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The Walt Disney Company has agreed to pay a $10 million civil penalty as part of a settlement to resolve allegations it violated child privacy laws, the Justice Department said on Tuesday. A federal court order in the case involving Disney Worldwide Services Inc and Disney Entertainment Operations LLC also bars Disney from operating on YouTube in a manner that violates the Children’s Online Privacy Protection Act, the department said. The order requires Disney to create a program that will ensure it properly complies with the privacy law on YouTube in the future, it added. The law requires websites, apps, and other online services aimed at children under 13 to notify parents about what personal information they collect, and obtain verifiable parental consent before collecting such information “The Justice Department is firmly devoted to ensuring parents have a say in how their children’s information is collected and used,” Assistant Attorney General Brett Shumate of the Justice Department’s Civil Division said in a statement. Disney could not immediately be reached for a comment. The order finalizes a settlement reached in September in a case referred to the DOJ by the Federal Trade Commission. —Ryan Patrick Jones, Doina Chiacu, and Dawn Chmielewski, Reuters View the full article

National home prices grew monthly and annually in October, but considerably less than last year, according to S&P Dow Jones Indices. View the full article

The U.S. Federal Reserve agreed to cut interest rates at its December meeting only after a deeply nuanced debate about the risks facing the U.S. economy right now, according to minutes of the latest two-day session. Even some of those who supported the rate cut acknowledged “the decision was finely balanced or that they could have supported keeping the target range unchanged,” given the different risks facing the U.S. economy, according to the minutes released on Tuesday. In economic projections released after the December 9-10 meeting, six officials outright opposed a cut and two of that group dissented as voting members of the Federal Open Market Committee. “Most participants” ultimately supported a cut, with “some” arguing that it was an appropriate forward-looking strategy “that would help stabilize the labor market” after a recent slowdown in job creation. Others, however, “expressed concern that progress towards the committee’s 2% inflation objective had stalled.” “Some participants suggested that, under their economic outlooks, it would likely be appropriate to keep the target range unchanged for some time after a lowering of the range at this meeting,” the minutes said of a debate that saw officials dissent both in favor of tighter and looser monetary policy, an unusual outcome for the central bank that has now happened at two consecutive meetings. The quarter-point rate cut approved in December lowered the Fed’s benchmark overnight interest rate to a range of between 3.5% to 3.75%, the third consecutive move by the central bank as officials agreed that a slowdown in monthly job creation and rising unemployment warranted slightly less restrictive monetary policy. But as rates fell, and approached a neutral level that neither discourages nor encourages investment and spending, opinion at the Fed became more divided about just how much more to cut. New projections issued after the December meeting show only one rate cut expected next year, while language in the new policy statement indicated the Fed would likely remain on hold for now until new data shows that either inflation is again falling or unemployment is rising more than anticipated. The lack of official data during the 43-day government shutdown, a gap in information still not fully filled, continued to shape the outlook and policymakers’ views about how to manage risk. Some of those either opposed or skeptical of the most recent cut “suggested that the arrival of a considerable amount of labor market and inflation data over the coming intermeeting period would be helpful on making judgments about whether a rate reduction was warranted.” The data catch-up continues, with jobs and consumer price information for December coming on January 9 and January 13, back to the normal release schedule. The Fed next meets on January 27-28, with investors currently expecting the central bank to leave its benchmark rate unchanged. —Howard Schneider, Reuters View the full article

The professionals can't originate loans in their local cities for various stretches, following a federal judge's ruling granting most of the lender's wishes. View the full article

Personal guarantee from Oracle’s Larry Ellison insufficient to persuade Hollywood studio’s boardView the full article

The White House cannot lapse in its funding of the Consumer Financial Protection Bureau, a federal district court judge ruled on Tuesday, only days before funds at the bureau would have likely run out and the consumer finance agency would have no money to pay its employees. Judge Amy Berman ruled that the CFPB should continue to get its funds from the Federal Reserve, despite the Fed operating at a loss, and that the White House’s new legal argument about how the CFPB gets its funds is not valid. At the heart of this case is whether Russell Vought, President Donald The President’s budget director and the acting director of the CFPB, can effectively shut down the agency and lay off all of the bureau’s employees. The CFPB has largely been inoperable since President The President has sworn into office nearly a year ago. Its employees are mostly forbidden from doing any work, and most of the bureau’s operations this year have been to unwind the work it did under President Biden and even under The President’s first term. Vought himself has made comments where he has made it clear that his intention is to effectively shut down the CFPB. The White House earlier this year issued a “reduction in force” for the CFPB, which would have furloughed or laid off much of the bureau. The National Treasury Employees Union, which represents the workers at the CFPB, has been mostly successful in court to stop the mass layoffs and furloughs. The union sued Vought earlier this year and won a preliminary injunction stopping the layoffs while the union’s case continues through the legal process. In recent weeks, the White House has used a new line of argument to potentially get around the court’s injunction. The argument is that the Federal Reserve has no “combined earnings” at the moment to fund the CFPB’s operations. The CFPB gets its funding from the Fed through expected quarterly payments. The Federal Reserve has been operating at a paper loss since 2022 as a result of the central bank trying to combat inflation, the first time in the Fed’s entire history its been operating at a loss. The Fed holds bonds on its balance sheet from a period of low interest rates during the COVID-19 pandemic, but currently has to pay out higher interest rates to banks who hold their deposits at the central bank. The Fed has been recording a “deferred asset” on its balance sheet which it expects will be paid down in the next few years as the low interest bonds mature off the Fed’s balance sheet. Because of this loss on paper, the White House has argued there are no “combined earnings” for the CFPB to draw on. The CFPB has operated since 2011, including under President The President’s first term, drawing on the Fed’s operating budget. White House lawyers sent a notice to the court in early November, where they argued that the CFPB would run out of appropriations in early 2026, using the “combined earnings” argument, and does not expect to get any additional appropriations from Congress. This combined earnings legal argument is not entirely new. It has floated in conservative legal circles going back to when the Federal Reserve started operating at a loss. The Office of Legal Counsel, which acts as the government’s legal advisors, adopted this legal theory in a memo on November 7. However, this idea has never been tested in court. In her opinion, Berman said the OLC and Vought were using this legal theory to get around the court’s injunction instead of allowing the case to be decided on merits. A trial on whether the CFPB employees’ union can sue Vought over the layoffs is currently scheduled for February 2026. “It appears that defendants’ new understanding of “combined earnings” is an unsupported and transparent attempt to starve the CPFB of funding and yet another attempt to achieve the very end the Court’s injunction was put in place to prevent,” Berman wrote in an opinion. “We’re very pleased that the court made clear what should have been obvious: Vought can’t justify abandoning the agency’s obligations or violating a court order by manufacturing a lack of funding,” said Jennifer Bennett of Gupta Wessler LLP, who is representing the CFPB employees in the case. A White House spokeswoman did not immediately respond to a request for comment on Berman’s opinion. —Ken Sweet, AP business writer View the full article

The new regulation, which passed overwhelmingly in the state legislature, would allow insurers to remove wildfire protections from standard homeowners policies. View the full article

Three U.S. senators opened an inquiry into insurance ratings firm Demotech and whether its assessments may be exposing taxpayers to growing risks tied to climate-driven insurer failures. View the full article

Personalized service has become crucial for brands looking to engage customers effectively. Companies like Grammarly, Enfagrow, Care/of, and Starbucks use customized strategies to improve user experiences. For instance, Grammarly provides individual writing insights, whereas Enfagrow offers nutrition advice based on a baby’s needs. Each example shows how customization can nurture loyalty and boost satisfaction. Comprehending these approaches can reveal how businesses create stronger connections with their customers, prompting a closer look at their methods. Key Takeaways Grammarly’s Weekly Usage Reports provide personalized writing metrics, helping users track progress and set tailored improvement goals. Enfagrow delivers customized nutritional advice based on a baby’s developmental needs, enhancing parental decision-making for optimal growth. Care/of offers personalized vitamin packs through a detailed quiz, ensuring users receive supplements tailored to their health goals. Starbucks enhances the customer experience with an app that remembers favorite orders and provides personalized rewards through AI-driven promotions. Personalized customer engagement strategies foster loyalty by recognizing individual needs, making consumers feel valued and understood. Tailored Communication Strategies: Grammarly’s Weekly Usage Reports When you use Grammarly, you benefit from its Weekly Usage Reports, which provide a clear and detailed analysis of your writing performance. These reports include metrics like word count and frequency of mistakes, allowing you to identify specific areas for improvement. By focusing on your unique writing patterns, Grammarly offers hyper personalization examples that enrich your learning experience. You can see how often you make particular errors, guiding you to refine your skills effectively. Additionally, these reports deliver actionable feedback, helping you set personalized writing goals. This targeted approach exemplifies personalized service examples, as it adapts to your individual needs. Over time, you can track your progress, giving you motivation to engage more consistently with the platform. Eventually, Grammarly’s data-driven insights guarantee that your communication skills development remains relevant and effective, making writing improvement a more customized and satisfying expedition. Customized Nutrition Guidance: Enfagrow’s Personalized Baby Advice Customized nutrition guidance from Enfagrow offers parents personalized advice to meet their baby’s specific developmental needs. This service utilizes data collection to adjust nutritional recommendations, ensuring you receive guidance that aligns with your child’s growth stages. Enfagrow provides age-appropriate recommendations through customized emails, delivering product suggestions, dietary advice, and engaging activities based on your baby’s age. By focusing on relevant information, Enfagrow improves your parenting experience, nurturing a stronger bond between you and your child’s nutritional health. This personalized approach supports you in making informed decisions about your baby’s diet, emphasizing the importance of customized guidance in promoting ideal growth and development. Enfagrow’s platform reflects a broader trend in personalized services, where individualized communication greatly boosts customer engagement and satisfaction. With this level of personalized support, you can feel more confident in meeting your baby’s unique nutritional needs as they grow. Innovative Fitness Solutions: Care/of’s Personalized Vitamins Enfagrow‘s individualized nutrition advice sets the stage for understanding how customized solutions can enhance other areas of health, particularly in fitness. Care/of transforms vitamin intake by offering personalized packs designed to your unique health needs. You start by taking a thorough quiz that assesses your dietary habits, lifestyle, and wellness goals. This information helps create a blend tailored for you, with your name printed on each daily pack, making it feel personal and encouraging regular use. Key features of Care/of’s personalized vitamins include: Detailed information about each vitamin’s benefits and sources. A commitment to quality, sourcing from reputable suppliers. Products free from artificial additives. Improved adherence to vitamin regimens for better health outcomes. Enhanced Shopping Experience: Starbucks Personalized App Features Starbucks improves your shopping experience through its personalized app features, which streamline the ordering process and build customer loyalty. The app remembers your favorite drinks and orders, allowing for quick reordering with just a few taps, making it especially convenient during busy times. Through the Starbucks loyalty program, you can earn rewards points customized to your purchasing habits, encouraging repeat visits and enhancing loyalty. The app furthermore utilizes AI to send personalized marketing messages, including promotions and offers suited to your preferences, boosting engagement and driving sales. In addition, Starbucks integrates mobile ordering with in-store pickup, greatly reducing waiting times and increasing satisfaction. You’ll find personalized recommendations based on your past purchases, suggesting new beverages or food items that match your tastes. Overall, these features create a seamless and efficient shopping experience, helping you enjoy your favorite Starbucks treats with ease. Emotional Connections: Personalized Customer Engagement Strategies When brands customize their customer engagement strategies to individual preferences, they not only enhance the shopping experience but furthermore nurture emotional connections that can lead to increased revenue. Personalized engagement encourages loyalty by making customers feel recognized and valued. Research shows that 70% of consumers prefer brands that understand their needs, which can boost revenue by 10-30% when effectively implemented. To create these emotional connections, consider the following strategies: Utilize customer data to deliver unique, relevant experiences. Implement personalized recommendations similar to platforms like Spotify and Amazon. Use targeted messaging to engage customers based on their preferences. Leverage AI-driven insights for customized interactions that build trust. Frequently Asked Questions What Are Examples of Personalized Service? Examples of personalized service include customized recommendations and special rewards based on individual preferences. For instance, Starbucks remembers your favorite drinks through its app, whereas Amazon suggests products based on your past purchases. Netflix analyzes your viewing habits to recommend shows you might enjoy. Sephora’s Beauty Insider program offers personalized product suggestions, and Spotify creates playlists based on your listening history. These practices improve customer satisfaction and encourage loyalty by providing relevant and engaging experiences. What Are the 4 D’s of Personalization? The 4 D’s of personalization are Data, Design, Delivery, and Dynamic personalization. You start with Data, which involves gathering and analyzing user information to grasp their preferences. Next is Design, where you create user-friendly interfaces that improve engagement. Delivery focuses on sending timely, relevant messages to customers. Finally, Dynamic personalization allows you to adjust content in real-time based on user behavior, ensuring your approach stays aligned with evolving customer needs and preferences. What Are the Four R’s in Personalizing Your Service? The four R’s in personalizing your service are Relevance, Recognition, Response, and Relationship. Relevance means tailoring your offerings to meet specific customer interests, enhancing engagement. Recognition involves acknowledging customers individually, using their names and recalling past interactions, which makes them feel valued. Response focuses on addressing inquiries quickly, improving satisfaction. Finally, Relationship emphasizes building long-term connections through consistent, personalized experiences, ultimately nurturing customer loyalty and increasing retention rates. What Is a Personalized Example? A personalized example in customer service involves tailoring interactions to meet individual preferences. For instance, when you visit a coffee shop, the barista remembers your usual order and greets you by name. This attention to detail creates a connection, making you feel valued. Similarly, an online retailer might recommend products based on your previous purchases, enhancing your shopping experience. These personalized touches can lead to increased customer satisfaction and loyalty, encouraging repeat business. Conclusion In summary, personalized service is reshaping customer engagement across various industries. From Grammarly’s targeted feedback to Enfagrow’s customized nutrition advice, each example demonstrates how companies can meet individual needs effectively. Care/of’s personalized vitamin packs and Starbucks’ app features further illustrate the benefits of personalization in enhancing user experience. By leveraging AI-driven insights, brands can establish strong emotional connections with customers, nurturing loyalty and satisfaction. In the end, these strategies highlight the importance of comprehending and addressing customer preferences. Image via Google Gemini This article, "5 Inspiring Examples of Personalized Service" was first published on Small Business Trends View the full article

