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5 Benefits of an Energy-Efficient Office

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By Kayla Matthews

Conserving energy has many business benefits that can make your office run more smoothly and bring in profits. If you’re considering implementing energy-efficient practices in your workplace, you might be looking for some specific reasons to make the switch. To give you confidence and change your business for the better, let’s look at five benefits of an energy-efficient office.

1. Healthier Workplace Environment

A sustainable workplace offers many benefits for employees, from improving their health to their happiness. Stress and environmental factors both pose health risks in the workplace, but an improved physical setting can change that. With an energy-efficient office, you might see fewer sick days and turnovers, along with an increase in satisfaction, motivation and productivity.

Air quality and temperature also affect the wellbeing of office workers. Overuse of air conditioning can release toxins and other substances that can have harmful health results into the air. Monitoring the thermal conditions and dampness can make employees feel more at ease, reduce stress levels and lower the spread of illness.

2. Lower Operational Costs

Major businesses and large companies can more readily accept the costs of adopting energy-efficient practices, but in the long run, all businesses can save on costs by choosing sustainable measures. Retrofitting seems expensive while turning a facility green, but once these new features are added, building owners can see a difference in their operating costs.

Less invasive eco-friendly changes are even easier and more cost-effective. Other indirect costs from suppliers and logistics can be reduced by identifying and reducing waste — a pillar of energy efficiency.

3. Reduced Energy Consumption

Business costs such as energy expenses can be cut down with efficient procedures, such as upgrading to LED lights or enhancing ventilation.

Businesses are beginning to recognize the extent and impact of their energy use. A study showed 60 percent of executives expected their energy expenses to rise in the next year. To help keep business booming, they are adopting new practices and cutting back on energy use.

The efforts of using green buildings can produce financial benefits, as owners have seen an average ROI improvement of 19.2 percent for existing building projects. Energy consumption like carbon emissions is dropping, saving businesses substantial money. When you switch to energy efficiency, your sustainable efforts can provide profitable results.

4. Better Public Image

Making environmentally friendly advances gives your company a better reputation in the community and attracts customers or clients. Your brand can appear more responsible and capable to the public once you introduce energy-conserving features. Aiming your campaigns or your company’s values towards eco-friendly principles can communicate care that goes beyond your office’s walls.

5. Higher Market Value for Your Building

Green buildings are becoming more attractive on the market. When you make your building efficient or Energy Star certified, the value goes up. The market demand encourages many building owners to invest in energy-efficient developments.

Occupancy rates climb when businesses give attention to their environment and incorporate sustainable actions. If you decide to sell your building or move locations, a green building can drive your facility’s price up. New commercial real estate is increasingly created with energy considerations in mind.

Energy Efficient Strategies

The following solutions can cut costs and energy use for your company if you’re aiming to pursue green practices.

  • Switch from desktops to laptops, because they take significantly less energy to power.
  • Add motion sensors for lights so that no one forgets to turn them off at the end of the day.
  • Check and replace HVAC filters more often.
  • Upgrade old office equipment to energy-efficient models.
  • Use LED lights and signs.
  • Adjust the thermostat based on the season.

Incorporate Energy-Efficient Habits Into Your Office

While you benefit your workplace by adding sustainable solutions, you’re also helping the environment as a whole. Employees and overall profits can both show positive results when you strive for energy efficiency.

 

About the Author: Kayla Matthews writes about communication and workplace productivity on her blog, Productivity Theory. Her work has also appeared on Talent Culture, MakeUseOf, The Muse and Fast Company.

Featured image: Photo by Siarhei Horbach on Unsplash

How to Develop an HR Strategy for Your Startup

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By Kayla Matthews

Since startups often have limited resources, you may not think it’s necessary for yours to have a human resources (HR) strategy. However, the people you hire will have a direct impact on the organization’s long-term performance, along with its culture, turnover rate and more, and the HR strategy could affect all those things.

Also, if you only begin forming such a strategy once problems become apparent, it may be too late. Instead, be proactive and ensure there’s an HR strategy in place to promptly deal with issues that arise.

Being Aware of Needs Is Essential

One of the earliest parts of making an HR plan involves being aware of skills gaps that are hindering the startup’s progression. Determining that means meeting with all the decision-makers at the startup and getting input about hiring needs.

Anything you bring up at this stage must also be feasible concerning the company’s budget. Plus, any needs assessment should include company or industry-related forecasts. After all, those projections could cause needs to shift.

