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Read Now: 4 Ways to Help Software Buyers Overcome a Challenging Purchase Process – 101 Latest News



4 Ways to Help Software Buyers Overcome a Challenging Purchase Process

#Ways #Software #Buyers #Overcome #Challenging #Purchase #Process

Cooking a gourmet meal and buying software have a lot in common. Both are more complex than they may seem.

Let’s say you have a thorough and detailed recipe to prepare your own Beef Wellington at home. You might have all the ingredients and a step-by-step recipe to walk you through, but this doesn’t mean you have the equipment or cooking skills required to make a good dish.

Software buying on paper seems straightforward. The reality is that it’s a complex and nuanced process for modern buyers. Consider that buyers must also be more cautious with spending in a market with tighter budgets.

The good news is that companies still need software. Although the buying journey isn’t what it once was, it’s crucial to understand what they expect and what challenges stand in the way.

Why buyers experience choice paralysis

There’s no doubt that the B2B software landscape is drastically different from what it was. On top of that, it’s constantly evolving and shifting.

But take a moment to consider what it was like to buy software during the 1990s. If you’ve been in this industry for as long as I have, you’ll remember that magazines were one of your best resources for researching vendors. In fact, there were a few other distinct differences in buying software from back then:

  • Very little choice in vendors
  • No demo request forms (or exceptionally-designed websites)
  • You had to wait for a physical CD demo in the mail
  •  When you made a purchase, you again had to wait for a physical copy

Fast forward to today, and it’s obvious that software buying doesn’t look as it once did. The problem has become freedom of choice. When you have so many options, choosing software means shortlisting offerings that best fit your needs becomes necessary.

Let’s say you’re looking to source a new CRM. Did you know that G2 currently lists over 845 different software products and services in this category? Whittling down your options is a challenge in itself.

The struggles of researching software vendors

The challenges of software buying extend beyond choice. The following provides just a few hurdles buyers must overcome to give the green light.

Sourcing the right content

Assuming a buyer has an initial list of vendors to research, many feel that finding the right content can be difficult. Sure, G2 is where many buyers will perform meaningful research, but it’s more likely they also use other content in their exploration. 

Everyone claims they are the best. Every website has an interactive demo and stories of their work. But buyers without credible content are left asking themselves how they know who to trust and how to learn more before making a decision.

More internal stakeholders

Buying software encompasses more stakeholders than ever. This can complicate things for both vendors and buyers.

Findings about stakeholders from the 2022 G2 Buyer Behavior Report
On top of the conversations between decision-makers, add in the countless others who will be impacted and how their opinions and needs factor into evaluating software. Adding new stakeholders throughout the buying process increases complexity as each stakeholder joins in with their individual expectations.

Changing decision-makers

Not only are more stakeholders included in the evaluation, decision-makers are also more likely to change throughout the process.

Decision makers data from the 2022 G2 Buyer Behavior Report
Buyers also need to convince the person who makes the final decision about their project. But if there’s a strong likelihood that this person might change in the near future, that can add an extra layer of uncertainty and difficulty.

Reducing risk with shorter terms

Software is often a big decision that affects numerous stakeholders. On top of that, cost is another consideration buyers must keep in mind. Many management teams are pushing for shorter contracts to help minimize risk if the project doesn’t work out. 

Average contract length for SaaS 6 months or less
More than half of software contracts are six months or shorter. In India alone, that percentage jumps to 69%.

Where to make the purchase

Typically, companies prefer buying directly from vendors but are now exploring buying from third-party marketplaces. However, we are now seeing the rise of third-party marketplaces such as the AWS Marketplace and the Azure Marketplace. These marketplaces provide buyers with more options and a more B2C-like experience in some cases.

Value-added resellers (VARs) are also growing, but they look different from the VARs of the past. Rather than just implementing software, many VARs are now focused on delivering services in conjunction with SaaS applications to better serve their customers.

Top considerations for software buyers

As the market expands, buyer behavior continues to change with it. From longer sales cycles to the prevalence of buying committees, vendors have to constantly assess the buying journey and understand how to win more deals.

What today’s buyers want most

Every buyer is unique in what they want, but it’s essential to realize which factors are becoming more critical in their decision-making. According to data from the 2022 G2 Buyer Behavior Report, let’s explore the three most common things software buyers seek. 

  • Ease of implementation: 93% of buyers indicate that the quality of the implementation process is important or very important when deciding to renew a software product. This makes sense because buyers are looking for the least friction possible when adding a solution to their technology stack.
  • Time to ROI within six months: It’s no mystery why buyers want to achieve ROI quickly, and a good implementation process and an easy-to-use product will help them get there.
  • Ease of use: Coming in as the third most important factor for software buyers in this study, buyers increasingly view ease of use as part of their decision-making.

