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Key Takeaways Protect Your Content: The YouTube Copyright Match Tool is essential for safeguarding your original videos from unauthorized reuploads and ensures brand integrity. Automated Detection: Utilizing advanced Content ID matching technology, the tool automatically identifies near-exact matches of your uploads, helping you maintain control over your content. User-Friendly Interface: Access the tool easily through YouTube Studio’s dashboard, allowing you to manage matches and take action efficiently. Focus on Monetization: By preventing misuse of your content, the Copyright Match Tool helps secure your revenue streams, enhancing your overall earning potential. Be Aware of Limitations: The tool can produce false positives and may overlook some unauthorized uses, emphasizing the importance of proactive monitoring of your content. Geographic Restrictions Apply: Currently, only YouTube Partner Program members can access the tool, limiting its availability for some small businesses. Navigating the world of YouTube can be thrilling, but it also comes with its fair share of challenges, especially when it comes to copyright issues. You might find yourself wondering how to protect your original content or how to handle someone else using your work without permission. Enter the YouTube Copyright Match Tool—a powerful feature designed to help creators like you safeguard your videos and maintain your brand’s integrity. This tool scans the platform for potential copyright infringements, allowing you to take action against unauthorized use of your content. Whether you’re a seasoned creator or just starting, understanding how the Copyright Match Tool works can save you time and frustration. Let’s dive into its features and see how it can benefit your channel and creative journey. Overview of YouTube Copyright Match Tool The YouTube Copyright Match Tool helps ensure that your original video content remains protected on this platform. By identifying unauthorized use, it plays a crucial role in maintaining your brand integrity and supports your social media strategy. Purpose of the Tool The tool’s primary purpose is to safeguard your video content from unauthorized reuploads or use. As a small business owner, protecting your unique video content enhances your brand awareness and promotes brand consistency across social media platforms. Using this tool can prevent potential revenue loss from infringement and save time that you would otherwise spend managing copyright issues. How It Works The YouTube Copyright Match Tool operates by scanning newly uploaded content against your existing videos. When it detects a match, it prompts you with options, allowing you to take actions such as requesting takedowns or tracking the usage. This proactive approach ensures that you have control over your video content, fostering an environment where your narratives and storytelling can flourish without fear of theft. Integrating this tool into your content creation process can be crucial for small businesses aiming to maximize their online presence and protect their social media growth efforts. Key Features of the YouTube Copyright Match Tool The YouTube Copyright Match Tool provides crucial features to help you protect your video content effectively. Understanding these features can enhance your brand awareness and integrity on social media platforms. Automated Content Detection The YouTube Copyright Match Tool uses advanced Content ID matching technology to identify videos that are exact or near-exact matches of your original uploads. This automated detection scans for full reuploads of your videos across YouTube channels. If another creator modifies your audio with dubbing but keeps significant content, the tool still detects the match, offering you peace of mind regarding your intellectual property. While it does not highlight videos using only a portion of your work, its functionality allows you to stay vigilant against unauthorized reuploads, protecting your brand’s voice and ensuring your content creation remains consistent. User-Friendly Dashboard Accessing the Copyright Match Tool is straightforward through YouTube Studio. Once you sign in, navigate to the left menu and select the Copyright tab, where you can encounter the Matches section. This user-friendly dashboard enables you to review matching videos while filtering them by total views or subscribers of the channels. You can take actions such as: ARCHIVE: This option removes matches from your view without affecting the original matching video. Utilizing this dashboard helps you manage your content efficiently, allowing you to focus on social media campaigns and community management, fostering engagement with your audience while protecting your video assets. Benefits for Content Creators The YouTube Copyright Match Tool provides essential benefits for content creators, particularly for small businesses maximizing their online presence. Protecting Original Work Protecting your original work is vital for maintaining brand consistency. The Copyright Match Tool automatically identifies videos that closely resemble your content, which helps you address unauthorized reuploads quickly. You get notifications when matches occur, allowing you to take specific actions, such as requesting removals or contacting the video uploader. This proactive approach not only safeguards your intellectual property but also solidifies your brand voice across various platforms, including Facebook, Instagram, and TikTok. Earning Potential and Monetization The tool plays a critical role in enhancing your earning potential and monetization strategies. By preventing unauthorized usage of your content, you can ensure that your videos remain exclusive, driving organic growth and maximizing your social media ROI. Maintaining control over your video assets also enhances your social media campaigns, allowing for better customer interaction and engagement rate across platforms like LinkedIn and Twitter. This tool streamlines your content creation efforts, giving you more time to focus on strategic initiatives that boost brand awareness while protecting your revenue streams. Limitations of the YouTube Copyright Match Tool The YouTube Copyright Match Tool offers valuable assistance but comes with notable limitations that small businesses should understand for effective content strategies. False Positives and Negatives The tool may produce false positives, flagging videos that don’t actually violate copyrights. It’s crucial for you to review flagged videos carefully. Conversely, it might overlook unauthorized uses, allowing modified content to go undetected. This oversight enables infringers to bypass the tool by making slight adjustments to original video content. As a small business, prioritizing proactive monitoring of your video content remains vital to maintain brand voice and consistency. Geographic Restrictions Access to the Copyright Match Tool isn’t available globally. Currently, only participants of the YouTube Partner Program can utilize it effectively, which restricts many small businesses from leveraging this protective feature. The YouTube team aims to expand access for any user who has submitted a valid copyright takedown request, but until then, you must rely on other social media tools to safeguard your content across multiple platforms. Maintaining a comprehensive social media strategy, including monitoring on platforms like Facebook, Instagram, and TikTok, enhances your brand’s protection against unauthorized usage and supports your overall social media growth. Conclusion Utilizing the YouTube Copyright Match Tool is essential for protecting your original content and maintaining a strong brand presence. By actively monitoring your videos for unauthorized use you can focus on creating engaging content without the constant worry of copyright infringement. While the tool offers significant benefits like automated detection and efficient management options it’s important to remain vigilant. Understanding its limitations ensures you’re prepared to take proactive measures across all platforms. Implementing a comprehensive strategy that includes monitoring on other social media will further safeguard your creative efforts. Embracing these practices not only protects your work but also enhances your growth potential in the ever-evolving digital landscape. Frequently Asked Questions What is the YouTube Copyright Match Tool? The YouTube Copyright Match Tool is a feature designed to help creators protect their original content by scanning for unauthorized reuploads. It uses advanced technology to identify potential copyright violations, allowing creators to take action against video theft effectively. How does the Copyright Match Tool work? The tool scans newly uploaded videos and compares them against existing content on YouTube. If it finds matches, creators are notified and can take actions like requesting takedowns to protect their work. This helps maintain their brand integrity. Who can access the YouTube Copyright Match Tool? Access to the YouTube Copyright Match Tool is currently limited to participants of the YouTube Partner Program. Therefore, many small businesses may not have access, necessitating additional strategies to monitor their content across social media platforms. What are the main benefits of using the Copyright Match Tool? The main benefits include protecting original content, enhancing brand consistency, and improving monetization strategies. By identifying unauthorized usage, creators can focus on organic growth and audience engagement, ensuring their work remains exclusive. What are the limitations of the copyright match tool? The tool may produce false positives, flagging non-violating videos, and may miss some unauthorized modifications. Additionally, access restrictions limit its usage, meaning businesses must employ alternative strategies to monitor their content effectively. Image Via Envato This article, "Mastering the YouTube Copyright Match Tool: Safeguard Your Content Effectively" was first published on Small Business Trends View the full article

