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A decade ago, when Claire Burgi moved to New York City, she decided to cut meat out of her diet. The 33-year-old actor and audiobook narrator, who lives in Queens, grew up in California, where she’d seen the effects of climate change firsthand. She knew that meat consumption was a major driver of greenhouse gas emissions and that vegetarianism was a way to help conserve resources and reduce pollution. “When I was young, it rained a lot,” she says. “Now, it rains much less. All the fires are astoundingly horrific.” The December 2017 Thomas wildfire burned more than 280,000 acres in and around Burgi’s hometown of Ventura, just north of Los Angeles. “I just didn’t want to be contributing to anything that was causing that,” Burgi says. She recently made another major decision to reduce her eco-footprint: not to use generative AI. She’s been shocked, she says, by research showing how much electricity that the underlying technology generative AI tools like ChatGPT use, and how much this is raising carbon emissions. One paper published in 2023 predicted that AI-related infrastructure would soon consume six times more water than is used in Denmark yearly. Another piece of research from 2024 showed that a request made through ChatGPT consumes 10 times the electricity of a Google search. “They make me think of Frankenstein,” Burgi says of AI models. There have been times in history, she says, when humans have “acted without any idea of what the consequences would be, because it was convenient for us in that moment.” Right now, she adds, “that’s what’s happening with AI.” In general, women have been slower to adopt AI use than men. This gender gap has been well documented over the last few years. According to Harvard Business School associate professor Rembrand Koning—who synthesized data from 18 studies covering more than 140,000 individuals across the world—women are about 20% less likely than men to directly engage with this new technology. What’s less clearly established is the precise reason why. But when it comes to environmentally motivated reasons, Burgi isn’t alone. “Environmental angst” The reasons for this gender gap vary. Some studies indicate that women are less likely to trust that gen AI providers will keep their data secure. Other research shows that women are more fearful of a loss of control that comes with these technologies—which is, for example, reflected in their more muted enthusiasm for driverless cars. Studies have also shown that women are more likely to avoid AI because of fears that it could steal their job, and still other studies have found that women are more concerned than men about the ethical implications of AI use. But a growing body of research also indicates that a sizable chunk of the gap might be attributable to the type of environmental angst that people like Burgi feel. Earlier this month, academics at the University of Oxford published a paper showing that the reasons for the adoption gap are manifold, but that environmental concerns certainly play a significant part. The research, titled “Women Worry, Men Adopt: How Gendered Perceptions Shape the Use of Generative AI,” draws on survey responses from 8,000 individuals in 2023 and 2024 across the U.K. It established that 14.7% of women and 20% of men reported using gen AI tools frequently—at least once a week—in a personal context. This corresponds to a gap of just over 5 percentage points. But the gap widens significantly in subsets of respondents who admit to being concerned about environmental and mental health risks. Among those who say they are worried about the climate, the gender gap is 9.3 percentage points; for those concerned about the mental health impact of these new technologies, it widens to 16.8 percentage points. Among older users of artificial intelligence, the gender gap for concerns about AI’s climate effect is particularly wide: almost 18 percentage points. These findings echo previous research showing that women are more likely to display “eco-anxiety” than men—a phrase that’s been coined to refer to the mental health distress caused by climate change, ranging from concerns about the impact of extreme weather to the future of biodiversity. And the academics at Oxford write that their findings align “with evidence of greater social compassion and moral sensitivity among women.” Counterintuitive findings Fabian Stephany, a departmental research lecturer at the Oxford Internet Institute and one of the authors of the study, says that one of the most interesting things his research found was that some common preconceptions about AI usage weren’t corroborated. There’s a widely held assumption, for example, that greater tech literacy translates into higher use and adoption. But he found that this isn’t always the case. In fact, in some cases, greater literacy and knowledge about AI actually drove down use. Also of note, the research found that among those who said they were concerned about AI’s impact on the environment and on mental health, women’s concerns were more likely to translate into action than men’s concerns. In other words: Women were more likely to stop using AI because of the way they felt about it. Asked why that might be, Stephany said he could only speculate. Research done by academics in Iran in 2022, though, might provide an answer: It shows that women generally lean toward a more collectivist mindset—reflected in concerns for society, for example—while men tend to lean toward a more individualist one. Women are “the canary in the coal mine” Stephany says that the last thing he wants people to take away from this research is that women need to change or “be fixed” in some way. “Their concerns are real,” he says. “Women are like the canary in the coal mine. And we should listen to these concerns,” he adds. “The important thing isn’t to tell women to be more optimistic—it’s to address the harms.” And, he says, these harms can be addressed. “Biases can be reduced, carbon footprints can be lowered, smaller models can be run locally,” Stephani says. “We don’t have to wait for future breakthroughs. We can reduce harms now.” His research suggests that “there’s a sizable market of people with strong convictions about AI consumption,” he says. “A more green, sustainable, inclusive gen AI model would have a clear target market.” And there are already platforms available that seem to be tapping into this market that Stephany mentions. GreenPT, for example, bills itself as a platform that runs on renewable energy and is hosted in Europe “for strict data protection.” Viro, another platform, funds clean energy projects and markets itself as a “climate-neutral” alternative to less environmentally conscious options. Speaking at the Massachusetts Institute of Technology last year, Sam Altman, the CEO of OpenAI, which operates ChatGPT, tried to allay fears that his technology might be accelerating climate change by framing it as a tool to enhance sustainability. “If we have to spend even 1% of the world’s electricity training powerful AI, and that AI helps us figure out how to get to non-carbon-based energy or to do carbon capture better, that would be a massive win,” he said. As for Burgi, she would want to see a lot of changes before even entertaining the idea of intentionally incorporating AI use into her daily life. She doesn’t think that anything could meaningfully allay her ethical concerns about AI. “Especially as an artist, I just don’t feel morally aligned with using AI,” she says. In terms of her environmental concerns, she’s similarly skeptical. “If there was more transparency, and if it seemed like more thought and care was being put into these things—if it wasn’t just about greed and capitalism—then I might consider it from an environmental concern,” she says. “But right now? I don’t really see any of that happening.” View the full article

Meetings are breeding grounds for three highly toxic power moves: AMPLIFICATION: The boss speaks, and suddenly it’s gospel. People start self-censoring, sugarcoating bad news, and swallowing their dissenting opinions. INCOMPETENCE: When a leader can’t run a meeting, it drains the room’s energy. People leave annoyed and wondering why they bothered to show up. JERK BEHAVIOR: Bullies, interrupters, and blowhards hijack the room. Collaboration isn’t just stifled—it’s publicly executed. These power moves reduce meetings to lifeless, performative rituals where the people who hold the most power call the shots and everyone else plays defense. But it doesn’t have to be this way. Design your meetings to defang these power moves, and you’ll create a space where people speak up, push back, and bring bolder and better ideas to the table. Amplification: When Power Overpowers Jade Rubick, former VP of engineering at New Relic, remembers the exact moment he became “brilliant.” It wasn’t because of a sudden surge in IQ or creativity. It was his promotion to senior director, accompanied by a glowing speech in front of his peers. Overnight, everything changed. In meetings, people went out of their way to praise his ideas. “Person after person would go out of their way to say why my suggestion was the ‘right approach,’ ” Rubick recalls. “All of a sudden, my ideas were BRILLIANT…All of a sudden, I was a different person, a Very Important Person.” What Rubick experienced was a classic case of what Professor Adam Galinsky calls amplification: the invisible megaphone leaders inherit when they step into a position of power. A passing comment becomes a marching order. An offhand suggestion rockets to the top of the team’s priority list. A poorly timed yawn during your presentation plunges you into a spiral of self-doubt: “They hate this. They hate me.” Instead of focusing on the work, people start decoding every glance, sigh, or eyebrow twitch as part of a high-stakes game of corporate charades. When amplification takes over meetings, people start filtering their ideas or stop sharing them altogether. They nod along like bobble-heads and, before long, the room turns into an echo chamber—parrots squawking back the leader’s words instead of expressing their own. Here’s how you can address it. 1. Dial down the talking Research shows that high-performing teams share airtime more equally. In a perfect world, leaders would recognize that and adjust accordingly. But self-awareness isn’t always their strong suit. And the more power they hold, the less likely anyone is to tell them they’re hogging the mic. If you’re dealing with a leader who can’t stop steamrolling the room, there are ways to take back the room. At one organization, team members came up with a creative solution: a miniature stuffed horse. “If someone is too long-winded, anyone can toss the horse in front of that person as a signal to ‘stop beating a dead horse,’” one team member explained. Now, chucking stuffed animals at your coworkers—especially the powerful ones—is probably a career-limiting move. But the spirit of the idea is sound: Find a way to flag the airtime hogs. Fortunately, technology offers a safer option. Today, tools like Fireflies.AI and Equal track metrics like talk-to-listen ratios and flag monologues. Some even analyze gender dynamics, surfacing when women and nonbinary participants are getting drowned out. Another way to stop people from hijacking the conversation is to get them to speak last. At Pixar, cofounder Ed Catmull understood the risks of speaking first. In brainstorming meetings, he deliberately held back his input until the end so his team could explore ideas without the gravitational pull of his amplified words. Catmull understood what many leaders overlook: New ideas are fragile. As he put it, they need “protection” from getting pancaked by heavy-handed forces like a leader’s amplification. That’s also why Catmull struck a deal with Steve Jobs when Jobs was CEO of Pixar. They agreed that Jobs would sit out of Pixar’s legendary Braintrust meeting, where senior creatives critiqued early-stage films. As Catmull put it, Jobs’s “bigger-than-life presence would make it harder to be candid.” 2. Don’t amplify ambiguity We’ve all been there: Your boss drops a cryptic meeting invite on your calendar and your brain immediately spirals. Am I in trouble? Is this about that thing I said in Slack? Am I getting fired? Amplification kicks in, and that vague invite snowballs into employees’ worst-case scenarios. This kind of ambiguity is the second type of communication that Adam Galinsky, a social psychologist and Columbia business school professor, says is prone to amplification. When leaders say or do something vague, employees fill in the blanks—often with their own worst fears. Galinsky’s advice for leaders prone to amplification is simple: Be transparent. A quick message like “Hey, I need to see you later—it’s nothing to worry about” can save your team from hours of anxiety. And if your calendar is public, don’t leave room for speculation. Trust me, your team is watching your calendar if it’s public, and they’re overanalyzing every entry, especially the vague ones. Don’t give their imaginations room to fill in the blanks. Because they’ll assume they’re the blanks. Incompetence: The Accidental Power Move Some of the most destructive power moves aren’t malicious. They’re the result of sheer incompetence, which is amplified by a leader’s position of power. It’s like handing a megaphone to someone who doesn’t know how to use it. They shout into the wrong end, and the whole room winces at the ear-splitting feedback. Leaders who don’t know how to effectively design and deploy meetings end up scheduling them for every problem, real or imagined. According to Neil Vyner, VP of growth and go-to-market at Worklytics, just 5% of employees schedule 60% of all meetings. These serial schedulers tend to be the most powerful people in the company (or their assistants acting on their behalf). New managers are some of the worst offenders. They’re promoted because they excelled in their previous roles, not because they know how to facilitate productive discussions, navigate hairy decisions, or avoid letting their new dinosaur tail knock over their team’s ideas. They’re handed a packed calendar of high-stakes meetings and a megaphone, but no user manual. Meanwhile, their employees watch their boss bumble through bad meetings and assume, “Well, I guess this is how it’s done.” Inefficiency gets institutionalized, and before long, the entire team is trapped in a cycle of toxic meeting mediocrity. Or worse, full-blown dysfunction. 1. One-on-ones aren’t for you, boss Incompetent managers often treat one-on-ones as their meeting—a chance to download updates, deliver monologues, or check a box. But that’s not how they should be treated. As Ben Horowitz puts it, “The key to a good one-on-one meeting is the understanding that it is the employee’s meeting rather than the manager’s meeting.” A leader’s job is to create space for whatever employees need to move their work forward, whether it’s advice, a pitch, or just a chance to vent. According to research by Gallup, just one meaningful one-on-one meeting each week does more to build high-performance relationships than any other leadership activity—and meetings as short as 15 minutes are enough to make a difference. 2. Stop hosting meetings just to spoon-feed the boss One of the most common—and costly—signs of incompetence is the boss briefing: a meeting held not to collaborate or solve problems, but to spoon-feed status updates to a leader who can’t be bothered to check the project tracker. If you just need updates from your team, don’t drag them into a hostage situation. Ask for a written summary or a short video update instead. The same goes for updates that you’re pushing out to your team. Skip the meeting and record a quick video instead. Film it from a real-life backdrop: a home office with kids barging in, or post-run and still dripping with sweat. That kind of raw, unfiltered communication hits differently. It satisfies the TikTok generation’s appetite for authenticity and transparency. Jerk Behavior: When the Boss Is the Bully Unlike amplification or incompetence, jerk behavior isn’t an accidental or inevitable side effect of holding a position of power. It’s a deliberate abuse of it. And unfortunately, it’s disturbingly common. Research by Simon Croom, a professor at the University of San Diego, found that 12 percent of corporate senior leaders exhibit psychopathic traits, up to twelve times the rate found in the general population. Yikes. Jerk behavior—interrupting, nitpicking, steamrolling, humiliating, or straight-up bullying—sucks the oxygen out of the meeting. And the damage doesn’t stay neatly contained at the top. It spreads. Employees who can’t push back against a jerk boss don’t just absorb the blow, they pass it along to the next person in line. Sure enough, supervisors who report to abusive bosses are more likely to engage in abusive behavior themselves. 1.Shine a light on jerk behavior Sometimes, the fastest way to shut down jerk behavior is to bring it into the light. Set up an anonymous feedback form so employees can report toxic behavior without fearing retaliation. But that’s just step one. Don’t let feedback languish in a forgotten Google Doc. Act on it. Prove you’re serious about creating a jerk-free culture. Because doing nothing is worse than not asking for feedback in the first place. It sends a clear message: “We’re going to pretend that your voice matters, but it really doesn’t.” And that’s just another form of jerk behavior. 2. When all else fails, protect yourself Some jerks are beyond redemption. If you’re stuck with one of these un-fixable types, your best move is self-preservation. Don’t let their toxicity take up space in your head. Or on your calendar. Start by limiting your exposure to them. Avoid meetings with them if you can. If that’s not an option, move the conversation to email or chat to contain their toxicity behind a digital firewall. This will also generate a handy digital paper trail if you need to file a formal report with HR. And whatever you do, don’t feed the beast. Jerks thrive on attention, so starve them of yours. Keep your responses short, flat, and factual. The less entertaining you are as a target, the faster they’ll lose interest. Your goal isn’t to win them over. It’s to bore them into submission. Excerpted from Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done. Copyright © 2026, Rebecca Hinds. Reproduced by permission of Simon Element, an imprint of Simon & Schuster. All rights reserved View the full article

