ResidentialBusiness

I’m off today so here’s an older post from the archives. This was originally published in 2020. A reader writes: I’m the executive assistant for a small company. I’m the direct support for the VP of human resources, “Dave,” who is very charismatic and likable and a generally nice guy. He’s also very good looking. However, he’s very professional with great business boundaries. I enjoy working with him. Two managers in particular, “Karen” and “Nancy,” need to meet with him all the time. All. The. Time. Their departments aren’t undergoing any HR issues, they don’t have any staffing needs, and they’re not hiring or firing anybody right now. They call to schedule multiple meetings a week, drop by to see if he’s available for 1:1s when his schedule doesn’t have a single second free, and call him multiple times a day. Dave always routes them back to me to take a message or schedule them with him. Nancy gets angry with me when I tell her he’s not available and blew up at me last week that I’m “not his chaperone.” Dave has noticed it and so have a few other execs. Dave’s been very clear about making both of them go through the same process other staff members go through to schedule with him. Just the same, other staff have started calling them his “fan club” and me the “bouncer.” When I was working with the other assistants and operators on a training, word about his “fan club” had gotten around and one person mentioned that Karen calls me names and tells the other staff I’m in love with Dave and don’t want other women near him, which is why I never let her schedule with him. She even showed me a few emails in which Karen advised her department support professional to go over my head to see Dave and that I wasn’t the “keeper of his zipper.” I’m not sure how to approach this. I’m more angry than I am embarrassed. I’m also bothered because the support staff report to me, and some of my staff have reported both Nancy and Karen as being difficult to work with and unpleasant in other aspects of the day-to-day, not just in regards to the Dave thing. Where do I start with this? This is so gross! If Karen and Nancy were simply trying to meet with Dave all the time, that would be annoying but manageable. Even then, though, at some point Dave would probably need to shut it down more firmly than he has. (Not that he’s at fault here! It sounds like he’s managing an uncomfortable situation pretty professionally — but needs to hear how it’s gone off the rails.) But this is more than Karen and Nancy trying to get a weird amount of Dave’s attention. Blowing up at your for doing your job, calling you names (!), spreading rumors that you’re in love with him, and ever uttering the words “keeper of his zipper” in a work context is … ugh, so over the line and gross and violating. To you, and also to Dave. It’s time for you to talk to him. It’s going to be awkward and uncomfortable, and you need to do it anyway. (Remember that the awkwardness is 100% on Karen and Nancy, not you.) He needs to know the full extent of what’s happening, how out of control it’s become, and how it’s affecting you. If you’re hesitating to do that because it feels uncomfortable or you don’t want to burden him with this or you feel like you should be able to deal with it yourself … you still need to talk to him, for three key reasons. First, he deserves to know what’s being said about him so he can decide for himself how he wants to handle it. It’s not right to let this happen behind his back without informing him. Second, as your boss he needs to be aware that you’re being harassed and mistreated. Third, as the VP of HR, he has a professional obligation to intervene and ensure this is shut down — his job in the company requires it (and there’s a point where not acting will make people question HR’s competence, and how seriously HR would take it if someone else were facing similar issues). So talk to Dave. Tell him all of it — the name-calling, the yelling at you, the rumors, the undermining you, all of it. And I’m sorry to say, you’re going to have to repeat the “keeper of his zipper” line because that makes it clear just how over the line this has become. You can tell him you’re embarrassed to have to repeat all this, but it’s important that you tell him it’s happening, and that you tell him it’s at the point that HR needs to intervene and shut it down. If Dave is as great as he sounds — really, even if he’s only sort of okay — he’s going to be grateful you told him and will deal with it so you don’t have to. It’s his job! Let him have the info he needs to do it. The post my coworkers have a crush on my boss … and are taking it out on me appeared first on Ask a Manager. View the full article

Sir Tim Berners-Lee, who invented the World Wide Web, is worried that the ad-supported web will collapse due to AI. In a new interview with Nilay Patel on Decoder, Berners-Lee said: “I do worry about the infrastructure of the web when it comes to the stack of all the flow of data, which is produced by people who make their money from advertising. If nobody is actually following through the links, if people are not using search engines, they’re not actually using their websites, then we lose that flow of ad revenue. That whole model crumbles. I do worry about that.” Why we care. There is a split in our industry, where one side thinks “it’s just SEO” and the other sees a near future where visibility in AI platforms has replaced rankings, clicks, and traffic. We know SEO still isn’t dead and people are still using search engines, but the writing is still on the wall (Google execs have said as much in private). Berners-Lee seems to envision the same future, warning that if people stop following links and visiting websites, the entire web model “crumbles,” leaving AI platforms with value while the ad-supported web and SEO fade. On monopolies. In the same interview, Berners-Lee said a centralized provider or monopoly isn’t good for the web: “When you have a market and a network, then you end up with monopolies. That’s the way markets work. “There was a time before Google Chrome was totally dominant, when there was a reasonable market for different browsers. Now Chrome is dominant. “There was a time before Google Search came along, there were a number of search engines and so on, but now we have basically one search engine. “We have basically one social network. We have basically one marketplace, which is a real problem for people.” On the semantic web. Berners-Lee worked on the Semantic Web for decades (a web that machines can read as easily as humans). As for where it’s heading next: data by AI, for AI (and also people, but especially AI): “The Semantic Web has succeeded to the extent that there’s the linked open data world of public databases of all kinds of things, about proteins, about geography, the OpenStreetMap, and so on. To a certain extent, the Semantic Web has succeeded in two ways: all of that, and because of Schema.org. “Schema.org is this project of Google. If you have a website and you want it to be recognized by the search engine, then you put metadata in Semantic Web data, you put machine-readable data on your website. And then the Google search engine will build a mental model of your band or your music, whatever it is you’re selling. “In those ways, with the link to the data group and product database, the Semantic Web has been a success. But then we never built the things that would extract semantic data from non-semantic data. Now AI will do that. “Now we’ve got another wave of the Semantic Web with AI. You have a possibility where AIs use the Semantic Web to communicate between one and two possibilities and they communicate with each other. There is a web of data that is generated by AIs and used by AIs and used by people, but also mainly used by AIs.” On blocking AI crawlers. Discussion turned to Cloudflare and their attempt to block crawlers and its pay per crawl initiative. Berners-Lee was asked whether the web’s architecture could be redesigned so websites and database owners could bake a “not unless you pay me” rule into open standards, forcing AI crawlers and other clients across the ecosystem to honor payment requirements by default. His response: “You could write the protocols. One, in fact, is micropayments. We’ve had micropayments projects in W3C every now and again over the decades. There have been projects at MIT, for example, for micropayments and so on. So, suddenly there’s a “payment required” error code in HTTP. The idea that people would pay for information on the web; that’s always been there. But of course whether you’re an AI crawler or whether you are an individual person, it’s the way you want to pay for things that’s going to be very different.” The interview. Sir Tim Berners-Lee doesn’t think AI will destroy the web View the full article

We may earn a commission from links on this page. Your home is under constant threat from the elements—but especially from water. From roof leaks to burst pipes—water damage is the second-most claimed loss on home insurance policies, just below “wind and hail.” In fact, there are way more losses due to water damage than fire. And the most troubling aspect of water damage is how silent it can be. You can have a leak for a long time before the damage becomes bad enough to notice. And even if you know you have a water leak somewhere, locating it can often be difficult because water can travel a long way from the source before making its presence known. That’s why you need these five kinds of leak detectors on hand, so you’ll know when a damaging water leak erupts, and be able to find it quickly to minimize the damage. Moisture alarmsStep one is to have water detectors with alarms set up around the house in places where leaks are probable. These alarms are typically wifi-connected and simply detect moisture beyond a normal level, ringing out an audible alarm and sending a message to your devices warning you of a leak. Having them placed in bathrooms, kitchens, laundry rooms, basements, attics, and anywhere else where the home comes into contact with water means leaks will be noticed right away instead of slowly destroying your property over weeks, months, or even years. These alarms can often be combined with networked shutoff valves that will automatically turn off the water supply when a leak is detected. That way, even if you’re not home, the damage from a leak will be minimized. Moisture meterAs useful as leak alarms are, they can only help if present where a water leak occurs—and they only tell you that there’s water, not where the water is coming from. Sometimes the source will be obvious, of course—if the alarm placed near your toilet goes off, chances are good that it’s your toilet doing the leaking. But if the leak begins with a pipe in your wall, one tiny spot on a large roof system, or underground, you’ll need some help locating it. A moisture meter is a must-have for finding leaks. It’s a simple device that measures the amount of moisture trapped in a material, like drywall or flooring. By taking multiple readings throughout an area, you can pinpoint where the water is concentrated before you start tearing things open to effect a repair, saving you time and money. EndoscopesSometimes you need to see inside the spaces and voids of your home to find a water leak. If you suspect a pipe is leaking in the walls, for example, and you’re getting some confusing moisture meter readings, it might be time to reach for one of the most useful tools you’ll ever own: an endoscopic camera (aka, a borescope). This is a small, flexible camera that can be inserted into a small space and fished around, allowing you to see what’s behind a wall, under a floor, or inside a soffit in your home without ripping everything open. If there’s no obvious way to insert the camera, you can usually drill a small access hole that can be easily repaired later, and the video feed will let you inspect all those pipes to see where the water’s coming from. Pipe locatorA pipe locator is exactly what it sounds like: It locates the hidden pipes feeding water into and taking water out of your house, which are often inside walls, under floors, or buried underground. If you’re trying to figure out where a leaking pipe might be located, this tool can be invaluable, especially if other options haven’t worked. They’re not cheap—this one from Rigid is one of the more affordable options, and it’s about $1,800 at the time of this writing. But you can easily spend $1,000 or more if a plumber comes out to locate and fix your leaking pipe, so if you’re comfortable fixing the leak yourself, a tool like this will pay for itself eventually because you’ll be able to isolate the leak, turn off water to just that area, and effect the repair. View the full article