Key Takeaways Protect Your Content: The YouTube Copyright Match Tool is essential for safeguarding your original videos from unauthorized reuploads and ensures brand integrity. Automated Detection: Utilizing advanced Content ID matching technology, the tool automatically identifies near-exact matches of your uploads, helping you maintain control over your content. User-Friendly Interface: Access the tool easily through YouTube Studio’s dashboard, allowing you to manage matches and take action efficiently. Focus on Monetization: By preventing misuse of your content, the Copyright Match Tool helps secure your revenue streams, enhancing your overall earning potential. Be Aware of Limitations: The tool can produce false positives and may overlook some unauthorized uses, emphasizing the importance of proactive monitoring of your content. Geographic Restrictions Apply: Currently, only YouTube Partner Program members can access the tool, limiting its availability for some small businesses. Navigating the world of YouTube can be thrilling, but it also comes with its fair share of challenges, especially when it comes to copyright issues. You might find yourself wondering how to protect your original content or how to handle someone else using your work without permission. Enter the YouTube Copyright Match Tool—a powerful feature designed to help creators like you safeguard your videos and maintain your brand’s integrity. This tool scans the platform for potential copyright infringements, allowing you to take action against unauthorized use of your content. Whether you’re a seasoned creator or just starting, understanding how the Copyright Match Tool works can save you time and frustration. Let’s dive into its features and see how it can benefit your channel and creative journey. Overview of YouTube Copyright Match Tool The YouTube Copyright Match Tool helps ensure that your original video content remains protected on this platform. By identifying unauthorized use, it plays a crucial role in maintaining your brand integrity and supports your social media strategy. Purpose of the Tool The tool’s primary purpose is to safeguard your video content from unauthorized reuploads or use. As a small business owner, protecting your unique video content enhances your brand awareness and promotes brand consistency across social media platforms. Using this tool can prevent potential revenue loss from infringement and save time that you would otherwise spend managing copyright issues. How It Works The YouTube Copyright Match Tool operates by scanning newly uploaded content against your existing videos. When it detects a match, it prompts you with options, allowing you to take actions such as requesting takedowns or tracking the usage. This proactive approach ensures that you have control over your video content, fostering an environment where your narratives and storytelling can flourish without fear of theft. Integrating this tool into your content creation process can be crucial for small businesses aiming to maximize their online presence and protect their social media growth efforts. Key Features of the YouTube Copyright Match Tool The YouTube Copyright Match Tool provides crucial features to help you protect your video content effectively. Understanding these features can enhance your brand awareness and integrity on social media platforms. Automated Content Detection The YouTube Copyright Match Tool uses advanced Content ID matching technology to identify videos that are exact or near-exact matches of your original uploads. This automated detection scans for full reuploads of your videos across YouTube channels. If another creator modifies your audio with dubbing but keeps significant content, the tool still detects the match, offering you peace of mind regarding your intellectual property. While it does not highlight videos using only a portion of your work, its functionality allows you to stay vigilant against unauthorized reuploads, protecting your brand’s voice and ensuring your content creation remains consistent. User-Friendly Dashboard Accessing the Copyright Match Tool is straightforward through YouTube Studio. Once you sign in, navigate to the left menu and select the Copyright tab, where you can encounter the Matches section. This user-friendly dashboard enables you to review matching videos while filtering them by total views or subscribers of the channels. You can take actions such as: ARCHIVE: This option removes matches from your view without affecting the original matching video. Utilizing this dashboard helps you manage your content efficiently, allowing you to focus on social media campaigns and community management, fostering engagement with your audience while protecting your video assets. Benefits for Content Creators The YouTube Copyright Match Tool provides essential benefits for content creators, particularly for small businesses maximizing their online presence. Protecting Original Work Protecting your original work is vital for maintaining brand consistency. The Copyright Match Tool automatically identifies videos that closely resemble your content, which helps you address unauthorized reuploads quickly. You get notifications when matches occur, allowing you to take specific actions, such as requesting removals or contacting the video uploader. This proactive approach not only safeguards your intellectual property but also solidifies your brand voice across various platforms, including Facebook, Instagram, and TikTok. Earning Potential and Monetization The tool plays a critical role in enhancing your earning potential and monetization strategies. By preventing unauthorized usage of your content, you can ensure that your videos remain exclusive, driving organic growth and maximizing your social media ROI. Maintaining control over your video assets also enhances your social media campaigns, allowing for better customer interaction and engagement rate across platforms like LinkedIn and Twitter. This tool streamlines your content creation efforts, giving you more time to focus on strategic initiatives that boost brand awareness while protecting your revenue streams. Limitations of the YouTube Copyright Match Tool The YouTube Copyright Match Tool offers valuable assistance but comes with notable limitations that small businesses should understand for effective content strategies. False Positives and Negatives The tool may produce false positives, flagging videos that don’t actually violate copyrights. It’s crucial for you to review flagged videos carefully. Conversely, it might overlook unauthorized uses, allowing modified content to go undetected. This oversight enables infringers to bypass the tool by making slight adjustments to original video content. As a small business, prioritizing proactive monitoring of your video content remains vital to maintain brand voice and consistency. Geographic Restrictions Access to the Copyright Match Tool isn’t available globally. Currently, only participants of the YouTube Partner Program can utilize it effectively, which restricts many small businesses from leveraging this protective feature. The YouTube team aims to expand access for any user who has submitted a valid copyright takedown request, but until then, you must rely on other social media tools to safeguard your content across multiple platforms. Maintaining a comprehensive social media strategy, including monitoring on platforms like Facebook, Instagram, and TikTok, enhances your brand’s protection against unauthorized usage and supports your overall social media growth. Conclusion Utilizing the YouTube Copyright Match Tool is essential for protecting your original content and maintaining a strong brand presence. By actively monitoring your videos for unauthorized use you can focus on creating engaging content without the constant worry of copyright infringement. While the tool offers significant benefits like automated detection and efficient management options it’s important to remain vigilant. Understanding its limitations ensures you’re prepared to take proactive measures across all platforms. Implementing a comprehensive strategy that includes monitoring on other social media will further safeguard your creative efforts. Embracing these practices not only protects your work but also enhances your growth potential in the ever-evolving digital landscape. Frequently Asked Questions What is the YouTube Copyright Match Tool? The YouTube Copyright Match Tool is a feature designed to help creators protect their original content by scanning for unauthorized reuploads. It uses advanced technology to identify potential copyright violations, allowing creators to take action against video theft effectively. How does the Copyright Match Tool work? The tool scans newly uploaded videos and compares them against existing content on YouTube. If it finds matches, creators are notified and can take actions like requesting takedowns to protect their work. This helps maintain their brand integrity. Who can access the YouTube Copyright Match Tool? Access to the YouTube Copyright Match Tool is currently limited to participants of the YouTube Partner Program. Therefore, many small businesses may not have access, necessitating additional strategies to monitor their content across social media platforms. What are the main benefits of using the Copyright Match Tool? The main benefits include protecting original content, enhancing brand consistency, and improving monetization strategies. By identifying unauthorized usage, creators can focus on organic growth and audience engagement, ensuring their work remains exclusive. What are the limitations of the copyright match tool? The tool may produce false positives, flagging non-violating videos, and may miss some unauthorized modifications. Additionally, access restrictions limit its usage, meaning businesses must employ alternative strategies to monitor their content effectively. Image Via Envato This article, "Mastering the YouTube Copyright Match Tool: Safeguard Your Content Effectively" was first published on Small Business Trends View the full article

On the morning of March 20, Mathew Roberts was working at a chemical plant on the outskirts of Baton Rouge, Louisiana, when he was involved in an accident with a forklift. Unresponsive and in critical condition, the father of two and Iraq War veteran known for his big laugh and warm smile was taken from the Nutrien nitrogen plant to a local hospital, where he died of his injuries. The U.S. Occupational Safety and Health Administration is investigating the incident, along with local law enforcement, but Roberts’s family members said they are still waiting for answers. The workplace death is not unusual in Louisiana, which has been ranked the sixth-most-dangerous state for workers in the U.S., according to a study that used data from the Bureau of Labor Statistics. More than 200 chemical plants and refineries sit along an 85-mile stretch of the Mississippi River from Baton Rouge to New Orleans, which has been dubbed “Cancer Alley” because of the high rates of cancer linked to petrochemicals. In recent years, there have been multiple chemical plant exposures or explosions in the state. In December, a possible explosion occurred at a Westlake Corp. chemical plant not far from the Nutrien plant. In October, four workers were sent to the hospital after being exposed to ammonia at a Formosa Plastics plant. In September, a hydrogen gas explosion at the nearby Chevron Renewable Energy Group plant injured two people. Several weeks before Roberts’s accident, Elon Musk’s Department of Government Efficiency announced that it will close 11 OSHA field offices, including the one in Baton Rouge that is investigating Roberts’s death. It is the agency’s only office in Louisiana, and its potential closure is raising concerns among workplace safety experts. The closures remain “under review,” per the U.S. Department of Labor, which oversees OSHA. A Department of Labor spokesperson told Capital & Main, “Occupational Safety and Health Administration inspectors continue to conduct legally required inspections and remain focused on OSHA’s core mission to prevent injury, illness, and death in the workplace and promote safe and healthy workplaces for U.S. workers.” A spokesperson for DOGE did not respond to Capital & Main’s request for comment. Former OSHA Director David Michaels said by closing the office, “those enormous oil and petrochemical facilities with significant safety and health hazards will be inspected even less frequently than they are now.” By closing the office, the government will save $109,346, according to DOGE. OSHA staffers in the office will have to choose between leaving OSHA entirely or relocating to another region hundreds of miles away, Michaels said. Staffers at the Baton Rouge office said they’re not aware of any layoffs, though rumors have been swirling since the DOGE announcement in mid-March. “We’re still here, but I don’t know for how long,” said one staffer who asked not to be identified out of fear it would put their job in jeopardy. In addition to the Baton Rouge office, which conducted 386 workplace inspections over the last year and assessed more than $750,000 in penalties for serious violations, DOGE is also planning to close field offices in Houston and in Mobile, Alabama. “These closures will result in more injuries, illnesses, and deaths,” Michaels said. Musk’s efficiency mandate will end up affecting workers, said Bernard Fontaine Jr., a former OSHA compliance officer. “What they’re trying to do is consolidate offices and reduce costs,” Fontaine said. “But the impact of the services being provided is going to be dramatically reduced so that when people call and file a complaint, it may not be addressed for a very long period of time. By then, someone could be very sick.” This piece was originally published by Capital & Main, which reports from California on economic, political, and social issues. View the full article