Personalized service has become crucial for brands looking to engage customers effectively. Companies like Grammarly, Enfagrow, Care/of, and Starbucks use customized strategies to improve user experiences. For instance, Grammarly provides individual writing insights, whereas Enfagrow offers nutrition advice based on a baby’s needs. Each example shows how customization can nurture loyalty and boost satisfaction. Comprehending these approaches can reveal how businesses create stronger connections with their customers, prompting a closer look at their methods. Key Takeaways Grammarly’s Weekly Usage Reports provide personalized writing metrics, helping users track progress and set tailored improvement goals. Enfagrow delivers customized nutritional advice based on a baby’s developmental needs, enhancing parental decision-making for optimal growth. Care/of offers personalized vitamin packs through a detailed quiz, ensuring users receive supplements tailored to their health goals. Starbucks enhances the customer experience with an app that remembers favorite orders and provides personalized rewards through AI-driven promotions. Personalized customer engagement strategies foster loyalty by recognizing individual needs, making consumers feel valued and understood. Tailored Communication Strategies: Grammarly’s Weekly Usage Reports When you use Grammarly, you benefit from its Weekly Usage Reports, which provide a clear and detailed analysis of your writing performance. These reports include metrics like word count and frequency of mistakes, allowing you to identify specific areas for improvement. By focusing on your unique writing patterns, Grammarly offers hyper personalization examples that enrich your learning experience. You can see how often you make particular errors, guiding you to refine your skills effectively. Additionally, these reports deliver actionable feedback, helping you set personalized writing goals. This targeted approach exemplifies personalized service examples, as it adapts to your individual needs. Over time, you can track your progress, giving you motivation to engage more consistently with the platform. Eventually, Grammarly’s data-driven insights guarantee that your communication skills development remains relevant and effective, making writing improvement a more customized and satisfying expedition. Customized Nutrition Guidance: Enfagrow’s Personalized Baby Advice Customized nutrition guidance from Enfagrow offers parents personalized advice to meet their baby’s specific developmental needs. This service utilizes data collection to adjust nutritional recommendations, ensuring you receive guidance that aligns with your child’s growth stages. Enfagrow provides age-appropriate recommendations through customized emails, delivering product suggestions, dietary advice, and engaging activities based on your baby’s age. By focusing on relevant information, Enfagrow improves your parenting experience, nurturing a stronger bond between you and your child’s nutritional health. This personalized approach supports you in making informed decisions about your baby’s diet, emphasizing the importance of customized guidance in promoting ideal growth and development. Enfagrow’s platform reflects a broader trend in personalized services, where individualized communication greatly boosts customer engagement and satisfaction. With this level of personalized support, you can feel more confident in meeting your baby’s unique nutritional needs as they grow. Innovative Fitness Solutions: Care/of’s Personalized Vitamins Enfagrow‘s individualized nutrition advice sets the stage for understanding how customized solutions can enhance other areas of health, particularly in fitness. Care/of transforms vitamin intake by offering personalized packs designed to your unique health needs. You start by taking a thorough quiz that assesses your dietary habits, lifestyle, and wellness goals. This information helps create a blend tailored for you, with your name printed on each daily pack, making it feel personal and encouraging regular use. Key features of Care/of’s personalized vitamins include: Detailed information about each vitamin’s benefits and sources. A commitment to quality, sourcing from reputable suppliers. Products free from artificial additives. Improved adherence to vitamin regimens for better health outcomes. Enhanced Shopping Experience: Starbucks Personalized App Features Starbucks improves your shopping experience through its personalized app features, which streamline the ordering process and build customer loyalty. The app remembers your favorite drinks and orders, allowing for quick reordering with just a few taps, making it especially convenient during busy times. Through the Starbucks loyalty program, you can earn rewards points customized to your purchasing habits, encouraging repeat visits and enhancing loyalty. The app furthermore utilizes AI to send personalized marketing messages, including promotions and offers suited to your preferences, boosting engagement and driving sales. In addition, Starbucks integrates mobile ordering with in-store pickup, greatly reducing waiting times and increasing satisfaction. You’ll find personalized recommendations based on your past purchases, suggesting new beverages or food items that match your tastes. Overall, these features create a seamless and efficient shopping experience, helping you enjoy your favorite Starbucks treats with ease. Emotional Connections: Personalized Customer Engagement Strategies When brands customize their customer engagement strategies to individual preferences, they not only enhance the shopping experience but furthermore nurture emotional connections that can lead to increased revenue. Personalized engagement encourages loyalty by making customers feel recognized and valued. Research shows that 70% of consumers prefer brands that understand their needs, which can boost revenue by 10-30% when effectively implemented. To create these emotional connections, consider the following strategies: Utilize customer data to deliver unique, relevant experiences. Implement personalized recommendations similar to platforms like Spotify and Amazon. Use targeted messaging to engage customers based on their preferences. Leverage AI-driven insights for customized interactions that build trust. Frequently Asked Questions What Are Examples of Personalized Service? Examples of personalized service include customized recommendations and special rewards based on individual preferences. For instance, Starbucks remembers your favorite drinks through its app, whereas Amazon suggests products based on your past purchases. Netflix analyzes your viewing habits to recommend shows you might enjoy. Sephora’s Beauty Insider program offers personalized product suggestions, and Spotify creates playlists based on your listening history. These practices improve customer satisfaction and encourage loyalty by providing relevant and engaging experiences. What Are the 4 D’s of Personalization? The 4 D’s of personalization are Data, Design, Delivery, and Dynamic personalization. You start with Data, which involves gathering and analyzing user information to grasp their preferences. Next is Design, where you create user-friendly interfaces that improve engagement. Delivery focuses on sending timely, relevant messages to customers. Finally, Dynamic personalization allows you to adjust content in real-time based on user behavior, ensuring your approach stays aligned with evolving customer needs and preferences. What Are the Four R’s in Personalizing Your Service? The four R’s in personalizing your service are Relevance, Recognition, Response, and Relationship. Relevance means tailoring your offerings to meet specific customer interests, enhancing engagement. Recognition involves acknowledging customers individually, using their names and recalling past interactions, which makes them feel valued. Response focuses on addressing inquiries quickly, improving satisfaction. Finally, Relationship emphasizes building long-term connections through consistent, personalized experiences, ultimately nurturing customer loyalty and increasing retention rates. What Is a Personalized Example? A personalized example in customer service involves tailoring interactions to meet individual preferences. For instance, when you visit a coffee shop, the barista remembers your usual order and greets you by name. This attention to detail creates a connection, making you feel valued. Similarly, an online retailer might recommend products based on your previous purchases, enhancing your shopping experience. These personalized touches can lead to increased customer satisfaction and loyalty, encouraging repeat business. Conclusion In summary, personalized service is reshaping customer engagement across various industries. From Grammarly’s targeted feedback to Enfagrow’s customized nutrition advice, each example demonstrates how companies can meet individual needs effectively. Care/of’s personalized vitamin packs and Starbucks’ app features further illustrate the benefits of personalization in enhancing user experience. By leveraging AI-driven insights, brands can establish strong emotional connections with customers, nurturing loyalty and satisfaction. In the end, these strategies highlight the importance of comprehending and addressing customer preferences. Image via Google Gemini This article, "5 Inspiring Examples of Personalized Service" was first published on Small Business Trends View the full article

A complete guide to the 4% rule, your FI number, 25x, and crafting a FIRE plan. Most people are taught a simple financial script for their lives: go to school, work for 40–45 years, spend as you go, and retire at 65…if you’re lucky. Then, in retirement, if everything goes right, you may get 10–15 ... Read moreView the full article

