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Xero, the global small business platform, has launched Tap to Pay on iPhone for small businesses in the United States, allowing users with a Stripe account to accept contactless, in-person payments through the Xero Accounting app — without the need for additional hardware or payment terminals. The new feature enables businesses to accept all forms of contactless payments, including credit and debit cards, Apple Pay, and other digital wallets, using just an iPhone. Transactions are processed through the iPhone’s built-in Near Field Communication (NFC) technology, with support for PIN entry and accessibility features. The new capability is available to businesses using an iPhone XS or newer running the latest iOS version and the Xero Accounting app. Bharathi Ramavarjula, Xero’s SVP of Payments & Ecosystem, said the launch is part of the company’s broader strategy to help small businesses stay competitive and improve their cash flow. “Managing payments plays a vital part of the cash flow equation, but small businesses continue to face challenges, including chasing late payments,” said Ramavarjula. “With so much on their plate already, keeping pace with shifting consumer expectations and market trends can feel overwhelming.” Xero cited its own research, which showed that 32% of consumers are frustrated when their preferred payment method is unavailable. Additionally, 21% of surveyed consumers said they would shop elsewhere if they couldn’t pay using their preferred option. The same research found that 89% of consumers use credit or debit cards. “With the launch of Tap to Pay on iPhone, we’re excited to support small businesses to streamline payment processes, enabling them to accept payments on the spot and maintain a healthy cash flow,” said Ramavarjula. Security is a central feature of Tap to Pay on iPhone. According to Apple, the technology does not store card numbers or transaction information on its servers, keeping both business and customer data private. Merchants simply prompt customers to hold their card or device near the merchant’s iPhone at checkout to initiate a payment. Xero emphasized the simplicity of setup. Eligible businesses can unlock Tap to Pay functionality through the Xero Accounting app and begin accepting contactless payments within minutes after downloading the app from the Apple App Store and linking their Stripe account. The rollout marks the latest expansion of Xero’s embedded payments capabilities and reflects growing demand for seamless digital payment solutions among U.S. small business owners. Xero says the new feature eliminates hardware barriers for accepting in-person payments and empowers businesses to meet customers where they are — both literally and digitally. For more information, Xero users can visit the Apple App Store or Xero’s website. This article, "Xero Launches Tap to Pay on iPhone for U.S. Small Businesses Using Stripe" was first published on Small Business Trends View the full article

Key Takeaways Understanding Diverse Costs: Incorporating your business involves various costs, including state filing fees, legal expenses, and compliance requirements that can significantly affect your budget. Types of Incorporation Matter: The legal structure you choose affects the overall costs. LLCs, Corporations, S Corps, Partnerships, and Sole Proprietorships come with different fees and benefits; understanding these differences is crucial. State Fees Vary: Incorporation costs differ by state, with fees ranging from as little as $35 to over $300, impacting where you might choose to register your business. Account for Hidden Costs: Ongoing expenses like annual reports, franchise taxes, and compliance fees can accumulate and should be factored into your budgeting for maintaining your corporation or LLC. Seek Professional Guidance: Hiring legal and accounting professionals can add to your costs, but their expertise may save you money and prevent costly mistakes in compliance and financial planning. Plan for Long-term Expenses: Budgeting for both initial and ongoing expenses is essential for sustainable growth, as many costs recur annually or vary based on your business’s revenue and complexity. Thinking about incorporating your business? You’re not alone. Many entrepreneurs choose this path to protect their personal assets and enhance their credibility. But before you dive in, it’s crucial to understand the costs involved. Incorporation isn’t just about filing paperwork; it comes with various fees that can add up quickly. From state filing fees to legal expenses and ongoing compliance costs, knowing what to expect will help you budget effectively. In this article, we’ll break down the different expenses associated with incorporating, so you can make informed decisions for your business’s future. Understanding Incorporation Costs Incorporation costs vary based on factors like your location and the type of incorporation chosen. Understanding these costs ensures you can plan effectively for your small business. Types of Incorporation Different legal structures for incorporation affect costs. Here are the primary options: LLC (Limited Liability Company): Typically incurs state filing fees that range from $50 to $500. An LLC combines flexibility and protection. Corporation: Filing fees may cost between $100 and $1,000. Corporations allow for issuing stocks and attracting venture capital. S Corp (S Corporation): You may pay similar fees as a corporation, but S Corps offer distinct tax benefits. Partnership: Generally simpler, registration costs can be minimal if you don’t require formal incorporation. Sole Proprietorship: This form requires the least investment, often only needing a DBA (Doing Business As) registration. Factors Influencing Costs Numerous elements influence the overall costs of incorporating your business: State Fees: Vary by state; some states have lower fees to encourage small business growth. Legal Advice: Hiring an attorney for guidance can cost between $100 and $500 per hour, depending on expertise. Compliance Requirements: Ongoing fees for permits, licenses, and legal filings impact your budget. Location: Businesses in urban areas might face higher fees due to higher local taxes or regulatory requirements. Structure Complexity: More complex structures require additional legal documents, increasing initial costs. Understanding these factors helps you make informed budgeting decisions as you plan your business registration process. Breakdown of Costs Incorporating a business involves various costs that can significantly impact your budget. Understanding these expenses helps you plan effectively. Here’s a detailed breakdown of the main costs associated with incorporation. State Fees Incorporation Filing Fee: The cost to register your corporation with the state varies by location. Fees range from $50 to $500. Examples include: California: $100 Delaware: $109 New York: $125 Texas: $300 Florida: $35 Annual Report Fees: Most states require you to file an annual report. Fees usually span from $50 to $300 each year. Franchise Tax: Certain states impose an annual franchise tax that can be substantial, depending on your business’s revenue and type. Professional Services Legal Advice: Hiring a lawyer for legal advice ensures you comply with all regulations. Fees for legal services can range from $100 to $500 per hour. Accountants: Engaging an accountant for tax and financial planning can cost between $150 and $400 per hour, making it essential to find a balance between expertise and cost. Additional Expenses Permits and Licenses: Depending on your industry, you might need various permits or licenses, adding an extra $50 to several thousand dollars to your budget. Insurance: Securing necessary insurance, such as liability or workers’ compensation, can range from $500 to $3,500 annually, depending on your business type and coverage limits. Other Costs: Don’t overlook miscellaneous costs related to marketing your business, setting up a website, or purchasing office supplies, which can accumulate quickly. By anticipating these costs, you can create a robust business plan, facilitating your journey as a small business entrepreneur. Comparing Costs Across States Incorporation costs vary widely across states, impacting your budget as an entrepreneur. Knowing the differences can help you strategize effectively when planning your business. Low-Cost States Low-cost states offer affordable filing fees, making them attractive options for startups. Here’s a breakdown: Arizona: Corporations pay $60; LLCs pay $50. Arkansas: Both corporations and LLCs require a $45 fee. Mississippi: The filing fee is $50 for corporations. Montana: Corporations file for just $35. These rates support economic expansion by making the business registration process more accessible for small business owners. High-Cost States High-cost states present significant fees that could impact your budget. Consider the following: Connecticut: Filing costs reach $315 for corporations. Massachusetts: Corporations face a minimum fee of $275, based on share count. Texas: Corporations incur a $300 filing fee. Delaware: While the base fee is $109, additional expenses like franchise taxes can accumulate. Incorporating in these states necessitates careful financial planning to accommodate higher startup costs and ensure sustainable growth. Understanding state-specific fees enhances your business plan and aids in selecting the right legal structure for your venture. Hidden Costs to Consider Understanding hidden costs is essential for your business planning. These expenses can significantly impact your budget and financial strategy as a startup entrepreneur. Ongoing Fees Ongoing fees contribute to the overall cost of maintaining a corporation or LLC. These fees can include annual report fees, franchise taxes, and registered agent fees. States typically require annual reports, and fees for these reports range from $20 to $500, depending on the state and corporation type. Franchise taxes are another ongoing expense, with amounts varying from $100 to several thousand dollars based on your business’s revenue and structure. Registered agent fees also apply; these costs typically range from $100 to $300 per year, depending on the service provider you select. Budgeting for these ongoing fees ensures your business remains compliant and avoids penalties. Compliance Costs Compliance costs are integral to the legal structure of your business. These costs encompass the expenses associated with meeting state requirements, such as filing necessary paperwork, maintaining licenses, and ensuring adherence to regulations. For example, obtaining permits may cost anywhere from $50 to several hundred dollars, depending on your industry and location. Costs for legal advice also factor into your budget; hiring professionals to assist with compliance can range from $100 to $500 per hour. By addressing compliance costs early, you can build a solid foundation for your business model, helping ensure that growth strategy and operational efficiency remain achievable. Conclusion Understanding the costs associated with incorporating your business is essential for making informed decisions. By considering state filing fees legal expenses and ongoing compliance costs you can create a realistic budget that supports your business goals. It’s important to remember that these costs can vary significantly based on your location and the type of business structure you choose. By planning ahead and accounting for both initial and hidden expenses you’ll set your business up for success. Taking the time to analyze these factors not only helps you avoid surprises but also positions you for growth and stability in your entrepreneurial journey. Frequently Asked Questions What is business incorporation? Incorporation is the legal process of forming a new business entity, such as a corporation or LLC. This process provides benefits like asset protection, increased credibility, and potential tax advantages for business owners. What are the benefits of incorporating a business? Incorporating a business offers several advantages, including limited liability protection for owners, enhanced credibility with customers and vendors, easier access to capital, and potential tax benefits that help maximize profits. What are the typical costs associated with incorporation? Incorporation costs can include state filing fees, legal expenses, franchise taxes, and ongoing compliance costs. Depending on the state and business structure, initial filing fees can range from $50 to $500 or more. How do incorporation costs vary by state? Incorporation costs differ across states due to varying fees, taxes, and regulations. States like Arizona and Montana tend to have lower costs, while states like Connecticut and Massachusetts often require higher fees for incorporation. What ongoing costs should I anticipate after incorporation? Ongoing costs include annual report fees, franchise taxes, registered agent fees, and compliance-related expenses. These fees can range from $20 to several thousand dollars, depending on the state and business structure. Do I need legal assistance for incorporation? While it’s possible to incorporate without legal help, seeking professional guidance is recommended. Legal advice can ensure compliance with state regulations, helping to avoid future penalties and complications. What is the difference between an LLC and a corporation? An LLC (Limited Liability Company) offers flexibility in management and pass-through taxation. A corporation has a more formal structure, double taxation on profits, and is more suited for larger businesses looking to raise capital. How can I budget for incorporation costs? To budget effectively, research state-specific fees, estimate legal and accounting expenses, and consider ongoing compliance costs. Early planning helps ensure enough funds are allocated for all necessary business expenses. What impact do hidden costs have on startups? Hidden costs, like annual report fees and legal consulting expenses, can strain a startup’s budget. It’s crucial to account for these costs early to maintain compliance and ensure the long-term viability of the business. Can I change my business structure after incorporation? Yes, a business can change its structure after incorporation. However, this process may involve additional costs and legal requirements, so it’s essential to consult with a legal professional before making changes. Image Via Envato This article, "How Much Does It Cost to Incorporate Your Business? Key Costs Explained" was first published on Small Business Trends View the full article