Exhaustion. Mental fatigue. Difficulty concentrating. Irritability. Dreading your next calendar appointment. Nobody likes showing up to work with a hangover. But these days, you don’t need a long night of drinking to feel the effects. Instead, you might be suffering from a meeting hangover—the lingering exhaustion, disengagement, and productivity drain that follow an unproductive meeting. Studies show that 28% of workplace meetings leave employees feeling drained, with more than 90% of workers experiencing meeting hangovers at least occasionally. Nearly half (47%) report feeling less engaged with their work afterward, while more than half say these hangovers disrupt their workflow and productivity. Meetings are a double-edged sword. Despite their pitfalls, they remain the most common form of workplace communication. In fact, research suggests face-to-face meetings are more effective for idea generation and task absorption than video calls. In other words, meetings aren’t going anywhere. But leaders can take charge—ensuring meetings are productive, efficient, and, most importantly, not hangover-inducing. Here are the strategies I use as CEO of Jotform. Set a concise agenda If you’ve ever walked into a grocery store for a few essentials and walked out with a cart full of snacks, you understand the power of having a clear list. The same principle applies to meetings. At Jotform, meeting agendas are indispensable. We also believe in minimizing meetings. By preparing an agenda, you can determine if a meeting is really necessary. If an asynchronous method—like an email, Slack message, or shared document—can achieve the same outcome faster, we opt for that instead. But when a real-time discussion is necessary, such as brainstorming solutions to an ongoing issue, a meeting is the right call. An agenda also ensures that only the necessary people are in the room. If someone isn’t essential to the conversation, they can contribute asynchronously—perhaps by answering follow-up questions afterward. As a result, we have fewer, more efficient meetings and fewer meeting hangovers. Keep the conversation on track “The Big Apple Circus in New York once featured a team of Chinese jugglers who could each spin eight plates at a time on the ends of long, slender sticks. Interviewing is a similar balancing act,” writes professor and journalist Helen Benedict. The same is true for leading a meeting. You’re listening, observing, processing, and asking questions—all while ensuring the discussion stays focused. Benedict’s strategy for interviews is to arrive with a list of questions and stick to them religiously—even if it means cutting off tangents and redirecting the conversation. “It may not be smooth conversational technique,” she writes, “but it can save me hours of listening to off-the-track waffling.” Running a meeting requires the same discipline. If a discussion starts veering off course, our meeting leaders are tasked with gently steering it back. If we’re stuck on a point with no resolution, we note it and ask participants to revisit it later rather than letting it derail the agenda. This helps us conclude meetings on time—and sometimes early. If an hour-long meeting ends up taking 45 minutes, there’s no need to fill the space with white noise. Recap with clear deliverables Finally, we never leave a meeting without a clear recap of who’s responsible for what. Outlining deliverables ensures that nothing falls through the cracks—tasks don’t get lost, and responsibilities don’t blur or overlap. This is where I’ve found AI agents make a huge difference. Combined with AI-powered note-taking apps, agents can generate concise summaries, highlight key takeaways tailored to each participant’s role, and compile a clear action-item list. This accountability creates a sense of shared leadership and boosts team effectiveness. An AI agent can also streamline follow-ups by creating a separate document with action items and deadlines, time-stamping key moments so participants can revisit discussions without replaying the entire meeting, and even drafting follow-up emails—leaving nothing more to do than review and hit send. With these tasks automated, meeting participants can stay focused on the actual substance of the meeting rather than getting bogged down in administrative details. This also cuts down the total time spent on meetings. Despite technological advancements, the time that workers spend in unproductive meetings has doubled since 2019—to five hours per week. With automation and the above strategies, employees can spend less time on meetings, experience fewer “hangovers,” and feel energized to take on more meaningful work. View the full article

High-end brands shrug off volatile cocoa prices to enjoy a boom in demand as buyers ‘trade up’ View the full article

Nathan Fielder’s comedy can feel like watching a slow-motion plane crash. On semi-scripted shows such as Nathan for You and The Rehearsal, the comedian makes real people squirm with his bizarre suggestions, which he offers with rigor mortis-level deadpan. Some of it is best viewed through the slightly parted fingers of a face-obscuring hand. The second season of The Rehearsal, returning to HBO on April 20, is no exception. Like its predecessor, the show again uses elaborate role-play to game out difficult social scenarios, only this time the stakes are way higher. Season 2 focuses on the dynamic between copilots—and how it can lead to, or possibly prevent, plane crashes. But while the topic may be eerily timely, this season is truly about the universal experience of standing up to a superior at work. In its first season, Fielder positioned The Rehearsal as a show where different people practice solving a new interpersonal problem each episode. Using a fleet of actors and expensive, movie-caliber sets, Fielder created a reality-simulation technique that allowed its subjects to rehearse, say, admitting to a friend they’d been lying for years about having a master’s degree. By Episode 2, however, the show pivoted to helping one woman—and Fielder himself—rehearse what it might be like to become parents. The remainder of the season was spent burrowing further down that (often uncomfortable) rabbit hole. The second season instead dispenses with any pretense of being an anthology and announces its aviation concentration straight away. As glimpsed in the trailer, the season’s opening moments encapsulate everything the show will spend this batch of six episodes unpacking. Inside a cockpit, the first officer voices his disapproval of the pilot’s tactics. The pilot ignores him, and their plane crashes in a fiery wreck—only for the cockpit to be revealed as a motion simulator. Cue Fielder emerging in front of a projected inferno, a Mona Lisa smile on his face. As they used to say on infomercials, there’s got to be a better way. At some point after the first season of The Rehearsal aired in 2022, well before the recent spate of plane crashes and near misses, Fielder apparently became interested in air disasters. While reading through endless pages of black box transcripts, he uncovered a distinct pattern. Whenever first officers seemed to sense an imminent problem, they often either fell short of a full-throated warning or buckled under the slightest pushback. What if, Fielder wondered, he could help first officers rehearse advocating for themselves more effectively? Disagreeing with one’s supervisor presents a classic conundrum. Say something and the boss might either overrule you or resent you for being right. Keep it to yourself, letting the chips fall where they may, and you might be the one getting thrown under the bus if there’s any fallout. This thorny communication issue carries exponentially more urgency and risk, though, when it happens at high altitudes, with dozens of lives at stake. Though he understands he might not be the right person to take on this particular communication conflict, Fielder recognizes a source of killer material when he sees one. A lot of the comedian’s previous work mined humor out of the way people communicate. His breakout series Nathan for You, which ran on Comedy Central for four seasons in the 2010s, featured Fielder convincing small business owners to try out wild marketing strategies. Although the strategies themselves were the meat of the show—a yogurt shop unveiling a poo-flavored option, for instance, to drum up publicity—part of the cringy fun was watching Fielder talk people into going through with them. He’d present each ridiculous idea with a straight face and a feather-soft voice, then the owner would laugh nervously, unsure whether Fielder was serious. (Rule number one of these shows: Fielder is always serious.) Viewers could practically see the gears turning in the owner’s heads, questioning whether the reward of getting a plug for their business on a TV show will be worth the short-term pain of actually going through with a poo-flavored yogurt promotion. Invariably, they’d agree to whatever madness Fielder had in store, usually after an awkward silence. In the second season of The Rehearsal, though, that equation has inverted. Instead of using his authority as an ambassador of television to talk people into doing something, he’s teaching people to talk someone in a position of authority out of doing something. Throughout the course of the season, as with most Fielder productions, some profound—and profoundly uncomfortable—truths come tumbling out. Also as per usual, the show is filled with surreal meta-moments, inventive tableaux, and the creator grappling with whether his own communication issues might stem from having the aura of a corporate IT guy with a dark secret. Whether the comedian ultimately finds a practical method for making difficult cockpit conversations easier will remain unspoiled here. Watching the show, though, should provide some new ideas about how to communicate with one’s boss—especially when they’re about to make a huge mistake. View the full article

Move by Doge comes as The President administration is seeking changes to America’s cultural institutionsView the full article

Every few months, there’s a new story or study or think piece on the exact dollar amount needed to afford retirement. The most recent is Northwestern Mutual’s 2025 Planning & Progress Study, which found that Americans believe they need $1.26 million to retire comfortably. Unfortunately, many people give up on the very idea of saving for retirement when they hear $1.26 million is the price tag for a comfortable (not lavish) retirement. Aiming for a seven-figure nest egg can feel out of reach for many of us—which may explain why Northwestern Mutual also found that 51% of Americans expect to outlive their money. But the reality of retirement is far more nuanced than studies like this make it seem. Not only is there no “magic number” that will ensure a well-funded and fulfilling retirement, but you also have a great deal of agency over your financial decisions now and in retirement. Here’s what you need to know about planning your retirement if you’re worried that your portfolio will never measure up to the target number du jour. $1.26 million is meaningless There’s a reason why the Northwestern Mutual study—and others like it—choose to name a specific dollar figure as a retirement goal: it’s eye-catching. Every person who reads the study or scrolls past the headline will have a visceral and emotional reaction to that dollar amount. But even though $1.26 million is a very specific amount of money, it’s also meaningless. For some people, $1.26 million is an astronomical sum. For others, it will barely cover the first five years of retirement. And both groups of people can create a fulfilling retirement, even though their nest egg isn’t in the same zip code. How much you really need to retire Instead of focusing on the specific target amount listed in studies like these, it’s better to aim for a goal based on your personal financial situation. One common rule of thumb is to aim for a nest egg equal to 10x your final salary. This offers a more personalized metric to shoot for. For example, Oliver earns $55,000 per year and is aiming for a nest egg of at least $550,000. But Cynthia, who earns $300,000 per year, has a goal of $3 million. A goal of $1.26 million could be inappropriate for both of them for different reasons—it’s too high for Oliver and too low for Cynthia. Your retirement needs are personal and idiosyncratic and can’t be summed up with a specific dollar amount. So you can feel free to ignore those numbers and focus on goals based on your financial situation. The importance of flexibility We often think of retirement planning as set in stone. You might ask yourself if you need $1.26 million to retire, assuming the answer is either yes or no. Similarly, the question of whether you can afford to retire at age 65 feels like it should have either a yes or no answer. But retirement decisions are not nearly so cut-and-dried. Any retirement plan you make should include flexibility that allows you to make changes as circumstances change. That starts with crunching the numbers to figure out your retirement budget based on what you have, rather than an arbitrary target number. You can make changes to your plans, spending, or savings based on the real data. This works for your planned retirement date, as well. If you’re thinking about retiring at age 65, go ahead and plan for it—but make contingency plans if something changes and your anticipated retirement date is no longer an option. Get the retirement you want—for less Embracing this kind of plan flexibility can even help with your big retirement dreams. Maybe you have a vision in your mind of retiring to a sun-soaked Greek isle—and somehow ensuring that Colin Firth shows up. But if you don’t have the money to make your Mamma Mia! retirement dreams a reality, you don’t have to give up on Kalokairi entirely. You can include more affordable versions of your dream into your retirement planning—such as spending a month singing along to “Dancing Queen” on white beaches—so that you have options once you’re ready to retire. Retire on your terms There’s no shortage of financial reporting that will make you feel like you’re doing it all wrong, especially when it comes to retirement. While putting more money aside for retirement is never a bad idea (seriously—transfer some money to your 401(k) right now!), you can let go of any anxiety you feel when your nest egg can’t compete with the currently touted retirement target. An easy way to calculate your retirement goal is to multiply your salary by 10, which gives you a target that fits your specific situation and needs. And no matter the size of your nest egg, build flexibility into your retirement plan for everything from timing to fulfilling your dreams. This will allow you to make your retirement work even if your circumstances change. View the full article