Have a Goal-Oriented Mindset

Staying focused on goals is also helpful when creating an HR plan. Looking at the company’s goals and determining how the human resources department or person fits into those aims is a good start. However, it’s also necessary to find out about the individual goals employees have. There are many things for startup companies to know about HR as a whole, but learning about employees is valuable, too.

Perhaps the HR strategy could accommodate some workers’ aspirations through online or night classes, cross-training or mentorship programs. The results of a global survey from PwC found only 33 percent of HR professionals had talent practices in place to drive skill development, but a majority of those polled recognized the connection between skills and the future development of the company.

Startups must realize how skill development ties into overall company prosperity and move beyond that knowledge by actually coming up with actionable programs.

The HR Plan Should Make Dedicated Individuals Responsible Answering Specific Questions

An excellent HR strategy should spell out how human resources professionals are the points of contact for questions employees have. For example, a person might want to learn information about workers’ compensation or know the process for requesting time off from work. HR professionals can handle both of those queries and many others.

When the HR plan outlines the kinds of questions HR professionals will answer, it’ll become clear which topics the HR staff needs to periodically stay abreast of while working at the startup. Plus, when employees know how to get the insights they need, they can avoid frustration.

Designating an HR professional as a point of contact for particular matters also sets professional boundaries by ensuring unqualified people don’t get swamped by questions they can’t or should not answer due to a lack of expertise.

A Hiring Process Offers Uniformity for Job Candidates

Even if your startup isn’t hiring right now, it may soon, and it’s best to prepare. Implementing a hiring process into an HR plan means all candidates applying for jobs have consistent experiences. The hiring process involves factors such as how and when you post positions, the methods you use to contact people for interviews and the steps of the onboarding process.

It’s smart for companies to address the hiring process in an HR strategy to prevent problems. Otherwise, people could make discrimination accusations or become so frustrated because of rampant disorganization at the startup that they have second thoughts about applying for jobs at the company.

Software Can Facilitate Creating or Adhering to a Human Resources Plan

Thinking about employee succession is another aspect of a well-rounded HR plan. That involves thinking ahead and getting people ready to replace leaders who may retire or leave the company due to other opportunities. Specialized software programs can make succession planning simpler by providing insights related to potential candidates within and outside of the startup.

Also, many software titles offer numerous features. That means companies may find options that meet several of their needs simultaneously.

Adapting to Change Should Factor Into Any Strategy

Things such as market developments, unmet needs and profit margins may cause changes in a startup’s direction. When those alterations occur, HR professionals can play crucial roles in managing change and setting expectations. As such, an HR strategy should detail the responsibilities HR professionals must handle, such as informing employees of changes and addressing their concerns.

Your HR Strategy May Evolve as the Company Does

In addition to being mindful of the recommendations here, remember you don’t need to make a plan that’s overly rigid. As your startup makes progress, it may become evident it’s time to make changes to the HR strategy, too.

 

About the Author: Kayla Matthews writes about communication and workplace productivity on her blog, Productivity Theory. Her work has also appeared on Talent Culture, MakeUseOf, The Muse and Fast Company.

Featured image: Photo by Mimi Thian on Unsplash

Seven Easy Ways to Fundraise for Your Startup

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By Kayla Matthews

You have an amazing idea for a new startup. However, there might be a slight problem. You don’t have the funds to get your idea off the ground or the money to do a lot of advertising. Enter fundraising as a good solution to get you where you need to be.

About 28 million small businesses reside in the United States, and about 543,000 new ones start every month, though not all of them survive. The average cost to get a new business going is sometimes daunting. Startup costs vary widely by industry and can run anywhere from $10,000 to $80,000 on average. Here are some easy ways to fundraise for your startup.

1. Enter Competitions

Large corporations sometimes hold competitions to help small business startups. Set up a Google alert to notify you of any “startup competition” or “new business contest” posts. What contests are available varies from month to month and year to year. Seek out competitions that will provide a big chunk of your startup money.

2. Find an Angel

The amount of angel investment is on the rise in recent years, and the tendency is to invest more money into startups rather than constantly adding new companies. If you can find an angel investor, they’re likely to stick with you for the long haul.

3. Sell Stuff

No matter who invests in your startup, they’ll want to know what you’re contributing. If you need only a small amount of seed money, you might even be able to raise it all on your own. First, look around at what you own that you aren’t using or could downsize.

