http://www.inc.com/john-nemo/the-hard-truth-about-why-youre-unhappy-at-work.html?cid=sf01001&sr_share=twitter
The gist of the article is: because you hate it there. If you do not love what you do, you will not give your heart to it. If you will not give your heart to it, you are withholding yourself from it. If you are withholding yourself from it, why commit yourself at all to it?
The article talks about take your passion...and make it happen: start your own business. Great advice, if you want to start your own business, but, there are a lot of things to consider before that happens, some being:
1. Having a good product (solution).
2. Knowing your audience.
3. Knowing your competition.
4. Getting funded/loans.
5. Time.
6. Energy.
There are plenty of articles of, "What You Need To Know," or "What I Wish I Knew," in regards to starting a business.
If that is not for you, then we do encourage you, if you hate your job, PLEASE find employment where you will be happy. You will be a much better employee and that business will be better off with you there.
~Cheers!
Wednesday, August 10, 2016
YouTube Video: "Working at Disney Be Like"
This is not our video. We wanted to make sure this video got maximum exposure from our followers, so we re-post it.
We know this was buried a bit in our first post yesterday, but, we do want to make sure people see it. Remember, you do NOT want to be that manager mentioned on YouTube for not recognizing a GREAT employee.
If somebody is making your customers happy (like this guy was), please recognize it and reward it.
~Cheers!
Top Five Necessities That Can Help Your Business (Four If You Are Not A Liquor, Wine, or Cigar Shop) -- Part 2
4. Accounting Software
--Yes, you need this. You need to see where your money is going and from where it is coming. An accounting program (there are plenty: Quicken, QuickBooks, Sage 50, xero, and more...some are free, but, we cannot attest for them) will calculate, automatically, your bank statements, providing you are putting in the information correctly. These may also help you with taxes, especially if you need to show the government what you are doing each quarter.
At the end of each day, enter all your income and expenses for the day along with the reason you spent or acquired the money. If you cannot do this, hire somebody to do this for you. If you do not have time to do this now, you will not have time to do this later if you are concentrating on your business...AND IT NEEDS TO BE DONE. There are also categories (which you have to designate) for each expense and income entry. These are all very helpful so that 5, 12, 18, 26 months in the future, you are not looking back and wondering, "What was that about?!" You will have a tangible record (which can be saved and printed) for your files, should you ever need to provide it to anybody who needs to see it.
5. Your Employees!!
--This one is by far, hands down, THE MOST IMPORTANT NECESSITY you have for your business. You need your employees. Treat them well, make them happy, and they will treat your customers well and make them happy. If you do not care about your employees, but have a, "Customers First," mentality, that means that you may be throwing your employees under the bus. They can't work for you if they are crippled. If you do not care about your employees, do not be surprised that they do not care about your business and will leave: Seven Reasons The Best Employees Quit, Even When They Like Their Job or, worse, not: Seven Passive Aggressive Behaviors Killing Company Morale Check out our posts yesterday concerning high turnover (and a video we will re-post today about how to be a jerk and not recognize a great employee), Not having an, "Employees First," mentality could kill your business.
It happens like this: If you have hired the right people for the right job, or you want to retain the people you hired, but, do not support them, that may make your customer happy, but, your employee will feel no commitment to your business. If s/he resigns or is terminated, a replacement will need to be found for that person. It will take time and money to train that person...and while training may end in two weeks, all the knowledge that a person needs to do the job well may take at least a year to acquire. In the meantime, the lag time due to training and getting a rhythm down for the routine, will slow business...and may undoubtedly upset customers...which is what you were trying to avoid in the first place. Finally, if you decided not to be there for your employee, what does that tell your other employees? Their time is limited, too, and they may decide to see if they are appreciated elsewhere. Where will lack of employees leave your business?
Make sure you hire GREAT employees and make sure they know they are great.
~Cheers!
--Yes, you need this. You need to see where your money is going and from where it is coming. An accounting program (there are plenty: Quicken, QuickBooks, Sage 50, xero, and more...some are free, but, we cannot attest for them) will calculate, automatically, your bank statements, providing you are putting in the information correctly. These may also help you with taxes, especially if you need to show the government what you are doing each quarter.
At the end of each day, enter all your income and expenses for the day along with the reason you spent or acquired the money. If you cannot do this, hire somebody to do this for you. If you do not have time to do this now, you will not have time to do this later if you are concentrating on your business...AND IT NEEDS TO BE DONE. There are also categories (which you have to designate) for each expense and income entry. These are all very helpful so that 5, 12, 18, 26 months in the future, you are not looking back and wondering, "What was that about?!" You will have a tangible record (which can be saved and printed) for your files, should you ever need to provide it to anybody who needs to see it.
5. Your Employees!!
--This one is by far, hands down, THE MOST IMPORTANT NECESSITY you have for your business. You need your employees. Treat them well, make them happy, and they will treat your customers well and make them happy. If you do not care about your employees, but have a, "Customers First," mentality, that means that you may be throwing your employees under the bus. They can't work for you if they are crippled. If you do not care about your employees, do not be surprised that they do not care about your business and will leave: Seven Reasons The Best Employees Quit, Even When They Like Their Job or, worse, not: Seven Passive Aggressive Behaviors Killing Company Morale Check out our posts yesterday concerning high turnover (and a video we will re-post today about how to be a jerk and not recognize a great employee), Not having an, "Employees First," mentality could kill your business.
It happens like this: If you have hired the right people for the right job, or you want to retain the people you hired, but, do not support them, that may make your customer happy, but, your employee will feel no commitment to your business. If s/he resigns or is terminated, a replacement will need to be found for that person. It will take time and money to train that person...and while training may end in two weeks, all the knowledge that a person needs to do the job well may take at least a year to acquire. In the meantime, the lag time due to training and getting a rhythm down for the routine, will slow business...and may undoubtedly upset customers...which is what you were trying to avoid in the first place. Finally, if you decided not to be there for your employee, what does that tell your other employees? Their time is limited, too, and they may decide to see if they are appreciated elsewhere. Where will lack of employees leave your business?
Make sure you hire GREAT employees and make sure they know they are great.
~Cheers!
Top Five Necessities That Can Help Your Business (Four If You Are Not A Liquor, Wine, or Cigar Shop) -- Part 1
There are some GREAT necessities to help your business. There are many articles online that get into this. Here are our top five (really, number five is THE most important). These are necessary for your business. These are the BASIC necessities.