Key Takeaways Understanding Diverse Costs: Incorporating your business involves various costs, including state filing fees, legal expenses, and compliance requirements that can significantly affect your budget. Types of Incorporation Matter: The legal structure you choose affects the overall costs. LLCs, Corporations, S Corps, Partnerships, and Sole Proprietorships come with different fees and benefits; understanding these differences is crucial. State Fees Vary: Incorporation costs differ by state, with fees ranging from as little as $35 to over $300, impacting where you might choose to register your business. Account for Hidden Costs: Ongoing expenses like annual reports, franchise taxes, and compliance fees can accumulate and should be factored into your budgeting for maintaining your corporation or LLC. Seek Professional Guidance: Hiring legal and accounting professionals can add to your costs, but their expertise may save you money and prevent costly mistakes in compliance and financial planning. Plan for Long-term Expenses: Budgeting for both initial and ongoing expenses is essential for sustainable growth, as many costs recur annually or vary based on your business’s revenue and complexity. Thinking about incorporating your business? You’re not alone. Many entrepreneurs choose this path to protect their personal assets and enhance their credibility. But before you dive in, it’s crucial to understand the costs involved. Incorporation isn’t just about filing paperwork; it comes with various fees that can add up quickly. From state filing fees to legal expenses and ongoing compliance costs, knowing what to expect will help you budget effectively. In this article, we’ll break down the different expenses associated with incorporating, so you can make informed decisions for your business’s future. Understanding Incorporation Costs Incorporation costs vary based on factors like your location and the type of incorporation chosen. Understanding these costs ensures you can plan effectively for your small business. Types of Incorporation Different legal structures for incorporation affect costs. Here are the primary options: LLC (Limited Liability Company): Typically incurs state filing fees that range from $50 to $500. An LLC combines flexibility and protection. Corporation: Filing fees may cost between $100 and $1,000. Corporations allow for issuing stocks and attracting venture capital. S Corp (S Corporation): You may pay similar fees as a corporation, but S Corps offer distinct tax benefits. Partnership: Generally simpler, registration costs can be minimal if you don’t require formal incorporation. Sole Proprietorship: This form requires the least investment, often only needing a DBA (Doing Business As) registration. Factors Influencing Costs Numerous elements influence the overall costs of incorporating your business: State Fees: Vary by state; some states have lower fees to encourage small business growth. Legal Advice: Hiring an attorney for guidance can cost between $100 and $500 per hour, depending on expertise. Compliance Requirements: Ongoing fees for permits, licenses, and legal filings impact your budget. Location: Businesses in urban areas might face higher fees due to higher local taxes or regulatory requirements. Structure Complexity: More complex structures require additional legal documents, increasing initial costs. Understanding these factors helps you make informed budgeting decisions as you plan your business registration process. Breakdown of Costs Incorporating a business involves various costs that can significantly impact your budget. Understanding these expenses helps you plan effectively. Here’s a detailed breakdown of the main costs associated with incorporation. State Fees Incorporation Filing Fee: The cost to register your corporation with the state varies by location. Fees range from $50 to $500. Examples include: California: $100 Delaware: $109 New York: $125 Texas: $300 Florida: $35 Annual Report Fees: Most states require you to file an annual report. Fees usually span from $50 to $300 each year. Franchise Tax: Certain states impose an annual franchise tax that can be substantial, depending on your business’s revenue and type. Professional Services Legal Advice: Hiring a lawyer for legal advice ensures you comply with all regulations. Fees for legal services can range from $100 to $500 per hour. Accountants: Engaging an accountant for tax and financial planning can cost between $150 and $400 per hour, making it essential to find a balance between expertise and cost. Additional Expenses Permits and Licenses: Depending on your industry, you might need various permits or licenses, adding an extra $50 to several thousand dollars to your budget. Insurance: Securing necessary insurance, such as liability or workers’ compensation, can range from $500 to $3,500 annually, depending on your business type and coverage limits. Other Costs: Don’t overlook miscellaneous costs related to marketing your business, setting up a website, or purchasing office supplies, which can accumulate quickly. By anticipating these costs, you can create a robust business plan, facilitating your journey as a small business entrepreneur. Comparing Costs Across States Incorporation costs vary widely across states, impacting your budget as an entrepreneur. Knowing the differences can help you strategize effectively when planning your business. Low-Cost States Low-cost states offer affordable filing fees, making them attractive options for startups. Here’s a breakdown: Arizona: Corporations pay $60; LLCs pay $50. Arkansas: Both corporations and LLCs require a $45 fee. Mississippi: The filing fee is $50 for corporations. Montana: Corporations file for just $35. These rates support economic expansion by making the business registration process more accessible for small business owners. High-Cost States High-cost states present significant fees that could impact your budget. Consider the following: Connecticut: Filing costs reach $315 for corporations. Massachusetts: Corporations face a minimum fee of $275, based on share count. Texas: Corporations incur a $300 filing fee. Delaware: While the base fee is $109, additional expenses like franchise taxes can accumulate. Incorporating in these states necessitates careful financial planning to accommodate higher startup costs and ensure sustainable growth. Understanding state-specific fees enhances your business plan and aids in selecting the right legal structure for your venture. Hidden Costs to Consider Understanding hidden costs is essential for your business planning. These expenses can significantly impact your budget and financial strategy as a startup entrepreneur. Ongoing Fees Ongoing fees contribute to the overall cost of maintaining a corporation or LLC. These fees can include annual report fees, franchise taxes, and registered agent fees. States typically require annual reports, and fees for these reports range from $20 to $500, depending on the state and corporation type. Franchise taxes are another ongoing expense, with amounts varying from $100 to several thousand dollars based on your business’s revenue and structure. Registered agent fees also apply; these costs typically range from $100 to $300 per year, depending on the service provider you select. Budgeting for these ongoing fees ensures your business remains compliant and avoids penalties. Compliance Costs Compliance costs are integral to the legal structure of your business. These costs encompass the expenses associated with meeting state requirements, such as filing necessary paperwork, maintaining licenses, and ensuring adherence to regulations. For example, obtaining permits may cost anywhere from $50 to several hundred dollars, depending on your industry and location. Costs for legal advice also factor into your budget; hiring professionals to assist with compliance can range from $100 to $500 per hour. By addressing compliance costs early, you can build a solid foundation for your business model, helping ensure that growth strategy and operational efficiency remain achievable. Conclusion Understanding the costs associated with incorporating your business is essential for making informed decisions. By considering state filing fees legal expenses and ongoing compliance costs you can create a realistic budget that supports your business goals. It’s important to remember that these costs can vary significantly based on your location and the type of business structure you choose. By planning ahead and accounting for both initial and hidden expenses you’ll set your business up for success. Taking the time to analyze these factors not only helps you avoid surprises but also positions you for growth and stability in your entrepreneurial journey. Frequently Asked Questions What is business incorporation? Incorporation is the legal process of forming a new business entity, such as a corporation or LLC. This process provides benefits like asset protection, increased credibility, and potential tax advantages for business owners. What are the benefits of incorporating a business? Incorporating a business offers several advantages, including limited liability protection for owners, enhanced credibility with customers and vendors, easier access to capital, and potential tax benefits that help maximize profits. What are the typical costs associated with incorporation? Incorporation costs can include state filing fees, legal expenses, franchise taxes, and ongoing compliance costs. Depending on the state and business structure, initial filing fees can range from $50 to $500 or more. How do incorporation costs vary by state? Incorporation costs differ across states due to varying fees, taxes, and regulations. States like Arizona and Montana tend to have lower costs, while states like Connecticut and Massachusetts often require higher fees for incorporation. What ongoing costs should I anticipate after incorporation? Ongoing costs include annual report fees, franchise taxes, registered agent fees, and compliance-related expenses. These fees can range from $20 to several thousand dollars, depending on the state and business structure. Do I need legal assistance for incorporation? While it’s possible to incorporate without legal help, seeking professional guidance is recommended. Legal advice can ensure compliance with state regulations, helping to avoid future penalties and complications. What is the difference between an LLC and a corporation? An LLC (Limited Liability Company) offers flexibility in management and pass-through taxation. A corporation has a more formal structure, double taxation on profits, and is more suited for larger businesses looking to raise capital. How can I budget for incorporation costs? To budget effectively, research state-specific fees, estimate legal and accounting expenses, and consider ongoing compliance costs. Early planning helps ensure enough funds are allocated for all necessary business expenses. What impact do hidden costs have on startups? Hidden costs, like annual report fees and legal consulting expenses, can strain a startup’s budget. It’s crucial to account for these costs early to maintain compliance and ensure the long-term viability of the business. Can I change my business structure after incorporation? Yes, a business can change its structure after incorporation. However, this process may involve additional costs and legal requirements, so it’s essential to consult with a legal professional before making changes. Image Via Envato This article, "How Much Does It Cost to Incorporate Your Business? Key Costs Explained" was first published on Small Business Trends View the full article

Few things are more frustrating than having your project impacted by factors beyond your control. Understanding EEFs can help you anticipate issues before they arise and proactively manage them—keeping your project stable even when circumstances are challenging. The post The Ultimate Guide to Enterprise Environmental Factors appeared first on The Digital Project Manager. View the full article

Wondering how to say no at work? It can be tough, but learning to communicate boundaries in a polite and reasonable way can not only prevent issues like burnout, but it can also actually help your career in the long run. The post How to Say No at Work: Communicating Priorities and Boundaries appeared first on The Digital Project Manager. View the full article

Recent Google patent shows how five kinds of real-world context can influence AI-generated answers The post Google Patent On Using Contextual Signals Beyond Query Semantics appeared first on Search Engine Journal. View the full article

