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Airfield used by military shut down for several hours as Europe remains on alert over airspace violationsView the full article

It is a sad fact of online life that users search for information about suicide. In the earliest days of the internet, bulletin boards featured suicide discussion groups. To this day, Google hosts archives of these groups, as do other services. Google and others can host and display this content under the protective cloak of U.S. immunity from liability for the dangerous advice third parties might give about suicide. That’s because the speech is the third party’s, not Google’s. But what if ChatGPT, informed by the very same online suicide materials, gives you suicide advice in a chatbot conversation? I’m a technology law scholar and a former lawyer and engineering director at Google, and I see AI chatbots shifting Big Tech’s position in the legal landscape. Families of suicide victims are testing out chatbot liability arguments in court right now, with some early successes. Who is responsible when a chatbot speaks? When people search for information online, whether about suicide, music or recipes, search engines show results from websites, and websites host information from authors of content. This chain, search to web host to user speech, continued as the dominant way people got their questions answered until very recently. This pipeline was roughly the model of internet activity when Congress passed the Communications Decency Act in 1996. Section 230 of the act created immunity for the first two links in the chain, search and web hosts, from the user speech they show. Only the last link in the chain, the user, faced liability for their speech. Chatbots collapse these old distinctions. Now, ChatGPT and similar bots can search, collect website information, and speak out the results—literally, in the case of humanlike voice bots. In some instances, the bot will show its work like a search engine would, noting the website that is the source of its great recipe for miso chicken, for example. When chatbots appear to be just a friendlier form of good old search engines, their companies can make plausible arguments that the old immunity regime applies. Chatbots can be the old search-web-speaker model in a new wrapper. But in other instances, it acts like a trusted friend, asking you about your day and offering help with your emotional needs. Search engines under the old model did not act as life guides. Chatbots are often used this way. Users often do not even want the bot to show its hand with web links. Throwing in citations while ChatGPT tells you to have a great day would be, well, awkward. The more that modern chatbots depart from the old structures of the web, the further away they move from the immunity the old web players have long enjoyed. When a chatbot acts as your personal confidant, pulling from its virtual brain ideas on how it might help you achieve your stated goals, it is not a stretch to treat it as the responsible speaker for the information it provides. Courts are responding in kind, particularly when the bot’s vast, helpful “brain” is directed toward aiding your desire to learn about suicide. Chatbot suicide cases Current lawsuits involving chatbots and suicide victims show that the door of liability is opening for ChatGPT and other bots. A case involving Google’s Character.AI bots is a prime example. Character.AI allows users to chat with characters created by users, from anime figures to a prototypical grandmother. Users could even have virtual phone calls with some characters, talking to a supportive virtual nana as if it were their own. In one case in Florida, a character in Game of Thrones, Daenerys Targaryen, persona allegedly asked the young victim to “come home” to the bot in heaven before the teen shot himself. The family of the victim sued Google. Parents of a 16-year-old allege that ChatGPT contributed to their son’s suicide. The family of the victim did not frame Google’s role in traditional technology terms. Rather than describing Google’s liability in the context of websites or search functions, the plaintiff framed Google’s liability in terms of products and manufacturing akin to a defective parts maker. The district court gave this framing credence despite Google’s vehement argument that it is merely an internet service, and thus the old internet rules should apply. The court also rejected arguments that the bot’s statements were protected First Amendment speech that users have a right to hear. Though the case is ongoing, Google failed to get the quick dismissal that tech platforms have long counted on under the old rules. Now, there is a follow-on suit for a different Character.AI bot in Colorado, and ChatGPT faces a case in San Francisco, all with product and manufacture framings like the Florida case. Hurdles for plaintiffs to overcome Though the door to liability for chatbot providers is now open, other issues could keep families of victims from recovering any damages from the bot providers. Even if ChatGPT and its competitors are not immune from lawsuits and courts buy into the product liability system for chatbots, lack of immunity does not equal victory for plaintiffs. Product liability cases require the plaintiff to show that the defendant caused the harm at issue. This is particularly difficult in suicide cases, as courts tend to find that, regardless of what came before, the only person responsible for suicide is the victim. Whether it’s an angry argument with a significant other leading to a cry of “why don’t you just kill yourself,” or a gun design making self-harm easier, courts tend to find that only the victim is to blame for their own death, not the people and devices the victim interacted with along the way. But without the protection of immunity that digital platforms have enjoyed for decades, tech defendants face much higher costs to get the same victory they used to receive automatically. In the end, the story of the chatbot suicide cases may be more settlements on secret, but lucrative, terms to the victims’ families. Meanwhile, bot providers are likely to place more content warnings and trigger bot shutdowns more readily when users enter territory that the bot is set to consider dangerous. The result could be a safer, but less dynamic and useful, world of bot “products.” Brian Downing is an assistant professor of law at the University of Mississippi. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

A few years ago, I received some news I’d been longing to hear: The first book I’d ever written received an offer from a publisher. My childhood dream of becoming an author looked set to become a reality. It was six o’clock in the evening—the ideal time for a celebratory drink with my colleagues. But I didn’t tell anyone the news. I thought my excitement would be seen as bragging. So I kept my mouth shut. If only I’d known about the concept of Mitfreude: a German term for the vicarious joy people can feel at another’s happiness. According to recent research, we are needlessly cautious about sharing good news, because we fear it will provoke boredom, irritation, or envy in others. Yet Mitfreude is surprisingly common—and sharing our happier moments can improve our mood, strengthen our relationships with our colleagues, and boost our reputation within our professional network. ‘Joying’ with someone Mitfreude (which literally translates as “joying with”) comes from philosopher Friedrich Nietzsche, a man not typically known for a cheery worldview. And yet he once wrote: “To imagine the joy of others and to rejoice at it is the highest privilege of the highest animals.” You could see Mitfreude as the opposite of Schadenfreude, our joy at others’ misfortune. Studies confirm that there are many benefits to “joying with” another person. In the psychological literature, Mitfreude is often known by the more technical term capitalization: the idea that we can amplify our happiness from a positive event by sharing it with people we like. We can see this in studies tracking day-to-day changes in people’s emotions. After a conversation in which one person recounts a success or good fortune, the speaker gets to relive the positive experience while the other person enjoys a vicarious mood boost. Crucially, the warm feelings that arise also strengthen social bonds. “In close relationships, it fosters trust and intimacy,” explains Trevor Watkins, an assistant professor of management at the University of Oklahoma who has examined capitalization in the workplace. Sharing our successes can also enhance our reputation with our peers: “Among coworkers, it offers the opportunity to foster inspiration,” he says. The result is an amplification of our initial happiness: “We derive even more benefit from the positive events than if we had let them passively come and go,” says Watkins. “That’s why it’s called capitalization.” Unfortunately, many of us do not recognize these benefits. So we tend to keep our happiness to ourselves. How concealing positivity can backfire In a survey by Annabelle Roberts, an assistant professor of marketing at the University of Texas at Austin, her research team found that 80% of participants reported having concealed a success from people around them, like a promotion at work. Participants wanted to avoid provoking jealousy or creating awkwardness in a conversation. They thought they were being sensitive. In reality, it is the act of hiding a success—and blocking opportunities for Mitfreude—that is most likely to elicit bad outcomes. Roberts and her colleagues asked participants to consider the hypothetical story of two work friends who are both looking for a new job: One gets asked to give a presentation to a potential employer, but neglects to tell his friend, despite them having discussed their job hunts. There could be multiple explanations for his behavior (including sheer forgetfulness), but the participants saw it as an act that erodes trust. As a result, the participants responded that they would be far less likely to share personal information about themselves with such a colleague—or to collaborate with him in the future. “Sharing positive things about ourselves does a lot for connection,” says Todd Chan, who conducted research into the benefits of perceived “bragging” for his PhD at the University of Michigan. “It’s not that people forget that friends might be happy for them. It’s more that they’re disproportionately focused on the risk of things like envy. In reality, close friends mostly do feel joy for us.” How to share joy (without bragging) Mitfreude can have caveats: Watkins has found that sharing good news is far less likely to bring vicarious joy in competitive workplaces, where it can breed envy and resentment. Fortunately, the research offers some tips to increase the chances that you will meet Mitfreude rather than envy in any situation. The first is the law of reciprocity. Lukasz Kaczmarek, who heads the Social Psychology Centre at Adam Mickiewicz University in Poznań, Poland, has shown that people often keep note of the ways that you have responded to their good news. This then shapes how they’ll react to good news of your own. “Conveying that enthusiasm will return to you as a boomerang,” Kaczmarek says. “Every time you show that your behavior has changed, it produces a change in your partner.” Where possible, you might also attempt to build up others alongside yourself—a strategy known as “dual promotion.” You might compliment someone’s organizational skills while describing your creative contributions to a project, for example. “The fact you’ve said something good about someone else shows that you must be a warm person,” says Eric VanEpps, an associate professor of marketing at Vanderbilt University who conducted this research. Finally, you might try to talk about some of the challenges you’ve faced. In a study of entrepreneurs’ presentations, people who described past obstacles or mistakes were considered to be less conceited, and more inspiring, than those who spoke only of their triumphs. With time, greater awareness of Mitfreude and its benefits may help us all to create a more positive culture. “Shying away from sharing good news creates like a void that then just is cluttered with bad news,” says VanEpps. “It’s nice to hear good things happen to good people.” View the full article

