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Rob Shaver is a 49-year-old retail worker who recently had a streak of running at least 1 mile every day for three years. He’s also been living with Stage 4 bone and lung cancer for more than 20 years. Shaver’s commitment to living in spite of illness is chronicled in the short film The Life We Have, which uses his life as a lens through which to examine questions at the heart of the human experience: What gives life meaning when time feels fragile? How do we keep moving forward when suffering feels endless? Though profoundly sad, the film, directed by Sam Price-Waldman, is also thoughtfully inspiring. We see Shaver on his good days, running and spending time with his brother and mom. We see him on his bad days, at the hospital for chemo, or pulling out his hair at home as a result of his treatments. Smiling on the road. Crying at the kitchen table. It’s a quiet film, built on moments of happiness and hardship. Perhaps one of the most surprising aspects of the project is that it’s produced by REI, and Shaver works at the outdoor retailer’s San Antonio store (as do his mother and brother). Up until now, The Life We Have has been screened only at film festivals, but on February 18 the brand is launching the film on its website and YouTube channel. Paolo Mottola, VP of brand marketing at REI, says Shaver and his store manager just cold-called him a few years ago. They liked what REI Studios, the brand’s content division, had been doing and thought they had a story to tell. While REI Studios has done more traditional outdoors action-based work, it’s also produced more narrative-based work like Frybread Face and Me. Executive produced by Taika Waititi, the comedy-drama is about a boy who spends a summer with his grandmother on a Navajo reservation. REI Studios also put out Canary, a documentary feature that follows adventurer and climate scientist Lonnie Thompson. “We want to tell human stories that people can empathize with and resonate with,” says Mottola. “This story [The Life We Have] isn’t about achievement or accomplishment in the traditional outdoor sense. This is an achievement and an inspiration by someone doing something really, really hard in a hospital bed, or getting out of their own bed to just jog a mile. It’s about that connection to each other and that connection to the outdoors and how we’re better people for that.” Life worth living Director Price-Waldman and producers at Wondercamp have been documenting Shaver’s story since mid-2023. Joe Crosby, REI’s director of brand and content marketing, says that based on initial conversations REI Studios wanted to make the film, even if it would be viewed only by the brand’s roughly 15,000 employees. “That was inspiration enough for us to tell the story,” Crosby says. “As Wonder Camp plugged in, they were embedded, and his health circumstance was changing while they were producing the film. It took on a different life through the production and execution of the film into what you’re seeing now, and it will now see a wider audience than our employee community.” Over the course of the 25-minute film, Shaver’s illness recedes from and steps into the spotlight, conveying the unpredictability of his everyday life. The role of running, even if it’s just a mile, in affirming his purpose and providing him with joy is clear. “Everyday, be thankful for your body, be thankful for your mind,” he says. Over the past year the film has received numerous awards, including Best Short at the AmDocs Film Festival, the Audience Choice Award at the Telluride Mountainfilm Festival, and Best of the Fest at the 5Point Film Festival. REI challenges The film lands at a time when REI could use an inspirational story of its own. It’s faced financial declines in the past few years, with sales down 2.4% in 2023 and 6.2% in 2024. In October 2025, the company announced it would be shutting down its Soho store in Manhattan, as well as locations in Boston and Paramus, New Jersey. CEO Mary Beth Laughton joined REI a year ago to help right the ship that has been rocked by employee unrest over the company’s reported efforts to slow unionization, as well as a damning internal report on racial equity within the company. Mottola says the brand’s broader film work is not just a marketing effort, but also a way to advocate for the best parts of the company’s internal culture. He sees work like The Life We Have building on REI Studios’ consistency of telling employee stories like 2020’s The Mighty Finn, about Cleveland store manager Ethan Sheets and his 7-year-old son Finn. “Our role is to build the brand and keep people excited about it, and keep audiences and our members engaged in the brand,” Mottola says. Evolving studio As hyped as brand entertainment is these days in marketing circles, REI was in relatively early on establishing an internal division devoted to content and entertainment. Originally launched in 2021, REI Co-Op Studios has projects on Netflix and Hulu, and produces everything from short films to weekly podcasts and an online newsletter. Mottola says the strategy has shifted based on those early experiences. The brand is being more selective in the long-form projects it chooses to invest in, and is focused on retaining distribution control. “It’s been a huge learning curve for us the last few years,” he says. “But I think we found the partners we like to work with, understand the ecosystem we need to work in, and the time we need to take to get a story from concept to audience.” This week, the brand is launching a nationwide “Run for Rob” screening tour with regional run clubs and raising funds for local nonprofits including Cancer Support Community. Screening events have already been hosted in New York, Los Angeles, and Seattle, and the tour continues in Denver on March 1 and additional cities in the coming weeks. It’s not often (or ever) that brand content can be described as profound, but Shaver’s story and how he’s able to articulate his journey certainly qualifies. It’s a message any viewer—and the brand itself—can take to heart. “It’s about so much more than running,” Shaver says in the film. “It’s about making a choice every day to live deeply and thoroughly. And with beautiful effort. Not for results. Not for money or fame or lifestyle. But for the richness of being alive.” View the full article

Do women board members make a company more innovative or risk-averse? The answer is both, according to our recent study. It all depends on how the company performs relative to its goals. Professors Małgorzata Smulowitz, Didier Cossin and I examined 524 S&P 1500 companies from 1999 to 2016, measuring innovation through patent activity. Patents reflect both creative output and risk-taking. They require significant investment in novel ideas that might fail, disclosure of proprietary information and substantial legal costs. In short, patents represent genuine bets on the future. Our findings revealed a striking pattern. When companies performed poorly in relation to their goals, they produced fewer patents after more women joined their boards. However, companies exceeding their performance targets saw increased patent output as their number of women directors grew. Similarly, when companies were financially flush, there were more patents generated when their boards had more women. The situation changed when we examined radical innovations, those patents in the top 10% of citations. For these high-risk, high-reward innovations, the risk-averse effect of women board members dominated. When a company’s performance fell below aspirations, there were fewer radical innovations as its board gained female members. We found no corresponding increase in radical innovations when performance exceeded goals. One finding surprised us. We predicted that boards with more women would reduce innovation when companies approached bankruptcy. Instead, it was the opposite: Boards with more women actually increased patent output as bankruptcy loomed. This suggests that women directors may fight harder for a company’s survival through innovation when facing existential threats. Why it matters Between 2000 and 2024, the number of women on S&P 500 boards increased from 27% to 34%. But previous research has painted conflicting pictures on the effect that women board members may have. Some studies showed that women reduce corporate risk-taking, while others demonstrated they increase innovation and creativity. Our work suggests both perspectives are correct under different circumstances. For companies and regulators pushing for greater board gender diversity, this research provides practical guidance. Companies performing well can expect increased innovation by adding women to their boards. These directors can bring diverse perspectives, improved decision-making and better resource allocation that translate into more patents. Conversely, poorly performing companies can expect boards with more women to focus on stability over risky innovation. This isn’t necessarily negative. Research shows that banks led by women were less likely to fail during the financial crisis, and companies with more women directors experience less financial distress. Reduced innovation during tough times may reflect prudent risk management rather than risk aversion. Traditional theories predict that poor performance triggers risky searches for solutions. But boards with more women appear to prioritize organizational survival over uncertain innovation when performance suffers. They may assess that failed innovation attempts could worsen an already precarious situation. This research also speaks to the “glass cliff” phenomenon, where women often join boards during crisis periods. Our findings suggest these directors may bring exactly what struggling companies need: careful risk assessment and focus on survival rather than potentially wasteful innovation spending. What still isn’t known We measured innovation through patents, but many innovations never become patents. How women directors affect other forms of innovation—such as copyrights, trade secrets and first-mover advantage—remains unclear. What are the mechanisms driving the differences? Do women directors actively advocate for different innovation strategies? Do they change board discussion dynamics? Do they influence CEO and management team decisions indirectly? Future research needs to open the “black box” of boardroom decision-making. Finally, the long-term consequences need examination. We measured patent output, but not whether the patents translated into commercial success or competitive advantage. Understanding whether the innovation patterns we documented ultimately benefit company performance would provide crucial insights for decision-makers. The Research Brief is a short take on interesting academic work. Stephen J. Smulowitz is an assistant professor of strategic management at Wake Forest University. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

