences that demonstrate their compatibility with your culture. Involve team members in the process for diverse insights on potential team integration. Pay attention to non-verbal cues and interpersonal skills, as these can indicate how well a candidate might mesh with your existing team. Document feedback to create a thorough view of each candidate’s alignment. Assessment Focus Key Actions Values Ask about personal values Work Styles Discuss preferred work methods Motivations Explore what drives the candidate Step 7: Making a Competitive Job Offer Creating a competitive job offer is essential for attracting top talent, especially in today’s competitive job market. To guarantee your offer stands out, consider these key factors: Salary: Align the salary with industry standards, factoring in location, experience, and market demand. Benefits: Clearly outline additional perks, such as health insurance, retirement plans, paid time off, and professional development opportunities. Personalization: Acknowledge the candidate’s unique skills and contributions in your communication, making the offer feel customized to them. Negotiation: Be open to negotiating salary and benefits; flexibility can greatly boost acceptance rates. Promptly communicate the offer, ideally within a few days of the final interview, as research shows that quick offers increase the likelihood of acceptance. Frequently Asked Questions What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are Clarity, Consistency, Candidate Experience, Cultural Fit, and Communication. Clarity means defining the job role and expectations explicitly. Consistency involves using the same criteria for evaluating all candidates to guarantee fairness. Candidate Experience focuses on providing a positive experience for applicants, enhancing your organization’s reputation. Cultural Fit guarantees candidates align with your organization’s values, boosting retention. Effective Communication keeps candidates informed throughout the process, nurturing transparency and trust. What Are the 7 Stages of the Recruitment Process? The recruitment process consists of seven key stages. First, you identify the job vacancy. Next, you create a detailed job description. Then, you source candidates through various channels like job boards and social media. After that, you screen resumes using applicant tracking systems. Following this, you conduct interviews to assess candidates. You check references to verify their qualifications, and finally, you make a job offer to the selected candidate, ensuring their expectations align with the terms. What Are the 5 Steps of the Recruitment Process? The recruitment process consists of five crucial steps. First, you identify job requirements, defining the role and necessary qualifications. Next, you source candidates through platforms like job boards and social media. Then, you screen applicants by reviewing resumes and conducting initial interviews to find suitable matches. After that, you conduct interviews to further assess candidates. Finally, you make job offers, detailing salary and benefits during the process of negotiations based on candidate feedback. What Are the 7 Steps of the Staffing Process? The staffing process consists of seven key steps. First, you plan by evaluating your organization’s needs based on goals. Next, you recruit by attracting candidates through job postings and social media. Then, you select the right candidates through screening and interviews. After selection, onboarding integrates new hires, followed by training to improve their skills. Performance management guarantees employees meet expectations, and retention strategies help keep them engaged and productive in the long term. Conclusion In summary, effective recruitment is crucial for organizational success. By following the outlined steps, from identifying hiring requirements to making competitive job offers, you can improve your recruitment process. This guarantees you attract and select candidates who not only possess the necessary skills but also fit well within your company culture. A strategic approach to recruitment not only fills vacancies but also strengthens team dynamics, eventually contributing to long-term organizational effectiveness and growth. Image via Google Gemini This article, "Understanding the Meaning of Recruiting – A Step-by-Step Guide" was first published on Small Business Trends View the full article

Recruiting is more than just filling positions; it’s a strategic process that shapes your organization’s future. To effectively recruit, you need to identify your hiring requirements first, which helps in finding candidates who not just possess the right skills but likewise fit your company culture. Next, crafting a compelling job description can greatly improve your chances of attracting the right talent. Comprehending these steps is essential for building a successful recruitment strategy that guarantees both organizational growth and team cohesion. What comes next in this process? Key Takeaways Recruiting is the process of attracting and selecting candidates who align with organizational goals and values. Effective recruitment requires clear job descriptions that outline responsibilities, qualifications, and cultural fit. A robust recruitment strategy leverages diverse sourcing channels to create a comprehensive candidate pool. Assessing cultural fit during interviews ensures candidates integrate well into the team dynamics. Providing timely feedback and maintaining candidate engagement enhances the overall recruitment experience. The Importance of Recruitment in Organizational Success Effective recruitment is crucial for any organization aiming for success, as it directly influences employee performance and overall productivity. Comprehending the recruit meaning is significant; it’s about attracting and selecting the right candidates who align with your company’s goals. A strong recruitment synonym might be “hiring,” which highlights the importance of choosing individuals who can improve team dynamics and output. The meaning of recruiting goes beyond filling vacancies; it involves building a robust employer brand that attracts top talent. Organizations that prioritize diversity in recruitment can cultivate innovation, giving them a competitive edge. Additionally, a structured recruitment strategy improves candidate quality and cultural fit, leading to better retention rates. In the end, effective recruitment is a cornerstone of sustainable organizational success. Key Elements of an Effective Recruitment Process A successful recruitment process hinges on several key elements that guarantee you attract and select the right candidates for your organization. Clear Job Description: Create a detailed job description that outlines responsibilities, required qualifications, and your company culture, ensuring candidates understand what’s expected. Diverse Candidate Pool: Source candidates through various channels like job boards, social media, and referrals to broaden the diversity and quality of your candidate pool. Structured Screening: Implement structured screening methods, such as resume reviews and interviews, that allow for objective evaluations based on clear criteria. Monitor Recruitment Metrics: Continuously track recruitment metrics, like time to hire and offer acceptance rates, to refine your strategies and boost overall effectiveness. These elements work together to streamline your recruitment process. Step 1: Identifying Hiring Requirements Identifying hiring requirements is a crucial step that sets the stage for successful recruitment. Start by analyzing your current team’s capabilities to pinpoint skill gaps that need filling for ideal performance. Establish must-have skills and qualifications that align with job responsibilities and organizational goals. It’s additionally critical to assess cultural fit, ensuring candidates thrive in your company’s work environment and share its values. Collaborating with departmental leads and reviewing organizational charts can provide insights into team needs and the role’s impact on productivity. Remember, hiring criteria should be flexible, adapting to evolving roles. In this situation, “recruitment” is another word for recruiting, and comprehending its nuances, including recruit pronunciation, is crucial for effective hiring. Step 2: Crafting a Compelling Job Description When crafting a compelling job description, it’s essential to clearly communicate the role’s expectations and the company’s values to attract the right candidates. Here are four key elements to include: Company Information: Specify the company name, job title, department, and work mode (Remote/In-office/Hybrid). Skill and Qualification Requirements: Clearly outline the necessary skills, qualifications, and responsibilities to set clear expectations. Company Culture and Benefits: Highlight the culture, perks, and benefits that align with your organization’s values, motivating suitable candidates. Engaging Language: Use industry-relevant keywords to optimize the description for search engines, making it easier for potential applicants to find the opportunity. Step 3: Developing a Robust Recruitment Strategy Developing a robust recruitment strategy is crucial for attracting and retaining the right talent in any organization. Start by clearly defining your sourcing channels, like job boards, social media, and employee referrals, to maximize your candidate outreach. Consider establishing a targeted geography for hiring, aligning with preferred work modes such as remote, in-office, or hybrid. Analyzing candidate perspectives will help you craft job descriptions that highlight unique aspects of the role, making it more appealing. Implement a well-structured recruitment process framework to guarantee consistent candidate evaluation, aligning hiring objectives with your organization’s goals. Finally, track recruitment metrics like time to hire and application completion rates, enabling continuous improvement based on data insights. Step 4: Sourcing Candidates Effectively With a robust recruitment strategy in place, the next step is to focus on sourcing candidates effectively. Here are some key methods to improve your sourcing efforts: Use a mix of inbound and outbound strategies to attract both active and passive candidates, broadening your talent pool. Leverage social media platforms like LinkedIn and industry-specific job boards to reach a broader audience, engaging candidates in relevant fields. Implement employee referral programs that incentivize current employees to recommend qualified candidates, as referrals often lead to better retention rates. Attend job fairs and industry events for personal engagement and immediate networking opportunities, allowing you to connect with potential candidates face-to-face. These strategies will help streamline your sourcing process and improve candidate quality. Step 5: Screening Resumes and Shortlisting Candidates Effective screening of resumes and shortlisting candidates is crucial for identifying the best fits for your organization. Start by implementing a standardized resume screening process to guarantee fairness and consistency. Utilize applicant tracking systems (ATS) to manage large volumes efficiently. Focus on key qualifications, relevant experience, and industry relevance to identify candidates who meet vital requirements. Consider conducting pre-screening interviews to narrow down applicants further and assess their interest in the role. Aim to eliminate biases by applying objective criteria for evaluation, maintaining diversity in your candidate pool. Key Focus Areas Evaluation Criteria Qualifications Must match role needs Relevant Experience Industry-specific roles Cultural Fit Aligns with company values Skills Technical and soft skills Interest Level Engaged and motivated Step 6: Conducting Effective Initial Interviews When you’re conducting initial interviews, using standardized formats can help maintain fairness and make candidate comparisons easier. It’s essential to assess not just technical skills but likewise cultural fit, as alignment with your company’s values can greatly influence retention rates. Standardized Interview Formats Standardized interview formats play a crucial role in ensuring that the initial interviews you conduct are both fair and effective. By using a consistent set of questions for all candidates, you can minimize bias and improve comparability. Here are some key benefits of standardized formats: Consistency: All candidates face the same questions, allowing for a level playing field. Enhanced Comparability: You can effectively compare responses based on the same criteria. Increased Reliability: Studies suggest structured interviews can improve hiring decision accuracy by up to 50%. Behavioral Questions: Incorporating these questions helps gauge how candidates might respond to future challenges based on past experiences. Documenting responses in a standardized manner provides clear feedback and justifies your decisions to stakeholders. Assessing Cultural Fit Evaluating cultural fit during the initial interview stage is crucial for identifying candidates who align with your organization’s values and objectives. Use structured behavioral interview questions to encourage candidates to share experiences that demonstrate their compatibility with your culture. Involve team members in the process for diverse insights on potential team integration. Pay attention to non-verbal cues and interpersonal skills, as these can indicate how well a candidate might mesh with your existing team. Document feedback to create a thorough view of each candidate’s alignment. Assessment Focus Key Actions Values Ask about personal values Work Styles Discuss preferred work methods Motivations Explore what drives the candidate Step 7: Making a Competitive Job Offer Creating a competitive job offer is essential for attracting top talent, especially in today’s competitive job market. To guarantee your offer stands out, consider these key factors: Salary: Align the salary with industry standards, factoring in location, experience, and market demand. Benefits: Clearly outline additional perks, such as health insurance, retirement plans, paid time off, and professional development opportunities. Personalization: Acknowledge the candidate’s unique skills and contributions in your communication, making the offer feel customized to them. Negotiation: Be open to negotiating salary and benefits; flexibility can greatly boost acceptance rates. Promptly communicate the offer, ideally within a few days of the final interview, as research shows that quick offers increase the likelihood of acceptance. Frequently Asked Questions What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are Clarity, Consistency, Candidate Experience, Cultural Fit, and Communication. Clarity means defining the job role and expectations explicitly. Consistency involves using the same criteria for evaluating all candidates to guarantee fairness. Candidate Experience focuses on providing a positive experience for applicants, enhancing your organization’s reputation. Cultural Fit guarantees candidates align with your organization’s values, boosting retention. Effective Communication keeps candidates informed throughout the process, nurturing transparency and trust. What Are the 7 Stages of the Recruitment Process? The recruitment process consists of seven key stages. First, you identify the job vacancy. Next, you create a detailed job description. Then, you source candidates through various channels like job boards and social media. After that, you screen resumes using applicant tracking systems. Following this, you conduct interviews to assess candidates. You check references to verify their qualifications, and finally, you make a job offer to the selected candidate, ensuring their expectations align with the terms. What Are the 5 Steps of the Recruitment Process? The recruitment process consists of five crucial steps. First, you identify job requirements, defining the role and necessary qualifications. Next, you source candidates through platforms like job boards and social media. Then, you screen applicants by reviewing resumes and conducting initial interviews to find suitable matches. After that, you conduct interviews to further assess candidates. Finally, you make job offers, detailing salary and benefits during the process of negotiations based on candidate feedback. What Are the 7 Steps of the Staffing Process? The staffing process consists of seven key steps. First, you plan by evaluating your organization’s needs based on goals. Next, you recruit by attracting candidates through job postings and social media. Then, you select the right candidates through screening and interviews. After selection, onboarding integrates new hires, followed by training to improve their skills. Performance management guarantees employees meet expectations, and retention strategies help keep them engaged and productive in the long term. Conclusion In summary, effective recruitment is crucial for organizational success. By following the outlined steps, from identifying hiring requirements to making competitive job offers, you can improve your recruitment process. This guarantees you attract and select candidates who not only possess the necessary skills but also fit well within your company culture. A strategic approach to recruitment not only fills vacancies but also strengthens team dynamics, eventually contributing to long-term organizational effectiveness and growth. Image via Google Gemini This article, "Understanding the Meaning of Recruiting – A Step-by-Step Guide" was first published on Small Business Trends View the full article