Investors and regulators should sharpen scrutiny of risky lending practices and interlinkagesView the full article

In regards to employee training and development, implementing effective strategies is essential for organizational success. Start by identifying your training needs through skills gap analyses and engaging with staff to understand their performance. Setting realistic goals helps in measuring progress, whereas diverse training methods cater to different learning styles. Regularly evaluating and adjusting your strategies can lead to continuous improvement. These foundational steps pave the way for a robust training program that adapts to evolving market demands. What’s next? Key Takeaways Conduct regular skills gap analyses to align training with current and future organizational needs. Set clear, achievable goals that engage employees and reflect both individual and business objectives. Foster open communication to encourage employee feedback and enhance training effectiveness and morale. Utilize diverse training methods, including e-learning and mentorship, to accommodate various learning styles. Continuously monitor and assess training outcomes to ensure programs remain relevant and effective. Identify Your Training Needs How can you effectively identify your training needs? Start by conducting a skills gap analysis, comparing existing competencies with the skills required for your organization’s goals. This helps pinpoint specific training needs and prioritize initiatives within your employee development plan. Engage stakeholders to gather insights on performance expectations, ensuring your training and development objectives align with organizational strategies. Utilize employee feedback and performance data to evaluate training effectiveness, pinpointing areas for improvement. Leverage data analytics to track industry trends and anticipate future skill demands, keeping your training programs relevant. Finally, regularly review and update your training needs assessments to adapt to evolving technology, market conditions, and organizational priorities, ensuring ongoing effectiveness and employee growth. Analyze Staff Performance Analyzing staff performance is essential for identifying training needs and supporting employee development. By evaluating performance data, you can pinpoint skill gaps, with around 70% of organizations acknowledging that these assessments directly inform employee training requirements. Collecting employee feedback through surveys and performance reviews likewise provides valuable insights into areas needing improvement. Regular assessments help you align training programs with business goals, ensuring that employee development improves overall productivity. Furthermore, tracking metrics like training completion rates and post-training performance improvements allows you to measure the effectiveness of your initiatives. Engaging employees in discussions about their performance encourages motivation, as 80% report feeling more motivated when their development needs are recognized and addressed by management. Set Realistic Goals When you set realistic goals for employee training, you create a foundation for success. Start by defining clear objectives that align with both individual and organizational needs, ensuring everyone knows what they’re working toward. Regularly measuring progress allows you to adjust goals as necessary, keeping training relevant and effective in a fast-paced work environment. Define Clear Objectives Defining clear objectives is vital for any employee training program, as it guarantees alignment with both individual aspirations and organizational goals. By setting realistic and measurable goals, you improve the relevance and effectiveness of your training initiatives. Research shows that organizations with well-defined training objectives see a 21% increase in employee performance and productivity. When employees understand the expected outcomes, their retention rate for newly acquired skills rises to 90%. Engaging team members in the goal-setting process also encourages ownership, leading to a 70% increase in participation rates. In the end, defining clear objectives is a key aspect of training and development meaning and aligns with employee training best practices, ensuring that everyone benefits from the training experience. Measure Progress Regularly Measuring progress regularly in employee training plays a pivotal role in ensuring that the goals set aren’t merely realistic but additionally achievable. By implementing structured monitoring systems within your employee training programs, you can track completion rates and skill acquisition. This allows you to gather important metrics that indicate the effectiveness of your training and development programs for employees. Utilizing feedback mechanisms, like surveys and assessments, helps identify knowledge gaps and adjust training objectives as necessary. Establishing clear, quantifiable goals not only maintains motivation but likewise nurtures a culture of continuous improvement, as 87% of learners report applying their skills immediately after training. This accountability improves recognition for top performers, driving greater engagement and learning within your organization. Adjust Goals as Needed Adjusting goals as needed is essential for effective employee training, especially in a swiftly changing work environment. Setting realistic goals within your employee development program guarantees that expectations align with both organizational objectives and employees’ current skill levels. This alignment boosts motivation and engagement. Regularly evaluating training objectives allows for timely adjustments that reflect emerging skill gaps and market demands. Research indicates that 80% of employees thrive when managers set achievable goals that promote professional growth, resulting in higher retention rates. Moreover, incorporating employee feedback into goal-setting can greatly improve their commitment, as 91% of learners report better comprehension when training aligns with their career aspirations. Maintaining agility through regular goal revisions keeps your training and development definition relevant and effective. Create Metrics to Measure Progress Establishing effective metrics is crucial for evaluating the success of employee training initiatives. By creating clear Key Performance Indicators (KPIs), you can measure the effectiveness of training and development in HRM. Consider the following key metrics: Training completion rates – Track how many employees finish their assigned training. Employee performance improvements – Assess changes in productivity or quality of work pre- and post-training. Retention rates – Monitor how training impacts employee turnover. Utilizing pre- and post-training assessments can further provide insights, as 87% of learners report immediate skill application. Moreover, ongoing feedback through surveys and meetings helps identify further areas for improvement, ensuring your employee training and development efforts align with organizational goals effectively. Engage With Your Employees To effectively engage with your employees, implementing active listening techniques and encouraging open communication is crucial. By actively listening to their feedback, you not merely show that you value their opinions but likewise create a more inclusive training atmosphere. Open communication nurtures trust, leading to increased participation in training programs and a stronger commitment to their professional development. Active Listening Techniques Active listening techniques are essential for nurturing a productive workplace environment where employees feel valued and engaged. By implementing these methods, you can greatly improve your employee development content and incorporate best practices in training and development. Here are three effective strategies: Paraphrasing: Restate what your employees say to show you understand their concerns, building trust and engagement. Open-ended Questions: Encourage deeper sharing by asking questions that invite elaboration, promoting a culture of dialogue. Regular Feedback Sessions: Create opportunities for employees to voice their thoughts, making them feel heard and encouraging active