Business Blog on The Huffington Post

By Stephen Boidock, Director of Social Media, Drumroll

Social channels change daily. New opportunities emerge and as a marketer, you are constantly evaluating new avenues to tell your brand story. Often times these decisions happen in the middle of a year, long after budgets have already been locked - meaning your existing staff and resources must also support new initiatives. Before you get started, consider these factors to help you prioritize your efforts and properly determine if the social channel in question is right for your brand.

Establish Focus with Program Goals
The first question you should ask yourself before making any marketing decisions (even beyond social) is, "What am I ultimately trying to achieve?" As cliché as that sounds, it's one of the most frequently overlooked aspects of a program. The social space is filled with shiny new toys that are great to show off at cocktail parties. But when those conversations start to influence your business strategy, it could be bad news for your brand. If you're a marketer, you've probably heard someone say, "My daughter showed me this cool app and I think it could be interesting for our brand to consider." By first determining your program goals, you'll save a ridiculous amount of time by avoiding wild goose chases before they start. It will help you focus your time on channels that align with your end game and ultimately produce the greatest results.

Ensure Channel Audience Alignment
Great, so you've found a channel that aligns to your program's goals. Only problem is that the primary demographic of the channel is tween girls and you run a corporate accounting firm. Just because a channel is making headlines, doesn't mean that your target audience exists there. This is one of the primary reasons brands find themselves disappointed by the lack of engagement after entering a popular channel. What's dangerous about this scenario is that it often creates misleading results. You might have the perfect content strategy or the right brand voice, but if it's falling on the wrong eyes and ears, it might cause you to incorrectly rethink your approach. The truth is, even perfect brand experiences will struggle against the wrong audiences, so thoroughly evaluating channel demographics prior to commitment will save you a number of headaches down the road.

Be Aware of Channel Maturity Implications
As with many things in life, practice makes perfect. The same can be said about new social platforms. While the urge to be the first brand on a channel might outweigh common sense, new channels often take months (and in some cases, years) to settle into their comfort zones. Until then, expect frequent changes in business direction and feature evolutions that most likely nullify some of your earlier efforts. Remember when Google+ launched and you felt pressured to be a part of the next big thing? How's that working out for you now? Channels allow brands to tell stories in different ways, but at the end of the day, it is better to wait for a channel to come into its own before spending limited resources on something that won't be relevant in 2 months. Unless you're a major brand with an unlimited budget that can afford to throw away money on an emerging platform, it's smarter to spend the early months observing before engaging. See how users are enjoying the channel. Pay attention to the channel's leadership team to get an idea of where they want to take it in the future. This may buy you enough time internally to get a better sense of the benefits and help you make a more educated decision.

Acknowledge ROI Obstacles
In order to know this, you first have to understand your program goals, but beyond that, understanding the specific KPIs you'll be held to will help you quantify ROI. The main difference between goals and ROI is money. One of your goals might be to increase channel engagement by 20%, but that can be achieved by getting more people to retweet your content. While that's a welcome result, it doesn't guarantee revenue or returned money into your program. And no matter what your boss tells you about engagement being the primary focus, at some point you'll find yourself in a room with people who do care about budgets and hard core results. You don't want to be the person who only has Facebook Likes to show for the $2 million budget you were given. Successful marketers find a way to connect their efforts to transactions. Even if it's not a direct 1:1, consider attribution models or other associated actions that tie back to dollars. All this to say, most new channels are more focused on preserving the user experience versus generating brand revenue. If you find yourself jumping into too many new social spaces, you could be setting yourself up for a rude awakening come budgetary "judgment day".

Remember that it's ok that you're not on a given channel. Most of the time, having solid arguments for or against maintaining a presence is what will protect you down the road from criticism, inefficiencies and wasted budgets.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

Just for a moment let's be really honest. Lately have you been struggling to find the energy to drag yourself into the office? Are you working ridiculous hours worried that if you don't, people will finally discover that you've never really been "good enough" for your job? Do you feel stuck in a role you no longer enjoy, but need the money to survive?

Back in 2007, this was my life. Although I was living in New York with my beautiful family, had a job that paid me more money than I could spend and was in good health, each day it was getting harder and harder to find the energy to drag myself into work. You see the constant stress to prove myself in a job that had no real sense of purpose was slowly but surely draining away my confidence, my energy and my happiness.

Yet despite the creeping sense of greyness blanketing my life, I needed my salary to support my family and jobs at my level were hard to find. As a result, I wound up feeling completely stuck and helpless.

Unfortunately, my story is not unique. The truth is less than thirty percent of people around the world describe themselves as "flourishing", when it comes to feeling engaged and energized in our jobs - most of us are struggling.

But can we really afford to have jobs that we enjoy?

I have to confess that as I lay in bed one morning in our New York apartment repeatedly hitting the snooze button on my alarm, I tried to reconcile myself to the fact that sticking with a job I loathed was what it meant to be grown up. It was the realistic and responsible choice given where my life was. Or was it?

You see studies have found that if we don't have the opportunity to regularly do something we enjoy -- even if it's more of a "passion project" than a core part of our job -- the odds of having high wellbeing physically, psychologically, socially and financially rapidly diminish. In fact, it appears that people who enjoy their work are more than twice as likely to be flourishing in their lives overall.

It turns out there is a big difference between being well off and having wellbeing. Surely the people I respected and loved deserve a wife, a mother, a friend and a colleague who was thriving. And maybe, just maybe, I was worthy of a job I loved.

The challenge is how can we pull this off?

Let's face it most of us aren't lucky enough to have job descriptions designed around our strengths -- those things we're good at and enjoy doing. Generally our bosses appear blind to what we do best and more interested in fixing our weaknesses and keeping up with all the tasks that have been set takes up every spare moment we have.

After completing a Masters in Positive Psychology however I discovered that no matter what my job description or my boss said, by spending just 11 minutes a day of doing what I did best -- of developing my strengths -- I was finally able to create the career and life I loved. And you can to.

Tal Ben-Shahar, one of the world's leading teachers and authors on wellbeing suggests that when it comes to putting our strengths to work it helps to map out where our zone of greatness lies - where what you love to do, what you care about, what your calling is, and what you're good at all start to overlap.

He suggests mapping this out by:

First completing the Gallup Strengths Finder survey and uncovering your top five talents and listing these inside a circle with the heading "What I Like To Do." These are the things you want to be paid and recognized for. For example I would list my top five talents of: strategic, learner, maximizer, achiever, and activator.

Then, complete the free VIA Survey to uncover your top five character strengths and list these in an overlapping circle with the heading "How I Like To Work". These are things you'll do whether anybody recognizes you for them or not because they're aligned to the value you hold. For example I would list my top five character strengths of: zest, gratitude, hope, curiosity, and creativity.

Finally, he asked people to think about when these strengths have overlapped to unleash their best moments in their jobs. For example I found that when my talent of learner and my character strength of curiosity come together to discover tested ways to improve our work not only do I become completely absorbed in what I'm doing, but I add great value to teams I'm working with. And when my talent of maximizer (which loves to take something that's good and make it great) is combined with my character strength of creativity then I find that it's easy for me to get in the zone and deliver innovative solutions that get results.

I realized that this intersection between my talents and character strengths are where my moments of greatness are consistently found. It's when I feel more confident to show up, to truly shine in the projects I'm undertaking and to succeed by delivering my very best work. And more than a decade of research suggests these results are not unique to me.

Understanding this has made it much easier to explain to bosses, clients and colleagues where I can be of the most value and seek out more of these opportunities. It's also been my north star as I've sought out ways to transition slowly but happily from my corporate job to my own business over the past decade. Best of all it enables me to flourish for the people that I love.

So where might your zone of greatness lie between what you like to do and how you like to work when you're at your very best? For a free play sheet to help you map your talents and your character strengths click here.

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Marnie Rustemeyer is the founder and CEO of Billow Pillow - conceived, designed and created following her diagnosis with the BRCA (breast cancer) gene, a mastectomy and subsequent reconstructive surgeries. The Billow was developed as a sleep aide after more than a year of research and development.

How has your life experience made you the leader you are today?
The journey that has brought me where I am today began when my mother was diagnosed with breast cancer. Thanks to her strong conviction and courage, she was able to prevail through surgery, chemo and radiation and has remained cancer free for 28 years. My own health challenges began in 2006 when I underwent a thyroidectomy, which turned out positive for thyroid cancer. This was only the beginning.

My doctor strongly recommended that I get tested for the BCRA gene mutation because of my family and personal history. But testing was very expensive at the time and a part of me didn't want to know the result, so I kept putting it off. Over the years the cost went down, my courage went up and I met with a genetic counselor to get tested. Two long weeks later, the result came back positive. I decided to be proactive and have a double mastectomy. Since my risk was also high for ovarian cancer, I had a bilateral salpingo oophorectomy as well.

I was unprepared for the pain and discomfort following both procedures. In my quest to find a pillow during my recovery that would allow me to sleep and rest comfortably, I was extremely discouraged to find there was absolutely nothing acceptable on the market. It was then that I decided to create something that could help me be more comfortable. During one of many sleepless nights, it also occurred to me there were other women in my position who could use something to help them too. Breastcancer.org reports there are 2.8 million women in the United States with breast cancer. The majority of these women, approximately 80%, will elect to have reconstructive surgery and will experience pain and discomfort. That's a lot of women who are going to need a restful night's sleep-which is extremely important to the healing process.