Whether you're a smart TV veteran or are somehow just now setting your first TV with an internet connection, there's a lot to learn. Modern TVs are basically computers, complete with their own operating systems and application ecosystems. That means you can tweak them to run better.—or just the way you want them to. Here are a few tips, tricks, and hacks that every smart TV owner should be aware of. Turn off motion smoothing on your smart TVWondering why every single TV show and movie you watch on your brand new TV looks like a soap opera or a cheap community theater production? It's probably because of motion smoothing. This "feature", which is the default on far too many TVs, artificially ups the frame rate from either 24 or 30 frames per second to 60 or 120 frames, or even higher. This effect can bring a real immediacy to live events like sports, but it's not great for regular old TV shows. Because where does the TV get those extra frames from? It makes them up, often creating an uncanny blurring effect reminiscent of old school videotape. I recommend turning this feature off basically the minute you set up your TV, and our friends at PCMag have a guide to disabling the feature covering all the major smart TV platforms. Hook up an ethernet cable to make your smart TV faster Streaming 4k takes up a lot of bandwidth. Modern wifi routers can usually handle without much of an issue, especially if your TV is close to your router. Even so, it's a good idea to physically connect your smart TV to your network with an ethernet cable if you have the option. There's a couple of reasons to do this. One, wired connections are more stable, mostly because they're not vulnerable to interference from neighboring wireless networks and other devices, so you'll be far less like to suffer through stuttering images or audio dropouts. Two, connecting your TV via ethernet frees up the wireless spectrum for all of your other devices, which is important if you live in a house with other internet users (not to mention other smart devices). Customize your smart TV's home screenSmart TVs tend to come pre-loaded with any number of apps, all of them prominently placed on the home screen. You can, and should, move the apps you actually use to the top instead. How to do this will vary depending on your operating system, but it generally means pressing and holding on the app you want was at the top of the list and then moving it around. Failing that, you may need to do some digging in the settings. Block ads on your smart TVTired of all the ads showing up on your TV? You might be able to block them using your router. Lifehacker has a guide to blocking ads on Samsung, LG, and Roku smart TVs that explains how to change your internet settings so that your TV can't access the ads in the interface anymore. Disable quick start to save energy and speed up your smart TVSmart TVs are basically computers, meaning they need to boot up when you turn them on. Most users don't want to wait every time they turn on the TV though, which is why smart TVs don't actually turn off—they suspend their functions, the same way your phone or laptop does. That's fine if you use your TV constantly, but a real waste of electricity for a TV that you only turn on occasionally. And shutting down your set completely could have another benefit: reducing bugginess. To reiterate, a smart TV is basically a computer, and every computer user knows that restarting your computer can fix random problems. Some TVs allow you to disable this feature—just look for a "quick start" option in the settings. Others, including Sony, suggest that you unplug TVs you won't be using for months at a time in order to shut them down completely. Use an antenna to get free channelsStreaming television is great, but don't overlook traditional broadcast TV. Most major cultural events, from the Super Bowl, to the Oscars, to the World Series, are still free to watch on network TV, as are of the most popular shows. If you live in a major city, or even just close to one, there's a good chance you can watch network TV free of charge using nothing more than a small TV antenna. This can mean free access to stations like NBC, CBS, ABC, FOX, and PBS—no need to pay for cable or a pricey "live tv" streaming subscription. All you need to do is plug in an antenna, scan for channels, and you're good to go. (Lifehacker has a guide to the best digital TV antennas to help you get started.) Clear your smart TV's cacheNot to keep harping on this point, but a smart TV is a computer, and like a computer, it can build up all sorts of junk in its memory over time. If your smart TV is suddenly moving more slowly than you remember, or even crashing, it might be time to clear out its various caches. Get started with this guide to clearing the cache on every major smart TV brand. Enable security features on your smart TVYour smart TV is a potential security risk. It's a computer, like any other, and that means you need to keep it up to date, secure all accounts connected to it, and be mindful of any built-in microphones and cameras. Check out our guide to securing your smart TV for more on these tips and more. Disable "automatic content recognition" to stop your smart TV from spying on youI've written about why smart TVs are so cheap, and it turns out a big part of it is automatic content recognition, or ACR. Most brands of smart TVs are constantly monitoring what you're watching and using that to build a profile with your viewing habits that can be sold to third parties, a practice that nets the TV manufacturers are lot of money. If this concerns you, consider turning the feature off to protect your privacy. Lifehacker has a guide to disabling ACR on the major smart TV platforms. Install a different launcher for your smart TVIf you want your smart TV to have an entirely different look and feel, you may be able to install a different launcher, which will give you much more control. Google TV users, for example, can install Projectivy to completely replace the default launcher. This won't be an option for every model of smart TV, but it's worth considering if you're feeling stuck with the software that came preinstalled. View the full article

Prize-winning composer Philip Glass has called off a scheduled world premiere at the Kennedy Center of a symphony about Abraham Lincoln, the latest in a wave of cancellations since President Donald The President ousted the previous leadership. Glass’ Symphony No. 15, “Lincoln,” was to have been led by Grammy-winning conductor Karen Kamensek for performances on June 12 and June 13. “Symphony No. 15 is a portrait of Abraham Lincoln, and the values of the Kennedy Center today are in direct conflict with the message of the Symphony,” Glass said in a statement released Tuesday by his publicist. “Therefore, I feel an obligation to withdraw this Symphony premiere from the Kennedy Center under its current leadership.” A spokesperson for the Kennedy Center did not immediately respond to a request for comment. Glass, who turns 89 on Saturday, was a Kennedy Center honoree in 2018. Over the past year, artists withdrawing from planned performances have ranged from Renée Fleming to Bela Fleck. The President, whose handpicked board of trustees have said they are renaming the center the The President Kennedy Center, has placed the venue at the heart of his campaign against what he calls “woke” culture.” The President’s name already hangs on the outside of the venue, in addition to Kennedy’s, despite such a change requiring an act of Congress. —Hillel Italie, AP national writer View the full article

