Fee-based financial advisors give clients financial advice for a fee and don't receive commissions on the sales of investment or insurance products.

Seeking a professional to help you manage your money is a great step to achieving your financial goals. But not all financial advisors are the same; some may offer varying services — and more importantly, they may have different fee structures.

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It’s been almost four decades since accounting software was widely embraced and utilized by the public and professionals alike. How has technology impacted accounting in the years since? As the demands on the industry have evolved, accounting technology solutions are more vital than ever in helping accounting professionals improve performance across every aspect of the business. 

It doesn’t matter if you work at a major modern accounting firm or run a small business out of your home office, you’re always looking for new and better technology that can simplify steps, streamline processes, and increase productivity – all while ensuring you’re delivering the best value for your customer.

Read the full article at: my-cpe.com

Employee recruitment has changed markedly over the past decade. Organizations must drastically expand their human resource in a progressively competitive atmosphere. Accordingly, social media recruiting strategies are essential to attract the best candidates.

Social media recruitment describes identifying and hiring talent through social media. Businesses can use this employee recruitment strategy to reach a broader talent pool and select candidates more effectively. It also puts organizations right where potential employees spend much of their free time - social media.

Read the full article at: www.peoplehum.com

Looking back at the previous year, it's time to look ahead. Refreshing and recharging are what you need to get the most out of the new year. What can you do differently this year? You can start with these 20 new year resolutions

Read the full article at: blog.xoxoday.com

5 factors that increase influence and fuel peak performance:
Influence – not position, power, or pressure – fuels peak performance in your team. (Even remote workers.)

#1. Relationship:

Real relationship intensifies influence.

Who is more likely to give you their best? Someone you’ve been pushing and feels resistant toward you, or someone who believes you’re rowing the boat with them?

You don’t need relationship to tell people what to do. Authority enables bossing. Relationship empowers influence.

#2. Competence.

A person of competence has more influence than an incompetent.

What competencies do you bring?
In areas of weakness or incompetence, how might you rely on others?
How might you improve your ability to influence?
You’ve developed skills to get the job done, but what have you done to develop the skill of influence?

#3. Confession.

Pretenders, frauds, and fakes have little influence. But when you own a frailty or mistake you become trustworthy. (You acknowledge what others already know.)

#4. Compassion.

Call people to high standards with a heart of compassion.

Harshness only works when you’re in the room, but people take compassion home with them.

#5. Awareness.

Keep the strengths of each team member top of mind.

Weaknesses scream to be noticed, but influence expands when you acknowledge, respect, and develop strengths.

Record the top three strengths of every team member.
Discuss strengths during one-on-ones. How does your list jibe with their self-perceptions?
How might a person with their strength-set make the greatest contribution? (Answer this for everyone on the team.)

Between the feeling of being thrust into the spotlight, the one-on-one setting with your manager and the gravity of what’s at stake, performance reviews can feel pretty uncomfortable. And when you’re made to feel uncomfortable, sometimes you aren’t always the most conscious of (or careful with) your words. But if there’s one time that you want to communicate effectively, it’s then. After all, your performance review is often the one chance you get to push for a raise, secure a promotion or even save your job.

To make sure that you don’t unintentionally sabotage yourself, we’ve put together a list of things that you’ll want to avoid saying. Steer clear of these words, and you’ll be that much closer to passing your performance review with flying colors.

How to show respect:

I was asked during an interview, “How do you respect your customers when all you need is for them to make a purchase?” My thoughts went beyond customers to respect in general. The word ‘compassion’ came to mind.

Compassion feels like respect.

#1. Show respect by acknowledging personal struggle. Some team members have wayward children, others have financial stress, still others struggle with their marriage.

When you learn of a person’s struggle:

Resist the urge to solve struggles for people. You disrespect the struggle when you offer off-handed solutions.
Listen with interest.
Express compassion. “I’m sorry you’re going through this difficult situation.”
Express empathy. “It must be tough to face this challenge.”
Offer kindness. “I can’t pay your bills, but is there anything I can do to make today a little better?”
Show appreciation. “I appreciate your contributions while you’re carrying these personal concerns.”
#2. Show respect by acknowledging responsibility. Employees carry important responsibilities. Leading is tough and often under-appreciated.

