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Here are 2 ways to ruin your business: 1. Is not to collect data. 2. Even worse - is having data and not having a clue how to use it. I see business owners get bent out of shape about which systems to implement, what data they should focus on and how it all works for future operations. We all think we're qualified to interpret this stuff, but truth is, most of us just aren't - myself included. My advice? Save yourself the headache. Hire an agency, pay the whole hog and let them do the guesswork for you. By implementing this FIRST you can jump straight to the "so what" hiding in all that good data. Find someone who can get to the crux of it all, translate your data, and effectively communicate what it means. Once you have that foundation set and your business on course, THEN start worrying about building your own systems and hiring in-house. If you're willing to try the agency life but don't know where to start, leave me a comment. I'd be happy to connect you with an incredible data insights company.

#PayTransparency See the attached. It's important! So important, I JUST posted a whole series about this on my Instagram stories! BUT here is my salary transparency story in journalism. 👉 When I pivoted to journalism, my first internship (fall 2017) I made $16/hr. at ABC News News One (network in Washington D.C.).... 👉 At my first full-time journalism job at NBC News (network in Washington D.C.)., I made $13/hr. with NO benefits, NO PTO, etc. I was hired as a desk assistant. I started in Feb. 2018, and by the time I left in June 2019, I was making $17/hr. Also, we had no set work schedules. I once worked an 18-day stretch with one day off. I worked ~50-65 hours/week. The overtime is what allowed me to survive. (As a side note, Nightly News and other national news stations were routinely doing spots on the plight of Amazon workers earning low wages, working in bad conditions, etc....yet, they made more than us desk assistants! 👉 Second full-time job was as an on-air multimedia journalist (MMJ) at Spectrum News 1 Kentucky. I made $50,000/year with a 5% increase each year of my 3-year contract. It had benefits, PTO, 401K, etc. ❗ My first apartment in Louisville, Ky. was a 1 bd./1 ba. that cost $1,060/mo. in rent. After taxes, 401K and health insurance pre-tax withdrawals, my rent + utilities ate 50% of my net pay. It was nice to live on my own after living with four roommates in D.C.., but I couldn't afford it. I got a roommate again after the one-year lease ended. 💡 WHAT DO I DO NOW? 💡 I do a little bit of a lot...I rent my car on Turo; I freelance in media production; I Uber; I work 10 hrs/week as a respite worker; I do retail arbitrage, and my Airbnb starts in Sept. 2024. ❤️ I LOVE IT!!! ❤️ Why?! Because my schedule is my schedule. Since, Jan. 1 2024 I've: ✈ Had 32 days of vacation (weekends included) - I have taken a cruise to the Dominican Republic, Puerto Rico, St. Maarten and New York City. Visited family in California. I went to Ashville, N.C. for a long weekend. Plus, I just got back from Cabo San Lucas, Mexico last week! 🌎 Between now and Sept. 10, 2024, I have 26 days (weekends included) of vacation ahead to visit family in California, travel to Seattle and British Colombia, Canada, and have family visit me! 🤒 Oh, I was also sick April 6-25, 2024. I usually don't get sick, but my cute niece gave me a nasty virus. BUT, I took the time needed to get better with LOTS of sleep, rest, etc. I didn't rush my body to get better, load up on unnecessary meds or antibiotics (couldn't take them anyways since I had a virus), or go to work to save sick days and then risk co-workers getting sick. I did what I needed and got better! If you read this far, thank you. 😃 And, that's it! Nothing to sell you! No course to sign up or pay for. Just a slice of my story! Also, PAY people. Not just a living wage but a THRIVING WAGE!

Stop Hiring The Smartest People Credits to Luke Tobin, follow him for more insightful content. ------ Here's the original post: Stop trying to hire the smartest people. Hire people who show these 6 traits instead. Too many employers focus on hiring for: - Intelligence - Qualifications - Experience I have seen that top performers show these traits: 1. Growth mindset: ↳ Embraces challenges and sees failure as an opportunity to learn ↳ Continuously seeks self-improvement. 2. Proactive: ↳ Takes initiative and anticipates problems before they arise ↳ Acts to address issues early on. 3. Avoids drama: ↳ Stays focused on solutions and maintains emotional balance ↳ Avoids unnecessary conflicts or gossip 4. Works well in a team: ↳ Cooperates effectively with others and values diverse perspectives ↳ Contributes positively to group goals 5. Trustworthy: ↳ Keeps commitments and maintains confidentiality ↳ Can be relied upon to act with integrity 6. Good communicator: ↳ Expresses ideas clearly and listens actively ↳ Ensures understanding in both written and verbal exchanges These traits are truly invaluable. Experience and qualifications do matter, but these traits set the 1% apart. Do you agree? ----------   Follow for more Business Knowledge

