ResidentialBusiness

On the first anniversary of the most destructive wildfires in the L.A. area, the scant home construction projects stand out among the still mostly flattened landscapes. Fewer than a dozen homes have been rebuilt in Los Angeles County since Jan. 7, 2025, when the Palisades and Eaton fires erupted, killing 31 people and destroying about 13,000 homes and other residential properties. For those who had insurance, it’s often not enough to cover the costs of construction. Relief organizations are stepping in to help, but progress is slow. Among the exceptions is Ted Koerner, whose Altadena home was reduced to ash and two chimneys. With his insurance payout tied up, the 67-year-old liquidated about 80% of his retirement holdings, secured contractors quickly, and moved decisively through the rebuilding process. Shortly before Thanksgiving, Koerner was among the first to finish a rebuild in the aftermath of the fires, which were fueled by drought and hurricane-force winds. But most do not have options like Koerner. The streets of the coastal community of Pacific Palisades and Altadena, a community in the foothills of the San Gabriel Mountains, remain lined with dirt lots. In the seaside city of Malibu, foundations and concrete piles rising out of the sand are all that’s left of beachfront homes that once butted against crashing ocean waves. Neighborhoods are pitch black at night, with few streetlamps replaced. Even many homes that survived are not inhabited as families struggle to clear them of the fire’s toxic contaminants. Koerner was driven in part by fear that his beloved golden retriever, Daisy Mae, now 13 years old, might not live long enough to move into a new home, given the many months it can take to build even under the best circumstances. He also did not have to wait for his insurance payout to start construction. “That’s the only way we were going to get it done before all of a sudden my dog starts having labored breathing or something else happens,” Koerner said. Once construction began, his home was completed in just over four months. Daisy Mae is back lying in her favorite spot in the yard under a 175-year-old Heritage Oak. Koerner said he enjoys his morning coffee while watching her and it brings tears to his eyes. “We made it,” he said. Many fear they can’t afford to rebuild About 900 homes are under construction, potentially on pace to be completed later this year. Still, many homeowners are stuck as they figure out whether they can pay for the rebuilding process. Scores of residents have left their communities for good. More than 600 properties where a single-family home was destroyed in the wildfires have been sold, according to real estate data tracker Cotality. “We’re seeing huge gaps between the money insurance is paying out, to the extent we have insurance, and what it will actually cost to rebuild and/or remediate our homes,” said Joy Chen, executive director of the Eaton Fire Survivors Network, a group of 10,000 fire survivors mostly from Altadena. By December, less than 20% of people who experienced total home loss had closed out their insurance claims, according to a survey by the nonprofit Department of Angels. About one-third of insured respondents had policies with State Farm, the state’s largest private insurer, or the California FAIR plan, the insurer of last resort. They reported high rates of dissatisfaction with both, citing burdensome requirements, lowball estimates, and dealing with multiple adjusters. In November, Los Angeles County opened a civil investigation into State Farm’s practices and potential violations of the state’s Unfair Competition law. Chen said the group has seen a flurry of substantial payouts since then. Without answers from insurance, households can’t commit to rebuilding projects that can easily exceed $1 million. “They’re worried about getting started and running out of money,” Chen said. An uncertain future Jessica Rogers discovered only after the Palisades fire destroyed her home that her coverage had been canceled. The mother of two’s fallback was a low-interest loan from the Small Business Administration, but the application process was grueling. After losing her job because of the fire and then having her identity stolen, her approval for $550,000 came through last month. She is still weighing how she’ll cover the remaining costs and says she wonders: “Do I empty out my 401(k) and start counting every penny in a penny jar around the apartment?” Rogers — now executive director of the Pacific Palisades Long Term Recovery Group — estimates there are hundreds like her in Pacific Palisades who are “stuck dealing with FEMA and SBA and figuring out if we could piecemeal something together to build our homes.” Also struggling to return home are the community’s renters, condo owners, and mobile homeowners. Meanwhile, many are also dealing with their trauma. “It’s not what people talk about, but it is incredibly apparent and very real,” said Rogers, who still finds herself crying at unexpected moments. A slow start That so few homes have been rebuilt a year after the wildfires echoes the recovery pattern of a December 2021 blaze that erupted south of Boulder, Colorado, destroying more than 1,000 homes. “At the one-year mark, many lots had been cleared of debris and many residents had applied for building permits, said Andrew Rumbach, co-lead of the Climate and Communities Program at Urban Institute. “Around the 18-month mark is when you start to see really significant progress in terms of going from handfuls to hundreds” of homes rebuilt. Time will bring the scope of problems into focus. “You’re going to start to see some real inequality start to emerge where certain neighborhoods, certain types of people, certain types of properties are just lagging way far behind, and that becomes the really important question in the second year of a recovery: Who’s doing well and who is really struggling and why?” Rumbach said. That’s a key concern in Altadena, which for decades drew aspiring Black homeowners who otherwise faced redlining and other forms of racial discrimination when they sought to buy a home in other L.A.-area communities. In 2024, 81% of Black households in Altadena owned their homes, nearly twice the national Black homeownership rate. But recent research by UCLA’s Latino Policy & Politics Institute found that, as of August, 7 in 10 Altadena homeowners whose property was severely damaged in last year’s wildfire had not begun taking steps to rebuild or sell their home. Among these, Black homeowners were 73% more likely than others to have taken no action. Determined to rebuild Al and Charlotte Bailey have been living in an RV parked on the empty lot where their home once stood. The Baileys are paying for their rebuild with funds from their insurance payout and a loan. They’re also hoping to receive money from Southern California Edison. Several lawsuits claim its equipmentsparked the wildfire in Altadena. “We had been here for 41 years and raised our family here, and in one night it was all gone,” said Al Bailey, 77. “We decided that, whatever it’s going to cost, this is our community.” —Alex Veiga and Gabriela Aoun Angueira, Associated Press View the full article

The Tin Can phone is designed to be a simple and screen-free way for children to connect with friends and family. But since Christmas morning, when many families unwrapped and installed the retro, landline-style phones, network issues have left many users unable to make or receive calls. “Ultimately, Christmas Day overwhelmed us,” says Tin Can cofounder and CEO Chet Kittleson. “We spent months preparing for it, and we just didn’t get it all right.” Tin Can customers on social media including Reddit and Instagram have reported a variety of issues both making and receiving calls with the devices. Some new users also experienced trouble setting up their accounts and activating their phones, which is normally done using a parent’s smartphone. The setup issues have now been resolved, Kittleson says, but he confirms network instability following an unprecedented influx of new customers continues to make the phone service itself unreliable for many. “No matter how much you stress test and load test and all the rest, you just don’t know exactly how a service is going to perform under a new amount of pressure,” Kittleson says. “The growth we experienced literally within an hour was like nothing I’ve been through before.” Tin Can offers a free plan that enables calls to other Tin Can devices, as well as a paid “party line” plan that allows calls to and from ordinary phone numbers preapproved by a parent. All types of incoming and outgoing calls, including emergency calls to 911, are potentially affected by the network issues, Kittleson says. And while he declined to provide Fast Company with an estimate of when service will be fully restored—“I don’t want to overpromise and underdeliver”—the company has pledged not to charge paying customers until the network is reliable once more. Kittleson says his team is working around the clock to fix the issue, well-aware that the outage means children being unable to connect with friends and loved ones. Even his own family has had trouble with a Tin Can phone. The Tin Can devices, which connect via the internet rather than the traditional phone network, have been promoted as a way for children to be able to connect with friends and family as they did in the landline era. Kids can use the devices to stay connected without having to be equipped with their own smartphones or risk exposure to the spam and scam calls ubiquitous on other phones today. (Tin Can may soon face competition, with kids’ device maker Pinwheel on January 5 announcing plans to launch a similar device in April). The company has been updating customers on the issues via Instagram, email, and a status page, and social media feedback so far appears to be a mix of frustration and patient acceptance from fans of the device—or at least the concept. Many new customers who received Tin Can phones for the holidays likely have yet to build routines around the devices due to the outage, and the company has postponed shipping a next batch of phones until April, Kittleson says. He declined to specify how many new customers activated the devices over the holidays, though he says there were “a lot.” Tens of thousands of Tin Can devices used the network without a problem for 14 months prior to Christmas, according to the company. And while some customers are evidently frustrated, Kittleson is optimistic that fans will stick with the Tin Can product and service once the outage is resolved. “I think we have an audience that generally believes in the mission, believes in what we’re doing, and understands we just went through a pretty massive shift,” Kittleson says. “And they know that we’re working really, really hard to both let them know what’s going on and to resolve the issues.” View the full article

A reader writes: My company recently hired a new employee who has been a problem. We were hesitant to hire her to begin with — she didn’t have glowing recommendations and she’s got a patchy work history, but she has experience in the one thing we can’t train on right now, so we hired her reluctantly. It turns out she’s an over-sharer on social media: Every single detail of her day is listed in a giant personal social media post at least three or four times a day, and she tags everyone she comes in contact with: businesses, products, people. It’s unusual. She has been very opinionated about how we do things and doesn’t really want to participate in feedback or training. She goes home every day and writes a long, detailed post about who she interacted with, what she did all day, and her opinions about it and then tags her coworkers and our company. It’s borderline negative/critical of the company but really reflects more on her as a person and less on how we do things. I’m not sure if she realizes how it looks or if she’s just an over-sharer. We have a pretty straightforward social media policy: don’t tag us, don’t list us as your place of work, and don’t friend or interact with your managers on social media. We were clear on this policy when she was hired. I reminded her of the policy, and then I ended up tagged in one of her long, daily, detailed posts. HR then reminded her of the policy and not to tag or mention our company by name and to appropriately address needs, questions, and conflicts through the right channels. She then complained about that, with direct tags, on social media. Other than this glaring issue, the quality of her work is okay. It’s not stellar, and it’s not bad. But her attitude is a mess. I’m not sure if she’s a bad fit or if we need to give her more time. Her 30-day review is due next week. Would I be wrong to let her go and wish her well? I don’t want to put someone out of work if we don’t have to, but we have a great and positive team and wonderful rapport with customers that I don’t want to jeopardize. I answer this question over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here. The post new employee keeps tagging the company in negative social media posts appeared first on Ask a Manager. View the full article