If you’re a manager today, your job may well be changing. That is, if it hasn’t already. As companies continue to compress their org charts and axe layers of middle management, a new role is emerging: the “supermanager.” Leaders are finding themselves responsible for significantly more direct reports and broader responsibilities. And in many industries, the trend shows no sign of slowing. A Gallup survey published in January, citing data from the Bureau of Labor Statistics, found that the average number of reports managers have increased from 10.9 in 2024 to 12.1 in 2025. The share of managers overseeing 25 or more employees has also grown in the past year, with 13% now supervising teams that large. This long-term increase in managerial span of control has been described as part of the “Great Flattening.” It is being driven by several forces, including leadership churn, layoffs targeting middle management layers, and the AI boom, and organizations increasingly see fewer reasons to maintain multiple management layers. Some workplace experts argue the shift is overdue, pointing to years of bloated management structures. Others warn the trend is backfiring, leaving employees lost in the noise and saddled with unrealistic demands. Either way, the supermanager is becoming commonplace across countless industries. When bigger teams lead to burnout and turnover “The role is changing,” Jennifer Dulski, the CEO and founder of the AI-assisted team performance platform Rising Team, tells Fast Company. “Every manager can now become a supermanager.” Michele Herlein, a former senior HR leader turned leadership expert who holds a doctorate in business administration, tells Fast Company that slimming down an organization can have immediate benefits, like reducing costs, and speeding up decision-making. But when organizations increase spans of control without redesigning the role itself, the consequences ripple quickly. “When people are reactive instead of proactive—putting out fires instead of preventing them—chaos follows,” Herlein says. “When one megamanager is burnt out, the entire department feels it.” Leena Rinne, vice president of leadership, business, and coaching at Skillsoft, tells Fast Company that companies are effectively creating a new leadership role without acknowledging it. “If you’re going to have a flat organization and a lot of direct reports, you better be thinking about what the skills are that that leader needs and equipping them with those skills,” Rinne says. She believes the supermanager era can work—but “most organizations are skipping that step,” she says. Rinne experienced the shift firsthand, managing 80 direct reports in one previous role. It was very different from managing eight: She needed absolute clarity on her vision and strategy rather than filling her time with individual one-on-one meetings. The problem, she argues, is that many organizations are flattening their structures, but not evolving how they support managers. “Organizations think, ‘oh, if we just put more pressure on them, they’ll figure out how to do it more effectively’,” she says. “Then they don’t give them the training, the tools, the skills, the clarity, the vision—all of these things that should come from higher levels of leadership.” The model isn’t necessarily broken—but the support often is Dulski, who previously held leadership roles at Yahoo, Google, and Facebook, agrees that the supermanager era can work if companies rethink what management is for. Before the flattening, she argues, many managers oversaw too few people. “My personal view is that five to seven has been the right zone,” she says. “And with the right tools, we can probably get to 10 or 12 fairly easily.” But the benefits aren’t automatic. To make it work, supermanagers should spend less time on administrative tasks and more time on what Dulski calls “the two C’s”: clarity and compassion. That means prioritizing fewer, clearer goals and using systems to replace constant supervision and micromanagement, which some have relied on to climb the traditional career ladder. “Great managers are like great sports coaches—they show clearly what winning looks like, have everybody clear on what their role is, and then they step back,” she says. “Managers are not doing a good job when you put very little support into helping them understand their role and training them to be good at it.” AI can help with this, but technology alone won’t solve everything, Dulski warns. “It’s counterintuitive to a lot of people,” Dulski says, “but the success of future managers and leaders lives at the intersection of deep human connection and AI—one without the other will no longer be enough.” When a supermanager hasn’t been given the time and resources to develop those skills, burnout follows. Gallup data has already shown that the workforce is disengaged, so piling additional responsibilities on top of people and expecting them to simply deal with it is only going to compound the problem. As Rinne says: “You can’t flatten your way to growth.” How to survive and succeed as a supermanager The “Great Flattening” is likely to continue, fueled by hybrid working, cost pressures, faster decision cycles, and the reduced need for oversight enabled by AI tools. It looks like supermanagers are becoming the norm as a result, so those suddenly thrust into this role should try to make it work, but only if their organization is implementing the model thoughtfully and intentionally, rather than out of panic. The supermanager era will be defined about leading differently, with clear goals, transparent communication, and leadership development to make it a sustainable one, experts say. “I think most organizations don’t invest in their leaders enough, period,” Rinne says. Herlein agrees, adding that a lot of supermanagers are stuck on a hamster wheel, not advancing, because they’re running on fumes. “It’s not that the model is broken,” Herlein says. “They just can’t do it without the broader organizational support and resources—they can’t do it alone.” Thriving as a supermanager means distinguishing between the two paths ahead: embrace this new way of leading, or recognize when the environment isn’t sustainable, and jump ship. View the full article

I’ve worked remotely since 2006 (way before it was common). However, my days were filled with calls to colleagues and DMs to chat about everything from work to what we had planned for the weekend. Now I’m a solopreneur. I have occasional calls with clients, but they’re rare. Most of my days are spent working alone. In many ways, this is great since I have the freedom to work however and whenever I want. But staying motivated when it’s just me requires being really thoughtful about how I work. According to a 2025 report by Leapers, nearly half of self-employed professionals feel lonely occasionally or some of the time. One in five feels lonely or isolated often or always. It can be really hard to stay motivated when you’re working in isolation. You have to create your own structure and find ways to keep going without other people around. Design your own workday Traditional 9-to-5 hours don’t always make sense when you work alone. You don’t have to start at 8 a.m. just because that’s when your clients start working. You can work when you’re most productive—but you have to make sure you actually get stuff done during that time. For example, I still mostly follow a traditional workday schedule because I have kids, and that’s when they’re in school. However, I also find that I’m incredibly productive early in the morning, before anyone else is awake. I have the least energy in the evenings, so my day often ends at 3:30 or 4 p.m. Time-blocking helps create structure, even when no one is holding you accountable. I block off chunks for deep work, admin tasks, and meetings. Seeing my calendar filled in is like making an appointment with myself—like I have somewhere to be (even if that somewhere is my home office). If you’re not sure when you do your best work, track it for a week. Note when you feel focused versus when you’re dragging. Then build your schedule around when you have the most energy, not traditional working hours. Create a “work mode” environment When your home is also your office, it’s really easy to blur boundaries. The dishes and laundry are right there. Creating separation—even artificial separation—can help signal to your brain that it’s time to focus. Small rituals work surprisingly well. For me, it’s making a cup of coffee, closing the door to my home office, and putting on a specific playlist to start my morning. These are my mental switches to get into “work mode.” I do work only at my desk (unless I’m traveling). If you don’t have a dedicated workspace, find other ways to create that boundary. Some solopreneurs work in a specific corner of a shared room or use only certain apps during work hours. You can use headphones to block distractions. The ritual is the important part, not the specifics. Work alongside other people When you work for an employer, you have some outside accountability to get your tasks done. Whether it’s your manager or a teammate, you know that other people are “watching” you (either in an office or metaphorically). When you work alone, you have to actively find ways to be around other people. Working with others can improve your focus, increase your motivation, and reduce procrastination (a concept known as “body doubling”). If you find it hard to stay on task while running your solo business, body doubling can make a huge difference. Virtual coworking has become popular for this reason. Platforms like Flow Club or FLOWN let you work alongside other people on video for a specific period of time (one hour, two hours, etc.). I’ve also done casual video calls with fellow solopreneurs where we just work together silently. If you join a virtual coworking session, come with a specific project or task that you’d like to complete during the allotted time. If virtual coworking isn’t your thing, try working from a coffee shop, library, or coworking space occasionally. Even once a week can break up the isolation and give you a change of scenery. You still get the benefit of body doubling when you’re in a room with other people, even if they’re not connected to you in any way. Make working alone work for you Working solo means you don’t have a lot of external cues. You don’t realize how much you rely on other people and your work environment to keep you motivated until you’re on your own. Suddenly, it’s a random Tuesday at 10 a.m. and you have no desire to work—even with a looming client deadline. When you intentionally design your workday and find small ways to simulate accountability, motivation will follow. You’ll realize that you don’t need a boss, coworkers, or an office to stay on track. You just need systems that work for you. View the full article

Explore the essentials of AI prompt tracking. Discover strategies to improve your visibility in AI search engines and analytics. The post How To Set Up AI Prompt Tracking You Can Trust [Webinar] appeared first on Search Engine Journal. View the full article

Figures come as BoE considers when next to cut interest ratesView the full article

AI models default to familiar brands. What makes them mention your company instead of a bigger or more established competitor? The post 5 Ways Emerging Businesses Can Show up in ChatGPT, Gemini & Perplexity appeared first on Search Engine Journal. View the full article

