In Show 095 – Offshoring with Nerissa Chaux originally broadcast on Facebook Live on Wednesday 30 May 2018.
Download the Workbook from this episode here: 095 Worksheet
Show Notes
We’re excited to welcome Nerissa Chaux onto the podcast this week. Nersissa first started her career as a Christian minister. She helped to build one of the largest youth groups in Australia. She later took her love of helping people into the world of recruitment . She started her first executive recruitment business back in 2009. She knows how important it is for every business to find the right people. That skill-set fits perfectly into this month’s Phase 4: Hiring new employees.
Much of Nerissa’s work has focussed on helping companies to recruit workers in overseas markets. She always starts by helping companies to understand the difference between “offshoring” and “outsourcing”. Those are two phrases that are mistakenly used interchangeably. They are part of a broader array of options that employers have when trying to source new workers. The others including freelancing and incorporation.
Freelancing is fairly straightforward. Short-term workers are recruited using websites like Upwork. People are hired using messaging services rather than a live conversation. It’s a great way for companies to get comfortable with finding other sources of workers.
Outsourcing is something different. You may want to find someone else to handle your payroll, for example. You would retain a company who would take over that function. You wouldn’t be able to choose the individual people who actually do the work. That is all handled by the outsourcing firm.
Offshoring is similar to outsourcing but you have much more control over who is performing the work. It is essentially finding employees in other countries to take over functions like HR and payroll. They become part of the team and are dedicated to your business. They don’t have other jobs to attend to . The frustration with outsourcing is that you never know who is doing the work and the quality can vary wildly.
Incorporation means creating a business in another country like The Phillipines to handle functions like IT or HR. This is the logical final step in the offshoring process.
Nerissa believes strongly that there are some jobs that are best suited to being offshored. Those include, IT, HR and payroll. She thinks that any “client-facing” role should be done in Australia. Companies too often offshore parts of their business without considering the full implications. Australians love to talk to Australians. Outsourcing your call centre overseas is probably a mistake.
Another mistake companies making is not keeping a close connection with their overseas workers. Weekly conference calls to build a relationship are essential. It’s not about checking up on your workers. It’s about making them feel part of the team. It can take as little as a two minute Skype conversation in the morning.
What book are you reading?
What book should every business owner read?
Starts With Why by Simon Sinek
What do you want to ask our audience?
Why wouldn’t you look into offshoring?
More about this Show
We started Business Legal Lifecycle to create a simple way for you to understand complex legal terms. Most importantly we want to help you to develop a plan to take your business successfully into the future. There’s a startling statistic the underscores the importance of developing a solid plan. The majority of business owners are just seven months away from losing everything. A single aspect of your business that is not set-up correctly can shut down your whole operation very quickly. Legal advice is not cheap and even when you can afford it there is often a divide between lawyers and their clients. We want to close that gap once and for all. We want to put legal knowledge and tools into your hand to prevent the worst from happening to you.
Twice a week we are going to deliver those tools right to your home or office with Business Legal Lifecycle TV. We’ll start the week with Fast Fix Monday, a short 5-10 minute video that will tackle a single issue that businesses have to deal with. Then on Wednesday’s our main show will feature with more fulsome discussions and interviews all delivered in a straightforward and easy to understand format.
In Show 094 – 6 Things to Have in Your Workplace Policies originally broadcast on Facebook Live on Monday 28 May 2018 where we explore this interesting topic.
Show Notes
Today on Fast Fix we get into the nitty-gritty of what you need in your workplace policies. Every company needs to have their policies clearly laid out well before they start Phase 4: Hiring new employees. Here are the top six things that are an absolute must
1. Workplace safety
Every company needs to have workplace safety procedures clearly laid out. This is especially true if you operate in one of the trades like construction. But they also need to be there for office based jobs like law firms.
2. Discipline policies
What do you do when your staff does the wrong thing? Those policies need to be clearly laid and then, most importantly, they have to be followed.
3. Device use policies
Everyone has a device these days. When can they be used and who can use them?
4. Work hours and turnaround time
Work times have become increasingly flexible but an employer is still expected to clearly describe when an employee will be working.
5. Debt collection policies
If you don’t have a policy in place about how and when to get paid you are in real trouble. You need cash to survive!
6. Refund or return policies
Your staff needs to know how and when customers can return and merchandise they have purchased from your business.