I became extremely enthusiastic about creating a pillow to fill a personal need and also bring a product to market that could help the millions of other women who suffer from breast discomfort. Billow became a project that gave me something positive to focus on during my recovery.

What have the highlights and challenges been during your tenure at Billow Pillow?
In corporate America, you focus on a specific set of responsibilities that your company mandates. Owning your own business is completely different. I had to acquire a broad range of skills from design and prototyping to manufacturing, distribution and accounting... all the while keeping an eye on maintaining the integrity of the product, keeping costs competitive and ensuring I satisfy my customers. Every Billow is hand made in the USA of domestic, organic and cruelty-free materials, which is important to me, as well as women with chemical sensitivities and anyone concerned with the environment.

A big challenge we face is finding investors who are a right fit for Billow. We need funding to implement certain initiatives to grow the business and are seeking investors who want to be a part of a company where social responsibility is paramount as well. I do have moments of self-doubt. Invariably, when I do have those moments, I open my email and there is a message from a woman, a survivor, telling me about how the Billow has made a difference in her life. This is what keeps me motivated and encouraged.

What advice can you offer women who want to start their own business?
You have to have passion and believe that your product or idea is utterly unique to the market, be committed and do your research. Part of my research meant putting my breasts on a lot of different pillows, testing different fillings and materials and shapes and sizes. I also researched the pillow market, breast pillow market, breast cancer and surgery statistics, and general statistics regarding women, breasts, health and wellness. This was all new to me and took time and patience.

Most importantly, you must have heart and belief in yourself. I am very lucky to have an amazing support system and encouragement of family and friends. Bottom line is don't give up on yourself through times of frustration and self-doubt.

How do you maintain a work/life balance?
I think its important to set a schedule and try to stick to it the best you can. Knowing how to prioritize if something unexpectedly comes up is important, too. Set aside time to connect with family and friends and pursue your outside interests. I like to attend art openings, charitable events, and dine out. Exercise is extremely therapeutic for me and it's important to staying healthy. I try to work out for at least an hour every day.

What do you think is the biggest issue for women in the workplace?
Generally speaking, I think women should get more recognition for what they do. They should also be respected and taken more seriously. Wage equality is an important issue as well. Billow, a woman owned business, makes it a strong point to treat everyone equally.

How has mentorship made a difference in your professional and personal life?
I have had mentors in my life who have had a profound effect both personally and professionally. Kevin Brinkman, former Director at Bear Stearns, brought me to Wall Street and what began an unforgettable experience of a lifetime. Chris Listo, former Executive Director at Nomura Securities, Inc., took me under his wing and gave me the opportunity to learn a new product in the ever-changing structured notes market. Both gave me full support in these enormous opportunities and the freedom to achieve my goals. As my journey has changed over the past two years, I have found personal inspiration from the women whom I have met and share their personal stories related to breast cancer and have found strength and courage to persevere during the most challenging and difficult times.

Which other female leaders do you admire and why?
There are so many amazing female leaders that inspire me. I admire Jane Goodall for her passion towards animals, the environment and women empowerment. Her life's work has touched millions of people worldwide and parallels with Billow's philosophy of remaining organic and cruelty free.

Jane Goodall said, "What you do makes a difference, and you have to decide what kind of difference you want to make". My mission is to make a difference in women's lives by offering them a product that can help them feel better, rest and provide comfort after having breast surgery. Billow donates a portion of proceeds to charities that strive to find a cure.

What do you want Billow Pillow to accomplish in the next year?
We want to let women with breast sensitivities know there is a product available that will give them a pain free and comfortable experience while sleeping, resting or getting a massage. We also want to make the Billow affordable and available to all women who desire to have a product made especially for them.

Most people never find their path in life. I was lucky to have found my passion by taking something completely out of my control and turning it into a positive result. The Billow is a product that I believe in and I believe in how it is made and sourced. Plus, I sleep well at night. Very well. I wouldn't DREAM of sleeping without my Billow.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

Copyright: Jakub Krechowicz via Shutterstock

As September ends, and we get closer to fall, the color of leaves is not the only thing that is about to change. Fall brings about its own set of expenses, and choosing the best rewards credit card for the season can end up saving consumers money. Here we'll lay out a few common purchases people make in autumn, and some tips for how responsible credit card usage can help stretch budgets more.

Home Improvement & Maintenance Expenses. Winter is coming. While it may still seem like a long way away, equipment to help you deal with next season's blizzards will be at the lowest prices in the early fall months. Consumers can further reduce the cost of this equipment by paying for it with cards that offer cash back and rewards on home improvement purchases.

Cash back credit cards are usually the best bet for home improvement savings, though the most popular ones offer the best savings during summer months. If you're looking for a good home improvement card for this time of the year, consider an option like the Farmers® Rewards Visa®. The card has a 3% rewards rate on home improvement purchases.

Buying your next car. Fall ushers in the new model year for automobile companies -- a time when the new line-ups from car manufacturers hit the market. The cost of buying, fueling, and even insuring a new vehicle -- regardless of whether you live in New York or California -- can add up, but there are a couple of credit cards that can help shave a few percentage points off some of these expenses.

For example, General Motors, one of the world's largest automakers, offers the GM Buypower Card, which gives users 5% earnings on the first $5,000 spent every year, and unlimited 2% after that. Rewards like this can help pay down a future vehicle purchase at their respective company. These types of co-branded manufacturer credit cards typically come with no annual fee. Cards from Pen Fed, Fort Knox, and Sallie Mae - to name a few - are popular with drivers for their gas rewards.

Preparing for a new baby. The fall months correspond to the highest birth rates of the entire year. Outside of their new bundle of joy, many new parents will also be greeted by a slew of new expenses. Once again, the right credit card in this situation can make a big difference. New parents should look out for rewards credit cards that provide savings at places like department stores, and drug stores.

Big chains, such as Walgreens and CVS, are categorized as "drug stores." This means if you can stock up on baby food, diapers, and anything else at these locations, and pay for it with a "drug store rewards" credit card, can save you as little as 1.5%. As the costs of parenting mount up, any form of saving is not to be overlooked.

What to Keep In Mind As You Spend

Rewards credit cards can sometimes incentives us to spend before we think. Our minds go towards the points or miles we're earning, rather than the price tag. I caution all readers to only make purchases using their credit cards that they can afford to pay off in full, at the end of the billing cycle. If you begin paying interest on the small things you buy, you will begin to receive diminishing returns on all the rewards your earning. Never lose sight of the fact that if you're get 2% cash back, but paying 4% interest on that purchase, you will be taking financial steps backwards, instead of forwards.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

By Chris Weil, Chairman/CEO, Momentum Worldwide

Seven years ago, a Brooklyn high school was receiving failing grades, and its students were struggling to find their direction. Today, that same school boasts graduation rates 18% better than average, students are more engaged and inspired, and this below-average school now receives top marks.

And people say advertising doesn't change lives?

Yes, advertising and marketing--and a lot of new partnerships--made all the difference, and there have been a lot of winners since. Some background: This school, now the High School for Innovation in Advertising Media (IAM), was the first major foray into education by the 4A's (American Association of Advertising Agencies), to help create a vocational training program that gave kids a chance for careers--not just jobs. Since its inception in 2007, IAM has spawned a second program, MECA (Manhattan Early College School for Advertising), and the two programs are teaching a new generation the skills needed to compete in our industry--or any number of other fields.

It turns out that for these schools, advertising has made all the difference. And the earlier people learn about advertising, the more everyone wins.

While turning these kids who might never have considered advertising as a career into future Bob Greenbergs and Dan Wiedens is an enviable goal, the most important factor is that they're engaged--and receiving an education that sets them up for future success. The bottom line: the engagement these students have with the idea and applications of marketing and advertising skills is paying off for the students, the schools, and the future of our industry.

Through my perspective as chair of the 4A's High School Initiative, I'm seeing three ways that everyone wins:

"Cool" and creative are big draws for learning: We forget sometimes just how cool what we do can be. That sensation of seeing your ideas out in the world, impacting people's lives, changing the way they think, and exciting them to new possibilities is transformative and why I love this industry. When kids see what they can do, how they really and truly can change the world around them and be creative in the process, well it's no wonder 25-35% of the graduates from IAM and MECA are entering the advertising field.

The skills work beyond advertising: The skills it takes to be great in our industry are transferable to innumerable other fields. Show me a field where being skilled at communicating doesn't help; show me where knowing how to utilize technology won't get you ahead; find me a job where being able to solve problems with creative solutions isn't needed--you can't.

Specialized career training can be an asset: The 4A's are participating in this new movement toward creating career training programs--these students graduate with diplomas and an associate degree--because our kids need more than jobs; they need the skills to be able to move around as the world continues to adapt and evolve. Vocational education used to be limited to blue collar roles, which have great value, but not a lot of transferrable skills. Programs like IAM and MECA provide lots of options and an open-ended future.

The exposure and contact with the advertising world that these students get leads many of them to pursue something that wasn't even on their radar before. As someone who believes that we constantly need to be revitalizing our collective talent pool with influxes of new, diversely skilled candidates, we need more programs like these all across the country.

Everyone wins with programs like IAM and MECA. These programs are open to anyone--no pre-testing, auditions or selective screening; anyone in the community can attend. The students get an education that gives them practical, transferable skills and they are more engaged thanks to the curriculum. For agencies, we get the opportunity to reach teenagers early and get them excited about our industry, encouraging them to ultimately join us and help change the world. And all of us gain because kids that might have been in danger of dropping out are instead turning their attention to careers and fulfilling their potential.

