New business owner? Congratulations! There are many responsibilities and exciting endeavors that come with starting your own venture.  

One of those responsibilities is hiring. However, before you start posting job ads, you’ll first need to ensure you’re properly set up to pay the people that join your team. 

Here’s what you need to tackle before you pay your first employee: 

Hiring temporary workers can be a great solution for many companies' business needs. Often, they’re hired short-term to assist during seasonal busy periods or increased production seasons. Other reasons could be to bulk up a team while working on a specific short-term project, to fill in while an employee is on maternity or sick leave, or if a company just needs someone who specializes in a certain area for a few months.  

Overall, hiring short-term employees is a great option for companies that are not ready to commit to a brand-new full-time employee. Here are a few things to keep in mind if you’re thinking about hiring temporary workers: 

From Baby Boomers (1946-1964) to Gen Zs (1995-2012), for the first time ever there are five generations of workers in the workplace. Workers from across generations can contribute a wide range of skills and knowledge to the office. The older generations have spent much of their work lives in a completely different work environment than today’s technologically-firstworld. They can still recall the jumps in technical expectations as standard office norms transitioned from internet proficiency to mobile competence, and now to a whole new set of remote tools and challenges. So, what can we expect next in terms of learning and development?  

Quiet quitting became a buzzphrase recently after several videos regarding the topic went viral on social media. The term refers to the situation in which employees silently rebel against employers by doing the bare minimum at work. 

Several factors sparked the quiet quitting trend, not the least of which are work-related stressors such as low pay, burnout, lack of opportunities for advancement, and poor working conditions. Rather than speaking their opinions, the trend shows employees silently rebel by no longer going the extra mile and only doing what their job description required – just enough to avoid getting fired.  

Employers have reacted with another silent form of retaliation towards this behavior: Quiet firing.

My unconventional definition of the role of the chief executive officer (CEO) in the 21^st Century is not based on any scientific theories. It is not derived from an economic principle. It is rather an empirical statement based on my forty years of observation.

You know how to promote your company’s products, but in a tight labor market, you might want to pay similar attention to how promoting your job postings. A candidate's journey can look much like a client journey, moving from awareness, to consideration, to loyalty as a happy and engaged employee. To achieve the end goal of hiring happy and engaged employees, each step of that journey deserves consideration. 

Raise your hand if you are in human resources, and you feel stressed and burned out? Human resource leaders love their job, but a recent report shows that many HR professionals are considering leaving HR due to feeling overworked and understaffed.  

1,000 HR Leaders and C-suite executives were part of a recent survey conducted for Sage's The Changing Face of HR in 2024 report. Out of 1000 interviewed, almost 950 stated that "HR is simply too much work."  

The COVID-19 pandemic reshaped how corporations and small businesses handle remote and in-person employees. More than 60% of workers who have the option to go into an office choose to work from home now. Finding a healthy and sustainable balance between remote workers and in-person employees is essential. Companies that don't actively work to maintain this balance risk losing out on hiring and keeping valuable employees.

The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of their race, color, religion, sex, and more. The EEOC receives thousands of complaints every year from employees who believe their workplace has discriminated against them. Complaints can range from being denied a job or promotion or unjustly fired to being paid less than comparable employees. In 2020, over 55% of these claims fell into a category the agency refers to as retaliation claims. What's a retaliation claim, and what can your company do to protect itself against one? 

It happens more often than we'd like. You've created the schedule, divided team projects/tasks, and then without notice, you suddenly find yourself with one or more employees less than planned. This is referred to as a no-call/no-show, an employee who's failed to appear for work as scheduled and didn't notify their employer.