The business world’s most exclusive club has always been the boardroom. For decades, it has operated as a roped-off circle of experience, where pattern recognition, war stories, and collective gut instinct guided the biggest decisions. But the most recent quarterly earnings calls and 2026 spending projections across industries from tech to finance make it clear: That era is ending. As business complexity explodes and competitive cycles compress, those old methods are showing their limits. Artificial intelligence is exposing blind spots, surfacing inconvenient truths, and rewriting how boards govern, challenge, and lead. The transformation goes beyond adding new tools and technologies to the boardroom playbook. AI is changing how directors think, what they question, and how they hold management accountable. And as AI matures, it’s transforming boardrooms from bastions of intuition into engines of continuous intelligence. Here are three ways that shift is unfolding, and how forward-thinking boards are adapting. Data Finally Beats Anecdotes “In my experience” doesn’t cut it anymore. AI can process customer behavior patterns, market signals, and competitive shifts faster and more accurately than any human can. When a director recalls how a similar situation played out 15 years ago, AI can instantly test whether that approach worked then, and whether it would still work today. Leading boards are now requiring management to back up claims with AI-driven analyses alongside traditional reports. Gut instinct still has a role, but it’s being paired with evidence-based validation. Boards and leaders must learn to partner with AI’s analytical horsepower, even (or especially) when it feels unnatural or risk being left behind. Predictive Intelligence Forces Long-Term Thinking Boards often fall into the trap of short-termism, reacting to the last quarter rather than anticipating the next disruption. AI changes that. Predictive models can now forecast churn months in advance, identify market shifts before they appear in analyst reports, and simulate how strategic moves might play out under different scenarios. This pushes boards to engage in true foresight: asking what’s next, not what happened. It extends the time horizon of governance from postmortem analysis to strategic anticipation. New Skills Are Redefining Who Belongs in the Boardroom Board composition must evolve. The traditional mix of former CEOs, financial experts, and industry veterans, valuable as they are, is no longer sufficient. Boards now need directors who understand data governance, algorithmic bias, and digital operating models. That doesn’t mean replacing experience with youth, but pairing wisdom with fluency. Forward-thinking boards are addressing this through structured approaches: creating dedicated AI oversight committees, partnering long-serving directors with AI-savvy advisors, and requiring all directors to complete AI governance education programs. The goal isn’t to turn every director into a technologist, but ensure that every director can think critically about AI’s strategic and ethical implications. What’s Next? Boards have always made decisions based on data—but until now, that data arrived slowly, selectively, and often filtered through human bias. AI changes the tempo and texture of governance. It challenges assumptions in real time. Companies whose boards resist this shift will find themselves making yesterday’s decisions about tomorrow’s challenges. Those who embrace it will lead with sharper foresight, faster adaptation, and deeper accountability. The choice isn’t whether to embrace AI in governance—it’s whether boards will use it to lead or follow. View the full article

When managing payroll, small businesses need reliable software to streamline their processes. The top five automated payroll solutions can help you handle tax calculations, integrate HR functions, and guarantee compliance with ease. Each option offers unique features customized to different needs. For instance, some excel in flexibility, whereas others provide extensive integrations. Comprehending these differences can greatly impact your payroll efficiency. Let’s explore how each solution stands out and what it means for your business. Key Takeaways ADP RUN offers Payroll AutoPilot for accurate tax calculations and timely payments, specifically designed for small businesses. Gusto provides integrated payroll and HR management with unlimited payroll runs and next-day direct deposits, starting at $49/month plus $6/employee. QuickBooks Payroll features extensive integration capabilities, automating tax calculations, and providing a user-friendly interface for managing payroll reports. OnPay adapts to diverse workforces, offers employee self-service features, and ensures compliance with automated tax calculations, starting at $49/month plus $6/employee. SurePayroll delivers affordable payroll processing with customizable reports and supports various employee types, ensuring tax compliance and customer support accessibility. ADP RUN: The Comprehensive Payroll Solution for Small Businesses When you’re managing a small business, having reliable payroll software can make a significant difference in your operations. ADP RUN stands out as a thorough automated payroll system designed particularly for small businesses. Its Payroll AutoPilot feature guarantees accurate tax calculations and timely employee payments, simplifying payroll automation. The platform likewise includes advanced HR tools and compliance management to help you navigate federal, state, and local regulations as your business grows. With a top-rated mobile app, you can manage payroll tasks on-the-go, further enhancing accessibility for both you and your employees. ADP RUN’s AI-powered error detection minimizes payroll mistakes, reducing the risk of costly penalties associated with incorrect payroll processing. Moreover, you receive one-on-one support from HR professionals, guaranteeing personalized assistance customized to your particular needs. This combination of features makes ADP RUN an ideal choice for small businesses looking to streamline their payroll operations effectively. Gusto: Integrated Payroll and HR for Seamless Management Gusto provides an integrated payroll and HR platform that simplifies management for small to medium-sized businesses, starting at just $49 per month plus $6 per employee. This service automates tax calculations and filings, guaranteeing your business complies with federal, state, and local regulations effortlessly. With Gusto, you can run unlimited payrolls and enjoy next-day direct deposits, making payroll processing both efficient and timely for you and your employees. Furthermore, Gusto integrates with over 100 applications, including popular accounting software like QuickBooks, enhancing your overall business operations. You likewise receive dedicated onboarding support across all packages, which helps guarantee a smooth shift to Gusto’s payroll solutions. Whether you’re new to payroll management or looking to streamline your existing processes, Gusto’s features are designed to meet your needs, allowing you to focus more on growing your business rather than getting bogged down in administrative tasks. Quickbooks Payroll: Payment Management With Extensive Integrations For businesses seeking a streamlined approach to payroll management, QuickBooks Payroll stands out with its extensive integration capabilities. This platform connects seamlessly with various accounting software, including QuickBooks itself, simplifying financial management. With unlimited payroll runs and next-day direct deposit, you can guarantee timely payments, improving flexibility for everyone involved. Additionally, QuickBooks Payroll automates tax calculations and compliance support, helping you avoid costly mistakes. The user-friendly interface makes managing employee data and payroll reports straightforward, as bundled features like expense tracking and automatic payment reminders further boost your payment management. Feature Benefit Unlimited Payroll Runs Flexibility for pay schedules Next-Day Direct Deposit Timely payments for employees Automated Tax Calculations Reduced risk of costly errors User-Friendly Interface Simplified payroll management With these capabilities, QuickBooks Payroll is an excellent choice for small businesses looking to optimize their payroll processes. OnPay: Flexible Payroll Options for Diverse Workforces OnPay offers flexible payroll options that adapt to the unique needs of diverse workforces, making it an ideal solution for businesses with both employees and contractors. This platform simplifies payroll management with a user-friendly interface, allowing you to run payroll as often as needed without incurring extra charges. Key features include: Automated tax calculations and filings to guarantee compliance with federal, state, and local regulations. Support for both employees and contractors, streamlining payment processes. Employee self-service features, providing access to pay stubs and tax documents. A budget-friendly pricing model, starting at $49 per month plus $6 per employee. These features not just improve transparency and engagement among your workforce but additionally minimize the risk of costly errors. With OnPay, you’ll have an all-encompassing payroll system that meets the demands of your growing business. Surepayroll: Affordable Payroll Processing With Essential Features When you’re looking for an affordable payroll processing solution, SurePayroll stands out as a practical choice for small businesses seeking vital features without the burden of high costs. Starting at a competitive rate, it offers fundamental online payroll processing that fits your budget. You’ll appreciate its ability to generate customizable payroll reports, allowing you to gain insights customized to your specific needs. SurePayroll supports various employee types, including both contractors and full-time employees, which adds flexibility for your diverse workforce. Furthermore, the platform handles tax services, ensuring compliance with federal, state, and local regulations, which helps reduce the risk of costly penalties. If you ever need assistance, customer support is readily available via phone, email, and chat during weekdays, ensuring you’re never left without help. Frequently Asked Questions What Are the Best Payroll Softwares? When considering the best payroll software, you’ll find several strong options. Gusto and OnPay both start at $49 per month, offering extensive features for small businesses. If you’re already using QuickBooks, QuickBooks Payroll integrates seamlessly, starting at $50. ADP RUN thrives in detailed reporting but lacks transparent pricing. For affordability, Square Payroll starts at $35, providing unlimited payroll runs. Evaluate your business needs to choose the right software for you. Who Is Better Than Paychex? When considering alternatives to Paychex, Gusto and ADP RUN emerge as strong contenders. Gusto offers an integrated payroll and HR solution, ideal for small to medium-sized businesses, whereas ADP RUN provides advanced payroll processing with AI-driven error detection. OnPay is another budget-friendly option, praised for its user-friendly interface. If you prioritize seamless accounting integration, QuickBooks Payroll might suit your needs better than Paychex, providing extensive payroll management features to improve efficiency. What Is the Best Technology Tool to Create Automated Payslips? To create automated payslips efficiently, you should consider using payroll software that integrates vital features like customizable templates and direct deposit options. Tools like Gusto or ADP offer these functionalities, allowing you to tailor payslips to include deductions, bonuses, and contributions specific to your business needs. Additionally, AI-powered error detection helps you minimize inaccuracies, ensuring compliance with tax regulations as you streamline the payroll process for timely employee payments. Does ADP Automate Payroll? Yes, ADP automates payroll processing effectively. With features like Payroll AutoPilot, it calculates wages, deductions, and taxes automatically, reducing errors. The platform likewise handles tax calculations, filings, and payments, ensuring compliance with various regulations. You can access ADP’s mobile app, which allows you to manage payroll anytime, anywhere. Furthermore, its AI-driven error detection helps maintain accurate payroll records, simplifying your payroll tasks markedly and enhancing overall efficiency in your business operations. Conclusion In conclusion, choosing the right automated payroll software can greatly improve your business’s efficiency and accuracy. Each of the top five solutions—ADP RUN, Gusto, QuickBooks Payroll, OnPay, and SurePayroll—offers unique features customized to different needs. By comprehending these options, you can select a solution that best aligns with your business requirements, ensuring streamlined payroll processes, reduced errors, and enhanced compliance. Investing in the right payroll software is crucial for maintaining smooth operations and supporting your workforce effectively. Image via Google Gemini and ArtSmart This article, "Top 5 Automated Payroll Software Solutions" was first published on Small Business Trends View the full article