The U.S.’s population growth is slowing as immigration has declined amid President Donald The President’s deportation push and stricter border policies. According to new Census Bureau data, the drop-off is the biggest since the COVID-19 pandemic. From July 2024 to July 2025, the population of the United States grew by 1.8 million people (about 0.5%). This was mostly driven by immigration: During that period, the U.S. added 1.3 million immigrants. This is a steep decline from the previous year, in which 2.7 million immigrants arrived. The Census Bureau predicts that by July of this year, the number of immigrants could drop even more, to just 321,000. Meanwhile, the number of deportations, including self-deportations, totaled nearly 3 million as of January 20, according to the Department of Homeland Security. Previously, immigration in the U.S. had been growing for over 50 years until new policies enacted by the Biden administration—such as tightened border security measures and restricting asylum for those crossing between ports of entry—took effect in 2024. “The big takeaway is, wow, the The President administration, and even the end of the Biden administration, made a big difference,” Steven Camarota, the director of research at the Center for Immigration Studies, told CBS News. “It sure looks like we’re seeing a fundamental change that reflects policy.” Aside from a decline in immigration, population growth has already been slowing for decades due to declining birth rates in the U.S. Impacts across the labor force will be undeniable, experts say. Juan Carlos Rivera, an immigration attorney based in Miami, has seen the effects of the U.S.’s new policies firsthand, given the uptick in deportations. Rivera says most of the individuals in the deportation cases he’s seen were working and contributing to the country’s economy. Needless to say, deporting employees will come with hefty consequences, according to Rivera. “When fewer workers are available, businesses face higher labor costs, reduced productivity, and slower expansion,” he says. “That pressure shows up in higher prices for consumers and weaker overall economic growth.” Rivera also believes that the current immigration enforcement tactics will impact the nation’s ability to stay competitive with the rest of the world. “Other countries are actively competing for workers and talent as their populations age. If the United States does not maintain a legal and reliable immigration system that supports workers across skill levels, it risks losing ground in innovation, supply chain stability, and long-term economic leadership,” Rivera explains. According to a new report from Sedgwick, an HR administration company, immigration enforcement is already creating some of those broader economic issues. Per the 2026 report: “Immigration-related labor disruptions affect three-quarters of organizations to varying degrees,” which it calls “a chronic operational drag rather than an acute crisis.” Dave Arick, managing director of global risk management at Sedgwick, tells Fast Company that certain industries—like healthcare, technology, and hospitality, which “rely more heavily upon scientific and technical qualifications for key roles”—are already navigating “a highly competitive environment for attracting and retaining people with specific expertise and experience, especially when coupled with high market growth.” Therefore, Arick says that new immigration changes, such as those that “restrict immigrant higher education and employment,” will further “shrink the available talent pool”—which will, in turn, “drive up costs to acquire the highest-qualified available candidates.” View the full article

It’s four answers to four questions. Here we go… 1. I cried at work and my coworkers won’t stop asking if I’m okay I work in a small office where there are some strong personalities and, though our manager is very nice and reasonable, there’s only so much you can do about people like that. Yesterday, two of my coworkers (Mary and John) and I ended up having to do mediation with our manager over the pettiest shit imaginable. It’s so petty I can summarize the whole thing in one sentence: John walked in while Mary and I were prepping for a workshop, put a form whose processing is not my job on my desk, and when I asked him why he was giving it to me, snatched it back and walked out while ignoring Mary’s attempts to make small talk. Later, John informed me that Mary and I had been bullying and harassing him and he had called our manager, Lisa, who would be having one-to-one talks with us about it. I was so, so mad. Mary and John both use me as a screaming pillow when they want to vent or are angry about some new stupid policy and, since my workspace is by the front desk, I can’t just walk away since they block the exits. I end up smiling and nodding until they’re done. If I snapped a bit, then okay, but I deeply resent the fact that it became a huge issue worthy of calling the manager the one time I happened to sound anything less than perfectly pleasant and demure, when he’s allowed to be loud and shouty all the time. The problem is that when I get really angry, I cry. Not just tearing up, but full-on sobbing to the point where I can’t speak. Despite my best efforts, during the talk with my manager (who wasn’t even grilling me or anything, just chatting with me to get my perspective), years of pent-up frustration with my coworkers broke the dam and I burst into tears. Lisa was very nice about it, but it was humiliating. Since then, Mary and Lisa keep asking me if I’m alright despite me repeatedly saying that yes, I am. I just want them to forget they saw or heard anything and move on. I know they’re only asking because they care, and it feels really mean to just be like, “Stop asking me that.” Is this just something I have to wait out, or can I do something to convince them I really am okay and they don’t need to keep asking? “I know it was a big reaction and you’re asking out of concern, but honestly, I’m embarrassed and would be really grateful if we could just move past it.” If you want, you could add, “I promise you I’m fine and, the faster it’s behind me, the better I will feel.” That said … is there maybe an opening here to talk to Lisa about your frustrations with John shouting and trapping you at your desk to rant and so forth? I get it if you just don’t want to have to talk about it anymore, but it sounds like you have some legitimate frustrations that an effective manager could act on if she knew about them. (Of course, maybe she does. Maybe you’ve tried this enough in the past to no avail and that’s why you just want to be done talking about it, in which ignore this paragraph.) 2. How should I call out for a general strike? What is the correct way to call out on Friday if one wants to participate in the general strike? I’m still trying to decide if it’s something I can/should do (I support the cause 100%, just unsure if it makes an impact for me to participate from another state while working for an unrelated local government agency), but I don’t know if using a sick day is the right way to do it or if I should use a vacation day. I’m unlikely to be questioned about using a sick day, for what it’s worth, though I could maaaybe be straight with my boss about the reason and use a vacation day. First, for people who don’t know, a general strike is when people from multiple industries (ideally all or most) unite to withhold their labor. One is called for today (Friday) to protest violence by ICE, including the murders of Renee Good and Alex Petti; organizers are asking people to abstain from work, school, and shopping. If your workplace isn’t unionized, then you probably don’t have the legal right to strike on your own with the risk of losing your job. A safer option if you want to participate is to call out sick. (Caveat: if a bunch of your coworkers call out sick without actually being sick, you do risk disciplinary action. That might not happen, but be aware that it could. In general, striking or participating in any form of collective action always carries possible risk.) Also, be safe and don’t use your company’s email or messaging systems to talk about this or to organize. But if you don’t feel you can safely participate in a general strike, there are still lots of other ways you can help, such as contacting your legislators (contact them again, if you already have), donating to organizations doing work you support, volunteering, and getting involving in mutual aid work in your community. 3. I got stuck paying my own tab at a company party where they footed the bill I work for a small company. Every year we vote on having our Christmas party catered or we going to a restaurant for a pre-fixed, set price menu, which is paid before. The company will not pay for any alcohol. Every year, I vote for an in-office, catered party, as I previously worked in restaurants and saw too many fiascos at company parties. However, this year the vote was for at a nearby restaurant. The party went fine and my coworkers and I all had one or two drinks apiece. At the end of the meal, our branch manager (not the owner who had made the no-alcohol rule) generously went to the bar and paid the whole party’s bar tab. But as we were leaving, the waiter chased me down and said I needed to pay my bar tab. I was confused, but I know mistakes happen and since my boss was not nearby me, I paid the $84, plus tip, and figured I would just mention it to my boss the next day. Hindsight being 20/20, I understand now that I should have questioned it at the time. But we were literally heading out and I thought it might embarrass my boss to put her on the spot. The next morning, I mentioned it to my boss and she said that she had paid the whole bill and had the receipt listing every item ordered. She called the restaurant and they had no explanation, so I was still confused as to what I was charged for. However, in her retelling to me of the conversation, she said something I didn’t fully register at the time. Which is that she didn’t tip on the bar tab, which might mean the waiter approached me to get payment for the gratuity. I’m still not sure, to be honest I don’t feel like the numbers add up, but if it my boss really didn’t tip then I’d rather just leave it, as I would hate for that to be true. But I’m also pretty frustrated because I feel I got put in a situation I wanted to avoid from the start and am now paying $100 more than my colleagues who voted for this option. My boss is now furious about how I was treated (why did the waiter single me out, when she was the host?) and wants to go to the restaurant in person for an explanation. If the explanation is that it’s the missing gratuity, I’d rather just leave it, but I’m pretty sure it would offend my boss to say that. But it’s also possible that’s not even true. What do I do? Let your boss go to the restaurant and sort it out. As the host of the event, it’s reasonable that she’s upset about an employee being charged for something they weren’t supposed to be charged for, and it’s reasonable for her to take responsibility for sorting it out. If that leads to the restaurant explaining that no tip was left, then so be it — if she’s offended by that, you won’t be the one explaining it. And there’s some value in her hearing that it’s not okay not to tip (and this gets it done without you having to be the one to tell her). That said, I’m not sure this is about the tip — at least in my area, unless the restaurant has a policy of adding it to the bill for large parties, they couldn’t just hand you a bill for it. (And if they did have that policy, presumably it would have been on the original bill … although maybe it was and she ignored it, and that’s what happened?) Anyway, let her sort it out. 4. Office renovation disaster has led to more disasters I work for a large company on-site at a manufacturing plant, with 2,700 employees at my location. I am an assistant manager in purchasing, so not directly tied to production. A few offices in the plant were recently renovated, but someone miscounted the number of desks needed. We wound up being about 50 desks short for our office of about 150 (oops). Because fewer desks were purchased, they ordered bigger desks, and some conference rooms were built to take up the extra space. We were making do with only 100 desks until work-from-home policies changed, which means we now need all 150 of those desks and do not have space for them in our office (double oops). To account for this, multiple departments have been shuffled around the plant, majority being flip flopped between two offices. Office A has prime real estate: right next to the cafeteria and restrooms, elevators nearby, etc. Office B is halfway across the plant and walking through the plant on a “catwalk,” or pathway above the manufacturing floor. Office staff usually get the worst parking spots, so it’s almost a half mile walk to Office B. In addition, to get to Office B, associates must walk up two flights of stairs (an elevator is available), down a flight of stairs (no elevator), then back up a flight of stairs (no elevator). There are no restrooms or water fountains on that floor, so they have to go up and down 1-2 flights of stairs (no elevator) every time they need to use the bathroom. On top of this, each bathroom is closed for cleaning at different times every day, so some unlucky associates may be stuck doing a second 1-2 flights of stairs (no elevator) if the first is closed. Of course, our department was one of the departments that moved from Office A to Office B. All 150 of us who moved offices had to pack up everything from our desks and carry it across the plant/catwalk (including monitors and standing desks), as we did not have movers in the budget. We did have temporary access to a freight elevator for the standing desks/monitors, but everything else had to be carried up/down stairs by our office staff. Since we moved, a few associates had medical conditions pop up and can’t get to Office B with the stairs/walking through the plant. That means people either have to work in Office A away from their team, or work from home until they are able to resume stairs/walking through the plant. This is weird, right? I imagine a day will come where an associate cannot walk to our office due to illness/age/medical situation, then what? I feel like I’m in the middle of a TV show and would love some validation that this isn’t normal?! Correct, this is weird and not normal. From the original desk-counting mistake not being corrected once it was discovered, to expecting people to take such a circuitous journey multiple times a day, to being responsible for hauling your own monitors and standing desks across a catwalk (!), this is all absurd. To your question about what will happen if someone physically can’t get to your office because of their physical condition, I imagine they’ll handle it like they’re handling temporary medical conditions now: people will be given an accommodation in the form of working from home or from Office A. So they’re complying with the law. But it is indeed bananapants. The post I cried at work and my coworkers won’t stop asking if I’m OK, office renovation disaster, and more appeared first on Ask a Manager. View the full article