More about this Show
We started Business Legal Lifecycle to create a simple way for you to understand complex legal terms. Most importantly we want to help you to develop a plan to take your business successfully into the future. There’s a startling statistic the underscores the importance of developing a solid plan. The majority of business owners are just seven months away from losing everything. A single aspect of your business that is not set-up correctly can shut down your whole operation very quickly. Legal advice is not cheap and even when you can afford it there is often a divide between lawyers and their clients. We want to close that gap once and for all. We want to put legal knowledge and tools into your hand to prevent the worst from happening to you.
Twice a week we are going to deliver those tools right to your home or office with Business Legal Lifecycle TV. We’ll start the week with Fast Fix Monday, a short 5-10 minute video that will tackle a single issue that businesses have to deal with. Then on Wednesday’s our main show will feature with more fulsome discussions and interviews all delivered in a straightforward and easy to understand format.
In Show 093 – Why you need great HR tactics an interview with Jackie Strachan originally broadcast on Facebook Live on Wednesday 23 May 2018.
You can download a copy of the workbook for today’s episode here: 093 – Worksheet
Show Notes
Today on the show we’ve invited Jackie Strachan to join us. Jackie is the head of HR Tactics, a Brisbane based firm that gives smaller companies access to top flight human resources professionals. Start-up companies usually find it difficult to hire and manage their workforce. That’s where a company like HR Tactics comes in. Managing staff isn’t easy but Jackie has some simple tips that can dramatically improve your office.
Jackie says the biggest thing managers get wrong when it comes to human resources is engagement. Managers are not connecting with their employees. They are not providing the kind of training and onboarding that will ensure employees stay for the long-term. You need to measure engagement on an ongoing basis to understand how your workers feel about their jobs. You can’t expect to just provide compensation to get the best from your employees.
One of the first things you can introduce is to start meeting with your staff on a regular basis. If you are already doing this take a closer look at what you’re talking about. The move in the HR industry is away from annual performance reviews and towards more regular discussions.
Everytime you employ someone you are introducing potential risks to the business. In order to mitigate those risks employers need the proper HR processes in place. For example, you may train a new employee about how to use a dangerous piece of equipment on site. If you don’t produce a record that you have trained the employee you’re leaving yourself vulnerable. If they injure themselves without any record of having trained them you could face big fines or worse.
Having a detailed position description is also very important. Clearly detailing what role the employee is expected to fill is important if you ever have to dismiss an employee. But they are also important for building engagement for the employee. When a person knows what is expected of them they are more likely to succeed. Having a structured onboarding process is incredibly important. Having a checklist that employees can follow will decrease resignations and other problems.
Jackie says there are a number of challenges facing human resources in the next five years. HR is less thought about in smaller businesses, a sector of the economy that is expected to grow in the coming years. Demonstrating the importance of HR to those businesses is incredibly important. There is a growing administrative burden being placed on small business. You can drown in the paperwork. Luckily, there are automated solutions that can dramatically cut down on your compliance work.
Jackie says having great recruitment processes are hugely important. Doing it yourself is fine but make sure you are following best practices. Just Google it! It will make your life alot easier.
What book are you currently reading?
Janine Garner’s It’s Who You Know
What book should every business owner read?
The same as above!
What advice would you give your younger self?
Start using automation software earlier!
Connect
More about this Show
We started Business Legal Lifecycle to create a simple way for you to understand complex legal terms. Most importantly we want to help you to develop a plan to take your business successfully into the future. There’s a startling statistic the underscores the importance of developing a solid plan. The majority of business owners are just seven months away from losing everything. A single aspect of your business that is not set-up correctly can shut down your whole operation very quickly. Legal advice is not cheap and even when you can afford it there is often a divide between lawyers and their clients. We want to close that gap once and for all. We want to put legal knowledge and tools into your hand to prevent the worst from happening to you.
Twice a week we are going to deliver those tools right to your home or office with Business Legal Lifecycle TV. We’ll start the week with Fast Fix Monday, a short 5-10 minute video that will tackle a single issue that businesses have to deal with. Then on Wednesday’s our main show will feature with more fulsome discussions and interviews all delivered in a straightforward and easy to understand format.
In Show 092 – Restraints originally broadcast on Facebook Live on Wednesday 22 May 2018 we explore this interesting topic.