When managing payroll, small businesses need reliable software to streamline their processes. The top five automated payroll solutions can help you handle tax calculations, integrate HR functions, and guarantee compliance with ease. Each option offers unique features customized to different needs. For instance, some excel in flexibility, whereas others provide extensive integrations. Comprehending these differences can greatly impact your payroll efficiency. Let’s explore how each solution stands out and what it means for your business. Key Takeaways ADP RUN offers Payroll AutoPilot for accurate tax calculations and timely payments, specifically designed for small businesses. Gusto provides integrated payroll and HR management with unlimited payroll runs and next-day direct deposits, starting at $49/month plus $6/employee. QuickBooks Payroll features extensive integration capabilities, automating tax calculations, and providing a user-friendly interface for managing payroll reports. OnPay adapts to diverse workforces, offers employee self-service features, and ensures compliance with automated tax calculations, starting at $49/month plus $6/employee. SurePayroll delivers affordable payroll processing with customizable reports and supports various employee types, ensuring tax compliance and customer support accessibility. ADP RUN: The Comprehensive Payroll Solution for Small Businesses When you’re managing a small business, having reliable payroll software can make a significant difference in your operations. ADP RUN stands out as a thorough automated payroll system designed particularly for small businesses. Its Payroll AutoPilot feature guarantees accurate tax calculations and timely employee payments, simplifying payroll automation. The platform likewise includes advanced HR tools and compliance management to help you navigate federal, state, and local regulations as your business grows. With a top-rated mobile app, you can manage payroll tasks on-the-go, further enhancing accessibility for both you and your employees. ADP RUN’s AI-powered error detection minimizes payroll mistakes, reducing the risk of costly penalties associated with incorrect payroll processing. Moreover, you receive one-on-one support from HR professionals, guaranteeing personalized assistance customized to your particular needs. This combination of features makes ADP RUN an ideal choice for small businesses looking to streamline their payroll operations effectively. Gusto: Integrated Payroll and HR for Seamless Management Gusto provides an integrated payroll and HR platform that simplifies management for small to medium-sized businesses, starting at just $49 per month plus $6 per employee. This service automates tax calculations and filings, guaranteeing your business complies with federal, state, and local regulations effortlessly. With Gusto, you can run unlimited payrolls and enjoy next-day direct deposits, making payroll processing both efficient and timely for you and your employees. Furthermore, Gusto integrates with over 100 applications, including popular accounting software like QuickBooks, enhancing your overall business operations. You likewise receive dedicated onboarding support across all packages, which helps guarantee a smooth shift to Gusto’s payroll solutions. Whether you’re new to payroll management or looking to streamline your existing processes, Gusto’s features are designed to meet your needs, allowing you to focus more on growing your business rather than getting bogged down in administrative tasks. Quickbooks Payroll: Payment Management With Extensive Integrations For businesses seeking a streamlined approach to payroll management, QuickBooks Payroll stands out with its extensive integration capabilities. This platform connects seamlessly with various accounting software, including QuickBooks itself, simplifying financial management. With unlimited payroll runs and next-day direct deposit, you can guarantee timely payments, improving flexibility for everyone involved. Additionally, QuickBooks Payroll automates tax calculations and compliance support, helping you avoid costly mistakes. The user-friendly interface makes managing employee data and payroll reports straightforward, as bundled features like expense tracking and automatic payment reminders further boost your payment management. Feature Benefit Unlimited Payroll Runs Flexibility for pay schedules Next-Day Direct Deposit Timely payments for employees Automated Tax Calculations Reduced risk of costly errors User-Friendly Interface Simplified payroll management With these capabilities, QuickBooks Payroll is an excellent choice for small businesses looking to optimize their payroll processes. OnPay: Flexible Payroll Options for Diverse Workforces OnPay offers flexible payroll options that adapt to the unique needs of diverse workforces, making it an ideal solution for businesses with both employees and contractors. This platform simplifies payroll management with a user-friendly interface, allowing you to run payroll as often as needed without incurring extra charges. Key features include: Automated tax calculations and filings to guarantee compliance with federal, state, and local regulations. Support for both employees and contractors, streamlining payment processes. Employee self-service features, providing access to pay stubs and tax documents. A budget-friendly pricing model, starting at $49 per month plus $6 per employee. These features not just improve transparency and engagement among your workforce but additionally minimize the risk of costly errors. With OnPay, you’ll have an all-encompassing payroll system that meets the demands of your growing business. Surepayroll: Affordable Payroll Processing With Essential Features When you’re looking for an affordable payroll processing solution, SurePayroll stands out as a practical choice for small businesses seeking vital features without the burden of high costs. Starting at a competitive rate, it offers fundamental online payroll processing that fits your budget. You’ll appreciate its ability to generate customizable payroll reports, allowing you to gain insights customized to your specific needs. SurePayroll supports various employee types, including both contractors and full-time employees, which adds flexibility for your diverse workforce. Furthermore, the platform handles tax services, ensuring compliance with federal, state, and local regulations, which helps reduce the risk of costly penalties. If you ever need assistance, customer support is readily available via phone, email, and chat during weekdays, ensuring you’re never left without help. Frequently Asked Questions What Are the Best Payroll Softwares? When considering the best payroll software, you’ll find several strong options. Gusto and OnPay both start at $49 per month, offering extensive features for small businesses. If you’re already using QuickBooks, QuickBooks Payroll integrates seamlessly, starting at $50. ADP RUN thrives in detailed reporting but lacks transparent pricing. For affordability, Square Payroll starts at $35, providing unlimited payroll runs. Evaluate your business needs to choose the right software for you. Who Is Better Than Paychex? When considering alternatives to Paychex, Gusto and ADP RUN emerge as strong contenders. Gusto offers an integrated payroll and HR solution, ideal for small to medium-sized businesses, whereas ADP RUN provides advanced payroll processing with AI-driven error detection. OnPay is another budget-friendly option, praised for its user-friendly interface. If you prioritize seamless accounting integration, QuickBooks Payroll might suit your needs better than Paychex, providing extensive payroll management features to improve efficiency. What Is the Best Technology Tool to Create Automated Payslips? To create automated payslips efficiently, you should consider using payroll software that integrates vital features like customizable templates and direct deposit options. Tools like Gusto or ADP offer these functionalities, allowing you to tailor payslips to include deductions, bonuses, and contributions specific to your business needs. Additionally, AI-powered error detection helps you minimize inaccuracies, ensuring compliance with tax regulations as you streamline the payroll process for timely employee payments. Does ADP Automate Payroll? Yes, ADP automates payroll processing effectively. With features like Payroll AutoPilot, it calculates wages, deductions, and taxes automatically, reducing errors. The platform likewise handles tax calculations, filings, and payments, ensuring compliance with various regulations. You can access ADP’s mobile app, which allows you to manage payroll anytime, anywhere. Furthermore, its AI-driven error detection helps maintain accurate payroll records, simplifying your payroll tasks markedly and enhancing overall efficiency in your business operations. Conclusion In conclusion, choosing the right automated payroll software can greatly improve your business’s efficiency and accuracy. Each of the top five solutions—ADP RUN, Gusto, QuickBooks Payroll, OnPay, and SurePayroll—offers unique features customized to different needs. By comprehending these options, you can select a solution that best aligns with your business requirements, ensuring streamlined payroll processes, reduced errors, and enhanced compliance. Investing in the right payroll software is crucial for maintaining smooth operations and supporting your workforce effectively. Image via Google Gemini and ArtSmart This article, "Top 5 Automated Payroll Software Solutions" was first published on Small Business Trends View the full article