Poor indoor air quality can reduce cognitive performance by up to 50% High CO2 levels (1,000+ ppm) can make you feel sluggish and impair decision-making.Air monitor detects issues, like a "canary in the coal mine" for ventilation.I never paid much attention to air quality before. Then I realized I was sitting 10+ hours in the same room. Shouldn't I check if the air was any good? Remember the last time you were stuck in an airplane for 5+ hours? The air feels stuffy and stale. Same thing can happen at work! The Invisible Culprit Behind Your WFH Slump Picture this: You’ve been glued to your desk for six straight hours, wearing the same pajamas you slept in, and your brain feels like it’s running on dial-up. You blame the Wi-Fi signal, the never-ending calls, or just your own lack of willpower. But what if the real culprit is something you can’t even see—the air you’re breathing? Indoor air quality (IAQ) is the unsung hero (or villain) of your work-from-home experience. While I obsess over internet speeds and ergonomic chairs, I often forget that the air in our home offices can be more polluted than a city street. And that stale, polluted air doesn’t just make your space smell funky—it can actually sabotage your productivity, energy levels, and even your long-term health. Why Air Quality Matters More Than You Think for Remote Workers When you work from home, your living space doubles as your office, gym, café, and sometimes even your bedroom. This multitasking environment means that indoor air pollutants—from cooking fumes, cleaning products, dust, mold, and even your own breath—can build up faster than you’d expect. Also applies if you have hairy pets 😄 Poor ventilation traps these contaminants, creating a toxic soup that you breathe in all day. The science is clear: Poor indoor air quality can reduce cognitive performance by up to 50% and slash productivity by 9% . That means your "peak productivity" setup might actually be working against you if the air is full of pollutants. High CO2 levels, a common indicator of poor ventilation, can make you feel sluggish, impair decision-making, and even cause headaches and fatigue. And it’s not just about feeling a little tired. Long-term exposure to poor air quality can lead to respiratory diseases, heart disease, and cancer. So while you’re worrying about your Wi-Fi signal, your air quality might be slowly chipping away at your health and your ability to focus. CO2: The "Canary in the Coal Mine" for Your Home Office AirCarbon dioxide (CO2) is a natural byproduct of human respiration, but when it builds up indoors, it’s a red flag that ventilation is inadequate. CO2 levels are measured in parts per million (ppm), and here’s what the numbers mean for you: Under 800 ppm: You’re golden. The air is fresh, and your brain is running at full speed.800–1,000 ppm: Getting stuffy. You might start feeling a little sluggish.Over 1,000 ppm: Your brain’s basically running on dial-up. Expect slower thinking, fatigue, and possibly headaches.Monitoring CO2 levels gives you a real-time snapshot of how well your home office is ventilated and whether it’s time to crack a window or take a fresh air break. Introducing Air Monitor: Your Nerdy Sidekick for Better Air So, I embarked on a quest to find an Air Monitor. This isn't a paid or commissioned review, we bought the device to test it out. The ARANET4 is a compact, battery-powered device that measures CO2 levels, temperature, humidity, and atmospheric pressure in real-time. It uses nondispersive infrared sensor (NDIR) technology for precise CO2 readings and connects via Bluetooth to an app that tracks data and alerts you when CO2 levels get too high. I really like it, although it's fairly pricy (around US$ 150) Think of it as a "canary in the coal mine" for your home office—except instead of a bird, it’s a sleek, modern sensor that gives you actionable insights into your air quality. The e-ink display and long battery life make it easy to use, and the app lets you set custom thresholds so you know exactly when to ventilate your space. The Air Monitor isn’t the hero of this story, you are. It’s just a cool tool that helps you see what’s invisible and take control of your indoor environment. Simple Hacks to Improve Your Home Office Air QualityYou don’t need a PhD in HVAC to improve your air quality. Here are some practical, easy-to-implement tips: Open windows regularly: Let fresh air in to dilute indoor pollutants and reduce CO2 buildup.Use air purifiers with HEPA filters: These can capture dust, pollen, mold spores, and other particles, improving air quality significantly.Add houseplants: Plants like spider plants, philodendrons, and peace lilies absorb toxins and produce oxygen, naturally purifying your air.Keep humidity between 30–50%: Use dehumidifiers or air conditioners to control humidity and prevent mold and dust mites.Clean and maintain your space: Regularly dust, vacuum, and replace air filters to reduce pollutants.Monitor CO2 levels: Use a device like the ARANET4 to keep an eye on ventilation and air quality in real-time.These small changes can make a big difference in how you feel and how well you work. TL;DR for the SkimmersPoor indoor air quality can reduce productivity by up to 9% and cognitive performance by 50%.High CO2 levels (over 1,000 ppm) make you feel sluggish and impair decision-making.A top-shelf Air monitor helps you see invisible air quality issues in real-time.Simple fixes like opening windows, using air purifiers, and adding plants can improve air quality.Better air quality = better focus, energy, and long-term health for remote workers.Final ThoughtsNext time you’re feeling foggy-brained and blaming your Wi-Fi, take a moment to consider the air you’re breathing. Indoor air quality is a sneaky but powerful factor in your productivity and health as a remote worker. By monitoring CO2 levels with a tool like the Air Monitor and making small changes to improve ventilation and reduce pollutants, you can create a home office environment that supports your best work—and your best health. So go ahead, open that window, add a plant or two, and let the fresh air in. Your brain (and your Wi-Fi signal) will thank you. Want to find a remote job? Join our newsletter! Join the Remotive newsletter Subscribe to get our latest content by email. Success! Now check your email to confirm your subscription. There was an error submitting your subscription. Please try again. Email address Subscribe Powered by ConvertKit View the full article

From “fake it till you make it” to “stay in your lane,” SXSW festival goers reveal the worst career advice they’ve ever been given and why it stuck with them. View the full article

When you have work life balance and fulfillment, you’re set up not only for success, but also for happiness. The big questions though, are about how you can find the best approach to work and life based on where you are in your journey, based on what’s unique about you, and based on what you find most important. The work-life mix is critically important. In fact, a survey of 26,000 people in five countries by Randstad found that for 85%, work-life balance was the most important element that people were looking for in both current and future jobs—a critical feature for their satisfaction. Importantly, this is the first time in the survey’s 22-year history that work-life balance was a higher priority than pay (79%). But work-life balance is hard to achieve for many. According to the American Psychological Association, 33% of workers report they don’t have adequate flexibility to balance their personal and work lives. In addition, three out of five workers are struggling with burnout, according to a survey by AFLAC. Millennials report the highest levels of burnout, and the stress for all generations is primarily based on heavy workloads and long hours at work. The bottom line is that creating a plan to gain fulfillment from work and life is a very (very, very) good idea. But unfortunately, there are no quick fixes or standard solutions for perfect work or life. Instead, everyone’s approaches will be different and will evolve over time. Personalizing your own strategies for success and happiness is possible with these key considerations. KNOW YOUR EXPECTATIONS One of the first ways to personalize your plans for work and life is to get real about your expectations. Achieving true work-life balance is a myth. Instead, you’ll have ups and downs and ebbs and flows through stages and seasons of life. If you have young children and a full-time job, you’ll be especially busy. If you’re building your career and caring for elders, you’ll be facing tons of demands. And if you’re an empty nester, you’ll face new challenges as well. If you believe you should be perfectly balanced all the time, you’ll set yourself up to fail. Instead, realize there will be busy (or exhausting) times and there will be easier times. Focus on managing and adjusting your choices, your time, and your boundaries throughout life’s stages, knowing regular adaptation is constructive and effective. As you’re setting your expectations, also think big about not only work and family, but also your volunteer and community efforts, time with friends, and time for yourself. When you’re happy at work, you’ll tend to feel happier at home. But the opposite is also true. When you’re happier outside of work, you’ll perceive greater happiness within work, according to research published in the Journal of Organizational Behavior. Personalize your work-life plan by setting realistic expectations for the demands you’ll face and thinking broadly about all the elements of work and life that will contribute to your experience. KNOW YOUR STRENGTHS Another way to personalize your plan for work and life is to play to your strengths. When you’re doing work that you enjoy, you’ll be much happier. Of course, there will always be elements of a job you don’t love, and most people must work to pay the bills and can’t just quit if they don’t feel fully blissful every day. But no matter what you do, you’ll benefit when you lean into your strengths. Identify what you’re especially and uniquely good at. You can even consider activities you loved to do as a child since these can be windows into your natural gifts. Perhaps you work in customer service and you’re especially good at empathizing with people and talking them down when they’re upset. Or perhaps you work in accounting, and you have a unique gift for seeing details and identifying discrepancies. No matter what you do, bring your best and remind yourself about what you do really well, and how your work matters to your customers and coworkers. Personalize your work-life plan by taking inventory of your strengths, finding work that taps into them, and validating your own value no matter what you do. KNOW YOUR SOURCES OF FULFILLMENT Too often we’re in a hurry so we go through the motions of our days or our weeks. But pay attention to what brings you joy and how you most enjoy spending your time. It’s a little-known fact that when you spend time on things that you enjoy, you’ll actually perceive you have more time because you’re energized by the activity. Manage your commitments based on what pays you back most. Perhaps you don’t enjoy the work of a school committee as much as you enjoy volunteering in a classroom and having contact with your child and their classmates (think: kids not committees). Or perhaps you love spending time in the hands-on work of a community garden, rather than on the board of your local museum. Despite long hours, you may relish the opportunity to participate on the new innovation team at work. Also consider adding or subtracting activities based on your season of life. If you’re building your career, joining the advisory council for the local charity is a great way to network. But when you’re running carpool with three children and supporting all their activities, it’s a great time to decline additional invitations for extra project work at your job. Know your limits and boundaries and don’t be afraid to manage to them. Personalize your work-life plan by determining what feels most rewarding for you and making choices for how you spend your time based on the right mix. Often, work-life gurus recommend saying no as often as you can. A better approach is to be intentional, saying yes to things that are rewarding or rejuvenating and saying no (when you can) to the activities that are less energizing. KNOW YOUR PEOPLE Another key to a great experience of work and life is to surround yourself with people you can rely on. Choose to spend time with those who encourage you, support you, and help you. Invest in the friends whom you trust and who need your help as well. Be ruthless with your time while you’re gentle with people, turning them down tactfully or being understanding when they are requesting your time. But choose to invest less in the relationships that are minimally rewarding or that sap you. Giving back and focusing on others is correlated with happiness, but you’ll want to be intentional about avoiding people (as much as you can) who may be negative or who fail to reciprocate in terms of their time and investment in you. Personalize your work-life plan by making connections and prioritizing time with people who are most important to you. CULTIVATE GRATITUDE And finally, no matter what stage of life you’re in, one of the best ways to increase your fulfillment is to emphasize gratitude. Gratitude works because it focuses you on what you have, rather than what you’re lacking. The relationship between gratitude and happiness is well-established by various studies. Emphasize gratitude and think consciously about what you appreciate. Beyond things, focus on experiences, capabilities, family, and friends. Robert Brault’s advice is helpful: “Enjoy the little things, for one day you may look back and realize they were the big things.” Gratitude fosters positive experiences even as you face significant demands, and linguistic determinism helps, too. Essentially, how you talk to yourself affects how you think and feel about them. When you consider that you get to pick up the kids from school, it can feel more positive than if you have to pick them up. Or if you invest time in something, it can feel more rewarding than if you spend time in the same pursuit. Personalize your work-life plan by being grateful and by managing your language, thoughts, and feelings about all the challenges you face. Ultimately, the best work-life fulfillment comes from your own mix of how you spend your time and how you perceive the value of both your contributions and rewards. And over time, you’ll adjust and adapt as demands shift, life evolves, and as you grow and develop. View the full article

Despite the now widespread use of AI in workplaces, workers aren’t actually becoming more productive, according to a new survey led by Stanford Social Media Lab and BetterUp Labs. The report finds that while employees are using modern AI tools more than ever, they’re using them to create subpar work. The new report calls the phenomenon “workslop,” which it defines as “AI-generated work content that masquerades as good work, but lacks the substance to meaningfully advance a given task.” In other words, it’s thoughtless, sloppy work that someone will eventually have to clean up. The problem is widespread up and down the corporate ladder. Per the report, 40% of employees out of 1,150 surveyed said they’ve received workslop in the past month, and that about 15.4% of the work they receive overall meets the criteria for workslop. Most commonly, workslop is shared between peers (40% of the time), but it doesn’t stop there: 18% of the time, workslop gets sent to managers. And it also happens in reverse: 16% of the time, managers (or even more senior leaders) send workslop out to their teams. The report says that two industries have been impacted the most: professional services and technology. But across all industries, the phenomenon is more than a minor annoyance. There’s an emotional cost to receiving workslop. More than half of respondents (53%) said they feel annoyed, 38% confused, and 22% are downright offended when they receive workslop. Receiving low-effort work from employees may also change the way coworkers view said employees. “Approximately half of the people we surveyed viewed colleagues who sent workslop as less creative, capable, and reliable than they did before receiving the output,” the report said. Likewise, 42% of those surveyed said workers who generate subpar AI-generated work are less trustworthy; 37% even view them as less intelligent. In fact, 34% of respondents said that when they receive workslop they notify other teammates or their manager. Nearly a third (32%) said they are less likely to want to work with the workslop producer again. While AI might make it easier to speed through work, using it carelessly may erode trust among coworkers just as fast. View the full article