1. Cheers POS (if you are not a wine, liquor, or cigar shop, winery, vineyard, or gift shop associated with these, please continue to Point 2)
--This is the best (and really, only) point of sales system for your store if you are one of the six categories above. We were designed specifically for you, we have everything you need for your business within our system, and we are available on both Windows & Apple operating systems. Check out our website (which will be updated soon) for more information: https://www.cheerspos.com/
2. The Phone
--You CANNOT run a business without a phone. You NEED to get in contact with your customers and clients (and employees). Potential customers, clients, and employees NEED to get in touch with you. Doing everything by e-mail is shady. You NEED (NEED) a phone. Want to make a sale? Phone. Want to get a quote from a potential business you will need? Phone. Want to pacify a concerned customer? Phone. Want to bring somebody in for an interview? Yes, phone. The telephone is great because you can gauge somebody's mood by the tone of their voice and have real-time communication with somebody states (or countries) away. You need a phone for your business. Landlines provide stability, mobiles provide flexibility. You need a phone for your business.
3. The Internet
--Is there anything the Internet cannot provide? From detailed informational videos on how to merge cells in Microsoft Excel to informative articles to great time wasting websites, there is no information that you cannot find on the Internet...providing you have the time and patience to keep searching if what you need does not come up right away. Best website? (www.cheerspos.com) If you want to see how to build your business, which social media would be best for your business, if it would be more beneficial to sell on eBay or Etsy, you can read and watch the information you want on the Internet before you start investing yourself.
Furthermore, you need the Internet for communication purposes. E-mail is still popular, but chatting or Skyping with your business prospects would be better for you & them.
You cannot have a business in today's market without the Internet. If you have your time devoted elsewhere, hire somebody who will handle this aspect of your business for you. You need an up to date website, you need an e-mail address that will be managed daily.
~Cheers!
Tuesday, August 9, 2016
Current Medal Count -- Only Gold Matters
The United States is currently in Second Place with the Medal Count, though the United States has the most medals. We have twenty (20) medals, where as China has only fifteen (15).
However, China has two more gold (currently) than we do. They are listed in first place because of this.
"There is no such thing as second place. Either you're first or you're nothing." Gabe Paul
Read more at: http://www.brainyquote.com/quotes/keywords/second_place.html
"Second place is just the first place loser." Dale Earnhardt
Read more at: http://www.brainyquote.com/quotes/keywords/second_place.html
~Cheers!
TRIPLE SHOT OF TIPSY TUESDAY!! Preventing A High Turnover Rate (Part 3)
http://oureverydaylife.com/high-turnover-rate-say-management-13696.html
This one is solely about management.
All of these have been posted with the belief that a management personnel WANTS to retain staff. We acknowledge, this may not be the case. However, if you have a good team and want to retain your employees, here is advice for you. You may have seen these in one of our other two posts so far today. This should serve as a reinforcement of what to do & not to do. Three separate articles stating some of the same things. Take note.
1. Bad Management: Remember -- COMMUNICATE WITH YOUR EMPLOYEES. Let them know what you expect from them, and also, what is happening with the company. Let them see the bigger picture as much as they need so they can know where they have to step up or be motivated by the prosperity of the company.
2. Burn Out -- If a work load is, "too high," the pay, benefits, and recognition are probably too low. A high-stress job should come with A LOT of perks. Perhaps you think that it does not matter if somebody quits because there are ten people there to take his (her) place.
It matters.
It matters because it costs to train people (if you care if things are done right). It matters because people notice the high turnover rate and will decide not to apply there. It matters because burn out means that somebody is not looking for a job right away, but, may be filing for unemployment benefits. Most importantly, it matters because you know how, collectively, we, The American Public, get frustrated because some kid cannot get our order right at a fast food place or aisles aren't open at a grocery or box store because the business is understaffed? This is the result of high-turnover. If you gave the kid more incentive to remain with the company, he would perform better, and, perhaps rise through the ranks. If it was not treated as a job en route to something better, he may remain longer, and be more motivating to those there, even after s/he is gone. Not everybody is right for every job. The average office worker could not do the job that a fast food or box store employee does. All it takes is one whistle-blower to alert the media what goes on behind closed doors. All it takes is one disgruntled customer to stop coming back and telling those s/he knows to shop the competition.
It matters.
3. This Is NOT The Job For Which You Signed Up! If your employee thought they would be doing one thing, but you have them doing another, do NOT expect to retain them you horrible lying liar!! Be honest about the position, the requirements, and your expectations in the listing and in the interview. They need to know what you want before they cost you money. Remember a few weeks ago when we mentioned one of our workers was given a bait and switch -- she thought she'd have an office job but it turns out, it would have been a second shift factory job? At least she knew before she filled out work forms. Though this is an extreme example, do not downplay the actual job, either. "Appointment Setters," is code for, "Telemarketing," in one business. You want the best, most qualified people for the jobs; do not waste their time and your business' money. That makes you look bad.
4. Acknowledge Awesome Employees. Or even when an average employee does something awesome. We have mentioned this in our other two posts, you MUST do this. Let them know you know they exist. It is so much easier to criticize the employees when things go wrong, but, why did they go wrong? Because you did not inform them what they need to do or do right. If they do something right or exceptional, let them know you noticed.
5. Stressful Workplace. Directly from the article, "A continual exodus of talent can indicate a stressful, unstable work environment of ever-changing job titles, workloads and supervisors. One reality of this situation is that some people lose their jobs, which doesn't inspire the survivors to put down roots, according to "Forbes" magazine. This situation also makes itself felt through departmental turf wars that pit employees against each other. Faced with these situations, employees will opt to go elsewhere than stay in an unhealthy atmosphere."
~Cheers!
This one is solely about management.
All of these have been posted with the belief that a management personnel WANTS to retain staff. We acknowledge, this may not be the case. However, if you have a good team and want to retain your employees, here is advice for you. You may have seen these in one of our other two posts so far today. This should serve as a reinforcement of what to do & not to do. Three separate articles stating some of the same things. Take note.
1. Bad Management: Remember -- COMMUNICATE WITH YOUR EMPLOYEES. Let them know what you expect from them, and also, what is happening with the company. Let them see the bigger picture as much as they need so they can know where they have to step up or be motivated by the prosperity of the company.
2. Burn Out -- If a work load is, "too high," the pay, benefits, and recognition are probably too low. A high-stress job should come with A LOT of perks. Perhaps you think that it does not matter if somebody quits because there are ten people there to take his (her) place.
It matters.
It matters because it costs to train people (if you care if things are done right). It matters because people notice the high turnover rate and will decide not to apply there. It matters because burn out means that somebody is not looking for a job right away, but, may be filing for unemployment benefits. Most importantly, it matters because you know how, collectively, we, The American Public, get frustrated because some kid cannot get our order right at a fast food place or aisles aren't open at a grocery or box store because the business is understaffed? This is the result of high-turnover. If you gave the kid more incentive to remain with the company, he would perform better, and, perhaps rise through the ranks. If it was not treated as a job en route to something better, he may remain longer, and be more motivating to those there, even after s/he is gone. Not everybody is right for every job. The average office worker could not do the job that a fast food or box store employee does. All it takes is one whistle-blower to alert the media what goes on behind closed doors. All it takes is one disgruntled customer to stop coming back and telling those s/he knows to shop the competition.
It matters.