It’s five answers to five questions. Here we go… 1. Should I speak up about a management failure as I’m leaving? I’m a former teacher who resigned to take on a couple of lower key and much less stressful jobs. One of them is as an assistant at an after-school science club for pre-teens run by a nonprofit. It appealed because I could bring my skills and interact with kids (which I miss) but I had little responsibility or admin hassle. I am supposed to rock up and find everything planned and resourced. I’m a “pair of hands” for the session (and am paid accordingly!). But the course leader, Meg, is in her first job out of college and not equipped to do the job, so I have had to take on responsibility for making the sessions succeed. She’s enthusiastic, passionate about the topic, and very grateful for my help. But she has absolutely no teaching experience (or experience working with kids) and her bosses seem to have no interest in training or supporting her. The club leadership is only part of her job and has been mashed together with other, quite different roles within the organization to make a full-time job. No one else is on site when we run the club and I never see the other members of staff. Despite the directors forecasting they are going to expand this program to three times as many kids, they seem to have minimal interest in making sure that anything is done properly. After broaching the need for more in-depth and structured planning with our manager by email, I have been paid an extra hour each week to help Meg prep and set up for that week’s session, but this doesn’t solve the complete lack of structure for this enterprise (for which parents are paying handsomely in the belief that the club is run by trained and qualified teaching staff). Meg tells me that when she raises issues about the club, she is told to circle round to me, her supposed assistant. I am capable of being her support system or even spearheading the development of the program, but a) I didn’t sign up for this, b) I should be being paid more than minimum wage and c) I’m pretty annoyed that her bosses (who include a former teacher) seem to regard delivering interesting and educational science activities as an unskilled job. After the drama of my last job, I have no energy for this. I have already handed in my notice and will not return after the next school holiday. My letter was minimal – just stating that I was giving notice as per my contract. It was acknowledged with a one-line email and that’s it. I feel strongly that Meg has been failed by her bosses and that the club may fold soon unless they find someone who is willing to hold it together for/with her. But is there any mileage in me telling them this in the hope that they might support and train this poor woman in the future? The teacher in me is screaming that someone should say something so that the club is worthwhile for these kids. Or should I just walk away and divest myself of stuff that is exhausting without giving it a second thought? You can do either! Either one is reasonable and defensible. The argument for just walking away is: you’re not paid to solve this level of problem for them, nor did you sign on to do that, and you’ve already told them about the issues. They’ve chosen not to care. Moreover, Meg is well positioned to raise the issues she’s encountering and the support she needs (less so by virtue of only being a year out of college — but it’s still more in her purview than in yours). You’re not obligated to push and push and push until someone listens — especially when, from what you’ve already seen, they may not be interested in listening. On other hand, the argument for speaking up is: if you feel strongly that you want to, and you’ll have more peace of mind by knowing that you did, well … why not? There’s nothing to lose, and if you want to speak your mind, feel free to. But for what it’s worth, an alternative might just be speaking to Meg — telling her that you’re worried she’s being failed by her bosses and explaining what kind of support she should ask for. That might be a useful reality-check for her if she doesn’t have the experience yet to know that this isn’t reasonable … and also to ensure that if the program does fail, she won’t feel like she personally owns that failure. 2. My boss questioned whether it was OK for me to use bereavement leave for a funeral I’ve worked at a small nonprofit for over 20 years. Most employees are remote but, due to the nature of the work, my team is in the office along with several members of senior management including the president, COO, and the head of HR. Last month, my mom passed from Alzheimer’s and no one in management has acknowledged my loss. Senior management expressed concern about the amount of FMLA leave I took when my mom went into hospice just before Thanksgiving, almost like they thought I was lying to get a couple extra days off around the holidays. My supervisor also questioned HR about the “appropriateness ” of using bereavement leave for her funeral. I’m hurt and angry that the organization I’ve devoted 22 years to can’t cough up a sympathy card or that not one of the people I work for, the people I see almost every day can’t be bothered to utter the basic “my condolences. ” I’ve been treated with suspicion rather than sympathy. Before I rage quit, I need to know if this is normal? Or does my office suck? Your office sucks. People who knew about your mom should have given you condolences. And questioning the appropriateness of using bereavement leave for a funeral? What does she think bereavement leave is for? That said, don’t rage quit just yet. Think about how this fits in with what you already knew about this organization and these people. Is it out of character or does it match up with patterns you’d already seen? It’s probably the latter; it just might not have pushed its way to the forefront of your consciousness as much as it’s doing now due to their sheer callousness in this incident. But it’s helpful to see the full picture, even if you do end up ultimately rage quitting over it — both because it’ll help you better understand the environment you’ve been operating in and because it’ll help you spot it better in potential future jobs. 3. Does anyone really like managing? After 15 years in the workforce and seven in my field of specialty, I’ll be starting my first leadership role next week. I’m excited! Leadership and management have always been career goals of mine and even though I know I have a lot of work ahead of me I really think I will make an impact. I’m ready to make mistakes, learn from them, and figure out over the next few years how to be a truly great manager. But I can’t help feeling naive or like I’m missing something. So many people seem to dislike management roles and I know a lot of people who have switched back to individual contribution because they hated it so much. I know it can’t be impossible to like being a manager and I’d love to know how I can increase my chances of actually enjoying this career change, or is it totally personality-based and if I don’t already have the aptitude for it, is it too late for me? There are a lot of reasons why I think I’ll actually be a better leader than IC but based on what I hear from so many people I am worried my confidence is totally ignorant. Managing people is a pain in the ass. It can also be really rewarding if you’re someone who likes people and likes having the tools to make things run the way you can see they should run. Personally, those are the two things I like about it: I find other humans endlessly interesting, and I find it satisfying to be able to solve problems, remove obstacles, and lift up talented people. I’m also willing to have difficult conversations (and mostly see them as interesting opportunities to move everyone forward rather than as events to be dreaded), which is key — if you have the other two things but not that, it’s going to be a struggle. I think if you talk to other people who like managing, you’ll hear similar things. You do need to see authority as just a tool in your toolbox to make things happen. If you like it too much, you can become a tyrant, and if you’re scared of it you’ll become a wimp. Getting the balance right — and having a matter-of-fact orientation toward it — really matters. Related: does anyone actually like being a manager? 4. My boss says we can’t talk about our wages with each other A couple of days ago, our manager called a group together and threatened all of us with write-ups if we were caught discussing our wages. Someone in the group pointed out that it is illegal to try to prevent this. The manager doubled down and said that we had signed away our right to discuss wages when we were all hired. I researched the law and what others had to say, and discovered that this isn’t true. The trouble is, I don’t know what to do. What if I’m wrong and I’m missing information? I asked and it seems that the discussion was only with a single group and not the whole factory, so should I report it to HR? The factory is owned by an international entity, so does that have an effect? I really want to know what to do. I feel like this needs to be reported if this is against our rights but I need my job and I don’t want a target on my back. Yes, if you’re in the U.S. and not in a supervisory role, this is illegal. Your right to discuss your wages and working conditions with coworkers is protected by the National Labor Relations Act, and you can’t sign that away regardless of what paperwork they put in front of you when you were hired. (And if they did ask you to sign that right away, that itself is illegal conduct from your employer.) Whether or not to do anything about it is a different question and depends on (a) your sense of how good your HR is, (b) how much capital you personally have, and (c) how much you care. There are some companies where taking this to HR would very much put a target on your back, even though it shouldn’t (although they should appreciate you highlighting a legal liability for them). So you have to know your own company. But the other option is to just let your coworkers know this policy is illegal and can be disregarded, and continue to discuss wages if you want to. If they try to discipline you over it, you could point out to HR at that point that they’re violating the law. Related: my company wants to stop me from discussing my salary with coworkers 5. My boss is out for several months — will my promotion still move forward? I suddenly got a call from my boss’s boss today, letting my team know that due to unforeseen circumstances, my boss isn’t going to be around for at least the next couple of months. My boss has always been my biggest champion and was actually in the middle of sorting out a promotion for me. I believe his boss would be aware of this, but I’m not fully sure how best to bring it up. What’s appropriate to ask about here? Asking about ongoing ownership of projects seems reasonable to me, along with more logistical stuff, but things like the change of role seem a bit more nebulous. I’m generally a very anxious person so it’s difficult dealing with a sudden change like this. This depends very much on how your office operates and also how far along your boss was in making the promotion happen, but it’s definitely possible that it’s just going to be on hold until he’s back. Still, though, it’s reasonable to say to your boss’s boss (ideally on a call when you’re discussing other things that need to be covered in your boss’s absence), “Agamemnon and I had been talking about moving me to a X role. Is that something that can still progress while he’s away or is it more likely to be on hold until he’s back?” The post should I speak up about a management failure, boss questioned using bereavement leave for a funeral, and more appeared first on Ask a Manager. View the full article