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Following last week’s anti-ICE economic blackout in Minnesota and national Free America Walkout, organizers are once again urging Americans to stop working, attending school, and spending money to protest the U.S. Immigration and Customs Enforcement crackdown surging across the country. The fatal shootings of Minneapolis residents Renee Good and Alexi Pretti by federal officers only increased the public outcry against the The President administration’s hardline immigration and border policies and aggressive tactics used by swarms of masked agents. Here’s what to know. What is National Shutdown Day? National Shutdown Day on January 30 is a call to strike—to disrupt business as usual—as a way for Americans to register their mounting anger at the The President administration’s deployment of ICE and U.S. Customs and Border Patrol agents in Minneapolis and other cities nationwide. (Some 69% of Americans say President The President is trying to exert more power than previous presidents, according to a recent survey from the Pew Research Center.) With the tagline “No work. No school. No shopping. Stop funding ICE,” the nationalshutdown.org website reads, “The people of the Twin Cities have shown the way for the whole country—to stop ICE’s reign of terror, we need to SHUT IT DOWN. The entire country is shocked and outraged at the brutal killings of Alex Pretti, Renee Good, Silverio Villegas González, and Keith Porter Jr. by federal agents. . . . It is time for us to all stand up together in a nationwide shutdown and say enough is enough!” Organizers are also calling on Congress to cut funding to the Department of Homeland Security, which oversees ICE, when it votes on the current funding package ahead of a possible federal government shutdown. Walkouts, events, vigils, and protests are set to take place in all 50 states, including in New York City, Boston, Seattle, Los Angeles, Cleveland, Atlanta, Chicago, and Philadelphia—from state capitals (Honolulu) to federal buildings and courthouses (Tucson, Arizona, and Cincinnati), universities (Stanford, Santa Clara University, the University of Washington, Northeastern University), and even some high schools (in Miami). On Friday, a number of student groups at the University of Minnesota—including the Somali Student Association, Black Student Union, and Graduate Labor Union—will lead a walkout on campus. “Students are always at the heart of movements for justice across the world,” they said in a statement. “Students are encouraged to participate in [the] protests after walking out.” Businesses nationwide to close for general strike Following Minnesota’s recent statewide strike, local businesses in the Twin Cities and across the nation are planning to close on Friday. They include 50 businesses and shops in Portland, Maine; several restaurants in Denver; bookstores, coffeeshops, and retailers in Rochester, New York; businesses in Omaha, Nebraska; a Las Vegas pizza shop; and numerous Los Angeles restaurants, to name just a few, according to local news reports. “It has been increasingly difficult to watch what is unfolding in our country,” the owners of Denver restaurant Sắp Sửa told television station KDVR. “We have felt so helpless and alone, and it’s abundantly clear that no one will come to save us, so it is our civic duty to unite as a community in support of the most vulnerable.” Grassroots organizers 50501 are calling for additional “ICE Out of Everywhere” protests on Saturday, January 31, at ICE detention centers and offices; at airports to target airlines that are transporting ICE detainees, including Global Crossing Airlines and World Atlantic Airlines; and at some Congressional offices, according to The Guardian. Who is organizing the National Shutdown? National Shutdown Day, like many of the previous national walkouts and protests over the past year, lists a broad coalition of grassroots partners, including: 50501, local chapters of the American Civil Liberties Union, Defend Immigrant Families Campaign, Council on American-Islamic Relations, North Carolina Poor People’s Campaign, student groups, labor unions, and immigrant rights organizations. In addition, the strike has garnered the attention of a number of Hollywood celebrities, including Pedro Pascal, Jamie Lee Curtis, and Edward Norton. “We cannot act like this is not happening,” Norton, a longtime political activist, said at a recent Sundance Film Festival panel discussion. “What they’re doing in Minnesota with the strike needs to expand. I think we should be talking about a national, general economic strike until this is over.” New York University professor Scott Galloway has also called for a prolonged general economic strike. View the full article

UK prime minister to travel to Shanghai seeking to drum up deals after meeting Xi JinpingView the full article

Ruling comes after Donald The President’s vow to ‘take back control’ of shipping lane and reassert US influence in regionView the full article