Creating a staff training plan is crucial for improving employee skills and enhancing overall productivity. You’ll want to start by identifying training needs based on performance reviews and feedback. Once you have that information, setting clear, measurable objectives is fundamental. Afterward, you can design training modules that engage employees. But how do you guarantee these programs are effective and promote a culture of continuous learning? The following steps will guide you through the process. Key Takeaways Conduct a training needs analysis (TNA) to identify skill gaps and align training with organizational goals. Set SMART objectives to provide clear targets for training outcomes and ensure accountability. Design engaging training modules using diverse instructional methods and real-world scenarios for enhanced relevance. Allocate a dedicated budget for training resources, considering both direct and indirect costs. Evaluate training effectiveness through performance metrics and continuous feedback to foster ongoing learning and improvement. Understanding the Importance of Staff Training Plans Grasping the importance of staff training plans is crucial for any organization aiming to improve its overall performance. Developing a training program aligns employee skills with organizational goals, leading to improved productivity. When you know how to create a training program that meets your workforce’s needs, you cultivate engagement and satisfaction among employees, which contributes to a positive workplace culture. In addition, a well-structured training plan can markedly reduce employee turnover, showcasing your commitment to their development. Research indicates that organizations with effective training programs can see a return on investment of up to 34% in productivity increases. Moreover, developing a training plan for employees helps guarantee compliance with industry regulations and standards, lowering legal risks and maintaining quality assurance. Assessing Training Needs and Skill Gaps To effectively assess training needs and skill gaps within your organization, it’s essential to conduct a training needs analysis (TNA). Start by utilizing existing data sources like performance reviews and employee surveys to identify specific skill gaps. Engaging employees through interviews or focus groups can likewise provide insights into their perceived training needs and career aspirations. This information will help you create a relevant training plan. Next, perform a gap analysis to quantify the difference between current competencies and desired performance levels. This quantification enables you to prioritize training efforts based on their organizational impact. As you’re developing training plans for staff, remember to apply the SMART criteria—specific, measurable, achievable, relevant, and time-bound—to define clear objectives that address the identified skill gaps. Finally, use a staff training schedule template to organize and implement your training initiatives effectively, ensuring alignment with overall business strategies. Setting Clear and Measurable Objectives How can you guarantee that your training programs yield the best possible results? Setting clear and measurable objectives is key. By using the SMART criteria—Specific, Measurable, Achievable, Relevant, and Time-Bound—you create concrete goals that improve focus and accountability within your team. Research shows that clearly defined objectives can improve training outcomes by 25%. To assist you in this process, here’s a simple table outlining the elements of effective objectives: Element Description Specific Clearly define what you want to achieve. Measurable Include metrics to assess progress. Achievable Confirm goals are realistic and attainable. Relevant Align objectives with organizational goals. When you learn how to set up a training program with these elements, you’re effectively building a training plan that leads to success. Don’t forget to make a training schedule that reflects these objectives for continuous improvement. Designing Engaging Training Modules Effective training programs go beyond setting objectives; they likewise demand engaging content that captures and retains learners’ attention. To create a training plan, incorporate diverse instructional methods, such as videos, interactive quizzes, and hands-on activities, to cater to various learning styles. Real-world scenarios and case studies improve relevance, allowing employees to apply learned skills practically. When you learn how to make a training program, utilize visual aids like infographics and slideshows, as they can boost comprehension and retention considerably. Incorporating assessments and knowledge checks throughout the modules helps gauge perception and reinforces learning, making it easier to identify areas needing more focus. Finally, structure your modules with clear learning objectives and outcomes to guarantee employees know what they’re expected to achieve, aligning training with both personal and organizational goals. This approach will help when you figure out how to set up a training schedule that maximizes effectiveness. Choosing the Right Training Delivery Methods When you’re selecting training delivery methods, it’s crucial to weigh the benefits of in-person training, the flexibility of online learning, and the effectiveness of blended approaches. In-person sessions encourage immediate feedback and discussions, whereas online formats provide convenience and cater to diverse learning preferences. Blended learning, which combines both elements, not just improves engagement but additionally greatly boosts completion rates, making it a compelling option for your staff training plans. In-Person Training Benefits In-person training offers numerous advantages that can greatly improve the learning experience for employees. This method provides immediate feedback from instructors, nurturing real-time interaction that bolsters comprehension and retention of complex topics. By facilitating hands-on experience, in-person training enables employees to apply skills in a controlled environment, boosting their confidence in performing tasks. Furthermore, these sessions leverage group dynamics, encouraging teamwork and collaboration, which enhances communication skills and builds camaraderie among participants. The structured environment of in-person training minimizes distractions, allowing employees to focus entirely on the material. Studies show that in-person training sessions yield a 20% higher retention rate compared to online training, making them a valuable investment for organizations seeking effective skill development. Online Learning Flexibility How can online learning flexibility transform your training approach? By offering employees the chance to access training materials at their own pace, you can accommodate diverse schedules and learning preferences. Learning Management Systems (LMS) create a centralized platform for engagement, allowing employees to track progress and revisit content, which improves retention. Asynchronous online training promotes self-directed learning, enabling your team to absorb information when it best fits their work-life balance. Incorporating interactive elements, like quizzes and discussion forums, boosts engagement and encourages collaboration. Moreover, leveraging data-driven insights from performance metrics allows you to tailor online training programs, ensuring they meet the specific needs and learning styles of your workforce, ultimately enhancing training effectiveness. Blended Learning Approaches Blended learning approaches offer a strategic way to improve employee training by integrating both online and in-person methods. This combination allows for flexibility and caters to diverse learning styles, enhancing engagement and retention rates. Research shows that blended learning can boost learning outcomes by 50% compared to traditional methods, making it an effective strategy for development. With self-paced online modules, employees can learn at their convenience, whereas face-to-face sessions provide hands-on practice and immediate feedback. Organizations that use blended learning often report increased satisfaction and improved performance metrics, creating a more interactive environment. A successful program typically includes various instructional methods, such as video content, interactive simulations, and collaborative projects, keeping learners engaged and motivated throughout the training process. Allocating Resources for Training Implementation When allocating resources for training implementation, you need to establish a dedicated budget, typically between 1% to 5% of your total payroll, to cover vital materials and resources. Identifying the right personnel, such as trainers and subject-matter experts, is critical for effective knowledge transfer. During this process, it’s important to ensure that training spaces and equipment are ready for use. Budget Considerations for Training Allocating resources for training implementation is crucial for maximizing the effectiveness of your organization’s training initiatives. Aim to allocate about 1-3% of your total payroll budget to guarantee sufficient resources for employee development. When calculating your training budget, remember to take into account both direct costs, like training materials and instructor fees, and indirect costs, such as employee time away from work. To stretch your budget, utilize cost-effective training methods, including online courses and in-house workshops. Conduct a training needs analysis to pinpoint critical skills gaps, allowing you to focus funding on high-impact training initiatives aligned with your business goals. Regularly reviewing and adjusting the budget based on employee performance and feedback guarantees your resources meet evolving training needs effectively. Identifying Training Resources Identifying the right training resources is vital for implementing effective employee development programs. Start by allocating a dedicated budget that covers materials, trainers, and technology, guaranteeing alignment with your training objectives. Next, tap into internal resources by utilizing subject-matter experts within your organization; this can reduce costs and improve the relevance of your training. Don’t forget to leverage technology by selecting a Blackboard Learning Management System (LMS) that supports delivery and tracking, creating personalized learning experiences. Furthermore, assess the availability of external training vendors that can offer specialized content, complementing your in-house capabilities. Finally, establish a timeline for resource allocation with milestones to make sure all necessary resources are in place before the program launches, maximizing effectiveness. Scheduling and Time Management Effective scheduling and time management are crucial for the success of any training program. You should assess employee availability and peak work periods to minimize disruption during maximizing participation. Allocate sufficient time for each training module, as research shows that shorter, focused sessions improve retention and engagement. Utilize project management tools to create a detailed timeline for training implementation, ensuring visibility of milestones and deadlines. Offering multiple training formats, such as in-person, online, and hybrid, accommodates varying schedules and learning preferences. Finally, regularly review and adjust schedules based on employee feedback and performance metrics to improve the training program’s overall effectiveness. Key Considerations Actions Needed Assess Employee Availability Survey staff availability Allocate Training Time Schedule focused sessions Use Project Management Tools Create detailed timelines Provide Multiple Formats Offer in-person & online Review and Adjust Analyze feedback regularly Establishing a Timeline for Training Execution Creating a clear timeline for training execution is crucial to guaranteeing that your training program runs smoothly and meets its objectives. Start by determining the duration of each training module, aligning the overall program with organizational deadlines and employee availability. Set specific milestones within the timeline to track progress, which allows you to make timely adjustments if needed. Incorporate buffer periods to accommodate unforeseen delays or challenges, facilitating a smoother execution of the training plan. Regularly communicate this timeline to all stakeholders, including employees and trainers, to maintain transparency and accountability. This guarantees everyone stays informed and aligned with the training schedule. Utilizing project management tools or software can help you visualize the timeline effectively. These tools enable you to monitor the completion of training activities, guaranteeing a structured and organized approach to executing your training program, ultimately resulting in better outcomes for your organization. Evaluating the Effectiveness of Training Programs To evaluate the effectiveness of your training programs, you need to establish performance metrics that assess competency levels after training. Gathering feedback from participants and management can help identify improvements in performance and engagement, allowing for continuous improvement of your training initiatives. Furthermore, implementing strategies for ongoing assessment and follow-up, like refresher courses, can considerably boost knowledge retention and guarantee your training aligns with organizational goals. Performance Metrics Assessment When evaluating the effectiveness of training programs, it’s crucial to establish clear performance metrics that can be measured and analyzed. These metrics help you understand the impact of your training initiatives. Consider the following: Employee Performance: Measure improvements in productivity levels post-training to gauge success. Engagement Levels: Collect feedback and analyze participation rates to assess employee satisfaction with the training. Knowledge Retention: Track completion rates and assessment scores to identify areas needing further reinforcement. Continuous Improvement Strategies Continuous improvement is essential for evaluating the effectiveness of training programs, as it allows organizations to adapt and improve their offerings based on real-world feedback and results. Start by regularly collecting feedback through surveys and assessments to measure comprehension and satisfaction. Utilize performance metrics like employee productivity and skill application rates to assess training impact on job performance. Implement a Learning Management System (LMS) to track completion rates and progress, enabling data-driven decisions for future training needs. Conduct follow-up assessments post-training to gauge long-term retention and guarantee training objectives were met. Finally, cultivate a culture of continuous improvement by reviewing training content against industry standards and evolving organizational goals, ensuring your training program remains relevant and effective. Incorporating Feedback for Continuous Improvement Incorporating feedback into your training programs is crucial for identifying areas that need improvement and enhancing overall effectiveness. To achieve this, consider these strategies: Regular Feedback Collection: Use surveys, interviews, and assessments to gather input from participants on their experiences and learning outcomes. Data-Driven Insights: Analyze performance metrics and completion rates to adjust training content and delivery methods, ensuring they align with employee needs and expectations. Continuous Feedback Loop: Implement a system where feedback is regularly sought and integrated, which encourages employee engagement and promotes a culture of adaptability within your organization. Organizations that actively seek and incorporate feedback into their training programs often see higher employee satisfaction and retention rates. This approach not only improves individual performance but also contributes to the overall success of the organization, making it a crucial component of effective training plans. Fostering a Culture of Ongoing Learning and Development Nurturing a culture of ongoing learning and development is vital for organizations aiming to improve employee engagement and performance. Studies show that cultivating this culture can lead to a 37% increase in employee productivity and a 34% boost in retention rates. By prioritizing continuous learning, you’re making your organization 92% more likely to innovate and adapt to market changes. Moreover, employees who engage in ongoing development are five times more likely to be promoted, demonstrating a clear link between learning opportunities and career advancement. Investing in formal training programs can likewise yield a 24% increase in profit margins, emphasizing the financial benefits of employee growth. Since 70% of employees prefer self-directed learning through online courses, incorporating flexible learning options is fundamental for creating a successful learning-oriented environment. Frequently Asked Questions What Are the 5 Steps for Developing a Training Program? To develop a training program, start by identifying training needs through a thorough analysis of employee skills versus organizational goals. Next, set clear SMART objectives that guide your efforts. Then, select appropriate training methods that fit varied learning styles. After that, develop engaging content that includes visuals and practical examples. Finally, evaluate the program’s effectiveness using feedback, and revise as necessary to guarantee it meets the evolving needs of participants and the organization. How to Create a Staff Training Plan? To create a staff training plan, start by identifying skill gaps through a training needs analysis. Define clear, SMART objectives that align with your organization’s goals. Choose training methods that suit various learning styles, like workshops or online courses. Develop a structured timeline for training activities, including deadlines and resource allocation. Finally, implement feedback mechanisms to evaluate the effectiveness of the training and adjust the program as needed for continuous improvement. What Is the 70 20 10 Rule for Training? The 70-20-10 Rule for training suggests that 70% of learning comes from on-the-job experiences, 20% from social interactions, and just 10% from formal education. This model emphasizes practical experience, showing that active engagement with tasks and collaboration with peers boosts knowledge retention. Many organizations that implement this strategy see improvements in employee performance and overall engagement, nurturing a culture of continuous learning that benefits both individuals and the organization as a whole. What Are the 7 Steps to Create an Effective Training Program? To create an effective training program, start with a training needs analysis to pinpoint skill gaps. Set SMART objectives to guide your training content and measure success. Choose suitable methodologies, like workshops or online courses, based on employee preferences. Design engaging content using various formats to cater to different learning styles. Finally, implement evaluation mechanisms to assess effectiveness and adapt the program as organizational needs evolve. This structured approach improves overall training impact. Conclusion In summary, developing an effective staff training plan is essential for enhancing employee performance and aligning skills with organizational goals. By systematically evaluating training needs, setting clear objectives, and designing engaging modules, you can create a robust program. Remember to choose appropriate delivery methods, establish a timeline, and evaluate the training’s effectiveness. Incorporating feedback and promoting a culture of continuous learning will guarantee your training remains relevant, helping your team adapt to evolving challenges and improve overall productivity. Image via Google Gemini This article, "Step-by-Step Guide for Developing Staff Training Plans" was first published on Small Business Trends View the full article