Key Takeaways First Impressions Matter: A well-designed restaurant website is often the first interaction potential diners have, making it crucial for attracting customers.User Experience is Key: Effective navigation and fast loading times enhance user satisfaction, increasing the likelihood of customer engagement and conversion.Brand Identity: Consistent branding elements, like colors, fonts, and imagery, help differentiate your restaurant from competitors and create a memorable customer experience.Essential Features: Include online reservations, a visually appealing menu display, and customer testimonials to streamline the booking process and build trust.SEO Optimization: Utilize relevant keywords and regularly update content to improve search engine rankings and attract local customers to your restaurant. In today’s digital age, your restaurant’s website is often the first impression potential customers have of your business. A well-designed website can entice diners, showcase your menu, and convey your brand’s personality. If you want to stand out in a competitive market, investing in effective restaurant website design is crucial. Think about it: when someone searches for a place to eat, they’re likely to browse multiple websites. You want yours to be visually appealing, easy to navigate, and packed with essential information. From mouthwatering images of your dishes to seamless online reservations, every detail counts. Let’s explore the key elements that make a restaurant website not just functional, but irresistible to hungry visitors. Importance Of Restaurant Website Design A well-designed restaurant website greatly impacts your small business. It creates a strong digital presence that attracts and retains customers. Enhancing User Experience Enhancing user experience ensures visitors easily find information. Efficient navigation helps customers locate menus, hours, and locations without frustration. Fast-loading pages keep users engaged, as statistics show that 53% of mobile users abandon sites that take longer than three seconds to load. Engaging visuals, such as professional photos of food and the restaurant’s ambiance, create an emotional connection. Incorporating responsive design allows your site to function well on any device, meeting the needs of today’s mobile audience. Building Brand Identity Building brand identity through your website differentiates you from competitors. Consistent colors, fonts, and imagery reinforce your brand. Features like a unique logo and a well-crafted story about your restaurant establish a memorable image in customers’ minds. Including customer testimonials and reviews boosts credibility and trust. Integrating social media links helps you engage with a wider audience, while a blog or news section keeps content fresh and relevant. A strong brand identity attracts repeat business and encourages referrals, vital for any small business. Key Elements Of Effective Restaurant Websites An effective restaurant website captivates visitors and drives actions. Key elements ensure that your small business stands out in a crowded market. Visual Appeal Visual appeal grabs attention and sets the tone for your restaurant. Use high-quality images of your dishes, showcasing vibrant colors and enticing presentations. Choose an attractive color palette that reflects your brand’s personality. Integrate consistent fonts and graphics to strengthen your brand identity. Navigation Structure A clear navigation structure facilitates user experience. Organize your menu, hours, and location in easily identifiable sections. Use a simple menu bar at the top of the page and consider including a search feature for quick access to information. Ensuring a logical flow makes it easy for customers to find what they need, enhancing their likelihood of visiting your location. Mobile Responsiveness Mobile responsiveness caters to users accessing your website from smartphones and tablets. Ensure your site adjusts seamlessly to different screen sizes. Focus on fast-loading pages and simplified navigation for mobile users. A mobile-friendly design ensures potential customers can view essential information quickly, increasing the chances of making reservations or visiting your storefront. Features To Include In Restaurant Websites An effective restaurant website should include several key features to enhance user experience and drive customer engagement. Prioritize these essential elements as you craft your online presence. Online Reservations Online reservation systems streamline the booking process for customers. Allowing users to easily secure a table online means fewer missed opportunities for your small business. Integrate a user-friendly tool or third-party platform that ensures timely confirmations and reminders for reservations. This convenience not only increases customer satisfaction but also helps you manage busy hours effectively. Menu Display A well-organized menu display plays a vital role in attracting customers. You should present your offerings with clear, high-quality images and concise descriptions. Categorize menu items by sections, such as appetizers, main courses, and desserts. Include prices for transparency. A visually appealing menu not only showcases your unique culinary offerings but also encourages customers to visit your restaurant or place an order. Customer Reviews and Testimonials Customer reviews and testimonials build trust and credibility for your restaurant. Incorporate a section for testimonials or link to review platforms where customers can share their experiences. Highlight positive feedback prominently on your site, as social proof can significantly influence new visitors. Engaging with customer reviews, whether positive or negative, demonstrates that you value feedback and strive for excellence in service, enhancing your small business’s reputation. Best Practices For Restaurant Website Design Creating an effective restaurant website requires attention to specific best practices that enhance user experience and engagement. SEO Optimization Optimize your website for search engines by incorporating relevant keywords related to your restaurant offerings. Use location-based keywords to attract local customers, essential for small businesses. Focus on crafting unique, compelling meta descriptions that include keywords like your restaurant’s cuisine. Regularly update your content, such as menu changes or special events, to improve search engine rankings. Utilizing alt tags for images and ensuring mobile optimization further enhances your visibility in search results. Fast Loading Times Ensure your website loads quickly to retain potential customers. Aim for a loading time of three seconds or less. Compress images and minimize the use of heavy scripts that can slow down performance. Select reliable hosting services that guarantee fast speeds, crucial for competing with other retail establishments. By achieving fast loading times, you enhance user satisfaction, which directly correlates to increased customer engagement and conversions. Clear Call-To-Action Implement clear calls-to-action (CTAs) throughout your website, guiding visitors toward desired actions, such as making reservations or viewing menus. Use contrasting colors for buttons to draw attention and place CTAs strategically on each page. Ensure your contact information is easily accessible and consider including a reservation form on your homepage. Effective CTAs help navigate your customers’ journey smoothly, reinforcing your restaurant’s appeal and driving business growth. Conclusion A well-crafted restaurant website is more than just an online presence; it’s a vital tool for attracting and retaining customers. By focusing on visual appeal and user-friendly navigation you can create an inviting space that encourages visitors to explore your offerings. Incorporating essential features like online reservations and customer testimonials not only enhances user experience but also builds trust in your brand. Prioritizing mobile responsiveness and fast loading times ensures that potential diners can easily access information on any device. Investing in your website design is an investment in your restaurant’s success. With the right approach you can stand out in a competitive market and drive growth through increased customer engagement. Frequently Asked Questions Why is a well-designed restaurant website important? A well-designed restaurant website creates a strong first impression and attracts potential customers. It effectively showcases your brand, helps convey essential information, and enhances user experience, leading to increased reservations and customer engagement. What are key elements of a restaurant website? Key elements include visual appeal, a clear navigation structure, mobile responsiveness, high-quality images, and easily accessible information like menus, hours, and locations. These features help retain visitors and encourage them to make reservations. How does mobile responsiveness affect my restaurant’s website? Mobile responsiveness ensures your website adjusts smoothly to different screen sizes, making it easier for potential customers to access information on their devices. This can significantly increase the likelihood of customers making reservations or visiting your restaurant. What role do online reservation systems play? Online reservation systems streamline the booking process, enhancing customer satisfaction. They make it convenient for guests to secure a table, helping to increase reservations and reduce wait times for guests. How can SEO optimization improve my restaurant’s website? SEO optimization enhances your website’s visibility on search engines by incorporating relevant keywords and location-based terms. This helps attract organic traffic and potential customers actively searching for dining options in your area. Why are fast loading times essential for my restaurant website? Fast loading times are crucial to retain visitors, as slow websites often lead to high bounce rates. Optimizing images and choosing reliable hosting services can improve loading speed, keeping potential customers engaged. How can I build credibility through my restaurant website? You can build credibility by showcasing customer testimonials, incorporating reviews, and presenting a professional design. Engaging with reviews and highlighting positive feedback demonstrates your commitment to excellent service and boosts your restaurant’s reputation. Image Via Envato This article, "Transform Your Business with Effective Restaurant Website Design Strategies" was first published on Small Business Trends View the full article