participation in their learning expedition. Utilizing these techniques can lead to improved team collaboration, increased employee satisfaction, and a more cohesive workplace environment. Encourage Open Communication Encouraging open communication within your organization is a key strategy for nurturing employee engagement and trust. When you engage employees in discussions about their training preferences, you not merely address their needs but additionally promote the benefits of staff training. Here’s how open communication impacts your workplace: Benefit Impact on Employees Result Trust 80% desire manager engagement Improved morale Retention 70% increase in retention Lower turnover rates Confidence 90% report greater assurance Improved performance Satisfaction 30% improvement in ratings Higher employee satisfaction Productivity 17% more productive Positive workplace culture Open dialogue illustrates why training and development is important in the workplace, leading to a more engaged and effective team. Match Training With Organizational Goals Aligning training programs with organizational goals is crucial for maximizing the effectiveness of employee development efforts. When you match training with your company’s strategic objectives, you’re not just enhancing skills; you’re driving performance. Here are three key benefits of this alignment: Employee Engagement: About 80% of employees feel more engaged when their growth aligns with company goals, leading to higher retention rates. Relevance: Continuous evaluation of training guarantees that skill development addresses specific organizational challenges, keeping your workforce adaptable. Immediate Application: Customized training allows 87% of learners to acquire skills that can be applied right away, reinforcing the benefits of employee training and development in human resource management. Develop a Structured Training Program To develop an effective structured training program, it is essential to take into account both organizational goals and employee needs simultaneously. Start by conducting a skills gap analysis to identify areas requiring training. Implement various training methods, like e-learning and mentorship, to cater to different learning styles. Regularly monitor and evaluate outcomes using KPIs and participant feedback to guarantee effectiveness. Utilizing technology, such as learning management systems, can streamline content delivery and track progress efficiently. Training Method Best Practice On-the-Job Training Hands-on experience improves learning. E-Learning Flexibility allows self-paced study. Mentorship Programs Personalized guidance promotes growth. Start Small and Scale Gradually Starting small and scaling gradually can greatly improve the effectiveness of your training initiatives. By implementing pilot programs, you can refine your approach before full rollouts. Consider these steps: Target Key Skills: Focus on a few crucial skills in your employee development courses to create a strong foundation. Gather Feedback: Use small groups to get insights and make improvements, boosting the effectiveness of your training and development training courses. Foster Continuous Learning: By starting with specific departments, you encourage a culture of learning that improves employee confidence and engagement. This phased approach not only reduces overwhelm but also allows you to integrate diverse training methods, ensuring a more inclusive and effective development environment. Offer Diverse Training Methods Providing a variety of training methods is essential for addressing the diverse learning styles and preferences of employees. Incorporating options like on-the-job training, workshops, e-learning, and mentorship programs improves employee learning and engagement. For instance, experiential learning and hands-on training enhance retention rates, as employees can apply new skills in real-world situations. Flexible e-learning options allow access to training courses for employees at their convenience, supporting busy schedules as they encourage continuous development. Furthermore, blended learning approaches combine in-person and digital methods, creating a thorough skill development experience. Group training sessions promote collaboration and shared knowledge, leading to improved team cohesion and workplace performance. Regularly Evaluate and Adjust Training Strategies Regular evaluation and adjustment of training strategies is crucial for ensuring that your development initiatives effectively meet organizational goals. To achieve this, consider these steps: Utilize KPIs: Measure the impact of training initiatives, pinpointing areas for improvement and ensuring alignment with desired outcomes. Gather Feedback: Collect insights from participants regarding content and delivery methods, encouraging an environment for continuous refinement and effectiveness. Implement Continuous Improvement: Regularly evaluate and adjust training strategies to stay relevant and responsive to industry changes and skill gaps. Frequently Asked Questions What Is the 70 20 10 Rule for Training and Development? The 70-20-10 Rule for training and development suggests that 70% of learning happens through practical, on-the-job experiences, 20% through interactions and feedback from peers, and 10% through formal education. For instance, when you tackle real projects, you gain hands-on skills that improve your performance. Furthermore, collaborating with colleagues helps you absorb knowledge effectively. Finally, structured courses can provide foundational knowledge, but they should only supplement your primary learning experiences. What Are the 7 Steps to Create an Effective Training Program? To create an effective training program, start by identifying your organization’s goals and objectives. Next, conduct a skills gap analysis to pinpoint areas needing improvement. Choose training methods that fit employee preferences, such as workshops or e-learning. Implement the program during monitoring progress and gathering feedback. Finally, evaluate the outcomes by reviewing skill acquisition and using key performance indicators to make necessary adjustments for future training initiatives. This structured approach guarantees effectiveness. What Is the Strategy of Training and Development? The strategy of training and development involves a structured approach to improve employees’ skills and knowledge. You identify specific skill gaps, aligning training initiatives with organizational goals. Using various methods, like e-learning, workshops, and mentorship, caters to different learning styles, boosting engagement. Regularly monitoring progress and evaluating outcomes guarantees the training remains effective and relevant, allowing necessary adjustments. Engaging stakeholders likewise promotes a culture of continuous learning, positioning your organization for future success. What Are the 5 Steps in a Good Employee Training Program? To create a good employee training program, start by identifying organizational goals to align training with strategic priorities. Next, conduct a skills gap analysis to determine the difference between current employee competencies and required skills. Then, choose appropriate training methods customized to those needs. Implement the program and monitor progress for measurable results. Finally, evaluate effectiveness through participant feedback and performance metrics to refine future training initiatives for continuous improvement. Conclusion By implementing these ten crucial strategies, you can create an effective training and development program that meets your organization’s needs. Start by identifying your training requirements and analyzing staff performance to set realistic goals. Engage with employees throughout the process and develop a structured program that incorporates diverse training methods. Regularly evaluate and adjust your strategies to guarantee continuous improvement. This approach not just improves employee skills but additionally aligns training efforts with your organizational objectives for better overall performance. Image via Google Gemini This article, "10 Essential Strategies for Employee Training and Development" was first published on Small Business Trends View the full article

