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Hiring the disabled allows entrepreneurs greater productivity, lower labor costs, and lucrative tax benefits, in addition to engendering goodwill, says a company founder who employs brain-injured workers.
A husband-and-wife team who founded an Internet telecommunications company began to tackle one of the toughest challenges facing them: They looked to find a CEO, a replacement for themselves as heads of the business.
If you think hiring is tough in today's tight labor market, you should figure that retaining people is even tougher. To keep employees, small-company owners must provide more than just competitive compensation packages, the author writes. What really makes the difference is a CEO's ability to communicate an organizational vision and to recognize the people who translate that vision into revenue and profit.
In today's extremely tight labor market, small-company employers must approach hiring just as they approach selling. To lure able and enthusiastic candidates, the author writes, a CEO should consider such steps as contacting reluctant candidates personally, offering equity compensation to augment salaries, and sending welcoming gifts like fruit baskets. Of particular note is a discussion of factors the author says "count" in the sales-whoops!-the hiring process.
Entrepreneurs confronting the unhappy task of having to downsize when business conditions change need to execute in a way that preserves the dignity of, and, ultimately, the relationship with, the employees, says an entrepreneur who laid off her entire staff in the wake of the dot-com crash. Downsizing well involves throwing away the rulebook and dealing with people on a personal level, she writes.
There is a difference between employees showing a passion for the employer (which is great to have) versus a passion for their work (which is a crucial part of productivity). The advice given here is to "let people do what they want and need to do" and to keep out of the way of success.
How happy are your employees? It doesn't take a survey or a pie-chart to tell you the answer. But it does take a plan, which this lively blog post provides.
Much work is involved in developing an executive compensation plan that keeps your company competitive, integrates short- and long-term goals, and contains performance measurement systems that tie back to compensation. Well-devised packages drive organizational goals and objectives and your top talent.
People infected with HIV, whether or not they have AIDS symptoms, are protected in the workplace by federal and state laws concerning discrimination and disability. These guidelines for education, testing and accommodation policies can help entrepreneurs avoid problems.
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