You show respect when you:

Appreciate the burden, even if you don’t feel it yourself.
Realize that easy for you may be heavy to another.
Notice strengths. “You’re really good at … .”
Acknowledge progress. “I believe you’re an important factor in the way our meetings are improving.”
Research adds 5 ways to show respect:

Delegate important tasks.
Receive advice.
Provide freedom to pursue creative ideas.
Take an interest in someone’s nonwork life.
Stand with people during critical situations.

Not too long ago, I read a new book on gender equality in the workplace.

I’ve read many of these types of books but this one was from a different perspective. Rania Anderson’s company, The Way WoMen Work, is specifically geared toward helping male business leaders obtain the skills and perspectives needed to intentionally advance women.

Rania realized long ago that many men want to support women at work but don’t know the best way to do so.

The paralyzing fear of failure makes you small.

Fear of failure prevents you from trying new things. If you aren’t certain of success, you won’t begin. If you can’t do it well, you won’t try.

Many of us probably don’t associate “happiness” with “work.”

But maybe we should: Studies suggest that happy people are actually more productive and successful, and less likely to leave their jobs.

This quiz measures how happy you are when you’re on the clock. It’s based on research that has identified key factors to happiness at work.

Most people are aware of financial advisors and may even hire one at some point in their lives, but what exactly do financial advisors do? Financial advisors provide advice and guidance on a variety of financial issues you’ll encounter over the course of your life such as investments, retirement planning, insurance and even taxes.

Here’s what else you should know about financial advisors including the advantages and disadvantages of using one and when you should consider hiring one.

Read the full article at: www.bankrate.com

No matter what age you are, it’s important to put money away for retirement or a rainy day. The earlier you save and invest, the more money you’ll have in the future as a result of compound interest. Even if you’re getting a late start, though, saving and investing are the bedrock of personal finance.

Read the full article at: www.moneygeek.com

If you’re in HR or recruitment, we don’t need to tell you twice about how the industry has rapidly changed over the last two years. You’ve already changed the way you work. From the office to remote to a mix of the two for some! Labor shortages, the Great Resignation, and the antiwork movement are all signs of the times. To face the realities of the new world of work, it’s time to change the way we approach talent acquisition and HR. We asked 10 top experts for their predictions for recruiting and HR in 2023. 

Read the full article at: recruitee.com

Set goals for employees to boost engagement

When employees don’t feel supported in their goals — or don’t see opportunities for advancement within their company — they become disengaged. They’re less productive, more likely to miss work, and — as noted above — they eventually leave for a better gig. All of this has a ripple effect on the bottom line.

Read the full article at: www.limeade.com

Celebrating the holiday season can be a fun way to keep your employees engaged and focused. But as the season progresses, you may start to notice employees who are losing steam. Your employees are extra busy during the holiday months as they are making time for visiting friends, shopping, baking, and enjoying holiday celebrations with family. By the time the new year rolls around many of them might feel burnt out and unmotivated. Here are a few ways you can help boost their energy and keep them motivated this holiday season.

Read the full article at: www.levyrecognition.com

Venture capital money is flooding the human resources space as employers seek new ways to recruit, hire and retain their workforces.

Human resource technologies — which can run the gamut from background checks to benefits and everything in between — already has seen nearly $3.6 billion in venture funding for 260 deals this year, according to Crunchbase data. That dollar amount already surpasses all of last year, which witnessed not even $2.2 billion invested in 500 funding deals.

Read the full article at: news.crunchbase.com

Why “Zoom fatigue”:

#1. Everyone looks like a stoic from New England on video conference.

Emotionally intelligent leaders use inter-personal cues to monitor and manage relationships. Strong relationships enhance results.

Every group on zoom looks disinterested, depressed, or adversarial. You might look at people’s faces on a video conference and wonder why they’re mad at you.

Looks of frustration or disinterest signal a need to adapt inter-personal strategies. Adding more detail may help ease furrowed brows, for example. But everyone looks like a New England stoic in a group video conference.

