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Minimum Wage Increasing

November 21st, 2017

“Minimum wage used to be simple but now I find I’m constantly confused about it. Am I making it harder than it is?”

Your HR Survival TipMinimum Wage Increasing

It’s no wonder you’re confused… it is confusing! Most of the confusion started when voters approved laws that provide a local, higher minimum wage. Confusing matters more, the state (and some localities) decided to give smaller companies a break by delaying their increases for one year.

This means you can’t just know the state minimum anymore. You now need to know the location of your field employees to ensure you’re meeting the local minimums plus consider the size of your company.

If you have 25 or fewer employees, you may be eligible for a delayed increase. However, the day you have 26 employees on your payroll, you must start using the higher minimum wage… there is no going back even if employee #26 was on your payroll for only a moment. Here’s a quick summary of minimum wages:

  • 1/1/2018 – California increases to $10.50/hour (<25) / $11.00/hour (26+).
  • 1/1/2018 – Cupertino increases to $13.50/hour, all size companies.
  • 1/1/2018 – El Cerrito increases to $13.60/hour, all size companies.
  • 1/1/2018 – Los Altos increases to $13.50/hour, all size companies.
  • 1/1/2018 – Milipitas increases to $12.00/hour, all size companies.
  • 1/1/2018 – Mountain View increases to $15.00/hour, all size companies.
  • 1/1/2018 – Oakland increases but we don’t know the new rate yet.
  • 1/1/2018 – Palo Alto increases to $13.50/hour, all size companies.
  • 1/1/2018 – Richmond increases to $13.00/hour, all size companies.
  • 1/1/2018 – San Jose increases to $13.50/hour, all size companies.
  • 1/1/2018 – San Mateo increases to $13.50/hour, all size companies.
  • 1/1/2018 – Santa Clara increases to $13.00/hour, all size companies.
  • 1/1/2018 – Sunnyvale increases to $15.00/hour, all size companies.
  • 7/1/2018 – Emeryville increases to $15.00/hour (<55) / approximately $15.60/hour (55+).
  • 7/1/2018 – City of Los Angeles increases to $12.00/hour (<25) / $13.25/hour (26+).
  • 7/1/2018 – Los Angeles County increases to $12.00/hour (<25) / $13.25/hour (26+).
  • 7/1/2018 – Malibu increases to $12.00/hour (<25) / $13.25/hour (26+).
  • 7/1/2018 – Pasadena increases to $12.00/hour (<25) / $13.25/hour (26+).
  • 7/1/2018 – San Francisco increases to $15.00/hour, all size companies.
  • 7/1/2018 – San Leandro increases to $13.00/hour, all size companies.
  • 7/1/2018 – Santa Monica increases to $12.00/hour (<25) / $13.25/hour (26+).
  • 10/1/2018 – Berkeley increases to $15.00/hour, all size companies.
  • 2019 – City of San Diego will have an increase.

There are two things to remember: (1) Your employee only needs to work within one of these localities for 2 hours for you to be subject to paying the minimum wage for that location while your worker is there. (2) An increase to the state minimum wage means the minimum salary also increases ($43,680 for <25 or $45,760 for 26+). Double check your payroll to ensure no one is underpaid.

Click here for more.

Your comments are greatly appreciated. Contact us today!

The Lawton Group Team

858-569-6260 ~ judy@lawtongrp.com
www.Lawtongrp.com

 

San Diego County Headquarters:
The Lawton Group
4747 Viewridge Ave.
Suite 106
San Diego, CA 92123
Phone (858) 569-6260
Fax (866) 580-0089
Toll free (800) 834-4576
Inland Empire, LA and Orange County:
Inland Empire Branch
7177 Brockton Ave Suite 338
Riverside, CA 92506
Phone (909) 481-4443
Fax (909) 481-4642

 

Laws Signed by the Governor

November 14th, 2017

Apparently crossing one’s fingers in hopes the Governor wouldn’t sign all the employment laws put in front of him doesn’t work.