4 ways software vendors can aid in the buying journey

Buyers still need software, so it’s vital to process what we understand about their journey and take the right steps to mitigate these challenges. Your goal is to provide assistance and help make their decision much more straightforward.

1. Stand out with great content

Great content helps you stand out, communicates your value, and conveys why you are unique. The challenges buyers face almost always come back to content. It’s either difficult to find, doesn’t answer their questions, or doesn’t dive deep enough into their needs.

It’s important to note that a significant portion of this content won’t be found on your website but can be just as critical in helping buyers make informed decisions. This can include expert content from analysts and thought leaders, and customer content from review platforms and social media.

To overcome these challenges, you must deeply understand customer pain points and have a content strategy that addresses them. Consider leveraging a combination of content for every stage of the funnel and take the time to gain insights into how your buyers consume content on their buying journey.

2. Deliver ease and speed

As mentioned earlier, ease of implementation and use are crucial. However, there is a rising trend in the significance of ROI, and buyers are increasingly looking to achieve ROI within six months or less. Unfortunately, this step is often neglected. To ensure success, measuring ROI and communicating its value effectively to prospects is crucial.

3. Explore financial flexibility and process optimization

As businesses look for ways to stay competitive, your finance team can play a key role in driving growth by exploring new ways to increase customer acquisition. One area where finance can make a significant impact is by offering flexible contracts that meet the needs of today’s buyers.

Another way finance can help drive growth is by simplifying the buying process. By streamlining the contracting process and offering more payment options, vendors can make it easier for customers to do business with them.

Today’s buyers demand more flexibility in their purchasing decisions, but it’s important to balance this with your financial goals. To maximize your success, consider taking a long-term approach. Utilize the benefits of flexibility to increase acquisition, build customer trust, and eventually convert them to longer-term contracts.

4. Leverage global marketplaces

We’re seeing a growing trend of buyers making SaaS purchases through global marketplaces. While most vendors have primarily focused on direct sales, it’s becoming increasingly clear that partnering to access new customers can help vendors grow faster. Exploring alternative channels allows SaaS providers to tap into previously untapped markets and unlock new revenue streams.

As you consider your SaaS distribution strategy, evaluating whether these third-party marketplaces are the right fit for your products is important. Additionally, it’s worth noting that VARs are making a comeback, offering value-added services alongside your solution.

Keeping tabs on buyer behavior trends  

While there’s no shot of us ever going back to physical demo CDs or trade magazines to research, software buyers face an uphill challenge in sourcing the right software. The good news is that you can take the proper steps to aid their buying journey.

Key takeaways from this article

Understand the challenges your buyers must overcome to your advantage to build trust, provide valuable insights, and win more deals.

  • SaaS is still proliferating. However, the market is incredibly competitive.
  • Most buyers can’t find the right content. Step up to fill that gap and build trust.
  • Focus on measuring ROI. It sounds simple, but most vendors don’t do it.
  • Buyers want less friction. Explore ways to reduce friction in the purchase process.

Want to show off your G2 Badges with pride? Learn more about how the G2 Content Marketing Subscription can help you leverage the voice of the customer to build trust and win more deals.


Read Now: Top 6 employee training tracking software apps in 2023 – 101 Latest News



Top 6 employee training tracking software apps in 2023

#Top #employee #training #tracking #software #apps

In our fast-paced world, making sure your employees are up-to-date with the latest professional skills is key. This is where this employee training software comes in. 

Employee training tracking software helps you easily keep an eye on your employees’ training progress. You can assign and track training modules, making sure everyone gets the chances they need to develop professionally. 

Benefits of employee training tracking software 

Plus, it puts all the training info in one place, so it’s easy to see how everyone’s doing and find areas for improvement. 

There are a ton of software options to choose from, so we’ve done the heavy lifting for you. We’ll go over the top training apps, what key features to look for and how they compare to one another. 

Key features to look for in software for tracking employee training 

When choosing software for training new employees, there are a few key features you should look out for. 

Easy-to-use and customizable

It’s important for the software to be user-friendly and customizable to fit your specific needs. This means you won’t waste time struggling to figure out how to use it, and you can personalize it to match your business requirements.

Tracks participants’ compliance, progress, and completion

This feature allows you to keep tabs on who’s completed their training, who’s making progress, and who may be falling behind. It helps make sure that everyone’s meeting the necessary requirements and staying on track with their development.

Having a centralized database 

A centralized database means all training data like new hire packets and training materials are stored in one place, making it convenient to access and analyze. It helps you keep track of who’s completed which courses and identify any gaps in training.

Generates reports

Reports are valuable tools that provide insights into the overall training progress. They help you assess the effectiveness of your training programs, identify areas for improvement, and make data-driven decisions. 

Reports also help you measure the impact of your new employee training plan.

Integrations with other systems 

This can include integrating with your HR or payroll software, or employee scheduling tool making it seamless to manage employee records and track training alongside your other business processes.