In project management, even the best-laid plans are vulnerable to change. From unexpected delays to unplanned expenses or resource shortages, projects often face disruptions that can derail timelines and budgets. That’s where a contingency reserve comes in. Acting as a buffer against the unknown, contingency resources help project teams stay flexible and responsive when challenges arise. We’ll explore what project risks should be covered, what contingency resources are and why they matter to support stronger, more resilient project planning. What Is a Contingency Reserve? A contingency reserve is a specific allocation of time, money or resources set aside within a project budget or schedule to address identified risks that might impact the project if they occur. These reserves are developed during the planning phase based on a formal risk analysis and are intended to cover known unknowns—issues that are anticipated but uncertain regarding timing or impact. In terms of cost, a contingency reserve might be a monetary buffer built into the project budget to address price fluctuations or additional labor if certain tasks take longer than expected. For schedule management, it could mean adding buffer time between tasks or milestones to account for potential delays due to weather, supplier issues or technical problems. A contingency reserve makes a project more resilient and allows the project team to stay on track without requiring constant stakeholder approvals for minor adjustments. The contingency reserve plays an important role in shaping the project timeline on a Gantt chart. Extra time allocated for certain tasks or phases appears as buffer periods or slack built into the chart. This helps make the Gantt chart more realistic by visualizing potential delays without shifting the overall project deadline prematurely. By incorporating contingency reserves into the Gantt chart, project managers can better communicate risk preparedness, improve transparency with stakeholders and maintain schedule integrity even when setbacks arise. ProjectManager is award-winning project and portfolio management software with robust Gantt charts that can plan for a contingency reserve and much more. Like any Gantt chart, it can schedule tasks, resources and cost. Unlike others, ours can also link all four types of task dependencies to avoid cost overruns, filter for the critical path to identify essential tasks and slack, plus set a baseline to track progress in real time. Get started with ProjectManager today for free. /wp-content/uploads/2025/03/Gantt-CTA-2025.jpgLearn more Why Is It Important to Include a Contingency Reserve in a Project Budget? Including a contingency reserve in a project budget is crucial because it provides a financial buffer to absorb unexpected costs without jeopardizing the entire project. No matter how thorough the planning, unforeseen challenges—such as vendor delays, price increases, technical issues or regulatory changes—can and often do arise. A contingency reserve ensures that the project team can respond to these risks swiftly without seeking emergency funding or compromising scope or quality. Beyond handling specific risks, a contingency reserve also promotes fiscal discipline and stakeholder confidence. It demonstrates that the project has been responsibly planned with a risk-aware mindset. When stakeholders see a contingency built into the budget, they are more likely to trust that the project team is prepared to manage uncertainty. Ultimately, including a contingency reserve helps maintain momentum, reduce disruptions and improve the likelihood of completing the project on time and on budget. /wp-content/uploads/2020/09/Project-Budget-Template-for-Excel.png Get your free Project Budget Template Use this free Project Budget Template to manage your projects better. Get the Template What Project Risks Should Be Covered by a Contingency Reserve? A contingency reserve should be used to cover known project risks—those that have been identified and analyzed during the project planning phase. These are typically events with a reasonable likelihood of occurring and a measurable potential impact. Some common types of project risks that should be covered by a contingency reserve include the following. Fluctuations in the Price of Project Resources: These are unexpected increases in the cost of labor, materials or equipment due to market volatility, inflation or supply chain constraints. If prices rise after the budget is set, the contingency reserve helps absorb the added expense without affecting other areas of the project. Schedule Delays: These are setbacks in the project timeline caused by external or internal factors, such as supplier delays, weather conditions or resource unavailability. Contingency reserves account for the cost implications of pushing back deadlines or extending work hours. Quality Rework Costs: If work fails to meet quality standards, it may need to be redone, which incurs additional labor and material costs. A contingency reserve helps cover these unexpected expenses so that quality corrections don’t derail the overall budget. Unanticipated Resource Needs: Sometimes a project requires more personnel, equipment or time than initially estimated, due to under-scoping or changing requirements. The contingency reserve allows for scaling up resources temporarily without major disruptions. Regulatory or Permit Delays: Delays in obtaining necessary permits or complying with updated regulations can halt progress or require design changes. A contingency reserve can help cover costs associated with these interruptions or modifications. Contractor Underperformance: If a contractor delivers subpar work, misses deadlines or needs to be replaced, additional funds may be required to manage the transition or correct deficiencies. The reserve provides financial flexibility to address these situations. Equipment Breakdowns: Unexpected machinery or equipment failures can stop work and require urgent repairs or replacements. These costs are not always anticipated and can be mitigated through a well-funded contingency reserve. Logistical Issues: Problems with transportation, storage or delivery of materials can result in idle time or the need for expedited shipping. Contingency reserves help manage these unexpected logistical hurdles without major cost overruns. Project Crashing: This refers to accelerating a project timeline by adding extra resources or shifts, usually to meet a deadline after a delay. Crashing increases costs and a contingency reserve can offset the additional expense without needing to reallocate core funds. Who Calculates a Contingency Reserve? The project manager typically owns a contingency reserve, often in collaboration with key stakeholders such as the project team, risk management specialists and sometimes finance or cost control experts. The goal is to estimate a realistic reserve based on identified risks, their likelihood and potential impact on the project’s budget or schedule. Project Manager: Oversees the risk assessment process and leads the development of the contingency reserve as part of the overall project planning. They are responsible for aligning the reserve with the project scope, schedule and cost baseline. Risk Management Team or Specialist: Helps identify, assess and quantify risks using techniques like qualitative and quantitative risk analysis. Their input ensures that the reserve is based on data-driven risk exposure. Cost Estimators or Finance Professionals: Assist in converting risk impacts into monetary values and ensure the contingency reserve fits within broader financial constraints and reporting standards. Stakeholders and Sponsors: May review or approve the proposed reserve to ensure it aligns with organizational risk tolerance and funding availability. How to Calculate a Contingency Reserve A contingency reserve should be calculated through a structured and analytical process that aligns with your project’s unique risks and objectives. Rather than guessing or applying a generic percentage, project managers should rely on risk management principles to ensure the reserve is sufficient and justifiable. Below are four key steps to guide this process. 1. Identify All Potential Project Risks Begin by conducting a comprehensive risk identification process. This involves brainstorming with the project team, reviewing similar past projects and analyzing the project environment to uncover risks that could affect the project’s cost, schedule or performance. Tools like SWOT analysis, expert judgment and checklists can support this step. 2. List Potential Project Risks in a Risk Register Document each identified risk in a risk register, a tool that tracks risk details such as descriptions, causes, probability, impact and response strategies. The risk register helps quantify and prioritize risks, ensuring that high-impact, high-probability risks are given greater attention when calculating the reserve. 3. Plan Risk Mitigation Actions For each risk, develop mitigation strategies that reduce its likelihood or impact. These actions might involve preventive measures, alternate approaches or backup plans. Each planned response should have an associated cost and timeline that can be estimated and included in the calculation of the contingency reserve. 4. Estimate the Costs of Risk Mitigation Actions Quantify the potential costs associated with each risk and its mitigation. This can be done using qualitative estimation (based on expert judgment and rough assessments) or quantitative methods like expected monetary value (EMV), which multiplies the probability of a risk by its estimated cost impact. Add these values to calculate a total contingency reserve that reflects the project’s risk exposure. Contingency Reserve vs. Management Reserve Contingency reserves and management reserves are both types of buffers built into a project’s budget, but they serve different purposes and are managed in distinct ways. For example, a contingency resource is typically five to 10 percent of the project budget and is based on identified risks, as we’ve noted above. It’s used in more complex and high-risk projects. A management reserve, on the other hand, is meant for unknown-unknowns—completely unforeseen events that cannot be predicted or planned for during the risk identification process. Examples include sudden regulatory changes, extreme weather events or a global supply chain disruption. This reserve is not part of the baseline and is usually held and controlled by higher-level authorities such as project sponsors or senior management. Project managers must often seek approval to access these funds. Related Project Management Templates While it’s not recommended to use templates when managing projects, some can help with the contingency reserve. These templates, culled from our over 100 free project management templates, are worth downloading and trying. However, the limitations will become obvious and clarify why project management software is preferable. Project Budget Template Download this free project budget template for Excel to plan, track and manage the financial aspects of a project. It outlines the estimated costs for all project activities, resources and phases—including labor, materials, equipment, overhead and more. The template ensures that budgeting is consistent, organized and aligned with the project’s scope and timeline. Risk Register Template Use this free risk register template for Excel to document and track potential risks that could impact a project. It includes fields such as the risk description, likelihood of occurrence, potential impact, risk owner, mitigation strategies and current status. This template helps project managers and teams systematically identify, assess, prioritize and respond to risks throughout the project lifecycle. Budget Dashboard Template This free budget dashboard template for Excel is a visual reporting tool that displays financial data related to a project or organization’s budget. It includes charts, graphs and key metrics such as planned vs. actual spending, budget variance and more. The dashboard provides a high-level overview that makes it easier for stakeholders to monitor financial performance at a glance. How ProjectManager Helps With Project Budgeting It’s important to reiterate that templates are poor project management tools. They’re fine for small projects or as a workaround when unable to invest in project management software. But they’ll end up costing more than their worth, even free templates. That’s why project management professionals use ProjectManager, award-winning project and portfolio management software that helps streamline project budgeting through resource management and tracking features. They allow project managers to maintain financial control and optimize cost-efficiency throughout the project life cycle. Assign Resources More Effectively Teams, equipment and materials can be assigned on the Gantt chart, automatically calculating associated costs based on hourly rates. This leads to more accurate budget forecasts. A color-coded workload chart shows if team members are overallocated or underutilized; their workload can be balanced to keep them productive. There’s also a team page that offers a daily or weekly summary of their activity, which can be filtered by progress or priority and tasks can be updated without leaving the page. /wp-content/uploads/2023/01/Team-Light-2554x1372-1.png Get Real-Time Updates on Dashboards and Reports Track the budget and more with real-time project or portfolio dashboards. They offer a high-level overview of project costs, time, workload and more, all displayed on easy-to-read graphs and charts. They track actual vs. planned spending to help stay on budget and avoid having to tap a contingency reserve. Customizable reports on status, workload, timesheets, variance and more go deeper into the data. They can be filtered to focus on key data points or shared with stakeholders to update them on progress. Even the secure timesheets help monitor the budget by tracking labor costs. /wp-content/uploads/2024/04/Team-summary-better-data-light-mode-home-screen-dashboard.png Related Contingency Reserve Content We’ve only touched on the topic of contingency reserve. There’s a lot more to learn about the subject. For those who want to continue reading about how to manage a project budget, below are links to recently published blogs from our site. Tracking Budget Variance in Project Management What Is a Budget Report? Purpose, Components & Benefits Risk Response in Project Management: Key Strategies The Best Risk Management Tools & Techniques for PM Pros Risk Mitigation in Project Management ProjectManager is online project and portfolio management software that connects teams whether they’re in the office or out in the field. They can share files, comment at the task level and stay updated with email and in-app notifications. Join teams at Avis, Nestle and Siemens who use our software to deliver successful projects. Get started with ProjectManager today for free. The post Contingency Reserve in Project Management appeared first on ProjectManager. View the full article

I build content plans for a living, so I know a strong editorial calendar is more than a list of dates. It’s your team’s shared roadmap — bringing structure, visibility, and momentum to every project. From one-off campaigns to full content pipelines, the right template makes that magic happen. These three editorial calendar templates can… The post 3 Editorial Calendar Templates You’ll Actually Use (Picked by a Content Director) appeared first on project-management.com. View the full article

Twelve best practices for compensation committees. By Marc Rosenberg The Rosenberg Practice Management Library Go PRO for members-only access to more Marc Rosenberg. View the full article

A reader writes: I’m not quite a year out from graduating college. I left my first “professional” job after only eight months (due to a workload that required us working seven days a week, a manager who texted our personal cellphones at all hours and days demanding answers about work tasks, etc.) and just started my second job in a much lower-paying field about two months ago. At my first job, my manager wanted to be cc’d on everything … and I mean everything. He’d complain if he was not cc’d on the most mundane of emails, and even requested that our broader 12-person team would be included as well. This was even for things that were extremely specific to me, such as requests regarding missing access permissions. To be completely fair, this was a very teamwork-dependent type of work, so I accepted it. In my new job, we work mostly independently, although we do have our direct manager as well as a peer one level above us who’s supposed to act as something of a “quality checker” for the work we complete. So far, I’ve been cc’ing my manager as well as my quality checker on every email I send out. I’ve just gotten a complaint from my manager that I’m looping him into things that he doesn’t need to be looped into. My question is, how can I tell? I feel like my sense of norms is warped from my first job where I was working under (what I recognize now as as) a micromanager. How can you tell when you should loop your team or manager into something, versus when you can handle it yourself? Your first manager wanted you to cc an entire 12-person team when you were missing access permissions? Even among micromanagers, that’s extreme. So yeah, ignore everything you learned from that manager about cc’ing norms, because he was wildly out of sync with how it normally works, and with what most managers would want. In most jobs, you definitely do not need to cc your manager on every email you send. Some jobs are exceptions to that, but if you’re in one you’ll be told. Otherwise, not only do you not need to cc your manager on everything, but you actively shouldn’t — because you’ll create way too much incoming email for your boss and they don’t need all that cluttering up their inbox and burying the messages they do need to see. It’s also likely to come off a little strangely to them — as well as to the main person you’re emailing, because sometimes cc’ing your boss when there’s no obvious need can come across as “I don’t trust you to handle this well unless my boss is watching.” While individual jobs may have their own norms, generally you only need to cc your manager if: – it truly pertains to their work – you want it to be clear that something is coming “from” you and your manager, but you’re the one writing the message (and even then, you don’t always need to cc them) – you want them looped into this specific conversation (as opposed to all conversations) so they know immediately where things stand on the topic or how something is being handled and/or so they can give input sooner rather than later if they have it (other times they might need to do that eventually but it can wait until details are worked or until you’re giving them a broader update later and they don’t need the back-and-forth now) – you’re deliberately choosing to make it clear your manager is aware of/paying attention to the request (such as in a case where you haven’t been able to get responses or where you think the recipient is likely to push back — which is exactly why doing it the way you’ve been can send the wrong message to your colleagues) – you’re foreseeing that something could become a problem – it’s a Big Deal, like an angry customer or a situation where you’re concerned you’re being treated unfairly – they’ve specifically asked you to include them These are just general guidelines, though. The best way to find out what your manager wants to be cc’d on is to ask! Especially now that he’s told you it’s too much, you can just go to him and say, “I used to work for someone who wanted to be cc’d on literally everything. I didn’t realize until you told me that it was too much, so can you tell me what kinds of things you do want to be cc’d on?” You should have a similar conversation with your quality checker too, because they almost certainly don’t want or need to be included on everything you’re doing! Ask them what they do want to see, and let that be your guide. The post my boss told me to stop cc’ing him on all my emails … so when DO I cc him? appeared first on Ask a Manager. View the full article