I know this because the following laws were signed and will go into effect in 2018:LAWS SIGNED BY THE GOVERNOR

Parental Leave
SB63 mandates you must allow up to 12 weeks of unpaid time off for parental baby bonding leave. This new law hits companies of 20+ employees but eligibility rules apply. You are also required to maintain and pay for health insurance while the employee is on this leave. This is protected time off so you must give the employee their “same or similar position” upon their return to work. Previously, this type and length of leave were only available for employees of companies with 50+ employees.

Prior Salary History
AB168 will prohibit companies from asking applicants about their prior salary/wages at previous jobs. You may also be penalized for not providing your pay ranges when requested. The concept is to ensure you are paying a fair market value for the position itself rather than basing the wage/salary on what they previously earned. In theory, this may also make it harder for the applicant to ask for a higher wage based on wanting to make as much or more than they were previously earning. Make sure you eliminate the salary question on your employment applications.

Criminal History
AB1008, also known as ban-the-box legislation, prohibits you from asking about criminal history prior to giving the applicant a conditional offer of employment. We believe this means no background check that includes criminal history until after you’ve made a conditional offer. Then the applicant has 5 days to refute what you found if the findings result in a retraction of the offer. Legally, you will have a few hoops to jump through with required documents. This law affects companies with 5+ employees.

One thing these new laws have in common is the need for you to document everything. Some of the documentation will be required by law and the rest is needed to protect your company. While we’ve always recommended documenting, now it’s becoming crucial to avoid penalties and lawsuits.

Click here for more.

Your comments are greatly appreciated. Contact us today!

The Lawton Group Team

858-569-6260 ~ judy@lawtongrp.com
www.Lawtongrp.com

 

San Diego County Headquarters:
The Lawton Group
4747 Viewridge Ave.
Suite 106
San Diego, CA 92123
Phone (858) 569-6260
Fax (866) 580-0089
Toll free (800) 834-4576
Inland Empire, LA and Orange County:
Inland Empire Branch
7177 Brockton Ave Suite 338
Riverside, CA 92506
Phone (909) 481-4443
Fax (909) 481-4642

 

Sexual Harassment Tips

November 7th, 2017

Often, when people think about sexual harassment, they have images of someone being groped or crude suggestions.

However, in a legal sense, harassment definitions are like The Blob… continuously growing and moving.

The California Chamber of Commerce’s HRCalifornia Extra recently came up with a list we like because it highlights some often overlooked things that might be considered harassment today.

  • Social Media — We now need to pay attention to what co-workers say to other co-workers in social media during or after hours. Just because they post something after work doesn’t mean it can’t feel harassing to the employee receiving the post. And you’ll need to deal with it.
  • Looking — Female employees told me how uncomfortable they were because a male employee was watching them whenever they left or entered the workspace. Staring, glaring, and leering is often offensive but won’t always be harassing, depending on the situation. Just looking at someone isn’t the problem; the problem is when it makes the other person uncomfortable.
  • Field Employees — Whether you have field employees going into other companies or you have another company’s employees coming into your business, you need to be aware of harassment potential. Yes, you can be held liable for allowing someone into your company who harasses one of your employees. Plus, you can be sued if your field employees harasses someone at a client or vendor site.
  • Not Sexually Motivated — There was a court case about several guys making sexual comments to one guy. They said there was no sexual intent so it couldn’t be harassment. The judge disagreed. Harassment is harassment, with or without sexual intent.
  • Consensual Relationship — Office romances happen so how do you tell those who are together by choice versus those who might feel forced into the relationship? Some clients use a written Consensual Relationship Agreement to take harassment off the table. For the rest of you, look for the power… are you aware that one of the people in the relationship might have power over the other? If so, look deeper.
  • Once is Enough — While severe or pervasive behavior may be the standard, it doesn’t mean a single event can’t be harassing if it is severe or blatant enough.
  • Keeping Quiet — Just because a person doesn’t tell someone to stop, doesn’t mean they like what is happening or what they are hearing. They could even laugh when you tell a joke and later file a complaint about that joke.
  • Complaint Format — As a California business, you are now required to have a written Harassment Prevention Policy distributed to all employees. You also need to give employees a way to make a complaint other than in writing. Your managers need to be trained so they can recognize the different forms of potential harassment and report it so you can investigate appropriately.
  • Higher Bar — When writing a harassment policy, have a policy that is more strict than the law. This way you’re dealing with failure to follow your policy before you’re dealing with violating harassment laws.
  • Confidentiality — No matter how much an employee may beg you to keep what they tell you confidentially, it’s just not possible. You can promise to maintain confidentiality as much as possible, but you can’t investigate the claim if you can’t talk to others. Every person in management must know to report potential claims, even if it doesn’t follow the chain of command.