Let’s be honest: No matter your perspective, taking in news these days tends to be a pretty tiring experience. At best, it’s a bit boring. At worst, it’s anxiety-inducing and mind-melting, often leaving you with more questions than answers. This week, a whole new kind of news app is officially breaking cover. And, I know—yadda yadda yadda, right? Another “earth-shattering” news app with more of the same as every other app before it? I had the same thought when I first came across this. Then I started to actually use it. And man alive, lemme tell ya: This is not like any other news app I’ve ever encountered. It’s fresh, it’s interesting, and it’s absolutely different. And it introduces some truly remarkable high-tech twists that turn news consumption into a uniquely personal and genuinely interactive experience. This tip originally appeared in the free Cool Tools newsletter from The Intelligence. Get the next issue in your inbox and get ready to discover all sorts of awesome tech treasures! A news app like no other First things first: While the app we’re about to go over is about as new as can be, it actually comes from a fairly familiar source. The three guys behind it were among the early developers on Google’s acclaimed NotebookLM tool—one of the first legitimately useful standouts of our current (all-too-often overhyped) AI era. NotebookLM, if you aren’t familiar, has won over oodles of fans with its clever approach to using AI in a limited, situation-specific way: It analyzes only the documents, web pages, and other info you feed into it and then lets you interact with that info in all sorts of engaging ways. One of those ways is having the system turn your info into an on-demand podcast—an undeniably intriguing new option for listening to info of your choosing in a conversational, audio-based form. ➜ That’s the same basic philosophy behind Huxe​, a cross-platform, audio-centric news app that’s officially available for anyone to use today. 🧠 In short, Huxe lets you specify your areas of interest—anything from technology and productivity to business, health, food, sports, books, and (if you must) current events—along with optionally adding in your location for local news, traffic, and weather updates and, if you really wanna get wild, connecting it to your calendar and/or email so it can include updates from those fronts as well. 🎧 Whatever you pick, each morning Huxe uses your preferences to serve up a single daily news brief made specifically for you. It’s computer-generated, of course, but it sounds like two human hosts performing a podcast solely for your benefit—with a focus on the areas you asked for and as much personalization as you’ve opted to include. 🗣️ Now, here’s where it gets really surreal: While your podcast is playing, you can tap a microphone icon and interrupt it—to ask questions about something, ask for clarifications or more info about a story, or ask anything else that comes to your mind as you’re listening. Whenever you speak, the “hosts” stop speaking and listen; then, within a matter of seconds, they respond to your request as if they are actually chatting with you. After they’re done addressing your inquiry, they segue naturally back into the rest of your predetermined program. Here, for instance, I interrupted a segment about some incoming Google Play Store changes to ask whether the new features would be available globally or only in the U.S., for now—which hadn’t initially been mentioned in my podcast. (I turned on live captioning to capture the app’s spoken response.) ☝️ In addition to the standard morning briefings, you can open up Huxe anytime to get an on-the-spot custom podcast update, and you can tune in to a variety of “live stations” with varying themes related to your interests. You can even create your own custom live stations or “DeepCasts” to get instant podcasts on practically any topic imaginable, anytime. And all of that is still just scratching the surface. Now, two unavoidable reality checks: First, could the systems involved here get facts wrong—as AI systems so frequently do? It’s certainly possible and arguably even likely. AI has thus far proven itself to be extremely fallible and untrustworthy, and that’s in large part just par for the course with the way the underlying technology works. In my relatively limited experience with Huxe so far, I’ve yet to run into any obvious examples of errant information. But that doesn’t mean it won’t happen. And it’s something I’d strongly suggest anyone using an app like this keep a close eye on and keep top of mind. Second, is it slightly unsettling how good this is and how human it seems? Yup—sure is. But is it insanely impressive at the same time and something I could absolutely see being appreciated by an awful lot of people? You’d better believe it. Whether you end up using the app often or just playing around with it for a while, it’s one seriously cool and impossibly interesting tool that’s well worth your while to investigate. And hey, who knows? You might just end up loving it. Huxe is available for both Android​ and ​iOS​. There isn’t a web version (yet), but it’ll work on essentially any phone in front of you. It’s free to use for the moment, without any asterisks, and I’ve yet to encounter any kind of advertising. I’ve gotta think there’ll eventually be ads integrated into the shows and/or premium subscriptions of some sort offered, but the company hasn’t spoken to any such specifics so far. The app does require you to sign in—with either a Google account or an email address—but no other form of personal info is required. Huxe’s privacy policy​ says the service may use your voice data for improving its system but never uses any personal calendar or email info for training without an explicit opt-in. Treat yourself to all sorts of brain-boosting goodies like this with the free Cool Tools newsletter—starting with an instant introduction to an incredible audio app that’ll tune up your days in truly delightful ways. View the full article

It’s five answers to five questions. Here we go… 1. Employer pulled my offer after I asked questions Last year I worked at a school I absolutely loved in a contract middle leadership position, covering leave. They were very happy with my work, but as there was only space for one person in the role, I couldn’t stay on. This year, however, the permanent staff member resigned and the school immediately contacted me to ask if I was interested in returning. I said yes, but explained I needed to weigh it up carefully, as I had just started a new permanent role elsewhere. The position was advertised and I went through the recruitment process. After my interview on Thursday, I received a phone call within an hour offering me the role. I was enthusiastic but asked questions about parental leave entitlements and the FTE distribution, particularly around co-curricular load. I had already asked these in the interview, but they hadn’t been able to provide answers. They later left me a voicemail with vague information. The next morning, they called again asking if I had decided. I replied that I still needed clear details about the role, as when I previously worked there the workload portfolio I took on for the year wasn’t clearly defined. They said if I didn’t decide within an hour, they would withdraw the offer. In a panic (while in the middle of a class), I emailed to accept with enthusiasm and said I looked forward to receiving the contract. Soon after, they rang again to say they were withdrawing the offer because I “seemed unsure” and was “trying to negotiate.” I explained I wasn’t negotiating, only wanting clarity on what I was signing up for. I also said it was unreasonable to demand a decision in under 24 hours and to pressure me during the school day while I was teaching. I’m very disappointed but also relieved they showed their true colors. My husband thinks I should follow up with a polite email to avoid burning bridges, but I feel there is little understanding from them. My friends and family are appalled and say it’s perfectly reasonable to expect to review a contract before committing to a new role, especially when leaving a good position to do so. I wonder if they were offended that I didn’t accept immediately, or perhaps my question about parental leave put them off. The whole timeline was extremely rushed (applications closed Monday, I interviewed Thursday, and they wouldn’t even give me until the following Monday to respond), so I also wonder if maybe they hadn’t interviewed anyone else and are now scrambling to do so. What do you think? Your friends and family are right: this is appalling. It’s incredibly normal and reasonable to want clarity about the role and to review the contract before signing it, and the timeline was ridiculously rushed. Blaming you for “seeming unsure” and “wanting to negotiate” is also ridiculous — you were unsure because you still had outstanding questions and there’s nothing wrong with that, and negotiating is both expected and normal (although you hadn’t even indicated you planned to). I don’t see much point in sending a polite email to avoid burning bridges; they have burned the bridge and, as you note, have shown you what they’d be like to work with. You can send a polite email if you want to, but there’s nothing here that calls for it. 2. How to weed out candidates with obnoxious personalities I work in a branch office of a U.S. company. There are three of us on the inside sales team, but the most recent member is now leaving for greener pastures. When this person interviewed, they came across as fairly calm/collected, but over the course of their employment with us, the loud and/or obnoxious side of their personality emerged — not mean, just loud and obnoxious, which can be grating. They were talked to about it and it did get a bit better, but still happens. I’m sure we’ve all had our moments over the years, but those moments are short-lived and happen only a couple times a year, if that. This person is generally loud, but it can escalate into the obnoxious territory much more often. We have rejoiced on days when we know they are going to be working from home, because it means it will be quieter in the office. The job is posted for a replacement, and we would like to try to find someone with a bit more mellow of a personality, if possible. Are there any questions that can be utilized during the interview process to try to weed out another person like this? I feel that there must be some way to get a better feel for their personalities. Nothing perfect, unfortunately. But there are things you can do to try. First and foremost, the more you can put people at ease in the interview process, the more of their real selves you’re likely to see. So try to make your interview process conversational (within reason; you still need structure to it), share info about yourselves and your own jobs, and generally try to be warm and friendly and lower some of the pressure. Second, can you take your finalists to lunch as part of their final interviews? Not everyone loves this, but on a small team where you’re trying to avoid personality clashes, it can make sense. Third, ask what their favorite and least favorite work environments have been and why; that won’t necessarily get you anything conclusive, but it could get you some insights you wouldn’t otherwise have. Last, check references — and when doing that, it’s fair game to ask about their relationship-building skills and what kind of presence they were in the office. Related: how do I ask references about a candidate’s personality? 3. Explaining mood changes without oversharing I have bipolar type 2, which (for me) manifests in similar but perhaps less obvious mood changes than what might be considered “classic” bipolar disorder. From a practical standpoint, this means that my coworkers and boss see two different versions of me. My elevated self presents as socially bubbly, and I crack jokes and crush my deadlines. My depressed self withdraws from unnecessary social contact and reverts to doing the minimum necessary work to get by until I swing back up into an elevated mood. I’ve never failed to hit a deadline or dropped the ball on a project task, but I will sometimes get a few days behind on non-urgent emails or tasks. I’ve been dealing with this for years and am pretty happy with my treatment journey thus far. However, my work situation recently pivoted into a role that interacts with a lot of people on many different teams. I’m confident that I can keep my work quality at an above-average level overall, but I’m a little worried about how my depressive moods might affect my relationships with coworkers and vendor contacts. To be clear, I’m not storming around in a rage or crying at my desk – it’s more that my elevated baseline is peppy, and my depressive baseline is flatter and smiling less (for an example: from The Office, imagine being greeted by Erin vs. being greeted by Pam – they’re both perfectly friendly, but Erin is much more bubbly and warm). I’m afraid that I’ll alienate my coworkers if I suddenly start presenting less warmly for a couple of weeks to a month! I’m comfortable with providing a light overview to my close work friends (a matter-of-fact explanation that my mood and energy levels sometimes dip for a while with a reassurance that I’m fine and will feel better eventually), but I don’t know how to address it with the many stakeholders that I suddenly have. Should I point it out proactively? I don’t want people to think that something is horribly wrong when my bubbly self is suddenly replaced by my somber self. Am I way overthinking this? If it’s really an Erin vs. Pam type difference, I don’t think it will be much of a problem. Lots of people have some periods where they’re peppier and some where they’re lower-energy. If the lower-energy periods are the sort of thing that could easily be someone’s un-alarming normal (like a Pam!), you shouldn’t need to proactively explain anything. If anyone asks or comments about it, you could say, “Maybe a bit more tired than usual, nothing to worry about.” On the other hand, if the lower-energy periods are the sort of thing that would be noticeable even without contrasting them with your bubblier periods, that’s maybe more of a concern … although even then, in a lot of cases you could still use the “maybe a bit more tired than usual” language. Or even, “I have a chronic medical thing that’s flaring up, nothing to worry about.” But unless it’s to the point that it’s disruptive or uncomfortable for other people (like if you’re bringing a storm cloud into every room you enter), people really shouldn’t be policing your moods to that extent! And again, if we’re talking Erin vs. Pam, it shouldn’t even be an issue. 4. Company wants me to pay an “equipment deposit” for a new job I just had an interview that left me perplexed. A recruiter reached out to me about a role she described as “contract-to-hire,” where her company would place me with another company for a one-year contract, at the end of which the employer would decide whether to hire me full-time. While she was going over the benefits, she mentioned that if I was hired there would be a “small equipment deposit” for sending computer equipment to my home to work remotely. The amount of this small deposit? $1,000. The recruiter said that the deposit would be taken from my wages, but “it would only be $100 a week for 10 weeks.” She was acting like it wasn’t a big deal, but that’s $400 a month! That’s money I could use on groceries or bills (or eating too many tacos). The interviewer specified that the deposit is because sometimes people don’t send the equipment back at the end of their contracts, but they would return the deposit back to me when my contract finished. So I would get my $1,000 back after a whole-ass year. The role is high level (I have over a decade of experience in the field), and I’m honestly affronted — it feels like my integrity is being questioned. And I’m even angrier for people who are at lower job levels than me, who would have an even higher financial barrier and also might just agree to the deposit because they’re desperate for a job. I’ve never done a contract job before, but shouldn’t this just be a cost of doing business for the company? Is this even legal? This is almost certainly a scam. Reputable companies don’t operate this way. Abort immediately and don’t send them any money under any circumstances. If they want to ensure you’ll pay for any equipment that isn’t returned at the end of a contract, the way to do that is to have you sign something agreeing that the cost can be withheld from your final check. As for the legality, it’s not illegal for an employer to ask you to front the money for potentially unreturned equipment (except possibly in California, where employers are legally required to pay for all business expenses) but this smells strongly like a scam. 5. Does FMLA cover working-from-home accommodations? I have a question about the limits of FMLA. I understand it to be a protection for workers and their job. Companies can still require you to take PTO or the time can be unpaid. Currently, our company does not officially offer work-from-home as an option for employees. The handbook states we should be in the office every day during “core hours” (8am – 4pm). However, a handful of individuals have negotiated WFH schedules and we have a few fully remote employees (however, this is “against the rules”). I have a mental health condition that requires therapy appointments and am managing a new weekly supportive therapy for my special needs daughter (it takes places in our home so I just need to pick her up from school and bring her home and can keep working). Mostly, it just means I WFH a few times a month, sometimes half a day, so I can dedicate more time to work and less time driving. My current manager never requires PTO for medical appointments and allows us to WFH “as needed.” But again, this is not in the official policy. However, I am transitioning to a new manager who is joining the company in a few weeks. Is it worth filing for FMLA to cover my ability to work from home when I have appointments or my daughter needs to be picked up? Will this end up hurting me by forcing me to use PTO or have my time go unpaid? For all I know this new manager could be even more relaxed than currently, but he may also be a strict rule follower. Does FMLA offer protections in these cases? I don’t want to face poor employee performance ratings etc because I am “that mom that keeps missing work for appointments.” FMLA doesn’t offer any protection for working from home as an accommodation. It’s just job protection for when you have to miss work altogether to care for yourself or a family member. The Americans with Disabilities Act is what would potentially protect WFH as an accommodation (although it would only cover medical conditions related to you, not your daughter). The best thing to do when your new manager starts is to explain what you’d arranged with your old manager and ask if that will work for them. If they say it won’t, you could use FMLA for that time, but that would mean not working at all during those times rather than working from home. Hopefully your new manager will see that it’s better to have you working during that time than not working, but ultimately it’ll be their call. (Frustrating, I know.) The post employer pulled my offer after I asked questions, how to weed out candidates with obnoxious personalities, and more appeared first on Ask a Manager. View the full article

