If you electronic file with Turbo Tax, be careful on what payment option you select.
At Turbo Tax, you have two options to pay your electronic filing fees. DO NOT select the option of having it automatically deducted from your refund. It will cost you an additional $29.95 to file your 2006 taxes this way.
Choose the payment by credit card option.
If you owe taxes, file it by mail....what's the rush?
Sunday, February 25, 2007
Monday, February 12, 2007
Employee Loyalty
People have a tendency to be loyal to the company they work for. And most do not want to hop from job to job. Those that leave on their own generally do so for a better opportunity, more money, or to get away from a bad boss.
While some companies discount the power of loyal employees, the smart companies embrace the idea. Experience in the job is invaluable. When something goes wrong, an employee can draw on that experience to quickly rectify the situation. The bank of information that they carry with them makes them much more efficient than a new employee. This cost is never quantified, but common sense will tell you that it can be significant.
Unfortunately in this era of lean and mean, experienced employees are seen as a big liability. Companies would rather pay a younger worker less money and lower benefits than to continue to pay more for an experienced worker in the same position. While they think they are saving money, in reality they are typically losing customers and productivity at an alarming rate.
A strong, dedicated workforce is a key ingredient to improve the overall health of a company. Sure you may pay more in wages and benefits (you get what you pay for), but would you rather lose productivity and customers? Treat your employees right and they WILL be loyal to your company and everyone will benefit.
While some companies discount the power of loyal employees, the smart companies embrace the idea. Experience in the job is invaluable. When something goes wrong, an employee can draw on that experience to quickly rectify the situation. The bank of information that they carry with them makes them much more efficient than a new employee. This cost is never quantified, but common sense will tell you that it can be significant.
Unfortunately in this era of lean and mean, experienced employees are seen as a big liability. Companies would rather pay a younger worker less money and lower benefits than to continue to pay more for an experienced worker in the same position. While they think they are saving money, in reality they are typically losing customers and productivity at an alarming rate.
A strong, dedicated workforce is a key ingredient to improve the overall health of a company. Sure you may pay more in wages and benefits (you get what you pay for), but would you rather lose productivity and customers? Treat your employees right and they WILL be loyal to your company and everyone will benefit.
Saturday, February 10, 2007
Corporate Warfare
Are you sick and tired of power hungry, big ego, out of touch people ruining the company you work for? Are you fed up with having money taken out of your pocket to make the rich even richer? What can you do about it?
Here is a tactic that may pay some dividends.
Write a letter to your top five shareholders. Explain to them what is wrong with your company and why.
Don't think they will listen? If you had millions invested in a company and disgruntled employees are complaining to you with facts on why their investment is under performing, wouldn't you listen?
You don't want to identify yourself in the letter because the employer will likely retaliate against you. Sign the letter as a concerned employee. Be genuine and stick to the facts. Stay away from name calling and write the letter intelligently.
The shareholder is THE boss. The CEO and Board of Directors must answer to this group of bosses. Keep them informed and it will help keep your senior leadership in line.
Here is a tactic that may pay some dividends.
Write a letter to your top five shareholders. Explain to them what is wrong with your company and why.
Don't think they will listen? If you had millions invested in a company and disgruntled employees are complaining to you with facts on why their investment is under performing, wouldn't you listen?
You don't want to identify yourself in the letter because the employer will likely retaliate against you. Sign the letter as a concerned employee. Be genuine and stick to the facts. Stay away from name calling and write the letter intelligently.
The shareholder is THE boss. The CEO and Board of Directors must answer to this group of bosses. Keep them informed and it will help keep your senior leadership in line.
Monday, February 5, 2007
Opportunities in Guerilla Recruiting
You won't find a much better opportunity to steal talent from the competition.
Dell - Here is a company that made almost $10 BILLION of gross PROFIT and 4.3 BILLION in operating income. So what does that earn the employees? Nothing! That's right, no employees are going to get a bonus this year. So, $4.3 BILLION isn't enough money to allow bonuses for the employees who put the hard work in and produced this profit for Dell? Talk about greedy. What is enough?