Homebase integrates with some of the top payroll providers, including Paychex, Wells Fargo and Rippling. 

Push notifications and direct communication

Being able to send push notifications and communicate directly with employees is a handy feature. It allows you to remind them about upcoming training sessions, provide important updates, or answer any questions they may have. 

It also promotes effective team communication and keeps everyone on the same page.

Manages training records

Managing training records is essential for maintaining accurate business documentation. It makes sure that you have a clear record of who has gone through training, what courses they’ve completed, and any certifications they’ve earned. 

This feature helps with HR and compliance, audits, and tracking individual progress.

Cost-friendly and fits your budget

Affordability is an important consideration, especially for small businesses. It’s crucial to choose software that aligns with your budget while still providing the features you need most. 

This allows you to invest in employee training without straining your financial resources.

A breakdown of the top 10 employee training tracking software apps in 2023

1. Best all-in-one solution: Homebase

Homebase is our top all-in-one solution for tracking employee training during hiring and onboarding. It features a user-friendly interface, comprehensive time tracking features, and powerful communication tools. 

It generates reports, manages training records, and allows for data export. Though it may have limitations in customization and scalability, its several advantages make it the top choice for small businesses seeking a powerful employee training tracking solution.

Key Features of Homebase:

  1. Intuitive Interface: Homebase offers an easy-to-use interface, making it simple for you to navigate and use the software efficiently.
  2. Comprehensive Tracking: The software allows you to track employee progress, compliance, and completion of training modules. This feature allows you to monitor and manage training effectively.
  3. Communication Tools: Homebase provides direct communication with employees through push notifications, allowing for quick updates, reminders, and addressing any queries. It promotes effective communication and keeps everyone informed.
  4. Report Generation: With Homebase, you can generate reports that provide valuable insights into training progress and effectiveness. These reports help you make data-driven decisions and can improve training programs.
  5. Training Records Management: Homebase offers efficient management of training records, allowing you to keep track of completed training, certifications earned, and other important details. It keeps accurate documentation for HR and compliance purposes.
  6. Export Functionality: Homebase allows you to export training data, which can be useful for deeper analysis, integration with other systems, or sharing with stakeholders.

Pros and Cons of Homebase:


  • User-friendly interface makes it easy to navigate and use the software.
  • Comprehensive tracking features help monitor employee progress and compliance.
  • Direct communication tools enable effective communication with employees.
  • Report generation provides valuable insights for improving training programs.
  • Efficient management of training records allows for accurate documentation.
  • Export functionality allows for data analysis and integration with other tools.


  • Homebase can lack some advanced customization options.
  • It might not offer extensive integration capabilities with certain third-party applications.
  • Limited scalability for larger organizations with complex training needs.

2. Best solution for tracking time spent on training sessions: Absorb

Absorb is a learning management system (LMS) that aims to inspire learning and elevate training programs.

H4: Key Features of Absorb 

  1. Accurate Time Tracking: Absorb excels in tracking the time spent on training sessions with precision. It allows employees to log their training hours, ensuring accurate recording of time dedicated to learning.
  2. Session Management: Absorb offers robust session management capabilities, allowing administrators to create, schedule, and manage training sessions effortlessly. This feature allows for organized and efficient training delivery.
  3. Reporting and Analytics: Absorb provides detailed reports and analytics on training session time. This allows administrators to analyze training time data, identify trends, and make informed decisions to optimize training programs.
  4. Integration Capabilities: Absorb can integrate with other systems, such as HR or payroll software. This seamless integration streamlines data management, ensuring accurate recording of training time alongside other essential business processes.

Pros and Cons of Absorb:


  • Accurate time tracking feature ensures precise recording of training session hours.
  • Robust session management capabilities simplify the creation and management of training sessions.
  • Detailed reporting and analytics enable data-driven decision-making to enhance training programs.
  • Integration capabilities allow for seamless data integration with other systems.


  • Absorb may have a steeper learning curve for users unfamiliar with similar software.
  • It may have a higher cost compared to some other training tracking solutions.
  • Limited customization options might restrict certain specific requirements.

3. Best for running performance assessments: Litmos

SAP Litmos is an online corporate training platform that automates training-related tasks, such as course creation, assignment, tracking, and reporting, and overall aims to make learning management easier.

  1. Performance Assessment Tools: Litmos offers comprehensive performance assessment tools that enable organizations to evaluate employee performance effectively. It provides various assessment methods, such as quizzes, surveys, and evaluations, allowing for a thorough evaluation process.
  2. Customizable Assessments: The software allows organizations to create and customize assessments tailored to their specific needs. This makes sure performance assessments align with the organization’s objectives and requirements.
  3. Performance Tracking and Reporting: Litmos provides performance tracking and reporting capabilities, allowing administrators to monitor and analyze employee performance. It generates detailed reports and analytics, enabling data-driven decision-making to identify strengths, weaknesses, and areas for improvement.
  4. Integration with Learning Management System: Litmos integrates with learning management systems, enabling a cohesive learning and assessment experience. This integration simplifies the assessment process by connecting performance data with training data.

