If you don't have a history of being paired with wonderfully knowledgeable and encouraging supervisors, you're not alone. According to the latest research from Gallup, only 18 percent of U.S. managers were scored as having "high talent" in leadership skills. The research also shows that approximately 51 percent of U.S. managers are not engaged in their work. This figure is depressing, but it pales in comparison to the overall figure for employee disengagement in this country – a whopping 87 percent of employees are not engaged in their work (Gallup).
Engagement, as we all know, is the standard catch-all term for the level of care and effort one invests in his or her job. Low engagement translates to a slew of business challenges – including high rates of turnover, poor productivity and a suffering bottom line. In my experience interacting with lackluster managers, there's a high personal toll as well. When you care intensely about your job but are forced into daily conflict with a disengaged, overbearing or inadequate supervisor – your quality of life is deeply affected. To save future generations from these harrowing experiences, I recommend righting the wrong by striving to be the boss you always wished you could have had. Here's how to begin.
1. Earn Trust, Don't Assume It
Good bosses don't put up sky-high walls or throw you under the bus.
All good relationships – personal and professional – are grounded in trust. Before any positive or productive outcomes can be built, one must believe that a person is who they claim to be, and believe that they will do what they say they'll do. This is a widely accepted fundamental truth. And yet, a recent survey from Harvard Business Review found that roughly 58 percent of U.S. employees would trust a total stranger more quickly than they'd trust their own boss. What does this say about the American workplace? What kind of culture are we creating for our employees if we don't even have their trust?
To begin to improve your own trust ratio, I recommend looking for an opportunity to proactively open up to each of your direct-reports about some of your own professional or even personal challenges. Set a closed door session with an employee, then push yourself to be as candid as possible in sharing your story. Wrap up by asking genuine questions – and vowing to keep the conversation entirely to yourself. This interaction won't magically create the perfect tight-knit relationship, but will be only the first of many steps needed for establishing improved trust. I experienced this firsthand when I opened up with my employees and the public about my family's challenges going through IVF. We've been eager to have more children and the process has been unbelievably difficult. I felt that sharing some of what we're dealing with would encourage others to open up, and show that we're all human after all. The response has been tremendous, and I'm glad I had the opportunity to unveil my story.
2. Get Personal About Appreciation
A great boss makes you feel seen, heard, understood and valued.
We're hearing more and more these days about the importance of employee recognition and appreciation. Many of us are aware of the circulating statistics on the high numbers of employees who leave their jobs partially because of a "lack of appreciation." This global study from O.C. Tanner Learning Group cites the number as high as 79 percent. In response, many organizations are putting processes into place to improve recognition in a formal, standardized way. Managers are handing out monthly employee awards or dutifully listing team accomplishments as part of meeting agendas. To be an exceptional boss, this type of appreciation won't come close to cutting it.
When employees say they want to feel appreciated at work, most aren't looking for an influx of award certificates or celebratory gift cards. They're looking to feel personally valued – like their contributions are both understood and important. This kind of recognition begins and ends with a thriving manager-employee relationship. Make time to get to know your direct-reports, listen intently to the details of their achievements, and then repeat back the nuances of their hard work to their teams and your senior leadership. In other words, don't be like a former supervisor of a friend of mine (one who shall not be named). She not only took credit for my friend's achievements in meetings with senior leaders, she rarely even allowed her the opportunity to speak in important meetings. This is not the path to making your employees feel appreciated.
3. Cultivate Future Bosses
The best boss is one who prepares you to someday be a great boss yourself.
As a savvy manager, your responsibilities extend beyond preparing and supporting your direct-reports to fulfill the requirements of their positions. As a leader and a mentor, you're also responsible for guiding and empowering your employees to ascend into supervising positions themselves. This is unfortunately rare in today's business community – a recent study from CareerBuilder.com found that a staggering 58 percent of managers stated they never received any kind of management training. To defy this trend, you must make room in your busy schedule to go above and beyond. This means making time for coaching employees through senior-level assignments, checking in on professional development progress, occasionally delegating major responsibilities, looking for opportunities to shape and mold burgeoning management style, and carving out time for one-on-one mentorship conversations. A colleague once told me a horror story about a job that required her to execute complex assignments without even having a designated supervisor. The person who should have been managing her had left the company and had not been replaced, leaving her with little to no direction on her job responsibilities. She was able to coach herself by reading the archived emails of her missing supervisor, and it became a valuable learning experience – but this won't be the outcome for most employees left to their own devices.
While all of these actions will require time and investment, the payoff will come via increased loyalty, better retention rates, improved productivity and performance, and perhaps even a mutually beneficial lifelong professional relationship for both of you.
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Business entities can be defined as the corporate, tax and legal structures which an organization chooses to officially follow at the time of its official registration with the state authorities. In total, there are fifteen different types of business entities, which would be the following.
- Sole Proprietorship
- General Partnership
- Limited Partnership or LP
- Limited Liability Partnership or LLP
- Limited Liability Limited Partnership or LLLP
- Limited Liability Company or LLC
- Professional LLC
- Professional Corporation
- Nonprofit Organization
- Cooperative Organization
As estates, municipalities and nonprofits do not concern the main topic here, the following discussions will exclude the three.
