8 tips for growing a successful business

8 tips for growing a successful business

8 tips for growing a successful business

Having a plan and organization are the key to success.

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Is one of your goals for this year to improve your business? this article could help you.

1. Get organized

To achieve business success, you need to be organized. It will help your complete tasks and stay on top of things to be done. A good way to be organized is to create a to-do list each day. As you complete each item, check it off your list. This will ensure that you’re not forgetting anything and completing all the tasks that are essential to the survival of your business.

 

2. Keep detailed records

By doing so, you’ll know where the business stands financially and what potential challenges you could be facing. Just knowing this gives you time to create strategies to overcome those challenges.

 

3. Analyze your competition

To be successful, you can’t be afraid to study and learn from your competitors. After all, they may be doing something right that you can implement in your business to make more money.

 

4. Understand the risks and rewards

A good question to ask is “What’s the downside?” If you can answer this question, then you know what the worst-case scenario is. This knowledge will allow you to take the kinds of calculated risks that can generate tremendous rewards.
Understanding risks and rewards includes being smart about the timing of starting your business.

 

5. Be creative

Always be looking for ways to improve your business and make it stand out from the competition.

 

6. Stay focused

It takes time to let people know who you are, so stay focused on achieving your short-term goals.

 

7. Be Consistent

Consistency is a key component to making money in business. You have to keep doing what is necessary to be successful day in and day out. This will create long-term positive habits that will help you make money in the long run.

 

8. Hire talented people

Companies are facing serious challenges in finding the right talent. So, it’s more important than ever for companies to understand the opportunity a global recruitment strategy can provide.

Hiring the right person for a job opening is usually no easy task — and it’s an economically crucial one to get right. The combination of recruiting, training costs, and benefits associated with hiring a new employee can cost an employer thousands of dollars. If that new hire doesn’t work out, that money is essentially wasted. What’s more, a company that cannot consistently retain employees can experience serious negative consequences, such as low employee morale, lowered productivity, and reduced product or service quality — all elements that can damage its profitability.

Remote staff makes difference

Hence the importance of hiring trained workers. Many times, the indicated worker is not in the same country, but today that is not a problem. Roots EOR makes it possible for your company to hire worker no matter where they are. How? Contact Us

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Changes in the way of working and hiring

Changes in the way of working and hiring

Changes in the way of working and hiring

Americans quit jobs at a record pace during the second half of 2021, and more plan to resign in the new year. How can companies take advantage of this situation and seduce employees?

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Although specialists predict that quitting will continue steadily at similar, elevated rates we’ve seen over the past year, they are not confident that we’ll see another big quitting wave in 2022.
That’s because the tight labor market has pushed companies to offer better benefits and higher salaries, that will keep employee turnover from being “completely rampant” in the months ahead.
What are companies doing to seduce employees?

 

Flexible work arrangements will be the norm, not the exception

The freedom to work from anywhere has become the most sought-after benefit during the pandemic – so much so that people value flexibility as much as a 10% pay raise, according to new research from the WFH Research Project.

More companies will embrace this change to attract and retain talent. Leaders are starting to ask: “How can we give people more power over their schedules? How can we be more flexible?”

Managers that blame external factors for turnover – whether it be government leadership, the pandemic, unemployment benefits or other reasons – and refuse to offer flexible work arrangements will be the “losers who struggle in the wake of the Great Resignation”.

Flexible working culture will lead to better work-life balance and improved mental health for employees. HR leaders know that work will fit around our personal lives rather than our personal lives fitting around work.

 

Remote jobs will become more competitive

As companies struggle to hire in the United States, a growing number of managers could turn to automation and international candidates to fill open roles.

The pandemic accelerated the trend toward automation as companies embraced digital waiters, concierges and other technologies amid social distancing rules and virus fears. In 2020, the World Economic Forum surveyed about 300 global companies and found that 43% of businesses expect to reduce their workforces with new technology.

Economist predicts that companies will make larger investments in robots and artificial intelligence to reduce hiring times and costs even after the pandemic subsides.

 

Those same benefits could push companies to hire more international candidates for remote roles and create even more competition for remote jobs, he adds. In the United States, employees tend to be paid higher wages than people in many other countries. If you’re a remote organization, you can recruit workers from all over the world who can do the same job for a cheaper rate.

Are you ready for your remote work team?