Here’s some coverage of Ask a Manager in the media recently: I talked to Slate about the death of the work happy hour. I talked to CNBC about how people are feeling about work right now. I talked to CNBC about how people returning to their offices are encountering very messy coworkers. I talked to CNBC about why generational stereotypes are often BS. I talked to CNBC about some TikTok career advice I support. The post Ask a Manager in the media appeared first on Ask a Manager. View the full article

A reader writes: My generally good manager recently gave me a dressing-down over a statement I made in a meeting. During the ensuing discussion, it came out that she relies on body language and facial expressions to figure out what people are “really thinking.” I knew that she does something like that, because every time she assigns me a task, she will keep explaining why it’s necessary well after I’ve agreed, so now I fake enthusiasm. Similarly, I proactively explain even the tiniest twinge of hesitation I think might have made its way to my facial expression, because she’s going to ask me about it anyway and then refuse to take “no concerns” for an answer. However, despite me being so overt and explicit, she told me that was how she “knows” (present tense) I was upset about a reorg that happened a few months ago. Problem is: I wasn’t. Reorgs are a part of business, and I stated at the time there were pros and cons. While internally I had some mixed emotions, I wouldn’t call any of them “upset.” Based on some comments from other team members, I am concerned she has been making project assignment decisions based on this “knowledge.” I am also troubled (which is actually a synonym of upset!) by a manager overly trusting her read of people when that read might be wrong because of cultural, neurodiversity, or simply personality differences. But on the other hand, maybe I am just rationalizing the fact that I am personally frustrated by the situation. Either way, I am willing to expend some capital on this and maybe even die on this hill. How should I approach it? Yeah, this is a problem! Aside from the obvious problems with your boss thinking you feel something you don’t, it sounds exhausting to have to try to convince her she’s wrong (or to over-perform enthusiasm as you’ve been doing to counter it). It is human for people to read into someone’s facial expressions; non-verbal communication is a significant part of communication, and we’ve been wired to get cues from people’s faces. And a good manager does need to pay attention to the visual cues people are sending — you can sometimes pick up that someone is upset or skeptical or frustrated from their face even when they’re not saying it with their words. But there’s also such a thing as getting it wrong! And someone who relies this much on non-verbal communication and isn’t willing to be told, “That’s not actually how I feel” is getting communication wrong more broadly. It sounds like your boss’s belief that she can read your face with perfect accuracy, no matter what you tell her, is actively unuseful and is leading her astray. Can you go back to her now and say something like, “I’ve been thinking about your comment last week that you rely on body language and facial expressions to figure out what people are really thinking. I’m concerned you’re reading things into my expressions that aren’t there. For example, you seemed sure that I felt X about Y, but I genuinely didn’t — and I’m concerned you’re attributing emotions to me that I don’t feel. So I wanted to ask that you trust that I’m being candid with you when I say I do or don’t feel X, and also that you ask me directly when you’re interpreting my face or body language a certain way. It’s really important to me that we’re on the same page and that you’re not mistakenly believing I feel something I don’t.” Bonus points if you also say, “I worry that this could be especially hard for people when neurodiversity, culture differences, or simply personality differences are in play.” Also, the next time you’re in one of those situations where she’s over-explaining because she thinks you disagree when you don’t (or similar), try speaking up about what’s happening! You can say, “I might be misinterpreting, but I’m getting the sense you think I disagree so I just want to clear that up if so. I don’t have any concerns about this and I’m happy to proceed the way you’ve described.” All that said: There’s value in working on having a poker face in situations where it’s not to your advantage to broadcast what you’re really thinking, so it’s worth asking whether your emotions are more visible than you want them to be in the moment. Some people have really expressive faces and don’t always realize that they’re transmitting skepticism/concern/irritation to a whole meeting, or to their boss. It’s possible that your boss is responding to actual expressions you’re making without thinking about it. She still shouldn’t be insisting that she knows better than you do how you really feel! But on your end, make sure you’re minimizing how much you’re giving her to work with in that regard. The post my boss trusts her interpretation of “non-verbal communication” over people’s direct statements of how they feel appeared first on Ask a Manager. View the full article

How accountants can change lives—and legacies—every single day. The Disruptors With Liz Farr Go PRO for members-only access to more Liz Farr. View the full article

Here is a recap of what happened in the search forums today, through the eyes of the Search Engine Roundtable and other search forums on the web. There is a new term in our industry called "The Great Decoupling" - basically...View the full article

BONUS: Rate your personal purpose. By Martin Bissett Passport to Partnership Go PRO for members-only access to more Martin Bissett. View the full article

Since Google began rolling out AI Overviews in Google Search, publishers, site owners, SEOs, etc have been posting screenshots of their Google Search Console performance reports that show how clicks from Google start to drop, where impressions stay the same or go higher.View the full article

In this Ask An SEO, Kevin Gibbons outlines where ecommerce category pages tend to fall short and how to align them with user intent. The post Ask An SEO: How Can I Improve The Visibility Of My Category Pages? appeared first on Search Engine Journal. View the full article