If there's a lesson to be learned, it's this: We can use the collective creativity in our industry to show students that being creative every day while affecting the world around you is desirable, whatever path that takes you down. Let's inspire kids around the country to do more--to be more. The 4A's Initiative is one path--one I obviously believe in and would gladly welcome you to join me on--but the potential for all of us to take action and make new connections is huge.

Partner in new ways. Create an active legacy of creativity. Mentor beyond your walls. Let's all graduate into a future where advertising is inspiring and supporting the creative thinkers of tomorrow, so tomorrow will be brighter for all of us.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

By Andrew Thomas

Great founders are always looking for an edge to increase their performance, especially in the face of limited time. As the saying goes, time equals money. I'll add that sanity equals money, and so does health. And it's often hardest to maintain your time, health and sanity while traveling.

Having completed at least 40 round-trips so far in 2015, I've traveled across the country for SkyBell, my two-year-old startup that makes a video doorbell you can answer from a smartphone. I constantly travel for funding, business development and strategic development purposes.

Below are several hacks crucial to my success as a founder and my ability to execute SkyBell's vision of making home security affordable for everyone. These tips keep me healthy, keep me sane and help me maximize the time spent traveling.

Stay Healthy

Staying healthy is the most important part of traveling: not only does it keep you productive while you travel, it also helps to prevent you from getting sick - which hurts productivity. Here are a few items that work for me that could work just as well for you:

Eat well. Bring healthy snacks on the plane and pack healthy foods for your hotel room. Options: coconut flakes, raw almonds, protein powder, avocado, dark chocolate and KIND bars.

Stay hydrated. Flying dehydrates you, which decreases cognition and patience. Both are key for staying productive and sane while you travel. Drink water.

Exercise. Exercising keeps you healthy and fights jet lag. Hit the hotel gym or ask an Airbnb host for a place to run and do pushups, sit-ups and planks in your room.

Supplement your diet. Taking extra vitamin C before and during travel helps boost your immune system. Vitamin D in the morning also helps.

Use the F.lux App for Jetlag. Whenever you fly east, use the F.lux app a few hours before you go to bed. This app removes the blue and white light from your computer screen. This helps your brain recognize that it's nighttime and starts to produce natural melatonin.

Stay Sane

Create a checklist. Prevent forgetting clothes by creating a checklist for each item, including grooming and food. Then pack items and cross them off the list. You can reuse the same list. If you travel frequently, maintain a second set of grooming essentials that never leaves your carry-on. This has saved me multiple times.

Make a routine. Do not underestimate the power of routines and habits. They save you time and important brain power. Turn everything into a routine: the amount of time you need to pack; how long before a flight you need to arrive; and what you pack.

Locate your belongings. Most importantly, make a habit of putting the same items in the same place right away! For example, put your cell phone in the same spot after getting it back from TSA, whether in the same pocket of your pants or in the same pocket of your handbag. It might sound stupid, but it's helpful.

On the Plane

Disconnect. My old pattern was to buy Wi-Fi and check email. Now I use this time to unplug and do the things that require my uninterrupted attention, whether it be a proposal, reviewing a contract or defining product specs for our next SkyBell product or service.

Meditate. Start your flight with a 10-minute meditation. This helps clear your mind and unwind from the stress in making the flight.

Take time for yourself. Instead of stressing over getting a lot done on the plane, make an assessment of what feels best for that time. Productivity might be your best bet sometimes; other times, feeding your curiosities with a book or watching a documentary might be the best thing for your well-being - and your overall performance.

I never board a plan without a battery pack for my iPhone, a bottle of water, healthy snacks and earplugs. Don't underestimate the power of earplugs; reducing that constant noise helps you focus while you work and reduces the strain on your brain from processing the noise for many hours. You'll land with a smile on your face (instead of a headache).

Stay Productive

Traveling frequently creates small pockets of wasted time due to boarding and delays. It's enough time to waste yet not enough to get anything done. Podcasts are the best way to remedy this situation: subscribe to something that educates you or makes you laugh. Some of my go-to podcasts include The Full Ratchet by Nick Moran and The Nerdist, started by Chris Hardwick.

Try these out and see what works best for you. Give them a fair shot too. I never anticipated how much these simple, old school tips could really make my traveling life easier. They can also really save you in a pinch. Good luck out there and safe travels!

Andrew Thomas is a co-founder of SkyBell - a smart home security company that is making homes and neighborhoods safer with home automation products that users access and control from their smartphone.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

Frank Fernandez started the Law Offices of Frank Fernandez, Esq. in my hometown of Boston, MA though a native of St. Louis, MO. He graduated from Boston College and Washington University Law School and previously worked as a District Attorney in the City of St. Louis before entering private practice. His Firm concentrates on criminal defense, personal injury, medical malpractice, and immigration and naturalization cases. Mr. Fernandez has been lead counsel on numerous trials with experience in both the State and Federal Courts. He is fluent in Spanish and enjoys serving the Latin community and he's been rated as a Massachusetts Super Lawyer both in 2013 and 2014.

I imagine the hiring standards have to be pretty high with the importance of what he's doing. I asked Mr. Fernandez about his hiring practices and success.

To what degree do you keep your finger on the pulse of hiring for your ventures?

"I play the main role in all hiring decisions. Hiring the right team player is everything. The only way to know that a new hire is a team player that can be empowered to achieve the best results is to be the one that sets his expectations and goals during the hiring process. Your employees must be feel
as if they are challenged and can grow in their role. By being involved not only can you select the best fit but you can set and control expectations and instill team attitude."

How important is it to keep personally connected to the process of adding new talent/personnel to your team?

"It's everything. A wrong hire can bring down a team and cause you to lose your biggest producers. An ounce of prevention is better than a pound of cure. A wrong hire can lead to your best talent leaving. You need to be involved from the beginning to make sure the new hire is the right fit."

Do you have any hard-fast rules that are followed in your own selection of team members or those who will be working close with you?

"Make sure you get along personality wise. You will be relying on them in pressure situations in which you don't need to worry about being misunderstood or worry about offending while reacting to time sensitive situation. Hire someone who is hungry to excel and then empower them to do just that in a team environment in which they bring you up while achieving their own personal success."

I trust Frank is well versed in my 10 Hiring Truths from The Naked Interview: Hiring Without Regret, Truth Eight: Personality is Found the Second Time Around".

Always bring prospects back for multiple interviews. The "second date" is easy to land after charming someone, but the third one always seems to be a more difficult commitment.

So goes the second interview. I am always surprised, sometimes shocked, by the applicant who shows up for the additional interview. It's often barely the same person with whom you spoke previously.

Do you have an anecdote or philosophy to share that comes to mind that would sum up your thoughts about hiring?

"Set expectations from the first interview. Empower people to achieve their personal goals. Reward people financially for their hard work. Team mentality is everything, you create the environment and motivation empower people to bring out their best. Select hungry team players and help them achieve their goals and they will bring your business up along with them."

Best interview question you've used?

"More than a specific question I try to get them talking. More than a question, listening to where they direct attention or how they share their experience or future goals can tell you everything."

Any hilarious (or horrifying) interview stories?

"Nothing crazy so far. Some boring interviews of people who were not sure what they wanted in a job opportunity. A person who knows what they want and can express that in an interview is important."

What has driven you in building such success?

"I am a strong believer that you can achieve whatever you put your mind to. By believing in yourself and setting clear goals and knowing that you can achieve them, you can make them happen. Don't listen to all the negative feedback or criticism. I was able to establish a thriving law practice in a competitive market by believing that I could do it. There will always be critics and the fear of failure. The main difference between myself and the many other attorneys in Boston is that I believed I could achieve whatever I wanted. Believe in yourself."

That's a pretty impactful view which I'm sure produces quality hires as it always begins with the employer's decision to recruit the best.

Interview by David Jensen for The Huffington Post

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

Booking.com Deleted My Reviews. Twice.

Far from just one-sided views you see on adverts, the advent of social media has allowed us to see online reviews from people who have experienced the places or restaurants we're looking to go. I make it a habit to check those prior to making any booking or purchases online. In fact, 88% of consumers trust online reviews as much as personal recommendations.

Since me and my husband have been traveling and checking out new restaurants and hotels, I've mainly relied on the online reviews to get a feel of what the place is like and whether they've got the necessary amenities and services we would need.

2015-09-18-1442597711-2993136-Booking.comDeletingTravelersNegativeReviewsCensorship.jpg

2015-09-18-1442597711-2993136-Booking.comDeletingTravelersNegativeReviewsCensorship.jpg

Image Credit: Flickr, Creative Commons: Katie Tegtmeyer

Those online reviews are from real people's real experiences, right?

So it was such a disappointing experience for me when the Review I've shared on Booking.com on September 14, 2015 was still under moderation despite seeing the most recent approved comment was September 17.

Without any prior communication or notice, Booking.com has decided to censor and delete my review of Red Planet Hotel (I will not even link to their site as it will only drive more people there and only see the positive reviews the booking company has decided to highlight on their site).

After all, if all the hotels have positive reviews, positive for Booking.com's bottom line).

Then I've got an email from their CS that my comment contained profanity and insult. Booking.com doesn't have any Communty Guidelines in place so they've completely ignored all my requests to send me a link to it (how can they provide and keep referring to something they currently don't have in place).

I am furnishing you a copy of my original review so you could help me decide if it was against any Community Guidelines (which they haven't communicated in the first place).

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Booking.com Deleting Negative Comments, Highligting Only the Positive Ones

After having been called out on Twitter, they've decided to publish just my rating - without my actual comments!