3. This Is NOT The Job For Which You Signed Up! If your employee thought they would be doing one thing, but you have them doing another, do NOT expect to retain them you horrible lying liar!! Be honest about the position, the requirements, and your expectations in the listing and in the interview. They need to know what you want before they cost you money. Remember a few weeks ago when we mentioned one of our workers was given a bait and switch -- she thought she'd have an office job but it turns out, it would have been a second shift factory job? At least she knew before she filled out work forms. Though this is an extreme example, do not downplay the actual job, either. "Appointment Setters," is code for, "Telemarketing," in one business. You want the best, most qualified people for the jobs; do not waste their time and your business' money. That makes you look bad.
4. Acknowledge Awesome Employees. Or even when an average employee does something awesome. We have mentioned this in our other two posts, you MUST do this. Let them know you know they exist. It is so much easier to criticize the employees when things go wrong, but, why did they go wrong? Because you did not inform them what they need to do or do right. If they do something right or exceptional, let them know you noticed.
5. Stressful Workplace. Directly from the article, "A continual exodus of talent can indicate a stressful, unstable work environment of ever-changing job titles, workloads and supervisors. One reality of this situation is that some people lose their jobs, which doesn't inspire the survivors to put down roots, according to "Forbes" magazine. This situation also makes itself felt through departmental turf wars that pit employees against each other. Faced with these situations, employees will opt to go elsewhere than stay in an unhealthy atmosphere."
~Cheers!
DOUBLE SHOT OF TIPSY TUESDAY -- Preventing High Turnover Rate (Part 2)
Second article: http://www.insperity.com/blog/4-reasons-for-high-employee-turnover/
Four Reasons For High Employee Turnover:
1. The article mentions higher pay. We're going to say this one is iffy. We mentioned in the first article that an employee needs to make ends meet. We think if the job is satisfying, an employee would stay, but...if a significantly higher offer is available, perhaps a person would consider leaving. This is why it is so important to keep your employee engaged and part of your team. The article also mentions other tangible benefits.
2. They are not engaged. It is a cycle, if you keep them happy, they will keep you happy. If they are just coming in, punching their card, working their shift, and leaving, they are not engaged. They are there, but, not actively engaged. If an employee is happy at work, he will provide more for you and your company. A disengaged employee will want to forget about work as much as possible. A disengaged employee will not talk about work after hours, and will dread going in, even if it is for three hours once a week. An engaged employee will do more than his (her) share of the work. The article lists ways to keep employees engaged, but, neglects what we have mentioned before (including in Part 1 today) -- Hire The Right Person (not just the skills).
3. They are bored. The key point here is meet with your employees and make sure they know what work they are to be doing. Make sure they still want to be at your company.
4. This one's on you -- they are poorly managed.
Remember -- get involved in your employee's work life.
YOU leave your personal life at home.
YOU leave any issues you may be having with those above you out of your employee's cognition. They do NOT need to know if you are having a disagreement with one of your superiors. They do not need to be used as a pawn. You mentioning something to your employees will make you sound bitter and gossipy.
~Cheers!
Four Reasons For High Employee Turnover:
1. The article mentions higher pay. We're going to say this one is iffy. We mentioned in the first article that an employee needs to make ends meet. We think if the job is satisfying, an employee would stay, but...if a significantly higher offer is available, perhaps a person would consider leaving. This is why it is so important to keep your employee engaged and part of your team. The article also mentions other tangible benefits.
2. They are not engaged. It is a cycle, if you keep them happy, they will keep you happy. If they are just coming in, punching their card, working their shift, and leaving, they are not engaged. They are there, but, not actively engaged. If an employee is happy at work, he will provide more for you and your company. A disengaged employee will want to forget about work as much as possible. A disengaged employee will not talk about work after hours, and will dread going in, even if it is for three hours once a week. An engaged employee will do more than his (her) share of the work. The article lists ways to keep employees engaged, but, neglects what we have mentioned before (including in Part 1 today) -- Hire The Right Person (not just the skills).
3. They are bored. The key point here is meet with your employees and make sure they know what work they are to be doing. Make sure they still want to be at your company.
4. This one's on you -- they are poorly managed.
Remember -- get involved in your employee's work life.
YOU leave your personal life at home.
YOU leave any issues you may be having with those above you out of your employee's cognition. They do NOT need to know if you are having a disagreement with one of your superiors. They do not need to be used as a pawn. You mentioning something to your employees will make you sound bitter and gossipy.
~Cheers!
TIPSY TUESDAY: Preventing High Turnover Rates (Part 1)
"High Turnover," code for, "cycling through new employees frequently, costing you money, and making customers angry." Today's Tipsy Tuesday (where we offer tips on business information) is about high turnover rates and what can be done to prevent them. There will be at least a triple shot of these articles (maybe even four).
The first article http://guides.wsj.com/management/recruiting-hiring-and-firing/how-to-reduce-employee-turnover/ comes from The Wall Street Journal.
How to Reduce Employee Turnover:
1. We've mentioned this before -- hire the people, not the skills. The skills can be taught, or honed. You MUST hire the right people for the job. You MUST hire the person who will best fit with your company's work environment and values. You MUST hire the person who will be best for the job. You have a need, they have a want; you need a position filled and a job done, they want a job (maybe even to work for you).
Yes, it is great to have an employee who has turned over a failing business, but, if that person did so in a way that is not in line with your business' ethics, morals, or policies, they will not be good for your business.
This tip is the most important because it falls on you. Employees can quit with the rest of the tips, but, this is the one where you may have to fire them. If you want a good business and want to retain your employees, you MUST hire good people, not JUST people who need a job, not just people who have a list of accomplishments, but, people who want to work for YOU.
We have linked to another article before regarding having somebody undercover interview the person, giving them a tour of the building, to see what comes out to somebody they think is just an average employee.
2. Do what you must to keep them -- they need to earn a livable wage AND have a work/life balance. As great as a job is, if they are overworked and severely underpaid, they will not be able to stay with your business.
This one is tough, maybe they thought the business would grow, maybe they thought any job is better than no job, but, from experience, it is not.
Employees need to make ends meet. If the job is fantastic and the money is decent and livable, an employee may stay; if the income is less than expenses, an employee cannot stay.
IF you really value that employee, you MUST be able to compensate them fairly. ESPECIALLY if they are going above and beyond for you. Which brings us to the work/life balance. IF the employee finds his (her) job particularly satisfying, you will be able to get more from them, both in hours and production -- they will not regard more time at work as throwing their work/life, "balance," off, but, you MUST recognize their engagement and accomplishments in order to have them enjoy work. If they have been with you a while &/or have proved themselves, give them some slack in regards to needing time off of work.
3. Be part of their work life and make sure their position and work matters. You MUST not disengage or be aloof (or completely unavailable) to your employees. If you are unapproachable or unavailable, a couple things could happen:
--Your employees wont know what the actual goal is.