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Employee retention rate is a vital metric that indicates how many employees stay with a company over a specific time frame, typically measured annually. A high retention rate, often seen as 90% or above, signals effective management and a positive work environment, whereas a low rate can point to underlying issues. Comprehending this metric is fundamental, as it directly affects costs, productivity, and employee morale. So, what drives these retention rates and how can they be improved? Key Takeaways Employee retention rate measures the percentage of employees remaining with an organization over a specific timeframe, typically calculated annually. A retention rate of 90% or higher signifies effective HR practices and a healthy organizational environment. High retention rates correlate with lower turnover costs, increased productivity, and enhanced institutional knowledge. Factors influencing retention include competitive compensation, supportive culture, career advancement opportunities, and recognition of contributions. Improving retention strategies leads to long-term business success through cost savings, increased productivity, and customer satisfaction. Understanding Employee Retention Rate Employee retention rate is a vital metric that measures the percentage of employees who stay with an organization over a specific period, typically calculated annually. The retention rate definition focuses on comprehending how many employees remain from the beginning to the end of a designated timeframe, excluding new hires. A good employee retention rate is usually considered to be 90% or higher, indicating effective HR practices and a stable workforce. High retention rates correlate with lower turnover rates, suggesting a healthy organizational environment. Analyzing employee retention rates not just helps identify areas for improvement but also informs HR strategies to improve workforce stability, eventually contributing to a company’s success and productivity. This comprehension is fundamental for effective talent management. Importance of Employee Retention Rate Understanding the significance of retention rates is crucial for any organization aiming to cultivate a stable workforce and improve overall productivity. Employee retention metrics are fundamental in evaluating workforce stability and informing strategic HR actions. A good employee retention rate is typically considered to be 90% or higher, yet many organizations fall short, with an average rate of around 52.8%. Key Factors Impact on Retention High Retention Rates Lower turnover costs Experienced Employees Increased productivity Preserved Institutional Knowledge Improved competitive advantage Focusing on these aspects not merely reduces the financial burden of turnover but additionally promotes a more engaged and effective workforce, finally benefiting the organization’s bottom line. Benefits of High Employee Retention High employee retention offers numerous benefits that considerably impact an organization’s success. When you maintain a stable workforce, you reduce recruitment and training costs, which can amount to 0.5 to 2 times the annual salary of a vacated role. Retained employees carry valuable institutional knowledge, enhancing process efficiency and productivity. Furthermore, a positive organizational culture emerges from a stable workforce, boosting morale and engagement. High retention rates likewise correlate with improved customer satisfaction, as experienced employees provide better service and maintain strong client relationships. Key Factors Influencing Employee Retention Comprehending the key factors that influence employee retention is vital for organizations aiming to maintain a stable workforce. A high retention rate meaning reflects a healthy work environment, and several factors contribute to this: Competitive Compensation: Offering fair pay and benefits is fundamental to prevent employees from seeking better opportunities. Organizational Culture: A supportive and inclusive atmosphere nurtures loyalty and a sense of belonging. Career Advancement: Clear pathways for growth encourage employees to envision their future within the company. Recognition: Regularly acknowledging contributions boosts job satisfaction and commitment. Employee Retention vs. Employee Turnover Comprehending the dynamics of employee retention and turnover is vital for any organization aiming to improve its workforce stability. Employee retention measures the percentage of employees who stay, whereas employee turnover tracks those who leave. Grasping retention rate vs turnover rate helps you assess the effectiveness of your HR strategies. High retention rates typically correlate with low turnover rates, indicating a healthy work environment. Metric Definition Formula Employee Retention Percentage of employees remaining (Remaining employees / Initial employees) x 100 Employee Turnover Percentage of employees who have left (Number of separations / Average number of employees) x 100 How to Calculate Employee Retention Rate Calculating the employee retention rate is essential for comprehending how well your organization maintains its workforce over time. Here’s how to calculate employee retention rate using the retention rate formula: Define the measurement period, such as annually or quarterly. Determine the number of employees at the start of that period. Count how many of those original employees remain at the end of the period, excluding any new hires. Apply the retention rate formula: Retention rate = [(End employees – New hires) / Start employees] × 100. For example, if you start with 1,000 employees and 950 remain, your retention rate would be [(950 – 0) / 1000] × 100 = 95%. Regular calculations help assess trends and improve HR practices. Step-by-Step Guide to Calculation To calculate your employee retention rate, you need to follow a few clear steps. First, define the objective of your analysis and decide on the time frame you’ll use. Then, gather the employee headcount at the beginning of this period before applying the retention formula to assess how many employees stayed with the organization. Define Analysis Objective When defining the analysis objective for calculating employee retention rates, it’s essential to start by selecting a specific time frame for measurement, such as annually or quarterly, which guarantees you gather consistent data. To effectively determine your retention rate, follow these steps: Identify the time frame for your analysis. Extract the headcount at the beginning of this period from HR databases. Count the employees remaining at the end of the period, excluding new hires. Use the formula: Retention rate = [(End employees – New hires) ÷ Start employees] × 100. Gather Employee Headcount Gathering employee headcount is a crucial step in calculating employee retention rates, as it establishes the foundation for your analysis. Start by defining the specific time frame for your evaluation, typically a fiscal year or quarter. Next, determine the total number of employees at the beginning of this period using HR databases or employee management systems. After that, identify how many employees from this original group remain at the end, ensuring you exclude any new hires who joined during this timeframe. Apply Retention Formula Calculating the employee retention rate is essential for comprehending workforce stability and effectiveness in HR strategies. To apply the employee retention formula, follow these steps: Define your time frame, like a fiscal year, for analysis. Determine your starting headcount from HR data. Identify how many employees remain at the end of that period, excluding any new hires. Use the formula: Retention Rate = [(End Employees – New Hires) / Start Employees] × 100. For example, if you start with 1,000 employees, end with 950, and hire 50 new ones, the calculation would be: [(950 – 50) / 1,000] × 100 = 90%. Regular evaluation helps improve your strategies to calculate staff retention rate effectively. What Is Considered a Good Employee Retention Rate? A good employee retention rate is typically considered to be 90% or higher, which translates to a turnover rate of 10% or less. This level often indicates effective HR practices and a stable workforce. Nevertheless, what’s a good staff retention rate can vary by industry. For instance, sectors like retail and hospitality may see typical retention rates around 70-80%. Comprehending what’s a good employee turnover rate is essential, as high turnover can greatly impact costs, with replacement expenses ranging from 80-200% of an employee’s salary. Organizations should aim to retain engaged employees, as high retention of disengaged staff can harm productivity, underlining the importance of cultivating a positive workplace environment. Common Causes of Employee Attrition High employee retention rates are crucial for maintaining a stable workforce, but comprehending the common causes of employee attrition is equally important for organizations aiming to improve their retention strategies. Identifying these causes can help you elevate employee retention meaningfully. Here are some key factors: Insufficient compensation: 55% of employees leave for better pay and benefits. Lack of growth opportunities: 49% cite limited career advancement as a primary reason for leaving. Poor work-life balance: 33% mention inflexible work schedules as a significant factor in their decision to resign. Inadequate recognition: 79% say they’d work harder if recognized for their contributions. Understanding these common causes of employee attrition can guide you in creating effective retention strategies. Strategies to Improve Employee Retention To improve employee retention, organizations must implement a variety of effective strategies that address the root causes of attrition. Start by offering competitive pay and benefits, as insufficient compensation is a leading cause of employee turnover. Furthermore, flexible work arrangements and wellness programs can boost satisfaction and promote work-life balance. Regular performance feedback and recognition of top performers create a culture of appreciation, increasing loyalty. Designing clear career advancement paths helps employees see their future within the organization, which positively impacts retention. Finally, investing in leadership development equips managers to engage their teams effectively. To measure employee retention accurately, utilize the employee retention rate formula: ((End employees – New hires) ÷ Start employees) × 100, ensuring you track progress regularly. The Role of Company Culture in Retention Employee retention isn’t solely influenced by salary and benefits; company culture plays a pivotal role in keeping employees engaged and satisfied. A positive culture can greatly improve your staff retention rate formula. Here are some aspects to reflect on: Inclusivity: Create an environment where every employee feels valued and respected. Recognition: Cultivate a culture that regularly acknowledges employee contributions, leading to lower turnover rates. Career Development: Invest in training and growth opportunities, as 94% of employees would stay longer for these benefits. Collaboration: Encourage transparency and teamwork, which boosts engagement and correlates directly with retention. Analyzing Retention Data for Better Insights To analyze retention data effectively, you need to identify trends over time, which can reveal patterns in employee turnover and engagement. Comparing your organization’s retention rates to industry benchmarks helps gauge your performance and highlights areas needing improvement. Furthermore, analyzing team performance can uncover specific challenges that may affect retention, allowing you to tailor your strategies accordingly. Identifying Trends Over Time Comprehending retention trends over time is crucial for organizations aiming to improve their workforce strategies. By analyzing retention data, you can identify key patterns that improve your retention calculation. Here’s how to measure retention rate effectively: Compare retention rates before and after new HR initiatives to assess effectiveness. Track retention data across departments to pinpoint specific areas needing attention. Monitor external factors, like economic conditions, that may impact employee stability. Regularly review trends to proactively address potential retention challenges. This strategic approach not just boosts employee satisfaction but also informs better decision-making, ensuring your organization retains talent and maintains a productive workforce. Comparing Industry Benchmarks Analyzing employee retention data against industry benchmarks can provide valuable insights into your organization’s performance and highlight areas needing improvement. By comparing your retention rates to industry standards, you can set realistic goals and adjust your talent management strategies accordingly. Industry Average Retention Rate Notes Retail < 60% High employee turnover industries Hospitality < 60% Often seasonal employment Technology 85-90% Competitive talent market Healthcare 85-90% High demand for skilled workers Overall Average 52.8% Significant room for growth Understanding these benchmarks helps you assess the effectiveness of your HR practices and allocate resources to improve employee retention efforts. Analyzing Team Performance During examining retention data, organizations can uncover critical trends that highlight employee turnover patterns, allowing HR leaders to address specific areas of concern effectively. To analyze team performance and improve job retention rates, consider these steps: Segment retention data by department or job role to identify specific trends. Compare retention rates over different periods to assess improvements or declines. Utilize employee engagement scores alongside retention metrics for deeper insights. Identify high-turnover groups and implement targeted strategies to support them. The Long-Term Impact of Retention on Business Success Though many factors contribute to a company’s success, employee retention plays a critical role in shaping long-term outcomes. High retention rates not only improve productivity but also reduce recruitment costs considerably. Experienced employees require less time to reach peak performance compared to new hires, who may take a year to acclimate. In addition, maintaining a stable workforce boosts customer satisfaction, as long-term employees possess valuable institutional knowledge. Benefit of High Retention Impact on Business Increased Productivity Higher Efficiency Cost Savings Reduced Turnover Costs Improved Customer Loyalty Enhanced Service Quality Frequently Asked Questions What Is Employee Retention and Why Is It Important? Employee retention refers to an organization’s ability to keep its employees over time, which is essential for maintaining stability and reducing turnover costs. It’s important due to high retention rates indicating effective HR practices, leading to a more experienced workforce. When employees stay longer, they contribute to a positive company culture, improve productivity, and preserve institutional knowledge. In addition, retaining skilled workers minimizes recruitment expenses, allowing organizations to allocate resources more efficiently. What Are the 3 R’s of Employee Retention? The 3 R’s of employee retention are Respect, Recognition, and Reward. Respect involves creating an inclusive culture where employees feel valued and heard, nurturing loyalty. Recognition acknowledges contributions and achievements, boosting morale and motivation, which leads to higher retention rates. Reward encompasses competitive compensation, benefits, and career growth opportunities crucial for retaining top talent. Prioritizing these elements can markedly improve employee satisfaction and engagement, ultimately benefiting the organization’s overall performance and stability. Why Is Retention Rate Important? Retention rate is essential for your organization as it reflects workforce stability and engagement. A high retention rate indicates effective HR practices and a positive work culture, which can lead to lower turnover costs. When you maintain experienced employees, you preserve institutional knowledge, boost productivity, and create a cohesive team. Monitoring retention helps identify issues impacting employee satisfaction, allowing you to implement targeted strategies that improve overall workplace conditions and support long-term success. What Does Employee Retention Rate Tell You? Employee retention rate reveals how well your organization keeps its employees over a set period, usually a year. A higher retention rate suggests that employees are satisfied and engaged, reflecting positively on your workplace culture and management practices. Conversely, a low retention rate can indicate underlying issues, such as poor morale or ineffective leadership. By analyzing this metric, you can pinpoint areas needing improvement and improve your talent management strategies. Conclusion In conclusion, comprehending employee retention rate is vital for any organization aiming for long-term success. A high retention rate not merely reduces turnover costs but also boosts morale and productivity. By recognizing the key factors influencing retention and implementing effective strategies, businesses can create a more stable workforce. Analyzing retention data provides valuable insights that can further improve HR practices. In the end, prioritizing employee retention nurtures a positive company culture and contributes greatly to overall business achievement. Image Via Envato This article, "What Is Employee Retention Rate and Why Does It Matter?" was first published on Small Business Trends View the full article