Creating a staff training plan is crucial for improving employee skills and enhancing overall productivity. You’ll want to start by identifying training needs based on performance reviews and feedback. Once you have that information, setting clear, measurable objectives is fundamental. Afterward, you can design training modules that engage employees. But how do you guarantee these programs are effective and promote a culture of continuous learning? The following steps will guide you through the process. Key Takeaways Conduct a training needs analysis (TNA) to identify skill gaps and align training with organizational goals. Set SMART objectives to provide clear targets for training outcomes and ensure accountability. Design engaging training modules using diverse instructional methods and real-world scenarios for enhanced relevance. Allocate a dedicated budget for training resources, considering both direct and indirect costs. Evaluate training effectiveness through performance metrics and continuous feedback to foster ongoing learning and improvement. Understanding the Importance of Staff Training Plans Grasping the importance of staff training plans is crucial for any organization aiming to improve its overall performance. Developing a training program aligns employee skills with organizational goals, leading to improved productivity. When you know how to create a training program that meets your workforce’s needs, you cultivate engagement and satisfaction among employees, which contributes to a positive workplace culture. In addition, a well-structured training plan can markedly reduce employee turnover, showcasing your commitment to their development. Research indicates that organizations with effective training programs can see a return on investment of up to 34% in productivity increases. Moreover, developing a training plan for employees helps guarantee compliance with industry regulations and standards, lowering legal risks and maintaining quality assurance. Assessing Training Needs and Skill Gaps To effectively assess training needs and skill gaps within your organization, it’s essential to conduct a training needs analysis (TNA). Start by utilizing existing data sources like performance reviews and employee surveys to identify specific skill gaps. Engaging employees through interviews or focus groups can likewise provide insights into their perceived training needs and career aspirations. This information will help you create a relevant training plan. Next, perform a gap analysis to quantify the difference between current competencies and desired performance levels. This quantification enables you to prioritize training efforts based on their organizational impact. As you’re developing training plans for staff, remember to apply the SMART criteria—specific, measurable, achievable, relevant, and time-bound—to define clear objectives that address the identified skill gaps. Finally, use a staff training schedule template to organize and implement your training initiatives effectively, ensuring alignment with overall business strategies. Setting Clear and Measurable Objectives How can you guarantee that your training programs yield the best possible results? Setting clear and measurable objectives is key. By using the SMART criteria—Specific, Measurable, Achievable, Relevant, and Time-Bound—you create concrete goals that improve focus and accountability within your team. Research shows that clearly defined objectives can improve training outcomes by 25%. To assist you in this process, here’s a simple table outlining the elements of effective objectives: Element Description Specific Clearly define what you want to achieve. Measurable Include metrics to assess progress. Achievable Confirm goals are realistic and attainable. Relevant Align objectives with organizational goals. When you learn how to set up a training program with these elements, you’re effectively building a training plan that leads to success. Don’t forget to make a training schedule that reflects these objectives for continuous improvement. Designing Engaging Training Modules Effective training programs go beyond setting objectives; they likewise demand engaging content that captures and retains learners’ attention. To create a training plan, incorporate diverse instructional methods, such as videos, interactive quizzes, and hands-on activities, to cater to various learning styles. Real-world scenarios and case studies improve relevance, allowing employees to apply learned skills practically. When you learn how to make a training program, utilize visual aids like infographics and slideshows, as they can boost comprehension and retention considerably. Incorporating assessments and knowledge checks throughout the modules helps gauge perception and reinforces learning, making it easier to identify areas needing more focus. Finally, structure your modules with clear learning objectives and outcomes to guarantee employees know what they’re expected to achieve, aligning training with both personal and organizational goals. This approach will help when you figure out how to set up a training schedule that maximizes effectiveness. Choosing the Right Training Delivery Methods When you’re selecting training delivery methods, it’s crucial to weigh the benefits of in-person training, the flexibility of online learning, and the effectiveness of blended approaches. In-person sessions encourage immediate feedback and discussions, whereas online formats provide convenience and cater to diverse learning preferences. Blended learning, which combines both elements, not just improves engagement but additionally greatly boosts completion rates, making it a compelling option for your staff training plans. In-Person Training Benefits In-person training offers numerous advantages that can greatly improve the learning experience for employees. This method provides immediate feedback from instructors, nurturing real-time interaction that bolsters comprehension and retention of complex topics. By facilitating hands-on experience, in-person training enables employees to apply skills in a controlled environment, boosting their confidence in performing tasks. Furthermore, these sessions leverage group dynamics, encouraging teamwork and collaboration, which enhances communication skills and builds camaraderie among participants. The structured environment of in-person training minimizes distractions, allowing employees to focus entirely on the material. Studies show that in-person training sessions yield a 20% higher retention rate compared to online training, making them a valuable investment for organizations seeking effective skill development. Online Learning Flexibility How can online learning flexibility transform your training approach? By offering employees the chance to access training materials at their own pace, you can accommodate diverse schedules and learning preferences. Learning Management Systems (LMS) create a centralized platform for engagement, allowing employees to track progress and revisit content, which improves retention. Asynchronous online training promotes self-directed learning, enabling your team to absorb information when it best fits their work-life balance. Incorporating interactive elements, like quizzes and discussion forums, boosts engagement and encourages collaboration. Moreover, leveraging data-driven insights from performance metrics allows you to tailor online training programs, ensuring they meet the specific needs and learning styles of your workforce, ultimately enhancing training effectiveness. Blended Learning Approaches Blended learning approaches offer a strategic way to improve employee training by integrating both online and in-person methods. This combination allows for flexibility and caters to diverse learning styles, enhancing engagement and retention rates. Research shows that blended learning can boost learning outcomes by 50% compared to traditional methods, making it an effective strategy for development. With self-paced online modules, employees can learn at their convenience, whereas face-to-face sessions provide hands-on practice and immediate feedback. Organizations that use blended learning often report increased satisfaction and improved performance metrics, creating a more interactive environment. A successful program typically includes various instructional methods, such as video content, interactive simulations, and collaborative projects, keeping learners engaged and motivated throughout the training process. Allocating Resources for Training Implementation When allocating resources for training implementation, you need to establish a dedicated budget, typically between 1% to 5% of your total payroll, to cover vital materials and resources. Identifying the right personnel, such as trainers and subject-matter experts, is critical for effective knowledge transfer. During this process, it’s important to ensure that training spaces and equipment are ready for use. Budget Considerations for Training Allocating resources for training implementation is crucial for maximizing the effectiveness of your organization’s training initiatives. Aim to allocate about 1-3% of your total payroll budget to guarantee sufficient resources for employee development. When calculating your training budget, remember to take into account both direct costs, like training materials and instructor fees, and indirect costs, such as employee time away from work. To stretch your budget, utilize cost-effective training methods, including online courses and in-house workshops. Conduct a training needs analysis to pinpoint critical skills gaps, allowing you to focus funding on high-impact training initiatives aligned with your business goals. Regularly reviewing and adjusting the budget based on employee performance and feedback guarantees your resources meet evolving training needs effectively. Identifying Training Resources Identifying the right training resources is vital for implementing effective employee development programs. Start by allocating a dedicated budget that covers materials, trainers, and technology, guaranteeing alignment with your training objectives. Next, tap into internal resources by utilizing subject-matter experts within your organization; this can reduce costs and improve the relevance of your training. Don’t forget to leverage technology by selecting a Blackboard Learning Management System (LMS) that supports delivery and tracking, creating personalized learning experiences. Furthermore, assess the availability of external training vendors that can offer specialized content, complementing your in-house capabilities. Finally, establish a timeline for resource allocation with milestones to make sure all necessary resources are in place before the program launches, maximizing effectiveness. Scheduling and Time Management Effective scheduling and time management are crucial for the success of any training program. You should assess employee availability and peak work periods to minimize disruption during maximizing participation. Allocate sufficient time for each training module, as research shows that shorter, focused sessions improve retention and engagement. Utilize project management tools to create a detailed timeline for training implementation, ensuring visibility of milestones and deadlines. Offering multiple training formats, such as in-person, online, and hybrid, accommodates varying schedules and learning preferences. Finally, regularly review and adjust schedules based on employee feedback and performance metrics to improve the training program’s overall effectiveness. Key Considerations Actions Needed Assess Employee Availability Survey staff availability Allocate Training Time Schedule focused sessions Use Project Management Tools Create detailed timelines Provide Multiple Formats Offer in-person & online Review and Adjust Analyze feedback regularly Establishing a Timeline for Training Execution Creating a clear timeline for training execution is crucial to guaranteeing that your training program runs smoothly and meets its objectives. Start by determining the duration of each training module, aligning the overall program with organizational deadlines and employee availability. Set specific milestones within the timeline to track progress, which allows you to make timely adjustments if needed. Incorporate buffer periods to accommodate unforeseen delays or challenges, facilitating a smoother execution of the training plan. Regularly communicate this timeline to all stakeholders, including employees and trainers, to maintain transparency and accountability. This guarantees everyone stays informed and aligned with the training schedule. Utilizing project management tools or software can help you visualize the timeline effectively. These tools enable you to monitor the completion of training activities, guaranteeing a structured and organized approach to executing your training program, ultimately resulting in better outcomes for your organization. Evaluating the Effectiveness of Training Programs To evaluate the effectiveness of your training programs, you need to establish performance metrics that assess competency levels after training. Gathering feedback from participants and management can help identify improvements in performance and engagement, allowing for continuous improvement of your training initiatives. Furthermore, implementing strategies for ongoing assessment and follow-up, like refresher courses, can considerably boost knowledge retention and guarantee your training aligns with organizational goals. Performance Metrics Assessment When evaluating the effectiveness of training programs, it’s crucial to establish clear performance metrics that can be measured and analyzed. These metrics help you understand the impact of your training initiatives. Consider the following: Employee Performance: Measure improvements in productivity levels post-training to gauge success. Engagement Levels: Collect feedback and analyze participation rates to assess employee satisfaction with the training. Knowledge Retention: Track completion rates and assessment scores to identify areas needing further reinforcement. Continuous Improvement Strategies Continuous improvement is essential for evaluating the effectiveness of training programs, as it allows organizations to adapt and improve their offerings based on real-world feedback and results. Start by regularly collecting feedback through surveys and assessments to measure comprehension and satisfaction. Utilize performance metrics like employee productivity and skill application rates to assess training impact on job performance. Implement a Learning Management System (LMS) to track completion rates and progress, enabling data-driven decisions for future training needs. Conduct follow-up assessments post-training to gauge long-term retention and guarantee training objectives were met. Finally, cultivate a culture of continuous improvement by reviewing training content against industry standards and evolving organizational goals, ensuring your training program remains relevant and effective. Incorporating Feedback for Continuous Improvement Incorporating feedback into your training programs is crucial for identifying areas that need improvement and enhancing overall effectiveness. To achieve this, consider these strategies: Regular Feedback Collection: Use surveys, interviews, and assessments to gather input from participants on their experiences and learning outcomes. Data-Driven Insights: Analyze performance metrics and completion rates to adjust training content and delivery methods, ensuring they align with employee needs and expectations. Continuous Feedback Loop: Implement a system where feedback is regularly sought and integrated, which encourages employee engagement and promotes a culture of adaptability within your organization. Organizations that actively seek and incorporate feedback into their training programs often see higher employee satisfaction and retention rates. This approach not only improves individual performance but also contributes to the overall success of the organization, making it a crucial component of effective training plans. Fostering a Culture of Ongoing Learning and Development Nurturing a culture of ongoing learning and development is vital for organizations aiming to improve employee engagement and performance. Studies show that cultivating this culture can lead to a 37% increase in employee productivity and a 34% boost in retention rates. By prioritizing continuous learning, you’re making your organization 92% more likely to innovate and adapt to market changes. Moreover, employees who engage in ongoing development are five times more likely to be promoted, demonstrating a clear link between learning opportunities and career advancement. Investing in formal training programs can likewise yield a 24% increase in profit margins, emphasizing the financial benefits of employee growth. Since 70% of employees prefer self-directed learning through online courses, incorporating flexible learning options is fundamental for creating a successful learning-oriented environment. Frequently Asked Questions What Are the 5 Steps for Developing a Training Program? To develop a training program, start by identifying training needs through a thorough analysis of employee skills versus organizational goals. Next, set clear SMART objectives that guide your efforts. Then, select appropriate training methods that fit varied learning styles. After that, develop engaging content that includes visuals and practical examples. Finally, evaluate the program’s effectiveness using feedback, and revise as necessary to guarantee it meets the evolving needs of participants and the organization. How to Create a Staff Training Plan? To create a staff training plan, start by identifying skill gaps through a training needs analysis. Define clear, SMART objectives that align with your organization’s goals. Choose training methods that suit various learning styles, like workshops or online courses. Develop a structured timeline for training activities, including deadlines and resource allocation. Finally, implement feedback mechanisms to evaluate the effectiveness of the training and adjust the program as needed for continuous improvement. What Is the 70 20 10 Rule for Training? The 70-20-10 Rule for training suggests that 70% of learning comes from on-the-job experiences, 20% from social interactions, and just 10% from formal education. This model emphasizes practical experience, showing that active engagement with tasks and collaboration with peers boosts knowledge retention. Many organizations that implement this strategy see improvements in employee performance and overall engagement, nurturing a culture of continuous learning that benefits both individuals and the organization as a whole. What Are the 7 Steps to Create an Effective Training Program? To create an effective training program, start with a training needs analysis to pinpoint skill gaps. Set SMART objectives to guide your training content and measure success. Choose suitable methodologies, like workshops or online courses, based on employee preferences. Design engaging content using various formats to cater to different learning styles. Finally, implement evaluation mechanisms to assess effectiveness and adapt the program as organizational needs evolve. This structured approach improves overall training impact. Conclusion In summary, developing an effective staff training plan is essential for enhancing employee performance and aligning skills with organizational goals. By systematically evaluating training needs, setting clear objectives, and designing engaging modules, you can create a robust program. Remember to choose appropriate delivery methods, establish a timeline, and evaluate the training’s effectiveness. Incorporating feedback and promoting a culture of continuous learning will guarantee your training remains relevant, helping your team adapt to evolving challenges and improve overall productivity. Image via Google Gemini This article, "Step-by-Step Guide for Developing Staff Training Plans" was first published on Small Business Trends View the full article