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Conflict is an unavoidable part of life, whether at work or home. To handle it effectively, you need a strategic approach. Start by recognizing your emotional responses and using stress relief techniques to maintain composure. Clearly articulating your thoughts with “I statements” can help express feelings without assigning blame. Active listening plays an important role in validating others’ perspectives. By working for mutual comprehension and collaborative solutions, you can encourage team cohesion. Discover how these fundamental tips can transform your approach to conflict. Key Takeaways Recognize and manage your emotions to articulate needs clearly, preventing impulsive reactions during conflicts. Use “I statements” to express feelings without placing blame, fostering constructive dialogue. Practice active listening by paraphrasing and asking open-ended questions to validate others’ perspectives. Strive for mutual understanding through collaborative solutions, encouraging open communication among all parties involved. Demonstrate patience, respect, and empathy to build trust and strengthen relationships during conflict resolution. Recognize Your Emotional Responses Recognizing your emotional responses during conflict is essential for maneuvering disagreements effectively. When you comprehend how you handle conflict, you can better articulate your needs rather than reacting impulsively. Failing to recognize your emotions might lead to unhealthy reactions, like anger outbursts or shutting down, which hinder resolution efforts. Emotional awareness enables you to check in with your feelings, nurturing self-regulation and promoting constructive dialogue. Research shows that individuals who maintain composure in conflict situations often achieve better outcomes. By grasping your emotional triggers, you can prevent escalation, creating a more collaborative environment. This approach not only improves mutual respect but also enhances communication, allowing for a more effective resolution process. Engaging in stress relief techniques, like deep breathing, can additionally help manage heightened emotions, making it easier to approach conflicts with clarity. Use Stress Relief Techniques Using stress relief techniques can greatly improve your ability to handle conflict more effectively. Deep breathing exercises help you calm your mind and regulate your emotions, making it easier to engage in constructive conversations. Furthermore, incorporating mindfulness practices, like meditation, can boost your self-awareness, allowing you to manage your reactions during tense situations. Deep Breathing Exercises Deep breathing exercises can be a potent tool in managing stress during conflict situations. By activating your body’s relaxation response, these techniques can greatly reduce anxiety, leading to clearer thinking and better decision-making. Just a few minutes of deep breathing can lower your heart rate and blood pressure, promoting the calm necessary for effective conflict resolution. The 4-7-8 method—inhale for 4 seconds, hold for 7 seconds, and exhale for 8 seconds—can help you regain composure before addressing a conflict. Regular practice improves your emotional regulation skills, making it easier to navigate challenging conversations. Incorporating deep breathing into your daily routine not only builds resilience to stress but also boosts your overall conflict management abilities, vital when answering how to handle conflict in the workplace interview question. Mindfulness Meditation Practices Though conflicts can often trigger stress and anxiety, integrating mindfulness meditation practices into your routine can greatly improve your ability to handle such situations. Mindfulness helps reduce stress, allowing you to approach disputes with a calmer mindset. Regular techniques like deep breathing and body scans boost emotional regulation, enabling better responses during conflicts. Studies show mindfulness improves focus and clarity, helping you articulate your thoughts effectively in a “how do you handle conflict” interview. Furthermore, these practices cultivate empathy, encouraging you to reflect on others’ perspectives, which is crucial for collaborative resolution. By increasing self-awareness, mindfulness helps you recognize emotional triggers, allowing for thoughtful responses rather than impulsive reactions, finally leading to more constructive conflict management. Articulate Your Thoughts Clearly Clear articulation of your thoughts is crucial when managing conflict, as it sets the stage for effective communication. To navigate how to handle conflict at work interview questions, start by using “I statements” to express your feelings without placing blame. For example, saying, “I feel concerned when deadlines slip,” encourages comprehension rather than defensiveness. Clearly communicate your needs and expectations early in the conversation to prevent misconceptions. Preparation is key; take time to organize your thoughts beforehand to guarantee you stay on topic and convey your message effectively. Avoid vague language by being specific about the issue at hand, which allows for constructive dialogue. This clarity helps both parties work in the direction of a resolution. Finally, remember to recap the other person’s points before responding, demonstrating respect and helping clarify any misconceptions. By articulating your thoughts clearly, you create a foundation for resolving conflicts more effectively. Practice Active Listening To handle conflict effectively, practicing active listening is crucial. You need to focus on comprehending different perspectives, which not just promotes open dialogue but likewise demonstrates empathy and respect toward others. Focus on Understanding Perspectives Active listening is a crucial skill that can greatly improve your ability to handle conflicts effectively. When you focus on comprehending perspectives, you give full attention to the speaker and guarantee clarity in communication. Research shows that this approach reduces misunderstandings, a common source of workplace conflict. By paraphrasing what the other person says, you validate their feelings and build trust. Asking open-ended questions encourages them to express their thoughts more fully, helping uncover the underlying issues. Furthermore, maintaining eye contact and using non-verbal cues signal that their perspective is respected. When preparing for the “how to handle conflict” question in an interview, demonstrating these active listening skills can showcase your ability to resolve conflicts constructively. Encourage Open Dialogue How can encouraging open dialogue transform conflict resolution? By practicing active listening, you can create a respectful atmosphere that minimizes misunderstandings. When you fully concentrate, understand, and respond to the speaker, it nurtures effective dialogue. Research shows that this approach can improve workplace relationships and boost team productivity by 20%. When you’re asked, “how do you deal with conflict?” in an interview, highlighting your active listening skills demonstrates your commitment to resolving issues constructively. Techniques like paraphrasing and summarizing guarantee clarity, allowing both parties to feel heard and validated. This not only de-escalates conflicts but likewise paves the way for innovative solutions, as diverse perspectives come together to address the issue effectively. Demonstrate Empathy and Respect Demonstrating empathy and respect is crucial in conflict resolution, as it promotes a more collaborative and comprehending environment. When you practice active listening, you fully concentrate on the speaker, which nurtures mutual respect and can markedly de-escalate tensions. Recognizing and validating emotions amplifies trust and encourages open communication. Techniques like paraphrasing and summarizing show engagement and clarify misunderstandings. Moreover, asking open-ended questions allows the other party to express their thoughts freely, creating a deeper insight. Technique Purpose Active Listening Nurtures mutual respect Paraphrasing Clarifies misunderstandings Open-ended Questions Encourages expression of thoughts Empathy Builds trust and communication Strive for Mutual Understanding When conflicts arise, working for mutual awareness can greatly change the outcome. Endeavoring for mutual comprehension encourages a collaborative approach, which often leads to win-win solutions and strengthens relationships among team members. Active listening is vital; it shows empathy and respect for the other party’s perspective, helping to de-escalate tensions. During discussions, ask clarifying questions to guarantee that both you and the other person accurately grasp each other’s viewpoints. This practice minimizes misunderstandings that can worsen conflicts. Moreover, recognizing and acknowledging diverse perspectives can improve problem-solving efforts, as different viewpoints may yield more innovative solutions. Focusing on mutual comprehension resolves specific issues while promoting a healthier workplace culture, reducing the likelihood of future disputes. If you’re preparing for a “how do you deal with conflict” interview, highlight your commitment to understanding others and collaborating toward solutions. Maintain Patience and Respect Maintaining patience and respect during conflicts is vital for nurturing a productive dialogue and preventing escalation. When you’re faced with a disagreement, keep in mind your reactions should be thoughtful, as hasty responses can lead to misunderstandings and resentment. Respecting the other person’s perspective creates a collaborative environment, important for effective conflict resolution. Practicing active listening not just shows respect but also helps clarify misunderstandings; people who feel heard are more likely to engage constructively. Using “I statements” instead of accusatory language focuses on your feelings rather than placing blame, promoting respectful dialogue. Moreover, demonstrating empathy for others’ emotions can strengthen relationships and trust. This approach not just helps you navigate conflicts but also prepares you to answer how to deal with conflict in the workplace interview question effectively. By maintaining patience and respect, you pave the way for mutually beneficial solutions and a healthier work environment. Seek Collaborative Solutions Seeking collaborative solutions can greatly improve conflict resolution, as it involves actively engaging all parties to guarantee their perspectives are acknowledged. This approach cultivates a win-win outcome, strengthening relationships and trust among team members. To effectively resolve conflict, especially in complex situations where both goals and relationships matter, utilize the collaborating strategy from the Thomas-Kilmann Conflict Model. Collaborative Strategies Outcomes Open communication Improved comprehension Active listening Diverse viewpoints explored Safe discussion environment Augmented team cohesion Frequently Asked Questions What Are the 5 C’s of Conflict Management? The 5 C’s of conflict management are Communication, Collaboration, Compromise, Creativity, and Consistency. Communication involves expressing your feelings clearly to avoid misunderstandings. Collaboration focuses on working together for win-win solutions. Compromise requires both parties to make concessions for an agreement. Creativity encourages innovative thinking to find unique solutions. Finally, Consistency guarantees that conflict resolution processes are applied uniformly, nurturing trust and fairness in interactions among all parties involved. How to Handle Conflict Effectively? To handle