If you filed a claim last year as part of the Siri class action suit against Apple, your payment is on the way. According to the settlement website, class payment distribution began on Jan. 23, and many users on Reddit report that funds have landed in their bank and payment apps over the last several days. If you see a deposit from "Lopez Voice Assistant" or some variation, it's not a scam. The settlement allowed class members to opt for payment via direct deposit (ACH) as well as electronic or paper check, which will be delivered through email or regular mail, respectively. Some class members are reporting that they received their funds via a different method than they expected, so if you submitted a claim, keep an eye on your transactions as well as your mailboxes to confirm receipt. Note that payouts are being distributed in batches and may take a few days to arrive. What is the Apple Siri settlement? Last year, Apple agreed to a $95 million settlement to resolve a class action lawsuit over privacy concerns with Siri-enabled devices. Users whose devices may have activated and recorded conversations without their knowledge were able to claim compensation. Initially, the settlement was set to pay out $20 per device—iPhone, iPad, Apple Watch, Mac, HomePod, iPod touch, and Apple TV were all eligible—for up to five devices per individual claimant. However, due to the final class size, the payout came to just $8.02 per device up to a maximum of $40.10. If you have questions about the settlement and want to speak with an administrator, you can call 888-981-4106 and select option 0 on the main menu. You may have to leave a message and request a callback. View the full article

Loose fiscal policy no longer makes sense now that Japan has escaped deflationView the full article

Increasingly bifurcated economy undermines strong GDP and productivity growth View the full article

While FHFA reported a year-over-year increase in national home values in November, the Case-Shiller HPI saw flat annual growth as well as monthly decreases. View the full article

If you have ever lifted a weight, you know the routine: challenge the muscle, give it rest, feed it, and repeat. Over time, it grows stronger. Of course, muscles only grow when the challenge increases over time. Continually lifting the same weight the same way stops working. It might come as a surprise to learn that the brain responds to training in much the same way as our muscles, even though most of us never think about it that way. Clear thinking, focus, creativity, and good judgment are built through challenge, when the brain is asked to stretch beyond routine rather than run on autopilot. That slight mental discomfort is often the sign that the brain is actually being trained, a lot like that good workout burn in your muscles. Think about walking the same loop through a local park every day. At first, your senses are alert. You notice the hills, the trees, the changing light. But after a few loops, your brain checks out. You start planning dinner, replaying emails, or running through your to-do list. The walk still feels good, but your brain is no longer being challenged. Routine feels comfortable, but comfort and familiarity alone do not build new brain connections. As a neurologist who studies brain activity, I use electroencephalograms, or EEGs, to record the brain’s electrical patterns. Research in humans shows that these rhythms are remarkably dynamic. When someone learns a new skill, EEG rhythms often become more organized and coordinated. This reflects the brain’s attempt to strengthen pathways needed for that skill. Your brain trains in zones too For decades, scientists believed that the brain’s ability to grow and reorganize, called neuroplasticity, was largely limited to childhood. Once the brain matured, its wiring was thought to be largely fixed. But that idea has been overturned. Decades of research show that adult brains can form new connections and reorganize existing networks, under the right conditions, throughout life. Some of the most influential work in this field comes from enriched environment studies in animals. Rats housed in stimulating environments filled with toys, running wheels, and social interaction developed larger, more complex brains than rats kept in standard cages. Their brains adapted because they were regularly exposed to novelty and challenge. Human studies find similar results. Adults who take on genuinely new challenges, such as learning a language, dancing, or practicing a musical instrument, show measurable increases in brain volume and connectivity on MRI scans. The takeaway is simple: Repetition keeps the brain running, but novelty pushes the brain to adapt, forcing it to pay attention, learn, and problem-solve in new ways. Neuroplasticity thrives when the brain is nudged just beyond its comfort zone. The reality of neural fatigue Just like muscles, the brain has limits. It does not get stronger from endless strain. Real growth comes from the right balance of challenge and recovery. When the brain is pushed for too long without a break—whether that means long work hours, staying locked onto the same task, or making nonstop decisions under pressure—performance starts to slip. Focus fades. Mistakes increase. To keep you going, the brain shifts how different regions work together, asking some areas to carry more of the load. But that extra effort can still make the whole network run less smoothly. Neural fatigue is more than feeling tired. Brain imaging studies show that during prolonged mental work, the networks responsible for attention and decision-making begin to slow down, while regions that promote rest and reward-seeking take over. This shift helps explain why mental exhaustion often comes with stronger cravings for quick rewards, like sugary snacks, comfort foods, or mindless scrolling. The result is familiar: slower thinking, more mistakes, irritability, and mental fog. This is where the muscle analogy becomes especially useful. You wouldn’t do squats for six hours straight, because your leg muscles would eventually give out. As they work, they build up byproducts that make each contraction a little less effective until you finally have to stop. Your brain behaves in a similar way. Likewise, in the brain, when the same cognitive circuits are overused, chemical signals build up, communication slows, and learning stalls. But rest allows those strained circuits to reset and function more smoothly over time. And taking breaks from a taxing activity does not interrupt learning. In fact, breaks are critical for efficient learning. The crucial importance of rest Among all forms of rest, sleep is the most powerful. Sleep is the brain’s night shift. While you rest, the brain takes out the trash through a special cleanup system called the glymphatic system that clears away waste and harmful proteins. Sleep also restores glycogen, a critical fuel source for brain cells. And importantly, sleep is when essential repair work happens. Growth hormone surges during deep sleep, supporting tissue repair. Immune cells regroup and strengthen their activity. During REM sleep, the stage of sleep linked to dreaming, the brain replays patterns from the day to consolidate memories. This process is critical not only for cognitive skills like learning an instrument but also for physical skills like mastering a move in sports. On the other hand, chronic sleep deprivation impairs attention, disrupts decision-making and alters the hormones that regulate appetite and metabolism. This is why fatigue drives sugar cravings and late-night snacking. Sleep is not an optional wellness practice. It is a biological requirement for brain performance. Exercise feeds the brain too Exercise strengthens the brain as well as the body. Physical activity increases levels of brain-derived neurotrophic factor, or BDNF, a protein that acts like fertilizer for neurons. It promotes the growth of new connections, increases blood flow, reduces inflammation, and helps the brain remain adaptable across one’s lifespan. This is why exercise is one of the strongest lifestyle tools for protecting cognitive health. Train, recover, repeat The most important lesson from this science is simple. Your brain is not passively wearing down with age. It is constantly remodeling itself in response to how you use it. Every new challenge and skill you try, every real break, every good night of sleep sends a signal that growth is still expected. You do not need expensive brain training programs or radical lifestyle changes. Small, consistent habits matter more. Try something unfamiliar. Vary your routines. Take breaks before exhaustion sets in. Move your body. Treat sleep as nonnegotiable. So the next time you lace up your shoes for a familiar walk, consider taking a different path. The scenery may change only slightly, but your brain will notice. That small detour is often all it takes to turn routine into training. The brain stays adaptable throughout life. Cognitive resilience is not fixed at birth or locked in early adulthood. It is something you can shape. If you want a sharper, more creative, more resilient brain, you do not need to wait for a breakthrough drug or a perfect moment. You can start now, with choices that tell your brain that growth is still the plan. Joanna Fong-Isariyawongse is an associate professor of neurology at the University of Pittsburgh. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

ICE’s occupation in Minnesota has lasted weeks, and until a couple of days ago, the state’s major corporations, quick to issue statements in wake of George Floyd’s shooting in 2020, had been largely silent. When Fast Company reached out to several heavy hitters in mid-January, including Target and Best Buy, there was no response. Finally, on Sunday, 60 of the state’s major business leaders put out a response calling for “de-escalation.” But the statement has been criticized on social media and beyond, with some calling it “spineless.” It came over two weeks since federal agents fatally shot U.S. citizen Renee Good, and a day after federal agents also fatally shot U.S. citizen Alex Pretti. For weeks, the Twin Cities have been awash in chaos and fear as ICE raids streets, shops, and schools, profoundly disrupting daily life, as well as economic activity. Roughly 80% of immigrant-owned businesses along main streets have closed, while restaurants and health care centers in some of the surrounding suburbs have had to cut hours because employees are afraid to come to work. Last Friday, there was an economic blackout as hundreds of businesses closed and over 75,000 protesters marched. Given the loss of life and constant turmoil, it’s puzzling why Minnesota’s business leaders were quiet for so long. For insight, Fast Company talked to Bill George, lecturer at Harvard Business School and former CEO of Medtronic, one of the world’s biggest medical tech companies, whose operations are based in Minneapolis. This interview was conducted over two days and has been edited for length and clarity. Fast Company: What do you think of the statement that businesses finally released? Well, I think the statement itself is very significant. If you worked in a large company, you can’t believe how difficult it is to get not just one but 60 CEOs from a wide range of businesses to [do the same thing]. These people are very cautious about signing on anyone else’s statements. There are those that thought it didn’t go far enough. But as Marshall McLuhan once said “the medium is the message.” I don’t see CEOs or companies that were left off. So I think having all of them sign on may have taken a while, but it’s significant. And I’d go further. Let me just say: I hope this will be the tipping point, and the businesses are sending a powerful signal to the White House that they are being harmed by this. No doubt it’s causing a loss of productivity and lots of issues. I hope this will be the turning point that will cause the White House to move on. We did hear a huge outpouring of support after George Floyd’s death. What was different this time around? They want to stay out of the news, and many of them feel they can work behind the scenes to get what they want. You see some of the deals that have been cut with Nvidia and Intel and Apple and others. But I think most companies don’t have that kind of access. It’s a different time than it was with George Floyd. And I think there is a very strong point of view that we should work behind the scenes and not do anything to provoke anyone in the government—not just the president, but any of the members of [The President’s] administrative team. The companies have to let ICE do their job, whether they like it or not—but I think that their employees need to know they have their support. The public letter from the business leaders has gotten criticism on social media for not going far enough. Well, the governor and the attorney general, who I’ve spoken with, are being investigated. So I don’t think any of these CEOs want to get between their interests and ICE or the federal government. These CEOs are not very political. None of them are extreme left or extreme right. You might say that they’re slightly to the right center, but they’re quite independent in how they vote. Their primary concern is to run their business and stay out of politics. How did Alex Pretti’s death trigger the timing of the statement? This didn’t just get thrown together. These things don’t happen easily, sure; particularly when a lot of other companies are involved. It’s hard enough to get a statement out of one company, much less 60. But I think these things are all having an impact: the protests in Minneapolis, [Pretti’s] death, the concern to people’s business, the fact that Minnesota companies are highly dependent upon being able to recruit people from all around the United States and all around the world. What if the statement is not enough to get the administration to move on? I’m not sure. I think it’s continuing discussions behind the scenes. And what kind of leverage do the companies have behind the scenes? I don’t think a lot. These are not companies that are making big promises that you’ve seen very publicly for the last year that I’m aware of, but people care about these businesses. The president himself is a businessman, and will recognize that. One other thought is: what is the goal here? We have very few illegal immigrants in Minnesota. I can assure you, the companies on that list do not hire illegal immigrants. They hire immigrants. For example, at the Mayo Clinic, several of the physicians, including a CEO, were born outside the U.S. That’s great. It’s great for the Mayo Clinic. It’s great for Minnesota. If you were really looking for illegal immigrants, why wouldn’t you go to Florida, Arizona, or Texas? What do the companies want? They want to restore calm, and I’m sure they would like to see this all get settled. They’re hoping to get a peaceful situation and not provoke greater confrontation. They certainly don’t want to have the United States military sent in. They certainly don’t want to see martial law declared for Minnesota. What’s the long-term impact of this corporate silence going to be on employees? Employees are going to feel very disappointed, and they may feel a lack of loyalty to the company. As a CEO, you have to keep innovation going. And to do that, you’ve got to attract people from all over the country and all over the world to come to Minnesota. From a longer term perspective, this could scare off people from coming. As a CEO, I’d want to make sure people know we’ve got their backs, and we will provide the support they need. View the full article