In relation to managing HR and payroll functions, choosing the right software can greatly influence your small business’s efficiency and compliance. The top five solutions—Paycor, ADP, Gusto, QuickBooks, and OnPay—each offer distinct advantages customized to various needs. From user-friendly interfaces to integrated accounting features, these platforms cater to different aspects of payroll management. Comprehending their strengths can help you make an informed decision for your business’s future. Let’s explore what each has to offer. Key Takeaways Paycor: Offers a comprehensive HR and payroll solution with high ratings, responsive support, and competitive pricing for small businesses. ADP: Known for reliable payroll services with automatic processing and compliance management, along with personalized HR support. Gusto: A user-friendly platform with automatic tax filing, integration with numerous applications, and exceptional customer service starting at $49/month. QuickBooks: Combines accounting with payroll processing, automating tax calculations, and offering robust support at a starting price of $50/month. OnPay: Provides an affordable flat rate for payroll services, automating processes with multi-state support and user-friendly features for easy tracking. Paycor: Best Overall for Small Businesses When you’re looking for the best HR and payroll software for small businesses, Paycor stands out due to its impressive rating of 4.8 stars, which reflects its robust core features. This HCM software offers crucial HR and payroll functionalities in both its Core and Complete packages, ensuring you receive value for your investment. Competitive pricing makes it accessible, whereas additional services like time and attendance and benefits administration can be purchased separately to tailor the solution to your needs. Paycor is likewise known for its responsive customer support, providing high-quality assistance for any inquiries or issues you might encounter. The software is designed to integrate seamlessly with other business tools, enhancing overall operational efficiency and user satisfaction. With Paycor, you can streamline your HR processes, making it an ideal choice for small businesses seeking an effective HR and payroll software solution. ADP: Trusted Payroll Provider ADP is widely recognized as a trusted provider of payroll and HR solutions, particularly with its RUN Driven by ADP platform, which is expressly designed for small businesses. This platform features automatic payroll processing and tax calculations, making it easier for you to handle your payroll tasks efficiently. Furthermore, ADP includes compliance management tools that help you navigate federal, state, and local regulations, ensuring you stay compliant with tax obligations. Moreover, the premium mobile app improves accessibility, allowing both employers and employees to manage payroll tasks on the go. The Payroll AutoPilot feature automates payroll processes, greatly reducing the likelihood of errors through AI-driven error detection. You’ll likewise benefit from personalized one-on-one support from HR professionals, who provide customized assistance for your unique payroll and HR needs. With ADP, you can streamline your payroll management while ensuring accuracy and compliance. Gusto: User-Friendly HR and Payroll Solution Gusto stands out as a user-friendly HR and payroll solution designed particularly for small businesses, making it a top choice for those seeking efficiency and reliability. Rated as the #1 software for small businesses in 2024, Gusto starts at $49 per month plus $6 per employee, focusing on saving time and reducing payroll errors. The platform offers features like automatic tax filing, unlimited payroll support, and an intuitive interface suitable for both novice and experienced payroll managers. With integration capabilities exceeding 100 applications, including popular accounting software like QuickBooks, Gusto improves functionality for small businesses. Users likewise enjoy dedicated onboarding support across all packages, ensuring a smooth start. Gusto is recognized for its outstanding customer service, providing assistance through phone, email, and web chat, which helps you address any inquiries quickly and efficiently. This thorough support makes Gusto a reliable option for managing HR and payroll needs effectively. QuickBooks: Integrated Accounting and Payroll For small businesses looking for an extensive solution, QuickBooks offers integrated accounting and payroll management features that streamline financial processes. The software automates payroll processing, tax calculations, and compliance support directly within the accounting platform, simplifying your financial tasks. With time tracking integrations, you can effectively manage employee hours and payroll calculations, which saves you time and reduces errors. QuickBooks Payroll starts at $50 per month, with an additional $6 per employee, making it an affordable choice for thorough financial management. You’ll appreciate the robust customer support options, including phone-based assistance during business hours and 24/7 chat support from payroll experts. Significantly, QuickBooks is designed for ease of use, making it suitable for both novice and experienced payroll managers. By choosing QuickBooks, you’re ensuring a seamless integration of accounting and payroll functions that can improve your business efficiency. OnPay: Affordable and Efficient Payroll Management Regarding payroll management, OnPay stands out as an affordable and efficient option for small businesses. With a flat rate of $36 per month, plus $4 for each employee, it offers a cost-effective solution without sacrificing quality. OnPay automates payroll processing, including multi-state payroll support and precise tax calculations, which helps you remain compliant and minimizes the risk of penalties. The platform features a user-friendly dashboard, enabling you to easily track payroll statuses and access electronic storage for employee documents. Moreover, OnPay provides dedicated onboarding support at no extra charge, assisting you with initial data entry and setup. This makes the shift to their system smooth and straightforward. In addition, OnPay integrates seamlessly with various accounting and time-tracking software, enhancing the overall efficiency of your payroll management. Frequently Asked Questions What Is the Best HR and Payroll Software? When choosing the best HR and payroll software, consider your business size and needs. Paycor is excellent for small businesses, whereas Gusto stands out for payroll ease. For larger operations, SAP SuccessFactors offers advanced features, including AI-assisted screening. OnPay simplifies payroll processes with its user-friendly interface, and ADP Run provides robust reporting for growing companies. Evaluate these options based on functionality, pricing, and support to find the best fit for your organization. Which Software Is Best for HR? When choosing the best HR software, consider your business size and specific needs. Paycor is an excellent option for small businesses, offering crucial HR features. For thorough tools, GoCo provides payroll and employee engagement capabilities. If you’re in a midsize or large business, SAP SuccessFactors’ AI-assisted features stand out. UKG and Zoho People likewise deliver solid HR functionalities. Evaluate your requirements to find the right software that meets your organization’s demands. What Is the Best Software for Payroll? When considering the best payroll software, you’ll find several strong options. Gusto offers robust features, including automatic tax filing, starting at $49 plus $6 per employee. OnPay is user-friendly and affordable, in addition beginning at $49. If you use QuickBooks, QuickBooks Payroll integrates seamlessly for $50 plus $6. For growing businesses, Paycor provides extensive features at $99, whereas Patriot Payroll is the most budget-friendly at $37 plus $5, ensuring crucial payroll processing. Who Is Adp’s Biggest Competitor? ADP’s biggest competitor is Gusto, known for its user-friendly interface and extensive features customized for small businesses. Gusto’s pricing starts at $49 per month, plus $6 per employee, making it an attractive option. Other notable competitors include Paycor, which has a strong rating and competitive pricing, and QuickBooks Payroll, favored for seamless integration with QuickBooks Online. Each of these alternatives offers distinct advantages that cater to different business needs. Conclusion In conclusion, choosing the right HR and payroll software can greatly affect your small business’s efficiency and compliance. Paycor offers excellent support, whereas ADP guarantees reliable payroll services. Gusto’s intuitive interface makes it a favorite, and QuickBooks improves payroll with integrated accounting features. Finally, OnPay provides a cost-effective solution with seamless integration. By evaluating these options, you can identify the best fit for your specific needs, ultimately streamlining your payroll processes and enhancing overall operations. Image via Google Gemini and ArtSmart This article, "Top 5 HR and Payroll Software Solutions" was first published on Small Business Trends View the full article

In relation to managing HR and payroll functions, choosing the right software can greatly influence your small business’s efficiency and compliance. The top five solutions—Paycor, ADP, Gusto, QuickBooks, and OnPay—each offer distinct advantages customized to various needs. From user-friendly interfaces to integrated accounting features, these platforms cater to different aspects of payroll management. Comprehending their strengths can help you make an informed decision for your business’s future. Let’s explore what each has to offer. Key Takeaways Paycor: Offers a comprehensive HR and payroll solution with high ratings, responsive support, and competitive pricing for small businesses. ADP: Known for reliable payroll services with automatic processing and compliance management, along with personalized HR support. Gusto: A user-friendly platform with automatic tax filing, integration with numerous applications, and exceptional customer service starting at $49/month. QuickBooks: Combines accounting with payroll processing, automating tax calculations, and offering robust support at a starting price of $50/month. OnPay: Provides an affordable flat rate for payroll services, automating processes with multi-state support and user-friendly features for easy tracking. Paycor: Best Overall for Small Businesses When you’re looking for the best HR and payroll software for small businesses, Paycor stands out due to its impressive rating of 4.8 stars, which reflects its robust core features. This HCM software offers crucial HR and payroll functionalities in both its Core and Complete packages, ensuring you receive value for your investment. Competitive pricing makes it accessible, whereas additional services like time and attendance and benefits administration can be purchased separately to tailor the solution to your needs. Paycor is likewise known for its responsive customer support, providing high-quality assistance for any inquiries or issues you might encounter. The software is designed to integrate seamlessly with other business tools, enhancing overall operational efficiency and user satisfaction. With Paycor, you can streamline your HR processes, making it an ideal choice for small businesses seeking an effective HR and payroll software solution. ADP: Trusted Payroll Provider ADP is widely recognized as a trusted provider of payroll and HR solutions, particularly with its RUN Driven by ADP platform, which is expressly designed for small businesses. This platform features automatic payroll processing and tax calculations, making it easier for you to handle your payroll tasks efficiently. Furthermore, ADP includes compliance management tools that help you navigate federal, state, and local regulations, ensuring you stay compliant with tax obligations. Moreover, the premium mobile app improves accessibility, allowing both employers and employees to manage payroll tasks on the go. The Payroll AutoPilot feature automates payroll processes, greatly reducing the likelihood of errors through AI-driven error detection. You’ll likewise benefit from personalized one-on-one support from HR professionals, who provide customized assistance for your unique payroll and HR needs. With ADP, you can streamline your payroll management while ensuring accuracy and compliance. Gusto: User-Friendly HR and Payroll Solution Gusto stands out as a user-friendly HR and payroll solution designed particularly for small businesses, making it a top choice for those seeking efficiency and reliability. Rated as the #1 software for small businesses in 2024, Gusto starts at $49 per month plus $6 per employee, focusing on saving time and reducing payroll errors. The platform offers features like automatic tax filing, unlimited payroll support, and an intuitive interface suitable for both novice and experienced payroll managers. With integration capabilities exceeding 100 applications, including popular accounting software like QuickBooks, Gusto improves functionality for small businesses. Users likewise enjoy dedicated onboarding support across all packages, ensuring a smooth start. Gusto is recognized for its outstanding customer service, providing assistance through phone, email, and web chat, which helps you address any inquiries quickly and efficiently. This thorough support makes Gusto a reliable option for managing HR and payroll needs effectively. QuickBooks: Integrated Accounting and Payroll For small businesses looking for an extensive solution, QuickBooks offers integrated accounting and payroll management features that streamline financial processes. The software automates payroll processing, tax calculations, and compliance support directly within the accounting platform, simplifying your financial tasks. With time tracking integrations, you can effectively manage employee hours and payroll calculations, which saves you time and reduces errors. QuickBooks Payroll starts at $50 per month, with an additional $6 per employee, making it an affordable choice for thorough financial management. You’ll appreciate the robust customer support options, including phone-based assistance during business hours and 24/7 chat support from payroll experts. Significantly, QuickBooks is designed for ease of use, making it suitable for both novice and experienced payroll managers. By choosing QuickBooks, you’re ensuring a seamless integration of accounting and payroll functions that can improve your business efficiency. OnPay: Affordable and Efficient Payroll Management Regarding payroll management, OnPay stands out as an affordable and efficient option for small businesses. With a flat rate of $36 per month, plus $4 for each employee, it offers a cost-effective solution without sacrificing quality. OnPay automates payroll processing, including multi-state payroll support and precise tax calculations, which helps you remain compliant and minimizes the risk of penalties. The platform features a user-friendly dashboard, enabling you to easily track payroll statuses and access electronic storage for employee documents. Moreover, OnPay provides dedicated onboarding support at no extra charge, assisting you with initial data entry and setup. This makes the shift to their system smooth and straightforward. In addition, OnPay integrates seamlessly with various accounting and time-tracking software, enhancing the overall efficiency of your payroll management. Frequently Asked Questions What Is the Best HR and Payroll Software? When choosing the best HR and payroll software, consider your business size and needs. Paycor is excellent for small businesses, whereas Gusto stands out for payroll ease. For larger operations, SAP SuccessFactors offers advanced features, including AI-assisted screening. OnPay simplifies payroll processes with its user-friendly interface, and ADP Run provides robust reporting for growing companies. Evaluate these options based on functionality, pricing, and support to find the best fit for your organization. Which Software Is Best for HR? When choosing the best HR software, consider your business size and specific needs. Paycor is an excellent option for small businesses, offering crucial HR features. For thorough tools, GoCo provides payroll and employee engagement capabilities. If you’re in a midsize or large business, SAP SuccessFactors’ AI-assisted features stand out. UKG and Zoho People likewise deliver solid HR functionalities. Evaluate your requirements to find the right software that meets your organization’s demands. What Is the Best Software for Payroll? When considering the best payroll software, you’ll find several strong options. Gusto offers robust features, including automatic tax filing, starting at $49 plus $6 per employee. OnPay is user-friendly and affordable, in addition beginning at $49. If you use QuickBooks, QuickBooks Payroll integrates seamlessly for $50 plus $6. For growing businesses, Paycor provides extensive features at $99, whereas Patriot Payroll is the most budget-friendly at $37 plus $5, ensuring crucial payroll processing. Who Is Adp’s Biggest Competitor? ADP’s biggest competitor is Gusto, known for its user-friendly interface and extensive features customized for small businesses. Gusto’s pricing starts at $49 per month, plus $6 per employee, making it an attractive option. Other notable competitors include Paycor, which has a strong rating and competitive pricing, and QuickBooks Payroll, favored for seamless integration with QuickBooks Online. Each of these alternatives offers distinct advantages that cater to different business needs. Conclusion In conclusion, choosing the right HR and payroll software can greatly affect your small business’s efficiency and compliance. Paycor offers excellent support, whereas ADP guarantees reliable payroll services. Gusto’s intuitive interface makes it a favorite, and QuickBooks improves payroll with integrated accounting features. Finally, OnPay provides a cost-effective solution with seamless integration. By evaluating these options, you can identify the best fit for your specific needs, ultimately streamlining your payroll processes and enhancing overall operations. Image via Google Gemini and ArtSmart This article, "Top 5 HR and Payroll Software Solutions" was first published on Small Business Trends View the full article