Show Notes
Today we’re going to discuss more about restraints of trade. Basically, employers use them to protect themselves from employees who have left the business. They prevent former employees from working for a competitor for a defined period of time. They can also prevent former employees from talking with clients.
One of the key parts of restraints of trade is whether or not they are reasonable. If they are determined to not be reasonable they can’t be enforced. The courts are the ones who will make that determination. They can’t interfere with an individual’s right to profit from their own labour.
When assessing whether restraint of trade is reasonable the court will look at the duration of the agreement, the geographical area it applies in and the activities of the employee it seeks to control.
Some people think that restraints of trade are worthless. That’s not true. They just have to be structured correctly so that they hold up in court.
More about this Show
We started Business Legal Lifecycle to create a simple way for you to understand complex legal terms. Most importantly we want to help you to develop a plan to take your business successfully into the future. There’s a startling statistic the underscores the importance of developing a solid plan. The majority of business owners are just seven months away from losing everything. A single aspect of your business that is not set-up correctly can shut down your whole operation very quickly. Legal advice is not cheap and even when you can afford it there is often a divide between lawyers and their clients. We want to close that gap once and for all. We want to put legal knowledge and tools into your hand to prevent the worst from happening to you.
Twice a week we are going to deliver those tools right to your home or office with Business Legal Lifecycle TV. We’ll start the week with Fast Fix Monday, a short 5-10 minute video that will tackle a single issue that businesses have to deal with. Then on Wednesday’s our main show will feature with more fulsome discussions and interviews all delivered in a straightforward and easy to understand format.
In Show 091 – Solving the Life Puzzle with Chandell Labbozzetta originally broadcast on Facebook Live on Wednesday 16 May 2018 we explore this interesting topic.
You can download the workbook here: 091 WorkSheet
Show Notes
Today, we’re lucky to have the owner of Life Puzzle on the show. Chandell Labbozzetta began her business career at just 14 years of age. She later worked in business development and marketing. But after a decade of professional experience she was totally burnt out. She discovered Neuro-Linguistic Programming a form of psychotherapy that helps professionals to improve their self-worth.
Chandell had a lot of success in her life very early. She was a top salesperson with Nutri-metrics while still a teenager. She had gone on to build a great career as a marketer and business development coach. But despite all that she was incredibly depressed. Her mother took her to a hypnotherapist who specialized in NLP. She was drawn to this form of therapy and it transformed her life. She became so passionate about the practice that she turned it into her full-time job.
Chandell says NLP is the language we use to determine our behaviour. It helps people to access their unconscious mind using language. People often rely on willpower to change their behaviour. But willpower depends on the conscious mind which is too easily manipulated by emotions. Many professionals suffer from an imposter syndrome – the idea that they are frauds who will soon be discovered. Chandell and her team work with their clients to expunge those thoughts from their unconscious minds.
Chandell has used NLP in her sales training courses. The word “sales” has a very negative connotation. It evokes ideas of manipulation and exploitation. Many of those ideas are held by the people actually doing the selling. She is interested in how people do things not why they do them. Sales is the art of influence. The key thing is how influential you are at sharing your ideas with others. Understanding how your unconscious behaviour affects your ability to influence others is really important here.
Everybody has a different understanding of the world and a different way of communicating with it. Making assumptions about why people do the things they do is what creates confusion. Ask questions instead of making assumptions.
What book are you reading right now?
The Five Second Rule by Mel Robbins
What book should every business owner read?
The E-Myth by Michael Gerber
What is the one thing would like to tell your younger self?
Whenever a problem is created the solution is created simultaneously. You just have to look for it.
More about this Show
We started Business Legal Lifecycle to create a simple way for you to understand complex legal terms. Most importantly we want to help you to develop a plan to take your business successfully into the future. There’s a startling statistic the underscores the importance of developing a solid plan. The majority of business owners are just seven months away from losing everything. A single aspect of your business that is not set-up correctly can shut down your whole operation very quickly. Legal advice is not cheap and even when you can afford it there is often a divide between lawyers and their clients. We want to close that gap once and for all. We want to put legal knowledge and tools into your hand to prevent the worst from happening to you.
Twice a week we are going to deliver those tools right to your home or office with Business Legal Lifecycle TV. We’ll start the week with Fast Fix Monday, a short 5-10 minute video that will tackle a single issue that businesses have to deal with. Then on Wednesday’s our main show will feature with more fulsome discussions and interviews all delivered in a straightforward and easy to understand format.