Employees want and deserve to work without being harassed or feeling uncomfortable. You have a legal responsibility to make that happen but the first step is recognizing all the variations of harassment. Consider training every supervisory employee, even if you aren’t legally required to do so. In the end, the cost of training is extremely low compared to the risks resulting from a lack of training. Click here for more.

Your comments are greatly appreciated. Contact us today!

The Lawton Group Team

858-569-6260 ~ judy@lawtongrp.com
www.Lawtongrp.com

 

San Diego County Headquarters:
The Lawton Group
4747 Viewridge Ave.
Suite 106
San Diego, CA 92123
Phone (858) 569-6260
Fax (866) 580-0089
Toll free (800) 834-4576
Inland Empire, LA and Orange County:
Inland Empire Branch
7177 Brockton Ave Suite 338
Riverside, CA 92506
Phone (909) 481-4443
Fax (909) 481-4642

 

The Benefits of Teleconferencing

October 31st, 2017

Companies constantly look for new ways to attract the most talented candidates to hire for their open positions.

One way to obtain and keep top talent team members is to embrace technology and encourage them to use it in their work. This technology has been around a while but are you utilizing it fully?

Video conferencing is a popular and excellent communication option for your team. You’ll find this type of meeting is good for employee morale, a low-cost way to meet and a welcome change to the traditional staff meeting.

Employee Morale

The younger generation believes in and trusts technology. Companies that embrace options such as teleconferencing often are able to build trust amongst their employees. By incorporating video conferencing, you’ll be able to increase the confidence your team has in upper management.

Further, your employees will see you as a company that is willing to change, grow, and improve their technology in order to advance their business and team.

Low Cost Way to Meet

Teleconferencing is an easy way to hold a meeting with a large group and not have to come up with a space to squeeze them all into. Technology allows video meetings which saves money because of travel, rented space, refreshments and lost time due to moments of lag before and after the meeting.

Your company can have a full meeting via a teleconference which is a great option and would appeal to a younger generation. They love the flexibility and embrace technology quite willingly.

Mundane Meetings

Another reason that teleconferencing appeals to employees is that it switches up the typical, mundane staff meeting. Often upper management schedules meetings that, over time, their staff begins to dislike and even dread.

Employees don’t want to attend meetings that only elongate their to-do-lists. They don’t like unnecessary meetings that take up their valuable time where they could be getting more accomplished. Top talent craves efficiency and wants to use their time wisely.

Further, the younger generation wants to only pursue the tasks and goals that will make them feel successful. They do not like busy work and crave a sense of accomplishment.

If you want to challenge, grow and stimulate your team, welcome technology into your daily routine. You’ll find that employee morale will improve, you’ll potentially save money and teleconferencing will even help you to replace the typical meeting environment.

Be sure to embrace technology and encourage your team to as well. You’ll see improved results and communication that will benefit your business.

Are you using video conferencing in your business? How much time & money has it saved you?

Your comments are greatly appreciated. Contact us today!