For example, do you really need that car with the $700 per month payment and high insurance rates? Or can you sell it and buy a more modest one, freeing up a few hundred dollars a month? That might not sound like a lot of money, but over the course of six months, it’s a couple thousand dollars extra to put toward your business.

4. Pre-Sale Your Product

If you want to avoid venture capital (VC) funding, because of the restrictions and demands involved, you have to think outside the box. Crowdfunding is one way to achieve this goal and is often done in the form of pre-saling a product to a captive audience. For example, Pebble E-Paper Watch raised over $10 million on Kickstarter in just over a month with the promise of an affordable smartwatch in the future.

5. Talk to Universities

Universities sometimes fund business startups, particularly for former students and the local community. If you have a product that you believe changes the world, reach out to universities in your area to see what grants they offer. For example, Stanford provides funding for non-profit startups that are in some way affiliated with the university.

6. Throw a Party

Do you have a big family or wide network of friends? Throw a business startup party, and ask the guests to pay $100 a head to attend. Of course, you’ll need to invest a bit in a meal, but you can easily feed each person for under $20 and keep the rest for your business. Even better, ask your closest family to pitch in with their favorite dish, and keep the entire $100 for your business fund. You could raise $10,000 with only 100 guests.

7. Rent a Room

Do you and your co-founders have extra rooms in your home, a small guest cottage out back or a mini apartment over the garage? Rent out extra rooms — especially if you live in a city that’s hosting a big event — through sites like Airbnb or VRBO.

If you don’t mind a long-term situation, you might rent out a room to a local college student during the school year and know you’ll have that monthly amount coming in. If every co-founder does the same, you could easily earn $1,000 or more every month toward your startup.

Get Creative

These are just a few ideas for ways to quickly and easily raise money for your new business. Pay attention to how other startups raise money, and watch the online trends. You’ll likely come up with additional fundraising ideas and ways to reach your goals. Together, these tips just may lead you to the biggest success of your life.

 

 

 

About the Author: Kayla Matthews writes about communication and workplace productivity on her blog, Productivity Theory. Her work has also appeared on Talent Culture, MakeUseOf, The Muse and Fast Company.

Photo by rawpixel on Unsplash

Could Distractions Be Taking a Toll on Your Business?

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To make your business as efficient as it can be, you need to have a myriad of things fall into place.

First, you want to hire the best employees possible.

Sure, there will be times when you make a mistake or two in the hiring process. That said getting it right as often as possible is key to a successful company.

Second, you need to give your brand as much positive promotion as possible.

With your brand getting the right marketing and social media, the sky can be the limit on how far it can go.

Last, while hiring right and promoting your biz are critical, you also need efficiency.

Without an efficient office, your business could very well hit many bumps in the road.

So, is your company doing all it can to take distractions out of the equation?

Be an Efficient Business

In doing all you can to be an efficient business, look at avoiding these distractions:

  1. Employees who are not focused – In hiring the best people, you want those who are most efficient. Yes, their resumes can be quite impressive, but how efficient will those you hire prove to be? Do your best to get those individuals who will focus on work and nothing else when they are on the clock. While you do not want to hire robots, you do want those who know what is necessary to get the job done and still have fun. Unless running a home business, you have to rely on others to help get you to where you want to be in the business world.
  2. Calls and emails that waste time – As a business owner, your phone likely rings countless times a day. That said how many of those calls would you say are worth your time? You want to do your best to avoid phone calls that are a nuisance. Such calls can detract from your daily focus and that of your employees’ too. The same holds true with emails. You and your employees will get a lot of emails on your work computers each day. Be able to discern those which are wasting your time. Although much or all those emails should go to a spam that does not always happen. When you lessen the load of unwanted calls and emails, your work days can prove much more productive. As part of that production, be sure to promote your business with the right marketing plan. From traditional marketing to social media and more, spread the word about your brand.
  3. Family attention – As important as your family is, does it seem at times as if you’re torn between family and work? Do your best to find that happy medium. Yes, your family means the world to you. That said you need your business to do well so that you can support your family now and for many years to come.
  4. Financial concerns – Last, what business owner does not think about their revenue stream? With that in mind, you do not want to get to the point where you are too fixated on it. When you hire right, avoid distractions, and find a happy balance of family and work, revenue will be fine.

In avoiding business distractions, do your best to have the focus in the right areas.

Photo credit: Pixibay

About the Author: Dave Thomas covers business topics on the web.

 

 

What Makes Your Business Stand Out from the Rest?

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As you take a moment to reflect on the success of your business, what has made it achieve greatness up to this point?