Competition that impacted margins and prepayments in excess of expectations were challenges during the period, but executives report first quarter improvement. View the full article

Key Takeaways Definition of Low Overhead Business: Focuses on minimizing operational costs to enhance profitability, primarily through remote work and strategic staffing solutions. Flexibility and Scalability: Low overhead models allow businesses to adapt quickly to market demands without the burden of high fixed costs, thus enabling agile operations. Cost Efficiency Strategies: Implementing cloud-based tools, utilizing a remote workforce, and minimizing physical resources contribute to significant reductions in overall costs. Types of Low Overhead Businesses: Popular options include online businesses (e.g., e-commerce, online tutoring) and service-based businesses (e.g., freelancing, virtual assistance) that require minimal investment. Challenges in Maintaining Quality: Balancing cost-efficiency with the need for high-quality service and customer satisfaction is crucial for sustaining a low overhead business model. Importance of Employee Management: Effective recruitment, training, and retention strategies are essential for fostering a motivated workforce, which ultimately supports long-term success in a competitive landscape. In today’s fast-paced economy, starting a business with low overhead can be a game-changer. This approach allows you to minimize expenses while maximizing profits, making it an attractive option for aspiring entrepreneurs. Whether you’re looking to launch a side hustle or a full-fledged venture, understanding the principles of low overhead can set you on the path to success. Imagine running a business where your costs are kept to a minimum, giving you the flexibility to adapt and grow. From leveraging technology to embracing remote work, there are countless strategies to reduce expenses without sacrificing quality. In this article, you’ll discover practical tips and insights to help you create a thriving low overhead business that stands out in a competitive market. Understanding Low Overhead Business Low overhead businesses focus on minimizing operational costs to enhance profitability. Such businesses often require fewer resources while leveraging technology and remote work to maintain quality and efficiency. Definition and Key Concepts A low overhead business operates with minimal fixed and variable costs. Essential concepts include: Remote Workforce: Utilizes part-time or full-time employees working from various locations, reducing expenses related to physical office spaces. Staffing Solutions: Employs strategic staffing that includes hiring temporary staff and leveraging staffing agencies to meet fluctuating demands. Employee Management: Focuses on efficient employee retention strategies, fostering a culture of engagement and satisfaction. Recruitment Process: Includes streamlined job postings, direct candidate screening, and clear job descriptions for attracting the right talent. Importance in Today’s Market In today’s competitive market, low overhead businesses adapt quickly to changing conditions. Key advantages include: Reduced Labor Costs: Flexible staffing options, such as using part-time employees or temporary staff, lower expenses while still meeting staffing requirements. Efficiency in Operations: Implementation of HR tools facilitates effective onboarding, training, and employee development, leading to enhanced employee performance without high costs. Attracting Talent: Competitive compensation and employee wellness initiatives improve employee motivation and promote a diverse talent pool. Low overhead businesses thrive by maintaining a sharp focus on cost efficiency while creating a positive, productive environment for employees. Advantages of Low Overhead Businesses Low overhead businesses offer many advantages, especially for small business owners. By minimizing costs, you create opportunities for higher profits and operational efficiency. Cost Efficiency A low overhead approach leads to significant cost efficiency. You reduce financial risk by investing less upfront, allowing for easier adjustments if things don’t go as planned. Lower operating expenses come from minimizing rent, utilities, insurance, and administrative costs. Consider strategies like sharing office space, negotiating better lease terms, and utilizing cloud-based software. These practices not only cut costs but also enhance profitability by allocating resources more effectively. Furthermore, you can optimize your hiring strategy by focusing on part-time employees or a remote workforce, reducing labor costs while maintaining productivity. Flexibility and Scalability Flexibility and scalability are vital in today’s fast-paced market. Low overhead models allow you to adjust your operations quickly based on market demands. Without the burden of high fixed costs, you can experiment with different staffing solutions. For instance, hiring temporary staff during peak seasons keeps your services agile. Additionally, your recruitment process can focus on attracting a diverse talent pool without overspending. Emphasizing employee retention and engagement fosters a positive workplace culture, ensuring you keep skilled workers satisfied and motivated. By streamlining HR policies and utilizing recruitment software, you enhance your organization’s overall performance while effectively managing your staffing requirements. Types of Low Overhead Businesses Understanding the types of low overhead businesses helps you find the right model that aligns with your skills and resources. Options include various online and service-based businesses that require minimal investment and upkeep. Online Businesses Online businesses represent a significant opportunity to minimize overhead costs. Examples include: Online Store: Launch an online store using ecommerce platforms like Shopify. Design your store with customizable themes, utilize secure payment gateways, and access detailed inventory and customer behavior reports. Get started with an investment as low as $1,000[4]. Online Tutoring: If you excel in a particular subject, you can offer online tutoring services. This business requires only a computer and internet connection. Set competitive rates to appeal to students and parents alike[4][5]. Affiliate Marketing: Partnering with businesses allows you to sell their products through your online platform. This approach has minimal upfront costs and can be managed entirely online, which makes it an attractive option for many[4][5]. Social Media Management: Provide social media marketing services to local businesses. You can assist them with content creation, developing posting schedules, and crafting engagement strategies. This service can help businesses grow their online presence with minimal investment[4]. Service-Based Businesses Service-based businesses often rely on personal skills and expertise, minimizing the need for physical resources. Consider the following: Freelancing: Offer your expertise in writing, design, or consulting on a freelance basis. You control your schedule and work location, which reduces your operational costs significantly. Home Cleaning Services: Start a home cleaning service with basic equipment, and market your skills through local platforms. Employee management becomes key as you may need to recruit temporary staff to manage workloads during busy seasons. Virtual Assistance: Provide administrative support to businesses remotely. Responsibilities can include handling emails, scheduling appointments, and managing customer inquiries. Training and onboarding processes can be streamlined to ensure effective workforce planning. Digital Marketing Consulting: Use your marketing knowledge to help businesses grow their online presence. This role can involve team building, employee development, and offering insights on job postings and recruitment strategies for your clients. Starting a low overhead business can significantly reduce financial risk while allowing you to adapt to market demands. Focusing on effective employee management and streamlined operational processes enhances your potential for success in a competitive landscape. Strategies for Starting a Low Overhead Business Starting a low overhead business involves strategic planning and execution. You can achieve profitability with minimal expenses by focusing on the right niche and utilizing modern technology. Identifying the Right Niche Leverage Your Skills: Focus on areas where you possess skills or expertise. For instance, if you excel in accounting or digital marketing, offer these services to individuals or businesses while keeping startup costs low. Market Demand: Identify niches with high demand and low competition. Virtual assistants, social media management, and online tutoring are examples of services in high demand that require minimal investment. Passion-Based Businesses: Consider businesses tied to your passions, such as yoga or baking. Offering virtual classes or downloadable resources can generate income without significant overhead. Utilizing Technology and Online Tools Adopt Cloud-Based Software: Implementing cloud-based solutions reduces costs associated with physical infrastructure. Tools for project management, customer relationship management, and accounting can streamline operations. Remote Workforce: Hiring remote workers minimizes labor costs. Utilize online platforms for recruiting, onboarding, and employee management, reducing the need for physical office space. Recruitment Software: Use recruitment software to enhance the hiring process. This can improve your talent acquisition strategy, streamline job postings, and facilitate candidate screening. Staff Management Tools: Employee scheduling and performance review tools can improve workforce planning and enhance employee engagement. These tools help track staff productivity and foster a positive workplace culture. HR Tools for Compliance: Stay compliant with labor laws and regulations using HR tools that assist in payroll, employee benefits, and training. This reduces the risk of costly violations and builds employee satisfaction. By employing these strategies, you can successfully navigate the landscape of low overhead businesses, ensuring a sustainable and profitable operation. Challenges Faced by Low Overhead Businesses Managing a low overhead business presents unique challenges that can affect your operation’s sustainability and success. These challenges, if not addressed properly, can hinder growth and profitability. Competition and Market Saturation Competition in today’s market is intense. Many low overhead businesses struggle against saturated markets where similar products or services abound. Standing out requires a solid recruitment strategy to attract skilled personnel who can deliver exceptional service. Employing targeted job postings can help you identify top talent, ensuring your business remains competitive. Stay informed about hiring trends and candidate preferences to position your business effectively in the job market. Maintaining Quality and Customer Satisfaction Maintaining product quality and customer satisfaction poses a significant challenge when keeping overhead costs low. Reducing administrative roles or cutting back on staff can impact service quality. Retaining a skilled remote workforce ensures consistency, but requires effective employee management and support during onboarding and training. Establish a culture focused on employee engagement and recognition to boost morale. Implementing structured performance reviews and providing opportunities for employee development can enhance employee motivation and satisfaction, leading to loyal customers who appreciate your commitment to quality. Balancing cost efficiency while investing in employee growth creates a foundation for long-term success. Conclusion Embracing a low overhead business model can be a game changer for your entrepreneurial journey. By focusing on minimizing costs and leveraging technology you can enhance profitability while maintaining flexibility. This approach not only reduces financial risk but also allows you to adapt quickly to market changes. As you explore opportunities in this space remember that strategic planning and effective employee management are key. Whether you choose an online venture or a service-based business the potential for success is within your reach. Prioritize quality and customer satisfaction to build a loyal clientele and ensure long-term growth. Frequently Asked Questions What are the advantages of starting a low overhead business? Low overhead businesses minimize operational costs, which enhances profitability. This model allows entrepreneurs to allocate resources more effectively, adapt quickly to market demands, and attract top talent with competitive compensation. Additionally, reduced financial risk is a significant advantage, making it suitable for both side hustles and full-fledged ventures. How can technology help in minimizing overhead costs? Technology helps by streamlining operations and enhancing efficiency. Cloud-based software and digital tools reduce administrative expenses and allow remote work, which lowers costs associated with office spaces. Utilizing technology also improves communication, staff management, and recruitment, contributing to a more cost-effective business model. What types of businesses typically have low overhead costs? Common examples of low overhead businesses include online stores, freelance services, and digital marketing agencies. Other options are online tutoring, affiliate marketing, and social media management, which often require minimal investments and upkeep, making them ideal for entrepreneurs seeking low startup costs. What strategies can I use to start a low overhead business? Start by identifying your niche based on personal skills and market demand. Utilize technology, engage a remote workforce, and streamline operations through cloud-based tools. Strategic planning is essential, and focusing on flexibility and scalability will help your business adapt to changing market conditions. What challenges do low overhead businesses face? Low overhead businesses can encounter intense competition and market saturation. Maintaining product and service quality is crucial, as reducing staff may impact customer satisfaction. To overcome these challenges, effective employee management and engagement are vital to building a loyal customer base and ensuring long-term success. Image Via Envato This article, "Start a Low Overhead Business: Strategies for Success and Growth" was first published on Small Business Trends View the full article