Do you want to know how to hire employees in other parts of the world in a legal, fast and easy way? Contact Us

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Changes in the way of working and hiring

Changes in the way of working and hiring

Americans quit jobs at a record pace during the second half of 2021, and more plan to resign in the new year. How can companies take advantage of this situation and seduce employees?

The future of work: remote working in 2022

The future of work: remote working in 2022

The future of work: remote working in 2022

How will companies adopt and adapt their processes for remote work this year

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Every year is a new challenge for companies. Here we mention three predictions related to work:

Prediction #1 – Remote work will become normal for the majority

Companies that don’t open up to remote working, or that insist on restrictive working models, will face problems in hiring and finding the right people.

In 2022, this will carry on. For those that invested early in supporting remote work, they will see the problems settle down earlier compared to those that either have not invested or did so half-heartedly. The challenge will be not so much the technology to support doing all this securely, but how to maintain the right processes and team culture over time. When people are not physically working alongside each other, and when communication is all asynchronous, it can be more difficult to keep the right culture in place.

Prediction #2 – Onboarding and offboarding will have to change

With all this hiring and with more churn in staff, there will be more pressure on how to manage those employees and get them set up properly. Provisioning services and applications will get more attention from both the tech team and from HR, as employee experience goes from a minor issue to one that affects long-term retention of staff.

In practice, companies will struggle more with how they manage removing access and managing assets. Getting employees through the front door will get the most attention – after all you never get a second chance to make a good first impression – but managing how to get assets back will need just as much work.

Automating the deprovisioning process will help, as access rights can be tied to the device and then triggered as part of returning equipment. Doing this remotely will get more attention too, as employers will not want to risk shipping back devices that are not secured properly. Taking care of devices will be problematic if it doesn’t have good insight into what users have in place, how they use those devices, and how they can be managed over time.

Prediction #3 – How we measure work will have to change

When everything is working well, technology can help companies big and small to be more effective. However, what does effective support look like when employees are remote for the majority of the time? How do companies define the services that they need, and track their results?

In 2022, companies will have to think seriously about how they measure work and results. The traditional approach of tracking hours in the office is not appropriate – you might say it never was, even before COVID-19 – yet many managers currently don’t feel comfortable or able to adopt results-based approaches instead. Overcoming this mindset is essential.

During the next year, we’ll see two kinds of approaches – those companies that work out how to measure employee performance by results that they deliver over time, and those that try to keep that old oversight model in place. For the first group, the challenge is how to ensure that they get the right level of productivity in place and that employees are challenged rather than overworked. For the second group, the biggest challenge will be retention. Too much oversight will lead talented staff to look elsewhere.

The goal should be to work in the right way, providing strong support and with a good company culture in place in all interactions, regardless of how those interactions take place. At the same time, teams will have to look at how their processes function when work can be asymmetric and asynchronous, rather than tied to specific business hours. In the year ahead, this will be what many IT teams will have to work on internally across their own processes, and they will have to take those lessons out to the wider business too.

Remote work is here to stay

Knowing how to keep your work structure strong with employees working all over the world is critical. In addition, it is also essential to attract new talent. Do you want to hire employees from all over the world but don’t know how to do it? Contact Us

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Changes in the way of working and hiring

Changes in the way of working and hiring

Americans quit jobs at a record pace during the second half of 2021, and more plan to resign in the new year. How can companies take advantage of this situation and seduce employees?

Three changes to work in 2022

Three changes to work in 2022

As the pandemic stretches on into a third year, the way offices look and the way we act within them will still look nothing like they did in 2019

Four ways how working remotely can benefit our mental health

Four ways how working remotely can benefit our mental health

As part of a new normal, the world is steadily increasing adoption of remote work, with many tech giants already giving their employees an option to work remotely indefinitely. What is the relationship between remote work and mental health?

Three changes to work in 2022

Three changes to work in 2022

Three changes to work in 2022 

As the pandemic stretches on into a third year, the way offices look and the way we act within them will still look nothing like they did in 2019 

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Despite many employers’ hopes, a full-time return to office-based work is looking highly unrealistic as the omicron variant pushes back return-to-office plans once again for millions of workers. And, given the way the current labour market shifted power to employees, pre-pandemic work structures are likely to become a relic. 

Yet for all that seems certain, there is still so much we don’t know about how our working environment will evolve in 2022. This time last year, many people expected 2021 to bring a degree of stability, perhaps even the smooth rollout of hybrid work. The emergence of new variants of the virus blocked this – and may well continue to do so in the months ahead. 