My brother’s text messages can read like fragments of an ancient code: “hru,” “wyd,” “plz”—truncated, cryptic, and never quite satisfying to receive. I’ll often find myself second-guessing whether “gr8” means actual excitement or whether it’s a perfunctory nod. This oddity has nagged at me for years, so I eventually embarked upon a series of studies with fellow researchers Sam Maglio and Yiran Zhang. I wanted to know whether these clipped missives might undermine genuine dialogue, exploring the unspoken signals behind digital shorthand. As we gathered data, surveyed people and set up experiments, it became clear that those tiny shortcuts—sometimes hailed as a hallmark of efficient communication—undermine relationships instead of simplifying them. Short words lead to feeling shortchanged Most people type “ty” and “brb” (for “thank you” and “be right back”) without batting an eye. In a survey we conducted of 150 American texters ages 18 to 65, 90.1% reported regularly using abbreviations in their daily messages, and 84.2% believed these shortcuts had either a positive effect or no meaningful impact on how the messages were perceived by the recipients. But our findings suggest that the mere inclusion of abbreviations, although seemingly benign, start feeling like a brush-off. In other words, whenever a texter chops words down to their bare consonants, recipients sense a lack of effort, which causes them to disengage. It’s a subtle but pervasive phenomenon that most people don’t intuit. We started with controlled lab tests, presenting 1,170 participants ages 15 to 80 with one of two near-identical text exchanges: one set sprinkled with abbreviations, the other fully spelled out. In every single scenario, participants rated the abbreviating sender as less sincere and far less worthy of a reply. The deeper we dug, the more consistent the pattern became. Whether people were reading messages about weekend plans or major life events, the presence of truncated words and phrases such as “plz,” “sry,” or “idk” for “please,” “sorry,” or “I don’t know” made the recipients feel shortchanged. The phenomenon didn’t stop with strangers. In more experiments, we tested whether closeness changed the dynamic. If you’re texting a dear friend or a romantic partner, can you abbreviate to your heart’s content? Evidently not. Even people imagining themselves chatting with a longtime buddy reported feeling a little put off by half-spelled words, and that sense of disappointment chipped away at how authentic the interaction felt. From Discord to dating apps Still, we had nagging doubts: Might this just be some artificial lab effect? We wondered whether real people on real platforms might behave differently. So we took our questions to Discord, a vibrant online social community where people chat about everything from anime to politics. More importantly, Discord is filled with younger people who use abbreviations like it’s second nature. We messaged random users asking them to recommend TV shows to watch. One set of messages fully spelled out our inquiry; the other set was filled with abbreviations. True to our lab results, fewer people responded to the abbreviated ask. Even among digital natives—youthful, tech-savvy users who are well versed in the casual parlance of text messaging—a text plastered with shortcuts still felt undercooked. If a few missing letters can sour casual chats, what happens when love enters the equation? After all, texting has become a cornerstone of modern romance, from coy flirtations to soul-baring confessions. Could “plz call me” inadvertently jeopardize a budding connection? Or does “u up?” hint at more apathy than affection? These questions guided our next foray, as we set out to discover whether the swift efficiency of abbreviations might actually short-circuit the delicate dance of courtship and intimacy. Our leap into the realm of romance culminated on Valentine’s Day with an online speed dating experiment. We paired participants for timed “dates” inside a private messaging portal, and offered half of them small incentives to pepper their replies with abbreviations such as “ty” instead of “thank you.” When it came time to exchange contact information, the daters receiving abbreviation-heavy notes were notably more reluctant, citing a lack of effort from the other party. Perhaps the most eye-opening evidence came from a separate study running a deep analysis of hundreds of thousands of Tinder conversations. The data showed that messages stuffed with abbreviations such as “u” and “rly” scored fewer overall responses and short-circuited conversations. It’s the thought that counts We want to be clear: We’re not campaigning to ban “lol.” Our research suggests that a few scattered abbreviations don’t necessarily torpedo a friendship. Nor does every one of the many messages sent to many people every day warrant the full spelling-out treatment. Don’t care about coming across as sincere? Don’t need the recipient to respond? Then by all means, abbreviate away. Instead, it’s the overall reliance on condensed phrases that consistently lowers our impression of the sender’s sincerity. When we type “plz” a dozen times in a conversation, we risk broadcasting that the other person isn’t worth the extra letters. The effect may be subtle in a single exchange. But over time, it accumulates. If your ultimate goal is to nurture a deeper connection, be it with a friend, a sibling, or a prospective date, taking an extra second to type “thanks” might be a wise investment. Abbreviations began as a clever workaround for clunky flip phones, with its keypad texting (recall tapping “5” three times to type the letter “L”) and strict monthly character limits. Yet here we are, long past those days, still trafficking in “omg” and “brb,” as though necessity never ended. After all of those studies, I’ve circled back to my brother’s texts with fresh eyes. I’ve since shared with him our findings about how those tiny shortcuts can come across as half-hearted or indifferent. He still fires off “brb” in half his texts, and I’ll probably never see him type “I’m sorry” in full. But something’s shifting: He typed “thank you” a few times, even threw in a surprisingly heartfelt “hope you’re well” the other day. It’s a modest shift, but maybe that’s the point. Sometimes, just a few more letters can let someone know they really matter. David Fang is a PhD student in marketing at Stanford University. Sam Maglio, an associate professor of marketing and psychology at the University of Toronto, contributed to the writing of this article. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

The Easter holiday is celebrated by billions of Christians around the world. But even if you are not partaking in the festivities, store closures or reduced store hours might impact you. Here’s what to expect on Easter Sunday. Grocery store closures Whether you need to stock up on eggs and chocolate bunnies at the last minute or simply run out of milk, be aware that many supermarkets are closed for Easter Sunday, including Aldi, Costco, H-E-B, and Sam’s Club. For last-minute purchases, try a Trader Joe’s—unless you live in Portland, Maine, where the local stores will be closed. Albertsons, Safeway, Jewel-Osco, Acme, Vons, and Tom Thumb will all be open. Clothing store closures Plan to shop ahead for your Easter outfit, as retailers JCPenney, Macy’s, Marshalls, Target, Kohl’s, and TJ Maxx will close their doors Sunday, as will HomeGoods, Sierra, and Homesense locations. Walmart will remain open for business. For the status of other major retailers today, you can find a nice roundup from USA Today. Home improvement and crafting store closures Some hobbies might have to wait as well. If Lowe’s is your home improvement store of choice, know that it will be closed on Easter. Home Depot is a good alternative. In a similar vein, if Michaels or Hobby Lobby are your craft supply spots, stock up ahead of the holiday, as neither will be staffed for your creative pursuits. Pharmacy closures Major pharmacy chains such as Walgreens and CVS will be open for Easter but may have reduced hours, so check ahead if you need medication. A brief look at religious affiliation in America The U.S. remains a predominantly Christian nation. A 2023 Gallup Poll found 68% of the country considered themselves Christian. There is diversity of denomination in that figure. Breaking it down further, 33% identify as Protestant, 22% are Catholic, and 13% are considered “other” or just prefer the Christian label. View the full article