Key Takeaways Definition of Low Overhead Business: Focuses on minimizing operational costs to enhance profitability, primarily through remote work and strategic staffing solutions. Flexibility and Scalability: Low overhead models allow businesses to adapt quickly to market demands without the burden of high fixed costs, thus enabling agile operations. Cost Efficiency Strategies: Implementing cloud-based tools, utilizing a remote workforce, and minimizing physical resources contribute to significant reductions in overall costs. Types of Low Overhead Businesses: Popular options include online businesses (e.g., e-commerce, online tutoring) and service-based businesses (e.g., freelancing, virtual assistance) that require minimal investment. Challenges in Maintaining Quality: Balancing cost-efficiency with the need for high-quality service and customer satisfaction is crucial for sustaining a low overhead business model. Importance of Employee Management: Effective recruitment, training, and retention strategies are essential for fostering a motivated workforce, which ultimately supports long-term success in a competitive landscape. In today’s fast-paced economy, starting a business with low overhead can be a game-changer. This approach allows you to minimize expenses while maximizing profits, making it an attractive option for aspiring entrepreneurs. Whether you’re looking to launch a side hustle or a full-fledged venture, understanding the principles of low overhead can set you on the path to success. Imagine running a business where your costs are kept to a minimum, giving you the flexibility to adapt and grow. From leveraging technology to embracing remote work, there are countless strategies to reduce expenses without sacrificing quality. In this article, you’ll discover practical tips and insights to help you create a thriving low overhead business that stands out in a competitive market. Understanding Low Overhead Business Low overhead businesses focus on minimizing operational costs to enhance profitability. Such businesses often require fewer resources while leveraging technology and remote work to maintain quality and efficiency. Definition and Key Concepts A low overhead business operates with minimal fixed and variable costs. Essential concepts include: Remote Workforce: Utilizes part-time or full-time employees working from various locations, reducing expenses related to physical office spaces. Staffing Solutions: Employs strategic staffing that includes hiring temporary staff and leveraging staffing agencies to meet fluctuating demands. Employee Management: Focuses on efficient employee retention strategies, fostering a culture of engagement and satisfaction. Recruitment Process: Includes streamlined job postings, direct candidate screening, and clear job descriptions for attracting the right talent. Importance in Today’s Market In today’s competitive market, low overhead businesses adapt quickly to changing conditions. Key advantages include: Reduced Labor Costs: Flexible staffing options, such as using part-time employees or temporary staff, lower expenses while still meeting staffing requirements. Efficiency in Operations: Implementation of HR tools facilitates effective onboarding, training, and employee development, leading to enhanced employee performance without high costs. Attracting Talent: Competitive compensation and employee wellness initiatives improve employee motivation and promote a diverse talent pool. Low overhead businesses thrive by maintaining a sharp focus on cost efficiency while creating a positive, productive environment for employees. Advantages of Low Overhead Businesses Low overhead businesses offer many advantages, especially for small business owners. By minimizing costs, you create opportunities for higher profits and operational efficiency. Cost Efficiency A low overhead approach leads to significant cost efficiency. You reduce financial risk by investing less upfront, allowing for easier adjustments if things don’t go as planned. Lower operating expenses come from minimizing rent, utilities, insurance, and administrative costs. Consider strategies like sharing office space, negotiating better lease terms, and utilizing cloud-based software. These practices not only cut costs but also enhance profitability by allocating resources more effectively. Furthermore, you can optimize your hiring strategy by focusing on part-time employees or a remote workforce, reducing labor costs while maintaining productivity. Flexibility and Scalability Flexibility and scalability are vital in today’s fast-paced market. Low overhead models allow you to adjust your operations quickly based on market demands. Without the burden of high fixed costs, you can experiment with different staffing solutions. For instance, hiring temporary staff during peak seasons keeps your services agile. Additionally, your recruitment process can focus on attracting a diverse talent pool without overspending. Emphasizing employee retention and engagement fosters a positive workplace culture, ensuring you keep skilled workers satisfied and motivated. By streamlining HR policies and utilizing recruitment software, you enhance your organization’s overall performance while effectively managing your staffing requirements. Types of Low Overhead Businesses Understanding the types of low overhead businesses helps you find the right model that aligns with your skills and resources. Options include various online and service-based businesses that require minimal investment and upkeep. Online Businesses Online businesses represent a significant opportunity to minimize overhead costs. Examples include: Online Store: Launch an online store using ecommerce platforms like Shopify. Design your store with customizable themes, utilize secure payment gateways, and access detailed inventory and customer behavior reports. Get started with an investment as low as $1,000[4]. Online Tutoring: If you excel in a particular subject, you can offer online tutoring services. This business requires only a computer and internet connection. Set competitive rates to appeal to students and parents alike[4][5]. Affiliate Marketing: Partnering with businesses allows you to sell their products through your online platform. This approach has minimal upfront costs and can be managed entirely online, which makes it an attractive option for many[4][5]. Social Media Management: Provide social media marketing services to local businesses. You can assist them with content creation, developing posting schedules, and crafting engagement strategies. This service can help businesses grow their online presence with minimal investment[4]. Service-Based Businesses Service-based businesses often rely on personal skills and expertise, minimizing the need for physical resources. Consider the following: Freelancing: Offer your expertise in writing, design, or consulting on a freelance basis. You control your schedule and work location, which reduces your operational costs significantly. Home Cleaning Services: Start a home cleaning service with basic equipment, and market your skills through local platforms. Employee management becomes key as you may need to recruit temporary staff to manage workloads during busy seasons. Virtual Assistance: Provide administrative support to businesses remotely. Responsibilities can include handling emails, scheduling appointments, and managing customer inquiries. Training and onboarding processes can be streamlined to ensure effective workforce planning. Digital Marketing Consulting: Use your marketing knowledge to help businesses grow their online presence. This role can involve team building, employee development, and offering insights on job postings and recruitment strategies for your clients. Starting a low overhead business can significantly reduce financial risk while allowing you to adapt to market demands. Focusing on effective employee management and streamlined operational processes enhances your potential for success in a competitive landscape. Strategies for Starting a Low Overhead Business Starting a low overhead business involves strategic planning and execution. You can achieve profitability with minimal expenses by focusing on the right niche and utilizing modern technology. Identifying the Right Niche Leverage Your Skills: Focus on areas where you possess skills or expertise. For instance, if you excel in accounting or digital marketing, offer these services to individuals or businesses while keeping startup costs low. Market Demand: Identify niches with high demand and low competition. Virtual assistants, social media management, and online tutoring are examples of services in high demand that require minimal investment. Passion-Based Businesses: Consider businesses tied to your passions, such as yoga or baking. Offering virtual classes or downloadable resources can generate income without significant overhead. Utilizing Technology and Online Tools Adopt Cloud-Based Software: Implementing cloud-based solutions reduces costs associated with physical infrastructure. Tools for project management, customer relationship management, and accounting can streamline operations. Remote Workforce: Hiring remote workers minimizes labor costs. Utilize online platforms for recruiting, onboarding, and employee management, reducing the need for physical office space. Recruitment Software: Use recruitment software to enhance the hiring process. This can improve your talent acquisition strategy, streamline job postings, and facilitate candidate screening. Staff Management Tools: Employee scheduling and performance review tools can improve workforce planning and enhance employee engagement. These tools help track staff productivity and foster a positive workplace culture. HR Tools for Compliance: Stay compliant with labor laws and regulations using HR tools that assist in payroll, employee benefits, and training. This reduces the risk of costly violations and builds employee satisfaction. By employing these strategies, you can successfully navigate the landscape of low overhead businesses, ensuring a sustainable and profitable operation. Challenges Faced by Low Overhead Businesses Managing a low overhead business presents unique challenges that can affect your operation’s sustainability and success. These challenges, if not addressed properly, can hinder growth and profitability. Competition and Market Saturation Competition in today’s market is intense. Many low overhead businesses struggle against saturated markets where similar products or services abound. Standing out requires a solid recruitment strategy to attract skilled personnel who can deliver exceptional service. Employing targeted job postings can help you identify top talent, ensuring your business remains competitive. Stay informed about hiring trends and candidate preferences to position your business effectively in the job market. Maintaining Quality and Customer Satisfaction Maintaining product quality and customer satisfaction poses a significant challenge when keeping overhead costs low. Reducing administrative roles or cutting back on staff can impact service quality. Retaining a skilled remote workforce ensures consistency, but requires effective employee management and support during onboarding and training. Establish a culture focused on employee engagement and recognition to boost morale. Implementing structured performance reviews and providing opportunities for employee development can enhance employee motivation and satisfaction, leading to loyal customers who appreciate your commitment to quality. Balancing cost efficiency while investing in employee growth creates a foundation for long-term success. Conclusion Embracing a low overhead business model can be a game changer for your entrepreneurial journey. By focusing on minimizing costs and leveraging technology you can enhance profitability while maintaining flexibility. This approach not only reduces financial risk but also allows you to adapt quickly to market changes. As you explore opportunities in this space remember that strategic planning and effective employee management are key. Whether you choose an online venture or a service-based business the potential for success is within your reach. Prioritize quality and customer satisfaction to build a loyal clientele and ensure long-term growth. Frequently Asked Questions What are the advantages of starting a low overhead business? Low overhead businesses minimize operational costs, which enhances profitability. This model allows entrepreneurs to allocate resources more effectively, adapt quickly to market demands, and attract top talent with competitive compensation. Additionally, reduced financial risk is a significant advantage, making it suitable for both side hustles and full-fledged ventures. How can technology help in minimizing overhead costs? Technology helps by streamlining operations and enhancing efficiency. Cloud-based software and digital tools reduce administrative expenses and allow remote work, which lowers costs associated with office spaces. Utilizing technology also improves communication, staff management, and recruitment, contributing to a more cost-effective business model. What types of businesses typically have low overhead costs? Common examples of low overhead businesses include online stores, freelance services, and digital marketing agencies. Other options are online tutoring, affiliate marketing, and social media management, which often require minimal investments and upkeep, making them ideal for entrepreneurs seeking low startup costs. What strategies can I use to start a low overhead business? Start by identifying your niche based on personal skills and market demand. Utilize technology, engage a remote workforce, and streamline operations through cloud-based tools. Strategic planning is essential, and focusing on flexibility and scalability will help your business adapt to changing market conditions. What challenges do low overhead businesses face? Low overhead businesses can encounter intense competition and market saturation. Maintaining product and service quality is crucial, as reducing staff may impact customer satisfaction. To overcome these challenges, effective employee management and engagement are vital to building a loyal customer base and ensuring long-term success. Image Via Envato This article, "Start a Low Overhead Business: Strategies for Success and Growth" was first published on Small Business Trends View the full article