In Show 090 – 5 Things to Look for in An Interview originally broadcast on Facebook Live on Monday 14 May 2018 we explore this interesting topic.
Show Notes
On Fast Fix Monday today we’re going into greater detail about bringing on new employees. The most important part of that process is the job interview. Here are the top five things you need to look for when interviewing a prospective employee
1. Attitude
It’s so important to get a good read on their personality. They need to work well within the team. This isn’t always easy. People are naturally on their best behaviour in an interview. You need to delve a bit deeper. Ask them about problems in their previous job and how they handled those issues.
2. Understanding
Does the person understand your company and what it actually does? If they do it shows they have been doing their research.
3. Preparation
Is the person prepared? We have interviewed hundreds of people over the years and It’s amazing how many people aren’t prepared. You can tell really quickly if the person has prepared or not. If they haven’t they aren’t the right person.
4. Soft-skills
Does the person have a set of personal skills over and above their technical abilities? These sorts of skills will add to their usefulness to the team and are sometimes just as important as technical skills.
5. Inquisitive
Does the person ask questions? If they aren’t they probably aren’t interested in the job. If they have lots of questions they have clearly done their homework.
More about this Show
We started Business Legal Lifecycle to create a simple way for you to understand complex legal terms. Most importantly we want to help you to develop a plan to take your business successfully into the future. There’s a startling statistic the underscores the importance of developing a solid plan. The majority of business owners are just seven months away from losing everything. A single aspect of your business that is not set-up correctly can shut down your whole operation very quickly. Legal advice is not cheap and even when you can afford it there is often a divide between lawyers and their clients. We want to close that gap once and for all. We want to put legal knowledge and tools into your hand to prevent the worst from happening to you.
Twice a week we are going to deliver those tools right to your home or office with Business Legal Lifecycle TV. We’ll start the week with Fast Fix Monday, a short 5-10 minute video that will tackle a single issue that businesses have to deal with. Then on Wednesday’s our main show will feature with more fulsome discussions and interviews all delivered in a straightforward and easy to understand format.
In Show 089- From Hire to Fire and Everything in Between an Interview with Natasha Hawker originally broadcast on Facebook Live on Wednesday 9 May 2018 we explore this interesting topic.
Download a copy of the workbook for today’s episode here: 089 Worksheet
Show Notes
Today, we’ve invited Natasha Hawker, the owner and director of Employee Matters to join us on the podcast. She is a senior HR practitioner, speaker, author and trainer. She is an expert in employee management, recruitment and mediation. She’s been published in the Sydney Morning Herald, The Age and The Australian Financial Review. She’s also the author of From Hire to Fire & Everything in Between. Natasha believes that small business is the backbone of the country and she’s driven to help them grow. We’ve worked with Natasha for several years and we’re excited to have her on the show.
Natasha started her career in finance, trading bonds for millions of dollars. Everyone kept telling her that she would be great in personnel. She moved into a recruitment consultancy which wasn’t very enjoyable experience. She was then hired by Accenture which became her lucky break. It helped her to gain a good footing in HR management. Six years ago she founded her own firm. The average small to medium business doesn’t know much about human resources. Natasha focused her business of providing those companies with quality HR management.
As your company enters Phase 4: Bringing on Employees you need to make sure you’re following the best practices. Getting this phase wrong can produce an enormous amount of unnecessary stress. That phase begins with hiring staff. Natasha says businesses often don’t know when to begin hiring. The other mistake is knowing who to hire and what skills they need. The staff needs to be aligned with your business. They need to fit into your business culture. This isn’t a small detail. It’s critical to the success of your business.
Finding the right person that’s aligned to your business isn’t easy. Everyone doesn’t have to be exactly like you. In fact, it’s the opposite. You need to find people that have a different skill set than your own. Alignment is all about the business culture you’ve created. If you like to work hard, play hard you can’t hire a group of people that just play hard. Sourcing your employees starts with making sure your corporate brand and your mission vision have to be the same. Your values have to reflect your brand. Once those values are in place it will help to attract the right people.
Increasingly, you don’t have to rely on job boards to find the right people. Social networks like LinkedIn and Facebook have become incredibly important. Natasha believes that good people know god people. Don’t be shy about asking colleagues to recommend someone for your business. It’s a very tight labour market right now. Finding qualified people is very difficult. When you do find someone be sure to snap them up otherwise your competitors will hire that person instead.