Around the U.S., about 90,000 tons of nuclear waste is stored at more than 100 sites in 39 states, in a range of different structures and containers. For decades, the nation has been trying to send it all to one secure location. A 1987 federal law named Yucca Mountain, in Nevada, as a permanent disposal site for nuclear waste—but political and legal challenges led to construction delays. Work on the site had barely started before Congress ended the project’s funding altogether in 2011. The 94 nuclear reactors currently operating at 54 power plants continue to generate more radioactive waste. Public and commercial interest in nuclear power is rising because of concerns regarding emissions from fossil fuel power plants and the possibility of new applications for smaller-scale nuclear plants to power data centers and manufacturing. This renewed interest gives new urgency to the effort to find a place to put the waste. In March 2025, the U.S. Supreme Court heard arguments related to the effort to find a temporary storage location for the nation’s nuclear waste; a ruling is expected by late June. No matter the outcome, the decades-long struggle to find a permanent place to dispose of nuclear waste will probably continue for many years to come. I am a scholar who specializes in corrosion; one focus of my work has been containing nuclear waste during temporary storage and permanent disposal. There are generally two forms of significantly radioactive waste in the U.S.: waste from making nuclear weapons during the Cold War, and waste from generating electricity at nuclear power plants. There are also small amounts of other radioactive waste, such as that associated with medical treatments. Waste from weapons manufacturing Remnants of the chemical processing of radioactive material needed to manufacture nuclear weapons, often called “defense waste,” will eventually be melted along with glass, with the resulting material poured into stainless steel containers. These canisters are 10 feet tall and 2 feet in diameter, weighing approximately 5,000 pounds when filled. For now, though, most of it is stored in underground steel tanks, primarily at Hanford, Washington, and Savannah River, South Carolina, key sites in U.S. nuclear weapons development. At Savannah River, some of the waste has already been processed with glass, but much of it remains untreated. At both of those locations, some of the radioactive waste has already leaked into the soil beneath the tanks, though officials have said there is no danger to human health. Most of the current efforts to contain the waste focus on protecting the tanks from corrosion and cracking to prevent further leakage. Waste from electricity generation The vast majority of nuclear waste in the U.S. is spent nuclear fuel from commercial nuclear power plants. Before it is used, nuclear fuel exists as uranium oxide pellets that are sealed within zirconium tubes, which are themselves bundled together. These bundles of fuel rods are about 12 to 16 feet long and about 5 to 8 inches in diameter. In a nuclear reactor, the fission reactions fueled by the uranium in those rods emit heat that is used to create hot water or steam to drive turbines and generate electricity. After about three to five years, the fission reactions in a given bundle of fuel slow down significantly, even though the material remains highly radioactive. The spent fuel bundles are removed from the reactor and moved elsewhere on the power plant’s property, where they are placed into a massive pool of water to cool them down. After about five years, the fuel bundles are removed, dried, and sealed in welded stainless steel canisters. These canisters are still radioactive and thermally hot, so they are stored outdoors in concrete vaults that sit on concrete pads, also on the power plant’s property. These vaults have vents to ensure air flows past the canisters to continue cooling them. As of December 2024, there were more than 315,000 bundles of spent nuclear fuel rods in the U.S., and 3,800-plus dry storage casks in concrete vaults above ground, located at current and former power plants across the country. Even reactors that have been decommissioned and demolished still have concrete vaults storing radioactive waste, which must be secured and maintained by the power company that owned the nuclear plant. The threat of water One threat to these storage methods is corrosion. Because they need water to both transfer nuclear energy into electricity and to cool the reactor, nuclear power plants are always located alongside sources of water. In the U.S., nine are within 2 miles of the ocean, which poses a particular threat to the waste containers. As waves break on the coastline, saltwater is sprayed into the air as particles. When those salt and water particles settle on metal surfaces, they can cause corrosion, which is why it’s common to see heavily corroded structures near the ocean. At nuclear waste storage locations near the ocean, that salt spray can settle on the steel canisters. Generally, stainless steel is resistant to corrosion, which you can see in the shiny pots and pans in many Americans’ kitchens. But in certain circumstances, localized pits and cracks can form on stainless steel surfaces. In recent years, the U.S. Department of Energy has funded research, including my own, into the potential dangers of this type of corrosion. The general findings are that stainless steel canisters could pit or crack when stored near a seashore. But a radioactive leak would require not only corrosion of the container but also of the zirconium rods and of the fuel inside them. So it is unlikely that this type of corrosion would result in the release of radioactivity. A long way off A more permanent solution is likely years, or decades, away. Not only must a long-term site be geologically suitable to store nuclear waste for thousands of years, but it must also be politically palatable to the American people. In addition, there will be many challenges associated with transporting the waste, in its containers, by road or rail, from reactors across the country to wherever that permanent site ultimately is. Perhaps there will be a temporary site whose location passes muster with the Supreme Court. But in the meantime, the waste will stay where it is. Gerald Frankel is a distinguished professor of materials science and engineering at the Ohio State University. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

Patricia Grabarek and Katina Sawyer are cofounders of Workr Beeing, where they help clients create thriving workplace environments. They are both industrial/organizational psychologists. Patricia has a background in consulting and internal roles, having led people analytics and talent management initiatives for more than 60 companies. Katina is also an associate professor of management and organizations at the University of Arizona, where she focuses her research on workplace wellbeing. What’s the big idea? Achieving a culture of wellness at work goes way beyond a steps challenge or mindfulness program. Leaders need to demonstrate vulnerability about their own struggles to build bonds of trust and openness with their employees. They also need to spread gratitude and positivity. Once these pillars of a so-called Generator leader are put into action, then employees will be more willing to step up, engage, and invest their best effort for their team and company. Below, coauthors Grabarek and Sawyer share five key insights from their new book, Leading for Wellness: How to Create a Team Culture Where Everyone Thrives. Listen to the audio version—read by both authors—in the Next Big Idea app. 1. Workplace wellness matters. When leaders support employee wellness, employees are healthier, perform better, achieve their goals, and are more committed to their work. In addition, when employees feel better, they are more committed to the leaders and team members helping them feel that way. In turn, they help leaders achieve their goals, band together with others to tackle challenges, and ultimately create more innovative and productive workplaces. Yet, organizations struggle to support employee well-being. A recent Gallup poll found that employee engagement has sunken to an all-time low, with only 31% of employees reporting that they are engaged at work. What’s worse, “not engaged” or “actively disengaged” employees account for approximately $1.9 trillion in lost productivity nationally. Caring for employees’ well-being and improving the bottom line are aligned goals. Companies that dedicate time and money to employees’ health and wellness do better. It’s as simple as that. Even better, improving employee wellness can also improve society. Happy, healthy employees bring positivity to their communities, making the world a better place. Our research repeatedly concluded that leaders are the key to driving employee well-being. While most organizations invest wellness dollars in step challenges, mindfulness programs, or team-building events, we find that the quality of day-to-day experiences with leaders is what really matters. We refer to leaders who promote healthy and supportive workplaces (while also driving results) as Generators. We term leaders who do the opposite Extinguishers, as they deplete workplaces of energy by undermining their team’s well-being. The aim is to become a Generator: the type of leader that employees aspire to work for and whom they can be proud to represent. 2. No one wants a superhero. Employees don’t want superheroes for leaders. Employees want authenticity from their leaders. They are looking for leaders who show their true selves at work. They do not trust inauthentic leaders who seem to put on a facade. Employees trust authentic leaders because they believe they are more willing to be transparent and honest. Employees can then better predict how their leader will behave. This predictability makes employees more likely to take risks by sharing their own truth and raising important issues that good leaders would want on their radar. As a result, employees with authentic leaders perform better, are more productive, more engaged, and have better well-being. Let’s talk about a leader named Melanie, who is a senior executive at a telecommunications company. When interviewing her for our research, she described herself as having been a leader who always had her game face on. She admitted that she started her leadership journey as a no-nonsense leader. She believed her team would find comfort in her tough exterior when things became stressful or hard. That she could be a rock they would depend on. Instead, she learned that if her team members were struggling, they avoided bringing things up to her. Her perfect exterior made her unapproachable. She told us everything changed for her after enduring an unimaginable tragedy in her family. Her youngest sibling was murdered in a horrific random act of violence. This obviously impacted her greatly, but she continued to show up at work while hiding her true self and emotional state. Even though she did her best to hide her experience and feelings, her team could tell something was off. She was falling apart, and others could sense the shift. Then, one day, a campaign started around the company to support mental health. Other leaders started sharing their struggles, being vulnerable with the whole organization. She appreciated that their openness allowed her to know them as whole, complex people. Melanie began to wonder if her team would appreciate her more if she did the same. In her next team meeting, an employee shared that they were dealing with a challenge that could derail a project. At that moment, Melanie felt overwhelmed with the information and decided to take a pause. She told the team she appreciated all their hard work and was having a reaction to this new information because of the struggles she’s been hiding in her personal life. She then proceeded to tell the team what she had been going through and how it had been impacting her and her work. To Melanie’s pleasant surprise, the team quickly rallied around her with empathy and compassion. They stepped up and wanted to help her as she navigated her loss. The team was more than willing to accept her as an imperfect leader. The team culture shifted that day. Other people began opening up, and they would flag challenges and issues as they happened. They were more willing to ask for help and give support to other team members as authenticity and vulnerability became the norm. One practice we teach leaders is to write struggle statements. Struggle statements help you communicate a set of challenges or difficulties you face at work, both past and present. When you are open about your struggles, employees can build their trust in you, and your openness helps them open up to you. This situation is great for employees and leaders because teams that can be open about their struggles usually do so because they are in a safe and supportive environment, making them more productive and higher-performing. 3. It’s the tone, not the time. Being a role model for balancing work and life and showing positivity and gratitude toward team members can inspire employees to follow your example. Positivity and gratitude are contagious. When leaders share these sentiments with employees, those employees spread them to others. One of our favorite examples involves a leader who made it a point to spread positivity and gratitude to his team. To make sure he remembered to show gratitude to his team, he would put three coins in his left pocket at the start of each day. Each time he told someone on his team they were valued or thanked them for their efforts, he moved a coin to the other pocket. The physical reminder to show gratitude kept him on track and ensured he lived out his intentions. After a while, though, he didn’t need the coins. His gratitude practice had become a habit. Even better, he noticed that his employees were paying it forward to one another. With a small shift in his behavior, he had created lasting change in his team culture. Employees are motivated to help each other if they see you and other team members doing the same thing. Generators create cultures of work-life balance, positivity, gratitude, and support. As team members begin practicing good behaviors, leaders don’t have to be the sole architects or reinforcers of the culture. Employees become cultural caretakers so that leaders have their time freed up to focus on other things. Generators also understand how to become confidants to their employees quickly and meaningfully. To do so, they leverage what we coined as the SWIFT Process: Setting aside time for relationship-building sprints. Welcoming others warmly. Intentionally inquiring about employees’ lives. Following up with appropriate questions to dig deeper. Taking time to reflect on how to improve relationships with employees. By creating a positive team environment and building strong relationships with employees, Generators set the right tone for their teams: they focus on the quality of the work experience rather than narrowly focusing on how many hours are worked as a measure of success or productivity. 4. Work should support life. Work should support life instead of the other way around. As a leader, it’s important to be elastic by demonstrating flexibility and recognizing that your way isn’t right for everyone. It’s also important to protect and respect employees’ boundaries between work and life. Generators are boundary bouncers because they help employees set boundaries, serve to enforce those boundaries, and block employees from people or situations that violate boundaries. Boundary bouncers also protect their own boundaries by leading by example. Generators value work-life balance and recognize that employees’ preferences for balancing work and life may differ from their own (and other employees). For example, people differ in their preferences for integrating or segmenting work. Segmenters like to keep work and life separate. These employees like to put in their nine-to-five and then fully stop working at the end of the day. They do not like it when their personal life bleeds into their work life and vice versa. When they are working, they want to focus on work. When they are away from work, being pinged by someone from work is particularly stressful. On the other hand, some people prefer to integrate work and life. Katina and I both prefer integration. We are happy to shift between both domains throughout the day. Integrators may take a few meetings in the morning, then do a workout at lunch, followed by another meeting. After that, they might do laundry and complete a few work tasks. They may pause around 5 p.m. to spend time with family and grab dinner but then log back in for an hour at 7 p.m. to finish some tasks. They shift between work and personal life seamlessly, and it helps their productivity. Generators create work environments that better match employees’ unique needs and preferences in managing their work and life. When Generators earn employees’ trust, make them feel cared for, and act in ways that honor their preferences and needs for managing work and life, they retain their employees longer. 5. One size doesn’t fit all. One size doesn’t fit all when it comes to wellness. Generators recognize this and engage in what we call person-centered planning, a practice centered on the famous work of psychologist Carl Rogers, who used it in a clinical setting. Engaging in person-centered planning helps Generators find solutions that are tailored to employees’ real wellness needs, which can vary significantly from employee to employee. Person-centered planning is effective because it helps leaders to get to the root of the actual problems that employees are facing, so solutions can be tailored to their needs. Consider this example. An employee, Ollie, struggles with staying organized. His leader, Marta, is very skilled at organization and easily structures her workday, assignments, and deadlines. If Ollie shares with Marta that he is struggling with organization, she might assume that he just isn’t putting in the effort. She might also assume that tips or strategies that help her stay organized will automatically work for Ollie. Ollie’s confidence might decrease as he is overlooked for opportunities, or he might take her advice and follow similar strategies that she has, but without getting results. Instead, if Marta engaged in person-centered planning, she would follow three steps: First, Marta would provoke honest and transparent responses. She would create an open and comfortable environment for Ollie to share what is getting in his way regarding his organizational skills. Second, she would suspend judgment. Even if Ollie’s situation doesn’t resonate with her own experience, she will listen and validate his perspective, recognizing that she has likely struggled with things before that others found easy. Finally, she would show empathy by working with Ollie to devise solutions that work for him. Instead of feeling “for” him, she feels “with” him, invoking a more collaborative and unified stance toward solving the problem. This three-part process helps employees feel safe when sharing their wellness struggles, allowing leaders to respond to their challenges in ways that drive effective long-term solutions. Taking a person-centered approach also requires that leaders chip away at mental health stigma at work. Generators are vulnerable about their own mental health challenges, speak inclusively about mental health, and use experts to help their teams understand mental health more deeply. Reducing this stigma is another way that Generators learn what employees really need and allow these employees to gain true acceptance and validation from their teams. This article originally appeared in Next Big Idea Club magazine and is reprinted with permission. View the full article