Former US central bank governor Kevin Warsh favoured as the likely pickView the full article

Democrats and Republicans have two more weeks to agree measures to end heavy-handed tactics by federal agentsView the full article

Lender ‘maniacally focused’ on rebuilding its investment bank in one of its home marketsView the full article

Two of Elon Musk’s best-known companies look likely to be headed for a megamerger ahead of a mooted IPO. SpaceX, the South African entrepreneur’s space exploration firm, and xAI, the AI company he established in 2023 to challenge OpenAI, are reportedly in discussions ahead of a merger and initial public offerings. Two business entities were established in Nevada on January 21, Reuters reported, that are potentially designed to facilitate the deal. Combined, the two businesses are worth more than $1 trillion. Tesla, Bloomberg reported, could be involved as well. The IPO could happen in mid-June. Why mid-June? Because that’s a point when Jupiter and Venus will be in conjunction with one another, passing close to each other in their respective orbits, the Financial Times separately reported. June also happens to be Musk’s birth month; he’ll be 55 years old on June 28. It’s suggested that the merged entity would be looking to raise up to $50 billion, nearly twice the amount of the largest IPO in history to date (Saudi Aramco’s 2019 IPO raised $29 billion), and would be doing so at a valuation of $1.5 trillion. None of the companies in question immediately responded to requests for comment. Such a merger is big news, in part because of Musk’s name and infamy, but also because it represents the pooling of two firms that appear at first not to be connected. But there are business synergies that make sense, says Caleb Henry, director of research at Quilty Space. “I view the merger as Musk’s way to vertically integrate AI services by providing xAI with satellite infrastructure for on-orbit compute,” he says. Musk has previously said—like a number of others in the tech world—that building data centers in space will be an important part of ensuring that we’re able to meet the compute demands of the current and ongoing AI revolution, in which Musk’s xAI is playing a large role through its Grok chatbot. Getting those data centers into space, if it ever happens, would need the rockets that SpaceX has become specialized in. Payload, a digital media company focused on the business and policy of space, estimates that SpaceX made $15 billion in revenue last year, around one-third of which was from launches. (The remainder was from its Starlink satellite internet service.) “The viability of orbital data centers remains a subject of debate, but Musk is a firm believer that they are the future,” Henry acknowledges. “With that conviction in mind, it makes sense for him to merge SpaceX and xAI.” Doing so would help Musk avoid the headache of having to arrange, pay for, and plan out capacity on Earth—something xAI is already in trouble for, after the Environmental Protection Agency recently ruled that the AI company’s Colossus data center generated more electricity than was legally permitted. “Rather than having xAI pay for data centers on the ground, SpaceX can host them in orbit on the Starlink satellite constellation. XAI could get cost savings by vertically integrating with orbital data centers, similar to how Starlink saves on launch costs by being part of SpaceX,” Henry says. Not everyone is as convinced of the business case, however. “It shows Elon Musk is good at raising money on whatever the theme is at the moment,” acknowledges Edward Niedermeyer, author of Ludicrous: The Unvarnished Story of Tesla Motors and an auto industry analyst. Niedermeyer believes that the mooted move is more about puffing up both Musk’s companies in the eyes of the public. “It’s a classic Elon Musk move in the sense that I was both totally shocked by it, and then almost immediately, not at all shocked,” he says. Niedermeyer believes the merger helps both companies support one another, and potentially access more cash from a public offering that will keep them both going. “We know very little about their actual economics, because they’re privately held companies,” he says. “But what we do know is not wildly encouraging,” pointing to the fact that both repeatedly raise cash from investors, suggesting they’re not able to fund their own growth. “It looks like Elon Musk has one window to do a big IPO, and he wants to make the most of that,” Niedermeyer says. Part of the problem is that xAI’s cash burn is likely to be significant because of the demand for AI products like Grok—an issue that Musk’s AI company isn’t alone in feeling, Niedermeyer admits. On the space exploration side, Niedermeyer says that the Falcon 9 and Starship initiatives are literal moonshot projects that take a lot of cash. That’s what makes it so surprising that SpaceX could go public: Musk has previously said in 2013 that SpaceX had to remain private in order to maintain its overall mission. “I see this as a way to keep things rolling along,” he adds. But it also runs the risk of alienating some of Musk’s most ardent fans, he warns. “I’ve already seen evidence in forums that the IPO plan has been really toxic to some of the most committed parts of his fanbase. I just see this as being sort of the last big cash-in, and I genuinely don’t know where he goes from here,” Niedermeyer says. View the full article

Team building is vital in construction, where collaboration and communication are key to project success. Engaging in specific activities can improve these skills among workers. For instance, building a Lego house promotes creativity and nonverbal communication, as lifting an object requires strategic planning. Furthermore, safety trivia games reinforce important protocols. Exploring joint community service and constructing a frostbite shelter can further strengthen team dynamics. Let’s examine these activities and their benefits in detail. Key Takeaways Build a Lego house to enhance nonverbal communication and foster creativity through silent collaboration among construction workers. Organize a lifting activity where teams use strategic planning to lift a heavy object, promoting teamwork and effective communication. Conduct a safety trivia game to improve knowledge of safety protocols while encouraging competition and active participation among team members. Engage in joint community service projects to boost morale and camaraderie through meaningful contributions to local initiatives and renovations. Challenge teams to construct a frostbite shelter with limited materials, emphasizing resourcefulness, strategic planning, and trust-building among team members. Building a Lego House Building a Lego house as a team-building activity can considerably improve your team’s nonverbal communication skills. This exercise requires participants to construct a structure in silence, with each member limited to a specific number of bricks. A designated leader demonstrates the model using body language, encouraging creativity and collaboration without verbal guidance. As you engage in this construction team building activity, you’ll enrich your ability to interpret cues and work together effectively. Suitable for adults, this activity promotes teamwork among construction workers, allowing everyone to contribute equally regardless of group size. Furthermore, building a Lego house encourages problem-solving and critical thinking as teams face design challenges within a set timeframe. Lifting an Object The “Lifting an Object” activity challenges teams of four to collaboratively lift a heavy object, such as a tire, using a rope and various construction materials. This task includes a limitation on rope length, compelling you to strategize creatively and efficiently solve the problem. You’ll need to communicate effectively with your teammates, coordinating your efforts to accomplish the lift successfully. As you engage in this exercise, you’ll improve your teamwork, problem-solving, and communication skills. The duration of the activity can vary depending on your team’s creativity and approach, nurturing a competitive yet collaborative atmosphere. By simulating real-life construction scenarios, this exercise deepens your comprehension of safety protocols and the importance of teamwork in the field. Safety Trivia Game Engaging in a Safety Trivia Game can greatly improve your team’s comprehension of essential safety protocols in the construction industry. This game is designed to test participants’ knowledge of safety regulations, making it both relevant and engaging for workers. You can accommodate large teams by dividing them into smaller groups, promoting competition and collaboration. Teams can record their answers on paper, phones, or whiteboards, offering flexibility in response tracking. Customizable trivia questions can range from Customizable Trivia company-specific safety policies to recent job site incidents, enhancing the learning experience. This approach guarantees that everyone isn’t just participating but also absorbing critical information. To further motivate your team, consider awarding prizes to those with the most correct answers. This friendly competition encourages active participation in safety practices, eventually helping to create a safer work environment for everyone involved. Implementing this activity can lead to a more informed and safety-conscious workforce. Joint Community Service Participating in joint community service activities can greatly improve the sense of teamwork and camaraderie among construction workers. Engaging in these initiatives not only helps the community but also improves team dynamics and boosts mental health. When workers volunteer together, they often feel a sense of fulfillment and purpose, which can lead to improved morale. Here are some effective community service activities you might consider: Organizing neighborhood clean-ups to promote environmental awareness. Participating in charity races that raise funds for local causes. Assisting local centers with renovations or maintenance projects. Hosting workshops to share construction skills with community members. Frostbite Shelter In regard to cultivating teamwork among construction workers, the Frostbite Shelter activity stands out as a practical and engaging exercise. This challenge requires teams to construct a protective shelter using limited materials within a set time frame, emphasizing resourcefulness and creativity. Participants must collaborate effectively to design a structure that offers maximum protection, simulating real-world survival scenarios often encountered in construction. The activity improves strategic planning and communication, as team members must delegate tasks to complete the Frostbite Shelter efficiently. Frostbite Shelter can be customized for various skill levels, making it inclusive for both seasoned workers and newcomers alike. This not just develops problem-solving skills but also strengthens team dynamics and trust, crucial for successful project execution. Skill Level Task Examples Outcome Beginner Basic structure building Comprehension of teamwork Intermediate Resource management Improved planning skills Advanced Complex designs Effective leadership skills Frequently Asked Questions What Are the 5 C’s of Team Building? The five C’s of team building are collaboration, communication, commitment, creativity, and cohesion. You cultivate collaboration by combining diverse skills to achieve shared goals. Clear communication reduces misunderstandings and aligns team members. Commitment amplifies accountability, boosting productivity. Encouraging creativity allows for innovative solutions to challenges. Finally, building cohesion strengthens relationships, improving morale and satisfaction. Together, these elements create a robust foundation for any effective team, driving success and achieving project objectives efficiently. What Are Some Fun Team Building Activities for Work? You can improve workplace dynamics through various fun team-building activities. Consider hosting trivia games to boost knowledge as you cultivate a competitive spirit. Engaging in building challenges encourages collaboration and creativity, as teams work under time constraints. Fun competitions like egg drops promote strategic thinking, and quick icebreakers, such as Two Truths and a Lie, strengthen interpersonal relationships. Outdoor activities, like sandcastle wars, provide a relaxed setting to bond and improve teamwork skills effectively. What Is an Example of Teamwork in Construction? In construction, teamwork often manifests in collaborative projects, where professionals from various trades, like electricians and plumbers, unite to achieve a common goal. For instance, when you work alongside a diverse team to complete a building, each member’s expertise contributes to the project’s success. This cooperation not merely improves efficiency but additionally nurtures innovative problem-solving, leading to timely project completion and improved safety outcomes, making teamwork essential in the construction industry. https://www.youtube.com/watch?v=KJ8DEJ6wbn8 What Are the 7 C’s of Team Building? The 7 C’s of team building are vital for a successful group dynamic. They include Collaboration, which focuses on team efforts to reach shared goals. Communication guarantees everyone’s on the same page, reducing confusion. Cohesion nurtures unity, enhancing trust among members. Creativity encourages innovative solutions to challenges. Finally, Commitment means dedicating time and effort to the team’s success, promoting accountability and responsibility. Together, these elements create a strong foundation for effective teamwork. Conclusion Incorporating team building activities for construction workers is crucial for enhancing collaboration and communication on job sites. Activities like building a Lego house or lifting an object promote strategic planning and creativity. Engaging in a safety trivia game reinforces knowledge of protocols, whereas joint community service nurtures a sense of shared purpose. Finally, constructing a frostbite shelter encourages resourcefulness and teamwork among diverse skill levels. These activities not only strengthen team dynamics but additionally contribute to project success in the construction industry. Image via Google Gemini This article, "5 Effective Team Building Activities for Construction Workers" was first published on Small Business Trends View the full article