--Your employees wont care what the actual goal is.
They will do what they want as they want. You MUST be available for your team and express what you expect
4. They must have a positive work environment. If you have hired a great team (see Tip 1), you MUST let them interact with each other. The building (lighting, infrastructure, plumbing) should be as non-stressful as possible. If you have a great team, don't make them dread coming in to work.
It is important to acknowledge the great works and accomplishments of your employees, but, it is better if you also mention these to their other superiors.
The man in the video above, at the time of the video, obviously was not over the fact he NEVER got a Fanatic Card, DESPITE him going above and beyond his job duties AND making Disney visitors happy.
You DO NOT want to be the jerk manager mentioned on YouTube.
5. Be clear about their jobs and your expectations. Make sure everybody is on the same page so that the narrative can continue. If an employee is a faceless paper pusher to you, s/he can be a faceless paper pusher to a competitor. If there is no opportunity to move up, let them know that. Let them know where they can improve.
~Cheers!
The first article http://guides.wsj.com/management/recruiting-hiring-and-firing/how-to-reduce-employee-turnover/ comes from The Wall Street Journal.
How to Reduce Employee Turnover:
1. We've mentioned this before -- hire the people, not the skills. The skills can be taught, or honed. You MUST hire the right people for the job. You MUST hire the person who will best fit with your company's work environment and values. You MUST hire the person who will be best for the job. You have a need, they have a want; you need a position filled and a job done, they want a job (maybe even to work for you).
Yes, it is great to have an employee who has turned over a failing business, but, if that person did so in a way that is not in line with your business' ethics, morals, or policies, they will not be good for your business.
This tip is the most important because it falls on you. Employees can quit with the rest of the tips, but, this is the one where you may have to fire them. If you want a good business and want to retain your employees, you MUST hire good people, not JUST people who need a job, not just people who have a list of accomplishments, but, people who want to work for YOU.
We have linked to another article before regarding having somebody undercover interview the person, giving them a tour of the building, to see what comes out to somebody they think is just an average employee.
2. Do what you must to keep them -- they need to earn a livable wage AND have a work/life balance. As great as a job is, if they are overworked and severely underpaid, they will not be able to stay with your business.
This one is tough, maybe they thought the business would grow, maybe they thought any job is better than no job, but, from experience, it is not.
Employees need to make ends meet. If the job is fantastic and the money is decent and livable, an employee may stay; if the income is less than expenses, an employee cannot stay.
IF you really value that employee, you MUST be able to compensate them fairly. ESPECIALLY if they are going above and beyond for you. Which brings us to the work/life balance. IF the employee finds his (her) job particularly satisfying, you will be able to get more from them, both in hours and production -- they will not regard more time at work as throwing their work/life, "balance," off, but, you MUST recognize their engagement and accomplishments in order to have them enjoy work. If they have been with you a while &/or have proved themselves, give them some slack in regards to needing time off of work.
3. Be part of their work life and make sure their position and work matters. You MUST not disengage or be aloof (or completely unavailable) to your employees. If you are unapproachable or unavailable, a couple things could happen:
--Your employees wont know what the actual goal is.
--Your employees wont care what the actual goal is.
They will do what they want as they want. You MUST be available for your team and express what you expect
4. They must have a positive work environment. If you have hired a great team (see Tip 1), you MUST let them interact with each other. The building (lighting, infrastructure, plumbing) should be as non-stressful as possible. If you have a great team, don't make them dread coming in to work.
It is important to acknowledge the great works and accomplishments of your employees, but, it is better if you also mention these to their other superiors.
You DO NOT want to be the jerk manager mentioned on YouTube.
5. Be clear about their jobs and your expectations. Make sure everybody is on the same page so that the narrative can continue. If an employee is a faceless paper pusher to you, s/he can be a faceless paper pusher to a competitor. If there is no opportunity to move up, let them know that. Let them know where they can improve.
~Cheers!
Monday, August 8, 2016
Why Hillary May Not Be Lying This Time, But, She Isn't Saying Much (Part 4)
"And I'm committed to ramping up our funding for biomedical research and development, including $2 billion per year for Alzheimer's research, which is the amount leading researchers say will be necessary to effectively treat the disease and make a cure possible by 2025. We also need to do much more to support research into clean-energy solutions that can help combat climate change and make America the world's clean energy superpower. We live in a world with so many challenges, but also with unparalleled opportunities to make new discoveries--discoveries that lead to new products, new services, and even new industries that create jobs and make us happier, healthier, and more productive. As president, I will make sure that the United States continues to lead in that effort.
You can read more about my plans to foster innovation and support scientific research--along with my other policy proposals--at Hillary Clinton on the issues."
http://www.inc.com/quora/hillary-clinton-we-need-to-invest-in-entrepreneurs.html
Let us go back to the 31 years in public, 12 of them in office. What has she done for Alzheimer's research? And how does she plan on doing this, if this really is a priority for her (we have mentioned all the issues Hillary has on her website https://www.hillaryclinton.com/issues/ we don't think that she will be able to go after most of what she mentions on her page). Could it be the ways would be unethical, which would allow her opponents ammunition?
Anyway, who are these, "leading researchers"?
The question was, "How do you plan?" She answers with hypotheticals, not accomplishments.
~Cheers!
You can read more about my plans to foster innovation and support scientific research--along with my other policy proposals--at Hillary Clinton on the issues."
http://www.inc.com/quora/hillary-clinton-we-need-to-invest-in-entrepreneurs.html
Let us go back to the 31 years in public, 12 of them in office. What has she done for Alzheimer's research? And how does she plan on doing this, if this really is a priority for her (we have mentioned all the issues Hillary has on her website https://www.hillaryclinton.com/issues/ we don't think that she will be able to go after most of what she mentions on her page). Could it be the ways would be unethical, which would allow her opponents ammunition?
Anyway, who are these, "leading researchers"?
The question was, "How do you plan?" She answers with hypotheticals, not accomplishments.
~Cheers!
Why Hillary May Not Be Lying This Time, But, She Isn't Saying Much (Part 3)
"Finally, it is critical that we strengthen support for scientific and technical research. I'll make dramatic new investments across key government agencies engaging in this groundbreaking work, from the National Institutes of Health to the National Science Foundation to our national labs and more. For example, it's important that we invest in the next generation of wireless networks to support budding technologies that have the potential to create new industries, improve public health and safety, and save lives."
http://www.inc.com/quora/hillary-clinton-we-need-to-invest-in-entrepreneurs.html
Lack. Of. Accomplishments. What has she done that actually shows she has done any of the above? Now would be the time to bring this up.
"It is important...potential...save lives." "Potential." Let's focus on that word in this sentence. Not that they will, but, that they can. This could be read as Hillary will spend tax dollars on things that may not work (way to be all about small business!). Furthermore, does anybody else read this as code for being more invasive?
Four paragraphs (323 words) in & only 18 of these words focus on what she has (allegedly) done.