First impressions matter—they shape how we’re judged in mere seconds, research shows. People are quick to evaluate others’ competence, likability and honesty, often relying on superficial cues such as appearance or handshake strength. While these snap judgments can be flawed, they often have a lasting impact. In employment, first impressions not only affect hiring choices but also decisions about promotion years later. As a researcher in cognitive science, I’ve seen firsthand how first impressions can pose a challenge for individuals with autism spectrum disorder, or ASD. People with ASD often display social behaviors—such as facial expressions, eye contact, gestures, and sense of personal space—that can differ from those of neurotypical individuals. These differences are often misunderstood, leading people with ASD to be perceived as awkward, odd, or even deceptive. People form these negative impressions in just seconds and report being reluctant to talk to, hang out with, or even live near people on the spectrum. It’s not surprising, then, that unfavorable first impressions create barriers for people with ASD in the workplace. The interview trap It starts with the job interview. Whether you’re seeking a position as a computer programmer at a tech firm or a dog groomer at a vet clinic, the job interview is a critical gateway. Success depends on your ability to think on your feet, communicate your qualifications, and present yourself as likable, agreeable, and collegial. My research demonstrates that job seekers with ASD often perform poorly in interviews due to the social demands of the situation. This is true even when the candidate is highly qualified for the job they are seeking. In one study, my colleagues and I videotaped mock job interviews with 30 young adults (half with ASD, half neurotypical) who were all college students without an intellectual disability. We asked them to discuss their dream jobs and qualifications for five minutes. Afterward, evaluators rated them on social traits, such as likability, enthusiasm, and competence, and indicated how likely they were to hire each interviewee. As in most professional interviews, the evaluators weren’t aware that some candidates were on the autism spectrum. Candidates with autism spectrum disorder were consistently rated less favorably on all social dimensions compared with people without the condition, and those unfavorable social ratings weighed heavily on hiring decisions. Even though candidates with ASD were rated as equally qualified as neurotypical candidates, they were significantly less likely to be hired. Interestingly, when evaluators only read the candidates’ interview transcripts without watching the interviews, ratings for ASD candidates were the same as, or even better than, those for neurotypical candidates. This suggests that it’s not just what candidates say in an interview but how they present themselves socially that affects hiring decisions. This is especially problematic for jobs that require minimal social interaction (think data analyst or landscaper), where a candidate’s qualifications should be the main consideration. By relying on interviews as a primary screening tool, employers may miss out on competent, qualified applicants with unique strengths. Rethinking what makes a good candidate Scientists have explored whether it’s possible to teach adults with ASD how to improve their interview skills, for example by maintaining more eye contact or standing at a socially acceptable distance from an interviewer. While such training can help, it addresses only a small part of the problem, and I think this approach may not significantly improve employment outcomes for autistic adults. For one, it reduces the challenges faced by adults with ASD to a limited set of behaviors. ASD is a complex condition, and research shows that the negative evaluations of individuals with ASD are not driven by a single difference or a collection of specific differences, but rather by the individual’s overall presentation. In addition, this type of training often encourages individuals to mask their autistic traits, which could make a stressful interview even more difficult. Finally, if ASD candidates successfully mask their autism during the interview but can’t maintain that mask once they are hired, their longevity in the position could be at risk. A more effective approach may be to change how interviews are conducted and how candidates are perceived. This includes giving employers meaningful education about autism and giving job applicants a way to disclose their diagnosis without penalty. Research shows that when people know more about autism spectrum disorder, they have more positive views of people with ASD. In addition, ratings of people with ASD are often more favorable when evaluators know about their diagnosis. Combining these two approaches—that is, pairing ASD education for employers with diagnostic disclosure for candidates—may lead to better outcomes. My colleagues and I explored this possibility in a series of studies. Again, we showed raters the mock job interviews of candidates with and without ASD. This time, however, some evaluators watched a brief educational video about autism, learning about characteristics and strengths often associated with ASD before evaluating the mock interviews. In addition, these raters knew which candidates had an ASD diagnosis. Even though raters still perceived the candidates with ASD as more awkward and less likable, they rated those candidates as equally qualified as neurotypical candidates and were just as likely to hire them. This boost in hiring ratings persisted even when the educational video about autism was viewed months before candidates were evaluated. Notably, neither of these interventions was effective on its own. In different conditions, some evaluators simply got the training but didn’t receive diagnostic information about candidates; others received no education about autism but were aware of which candidates had ASD. Both groups continued to select against candidates with ASD in hiring decisions, even though the candidates with ASD were rated as highly qualified. It appears that both knowing a person has autism and understanding more about autism are important for overcoming negative first impressions. We believe that our training fostered a greater understanding of the atypical interactive style and behaviors that can be common among adults with ASD. This understanding, when coupled with the knowledge of a candidate’s diagnosis, may have helped evaluators contextualize those behaviors and, in turn, place more emphasis on qualifications when making hiring decisions. When hiring decisions are based on merit, both employees and employers benefit. First impressions, though impactful, can be deceptive and often bias decisions, particularly for individuals with ASD. Our findings highlight an important truth: Understanding autism enables employers to focus on qualifications, giving candidates with ASD a fair opportunity to succeed based on their true potential. Cindi May is a professor of psychology at the College of Charleston. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