Team building is vital in construction, where collaboration and communication are key to project success. Engaging in specific activities can improve these skills among workers. For instance, building a Lego house promotes creativity and nonverbal communication, as lifting an object requires strategic planning. Furthermore, safety trivia games reinforce important protocols. Exploring joint community service and constructing a frostbite shelter can further strengthen team dynamics. Let’s examine these activities and their benefits in detail. Key Takeaways Build a Lego house to enhance nonverbal communication and foster creativity through silent collaboration among construction workers. Organize a lifting activity where teams use strategic planning to lift a heavy object, promoting teamwork and effective communication. Conduct a safety trivia game to improve knowledge of safety protocols while encouraging competition and active participation among team members. Engage in joint community service projects to boost morale and camaraderie through meaningful contributions to local initiatives and renovations. Challenge teams to construct a frostbite shelter with limited materials, emphasizing resourcefulness, strategic planning, and trust-building among team members. Building a Lego House Building a Lego house as a team-building activity can considerably improve your team’s nonverbal communication skills. This exercise requires participants to construct a structure in silence, with each member limited to a specific number of bricks. A designated leader demonstrates the model using body language, encouraging creativity and collaboration without verbal guidance. As you engage in this construction team building activity, you’ll enrich your ability to interpret cues and work together effectively. Suitable for adults, this activity promotes teamwork among construction workers, allowing everyone to contribute equally regardless of group size. Furthermore, building a Lego house encourages problem-solving and critical thinking as teams face design challenges within a set timeframe. Lifting an Object The “Lifting an Object” activity challenges teams of four to collaboratively lift a heavy object, such as a tire, using a rope and various construction materials. This task includes a limitation on rope length, compelling you to strategize creatively and efficiently solve the problem. You’ll need to communicate effectively with your teammates, coordinating your efforts to accomplish the lift successfully. As you engage in this exercise, you’ll improve your teamwork, problem-solving, and communication skills. The duration of the activity can vary depending on your team’s creativity and approach, nurturing a competitive yet collaborative atmosphere. By simulating real-life construction scenarios, this exercise deepens your comprehension of safety protocols and the importance of teamwork in the field. Safety Trivia Game Engaging in a Safety Trivia Game can greatly improve your team’s comprehension of essential safety protocols in the construction industry. This game is designed to test participants’ knowledge of safety regulations, making it both relevant and engaging for workers. You can accommodate large teams by dividing them into smaller groups, promoting competition and collaboration. Teams can record their answers on paper, phones, or whiteboards, offering flexibility in response tracking. Customizable trivia questions can range from Customizable Trivia company-specific safety policies to recent job site incidents, enhancing the learning experience. This approach guarantees that everyone isn’t just participating but also absorbing critical information. To further motivate your team, consider awarding prizes to those with the most correct answers. This friendly competition encourages active participation in safety practices, eventually helping to create a safer work environment for everyone involved. Implementing this activity can lead to a more informed and safety-conscious workforce. Joint Community Service Participating in joint community service activities can greatly improve the sense of teamwork and camaraderie among construction workers. Engaging in these initiatives not only helps the community but also improves team dynamics and boosts mental health. When workers volunteer together, they often feel a sense of fulfillment and purpose, which can lead to improved morale. Here are some effective community service activities you might consider: Organizing neighborhood clean-ups to promote environmental awareness. Participating in charity races that raise funds for local causes. Assisting local centers with renovations or maintenance projects. Hosting workshops to share construction skills with community members. Frostbite Shelter In regard to cultivating teamwork among construction workers, the Frostbite Shelter activity stands out as a practical and engaging exercise. This challenge requires teams to construct a protective shelter using limited materials within a set time frame, emphasizing resourcefulness and creativity. Participants must collaborate effectively to design a structure that offers maximum protection, simulating real-world survival scenarios often encountered in construction. The activity improves strategic planning and communication, as team members must delegate tasks to complete the Frostbite Shelter efficiently. Frostbite Shelter can be customized for various skill levels, making it inclusive for both seasoned workers and newcomers alike. This not just develops problem-solving skills but also strengthens team dynamics and trust, crucial for successful project execution. Skill Level Task Examples Outcome Beginner Basic structure building Comprehension of teamwork Intermediate Resource management Improved planning skills Advanced Complex designs Effective leadership skills Frequently Asked Questions What Are the 5 C’s of Team Building? The five C’s of team building are collaboration, communication, commitment, creativity, and cohesion. You cultivate collaboration by combining diverse skills to achieve shared goals. Clear communication reduces misunderstandings and aligns team members. Commitment amplifies accountability, boosting productivity. Encouraging creativity allows for innovative solutions to challenges. Finally, building cohesion strengthens relationships, improving morale and satisfaction. Together, these elements create a robust foundation for any effective team, driving success and achieving project objectives efficiently. What Are Some Fun Team Building Activities for Work? You can improve workplace dynamics through various fun team-building activities. Consider hosting trivia games to boost knowledge as you cultivate a competitive spirit. Engaging in building challenges encourages collaboration and creativity, as teams work under time constraints. Fun competitions like egg drops promote strategic thinking, and quick icebreakers, such as Two Truths and a Lie, strengthen interpersonal relationships. Outdoor activities, like sandcastle wars, provide a relaxed setting to bond and improve teamwork skills effectively. What Is an Example of Teamwork in Construction? In construction, teamwork often manifests in collaborative projects, where professionals from various trades, like electricians and plumbers, unite to achieve a common goal. For instance, when you work alongside a diverse team to complete a building, each member’s expertise contributes to the project’s success. This cooperation not merely improves efficiency but additionally nurtures innovative problem-solving, leading to timely project completion and improved safety outcomes, making teamwork essential in the construction industry. https://www.youtube.com/watch?v=KJ8DEJ6wbn8 What Are the 7 C’s of Team Building? The 7 C’s of team building are vital for a successful group dynamic. They include Collaboration, which focuses on team efforts to reach shared goals. Communication guarantees everyone’s on the same page, reducing confusion. Cohesion nurtures unity, enhancing trust among members. Creativity encourages innovative solutions to challenges. Finally, Commitment means dedicating time and effort to the team’s success, promoting accountability and responsibility. Together, these elements create a strong foundation for effective teamwork. Conclusion Incorporating team building activities for construction workers is crucial for enhancing collaboration and communication on job sites. Activities like building a Lego house or lifting an object promote strategic planning and creativity. Engaging in a safety trivia game reinforces knowledge of protocols, whereas joint community service nurtures a sense of shared purpose. Finally, constructing a frostbite shelter encourages resourcefulness and teamwork among diverse skill levels. These activities not only strengthen team dynamics but additionally contribute to project success in the construction industry. Image via Google Gemini This article, "5 Effective Team Building Activities for Construction Workers" was first published on Small Business Trends View the full article

IDEAS shared have the power to expand perspectives, change thinking, and move lives. Here are two ideas for the curious mind to engage with: I. Heidi Grant on feedback: “What happens when people lack a feeling of effectiveness? In the short term, it wipes out motivation. Research shows that when people are unable get any kind of feedback about how well they are doing on a task, they quickly become disengaged from it.” Source: Reinforcements: How to Get People to Help You II. Simon Sinek on trust: “Leading is not the same as being the leader. Being the leader means you hold the highest rank, either by earning it, good fortune or navigating internal politics. Leading, however, means that others willingly follow you—not because they have to, not because they are paid to, but because they want to.” Source: Start With Why: How Great Leaders Inspire Everyone to Take Action * * * Look for these ideas every Thursday on the Leading Blog. Find more ideas on the LeadingThoughts index. * * * Follow us on Instagram and X for additional leadership and personal development ideas. View the full article

Science fiction and science leaders alike have warned us that artificial intelligence may one day take over the world, but until those predictions come to pass, generative AI's biggest impact on my life has been overloading my social media feeds with slop. It seems I can't open TikTok, Instagram, or YouTube without running smack into bizarre and troubling AI concoctions featuring babies in danger and cats having affairs. It really is the wild west (or maybe Westworld) out there. I think few among us really believe these videos are any good, and it's pretty obvious they aren't good for us, or for the world. Short-form video is already numbing enough, but this AI content is generally completely devoid of any meaning or substance. And yet, it's everywhere. I haven't spent too much time on YouTube Shorts recently, but in my limited experience, the feed has been chock full of AI, especially if I'm logged out of my personal account. Still, if you're a dedicated YouTube Shorts user (or a frequent YouTube user in general) you might have noticed something odd in recent days: There don't seem to be quite as many AI videos on the platform right now. There are still a lot, don't get me wrong, but it turns out YouTube has recently taken action to remove some of its AI content—the sloppiest of the slop. YouTube's war on AI slopAndroid Police spotted the development on Wednesday, basing its findings on a November report from Kapwing, a company that develops an online video editor. Kapwing investigated AI slop across YouTube's vast content library, noting the top 100 most-subscribed YouTube channels that publish this sort of AI content. In the two months since that report, Android Police noticed that 16 of those 100 channels are no longer with us. That includes the most popular AI channel on YouTube, at least according to Kapwing. "CuentosFacianantes" had 5.95 million subscribers at the time of their initial report, and produced AI-generated shorts inspired by Dragon Ball. The channel had amassed roughly 1.28 billion views by the end of last year; despite launching in 2020, it had curated its library to begin Jan. 8, 2025, so those numbers were racked up pretty recently. The number two channel, "Imperio de Jesus" with 5.87 million subscribers, and the number seven channel "Super Cat League," with 4.21 million subscribers, were also shut down. According to Android Police, the 16 channels in question had a total of 35 million subscribers and over 4.7 billion views across their collective videos. Some of these channels are completely gone, while others simply have had their videos removed. Why is YouTube removing AI slop?YouTube CEO Neal Mohan published a post on Jan. 21 of this year describing the company's vision for 2026. Towards the end of that letter, he acknowledges AI content, predicting that, "AI will be a boon to the creatives who are ready to lean in," and comparing it to tools like Photoshop and CGI, adding "AI will remain a tool for expression, not a replacement." However, Mohan was also critical of the technology, noting that it's becoming more difficult to tell real videos from AI. He notes that YouTube is now removing "any harmful synthetic media that violates our Community Guidelines," and is giving creators tools to help identify and block deepfakes. More interestingly, the letter includes a section labeled "Managing AI slop," which is the first time I've seen a company like YouTube use that expression. Mohan says that YouTube's goal is to be a place where free expression thrives, but also a place "where people feel good spending their time." To that point, he says, "To reduce the spread of low quality AI content, we’re actively building on our established systems that have been very successful in combatting spam and clickbait, and reducing the spread of low quality, repetitive content." Mohan doesn't call out any accounts by name, nor does he acknowledge the accounts and content the company has already deleted, but it's a clear line in the sand: YouTube is not against AI-generated content, but it will remove low-quality AI content it feels is, well, slop. That's good news for anyone who uses YouTube (so, pretty much everyone), even if it's far from a cure for the growing problem. I've reached out to YouTube for comment on this story, and will update this piece if I hear back. View the full article