When your to-do list is already longer than a TikTok scroll, hopping between apps to schedule social media posts is the fastest way to lose focus. That’s why the smartest creators and marketers rely on social media scheduling tools to batch content, stay visible, and actually log off. I used to publish on the fly too, but I’ve been converted to content batching. And after testing a dozen schedulers, I found what really matters — and what doesn’t. Today, planning content in advance lets me stay visible on most social media platforms, reclaim evenings for real life, and still hit my growth goals. In this guide, you’ll find the media scheduling tools that make that possible, the “must-have” features to look for in a post planner, and a simple framework for choosing the right fit — whether you’re a solo creator or a busy social media manager. Jump to a section Jump to a section: What are social media scheduling tools? Key features to look for in the best social media scheduling tools 1. Buffer 2. Sprout Social 3. Later 4. Hootsuite 5. SocialBee 6. Metricool 7. Planable How to choose the right social media scheduler Social media scheduling FAQs What are social media scheduling tools?Social media scheduling tools are apps or dashboards that let you schedule social media posts ahead of time, then push them live automatically on the date you choose. Instead of hopping into five different apps to hit “Publish,” you load everything into one queue and let the software handle the delivery across most social media platforms. That shift frees up brain space for strategy, creativity, and community work, not last-minute caption writing. Whether you manage multiple social media accounts for clients or your own business or personal brand, a good scheduler turns a scattered to-do list into a predictable social media posting schedule. Most social media management tools come with: A visual content calendar or post planner for drag-and-drop reschedulingBulk upload options so you can schedule a week (or month) in minutesAI writing assistants to generate post ideas or tweak copy on the flyApproval workflows and user roles for teamsA unified inbox for comments and DMsBuilt-in social media analytics to show what’s workingCreators, small businesses, and full-time social media marketers all use schedulers to save time, avoid burnout, and stay consistent —without living inside their phones. Key features to look for in the best social media scheduling toolsNot every scheduler is built for every workflow. A solo creator may only need a simple queue, while an agency juggling multiple social networks will crave deeper collaboration and analytics. Keep an eye on these key features before you commit: 1. Content calendar + post plannerA drag-and-drop content calendar shows every scheduled update in one view, letting you shift campaigns around without breaking your social media posting schedule. The built-in post planner is where ideas live until you assign them a date, platform, and final caption. 💡Quick tip: A calendar that syncs on both desktop and mobile devices makes last-minute tweaks painless.2. Bulk scheduling + approval workflowsBatch creators need the option to schedule content by the dozen. Bulk upload CSVs or drop in a folder of assets, set dates, and hit schedule. If you work with teammates or clients, layered approval workflows (draft → review → publish) prevent late-night “Can we pull that?” messages. 3. Unified inbox + collaboration featuresA single social inbox feature for DMs, comments, and mentions across all connected profiles keeps community management tidy. Add shared drafts, internal notes, and role permissions, and the tool becomes the hub for your whole social media management process. 4. Media library + mobile supportA searchable media library stores brand assets, UGC, and evergreen graphics so you’re not hunting down that logo for the hundredth time. The top schedulers mirror nearly all desktop functions on a phone, so you can schedule posts or swap captions from anywhere. 5. Social media analytics & performance trackingGreat planning means nothing without feedback loops. Look for built-in social media analytics—reach, engagement, click-throughs—so you can refine your social media strategy, double down on winners, and retire the duds. Nail these five boxes and you’ll have a scheduler that grows with you, whether you’re managing one brand or multiple social media accounts. The best social media scheduling tools in 2025There’s no shortage of social media scheduling tools out there, but not all of them are built the same. Some focus on visual planning, others on deep analytics, and a few try to do it all. Below, we’ve pulled together a list of standout tools for creators, small businesses, and growing teams who want to schedule content, stay consistent, and save time across multiple social media platforms. Quick comparison: Social media scheduling tools Tool Best for Starting price Free plan Content calendar Bulk scheduling Approval workflows Unified inbox Buffer Creators & small teams $5 /mo per channel ✔ ✔ ✔ ✔ ✔ Sprout Social Enterprise brands & agencies $299 /mo per seat ✖ ✔ ✔ ✔ ✔ Later Visual-first IG/TikTok planners $16.67 /mo (annual) ✔ ✔ ✖ ✔ ✖* Hootsuite Cross-platform scheduling at scale $99 /mo (Standard) ✖ ✔ ✔ ✔ ✔ SocialBee Evergreen & curated queues $29 /mo ✖ ✔ ✔ ✔ ✖ Metricool Data-driven marketers $18 /mo (Starter) ✔ ✔ ✔ ✔ ✖ Planable Client approvals & collaboration $33 /mo per workspace ✔ ✔ ✖ ✔ ✖ 💡Heads-up: Pricing and feature sets change fast — double-check each site before you swipe the company card.BufferBest for consistent, stress-free scheduling Buffer is first because it's the tool I use the most. As a creator with a thriving presence on LinkedIn, I rely on Buffer to keep me organized and consistent. And I get to use my experience to fuel the features we bring to creators, small business owners and marketers. Stand-out features of Buffer: Schedule posts to Instagram, TikTok, LinkedIn, Facebook, Pinterest, X, Threads, Bluesky, Mastodon, and Google Business Profile in one queuePark ideas in the Create space planner, then add them to the calendar when you’re readyUpload a week (or month) of content in minutesPosting Goals + Streaks dashboards to keep you on track and motivatedApproval workflows and workspaces to separate multiple brands or clientsUnified inbox to reply to comments and DMs without hopping appsBuilt-in social media analytics for reach, clicks, and engagementPosting time recommendations based on our best time to post dataStart Page link-in-bio builderSeveral free mini-tools (hashtag generator, engagement analyzer, more)💡On the go? Buffer’s mobile app mirrors the full desktop experience, so you can tweak captions or reschedule posts from any mobile device.Buffer keeps its focus tight — powerful social media scheduling, light learning curve, zero feature bloat — so you can post, log off, and get back to real life. Best for: Creators, consultants, small businesses Free plan: Up to 3 channels Try it today — start free or explore the free tools Sprout SocialBest for large teams that need deep reporting and polished workflows SourceSprout Social is an enterprise-grade social media management tool that layers robust social media publishing, listening, and analytics on top of a reliable social media scheduler. It’s priced at a premium, but agencies and in-house marketing departments pay for the visibility and control it delivers across multiple social media accounts and stakeholders. Why consider Sprout: Schedule posts to every major network, then refine timing with recommended send-time windowsGranular approval workflows — multi-step, multi-role—so nothing goes live without the right sign-offReal-time social media listening dashboards to track brand mentions, competitors, and industry keywordsAdvanced analytics: tag-level reporting, campaign tracking, and exportable PowerPoint or CSV reportsTask assignments, internal notes, and chat-style comments for smooth collaborationUnified inbox merges comments, DMs, and reviews from most social media platforms into one streamPremium add-ons for chatbot automation and paid social reportingSprout offers a 30-day trial but no free plan. Paid tiers start around $299 per user/month, so costs climb fast as you add seats. For leaner budgets, a lighter social media scheduler like Buffer or Metricool may cover the basics at a fraction of the price. Best for: Agencies, enterprise brands, data-driven social media managers Free plan: No. 30-day trial available Starting price: $299 per seat/month LaterBest for visual planners and Instagram-first creators SourceBuilt originally to serve Instagram users, Later is the go-to social media scheduling tool for brands where aesthetics rule. Its drag-and-drop content calendar shows your grid exactly as it will appear, so you can keep a flawless look across visual-heavy social platforms like TikTok, Pinterest, and YouTube. With Later, you can: Schedule posts to Instagram, TikTok, Pinterest, Facebook, X, LinkedIn, and YouTubeCentral media library for images, Reels, and UGC—reuse assets in a clickGrid preview to plan launches and maintain brand aestheticBasic social media analytics for top-performing posts and optimal send timesBuilt-in hashtag suggestions and caption templates to save timeLinkin.bio turns your IG bio into a shoppable mini-siteFully featured mobile app for on-the-fly edits from any mobile deviceOne caveat is that Later’s free plan limits monthly posts per profile, and there’s no full unified inbox (the inbox currently covers Instagram and Facebook only). Collaboration features are lighter than Buffer or Sprout, so larger teams may feel constrained. Best for: Instagram-first creators, influencers, and brands focused on visual content Free plan: Yes (limited posts per month) Key scheduling features: Visual content calendar, media library, hashtag suggestions, mobile app HootsuiteBest for cross-platform scheduling at scale SourceA pioneer in social media scheduling tools, Hootsuite still wins when you need one dashboard to corral multiple social media profiles — Facebook, Instagram, LinkedIn, X, Pinterest, YouTube, even TikTok and WhatsApp. Its streams-and-tabs interface feels like mission control: powerful once mastered, but busy if you crave minimalism. With Hootsuite, you can: Schedule posts to virtually every channel, then fine-tune timing in a flexible content calendarMulti-column streams to monitor keywords, mentions, and customer DMs in real timeUnified inbox for replying to comments and messages across networksBulk scheduling via CSV upload—great for high-volume campaignsApp directory (150+ integrations) for design, CRM, and help-desk tie-insBuilt-in social media analytics for post- and campaign-level performanceOne downside? There’s no free plan. Paid tiers start at $99 / month (1 user, 10 profiles) and climb as you add seats. The interface is dense, so solo creators or teams who just need a lean social media scheduler may prefer Buffer or Later. Best for: Larger teams and marketers scheduling across many platforms at once Free plan: No (30-day trial available) SocialBeeBest for evergreen content and curated post libraries SourceIf your strategy leans on timeless tips, testimonials, or curated articles, SocialBee is the social media scheduler that keeps the queue fresh without forcing you to create new posts every day. Its category-based engine lets you group updates — “Tips,” “Case Studies,” “Promos” — and set cadence rules, producing a balanced social media posting schedule that runs on autopilot. With SocialBee, you can: Category scheduling: tell it how often to publish each bucket, then let it rotate through your libraryOne-click recycling for evergreen posts—perfect for squeezing more value from long-form contentBuilt-in content curation tools to pull articles or RSS feeds straight into the queueVisual media library to store brand assets, GIFs, and Canva designsSchedule to Facebook, LinkedIn, Instagram, Pinterest, and X (Twitter) from one dashboardLight approval workflows and workspaces for small teams or VA supportBasic analytics for reach and engagement, plus AI copy helper to save time on captionsOne thing to note: The UI feels a bit dated next to newer social media management tools, and there’s no full unified inbox or native mobile app. Power users who need real-time engagement or on-the-go edits might pair it with other social media tools. Best for: Solo marketers, coaches, consultants, and creators who post evergreen or curated content Free plan: No (14-day free trial available) Key scheduling features: Category-based scheduling, content curation, evergreen automation, approval workflows MetricoolBest for data-driven scheduling and competitive insights SourceIf you want a social media scheduling tool that doubles as a lightweight analytics suite, Metricool is a smart pick. It supports every major network — Instagram, LinkedIn, Facebook, X, Pinterest, YouTube, Google Business Profile, even Twitch — then layers real-time data and competitor analysis on top of a visual content calendar. With Metricool, you can: Schedule content to multiple social networks from one queueMap campaigns in a drag-and-drop calendar, then recycle evergreen posts automaticallyLive dashboard shows reach, clicks, and top content across all social media accountsBuilt-in competitor analysis and industry benchmarks to spot gapsDirect scheduling to Google Business Profile (updates, offers, reviews)Hashtag suggestions, AI post rewriter, and bulk CSV upload to save timeShared workspaces for client or team collaborationOne of Metricool’s standout features is its real-time analytics dashboard, which gives you a clear picture of what’s working across all your platforms. It also includes a hashtag suggestions tool, content recycling features, and basic AI capabilities for repurposing posts. The free tier (50 monthly posts) is generous for testing, but heavier users will need the Starter plan (~$18 /mo). Metricool lacks a full unified inbox, so you’ll manage replies natively or in another social media management tool. Best for: Data-driven marketers, social media managers, and brands focused on performance and optimization Free plan: Yes (limited to 50 posts/month) Key scheduling features: Visual content calendar, competitor analysis, Google Business scheduling, hashtag suggestions, analytics dashboard PlanableBest for fast, visual collaboration and client approvals SourceFor agencies, freelancers, or in-house teams that live and die by feedback loops, Planable turns the approval slog into a real-time conversation. Its feed-style interface previews posts exactly as they’ll appear on each network, so clients can react, comment, and sign off without endless PDFs or email chains. What you get with Planable Schedule content and preview it on Instagram, Facebook, LinkedIn, TikTok, YouTube, and X in a live-feed viewPixel-perfect, interactive content calendar — drag and drop posts, carousels, or Reels into placeThreaded comments, version history, and emoji reactions for friction-free collaboration featuresMulti-level approval workflows (none, optional, required) to match each client’s processOrganize campaigns by brand, product launch, or social platform in tidy workspacesInvite stakeholders as “external reviewers” so they can approve posts without full dashboard accessLight mobile app lets you review and approve from any mobile devicePlanable focuses on planning and approvals — there’s no full social inbox feature, advanced analytics, or built-in content curation. Pair it with another social media management tool if you need deeper reporting or engagement tracking. Best for: Freelancers, agencies, and content teams that need fast, visual collaboration and approval Free plan: Yes (limited to 50 posts) Key scheduling features: Visual content calendar, real-time collaboration, approval workflows, multi-brand workspaces How to choose the right social media schedulerWith dozens of social media scheduling tools out there, the goal isn’t to find the most powerful tool on paper—it’s to pick the best social media scheduler for your workflow, goals, and preferred channels. Use this five-step gut check to narrow the field. 1. Start with your posting routineAre you a daily poster or a weekly batcher? Do you want to publish across multiple social media platforms, or focus on just one or two? If you post in bursts and want to schedule content in bulk, look for tools with bulk scheduling, content calendars, and category-based queues.If your content is visual and platform-specific: you might prefer a planner with visual previews.2. Think about your team (or lack of one)Your ideal tool depends on who’s involved in your publishing process. Solo creators/founders need speed — an intuitive user interface, AI helper, and a solid mobile app (Buffer, Metricool).Teams or agencies should prioritise multi-brand workspaces, role-based approval workflows, and collaboration chat (Sprout Social, Planable).3. Match the tool to your platformsSome schedulers support all the main social media platforms, while others focus on specific ones. If Google Business Profile is part of your content strategy, you’ll want tools that can publish directly to it.If your primary platform is Instagram or TikTok, a visual-first tool may work better.Managing multiple social networks? Hootsuite’s broad integrations or Buffer’s simple workspace switcher keep everything in one tab.💡Pro tip: Even if you only use a few channels now, choose a tool that can grow with you as you expand to new social media platforms.4. Look beyond publishingScheduling is step one; great social media management tools also help you save time on: Idea storage and draft copyBuilt-in social media analytics for performance loopsA unified inbox for community repliesContent curation tools for repurposing wins5. Check the pricing modelFree tiers are perfect for trial runs—but costs can spike once you add multiple social media profiles or extra collaborators. Ask yourself: How many channels will I connect in the next 6–12 months?Do clients or teammates need log-ins?Is analytics a must-have or a “nice someday”?💡If you’re just getting started, take advantage of free plans to test what feels most intuitive.Social media scheduling FAQsWhat is the best scheduling tool for social media?The best social media scheduling tool depends on your goals. If you're a creator or small business looking for an intuitive, affordable option, Buffer is a great choice. For large teams needing advanced features like social listening and analytics, tools like Sprout Social or Hootsuite may be more suitable. What is the best social media calendar tool?A social media calendar tool helps you plan and visualize your content schedule. Buffer, Later, and Planable all offer user-friendly calendars with drag-and-drop functionality, making it easy to move and reschedule posts at a glance. What is the best social media post scheduler?For consistently scheduling posts across platforms like Instagram, LinkedIn, and Google Business Profile, Buffer is one of the most reliable tools. It combines scheduling, analytics, and collaboration — without the bloat. What is the best social media calendar planner?If you’re a visual planner, tools like Later and Planable shine with aesthetic, grid-based calendars. If you want a calendar that also supports AI post suggestions, analytics, and performance tracking, Buffer or Metricool are better-rounded choices. How do I schedule out social media posts?Most scheduling tools follow a similar workflow: Connect your social media accounts (like Instagram, LinkedIn, Facebook, etc.)Upload your content or create it directly in the toolChoose your date and time — or use suggested posting timesPreview your post (optional), then hit “Schedule”Tools like Buffer make this especially easy with features like post drafts, queues, and scheduling from mobile. Is Hootsuite no longer free?As of 2025, Hootsuite no longer offers a free plan. All plans now start at $99/month, though a 30-day free trial is available. If you're looking for free or lower-cost alternatives, Buffer and Metricool both offer generous free plans with solid scheduling features. What is the 50/30/20 rule for social media?This rule suggests dividing your content as follows: 50% value-driven content (educational, entertaining, or useful to your audience)30% shared content (curated from other sources or community posts)20% promotional content (offers, product updates, CTAs)Scheduling tools can help you stay balanced by tagging or organizing content by category in your post planner. What is the 5-5-5 social media strategy?This lesser-known strategy encourages: 5 posts that educate5 that engage (polls, questions, etc.)5 that promoteUsing a media scheduling tool makes it easier to plan and rotate these categories into your content calendar. What is the 5-3-2 rule for social media?The 5-3-2 rule is a classic content ratio: 5 posts should be curated (from others)3 should be original (from your brand)2 should be personal or humanizing contentMany social media management tools like SocialBee or Buffer help you follow this rule by organizing posts with tags and category features. Scheduling isn’t just a tactical advantage — it’s transformationalAt first glance, social media scheduling tools seem like a productivity hack. And yes — they help you schedule posts, plan content in advance, and save time. But the real benefit goes deeper. When you stop creating content in a constant rush, you create space to think more clearly, make better content decisions, rest, without losing momentum and to show up consistently — even on days when you’re offline. The right social media scheduler doesn’t just help you post more often. It helps you own your time again. It turns content from a daily drain into a renewable asset — one that works for you in the background, while you focus on the parts of your business (and life) that need you most. So if you’ve been flying by the seat of your content calendar, take this as your sign: scheduling isn’t just for “type A” marketers. It’s for anyone who wants to keep showing up without burning out. View the full article