conflict effectively, you should first acknowledge it and address it quickly. Use the Thomas-Kilmann Conflict Model to choose the right resolution strategy based on your goals and relationships. Practice active listening, allowing everyone to share their views without interruption. Communicate professionally using “I statements” to express concerns without blame. If resolution efforts fail, don’t hesitate to seek help from trusted individuals or resources to guarantee conflicts are managed constructively. What Are the 5 Ways of Resolving Conflict? You can resolve conflict using five primary strategies: competing, accommodating, avoiding, collaborating, and compromising. Competing focuses on your goals, often at the expense of relationships, whereas accommodating prioritizes others’ needs. Avoiding sidesteps the conflict entirely, which may lead to unresolved issues. Collaborating seeks win-win solutions, addressing everyone’s needs, and is ideal for complex problems. Finally, compromising requires both parties to give up something, making it effective when both goals and relationships matter moderately. What Are the 5 A’s of Conflict Management? The 5 A’s of conflict management are essential for addressing disputes effectively. First, you need to Acknowledge the conflict exists. Then, Assess the situation to understand everyone’s perspectives. Next, Articulate your thoughts using “I statements” to express concerns without blame. After that, Act on agreed solutions to build trust. Finally, be ready to Adjust your approach if the resolution isn’t working, ensuring flexibility and ongoing communication throughout the process. Conclusion In conclusion, effectively handling conflict requires a structured approach that includes emotional awareness, stress relief techniques, and clear communication. By practicing active listening and working towards mutual comprehension, you can cultivate a respectful dialogue. Patience and empathy are essential for maintaining constructive interactions. Finally, seeking collaborative solutions guarantees that all perspectives are considered, promoting team cohesion. By applying these strategies, you can navigate conflicts more effectively and build stronger relationships in both personal and professional settings. Image via Google Gemini and ArtSmart This article, "7 Essential Tips to Help You Handle Conflict Effectively" was first published on Small Business Trends View the full article

Conflict is an unavoidable part of life, whether at work or home. To handle it effectively, you need a strategic approach. Start by recognizing your emotional responses and using stress relief techniques to maintain composure. Clearly articulating your thoughts with “I statements” can help express feelings without assigning blame. Active listening plays an important role in validating others’ perspectives. By working for mutual comprehension and collaborative solutions, you can encourage team cohesion. Discover how these fundamental tips can transform your approach to conflict. Key Takeaways Recognize and manage your emotions to articulate needs clearly, preventing impulsive reactions during conflicts. Use “I statements” to express feelings without placing blame, fostering constructive dialogue. Practice active listening by paraphrasing and asking open-ended questions to validate others’ perspectives. Strive for mutual understanding through collaborative solutions, encouraging open communication among all parties involved. Demonstrate patience, respect, and empathy to build trust and strengthen relationships during conflict resolution. Recognize Your Emotional Responses Recognizing your emotional responses during conflict is essential for maneuvering disagreements effectively. When you comprehend how you handle conflict, you can better articulate your needs rather than reacting impulsively. Failing to recognize your emotions might lead to unhealthy reactions, like anger outbursts or shutting down, which hinder resolution efforts. Emotional awareness enables you to check in with your feelings, nurturing self-regulation and promoting constructive dialogue. Research shows that individuals who maintain composure in conflict situations often achieve better outcomes. By grasping your emotional triggers, you can prevent escalation, creating a more collaborative environment. This approach not only improves mutual respect but also enhances communication, allowing for a more effective resolution process. Engaging in stress relief techniques, like deep breathing, can additionally help manage heightened emotions, making it easier to approach conflicts with clarity. Use Stress Relief Techniques Using stress relief techniques can greatly improve your ability to handle conflict more effectively. Deep breathing exercises help you calm your mind and regulate your emotions, making it easier to engage in constructive conversations. Furthermore, incorporating mindfulness practices, like meditation, can boost your self-awareness, allowing you to manage your reactions during tense situations. Deep Breathing Exercises Deep breathing exercises can be a potent tool in managing stress during conflict situations. By activating your body’s relaxation response, these techniques can greatly reduce anxiety, leading to clearer thinking and better decision-making. Just a few minutes of deep breathing can lower your heart rate and blood pressure, promoting the calm necessary for effective conflict resolution. The 4-7-8 method—inhale for 4 seconds, hold for 7 seconds, and exhale for 8 seconds—can help you regain composure before addressing a conflict. Regular practice improves your emotional regulation skills, making it easier to navigate challenging conversations. Incorporating deep breathing into your daily routine not only builds resilience to stress but also boosts your overall conflict management abilities, vital when answering how to handle conflict in the workplace interview question. Mindfulness Meditation Practices Though conflicts can often trigger stress and anxiety, integrating mindfulness meditation practices into your routine can greatly improve your ability to handle such situations. Mindfulness helps reduce stress, allowing you to approach disputes with a calmer mindset. Regular techniques like deep breathing and body scans boost emotional regulation, enabling better responses during conflicts. Studies show mindfulness improves focus and clarity, helping you articulate your thoughts effectively in a “how do you handle conflict” interview. Furthermore, these practices cultivate empathy, encouraging you to reflect on others’ perspectives, which is crucial for collaborative resolution. By increasing self-awareness, mindfulness helps you recognize emotional triggers, allowing for thoughtful responses rather than impulsive reactions, finally leading to more constructive conflict management. Articulate Your Thoughts Clearly Clear articulation of your thoughts is crucial when managing conflict, as it sets the stage for effective communication. To navigate how to handle conflict at work interview questions, start by using “I statements” to express your feelings without placing blame. For example, saying, “I feel concerned when deadlines slip,” encourages comprehension rather than defensiveness. Clearly communicate your needs and expectations early in the conversation to prevent misconceptions. Preparation is key; take time to organize your thoughts beforehand to guarantee you stay on topic and convey your message effectively. Avoid vague language by being specific about the issue at hand, which allows for constructive dialogue. This clarity helps both parties work in the direction of a resolution. Finally, remember to recap the other person’s points before responding, demonstrating respect and helping clarify any misconceptions. By articulating your thoughts clearly, you create a foundation for resolving conflicts more effectively. Practice Active Listening To handle conflict effectively, practicing active listening is crucial. You need to focus on comprehending different perspectives, which not just promotes open dialogue but likewise demonstrates empathy and respect toward others. Focus on Understanding Perspectives Active listening is a crucial skill that can greatly improve your ability to handle conflicts effectively. When you focus on comprehending perspectives, you give full attention to the speaker and guarantee clarity in communication. Research shows that this approach reduces misunderstandings, a common source of workplace conflict. By paraphrasing what the other person says, you validate their feelings and build trust. Asking open-ended questions encourages them to express their thoughts more fully, helping uncover the underlying issues. Furthermore, maintaining eye contact and using non-verbal cues signal that their perspective is respected. When preparing for the “how to handle conflict” question in an interview, demonstrating these active listening skills can showcase your ability to resolve conflicts constructively. Encourage Open Dialogue How can encouraging open dialogue transform conflict resolution? By practicing active listening, you can create a respectful atmosphere that minimizes misunderstandings. When you fully concentrate, understand, and respond to the speaker, it nurtures effective dialogue. Research shows that this approach can improve workplace relationships and boost team productivity by 20%. When you’re asked, “how do you deal with conflict?” in an interview, highlighting your active listening skills demonstrates your commitment to resolving issues constructively. Techniques like paraphrasing and summarizing guarantee clarity, allowing both parties to feel heard and validated. This not only de-escalates conflicts but likewise paves the way for innovative solutions, as diverse perspectives come together to address the issue effectively. Demonstrate Empathy and Respect Demonstrating empathy and respect is crucial in conflict resolution, as it promotes a more collaborative and comprehending environment. When you practice active listening, you fully concentrate on the speaker, which nurtures mutual respect and can markedly de-escalate tensions. Recognizing and validating emotions amplifies trust and encourages open communication. Techniques like paraphrasing and summarizing show engagement and clarify misunderstandings. Moreover, asking open-ended questions allows the other party to express their thoughts freely, creating a deeper insight. Technique Purpose Active Listening Nurtures mutual respect Paraphrasing Clarifies misunderstandings Open-ended Questions Encourages expression of thoughts Empathy Builds trust and communication Strive for Mutual Understanding When conflicts arise, working for mutual awareness can greatly change the outcome. Endeavoring for mutual comprehension encourages a collaborative approach, which often leads to win-win solutions and strengthens relationships among team members. Active listening is vital; it shows empathy and respect for the other party’s perspective, helping to de-escalate tensions. During discussions, ask clarifying questions to guarantee that both you and the other person accurately grasp each other’s viewpoints. This practice minimizes misunderstandings that can worsen conflicts. Moreover, recognizing and acknowledging diverse perspectives can improve problem-solving efforts, as different viewpoints may yield more innovative solutions. Focusing on mutual comprehension resolves specific issues while promoting a