When evaluating referral programs, it’s crucial to understand their impact on your organization’s hiring process. You need to assess key metrics like time-to-hire, quality of hires, and retention rates to determine if referred candidates outperform non-referred ones. Furthermore, analyzing participation rates can reveal employee engagement levels with the program. By focusing on these metrics, you can gain insights into the effectiveness of your referral initiatives and how they align with your overall recruitment strategy. Are you leveraging your referral program to its full potential? Key Takeaways Measure time-to-hire for referred candidates, as they are hired 55% faster than traditional methods, averaging 29 days. Analyze quality of hires, noting that referred candidates outperform non-referred hires by 33% in performance. Evaluate retention rates, with referred employees having a 42% retention rate compared to 28% for non-referred hires. Track participation rates; programs with over 30% employee involvement correlate with higher quality hires and engagement. Assess cost per acquisition (CPA) to highlight financial efficiency, often 25% lower for referred candidates. Understanding Referral Programs: Definition and Purpose When you think about hiring, employee referral programs (ERPs) play a crucial role in streamlining the process. The referral program meaning centers on structured initiatives that encourage employees to recommend qualified candidates from their networks for open positions. This approach not merely improves the hiring process but likewise helps identify talent that fits your company’s culture and needs. By leveraging personal connections, ERPs cultivate a collaborative hiring environment, resulting in a higher quality of candidates. Referred candidates typically show a 33% better performance rate and a 42% higher retention rate compared to non-referred hires. Furthermore, the average time-to-hire for referred candidates is just 29 days, considerably quicker than the 44 days required for traditional sourcing methods. In the end, ERPs not just enhance hiring efficiency but engage employees, creating a sense of ownership and investment in the hiring process that benefits everyone involved. The Importance of Measuring Referral Program Effectiveness Measuring the effectiveness of your referral program is vital for maximizing its potential. Referral program statistics reveal that referred candidates are three times more likely to be hired compared to those from other sources, which underscores the program’s efficiency in talent acquisition. By tracking key metrics such as referral rates, quality of hires, and retention rates, you can assess the overall impact of your program on hiring outcomes and employee satisfaction. For instance, referred employees boast a 42% retention rate, markedly higher than non-referred hires, highlighting the long-term success of your referrals. Additionally, companies save an average of $3,000 or more per hire through referral programs, making it important to evaluate their cost-effectiveness versus traditional hiring methods. Regularly analyzing metrics like time-to-hire shows that referred candidates are hired 55% faster, indicating the need for ongoing measurement to optimize your recruitment strategies effectively. Key Metrics for Evaluating Referral Programs When evaluating your referral program, it’s essential to focus on key metrics like conversion rate analysis, retention rate metrics, and cost per acquisition. By measuring how many referrals convert into actual hires or customers, you can assess the effectiveness of your program. Moreover, comprehending the retention rates of referred candidates compared to others, along with the cost savings associated with successful referrals, will provide valuable insights into the program’s overall impact. Conversion Rate Analysis A conversion rate analysis is essential for comprehending how effectively a referral program generates new customers. This metric measures the percentage of referred leads that turn into paying customers, giving you valuable insight into your program’s success. High conversion rates typically indicate that referred customers engage more with your brand, leading to increased sales and revenue. By analyzing these rates, you can identify which referral sources or advocates are most effective, allowing you to focus on optimizing those relationships. Regularly monitoring conversion rates enables timely adjustments to your referral strategies. Furthermore, comparing conversion rates of referred customers to non-referred customers can highlight the benefits of referrals, often showing that referred customers have higher lifetime values and lower churn rates, according to referral marketing statistics. Retention Rate Metrics Retention rate metrics provide valuable insights into the long-term impact of referral programs on employee stability. Research shows that referred employees have a retention rate of 46%, which is about 42% higher than non-referred hires. This indicates they’re more likely to stay with your company long-term. Companies utilizing referral programs can expect referred employees to remain around 70% longer than those hired through traditional methods. By tracking these metrics, you can assess the effectiveness of your referral program in maintaining a stable workforce. Furthermore, analyzing retention rates reveals insights into the quality of hires and their alignment with company culture, helping you refine your client referral program template for future recruitment strategies. Cost Per Acquisition Grasping cost per acquisition (CPA) is essential for evaluating the effectiveness of your referral programs, especially since it often reveals the financial efficiency of your marketing strategies. To calculate CPA, divide the total costs of your crm referral program, including incentives and management expenses, by the number of new customers acquired through referrals. This metric typically shows that referred customers are cheaper to acquire, with CPA often being at least 25% lower than traditional methods. Monitoring Monitoring CPA allows you to compare the effectiveness of your referral program against other acquisition channels. Furthermore, analyzing CPA alongside customer lifetime value (CLV) provides insights into the long-term profitability of referred customers, emphasizing the importance of maintaining a solid referral strategy. Analyzing Usage Metrics: Participation and Engagement To effectively analyze your referral program, you need to focus on participation rates and engagement strategies. High participation rates, typically ranging from 20-30%, indicate that employees are interested in the referral process, whereas tracking referral submissions can reveal engagement levels. Participation Rates Analysis Participation rates in employee referral programs serve as a crucial indicator of how many employees are actively contributing to the recruitment process. Tracking these rates not just reveals engagement levels but also highlights influential employees driving referrals. For small businesses, grasping these metrics can greatly improve hiring outcomes. Participation Rate Effectiveness Below 30% Low Quality Hires 30% – 50% Moderate Quality Hires 51% – 70% High Quality Hires Above 70% Exceptional Quality Hires Monitoring the activity rate, defined as the percentage of employees participating in the referral program, should be a regular practice. Programs exceeding a 30% participation rate typically correlate with increased quality hires and retention rates, providing a clear path for enhancement. Engagement Strategies Effectiveness Comprehending how well employees engage with referral programs can considerably impact recruitment success. High participation rates, above 30%, signal strong engagement, indicating employees are motivated to refer candidates. Tracking the number of referrals can further illuminate engagement; programs showing multiple referrals often correlate with improved hiring success. Using a Net Promoter Score (NPS) to assess employee satisfaction can provide valuable insights, with scores over 50 suggesting robust advocacy for the program. Moreover, focusing on the activity rate is essential; programs exceeding a 20% activity rate tend to yield better quality hires. Finally, analyzing the click rate for job postings shared through employee networks highlights engagement effectiveness, revealing how actively employees promote job openings through their contacts, enhancing your referral statistics. Assessing Effectiveness Metrics: Quality and Retention When evaluating the effectiveness of referral programs, grasp of the metrics of quality and retention is crucial. Recognizing these metrics can help you assess how well your referral initiatives are performing. Here are three critical aspects to take into account: Time-to-Hire: Referral candidates are hired 55% faster, averaging 29 days compared to 55 days for traditional methods. Quality of Hires: Referred candidates outperform non-referred candidates by 33%, aligning better with job qualifications and company culture. Retention Rates: Referred employees have a retention rate of 42%, markedly higher than the 28% for non-referred hires. Utilizing these referral marketing stats can provide valuable insights into the long-term value of referred hires. Evaluating Efficiency Metrics: Time-to-Hire and Cost-Per-Hire To effectively evaluate the efficiency of referral programs, it’s essential to focus on two key metrics: time-to-hire and cost-per-hire. Referrals lead to a notably faster hiring process, with referred candidates being hired 55% quicker than those sourced through traditional methods. They average just 29 days to hire compared to 55 days for non-referrals. Furthermore, utilizing a referral program template can help lower your cost-per-hire. Companies often save $3,000 or more per hire when leveraging employee networks instead of external recruitment agencies. Tracking these efficiency metrics highlights the program’s impact on recruitment costs and reflects the quality of hires. In addition, since referred candidates typically exhibit a 42% higher retention rate, comprehending these metrics allows you to make data-driven adjustments, enhancing the overall effectiveness of your referral program. Strategies for Implementing and Optimizing Referral Measurement Implementing and optimizing referral measurement requires a strategic approach that aligns with your organization’s goals. To effectively track and improve your referral program, consider these strategies: Set Clear Goals and KPIs: Define specific metrics like participation rates, quality of hires, and retention rates to guarantee you’re measuring what matters most. Leverage Technology: Utilize modern referral technologies, such as applicant tracking systems (ATS), to streamline data collection and enable real-time analysis, making it easier to monitor your free referral program’s effectiveness. Gather Feedback Regularly: Implement a feedback loop by using surveys and Net Promoter Score (NPS) assessments to understand employee motivations and satisfaction, which can inform continuous program enhancements. Learning From Successful Referral Program Case Studies Successful referral programs provide valuable insights into effective recruitment strategies that organizations can adopt. For instance, Digital Ocean’s employee referral program has led to a 20% increase in employee retention rates, showcasing how leveraging existing employees’ networks can yield quality hires. Similarly, Deloitte‘s program emphasizes the importance of tracking metrics, resulting in a 42% faster hiring time for referred candidates compared to traditional methods. Studies indicate that referred employees often have a 33% higher performance rating, which underscores the quality of hires through these programs. Moreover, companies with structured referral initiatives can save an average of $3,000 per hire, reflecting significant cost-effectiveness. To implement a successful referral program, consider using a client referral template that outlines clear guidelines and incentives, making it easier for employees to participate. Learning from these case studies can help you refine your own referral strategy for better results. Common Challenges in Evaluating Referral Programs and Solutions As evaluating referral programs can yield significant benefits for organizations, several common challenges often arise that can hinder their effectiveness. Tackling these issues is crucial to guaranteeing a successful program. Here are three common challenges and their solutions: Low Employee Participation: Promote awareness of the program and simplify the referral submission process. Using a customer referral template can help streamline this effort. Nepotism and Favoritism: Implement structured evaluation processes to guarantee all candidates are assessed fairly and transparently, reducing bias in referrals. Limited Diversity: Emphasize inclusivity by providing guidelines for employees to refer candidates from diverse backgrounds, thereby broadening your talent pool. Additionally, consider redesigning incentive structures to make them more appealing and regularly monitor key metrics like retention rates and quality of hire for referred candidates. Frequently Asked Questions How to Measure Referral Program Success? To measure referral program success, track key metrics like conversion rates of referred leads to customers, as this indicates how effectively your program drives sales. Assess Customer Lifetime Value (CLV) for referred customers, since they often display greater loyalty and profit margins. Monitor participation rates to gauge engagement levels, and analyze cost per acquisition (CPA) to determine efficiency. Regularly review your key performance indicators (KPIs) to guarantee alignment with your business objectives. How Would You Measure the Effectiveness of Our Employee Referral Program? To measure the effectiveness of your employee referral program, start by analyzing referral rates to see how many hires come through referrals versus other methods. Next, evaluate the quality of hires by checking performance metrics and retention rates, as referred employees often stay longer. Track the average time-to-hire for referred candidates and calculate the cost-per-hire to assess financial impact. Finally, gather employee feedback to improve program engagement and effectiveness. How Effective Are Referral Programs? Referral programs are highly effective in recruitment. They lead to a 42% retention rate for referred employees, greatly surpassing non-referred hires. These candidates typically get hired 55% faster, averaging just 29 days. Furthermore, you can save around $3,000 per hire because of lower advertising costs. Companies using referral programs often see a 25% profit increase, making it clear that leveraging employee networks improves both hiring efficiency and financial performance. What Is the Success Rate of Referral Programs? The success rate of referral programs is particularly high. Referred candidates are three times more likely to be hired than those sourced through traditional methods. Furthermore, these employees have a retention rate of 42%, greatly surpassing non-referred hires. Organizations that implement referral programs often see a 25% profit increase as a result of reduced hiring costs and improved performance, whereas the average time-to-hire drops to 29 days, compared to 44 days for other methods. Conclusion In summary, evaluating referral programs is crucial for comprehending their impact on your organization. By examining key metrics such as quality of hires, retention rates, and time-to-hire, you can gain valuable insights into the effectiveness of your program. Furthermore, analyzing participation and engagement levels helps identify areas for improvement. Regular assessments will not merely refine your approach but likewise align it with your organizational goals, in the end nurturing a more robust recruitment culture. Image via Google Gemini This article, "How to Evaluate Referral Programs: Do They Work?" was first published on Small Business Trends View the full article