This is an example of a company who is punishing their employees to come up with a short-term solution to please their shareholders. Taking money out of the pocket of an employee is one of the worst moves management can ever make. Unhappy workers equal trouble for shareholders and great opportunities for the recruiter.
Dell employees have to be fuming over their lost bonuses. Strike while the iron is hot.
http://www.givemebigmoney.com/index.html
Dell - Here is a company that made almost $10 BILLION of gross PROFIT and 4.3 BILLION in operating income. So what does that earn the employees? Nothing! That's right, no employees are going to get a bonus this year. So, $4.3 BILLION isn't enough money to allow bonuses for the employees who put the hard work in and produced this profit for Dell? Talk about greedy. What is enough?
This is an example of a company who is punishing their employees to come up with a short-term solution to please their shareholders. Taking money out of the pocket of an employee is one of the worst moves management can ever make. Unhappy workers equal trouble for shareholders and great opportunities for the recruiter.
Dell employees have to be fuming over their lost bonuses. Strike while the iron is hot.
http://www.givemebigmoney.com/index.html
Saturday, February 3, 2007
Guerilla Recruiting
Do you know how to steal talent from a competitor? Great companies recruit talent from their competition. Not only do you get an experienced and hungry employee, you get your competitor's inside information along with their customers. It is a huge win in the recruiting war for talent.
Here are five top tactics that will destroy your competition and build you into a powerhouse organization.
1. To get someone to consider leaving an organization, you need to step up to the plate in the form of cash. Offer more than the other guy. This should be obvious. You may have to pay a premium to attract top talent if your competitor has a good base compensation program, but it will be a great investment. If your base compensation program is lacking, fix this problem first. Compensation is not a cost, it is an investment in talent. If you view compensation as a cost, rather than an investment, STOP READING. Nothing else in this article will help you.
2. Focus on the bonus program and fringe benefits. Bonus programs carry tremendous value with employees because the money is discretionary and improves their quality of life. Bonuses should not be entitlements, but the measures used to obtain bonus money should be reasonable and attainable. They also must be paid on time and in accordance with your plan parameters. Top it off with a great health care plan and a generous vacation policy and you will have the elements to attract the best talent around. Like base compensation, if these programs aren't world class, you must fix this problem first if you want to recruit the best talent. One thought on vacation policy, don't expect an employee with 5 weeks of vacation at their current employer to leave and than follow your policy as a new hire. This is idiotic. Give them as much, or more, than what they have now. Offering them less will make them reject your offer. To make matters worse, they will spread the spread the word at how cheap you are. Not exactly the image you want to portray for a world class organization.
3. Find the best middle manager at your competitor. This person may be disgruntled or they lack the opportunity to move up in the organization. You may ask why would I want a disgruntled employee? Revenge! Chances are that this manager is in a situation that is far different than what they believe is right. These people are great employees that are simply frustrated with their current situation. They could be disgruntled because their current employer isn't compensating them fairly, not paying earned bonuses, oppressing their creativity and suggestions, not treating other employees fairly, etc. This is your diamond in the rough employee. You pluck this one from your competitor and you will hit the big one and gain a serious advantage. Why? Not only will this manager be extremely motivated for a better opportunity to employ their ideas and get paid for it, they will bring their best employees with them. You will cherry pick your competitor's best talent and bring them to their knees! You will have to pay a premium to get this type of employee, but the return on investment will be astronomical. Imagine gaining your competitor's secrets AND taking their best employees from them. JACKPOT!!
4. Find a top sales person at your competitor. Steal this employee from your competitor and you get a big book of their business. You pick up market share and get a top sales person. Again, you will have to pay a premium for this employee, but the return on your investment will be tremendous. Here is another opportunity to steal multiple top sales reps from your competition. ANOTHER JACKPOT!!