In regards to employee training and development, implementing effective strategies is essential for organizational success. Start by identifying your training needs through skills gap analyses and engaging with staff to understand their performance. Setting realistic goals helps in measuring progress, whereas diverse training methods cater to different learning styles. Regularly evaluating and adjusting your strategies can lead to continuous improvement. These foundational steps pave the way for a robust training program that adapts to evolving market demands. What’s next? Key Takeaways Conduct regular skills gap analyses to align training with current and future organizational needs. Set clear, achievable goals that engage employees and reflect both individual and business objectives. Foster open communication to encourage employee feedback and enhance training effectiveness and morale. Utilize diverse training methods, including e-learning and mentorship, to accommodate various learning styles. Continuously monitor and assess training outcomes to ensure programs remain relevant and effective. Identify Your Training Needs How can you effectively identify your training needs? Start by conducting a skills gap analysis, comparing existing competencies with the skills required for your organization’s goals. This helps pinpoint specific training needs and prioritize initiatives within your employee development plan. Engage stakeholders to gather insights on performance expectations, ensuring your training and development objectives align with organizational strategies. Utilize employee feedback and performance data to evaluate training effectiveness, pinpointing areas for improvement. Leverage data analytics to track industry trends and anticipate future skill demands, keeping your training programs relevant. Finally, regularly review and update your training needs assessments to adapt to evolving technology, market conditions, and organizational priorities, ensuring ongoing effectiveness and employee growth. Analyze Staff Performance Analyzing staff performance is essential for identifying training needs and supporting employee development. By evaluating performance data, you can pinpoint skill gaps, with around 70% of organizations acknowledging that these assessments directly inform employee training requirements. Collecting employee feedback through surveys and performance reviews likewise provides valuable insights into areas needing improvement. Regular assessments help you align training programs with business goals, ensuring that employee development improves overall productivity. Furthermore, tracking metrics like training completion rates and post-training performance improvements allows you to measure the effectiveness of your initiatives. Engaging employees in discussions about their performance encourages motivation, as 80% report feeling more motivated when their development needs are recognized and addressed by management. Set Realistic Goals When you set realistic goals for employee training, you create a foundation for success. Start by defining clear objectives that align with both individual and organizational needs, ensuring everyone knows what they’re working toward. Regularly measuring progress allows you to adjust goals as necessary, keeping training relevant and effective in a fast-paced work environment. Define Clear Objectives Defining clear objectives is vital for any employee training program, as it guarantees alignment with both individual aspirations and organizational goals. By setting realistic and measurable goals, you improve the relevance and effectiveness of your training initiatives. Research shows that organizations with well-defined training objectives see a 21% increase in employee performance and productivity. When employees understand the expected outcomes, their retention rate for newly acquired skills rises to 90%. Engaging team members in the goal-setting process also encourages ownership, leading to a 70% increase in participation rates. In the end, defining clear objectives is a key aspect of training and development meaning and aligns with employee training best practices, ensuring that everyone benefits from the training experience. Measure Progress Regularly Measuring progress regularly in employee training plays a pivotal role in ensuring that the goals set aren’t merely realistic but additionally achievable. By implementing structured monitoring systems within your employee training programs, you can track completion rates and skill acquisition. This allows you to gather important metrics that indicate the effectiveness of your training and development programs for employees. Utilizing feedback mechanisms, like surveys and assessments, helps identify knowledge gaps and adjust training objectives as necessary. Establishing clear, quantifiable goals not only maintains motivation but likewise nurtures a culture of continuous improvement, as 87% of learners report applying their skills immediately after training. This accountability improves recognition for top performers, driving greater engagement and learning within your organization. Adjust Goals as Needed Adjusting goals as needed is essential for effective employee training, especially in a swiftly changing work environment. Setting realistic goals within your employee development program guarantees that expectations align with both organizational objectives and employees’ current skill levels. This alignment boosts motivation and engagement. Regularly evaluating training objectives allows for timely adjustments that reflect emerging skill gaps and market demands. Research indicates that 80% of employees thrive when managers set achievable goals that promote professional growth, resulting in higher retention rates. Moreover, incorporating employee feedback into goal-setting can greatly improve their commitment, as 91% of learners report better comprehension when training aligns with their career aspirations. Maintaining agility through regular goal revisions keeps your training and development definition relevant and effective. Create Metrics to Measure Progress Establishing effective metrics is crucial for evaluating the success of employee training initiatives. By creating clear Key Performance Indicators (KPIs), you can measure the effectiveness of training and development in HRM. Consider the following key metrics: Training completion rates – Track how many employees finish their assigned training. Employee performance improvements – Assess changes in productivity or quality of work pre- and post-training. Retention rates – Monitor how training impacts employee turnover. Utilizing pre- and post-training assessments can further provide insights, as 87% of learners report immediate skill application. Moreover, ongoing feedback through surveys and meetings helps identify further areas for improvement, ensuring your employee training and development efforts align with organizational goals effectively. Engage With Your Employees To effectively engage with your employees, implementing active listening techniques and encouraging open communication is crucial. By actively listening to their feedback, you not merely show that you value their opinions but likewise create a more inclusive training atmosphere. Open communication nurtures trust, leading to increased participation in training programs and a stronger commitment to their professional development. Active Listening Techniques Active listening techniques are essential for nurturing a productive workplace environment where employees feel valued and engaged. By implementing these methods, you can greatly improve your employee development content and incorporate best practices in training and development. Here are three effective strategies: Paraphrasing: Restate what your employees say to show you understand their concerns, building trust and engagement. Open-ended Questions: Encourage deeper sharing by asking questions that invite elaboration, promoting a culture of dialogue. Regular Feedback Sessions: Create opportunities for employees to voice their thoughts, making them feel heard and encouraging active participation in their learning expedition. Utilizing these techniques can lead to improved team collaboration, increased employee satisfaction, and a more cohesive workplace environment. Encourage Open Communication Encouraging open communication within your organization is a key strategy for nurturing employee engagement and trust. When you engage employees in discussions about their training preferences, you not merely address their needs but additionally promote the benefits of staff training. Here’s how open communication impacts your workplace: Benefit Impact on Employees Result Trust 80% desire manager engagement Improved morale Retention 70% increase in retention Lower turnover rates Confidence 90% report greater assurance Improved performance Satisfaction 30% improvement in ratings Higher employee satisfaction Productivity 17% more productive Positive workplace culture Open dialogue illustrates why training and development is important in the workplace, leading to a more engaged and effective team. Match Training With Organizational Goals Aligning training programs with organizational goals is crucial for maximizing the effectiveness of employee development efforts. When you match training with your company’s strategic objectives, you’re not just enhancing skills; you’re driving performance. Here are three key benefits of this alignment: Employee Engagement: About 80% of employees feel more engaged when their growth aligns with company goals, leading to higher retention rates. Relevance: Continuous evaluation of training guarantees that skill development addresses specific organizational challenges, keeping your workforce adaptable. Immediate Application: Customized training allows 87% of learners to acquire skills that can be applied right away, reinforcing the benefits of employee training and development in human resource management. Develop a Structured Training Program To develop an effective structured training program, it is essential to take into account both organizational goals and employee needs simultaneously. Start by conducting a skills gap analysis to identify areas requiring training. Implement various training methods, like e-learning and mentorship, to cater to different learning styles. Regularly monitor and evaluate outcomes using KPIs and participant feedback to guarantee effectiveness. Utilizing technology, such as learning management systems, can streamline content delivery and track progress efficiently. Training Method Best Practice On-the-Job Training Hands-on experience improves learning. E-Learning Flexibility allows self-paced study. Mentorship Programs Personalized guidance promotes growth. Start Small and Scale Gradually Starting small and scaling gradually can greatly improve the effectiveness of your training initiatives. By implementing pilot programs, you can refine your approach before full rollouts. Consider these steps: Target Key Skills: Focus on a few crucial skills in your employee development courses to create a strong foundation. Gather Feedback: Use small groups to get insights and make improvements, boosting the effectiveness of your training and development training courses. Foster Continuous Learning: By starting with specific departments, you encourage a culture of learning that improves employee confidence and engagement. This phased approach not only reduces overwhelm but also allows you to integrate diverse training methods, ensuring a more inclusive and effective development environment. Offer Diverse Training Methods Providing a variety of training methods is essential for addressing the diverse learning styles and preferences of employees. Incorporating options like on-the-job training, workshops, e-learning, and mentorship programs improves employee learning and engagement. For instance, experiential learning and hands-on training enhance retention rates, as employees can apply new skills in real-world situations. Flexible e-learning options allow access to training courses for employees at their convenience, supporting busy schedules as they encourage continuous development. Furthermore, blended learning approaches combine in-person and digital methods, creating a thorough skill development experience. Group training sessions promote collaboration and shared knowledge, leading to improved team cohesion and workplace performance. Regularly Evaluate and Adjust Training Strategies Regular evaluation and adjustment of training strategies is crucial for ensuring that your development initiatives effectively meet organizational goals. To achieve this, consider these steps: Utilize KPIs: Measure the impact of training initiatives, pinpointing areas for improvement and ensuring alignment with desired outcomes. Gather Feedback: Collect insights from participants regarding content and delivery methods, encouraging an environment for continuous refinement and effectiveness. Implement Continuous Improvement: Regularly evaluate and adjust training strategies to stay relevant and responsive to industry changes and skill gaps. Frequently Asked Questions What Is the 70 20 10 Rule for Training and Development? The 70-20-10 Rule for training and development suggests that 70% of learning happens through practical, on-the-job experiences, 20% through interactions and feedback from peers, and 10% through formal education. For instance, when you tackle real projects, you gain hands-on skills that improve your performance. Furthermore, collaborating with colleagues helps you absorb knowledge effectively. Finally, structured courses can provide foundational knowledge, but they should only supplement your primary learning experiences. What Are the 7 Steps to Create an Effective Training Program? To create an effective training program, start by identifying your organization’s goals and objectives. Next, conduct a skills gap analysis to pinpoint areas needing improvement. Choose training methods that fit employee preferences, such as workshops or e-learning. Implement the program during monitoring progress and gathering feedback. Finally, evaluate the outcomes by reviewing skill acquisition and using key performance indicators to make necessary adjustments for future training initiatives. This structured approach guarantees effectiveness. What Is the Strategy of Training and Development? The strategy of training and development involves a structured approach to improve employees’ skills and knowledge. You identify specific skill gaps, aligning training initiatives with organizational goals. Using various methods, like e-learning, workshops, and mentorship, caters to different learning styles, boosting engagement. Regularly monitoring progress and evaluating outcomes guarantees the training remains effective and relevant, allowing necessary adjustments. Engaging stakeholders likewise promotes a culture of continuous learning, positioning your organization for future success. What Are the 5 Steps in a Good Employee Training Program? To create a good employee training program, start by identifying organizational goals to align training with strategic priorities. Next, conduct a skills gap analysis to determine the difference between current employee competencies and required skills. Then, choose appropriate training methods customized to those needs. Implement the program and monitor progress for measurable results. Finally, evaluate effectiveness through participant feedback and performance metrics to refine future training initiatives for continuous improvement. Conclusion By implementing these ten crucial strategies, you can create an effective training and development program that meets your organization’s needs. Start by identifying your training requirements and analyzing staff performance to set realistic goals. Engage with employees throughout the process and develop a structured program that incorporates diverse training methods. Regularly evaluate and adjust your strategies to guarantee continuous improvement. This approach not just improves employee skills but additionally aligns training efforts with your organizational objectives for better overall performance. Image via Google Gemini This article, "10 Essential Strategies for Employee Training and Development" was first published on Small Business Trends View the full article