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Booking.com Censoring and Deleting Travelers Negative Comments

What happened to the real reviews by real people there? What happened to authenticity and transparency?

By the looks of it, I wasn't the only one whose review was deleted.

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Negative Travelers Comments Deleted by Booking.com

I've submitted a revised and much detailed version of the review to really help travelers be informed. However, Booking.com did once again what they're only good at.

They have deliberately deleted my new review.

Below is a copy of my review and tell me if I violated any proper Community Guidelines.

This got to be the WORST Hotel on the Planet!

SURROUNDINGS: Located near Burgos, families will not enjoy the view of surrounding clubs as well as the presence of the taxi drivers whose aims is to rip unsuspecting travelers.

SERVICE: Almost everyone in this hotel are clueless what the true value of service is.

Me and my husband came to them with our concerns, but we didn't feel as if the concerns were actually heard. We've had several concerns which we've communicated with their manager and we were passed from one person to another.

When we requested for all our complaints printed, we were told they will give it to us the next hoping we'd forget about it already.

Just so you're aware, this isn't a complete serviced hotel. It's a tiny room with bed, more like an expensive boarding house as there are NO:

- Toiletries -
No phone (in your room)
- No complimentary water
- No laundry service
- Ridiculously spotty internet connection (not ideal for business travelers)

We had to transfer several rooms to the point o f highest dismay and their management wouldn't do anything about it. They keep blaming the ISP when they're clearly scrimping on their internet bills by not getting any backup if they really care.

- Inconsistent housekeeping (I have to call the reception twice just to get our towels delivered - 9/14/2016.

I think it's only Janet who ACTUALLY does her job

- There were ants in our room!
- Sockets broken!

They just keep on apologizing, not doing anything about it Just now, I spoke with one receptionist and it feels like they don't understand the problem at all. Instead of addressing the issues, they just let it pass hoping you'd forget about it.

So much for realreviews by real people, right?

I am extremely traumatized by this experience as by the looks of it, some "Real Reviews. Real People" sites are gaming the reviews and only highlighting the good ones, so they could make more money.

Clearly this booking site has decided to serve only the hotel's best interest. Not the travelers'.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

'If you build it, they will come.' Hey, it worked for Kevin Costner in a Field Of Dreams, so it can work with your blogging. Right? Wrong. It won't work. Here's why you need to stop blogging.

1 - You're too broad

Chances are your target market is too general. Consider this, there are millions of blogs published every day. Millions. For example, most business-to-business companies want to market to small-medium sized businesses (SMBs). If so many organizations already target SMBs, some that have blogged for years, what is the chance yours gets recognized?

Don't get me wrong it's certainly possible, we did put a man on the moon in the 60s after all (depending on what you believe), but it will take serious effort which you probably won't invest in. If you're writing a blog that anyone can read... then nobody is going to read it. True, anyone may find your post marginally useful (the 'why drugs are bad' post), but no one will find it exceptionally useful (the 'how I kicked my drug addiction' post).

Focus

Try blogging to specific types of SMBs in a certain geography instead of any SMB anywhere. What kind of reader are you looking for? Do you want mom-and-pop restaurateurs to read or pawn shop owners? Generally speaking, find 2 or 3 ways to target down your blog to a manageable market. Think 'Jewish foodies in Memphis' instead of just 'foodies.' If you can't do that then freeze and drop the keyboard. Get off the computer and go to happy hour. You'll have more fun, better company and a better chance of winning business than with your useless general blog post.

2 - You're too anonymous

Look, we'd all love to have millions of website visitors tomorrow, but that's probably not happening. Let's suppose you're way ahead of the blogging curve and your blog speaks to an appropriate market with interesting and useful stuff. That's great....it is! But I'm going to let you in on a secret. The Internet community, including your target market, haven't been praying to God, Jesus, Seinfeld or any other higher power hoping for you to discover Wordpress and start blogging. I know that's hard to believe....especially if you're a millennial. People have no idea your blog exists. How would they? Your brother (aka the college drop-out turned digital marketing guru) told you to 'share on social media!' Hey that's a great idea and I'm sure him and your other two followers will love it.

'Sell' the article you have instead of writing another one

Channel your inner social seller and pitch your article to famous bloggers in your industry that you know already have traffic. Or, in a forum, Facebook group or other online community that your target market already hangs out at. That way, your voice gets heard by a relevant group of people and you get the exposure you covet. Things like guest blogging and pitching yourself as a source for online/offline articles are great ways to get your name out there. Instead of writing two blog posts, write one and use the time you set aside to write a second one to promote the first one. Be honest, would you be reading this article if it wasn't on the media outlet that you're reading it on? It's ok, I'm not offended...ok yes I am.

3 - You have no strategy

Your blog is a little scatterbrained. You've got posts about religion mixed in with a post about your favorite Nirvana songs. Who exactly are we trying to reach here? Buddhists that smell like Teen Spirit? Dude. No.

Rewind

Work backwards before you write again. Come up with 4 or 5 target recipients and figure out what their problems are. Then, figure out what you want these recipients to take away from your piece and what you want their next move to be (download something, sign up for something, visit you in person, use a coupon, ask for your autograph, etc;). Once you figure all that out you can come out of your blog retirement and write the piece. This way, you can send the pieces directly to those target recipients when you finish and use the post to build a rapport with them. Those 4 or 5 meaningful readers are going to be worth more than a thousand random readers (at this point anyway). You don't get in a car and drive without popping directions into your GPS first. The same rule applies for your blogging. If your blog has resembled a Sunday stroll more than a workday commute it's time to park the car and save on gas.

4 - You have no money

If you're broke you've got bigger problems that blogging can't immediately help you with. Like getting customers. If you need a customer by the end of the day what's your approach to getting one? Blogging all day or knocking on doors (in various ways) to people you know could use your help? Digital and online-marketing tactics work, but they are long-term plays. There is a reason why most online/software company in the world still has a sales team that calls people.

Money gets you out of the pack

Money helps you separate yourself from the ocean of bloggers by buying meaningful traffic and exposure. Say you're an accountant for doctor's offices in Chicago. There must be a club, association or organization that represents Chicago doctors (like the Chicago Medical Society). It would make sense for you, as someone who sells services to doctors in Chicago, to pay the medical society to have your blog post published in one of their publications. Run the blog as an article in one of their email releases and include a link to your ebook that is aimed at helping Chicago-area doctors with their accounting. You can do the same thing if you are looking to expand your offering to other cities as well. Yes, it will cost you, but if your blog is as good as you think it is then it should be well worth your while. If you can't promote your pieces somehow then your blog is going to go in the pile of the other million that were published today. You're better off spending the day hand-delivering printed copies of your blog post to every doctor in Chicago than writing another post.

5 - You're not using best practices

Let's be clear. Blogging is a marketing tactic. You write online because you want someone to read it. It's cool...don't lie about it and say you don't care if anyone reads it. If you didn't want anyone to read it you'd keep it on your hard drive. You also probably want people to subscribe to your blog, share it with their friends or maybe even monetize it somehow. Unfortunately, you're making it very hard for readers to do that. You don't have any invitations for them to get in touch with you. You're not 'selling' them hard enough to give you their email address or another moment's thought after they click off your blog and head back to watching 80s movie trailers on YouTube.

Consider Marketing Automation

Marketing automation software (think HubSpot, Marketo, Infusionsoft, Cision or the countless others available) can come in handy when trying to monetize a blog. At minimum, you'll be able to see which posts get the most traffic. More importantly, you can blog using these tools to get a better idea of where your audience is coming from, classify them into various segments and send your audience relevant information that speaks directly to them over time. Say you're a consultant who helps struggling movie theaters. Maybe some of your pieces are geared to people interested in getting into the movie theater business and other pieces are geared at things like how to sell more popcorn. The bottom line is you can determine which subscribers get what pieces sent directly to them based on what you know about them. However, if you know nothing about any of your subscribers then you really need to stop blogging right now and add in some form of analytics and marketing automation software. Can't afford marketing automation software? This ebook outlines how you can handle a lot of what marketing automation does for free.

There's a good chance you're blogging is destined to fail. So quit blogging immediately and try following some of the steps above when you come out of your self-imposed retirement. You need to wake up if you think writing generic posts with no strategy or best practices in place will get you on anyone's radar.

And you're field of dreams needs a lawnmower.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

By Julie Myhre, NextAdvisor.com

If you have a debit or credit card, you've likely noticed that you've recently received a new version of the card that includes a chip. As such, you're probably wondering what this chip is and why your cards need it. To help you ease into chip technology, we've broken down everything you need to know.

What are chip cards?

Although this technology is not new -- Europe has been using it for nearly two decades -- the U.S. is finally making the switch from magnetic stripe to chip cards (also called EMV or smart cards). Why switch now after all of these years, you ask? Simply put, security. When you pay for a purchase with your magnetic stripe card, the full card number (as it appears on the card) is sent to complete the payment without encryption -- meaning any machine that can read a magnetic stripe can pick it up.

On the other hand, when you pay with a chip card, that transaction is not only strongly encrypted, but also assigned a one-time code that is no longer valid after the payment is received (unless you need to make a return). Because of this, chip card numbers are a lot harder to steal using point-of-sale (POS) skimmers or any other tactic, as the information on the chip is constantly changing. Since this is the case, it also means that if your payment information is leaked in a data breach, the hacker is less likely to use your information for fraudulent transactions because the information they'll have is no longer valid. It should be noted that while these chip cards can help reduce card fraud, they cannot completely eliminate it.