When evaluating referral programs, it’s crucial to understand their impact on your organization’s hiring process. You need to assess key metrics like time-to-hire, quality of hires, and retention rates to determine if referred candidates outperform non-referred ones. Furthermore, analyzing participation rates can reveal employee engagement levels with the program. By focusing on these metrics, you can gain insights into the effectiveness of your referral initiatives and how they align with your overall recruitment strategy. Are you leveraging your referral program to its full potential? Key Takeaways Measure time-to-hire for referred candidates, as they are hired 55% faster than traditional methods, averaging 29 days. Analyze quality of hires, noting that referred candidates outperform non-referred hires by 33% in performance. Evaluate retention rates, with referred employees having a 42% retention rate compared to 28% for non-referred hires. Track participation rates; programs with over 30% employee involvement correlate with higher quality hires and engagement. Assess cost per acquisition (CPA) to highlight financial efficiency, often 25% lower for referred candidates. Understanding Referral Programs: Definition and Purpose When you think about hiring, employee referral programs (ERPs) play a crucial role in streamlining the process. The referral program meaning centers on structured initiatives that encourage employees to recommend qualified candidates from their networks for open positions. This approach not merely improves the hiring process but likewise helps identify talent that fits your company’s culture and needs. By leveraging personal connections, ERPs cultivate a collaborative hiring environment, resulting in a higher quality of candidates. Referred candidates typically show a 33% better performance rate and a 42% higher retention rate compared to non-referred hires. Furthermore, the average time-to-hire for referred candidates is just 29 days, considerably quicker than the 44 days required for traditional sourcing methods. In the end, ERPs not just enhance hiring efficiency but engage employees, creating a sense of ownership and investment in the hiring process that benefits everyone involved. The Importance of Measuring Referral Program Effectiveness Measuring the effectiveness of your referral program is vital for maximizing its potential. Referral program statistics reveal that referred candidates are three times more likely to be hired compared to those from other sources, which underscores the program’s efficiency in talent acquisition. By tracking key metrics such as referral rates, quality of hires, and retention rates, you can assess the overall impact of your program on hiring outcomes and employee satisfaction. For instance, referred employees boast a 42% retention rate, markedly higher than non-referred hires, highlighting the long-term success of your referrals. Additionally, companies save an average of $3,000 or more per hire through referral programs, making it important to evaluate their cost-effectiveness versus traditional hiring methods. Regularly analyzing metrics like time-to-hire shows that referred candidates are hired 55% faster, indicating the need for ongoing measurement to optimize your recruitment strategies effectively. Key Metrics for Evaluating Referral Programs When evaluating your referral program, it’s essential to focus on key metrics like conversion rate analysis, retention rate metrics, and cost per acquisition. By measuring how many referrals convert into actual hires or customers, you can assess the effectiveness of your program. Moreover, comprehending the retention rates of referred candidates compared to others, along with the cost savings associated with successful referrals, will provide valuable insights into the program’s overall impact. Conversion Rate Analysis A conversion rate analysis is essential for comprehending how effectively a referral program generates new customers. This metric measures the percentage of referred leads that turn into paying customers, giving you valuable insight into your program’s success. High conversion rates typically indicate that referred customers engage more with your brand, leading to increased sales and revenue. By analyzing these rates, you can identify which referral sources or advocates are most effective, allowing you to focus on optimizing those relationships. Regularly monitoring conversion rates enables timely adjustments to your referral strategies. Furthermore, comparing conversion rates of referred customers to non-referred customers can highlight the benefits of referrals, often showing that referred customers have higher lifetime values and lower churn rates, according to referral marketing statistics. Retention Rate Metrics Retention rate metrics provide valuable insights into the long-term impact of referral programs on employee stability. Research shows that referred employees have a retention rate of 46%, which is about 42% higher than non-referred hires. This indicates they’re more likely to stay with your company long-term. Companies utilizing referral programs can expect referred employees to remain around 70% longer than those hired through traditional methods. By tracking these metrics, you can assess the effectiveness of your referral program in maintaining a stable workforce. Furthermore, analyzing retention rates reveals insights into the quality of hires and their alignment with company culture, helping you refine your client referral program template for future recruitment strategies. Cost Per Acquisition Grasping cost per acquisition (CPA) is essential for evaluating the effectiveness of your referral programs, especially since it often reveals the financial efficiency of your marketing strategies. To calculate CPA, divide the total costs of your crm referral program, including incentives and management expenses, by the number of new customers acquired through referrals. This metric typically shows that referred customers are cheaper to acquire, with CPA often being at least 25% lower than traditional methods. Monitoring Monitoring CPA allows you to compare the effectiveness of your referral program against other acquisition channels. Furthermore, analyzing CPA alongside customer lifetime value (CLV) provides insights into the long-term profitability of referred customers, emphasizing the importance of maintaining a solid referral strategy. Analyzing Usage Metrics: Participation and Engagement To effectively analyze your referral program, you need to focus on participation rates and engagement strategies. High participation rates, typically ranging from 20-30%, indicate that employees are interested in the referral process, whereas tracking referral submissions can reveal engagement levels. Participation Rates Analysis Participation rates in employee referral programs serve as a crucial indicator of how many employees are actively contributing to the recruitment process. Tracking these rates not just reveals engagement levels but also highlights influential employees driving referrals. For small businesses, grasping these metrics can greatly improve hiring outcomes. Participation Rate Effectiveness Below 30% Low Quality Hires 30% – 50% Moderate Quality Hires 51% – 70% High Quality Hires Above 70% Exceptional Quality Hires Monitoring the activity rate, defined as the percentage of employees participating in the referral program, should be a regular practice. Programs exceeding a 30% participation rate typically correlate with increased quality hires and retention rates, providing a clear path for enhancement. Engagement Strategies Effectiveness Comprehending how well employees engage with referral programs can considerably impact recruitment success. High participation rates, above 30%, signal strong engagement, indicating employees are motivated to refer candidates. Tracking the number of referrals can further illuminate engagement; programs showing multiple referrals often correlate with improved hiring success. Using a Net Promoter Score (NPS) to assess employee satisfaction can provide valuable insights, with scores over 50 suggesting robust advocacy for the program. Moreover, focusing on the activity rate is essential; programs exceeding a 20% activity rate tend to yield better quality hires. Finally, analyzing the click rate for job postings shared through employee networks highlights engagement effectiveness, revealing how actively employees promote job openings through their contacts, enhancing your referral statistics. Assessing Effectiveness Metrics: Quality and Retention When evaluating the effectiveness of referral programs, grasp of the metrics of quality and retention is crucial. Recognizing these metrics can help you assess how well your referral initiatives are performing. Here are three critical aspects to take into account: Time-to-Hire: Referral candidates are hired 55% faster, averaging 29 days compared to 55 days for traditional methods. Quality of Hires: Referred candidates outperform non-referred candidates by 33%, aligning better with job qualifications and company culture. Retention Rates: Referred employees have a retention rate of 42%, markedly higher than the 28% for non-referred hires. Utilizing these referral marketing stats can provide valuable insights into the long-term value of referred hires. Evaluating Efficiency Metrics: Time-to-Hire and Cost-Per-Hire To effectively evaluate the efficiency of referral programs, it’s essential to focus on two key metrics: time-to-hire and cost-per-hire. Referrals lead to a notably faster hiring process, with referred candidates being hired 55% quicker than those sourced through traditional methods. They average just 29 days to hire compared to 55 days for non-referrals. Furthermore, utilizing a referral program template can help lower your cost-per-hire. Companies often save $3,000 or more per hire when leveraging employee networks instead of external recruitment agencies. Tracking these efficiency metrics highlights the program’s impact on recruitment costs and reflects the quality of hires. In addition, since referred candidates typically exhibit a 42% higher retention rate, comprehending these metrics allows you to make data-driven adjustments, enhancing the overall effectiveness of your referral program. Strategies for Implementing and Optimizing Referral Measurement Implementing and optimizing referral measurement requires a strategic approach that aligns with your organization’s goals. To effectively track and improve your referral program, consider these strategies: Set Clear Goals and KPIs: Define specific metrics like participation rates, quality of hires, and retention rates to guarantee you’re measuring what matters most. Leverage Technology: Utilize modern referral technologies, such as applicant tracking systems (ATS), to streamline data collection and enable real-time analysis, making it easier to monitor your free referral program’s effectiveness. Gather Feedback Regularly: Implement a feedback loop by using surveys and Net Promoter Score (NPS) assessments to understand employee motivations and satisfaction, which can inform continuous program enhancements. Learning From Successful Referral Program Case Studies Successful referral programs provide valuable insights into effective recruitment strategies that organizations can adopt. For instance, Digital Ocean’s employee referral program has led to a 20% increase in employee retention rates, showcasing how leveraging existing employees’ networks can yield quality hires. Similarly, Deloitte‘s program emphasizes the importance of tracking metrics, resulting in a 42% faster hiring time for referred candidates compared to traditional methods. Studies indicate that referred employees often have a 33% higher performance rating, which underscores the quality of hires through these programs. Moreover, companies with structured referral initiatives can save an average of $3,000 per hire, reflecting significant cost-effectiveness. To implement a successful referral program, consider using a client referral template that outlines clear guidelines and incentives, making it easier for employees to participate. Learning from these case studies can help you refine your own referral strategy for better results. Common Challenges in Evaluating Referral Programs and Solutions As evaluating referral programs can yield significant benefits for organizations, several common challenges often arise that can hinder their effectiveness. Tackling these issues is crucial to guaranteeing a successful program. Here are three common challenges and their solutions: Low Employee Participation: Promote awareness of the program and simplify the referral submission process. Using a customer referral template can help streamline this effort. Nepotism and Favoritism: Implement structured evaluation processes to guarantee all candidates are assessed fairly and transparently, reducing bias in referrals. Limited Diversity: Emphasize inclusivity by providing guidelines for employees to refer candidates from diverse backgrounds, thereby broadening your talent pool. Additionally, consider redesigning incentive structures to make them more appealing and regularly monitor key metrics like retention rates and quality of hire for referred candidates. Frequently Asked Questions How to Measure Referral Program Success? To measure referral program success, track key metrics like conversion rates of referred leads to customers, as this indicates how effectively your program drives sales. Assess Customer Lifetime Value (CLV) for referred customers, since they often display greater loyalty and profit margins. Monitor participation rates to gauge engagement levels, and analyze cost per acquisition (CPA) to determine efficiency. Regularly review your key performance indicators (KPIs) to guarantee alignment with your business objectives. How Would You Measure the Effectiveness of Our Employee Referral Program? To measure the effectiveness of your employee referral program, start by analyzing referral rates to see how many hires come through referrals versus other methods. Next, evaluate the quality of hires by checking performance metrics and retention rates, as referred employees often stay longer. Track the average time-to-hire for referred candidates and calculate the cost-per-hire to assess financial impact. Finally, gather employee feedback to improve program engagement and effectiveness. How Effective Are Referral Programs? Referral programs are highly effective in recruitment. They lead to a 42% retention rate for referred employees, greatly surpassing non-referred hires. These candidates typically get hired 55% faster, averaging just 29 days. Furthermore, you can save around $3,000 per hire because of lower advertising costs. Companies using referral programs often see a 25% profit increase, making it clear that leveraging employee networks improves both hiring efficiency and financial performance. What Is the Success Rate of Referral Programs? The success rate of referral programs is particularly high. Referred candidates are three times more likely to be hired than those sourced through traditional methods. Furthermore, these employees have a retention rate of 42%, greatly surpassing non-referred hires. Organizations that implement referral programs often see a 25% profit increase as a result of reduced hiring costs and improved performance, whereas the average time-to-hire drops to 29 days, compared to 44 days for other methods. Conclusion In summary, evaluating referral programs is crucial for comprehending their impact on your organization. By examining key metrics such as quality of hires, retention rates, and time-to-hire, you can gain valuable insights into the effectiveness of your program. Furthermore, analyzing participation and engagement levels helps identify areas for improvement. Regular assessments will not merely refine your approach but likewise align it with your organizational goals, in the end nurturing a more robust recruitment culture. Image via Google Gemini This article, "How to Evaluate Referral Programs: Do They Work?" was first published on Small Business Trends View the full article

