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Thursday, February 24, 2011
Business Idea Center
969 businesses you can start today
Today's Featured Business Ideas
Dog Walker
Put your energy and love for dogs into action with this business idea. Read more »
Here are the tips, tricks and inside info you need when starting a business.
The Basics of Business Planning
Why is a business plan so vital to the health of your business? Read the first section of our tutorial on How to Build a Business Plan to find out.
The Elements of a Business Plan
There are seven major sections of a business plan, and each one is a complex document. Read this selection from our business plan tutorial to fully understand these components.
Getting Financing
Learn how and where to find money for your startup.
Charting Your Business Timeline
Unsure where you should be focusing your energies? Our business timeline series will help you keep your eyes on the prize, no matter what stage you're in. The Basics of Buying a Franchise
Are you thinking about buying a franchise? We've got all the information you need to help you decide whether franchising is right for you. The Basics of Employee Benefits
What's required? What's not? And what's just good policy? This primer will help you figure it out. The Basics of Building an Online Business
8 tried and true steps for attracting visitors to your site--and getting them to buy.
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The Right Way to Fire Someone
Firing an employee may be the hardest thing you'll have to do, but if you follow these tips, you can get the job done right.
Firing an employee--looking someone straight in the eye and telling them they no longer have a source of income--is one of the toughest things you'll ever have to do as a business owner. It's often as hard on the person giving the bad news as it is on the person receiving it. And yet it still needs to be done, especially if you have someone who's "poisoning the well" and bringing the entire business down with them.
Assuming this person is an "at will" employee--someone who doesn't have an employment contract that guarantees employment for a specified time period--here are ten tips to help you remove the bad apple cancer from your business with a "zero to low" risk of being sued for wrongful termination. 1. Check your past feedback. If you've been giving this employee glowing performance reviews and a raise each year, they'll understandably be shocked when you call them into your office and give them the boot. Look back at your relationship with this employee, and if you've been sending them overly positive signals, don't fire the employee immediately! Instead, start changing the signals and let them know in no uncertain terms that they're not "living in Kansas anymore."
2. Give them a warning. Sit the employee down in your office, explain that you're unhappy with their performance, and give them a limited period of time (I would suggest 30 days) to turn things around. Make it very clear that if they continue to "fill in the blank with their bad behavior," you'll have no choice but to terminate them immediately. Prepare a "memo to the file" detailing what you told the employee. 3. Focus on specific behavior goals. Give the employee a list of behaviors you find unacceptable, and tell them exactly what they needs to do to get back into your good graces. Do not allow the employee to drag you into a discussion that focuses on anything other that what you've just covered. 4. Fire early in the week and never on a Friday. Assuming the employee doesn't turn things around for the better, fire them early in the work week. Never fire someone on a Friday, because then they can "stew about it" over the weekend and come into work the following Monday ready for a fight, or even worse. 5. Make it short, sweet and to the point. Do not get caught up in the employee's emotions--have a box of Kleenex handy on your desk. Have a witness present during the meeting in case the employee threatens retaliation. Then proceed with the following steps:
Tell the employee that they're being terminated and when they'll be expected to leave the office.
Explain that the firing is "for cause," but avoid going into detail about the grounds for termination. You don't want to start an argument. Just point out that the employee did not attain the goals you wanted them to reach in their latest "performance review." If the employee objects or becomes defensive, say simply "I'm sorry, but my mind is made up."
Explain how much severance pay (if any) you'll be providing and what other benefits they'll be entitled to after they leave your employment.
Explain to them what you'll say should anyone call and ask you for a job reference. Be sure you've spoken with an employment law attorney first and have agreed on the exact wording.
6. Do not let the employee linger. Unless there's an urgent reason to keep the employee around for a few days, tell them that they're to leave the business premises immediately, after a short stop at their desk to pick up any personal items. Escort the employee to the door, so the employee doesn't have the chance to steal any company files, trash any computer data or change any computer passwords without your knowledge. Better yet, have another employee change these while the other employee is in your office, so they can't go back to their desk and wreak havoc with your computer system. Collect any office keys and company credit cards this employee might have. 7. Ask for a release, and give the employee an incentive to sign it. If the employee is a minority, a female or is over the age of 40, I would recommend asking them to sign a release of liability. Do not draft this yourself--there is very specific language a release form must contain in order to hold up in court, especially if the employee is likely to claim "age discrimination." Have your employment law attorney draft the necessary release before the "exit interview"--it should take only about an hour of the attorney's time.