Like many parents, sometimes I view my kids as lazy. This was one of those times: At Orlando International Airport, on our way to Disney World, my 16-year-old daughter shared how much she wanted a rideable suitcase. I laughed and told her that she can walk just fine. "Besides," I added, "that would never work." I hadn't seen rideable luggage yet, and I pointed out the immediate detractions that came to mind. First, it wouldn't work for someone like me—6'3 and 215 pounds. Second, I had doubts that it would have much storage space to carry items, which is the whole point of luggage. And third, who would be caught dead riding something so silly? But my daughter was determined to prove to me not only that they exist, but that they're popular. She showed me videos of them in action. I wasn't convinced. We joked about rideable luggage as we walked through the airport. It came up again as we trekked through Disney World. ("See, if we had rideable luggage, we wouldn't be so tired.") By the time we walked to baggage claim after returning to LaGuardia, it was a running gag. That same week, as I prepared for CES, I looked into rideable suitcases and made plans to test them out at the show. And as it turns out, my daughter was right. At CES, I tried several rideable suitcases, putting my bulky 6'3, 215-pound frame on motorized, battery-powered, airplane cabin-sized bags. The best I rode came from Jitlife, which is premiering its fourth model, the Jitlife JS07i, this year. Not only did it impress, but it's also one of the finalists for the official Best of CES 2026 awards for the travel category. Like all the suitcases I drove, the Jitlife rideable suitcase is the size of a standard cabin bag but can carry up to 250 pounds, has a maximum speed of around 8 miles per hour, and can travel about six miles on a charge. The suitcase has a capacity of 28 liters, which is indeed much less than the 60-80 liters of space I expect from a standard check-in bag, but it's better than I thought for something that weighs under 20 pounds and can carry me around. Overall, the kid was right: Rideable luggage can work, and it's actually already a fairly common sight in Asia, particularly in China. As for looking goofy riding one, well, I believe my point stands. But, for those with accessibility needs, younger children, or people who prioritize its functionality over the judgment of strangers, rideable luggage might be a worthwhile solution for moving through large airports more quickly and easily. Testing it out is certainly the most fun I've had at CES, so whatever the future of rideable luggage, I'll live with the "I told you so" from my kid. View the full article