Policymakers sparred over decision to cut interest rates earlier in DecemberView the full article

Three Chinese-owned companies, collectively known as the Greenland USA Entities, have agreed to pay over $7.3 million to settle allegations of submitting false claims to obtain Paycheck Protection Program (PPP) loans for which they were not eligible. This settlement underscores ongoing efforts to ensure that the financial aid intended for small American businesses during the COVID-19 pandemic is not misallocated. The PPP, established by Congress in March 2020, aimed to provide essential financial support to American businesses impacted by the pandemic. Loans can be forgivable if the borrowing businesses meet specific eligibility criteria, which include limitations on employment numbers and accuracy in loan applications. The importance of these guidelines cannot be understated; they were designed to ensure that relief funds directly benefited those most vulnerable during the crisis. The Greenland USA Entities, which operate in the real estate sector and are linked to the Greenland Holding Group Company Limited based in China, reportedly certified their eligibility for PPP loans. However, the U.S. government alleges that they were affiliated with various companies that collectively employed more people than allowed under the SBA’s size standards. Furthermore, they were determined not to qualify for a second round of PPP loans due to their significant ownership ties to entities in the People’s Republic of China. U.S. Attorney Brad D. Schimel emphasized the intent behind the PPP, stating, “Congress created the PPP to help American small businesses during the pandemic, not to fund large Chinese-owned corporations.” This sentiment highlights the government’s commitment to thoroughly investigate allegations of fraud involving federal funds designated for small businesses. For small business owners, this case serves as a vital lesson in the importance of adhering to financial guidelines and being vigilant about eligibility requirements when applying for federal support. The stature of the companies involved illustrates that no entity, regardless of size or origin, is above scrutiny when it comes to federal financial assistance programs. Moreover, the settlement arises from claims filed under the qui tam provisions of the False Claims Act, which enable private individuals to take legal action on behalf of the government and to receive a percentage of any recovered funds. Two whistleblowers, GNGH2 Inc. and Aidan Forsyth, will receive substantial payouts from this agreement, emphasizing the critical role that insiders can play in exposing fraudulent activities. The $7,312,283.36 settlement represents not just a financial penalty but also a reminder of the responsibilities that come with federal aid programs. Small business owners should carefully assess their eligibility and ensure that all information submitted to the SBA or other funding organizations is accurate. Missteps could lead not only to financial penalties but also to potential legal repercussions. While this case highlights fraudulent activities, it serves as a reminder of the ongoing need for due diligence. Small business owners should remain informed about compliance requirements and aware of their rights under the Federal False Claims Act, including provisions that protect whistleblowers. The resolution of this case involved collaboration between several branches of the U.S. Department of Justice, showcasing how federal agencies are working together to combat fraud effectively. With the assistance of the SBA’s Office of General Counsel and the Office of the Inspector General, this settlement is part of a broader effort to uphold the integrity of the PPP program. As the economy continues to recover, small business owners should stay alert for updates and guidance from the SBA and other regulatory bodies. They should also consider subscribing to the SBA OIG’s email updates for insights into recent investigative cases and audit reports, which can keep them informed about compliance and operational best practices. The implications of this case extend beyond the immediate financial settlement; they highlight the necessity for transparency and accountability in federal assistance programs designed to support small businesses. As the world navigates through recovery from the pandemic, ensuring the correct allocation of resources remains a priority for both the government and small business communities alike. For more details, you can view the original U.S. Department of Justice press release here. Additional context is available through the SBA’s official channels for ongoing updates and resources. For more information, you can also find the original SBA article here. Image via Google Gemini This article, "Chinese-Owned Firms to Pay $7.3M for PPP Loan Fraud Allegations" was first published on Small Business Trends View the full article

Three Chinese-owned companies, collectively known as the Greenland USA Entities, have agreed to pay over $7.3 million to settle allegations of submitting false claims to obtain Paycheck Protection Program (PPP) loans for which they were not eligible. This settlement underscores ongoing efforts to ensure that the financial aid intended for small American businesses during the COVID-19 pandemic is not misallocated. The PPP, established by Congress in March 2020, aimed to provide essential financial support to American businesses impacted by the pandemic. Loans can be forgivable if the borrowing businesses meet specific eligibility criteria, which include limitations on employment numbers and accuracy in loan applications. The importance of these guidelines cannot be understated; they were designed to ensure that relief funds directly benefited those most vulnerable during the crisis. The Greenland USA Entities, which operate in the real estate sector and are linked to the Greenland Holding Group Company Limited based in China, reportedly certified their eligibility for PPP loans. However, the U.S. government alleges that they were affiliated with various companies that collectively employed more people than allowed under the SBA’s size standards. Furthermore, they were determined not to qualify for a second round of PPP loans due to their significant ownership ties to entities in the People’s Republic of China. U.S. Attorney Brad D. Schimel emphasized the intent behind the PPP, stating, “Congress created the PPP to help American small businesses during the pandemic, not to fund large Chinese-owned corporations.” This sentiment highlights the government’s commitment to thoroughly investigate allegations of fraud involving federal funds designated for small businesses. For small business owners, this case serves as a vital lesson in the importance of adhering to financial guidelines and being vigilant about eligibility requirements when applying for federal support. The stature of the companies involved illustrates that no entity, regardless of size or origin, is above scrutiny when it comes to federal financial assistance programs. Moreover, the settlement arises from claims filed under the qui tam provisions of the False Claims Act, which enable private individuals to take legal action on behalf of the government and to receive a percentage of any recovered funds. Two whistleblowers, GNGH2 Inc. and Aidan Forsyth, will receive substantial payouts from this agreement, emphasizing the critical role that insiders can play in exposing fraudulent activities. The $7,312,283.36 settlement represents not just a financial penalty but also a reminder of the responsibilities that come with federal aid programs. Small business owners should carefully assess their eligibility and ensure that all information submitted to the SBA or other funding organizations is accurate. Missteps could lead not only to financial penalties but also to potential legal repercussions. While this case highlights fraudulent activities, it serves as a reminder of the ongoing need for due diligence. Small business owners should remain informed about compliance requirements and aware of their rights under the Federal False Claims Act, including provisions that protect whistleblowers. The resolution of this case involved collaboration between several branches of the U.S. Department of Justice, showcasing how federal agencies are working together to combat fraud effectively. With the assistance of the SBA’s Office of General Counsel and the Office of the Inspector General, this settlement is part of a broader effort to uphold the integrity of the PPP program. As the economy continues to recover, small business owners should stay alert for updates and guidance from the SBA and other regulatory bodies. They should also consider subscribing to the SBA OIG’s email updates for insights into recent investigative cases and audit reports, which can keep them informed about compliance and operational best practices. The implications of this case extend beyond the immediate financial settlement; they highlight the necessity for transparency and accountability in federal assistance programs designed to support small businesses. As the world navigates through recovery from the pandemic, ensuring the correct allocation of resources remains a priority for both the government and small business communities alike. For more details, you can view the original U.S. Department of Justice press release here. Additional context is available through the SBA’s official channels for ongoing updates and resources. For more information, you can also find the original SBA article here. Image via Google Gemini This article, "Chinese-Owned Firms to Pay $7.3M for PPP Loan Fraud Allegations" was first published on Small Business Trends View the full article

Rewarding yourself can backfire. If you tell yourself, “I’ll only listen to my favorite podcast while I’m at the gym,” it takes just one moment of weakness to realize you can cheat and listen to it any time you want. Instead, try this: Reward yourself with something that has no enjoyment value whatsoever. Like a checkmark on your calendar. I first heard this tip from writer Tim Clare’s podcast. If you want to stay motivated, he says, the reward has to be so crappy that you’re not actually working for the reward. He said that he puts a checkmark on his calendar every day he writes, and at the end of the week enough checkmarks earn a gold star. The same approach has worked for me and for others. I have to admit: Buying myself a pack of stickers is embarrassingly motivating. Why stickers work better than "real" rewardsTim Clare likes the theory that this works because of cognitive dissonance: We have to change something major (our behavior) to earn something that's not valuable (a sticker), so we try to resolve that dissonance by deciding we value the behavior change. The crappy extrinsic reward strengthens our sense that the new habit is intrinsically valuable. And as my colleague Meredith Dietz has written, experts believe that the secret to lasting motivation lies in our intrinsic goals. Engaging in healthy behaviors like exercise only works if we're doing those behaviors for their own sake, not because we're enduring our gym time as a means to an end. Extrinsic rewards like streaks and badges can gamify this process so addictively that we lose sight of why we're actually doing it in the first place. Note that I'm not saying you should chase streaks; I'm thinking more like literal stickers on a piece of paper, or a note in your phone where you write down how many miles you ran this week. Another type of ineffective reward is the real-life splurge: promising you'll treat yourself to something (a dessert, a clothing purchase) once you hit a certain goal. Here's the problem: If you hate exercising so much that you need a bribe to do it at all, you're quickly going to find a way to have the reward without the work. There's nothing actually stopping you from listening to that "gym only" podcast at home, or ordering yourself the new outfit you had earmarked as a reward for when you make it through the couch to 5K program. Using a crappy reward works because it just reflects your existing motivation back on itself. You check off today's work, not because the checkmark is valuable in itself, but because the checkmark reminds you that you kept a promise to yourself. There's a thrill to closing that loop, and those little wins really build your self-efficacy. In self-efficacy theory, small wins boost your motivation to keep working toward bigger goals. The best part of using stickers or checkmarks is that it’s pointless to cheat. What are you going to do—lie to yourself when you didn’t actually go to the gym? But building up that row of numbers or stickers becomes its own reward. You’re really just rewarding yourself with the satisfaction of having stuck to your habit. View the full article