healthier workplace culture, reducing the likelihood of future disputes. If you’re preparing for a “how do you deal with conflict” interview, highlight your commitment to understanding others and collaborating toward solutions. Maintain Patience and Respect Maintaining patience and respect during conflicts is vital for nurturing a productive dialogue and preventing escalation. When you’re faced with a disagreement, keep in mind your reactions should be thoughtful, as hasty responses can lead to misunderstandings and resentment. Respecting the other person’s perspective creates a collaborative environment, important for effective conflict resolution. Practicing active listening not just shows respect but also helps clarify misunderstandings; people who feel heard are more likely to engage constructively. Using “I statements” instead of accusatory language focuses on your feelings rather than placing blame, promoting respectful dialogue. Moreover, demonstrating empathy for others’ emotions can strengthen relationships and trust. This approach not just helps you navigate conflicts but also prepares you to answer how to deal with conflict in the workplace interview question effectively. By maintaining patience and respect, you pave the way for mutually beneficial solutions and a healthier work environment. Seek Collaborative Solutions Seeking collaborative solutions can greatly improve conflict resolution, as it involves actively engaging all parties to guarantee their perspectives are acknowledged. This approach cultivates a win-win outcome, strengthening relationships and trust among team members. To effectively resolve conflict, especially in complex situations where both goals and relationships matter, utilize the collaborating strategy from the Thomas-Kilmann Conflict Model. Collaborative Strategies Outcomes Open communication Improved comprehension Active listening Diverse viewpoints explored Safe discussion environment Augmented team cohesion Frequently Asked Questions What Are the 5 C’s of Conflict Management? The 5 C’s of conflict management are Communication, Collaboration, Compromise, Creativity, and Consistency. Communication involves expressing your feelings clearly to avoid misunderstandings. Collaboration focuses on working together for win-win solutions. Compromise requires both parties to make concessions for an agreement. Creativity encourages innovative thinking to find unique solutions. Finally, Consistency guarantees that conflict resolution processes are applied uniformly, nurturing trust and fairness in interactions among all parties involved. How to Handle Conflict Effectively? To handle conflict effectively, you should first acknowledge it and address it quickly. Use the Thomas-Kilmann Conflict Model to choose the right resolution strategy based on your goals and relationships. Practice active listening, allowing everyone to share their views without interruption. Communicate professionally using “I statements” to express concerns without blame. If resolution efforts fail, don’t hesitate to seek help from trusted individuals or resources to guarantee conflicts are managed constructively. What Are the 5 Ways of Resolving Conflict? You can resolve conflict using five primary strategies: competing, accommodating, avoiding, collaborating, and compromising. Competing focuses on your goals, often at the expense of relationships, whereas accommodating prioritizes others’ needs. Avoiding sidesteps the conflict entirely, which may lead to unresolved issues. Collaborating seeks win-win solutions, addressing everyone’s needs, and is ideal for complex problems. Finally, compromising requires both parties to give up something, making it effective when both goals and relationships matter moderately. What Are the 5 A’s of Conflict Management? The 5 A’s of conflict management are essential for addressing disputes effectively. First, you need to Acknowledge the conflict exists. Then, Assess the situation to understand everyone’s perspectives. Next, Articulate your thoughts using “I statements” to express concerns without blame. After that, Act on agreed solutions to build trust. Finally, be ready to Adjust your approach if the resolution isn’t working, ensuring flexibility and ongoing communication throughout the process. Conclusion In conclusion, effectively handling conflict requires a structured approach that includes emotional awareness, stress relief techniques, and clear communication. By practicing active listening and working towards mutual comprehension, you can cultivate a respectful dialogue. Patience and empathy are essential for maintaining constructive interactions. Finally, seeking collaborative solutions guarantees that all perspectives are considered, promoting team cohesion. By applying these strategies, you can navigate conflicts more effectively and build stronger relationships in both personal and professional settings. Image via Google Gemini and ArtSmart This article, "7 Essential Tips to Help You Handle Conflict Effectively" was first published on Small Business Trends View the full article

At its core, public health is about driving healthy behavior changes by building awareness, meeting people where they are, and offering solutions that are accessible and grounded in evidence. Throughout my career, I have worked on issues ranging from foster adoption and drunk driving prevention to tobacco prevention and cessation, always with science as our foundation. But the media landscape, and how people engage with information, has changed dramatically. To remain relevant and effective, public health must evolve. That means rethinking not just what we communicate, but how we motivate, engage, and sustain healthy behaviors. WHY IT’S IMPORTANT TO LEAN IN Gamification, using elements of game design in an existing digital product or intervention to engage users and change behavior, has become an increasingly common approach in public health. It can reframe intimidating goals like exercising more, managing stress, and quitting nicotine into smaller, achievable steps that feel tangible and motivating. When implemented effectively, gamification can improve user engagement by supporting intrinsic motivation, learning and skill development, social interaction, and a sense of accomplishment. In many ways, public health can’t afford to ignore gamification. Addiction is already gamified—and it’s winning. As one example, “smart” vapes now feature screens, rewards, animations, and puff tracking. These high-tech devices have become top-selling products, with 32% of youth and 33% of young adults reporting using vapes with screens, games, or Bluetooth connectivity in the past month. These products are applying the same engagement strategies used in consumer tech to drive repeat use and ultimately sustain addictive behavior. WHAT THE EVIDENCE SHOWS Mounting evidence supports gamification use in public health. As an example, some randomized trials show that socially incentivized gamified interventions can significantly increase physical activity, compared with non-gamified approaches. Similar approaches have been used to improve medication adherence, chronic disease management, and preventive health behaviors. Participants assigned to team-based challenges or friendly competition sustain healthier behaviors longer than those receiving traditional prompts alone. Progress you can see becomes behavior you repeat. Interventions using gamification share some core principles: making health interactive, trackable, or social. Many effective gamified health interventions align with self-determination theory, which identifies three drivers of motivation: autonomy, competence, and relatedness. BEHAVIORAL SCIENCE BACKING IS NEEDED Well-designed programs don’t just reward outcomes; they reward effort, consistency, and resilience. In public health, that distinction matters, because change rarely happens all at once. It happens through daily re-commitments. Public health succeeds when it rewards persistence and practice—not perfection. Campaigns, which often complement an intervention, can also be gamified. The campaign itself can inspire behavior change, while also encouraging sign-up for the specific health intervention. The collective result: stronger outcomes. The approach can be especially relevant for younger generations, who may expect things like daily check-ins, streaks, and digital accountability as part of their digital experiences. We are infusing some gamified elements into EX Program from Truth Initiative, our free, digital nicotine-cessation resource developed in collaboration with Mayo Clinic. By implementing elements that mirror gamification principles like check-ins, milestones, progress encouragement, virtual rewards, and social reinforcement, we help participants stay engaged with quitting behavior. These features are designed to reward effort and participation rather than outcomes alone. We know that every try makes you stronger the next time. APPLY GAMIFICATION BEYOND TRADITIONAL HEALTH TOOLS We have also tested creator-led digital experiences that reflect how young people already motivate one another online. As part of You Got This Day, a national moment designed to reframe “Quitter’s Day” as an opportunity to recommit after relapse, Truth Initiative worked with Gen-Z creators to create and launch a Snapchat augmented-reality lens called 30 Day Challenge. Developed through Snap Academies, the lens encourages young people trying to quit nicotine to focus on making it “one more day” without using nicotine, through visual progress tracking, supportive messaging, and social accountability. Rather than relying on financial incentives or competition, the experience emphasizes encouragement, persistence, and community, reinforcing evidence-based support through EX Program. For Gen Z, platforms like Snapchat and TikTok aren’t channels—they’re cultural fluency. Designing health interventions that live there brings gamification to young consumers where it already resonates. REASONS FOR CAUTION Evidence points to important caveats to consider when moving toward a more gamified public health approach. Over-reliance on competition can discourage people who fall behind. Extrinsic rewards can crowd out internal motivation, or risk trivializing an important topic for participants. And without strong privacy protections, data-driven health tools can run the risk of eroding trust—particularly among individuals who are already wary of surveillance and misuse. There’s also a risk of superficial engagement. Points without purpose don’t change lives. The most effective interventions are grounded in evidence, are culturally relevant, and are responsive to users’ real-world challenges—not just their attention spans. THE PROMISE Despite these challenges, the promise of gamification in public health is real. This novel approach for public health can become a catalyst for measurable health behavior change. By recognizing how people already engage with technology and then designing public health tools that feel supportive, human, and achievable, we’re turning participation into progress. In a world where screens dominate attention and traditional health messaging can struggle to break through, gamification can complement proven public health strategies that support sustained behavior change. The future of public health isn’t louder messaging, it’s smarter engagement. Kathy Crosby is CEO and president of Truth Initiative. View the full article

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