Microsoft has been promising to give data on the performance of websites mentioned in AI results within Bing and Copilot since February 2023 and then again in April 2023. But then decided to let us down and only lump the data together with web queries, not giving us a clear view of how our sites perform within Bing’s AI experiences. Now Bing is reportedly testing showing a new report within Bing Webmaster Tools named AI Performance report. AI Performance report. This report is currently in a super limited beta – Microsoft has not announced anything about this publicly. But a source told us this report shows citation data from both Microsoft Copilot and partners. It shows the number of citations and the number of cited pages by day. You can see how many times Copilot cited your website and across how many pages. It does not show you how many people clicked from those citations on Copilot to your site. It does also let you see the data listed by “grounding queries” and “pages.” Grounding queries is likely not the full query entered into the search box on Copilot but how Bing interprets that query. Plus, it will show you the “intent” behind the query, whether it is a navigational, informational, or other form of query. The report also shows you the specific pages cited by Copilot. ETA. Again, Microsoft has not announced this report yet but some are seeing it go live within Bing Webmaster Tools under the Search Performance report named “AI Performance.” I do not know when you or I will gain access to the report. Why we care. It is great to see more AI performance reporting coming from Bing Webmaster Tools, but I really do wish for click data. Every publisher, content creator, and site owner wants to know how the click-through rate from AI experiences compares to web search. It just feels like all the search engines are deliberately hiding this data from us. View the full article

White House proposal would keep reimbursement rates about flat and cut into revenue of coverage providers View the full article

The oil tycoon J. Paul Getty was rumoured to have said that his three rules for how to become rich were: Rise early. Work hard. Strike oil. It’s one of those eminently quotable remarks because it captures something we all know to be true, that luck and chance have as much to do with success as anything else. Yet we don’t value people for their luck. We don’t exalt those who win the lottery or walk away from a roulette table flush with cash. Instead, we praise talent, skill, and dedication. And that creates tension, because although luck plays a big role in outcomes, it is only the effort we put into developing our abilities that we can control. That is the nature of what the French writer Albert Camus called existential rebellion. It is through our own efforts and actions that we find meaning in an indifferent universe, even if the rewards for those efforts have a significant random element. Believing in luck, then, is itself an act of defiance. To work, to strive, to build skill in such a world is not naïveté but rebellion. How Einstein became an icon Although we remember him as an icon today, for a long time, Albert Einstein wasn’t very popular, or even well liked, in the early twentieth century. He was German in the wake of World War I, Jewish in an age of heightened anti-Semitism, and so seemingly aloof and full of himself that he claimed that only a handful of people on earth could understand his strange theories. That abruptly changed when Einstein first arrived in America on April 3rd, 1921 and a handful of journalists dutifully went to meet him. When they arrived at New York Harbor, they were amazed to find a crowd of thousands waiting for him, screaming with adulation and waving handkerchiefs. Surprised at his popularity, and charmed by his genial, off-kilter personality, the story of Einstein’s arrival made the front page in major newspapers. It was all a bit of a mistake. The people in the crowd weren’t there to see Einstein, but Chaim Weizmann, the popular Zionist leader that Einstein was traveling with to raise funds for Hebrew University (and who the WASPy science reporters didn’t recognize). Nevertheless, that’s how Einstein gained his iconic status, which would overshadow the other great lights, such as Bohr, Heisenberg and Schrödinger, in the golden age of physics. From there, the Matthew effect (or what network scientists call preferential attachment) took over. Because Einstein was now so well-known, newspapers wanted to report about him and ask him about the other scientific breakthroughs of the day. Just as the rich get richer, the popular get more popular. Einstein became more than a scientist, but a cultural touchstone. Yet Einstein didn’t study physics for fame. In fact, it was his failure to follow convention that mired his early career in misery, unemployment, and poverty. And, although his groundbreaking work was behind him when he entered New York Harbor, he continued to work on physics until his death in 1955, long after he had become, as Robert J Oppenheimer put it, “a landmark, not a beacon.” The Wunderkind almost lost to history On a January morning in 1913, the eminent mathematician G.H. Hardy opened his mail to find a letter written in an almost indecipherable scrawl. It began inauspiciously: “I beg to introduce myself to you as a clerk in the Accounts Department of the Port Trust Office at Madras on a salary of £20 per annum. I am now about 23 years of age. I have had no university education but I have undergone the ordinary school. I have been employing the spare time at my disposal to work at Mathematics.” Inside, he found what looked like mathematical nonsense, using strange notation and purporting theories that “scarcely seemed possible.” Much of it was incomprehensible, except for one small section that directly refuted a conjecture Hardy himself had made just months earlier. Assuming it was some sort of elaborate prank, he threw the letter in the trash. Throughout the day, however, Hardy found the ideas gnawing at him and he retrieved the letter. That night, he took it over to his longtime collaborator, J.E. Littlewood. By midnight, they realized that they had just stumbled upon one of the greatest mathematical talents the world had ever seen: a destitute young man in India named Srinivasa Ramanujan. Living in extreme poverty and largely self-taught, Ramanujan had come across an advanced text as a teenager, devoured it, and began filling notebooks with theorems and proofs. He showed his work to local mathematicians, but no one quite knew what to make of it. With the help of friends, Ramanujan sent letters to three prominent professors at Cambridge. The first two ignored him. Hardy was the third. It is doubtful that Ramanujan was the first aspiring mathematician to send his work to famous professors. Most, like his first two letters, were lost to history. But Ramanujan gave it a shot, got a little lucky, and we’re all better off for it. Even now, more than a century later, his notebooks continue to be widely studied by mathematicians looking to glean new insights. Hardy, a genius by any measure, was one of the most important mathematicians of his time. But when asked to name his greatest discovery he replied, without hesitation, “Ramanujan.” The miracle cure we almost missed In 1891, Dr. William Coley had an unusual idea. Inspired by an obscure case in which a man who had contracted a severe infection was cured of cancer, he deliberately infected a tumor on his patient’s neck with a heavy dose of bacteria. Miraculously, the tumor vanished, and the patient remained cancer-free even five years later. Looking to repeat his success, he created a special brew of toxins designed to jump-start the immune system. Unfortunately, he was never able to replicate his initial results consistently. His idea was met with skepticism by the medical community and, when radiation therapy was developed in the early twentieth century, Coley’s research was largely forgotten. Dr. William Coley was unlucky. Yet his daughter, Helen Coley Nauts, refused to let the idea die. With a $2,000 grant from Nelson Rockefeller, she founded the Cancer Research Institute in 1953 to study immunological approaches to cancer. While mostly dismissed by the medical community, it did inspire a small cadre of devotees to keep looking, albeit mostly in vain. A little luck came in 1996, when a researcher named Jim Allison, following a hunch, published a landmark paper suggesting that there may be some merit to Coley’s idea after all. Using a novel approach, he was able to show amazing results in mice. “The tumors just melted away,” Jim would later tell me. Excited, he rushed to pharmaceutical companies, hoping to secure funding. Instead, he was turned away. Drugmakers had already invested—and lost—billions on similar ideas. Hundreds of trials had failed. “It was depressing,” Jim recalled. “I knew this discovery could make a difference, but nobody wanted to invest in it.” Nonetheless, he persevered. He collected more data, pounded the pavement, and made his case. It took him three years, but eventually he found a small biotech company, Medarex, that agreed to back him and his work. The drug that resulted would open the floodgates and make cancer immunotherapy a viable treatment. Jim would win the Nobel Prize in 2018. Becoming an existential rebel Camus believed our existence was absurd. He compared the human condition to Sisyphus, the mythical Greek king condemned to roll a boulder uphill, only to watch it roll back down again, for eternity. Incredibly, Camus imagines Sisyphus, returning to his labors at the foot of the mountain, as happy, having found meaning in his task. That is the nature of existential rebellion: to create meaning for yourself in a universe that provides none. In two decades researching innovation, transformation, and change, one constant I have found is that you can’t control your luck. Anything can happen. “Sure things” often fail while low-probability events occur all the time. We can easily imagine a world in which Einstein remained a clerk in a patent office, doing physics in his spare time; Ramanujan died an anonymous pauper, his genius never recognized; and William Coley’s vision of a revolutionary cancer cure remained a pipe dream. But each persevered against an indifferent universe, and we’re all better off for it. We can’t control our luck, but we can decide for ourselves how we seek meaning. Einstein spent the final decades of his life in Princeton, NJ, working on theories that would never pan out. On his deathbed, Ramanujan defined a new class of mathematical function and the number that bears his name. Dr. Coley, now recognized as the “father of cancer immunotherapy,” died surrounded by his loving family who were dedicated to his legacy. And, like Sisyphus, we can imagine each of them happy, and maybe hoping for a little luck. View the full article