~Cheers!
http://www.inc.com/quora/hillary-clinton-we-need-to-invest-in-entrepreneurs.html
Lack. Of. Accomplishments. What has she done that actually shows she has done any of the above? Now would be the time to bring this up.
"It is important...potential...save lives." "Potential." Let's focus on that word in this sentence. Not that they will, but, that they can. This could be read as Hillary will spend tax dollars on things that may not work (way to be all about small business!). Furthermore, does anybody else read this as code for being more invasive?
Four paragraphs (323 words) in & only 18 of these words focus on what she has (allegedly) done.
~Cheers!
Hillary May Not Be Lying This Time, But, She's Not Saying Much (Part 2)
"We also have to invest in the entrepreneurs and small businesses that drive innovation. I want hubs like Silicon Valley to emerge all over the country, especially in underserved communities. I'm committed to supporting start-up incubators and accelerators, providing tax relief to small businesses, and increasing access to capital--especially for minority- and women-owned small businesses and start-ups. And my tech and innovation plan will let aspiring entrepreneurs put their student-loan debt payments and interest on hold while they get their ventures off the ground."
http://www.inc.com/quora/hillary-clinton-we-need-to-invest-in-entrepreneurs.html
Again, filler words. Note her lack of accomplishments in this area. She does not state what she has done as First Lady, Senator, or Secretary of State in ANY way for entrepreneurs. 31 years in a position of power, 12 of those in office, and NOTHING of what she has accomplished is mentioned.
As a small business, we look at a resume to see what has been done, not what somebody claims they will do. Show don't tell.
Furthermore, and we have brought this up before, "especially for minority- and women-owned small business and start-ups," is sexist and racist. Why especially for them? We do not think this is a healthy mindset for a president who will be leader of the free world. "All animals are equal but some animals are more equal than others." https://en.wikiquote.org/wiki/Animal_Farm
Furthermore, will Hillary be in support of such female owned businesses such as, "Sweet Cakes by Melissa"?
~Cheers!
http://www.inc.com/quora/hillary-clinton-we-need-to-invest-in-entrepreneurs.html
Again, filler words. Note her lack of accomplishments in this area. She does not state what she has done as First Lady, Senator, or Secretary of State in ANY way for entrepreneurs. 31 years in a position of power, 12 of those in office, and NOTHING of what she has accomplished is mentioned.
As a small business, we look at a resume to see what has been done, not what somebody claims they will do. Show don't tell.
Furthermore, and we have brought this up before, "especially for minority- and women-owned small business and start-ups," is sexist and racist. Why especially for them? We do not think this is a healthy mindset for a president who will be leader of the free world. "All animals are equal but some animals are more equal than others." https://en.wikiquote.org/wiki/Animal_Farm
Furthermore, will Hillary be in support of such female owned businesses such as, "Sweet Cakes by Melissa"?
~Cheers!
Hillary May Not Be Lying This Time, But, She's Not Saying Much. (Part 1)
Hillary may not be lying this time, but, she's not saying much. (Part 1)
Blah, Blah, Blah. If Hillary were saying anything less, she'd be an HTC One commercial, (https://www.youtube.com/watch?v=30aN29-r400) except, clearly by what she says/doesn't say, people will form their own opinions.
It's very simple: Hillary -- She can't break promises she doesn't make.
Out of the article, this is what we can attest, as far as truth in functionality. We have not researched these statements, but, this is what we will give to her.
1. "I've proposed a plan to recruit up to 50,000 new computer science teachers in the next decade." Again, we have not researched that she has done this, but, this is the only thing she can claim in the first paragraph, if it is true. Everything else is what, "should," happen, and what, "needs," to happen. She even goes so far as to say what she will do...but, she needs to have Congress, this is not a dictatorship. She cannot state what she will do. She may not have the ability.
Out of 161 words in the first two paragraphs, only 18 of those words list a semi-accomplishment of hers. She doesn't state when this plan was, or how she plans to do this, but, at least she (supposedly) did something, and isn't wasting her words.
Blah, Blah, Blah. If Hillary were saying anything less, she'd be an HTC One commercial, (https://www.youtube.com/watch?v=30aN29-r400) except, clearly by what she says/doesn't say, people will form their own opinions.
It's very simple: Hillary -- She can't break promises she doesn't make.
Out of the article, this is what we can attest, as far as truth in functionality. We have not researched these statements, but, this is what we will give to her.
1. "I've proposed a plan to recruit up to 50,000 new computer science teachers in the next decade." Again, we have not researched that she has done this, but, this is the only thing she can claim in the first paragraph, if it is true. Everything else is what, "should," happen, and what, "needs," to happen. She even goes so far as to say what she will do...but, she needs to have Congress, this is not a dictatorship. She cannot state what she will do. She may not have the ability.
Out of 161 words in the first two paragraphs, only 18 of those words list a semi-accomplishment of hers. She doesn't state when this plan was, or how she plans to do this, but, at least she (supposedly) did something, and isn't wasting her words.
~Cheers!
Positivity, Neutrality, and Silence -- Keep These In Mind For A Better (Work) Life
http://www.inc.com/candice-galek/these-6-bad-habits-are-making-you-the-topic-of-office-gossip.html?cid=readmoretext1
Long story short, DO NOT BE NEGATIVE!!!
Negativity is a viral cancer. It impacts you and it spreads to those around you. Be positive, be neutral, be silent if you must, NEVER BE NEGATIVE!!
~Cheers!
Long story short, DO NOT BE NEGATIVE!!!
Negativity is a viral cancer. It impacts you and it spreads to those around you. Be positive, be neutral, be silent if you must, NEVER BE NEGATIVE!!
~Cheers!
Friday, August 5, 2016
Regarding The 130 Work Week & The Olympics:
A fun song for the weekend. This mentality is the antithesis to, "Footloose."
~Cheers!
130 Business Work Week and The 2016 Rio de Janeiro Olympics
Browsing through our e-mail (or Twitter...https://twitter.com/CheersPos), we came across this article, http://www.inc.com/john-brandon/why-marissa-mayers-130-hour-work-week-idea-is-completely-totally-wrong.html
Intrigued, we had to open it.
We also read the abridged interview to which it linked: https://www.bloomberg.com/features/2016-marissa-mayer-interview-issue/
Intrigued, we had to open it.
We also read the abridged interview to which it linked: https://www.bloomberg.com/features/2016-marissa-mayer-interview-issue/
There is so much to say regarding this article (how she decided to try something different in college, how she is a mother and her paragraph on motherhood (which we think is GREAT), how in her business, she had to do jobs she never considered), we choose to look at the determination of this woman and how this ties in with the Olympics (since the Opening Ceremony for the 2016 Rio de Janeiro Olympics are tonight).