Google rolled out AI-powered ad carousels in the Images tab on mobile, now appearing across all categories — not just shopping-related ones. Why we care. Ads are now showing directly within image search results, giving brands a new, highly visual placement to grab attention where users are actively browsing and comparing visuals. With users often browsing images to explore ideas or compare options, these AI-powered carousels give brands a chance to influence discovery earlier in the journey. The details: The new format features horizontally scrollable carousels with images, headlines, and links. These carousels are powered by AI-driven ad matching, pulling in visuals relevant to the user’s query — even in non-commerce categories like law or insurance. The feature was first spotted by ADSQUIRE founder Anthony Higman, who shared screenshots of the new layout on X. The big picture. By integrating ads more seamlessly into visual search, Google is blurring the line between organic and paid discovery a continued shift toward immersive, image-based ad experiences that go beyond traditional text and product listings. View the full article

Want more housing market stories from Lance Lambert’s ResiClub in your inbox? Subscribe to the ResiClub newsletter. Speaking at ResiDay 2025 on Friday, FHFA Director Bill Pulte broke news, stating that Fannie Mae and Freddie Mac will remain in conservatorship—easing industry fears that an exit could put upward pressure on mortgage rates. Instead, he said the government plans to sell up to 5% of their shares back to the public. Pulte added, “I anticipate that the president will make a decision either this quarter or early next year as it relates to the IPO.” Pulte wasn’t done breaking news. Amid strained housing affordability, President Donald The President and Pulte announced on X.com on Saturday that they’re working on a 50-year mortgage option to help lower some homebuyers’ initial monthly payments. For today’s piece, I’m going to run through 11-data backed thoughts on 50-year mortgages. Before we get into the article, we should note that we don’t know the finer details of the option nor if they’ll actually go through with it. 1. A 50-year mortgage would come with a higher interest rate Lenders charge more for longer-term loans because they take on additional risk. The further out the repayment period stretches, the greater the uncertainty around inflation, interest rates, and credit risk. Historically, the 30-year fixed mortgage rate has averaged about 57 basis points higher than the 15-year rate. If a 50-year option were introduced at scale, borrowers could expect an even steeper premium—likely adding another fraction of a percentage point to the rate in exchange for lower monthly payments. 2. Logan Mohtashami estimates that a 50-year mortgage would carry a rate roughly 42 to 57 basis points higher than the 30-year Logan Mohtashami, lead analyst at HousingWire, tells ResiClub that he estimates that a 50-year mortgage would carry an interest rate roughly 42 to 57 basis points higher than the standard 30-year fixed mortgage. The average 30-year fixed mortgage rate, as tracked by Freddie Mac, came in at 6.22% last week. At that level, the average 50-year fixed mortgage rate would be somewhere between 6.64% to 6.79%, assuming Mohtashami’s additional premium is correct. 3. The monthly principal and interest on a 50-year mortgage would be a little less than on a 30-year The core appeal of a 50-year loan is obvious: lower monthly payments. Stretching the repayment period over half a century spreads the same principal across 20 additional years, trimming the monthly cost. For example, on a $400,000 mortgage with a 6.22% interest rate, the monthly principal and interest payment would be roughly $2,455 on a 30-year mortgage. A 50-year mortgage at a 6.64% interest rate would lower that to around $2,297—a savings of about $158 per month, or roughly 7% less. That could be meaningful for some homebuyers on the edge of affordability. However, it’s far smaller than the monthly payment reduction that comes from moving from a 15-year mortgage to a 30-year mortgage. Here’s what Logan Mohtashami, lead analyst of HousingWire, tells ResiClub: “I truly empathize with the challenges that young homebuyers face as they embark on their journey to purchase their first home. They finance over 90% of their home purchases, and mortgage rates remain high compared to what they saw from 2011-2022. I applaud the administration’s efforts to support young homebuyers this year; their intentions are commendable. Nevertheless, I worry that raising loan amortization will create other challenges. Higher levels of total interest payments and less equity buildup, all for just a few hundred dollars in savings—something a mere 0.50% to 1.00% decrease in mortgage rates could achieve instead from today’s levels It’s important to recognize that the housing market is already heavily subsidized through the 30-year fixed-rate loan and favorable tax policies. As the market naturally shifts toward favoring buyers, we are seeing an increase in supply and a slowdown in [home] price growth. Historically, this is how the [housing] market has found its balance in other periods after big increases in prices such as we saw from 1943-1947 and 1974-1979—the aftermath of those periods didn’t have a housing bubble crash in prices, but in time affordability did get better.” Housing analyst Aziz Sunderji, the founder of Home Economics, tells ResiClub: “My sense is that this is mostly policy theater. The fact is that prices and rates are high and there’s not much policy can do about that. Shifting from an already very long 30-year term to 50-year would be pretty marginal for monthlies and would of course do nothing to help lower down payments.” 4. A borrower would pay substantially more in total interest using a 50-year mortgage The total interest paid over 50 years balloons. On that same $400,000 loan example, a 30-year borrower would pay roughly $483,000 in interest by the time it’s paid off. A 50-year borrower? Closer to $980,000—roughly half a million dollars more in financing cost. That gap is the trade-off between short-term affordability and long-term efficiency. The 50-year mortgage dramatically slows the pace of principal repayment, meaning homeowners stay “leveraged” for longer and build wealth through amortization much more slowly. 5. The vast majority of 50-year borrowers wouldn’t actually stick around for 50 years A common online criticism of the 50-year mortgage is that it would leave borrowers paying well into retirement—or possibly never living to see the loan fully paid off. I’m not going to say that’s an invalid concern. But it’s important to keep in mind that most mortgages already don’t reach full term. Even with a standard 30-year fixed mortgage, few homeowners stay put long enough to make the final payment. The typical U.S. homeowner stays in their house for 11.8 years, according to Redfin. 6. A 50-year mortgage borrower builds equity much slower In the early years of any mortgage, most of the payment goes toward interest. Stretch that loan to 50 years, and it takes much longer before principal repayment meaningfully accelerates. In the hypothetical above, after 10 years, a 30-year borrower will have paid off roughly 20% of their balance. The 50-year borrower? Only about 9%. That means homeowners could feel stuck for longer—particularly if home prices flatten or dip. It could also make refinancing or selling in the early years trickier, since equity cushions take more time to form. 7. If the 50-year borrower invests their monthly payment savings, it makes up for some of the slower principal payoff There is a counterargument: If 50-year borrowers invest their monthly payment savings (the difference between what they’d pay for a 15-year or 30-year mortgage), those returns could help offset the slower equity build. In a ResiClub analysis, assuming a $400,000 mortgage, 2% annual home price appreciation, and 7% annual investment returns, the 50-year borrower who invests their monthly savings does start to narrow the gap over time. The 15-year borrower builds wealth fastest through home equity, but over decades, the invested difference can partly close the wealth delta. Of course, that requires actually investing the savings. 8. In a weak home price appreciation market, a 50-year mortgage is less appealing If home price growth remains modest for the rest of the decade while national affordability slowly improves, the 50-year mortgage becomes less appealing, according to ResiClub’s analysis. In a higher home price growth environment—like the 2012 to 2022 period—a 50-year loan becomes more compelling for borrowers whose choice is either buying with a 50-year mortgage (because they can’t afford a 15- or 30-year option) or continuing to rent and build no equity at all. 9. Rolling out a 50-year mortgage could create some additional housing demand—but it’s unlikely to be anything dramatic A 50-year mortgage could pull a modest number of buyers off the sidelines. But don’t expect a huge housing demand surge. Given the math and housing backdrop (soft national levels of appreciation), the product would likely remain niche. 10. The public isn’t crazy about the idea Early polling suggests the 50-year mortgage isn’t winning hearts. In a ResiClub poll conducted November 8, 2025, over 2,300 respondents on X.com weighed in on the The President-Pulte announcement. A majority said their reaction was either “unfavorable” or “very unfavorable.” 11. The lackluster public response to the 50-year mortgage rollout decreases the likelihood of it happening Without strong political or market enthusiasm, the odds of a true nationwide 50-year mortgage rolling out in the next few months remain low. For it to gain traction, it would require both regulatory approval and political will. The administration tested the waters—and given the response, it may stop short of fully implementing it. View the full article

Team principal and co-owner in advanced talks over deal that would set record valuation for an F1 teamView the full article

If you’re the boss, finding the right gifts for your employees can be fraught with questions: How much do you spend? Should you spend the same amount of money on each person? And if you don’t know someone well, how do you make sure they like the gift while still keeping it professional? For the record: managers don’t have to give their staff members gifts, but it’s a nice gesture if you want to do it, and in some offices it’s expected. (Although here is your obligatory reminder that because of the power dynamics involved, gifts at work should flow down, not up. Managers should never expect or encourage gifts from employees.) A while back, New York Magazine asked me to put together a gift guide for bosses buying for employees, and I’ve updated it for 2025. You can read it here. The post I made a gift guide for each employee on your team appeared first on Ask a Manager. View the full article

Your current team collaboration methods may be lagging. AI is the future, promising efficiency and a personalized experience. This guide equips executives with the strategies needed to harness AI's potential in team collaboration. The post AI in Team Collaboration: Turning Emerging Tech Into a Strategic Business Edge appeared first on The Digital Project Manager. View the full article

HSBC and Barclays executives tell House of Lords committee that they are losing ground to US rivalsView the full article