It's possible the one thing that could universally break smartphone addiction is making social media pay-to-play. Right now, there is zero friction involved in opening Instagram or TikTok, and getting sucked into their algorithms. But add a paywall to those apps, and all of a sudden, I don't have any interest in logging on. If that sounds like it'd work on you too, I have good news and bad news. The good news is that Meta will soon test a subscription model for Instagram, WhatsApp, and Facebook. The bad news is that these subscriptions won't be required to actually access the app, or the core features you already know. That will remain free, so we will remain hopelessly addicted. What is Meta including in its "premium experience" subscription?The details are light at the moment, especially concerning WhatsApp and Facebook. Meta told TechCrunch that the subscriptions will offer "exclusive features" on its apps, and will "unlock more productivity and creativity, along with expanded AI capabilities." That will include more controls over how you share and connect with other users. Again, pretty vague. Perhaps part of this cloak-and-dagger approach is that Meta isn't really sure how it wants to roll out these subscriptions. The company explained to TechCrunch that it was testing a "variety of subscription features and bundles," and that each app's subscription will feel unique from the others. While Meta isn't revealing much at this point, we might have a glimpse at what the company has in store for Instagram. Reverse engineer Alessandro Paluzzi posted on X that Instagram's paid subscription will include the option to create as many audience lists as you want, view a list of people you follow who don't follow you back, and—perhaps more enticing to some—look at another user's story without them knowing you saw it. Would you pay a monthly subscription to be able to lurk in other people's Instagram stories? (It's possible to do this already, by the way.) There's another feature set that Meta plans to test subscriptions for that likely includes all three of these apps: AI features. Meta will experiment with subs for Vibes, the company's short-form AI video app built into Meta AI. The services has been free since it launched last fall, and will likely continue to be free, but Meta may charge for "additional video creation opportunities." As much as I'm reluctant to say so, this really is Meta doing subscriptions right. I wouldn't pay for any of these features, but it's not like the company is taking away previously free features and locking them behind a subscription. If companies like Meta want to integrate a subscription model, they need to offer new features and abilities to justify the price. I might not think these anticipated features are worth it, but at least the current apps as they exist will remain free—even if charging for them would get me to stop using them for good. View the full article

A reader writes: I’m a newish manager, and I have one direct report. My new employee, “Susan,” quit this week. Her old employer had reached out to her and made her a dream offer. I spent five months training Susan. She had learned a lot and was starting to work well independently. The thought of starting over training a new employee is exhausting and depressing, and I feel completely defeated. Susan isn’t the whole story. Before Susan, my employee was Joe. Joe worked for me for three months before his serious mental health issues became apparent. His anxiety and depression made it impossible for him to come to work on many days, and he told me that the job was too stressful. After a very unpleasant and dramatic three months, he resigned and I accepted his resignation. Then he tried to rescind his resignation and there was a period of time that I was genuinely afraid of him. Before Joe, there was Emily. Emily was my first employee and mediocre in every way. She left after a year. In hindsight, she was fine and I could have done a better job training and managing her. At that point, I had never managed before, and I had no idea what I was doing! I didn’t know how good I had it with her! I acknowledge that I made some mistakes as a manager, but some of the circumstances were out of my control, like Joe’s illness. Another complicating factor is that the job is focused on boring research, but due to company policies I’m not allowed to advertise it with a title that makes that completely clear. Instead, the role has a title that makes the work sound somewhat more interesting. For that reason, it’s difficult to recruit candidates who are okay with completing boring research 90% of the time. So in less than two years, I’ve had three employees in the job. Any confidence I had as a manager is gone, and I worry about what others may think when they see the turnover in this role. Am I just a terrible manager? Can I chalk up my employees leaving to extenuating circumstances (mental illness, dream job offer)? Am I not cut out to be a manager? Or should I try again? I answer this question over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here. The post am I not cut out to be a manager? appeared first on Ask a Manager. View the full article

In today’s digital environment, managing your brand’s reputation is critical for maintaining trust and credibility. You need to be aware of how the public perceives your brand, which involves real-time monitoring of mentions and effective review management. Furthermore, leveraging advanced sentiment analysis tools can help assess overall brand sentiment. But that’s just the beginning; comprehending the fundamental services that can bolster your brand’s reputation is necessary. What are the key components that you might be missing? Key Takeaways Real-time monitoring tools track brand mentions across social media and review sites to identify public sentiment quickly. Comprehensive review management solutions streamline the collection and response to customer feedback, enhancing brand credibility. Advanced sentiment analysis tools assess public perception, helping businesses understand the emotional context of customer feedback. Integration capabilities with major social media and review platforms create a unified approach to managing online reputation. Proactive crisis management features enable businesses to address negative sentiments swiftly, mitigating potential reputational damage. Importance of Brand Reputation Management In the current digital era, where information spreads swiftly, managing your brand’s reputation is more essential than ever. A staggering 98% of consumers read online reviews for local businesses, making your online presence critical. Positive reviews can improve your trust and credibility, with 74% of consumers more likely to choose businesses with favorable feedback. Conversely, negative reviews deter 60% of potential customers, highlighting the need for proactive brand reputation management services. Key Features of Effective Reputation Management Services Effective reputation management services encompass a range of features designed to help businesses maintain and improve their public image. Real-time monitoring of brand mentions across various platforms allows you to quickly address negative feedback and leverage positive sentiment. Thorough review management streamlines the collection, analysis, and response to customer reviews, which is vital since 74% of consumers trust local businesses with positive feedback. Advanced sentiment analysis tools assess public perception, offering actionable insights that boost your credibility and build trust with consumers. Integration capabilities with social media and review platforms create a unified approach to managing your brand’s reputation, important as 98% of consumers read online reviews. Proactive crisis management features, including alerts for negative sentiment spikes, enable you to mitigate potential reputational damage before it escalates, reinforcing the significance of maintaining a positive online image. Top Reputation Management Services for Businesses Maintaining a strong brand reputation is crucial for businesses in today’s competitive environment, and utilizing the right reputation management services can make all the difference. Sprout Social stands out by integrating with platforms like Google My Business and Yelp, offering sentiment analysis and AI-powered workflows to improve engagement. Reputation provides a customizable dashboard along with business listings and review management tools, ensuring your online presence remains robust. ReviewTrackers specializes in monitoring and analyzing reviews, boosting local SEO during the process of offering employer and software brand monitoring for thorough oversight. Podium centralizes customer interactions and reviews from Google and Facebook, featuring an AI assistant that responds quickly to inquiries, increasing customer satisfaction. Finally, Birdeye focuses on local brands by streamlining review management with AI, enhancing digital customer experiences. Each of these services plays a crucial role in maintaining and improving your brand’s reputation. Strategies for Implementing Reputation Management To successfully implement a reputation management strategy, you need to start by regularly monitoring brand mentions across social media and review platforms. With 98% of consumers reading online reviews before making purchases, staying informed is vital. Utilize review management tools to streamline responses, guaranteeing you maintain high ratings since 71% of consumers avoid businesses with ratings below three stars. Additionally, develop a proactive crisis management plan that includes setting up alerts for negative sentiment spikes, allowing for quick responses to potential threats. Engaging with customers through interactive content and feedback channels improves relationships and boosts satisfaction. Remember, satisfied customers greatly contribute to brand reputation. Finally, regularly analyze performance metrics to adjust strategies accordingly. This guarantees alignment with your organizational goals for continuous reputation improvement. Strategy Benefits Tools/Methods Monitor Brand Mentions Stay informed Social Listening Tools Review Management Maintain high ratings Review Tools Crisis Management Plan Quick response to threats Alert Systems Measuring the Impact of Reputation Management Services Measuring the impact of reputation management services is vital for comprehending how these efforts influence your brand’s standing in the marketplace. By evaluating specific metrics, you can gain insights into your brand’s performance and customer perception. Here are four key metrics to take into account: Reputation Score: This quantifies consumer sentiment and engagement, providing a clear view of how your brand is perceived. Customer Trust Statistics: With 74% of consumers trusting businesses with positive reviews, monitoring customer feedback is important for building trust. Sales Impact: A strong online reputation can boost sales markedly, as 60% of consumers avoid brands with negative reviews. Engagement Rates: Brands that actively manage their reputations can see a 20% increase in customer interactions, enhancing overall engagement. Frequently Asked Questions What Are Reputation Management Services? Reputation management services help you monitor and improve how the public perceives your brand. These services include strategies like search engine optimization (SEO), content creation, and review management. By addressing negative feedback quickly, you can minimize potential damage to your reputation. They likewise involve proactive crisis management, analyzing social media sentiment, and engaging with customer feedback. Utilizing these services can boost your brand’s trust and credibility, in the end influencing consumer purchasing decisions. How Much Do Reputation Management Services Cost? Reputation management services typically cost between $300 and $5,000 per month, depending on the service complexity and organization size. Basic services, like monitoring and review management, range from $300 to $1,000 monthly. Mid-tier options, including content creation and social media management, fall between $1,000 and $3,000. High-end services often exceed $3,000 and provide all-encompassing strategies, including crisis management. Some providers likewise offer pay-per-performance models, aligning costs with specific outcomes. How Much Does an Orm Typically Cost? An ORM typically costs between $500 and $5,000 monthly, influenced by the brand’s complexity and service level. Basic packages for small businesses can start as low as $300, whereas larger enterprises may pay over $10,000. Pricing often depends on factors like the number of platforms monitored and review volume. Some providers offer pay-per-use options for specific services, such as crisis management, which can incur additional costs depending on the service’s scope. What Are the 7 Dimensions of Reputation? The seven dimensions of reputation are trustworthiness, expertise, reliability, customer orientation, innovation, social responsibility, and financial performance. Trustworthiness involves keeping promises, which builds customer loyalty. Expertise reflects your brand’s knowledge, influencing consumer confidence. Reliability is about consistently meeting expectations. Customer orientation focuses on addressing client needs effectively. Innovation showcases your ability to adapt and create. Social responsibility highlights ethical practices, whereas financial performance signals stability and success, impacting overall perception and trust in your brand. Conclusion To sum up, effective brand reputation management is essential for businesses in the contemporary digital landscape. By utilizing services that include real-time monitoring, review management, sentiment analysis, social media integration, and crisis management, you can improve your brand’s credibility and trustworthiness. Implementing these strategies not merely helps maintain a positive public perception but furthermore mitigates risks associated with negative feedback. Regularly measuring the impact of these services guarantees that your reputation management efforts remain effective and aligned with your business goals. Image via Google Gemini and ArtSmart This article, "5 Essential Brand Reputation Management Services Needed" was first published on Small Business Trends View the full article