We know it takes a special kind of person to pull off 130 hours. Especially with three children. Especially when two of the three of the children are twins. Not everybody could do it. Not everybody will do it, not everybody WANTS to do it. Wants. The first article listed lists reasons, personal and backed by data, that a 130 work week is bad. We do not disagree, but, that will not run a business, nor will a business thrive on a 40 hour work week, let alone become Number 1 on a 40 hour work week.
It takes motivation, determination, and drive; there is a certain mindset that makes a 130 hour work week a priority. If you are just in your job for the paycheck, if you do not LOVE (LURVE) what you do, 130 hours will be impossible. You have to believe your hard work will make a difference. If you do not think that what you do matters, you will not be dedicated or devoted to it. If you aren't striving to be the best, you wont be.
Olympians (note we associate that word with, "champions," and, "success," in our current vernacular) do not become Olympians overnight, it may take over four years of training, nearly everyday, to even GET to the Olympics. Even if a skill comes naturally, Olympic athletes still have to hone in their skills and/or form. They have coaches to help them train. They may go to camps to get better, they more than likely have VERY restrictive diets. They give up their social lives and a lot of freedoms to train...because this is what they WANT. There is a VERY small window they may have (the oldest Olympian this year is 61 http://www.huffingtonpost.com/entry/age-is-no-barrier-for-these-5-inspiring-old-olympians-in-rio_us_579f503be4b0693164c1b4e0) to get the Gold and become infamous. They realize as well, that they may not get recognition for the right reasons, due to injury, accidents, or judgement, but, that does not stop the determined for the next time.
Both those in a business (and those who own one) and Olympic athletes MUST push themselves if they want to be the best. "Being there on the weekend is a huge indicator of success, mostly because these companies just don’t happen. They happen because of really hard work." All these people push themselves because they want to be the best because they want all this hard work to pay off.
We know it takes a special kind of person to pull off 130 hours. Especially with three children. Especially when two of the three of the children are twins. Not everybody could do it. Not everybody will do it, not everybody WANTS to do it. Wants. The first article listed lists reasons, personal and backed by data, that a 130 work week is bad. We do not disagree, but, that will not run a business, nor will a business thrive on a 40 hour work week, let alone become Number 1 on a 40 hour work week.
It takes motivation, determination, and drive; there is a certain mindset that makes a 130 hour work week a priority. If you are just in your job for the paycheck, if you do not LOVE (LURVE) what you do, 130 hours will be impossible. You have to believe your hard work will make a difference. If you do not think that what you do matters, you will not be dedicated or devoted to it. If you aren't striving to be the best, you wont be.
Olympians (note we associate that word with, "champions," and, "success," in our current vernacular) do not become Olympians overnight, it may take over four years of training, nearly everyday, to even GET to the Olympics. Even if a skill comes naturally, Olympic athletes still have to hone in their skills and/or form. They have coaches to help them train. They may go to camps to get better, they more than likely have VERY restrictive diets. They give up their social lives and a lot of freedoms to train...because this is what they WANT. There is a VERY small window they may have (the oldest Olympian this year is 61 http://www.huffingtonpost.com/entry/age-is-no-barrier-for-these-5-inspiring-old-olympians-in-rio_us_579f503be4b0693164c1b4e0) to get the Gold and become infamous. They realize as well, that they may not get recognition for the right reasons, due to injury, accidents, or judgement, but, that does not stop the determined for the next time.
Both those in a business (and those who own one) and Olympic athletes MUST push themselves if they want to be the best. "Being there on the weekend is a huge indicator of success, mostly because these companies just don’t happen. They happen because of really hard work." All these people push themselves because they want to be the best because they want all this hard work to pay off.
There are those who are, by nature and temperament, very hard driven. For the rest of us, we have to want it more than anything else and prioritize it above EVERYTHING else (if it is not above everything else, you will only get it as far as you have it prioritized). Business owners and Olympians do not give up time and energy for nothing; they do it because they WANT to be the best. And they want everybody else to know this as well.
May the best win.
~Cheers!
Thursday, August 4, 2016
Donald Trump and His Plans to Grow Small Businesses
Donald Trump has produced jobs and given work to people in the past and he has a plan (laid out on his website) on how to do this as President of the United States.
He has said, "I will be the greatest jobs producing president that God ever created." https://www.donaldjtrump.com/issues/ "Jobs"
Please note, 1) he mentions God, and, 2) he acknowledges God as his creator.
Cheers POS also supports Trump because of his Tax Reform Plan, which will help small businesses. Straight from his page:
"No business of any size, from a Fortune 500 to a mom and pop shop to a freelancer living job to job, will pay more than 15% of their business income in taxes. This lower rate makes corporate inversions unnecessary by making America’s tax rate one of the best in the world."https://www.donaldjtrump.com/positions/tax-reform "The Trump Tax Plan Achieves these goals."
"The Trump Tax Plan is Fiscally Responsible" [ibid] " Because the Trump plan introduces a new business income rate within the personal income tax code, they will not harm small businesses either."
He actually lays out a plan and tells the reader why it works and why opposition plans will not work. A businessman knows business.
~Cheers!
He has said, "I will be the greatest jobs producing president that God ever created." https://www.donaldjtrump.com/issues/ "Jobs"
Please note, 1) he mentions God, and, 2) he acknowledges God as his creator.
Cheers POS also supports Trump because of his Tax Reform Plan, which will help small businesses. Straight from his page:
"No business of any size, from a Fortune 500 to a mom and pop shop to a freelancer living job to job, will pay more than 15% of their business income in taxes. This lower rate makes corporate inversions unnecessary by making America’s tax rate one of the best in the world."https://www.donaldjtrump.com/positions/tax-reform "The Trump Tax Plan Achieves these goals."
"The Trump Tax Plan is Fiscally Responsible" [ibid] " Because the Trump plan introduces a new business income rate within the personal income tax code, they will not harm small businesses either."
He actually lays out a plan and tells the reader why it works and why opposition plans will not work. A businessman knows business.
~Cheers!
Tuesday, August 2, 2016
DOUBLE SHOT OF TIPSY TUESDAY!!! -- How to Network Better
We've mentioned this before. What's the biggest thing you need to remember? "You." Remember, persons typically are focused on themselves, ergo, when you go to network, be available to them and focus on their needs and what you can do for them as you would at a job interview (do NOT talk about you!). Also, go to these places to make friends, develop real relationships. "Networking," has a, "what's in it for me," mentality; this is the wrong way to approach business. Be more of a people person. You have to be a friend to have friends.
http://www.inc.com/business-collective/7-ways-youre-making-a-bad-impression-at-networking-events-and-how-to-stop.html?cid=sf01001&sr_share=twitter
~Cheers!
http://www.inc.com/business-collective/7-ways-youre-making-a-bad-impression-at-networking-events-and-how-to-stop.html?cid=sf01001&sr_share=twitter
~Cheers!
TIPSY TUESDAY: How To Spot A Conman (/SOCIOPATH!!!) and Moles
Conman is one thing, but, when we were researching more articles on Google to see what we could find regarding spotting conme...conpersons...the term, "sociopath," kept coming up in some articles. The articles were stating they are one and the same.