Pros and Cons of Litmos:


  • Comprehensive performance assessment tools enable thorough evaluation of employee performance.
  • Customizable assessments allow organizations to create assessments tailored to their specific needs.
  • Performance tracking and reporting capabilities provide valuable insights for data-driven decision-making.
  • Integration with learning management systems ensures a seamless learning and assessment experience.


  • Litmos may have a higher cost compared to some other performance assessment solutions.
  • The extensive customization options may require some technical expertise or training.
  • Limited scalability for larger organizations with complex assessment needs.

4. Best for tracking course completion: Tovuti 

Tovuti is an all-in-one Learning Management System (LMS) that enables you to create, deliver, and track the effectiveness of your digital training programs. It allows you to monitor trainee progress, activity, and course completion rates, while offering customizable certifications.

Tovuti also provides KPI dashboards, custom reports, and the ability to export data to Excel. With automated email reminders for certification renewals, Tovuti streamlines training management effortlessly.

Key features of Tovuti

  • Create and deliver engaging digital training programs easily.
  • Track trainee progress, activity, and course completion rates effortlessly.
  • Utilize KPI dashboards and generate custom reports for insights.
  • Sort, filter, group, and auto-calculate data for analysis.
  • Export data to Excel for further manipulation.
  • Customize certifications to motivate and recognize trainees.
  • Manage certification issuance and expiration dates efficiently.
  • Automate email reminders for certification renewal.

Pros and Cons of Tovuti

Tovuti Pros:

  • Comprehensive all-in-one LMS solution.
  • User-friendly interface for easy program creation and delivery.
  • Robust tracking and reporting capabilities for program assessment.
  • Customizable certifications enhance trainee engagement and recognition.
  • Flexible data management and export options.
  • Streamlined certification renewal process with automated email reminders.

Tovuti Cons:

  • Advanced customization may require technical expertise.
  • Steep learning curve for new users.
  • Interface could be more intuitive and user-friendly.
  • Varying pricing plans, higher-tier plans may be costly for small organizations.

4. Best for personalizing training completion certificates: LearnUpon 

LearnUpon is a Learning Management System (LMS) designed to simplify and centralize training management. It offers features for tracking, delivering, and measuring training.

With LearnUpon, you can easily keep track of important training data, including user progress, exam results, employee survey responses, and training histories. This data can be converted into reports that are ready for export.

Additionally, LearnUpon allows you to provide personalized training completion certificates to learners. You can also schedule automated alerts to remind them when it’s time to re-certify.

Key Features of LearnUpon:

  • Centralized training management system
  • Tracking and measurement of training data
  • User progress tracking
  • Exam result tracking
  • Employee survey response tracking
  • Training history tracking
  • Export-ready report generation
  • Personalized training completion certificates
  • Automated re-certification reminders

Pros of LearnUpon:

  • Simplifies and centralizes training management
  • Comprehensive tracking and measurement of training data
  • Customizable training completion certificates
  • Automated reminders for re-certification
  • User-friendly interface
  • Offers a variety of training management features

Cons of LearnUpon:

  • Learning curve for first-time users
  • Customization options may require technical expertise
  • Pricing plans may vary, higher-tier plans could be costly for smaller organizations
  • Interface design could be improved for enhanced user experience

5. Best for tracking progress and performance: Trainual 

Trainual is a tool designed to simplify and expedite the process of aligning and onboarding growing teams by creating business playbooks.

Trainual enables you to monitor the progress of your learners on a subject level, as well as individually, and keep track of their latest activity. It provides valuable insights such as completion rates, test scores, number of attempts, and start and completion dates. These reports can be easily downloaded as spreadsheets and exported for further analysis.

Key Features of Trainual:

  • Business playbook builder for team alignment and onboarding
  • Progress tracking for subjects, individuals, and latest activity
  • Insightful data reports on completion rates, test scores, attempts, and dates
  • Downloadable and exportable reports in spreadsheet format

Pros of Trainual:

  • Simplifies aligning and onboarding teams
  • Effective tracking of learner progress and activity
  • Valuable insights for assessing completion rates and test scores
  • Easy downloading and exporting of data reports

Cons of Trainual:

  • Learning curve for new users
  • Customization options may require technical expertise
  • Varying pricing plans, higher-tier plans could be costly for smaller businesses
  • Interface design could be improved for enhanced user experience

6. Best for custom training reports: TalentLMS

TalentLMS is a user-friendly LMS platform designed to simplify training delivery with expert guidance and support.

With TalentLMS, you can create a customized portal to track the progress, completion, and time spent on training for individuals or groups. It provides the flexibility to filter data and generate diverse custom reports, including infographic summaries and individual learner levels.