How do I use a chip card?

The good news for consumers is that you can to use this secure payment technology wherever you make your everyday purchases (assuming that the merchant accepts chip cards). If the merchant does not have a smart card reader, you can make the purchase with a magnetic stripe like before, as the card is also equipped with a magnetic stripe. Although you can use the chip for your everyday purchases, it's important to point out that the actual reading of the card will be a little different than you're used to.

Since the chip sits on the upper-middle left side of the card, the swipe you're used to won't work for EMV readers. Instead, chip cards are inserted, or "dipped" as it's commonly known, into the card reader (see image above). While it's in there, the chip and reader communicate to create the one-time transaction code, and then you'll have to step in to complete the transaction. There are two ways you'll complete the transaction and confirm the purchase -- sign a receipt or enter a PIN. The type required for your card depends on your bank or card issuer.

Chip-and-signature: From a consumer standpoint, the purchase process of a chip-and-signature card is very similar to how a magnetic stripe is processed; the POS machine reads the card and you sign a receipt to complete the transaction.

Chip-and-PIN: Similarly, a chip-and-PIN transaction is comparable to paying with a debit card; the POS machine reads the card and you enter a PIN to complete the transaction.

Although the process may sound a little complicated, it is pretty simple and takes about the same amount of time as a magnetic stripe transaction would. Until you get the hang of paying with your chip card, patience is the best practice, as if you remove the card from the reader too quickly, you will have to redo the transaction.

What can I do to prepare for the switch?

If you have received a chip card from your bank or financial institution, you'll want to make sure you activate that card and start using it as well as destroy your old card. If you have not received a chip card from your bank or financial institution, you'll want to give them a call to inquire about this. Although the deadline for card issuers and businesses to switch to chip cards or readers is Oct. 1, some retailers and banks are holding off on this switch, as it can be a costly one -- especially for small businesses, according to The Wall Street Journal. Those banks or businesses who choose to not make the switch by the deadline will be required to take financial responsibility for any fraudulent purchases made with the outdated cards or at their business. If a bank and business have made the switch to the chip-enabled cards or readers, the issuing bank will insure your fraudulent purchases as it currently does.

What should I do if my bank hasn't updated yet?

While smaller banks might be a little delayed in making the switch, larger financial institutions have already converted their cards to this secure option. As such, it might be in your favor to look into getting a new credit card with the EMV technology to make sure your financial information remains secure. Not sure which cards are the best? We've listed the top chip credit cards here:

Best for cash back: Blue Cash Preferred Card from American Express

If you'd prefer to earn cash back rewards, the Blue Cash Preferred Card from American Express (a NextAdvisor advertiser) is the best option for you. With this card you'll earn $150 back (in the form of statement credit) after you spend $1,000 in purchases within the first 3 months. You'll also earn 6% at U.S. supermarkets (up to $6,000/year in purchases and then it's 1%), 3% at U.S. gas stations and select U.S. department stores and 1% on all other purchases. As if those rewards aren't enough, Blue Cash Preferred will also give you a 0% intro APR on purchases and balance transfers for 15 months, after which a variable APR applies. If the $75 annual fee isn't something you're willing to pay, you'll want to check out the Blue Cash Everyday Card from American Express, which offers comparable rewards without the annual fee.

Best for balance transfers: Chase Slate

While a balance transfer credit card may not appeal to your for its rewards, or lack thereof, it is one of the easiest ways for you to make the switch from a magnetic stripe card to a chip card, as you can transfer the balance from your old card to the new one. Chase Slate (a NextAdvisor advertiser) makes the balance transfer process even easier by not only providing a 15-month 0% intro APR on balance transfers and purchases (then the standard APR applies), but also offering a $0 intro balance transfer fee for transfers made within the first 60 days. In addition, this card has no annual fee and no penalty APR for late payments. Unlike the other cards on this list, Chase Slate also only requires "good" credit for approval, which also makes it the top option for someone with less-than-perfect credit.

Best for travel: Barclaycard Arrival Plus World Elite Mastercard

With generous travel rewards and chip-and-PIN technology, you can't really go wrong with the Barclaycard Arrival Plus World Elite Mastercard (a NextAdvisor advertiser). To start, this card gives you 40,000 bonus miles -- worth $400 in travel -- when you spend $3,000 on purchases in the first 90 days. Taking the No. 1 spot in our 2015 Travel Rewards Credit Cards Analysis, the Barclaycard Arrival Plus World Elite Mastercard earns 2 miles per dollar spent on all purchases and an additional 5% miles back to use toward your next redemption whenever you exchange earned miles for travel statement credits. Although the card does have a $89 annual fee, it's waived for the first year.

Best for businesses: Ink Cash Business Card

A business credit card is a must for small business owners, and the Ink Cash Business Card (a NextAdvisor advertiser) is the top option. To start, this card gives you a $200 cash back bonus when you spend $3,000 on purchases within the first 3 months of account opening. In addition, you'll earn a series of cash back rewards starting with 5% cash back on the first $25,000 spent in combined purchases at office supply stores and on cellular phone, landline, Internet and cable TV services; 2% cash back on the first $25,000 spent in combined purchases at gas stations and restaurants and an unlimited 1% cash back on all other card purchases. To sweeten the deal, the Ink Cash Business Card offers a 12-month 0% intro APR on purchases and balance transfers and has no annual fee. Visit our guide to business credit cards to learn more about the top options.

Best for students: Discover it for Students

If you're a student looking for a chip card, Discover it for Students (a NextAdvisor advertiser) is your best bet. Not only does this card earn you 5% cash back in categories that change each quarter -- such as gas, restaurants and Amazon.com -- and 1% cash back on all other purchases, it also gives you $20 cash back each school year your GPA is a 3.0 or higher. In addition, this card has a 0% intro APR on purchases for 6 months (then the standard variable APR applies) and no annual fee.

Want to see some of the other top chip credit card options? Read our credit card reviews to see which is the best fit for you.

This post was originally appeared on NextAdvisor.com.

Disclaimer: This content is not provided or commissioned by the credit card issuer. Opinions expressed here are author's alone, not those of the credit card issuer, and have not been reviewed, approved or otherwise endorsed by the credit card issuer. This content was accurate at the time of this post, but card terms and conditions may change at any time. NextAdvisor.com may be compensated through the credit card issuer Affiliate Program.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

In this era of ever-growing social media, tech-savvy millennials have been entrusted with more power than ever to build genuine connections, collaborate on projects and help one another for building lasting relationships that transcend transactions, profits and greed.

While reaching out to others, we have a defining choice to make.

Ask yourself whether you want to become parasitical taker or a resourceful helper.

Do you want to think short term, leverage connections and exhaust your resources really quickly? Or do you want to look at the bigger picture and stay in the game for the long haul for carving a niche for yourself while enriching the lives of others.

In the process of hunting down mentors, peers and authors whose work I can add value to, I reached out to Justin Lafazan. I got very interested in one of his ventures called Students4Students Advisory. Through a series of brief, authentic email exchanges and tasks of adding value to one another's lives, we became friends. And the rest is history. Pleased by how Justin's philosophy resonated with mine, I was very happy to have him as a contributor to my upcoming book on Millennial Networking.

According to Justin Lafazan, connecting should be a little more strategic than originally meets the eye. At 19, Lafazan has founded three companies, given 3 TEDx talks, been featured in Forbes, USA Today, and Entrepreneur Magazine, and consulted with Fortune 500 companies as well as countless entrepreneurs. Lafazan's latest projects - Next Gen Summit and Next Gen Ventures - are about bringing together the world's most motivated millennials and connecting them in meaningful ways to achieve mutually beneficial success.

I really like how Justin defines the four crucial components of the human capital every millennial should strive to accumulate.

First and foremost is mentors. I cannot emphasize enough on the importance of having the right group of advisors who have been where you are and done what you are hoping to accomplish. As an aspiring author of a book that talks about how successful millennials have truly understood the essence of relationship-building, I constantly look to reach out to accomplished authors who can share their insights on the theme with me. Justin frequently talks about the significance of surrounding yourself with the most driven achievers your age, as these mentors shed light on the current landscape, struggles and the variety of paths that can be taken in this technological era .

Second group is of like-minded peers. According to Justin, it is like minded peers that you most resonate with. It is them you can freely share your vision with, get inspired from and get empathy when things get tough. They truly "get it". I can not agree with this more. Being a part of a circle of writers motivates me to do my best to add value to my readers on The Huffington Post. Being surrounded by the members of the 2 Billion Under 20 makes all my crazy ideas seem doable. Having peers who have the same drive as you do can make a tremendous difference on your attitude towards life, work and success.

"The third group is of critics" says Justin. As he puts it, these are the hardest folks to have in your network, but often the most insightful. Even when you're at the top, the critics keep you humbled and true to your journey. I personally have a bunch of people in my life that I reach out for the sole purpose of humbling myself and refining my work through constructive criticism.

The last but not the least group is of cheerleaders who have a profound impact on your emotional state and and keeps you from going all crazy. Justin laughs as he describes these people in a network. He says that they are the mother-figures - those who get you a cake just to celebrate a tiny achievement you'd consider routine. They keep you positive, and even when you fail, they celebrate that you learned a thing or two. Coincidentally, for both Justin and I, it's definitely our mom!

A word of advice? Start embracing the value of building relationships with everyone and anyone even though you do not see how they might help you right now. There is always something that you learn distinctly from every connection you nurture.