Once you see it you can't unsee it. The reality a journalism graduate faces when starting a $50,000 job is grim, and this might be optimistic. Honest conversations about expectations are crucial in this landscape. The unsustainable business model of expecting our most leveraged employees to meet basic requirements of on-camera journalism leads to churn, disengagement, and burnout. Financial strain is exhausting, even if money isn't the main job satisfaction driver. Among the under 30 yrs MMJs, Reporters, Anchors, and Producers, I'd estimate > 75% are likely being supplemented by parents or partners. Key takeaways from the 'dirty cocktail math' budget include the importance of living within means, the need for wage increases, and making skills transferable outside of the industry for financial survival. Many reading this post earn less than $50,000/year and their financial challenges are further compounded. Difficulties are exacerbated because expenses are paid after taxes. To pay that monthly student loan, car lease, or agent contract of $400 requires $450 or $500 in gross income. Addressing economic challenges in TV News and Entertainment requires a holistic approach to the value chain. Equity firms and hedge funds are investing because of all the non-value-added activities persisting in the industry. They see it as an opportunity to right-size or optimize for economic gain. It's time to throw out our paradigms and slay our sacred cows if we plan on developing and retaining talent. If we don't do it, it will be done for us, unwillingly for sure. For TV News talent management and acquisition solutions, follow TalentBlvd

I want to address the $50k in this post. A few companies are starting MMJ's/Producers at that rate, but very few. I chose the number as a best case, I'm an optimist by nature. The substandard pay and resulting deficit are illustrative but this post intends to highlight the initiatives that should be launched to address it, namely: 1. There needs to be systemic change to the way revenue is generated. There needs to be much tighter client segmentation and more profitable solutions offered. 2. Administrative expenses and non-value-added activity need to be addressed immediately. The whole value chain needs to be overhauled with a vision output that reduces redundant cycle time and $$$. 3. Focus needs to shift from churn to retention. The costs associated with off/on boarding talent and clients aren't accurately accounted for. Employee retention should not be done through contracting. Engagement efforts and compensation commensurate to the role/responsibility are paramount. 4. Once 1 thru 3 above are addressed, only then explore changes in format that are supported by facts and data. A lean and profitable organization of highly engaged employees will be significantly more successful exploring new-to-the-world alternatives. NOT the other way around. I'm VERY bullish on the industry and look forward to the next generation of leaders successfully tackling all the legacy baggage holding us back. Follow TalentBlvd

To truly disrupt the market CEOs and Founders must acknowledge one key thing: Customer intimacy You may be armed with tech, teams, and vision, But you can still hit a high, invisible wall The key isn't just innovative ideas—it's understanding the people they serve 🙌 Enter strategic advisors: industry experts who are deeply connected to your target market 🤝 They bridge the gap to customers' needs, desires, and insights Founders often ignore market whispers, missing the chance to truly connect with the most important part of their business Their customers True disruption starts with understanding the rhythms and pains of the market 💥 And strategic advisors are the (not so) secret sauce that will help you to build meaningful connections beyond products or services What is your experience of hiring a strategic advisor?

High turnover rates killing your productivity? Here’s why blue-collar roles suffer and how to fix it. High turnover rates cost time and money. Overlooked benefits and career growth opportunities drive talent away. Dependability is key. No-shows and late arrivals disrupt operations. Flexibility and incentives can boost reliability. Communication gaps cause confusion. Inconsistent messaging leaves workers frustrated. Clear, concise, and regular communication is essential. Consider automated solutions like Veton AI. Unbiased software that conducts screening interviews 24/7 to streamline your hiring process. Struggling with blue-collar hiring? Let's talk solutions now! What's your biggest challenge with blue-collar roles? Drop a comment below!