Bluehost introduces managed WordPress hosting plans with AI-assisted tools that make launching online stores easier for entrepreneurs and content creators. The post New AI-Assisted Managed WordPress Hosting For Ecommerce appeared first on Search Engine Journal. View the full article

Each episode brings accountants new strategies, fresh perspectives, and the courage to challenge the status quo. By CPA Trendlines Go PRO for members-only access to more CPA Trendlines Research. View the full article

Many teams look busy. But beneath the surface? Disengagement is growing. At Think Productive, we believe productivity isn’t about doing more. It’s about connecting better. With your work. With your team. With what really matters. That’s why we’re speaking at the CIPD Festival of Work 2025, inviting HR professionals and people leaders to rethink what engagement truly looks like in the modern workplace. In our session, you’ll discover: Why traditional engagement tactics often fall flat How to create moments of real connection in meetings and beyond Simple shifts that re-energise your team’s relationship with their work Here’s a taste of what we’ll be exploring at the event: Led by David Papa, our session blends human insight with practical tools. David has worked with global leaders and teams to create cultures where people feel seen, switched on, and safe to bring their best. Whether you’re navigating burnout, change fatigue or a dip in team morale, this is your space to press pause and reset Not coming to the CIPD Festival of Work? You can still join the conversation. Join our free taster session on the 10th of July to start building engagement that sticks. The post Is Your Team Really Engaged or Just Going Through the Motions? appeared first on Think Productive UK. View the full article

It’s five answers to five questions. Here we go… 1. How to ask HR for additional support without undermining my boss Recently, I raised a concern with my skip-level manager, Crowley, about a colleague (Alastair) making inappropriate comments about my appearance. Crowley immediately flagged the comments as inappropriate, told me I shouldn’t have to deal with remarks about my age or appearance at work, and said he’d speak to Alastair’s manager — which he did the same day and confirmed when it was done. He also told me to come to him again if anything similar happens. Now, Alastair has emailed me to apologize and ask what, specifically, he said that made me feel disrespected. Crowley is willing to address it directly with him, but feels it’s best done in person and he’s leaving for a two-week business trip in two days. I don’t think it’s my job to remind Alastair of the specifics of what he said that was upsetting. I agreed with that plan initially, and I do respect that as a manager Crowley wants to address this face to face. But as the hours pass today, I’ve realized this situation is still causing me a lot of stress and impacting my ability to focus. I’d like to explore a way to move forward with more support, ideally sooner rather than later, so I’d like to involve HR. Complicating things, my direct supervisor, Bobby, has been on vacation this week. He’s aware of past issues I’ve had with Alastair, but not of this recent development. To be clear, I don’t think Crowley has mishandled anything. He’s taken this seriously and responded quickly. I just think HR involvement could provide more support and help ensure accountability. I don’t want to suggest I’m unhappy with how Crowley has handled this — I simply need more help navigating it. How can I raise this with HR in a way that’s respectful to him while still advocating for what I need? I don’t know, I think Crowley handled this pretty close to ideally. The one thing I’d like to see him do that he hasn’t already done is to respond to Alastair and say that he’ll speak with him further when he’s back from his trip and that meanwhile Alastair should leave you alone and not pester you to give him answers. Ideally you’d just ask Crowley to do that before he leaves; that’s a message he can deliver in an email and doesn’t require him to be in the office to do. I’d go to HR if Crowley wasn’t handling things, but he did. If you want, you can also respond to Alastair’s email, cc Crowley and Alastair’s direct manager, and say, “Please speak to Crowley about this when he’s back; it’s not something I want to discuss further. Thank you.” If Alastair doesn’t respect that and Crowley isn’t there to deal with it, then you have a new issue, and that’s something you could take to HR — but as things stand right now, I think HR would be an unwarranted escalation that ignores that Crowley has already acted very decisively. That’s not to say you can’t go to HR now if you want to. I just don’t think it’s necessary when you have a boss who’s clearly on top of this and handling it well. Related: when should you go to HR — and when should you not? 2. Are employees who casually recruit job applicants (but aren’t involved with hiring) held to the same legal standards? I saw a post in my city’s subreddit where someone was advertising that their job was hiring. They were not in charge of the hiring but said they were looking for someone, preferably female so they could be “besties,” and to contact them if interested. This made me wonder, are employees who recruit — whether looking for a fun coworker, or a referral bonus — held to the same legal standards? Would this violate any gender discrimination laws when not coming from the company itself such as a hiring manager, HR, or recruiter? To be clear, I don’t mind women giving each other a boost in the job world. I’m just curious about the legality of it and comparable statements. Swapping the genders would definitely feel weirder, but I think it works the same either way. It does seem that would open the door for employees to push out certain genders/classes from the hiring pool while the official company stance remained “neutral.” Definitely not okay! The person may have been thinking of themselves as not officially recruiting for their company and so therefore not governed by the same laws, but they were acting as a representative of their company when soliciting candidates and they are exposing their company to legal risk. That post alone is unlikely to lead to a lawsuit, but if the company ended up rejecting a man for a less qualified woman and that man happened to have seen the post, he’d have grounds to question whether gender was illegally a factor in the decision. Her company would undoubtedly tell her to stop if they knew about it. (And that’s before we even get into how odd it is to solicit random strangers to be your work “bestie,” although I’m guessing that was somewhat tongue-in-cheek.) 3. I just started a new job — can I mention I’m interested in a different area? I’ve started a new job as the manager of a new area for my organization and couldn’t be more excited! It’s a great opportunity and I’m grateful. All of the team members I’ve met so far have been wonderful. The role is new, and my boss has made it clear I’ll have a lot of agency, in terms of projects, focus areas, and even shaping the department over time. He’s also expressed genuine interest in supporting my long-term career goals, which has me reflecting on what those might be. I have some strong ideas for this role and plan to throw myself fully into the work. That said, I’ve also been thinking ahead. Long-term, I could see myself growing or shifting into a different area; let’s call my current area llamas and the different area alpacas. There’s a full alpacas department here, and while llama and alpaca work have a lot of overlap, I know there are distinct skills and responsibilities as well. I’m wondering about how to gracefully, yet intentionally, work towards this shift. I don’t want to give the impression that I’m not interested in llamas. I am! I enjoy the work, and I’m experienced and skilled at it. I just think alpacas is an adjacent field with strong long-term potential. I believe a lot of my llama experience would translate, but would love more opportunities to gain experience and perhaps earn some certifications in this field. What’s the best way to go about this? Is it okay to express interest in exploring this adjacent field early on, or should I wait until I’ve been here longer? Would it be appropriate to talk to the director of alpacas at some point, or is that something best filtered through my boss? I’m worried about unintentionally sending a message that I view the llama department as just a stepping stone. I don’t! But since my boss told me he wants to help me reach my longer-term goals, I’ve been thinking about what those are, and alpacas seem pretty great. Well … if I’d just hired someone to lead a new area for the organization, I wouldn’t be thrilled to hear they were actually hoping to move to a different area. It would be one thing if you came in as a junior team member, but as the person leading the department, I’m hoping you’re going to be invested in and engaged with this work before you start thinking about moving to something different. (And even if you were a junior team member, it would be better to wait until you’d been in your first role for a while.) I’d wait a minimum of one year before you mention it at all and see how things are going at that point. 4. Is it rude to study during my lunch hour? I am employed full-time and am also pursuing graduate study in computer science in an online college program, which requires a lot of reading. At work we have an hour for lunch. I have been in the habit of using that time to read assigned textbook materials while I eat lunch. The only place to eat lunch in the office is in a common break room. My coworkers know that I am a graduate student, but they keep trying to interrupt my textbook reading to include me in the general conversation. It is not feasible for me to go out of the office to eat lunch in my car and study, as the parking lot is next to a noisy freeway. Nobody has ever told me that it is rude for me to study at lunch. Nevertheless am I somehow obligated to cease studying at lunch and focus on my coworkers? Nope, you can study at lunch. It’s not rude; that time is your own. But people are probably trying to include you in the discussion out of a sense of politeness. Headphones are the solution here! You’d think the act of reading would itself be enough of a visual signal that you’re immersed in something else, but it’s clearly not — so let headphones provide an additional visual signal. And you also might try saying when you sit down, “I’ve got to do a reading assignment for a class, so I’m going to put on headphones and block everything out.” And if someone misses that and interrupts you later on, it’s fine to answer briefly and then say, “Sorry, I’ve got to focus on this reading right now” and go straight back to it. 5. Recent grad with no car — how to answer “reliable transportation” I’m graduating next week and I’ve started looking for work. How do I answer, “Do you have reliable transportation?” I currently live in a city with an excellent public transportation system and therefore have no need of a car. Sadly, my field is very small so I won’t be able to stay and work in this city. Remote work is also impossible since my field is a laboratory-based science and you can do very little of it outside the building. Should I assure the people I’m interviewing that not only will I sort out housing before moving, I’ll ask get a car? I intend to. I have ironically enough saved as much as a car costs, thanks to several years of subway travel and not paying for parking, insurance, and gas. You don’t need to get into the details — you can just say “yes” to “do you have reliable transportation?” because you’re confident that you do or you will. They are assuming you will sort out housing on your own (you don’t need to proactively emphasize that unless they specifically inquire), and if asked you can tell them you’ve got transportation covered, too, as long as you’re confident that you will. The post is it rude to study during lunch, how to ask HR for additional support, and more appeared first on Ask a Manager. View the full article