Offer the employee something in exchange for signing the release, along the following lines: "You'll be entitled to one week's severance pay, Mary, but if you sign this release form, I'll be happy to extend that to three weeks. Talk it over with your attorney if you like, and let me know what you decide to do." You cannot force an employee to sign a release, but you can give them a strong incentive to do so. Also, giving the employee the chance to talk to their attorney demonstrates that you're not worried about being sued. 8. Reassign the terminated employee's job duties promptly. As soon as the employee leaves the premises, call your other employees together, tell them that the employee is no longer working for the company (but avoid giving details), and reassign their duties to other employees. That will prevent a "rumor mill" from starting and will inoculate the employees against any negative phone calls or e-mails they may receive from the terminated employee. 9. Do not fight the employee's claim for unemployment benefits. If you do, there's likely to be a hearing, which will be transcribed by a court stenographer. No matter what you say during the hearing, your ex-employee is likely to be awarded benefits anyway, and if you say one thing out of line, you've just given your ex-employee "Exhibit A" in their lawsuit for wrongful termination.
And the most important tip . . . 10. Get the job done. There's only one thing worse than firing an employee who's likely to get emotional, angry or violent, and that's not firing them. Holding onto an employee who's not performing or wreaking havoc with your business poisons your workplace in two ways: It allows the harmful behavior to continue, and it sends signals to other employees that they can get away with similar behavior.
Firing an employee is tough, and there's no guarantee you won't be sued no matter what you do, but if it has to be done, you do both yourself and your business a great disservice by putting off the inevitable.
Cliff Ennico is a syndicated columnist and author of several books on small business, including Small Business Survival Guide and The eBay Business Answer Book. This column is no substitute for legal, tax or financial advice, which can be furnished only by a qualified professional licensed in your state.
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Understand your purposes before starting Internet Marketing Business
Beginner's Guide
Are you ready to Orbit the Webs to make a living, first thing you need to understand is this, creating a website must be for a purpose, which is called Niche. So what is website niche, simply means, subject matter of your website, i.e. what is your site all about? What is it talking about? For instance, the niche of www.yahoo.com is portal, e-mail, search web, Chatting YMs and stock news.
Consider to use a popular niche for your website that will determine your success on net, some people have failed in their online business because they chose a niche that was not popular and therefore not in high demand.
Before your website can be appear on the Internet, you need to understand what is called a Domain name and Web host. Once you have understood a domain name and web host, the next thing is to design your website and host it on the internet.
What is Domain name?
The domain name is the name that you type on a web browser when you want to visit a particular website. The domain name is generally called the website’s address or URL. e.g., a domain name is www.google.com, www.orbitwebs.blogspot.com
What is a Web host?
A website host is a compilation of files, folders etc. that is stored on the internet for the internet user to access your files online. You will need a website hosting company to help you accommodate your website files and folders on the internet, when the internet user type in your website domain name, they will be directed to your website.
How can you get a Domain name and Host your website online
First you can get it for free or pay for registration for very year payment for renewing your website.
You can get paid web hosting companies online, like www.bluehost.com or www.godaddy.com, and as well as free website services, like www.webbly.com both of them has a range of features. But note that some free web hosting companies are very poor in standard compare to the paid web hosting companies. You are advised that you pay a web hosting company to host your website online because you have every right of your website not the free ones that you will be restricted in one way or the other when hosting it for you for free.
You can get a .COM domain name for 7$.89 or you can get a .INFO domain name for just .90 cents which is the lowest.
Getting a domain name and web host online may be a little difficult for some countries that are not using credit card to buy things online or pay a hosting company. That is not something to worry about, you can find your local web hosting company online to host your website and at the same time to register a domain for you.