The platform also offers the convenience of sending automatic notifications when a course is completed or a certificate has expired, ensuring timely communication.

Key Features of Talent LMS:

  • Customizable training portal for tracking progress, completion, and time spent
  • Filterable data for generating diverse custom reports
  • Automated notifications for course completion and certificate expiration

Pros of TalentLMS:

  • User-friendly platform for easy training delivery
  • Customizable portal for personalized training tracking
  • Diverse reporting options for gaining valuable insights
  • Automated notifications for timely communication

Cons of TalentLMS:

  • Some advanced customization options may require technical expertise
  • Varying pricing plans, higher-tier plans could be costly for smaller organizations
  • Interface design could be improved for enhanced user experience

In today’s fast-paced world, it’s crucial to make sure your employees have the latest professional skills. Among the top employee training tracking software apps in 2023, Homebase stands out as an all-in-one solution for small businesses, offering a user-friendly interface, comprehensive tracking features, communication tools, report generation, and training record management. 

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Read Now: What Is an LLC? Here's How It Works. – 101 Latest News



What Is an LLC? Here's How It Works.

#LLC #Here039s #Works

Are you a small business owner that has been asked if their company is an LLC, and you don’t know what that means? Or maybe you are an entrepreneur in the initial phases of opening a new business, and your head is swimming with all the options ranging from a sole proprietorship to an LLC to a corporation.

Keep reading for everything you need to know about an LLC and whether it is the right option.

What is an LLC?

A Limited Liability Company (LLC) is a business structure that provides the owners with protections that are usually only available to corporations but keeps the simplicity of a sole proprietorship.

This entity also provides pass-through taxation as it is run through a separate entity that isn’t restricted to a specific number of shareholders and isn’t heavily regulated.

Related: How to Start a Limited Liability Company (LLC) | Entrepreneur

What are the benefits of an LLC?

There are benefits to every business structure. From a corporation, general partnerships and sole proprietorships each offer unique advantages.

The benefit of forming an LLC is that it takes the pros of each business structure and combines them into one.

How can an LLC provide asset protection?

One of the main advantages of an LLC is that it protects your personal assets.

For any business debt or lawsuits that your business may run into, the owner has no personal liability. This ensures that their personal assets cannot be taken as payment as they are completely separate from the company.

Related: LLC Basics –

What tax options does an LLC have?

An LLC provides more tax options than other business models.

For tax purposes, they are either taxed as a sole proprietorship or a partnership, depending on the management structure and how many members are involved in the company.

Members report their share of the business income and expenses on their personal tax return and then pay personal income tax on the profit.

Members who also work in the business are then considered self-employed and must state this on their federal income tax return and then pay self-employment taxes on their share of the profits.

If the company doesn’t want to be taxed as a sole proprietorship or partnership, it can also choose to be taxed as an S-corporation (S-corp) or a C-corporation (C-corp).

A C-corp pays corporate tax, and the owners pay tax on their distributions. An S-corp is what is known as a pass-through entity which means it doesn’t pay corporate tax, but each owner does pay personal income tax on their share of the profits.

It is important to note that not all LLCs qualify for S-corp taxation as they must meet certain IRS (Internal Revenue Service) requirements.

A single-member LLC can also be designated as a disregarded entity. What this means is that it will be disregarded or ignored concerning federal income tax.

Related: The 5 Biggest Tax Differences Between an LLC and Corporation | Entrepreneur

Does an LLC provide flexibility?

As LLCs are not required by law to have annual shareholder meetings or even require a board of directors, they provide greater flexibility than other business models.

Rather, members of an LLC are free to organize the company as they see fit and be member-managed, as administrative requirements like most corporations don’t bind them.

Related: Choose Your Business Structure | Entrepreneur

Does an LLC designation make your business more credible?

When you structure your business as an LLC, you receive exclusive rights to use your business name as a business entity.

As most states don’t allow a business to use an existing business name, you can create a public record of your name, making it unavailable.

The LLC designation at the end of the company name can also lend credibility to a business.

Related: How to Structure a Single Member LLC | Entrepreneur

How are profits distributed in an LLC?

One main advantage of an LLC is that members can decide how the profits are divided.

Typically, corporations issue dividends, and partnerships usually split the profits among the partners, but owners of an LLC can choose how the profits are divided up.

Remember that the IRS has rules about the special allocation of profits, and you might have to show proof of profit sharing or legitimate economic need to prove it is not simply an attempt to avoid paying taxes.

Are there disadvantages of an LLC?

While an LLC has specific benefits, it also has some notable disadvantages.

The profits are subject to high LLC tax

The profits of an LLC are subject to social security and Medicare taxes. In some cases, owners of an LLC can even end up paying more taxes than a corporation does.

Also, both salaries and profits of an LLC are subject to self-employment taxes which currently equal approximately 15.3%. Whereas with a corporation, only the salaries are subject to taxation, not profits.

