Monthly Archives: July 2021

Keep a Positive Attitude To Become Good Leader

As much as leaders wish their team’s day-to-day operations could run smoothly all the time, they’re bound to run into the occasional obstacle. Whether it’s a minor miscommunication or a major error, the way you handle a negative situation says a lot about your leadership skills. Robert Mann, author of The Measure of a Leader (iUniverse, 2013), recommended focusing on the good in any set of circumstances. “Look at three positive things about a problem before you identify what makes it dissatisfying. The more you look at the positives in a problem, the more positively people react with one another.”

In his research, Mann has found that after individuals point out things they’re happy with in a problematic situation, they don’t feel so strongly about the problem and are better able to think clearly and solve it. The same is true when a leader needs to improve their strategy. If you or a team member notices a particular course of action you’ve taken that just isn’t working, figure out some things you’ve done in the past that have worked.

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Patoliya added that focusing on solutions, rather than problems, can help your team maintain positive engagement. “A positive environment is more likely to create a more engaged and productive workforce. By displaying enthusiasm and confidence, a good leader will see the impact that they can have in their working environment.”

An effective leader knows how to show others what is required, rather than simply telling them. Luke Iorio, president and CEO of the Institute for Professional Excellence in Coaching (iPEC), said leaders should coach their team members toward a more collaborative, committed work environment – without coaxing them.

Learn More About Shipping Schedule, Shipping Volume, and Guarantee

Consistency is one of the keys to customer retention. People support your business because of the quality and reliability of your products and services, and ensuring their satisfaction requires a lot of preparation behind the scenes. The frequently with which you ship items is a part of that preparation, as it keeps your operations flowing smoothly.

Determine how much inventory you need to ship and how frequently you need to do so. If you are working with a third-party shipper, ask about the shipping schedules to ensure they will meet your needs.

Your business might be seasonal, which may change the preparation and frequency of your shipments. Regardless, be on top of all of the factors that will affect your shipping schedules.

Shipping Volume – As a small business, you do not want to take on more inventory than you can handle. To avoid issues that will disrupt your business operations and incur unnecessary costs, keep your shipping volume in mind.

There are two ways to think about shipping volume: the size of your product and the number of products you receive or send out in a shipment. Make sure you have enough space for your inventory.

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Consider using a third-party option, like drop shipping. Perhaps your business can hold a limited number of smaller items, so you could use a drop-shipping service for your larger products to help you save space.

Guarantee – Few things provide more peace of mind to your customers than a guaranteed receive-by date. Hitting these marks shows consistency and care for your customers’ business.

Mistakes and challenges are bound to happen, which is why having a guarantee on your shipping can assure your customers that they will be taken care of if problems do occur. Ensure good customer service – for example, by reaching out to the customer directly and providing some form of compensation.

In addition to guaranteeing the time of arrival, make sure your product is labeled properly and packaged securely so no damage occurs during shipping.

If you are looking to work with a third-party vendor, find out the vendor’s rate of incidents, and make sure you understand the insurance policies. Customers usually remember how you handle a shipping mistake more than the mistake itself.

All About State Overtime Laws At Business

In addition to federal laws, employers should be aware of how state laws affect their policies daftar judi slot. The federal overtime protection rules are just a minimum, and some states go above and beyond them. It’s as critical to acquaint yourself with state law as with federal law, and failure to do so could result in penalties at the state level even if you’re compliant with federal law bandar judi slot.

The following states have overtime laws that supersede the FLSA:

Alaska: Nevada
California: New York
Colorado: Pennsylvania
Kansas: Vermont
Maryland (only in certain industries): Washington
Michigan: West Virginia
Minnesota

In all other states, employers must follow the FLSA.

Federal overtime law changes
Federal overtime laws have changed in a few ways since 2016.

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The Obama administration
Further complicating the overtime picture is a series of proposed rule changes that were raised, scrapped and then raised again. In 2016, the rules governing overtime protections seemed like they were about to change, but the rule change was scrapped at the eleventh hour.

In 2016, the Obama administration’s DOL appeared ready to change the rules for employee exemptions. These changes would have tightened the definitions of each classification and raised the pay threshold to $913 per week, or a salary of $47,476. That change was expected to extend overtime protections to 4.2 million additional workers compared with the current regulations. Many businesses adjusted their policies in preparation for the change, which included shifting salaried employees to an hourly wage, but the rule change was ultimately scrapped after the Trump administration took office.

The Trump administration
In 2019, the Trump administration proposed an overtime rule change that would have set the income cutoff at $679 per week starting in 2020. This rule would have extended overtime protections to about 1 million more workers, leaving the status of workers making more than $679 per week unchanged.

However, one report found that this rule would exclude 8 million employees from overtime pay whom the Obama-era rules would have included. The proposed rule change would not extend to first responders, nurses or construction workers either.

Ultimately, the Trump administration’s proposed changes were implemented with slightly different numbers. In September 2019, the DOL formally raised the maximum salary at which all workers must receive overtime to $684 per week ($35,568 per year) from its prior $455 a week. This change went into effect in 2020 and purportedly did, as expected, make 1 million more employees eligible for overtime pay.