Task-oriented leadership is a management style that lets you help your team get more done, complete tasks on time, and succeed in their roles. Here's how to it works and how to determine if it's the right fit for your teams and projects. The post Task-Oriented Leadership: Strategies, Key Skills, & Tips appeared first on The Digital Project Manager. View the full article

Last week we talked about ridiculous examples of micromanagement, and here are 16 of my favorite stories you shared. 1. The insufficiently festive cookies My boss decided we all should make cookies and do a cookie swap for Christmas. The cookies needed to be sufficiently festive and colorful, however. She brought in a cookbook with pictures of cookies on the front to show types would pass muster. She specifically pointed out some powdered sugar covered chocolate cookies as being not colorful, but they would be allowed because a beloved relative of hers used to make them during the holidays. I happened to like those cookies and they were easy to make, so I brought them. My boss then pointed them out during the party as insufficiently festive. 2. The keyboard shortcuts Early in my career I was a data entry monkey for a non-rofit, and I worked fast (100 words a minute typing speed and such), and it freaked out my manager — who had no aptitude for computers even though she was managing the Database Systems department — whenever she came by to look over my shoulder. At one point she demanded that I stop using CTRL-C and CTRL-V for cutting and pasting, because she couldn’t understand what was happening. She insisted that I use my mouse to go up to the menu dropdowns to Select CUT and PASTE rather than using keyboard shortcuts so she knew at all times what I was doing when she looked on. The job was just data entry, and being comprehensible to onlookers was not a requirement of the job, so I refused. 3. The mini muffins When deciding what to order for meeting refreshments, my boss had me call our internal catering department to ask what diameter the mini muffins were. 4. The pen cap On my day off, I received an angry email from my boss stating that when my coworker from the night before and I came in, we would have to be retrained on procedures, because we weren’t doing a good enough job inspecting the library before we closed for the night. The reason why? There was a pen cap lying between a desk leg and the wall that we hadn’t noticed and picked up, thereby leaving “trash” lying around the library. I will note that we had cleaners who came in the night before and didn’t notice it either. Luckily, she eventually got more job responsibilities and stopped micromanaging us on tiny details like that. 5. The parking advice I was a union rep in a company where many people worked from home one day per week and it was considered acceptable in most roles to WFH in case of genuine emergency (except, say, customer-facing roles that required in-person attendance or security guards). There was one head of department whose team all did desk-based work but just didn’t believe in WFH for his staff. One day there was a snowstorm forecast and one of his direct reports (a 40-something experienced professional who lived in a rather rural area) took his laptop home “just in case” and worked from home successfully for the day or two until the snow melted. The next time snow was forecast, the head of department took his direct report aside and showed him on Google maps where he thought the direct report could park to make it easier/possible for him to drive to work in the snow. 6. The coffee ban One day randomly, like a year into her stint at the company, my manager decided to go to war against coffee. I’ll call her Amy. Out of nowhere, Amy dictated that we were no longer allowed to get coffee during work. Were we leaving our desks and sneaking away several blocks to Starbucks every day? No. There was a Keurig in the department that we all used, all of about 20 feet away from most of our desks. Was anyone being excessive about it? Were people congregating by the Keurig and socializing? No, and also no. Amy’s new policy was that we would have to clock out to pour a cup of coffee. Every time. (Note from Alison: this is illegal. Federal law says that short breaks of less than 20 minutes must be paid.) We were limited in how frequently we could do this, and how much time was allotted to fill our mugs. Amy also said that if we wanted coffee in the morning, we needed to arrive 15 minutes before our shift began. She became flustered when asked by another person in the department if that meant her shift started at 7:45 instead of 8:00 now and if they could also then leave 15 minutes early (the answer was a disgruntled no). HR didn’t care when a group approached them to question this, and said Amy was allowed to do whatever she wants. However, this policy only lasted less than maybe two weeks before Amy tired of all the questions and extra time clock punches and interrupted work over a quick coffee refill. She was known as a micromanager (she also used to walk into the restroom and call out someone’s name and then ask them when they were coming back to their desks – you know, the person clearly busy inside of a bathroom stall), but that one just really stood out to me as inanely stupid. 7. The trail mix When I was in college, I spent a summer working for an organization that did outdoor adventure trips for kids (similar to Outward Bound). My job was to organize and pack the food that they would need for trips. When it was time to make more trail mix, the executive director of the organization would come to supervise me, to ensure that I had what she felt was the ideal ratio of ingredients (peanuts to raisins to almonds to….). It was not about cost, purely about what she felt tasted the best. 8. The virtual office For a couple of years, the owner of a company I worked for pushed really, really hard for us all to use this online environment during remote work – I forget the name, but it looked like our office recreated in Stardew Valley, and we each had an avatar. Your mike/speakers were always on, so any time you walked your avatar next to somebody else’s, you could just “talk” to them. And if you were just there ignoring it because you were trying to work and not play a video game, you could get interrupted if somebody walked by you – sometimes they’d say something, sometimes it would just be random white noise or background noise would suddenly come over your speakers. To him, this was great, but to the rest of us, many of them single women living alone, random men’s voices or other noises breaking up the quiet of the workday was very disconcerting. At least when we were in the office and Bob walked over to our desks to ask a question, we could hear him walking over and/or see him coming. We all ended up refusing to login. It was a small company, what could he do? Fire the entire customer-facing teams because they wouldn’t use this silly video game thing? Eventually he just made the team he managed use it and the rest of us just kept on using instant messenger to talk to each other like a real company. 9. The “no visible heads” policy One particularly draconian place I worked at had all the office staff working in a cube farm. We weren’t allowed to get up to talk to our coworkers because the management had a “no visible heads” policy – the regional manager didn’t want to see people’s heads sticking up from the cubicles or around cubicle walls. If we had a question for a coworker, it had to take place on the corporate-monitored chat software. People were expected to just not get up out of their chairs except to go to the bathroom or to take breaks. That was just the tip of the iceberg on wacky rules at that place. I left within three months, but not before using my employee discount to order a personalized gift for my sister-in-law’s upcoming wedding (the company encouraged employees ordering gifts like this to the point that it felt like some kind of enforced policy). Due to the production schedule, the gift wasn’t going to be ready until about a month before the wedding. When I called to check on its status, I was informed that the regional manager found out about it and canceled the order without telling anyone because I wasn’t an employee any more. I got more job horror stories out of my three months there than ten years at my current job. 10. The tree removal I once had a CEO who was a micromanager — and she couldn’t, or wouldn’t, make important decisions and instead got involved in things that had nothing to do with her. Case in point: one day, a tree came down in the carpark. No-one was hurt and no cars were damaged, but she insisted on finding a hard hat and hi-vis jacket and went out to instruct and direct the emergency crew and horticulturists (you know, the people who know what they are doing) in removing the tree. 11. The ink cartridges We used to have to hand in an empty pen ink cartridge to be issued a new one. I felt like Bob Cratchit asking Scrooge for another chunk of coal. 12. The too-aggressive red A recent past boss insisted that we use a specific color coding strategy for our to-do list — red for urgent, blue for important but less urgent, etc. It took about as long to organize and color code most things as it did to just DO them, but I was getting paid so whatever. (He wanted us to include on our lists items such as clocking in, returning phone calls, and other miscellaneous tasks like that, as well as breaking up the various steps for larger tasks.) I got a 15-minute lecture because I once used the wrong shade of red. He thought it was “too aggressive” and liked an orange-red better. So I used that one, but then two days later he wanted me to change it back because the orange wasn’t “urgent enough.” I do not miss him or that job! 13. The mopping debate Back in the Stone Age, I worked for McDonald’s. One of my jobs was to mop the lobby. Two of the managers got into such a vociferous argument that I thought they’d come to blows over … which way I should be pushing the mop (side to side or front to back). Mind you, whether or not the floor getting clean was no part of this; it was all about what the official way to push a mop was. They finally looked it up in the store procedures notebook (about 3” thick, looseleaf so they could easily add more rules) and determined that I was right the first time. If you’re curious, the official way to push a mop in a McDonald’s is side to side. Front to back is an abomination unto Nuggan. 14. The mistake that almost took down a company I had a boss who was a micromanager and then trained her staff in her image — when one of her staff became my manager, I was not a happy camper. However, the one that always sticks out for me with my micromanager boss was the time I sent an email to a group of people at 12:26 p.m. that started with, “Good morning,” then the information I needed to convey, next steps I needed from them, and so on. Short and to the point. My boss wrote to me saying, “Where I come from, 12:26 p.m. is the afternoon, not the morning. These are the kinds of mistakes that are going to sink us.” I printed out the email and handed it to a few people without any explanation, just to enjoy their faces and reactions. 15. The driveway diagrams At my first most toxic job, there was an employee manual that covered EVERYTHING. Like, every little thing anyone had ever done that annoyed the president (the owner’s husband) got put in the manual with the exact way he wanted things done. It was kind of a joke that you weren’t a real employee until you did something that caused an entry in the manual. The stuff that was most intense wasn’t company procedure or anything that affected the business, but mundane office stuff, like how to put your coat away on the coat rack or how to lay out food for a company luncheon or what to do with your time if the power went out (this included using the typewriter in the owner’s desk that happened to be electric). One of the most insane entries was for the company car (an old station wagon the owner didn’t need anymore, that was mostly used to ferry the owner and her husband to the airport on their many vacations) which was 15 pages long, including four pages about how and where to park the car in the owner’s driveway, that included several diagrams, both of the driveway and the angle the steering wheel should be during each step. 16. The blinds We had a new executive take control of our work location. The building I work in has blinds. We adjust the blinds so that the sun doesn’t shine on our monitors and make it impossible to work. The executive would drive by the building and see the blinds at different heights and THIS WAS UNACCEPTABLE. We received multiple emails telling us all to set the blinds at the same height. But, you know, sunshine. So the blinds continued to be adjusted for practical purposes. The executive got so angry, he ordered facilities to raise all of the blinds to the top height and had them cut the strings so that we wouldn’t be able to reach them. Three stories of wall to wall windows worth of blinds. (Some of the engineers in the building had crafted a tool to adjust the blinds by the end of the first day.) The post the insufficiently festive cookies, “no visible heads” policy, and other stories of ridiculous micromanagement appeared first on Ask a Manager. View the full article