We thought that the, "con," in, "con man," was regarding conniving. It's not. It is short for, "confidence." The sociopath gains the trust of those who he is manipulating. He has to, otherwise his scheme would not work. (We include women in being just as horribly manipulative. #genderequality) A sociopath needs people and thrives around people. (It would be a coincidence if, "con," is because they need to be, "with," people.) Though they are co-dependent, a sociopath is detached from people ((s)he is a user) and thinks (s)he is above the law.
They are charmers.
This is the post we found, initially: http://www.inc.com/chris-matyszczyk/expert-reveals-how-to-spot-a-con-man.html (We disagree that you cannot spot a liar; we have posted other posts to show you can.)
This is more research we found about sociopaths: http://www.wikihow.com/Spot-a-Sociopath
The difference between these an a mole? A mole will infiltrate, a mole will want to blend in (sociopaths/conmen will keep a distance from those (s)he cannot control and/or move to a new target quickly). A mole does not have that option. A mole needs to be part of the group, even if it takes decades. A conman will NEVER do that. A conman needs to be in control.
A conman will swindle your business within a short amount of time (the shorter, the better) and move on. A mole will lay low and leak lowdowns on your business for as long as he or she can.
~Cheers!
We thought that the, "con," in, "con man," was regarding conniving. It's not. It is short for, "confidence." The sociopath gains the trust of those who he is manipulating. He has to, otherwise his scheme would not work. (We include women in being just as horribly manipulative. #genderequality) A sociopath needs people and thrives around people. (It would be a coincidence if, "con," is because they need to be, "with," people.) Though they are co-dependent, a sociopath is detached from people ((s)he is a user) and thinks (s)he is above the law.
They are charmers.
This is the post we found, initially: http://www.inc.com/chris-matyszczyk/expert-reveals-how-to-spot-a-con-man.html (We disagree that you cannot spot a liar; we have posted other posts to show you can.)
This is more research we found about sociopaths: http://www.wikihow.com/Spot-a-Sociopath
The difference between these an a mole? A mole will infiltrate, a mole will want to blend in (sociopaths/conmen will keep a distance from those (s)he cannot control and/or move to a new target quickly). A mole does not have that option. A mole needs to be part of the group, even if it takes decades. A conman will NEVER do that. A conman needs to be in control.
A conman will swindle your business within a short amount of time (the shorter, the better) and move on. A mole will lay low and leak lowdowns on your business for as long as he or she can.
~Cheers!
Monday, August 1, 2016
Donnie, Hill, & Us
A couple weeks ago, we posted on both presidential nominee's stance on Small Business.
Only one (the politician), has a page on, "Small business." We posted it before, we will post it again, and tell you why, we, Cheers POS, as a small business, do not support Hillary Clinton being best for us.
Here is the link: https://www.hillaryclinton.com/issues/small-business/
We're looking at this through our business lens. Not small business, but business. Looking over this page (and we clicked open some of the links), we would not hire her. She does not say what she has done and she does not say how she will accomplish these vague banalities (some of the links says she will get money to back up her agenda, but...where is she going to get this money?).
If this were a resume, we would not hire her. She has been in the public spotlight and politics too long for a page to read like this. If she had been in a Fortune 500 company for the past 20 years and had on her resume, "Multitasking," but, has not said how she has done anything to grow the Fortune 500 company, any hiring manager would be wondering why hasn't she listed anything of accomplishment?
We could write, "because she has not accomplished anything," but, that would be the easy way out of this.
Even if the resume read, "Made calls every week to secure deals," we would not hire her, because it does not list her accomplishments, she is merely stating her job duties. We want to know what those deals were and how they were beneficial to the company.
This is why, even though on one of the links, her voting record is listed, it does not tell us anything. Okay, she voted one way, but, so what? Did this vote change anything?
Let us be honest: we do not hold politicians to the same standards as we hold businesses. From a business and political standpoint, let us assess these statements on her, "Small business," page.
"Unlocking access to capital. We need to give small businesses—including women- and minority-owned small businesses—access to the financing they need to build, grow, and hire. To do that, we should ease unnecessary regulatory burdens on community banks, boost funding for programs that support small business in underserved communities, and more. Read more here."
"Cutting red tape. It shouldn’t take longer to start a small business in the United States than it does in Canada, France, or South Korea. We need to cut red tape for small businesses at every level of government and build a regulatory roadmap to help small businesses navigate the regulations and reduce compliance costs."
"Providing tax relief. America’s smallest businesses—those with one to five employees—spend 150 hours and $1,100 per employee making sure they comply with federal tax laws. That’s more than 20 times higher than the average for larger firms. Hillary will simplify the tax process and provide targeted tax relief for small businesses."
"Opening new markets. Every small business across America should be able to enter new markets—whether those markets are across town or across the world. We should invest in the roads, bridges, ports, and airports that make it easier for small businesses to reach new customers, and encourage innovations that unlock new markers for small businesses. Read more here."
"Making sure small businesses get paid—not stiffed. Hillary believes it is outrageous when big businesses like Donald Trump’s build their fortunes by repeatedly stiffing the small businesses that do work for them. That’s why she’s put forward a plan to crack down on unscrupulous big businesses that repeatedly stiff small businesses when the bill comes due—and to give small businesses recourse to fight back. Read more here."
"Supporting small-business owners and entrepreneurs. Hillary will work to provide incubators, mentoring, and training to 50,000 entrepreneurs and small-business owners in underserved communities across the country. Read more here."
Only one (the politician), has a page on, "Small business." We posted it before, we will post it again, and tell you why, we, Cheers POS, as a small business, do not support Hillary Clinton being best for us.
Here is the link: https://www.hillaryclinton.com/issues/small-business/
We're looking at this through our business lens. Not small business, but business. Looking over this page (and we clicked open some of the links), we would not hire her. She does not say what she has done and she does not say how she will accomplish these vague banalities (some of the links says she will get money to back up her agenda, but...where is she going to get this money?).
If this were a resume, we would not hire her. She has been in the public spotlight and politics too long for a page to read like this. If she had been in a Fortune 500 company for the past 20 years and had on her resume, "Multitasking," but, has not said how she has done anything to grow the Fortune 500 company, any hiring manager would be wondering why hasn't she listed anything of accomplishment?
We could write, "because she has not accomplished anything," but, that would be the easy way out of this.
Even if the resume read, "Made calls every week to secure deals," we would not hire her, because it does not list her accomplishments, she is merely stating her job duties. We want to know what those deals were and how they were beneficial to the company.
This is why, even though on one of the links, her voting record is listed, it does not tell us anything. Okay, she voted one way, but, so what? Did this vote change anything?
Let us be honest: we do not hold politicians to the same standards as we hold businesses. From a business and political standpoint, let us assess these statements on her, "Small business," page.