In today’s digital environment, managing your brand’s reputation is critical for maintaining trust and credibility. You need to be aware of how the public perceives your brand, which involves real-time monitoring of mentions and effective review management. Furthermore, leveraging advanced sentiment analysis tools can help assess overall brand sentiment. But that’s just the beginning; comprehending the fundamental services that can bolster your brand’s reputation is necessary. What are the key components that you might be missing? Key Takeaways Real-time monitoring tools track brand mentions across social media and review sites to identify public sentiment quickly. Comprehensive review management solutions streamline the collection and response to customer feedback, enhancing brand credibility. Advanced sentiment analysis tools assess public perception, helping businesses understand the emotional context of customer feedback. Integration capabilities with major social media and review platforms create a unified approach to managing online reputation. Proactive crisis management features enable businesses to address negative sentiments swiftly, mitigating potential reputational damage. Importance of Brand Reputation Management In the current digital era, where information spreads swiftly, managing your brand’s reputation is more essential than ever. A staggering 98% of consumers read online reviews for local businesses, making your online presence critical. Positive reviews can improve your trust and credibility, with 74% of consumers more likely to choose businesses with favorable feedback. Conversely, negative reviews deter 60% of potential customers, highlighting the need for proactive brand reputation management services. Key Features of Effective Reputation Management Services Effective reputation management services encompass a range of features designed to help businesses maintain and improve their public image. Real-time monitoring of brand mentions across various platforms allows you to quickly address negative feedback and leverage positive sentiment. Thorough review management streamlines the collection, analysis, and response to customer reviews, which is vital since 74% of consumers trust local businesses with positive feedback. Advanced sentiment analysis tools assess public perception, offering actionable insights that boost your credibility and build trust with consumers. Integration capabilities with social media and review platforms create a unified approach to managing your brand’s reputation, important as 98% of consumers read online reviews. Proactive crisis management features, including alerts for negative sentiment spikes, enable you to mitigate potential reputational damage before it escalates, reinforcing the significance of maintaining a positive online image. Top Reputation Management Services for Businesses Maintaining a strong brand reputation is crucial for businesses in today’s competitive environment, and utilizing the right reputation management services can make all the difference. Sprout Social stands out by integrating with platforms like Google My Business and Yelp, offering sentiment analysis and AI-powered workflows to improve engagement. Reputation provides a customizable dashboard along with business listings and review management tools, ensuring your online presence remains robust. ReviewTrackers specializes in monitoring and analyzing reviews, boosting local SEO during the process of offering employer and software brand monitoring for thorough oversight. Podium centralizes customer interactions and reviews from Google and Facebook, featuring an AI assistant that responds quickly to inquiries, increasing customer satisfaction. Finally, Birdeye focuses on local brands by streamlining review management with AI, enhancing digital customer experiences. Each of these services plays a crucial role in maintaining and improving your brand’s reputation. Strategies for Implementing Reputation Management To successfully implement a reputation management strategy, you need to start by regularly monitoring brand mentions across social media and review platforms. With 98% of consumers reading online reviews before making purchases, staying informed is vital. Utilize review management tools to streamline responses, guaranteeing you maintain high ratings since 71% of consumers avoid businesses with ratings below three stars. Additionally, develop a proactive crisis management plan that includes setting up alerts for negative sentiment spikes, allowing for quick responses to potential threats. Engaging with customers through interactive content and feedback channels improves relationships and boosts satisfaction. Remember, satisfied customers greatly contribute to brand reputation. Finally, regularly analyze performance metrics to adjust strategies accordingly. This guarantees alignment with your organizational goals for continuous reputation improvement. Strategy Benefits Tools/Methods Monitor Brand Mentions Stay informed Social Listening Tools Review Management Maintain high ratings Review Tools Crisis Management Plan Quick response to threats Alert Systems Measuring the Impact of Reputation Management Services Measuring the impact of reputation management services is vital for comprehending how these efforts influence your brand’s standing in the marketplace. By evaluating specific metrics, you can gain insights into your brand’s performance and customer perception. Here are four key metrics to take into account: Reputation Score: This quantifies consumer sentiment and engagement, providing a clear view of how your brand is perceived. Customer Trust Statistics: With 74% of consumers trusting businesses with positive reviews, monitoring customer feedback is important for building trust. Sales Impact: A strong online reputation can boost sales markedly, as 60% of consumers avoid brands with negative reviews. Engagement Rates: Brands that actively manage their reputations can see a 20% increase in customer interactions, enhancing overall engagement. Frequently Asked Questions What Are Reputation Management Services? Reputation management services help you monitor and improve how the public perceives your brand. These services include strategies like search engine optimization (SEO), content creation, and review management. By addressing negative feedback quickly, you can minimize potential damage to your reputation. They likewise involve proactive crisis management, analyzing social media sentiment, and engaging with customer feedback. Utilizing these services can boost your brand’s trust and credibility, in the end influencing consumer purchasing decisions. How Much Do Reputation Management Services Cost? Reputation management services typically cost between $300 and $5,000 per month, depending on the service complexity and organization size. Basic services, like monitoring and review management, range from $300 to $1,000 monthly. Mid-tier options, including content creation and social media management, fall between $1,000 and $3,000. High-end services often exceed $3,000 and provide all-encompassing strategies, including crisis management. Some providers likewise offer pay-per-performance models, aligning costs with specific outcomes. How Much Does an Orm Typically Cost? An ORM typically costs between $500 and $5,000 monthly, influenced by the brand’s complexity and service level. Basic packages for small businesses can start as low as $300, whereas larger enterprises may pay over $10,000. Pricing often depends on factors like the number of platforms monitored and review volume. Some providers offer pay-per-use options for specific services, such as crisis management, which can incur additional costs depending on the service’s scope. What Are the 7 Dimensions of Reputation? The seven dimensions of reputation are trustworthiness, expertise, reliability, customer orientation, innovation, social responsibility, and financial performance. Trustworthiness involves keeping promises, which builds customer loyalty. Expertise reflects your brand’s knowledge, influencing consumer confidence. Reliability is about consistently meeting expectations. Customer orientation focuses on addressing client needs effectively. Innovation showcases your ability to adapt and create. Social responsibility highlights ethical practices, whereas financial performance signals stability and success, impacting overall perception and trust in your brand. Conclusion To sum up, effective brand reputation management is essential for businesses in the contemporary digital landscape. By utilizing services that include real-time monitoring, review management, sentiment analysis, social media integration, and crisis management, you can improve your brand’s credibility and trustworthiness. Implementing these strategies not merely helps maintain a positive public perception but furthermore mitigates risks associated with negative feedback. Regularly measuring the impact of these services guarantees that your reputation management efforts remain effective and aligned with your business goals. Image via Google Gemini and ArtSmart This article, "5 Essential Brand Reputation Management Services Needed" was first published on Small Business Trends View the full article