It’s “where are you now?” month at Ask a Manager, and all December I’m running updates from people who had their letters here answered in the past. Here are four updates from past letter-writers. 1. My vegan coworker is upset about getting non-vegan gifts three years in a row (first update) I saw some comments on the update I sent in before (about my coworker who cluelessly gave a vegan coworker three non-vegan gifts) wanted to know what Marie would get Liz for Christmas this year, haha. Liz ended up leaving the company in October for another job, so alas, no Christmas gift story, but we did have a farewell lunch for Liz and Marie gave her a book of plant-based recipes for dogs. Liz does have a dog, I have no idea about its diet, but still, this was an improvement, especially considering no one knew Marie was going to get a going-away gift for Liz and therefore couldn’t vet it. I was really holding my breath when she pulled it out. Fortunately, Marie actually bought this book at Barnes and Noble earlier in the year when it was on display, in anticipation of giving it to Liz for Christmas. It wasn’t weird for her to give Liz a going-away gift, since turnover in our office is pretty rare, but obviously it hadn’t gone well before, so I was still surprised (but also not, because that’s just Marie — she loves to give gifts). 2. Quitting when I just hired new team members (#5 at the link) Update: I put in my notice. I stayed long enough to onboard my new reports, just in case having a bigger team would help me feel less burned out. Things got a little better, but I still feel called to try something else. Hopefully my team will be better off in the long term with a manager who is bought in. I was having trouble pulling the trigger, until my boss scheduled a quick call to tell me she was quitting. That was the push I needed. Wish me luck! 3. Our laid-off coworkers are organizing a get-together — should the rest of us attend? (#4 at the link) Several of my remaining colleagues and I ended up going to the get together with my colleagues after checking in with some of the fired folks who were organizing it. There were a few awkward spots but most people expressed sympathy for the new organizational leadership those of us who were left still had to deal with. On the whole, it was a good farewell, especially as several of my mentors who had been instrumental in my career success were there and it was a final opportunity to get together with them all before many of them moved out of our area. In the following months, the changes at my organization continued, with increased hostility to the workers who were there from both those now in charge of us as well as external actors. Some small groups were brought back while additional large scale firings at my organization continued in the months ahead, especially so during the shutdown. I’ve tried to keep the pieces of my group’s mission alive as well as buoy the morale of my team members while making sure they have a firm understanding of our situation. With more organizational changes ahead, I’m unsure of what is next for me or my team. I am making preparations to potentially go into the private sector and trying to make sure my team members are ready for that as well. 4. Can I leave during a project I’m leading? (#5 at the link) The advice I received from other AAM readers really helped me shift my perspective around what we owe our jobs (and what our jobs owe us). Specifically, the idea that it is an executive’s role at the company to have contingency plans around staffing and project management–that’s ostensibly why they get paid the big bucks. The employer that had been aggressively pursuing me ended up ghosting me before the offer was final, but the support from you and the readers gave me the kick in the pants I needed to start applying and interviewing in a more intentional way. A few weeks after you published my question, I got a great offer from a local start-up and gave notice at my then employer. Tellingly, then-employer didn’t ask me why or try to bargain for me to stay. Toxic until the end, the executive I wasn’t valued by didn’t wish me luck, reference that I was leaving in any meetings during my notice period, or even say goodbye to me on my last day. I’m a lot happier now, and I’m so glad I got the motivation to leave when I did. I only wish I’d done so sooner! The post updates: the non-vegan gifts, the get-together of laid-off coworkers, and more appeared first on Ask a Manager. View the full article

Engaging your audience is essential for building connections and enhancing interaction. You can achieve this through various strategies, such as quizzes and polls, which personalize experiences, and interactive videos that promote active participation. Moreover, user-generated content can cultivate community, whereas live Q&A sessions create real-time dialogue with experts. In addition, interactive infographics can simplify complex data, making it more shareable. Each of these ideas holds potential; nonetheless, comprehending their implementation is key. Key Takeaways Create quizzes and polls to encourage user participation and gather feedback on products or services. Use interactive videos with clickable elements to enhance viewer engagement and boost retention rates. Encourage user-generated content to foster community and authenticity, leading to higher engagement and conversions. Host live Q&A sessions to facilitate real-time interaction and feedback, increasing audience engagement significantly. Develop interactive infographics that allow users to explore data dynamically, making complex information more accessible and shareable. Quizzes and Polls How can quizzes and polls transform your audience engagement strategy? These interactive tools effectively drive engagement by merging entertainment with personalized results, encouraging users to share their experiences on social media. Quizzes can be customized to various formats, including personality and product recommendations, allowing you to align them with your audience’s specific interests. This personalization not only improves user interaction but likewise serves as a valuable source of feedback on your products marketing ideas. Polls, conversely, provide a quick method to gauge opinions and preferences, making participants feel heard in decision-making processes. Interactive Videos As traditional video formats become less engaging, interactive videos emerge as a strong alternative that transforms passive viewing into an active, participatory experience. By incorporating clickable elements, these videos invite you to engage directly with the content. Features like branching storylines and embedded quizzes allow for personalized viewing experiences, catering to your preferences and enhancing overall engagement. Studies indicate that interactive videos can boost viewer retention rates by up to 90%, promoting active participation instead of passive consumption. Furthermore, shoppable tags enable you to purchase products directly from the video, driving conversions and sales. With a remarkable 200-300% increase in click-through rates compared to traditional formats, interactive videos are an influential tool for enriching audience interaction. User-Generated Content Interactive videos have paved the way for new forms of engagement, and one of the most impactful methods is user-generated content (UGC). UGC includes content created by consumers, like reviews, photos, and videos, which boosts brand authenticity and trust. By incorporating UGC into your marketing strategy, you could see a 79% increase in engagement and a 50% increase in conversions. Moreover, 79% of consumers feel more connected to brands that share their content. Encouraging customers to share their experiences also cultivates community and loyalty. UGC Benefits Impact on Brands Increases engagement by 79% Builds brand trust Boosts conversions by 50% Improves community feeling 28% higher purchase likelihood Generates organic reach Lower marketing costs Higher ROI Strengthens brand authenticity Strengthens consumer trust Live Q&A Sessions Live Q&A sessions create an engaging platform where audiences can interact directly with experts, nurturing a sense of community and connection. These sessions greatly boost audience participation, with studies indicating engagement rates can increase by up to 80% compared to pre-recorded content. By using social media for live Q&As, you can facilitate real-time feedback and questions, making discussions more immediate and relevant. Incorporating polls and surveys during these sessions helps gauge audience interests, allowing you to tailor responses for a more personalized experience. To maximize attendance, promote your upcoming live Q&A sessions through email and social media, as effective announcements can raise participation by 50%. Engaging your audience in this way improves their overall experience. Interactive Infographics When you want to present complex data in a way that’s both engaging and easy to understand, interactive infographics are an effective solution. These tools allow you to explore data dynamically, incorporating elements like clickable charts and hover effects. By doing so, you transform complex information into visually appealing narratives. Studies show that users are 70% more likely to share interactive content, considerably boosting engagement. Remarkably, when users actively participate, information retention increases by 60%. Additionally, interactive infographics integrate seamlessly into various platforms, making them versatile for diverse audiences. Brands leveraging these engaging visuals can experience up to a 30% increase in lead generation, underscoring their effectiveness in enhancing content marketing strategies. Frequently Asked Questions What Type of Content Will Best Engage the Target Audience? To effectively engage your target audience, consider using interactive formats like quizzes and polls. These formats encourage participation and provide personalized experiences that resonate with users. Moreover, incorporating gamified elements, such as trivia or scavenger hunts, can improve engagement by making content more memorable. Utilizing augmented reality for immersive experiences likewise captivates users. Surveys allow you to gather insights on preferences, enabling you to tailor your content strategy to meet their specific needs. How Do You Ensure Content Is Engaging and Relevant for the Audience? To guarantee your content is engaging and relevant, start by comprehending your audience’s preferences through surveys and polls. Incorporate intriguing visuals and interactive elements, like quizzes, to simplify complex information. Address current trends to make your content timely and shareable. Use social proof, such as testimonials, to boost trust and encourage participation. Finally, regularly analyze engagement metrics and feedback to refine your strategies, keeping your content aligned with audience expectations. What Strategies Will You Use to Engage Your Audience? To engage your audience effectively, you should incorporate interactive elements like quizzes and polls, as these encourage participation and provide customized feedback. Hosting live Q&A sessions can promote real-time interactions, making your audience feel valued. Furthermore, gamification techniques, such as trivia games, can improve involvement and connection. Running contests on social media increases excitement, whereas targeted emails with personalized content guarantee your audience is informed and enthusiastic, leading to higher attendance rates. What Type of Content Is Most Effective for Engaging With Audiences on Social Media? To effectively engage audiences on social media, focus on emotional content, as it drives higher sharing rates. Incorporate visuals like images and videos, which can boost views considerably. Interactive formats, such as polls and quizzes, improve participation, as user-generated content builds trust and community. Timely posts addressing current trends resonate more with users, who prefer Trend Hunter that stay relevant. Conclusion Incorporating these five engaging content ideas can greatly improve audience interaction. Quizzes and polls personalize experiences, whereas interactive videos increase viewer participation. User-generated content builds community, and live Q&A sessions allow direct engagement with experts. Finally, interactive infographics simplify complex data, making it more shareable and memorable. By implementing these strategies, you can create a more dynamic and connected experience for your audience, eventually driving greater engagement and loyalty to your brand. Image via Google Gemini This article, "5 Engaging Content Ideas to Enhance Audience Interaction" was first published on Small Business Trends View the full article