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The Internal Revenue Service (IRS) announced Monday that all individuals and businesses across Arkansas affected by severe storms, tornadoes, and flooding beginning April 2, 2025, now qualify for federal tax relief. As part of this relief, tax deadlines originally scheduled between April 2 and November 3, 2025, have been postponed until November 3, 2025. The tax relief applies to all 75 counties in Arkansas, following the Federal Emergency Management Agency’s (FEMA) designation of the entire state as a disaster area. The IRS emphasized that the current list of eligible localities is maintained on the Tax Relief in Disaster Situations page at IRS.gov. Extended Deadlines The postponed deadlines include: Individual income tax returns and payments originally due on April 15, 2025 2024 contributions to individual retirement accounts (IRAs) and health savings accounts Quarterly estimated tax payments due April 15, June 16, and September 15, 2025 Quarterly payroll and excise tax returns due April 30, July 31, and October 31, 2025 Calendar-year corporation and fiduciary returns due April 15, 2025 Calendar-year tax-exempt organization returns due May 15, 2025 Penalties for failing to make payroll and excise tax deposits due on or after April 2 and before April 17, 2025, will be waived as long as the deposits are made by April 17. Further details on qualifying returns, payments, and other tax-related actions are available on the IRS’s Disaster Assistance and Emergency Relief for Individuals and Businesses page. Automatic Relief and Special Circumstances The IRS will automatically apply filing and penalty relief to taxpayers whose IRS address of record is within the disaster area. These taxpayers do not need to take any additional action. However, taxpayers who moved to Arkansas after filing their return or who receive a penalty notice for the postponement period should contact the IRS Special Services at 866-562-5227 to update their address and request relief. Taxpayers living outside the disaster area but whose records are located in affected counties are also eligible for relief. This includes workers aiding in relief efforts who are affiliated with recognized government or philanthropic organizations. Tax preparers can also submit bulk requests for disaster relief through an option described on IRS.gov. Claiming Disaster Losses and Other Relief Affected individuals and businesses with uninsured or unreimbursed disaster-related losses can choose to claim those losses on their 2025 or 2024 tax returns. Taxpayers have until October 15, 2026, to make this election. Any return claiming such a loss must include FEMA declaration number 3627-EM. Additional guidance is available in IRS Publication 547. Qualified disaster relief payments, such as funds received from government agencies for necessary personal or property-related expenses, are generally not considered taxable income. For details, taxpayers should refer to Publication 525. The IRS also noted that individuals participating in retirement plans or IRAs may qualify for special disaster-related distributions. These include distributions exempt from the 10% early withdrawal penalty and options to spread the income over three years. Taxpayers may also qualify for hardship withdrawals, subject to their specific plan rules. The agency said additional tax relief may be announced in the future. For those who do not qualify for disaster relief, penalty abatement for reasonable cause may still be available. This article, "IRS Grants Tax Relief to All Arkansas Residents Following April Storms" was first published on Small Business Trends View the full article

The Internal Revenue Service (IRS) announced Monday that all individuals and businesses across Arkansas affected by severe storms, tornadoes, and flooding beginning April 2, 2025, now qualify for federal tax relief. As part of this relief, tax deadlines originally scheduled between April 2 and November 3, 2025, have been postponed until November 3, 2025. The tax relief applies to all 75 counties in Arkansas, following the Federal Emergency Management Agency’s (FEMA) designation of the entire state as a disaster area. The IRS emphasized that the current list of eligible localities is maintained on the Tax Relief in Disaster Situations page at IRS.gov. Extended Deadlines The postponed deadlines include: Individual income tax returns and payments originally due on April 15, 2025 2024 contributions to individual retirement accounts (IRAs) and health savings accounts Quarterly estimated tax payments due April 15, June 16, and September 15, 2025 Quarterly payroll and excise tax returns due April 30, July 31, and October 31, 2025 Calendar-year corporation and fiduciary returns due April 15, 2025 Calendar-year tax-exempt organization returns due May 15, 2025 Penalties for failing to make payroll and excise tax deposits due on or after April 2 and before April 17, 2025, will be waived as long as the deposits are made by April 17. Further details on qualifying returns, payments, and other tax-related actions are available on the IRS’s Disaster Assistance and Emergency Relief for Individuals and Businesses page. Automatic Relief and Special Circumstances The IRS will automatically apply filing and penalty relief to taxpayers whose IRS address of record is within the disaster area. These taxpayers do not need to take any additional action. However, taxpayers who moved to Arkansas after filing their return or who receive a penalty notice for the postponement period should contact the IRS Special Services at 866-562-5227 to update their address and request relief. Taxpayers living outside the disaster area but whose records are located in affected counties are also eligible for relief. This includes workers aiding in relief efforts who are affiliated with recognized government or philanthropic organizations. Tax preparers can also submit bulk requests for disaster relief through an option described on IRS.gov. Claiming Disaster Losses and Other Relief Affected individuals and businesses with uninsured or unreimbursed disaster-related losses can choose to claim those losses on their 2025 or 2024 tax returns. Taxpayers have until October 15, 2026, to make this election. Any return claiming such a loss must include FEMA declaration number 3627-EM. Additional guidance is available in IRS Publication 547. Qualified disaster relief payments, such as funds received from government agencies for necessary personal or property-related expenses, are generally not considered taxable income. For details, taxpayers should refer to Publication 525. The IRS also noted that individuals participating in retirement plans or IRAs may qualify for special disaster-related distributions. These include distributions exempt from the 10% early withdrawal penalty and options to spread the income over three years. Taxpayers may also qualify for hardship withdrawals, subject to their specific plan rules. The agency said additional tax relief may be announced in the future. For those who do not qualify for disaster relief, penalty abatement for reasonable cause may still be available. This article, "IRS Grants Tax Relief to All Arkansas Residents Following April Storms" was first published on Small Business Trends View the full article

Key Takeaways Recognize Early Red Flags: Identifying warning signs during the hiring and onboarding processes can prevent costly mistakes later on. Focus on Communication Skills: Poor communication can hinder teamwork; evaluate candidates for clear articulation and active listening. Review Work History Carefully: Inconsistent job history may indicate reliability issues; probe for reasons behind frequent job changes or gaps. Assess Attitude and Preparedness: A negative mindset or lack of interview preparation can reflect potential future performance problems or poor fit with company values. Monitor Cultural Fit and Collaboration: During onboarding, observe how well a new hire adapts to company culture and their willingness to work with others. Understand the Impact of a Bad Fit: Hiring the wrong candidate can lead to decreased morale and increased turnover rates, affecting overall business success. Hiring the right person can make or break your team’s success. While skills and experience are crucial, sometimes the warning signs that a new hire isn’t the right fit can be subtle yet significant. Recognizing these red flags early can save you time, money, and a lot of headaches down the line. You might notice certain behaviors or attitudes that raise concerns about compatibility with your company culture. Whether it’s communication issues or a lack of enthusiasm, these indicators can signal deeper problems. In this article, you’ll learn about common red flags to watch for during the onboarding process, helping you ensure your new hire aligns with your team’s values and goals. Common Red Flags to Watch For Identifying red flags during the hiring process is crucial for small business staffing success. Recognizing these warning signs early can save time, resources, and employee morale. Poor Communication Skills Poor communication skills often emerge during initial interactions. If a job candidate struggles to articulate thoughts or provide clear answers, this can hinder team collaboration. Clear communication is essential for maintaining productivity and ensuring alignment with workplace culture. Candidates who frequently use jargon or fail to listen actively may not adapt well to your small business environment. Inconsistent Work History Inconsistent work history raises concerns about reliability and commitment. When reviewing resumes, look for frequent job changes or gaps in employment without explanation. This pattern may indicate issues with employee engagement, performance, or fit with previous employers. Understanding the reasons behind a candidate’s work history during interviews can provide valuable insights into their potential for long-term retention within your company. Negative Attitude or Behavior A negative attitude or disruptive behavior can impact team dynamics and employee morale. If a candidate speaks poorly of previous employers or shows a lack of enthusiasm during interviews, these traits may not align with your business values. Positive employee motivation and a focus on collaboration are vital for building a productive workplace culture. Assessing a candidate’s demeanor and attitude can help identify potential issues before recruitment concludes. Red Flags in Interview Process Identifying red flags during the interview process is crucial for small business staffing success. These indicators can help you determine if a job candidate is the right fit for your workplace culture and operational needs. Here are key warning signs to consider: Lack of Preparation Candidates who show a lack of preparation for the interview may signal potential issues with future performance. If they do not research your company, its values, or the specifics of the job description, it can indicate a lack of genuine interest. Assess their engagement by noting whether they ask insightful questions about the role or your organization. A lack of basic knowledge about your business or industry suggests low motivation, which can affect productivity and teamwork. Avoidance of Key Questions Candidates who avoid answering critical questions, especially regarding their previous experiences or how they plan to contribute to your business goals, can create uncertainty about their fit. If they dodge inquiries about teamwork, problem-solving abilities, or how they handle feedback, it raises concerns about their willingness to engage in essential employee management practices. Open communication and transparency are vital in any recruitment process, and reluctance to engage on these fronts can indicate a potential mismatch in values or work ethic. Recognizing these red flags during the interviewing phase can provide critical insights into a candidate’s suitability for your organization, ultimately improving your recruitment strategy and enhancing employee retention. Red Flags During the Onboarding Phase Identifying red flags during the onboarding phase can significantly impact your small business staffing success. You can address potential issues early on, ensuring new hires align with your workplace culture and team dynamics. Difficulty Adapting to Company Culture A new hire struggling to adapt to your company culture indicates a potential misalignment with your values. This difficulty often manifests as resistance to existing HR policies or a lack of engagement in team-building activities. Monitor how well the new hire integrates with your team. If it appears they don’t embrace your organization’s norms, consider having regular check-ins to understand their challenges. Aligning their motivation with company culture can improve their overall employee engagement and performance. Unwillingness to Collaborate An unwillingness to collaborate stands out as a significant red flag during the onboarding process. If a new hire avoids group discussions or fails to contribute in team settings, this behavior can disrupt communication and teamwork. Encourage open dialogue and assess their willingness to participate in team projects. Establishing clear expectations for collaboration can enhance their integration and help improve overall workplace dynamics. If collaboration issues persist, reassessing their fit may become necessary to prevent affecting team morale and staff retention. Impact of Hiring a Bad Fit Hiring a candidate who doesn’t align with your company can negatively impact your team and business operations. Recognizing these effects is crucial for small business staffing success. Decreased Team Morale A new hire lacking enthusiasm or open communication skills can create tension within the team. Team morale may decline due to frustrations stemming from miscommunication or negative attitudes. Your existing employees can feel demotivated if they observe a coworker disengaged from tasks or avoiding collaboration. This decline in morale affects overall productivity and can dampen workplace culture, making employee retention more challenging. Increased Turnover Rates Hiring a bad fit can lead to higher turnover rates, which poses significant costs, especially for small businesses. Frequent staff turnover increases your workload related to recruitment and training. The need to constantly fill job openings strains your staffing budget and disrupts team dynamics. If new hires fail to integrate effectively, consider exploring better recruitment strategies to improve your talent acquisition process. Finding candidates who resonate with your company culture enhances workforce stability and ultimately supports employee engagement and satisfaction. Conclusion Recognizing red flags during the hiring process can save you time and resources. By staying vigilant for warning signs like poor communication or a negative attitude, you’re better equipped to ensure your new hire aligns with your company culture and values. Regular check-ins and open dialogue can help address any issues early on. If you notice persistent challenges, it might be time to reassess the fit. Prioritizing the right hires not only boosts team morale but also enhances overall productivity and retention. Trust your instincts and focus on finding candidates who truly resonate with your organization’s mission. Frequently Asked Questions What are the main red flags to look for in a new hire? When hiring, watch for poor communication skills, inconsistent work history, negative attitudes, and signs of lack of preparation. These red flags can indicate issues with team collaboration, reliability, and overall fit within the company culture. Why is recognizing red flags during interviews important? Identifying red flags in interviews helps predict a candidate’s future performance and commitment. Signs like avoidance of key questions or a lack of preparation can indicate low motivation and uncertainty about their fit for your organization. How can red flags during the onboarding process affect team dynamics? Red flags during onboarding, like difficulty adapting to company culture or unwillingness to collaborate, can disrupt team dynamics and morale. Such challenges can lead to communication issues and hinder successful integration within the team. What impact does hiring a bad fit have on a small business? Hiring a bad fit can decrease team morale and increase turnover rates, leading to higher costs associated with recruitment and training. It can also create tension within the team, ultimately impacting overall productivity and employee satisfaction. How can businesses improve their hiring process based on red flags? To enhance hiring, focus on improving interview techniques to identify warning signs early and engage in regular check-ins during onboarding. This proactive approach can ensure new hires align with the company culture and increase retention rates. Image Via Envato This article, "Spotting Red Flags That Indicate Your New Hire May Not Be a Good Fit" was first published on Small Business Trends View the full article