Complex projects still demand clarity when plans leave the screen and enter meetings, reviews or job sites. A printable Gantt chart gives teams a clean, visual timeline they can share, mark up and discuss. ProjectManager delivers a professional version designed for real-world collaboration and decision-making across industries and organizational contexts. When to Use a Printable Gantt Chart Organizations rely on printable Gantt charts when stakeholders need offline visibility, approvals require hard copies, schedules must be shared in boardrooms, training sessions or client reviews and regulated environments demand documented timelines that remain accessible to reference without software access. Why Use ProjectManager’s Printable Gantt Chart? ProjectManager stands out because its Gantt chart is built into a complete project management platform rather than isolated software. Users can plan tasks, assign resources, track costs, manage dependencies and adjust schedules in real time. When those plans need to be shared offline, the platform makes it easy to print clear, professional Gantt charts that reflect live project data without manual rework while supporting complex portfolios, cross-functional teams and evolving timelines across organizations of varying size and operational maturity levels. While the printable Gantt chart template we include in this blog is great, it doesn’t have all the features that come with online Gantt chart software. If you want a Gantt chart that updates in real time and is still printable, sign up for ProjectManager. It’s easy to create a Gantt chart in seconds where you can plan, schedule and assign work. Track tasks, slippage, costs, time and workload in one place. Then, print the software’s online Gantt chart to share it with stakeholders. Get started by taking a free 30-day trial. /wp-content/uploads/2025/03/Gantt-CTA-2025.jpgLearn more ProjectManager’s Printable Gantt Chart Features Behind printed schedules is a set of features that preserve accuracy and structure. ProjectManager’s printable Gantt chart includes visual controls and planning elements that translate complex project data into a format teams can understand, review and manage beyond the screen. With our software’s Gantt chart, here’s what you can expect. Four Types of Task Dependencies Scheduling logic matters when tasks interact. ProjectManager’s Gantt chart identifies all four dependency types—finish-to-start, start-to-start, finish-to-finish and start-to-finish—so teams understand how work flows. Visual links reveal sequencing constraints, prevent conflicts and help managers forecast schedule impacts when timelines shift or tasks change during execution across complex, multi-phase projects involving parallel activities and interdependent deliverables at scale over time. /wp-content/uploads/2024/10/Gantt-diagram-dependencies.pngLearn more Work Breakdown Structure Structure keeps large schedules readable. ProjectManager’s Gantt chart displays a dedicated WBS column that organizes work hierarchically. Users can define project phases, group parent tasks and break work into subtasks. This structure clarifies scope, supports planning accuracy and allows teams to collapse or expand task levels while reviewing printed schedules for stakeholders and auditors across formal project reviews and approvals. /wp-content/uploads/2025/05/Gantt-WBS-600x620.pngLearn more Project Milestones Key moments deserve instant visibility. ProjectManager’s Gantt chart uses a modern interface that highlights project milestones directly on the timeline. Diamond icons visually separate milestones from tasks, making them easy to spot at a glance. This clarity helps teams track critical achievements, communicate progress and maintain focus during planning sessions and printed status reviews across complex organizational initiatives and portfolios. /wp-content/uploads/2025/06/ProjectManager-Gantt-Chart-Milestones-600x360.pngLearn more /wp-content/uploads/2026/01/Printable-Gantt-chart-template-1600x557.png Get your free Printable Gantt Chart Use this free Printable Gantt Chart for Excel to manage your projects better. Download Excel File Critical Path Analysis Schedule risk becomes visible when logic drives timelines. ProjectManager’s Gantt chart automatically calculates and displays the critical path using task dependencies alongside estimated and actual start and finish dates. As schedules evolve, the critical path updates dynamically, allowing teams to identify activities that directly impact delivery dates and focus attention on tasks with zero float before delays cascade through the project. /wp-content/uploads/2025/06/ProjectManager-Gantt-Chart-Critical-Path-600x361.pngLearn more Related: 20 Best Gantt Chart Software of 2026 (Free & Paid) Resource Allocation Planning work without resources creates blind spots. ProjectManager’s Gantt chart supports allocating both human and non-human resources, including materials and equipment, directly to tasks. Capacity and workload charts complement the schedule by revealing overallocations and idle time, helping teams rebalance assignments, optimize utilization and maintain productivity while coordinating complex projects across departments and shared resource pools. /wp-content/uploads/2024/06/Gantt-chart-resource-allocation-features-600x280.webpLearn more Project Cost Management Cost control starts at the planning stage and continues through execution. ProjectManager’s Gantt chart enables teams to set project budgets, estimate task-level costs and monitor spending as work progresses. Actual costs are tracked alongside planned values, making variances immediately visible. Built-in timesheets capture labor hours for accurate labor cost tracking, while real-time comparisons between estimates, budgets and actuals support informed decisions, corrective actions and financial accountability throughout the entire project lifecycle. /wp-content/uploads/2024/05/timesheet-lightmode-good-version-lots-of-tasks-600x326.pngLearn more Robust Project Tracking Visibility improves when tracking adapts to the project, not the other way around. ProjectManager’s Gantt chart includes customizable columns that let managers define their own tracking categories directly within the schedule grid. Planned performance is measured by comparing estimated task start and finish dates against actual dates as work progresses. The same side-by-side logic applies to estimated versus actual costs, making deviations immediately clear. Task-level percentage completion is displayed visually, allowing teams to assess progress at a glance. Together, these capabilities turn the Gantt chart into a centralized tracking system that supports schedule control, cost oversight and informed decision-making throughout execution. /wp-content/uploads/2025/06/ProjectManager-Gantt-Chart-Planned-vs-Actual-600x471.png Free Printable Gantt Chart Template For teams that prefer spreadsheets, this free printable Gantt chart template for Excel is built with printing in mind. Simply click on the image below to download the template. The layout is optimized to fit cleanly across two landscape-oriented pages, making it ideal for meetings, reviews and offline schedule sharing without manual resizing or adjustments. /wp-content/uploads/2026/01/Printable-Gantt-chart-template.png Instead of spending time formatting charts, this template focuses on speed and simplicity. Users generate a complete Gantt timeline by entering basic schedule data, while the file handles layout and visualization automatically. List project tasks in the spreadsheet grid Enter start and due dates for each task Let the template auto-generate a stacked bar Gantt timeline No chart formatting or scaling required Print directly in a two-page landscape layout with correct spacing Free Related Project Management Templates for Excel We’ve created over 100 project management templates that can help with every stage of the project life cycle. Here are some of them that could work well with a printable Gantt chart template for Excel. Project Charter Template for Excel This Excel project charter template captures authority, scope, risks and success criteria in a single document. It aligns sponsors, project managers and stakeholders by documenting goals, milestones, budgets and approvals, creating a clear governance reference before planning and execution begin. Project Plan Template for Excel Designed for execution-focused teams, this Excel project plan template connects objectives, scope, schedule, resources, budget and risks. It centralizes roles, milestones and success criteria, helping managers coordinate work, track progress and maintain control from kickoff through closeout across complex initiatives. Project Budget Template for Excel Built for detailed cost control, this Excel project budget template tracks labor, materials and fixed costs at the task level. Planned and actual amounts roll up automatically, making variances visible while supporting WBS-based budgeting, resource assignments and accurate financial oversight throughout execution. ProjectManager Offers Much More than a Printable Gantt Chart ProjectManager’s software offers much more than just Gantt charts. Teams in industries like construction, manufacturing, professional services, IT and more love to use various other project views, including the sheet, list, kanban board and calendar. From workflow and automation to the latest AI technology, our software has everything you need to stay productive. Use AI Project Insights to Minimize Risks In just a click, AI Project Insights analyzes your project data and makes specific recommendations. It can help you identify potential risks and issues, providing you with tangible steps on how to keep your project on track. /wp-content/uploads/2025/10/AI-Project-Insights-Dashboard-Edited-Lightmode.png Share Reports with Stakeholders Keeping project stakeholders updated on project progress is essential. Generate custom reports in a few clicks, allowing you to keep stakeholders in the loop on various aspects of your project. You can use reports alongside our project and portfolio dashboards to track data in real time. /wp-content/uploads/2024/10/project-status-report-screenshot-2024.png Related Gantt Chart Content How to Make a Gantt Chart in Excel Step By Step Free Gantt Chart Templates for Excel, Google Sheets & More Benefits of a Gantt Chart for Project Management How to Make a Gantt Chart: Steps, Tools & Tips Displaying the Critical Path on a Gantt Chart WBS and Gantt Chart: How to Use This Project Management Duo 20 Best Gantt Chart Software of 2026 (Free & Paid) ProjectManager is online software that helps teams organize their work no matter where they are or how they work. Get real-time data for better decision-making while connecting teams and fostering collaboration. Deliver products on time, within your budget and with the level of quality that your customers expect. Try ProjectManager for free today! The post Printable Gantt Chart by ProjectManager appeared first on ProjectManager. 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Many investors expect the dollar to weaken further in 2026View the full article