This disadvantage hits owners who take a salary of less than $97,500 the hardest.

Related: Pros and Cons of the LLC Model | Entrepreneur

An LLC has to immediately recognize its profits

Unlike a corporation, owners of an LLC have to immediately acknowledge their profits.

A C-corp doesn’t have to distribute its profits immediately to the shareholders. This means a C-corp isn’t always taxed on the company’s profits.

Since an LLC is not subject to double taxation, the company’s profits are then automatically included in the member’s actual income.

Related: Business Structure Basics | Setting Up | Entrepreneur

There are fewer fringe benefits available

Employees who receive fringe benefits such as group insurance, medical reimbursement, medical insurance and parking must treat these benefits as taxable income with an LLC. This is also true for employees who own over 2% of an S-corp.

On the other hand, employees of a C-corp who receive fringe benefits do not have to report these as taxable income on their income tax return.

How to set up an LLC

There are seven steps you need to take to start an LLC.

There are different state law requirements from state to state, so it is recommended to talk to a legal professional about the specific requirements where you live.

Choose a business name

The first step to starting an LLC is choosing your business name.

Not only do you need to choose a name that doesn’t already exist, but your state may also have certain requirements it needs to meet.

Related: How to Name a Business: 7 Helpful Tips | Entrepreneur

Choose a registered agent

The next step is to choose a registered agent. A registered agent receives official and legal documentation on behalf of the company. Once the registered agent receives these documents, they pass them on to the company.

The registered agent has to be at least 18 years old. You are allowed to choose yourself or an employee. The main requirement is the agent must have an address within the state during typical business hours.

Related: 4 Best LLC Services of 2023 | Entrepreneur Guide

Obtain a copy of your state’s LLC Articles of Organization Form

In most states, you will have to file a document called the Articles of Organization with the state agency that handles business filings to establish your LLC.

Each state has a specific form you will use; some also call it a Certificate of Formation.

Complete the LLC Articles of Organization Form

Every state has specific requirements for individuals trying to create an LLC. Some of the typical information you may need to provide includes:

  • The business name.
  • The principal address of the business.
  • The business’s purpose.
  • How the LLC will be managed.
  • The registered agent’s contact information.
  • The duration of the LLC.

Once you have this form filled out, at least one of the business owners will then need to sign it.

Related: Ten Steps to Organizing an LLC | Entrepreneur

File the Articles of Organization

Make sure to thoroughly check the Articles of Organization Form before you submit it.

You may also be required to pay a filing fee, which differs from state to state.

Once your form has been approved, the Secretary of State’s office will issue you a certificate to prove that your LLC is formally registered.

You can use this certificate to complete tasks such as setting up a business bank account and registering for a tax ID number.

Related: Choose Your Business Structure | Entrepreneur

Create an LLC Operating Agreement

Now that the state has approved you, it is time to create an Operating Agreement.

An Operating Agreement outlines all the details of the financial, legal and management rights that all members of the LLC are entitled to.

In particular, it includes how the profits will be distributed, how members can leave the LLC and who is required to contribute capital.

You can create your Operating Agreement, especially if you are a single-member LLC. Hiring an attorney may be a good option for more complicated situations, such as with multi-member LLCs.

Related: Why So Many LLC Operating Agreements Fail | Entrepreneur

Keep your LLC active

Now that your LLC has been created, you need to keep it active.

This means you must ensure you are keeping your business in good standing with your state. This can include the LLC filing an annual report that keeps your company’s info up-to-date and paying an annual fee for filing.

Related: business – The Many Benefits of Forming an LLC | Entrepreneur

Start an LLC today

With benefits ranging from business flexibility, different taxation options and personal asset protection, creating an LLC might be the next step your business needs to take.

By following the steps above and consulting an attorney in your area, you could soon run your own LLC and reap all its benefits.

Check out Entrepreneur’s other articles for more information about LLCs and other financial topics.

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Read Now: From quiet hiring to the Great Resignation: What does the future of talent management hold? – 101 Latest News



Making Tax Digital for ITSA: How accountants can prepare sole trader clients

#quiet #hiring #Great #Resignation #future #talent #management #hold

First the ‘Great Resignation’, then ‘quiet quitting’, followed by now ‘quiet hiring’.

Yes they’re buzzwords, but is this indicative of how much is changing in the workplace today when it comes to talent management and mobility?

With so many factors at play, it’s hard for HR leaders to stay on top of what’s happening. No wonder they’re both excited (over 90%) and worried (66%) about the future.

Talent management was also ranked by HR and business leaders as their number one priority right now, our recent research found.

So what do HR leaders need to know to understand what’s happening right now?

Here’s what we cover in this article:

Talent management today: Changing employee-employer expectations

First, the Great Resignation

As we saw with the Great Resignation, where record numbers of people left their jobs due to the pandemic, employee expectations of their workplaces have evolved – and continue to do so.