Each connection makes you more invested in yourself. Makes you grow. Makes you resourceful. Makes you successful.

At 19, Justin Lafazan is an experienced entrepreneur, consultant, speaker and author. He is the Founder of Millennial Marketing Strategy and Next Gen Ventures, as well as the host of Next Gen Summit, a conference for the most successful movers and shakers of the millennial generation. For more information, including how to get in touch, visit JustinLafazan.com.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

Oh my! Such an onslaught of women in the traditionally male world of business. Will they take over? Men need help. Or so said a (male) friend recently after hearing a news report on the radio. The report reviewed the ongoing trend of women earning more college and graduate degrees. According to the most recent statistics from NCES, in 2013, women earned 57% of B.A.'s, 59.9% of M.A.'s and 51.6% of doctoral degrees. A recent edition of The Economist explored causes of "girls' educational dominance."

I agree that we need to understand why fewer men than women are entering and succeeding in higher education. Ideally the educated pipeline would mirror the overall population. If one group (e.g., men) is being disadvantaged by aspects of the way we educate, we should address it. But I am not worried about men. Or at least I'll let others worry about them.

Yes, women are proportionately over-represented in the educated talent pipeline. Yet in business they are under-represented above the entry level, and under-compensated, compared to men. According to Catalyst, women represent 45% of the total workforce in the S&P 500. But, at every rung of the corporate ladder above entry level, the percentage decreases - 36.8% of middle management, 25.1% of executive officers, 19.2% of boards of directors and 4.6% of CEO's.

My mission is to help correct this - so women are proportionately represented all the way to the top. We knew 40 years ago, when women first entered the business world in large numbers, that it would take time. With women earning more degrees in many countries for decades, notes the Economist piece, that excuse "is wearing thin." The article cites Harvard economics professor Claudia Goldin, concluding," [T]he 'last chapter' in the story of women's rise--equal pay and access to the best jobs--will not come without big structural changes."

In other words, my mission is not yet accomplished. Women are clearly being disadvantaged by aspects of the world of work, and we have not yet addressed it. Others can work on helping men match women in earning degrees. I am better qualified to keep pushing on my vision of gender diversity all the way to the top.

What do you make of the data on higher education -- vs. the data on women in business leadership?

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

Ben Carson is now number two in the polls, still significantly behind Trump, but gaining. And gaining enough to have drawn the attention of (and attacks from) Trump over the past few days.

Trump and Carson have similarities - both are political outsiders with very little foreign policy experience and, in some cases, very controversial views on certain social issues - for example, Trump wants to build a wall bordering Mexico; Carson is adamantly pro-life. But when it comes to policies, both candidates are running more on their personalities than facts at the moment, which means that drawing a comparison isn't easy. However, and based on what the candidates have said so far in public, posted on their websites and social media, it's not so hard to differentiate between the two on business matters. And if you're a Republican voter, it seems like Trump is the better candidate than Carson for your business this primary season. And for these three reasons.

Trump has a business and management background, Carson does not.

This is the obvious difference. Carson is a brilliant neurosurgeon. He is a recipient of the Presidential Medal of Freedom. He was named one of American's "best leaders" by U.S. News & World Report. He was elected into the National Academy of Sciences Institute of Medicine and was recently ranked sixth on the list of the most admired men in the world in a Gallup poll. The guy is the real deal. Trump was recently inducted into the celebrity wing of the World Wrestling Entertainment hall of fame at Madison Square Garden and was once nominated for an Emmy for his role on The Apprentice. It's safe to say he's no Carson when it comes to awards.

But the fact is that Trump is a business man and a dealmaker (and of course, he won't let anyone forget that). He has spent his life negotiating, hiring, firing, managing budgets, managing people and putting out fires. He has built a very successful organization which seems to be running itself -in as much that he can spend most of his time campaigning for President while things at HQ keep operating profitability. And how many of us who own businesses wish we could take that kind of time away to do other stuff without things imploding? You can argue with Trump's style, his arrogance, his abrasiveness and whether or not that kind of managerial approach will work in DC. But you can't argue that his experience running organizations runs much deeper than Carson's. I would look for more pro-business legislation with Trump as President than Carson because of this experience.

Trump's approach to taxation and the economy appears more pragmatic (for now).

If you're a business owner, don't think for a minute that Trump would immediately lower taxes across the board and slash government spending to bring deficits under control. He's admitted in the past that our enormous national debt is a serious issue and that it will take both tax increases, cuts in expenditures as well as economic growth to solve this problem. He has been on record that he would favor a tax increase on the wealthy to help accomplish this. Unfortunately, he has been short on details as to what else he'd do. But his approach is more pragmatic than Carson's.

That's because Carson favors a balanced budget amendment. And that's a great thing in theory, right? But anyone running a business, let alone a government organization, knows that balanced budgets are not the real world. Things change all the time and budgets have to be flexible. Businesses have to spend more than budgeted in order to meet a challenge. And so do governments. What if there were a war? A catastrophic event? A health outbreak? And it required a billion dollars? Where would the money come from in a balanced budget world and how soon? In this political environment, passing an amendment to the constitution, which would require ratification by each state, would take years if it were even possible. The rising budget deficit and national debt impacts our government's ability to spend, raises the prospect of future taxation and spending cuts and creates uncertainty in both our financial system and public markets - all things that affect our businesses. A balanced budget amendment isn't something a business owner would consider to be a realistic solution to this very real and looming problem. Which is why Trump's approach, even with details lacking, would likely be better. For now.

Trump is more moderate on social issues.

Carson is pro-life. He supports faith-based decisions. He stands with the gun industry. He favors "civil unions" over gay marriage. He is against legalized marijuana. This is why the far right loves him. He is a religious, principled man regardless of whether some of those principles are consistent with others. Trump, on the other hand, does not come off as principled. His positions on all of these issues have changed over the years. He seems to avoid going on record, opting instead to keep his options open. To Trump, there's always a potential deal in the future and he'd rather not show his hand if he can avoid it, lest he puts himself into an inferior position. Sound familiar?

It does. The successful business owners I know have become successful because they also keep their options open. They don't rule out entire swaths of potential customers just because they differ over their religion, sexual orientation or whether or not they like to get high once in a while. In a Carson presidency, if you're in the pot business, or run an abortion clinic, then you're bad. But those who choose not to sell to gay people are OK. With Trump, you're likely to be less judged - whether you sell guns, perform abortions or cater to the LGBT community, just as long as you're paying your taxes and not causing any trouble. That seems like a better business environment.

So, if you're a Republican who is best for your business - Trump or Carson? It seems like Trump. If you're an American, who would be the best President? Well, that decision should definitely be deferred - there's still a long, long way to go.

A version of this column previously appeared on Inc.com.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

Andrew got into the office and fired up his laptop. He made himself a coffee and took a deep breath, as he prepared for the day ahead.

Andrew joined four years ago on the firm's fast-track program. He had recently been given the chance to prove himself in an 'accelerator role', the term informally given to tough assignments that would undoubtedly accelerate your progression within the company if you make a success of it.

He grabbed the opportunity. Today marked Andrew's 90th day in the hot seat.

As he reflected on his first three months, performance had been sluggish - sales in the second quarter were down and costs remained excruciatingly high. Operating margin and net profit margin had declined along with market share. For the most part, targets were not being met, and there was infighting amongst Andrew's directs. He often had to remind them 'the competition is out there, not in here!' There was one segment, however, that was outperforming the rest. Jim headed it up.

Jim was a long-serving, loyal employee who would often work 15-hour shifts and sacrifice holidays for the sake of the company. His ability to secure new business and relentless attention to detail allowed him to rise through the ranks under Andrew's predecessor.

It was commonly known that Jim was not easy to work with. He had a reputation for policing the department, and what feedback he provided was usually critical in nature. His peers on the leadership team had complained that Jim's business line succeeds at the expense of others. He had a reputation for blowing hot and cold, and junior employees were terrified when he summoned them over to his desk. Jim had been given feedback on his style and was put on a couple of development programs. He was even offered a coach to help him display the company values.

The Group values were widely known and commonly referred to as the '3 Ts':

Teamwork - we are one team working for a common purpose

Trust - we never compromise our integrity and always do the right thing

Thorough - we pay attention to detail and get the basics right

One of Jim's directs recently resigned making it the third person in his team to leave this year. Andrew asked to see the notes from the exit interview and was sobered by the comments, "This company pays lip service to the values. I came here to learn and make a difference but the culture around here is to hold onto information and use it for control and power."

As he thought about the road ahead, Andrew grew increasingly concerned. Engagement was low, turnover was high, and silo mentalities were in evidence with a reluctancy to share information and business opportunities with other divisions.

Jim had been with the company for many years and was undoubtedly the best in product knowledge and financial delivery. He'd been given several chances to improve but was still having a detrimental effect on the team. Getting rid of him might cause the business to take a further hit and Andrew was not sure he could afford such a setback.

What should Andrew do?

This blog was written to explore real tensions that exist within organizations, yet Andrew, Jim and the company they work for are entirely fictional.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

You're graduating or recently graduated. Congratulations. Here comes the future. And life is really going to get interesting. This is true for graduates this year and just about anyone who is just getting started in his or her career.

As a graduating senior, you have put time and energy into success. You studied hard, got the right grades, and will earn your degree from one of the world's most prestigious universities. You can do anything -- what choice will you make next?

Some of you will stay in school to pursue advanced degrees. Others will choose to join the workforce. Many of you will choose the path of entrepreneurship and look longingly at the startups in the Bay Area. As someone who graduated from U.C. Berkeley and has been CEO of three startups, I relate to that desire.