Employee retention rate is a vital metric that indicates how many employees stay with a company over a specific time frame, typically measured annually. A high retention rate, often seen as 90% or above, signals effective management and a positive work environment, whereas a low rate can point to underlying issues. Comprehending this metric is fundamental, as it directly affects costs, productivity, and employee morale. So, what drives these retention rates and how can they be improved? Key Takeaways Employee retention rate measures the percentage of employees remaining with an organization over a specific timeframe, typically calculated annually. A retention rate of 90% or higher signifies effective HR practices and a healthy organizational environment. High retention rates correlate with lower turnover costs, increased productivity, and enhanced institutional knowledge. Factors influencing retention include competitive compensation, supportive culture, career advancement opportunities, and recognition of contributions. Improving retention strategies leads to long-term business success through cost savings, increased productivity, and customer satisfaction. Understanding Employee Retention Rate Employee retention rate is a vital metric that measures the percentage of employees who stay with an organization over a specific period, typically calculated annually. The retention rate definition focuses on comprehending how many employees remain from the beginning to the end of a designated timeframe, excluding new hires. A good employee retention rate is usually considered to be 90% or higher, indicating effective HR practices and a stable workforce. High retention rates correlate with lower turnover rates, suggesting a healthy organizational environment. Analyzing employee retention rates not just helps identify areas for improvement but also informs HR strategies to improve workforce stability, eventually contributing to a company’s success and productivity. This comprehension is fundamental for effective talent management. Importance of Employee Retention Rate Understanding the significance of retention rates is crucial for any organization aiming to cultivate a stable workforce and improve overall productivity. Employee retention metrics are fundamental in evaluating workforce stability and informing strategic HR actions. A good employee retention rate is typically considered to be 90% or higher, yet many organizations fall short, with an average rate of around 52.8%. Key Factors Impact on Retention High Retention Rates Lower turnover costs Experienced Employees Increased productivity Preserved Institutional Knowledge Improved competitive advantage Focusing on these aspects not merely reduces the financial burden of turnover but additionally promotes a more engaged and effective workforce, finally benefiting the organization’s bottom line. Benefits of High Employee Retention High employee retention offers numerous benefits that considerably impact an organization’s success. When you maintain a stable workforce, you reduce recruitment and training costs, which can amount to 0.5 to 2 times the annual salary of a vacated role. Retained employees carry valuable institutional knowledge, enhancing process efficiency and productivity. Furthermore, a positive organizational culture emerges from a stable workforce, boosting morale and engagement. High retention rates likewise correlate with improved customer satisfaction, as experienced employees provide better service and maintain strong client relationships. Key Factors Influencing Employee Retention Comprehending the key factors that influence employee retention is vital for organizations aiming to maintain a stable workforce. A high retention rate meaning reflects a healthy work environment, and several factors contribute to this: Competitive Compensation: Offering fair pay and benefits is fundamental to prevent employees from seeking better opportunities. Organizational Culture: A supportive and inclusive atmosphere nurtures loyalty and a sense of belonging. Career Advancement: Clear pathways for growth encourage employees to envision their future within the company. Recognition: Regularly acknowledging contributions boosts job satisfaction and commitment. Employee Retention vs. Employee Turnover Comprehending the dynamics of employee retention and turnover is vital for any organization aiming to improve its workforce stability. Employee retention measures the percentage of employees who stay, whereas employee turnover tracks those who leave. Grasping retention rate vs turnover rate helps you assess the effectiveness of your HR strategies. High retention rates typically correlate with low turnover rates, indicating a healthy work environment. Metric Definition Formula Employee Retention Percentage of employees remaining (Remaining employees / Initial employees) x 100 Employee Turnover Percentage of employees who have left (Number of separations / Average number of employees) x 100 How to Calculate Employee Retention Rate Calculating the employee retention rate is essential for comprehending how well your organization maintains its workforce over time. Here’s how to calculate employee retention rate using the retention rate formula: Define the measurement period, such as annually or quarterly. Determine the number of employees at the start of that period. Count how many of those original employees remain at the end of the period, excluding any new hires. Apply the retention rate formula: Retention rate = [(End employees – New hires) / Start employees] × 100. For example, if you start with 1,000 employees and 950 remain, your retention rate would be [(950 – 0) / 1000] × 100 = 95%. Regular calculations help assess trends and improve HR practices. Step-by-Step Guide to Calculation To calculate your employee retention rate, you need to follow a few clear steps. First, define the objective of your analysis and decide on the time frame you’ll use. Then, gather the employee headcount at the beginning of this period before applying the retention formula to assess how many employees stayed with the organization. Define Analysis Objective When defining the analysis objective for calculating employee retention rates, it’s essential to start by selecting a specific time frame for measurement, such as annually or quarterly, which guarantees you gather consistent data. To effectively determine your retention rate, follow these steps: Identify the time frame for your analysis. Extract the headcount at the beginning of this period from HR databases. Count the employees remaining at the end of the period, excluding new hires. Use the formula: Retention rate = [(End employees – New hires) ÷ Start employees] × 100. Gather Employee Headcount Gathering employee headcount is a crucial step in calculating employee retention rates, as it establishes the foundation for your analysis. Start by defining the specific time frame for your evaluation, typically a fiscal year or quarter. Next, determine the total number of employees at the beginning of this period using HR databases or employee management systems. After that, identify how many employees from this original group remain at the end, ensuring you exclude any new hires who joined during this timeframe. Apply Retention Formula Calculating the employee retention rate is essential for comprehending workforce stability and effectiveness in HR strategies. To apply the employee retention formula, follow these steps: Define your time frame, like a fiscal year, for analysis. Determine your starting headcount from HR data. Identify how many employees remain at the end of that period, excluding any new hires. Use the formula: Retention Rate = [(End Employees – New Hires) / Start Employees] × 100. For example, if you start with 1,000 employees, end with 950, and hire 50 new ones, the calculation would be: [(950 – 50) / 1,000] × 100 = 90%. Regular evaluation helps improve your strategies to calculate staff retention rate effectively. What Is Considered a Good Employee Retention Rate? A good employee retention rate is typically considered to be 90% or higher, which translates to a turnover rate of 10% or less. This level often indicates effective HR practices and a stable workforce. Nevertheless, what’s a good staff retention rate can vary by industry. For instance, sectors like retail and hospitality may see typical retention rates around 70-80%. Comprehending what’s a good employee turnover rate is essential, as high turnover can greatly impact costs, with replacement expenses ranging from 80-200% of an employee’s salary. Organizations should aim to retain engaged employees, as high retention of disengaged staff can harm productivity, underlining the importance of cultivating a positive workplace environment. Common Causes of Employee Attrition High employee retention rates are crucial for maintaining a stable workforce, but comprehending the common causes of employee attrition is equally important for organizations aiming to improve their retention strategies. Identifying these causes can help you elevate employee retention meaningfully. Here are some key factors: Insufficient compensation: 55% of employees leave for better pay and benefits. Lack of growth opportunities: 49% cite limited career advancement as a primary reason for leaving. Poor work-life balance: 33% mention inflexible work schedules as a significant factor in their decision to resign. Inadequate recognition: 79% say they’d work harder if recognized for their contributions. Understanding these common causes of employee attrition can guide you in creating effective retention strategies. Strategies to Improve Employee Retention To improve employee retention, organizations must implement a variety of effective strategies that address the root causes of attrition. Start by offering competitive pay and benefits, as insufficient compensation is a leading cause of employee turnover. Furthermore, flexible work arrangements and wellness programs can boost satisfaction and promote work-life balance. Regular performance feedback and recognition of top performers create a culture of appreciation, increasing loyalty. Designing clear career advancement paths helps employees see their future within the organization, which positively impacts retention. Finally, investing in leadership development equips managers to engage their teams effectively. To measure employee retention accurately, utilize the employee retention rate formula: ((End employees – New hires) ÷ Start employees) × 100, ensuring you track progress regularly. The Role of Company Culture in Retention Employee retention isn’t solely influenced by salary and benefits; company culture plays a pivotal role in keeping employees engaged and satisfied. A positive culture can greatly improve your staff retention rate formula. Here are some aspects to reflect on: Inclusivity: Create an environment where every employee feels valued and respected. Recognition: Cultivate a culture that regularly acknowledges employee contributions, leading to lower turnover rates. Career Development: Invest in training and growth opportunities, as 94% of employees would stay longer for these benefits. Collaboration: Encourage transparency and teamwork, which boosts engagement and correlates directly with retention. Analyzing Retention Data for Better Insights To analyze retention data effectively, you need to identify trends over time, which can reveal patterns in employee turnover and engagement. Comparing your organization’s retention rates to industry benchmarks helps gauge your performance and highlights areas needing improvement. Furthermore, analyzing team performance can uncover specific challenges that may affect retention, allowing you to tailor your strategies accordingly. Identifying Trends Over Time Comprehending retention trends over time is crucial for organizations aiming to improve their workforce strategies. By analyzing retention data, you can identify key patterns that improve your retention calculation. Here’s how to measure retention rate effectively: Compare retention rates before and after new HR initiatives to assess effectiveness. Track retention data across departments to pinpoint specific areas needing attention. Monitor external factors, like economic conditions, that may impact employee stability. Regularly review trends to proactively address potential retention challenges. This strategic approach not just boosts employee satisfaction but also informs better decision-making, ensuring your organization retains talent and maintains a productive workforce. Comparing Industry Benchmarks Analyzing employee retention data against industry benchmarks can provide valuable insights into your organization’s performance and highlight areas needing improvement. By comparing your retention rates to industry standards, you can set realistic goals and adjust your talent management strategies accordingly. Industry Average Retention Rate Notes Retail < 60% High employee turnover industries Hospitality < 60% Often seasonal employment Technology 85-90% Competitive talent market Healthcare 85-90% High demand for skilled workers Overall Average 52.8% Significant room for growth Understanding these benchmarks helps you assess the effectiveness of your HR practices and allocate resources to improve employee retention efforts. Analyzing Team Performance During examining retention data, organizations can uncover critical trends that highlight employee turnover patterns, allowing HR leaders to address specific areas of concern effectively. To analyze team performance and improve job retention rates, consider these steps: Segment retention data by department or job role to identify specific trends. Compare retention rates over different periods to assess improvements or declines. Utilize employee engagement scores alongside retention metrics for deeper insights. Identify high-turnover groups and implement targeted strategies to support them. The Long-Term Impact of Retention on Business Success Though many factors contribute to a company’s success, employee retention plays a critical role in shaping long-term outcomes. High retention rates not only improve productivity but also reduce recruitment costs considerably. Experienced employees require less time to reach peak performance compared to new hires, who may take a year to acclimate. In addition, maintaining a stable workforce boosts customer satisfaction, as long-term employees possess valuable institutional knowledge. Benefit of High Retention Impact on Business Increased Productivity Higher Efficiency Cost Savings Reduced Turnover Costs Improved Customer Loyalty Enhanced Service Quality Frequently Asked Questions What Is Employee Retention and Why Is It Important? Employee retention refers to an organization’s ability to keep its employees over time, which is essential for maintaining stability and reducing turnover costs. It’s important due to high retention rates indicating effective HR practices, leading to a more experienced workforce. When employees stay longer, they contribute to a positive company culture, improve productivity, and preserve institutional knowledge. In addition, retaining skilled workers minimizes recruitment expenses, allowing organizations to allocate resources more efficiently. What Are the 3 R’s of Employee Retention? The 3 R’s of employee retention are Respect, Recognition, and Reward. Respect involves creating an inclusive culture where employees feel valued and heard, nurturing loyalty. Recognition acknowledges contributions and achievements, boosting morale and motivation, which leads to higher retention rates. Reward encompasses competitive compensation, benefits, and career growth opportunities crucial for retaining top talent. Prioritizing these elements can markedly improve employee satisfaction and engagement, ultimately benefiting the organization’s overall performance and stability. Why Is Retention Rate Important? Retention rate is essential for your organization as it reflects workforce stability and engagement. A high retention rate indicates effective HR practices and a positive work culture, which can lead to lower turnover costs. When you maintain experienced employees, you preserve institutional knowledge, boost productivity, and create a cohesive team. Monitoring retention helps identify issues impacting employee satisfaction, allowing you to implement targeted strategies that improve overall workplace conditions and support long-term success. What Does Employee Retention Rate Tell You? Employee retention rate reveals how well your organization keeps its employees over a set period, usually a year. A higher retention rate suggests that employees are satisfied and engaged, reflecting positively on your workplace culture and management practices. Conversely, a low retention rate can indicate underlying issues, such as poor morale or ineffective leadership. By analyzing this metric, you can pinpoint areas needing improvement and improve your talent management strategies. Conclusion In conclusion, comprehending employee retention rate is vital for any organization aiming for long-term success. A high retention rate not merely reduces turnover costs but also boosts morale and productivity. By recognizing the key factors influencing retention and implementing effective strategies, businesses can create a more stable workforce. Analyzing retention data provides valuable insights that can further improve HR practices. In the end, prioritizing employee retention nurtures a positive company culture and contributes greatly to overall business achievement. Image Via Envato This article, "What Is Employee Retention Rate and Why Does It Matter?" was first published on Small Business Trends View the full article