You need to be very clear with your candidates about what kind of business you operate. Put the candidate at the center of your recruitment practices. Treat everyone with respect. Make their experience so positive that even those who don’t get the job will still respect your company. Behaviour interviews are really important. Past behaviour will predict how they will work in the future. Ask about how they deal with tight deadlines. How will they behave under stressful conditions? A culture interview is also important. Ask about the favourite places they’ve worked at in the past and why.
Natasha says the first rule of leadership is that everything is your fault. What she means is that great leaders need to be authentic. You don’t have to be perfect but you do need to take responsibility for everything in your business. What that means in practice is making sure you’ve created failsafes in your management. Leaders need to have integrity and have to surround themselves with people who are better than themselves. You have to build, maintain and your business culture at all costs. Leaders also have to be continually educating themselves. Training and education should never stop.
What book are your reading right now?
Never Split the Difference: Negotiating as if your life depended on it by Chris Voss
What book should every business owner read?
Smart Business Exit by Geoff Green
If you could give advice to your younger self what would it be?
Back yourself. You’re worth more than you think.
Additional Resources from Natasha
More about this Show
We started Business Legal Lifecycle to create a simple way for you to understand complex legal terms. Most importantly we want to help you to develop a plan to take your business successfully into the future. There’s a startling statistic the underscores the importance of developing a solid plan. The majority of business owners are just seven months away from losing everything. A single aspect of your business that is not set-up correctly can shut down your whole operation very quickly. Legal advice is not cheap and even when you can afford it there is often a divide between lawyers and their clients. We want to close that gap once and for all. We want to put legal knowledge and tools into your hand to prevent the worst from happening to you.
Twice a week we are going to deliver those tools right to your home or office with Business Legal Lifecycle TV. We’ll start the week with Fast Fix Monday, a short 5-10 minute video that will tackle a single issue that businesses have to deal with. Then on Wednesday’s our main show will feature with more fulsome discussions and interviews all delivered in a straightforward and easy to understand format.
In Show 088 – 10 Ways to Distinguish between an Employee and Contractor originally broadcast on Facebook Live on Monday 7 May 2018 we explore this interesting topic.
Show Notes
Today on Fast Fix Monday we discuss the difference between independent contractors and employees. This is part of the Phase 4: Bringing on new employees. It’s an exciting time for a growing business but you have to get the status of your workers right or your risk running afoul of regulators. There are 10 ways to tell the difference between a contractor and an employees.
- An independent contractor has their own business. They don’t work exclusively for you.
- Contractors are experts in their industry. They are guns for hire that are brought in for their specific expertise.
- Contractors openly market their services. They are free to work for others.
- Contractors are brought in for a specific project for a set period of time.
- Contractors submit their own invoices.
- Contractors determine when they work and the hours they work.
- Contractors determine how they work. They can determine how they will perform their service.
- Contractors are responsible for their own taxes. An employee will have taxes deducted from their paychecks.
- Contractors are not eligible for company benefits like sick leave or vacation leave
- Contractors can subcontract or delegate work to others.
More about this Show
We started Business Legal Lifecycle to create a simple way for you to understand complex legal terms. Most importantly we want to help you to develop a plan to take your business successfully into the future. There’s a startling statistic the underscores the importance of developing a solid plan. The majority of business owners are just seven months away from losing everything. A single aspect of your business that is not set-up correctly can shut down your whole operation very quickly. Legal advice is not cheap and even when you can afford it there is often a divide between lawyers and their clients. We want to close that gap once and for all. We want to put legal knowledge and tools into your hand to prevent the worst from happening to you.
Twice a week we are going to deliver those tools right to your home or office with Business Legal Lifecycle TV. We’ll start the week with Fast Fix Monday, a short 5-10 minute video that will tackle a single issue that businesses have to deal with. Then on Wednesday’s our main show will feature with more fulsome discussions and interviews all delivered in a straightforward and easy to understand format.
In Show 086 – Phase 4, Bringing on Employees originally broadcast on Facebook Live on Wednesday 2 May 2018 we explore this interesting topic. download the workbook here: 086 Worksheet
Show Notes
Today we start Phase 4 of the Business Legal Lifecycle. It’s subtitled Bringing on new employees. By the time you reach this phase you are ready to bring on some help to help your business to continue to grow.
