My struggle to achieve work-life balance. Three years after my wife and I established our consulting firm, we noticed a change in behavior in our two daughters. They were acting up and talking back to us—moreso than the typical kid—and it took us a while to pinpoint why. At the time, my wife and I [...]

On the surface, it’s probably hard to think of a few good things that came out of the economic meltdown. You probably faced declining sales. You probably did more work with fewer resources. But if you think hard enough, you probably also learned a thing or two about managing your expenses.

To maximize the potential for long-term success, business leaders need to ask themselves some serious questions. Each of these questions is designed to scrutinize the core essentials of the business and to help put business leaders on the path to success.

Savvy companies understand this and recognize that developing a sound program that motivates an employee to do what is in their best interest to do is one of the major reasons why large companies get bigger. And it might be a reason why small companies stay that way – small. They may not fully grasp the “how” and the “why.”

One key component to this is a well-written job description.

Goals and expectations need to be carefully laid out so that an individual or category of employee can understand how they can increase their compensation package – whether through commissions, bonuses or other incentives.