Amid constantly shifting circumstances, it’s hard to pin down where we might find ourselves in 12 months’ time. But experts who study employment and the workplace have identified a few trends that are already giving shape to the way we’ll be working in the coming year, and may just be a window onto the future of office life. 

 

1. Shorter workweeks may happen  

A call for shorter workweeks and condensed hours has been gaining traction around the globe, with companies and entire governments alike already exploring this alternative.

 

2. Workers won’t be heading back to the same offices 

When some workers finally do return to the office – whether in 2022 or down the road – many will find the layout and function to be completely different. Nicholas Bloom, a professor of economics who studies at Stanford University said in an interview that companies will reconfigure spaces this year to meet the needs of a newly hybrid workforce, and accounting for how people want to work when they’re together in person: collaboratively.

Bloom, who has studied the future of the office for years, says the transition back to in-office days has so far been awkward and clumsy. He says he’s heard “horror stories” from workers whose companies have called them back into the office – for instance, sitting in half-empty offices on the same Zoom calls they would at home (and listening to colleagues do the same). 

In other words, the pre-pandemic office doesn’t work the way employees in 2022 need it to.

Since some companies that have rolled out hybrid models bring in certain teams into the office on the same day each week, Bloom says co-ordination is going to be the name of the game this year, and more offices will make permanent layout changes to facilitate this.

 

3.  Employee turnover will continue to increase as hybrid and remote work become the norm for knowledge workers.

Flexibility around how, where, and when people work is no longer a differentiator, it’s now table stakes. Unfortunately for many organizations, increasing flexibility will not slow turnover in today’s tight labor market; in fact, turnover will increase, for two reasons.

First, there will be weaker forces keeping employees in seats. Employees that work hybrid or remotely have fewer friends at work and thus weaker social and emotional connections with their coworkers. These weaker connections make it easier for employees to quit their job by reducing the social pressure that can encourage employees to stay longer.

Second, there will be stronger forces enticing employees away as the pool of potential employers increases. With hybrid and remote work as the norm, the geographic radius of the organizations that someone can work for also expands. This increased attrition risk remains even in a hybrid model where employees are expected to come into the office at least once a week. Employees are much more willing to take on a longer commute when they must do so less frequently; the pool of potential employers expands alongside employees’ commute tolerance.

These factors will lead to sustained; higher turnover rates compared to any historical norms. The great resignation will shift to the sustained resignation. 

hire employees from anywhere

It is evident that work has changed and will never be the same again. This gives us many advantages, one of them is being able to hire employees from anywhere in the world, because as we prove, it is not necessary to be physically in the same place to be able to work as a team. You know how to do it? 
Contact Us

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Changes in the way of working and hiring

Changes in the way of working and hiring

Americans quit jobs at a record pace during the second half of 2021, and more plan to resign in the new year. How can companies take advantage of this situation and seduce employees?

Three changes to work in 2022

Three changes to work in 2022

As the pandemic stretches on into a third year, the way offices look and the way we act within them will still look nothing like they did in 2019

Four ways how working remotely can benefit our mental health

Four ways how working remotely can benefit our mental health

As part of a new normal, the world is steadily increasing adoption of remote work, with many tech giants already giving their employees an option to work remotely indefinitely. What is the relationship between remote work and mental health?

Can a US company hire a Canadian citizen?

Can a US company hire a Canadian citizen?

Can a US company hire a Canadian citizen?

A guide for hiring remote workers in this country

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US companies are beginning to look abroad for top talent, who can be hired as remote workers in their own country.

A few of the advantages of hiring in Canada are purely practical, such as sharing English as a primary language, proximity to the US for ease of travel, similar time zones, and a developed educational and professional environment. But then your company will have to find a way to legally hire a Canadian citizen. This guide will outline your options and the main compliance concerns when employing in Canada, with the need to set up a Canadian payroll from the US.

Can a US company hire a Canadian citizen?

If you have recruited a Canadian worker, the steps of hiring them may seem daunting. It is one thing to hire employees in the US in a familiar system, but that becomes more complex in a new country. The primary challenge is running a compliant Canadian payroll, and meeting all labor and employment regulations.

If you do this on your own, your HR department will be facing an entirely new regulatory framework, without any local assistance. However, there are ways to overcome these barriers with the use of third-party expertise.

How do US companies hire Canadian employees?