In a striking case highlighting the ongoing challenges within federal loan programs, a Belleair man has been convicted of committing fraud during the COVID-19 pandemic by misusing dead individuals’ identities. Stephen L. Gurba, 69, is facing severe penalties for submitting bogus applications for the Economic Injury Disaster Loan (EIDL) and the Paycheck Protection Program (PPP), aiming to secure nearly $1 million in unlawful funds. The case has garnered significant attention and raises critical lessons for small business owners navigating these federal relief programs. U.S. Attorney Gregory W. Kehoe has announced that Gurba faces a maximum of 20 years for each of his wire fraud convictions, 30 years for making false statements, and a mandatory minimum of two years for identity theft counts. Gurba’s scheme, executed between March and June 2020, involved impersonating a former business partner who had passed away. Evidence presented at trial showed he used the deceased partner’s name, forged signatures, and false documentation to obtain loans for his companies, Big Red Express Trucking, LLC, and Zenith Express, LLC. This not only misled the Small Business Administration (SBA) but also undermined the integrity of lending programs meant to support struggling businesses. The implications for small business owners are profound. COVID-19 relief programs like the EIDL and PPP were designed to keep businesses afloat, offering critical financial assistance during unprecedented economic turmoil. However, this case underlines the importance of maintaining transparency and ethical standards to protect the integrity of these programs. Furthermore, small business owners should recognize that the SBA and other federal authorities are vigilant about fraud. With extensive oversight from the SBA’s Office of Inspector General and other federal agencies, fraudulent activities are likely to be scrutinized closely. While these relief programs are lifelines for many small enterprises, the stringent penalties for misuse serve as a cautionary tale. Gurba also mismanaged a substantial PPP loan, claiming he would use the funds for authorized expenses such as payroll. Instead, he diverted the money for personal gain, including gambling and clearing unrelated debts. This deliberate misuse exemplifies how fraud can directly impact the reputation and sustainability of legitimate businesses—small operators who might struggle to secure necessary funds down the line as a consequence of such misdeeds. One quote from U.S. Attorney Chris Poor highlights the seriousness of these offenses: “The convictions serve as a reminder that fraud, particularly during the COVID-19 pandemic, will not be tolerated.” This reinforces the notion that ethical business practices are essential in ensuring continued access to federal support. As small business owners consider applying for loans through EIDL or PPP, they should also be aware of the various requirements outlined by the SBA. Understanding what constitutes a legitimate application can help prevent any potential legal issues down the line, whether intentional or inadvertent. Navigating the complexities of federal funding can be daunting. Small business owners should engage with financial advisors, accountants, or legal professionals to ensure they fully comply with the application processes, help them report accurate information, and avoid pitfalls similar to those stumbled upon by Gurba. While the economic climate is challenging, maintaining integrity in financial dealings is paramount. Small businesses must not only focus on growth and recovery but also foster trust and accountability in all transactions, especially those involving federal and state assistance programs. This case serves as a stark reminder that the road to recovery must be paved with responsibility and ethical adherence. For more information on the case and related programs, visit the SBA’s original announcement. Image via Google Gemini This article, "Federal Jury Convicts Belleair Man of COVID Loan Fraud Scheme" was first published on Small Business Trends View the full article

In a striking case highlighting the ongoing challenges within federal loan programs, a Belleair man has been convicted of committing fraud during the COVID-19 pandemic by misusing dead individuals’ identities. Stephen L. Gurba, 69, is facing severe penalties for submitting bogus applications for the Economic Injury Disaster Loan (EIDL) and the Paycheck Protection Program (PPP), aiming to secure nearly $1 million in unlawful funds. The case has garnered significant attention and raises critical lessons for small business owners navigating these federal relief programs. U.S. Attorney Gregory W. Kehoe has announced that Gurba faces a maximum of 20 years for each of his wire fraud convictions, 30 years for making false statements, and a mandatory minimum of two years for identity theft counts. Gurba’s scheme, executed between March and June 2020, involved impersonating a former business partner who had passed away. Evidence presented at trial showed he used the deceased partner’s name, forged signatures, and false documentation to obtain loans for his companies, Big Red Express Trucking, LLC, and Zenith Express, LLC. This not only misled the Small Business Administration (SBA) but also undermined the integrity of lending programs meant to support struggling businesses. The implications for small business owners are profound. COVID-19 relief programs like the EIDL and PPP were designed to keep businesses afloat, offering critical financial assistance during unprecedented economic turmoil. However, this case underlines the importance of maintaining transparency and ethical standards to protect the integrity of these programs. Furthermore, small business owners should recognize that the SBA and other federal authorities are vigilant about fraud. With extensive oversight from the SBA’s Office of Inspector General and other federal agencies, fraudulent activities are likely to be scrutinized closely. While these relief programs are lifelines for many small enterprises, the stringent penalties for misuse serve as a cautionary tale. Gurba also mismanaged a substantial PPP loan, claiming he would use the funds for authorized expenses such as payroll. Instead, he diverted the money for personal gain, including gambling and clearing unrelated debts. This deliberate misuse exemplifies how fraud can directly impact the reputation and sustainability of legitimate businesses—small operators who might struggle to secure necessary funds down the line as a consequence of such misdeeds. One quote from U.S. Attorney Chris Poor highlights the seriousness of these offenses: “The convictions serve as a reminder that fraud, particularly during the COVID-19 pandemic, will not be tolerated.” This reinforces the notion that ethical business practices are essential in ensuring continued access to federal support. As small business owners consider applying for loans through EIDL or PPP, they should also be aware of the various requirements outlined by the SBA. Understanding what constitutes a legitimate application can help prevent any potential legal issues down the line, whether intentional or inadvertent. Navigating the complexities of federal funding can be daunting. Small business owners should engage with financial advisors, accountants, or legal professionals to ensure they fully comply with the application processes, help them report accurate information, and avoid pitfalls similar to those stumbled upon by Gurba. While the economic climate is challenging, maintaining integrity in financial dealings is paramount. Small businesses must not only focus on growth and recovery but also foster trust and accountability in all transactions, especially those involving federal and state assistance programs. This case serves as a stark reminder that the road to recovery must be paved with responsibility and ethical adherence. For more information on the case and related programs, visit the SBA’s original announcement. Image via Google Gemini This article, "Federal Jury Convicts Belleair Man of COVID Loan Fraud Scheme" was first published on Small Business Trends View the full article

President Donald The President has strong-armed many of America’s biggest trading partners into pledging trillions of dollars of investment in the United States. But a study out Tuesday raises doubts about whether the money will actually materialize and questions how it would be spent if it did. “How realistic are these commitments?’’ write Gregory Auclair and Adnan Mazarei of the Peterson Institute for International Economics, a nonpartisan think tank that supports free trade. “The short answer is that they are clouded with uncertainty.’’ They looked at more than $5 trillion in investment commitments made last year by the European Union, Japan, South Korea, Taiwan, Switzerland, Liechtenstein and the Persian Gulf states of Saudi Arabia, Qatar, Bahrain and the United Arab Emirates. The President used the threat of punitive tariffs—import taxes—to pry concessions out of those trading partners, including the investment pledges. The White House has published an even higher investment figure – $9.6 trillion—that includes public and private investment commitments from other countries. The President himself, never one to undersell his achievements, has put the number far higher—$17 trillion or $18 trillion—though Auclair and Mazarei note that “the basis for his claim is not clear.’’ All the numbers are huge. Total private investment in the United States was most recently running at a $5.4 trillion annual pace. In 2024, the last year for which figures are available, total foreign direct investment in the United States amounted to $151 billion. Direct investment includes money sunk into such things as factories and offices but not financial investments like stocks and bonds. “The pledged amounts are large,’’ Auclair and Mazarei write, “but their time horizon varies, and the metrics for measuring and thus verifying the pledges are generally unclear.’’ They note, for example, that the European Union’s pledge to invest $600 billion in the United States “carries no legally binding commitment.’’ The report also finds that some countries would strain to meet their pledges. For the Gulf countries, “the commitments are large relative to their financial resources,” the researchers write. “Saudi Arabia appears capable of meeting its targets, with some difficulty.’’ The United Arab Emirates and Qatar would find it even harder and might have to finance the investments by borrowing. “In all three cases, the commitments are nonbinding, and investments from these countries could fall well below headline numbers,’’ they write. Moreover, “these agreements have been reached under duress,’’ Mazarei, a former deputy director of the International Monetary Fund, said in an interview. “It’s not necessarily being done willingly.’’ So trading partners could look for ways to escape their commitments—especially if the Supreme Court strikes down the tariffs The President used to negotiate the one-sided agreements. A ruling is expected as early as February. “Other countries may find a way to wiggle out,’’ Mazarei said. Still, the The President administration can turn to alternative tariffs if the justices rule the current tariffs illegal. “President The President agreed to lower tariffs on countries we have trade deals with in exchange for investment commitments and other concessions,” White House spokesman Kush Desai said. “The president reserves the right to revisit tariff rates if other countries renege on their commitments, and anyone who doubts President The President’s willingness to put his money where his mouth is should ask Nicolas Maduro and Iran for their thoughts.” U.S. troops overthrew and arrested Venezuelan President Maduro early this month, and The President ordered the United States to join Israel in bombing Iran last year. Auclair and Mazarei agree that the investment The President lands could end up creating jobs, spurring economic growth, and making supply chains more secure by bringing production to America. The President, they note, is in some ways taking a similar approach to Biden, using government “industrial policy” to encourage more manufacturing in the United States. But Biden tapped taxpayer dollars to finance infrastructure projects and incentives for companies to invest in green technology and semiconductors. The President is using the tariff threat to get foreign countries—and their companies—to pick up the tab. And he has dropped the push to encourage clean energy, focusing instead on promoting fossil fuels. In their report, the Peterson researchers worry about how the investment decisions would get made and whether they would reflect sound economics. “This approach may yield real investments and jobs,’’ they write, “but it raises familiar industrial policy concerns: opaque projection selection, weak accountability, and the risk that political criteria crowd out economic efficiency.’’ —Paul Wiseman, AP economics writer View the full article

Google is making Gemini 3 the default model for AI Overviews and adding a direct path to ask follow-up questions in AI Mode. The post Google AI Overviews Now Powered By Gemini 3 appeared first on Search Engine Journal. View the full article

Toss the timesheets and give your clients more value. By Jody Padar The Radical CPA Go PRO for members-only access to more Jody Padar. View the full article