The Lawton Group Team

858-569-6260 ~ judy@lawtongrp.com
www.Lawtongrp.com

 

San Diego County Headquarters:
The Lawton Group
4747 Viewridge Ave.
Suite 106
San Diego, CA 92123
Phone (858) 569-6260
Fax (866) 580-0089
Toll free (800) 834-4576
Inland Empire, LA and Orange County:
Inland Empire Branch
7177 Brockton Ave Suite 338
Riverside, CA 92506
Phone (909) 481-4443
Fax (909) 481-4642

 

The Cost of a Bad Hire

October 24th, 2017

When you need to fill a position, you are often in a time crunch and feel urgent. No matter the need, try and slow down to hire well. The cost of a bad hire is both pricey and hurts a variety of other areas of your business.

Costs Associated with a Failed Hire

In the event that you make a hire that doesn’t work out, you’ll find that the costs associated with this unpleasant situation are not just financial.

Other Costs include:

  • Salary loss
  • Recruitment time
  • Training and education
  • Missed deadlines or potential business
  • Team morale
  • Increased supervision

When you think about all those costs, then you’ll want to avoid a bad hire more than anything. Some of the most trying aspects of the above list are recruitment, training and a greater need for supervision.

Recruitment Process

Whether your company recruits themselves or uses an agency, there is a lot of time invested with recruitment. The process can be long, expensive and overwhelming when trying to recruit top talent.

If your company makes a poor hiring choice, you’ll have to go back through the process all over again.

Costs and time spent include:

  • Ad placement
  • References
  • Criminal and credit checks
  • Interviews

Recruitment should be carefully handled and have several people involved in the decision-making process.

Beginning Costs

In the beginning, you’ll spend time with your new hire in training, orientation and completion of new hire paperwork. Since you spend so much upfront time with your new employee, it becomes harder to terminate because you’re left with the hope it will work out.

You’ll save time and money by making a necessary change rather than continuing to invest in someone that is not the right fit.

More Supervision

If you hire and the employee is not performing well, then you’ll have to give them more supervision. The problem with having to supervise more is that you’re not able to complete your own job in a timely fashion. This makes the bad hire more costly, frustrating and even hurts other employee’s performance.

Don’t get so rushed in the hiring process that you make a choice you’ll live to regret. Be sure to do more than one interview, complete your company’s hiring process in full and consider in advance the real costs associated with hiring your candidate.

Your HR department will appreciate your care, effort, and thoroughness in making a solid hire. The paperwork alone with hiring is a lot for any company to complete.

Contact us today for help finding top talent!

The Lawton Group Team
858-569-6260 ~ judy@lawtongrp.com
www.Lawtongrp.com

 

San Diego County Headquarters:
The Lawton Group
4747 Viewridge Ave.
Suite 106
San Diego, CA 92123
Phone (858) 569-6260
Fax (866) 580-0089
Toll free (800) 834-4576
Inland Empire, LA and Orange County:
Inland Empire Branch
7177 Brockton Ave Suite 338
Riverside, CA 92506
Phone (909) 481-4443
Fax (909) 481-4642

 

The 10 Biggest Leadership Mistakes to Avoid

October 17th, 2017

Anyone that is a boss, a manager or a leader knows that strong leadership qualities are a must if you and your team are going to succeed.

The 10 Biggest Leadership Mistakes to AvoidThere is so much information out there on how to be a great leader; however, there are also things that should be avoided if you’re in a leadership role.

The 10 biggest leadership mistakes to avoid include:

  1. Forgetting to listen

Leaders have an agenda, a plan and a mission that they are trying to carry out. However, they can sometimes forget to listen to the advice of others. There is wisdom in consulting people for advice and ideas. Listen to those around you and put your heads together.

  1.  Ignoring the details

Leaders can often fixate on the big picture. The only way you can pull off the ultimate goal is to stay the course and note the details that it takes to get there.