As 2025 finishes its final act, Meta has spotlighted a year filled with transformative advances and innovations that may shape the future landscape of small businesses. From AI breakthroughs to the launch of cutting-edge products, these developments could offer valuable tools for entrepreneurs looking to navigate a rapidly evolving market. Meta introduced the Meta AI app, a personalized assistant designed to help users solve problems efficiently. Powered by Llama 4, this app has potential for small business owners, offering a practical solution for managing daily tasks or meeting customer needs. “We want to empower people to live more meaningful, connected lives,” said Mark Zuckerberg in reference to their vision for personal superintelligence, indicating that such tools might be integrated into various facets of life, including entrepreneurship. The company’s Llama AI model reached 1 billion downloads, enabling developers worldwide to leverage this technology across various sectors. Small business owners could harness Llama for tasks in national security, healthcare, or agriculture, enhancing their operational capacity and innovative potential. The focus on open-source technology allows for customization that can be a game-changer for niche markets. In a remarkable leap toward operational efficiency, Meta announced the opening of three new AI-optimized data centers. This infrastructure expansion aims to balance the growing demands of AI workloads while enhancing the speed and reliability of data processing. For small businesses, partnering with services backed by such infrastructure might enhance service offerings, increasing uptime and customer satisfaction. Meanwhile, the tech giant ventured into the world of wearable technology with its new Meta Ray-Ban Display AI glasses. Featuring a high-resolution display and an EMG wristband that translates muscle signals into commands, these glasses promise to add a layer of convenience and accessibility. These features may not only appeal to individual consumers but also find applications in professional environments. Owners of retail or service businesses can utilize these advanced glasses for staff training or operational management while promoting styles that resonate with their customer demographics. Despite these advancements, small business owners should consider some potential challenges. The initial investment in AI infrastructure or wearable technology may come with financial constraints. There is also the hurdle of tech adoption; not all business owners may feel equipped to implement new technology smoothly, leading to operational disruption. Thus, adequate training for staff and setting achievable milestones will be integral in successfully integrating these innovations. Meta also highlighted measures aimed at improving online safety for teens, allowing business owners serving younger demographics a chance to harness safer experiences on their platforms. The rollout of Teen Accounts and enhanced content management for teenagers could impact how brands engage with this age group. Adjusting marketing strategies to ensure alignment with these protective measures may foster a brand image that prioritizes customer well-being. Additionally, Meta’s commitment to sustainability through its nuclear energy initiatives and economic contributions via data centers presents a dual benefit for small businesses keen on eco-friendly practices. Utilizing products from a company that aligns with sustainability could enhance brand reputation among environmentally conscious consumers. As Meta pivots into 2026, the blueprint it lays out today holds immense potential for the small business community. Whether it’s through adopting new AI tools that streamline operations, embracing wearable tech that enhances customer interaction, or addressing the challenges of a digital landscape, the innovations from this tech titan are poised to impact small business owners significantly. For more detailed information, you may visit the original press release from Meta at this link. Image via Google Gemini This article, "Meta Unveils Groundbreaking AI Innovations and Enhancements for Teens" was first published on Small Business Trends View the full article

As 2025 finishes its final act, Meta has spotlighted a year filled with transformative advances and innovations that may shape the future landscape of small businesses. From AI breakthroughs to the launch of cutting-edge products, these developments could offer valuable tools for entrepreneurs looking to navigate a rapidly evolving market. Meta introduced the Meta AI app, a personalized assistant designed to help users solve problems efficiently. Powered by Llama 4, this app has potential for small business owners, offering a practical solution for managing daily tasks or meeting customer needs. “We want to empower people to live more meaningful, connected lives,” said Mark Zuckerberg in reference to their vision for personal superintelligence, indicating that such tools might be integrated into various facets of life, including entrepreneurship. The company’s Llama AI model reached 1 billion downloads, enabling developers worldwide to leverage this technology across various sectors. Small business owners could harness Llama for tasks in national security, healthcare, or agriculture, enhancing their operational capacity and innovative potential. The focus on open-source technology allows for customization that can be a game-changer for niche markets. In a remarkable leap toward operational efficiency, Meta announced the opening of three new AI-optimized data centers. This infrastructure expansion aims to balance the growing demands of AI workloads while enhancing the speed and reliability of data processing. For small businesses, partnering with services backed by such infrastructure might enhance service offerings, increasing uptime and customer satisfaction. Meanwhile, the tech giant ventured into the world of wearable technology with its new Meta Ray-Ban Display AI glasses. Featuring a high-resolution display and an EMG wristband that translates muscle signals into commands, these glasses promise to add a layer of convenience and accessibility. These features may not only appeal to individual consumers but also find applications in professional environments. Owners of retail or service businesses can utilize these advanced glasses for staff training or operational management while promoting styles that resonate with their customer demographics. Despite these advancements, small business owners should consider some potential challenges. The initial investment in AI infrastructure or wearable technology may come with financial constraints. There is also the hurdle of tech adoption; not all business owners may feel equipped to implement new technology smoothly, leading to operational disruption. Thus, adequate training for staff and setting achievable milestones will be integral in successfully integrating these innovations. Meta also highlighted measures aimed at improving online safety for teens, allowing business owners serving younger demographics a chance to harness safer experiences on their platforms. The rollout of Teen Accounts and enhanced content management for teenagers could impact how brands engage with this age group. Adjusting marketing strategies to ensure alignment with these protective measures may foster a brand image that prioritizes customer well-being. Additionally, Meta’s commitment to sustainability through its nuclear energy initiatives and economic contributions via data centers presents a dual benefit for small businesses keen on eco-friendly practices. Utilizing products from a company that aligns with sustainability could enhance brand reputation among environmentally conscious consumers. As Meta pivots into 2026, the blueprint it lays out today holds immense potential for the small business community. Whether it’s through adopting new AI tools that streamline operations, embracing wearable tech that enhances customer interaction, or addressing the challenges of a digital landscape, the innovations from this tech titan are poised to impact small business owners significantly. For more detailed information, you may visit the original press release from Meta at this link. Image via Google Gemini This article, "Meta Unveils Groundbreaking AI Innovations and Enhancements for Teens" was first published on Small Business Trends View the full article