We may earn a commission from links on this page. Sterlin Harjo, of Reservation Dogs fame, is back with another unique and critically acclaimed series, this one starring Ethan Hawke as a folksy citizen journalist (or "truthstorian," as he prefers), based loosely on the real-life activist best known for uncovering new details about the 1921 Black Wall Street massacre in Tulsa. Joined by Keith David's Marty (and a genuinely impressive supporting cast), Hawke's Lee Raybon has a relentless need to explore the dark corners of his community and its history, and unfailing ability to find trouble in the process. There are crime drama and neo-noir elements, but blended with a loose, sometimes quirky tone and an interest in the histories of Tulsa's various and interconnected communities. It's one other streaming's buzziest, best-reviewed shows which is, of course, not necessarily enough to warrant a renewal these days. We're still waiting on word of a second season. You can stream The Lowdown on Hulu or buy episodes from Prime Video and Apple TV. Sharp Objects (2018) Based on the Gillian Flynn novel, Amy Adams stars here as Camille Preaker, a troubled reporter with substance abuse issues who's only recently been released from a psychiatric hospital. I'm not sure what step of recovery this is, but Camille returns to her hometown of Wind Gap, Missouri in order to investigate the murder of one girl and the apparently related disappearance of another—all under the watchful, extremely critical eye of her socialite mother, Adora (Patricia Clarkson). The tone here is quite a bit darker than that of The Lowdown, but there's still the sense of buried secrets and lies in a small, southern (-esque) town. Stream Sharp Objects on HBO Max or buy episodes from Prime Video and Apple TV. Sharp Objects (2018) at HBO Max Learn More Learn More at HBO Max Bodkin (2024) A slightly better tonal match for Lowdown—at least in that it allows for a bit of humor to penetrate its world—Bodkin takes us to the title's rather quirky Irish coastal town. Will Forte plays Gilbert Power, an American podcaster who arrives to investigate the cold case of three people who went missing during a Samhain celebration three decades prior. He's soon joined by Dove Maloney (Siobhán Cullen), a Dublin-born journalist who'd been living in London, and aspiring journalist Emmy Sizergh (Robyn Cara). It's very nearly a satire of the genre, with an engaging mystery at its heart nonetheless. Stream Bodkin on Netflix. Bodkin (2024) at Netflix Learn More Learn More at Netflix When They See Us (2019) Where The Lowdown includes peaks at real history, Ava DuVerney's docudrama puts a laser-focus on the 1989 Central Park jogger case—Trisha Meili was assaulted and raped in the park, leading to the convictions of five Black teenagers based largely on circumstantial evidence and coerced confessions. The show follows Kevin Richardson (Asante Blackk), Antron McCray (Caleel Harris), Yusef Salaam (Ethan Herisse), Korey Wise (Jharrel Jerome), and Raymond Santana (Marquis Rodriguez) from conviction into adulthood, and to the five ultimately being exonerated by DNA evidence and the real attacker's confession. It's a more serious story of the importance of uncovering buried truths, all the more relevant given that the President has continued to call for the death penalty for the five exonerated men, raising the issue as recently as 2024. Stream When They See Us on Netflix. When They See Us (2019) at Netflix Learn More Learn More at Netflix Fargo (2014 – 2024) This season-by-season anthology crime drama finds us in the Midwest, mostly, blending crime drama, small town secrets, and healthy heaps of dark humor. The quirky characters in the shifting cast are sometimes lovable, sometimes reprehensible, but they're consistently compelling in the style of the (fictional, at least) residents of Tulsa. Stream Fargo on Hulu or buy episodes from Prime Video. Fargo (2014 – 2024) at Hulu Learn More Learn More at Hulu Sons of Anarchy (2008 – 2014) Charlie Hunnam leads an impressive ensemble cast here (including Katey Sagal and Ron Perlman) in the story of an outlaw motorcycle club in the fictional Charming, California. Hunnam's Jax Teller leads the club, coming to question himself and his beliefs even as he tries to hold the club together and protect his Central Valley community. Though the drama is frequently Shakespearean, and the Cali setting is far removed from Tulsa, there's still the sense of a tight-knit community that's alternately strengthened and threatened by internal conflict. Stream Sons of Anarchy on Hulu or buy episodes from Prime Video and Apple TV. Sons of Anarchy (2008 – 2014) at Hulu Learn More Learn More at Hulu Reservation Dogs (2021 – 2023) I couldn't go another moment without recommending Lowdown creator Sterlin Harjo's previous masterpiece, the unjustly short-lived Reservation Dogs (co-created with Taika Waititi). This one gets a ton of credit for its North American Indigenous representation (characters and cast, as well as behind the scenes), and it’s a great show for it—a true dramedy that manages to bring both solid laughs and moments of heartbreak. It deals with issues and emotions common to rural teenagers who dream of going elsewhere, yet specific to these Oklahoma Rez teenagers. Each of the show's three seasons is better than the one prior. Stream Reservation Dogs on Hulu. Reservation Dogs (2021 – 2023) at Hulu Learn More Learn More at Hulu Mare of Easttown (2021) Kate Winslet picked up an Emmy for her performance as thoroughly troubled Mare Sheehan, a local hero in her days as a high school basketball champ, but with a reputation that's rapidly losing its luster. As a police detective, she's been unable to solve the case of a missing girl even as she's confronted with a recently murdered teenage mother. Stream Mare of Easttown on HBO Max or buy episodes from Prime Video and Apple TV. Mare of Easttown (2021) at HBO Max Learn More Learn More at HBO Max Watchmen (2019) This criminally underrated adaptation/continuation of the graphic novel is perhaps a bit of a stretch here, but bear with me: There are key connections. Set in an alternate Tulsa, Oklahoma, in a world where super-powered vigilantes exist and have been outlawed, the series starts, dramatically, with the massacre of Tulsa's Black Wall Street by white residents in 1921. Regina King plays Angela Abar, a modern cop whose grandparents were killed during the 1921 attacks, an event that echoes through both our own history and that of the characters in the series. Not only is the setting appropriate to that of The Lowdown, as is the theme of history impacting the present, there's also a link to the events of 1921: The Lowdown's Lee Raybon is based, loosely, on the life of folk historian Lee Roy Chapman, most famous for uncovering the direct organizing role of Tulsa's founder in the massacre. Stream Watchmen on HBO Max or buy episodes from Prime Video and Apple TV. Watchmen (2019) at HBO Max Learn More Learn More at HBO Max Echo (2024) While the Tulsa of The Lowdown has a nearly small-town vibe, Echo takes us to Tamaha—a couple of hours south, but home to only a couple of hundred people and built on Choctaw land (the show was actually filmed in Georgia, so do with that what you will). Alaqua Cox plays Maya Lopez in this Marvel miniseries, a deaf former criminal and Chahta returning to her hometown and trying, with mixed results, to escape her past as an enforcer for Wilson Fisk (Vincent D'Onofrio). A drama of crime and redemption, Echo finds Maya reconnecting with her current family as well as her ancestral past, each episode beginning with a flashback that takes us from the pre-historic origins of the Nation through centuries of growth and conflict, ultimately linking that history to Maya's own childhood. Stream Echo on Disney+. Echo (2024) at Disney+ Learn More Learn More at Disney+ Rutherford Falls (2020 – 2022) Writer and producer Sierra Teller Ornelas joins Ed Helms and Michael Schur here, with Helms playing Nathan Rutherford, a descendent of a guy whose statue has a prominent spot in the title town. His best friend is Reagan Wells (Jana Schmieding), who runs the local cultural center for the (fictional) Minishonka tribe. The two are on completely different sides of the big issues that arise when the mayor wants to take down the old statue (mostly because it’s in a bad spot and cars keep running into it), but work to maintain their friendship anyway. it's a sitcom, but, like The Lowdown, isn't afraid to have complicated conversations about American Indigenous history, buoyed here by the record number of Indigenous writers on staff, including Ornelas herself. Stream Rutherford Falls on Peacock or buy episodes from Prime Video and Apple TV. Rutherford Falls (2020 – 2022) at Peacock Learn More Learn More at Peacock Only Murders in the Building (2021 – ) At first blush, Only Murders looks like a tonal mismatch, but it and Lowdown have enough in common to warrant a mention here. In Murders, three (initially) amateur podcasters come together in order to solve a murder in their Upper West Side apartment building. Each subsequent seasons sees a new murder (or murders), but in each instance our citizen journalists (Selena Gomez, Martin Short, and Steve Martin) are forced to dig deep into the histories of the individuals whom they're investigating, either as victims or suspects, uncovering hidden stories and secrets that span decades. It's often quite a bit sillier than our subject, but, as with Lowdown, the show's quirky characters are aways a solid hang. Stream Only Murders in the Building on Hulu. Only Murders in the Building (2021 – ) at Hulu Learn More Learn More at Hulu Dark Winds (2022 – ) Heading a bit west of Lowdown's Oklahoma setting, Dark Winds, adapted from a series of books by Tony Hillerman, takes up back to the 1970s and the Four Corners region of the American Southwest (where Utah, Colorado, New Mexico, and Arizona meet). Zahn McClarnon, Kiowa Gordon, and Jessica Matten lead the largely Native American cast as three Navajo Tribal Police officers brought together when a bank robbery on the border of the Navajo nation becomes entangled with the deaths of two Native residents. The show blends hardboiled crime and police procedural elements, but stands out for its exploration of the fraught history and relationships between these neighboring, interwoven communities. Stream Dark Winds on Netflix or buy episodes from Prime Video and Apple TV. Dark Winds (2022 – ) at Netflix Get Deal Get Deal at Netflix View the full article

There are dozens of timesheet apps on the market, and each one promises accurate data, meaningful insights, and improved productivity. But most of these tools are reactive, not proactive. They give you a record of everyone’s time at work, but they don’t actually help employees work better. ​ These days, time tracking alone isn’t enough. The post The best timesheet app is the one that actually improves team focus appeared first on RescueTime Blog. View the full article

While all six companies were profitable in the third quarter, most had earnings which were down from the prior periods, with MGIC setting a milestone. View the full article