Some business owners will state that it is the employees that make the company tick.

Others will also point out that they could not be doing this well if not for a great marketing plan being in place.

Still others would highlight they learned from their mistakes. As such, they improved business operations over time.

No matter what makes your business stand out from the rest, always strive to make your company better.

Remember, standing still can be a recipe for disaster.

Does Your Workplace Run as Smooth as It Can?

In having a smooth running workplace to stand out from others, remember the following:

  1. Employees – Hiring top-of-the-line employees gives you a competitive advantage over your competitors. That said there may be times when employee issues come to the surface (see more below). If they do, will you handle them the best way possible? In having the best human resources solutions, you can more times than not avert problems. With that in mind, be sure when hiring anyone that they know full well what you expect of them. You don’t want a workplace where rules are not followed and mayhem is the order of the day.
  2. Meetings – Yes, there are employees and even bosses who dread regular company meetings. The same is true for one-on-one meetings between an employee and his or her supervisor. Even with that in mind, meetings are productive on several fronts. They allow you and your team to chart a business course each week. You can also hash out any issues that are within the framework of everyone can know about the situation. For example, one or more clients are being difficult when it comes to renewing contracts with you. By sitting down as a team, your employees share ideas on how best to keep those clients on-board for the future. Among those issues to deal with on a more personal level would be some workers not getting along with one another.
  3. Personalities – While you are not running a dating service, you do expect your co-workers to at least be cordial with one another. Running a company also means being a part-time psychologist. Doing your best to know office personalities and which ones need a little more attention is key. With human resources consultants along for the ride, you are better set to receive H.R. advice to take to the bank. Such consultants can also remind you how to go about staying within the framework of your legal responsibilities in running a business.
  4. Goals – Last; always be thinking about what tomorrow may bring. One of your goals as a business owner is to have a plan in place not only for today, but also tomorrow and beyond. If you end up becoming complacent, it can backfire on you. In fact, it could one day lead to your business closing its doors. Always keep an eye on what competitors are doing and how you can surpass them.

In having your brand at the top of the heap, strive hard to be the most resourceful business owner possible.

Photo credit: Pixibay

About the Author: Dave Thomas covers business topics on the web.

 

 

Are You Hiring the Right People for the Job?

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Making sure you have the right people in place in your office may not seem as easy as you think.

First, you never know when hiring someone if their personality is going to be a good mix for your workplace.

Sure, someone may have a stellar resume and come across great during the interview. That said what happens when they end up working with dozens or more of your staff on a daily basis? Can you guarantee that harmony is going to follow suit?
In hiring and retaining your workers, you want to do all you can to make things fit the first time around.

So, are you hiring the right people for the job?

Put Different Resources to Work

So that you have improved odds of getting the right people more times than not, remember a few pointers:

  • Resources – Having good human resources consulting can help you hire the right folks. For example, are you following all the necessary human resources procedures? It only takes one slip-up to put your company in jeopardy of a lawsuit. By working with an H.R. expert or experts, you lessen the chances of making gaffes that can prove costly.
  • Interviews – Some companies use phone interviews before an actual face-to-face interview. Does that sound like your company? Those phones interviews can help weed out some candidates that are likely not a good fit for your office. With face-to-face interviews, not only listen to what candidates say, but watch them. Do they seem comfortable talking to you or your staff? Is their personality one that would at least now appear to be a good fit for your workplace? Are they anxious to be a team player and contribute from day one if hired? Watching and listening are two of the most important aspects of any interview.
  • Goals – What goals do you have in mind when it comes to hiring more employees? Some companies hire due to the fact they have a manpower shortage. Others will hire to fill an important chair at the company. Know ahead of time why you need to add one or more individuals to your payroll. Doing so will give you more clarity and improved chances of avoiding a revolving door.

Knowing When It is Time to Pull the Plug on a Worker

Knowing when and then having to fire someone is something most company heads do not enjoy. That said it is all but unavoidable in running a company.

To make the matter clearer on you and your team, look for these signs to know when it is time to pull the plug on a worker:

  • Employee is not doing the job expected of them
  • Employee is late for work on regular basis or abuses breaks
  • Employee does not get along with others in the office
  • Employee speaks badly about the company and even its customers

Although training new folks is costly and time-consuming, you do not want to keep someone around who is a bad fit.

In taking time to see if you are hiring the right people for the job, make sure your human resource person or team is quite involved.

Photo credit: Pixabay

About the Author: Dave Thomas writes about business topics on the web.