5. Hang on to your good employees. Pay them well and give them the FREEDOM to make things happen. Great employees are like owners of the business. Treat them like gold and you will have a pot of gold for profit. Micro-manage them and watch them leave. It doesn't do you any good to bring top talent in and run an organization poorly. You must provide ample opportunity, money, and great leadership. These are the top reasons why people leave a company. They will leave yours just as fast if these things are not part of your organization. Money, opportunity, and great management will build a fortress around your organization. Don't let your competition steal talent from you.
An aggressive recruiter needs to have the right tools at their disposal. If your company is struggling in the talent department, you need to examine and build programs that are better than your competition. You need to have the best compensation plans, ample opportunities for growth, and great management. If you don't, no recruiter can help you. Great employees will leave for better opportunities.
Win the war on recruiting and ascend to new heights as an organization.
Here are five top tactics that will destroy your competition and build you into a powerhouse organization.
1. To get someone to consider leaving an organization, you need to step up to the plate in the form of cash. Offer more than the other guy. This should be obvious. You may have to pay a premium to attract top talent if your competitor has a good base compensation program, but it will be a great investment. If your base compensation program is lacking, fix this problem first. Compensation is not a cost, it is an investment in talent. If you view compensation as a cost, rather than an investment, STOP READING. Nothing else in this article will help you.
2. Focus on the bonus program and fringe benefits. Bonus programs carry tremendous value with employees because the money is discretionary and improves their quality of life. Bonuses should not be entitlements, but the measures used to obtain bonus money should be reasonable and attainable. They also must be paid on time and in accordance with your plan parameters. Top it off with a great health care plan and a generous vacation policy and you will have the elements to attract the best talent around. Like base compensation, if these programs aren't world class, you must fix this problem first if you want to recruit the best talent. One thought on vacation policy, don't expect an employee with 5 weeks of vacation at their current employer to leave and than follow your policy as a new hire. This is idiotic. Give them as much, or more, than what they have now. Offering them less will make them reject your offer. To make matters worse, they will spread the spread the word at how cheap you are. Not exactly the image you want to portray for a world class organization.
3. Find the best middle manager at your competitor. This person may be disgruntled or they lack the opportunity to move up in the organization. You may ask why would I want a disgruntled employee? Revenge! Chances are that this manager is in a situation that is far different than what they believe is right. These people are great employees that are simply frustrated with their current situation. They could be disgruntled because their current employer isn't compensating them fairly, not paying earned bonuses, oppressing their creativity and suggestions, not treating other employees fairly, etc. This is your diamond in the rough employee. You pluck this one from your competitor and you will hit the big one and gain a serious advantage. Why? Not only will this manager be extremely motivated for a better opportunity to employ their ideas and get paid for it, they will bring their best employees with them. You will cherry pick your competitor's best talent and bring them to their knees! You will have to pay a premium to get this type of employee, but the return on investment will be astronomical. Imagine gaining your competitor's secrets AND taking their best employees from them. JACKPOT!!
4. Find a top sales person at your competitor. Steal this employee from your competitor and you get a big book of their business. You pick up market share and get a top sales person. Again, you will have to pay a premium for this employee, but the return on your investment will be tremendous. Here is another opportunity to steal multiple top sales reps from your competition. ANOTHER JACKPOT!!
5. Hang on to your good employees. Pay them well and give them the FREEDOM to make things happen. Great employees are like owners of the business. Treat them like gold and you will have a pot of gold for profit. Micro-manage them and watch them leave. It doesn't do you any good to bring top talent in and run an organization poorly. You must provide ample opportunity, money, and great leadership. These are the top reasons why people leave a company. They will leave yours just as fast if these things are not part of your organization. Money, opportunity, and great management will build a fortress around your organization. Don't let your competition steal talent from you.
An aggressive recruiter needs to have the right tools at their disposal. If your company is struggling in the talent department, you need to examine and build programs that are better than your competition. You need to have the best compensation plans, ample opportunities for growth, and great management. If you don't, no recruiter can help you. Great employees will leave for better opportunities.
Win the war on recruiting and ascend to new heights as an organization.
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