There are two main methods for US companies to hire Canadian employees:
1. Set up a Canadian entity
2. Employ your Canadian employee through an employer of record

The choice will depend on your level of commitment to Canada, number of employees and cost considerations.

Let´s have a look at each one:

1. Set up a Canadian entity

Your company can set up its own Canadian entity as a branch or subsidiary, and hire and payroll the employees directly. But this method is less than ideal if all you want to do is hire Canadian workers. It is costly and time consuming to set up an entity in any foreign country, and will require the use of legal and accounting experts in Canada. It really only makes sense if you are hiring an entire remote Canadian team, or have other strategic business plans in the country.

2. Employ your Canadian employee through an employer of record

A more efficient option is to use a Canadian employer of record (EOR) to hire your remote employees. The EOR is already set up as a legal entity with a local payroll that can hire and onboard your employees immediately. The EOR will ensure that your company is in full compliance with tax and entitlement calculations, which your Canadian employees can rely on as residents. While the EOR administers employment in Canada, your company continue to manage the employee’s schedule and work projects.

Let´s clear some doubts about it:

Does a Canadian employee working for a US company have to pay US social security or taxes?
As long as your Canadian employee does not establish residency in the US, they don’t have to pay US taxes or social security. The fact that they are being paid by a US company does not equate to personal income tax liability for the employee, as long as they remain in Canada.

Do Canadian employees need a work visa or permit to work remotely for a US company?
The simple answer is that as long as the Canadian remote worker is physically performing the work in Canada, no US work visa is required.

hiring remote workers in Canada

You don’t have to go to the expense of setting up a Canadian entity, or take the risk of hiring contractors. Roots EOR employer of record in Canada is ready to do it for you, complying with every part of Canadian and provincial employment laws, and making sure that your new employee is taken care of locally. Contact Us

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Four ways how working remotely can benefit our mental health

Four ways how working remotely can benefit our mental health

Four ways how working remotely can benefit our mental health

As part of a new normal, the world is steadily increasing adoption of remote work, with many tech giants already giving their employees an option to work remotely indefinitely. What is the relationship between remote work and mental health?

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According to a survey conducted by FlexJobs among 800 US employees, 48% of remote workers report their work-life balance as very good or excellent, compared to only 36% of employees without flexible work possibilities choosing that option. Two-third of remote workers surveyed declared that they prefer to not come back to the office – even after pandemic. They are also almost half as likely to struggle with poor mental health, compared to employees without flexible work options. In what ways remote-based approach can benefit our mental health?

1. Personalised work environment

Working remotely allows you to personalise your work environment, giving you more flexibility. While offices are designed to suit the needs of majority, not everyone is able to focus with frequent interruptions, loud conversations and seemingly endless train of birthday cakes. You know best (and if you don’t – this is the best time to try and find out) where and on what conditions you are at your most productive. Having that freedom improves our confidence and makes us more relaxed, both being crucial to a sustainable work routine.

2. Healthier routine

Working remotely means that more of our energy and time can be directed at our wellbeing routine. It gives us the possibility of eating healthier home-made lunches and squeezing in more time for exercise and meditation. Working in the place where we live also gives us a chance to improve our sleep schedule, which is known to have an immense impact on our mental and physical health.

3. Lower stress levels

According to a study by PGi, 82% of surveyed remote workers related the possibility of more flexible work arrangements with lower stress levels. This comes from the fact that having control over the way we work increases job satisfaction and slows down the burnout. Working from home gives us a possibility to spend more time with our family and friends (and pets), which helps us to approach new tasks more regenerated and with increased motivation.

4. Improved time management

Working from the office, it’s often difficult to juggle family tasks with job-related workload. Going remote means more control over our day and gives us a chance to prioritise and schedule each day differently. No more conflicts between personal appointments and office life, which makes us more calm, organised and facilitates forward planning.

‍While re-designing our work environment works great in terms of increasing productivity and gives us more time to focus on our mental health, it’s important to keep in mind the flip side – potential feelings of isolation and loneliness. It’s crucial to find an efficient and easy way to communicate with your co-workers from a remote office, and remember to set boundaries between work life and home, as they often may seem blurry.

IS HOME WORK YOUR CHOICE?

‍It is possible and even recommendable for our health to work from our home. This gives us the freedom to work for any company in the world. In the same way, if you own a company, hiring people from different parts of the world can be a good option.
Do you want to know how to do it? In an easy, fast way and saving you all the bureaucratic steps? Contact Us
We know how to simplify your life when hiring employees around the world.

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