"Unlocking access to capital. We need to give small businesses—including women- and minority-owned small businesses—access to the financing they need to build, grow, and hire. To do that, we should ease unnecessary regulatory burdens on community banks, boost funding for programs that support small business in underserved communities, and more. Read more here."
1. How?
2. Why?
How does she plan to ease unnecessary regulatory burdens on community banks (and we are going along with there ARE unnecessary regulatory burdens on community banks -- note how she does not list what these, "burdens," are, let alone how to ease them). Why, "ease," and not, "eliminate"? She has been a lawyer, she has been in the political scene since the 1970's. We can surmise she knows, legally, what needs to be done, and also, she knows the key players to make this happen. Yet, she does not say how she has helped small businesses in the past (NO ACCOMPLISHMENTS!! FORTY YEARS -- NO ACCOMPLISHMENTS LISTED!).
Also, "we should ease...," Not that we WILL, but, we should. Uh-huh. It's an empty promise AT BEST. But, it's not even that. It's merely wasted words. She isn't proposing anything, just what some things should be done. She's just saying what hypothetically, "should," happen.
And spouting, "We need to give small businesses...access to the financing they need to build, grow, and hire," again, doesn't say anything. Who is, "we?" How do, "we," plan on doing this? Why do, "we," need to do this; why is this needed? A business person (a sales person) needs to show that there is a problem before they themselves provide the solution. She has not adequately proven that there is a problem, she has merely made a statement, and not one she may even particularly back, but, it sounds good.
Second, "why"? Why, "including women - and minority-owned...,"? WHY is this specifically included? Aren't all small businesses equal (fair disclosure: Cheers POS is, "minority owned)? Why is she singling out some people over others? Why is she wasting words? This is about small businesses. OBVIOUSLY women and minority-owned SMALL BUSINESSES are going to be included in SMALL BUSINESSES!! We suppose this is all very obvious, unless you are Hillary Clinton.
Why shouldn't it take longer to start a small business here than anywhere else?
Does it really take longer to start a small business here or is she just using these words because they sound good?
If it does take longer, how much longer does it take?
WHY does it take longer (that is, is it because of Democrats, Republican, or bi-partisan effort)? We would think that if it was in Hillary's best interest to point out (if it is true that it takes longer), why it takes longer, who put that red-tape up in the first place, she would have stated this. This would have set her apart from those who put up these barriers. Could it be she did not mention who put up more bureaucracy because she had a hand in it?
The first two full sentences of this paragraph are worthless -- even these words don't have value. (These words do not have value, yet this page is talking about money.) This is what the content builders for her website posted. She has people on her staff that waste words for her. She pays them? (Volunteers?) That's saying a lot when Hillary is talking about saving money for small businesses.
Do we trust those numbers listed? How come these figures are not cited? Where is she pulling these statistics?
Again, "Hillary will...," Will she really? How will she do this? Going along with the figures here, how did it get this way, who did this -- Democrats, Republicans, or both?
Also, what is 20x higher than the average for larger firms, the 150 hours or the $1,100 or both? And, if a large firm has 300 employees, and a small business has only three, it seems as though the larger firm is spending more time and money, total than the small business, but, seeing as how we cannot ascertain these figures, we cannot prove this beyond a shadow of a doubt.
And, is Hillary Clinton in any position to talk about money and firms?
Moving on.
"Opening new markets. Every small business across America should be able to enter new markets—whether those markets are across town or across the world. We should invest in the roads, bridges, ports, and airports that make it easier for small businesses to reach new customers, and encourage innovations that unlock new markers for small businesses. Read more here."
Should every small business across America be able to enter new markets? Again, Hillary doesn't say anything here. Things, "should," happen, but, how does she plan to make this happen, she's not even saying.
Furthermore, does Hillary really believe that every small business in America should be able to enter new markets? Would she back Sweet Cakes by Melissa in that business' decisions? How about Memories Pizza in Walkerton, Indiana? Keep in mind, at least one of these businesses is female owned. Isn't that what Hillary said she supports?
Hillary believes this? Does a politician have beliefs?
She has not put forward a plan. Please click that link. It's not a plan, it's a waste of time. The first third reads like a video trying to sell you something; you know the type, you click on it, you can't pause it, you cannot fast forward it to get to the point. The rest of it does not lay out a plan, just what she thinks should happen and what she, "will," do. Does not say how this will happen, just that she believes small businesses should have more. (Again, did she fight for Sweet Cakes by Melissa or Memories Pizza?)
"...unscrupulous big businesses..." We don't know how we should view this. Perhaps Hillary Clinton knows unscrupulous big businesses because she has been part of so many of them, perhaps she just knows unscrupulous because she has lived it.
We clicked the link. It talks about Hillary investing money (how has, "Hillary," and, "Investing," out in the past?). Where is she getting this money, that is, from where is she taking it?
Ultimately, Cheers POS cannot get behind Hillary's Small business proposal for the following reasons:
1. She has not significantly proposed anything for small business.
2. She has had over 40 years in law & politics and she has not shown a single accomplishment that she has brought to the table (one of the links on the page does show her voting record. Only one bullet point on this page would we view as an accomplishment, the one where she lists she spearheaded connecting small rural businesses to new markets. Not that she mentions that that has gone well.).
3. She has been funded by tax payers both directly and indirectly (as gubernatorial and presidential first lady), and what has she done with that money?
4. This is not all up to her. Remember, three branches in American Government -- executive, legislative, and judicial. Of the legislative, there are two bodies, the House of Representatives & the Senate, which makes up Congress. If Hillary is elected, yet the Congress remains a Republican majority, how much of what Hillary says should happen will happen? (And, if it doesn't, she has a great scapegoat!)
5. Have you seen Hillary Clinton's, "Issues," page? Hillary Clinton has a lot of Issues. https://www.hillaryclinton.com/issues/ She is not a business woman, she is a politician, that is, Hillary Clinton a sell-out, and we cannot buy that. She's saying a lot of things that she may think a lot of people want to hear, but, she is not saying anything at all. We don't need somebody like that again.
Ultimately, Donald Trump sums it up on his website, "Politicians can talk but they don’t get things done."
We, as a small business, want a businessman in the Oval Office, not a politician.
~Cheers!
Louseriffic Suctacular Point of Sales Systems: How They Fail Compared to Cheers POS
Do you want to know why Cheers POS is the best point of sale system for liquor, wine, and cigar shops?
Keep checking back on this Facebook or Blogger page to see why we are MUCH BETTER than our inferior, "competitors," (as though they could compete with us!) Shop Keep, Gopago, Light Speed, EZ Spirits, and more. We will show you how they fail.
~Cheers!
Keep checking back on this Facebook or Blogger page to see why we are MUCH BETTER than our inferior, "competitors," (as though they could compete with us!) Shop Keep, Gopago, Light Speed, EZ Spirits, and more. We will show you how they fail.
~Cheers!
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