We are fortunate to have quickly grown our current company, Aha!, from a startup to an emerging software powerhouse.

I also have worked at a number of large businesses too. Citrix [CTXS] acquired my last company and I spent three years there leading Product and Strategy.

The past few years have seen startup mania. Some articles lure you to "heed the siren song" of starting your own business. But I must caution against being dismissive of starting your career in a larger company.

Businesses with thousands of employees are training grounds that can shape your career. They teach you what you're great at, how you're most productive, and what you want to gain out of work.

Early on in your career, one thing matters above all else -- always choose the option that offers the most personal growth. In this regard, most startups fail.

For new graduates fresh out of college, startups limit:

Learning
At companies with thousands of employees, you'll get a front row seat to how businesses function. These companies also tend to have strong training programs -- they are willing and able to invest in the right graduates so they can train them to be leaders over time. Startups are often strapped for resources. Their CEOs will focus on what you can do for them -- not the other way around. For that reason, startups are often better options for entrepreneurs who have more experience.

Diversity
Within big businesses, you'll meet diverse groups of people. As you network and make friends within the company, they will share their insights and become your best career advisors. Remember a startup is a small business. They tend to be homogenous; founding teams often knew each other from previous companies and have migrated to create something new. This is a great option for you years down the line. But right out of college, this can limit your growth and lead to burnout.

Opportunities
A manager once told me that your twenties are for learning what you don't want to do. There's a lot of truth in that statement. Many join startups once they have a solid idea of where they are going and how they want to get there. Larger organizations allow you to build your network, learn new skills, and figure out how you're most productive. Regardless of which path you choose, that knowledge will help you.

For employees who have worked for a few years to hone their skills and narrow their passions, startups can be a rewarding path. But for many of you, they may stunt your development.

Larger companies are often maligned for their bureaucracy and lack of innovation. And they definitely have it. But they are also great places for recent grads to improve their skills and find their passions. Your earliest jobs might not leave you feeling the most fulfilled. But if you are astute, you can create your own career path.

This path might take you up the corporate ranks, or lead you to build something that matters as your own boss. Regardless, I think global corporations with thousands of employees have a lot to teach you about work and what you really love to do.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

In their comprehensive CEO business study KMPG cited that among 400 CEO's their highest concerns were:

Potential of losing customers to competitors

Whether their products and services will be relevant three years from now

New entrants disrupting business model

Drilling down to the hospitality/spa industry, these concerns are well-founded.

Competition is fierce. Boutique spas delivering bespoke treatments from cannabis therapies to "uber" style mobile spas are opening every week. Mega beauty emporiums and online retail outlets, leaping ahead of the "traditional" marketing schedules are capturing the hearts and spending dollars of millennials.

With positive customer experience and retail selling listed as key factors in retaining spa customers, it makes sense for resorts and hotels with a strong survival instinct to employ a strategy to maximize both.

We are coming into the most robust travel and retail time of the year; holiday season. From late November to January 5 is ripe with opportunity for selling. And yet if most CEO's ask their V.P. of Spa what steps have been put in place to ensure customer retention and boost market share, they would probably receive a blank stare. The thought of anything beyond having the spa manager order a few more candles or boxed gift sets was never on their radar.

But if you are a CEO just imagine doing something different this year. Imagine issuing an edict that training your spa team to engage and sell is part of a new company-wide proactive approach to a retail revenue management strategy. Because truth be told the strongest competitive advantage your organization may have is its reputation and the potential ability to provide a superb personalized customer experience.

Right now there are exactly 11 weeks before the holiday season begins, 1,848 hours to be exact. Many stores began marketing their products at the end of August. Don't believe the hype about consumers being turned off by the commercialism. According to CreditCards.com 32 million Americans began holiday shopping over Labor Day weekend.

You have just enough time to approve a program which will propel your team ahead of your considerable competition.

Studies have shown:

If a client buys 2 products there's a 60% chance they will revisit your spa

If a client buys 1 product, there is a 30% chance they will revisit

If a client buys no products there is a 10% chance they will revisit

The added bonus of training is that it will bolster employee retention.

The holidays are not a surprise, they come every year. Putting a targeted strategic plan in place will benefit your organization, not only for now but in 2016 and beyond.

And just think, that will be one concern that you can cross off your list.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

There has been a lot of press lately about paid leave and parental leave policies (or lack thereof) in the U.S. I expect the national paid leave debate to continue for quite some time. As there has been recent media attention around several companies (primarily in the technology sector) adding or enhancing their parental leave policies, it was interesting to see an article about Hilton Hotels now offering new parental leave benefits starting next year.

The new policy extends to hourly and salaried workers in any position who have been at the hotel for at least one year, including part-time employees. All new parents - including fathers and adoptive parents - will receive two weeks of fully paid parental leave. New mothers who give birth will receive an additional eight weeks of maternity leave, for a total of 10 weeks of fully paid leave.

Having worked in the hospitality industry, it is noteworthy to see this. It is noteworthy on several fronts. Historically, the hospitality industry, like retail and other high turnover industry sectors that provide large numbers of entry-level jobs, has not offered particularly generous traditional benefits to individuals employed in non-corporate, hourly positions. For example, the percentage of workers with access to all kinds of time off in the hospitality and food services industries is typically lower when compared to other industries. You may recall that Netflix received some negative press recently about their not extending their newly-announced unlimited parental leave benefits to employees in their DVD distribution centers.

It is, also, noteworthy because, since the market is not as competitive for certain entry-level jobs, attracting top talent is often not a critical factor; therefore, there exists less of a business case for extending parental leave benefits to entry-level workers. That's why it was great to read about Hilton's efforts and I wondered why the announcement didn't get a lot of fanfare, as compared to the recently-announced policies from other organizations. Hilton, like many companies in the hotel and restaurant industry, have many non-white-collar jobs. Of the 40,000 people the new policy will cover, 75% are hourly, which means many in lower-paid jobs, who often are unable to afford to take unpaid leave, will be able to have some paid time for the birth or adoption of a child.

Unfortunately, the new benefit won't apply to those employees who are covered by collective bargaining agreements (although typically, many of these contracts provide for either short-term disability or partially paid maternity leave.). In addition, the new policy only applies to workers at facilities Hilton owns or manages. It won't apply to franchises, which thereby limits the new policy's reach. As a previous Corporate Benefits Manager, with a variety of owners, management and union contracts, and franchised operations, (as well as several hotel names and licenses under the corporate umbrella), it was always challenging for individuals employed in these different settings to understand why their family and friends who worked among different properties and locations had different total rewards programs. Perhaps, some franchisees will follow suit?

What about increased costs? The company expects to incur costs, but also expects that the new policy will pay more in dividends. Executive leaders have reported that by offering this benefit they will be able to retain talent and engage employees better, which will translate to overall better customer engagement and improved customer service. In addition, costs are mitigated or offset due to union contracts, the policy's application to only certain properties, Hilton's current partially paid maternity leave policy for certain positions, as well as the fact that in certain states there is a certain level of mandated temporary disability benefits. Even so, I think it is great to see such a policy in place for companies with large hourly workforces.

It certainly is a good start, especially as we celebrate National Work and Family Month (NWFM) in October!

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

September 7, 2015. Labor Day. 6:05am. New York City.

The City is still asleep on its holiday weekend as I am boarding the Northeast Regional Amtrak from Penn Station to Boston Back Bay. I am off to begin my week at Inbound 2015, the global marketing and business development conference hosted by HubSpot. My first year attending, I am thrilled to be joining 14,000 other professionals from around the world to hear from some of the brightest leaders in industry.

It is business as usual for me leading up to the 6:00pm keynote on Tuesday evening. At 4:00pm, I head to the Boston Convention and Exhibition Center. The event couldn't start any better for me. It begins with one of my favorite authors, Seth Godin. I eagerly enter the auditorium and think back on all I have learned from Seth through his daily blogs and remarkable books.

During this presentation, Seth called for us to stop pointing out the various roadblocks in our business and instead take it upon ourselves to be the one to take action... even when you're "not supposed to." I reflected on countless situations where I was making up obstacles in my head. It is time to get to doing. He left us with this:

"I don't know what the question is. But I know the answer is yes."

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After meandering out of the first keynote and into Club Inbound (shown above), I see Seth Godin himself hanging out and signing books. I had picked up one of his books I hadn't yet read and headed over to meet him. I was ecstatic for this opportunity. I introduced myself and asked for one piece of advice. He opened my book, looked at me, wrote "Go." on the inside cover and told me to "take responsibility." Those two stunning statements said to me by one of my favorite authors started my week in an unforgettable way.

The conference continued with insightful conversations and new connections with people from all over the world. We came together to hear executives from Google and LinkedIn on the challenges facing the biggest companies in the world. We learned from Jonah Peretti on how he went from "doing sh*t on accident that people shared" to building one of the world's largest mobile and social media outlets, BuzzFeed. Numerous entrepreneurs shared their brilliant experiences navigating the modern business world through grand success and devastating failure.

One part that I loved most, is that some of the sessions actually didn't have anything to do with marketing or business development. They allowed us to step back and put our work into a grander perspective. Aziz Ansari and Eric Klinenberg's keynote was a great example. Their presentation was all about how differently Millennials date and find life partners and how that is so different from how it was done just a few years ago. They walked us through their research in a savvy and hysterical way. I am now halfway through Aziz's book, Modern Romance. It is a fascinating tale of sociology and a strong metaphor for the change we are all experiencing today in all facets of our lives.