Perfecting inventory control is crucial for your eCommerce success, as effective management directly impacts your bottom line. By implementing strategies like regular stock audits and real-time tracking, you can identify discrepancies and guarantee ideal stock levels. Moreover, using ABC categorization helps you prioritize high-value items, allowing for better resource allocation. These methods not only improve operational efficiency but furthermore boost customer satisfaction. Nevertheless, there’s more to explore about the specific techniques that can further streamline your inventory process. Key Takeaways Implement regular stock audits to ensure inventory accuracy and identify discrepancies for better control. Utilize ABC inventory categorization to prioritize management efforts on high-value items for optimal resource allocation. Embrace real-time inventory tracking technologies to improve accuracy and avoid excess inventory costs. Analyze sales data to identify best and worst performers, allowing for strategic repurchasing and discontinuation decisions. Conduct regular reviews of turnover rates to understand product movement and enhance inventory management strategies. Understanding the Importance of Inventory Management Inventory management is fundamental for eCommerce businesses, as it lays the foundation for effective operations and strategic planning. By implementing strong inventory control measures, you can gain visibility into sales patterns and operational performance, which are critical for making informed decisions. Effective management not merely reduces holding costs—potentially saving you 25-30% annually on excess inventory—but also guarantees timely restocking of high-demand items, enhancing customer satisfaction. When controlling inventory accurately, you minimize the risk of stockouts that can lead to lost sales. Furthermore, utilizing demand forecasting tools based on historical sales data allows you to adapt to consumer trends, guaranteeing optimal inventory levels and reducing the chance of obsolescence. This all-encompassing approach is crucial for sustained business success. Conducting Regular Stock Audits To guarantee the accuracy of your inventory records, conducting regular stock audits is essential for any business. Whether you choose to perform these audits annually, quarterly, or sporadically, they help identify discrepancies that might lead to financial losses. Employ methods like visual counts, the tickler method, and master list tracking during these audits to improve accuracy and gain insights into stock performance. Incorporating real-time inventory counts can prevent stockouts, greatly enhancing customer satisfaction by ensuring product availability. Consider regular physical counts, such as cycle counting, which can be more efficient than thorough audits, allowing ongoing adjustments. Utilizing a Digital Logistics Platform during audits further boosts accuracy and provides visibility into inventory movement, supporting informed management decisions. Identifying Best and Worst Performers Comprehending which products drive your sales and which ones lag behind is vital for effective inventory management. Regular audits and sales data analysis are imperative in identifying your best and worst performers. Here are key strategies to reflect on: Regularly audit sales performance to pinpoint top and bottom sellers. Analyze turnover rates to understand factors impacting product movement. Repurchase top-selling items quickly to maintain customer satisfaction. Discontinue underperforming products to free up resources for more in-demand items. Monitor seasonal trends and customer preferences to align stock levels with market demand. Implementing ABC Inventory Categorization How can categorizing your inventory improve your management strategies? Implementing ABC Inventory Categorization allows you to divide your inventory into three distinct categories: A, B, and C. Category A includes high-value, low-volume items that need frequent monitoring, whereas Category B represents moderate-value, moderate-volume items requiring regular reviews. Finally, Category C encompasses low-value, high-volume items that can be assessed semi-annually. This method helps prioritize your management efforts, focusing resources where they’ll have the most significant impact. By optimizing inventory practices, you can potentially reduce carrying costs by 25-30% annually. Regular reviews of Category A items prevent stockouts, while Categories B and C streamline your overall inventory management, improving accuracy and aligning stock levels with actual sales patterns for greater efficiency. Mastering Demand Forecasting Techniques Effective inventory management goes hand in hand with accurate demand forecasting, which allows businesses to align their stock levels with customer needs more precisely. To improve your demand forecasting techniques, consider the following strategies: Analyze historical sales data to identify trends and patterns. Utilize advanced forecasting tools that incorporate algorithms and machine learning for increased accuracy. Implement a Just-in-Time (JIT) inventory strategy to lower holding costs and reduce obsolescence risks. Regularly review and update forecasts based on real-time data to respond swiftly to market changes. Focus on maintaining ideal stock levels to improve customer satisfaction, leading to quicker order fulfillment and reduced lead times. Embracing Real-Time Inventory Tracking As businesses face increasing competition and customer expectations, embracing real-time inventory tracking has become essential for maintaining operational efficiency and meeting demand. This approach provides instant visibility into stock levels, enabling you to make informed replenishment decisions during reducing stockout occurrences. By implementing advanced technologies like RFID and barcode scanning, you can considerably decrease manual errors, improving inventory accuracy by up to 30%. Real-time data additionally allows for effective demand forecasting, helping you maintain ideal stock levels and avoid excess inventory costs, which can range from 25-30% annually. In addition, real-time systems improve customer satisfaction by ensuring timely order fulfillment, with 72% of customers citing fast delivery as a key factor in their shopping experience. Adopting Best Practices for Effective Inventory Control To guarantee your inventory management is both efficient and effective, adopting best practices is crucial for maneuvering the intricacies of stock control. Implementing these strategies can greatly improve your inventory processes: Conduct regular stock audits, like cycle counting, to maintain accuracy and swiftly address discrepancies. Utilize ABC inventory categorization to prioritize high-value items, potentially reducing excess inventory costs by 25-30%. Adopt demand forecasting tools to proactively adjust inventory levels during peak demand periods. Employ just-in-time (JIT) strategies to minimize holding costs by ordering stock as needed. Leverage automated inventory management systems for real-time data, improving visibility and reducing manual errors. Frequently Asked Questions What Is the Most Effective Method for Controlling Inventory? The most effective method for controlling inventory is implementing a Just-in-Time (JIT) system. This approach minimizes holding costs by ordering products only as needed, which requires accurate demand forecasting. Furthermore, using an Inventory Management System improves visibility, allowing you to track inventory levels in real-time. Regular stock audits, like cycle counting, help maintain accuracy and identify discrepancies, whereas safety stock calculations prepare you for unexpected demand spikes, ensuring customer satisfaction. What Are the Three Techniques to Control Inventory? To control inventory effectively, you can implement three techniques. First, adopt Just-in-Time (JIT) inventory management to reduce holding costs by ordering only what you need. Second, conduct regular stock audits, like cycle counting, to maintain accurate records and identify discrepancies. Finally, utilize demand forecasting by analyzing historical sales data, which helps you predict future needs and optimize stock levels, minimizing stockouts and excess inventory. These strategies improve overall inventory control. How Can You Effectively Manage Your Inventory? To effectively manage your inventory, start by implementing a robust system for real-time tracking of stock levels. Conduct regular stock audits to maintain accuracy and identify discrepancies quickly. Utilize demand forecasting tools to predict future sales, allowing for strategic adjustments. Consider adopting Just-in-Time (JIT) practices to minimize holding costs and reduce obsolescence. Furthermore, implement safety stock strategies to buffer against unexpected demand, ensuring customer satisfaction and smooth operations. What Is the 80/20 Rule for Inventory? The 80/20 rule for inventory, or the Pareto Principle, states that 80% of your profits typically come from just 20% of your inventory items. By identifying these key products, you can focus your resources on maintaining stock levels for your top sellers. This approach not only increases sales but additionally improves customer satisfaction. Regularly analyzing inventory performance through this lens helps you make informed decisions about restocking and discontinuing underperforming items. Conclusion In summary, achieving proficiency in inventory control is essential for eCommerce success. By conducting regular stock audits, implementing ABC categorization, and embracing real-time tracking, you can optimize your inventory management. These strategies not just assist in identifying both best and worst performers but furthermore improve demand forecasting accuracy. In the end, effective inventory control reduces costs, increases customer satisfaction, and enhances operational efficiency. Adopting these practices will empower your business to thrive in a competitive marketplace. Image Via Envato This article, "Mastering Controlling Inventory With Essential Strategies for Success" was first published on Small Business Trends View the full article