In other words, a leader should avoid ignoring the details. They matter and are what helps you to achieve the overall project or mission.

  1. Missing individual successes

Don’t forget to give credit where credit is due. Your team will thrive under a little pat on the back and encouragement. If you miss celebrating individual successes, then you could miss a very important motivator for your team.

  1. Slow to change

Strong leaders should be quick to change if it makes sense.  You gain nothing by making the process slow. If you can make an improvement for your team or company, then go for it.

  1. Being “incognito”

Don’t get lost! Your employees should be able to find you with ease. If they think you are always gone or unavailable, then you will miss opportunities to mentor them.

  1. Skip the micromanaging act

No one likes to be micromanaged. Be sure to hire well and you can skip the constant checking up on them and the getting into every detail.

  1. Not communicating well

The goal should be to inform your staff about what’s happening in the company. The fewer surprises the better for your team. Good communication is important for success.

  1. Making things about you

Don’t make everything about you.  Your team will get annoyed and not respect you. Be sure that you are open to helping the team as a whole rather than just you.

  1. Not admitting your mistakes

Leaders need to admit when they are wrong and make mistakes. Your honesty with the situation will help your team see you as more human and even more approachable.

  1. Not being willing to fire people

Terminating someone’s employment is never a good situation. However, leaders need to be willing to make a change and fire someone when it is warranted.
Leaders should focus on how to lead well but not miss these 10 mistakes to avoid at the same time. Strong leadership is essential to the success of a mission and company.
Contact us today for help finding top talent!

The Lawton Group Team
858-569-6260 ~ judy@lawtongrp.com
www.Lawtongrp.com

 

San Diego County Headquarters:
The Lawton Group
4747 Viewridge Ave.
Suite 106
San Diego, CA 92123
Phone (858) 569-6260
Fax (866) 580-0089
Toll free (800) 834-4576
Inland Empire, LA and Orange County:
Inland Empire Branch
7177 Brockton Ave Suite 338
Riverside, CA 92506
Phone (909) 481-4443
Fax (909) 481-4642

 

Good and Bad Legal News

October 10th, 2017

 Good and Bad Legal News

There has been activity in two areas regarding employment law in California. One is deemed to be good, even great, news and the other is not so great for smaller companies.

The good news is a court ruling that may affect many of you regarding vacation pay. A company had a policy stating employees earn one week of vacation after one year of employment. When an employee left the company after 6 months, he filed a claim that he was due half the vacation promised after one year.

CA law states earned vacation time is part of the employee’s wages and it is earned each day of work. Vacation time, once earned, cannot be lost… it is used or paid out. If the employee doesn’t use their earned vacation, the total unused time can be limited by a cap that will make the employee stop earning more vacation time until the employee’s balance is below that cap.

A 2009 court case decided the employee was due a portion of the first year’s vacation. However, in that case, the company’s policy stated employees earn one week of vacation during their first year of employment but they couldn’t use it until after one year. Since their way of writing the policy made it clear vacation time was being earned in that first year, the company had to pay out the earned time.

The most recent case was different because their policy specifically stated the employee earned no vacation during the first year of employment. Take a look at how your policy is written and let us help you update it, if needed.

The bad news is that CA’s SB63 has passed through the legislature and is now ready for the governor’s signature. If this bill is made into law, companies with only 20 or more employees will now have to provide employees with up to 12 weeks of unpaid time off each year for family/medical purposes. Currently, similar laws (FMLA, CFRA) only affect companies with 50+ employees.

SB63 provides eligible employees protected time off for certain things, such as baby bonding and medical issues for themselves or family. Pregnant employees would have available both the time off provided in CA’s Pregnancy Disability Leave (up to 3 months) and the 12 weeks available through this bill because they cannot overlap. While you do not pay for any of this time off, the employee could receive supplemental pay from the state for about 3 months while on leave.