In a vision of the near future shared at CES, a girl slides into the back seat of her parents’ car and the cabin instantly comes alive. The vehicle recognizes her, knows it’s her birthday and cues up her favorite song without a word spoken. “Think of the car as having a soul and being an extension of your family,” Sri Subramanian, Nvidia’s global head of generative AI for automotive, said Tuesday. Subramanian’s example, shared with a CES audience on the show’s opening day in Las Vegas, illustrates the growing sophistication of AI-powered in-cabin systems and the expanding scope of personal data that smart vehicles may collect, retain, and use to shape the driving experience. Across the show floor, the car emerged less as a machine and more as a companion as automakers and tech companies showcased vehicles that can adapt to drivers and passengers in real time — from tracking heart rates and emotions to alerting if a baby or young child is accidentally left in the car. Bosch debuted its new AI vehicle extension that aims to turn the cabin into a “proactive companion.” Nvidia, the poster child of the AI boom, announced Alpamayo, its new vehicle AI initiative designed to help autonomous cars think through complex driving decisions. CEO Jensen Huang called it a “ChatGPT moment for physical AI.” But experts say the push toward a more personalized driving experience is intensifying questions about how much driver data is being collected. “The magic of AI should not just mean all privacy and security protections are off,” said Justin Brookman, director of marketplace policy at Consumer Reports. Unlike smartphones or online platforms, cars have only recently become major repositories of personal data, Brookman said. As a result, the industry is still trying to establish the “rules of the road” for what automakers and tech companies are allowed to do with driver data. That uncertainty is compounded by the uniquely personal nature of cars, Brookman said. Many people see their vehicles as an extension of themselves — or even their homes — which he said can make the presence of cameras, microphones, and other monitoring tools feel especially invasive. “Sometimes privacy issues are difficult for folks to internalize,” he said. “People generally feel they wish they had more privacy but also don’t necessarily know what they can do to address it.” At the same time, Brookman said, many of these technologies offer real safety benefits for drivers and can be good for the consumer. On the CES show floor, some of those conveniences were on display at automotive supplier Gentex’s booth, where attendees sat in a mock six-seater van in front of large screens demonstrating how closely the company’s AI-equipped sensors and cameras could monitor a driver and passengers. “Are they sleepy? Are they drowsy? Are they not seated properly? Are they eating, talking on phones? Are they angry? You name it, we can figure out how to detect that in the cabin,” said Brian Brackenbury, director of product line management at Gentex. Brackenbury said it’s ultimately up to the car manufacturers to decide how the vehicle reacts to the data that’s collected, which he said is stored in the car and deleted after the video frames, for example, have been processed. “ “One of the mantras we have at Gentex is we’re not going to do it just because we can, just because the technology allows it,” Brackebury said, adding that “data privacy is really important.” —Rio Yamat, AP airlines and travel writer View the full article

Signs of weakening jobs growth begin to emerge. By CPA Trendlines Go PRO for members-only access to more CPA Trendlines Research. View the full article

Signs of weakening jobs growth begin to emerge. By CPA Trendlines Go PRO for members-only access to more CPA Trendlines Research. View the full article

The 2026 filing season will have an increasingly uneven pricing structure. By CPA Trendlines JOIN the Busy Season Barometer survey. Get the results. Go PRO for members-only access to more CPA Trendlines Research. View the full article

The 2026 filing season will have an increasingly uneven pricing structure. By CPA Trendlines JOIN the Busy Season Barometer survey. Get the results. Go PRO for members-only access to more CPA Trendlines Research. View the full article

If you’re not the best, what are you? By August Aquila MAX: Maximize Productivity, Profitability and Client Retention Go PRO for members-only access to more August J. Aquila. View the full article

If you’re not the best, what are you? By August Aquila MAX: Maximize Productivity, Profitability and Client Retention Go PRO for members-only access to more August J. Aquila. View the full article

China escalated its trade tensions with Japan on Wednesday by launching an investigation into imported dichlorosilane, a chemical gas used in making semiconductors, a day after it imposed curbs on the export of so-called dual-use goods that could be used by Japan’s military. The Chinese Commerce Ministry said in a statement that it had launched the investigation following an application from the domestic industry showing the price of dichlorosilane imported from Japan had decreased 31% between 2022 and 2024. “The dumping of imported products from Japan has damaged the production and operation of our domestic industry,” the ministry said. The measure comes a day after Beijing banned exports to Japan of dual-use goods that can have military applications. Beijing has been showing mounting displeasure with Tokyo after new Japanese Prime Minister Sanae Takaichi suggested late last year that her nation’s military could intervene if China were to take action against Taiwan — an island democracy that Beijing considers its own territory. Tensions were stoked again on Tuesday when Japanese lawmaker Hei Seki, who last year was sanctioned by China for “spreading fallacies” about Taiwan and other disputed territories, visited Taiwan and called it an independent country. Also known as Yo Kitano, he has been banned from entering China. He told reporters that his arrival in Taiwan demonstrated the two are “different countries.” “I came to Taiwan … to prove this point, and to tell the world that Taiwan is an independent country,” Hei Seki said, according to Taiwan’s Central News Agency. “The nasty words of a petty villain like him are not worth commenting on,” Chinese Foreign Ministry spokesperson Mao Ning retorted when asked about his comment. Fears of a rare earths curb Masaaki Kanai, head of Asia Oceanian Affairs at Japan’s Foreign Ministry, urged China to scrap the trade curbs, saying a measure exclusively targeting Japan that deviates from international practice is unacceptable. Japan, however, has yet to announce any retaliatory measures. As the two countries feuded, speculation rose that China might target rare earths exports to Japan, in a move similar to the rounds of critical minerals export restrictions it has imposed as part of its trade war with the United States. China controls most of the global production of heavy rare earths, used for making powerful, heat-resistant magnets used in industries such as defense and electric vehicles. While the Commerce Ministry did not mention any new rare earths curbs, the official newspaper China Daily, seen as a government mouthpiece, quoted anonymous sources saying Beijing was considering tightening exports of certain rare earths to Japan. That report could not be independently confirmed. Improved South Korean ties contrast with Japan row As Beijing spars with Tokyo, it has made a point of courting a different East Asian power — South Korea. On Wednesday, South Korean President Lee Jae Myung wrapped up a four-day trip to China – his first since taking office in June. Lee and Chinese President Xi Jinping oversaw the signing of cooperation agreements in areas such as technology, trade, transportation and environmental protection. As if to illustrate a contrast with the China-Japan trade frictions, Lee joined two business events at which major South Korean and Chinese companies pledged to collaborate. The two sides signed 24 export contracts worth a combined $44 million, according to South Korea’s Ministry of Trade, Industry and Resources. During Lee’s visit, Chinese media also reported that South Korea overtook Japan as the leading destination for outbound flights from China’s mainland over the New Year’s holiday. China has been discouraging travel to Japan, saying Japanese leaders’ comments on Taiwan have created “significant risks to the personal safety and lives of Chinese citizens in Japan.” —Simina Mistreanu, Associated Press View the full article

The world’s largest tech showcase does not come without theatrics. Innovations and gadgets like a lollipop that sings to you as you consume it, a laundry-folding robot, and a “smart” LEGO brick have stolen the spotlight so far at CES 2026. But underscoring this year’s programming is a strong focus on an industry that relies on a similar theatrical flair: entertainment. More than 25 different panels and events related to the entertainment industry are on the schedule in Las Vegas, focusing on both the traditional studio side of the industry and the digital side driven by content creators. The programming has posed questions about the cinematic capabilities of AI, how advertising has been impacted by AI, and the role the burgeoning creator economy plays in the larger entertainment landscape. Artificial intelligence has long been a sticking point in Hollywood, and many creatives in the entertainment world have been reluctant to embrace the rapidly evolving technology and AI-powered tools. Outrage ensued when Tilly Norwood, an entirely AI-made character, debuted as the first “AI actor” in the fall. Questions about copyrighted characters, images, and materials still loom large in conversations about AI. But many speakers in CES programming were optimistic about how the technology can be beneficial, and how AI could be used to help artists harness their creativity rather than stifle it or replace it. “The tools that we create have unlocked something in us. It’s kind of flattened that bar in terms of what storytelling can be because anyone now can be a storyteller,” said Dwayne Koh, the head of creative at Leonardo.ai, during a Monday session on AI and creativity. “It levels the playing field, but it also makes it easier for people to tell stories that they always want(ed) to tell that they never could have the opportunity to tell.” Others were quick to point out that Hollywood’s panic over emerging technology is not new. “When we launched Photoshop in the ’90s, we were also getting pretty angry phone calls from creatives saying that we were destroying craft,” said Hannah Elsakr, Adobe’s vice president of generative AI new business ventures, at a Monday session focused on advertising. “We’re in early days with AI. I’m not advocating for more cats jumping off diving boards in your feeds. I think it’s about high creativity and so the director, the artist, the actor is going to drive the high quality,” Elsakr continued. “Think of AI as another tool in the toolkit to make you drive that forward.” Many conversations also centered on influencers and the growing legitimacy of internet-native creators and content in the traditional entertainment industry. The efficiency with which these creators work, sometimes because they are using AI-enabled tools, was a prime focus among many speakers. Brad Haugen, the executive vice president of digital strategy and growth at Lionsgate and 3 Arts, said traditional media companies should welcome opportunities to work with creators and embrace their importance. “We have, potentially, the next great filmmaker, the next great TV showrunner, the next great digital entrepreneur,” he said. “Creators are not just there to market products. They’re not just there to do internet stuff. They’re actually the next Spike Jonze and the next Sofia Coppola.” More entertainment-related programming is scheduled for Wednesday, with many sessions coming out of Variety’s Entertainment Summit at the showcase, including panels with leaders from Netflix, Disney, and Warner Bros. Discovery, and actor Joseph Gordon-Levitt. In addition to formal programming, a host of entertainment-related products and services are on display at CES. An array of impressive televisions with advanced features, AI-powered smart headphones, a “stringless smart guitar” and even a “sound chair” that has built-in audio were among the innovations aimed at bringing AI and advanced tech to entertainment consumers. Amazon also announced the rollout of Alexa.com this week, bringing its AI assistant to the web with a host of new features, including personalized movie and TV recommendations. It’s one of many features designed to enhance at-home viewing, including the previously announced feature that enables Alexa to jump to a specific scene you’re searching for with just a simple description. —Kaitlyn Huamani, AP technology writer View the full article