Importance of the State: The Same Corporate Structure Will Vary from State to State
All organizations must register themselves as entities at the state level in United States, so the rules and regulations governing them differ quite a bit, based on the state in question.
What this means is that a Texas LLC for example will not operate under the same rules and regulations as an LLC registered in New York. Also, an LLC in Texas can have the same name as another company that is registered in a different state, but it's not advisable given how difficult it could become in the future while filing for patents.
To know more about such quirks and step-by-step instructions on how to start an LLC in Texas, visit howtostartanllc.com, and you could get started with the online process immediately. The information and services on the website are not just limited to Texas LLC organizations either, but they have a dedicated page for guiding fresh entrepreneurs through the corporate tax structures in every state.
Sole Proprietorship: Default for Freelancers and Consultants
There is only one owner or head in a sole proprietorship, and that's what makes it ideal for one-man businesses that deal with freelance work and consulting services. Single man sole proprietorships are automatic in nature, therefore, registration with the state is unnecessary.
Sole proprietorships are also suited to a degree for singular teams such as a small construction crew, a group of handymen, or even miniature establishments in retail. Also, this puts the owner's personal financial status at jeopardy.
Due to the fact that a sole proprietorship entity puts all responsibilities for paying taxes and returning loans, it directly jeopardizes the sole proprietor's personal belongings in case of a lawsuit, or even after a failed loan repayment.
This is the main reason why even the most miniature establishments find LLCs to be a better option, but this is not the only reason either. Sole proprietors also find it hard to start their business credit or even get significant business loans.
General Partnership: Equal Responsibilities
The only significant difference between a General Partnership and a Sole Proprietorship is the fact that two or more owners share responsibilities and liabilities equally in a General Partnership, as opposed to there being only one responsible and liable party in the latter. Other than that, they more or less share the same pros and cons.
Registration with the state is not necessary in most cases, and although it still puts the finances of the business owners at risk here, the partnership divides the liability, making it a slightly better option than sole proprietorship for small teams of skilled workers or even small restaurants and such.
Limited Partnership: Active and Investing Partners
A Limited Partnership (LP) has to be registered with a state and whether it has just two or more partners, there are two different types of partners in all LP establishments.
The active partner or the general partner is the one who is responsible and liable for operating the business in its entirety. The silent or investing partner, on the other hand, is the one who invests funds or other resources into the organization. The latter has very limited liability or control over the company's operations.
It's a perfect way for investors to put their money into a sector that they are personally not experienced with, but have access to people who do. From the perspective of the general partners, they have similar responsibilities and liabilities to those in a general partnership.
It's the default strategy for startups to find funding and as long as the idea is sound, it has made way for multiple successful entrepreneurial ventures in the recent past. However, personal liability still looms as a dangerous prospect for the active partners to consider.
Limited Liability Company and Professional LLC
Small businesses have no better entity structure to follow than the LLC, given that it takes multiple good ideas from various corporate structures, virtually eliminating most cons that are inherent to them. Any and all small businesses that are in a position to or are in requirement of signing up with their respective state, usually choose an LLC entity because of the following reasons:
- It removes the dangerous aspect of personal liability if the business falls in debt or is sued for reparations
- The state offers the choice of choosing between corporation and partnership tax slabs
- The limited legalities and paperwork make it suited for small businesses
While more expensive than a general partnership or a sole proprietorship, a professional LLC is going to be a much safer choice for freelancers and consultants, especially if it involves risk of any kind. This makes it ideal for even single man businesses such a physician's practice or the consultancy services of an accountant.
B, C and S-Corporation
By definition, all corporation entities share most of the same attributes and as the term suggests, they're more suited for larger or at least medium sized businesses in any sector. The differences between the three are vast once you delve into the tax structures which govern each entity.
However, the basic differences can be observed by simply taking a look at each of their definitive descriptions, as stated below.
C-Corporation – This is the default corporate entity for large or medium-large businesses, complete with a board of directors, a CEO/CEOs, other executive officers and shareholders.
The shareholders or owners are not liable for debts or legal dispute settlements in a C-Corporation, and they may qualify for lower tax slabs than is possible in any other corporate structure. On becoming big enough, they also have the option to become a publicly traded company, which is ideal for generating growth investments.
B- Corporation – the same rules apply as a C-Corporation, but due to their registered and certified commitment to social and environmental standards maintenance, B-Corporations will have a more lenient tax structure to deal with.
S-Corporation – Almost identical to a C-Corporation, the difference is in scale, as S-Corporations are only meant for small businesses, general partnerships and even sole proprietors. The main difference here is that due to the creation of a pass-through entity, aka a S-Corporation, the owner/owners do not have liability for business debt and legal disputes. They also are not taxed on the corporate slab.
Cooperative: Limited Application
A cooperation structure in most cases is a voluntary partnership of limited responsibilities that binds people in mutual interest - it is an inefficient structure due to the voluntary nature of its legal bindings, which often makes it unsuitable for traditional business operations. Nevertheless, the limited liability clause exempts all members of a cooperative from having personal liability for paying debts and settling claims.
This should clear up most of the confusion surrounding the core concepts and their suitability. In case you are wondering why the Professional Corporation structure wasn't mentioned, then that's because it has very limited applications. Meant for self-employed, skilled professionals or small organizations founded by them, they have less appeal now in comparison to an LLC or an S-Corporation.