A recent ruling by the National Labor Relations Board may have significant consequences for businesses of all sizes. In a ground-breaking case, the NLRB accused a company of illegally firing an employee for comments she made about her supervisor on Facebook. The Board considered her criticisms of the company and her bosses as being “protected activity” under the National Labor Relations Act. The Act provides for a number of protections, among them it gives workers a federally protected right to form unions, and it also prohibits employers from punishing workers — whether union or nonunion — for discussing working conditions or unionization.
Your small business is growing, and you are in an enviable position; you need to add an employee or two. Hiring a new employee is tough, and hiring the right employee is even tougher. The impact of an employee on your bottom line is exponentially greater on your small business or startup than on a large corporation. That potential employee’s passion and commitment to your company are key. You want someone who cares about helping your company, and sees its success as part of his or hers. Weed out the wrong ones and hire the right one by creating interview questions that focus on values, not just skills and responsibilities. Skills can be taught, but you can’t change someone’s values
Small businesses usually start-off as a one-man show. When you’re the founder you do everything from emptying the trash to collecting the cash. As your business grows, however, it can reach a point where the volume of work is overwhelming.
Small businesses usually start-off as a one-man show. When you are the owner you do everything from emptying the trash to collecting the cash. As your business grows, however, it can reach a point where the volume of work is overwhelming. That’s not a bad thing in terms of your business success, but it can cause you to become stressed out and burned out. There are only 24 hours in every day and there’s only so much one person can accomplish.