Perfecting inventory control is crucial for your eCommerce success, as effective management directly impacts your bottom line. By implementing strategies like regular stock audits and real-time tracking, you can identify discrepancies and guarantee ideal stock levels. Moreover, using ABC categorization helps you prioritize high-value items, allowing for better resource allocation. These methods not only improve operational efficiency but furthermore boost customer satisfaction. Nevertheless, there’s more to explore about the specific techniques that can further streamline your inventory process. Key Takeaways Implement regular stock audits to ensure inventory accuracy and identify discrepancies for better control. Utilize ABC inventory categorization to prioritize management efforts on high-value items for optimal resource allocation. Embrace real-time inventory tracking technologies to improve accuracy and avoid excess inventory costs. Analyze sales data to identify best and worst performers, allowing for strategic repurchasing and discontinuation decisions. Conduct regular reviews of turnover rates to understand product movement and enhance inventory management strategies. Understanding the Importance of Inventory Management Inventory management is fundamental for eCommerce businesses, as it lays the foundation for effective operations and strategic planning. By implementing strong inventory control measures, you can gain visibility into sales patterns and operational performance, which are critical for making informed decisions. Effective management not merely reduces holding costs—potentially saving you 25-30% annually on excess inventory—but also guarantees timely restocking of high-demand items, enhancing customer satisfaction. When controlling inventory accurately, you minimize the risk of stockouts that can lead to lost sales. Furthermore, utilizing demand forecasting tools based on historical sales data allows you to adapt to consumer trends, guaranteeing optimal inventory levels and reducing the chance of obsolescence. This all-encompassing approach is crucial for sustained business success. Conducting Regular Stock Audits To guarantee the accuracy of your inventory records, conducting regular stock audits is essential for any business. Whether you choose to perform these audits annually, quarterly, or sporadically, they help identify discrepancies that might lead to financial losses. Employ methods like visual counts, the tickler method, and master list tracking during these audits to improve accuracy and gain insights into stock performance. Incorporating real-time inventory counts can prevent stockouts, greatly enhancing customer satisfaction by ensuring product availability. Consider regular physical counts, such as cycle counting, which can be more efficient than thorough audits, allowing ongoing adjustments. Utilizing a Digital Logistics Platform during audits further boosts accuracy and provides visibility into inventory movement, supporting informed management decisions. Identifying Best and Worst Performers Comprehending which products drive your sales and which ones lag behind is vital for effective inventory management. Regular audits and sales data analysis are imperative in identifying your best and worst performers. Here are key strategies to reflect on: Regularly audit sales performance to pinpoint top and bottom sellers. Analyze turnover rates to understand factors impacting product movement. Repurchase top-selling items quickly to maintain customer satisfaction. Discontinue underperforming products to free up resources for more in-demand items. Monitor seasonal trends and customer preferences to align stock levels with market demand. Implementing ABC Inventory Categorization How can categorizing your inventory improve your management strategies? Implementing ABC Inventory Categorization allows you to divide your inventory into three distinct categories: A, B, and C. Category A includes high-value, low-volume items that need frequent monitoring, whereas Category B represents moderate-value, moderate-volume items requiring regular reviews. Finally, Category C encompasses low-value, high-volume items that can be assessed semi-annually. This method helps prioritize your management efforts, focusing resources where they’ll have the most significant impact. By optimizing inventory practices, you can potentially reduce carrying costs by 25-30% annually. Regular reviews of Category A items prevent stockouts, while Categories B and C streamline your overall inventory management, improving accuracy and aligning stock levels with actual sales patterns for greater efficiency. Mastering Demand Forecasting Techniques Effective inventory management goes hand in hand with accurate demand forecasting, which allows businesses to align their stock levels with customer needs more precisely. To improve your demand forecasting techniques, consider the following strategies: Analyze historical sales data to identify trends and patterns. Utilize advanced forecasting tools that incorporate algorithms and machine learning for increased accuracy. Implement a Just-in-Time (JIT) inventory strategy to lower holding costs and reduce obsolescence risks. Regularly review and update forecasts based on real-time data to respond swiftly to market changes. Focus on maintaining ideal stock levels to improve customer satisfaction, leading to quicker order fulfillment and reduced lead times. Embracing Real-Time Inventory Tracking As businesses face increasing competition and customer expectations, embracing real-time inventory tracking has become essential for maintaining operational efficiency and meeting demand. This approach provides instant visibility into stock levels, enabling you to make informed replenishment decisions during reducing stockout occurrences. By implementing advanced technologies like RFID and barcode scanning, you can considerably decrease manual errors, improving inventory accuracy by up to 30%. Real-time data additionally allows for effective demand forecasting, helping you maintain ideal stock levels and avoid excess inventory costs, which can range from 25-30% annually. In addition, real-time systems improve customer satisfaction by ensuring timely order fulfillment, with 72% of customers citing fast delivery as a key factor in their shopping experience. Adopting Best Practices for Effective Inventory Control To guarantee your inventory management is both efficient and effective, adopting best practices is crucial for maneuvering the intricacies of stock control. Implementing these strategies can greatly improve your inventory processes: Conduct regular stock audits, like cycle counting, to maintain accuracy and swiftly address discrepancies. Utilize ABC inventory categorization to prioritize high-value items, potentially reducing excess inventory costs by 25-30%. Adopt demand forecasting tools to proactively adjust inventory levels during peak demand periods. Employ just-in-time (JIT) strategies to minimize holding costs by ordering stock as needed. Leverage automated inventory management systems for real-time data, improving visibility and reducing manual errors. Frequently Asked Questions What Is the Most Effective Method for Controlling Inventory? The most effective method for controlling inventory is implementing a Just-in-Time (JIT) system. This approach minimizes holding costs by ordering products only as needed, which requires accurate demand forecasting. Furthermore, using an Inventory Management System improves visibility, allowing you to track inventory levels in real-time. Regular stock audits, like cycle counting, help maintain accuracy and identify discrepancies, whereas safety stock calculations prepare you for unexpected demand spikes, ensuring customer satisfaction. What Are the Three Techniques to Control Inventory? To control inventory effectively, you can implement three techniques. First, adopt Just-in-Time (JIT) inventory management to reduce holding costs by ordering only what you need. Second, conduct regular stock audits, like cycle counting, to maintain accurate records and identify discrepancies. Finally, utilize demand forecasting by analyzing historical sales data, which helps you predict future needs and optimize stock levels, minimizing stockouts and excess inventory. These strategies improve overall inventory control. How Can You Effectively Manage Your Inventory? To effectively manage your inventory, start by implementing a robust system for real-time tracking of stock levels. Conduct regular stock audits to maintain accuracy and identify discrepancies quickly. Utilize demand forecasting tools to predict future sales, allowing for strategic adjustments. Consider adopting Just-in-Time (JIT) practices to minimize holding costs and reduce obsolescence. Furthermore, implement safety stock strategies to buffer against unexpected demand, ensuring customer satisfaction and smooth operations. What Is the 80/20 Rule for Inventory? The 80/20 rule for inventory, or the Pareto Principle, states that 80% of your profits typically come from just 20% of your inventory items. By identifying these key products, you can focus your resources on maintaining stock levels for your top sellers. This approach not only increases sales but additionally improves customer satisfaction. Regularly analyzing inventory performance through this lens helps you make informed decisions about restocking and discontinuing underperforming items. Conclusion In summary, achieving proficiency in inventory control is essential for eCommerce success. By conducting regular stock audits, implementing ABC categorization, and embracing real-time tracking, you can optimize your inventory management. These strategies not just assist in identifying both best and worst performers but furthermore improve demand forecasting accuracy. In the end, effective inventory control reduces costs, increases customer satisfaction, and enhances operational efficiency. Adopting these practices will empower your business to thrive in a competitive marketplace. Image Via Envato This article, "Mastering Controlling Inventory With Essential Strategies for Success" was first published on Small Business Trends View the full article