The pandemic shifted employees’ expectations practically overnight. Many were no longer expected to come into the office and companies had to prioritise wellbeing above everything else.

Now, since we’ve emerged from the pandemic, employees have reassessed what they want from their workplaces and they’re leaving in search of a better work-life balance, competitive pay and more job satisfaction.

While talk of the Great Resignation may be slowing, employee expectations of their employers continue to evolve.

Then, quiet quitting

Quiet quitting is another buzzword that’s been bandied around of late but it’s not something new.

Employees the world over have actively withdrawn from their work at various moments in time, choosing to just do the bare minimum and not go over their contractual hours.

From an HR perspective, we don’t think quiet quitting should be viewed as good or bad – more that it’s something that is likely to happen from time to time and it’s important to have greater awareness of it.

In fact, we believe it’s an opportunity to engage more with employees.

It’s a chance to find out what is going on for the individual employee, and teams, and to see if there are ways the business and the manager can better support that person further.

Now, quiet hiring

Quiet hiring has been the latest buzzword to make the headlines.

It’s a new name for an old tactic, effectively shuffling employees around departments or projects to fill the gaps within an organisation rather than hiring new people.

And it’s a reflection of the current economic climate we’re in.

In fact, 8 in 10 employees say they’ve been ‘quiet hired’, a recent survey found.

Tighter operating costs and decreasing profit margins mean businesses have to be smarter about tapping into their internal resources, particularly where organisations are experiencing hiring freezes to save on costs.

While this internal movement might signify the current economic climate we’re currently in, helping employees to build up skills in other departments or areas or utilise skills they already have is definitely of benefit to those who want to develop.

However, stress and burnout is already rife among employees.

In fact, 52% of all workers are feeling burned out today, up 9% since the global pandemic. Organisations must be careful that employees don’t take too much on.

A buzzword is just a buzzword

There’s so much change and uncertainty happening right now.

With that, buzzwords such as the Great Resignation, quiet quitting and quiet hiring are coming to the fore to help us to understand what’s happening in the world of work today and the gap that seems to be widening between employees’ and employers’ expectations.  

However, a buzzword is just that – they attempt to sum up some of the change we’re experiencing.

But the workplace today is much more complex than ever before and there are many more changes happening which can’t be summed up in a few words.

The future of talent management: Is the Great Rebalance coming?

Callum Borchers of the Wall Street Journal says: “This may be the year when employer-employee power dynamics begin to normalise.”

Right now, 93% of HR and the C-suite are worried about current economic uncertainty, high inflation levels and a rise in the cost of living, both employers and employees are feeling the pinch.

Job-hopping and fewer counter-offers are likely as the demand for talent and the supply of candidates starts to even out in what is being called the Great Rebalance (also known as the Great Rebalancing).

However, not everyone agrees that the balance is coming quite yet.

There’s still a lot in flux in the world of work after the global pandemic and big shifts continue to happen, such as the four-day working week and the rise of artificial intelligence (AI) adoption, which could lead the gap to widen further.

Hybrid work is an example of this where it’s, arguably, still a work in progress.

Denise Rosseau, Professor of Organisational Behaviour and Public Policy at Carnegie Mellon University, explains: “If people are told different things at different times, without influence over that decision, it’s disturbing.

“The yo-yoing back and forth breeds uncertainty, and people don’t like that there are just so many unknowns.”

For HR, it’s an opportunity to reassess what employees need from their workplaces.

However, organisations will have to do more with less.

With budgets being frozen or cut in many organisations as finance try to balance the books, HR will need to think out of the box about how they can evolve their talent management strategy to bridge the gap between employee expectations and business needs in this challenging market.

We did some research to find out what the future of talent management could hold, so you can start to get ahead today.

1. Goodbye to the term employee experiences and hello ‘people sustainability’

We know employee experiences are vital for productivity and 83% of HR leaders say that they’ll be focusing more on experiences in the future as a result, but should people sustainability be front of mind instead?

US consulting firm Mercer describes people sustainability as: “Treating people responsibly, taking care of people’s physical and mental well-being and valuing talent for their contribution.”

Josh Bersin, CEO of the Josh Bersin company, believes focusing on people sustainability over everything else is the future.

He explains in his trends blog: “Traditional areas like DEI [diversity, equity and inclusion], benefits, health and safety, or employee experience, cluster together around the concept of ‘people sustainability’.”

Josh goes on to say: “There is a never-ending stream of good ideas to promote fairness, equity, belonging, and wellbeing at work, but we need to think about all these programmes as long-term investments and wrap them all up together into ‘long-term sustainability’.”

People sustainability is particularly important during times of economic uncertainty when budget cuts and freezes are happening.


Because the aspects that make up people sustainability drive engagement and productivity.

We’re in difficult times but these programmes are not just about doing the right thing, they’re also what make employees feel like they belong.