Please do this to push your clients away! (I’ve seen this turn clients away instantly) When I was hiring recently, I ran into all kinds of issues with “professionals” who missed the mark big time. Here's What NOT to Do: ✓ Act like a know-it-all. - If a client doesn’t know a software or a design term, don’t be sarcastic or make them feel small. Clients come to you for help, so keep it kind and simple. → They don’t need a lesson on what they “should” know. ✓ Hide your pricing. - If a client asks for your rates, give them a straight answer. Don’t keep asking them to set the budget if they’ve already asked for your price. → Honest pricing builds trust right away. ✓ Sound robotic. - When clients share a struggle, don’t just respond with a polite line – show you actually care. → The best work comes from real conversations, not stiff responses. “But I’m just being professional!” If “professional” means hiding information or being cold, it’s not working. Clients want openness and real talk. Ps. Are you a hiring team or Working team? Hiring is a tiring process. I feel for clients more now.

"I hire people that are brighter than me and get out of their way" - Lee Iacocca I think there's a lot of truth to it, even if I'd throw in a bit of supervision 😇 We've just promoted Frederik (aka "The Closer) to Director of Operations & Strategy and Tobias to Growth Lead. While we could definitely have found people with more experience for both roles, I'm convinced we could not have found brighter and more motivated people for these two roles 🔥 They both started here as Strategy & Ops analyst as a student gig and have now gone on to take on fully senior positions - a path we'd like to see a lot more people taking in our company (Did I mention we're hiring for the strategy & ops analyst role?) As a startup you cannot compete with the big guys on the fully proven talents to take you on your journey - as Jason M. Lemkin puts it, why would someone who's already proven they can take a company from Seed --> C as a VP of sales go work for you Seed stage company? So the thing I think you need to be able to do at this stage is to identify exceptional talent, give them large areas of responsibility and supervision - and then allow them to 'let it rip' 🧑🍳 If you think you're the next Toby or Frederik just waiting for your chance to prove it -- apply below 🤝 Also enjoy a picture of a fresh-faced Frederik on his first day 📸

𝐁𝐚𝐥𝐚𝐧𝐜𝐢𝐧𝐠 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐬𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲: 𝐓𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐢𝐧𝐭𝐞𝐫𝐢𝐦 𝐓𝐚𝐥𝐞𝐧𝐭 𝐈𝐧𝐟𝐮𝐬𝐢𝐨𝐧⁣ In today's fast-paced business landscape, companies constantly crave innovation to stay ahead. Yet, many resist making significant internal changes due to cost, complexity, or fear of disrupting the status quo. This paradox leaves them in a state of inertia, yet to evolve, desperate for the fresh ideas that drive success.⁣ However, there is a solution that balances the need for innovation with the desire to maintain stability: temporarily leveraging highly experienced and talented individuals.⁣ 𝐖𝐡𝐲 𝐈𝐧𝐭𝐞𝐫𝐢𝐦 𝐓𝐚𝐥𝐞𝐧𝐭 𝐖𝐨𝐫𝐤𝐬:⁣ • 𝐄𝐱𝐩𝐞𝐫𝐭𝐢𝐬𝐞 𝐎𝐧-𝐃𝐞𝐦𝐚𝐧𝐝: Access to fresh perspectives and cutting-edge practices.⁣ • 𝐂𝐨𝐬𝐭-𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞: Provides optimal value with customized budget options.⁣ • 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲: Hire for specific projects or challenges.⁣ • 𝐑𝐞𝐝𝐮𝐜𝐞𝐝 𝐑𝐢𝐬𝐤: Test new ideas without full commitment.⁣ By tapping into the power of temporary talent, companies can achieve the innovation they crave while maintaining the stability they need. This win-win strategy can help businesses thrive in an ever-evolving market. At InSciTe, we are helping you ignite your success by harnessing the power of innovation while maintaining your stability. 🚀⁣ 🚀  Interested?! Reach out to us at  𝐢𝐧𝐟𝐨@𝐢𝐧𝐬𝐜𝐢𝐭𝐜𝐨𝐧𝐬𝐮𝐥𝐭𝐢𝐧𝐠.𝐜𝐨𝐦 𝐨𝐫 𝐀𝐥𝐞𝐱𝐚𝐧𝐝𝐫𝐮.𝐙𝐚𝐛𝐚𝐫𝐚@𝐢𝐧𝐬𝐜𝐢𝐭𝐞𝐜𝐨𝐧𝐬𝐮𝐥𝐭𝐢𝐧𝐠.𝐜𝐨𝐦.