This added to why Inbound 2015 felt nothing like a "work conference." It was an experience. What other conferences hand you a drink after the day and give you a front stage pass to Amy Schumer's latest standup skit? That happened Thursday night at Inbound, by the way.

To wrap everything up, we heard from Daniel Pink... an extremely talented author and speaker. He called for us to "make sales suck less for everyone." I couldn't agree more. Sales is different now. It is not Glengarry Glen Ross anymore. It is strategic, dynamic and essential. It is social, technical and engaging. Daniel Pink also helped us with our pitches. He shared with us the "Pixar Pitch," which happens to be the simplest yet most profound form of storytelling. It is the formula used in every single Pixar movie you've ever seen. You can try for yourself here. Just as there was no better way to begin the conference, I don't think there was a better way to end it than with Daniel Pink's wisdom.

I am thankful for the opportunity to have experienced Inbound 2015 this year and look forward to joining next year. I hope to see you there!

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

You might recognize Nev Schulman from his popular MTV show, "Catfish."

Now officially adopted in the Oxford dictionary, catfish [kat-fish] is a verb in the English language:

Catfish: To pretend to be someone you're not online by posting false information, such as someone else's pictures, on social media sites usually with the intention of getting someone to fall in love with you.

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In each episode of Catfish, with the guidance and help of Schulman, and friend, Max Joseph, a hopeful romantic partner will go on an emotional journey to discover the truth about the person with whom they have had a romantic online relationship--but never met in person.

The drama unfolds when viewers find out whether or not their significant other has been telling the truth. There is mystery, forgiveness and sometimes shocking results.

Schulman knows first-hand about the deception that often comes with online relationships. His own catfish story was the subject of his award-winning documentary that landed him his MTV show deal.

Now a seasoned veteran of vicarious online relationships and a famous front man, Schulman is trying to use his fame and storytelling prowess to make the world a better place.

Here are 5 important lessons anyone can learn about how to make lemonade when life hands you lemons:

1. Failure (and success) are never final destinations

It may not feel like it at the time but you are almost never out for the count when you get knocked down. Failure is temporary if you decide to get back up when you fall. In fact, I'd bet that most of the time we accept defeat before it actaully happens.

Whatever the case, acutal or imagined, some of the best advice I've ever been given came from author Seth Godin who told me "the person who fails the most wins." The reason this is true is because those who "try and try again" without quitting or failing too far to recover eventually figure it out.

2. Choose to be a survivor not victim

Nev Schulman could have let his tragic catfish experience destroy him. He felt humiliated, betrayed and a range of other intense emotions. But he chose to shift into survivor mode and instead took control of his loss by becoming its boss.

3. Avoid negative filters

Negative filters happen when you pick out a single negative detail and dwell on it exclusively. This could be a weakness you have, body image issues or a recent rejection. Your vision of reality becomes darkened, like a drop of ink that discolors the water. Your perception becomes your reality and you don't have a clear picture of what's actually happening.

(HT to Dr. David Burns who has a large body of research on this subject.)

4. Make significant changes

Sometimes you really need to make drastic changes. I recently sat down with The Huffington Post boss, Arianna Huffington, who did exactly that a few years ago after she collapsed from exhaustion and fractured her face.

Arianna realized that she wasn't taking care of her health and made new commitments to get at least 7-8 hours of sleep each night no matter what business opportunites she had to pass up. She is now working much smarter and says she's even more productive than ever.

I highly recommend that you check out her book "Thrive" here.

5. Don't hold on to grudges

To be honest, this is one of the toughest ones for me. Do you have a secret Black list for everyone who has ever done you wrong?

Maybe a big company rejected your proposal? A trusted employee betrayed you? You were passed over by your boss for a promotion you should have received. I have experienced all of these several times.

You don't need to minimize your experience because these kinds of things are a legitimate bummer. The important action is how we react and repond when bad stuff happens. Despite how it looks on the surface, no one is ammune to adversity. It's going to come so we should be ready.

It's tough to let very reasonable disappointments go. But grudges can weigh us down and even lead to our own destruction. It's been said, "Holding a grudge is like drinking poison and expecting the other person to die." It's not worth it so don't do it.

What did I leave out? Post a comment, tweet me @BryanElliott and I promise to reply. Share this with someone who needs it. Watch more Behind the Brand videos for free from our full library here.

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Are you ready for a world of constant feedback? I hope so, because it's coming.

We live in a world where everyone with access to the Internet has a voice - including the ability to rate things they like and don't like. This is all coming to business.

Consider what feedback and ratings have done for our lives as consumers. We can "like," "rate," or "evaluate" almost everything we buy - often leading to a better shopping experience, better customer service, and products that more quickly adapt to our needs.

Just as customer feedback has helped transform the customer experience, open, anonymous employee feedback is transforming the employee experience. But, in the case of employee feedback, the tools being unleashed are likely to have a long-term impact on how we run our businesses and how we think of "employee engagement."

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Why Do We Care about Employee Feedback?

We care about employee feedback because we live in a market where "candidates are now in charge!" If you aren't tuning in to how your employees feel and aren't addressing their concerns and needs, they will probably have no problem picking up and leaving--or, worse yet, they could stay and undermine you, possibly contaminating your culture.

It's no wonder why most CEOs are bending over backwards to make their company a "great place to work." Free food, unlimited vacation, yoga classes and lavish educational benefits are becoming common. But even as attention shifts toward the health and happiness of staff, employee engagement remains surprisingly low. Gallup tells us that only about 1/3 of employees are actively engaged, Glassdoor data shows an average engagement of a C+ (3.1 out of 5), and Quantum Workplace believes engagement is at its lowest level in eight years.

The reason for this is clear: building a highly engaged workforce is difficult. Highly engaged companies are doing a lot of things right, but for many, the problem is getting harder to address. Today employees are more empowered, mobile, and demanding than ever. This is why it is especially important to stay ahead of employees' sentiments and to identify issues and trends before they can start negatively impacting morale and culture.

The word "feedback" usually has a negative connotation in the workplace, as it is usually provided when there's a problem. But feedback--given in a respectful, kind way--can be a true source of innovation, engagement and empowerment. Is it scary to ask employees for feedback? Sure it is! But many employees are already using online sites to voice their opinions about their employers to the whole wide world. So, why not get ahead of them and learn about their frustrations before their friends and personal networks do?

Employee Feedback as the Killer App

The good news is there are many applications in the marketplace that allow HR managers to collect feedback from employees. For example, vendors have created an employee net promoter score (eNPS), which simply asks "how well would you recommend this company to a friend?"

Moreover, as more startups enter the space, we are now able to further optimize the feedback mechanism. For example:

As ratings and text feedback comes in, people can often Upvote or Downvote others' comments, creating a "double-loop" dynamic. The organization can see which suggestions are highly regarded, helping to prioritize input and which actions to take.

Employees can also self-rate their own comments. One vendor lets employees rate their employer in categories and then asks them to go back and prioritize each answer - forcing the employee to prioritize his or her input.

There are also social systems that "Rate the Rater," a mechanism which shows what kind of evaluator you are. People who write highly valued ratings on Amazon, for example, become "Hall of Fame Reviewers" - making their voice more credible than others.

With a slew of new tools in the marketplace, it is easier to seek employee feedback, but there are a few critical things you should consider to help elicit feedback that is rich and honest--and that can be used to generate the desired outcomes.

Things to Consider As You Seek Feedback

1) Keep Feedback Anonymous

While ratings in a consumer website may or may not be anonymous, at-work anonymity is critical. In the consumer world, if you poorly review a restaurant or "down rate" a driver, there are likely no major consequences to you - in fact, it can be a good thing. At work, however, if you "down rate" your boss or say something critical about the company (even in a constructive way), you may be labelled a "trouble maker," which is bound to reflect poorly on you.

The answer to this is to make the system anonymous, and reassure employees that the company absolutely will not know who they are. This means that you, as a business or HR leader, may have to bend over backwards to make sure you never let the system expose anyone's identity.

2) Simplify the Process

One of the most important aspects of giving ratings is that great feedback usually comes when the process is incredibly easy. If we make giving feedback easy and embed it in the workflow, the feedback is generally richer.

For example, new feedback apps let you mouse over a five-star box to provide a rating. Modern pulse surveys appear in your email and let you answer without clicking a link or opening a survey. Some vendors are starting to attach their ratings to emails or other systems, letting us give feedback in the flow of work - and the questions they ask are simple and short.

There are dozens of startups entering the employee feedback space--such as Culture Amp, TINYhr, Glint, and TemboStatus--and they are winning over customers because their tools are generally easy to use, inexpensive and designed for mobile use. They use a variety of methods to engage people (some surveys, some online dashboards), but their #1 focus is making feedback easy.

3) Listen and Act

Before you jump into the employee feedback loop, I have a warning: Get ready for some unfiltered information, be humble enough to listen, act on suggestions, and thank people for their input, regardless of its nature.

My experience with these systems is that they are most effective when you establish the rules, create a listening culture, and take action on what you learn. This can then open a deep well of innovation and ideas, giving people a sense of empowerment and ownership.

Employees today are like volunteers -- willing to tell you what we can do to make the business better. We just need to give them the right opportunity to speak up, then listen and take action.

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About the Author: Josh Bersin is a leading analyst in HR, talent, leadership, and HR technology. He is also founder and Principal of Bersin by Deloitte, Deloitte Consulting LLP, a leading research and advisory firm.

-- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

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