Key Takeaways Recognize Early Red Flags: Identifying warning signs during the hiring and onboarding processes can prevent costly mistakes later on. Focus on Communication Skills: Poor communication can hinder teamwork; evaluate candidates for clear articulation and active listening. Review Work History Carefully: Inconsistent job history may indicate reliability issues; probe for reasons behind frequent job changes or gaps. Assess Attitude and Preparedness: A negative mindset or lack of interview preparation can reflect potential future performance problems or poor fit with company values. Monitor Cultural Fit and Collaboration: During onboarding, observe how well a new hire adapts to company culture and their willingness to work with others. Understand the Impact of a Bad Fit: Hiring the wrong candidate can lead to decreased morale and increased turnover rates, affecting overall business success. Hiring the right person can make or break your team’s success. While skills and experience are crucial, sometimes the warning signs that a new hire isn’t the right fit can be subtle yet significant. Recognizing these red flags early can save you time, money, and a lot of headaches down the line. You might notice certain behaviors or attitudes that raise concerns about compatibility with your company culture. Whether it’s communication issues or a lack of enthusiasm, these indicators can signal deeper problems. In this article, you’ll learn about common red flags to watch for during the onboarding process, helping you ensure your new hire aligns with your team’s values and goals. Common Red Flags to Watch For Identifying red flags during the hiring process is crucial for small business staffing success. Recognizing these warning signs early can save time, resources, and employee morale. Poor Communication Skills Poor communication skills often emerge during initial interactions. If a job candidate struggles to articulate thoughts or provide clear answers, this can hinder team collaboration. Clear communication is essential for maintaining productivity and ensuring alignment with workplace culture. Candidates who frequently use jargon or fail to listen actively may not adapt well to your small business environment. Inconsistent Work History Inconsistent work history raises concerns about reliability and commitment. When reviewing resumes, look for frequent job changes or gaps in employment without explanation. This pattern may indicate issues with employee engagement, performance, or fit with previous employers. Understanding the reasons behind a candidate’s work history during interviews can provide valuable insights into their potential for long-term retention within your company. Negative Attitude or Behavior A negative attitude or disruptive behavior can impact team dynamics and employee morale. If a candidate speaks poorly of previous employers or shows a lack of enthusiasm during interviews, these traits may not align with your business values. Positive employee motivation and a focus on collaboration are vital for building a productive workplace culture. Assessing a candidate’s demeanor and attitude can help identify potential issues before recruitment concludes. Red Flags in Interview Process Identifying red flags during the interview process is crucial for small business staffing success. These indicators can help you determine if a job candidate is the right fit for your workplace culture and operational needs. Here are key warning signs to consider: Lack of Preparation Candidates who show a lack of preparation for the interview may signal potential issues with future performance. If they do not research your company, its values, or the specifics of the job description, it can indicate a lack of genuine interest. Assess their engagement by noting whether they ask insightful questions about the role or your organization. A lack of basic knowledge about your business or industry suggests low motivation, which can affect productivity and teamwork. Avoidance of Key Questions Candidates who avoid answering critical questions, especially regarding their previous experiences or how they plan to contribute to your business goals, can create uncertainty about their fit. If they dodge inquiries about teamwork, problem-solving abilities, or how they handle feedback, it raises concerns about their willingness to engage in essential employee management practices. Open communication and transparency are vital in any recruitment process, and reluctance to engage on these fronts can indicate a potential mismatch in values or work ethic. Recognizing these red flags during the interviewing phase can provide critical insights into a candidate’s suitability for your organization, ultimately improving your recruitment strategy and enhancing employee retention. Red Flags During the Onboarding Phase Identifying red flags during the onboarding phase can significantly impact your small business staffing success. You can address potential issues early on, ensuring new hires align with your workplace culture and team dynamics. Difficulty Adapting to Company Culture A new hire struggling to adapt to your company culture indicates a potential misalignment with your values. This difficulty often manifests as resistance to existing HR policies or a lack of engagement in team-building activities. Monitor how well the new hire integrates with your team. If it appears they don’t embrace your organization’s norms, consider having regular check-ins to understand their challenges. Aligning their motivation with company culture can improve their overall employee engagement and performance. Unwillingness to Collaborate An unwillingness to collaborate stands out as a significant red flag during the onboarding process. If a new hire avoids group discussions or fails to contribute in team settings, this behavior can disrupt communication and teamwork. Encourage open dialogue and assess their willingness to participate in team projects. Establishing clear expectations for collaboration can enhance their integration and help improve overall workplace dynamics. If collaboration issues persist, reassessing their fit may become necessary to prevent affecting team morale and staff retention. Impact of Hiring a Bad Fit Hiring a candidate who doesn’t align with your company can negatively impact your team and business operations. Recognizing these effects is crucial for small business staffing success. Decreased Team Morale A new hire lacking enthusiasm or open communication skills can create tension within the team. Team morale may decline due to frustrations stemming from miscommunication or negative attitudes. Your existing employees can feel demotivated if they observe a coworker disengaged from tasks or avoiding collaboration. This decline in morale affects overall productivity and can dampen workplace culture, making employee retention more challenging. Increased Turnover Rates Hiring a bad fit can lead to higher turnover rates, which poses significant costs, especially for small businesses. Frequent staff turnover increases your workload related to recruitment and training. The need to constantly fill job openings strains your staffing budget and disrupts team dynamics. If new hires fail to integrate effectively, consider exploring better recruitment strategies to improve your talent acquisition process. Finding candidates who resonate with your company culture enhances workforce stability and ultimately supports employee engagement and satisfaction. Conclusion Recognizing red flags during the hiring process can save you time and resources. By staying vigilant for warning signs like poor communication or a negative attitude, you’re better equipped to ensure your new hire aligns with your company culture and values. Regular check-ins and open dialogue can help address any issues early on. If you notice persistent challenges, it might be time to reassess the fit. Prioritizing the right hires not only boosts team morale but also enhances overall productivity and retention. Trust your instincts and focus on finding candidates who truly resonate with your organization’s mission. Frequently Asked Questions What are the main red flags to look for in a new hire? When hiring, watch for poor communication skills, inconsistent work history, negative attitudes, and signs of lack of preparation. These red flags can indicate issues with team collaboration, reliability, and overall fit within the company culture. Why is recognizing red flags during interviews important? Identifying red flags in interviews helps predict a candidate’s future performance and commitment. Signs like avoidance of key questions or a lack of preparation can indicate low motivation and uncertainty about their fit for your organization. How can red flags during the onboarding process affect team dynamics? Red flags during onboarding, like difficulty adapting to company culture or unwillingness to collaborate, can disrupt team dynamics and morale. Such challenges can lead to communication issues and hinder successful integration within the team. What impact does hiring a bad fit have on a small business? Hiring a bad fit can decrease team morale and increase turnover rates, leading to higher costs associated with recruitment and training. It can also create tension within the team, ultimately impacting overall productivity and employee satisfaction. How can businesses improve their hiring process based on red flags? To enhance hiring, focus on improving interview techniques to identify warning signs early and engage in regular check-ins during onboarding. This proactive approach can ensure new hires align with the company culture and increase retention rates. Image Via Envato This article, "Spotting Red Flags That Indicate Your New Hire May Not Be a Good Fit" was first published on Small Business Trends View the full article

Alibaba, JD.com and Tencent among those aiding switch to domestic sales in national movement influenced by BeijingView the full article