Honing in on that will be key over the next few years. 

2. Skills not jobs

The future of recruitment and talent management will focus not on jobs to do, but skills needed instead.

With today’s competitive talent environment, more companies will be looking for candidates with the skills needed, even if they don’t have the direct experience.

Becky Schnauffer, global head of strategic clients at LinkedIn Talent Solutions, explains: “Businesses up and down the country are facing skills gaps, making it harder to capitalise on growth opportunities and overcome uncertainty in the year ahead.”

87% of companies said they were experiencing a skills gap according to McKinsey Research and the World Economic Forum warned that over 50% of employees around the world will need to reskill or upskill by 2025 to stay competitive. 

Despite the cost of training, upskilling and reskilling can be more cost-effective alternatives to recruiting.

Research by Gallup found the cost of replacing an employee is between one-half to two times their annual salary.

Meanwhile, the World Economic Forum estimated that to reskill employees can average around $24,000 per employee.

Moreover, your people will thank you for it.

Katy Tynan, Analyst at Forrester Research says: “You’re losing talent when you only see people through the lens of the job they’re hired into.”

Employees are looking for opportunities to learn and develop new skills, and if they don’t get them, they will leave. Up to 20 million UK professionals are considering switching jobs this year alone, according to recent LinkedIn research.

3. A powerful multigenerational workforce

89% of talent professionals believe a multigenerational workforce relates to the success of a business.

We know diversity is good for business and age-based diversity is just one of those, so have you started to consider Generation Alpha?

Generation Alpha is the next generation to be introduced into the workforce.

Named because Alpha is the first letter of the Greek alphabet, this generation who were born from 2010 onwards will be the first age demographic born entirely within the 21st century.

It might seem like a long time until someone from Generation Alpha starts at your organisation, but if you’re a company that supports apprenticeships and those early in their careers, you could be seeing job applications fly in from this generation from 2026 onwards. 

So what can you expect from Generation Alpha? According to Dan Schawbel, Managing Partner of Workplace Intelligence, they’ll be “prepared to thrive in our tech-enabled workplace”.

Dan adds: “Alpha’s have access to more tools, resources and people at an earlier age than any other generation.”

Organisations will need to consider what this means for existing generations in the workplace.

Dan explains: “This accessibility gives them a massive competitive advantage as they age but has a side effect of further expanding the generational digital divide.”

To get ahead, organisations need to think about how they continually bring generations currently in the workforce up to date with latest technologies, so they’re not at a disadvantage.

However, getting your organisation up to speed for Generation Alpha will go further than just the technology, including ways of working and the types of companies they’d likely apply for, so there is much more to consider.

4. Overhaul performance management

Right now, over three-quarters (76%) of companies don’t use automated data collection and analysis around performance our research revealed.

And 74% don’t give continuous feedback or provide competency assessments against key job skills.

Performance management is key if you want to help your employees upskill and develop, and plays a crucial part in managing talent effectively.

But performance management processes are often not fit for purpose.

Perry Timms, Chief Energy Officer at People and Transformational HR, explains in an interview on performance management: “If we’re trying to navigate a complicated world, and how well we’re doing in terms of our performance and capability in that world why would this episodic thing, a done to process mean anything to anybody?”

So, what lies in store for the future?

The annual appraisal will be dead and in its place are continuous conversations. In fact, 82% of HR leaders agree.

83% of HR leaders say goals will be fairer in future, more objective, and even more personal and professional.

“Performance management should be about people having a real sense of how they’re doing, where they’re going, what they could be doing more of, and an exchange that means something to them and the person who has a duty of care for them,” says Perry.

One thing HR leaders can do now to be prepared for the future is to get the right technology in place.

Nearly all (95%) of HR leaders say technology is needed for successful performance management, but 43% of HR leaders don’t rate their performance management software as very good.

Looking for an HR technology suite with performance management as part of that will be vital to successfully move to a continuous conversations format for performance, so don’t leave it until the last minute – start now.

Ultimately, many HR leaders get into the sector because they want to make a difference.

And managing talent is where HR can make the most impact – to support their people and play their role in building brilliant and resilient workforces.

In fact, 57% of HR leaders told us they love what they do.

While we don’t know what the future holds for certain, we know HR leaders are overworked and overstretched more so than ever right now with all the challenges and uncertainty HR teams and their organisations are dealing with.

Nearly all (95%) of HR leaders we polled said that HR is simply too much work right now.

Relying on HR tech can help HR leaders to lighten the load and swap the time they spend on processes and paperwork to use on their people strategy instead – and bridge the employee-employer expectations gap once and for all.

By reducing the admin through HR automation, HR leaders can dedicate more time to their people strategy instead – and that’s what truly matters.

Discover more about HR automation and how to use technology to automate core HR processes – so you can scrap the paperwork and focus on your people.

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