Google's John Mueller says businesses relying on referral traffic should consider the 'full picture' of AI and prioritize based on actual usage data. The post Google’s Mueller Weighs In On SEO vs GEO Debate appeared first on Search Engine Journal. View the full article

If your business has poor credit, finding financing options can be challenging, but it’s not impossible. Several alternatives exist that can provide you with the capital you need to keep operations running smoothly. Short-term loans, merchant cash advances, invoice factoring, equipment financing, and business lines of credit are all viable choices. Each option caters to different needs and circumstances, allowing you to access funds without relying heavily on your credit score. Comprehending these options can help you make informed decisions for your business’s financial health. Key Takeaways Short-term business loans prioritize cash flow over credit scores, providing quick access to funds from $5,000 to $500,000. Merchant cash advances require no extensive credit checks, offering same-day funding based on future credit card sales. Invoice factoring focuses on customer creditworthiness, allowing immediate cash flow by selling unpaid invoices for upfront advances. Equipment financing can be secured with poor credit by using the equipment as collateral, ensuring access to necessary machinery. Business lines of credit may have a minimum personal credit score requirement around 500, providing flexible funding for various business needs. Short-Term Business Loans If you need quick access to capital, short-term business loans might be a viable option for your business, especially if you have poor credit. These alternative business loans typically range from $5,000 to $500,000, with funding available within one business day after approval. They come with repayment terms of 3 to 24 months, making them ideal for urgent operational needs like payroll or inventory purchases. Unlike traditional loans, approval for short-term loans usually focuses on your cash flow and revenue, rather than just your credit score, allowing you to secure financing in spite of poor credit. Interest rates can vary widely, typically falling between 6.00% and 19.99% APR, depending on the lender and your financial profile. Furthermore, lenders often provide flexible repayment options, which can help align your payments with your business’s cash flow, easing the financial strain during repayment periods. Merchant Cash Advances Merchant Cash Advances (MCAs) offer a unique financing solution for businesses that need quick access to cash, especially those with poor credit histories. Unlike traditional loans, MCAs provide funding based on your future credit card sales, allowing you to bypass extensive credit checks. This means that if you have strong daily transactions, you’re more likely to secure favorable terms. Approval for an MCA can often happen within hours, and you may receive funding the same day, making it ideal for urgent financial needs. Repayment is automatically deducted from your daily credit card sales, providing flexibility for businesses with fluctuating revenue streams. Nonetheless, it’s essential to recognize that although MCAs can be convenient, they typically come with higher costs; factor rates can range from 1.03 to 1.52, which affects your overall repayment amounts. Maintaining low chargeback rates can further improve your chances of approval, ensuring your business remains in good standing. Invoice Factoring Invoice factoring serves as a practical financing option for businesses seeking immediate cash flow without the burden of poor credit scores. By selling your unpaid invoices to a third party, you can access cash quickly, as lenders focus on your customers’ creditworthiness rather than your own. Typically, factoring companies advance 70% to 90% of the invoice value upfront, with the remainder paid once the invoice is settled. Aspect Details Notes Advance Percentage 70% – 90% Varies by factoring company Factor Rate 1.03 – 1.52 Depends on risk and terms Eligibility Factors Organized records & timely payments Can lead to better terms Benefits Immediate cash flow No reliance on credit score Equipment Financing Equipment financing serves as a vital solution for businesses needing to acquire fundamental machinery or technology to boost productivity and growth. This type of financing provides the necessary funds to purchase or lease critical equipment, promoting operational efficiency without the burden of upfront costs. Loan amounts are typically determined by the equipment’s cost and your financial health, making it accessible even though you have poor credit. Repayment terms can vary; some options might require collateral, which can improve your chances of approval. By making timely payments on your equipment loans, you can positively impact your credit score over time, showcasing your financial responsibility. Companies like Greenbox Capital offer personalized equipment financing options designed for businesses with low credit scores, facilitating access to necessary assets without the hassle of traditional credit checks. This makes it easier for you to invest in the tools needed to grow your business effectively. Business Lines of Credit If you’re looking for a flexible financing solution, a business line of credit might be the answer. With this option, you can access funds as needed, only paying interest on the amount you draw, much like a credit card. Here are three key points to evaluate: Eligibility: You often only need a minimum personal credit score of around 500, making it accessible for those with poor credit. Funding Range: Lines of credit typically range from $1,000 to $250,000, depending on your lender and financial health. Uses and Terms: You can use these funds for managing cash flow, purchasing inventory, or covering unexpected expenses, with repayment terms lasting from 6 months to 5 years and interest rates between 7% to 25%. This flexibility is essential for small businesses looking to navigate financial challenges effectively. Frequently Asked Questions Can Personal Credit Affect Business Financing Options? Yes, personal credit can greatly affect your business financing options. Lenders often review your personal credit history when evaluating your business loan application, especially for small businesses or startups. A poor personal credit score might limit your access to loans, increase interest rates, or result in the need for a co-signer. As a result, maintaining a good personal credit score is vital as it can directly influence your business’s funding opportunities and overall financial health. What Are the Typical Interest Rates for Poor Credit Loans? Typical interest rates for poor credit loans usually range from 15% to 35%, but they can vary widely based on the lender and the specific terms of the loan. Higher rates reflect the increased risk lenders perceive when borrowing to individuals with lower credit scores. You should carefully compare offers, as some lenders might charge additional fees, which can further increase the overall cost of borrowing. Always read the fine print before making a decision. How Can I Improve My Credit Score Quickly? To improve your credit score quickly, start by paying down existing debts, especially high credit utilization accounts. Make sure to pay bills on time, as payment history greatly impacts your score. Consider disputing any inaccuracies on your credit report, as these can lower your score. Moreover, limit new credit inquiries, since too many can negatively affect your score. Finally, keep older accounts open to maintain a longer credit history. Are There Grants Available for Businesses With Poor Credit? Yes, there are grants available for businesses with poor credit, though they can be competitive and limited. Many federal, state, and local programs aim to support small businesses, especially those in underserved areas. You should research specific grants that focus on your industry or community needs. Furthermore, organizations like the Small Business Administration (SBA) may offer resources and guidance on available financial assistance, even in the case that your credit score isn’t ideal. What Documents Do Lenders Typically Require for Poor Credit Applications? When applying for loans with poor credit, lenders typically require several key documents. You’ll need to provide personal identification, such as a driver’s license or passport, along with your Social Security number. Financial statements, including bank statements and tax returns, are likewise crucial. Furthermore, lenders might ask for a business plan detailing how you’ll use the funds and how you plan to repay the loan, so be prepared to present that as well. Conclusion In conclusion, businesses with poor credit have several financing options to evaluate. Short-term loans and merchant cash advances provide quick access to funds, whereas invoice factoring offers immediate cash flow by leveraging unpaid invoices. Equipment financing helps acquire necessary machinery regardless of credit challenges, and business lines of credit give you flexible funding for various needs. By exploring these alternatives, you can find the right solution to support your business’s growth and operational demands, even with credit difficulties. Image via Google Gemini This article, "5 Financing Options for Poor Credit Business Finance" was first published on Small Business Trends View the full article