In an age where remote work and cyber threats are increasingly prevalent, small business owners face a daunting task: how to manage and secure their IT infrastructure efficiently. Intel’s latest innovation—Intel vPro® Fleet Services—aims to revolutionize this landscape by providing a cloud-based management solution through Microsoft Intune, making it easier for businesses to tackle IT challenges head-on. Intel vPro Fleet Services marks a significant development in device management, integrating silicon-based fleet management directly within the Intune platform. This advancement simplifies remote management, allowing IT teams to monitor, secure, and address challenges with their computers—regardless of whether those devices are powered on, in the office, or on the other side of the world. The shift to cloud connectivity means that small businesses now have access to a more agile and robust management toolset, without the need for complex setups or specialized software. As Novin Kaihani, Intel’s senior director of Commercial Client Platforms, explains, “We needed to go much faster and directly to our customers.” This urgency led to a complete overhaul of the software package, resulting in a more user-friendly interface compatible with the modern software-as-a-service (SaaS) model. The integration with Microsoft Intune allows small businesses the flexibility to manage their device fleets easily. Key benefits of this cloud-native service include: Remote Problem Resolution: Small business IT teams can troubleshoot and rectify issues without needing to physically access devices. This is crucial for minimizing downtime, which is valuable for any business operating on tight schedules and limited resources. Scalability: Whether a company has a handful of computers or thousands, vPro Fleet Services can expand alongside its needs. This scalability ensures that as a small business grows, its IT management solution can adapt without disruptive changes. Enhanced Security: With built-in security features, Intel vPro promises better protection against cyber threats. This becomes increasingly important as businesses depend on remote work, which can expose them to a host of vulnerabilities. Ease of Integration: The seamless transition to this modern platform allows small businesses to harness the full capabilities of their existing Intel devices without the headache of implementing complex server-side solutions. Data Privacy: Customers retain control over their data, as Intel only holds a portion of the cryptographic keys needed for establishing a secure connection. IT administrators are the only ones who can authorize access, ensuring that sensitive company data remains protected. The practical implications are significant. “Disaster recovery for PCs” is how Jennifer Larson, general manager of Intel Commercial Client segments, describes this innovation. By streamlining the process of diagnosing and solving computer issues remotely, businesses can avoid the cumbersome, time-consuming task of manually working through each device. Despite these advantages, small business owners should consider a few potential challenges. The reliance on cloud connectivity means that any outage or poor internet connection can hinder access to management tools. While vPro Fleet Services streamlines many processes, it also requires IT teams to adapt to its new functionalities. Thus, some initial training or familiarization may be necessary to fully leverage its capabilities. Since its availability in the Microsoft Intune partner portal in September 2025, the feedback from customers has been overwhelmingly positive. Many businesses, from small to large enterprises, report increased ease of management. One IT management company noted, “I was able to configure vPro in my lab within minutes, something I’ve tried to do for years. This is fantastic!” As small business owners look for ways to enhance their IT capabilities amidst growing concerns about cybersecurity and remote management, Intel vPro Fleet Services presents a viable, modern solution. By bridging the gap between physical hardware and cloud-based management tools, it not only addresses pressing IT issues but also empowers companies to operate more efficiently. For those interested in further details, more information is available in the original press release from Intel here. Image via Google Gemini This article, "Intel Launches Cloud Native vPro Fleet Services for Seamless IT Management" was first published on Small Business Trends View the full article

In an age where remote work and cyber threats are increasingly prevalent, small business owners face a daunting task: how to manage and secure their IT infrastructure efficiently. Intel’s latest innovation—Intel vPro® Fleet Services—aims to revolutionize this landscape by providing a cloud-based management solution through Microsoft Intune, making it easier for businesses to tackle IT challenges head-on. Intel vPro Fleet Services marks a significant development in device management, integrating silicon-based fleet management directly within the Intune platform. This advancement simplifies remote management, allowing IT teams to monitor, secure, and address challenges with their computers—regardless of whether those devices are powered on, in the office, or on the other side of the world. The shift to cloud connectivity means that small businesses now have access to a more agile and robust management toolset, without the need for complex setups or specialized software. As Novin Kaihani, Intel’s senior director of Commercial Client Platforms, explains, “We needed to go much faster and directly to our customers.” This urgency led to a complete overhaul of the software package, resulting in a more user-friendly interface compatible with the modern software-as-a-service (SaaS) model. The integration with Microsoft Intune allows small businesses the flexibility to manage their device fleets easily. Key benefits of this cloud-native service include: Remote Problem Resolution: Small business IT teams can troubleshoot and rectify issues without needing to physically access devices. This is crucial for minimizing downtime, which is valuable for any business operating on tight schedules and limited resources. Scalability: Whether a company has a handful of computers or thousands, vPro Fleet Services can expand alongside its needs. This scalability ensures that as a small business grows, its IT management solution can adapt without disruptive changes. Enhanced Security: With built-in security features, Intel vPro promises better protection against cyber threats. This becomes increasingly important as businesses depend on remote work, which can expose them to a host of vulnerabilities. Ease of Integration: The seamless transition to this modern platform allows small businesses to harness the full capabilities of their existing Intel devices without the headache of implementing complex server-side solutions. Data Privacy: Customers retain control over their data, as Intel only holds a portion of the cryptographic keys needed for establishing a secure connection. IT administrators are the only ones who can authorize access, ensuring that sensitive company data remains protected. The practical implications are significant. “Disaster recovery for PCs” is how Jennifer Larson, general manager of Intel Commercial Client segments, describes this innovation. By streamlining the process of diagnosing and solving computer issues remotely, businesses can avoid the cumbersome, time-consuming task of manually working through each device. Despite these advantages, small business owners should consider a few potential challenges. The reliance on cloud connectivity means that any outage or poor internet connection can hinder access to management tools. While vPro Fleet Services streamlines many processes, it also requires IT teams to adapt to its new functionalities. Thus, some initial training or familiarization may be necessary to fully leverage its capabilities. Since its availability in the Microsoft Intune partner portal in September 2025, the feedback from customers has been overwhelmingly positive. Many businesses, from small to large enterprises, report increased ease of management. One IT management company noted, “I was able to configure vPro in my lab within minutes, something I’ve tried to do for years. This is fantastic!” As small business owners look for ways to enhance their IT capabilities amidst growing concerns about cybersecurity and remote management, Intel vPro Fleet Services presents a viable, modern solution. By bridging the gap between physical hardware and cloud-based management tools, it not only addresses pressing IT issues but also empowers companies to operate more efficiently. For those interested in further details, more information is available in the original press release from Intel here. Image via Google Gemini This article, "Intel Launches Cloud Native vPro Fleet Services for Seamless IT Management" was first published on Small Business Trends View the full article

Retirement saving requires key decisions: when to start, how much to save, and where to invest. The investing decision has drawn more attention as government regulators work to open 401(k) plans to alternative assets such as private market investments. Below, we compare the paths of two hypothetical retirement savers and their outcomes. A tale of two retirement savers Laura and JR are two 25-year-olds newly employed at the same company, in the same role. Step 1: Deciding to Save On her first day at work, Laura committed 10% of her $75,000 salary to her 401(k). That earned her company’s 3% annual match (it matches 50% up to 6%), and 13% in total savings. She still had room in her budget for weekends filled with activities. JR was more worried about now. Rather than putting money into a 401(k) he wouldn’t touch for decades, he enjoyed his $75,000 salary. Five years later, JR began to build his nest egg. He opted for the minimum contribution rate to qualify for the company match, contributing 6% with a 3% match. Step 2: How to Invest Laura and JR’s employer offered many investment vehicles, including target-date funds. One invested only in public stocks and bonds; the other kept a 15% allocation to private equity and private credit across the glide path. Laura preferred the public-only target-date fund for its simplicity and transparency. JR was also drawn to the target-date options and their ease of use. However, he went with the private market option since it promised higher returns, and to make up for his late start. He figured he could quickly recover five years of missed contributions, given that he had 35 years until retirement. From earnings years to retirement Laura and JR both rose steadily to senior management positions. Their career progression and their salaries stayed in tandem. By the time they were turning 65 and approaching retirement, each was earning $178,620 a year. There had been no changes to their 401(k) contribution rates or their company’s matching formula. As Laura and JR prepared to retire, they reviewed their 401(k)s. For JR, the target-date fund with private markets had paid off. Over 35 years of investing, the fund delivered an annualized return of 8.9%, compared with 8.4% for the public-only option. This left him with a balance of about $2 million. Combined with Social Security, JR felt that he could enjoy retirement without the risk of outliving his savings. The public-only TDF underperformed compared with the private markets TDF, but Laura didn’t mind. Over 40 years of investing, her 401(k) account balance grew to more than $3 million. By starting earlier and contributing more, she harnessed the power of compounding returns to a much greater extent than JR had. JR’s private markets sleeve gave him a small edge, but Laura’s decision to start saving earlier and save more made the real difference. Compounding did the rest, turning her steady contributions into a balance far larger than JR’s. The bottom line: It is far better to focus on how much to save and when to start saving, instead of the whims of the public and private markets. Behind the curtain In illustrating the importance of saving early and saving more, we had to make several assumptions. We assumed that Laura and JR earn the same salary and stay at the same employer for their entire careers, with no breaks in employment. We assumed stocks, bonds, and private markets all delivered the long-term return expectations set by Morningstar Investment Management. It’s not a given that a target-date fund with a 15% allocation to private markets would outperform a similar strategy focused solely on public stocks and bonds, especially after fees. There is debate about whether private equity funds outperform their public counterparts. A Morningstar analysis concluded that private equity funds are best thought of as another form of active management, where a handful of funds may significantly outperform their peers, but median returns are similar (or worse) to public market funds. Moreover, private markets present additional challenges for forecasting due to the heterogeneity in the underlying investments. The results should be viewed as more of a best-case scenario for target-date funds with private market exposure. This article was provided to The Associated Press by Morningstar. For more personal finance content, go to https://www.morningstar.com/personal-finance Jason Kephart, CFA, is a senior principal, multi-asset strategy ratings, for Morningstar. Spencer Look is an associate director, retirement studies for Morningstar Investment Management LLC. Samantha Lamas is a senior behavioral insights researcher for Morningstar. —Jason Kephart, Spencer Look, and Samantha Lamas of Morningstar View the full article