Aside from having employees off work for up to 12 weeks, companies will have additional administrative responsibilities in the form of various documents to be sent in a timely manner and tracking the time off related to these leaves. Remember, this is protected time off so hiring someone to fill their position will be on a temporary basis because the employee must be provided with their same or similar job when they return from the leave.

We’ll let you know if the governor signs or vetoes this bill. Even if the bill is vetoed, remember you can still allow employees unpaid time off as a personal leave of absence to accommodate baby bonding or medical leaves for your employees.

… Click here to visit the HR Jungle >>

We would love to hear your comments. Please leave your comments below or email us today!

 

San Diego County Headquarters:
The Lawton Group
4747 Viewridge Ave.
Suite 106
San Diego, CA 92123
Phone (858) 569-6260
Fax (866) 580-0089
Toll free (800) 834-4576
Inland Empire, LA and Orange County:
Inland Empire Branch
7177 Brockton Ave Suite 338
Riverside, CA 92506
Phone (909) 481-4443
Fax (909) 481-4642

 

Are You Being SMART?

October 3rd, 2017

7 Things that Mentally Strong People Avoid

“I’ve been trying to give employees goals but, when I ask about how they’re doing on their goals, I hear excuses about how they’ve been too busy or they are waiting on someone else before they can move forward, etc. How can I make them take the goals more seriously?”

Your HR Survival Tip

The first step in having employees take your goals seriously is to make sure you’re taking them seriously. While it’s fine if you create the goals, you’ll find more cooperation if the employee has a say in what those goals might be.

There are three steps that will help you. You need buy-in from the employee regarding the goals to get them excited and in agreement with you; you need to structure each goal so they know what needs to be done and when; and you need a carrot.

Start with the initial buy-in by giving the employee a brief outline of what you are thinking. Then ask the employee to come up some ideas about this. Set a time to finalize detailed goals.

The structure of goals can make or break this project. Details will help both of you determine whether each goal was successfully accomplished.

  • Specific — Rather than saying you want significant, more, better, etc., say what you really want. Example 1: You must produce at least 25 widgets consistently each week. The work must be of high quality, with no returns. Example 2: You must increase sales next quarter by 5% and maintain that level going forward.
  • Measurable — Quantify anything possible. It creates a target for both of you, plus everyone knows what is being measured. Without something specific to measure, how does your employee know they have achieved the goal?
  • Achievable — Can this goal realistically be achieved or did you put the bar so high they don’t even try? It’s one thing to make the employee stretch a bit but it’s a problem if they need a ladder to reach the goal.
  • Relevant — Does the goal make sense to the employee and the employee’s job? Make sure the goal helps the employee move forward in gaining more knowledge, better skills, a higher-level of productivity, or something else of value.
  • Timelines — I’ve seen goals written on annual reviews and, a year later, they wonder why the employee didn’t accomplish the goal after being given a whole year to do it. When you give employees too much time, they are more likely to procrastinate until too late. If the goal has value, it needs a deadline. Otherwise, you’re just making a suggestion. Don’t make due dates so tight the employee is completely stressed or has to work extra hours just to meet that date.

You and the employee should sit down and discuss any goal. Everything can be broken down into steps that will get you to the end result you want. Help the employee see this and work out smaller steps and deadlines that will ensure the goal is reached by the final deadline. If an employee is new to goals, it’s also helpful to have weekly meetings to discuss the progress and any problems that have come up.

Goals usually help your business grow so you want employees to have a successful experience in reaching their goals so the company meets its goals. However, most people need a carrot. What is the “carrot” for your employees to motivate them to achieve the goals? And what happens when they aren’t successful? Are you building the goals into your compensation or bonus programs? Give employees their “why” for achieving the goal and watch their faces… are they excited or are they trying hard not to roll their eyes and sigh? That look will usually tell you if you’ve created a good goal program for your employees.

… Click here to visit the HR Jungle >>

We would love to hear your comments. Please leave your comments below or email us today!