If your business has poor credit, finding financing options can be challenging, but it’s not impossible. Several alternatives exist that can provide you with the capital you need to keep operations running smoothly. Short-term loans, merchant cash advances, invoice factoring, equipment financing, and business lines of credit are all viable choices. Each option caters to different needs and circumstances, allowing you to access funds without relying heavily on your credit score. Comprehending these options can help you make informed decisions for your business’s financial health. Key Takeaways Short-term business loans prioritize cash flow over credit scores, providing quick access to funds from $5,000 to $500,000. Merchant cash advances require no extensive credit checks, offering same-day funding based on future credit card sales. Invoice factoring focuses on customer creditworthiness, allowing immediate cash flow by selling unpaid invoices for upfront advances. Equipment financing can be secured with poor credit by using the equipment as collateral, ensuring access to necessary machinery. Business lines of credit may have a minimum personal credit score requirement around 500, providing flexible funding for various business needs. Short-Term Business Loans If you need quick access to capital, short-term business loans might be a viable option for your business, especially if you have poor credit. These alternative business loans typically range from $5,000 to $500,000, with funding available within one business day after approval. They come with repayment terms of 3 to 24 months, making them ideal for urgent operational needs like payroll or inventory purchases. Unlike traditional loans, approval for short-term loans usually focuses on your cash flow and revenue, rather than just your credit score, allowing you to secure financing in spite of poor credit. Interest rates can vary widely, typically falling between 6.00% and 19.99% APR, depending on the lender and your financial profile. Furthermore, lenders often provide flexible repayment options, which can help align your payments with your business’s cash flow, easing the financial strain during repayment periods. Merchant Cash Advances Merchant Cash Advances (MCAs) offer a unique financing solution for businesses that need quick access to cash, especially those with poor credit histories. Unlike traditional loans, MCAs provide funding based on your future credit card sales, allowing you to bypass extensive credit checks. This means that if you have strong daily transactions, you’re more likely to secure favorable terms. Approval for an MCA can often happen within hours, and you may receive funding the same day, making it ideal for urgent financial needs. Repayment is automatically deducted from your daily credit card sales, providing flexibility for businesses with fluctuating revenue streams. Nonetheless, it’s essential to recognize that although MCAs can be convenient, they typically come with higher costs; factor rates can range from 1.03 to 1.52, which affects your overall repayment amounts. Maintaining low chargeback rates can further improve your chances of approval, ensuring your business remains in good standing. Invoice Factoring Invoice factoring serves as a practical financing option for businesses seeking immediate cash flow without the burden of poor credit scores. By selling your unpaid invoices to a third party, you can access cash quickly, as lenders focus on your customers’ creditworthiness rather than your own. Typically, factoring companies advance 70% to 90% of the invoice value upfront, with the remainder paid once the invoice is settled. Aspect Details Notes Advance Percentage 70% – 90% Varies by factoring company Factor Rate 1.03 – 1.52 Depends on risk and terms Eligibility Factors Organized records & timely payments Can lead to better terms Benefits Immediate cash flow No reliance on credit score Equipment Financing Equipment financing serves as a vital solution for businesses needing to acquire fundamental machinery or technology to boost productivity and growth. This type of financing provides the necessary funds to purchase or lease critical equipment, promoting operational efficiency without the burden of upfront costs. Loan amounts are typically determined by the equipment’s cost and your financial health, making it accessible even though you have poor credit. Repayment terms can vary; some options might require collateral, which can improve your chances of approval. By making timely payments on your equipment loans, you can positively impact your credit score over time, showcasing your financial responsibility. Companies like Greenbox Capital offer personalized equipment financing options designed for businesses with low credit scores, facilitating access to necessary assets without the hassle of traditional credit checks. This makes it easier for you to invest in the tools needed to grow your business effectively. Business Lines of Credit If you’re looking for a flexible financing solution, a business line of credit might be the answer. With this option, you can access funds as needed, only paying interest on the amount you draw, much like a credit card. Here are three key points to evaluate: Eligibility: You often only need a minimum personal credit score of around 500, making it accessible for those with poor credit. Funding Range: Lines of credit typically range from $1,000 to $250,000, depending on your lender and financial health. Uses and Terms: You can use these funds for managing cash flow, purchasing inventory, or covering unexpected expenses, with repayment terms lasting from 6 months to 5 years and interest rates between 7% to 25%. This flexibility is essential for small businesses looking to navigate financial challenges effectively. Frequently Asked Questions Can Personal Credit Affect Business Financing Options? Yes, personal credit can greatly affect your business financing options. Lenders often review your personal credit history when evaluating your business loan application, especially for small businesses or startups. A poor personal credit score might limit your access to loans, increase interest rates, or result in the need for a co-signer. As a result, maintaining a good personal credit score is vital as it can directly influence your business’s funding opportunities and overall financial health. What Are the Typical Interest Rates for Poor Credit Loans? Typical interest rates for poor credit loans usually range from 15% to 35%, but they can vary widely based on the lender and the specific terms of the loan. Higher rates reflect the increased risk lenders perceive when borrowing to individuals with lower credit scores. You should carefully compare offers, as some lenders might charge additional fees, which can further increase the overall cost of borrowing. Always read the fine print before making a decision. How Can I Improve My Credit Score Quickly? To improve your credit score quickly, start by paying down existing debts, especially high credit utilization accounts. Make sure to pay bills on time, as payment history greatly impacts your score. Consider disputing any inaccuracies on your credit report, as these can lower your score. Moreover, limit new credit inquiries, since too many can negatively affect your score. Finally, keep older accounts open to maintain a longer credit history. Are There Grants Available for Businesses With Poor Credit? Yes, there are grants available for businesses with poor credit, though they can be competitive and limited. Many federal, state, and local programs aim to support small businesses, especially those in underserved areas. You should research specific grants that focus on your industry or community needs. Furthermore, organizations like the Small Business Administration (SBA) may offer resources and guidance on available financial assistance, even in the case that your credit score isn’t ideal. What Documents Do Lenders Typically Require for Poor Credit Applications? When applying for loans with poor credit, lenders typically require several key documents. You’ll need to provide personal identification, such as a driver’s license or passport, along with your Social Security number. Financial statements, including bank statements and tax returns, are likewise crucial. Furthermore, lenders might ask for a business plan detailing how you’ll use the funds and how you plan to repay the loan, so be prepared to present that as well. Conclusion In conclusion, businesses with poor credit have several financing options to evaluate. Short-term loans and merchant cash advances provide quick access to funds, whereas invoice factoring offers immediate cash flow by leveraging unpaid invoices. Equipment financing helps acquire necessary machinery regardless of credit challenges, and business lines of credit give you flexible funding for various needs. By exploring these alternatives, you can find the right solution to support your business’s growth and operational demands, even with credit difficulties. Image via Google Gemini This article, "5 Financing Options for Poor Credit Business Finance" was first published on Small Business Trends View the full article

Plenty of people have been asking for a MacBook with a touchscreen display, and now that is possible with the Intricuit Magic Screen, according to an announcement at CES 2026. It's a snap-on accessory that attaches to your MacBook's display, and uses one of the USB-C ports on the laptop for power. Once connected, you can touch the Magic Screen and your input will be registered on the Mac. The good news is that this product ships with a stylus, which will make it a lot easier to interact with different Mac apps. When you tap something on your iPhone or iPad, the UI takes into account the fact that your fingers are a lot thicker than a mouse pointer. On the Mac, the default input is the mouse cursor, so the Magic Screen's stylus is better suited to those interactions than using your fingers. Having said that, you can use your fingers with this touchscreen accessory too. Keep in mind that using a snap-on touchscreen accessory has a few caveats. The first is that you can't quickly close your MacBook's lid when the Magic Screen is attached. The company has added a thick piece of plastic to the base of the accessory. This part rests just above your MacBook's keyboard and it'll stop you from accidentally closing your laptop's lid with the Magic Screen attached. This ensures that you won't accidentally damage your laptop'd display by slamming the lid shut when the accessory is attached. It also means that you'll always have to unplug the Magic Screen when you're not using the Mac, which can be a bit annoying. Intricuit says it also works in pen tablet mode, so you can place the Magic Screen on your desk and use your stylus to draw something or to control the Mac. This accessory's battery will last up to 100 hours on a single charge, the company claims. Intricuit announced this product at CES 2026 and said the Magic Screen will be on Kickstarter soon at a launch price of $139. The company says it expects to start shipping the product in the first quarter of 2026. It currently supports the 16-inch M-series MacBook Pro, 14-inch M-series MacBook Pro, 15-inch M-series MacBook Air, and 13-inch M-series MacBook Air models. You'll just need to choose the correct variant for your laptop while placing the order. View the full article

UK fintech agrees $38mn deal as it eyes international expansion and potential IPOView the full article

Revised impact assessment says ministers had been ‘deliberately cautious’ in their initial reviewView the full article

Google launched a beta integration for Google Tag Gateway that lets advertisers deploy it through Google Cloud Platform (GCP) using a new one-click workflow inside Google Tag Manager and Google tag settings. What’s new. The GCP integration uses Google Cloud’s Global external Application Load Balancer to route tag traffic through an advertiser’s own first-party domain before sending it to Google. The goal is to streamline deployment while improving data signal quality and resilience against ad blockers and technologies like Apple’s Intelligent Tracking Prevention. Why we care. As browsers and platforms continue to limit third-party tracking, advertisers are looking for ways to protect measurement signals. Routing tags through first-party infrastructure can improve data reliability — but setup has often been complex. By routing Google tags through an advertiser’s own infrastructure, it helps preserve measurement signals in the face of ad blockers and browser privacy restrictions. For teams already using Google Cloud, the one-click setup lowers barriers to more resilient, future-proof tracking. What advertisers are saying. Digital marketer and Simmer co-founder Simo Ahava, who shared the update on LinkedIn, noted that the integration enables one-click deployment in GCP. Behind the scenes, it sets up an External Application Load Balancer with routing rules that direct Google Tag Gateway traffic to a backend service handling the gateway requests. Ahava also pointed out that Google Tag Gateway places Google’s tagging technologies behind a same-site, same-origin first-party host, helping tags survive restrictive browser environments. The big picture. Until now, Cloudflare was the only automated deployment option for Google Tag Gateway, with other CDNs requiring manual setups. Adding GCP lowers friction for advertisers already invested in Google’s cloud ecosystem and signals broader support for first-party tagging strategies. Bottom line. Google is making first-party tagging easier to deploy, and while the GCP integration is still in beta, it marks a meaningful step toward more resilient measurement in a privacy-constrained web. View the full article

Google's John Mueller says "Page Indexed without content" errors typically indicate server or CDN blocking of Googlebot, not JavaScript issues. Here's what to check. The post Google’s Mueller Explains ‘Page Indexed Without Content’ Error appeared first on Search Engine Journal. View the full article