Tim Davie’s comments come after US president says he will sue for $1bn if he does not get an apology and compensation View the full article

Seventeen data points you should exchange. By Marc Rosenberg CPA Firm Mergers: Your Complete Guide Go PRO for members-only access to more Marc Rosenberg. View the full article

Seventeen data points you should exchange. By Marc Rosenberg CPA Firm Mergers: Your Complete Guide Go PRO for members-only access to more Marc Rosenberg. View the full article

Most of our apps these days continue to receive AI upgrades—whether or not we actually want them. That's no surprise from a company like Google, who is among those leading the AI charge right now. If you use Chrome, Android, or Google Workspace, you've likely dealt with Gemini in some capacity. The charge, as you might expect, continues to this day. On Tuesday, Google announced a set of new AI-powered features coming to Google Photos, for both iOS and Android users. Google doesn't yet have a definitive release date for these new features, but it seems they're rolling out soon. These are largely optional—you can keep using Photos as an image library, and avoid using the AI features if you wish. But if you have an interest, especially in AI image editing, here's what you can expect to see: Nano BananaNano Banana is Google's current "big thing" in AI imaging. The model allows you to generate or edit images with greater flexibility than previous models—specifically, you can use it to change a single photo in multiple ways, while keeping the subjects consistent across edits. You can ask Nano Banana to change hairdos, outfits, sceneries, image styles, add or remove elements, stack edits, and even combine different attributes of multiple photos. If you take Google's word for it, it's a big deal. Now, Google is making Nano Banana available in Google Photos' editor. You'll find the tool under the new "Help me edit" button when opening a photo in the app. Here, you'll be able to ask the app to make whatever changes you'd like. Google suggests prompts like turning you into the monarch on a deck of cards; transforming a picture into a tiled mosaic; or adding a winter theme to an image to make your family's holiday card. Credit: Google We will need to investigate whether Google Photos' Nano Banana editor stack up to the tool you've been able to use in Gemini. But the option is now there, should you choose to use it. Personalized editsWhat is a photo? You might think that's a simple one to answer: You point your camera at some, snap away, and boom: A picture is born. But companies like Google are changing the ways we take and edit photos, to the point where that question isn't so easy to answer. If you adjust the image itself to such a degree that much of the original data is no longer there, is that really a photo? Did that really capture reality? I'm not so sure. That's how I'm feeling about Google's new "personalized edits" for Google Photos. The company says you can fix "minor flaws," such as blinks or sad faces, with the new "Help me edit" tool. If your kid had their eyes closed during the picture, for example, you can ask "Help me edit" to open their eyes. Google Photos then pulls data from other photos with your kid to generate a version of the photo with their eyes open. Again, I ask you: What is a photo? Google has used this tech before: Best Take, for example, can snap a series of photos at once, then use the best version of each subject's face to composite the "best take." It's clever, but it's also strange, especially when the data is not pulled from a different version of the same scene, but from different images of that person from the past. Google Photos for iPhone catches up to AndroidGoogle is also rolling out new previously Android-only features for iPhone users with the Google Photos app. First, the iOS app now support "ask to edit," a feature that lets you use text or your voice to request edits from Google's AI. Now, of course, both apps use Nano Banana, but previously, only Android's app supported this natural language editing system. In addition, iPhone users will notice a redesigned photo editor. This is the same one Google announced back in May for Android users. The new editor includes edit suggestions (powered by AI, of course) that apply multiple effects at once to your photos. You can also tap on an area of your photo to receive suggested tools for making edits. Ask about your photosI feel like I'm saying "ask" a lot in this article, but that's the crux of Google's new features here. To wit, the last new feature Google announced for Photos is simply the ability to ask about the images themselves. You can ask about the content of the picture, request similar images in your library, or, if you want, ask for edits. It seems Nano Banana follows you around in multiple places in this update. Again, none of these new AI features are mandatory if you want to keep using Google Photos AI-free. You can still edit your images yourself; you'll just need to avoid the "Help me edit" button. You can look at your photo's metadata manually, instead of using the Ask button. But it does seem, for the foreseeable future, like Google is all-in on these AI features. View the full article

Practice makes perfect. By Martin Bissett Business Development on a Budget Go PRO for members-only access to more Martin Bissett. View the full article

Practice makes perfect. By Martin Bissett Business Development on a Budget Go PRO for members-only access to more Martin Bissett. View the full article

After enough Democrats caved this week and agreed to fund the federal government without guarantees for extending healthcare subsidies for tens of millions of Americans, a big question on the minds of many is “Will my health insurance premiums go up?” Unfortunately, the answer is likely to be a resounding yes, according to data compiled by the Kaiser Family Foundation (KFF), the nonprofit health research institute. Here’s how much more individuals and families of four can expect to pay for their healthcare premiums in 2026, unless Republicans decide to extend Affordable Care Act (ACA) enhanced premium tax credits—something the majority of GOP congresspeople have repeatedly said they have no plans to do. Why are healthcare premiums likely to rise in 2026? Yesterday, eight Democratic and independent senators who are not up for reelection in the midterms next year voted to support a Republican Senate resolution that would fund the federal government and thus end the longest U.S. government shutdown in history. However, the agreement did not include the primary thing that Democrats had been holding out for: an extension of the Affordable Care Act’s (ACA) expiring enhanced premium tax credits. This is a credit that millions of Americans received from the federal government to help pay for the cost of America’s expensive healthcare premiums. As part of the deal to reopen the government, the Senate Democrats got the Republicans to agree to a vote on extending healthcare credits before the end of the year. But that is hardly a concession, as with the government now looking set to reopen (the House still has to vote), Democrats have no leverage over their Republican counterparts to compel them to vote in favor of the tax credit extension. Without the extension of the tax credits, tens of millions of Americans will pay more for their health insurance in 2026—and in many cases a lot more. The increased financial burden will significantly affect already cash-strapped Americans. How much more the average American will have to pay for their already costly healthcare will depend on their income level. How much health insurance premiums will rise for individuals According to KFF data, individuals can expect to pay up to $1,836 more per year for their healthcare premiums. Here’s how that breaks down by income level: $18,000 (115% of the Federal Poverty Level): $378 more $22,000 (141% FPL): $794 more $28,000 (179% FPL): $1,238 $35,000 (224% FPL): $1,582 $45,000 (288% FPL): $1,836 $55,000 (351% FPL): $1,469 $65,000 (415% FPL): Varies How much health insurance premiums will rise for a family of four The dollar amount increases for families of four are even worse, according to KFF. Families of four can expect to pay up to $3,735 more per year: $40,000 (124% FPL): $840 more $45,000 (140% FPL): $1,607 $55,000 (171% FPL): $2,404 $75,000 (233% FPL): $3,368 $90,000 (280% FPL): $3,735 $110,000 (342% FPL): $3,201 $130,000 (404% FPL): Varies As KFF notes in its report, “In other words, expiration of the enhanced premium tax credits is estimated to more than double what subsidized enrollees currently pay annually for premiums—a 114% increase from an average of $888 in 2025 to $1,904 in 2026.” Non-ACA health insurance premiums will likely rise It’s not just the ACA. Americans with employer-based health insurance will likely also see their premiums increase in 2026. According to an NPR report, many employees could see their paycheck deductions for employer-sponsored health care plans surge by 6% to 7% in 2026. Unfortunately, this should come as little surprise, as employer-based healthcare premiums have been surging for more than 25 years—far outpacing the rate of inflation. As NPR noted, in 1999, the average employer-sponsored health insurance plan for a family of four had a premium cost of $5,791. By 2024, that premium had skyrocketed to $25,572—a 342% increase. Public opinion overwhelmingly supports ACA tax credit extension A KFF poll published on November 6 found that Americans on both sides of the political spectrum support extending the enhanced premium tax credits, including 94% of Democrats, 76% of independents, and 50% of Republicans. Even 44% of MAGA supporters support the tax credit extension. That number jumps higher among Republicans who don’t identify as MAGA, with 72% of non-MAGA supporters among Republicans and Republican-leaning independents supporting the extension of credits. Politicians in Congress will have to answer to those same voters come the midterms next year, when many Americans will be feeling the impact of higher premiums. View the full article