Engaging your audience is essential for building connections and enhancing interaction. You can achieve this through various strategies, such as quizzes and polls, which personalize experiences, and interactive videos that promote active participation. Moreover, user-generated content can cultivate community, whereas live Q&A sessions create real-time dialogue with experts. In addition, interactive infographics can simplify complex data, making it more shareable. Each of these ideas holds potential; nonetheless, comprehending their implementation is key. Key Takeaways Create quizzes and polls to encourage user participation and gather feedback on products or services. Use interactive videos with clickable elements to enhance viewer engagement and boost retention rates. Encourage user-generated content to foster community and authenticity, leading to higher engagement and conversions. Host live Q&A sessions to facilitate real-time interaction and feedback, increasing audience engagement significantly. Develop interactive infographics that allow users to explore data dynamically, making complex information more accessible and shareable. Quizzes and Polls How can quizzes and polls transform your audience engagement strategy? These interactive tools effectively drive engagement by merging entertainment with personalized results, encouraging users to share their experiences on social media. Quizzes can be customized to various formats, including personality and product recommendations, allowing you to align them with your audience’s specific interests. This personalization not only improves user interaction but likewise serves as a valuable source of feedback on your products marketing ideas. Polls, conversely, provide a quick method to gauge opinions and preferences, making participants feel heard in decision-making processes. Interactive Videos As traditional video formats become less engaging, interactive videos emerge as a strong alternative that transforms passive viewing into an active, participatory experience. By incorporating clickable elements, these videos invite you to engage directly with the content. Features like branching storylines and embedded quizzes allow for personalized viewing experiences, catering to your preferences and enhancing overall engagement. Studies indicate that interactive videos can boost viewer retention rates by up to 90%, promoting active participation instead of passive consumption. Furthermore, shoppable tags enable you to purchase products directly from the video, driving conversions and sales. With a remarkable 200-300% increase in click-through rates compared to traditional formats, interactive videos are an influential tool for enriching audience interaction. User-Generated Content Interactive videos have paved the way for new forms of engagement, and one of the most impactful methods is user-generated content (UGC). UGC includes content created by consumers, like reviews, photos, and videos, which boosts brand authenticity and trust. By incorporating UGC into your marketing strategy, you could see a 79% increase in engagement and a 50% increase in conversions. Moreover, 79% of consumers feel more connected to brands that share their content. Encouraging customers to share their experiences also cultivates community and loyalty. UGC Benefits Impact on Brands Increases engagement by 79% Builds brand trust Boosts conversions by 50% Improves community feeling 28% higher purchase likelihood Generates organic reach Lower marketing costs Higher ROI Strengthens brand authenticity Strengthens consumer trust Live Q&A Sessions Live Q&A sessions create an engaging platform where audiences can interact directly with experts, nurturing a sense of community and connection. These sessions greatly boost audience participation, with studies indicating engagement rates can increase by up to 80% compared to pre-recorded content. By using social media for live Q&As, you can facilitate real-time feedback and questions, making discussions more immediate and relevant. Incorporating polls and surveys during these sessions helps gauge audience interests, allowing you to tailor responses for a more personalized experience. To maximize attendance, promote your upcoming live Q&A sessions through email and social media, as effective announcements can raise participation by 50%. Engaging your audience in this way improves their overall experience. Interactive Infographics When you want to present complex data in a way that’s both engaging and easy to understand, interactive infographics are an effective solution. These tools allow you to explore data dynamically, incorporating elements like clickable charts and hover effects. By doing so, you transform complex information into visually appealing narratives. Studies show that users are 70% more likely to share interactive content, considerably boosting engagement. Remarkably, when users actively participate, information retention increases by 60%. Additionally, interactive infographics integrate seamlessly into various platforms, making them versatile for diverse audiences. Brands leveraging these engaging visuals can experience up to a 30% increase in lead generation, underscoring their effectiveness in enhancing content marketing strategies. Frequently Asked Questions What Type of Content Will Best Engage the Target Audience? To effectively engage your target audience, consider using interactive formats like quizzes and polls. These formats encourage participation and provide personalized experiences that resonate with users. Moreover, incorporating gamified elements, such as trivia or scavenger hunts, can improve engagement by making content more memorable. Utilizing augmented reality for immersive experiences likewise captivates users. Surveys allow you to gather insights on preferences, enabling you to tailor your content strategy to meet their specific needs. How Do You Ensure Content Is Engaging and Relevant for the Audience? To guarantee your content is engaging and relevant, start by comprehending your audience’s preferences through surveys and polls. Incorporate intriguing visuals and interactive elements, like quizzes, to simplify complex information. Address current trends to make your content timely and shareable. Use social proof, such as testimonials, to boost trust and encourage participation. Finally, regularly analyze engagement metrics and feedback to refine your strategies, keeping your content aligned with audience expectations. What Strategies Will You Use to Engage Your Audience? To engage your audience effectively, you should incorporate interactive elements like quizzes and polls, as these encourage participation and provide customized feedback. Hosting live Q&A sessions can promote real-time interactions, making your audience feel valued. Furthermore, gamification techniques, such as trivia games, can improve involvement and connection. Running contests on social media increases excitement, whereas targeted emails with personalized content guarantee your audience is informed and enthusiastic, leading to higher attendance rates. What Type of Content Is Most Effective for Engaging With Audiences on Social Media? To effectively engage audiences on social media, focus on emotional content, as it drives higher sharing rates. Incorporate visuals like images and videos, which can boost views considerably. Interactive formats, such as polls and quizzes, improve participation, as user-generated content builds trust and community. Timely posts addressing current trends resonate more with users, who prefer Trend Hunter that stay relevant. Conclusion Incorporating these five engaging content ideas can greatly improve audience interaction. Quizzes and polls personalize experiences, whereas interactive videos increase viewer participation. User-generated content builds community, and live Q&A sessions allow direct engagement with experts. Finally, interactive infographics simplify complex data, making it more shareable and memorable. By implementing these strategies, you can create a more dynamic and connected experience for your audience, eventually driving greater engagement and loyalty to your brand. Image via Google Gemini This article, "5 Engaging Content Ideas to Enhance Audience Interaction" was first published on Small Business Trends View the full article

In a year defined by companies pouring shocking sums of money into AI, one more deal squeaked in just before 2026. Meta just made a play on Manus, the buzzy Singapore-based company with Chinese roots that turned heads earlier this year when it showed its AI agents executing complex tasks, like hunting for real estate and sorting through resumes. The deal is sure to turn heads too. Manus and its parent company Butterfly Effect are now based in Singapore but were founded in China – a country with a fraught relationship to the U.S tech industry – and maintain operations there. Facebook’s parent company will reportedly pay more than $2 billion to acquire the startup, which it hopes will bolster its own lagging AI capabilities. In a crowded field of soaring chipmakers, nimble startups laser focused on AI, and ancient tech giants like Microsoft making themselves freshly relevant with big AI bets, Meta is far from leading the pack – a fact the company seems well aware of. The acquisition will bring the startup’s agentic AI tech on board, allowing Meta to potentially integrate it into its vast suite of products, including Facebook, Instagram, WhatsApp and Meta’s AI chatbot. The Manus deal follows Meta’s $14.3 billion investment in AI training data startup Scale AI earlier this year. “Joining Meta allows us to build on a stronger, more sustainable foundation without changing how Manus works or how decisions are made,” Manus CEO Xiao Hong said in a blog post announcing the news. Meta’s (latest) course correction Meta’s AI spending spree is only accelerating. After renaming itself Meta and declaring itself all in on the metaverse less than five years ago, Meta abandoned its course – and its massive investments – to play catch up on AI. Mark Zuckerberg declared last month that Meta plans to invest a mind boggling $600 billion into U.S. AI tech and infrastructure by 2028. Meta Chief AI Officer Alexandr Wang, formerly of ScaleAI, welcomed the Manus team into the fold Tuesday in a post on X. “Excited to announce that @ManusAI has joined Meta to help us build amazing AI products!” Wang wrote, adding that the Meta Superintelligence Labs team will be hiring in Singapore. “The Manus team in Singapore are world class at exploring the capability overhang of today’s models to scaffold powerful agents.” Manus is no DeepSeek, but the company is still notable as a prominent Asian AI company coming under the wing of an American tech giant. In April, Manus raised $75 million in a round of funding led by San Francisco venture firm Benchmark. The startup is also backed by Asian investors, including Chinese tech conglomerate Tencent and HongShan Capital Group, previously the China-focused wing of American venture capital firm Sequoia, which frequently invests in Chinese startups. Meta told Fast Company that it plans to “wind down” Manus business operations that continue in China. That process will include relocating remaining Manus employees and severing any Chinese business entanglements. The company also emphasized that Manus employees joining Meta won’t have access to first party user data from Meta’s existing products. “Meta’s acquisition of Manus AI will enable us to provide the most advanced technology to our users with safeguards in place to eliminate areas of potential risk,” a Meta spokesperson told Fast Company. “There will be no continuing Chinese ownership interests in Manus AI following the transaction, and Manus AI will discontinue its services and operations in China.” View the full article

U.S. District Judge Amy Berman Jackson said the administration must request funds from the Federal Reserve, rejecting a The President DOJ legal theory. View the full article

In artificial intelligence, 2025 marked a decisive shift. Systems once confined to research labs and prototypes began to appear as everyday tools. At the center of this transition was the rise of AI agents – AI systems that can use other software tools and act on their own. While researchers have studied AI for more than 60 years, and the term “agent” has long been part of the field’s vocabulary, 2025 was the year the concept became concrete for developers and consumers alike. AI agents moved from theory to infrastructure, reshaping how people interact with large language models, the systems that power chatbots like ChatGPT. In 2025, the definition of AI agent shifted from the academic framing of systems that perceive, reason, and act to AI company Anthropic’s description of large language models that are capable of using software tools and taking autonomous action. While large language models have long excelled at text-based responses, the recent change is their expanding capacity to act, using tools, calling APIs, coordinating with other systems, and completing tasks independently. This shift did not happen overnight. A key inflection point came in late 2024, when Anthropic released the Model Context Protocol. The protocol allowed developers to connect large language models to external tools in a standardized way, effectively giving models the ability to act beyond generating text. With that, the stage was set for 2025 to become the year of AI agents. AI agents are a whole new ballgame compared with generative AI. The milestones that defined 2025 The momentum accelerated quickly. In January, the release of the Chinese model DeepSeek-R1 as an open-weight model disrupted assumptions about who could build high-performing large language models, briefly rattling markets and intensifying global competition. An open-weight model is an AI model whose training, reflected in values called weights, is publicly available. Throughout 2025, major U.S. labs such as OpenAI, Anthropic, Google, and xAI released larger, high-performance models, while Chinese tech companies, including Alibaba, Tencent, and DeepSeek, expanded the open-model ecosystem to the point where the Chinese models have been downloaded more than American models. Another turning point came in April, when Google introduced its Agent2Agent protocol. While Anthropic’s Model Context Protocol focused on how agents use tools, Agent2Agent addressed how agents communicate with each other. Crucially, the two protocols were designed to work together. Later in the year, both Anthropic and Google donated their protocols to the open-source software nonprofit Linux Foundation, cementing them as open standards rather than proprietary experiments. These developments quickly found their way into consumer products. By mid-2025, “agentic browsers” began to appear. Tools such as Perplexity’s Comet, Browser Company’s Dia, OpenAI’s GPT Atlas, Copilot in Microsoft’s Edge, ASI X Inc.’s Fellou, MainFunc.ai’s Genspark, Opera’s Opera Neon, and others reframed the browser as an active participant rather than a passive interface. For example, rather than helping you search for vacation details, it plays a part in booking the vacation. At the same time, workflow builders like n8n and Google’s Antigravity lowered the technical barrier for creating custom agent systems beyond what has already happened with coding agents like Cursor and GitHub Copilot. New power, new risks As agents became more capable, their risks became harder to ignore. In November, Anthropic disclosed how its Claude Code agent had been misused to automate parts of a cyberattack. The incident illustrated a broader concern: By automating repetitive, technical work, AI agents can also lower the barrier for malicious activity. This tension defined much of 2025. AI agents expanded what individuals and organizations could do, but they also amplified existing vulnerabilities. Systems that were once isolated text generators became interconnected, tool-using actors operating with little human oversight. The business community is gearing up for multiagent systems. What to watch for in 2026 Looking ahead, several open questions are likely to shape the next phase of AI agents. One is benchmarks. Traditional benchmarks, which are like a structured exam with a series of questions and standardized scoring, work well for single models, but agents are composite systems made up of models, tools, memory and decision logic. Researchers increasingly want to evaluate not just outcomes, but processes. This would be like asking students to show their work, not just provide an answer. Progress here will be critical for improving reliability and trust, and ensuring that an AI agent will perform the task at hand. One method is establishing clear definitions around AI agents and AI workflows. Organizations will need to map out exactly where AI will integrate into workflows or introduce new ones. Another development to watch is governance. In late 2025, the Linux Foundation announced the creation of the Agentic AI Foundation, signaling an effort to establish shared standards and best practices. If successful, it could play a role like the World Wide Web Consortium in shaping an open, interoperable agent ecosystem. There is also a growing debate over model size. While large, general-purpose models dominate headlines, smaller and more specialized models are often better suited to specific tasks. As agents become configurable consumer and business tools, whether through browsers or workflow management software, the power to choose the right model increasingly shifts to users rather than labs or corporations. The challenges ahead Despite the optimism, significant socio-technical challenges remain. Expanding data center infrastructure strains energy grids and affects local communities. In workplaces, agents raise concerns about automation, job displacement, and surveillance. From a security perspective, connecting models to tools and stacking agents together multiplies risks that are already unresolved in standalone large language models. Specifically, AI practitioners are addressing the dangers of indirect prompt injections, where prompts are hidden in open web spaces that are readable by AI agents and result in harmful or unintended actions. Regulation is another unresolved issue. Compared with Europe and China, the United States has relatively limited oversight of algorithmic systems. As AI agents become embedded across digital life, questions about access, accountability, and limits remain largely unanswered. Meeting these challenges will require more than technical breakthroughs. It demands rigorous engineering practices, careful design and clear documentation of how systems work and fail. Only by treating AI agents as socio-technical systems rather than mere software components, I believe, can we build an AI ecosystem that is both innovative and safe. Thomas Şerban von Davier is an affiliated faculty member at the Carnegie Mellon Institute for Strategy and Technology at Carnegie Mellon University. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