Once you have your domain name and webs host, then you need to decide how you are going to build your pages. You can either use software like Dreamweaver/FrontPage or use a ready-made Template to start with.
But if you wish to get free domain and hosting for free you can start with BLOG, if you don’t know what Blog is all about you can request for the complete ebook for free by sending me email to ade4live@gmail.com
Blog are free super easy to create. Only thing you need is Google account which is Gmail (email Address), you can now log in to www.blogger.com with the username and password and create your Blog easily.
After this has been done you simply select a template and begin to post to your
blog. You now have a good idea of what it means to blog for fun. However, to make money you will have to get a lot more in depth. For instance, you will have to choose an interesting topic to blog about. exp. Entertainment Blog, Lifestyle Blog, Sport Blog etc.
The Different between Blog and Website
You may be wondering about the difference between a website and a blog
A Blog is a different kind of website. The content is generally organized by dated articles called "posts" and they often display the most recent post at the top
Blogs are typically best for sites that are news-oriented. Meaning there is no specific order to the content, and you will be publishing the "current event" in regards to your blog's subject.
So let's say your blog is about Health Care and you have categories on your blog such as, weight loss, hair maintenance etc every time you have something new to write, you will publish a new post and the latest will appear at the top of your blog, while the older posts move to your Archives
Websites are more "static" meaning the content is not dynamically published by date, category, etc. with a website; you can have more control over the organization of your content in general.
The £1bn charity pledge by Scotland's richest man comes at a time when an increasing number of wealthy individuals are handing over millions in philanthropic donations.
BILL GATES: Gates, along with his wife Melinda, set up the Bill and Melinda Gates Foundation.
Sir Tom Hunter is one of a growing band of donors who have contributed to an unprecedented boom in giving by some of the world's richest businessmen and financiers. In Britain alone more than £1.2bn has been pledged or donated to charitable causes in the past year by the country's leading 30 philanthropists. Read about Sir Tom Hunter's record pledge to charity. One of the world's leading philanthropists is Microsoft co-founder Bill Gates who has given more money to charity than anyone else in history.
In January 2000 Gates, along with his wife Melinda, set up the Bill and Melinda Gates Foundation.
With an endowment of around $25bn the foundation works to improve equality in global health and education.
Among its beneficiaries are minority college scholarships, AIDS prevention organisations and efforts to tackle diseases prevalent in the developing world.
In the UK, where philanthropy has a long and distinguished history dating back to the days of the Victorian reformists like Scottish-born Andrew Carnegie, Sir Tom's commitment reflects a growing trend of wealthy individuals pledging huge sums to tackle global issues.
Last year Virgin boss Richard Branson said he would invest £1.6bn over the next 10 years into developing an aviation bio-fuel.
He said his personal profits from his airline and rail companies would be ploughed into creating energy sources that do not contribute to global warming.
Last year Sir Elton John, one of Britain's most famous philanthropists, donated £19.2m for educational programmes targeted at HIV/Aids prevention via his Elton John Aids Foundation (EJAF).
Since it was founded in 1992 EJAF has raised over $125m to support programmes in 55 countries around the world.
Lord Sainsbury, the supermarket magnate and Labour peer, has donated well over £400m in 35 years via his Gatsby Charitable Foundation.
In 1993 he gave over £300m to the trust which, at the time, was the largest philanthropic donation ever recorded in Britain.
Beneficiaries of the trust include disadvantaged children, mental health, cognitive neuroscience, developing countries and the arts.
In 2003 the Sainsbury family was awarded the Carnegie Medal of Philanthropy for their charitable giving.
According to Tony Rogers, chief executive of the Charities Aid Foundation (CAF) philanthropists are increasingly seeing their donations as a social investment rather than straight-forward charity.
Typical of this trend is Anil Agarwal, a London-based Indian businessman who has given £510m to build the Vedanta University in Orissa, India.
Among Britain's most generous givers are David and Heather Stevens, founding managers of Admiral Insurance, who have donated half their shareholding in the company to the Waterloo Foundation which they set up this year.
The amount given is equivalent to 87% of the couple's remaining £115m wealth.
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