Size Is Only a Perception – How to Make a Small Business Look Bigger

Size Is Only a Perception – How to Make a Small Business Look Bigger

 

Just because you have a small business doesn’t mean that you have to think like a small business. Perception can easily become reality. Think about why people trust large companies. It’s because they are perceived to be more successful. Their established reputations may seem intimidating to your business, but remember – they all started out small, just like you. So, how can you make your business seem more developed?

Take some time away from meetings and busy work to really think about what your business is missing compared to your more established competitors. Is it a mobile-friendly website? Or even a few social media accounts? 75% of consumers access sites through their phone, so it’s crucial that your business have a digital presence. If you’ve noticed that your business isn’t making that next step forward, then this could be your answer.

Puff your chest up because these three simple steps can help make your small business grow.

  1. Build Your Website

First impressions mean everything, so the last thing you want is your website to look like it’s straight out of the ‘90s. Did you know that 50% of small businesses still don’t have websites? With this transition into the digital world, a business can easily go unnoticed without a website or with one that looks old. Invest in creating a website that is mobile friendly because it will boost your SEO rank while pushing your website to the top of Google’s first page.

Remember, your website is a place to develop a relationship with your customers. Your website should strive to look professional, clean and be user friendly. But don’t stop there, add some content through blogs and videos to make those users stay a little longer on your site.

  1. Social Media Presence is Everything

Posting on social media isn’t just a way for younger generations to connect with their friends, it’s a way for your customers to interact with your brand. From Twitter’s hashtags to Facebook’s paid ads and LinkedIn’s connections, there are so many different channels that target the audience you are trying to reach. LinkedIn is great for B2B connections while Instagram is better at engaging with younger consumers. Check out what the larger brands in your industry use and start referring to one or two of those accounts. Don’t ignore social media, it’s an easy platform to help support your brand. Start creating your social accounts today.

  1. Create a Marketing Budget

Have you ever heard the saying “a product sells itself?” While it’s true in certain circumstances, it shouldn’t be a motto that your small business stands by. No matter how wonderful your products are, you still need to promote and sell them to your customers. A marketing budget is even more important for those B2C companies since they work directly with their consumers at the point of sale. Put at least 6% of your revenues into marketing materials to increase your brand awareness and you’ll see a dramatic boost in your sales.

It’s time for your small business to stand tall and show your audience that your company has what it takes to instill confidence in its brand. All it takes is a solid website, a strong social media presence and some engaging promotions to develop your business into what you’ve always dreamed of. Who says your small business can’t look big? Large or small, success will always speak for itself.

 

 

 

 

 

 

History Has Been Made – How to Handle Five Different Generations at Work

History Has Been Made – How to Handle Five Different Generations at Work

For the first time in history, the workforce now has five generations working side by side. Do you happen to know them all? If not, no worries, they are the silent generation, baby boomers, generation X, millennials, and generation Z. While each of these diverse generations have different leadership, communication and career development styles, we understand that this may pose a few challenges for both the employees and managers.

As an employer, your company plays a huge role in welcoming and being respectful to all generations. The organization depends on you, regardless of your age, to keep misunderstandings and disagreements from erupting into full-blown feuds. Being part of a successful company requires making an effort in getting to know your employees and working together with each generation succeed together.

Here are a few points that highlight the generational trends and facts within the workforce to be aware of:

The Silent Generation (ages 71-89):

  • Less than 1% percent of the U.S. workforce.
  • Strong emphasis on rules and/or policies.
  • Leads with a “command and control” style.
  • Prefers face-to-face interaction, but communicates best formally

Baby Boomers (ages 54-70):

  • 27% of the U.S. workforce, but numbers are rapidly declining.
  • Retiring at a rate of 10,000 per day, but many can’t afford to retire and need part time work.
  • Seek contract work after retirement.
  • Tend to be workaholics.

Generation X (ages 34-53):

  • 35% of the U.S. workforce.
  • Prefer to work independently and less rules.
  • Thrives in workplace that provides a work/life balance.
  • Wants to communicate directly with leaders.

Generation Y, “Millennials” (ages 21-33):

  • 37% of the U.S. workforce
  • An entrepreneurial approach to work.
  • Prefers direct communication and constructive feedback.
  • Wants a social, friendly work environment.

Generation Z (under 20):

  • Up to 2% of the U.S. workforce.
  • Uses Twitter to find jobs.
  • Prefers to communicate by smartphone/e-mail.
  • Not much job experience, however employers can leverage their networking skills.

Having all of these generations come together creates a fun, vibrant company culture. It’s important for everyone to understand the attitudes, personalities and myths surrounding each generation. Here are seven values that matter most, no matter the generation:

  1. Feeling they are respected.
  2. Being heard.
  3. Having mentorship opportunities.
  4. Understanding the company’s big picture.
  5. Engaging in effective communication.
  6. Receiving positive feedback and/or recognition.
  7. Experiencing an exchange of ideas & opportunity to be part of the solution.

No matter the generation, no matter the age, all of your employees deserves to be treated with respect. Developing mentoring programs in your company is a great way to help members of the five different generations coach and support one another. Mentoring can increase employee retention and accelerate job promotion. Helping your associates understand how the world of work is changing and how your workplace can respond to those changes is very important. You’re not alone in running your business – DecisionHR is here for you each step of the way. Questions? Need assistance? Contact us at 1-888-828-5511 to speak with your Human Resource Business Partner.

New Regulations for the Golden State

New Regulations for the Golden State

DecisionHR has been closely monitoring new regulations in the state of California this summer, and we want to alert our clients of some game-changing rulings occurring in California.

Do you know what they are? If you are an employer in California, you need to be aware. Effective July 1st new rules and regulations for criminal history and transgender discrimination went into effect. It’s time to adjust your policies and practices for these new regulations.

Criminal History

The proposed regulations related to employer use of criminal history information has been discussed with the Fair Employment Housing Council. Employers will no longer be able to consider any non-felony misdemeanor conviction related to marijuana possession that is more than two years old. The regulations also set a new procedural process that must be followed when considering criminal conviction in the hiring process. The burden will fall on employers to satisfy certain requirements of the law. In addition to these new rules and regulations, the FEHC also adds new language that prohibits you from using criminal history information that has “adverse impact” on employees who are in a protected category (i.e., race, gender, national origin, etc.) unless you can prove it to be job-related and consistent with business needs.

These regulations are currently in full effect. To understand them in more detail click here.

Transgender Regulations

Last month, the Office of Administrative Law approved new formal regulations related to transgender identity and expression.  These new rules represent a follow up to transgender employees’ rights issued by the Department of Fair Employment and Housing last year.

The new regulations include:

  • The broadening of the existing definitions of “gender expression” and “gender identity,” most notably to include the “perception” of an individual’s gender expression or gender identity.
  • A new definition “transitioning” stating to “mean a process some transgender people go through to begin living as the gender with which they identify, rather than the sex assigned to them at birth.”
  • Use of preferred gender name now states, if an employee requests to be identified with a preferred gender, name, or pronoun (including gender-neutral pronouns), an employer who fails to abide by the employee’s stated preference may be liable under FEHA.
  • The new regulation for use of facilities now requires you to permit employees to use facilities (such as restrooms, locker rooms, and similar facilities) that correspond to the employee’s gender identity or gender expression, regardless of the employee’s assigned sex at birth.
  • You are prohibited from discriminating against an individual who is transitioning, has transitioned, or is perceived to be transitioning.

As these new rules and regulations are being enforced, DecisionHR is here to keep you updated as information becomes available. If you have any questions or concerns, contact your Human Resource Business Partner at 1-888-828-5511.