We may earn a commission from links on this page. If you’ve been doing any kind of work around any kind of house for a while, you probably have a few trusty old-school C-Clamps on hand. The C-Clamp has been in use for thousands of years. It’s one of those dead-simple tools that just works. It’s also one of those tools you tend to collect multiple examples of, in different sizes. Typically, you use a C-Clamp to, uh, clamp stuff together, like two pieces of wood, or to clamp something into place while you work on it (I use them a lot to cut lumber so I can have both hands on the saw, as I am allergic to emergency rooms.) But the C-Clamp is actually a very versatile tool that can be deployed in a number of creative—but useful!—ways. Here are some of my favorite ways to repurpose those old C-Clamps. A carrying handleIf you need to carry something that’s bulky, heavy, and awkward, having some temporary handles always makes the job easier. If you have a few C-Clamps, you’re golden: Just clamp a couple onto whatever you’re transporting and you have instant handles to make the haul a little easier. They can also be used as handles for rolled-up materials, like rugs or mats—just thread the roll through a pair of C-Clamps, tighten them closed, and carry on. A quiet hammerIt’s happened to all of us: You need to drive a nail somewhere, but there’s no room to swing a hammer, or for some reason you’re reluctant to make a lot of banging noise. The solution is your trusty C-Clamp: Just place the clamp over the nail head and tighten. The clamping action will inexorably (and silently) drive that nail into place. This isn’t an efficient way to drive a lot of nails, of course, but in a tight spot, it’s brilliant. An emergency wrenchNeed to tighten or loosen a connector, but you don’t have a wrench at hand? Tighten a C-Lamp around the bolt, cuff, or connection point so that it’s gripping tightly, then slowly turn it in the direction you need. Make sure the clamp is tight enough to prevent slippage, and you might want to use something (a handy piece of cloth works) to protect the connection from damage as you work. A cord organizerWhether it’s corralling all those extension and power cords on a workbench or work site, or organizing computer cables on your desk with an industrial vibe, C-Clamps can keep all those wires under control and out of your way in a pinch. Just gather the cords at the edge of the desk or table and clamp them down. This is a perfect temporary solution, as the cords can pass freely through the clamps without risk of damage, and the clamps can be removed when the job is done. BookendsNeed a couple of bookends to hold stuff in place on a shelf? A pair of C-Clamps attached to the outer edge and clamped in as deep as possible will work. This could even be a permanent design choice if your taste runs toward the rustic or industrial. AnchorsC-Clamps are ideal devices when anchor points are needed, but you don’t want to attach anything permanent that would require fasteners and drilling into a structure. Need a clothesline to dry your laundry when the dryer breaks? Two C-Clamps and some rope or twine are all you need. Need to hang tools, clothes, or anything else? C-Clamps attached to a shelf of any kind, combined with a hook, will work a charm. Need to hold a tablecloth or other covering in place? Nothing clamps stuff down to a horizontal surface better than C-Clamps. Spool holderWhether you’re spooling filament to your 3D-printer or feeding twine or wire to yourself as you work on a project, sliding the spool over a C-Clamp and then clamping it into place gives you a sturdy holder that you can pull from. This means you won’t have to juggle your spool every time you need more slack, and you can easily unclamp and reposition the spool if you’re on the move as you work. View the full article

It’s “where are you now?” month at Ask a Manager, and all December I’m running updates from people who had their letters here answered in the past. Here are four updates from past letter-writers. 1. Interviewing in person while visibly pregnant (#2 at the link) Thanks for your advice about addressing my pregnancy during an interview process. I had to make my decision before I saw your response, but it was reassuring that I hadn’t messed up! I was invited to in-person second-round interviews for two positions through that recruiter in the same week, so I let him know I was pregnant and gave him permission to share that with the hiring committees. He responded with congratulations, but said he’d let me handle the conversation with employers. Weird, because he knew I didn’t have contact information for anyone I was interviewing with – all the arrangements went through the recruiter. So, both times I announced my pregnancy by walking through the door. Both interviews went pretty well, but I didn’t get offered either job, and I’ll never know whether pregnancy had anything to do with it. Also, the recruiter apparently just happened not to have any other postings I might be a good candidate for until approximately two months after my baby was born – which could absolutely be a coincidence. I typically hear from him every few months, but around the time I wrote to you, he’d sent me four or five jobs very close together, so the timing of the lull stood out. During my pregnancy, there was only one job I applied for on my own, and for that one I had an in-person interview the day before my scheduled C-section! When I confirmed the interview, I let them know I was pregnant and planning to deliver the next day – I wanted them fully informed in case I had to cancel last-minute, and I figured my cheerfulness about interviewing that day might speak to my enthusiasm for the role. This was by far the most comfortable of the interviews for me, and I think telling them in advance contributed to that – they were warm and friendly and made small talk about their own pregnancies and kids (in a professional, non-TMI way) and I ended up with a very positive sense of the friendly culture and work-life balance at that organization. I was one of two finalists they invited back for a final interview via Zoom the following week, but they went with the other candidate. That person has a specific relevant (but not required) certification that I don’t have, but it’s also true that I passed up multiple openings to pitch myself as a person who “hits the ground running” – while that is usually me, it wouldn’t have been at that job, with how soon they wanted someone to start. Most importantly, I now have a wonderful, healthy, mostly happy, almost four-month-old baby. Second most importantly, my old job (at a company that was going out of business) managed to keep me long enough that I qualified for our state’s paid family leave, which turned not having a new job yet into a good thing. And third most importantly, I have just accepted an offer and I get a whole five weeks before my start date to enjoy my baby without a job search hanging over my head! 2. How much exaggeration is too much on LinkedIn? (#3 at the link) My coworker is no longer at the company, but things have taken a real turn on the LinkedIn exaggeration front. (For the commenters worried I would do something to sabotage my coworker, rest assured that this is filed firmly under “interesting topic of discussion/food for thought, but decidedly not my place to intervene in any way.”) Since departing the company, this person’s LinkedIn page is now wildly inaccurate and does not represent their true work history at all, especially for their time at my company. Some examples include: – a job title that is completely different from the actual job title (think HR representative vs accountant levels of different, not teapot specialist vs teapot designer different) – designing and creating learning programs for the whole organization (listing a specific number of people that is about five times the number of employees at the company); these programs do not exist – creating a large number of complex work products that do not exist using software we never had access to – meeting every single deadline they ever had (not possible with the type of work we do, and project management was one of their biggest struggles) I don’t know if this rises to the level of bananapants, but it has been interesting to see the evolution of their personal branding. I think I now have a very clear read on how much is too much embellishment. 3. I’m sick of being the only person who can manage our old technology (#2 at the link) I’d like to thank you for your advice, along with the many kind commenters who weighed in with their similar experiences. It seems like it’s a pretty common problem for a lot of people working in tech. I spoke to managers about how much was on my plate and they were very understanding and were willing to support giving me as much time as was needed to keep everything running, without having to worry about other responsibilities. Unfortunately, projects to remove these legacy systems kept being delayed and there was very little interest in others picking up the work, which still left me nervous about if a problem were to come up over the evenings or weekends. Ultimately, last year I decided to leave. While the issue I wrote about was a big factor, there was also a huge loss of staff in our department to competitors, a lack of promised career progression, and a significant change in attitude towards my team that I became increasingly frustrated with. I initially looked for similar jobs at a similar salary, but through some hard work and a massive amount of luck I was offered a role by a much larger company that offered a title promotion, massive raise, and fully remote work. I have now celebrated one year with the new company and genuinely enjoy it. I spent my slightly ridiculous three-month notice period documenting all the tasks I had been doing and supervising other engineers as they (somewhat begrudgingly) learnt everything I had been doing. As cathartic as it may have been for the whole system to crash and burn within days of my absence it seems like they’ve kept everything ticking along, and hopefully they’ve kept up pressure for the old systems to be sent to the great e-waste recycler in the sky. 4. Can I use an offer to try to get a second offer? (#4 at the link) Despite my confidence in getting an offer from a local city government, that didn’t happen. I did receive an email a few weeks later saying they went with someone else. So, I wasn’t able to leverage that offer to get a full time position from Company A. But the great news is that Company A decided to hire a full-time person. As a consultant, they let me skip any screeners and jump right to the first round virtual interview. Then they had me do a virtual interview with the CEO, and they told me at the end of the interview they wanted to make me an offer! So, I’ve been happily working full time at Company A since July! The post updates: interviewing while visibly pregnant, LinkedIn exaggeration, and more appeared first on Ask a Manager. View the full article