Of all the things we’ve used ChatGPT for in 2025, one of the most specific was: “What should we drink on a Dalston dive bar expedition on a Thursday night with cooler, younger clients, to avoid a hanxiety-filled Friday, with a board presentation to write?” The answer? Neat Patrón or margaritas, with tips on hydration and sleep. It actually worked. We had a great night, and woke up (relatively) clear-headed. This is what millions of people are doing every day: trading Google rabbit holes for AI when seeking product advice, personal hacks, and brand choices. ChatGPT isn’t just an influencing preference. It increasingly is the preference engine. KILL THE FUNNEL For decades, brand and marketing strategy has operated around a simple concept: the funnel. First, you capture awareness. Then, cultivate interest. After that, you guide consumers toward decision, and finally, conversion. Clean, rational, linear. We all knew it was flawed but there was a directional truth to it that made it very useful to plan around. But in 2025, the time has come to kill the funnel. We set out to write a paper on what to replace it with, drawing on extensive research, our client work, and input from our friends at Reddit. Here are the highlights so far. HOW TO REPLACE THE FUNNEL Consumers aren’t moving predictably through stages. They’re outsourcing research and shortlisting to machines. They’re skipping steps entirely. Just six months ago we’d have called BS on this proclamation. But today, this is very much happening: Roughly 50% of shoppers in the U.S., UK, Canada, and Australia use GenAI for e-commerce tasks Over 60% of U.S. Gen Z and millennials use GenAI to help manage their finances Leading venture capitalists and tech leaders are speculating about a future where AI superagents dissolve the role of apps and traditional user interfaces Of course the rate of change varies widely by purchase complexity, with an incredible 47% of travel shoppers feeling confident when using AI compared to 17% knowingly using it in grocery. But the overall picture is of a collapsing customer journey. That means the strategies designed to move people through it will collapse with it. The implication is profound. Brand building now has two audiences: Humans and machines. 2 MODES OF MODERN BRAND-BUILDING To succeed in this new reality, marketers must operate in two parallel modes: Priming and proving. Priming is about creating long-term predisposition with humans. Building familiarity, cultural relevance, and emotional affinity regardless of whether they’re currently “in market.” Proving is about surfacing the evidence that both humans and deep learning algorithms trust. Delivering the information and signals that win in a machine-mediated, AI-driven decision moment. HOW TO PRIME Priming creates familiarity and favorability in human memories, to become the default choice in someone’s mind before they need to choose. That means: Emotional storytelling that travels Memorable brand codes and consistent assets Participation in culture, including TikTok trends, Discord, or headline-making activations Community-led content people want to remix, share, and live with Experiences that build brand belief through action, not just ads Orientating brand health measurement around “equity” metrics that track progress on how well you’re influencing human perceptions and memory structures In other words, best-practice, 21st century “upper funnel marketing.” But less focused on interruption at scale and more on a coherent ecosystem of authentic, useful, and entertaining content/experiences. HOW TO PROVE Proving is where humans and machines overlap. It’s what shows up when someone (or something) is checking whether you’re credible, relevant, and worth recommending. That means: High-quality, up-to-date product and brand information across the web Clear alignment between brand promise and experience Independent reviews and endorsements High-authority media mentions and expert takes Fast correction of misinformation and inconsistent signals Orientating brand health measurement around “entity” metrics that track progress on how well you’re influencing large language model (LLM) representation and retrieval The proving layer is what determines whether AI assistants recommend your brand or skip it entirely. THE NEW CUSTOMER JOURNEY IS A FLYWHEEL Here’s the shift: Where the funnel assumes a one-way path, priming and proving are a constant loop. This is a flywheel, where strong priming makes AI recommendations feel more trusted, while great proving strengthens memories and impressions with humans and machines alike. Viewing our Patron/hangxiety experience through this model, we’d already seen the Nothing to Hide platform (priming). The subsequent experience of the LLM recognizing bartender advocacy (proving) on the same topic likely influenced our momentous drinks decision. This is what brand leadership looks like in the AI era: not guiding people down a funnel, but building a self-reinforcing system where emotional equity and informational credibility compound. FINAL THOUGHT: HELPING HUMANS > HACKING SYSTEMS The brands that win in this new era of customer decision making won’t do it by hacking a single channel or reverse-engineering one LLM’s ranking logic. The innovation rate is so fast that no one really knows how this will play out. What feels like a hack today may be obsolete tomorrow. But there are clues. Nick Turley, head of ChatGPT said recently that while they are still really in the “MS-DOS phase,” ultimately the experience is being optimized to help people thrive rather than for a specific engagement or time metric. So it follows that the brands they favor will do the same, through being as useful, trustworthy, and interesting as possible. Great brand building has always been about these qualities. But we cannot underestimate the paradigm shift caused by them being codetermined by hyperintelligent machines. The flywheel previously known as a funnel is already spinning. CMOs should jump on it now, or watch competitors generate exponential growth while they wait. Neil Barrie is global CEO and cofounder of 21st Century Brand. Dan Hauck is executive strategy director and partner of 21st Century Brand. View the full article

America is at a generational tipping point. The next five years will usher in a whole new class of leaders as powerful positions shift from one generation to the next. Leadership roles are transitioning away from baby boomers, whether they like it or not. Millennials and Gen Z are poised to rise in the ranks, however much of the business canon and available literature offers advice from an irrelevant world—a world before hybrid offices, social media, and kiss cams at Coldplay concerts. Leaders are navigating digital and IRL (in real life) challenges where the older generations’ leadership styles are incongruous with the current moment’s needs. So how does one navigate management and remain a values-driven millennial? Have no fear, a well thought out guidebook is here! Amanda Litman’s new book When We’re in Charge: The Next Generation’s Guide to Leadership thoughtfully shares advice collected from over 100 interviews with next-gen leaders across all industries—including Litman’s own experience charting a path as cofounder of Run for Something. FILLING THE BUSINESS BOOK CANON GAP In her formative experience leading Run for Something as a 27-year-old, Litman was frequently the youngest person in the room. The business books she turned to did not teach how to assert authority in these situations, let alone how to craft her social media presence in harmony with her leadership style, or how to balance burnout while role-modeling a culture of balance (that still pursues profit). It was Litman’s search for maternity leave options as a founder that sharpened her realization: The gap between the advice she was getting from boomers, and the world she was navigating, was widening. When We’re in Charge highlights Litman’s experience navigating maternity leave, alongside her many other experiences like implementing and protecting a 4-day work week, and even simply, figuring out how to dress professionally while being true to oneself. This book, with its collection of insights from founders across industries. It is especially useful for anyone thinking about moving into a leadership role in the near future when particularly tired of the “always on” management styles of previous generations. The book is clearly written for its audience, so boomers beware. And also note: If you’re looking for advice on how to balance payroll with cashflow—this is not that kind of business book. WHY WORK SHOULDN’T SUCK I had the opportunity to catch up with Litman about her book launch and its pivotal timing for those 40 and under. One way younger leaders can navigate the current climate—and any climate—Litman believes, is with a new set of values. That includes one distinct value that “work shouldn’t suck.” Litman shares that, “Misery is not inherently necessary for things to be good, or for things to be worth it. Suffering doesn’t add value in the end.” For anyone wondering what this looks like in practice, part two of Litman’s book goes into detail on how to implement and protect things like a 4-day work week and a culture of work-life balance within your organization. Throughout the book, but this section in particular, are practical tips from non-boomer founders, managers, politicians, and leaders. Part two has a particularly helpful section on meetings, where millennial founder Danielle Kantor of Sticky Note Labs shares actionable tips on how to structure meetings and use the time effectively. “Meetings aren’t the problem—it’s how we’re using them” says Kantor. Aside from the practical elements, Litman is thinking big, and remains optimistic about this generational shift. “I think we can establish a new way of leadership that becomes systemic. Maybe I am a little too optimistic, but as the world burns, we get to decide how we want to rebuild it and we are not beholden to the way things were done yesterday, as we decide how the world is going to be tomorrow. We get a chance to do it differently,” Litman says. And if you’re wondering how to do this as a first-time manager or CEO, Litman’s When We’re in Charge offers both the practical tools and the generational mindset to lead differently—and dare I say, better than before. Maureen Brown is CEO and cofounder of Mosie Baby. View the full article

Labour mayor for Greater Manchester outlines plans including tax hikes on the wealthy and nationalisation of key industriesView the full article