Employees vs Contractors
This is an important distinction you need to understand before you hire additional help. An employee will usually work exclusively for you. They don’t need to provide their own tools. A contractor works for themselves and are expected to bring their own tools of the trade. You will be able to exert a much higher degree of control over an employee, a contractor less so. An employee is also not liable for the work they perform – you are. You are responsible for deducting tax and super annuation from paycheques of employees but not for contractors. This is an important part of making sure you are classifying your workers correctly. You don’ want to be penalized for not contributing to the tax pool. The Australian Government has an online tool that is very useful for business owners to make sure they get this right. You can find that tool here: https://www.ato.gov.au/Calculators-and-tools/Employee-or-contractor/
Different kinds of employees
Under Australian law there are five main kinds of employees. Each category has their own rights and responsibilities. Those categories are:
- Full time employees
This is a person that works at least 38 hours per week. A full-time employee can become a part-time employee but it’s quite difficult to make that transition. - Part-time employees
Any employee that works less than 38 hours. There is no guaranteed amount of work each week. - Casual employees
Similar to part-time but not entitled to holiday and sick days. Lots of employers make the mistake of miscategorizing there casual workers as part-time. - Fixed-term employees
A worker that will work for only a set amount of time. Not guaranteed to a definite number of hours. - Daily hire employees
In the construction and plumbing industries workers can be hired on a daily basis but they must be told they are daily hires from the start.
What you need for your staff
There are some basic things you need to provide your employees. Minimum wage is the most obvious. You can decide how often those payment will be made but they must be consistent. You also need to provide pay slips. You may have to reimburse employees for any work related costs. You also need to ensure a safe work environment for your workers. Payment of taxes are your responsibility. You are expected to deduct those taxes from workers cheques. Same goes for super annuation deductions.
Employment agreements
There is a myth that employment agreements are worthless. That’s not true. As long as the agreement has been properly written they are extremely useful for business owners. They need to be a backstop for a number of eventualities. Putting the agreements in early will save you a lot of headaches in the future. You need to protect yourself. Some of the things you need to address are the term of the employment, the payment level and the duties of the employee. Workplace duties should be specifically laid out along with the hours of work. There should be a probationary period of three months, Bonus structures should also be clearly laid out. The grounds for termination need to be written in a very detailed manner.
Workplace policies
These tie in with the employment agreement. The employer should be expected to conform to the policies laid out. The policy should be highly detailed. That includes dress codes, drug and alcohol policies and a harassment policy. There should also be a grievance policy so employees will know who to speak to about any problems they are experiencing. Most of these are common sense but if they are not detailed early you will end up with a lot of headaches.
Restraints of trade
People often think these restraints are not enforceable but that’s not true. As long as they are put in place to protect the legitimate business interests of the owner they are very useful. If a former employee begins to steal clients or other employees you will be able to seek a restraint of trade. They must be drafted carefully and be very detailed. You can’t craft an agreement that says a former employee can’t work on your industry for ten years it’s not enforceable. It must be reasonable.
Dismissal of employees
If an employee breaches your workplace policies you are able to dismiss an employee. It’s not something you want to rush into. You want to avoid the possibility of a wrongful dismissal suit. Redundancies is one legitimate reason to let an employee go. Termination can be inertaken for inappropriate behaviour, fraud or theft and poor performance. Warnings will have to be given for poor performance before they can be let go.
More about this Show
We started Business Legal Lifecycle to create a simple way for you to understand complex legal terms. Most importantly we want to help you to develop a plan to take your business successfully into the future. There’s a startling statistic the underscores the importance of developing a solid plan. The majority of business owners are just seven months away from losing everything. A single aspect of your business that is not set-up correctly can shut down your whole operation very quickly. Legal advice is not cheap and even when you can afford it there is often a divide between lawyers and their clients. We want to close that gap once and for all. We want to put legal knowledge and tools into your hand to prevent the worst from happening to you.
Twice a week we are going to deliver those tools right to your home or office with Business Legal Lifecycle TV. We’ll start the week with Fast Fix Monday, a short 5-10 minute video that will tackle a single issue that businesses have to deal with. Then on Wednesday’s our main show will feature with more fulsome discussions and interviews all delivered in a straightforward and easy to understand format.