Humor is another challenge. People tend not to laugh when they’re alone in the family room.

#2. Looking at yourself complicates communication.

One nice thing about in-person conversation is you aren’t staring back at yourself. I recently had a zoom call where the video of myself was in a separate monitor.

It felt weird that I couldn’t see myself. When I dragged my image to the main monitor, I realized that it felt good to NOT see myself.

#3. Nostrils are distracting and exhausting.

You look at others too closely on video conference. Camera angles make others look scary. I’m tired of looking up your nose.

Why don’t people change the lighting? Did you shower yet? Your hair looks greasy.

Suggestions:

#1. Try using your cell phone as a phone once in awhile.

#2. Set the screen to speaker view so you don’t have to see everyone on the call.

#3. Schedule time between calls so you can do some crunches or get the mail.

Just shut up and do it:

Discomfort is the path to success, but not all discomfort is the same.

Sometimes discomfort means STOP. You’re uncomfortable with fudging the numbers, for example. In ethical areas discomfort means stop.

In the area of development, discomfort means press forward. The only way to increase capacity is to do things that make you at least a little uncomfortable.

In the area of character and virtue, discomfort means keep going. If you’re uncomfortable taking responsibility, just shut up and do it.

Do stuff you want to avoid.

Fear is defeated by doing what’s uncomfortable. You overcome fear of snakes, for example, by getting progressively closer to snakes. (Exposure Therapy)

The answer to insecurity is action.

Remember past experiences when you stepped into uncertainty and difficulty. Now do that again and again.

Discomfort is the companion of growth and development.

Comfortable with discomfort:

Pursue a win that makes you comfortable with discomfort.

Don’t wake up thinking, “I’m going to make myself miserable today.”

Discomfort isn’t its own reward. But discomfort gives value to progress. Hard-fought wins are more fulfilling than easy wins.

Just shut up and do it:

#1. Appreciate others when you feel under-appreciated.

#2. Serve when disappointed.

#3. Forgive when offended.

The trouble with forgiveness is you don’t need it until it’s hard to give. Usually we don’t forgive, we tolerate and call it forgiveness. Forgiveness is always hard.

#4. Bring it up when avoiding is easier.

#5. Care when others don’t care.

Some leadership behaviors are their own reward. Hard work, for example, is its own reward. Find enjoyment in work, even if you have to shut up and do it.

How has discomfort been an asset on your leadership journey?

What’s the difference between good discomfort and bad discomfort?

10 ways to spot toxic employees:

Team members are afraid of toxic employees.

Ask a toxic person what they’re getting done and they’ll tell you what they plan to get done.

Conversations have winners and losers.

Listening is their tool to learn weaknesses, find fault, and gain advantage.

Toxic employees allow you to fail so they look good. As long as they look good, everything is fine. When failure comes knocking, they make excuses for themselves and blame others.

Toxic employees don’t:

Acknowledge failure.

Extend forgiveness.

Offer an apology.

Managers, leaders, and fellow employees are idiots. Toxic employees are always right. They carry the ‘burden’ of knowing what everyone else should do.

Toxic employees always have solutions/answers for everything and everyone but share it in a way to make them look good and you look stupid.

The only people who aren’t idiots are the people who:

Admire them.

Agree with them.

Acquiesce to their desires.

Advance their personal agenda.

Toxic employees throw you under the bus and make it look like they’re helping.

When you’re a nice person, conflict can be a real challenge. Not that mean people are any better at conflict; they just enjoy it more.

New research from Columbia University shows that how you handle conflict can make or break your career. The researchers measured something scientifically that many of us have seen firsthand—people who are too aggressive in conflict situations harm their performance by upsetting and alienating their peers, while people who are too passive at handling conflict hinder their ability to reach their goals.

The global chemical industry is riding a wave of strong growth and high margins, but its ability to continue this momentum depends on how it reacts to three long-term developments—advanced manufacturing technologies, digital transformation, and sustainability.

Progress is the answer to a question.

If you feel stuck, you have aspiration without progress. But the right question re-ignites forward movement.