 

San Diego County Headquarters:
The Lawton Group
4747 Viewridge Ave.
Suite 106
San Diego, CA 92123
Phone (858) 569-6260
Fax (866) 580-0089
Toll free (800) 834-4576
Inland Empire, LA and Orange County:
Inland Empire Branch
7177 Brockton Ave Suite 338
Riverside, CA 92506
Phone (909) 481-4443
Fax (909) 481-4642

 

7 Things that Mentally Strong People Avoid

September 26th, 2017

7 Things that Mentally Strong People Avoid Mentally strong individuals have common characteristics such as optimism, persistence and a drive that help them to succeed. They are a force to be reckoned with and often avoid things that will draw them away from productivity and their overall goal for success.

Mentally strong people avoid these 7 things and find greater achievement and fulfillment as a result.

  1. Entertaining the fear of change

Those that are strong mentally do not fear change. Rather, they embrace it and feel more inspired because they do. These individuals won’t shy away from change but instead they welcome new opportunities.

  1. Wasting time feeling sorry for themselves

Mentally strong people don’t sit around and feel sorry for themselves. They know how to handle a variety of circumstances and grow from the hand their dealt rather than “cry over spilled milk.” In fact, they tend to rise up with a shrug of the shoulders and press on.

  1. Worry over things outside their control

Mentally strong individuals are not complainers. They don’t worry about things beyond their control. When times get tough, they choose a positive outlook and work toward the things they can control rather than spending time on things they cannot.

  1. People pleasing

A person that is mentally strong will not try and please others but just be themselves. They are able to extend goodwill toward others but not worry over pleasing everyone around them. If someone gets upset, then they accept that as a possibility and do the best they can to be pleasant while not changing their course of action to please others.

  1. Habitual, similar mistakes

One that is mentally strong will not continue to make the same mistakes over and over again. They learn from their mistakes, struggles, and tough situations. Mentally strong people take responsibility for their errors and bad calls.  Moving forward, they make different choices and grow from their past experiences.

  1. Focus on the past

Dwelling on the past can bring you down.  Mentally strong people are able to look to the future rather than focus on the past. Moving forward and learning from their experiences is important and they will work hard to grow in all situations.

  1. Begrudge other’s success

The mentally strong can celebrate other’s success.  They don’t feel threatened because someone else has abilities or shows potential. In fact, they may even take note of the decisions that helped someone else succeed so they can do the same.

Mentally strong people rise up rather than shy away from opportunities for growth and success.

We would love to hear your comments. Please leave your comments below or email us today!

 

San Diego County Headquarters:
The Lawton Group
4747 Viewridge Ave.
Suite 106
San Diego, CA 92123
Phone (858) 569-6260
Fax (866) 580-0089
Toll free (800) 834-4576
Inland Empire, LA and Orange County:
Inland Empire Branch
7177 Brockton Ave Suite 338
Riverside, CA 92506
Phone (909) 481-4443
Fax (909) 481-4642

 

How To Go From Failure To Success

September 18th, 2017

Failure is often the best teacher in life.  Painful at times?  Absolutely, because no one likes to fail.  We have the desire to succeed but an occasional failure helps us to learn new things along the way. How to go from failure to success

Failing at something teaches a lesson and helps you to change, grow and ultimately succeed.  The things we are working toward are not always easy but as the old saying goes, “practice makes perfect.”  Success takes time and there is often a learning curve.

The business environment is ever changing and an occasional failure is bound to happen.  Consider these steps to turn a failure into success:

  1. Seek advice from others.

Ask your trusted family members, friends and coworkers to give you feedback on your failure.  They will give you a different angle and perspective to consider.  If you want to succeed, you need to be willing to hear the truth from others.

What they share may make a huge difference in how you handle your business and clients going forward.  We don’t always see our situation as clearly as others.

  1. Switch your course of action.

After you listen to the feedback of others, be willing to adjust your habits, style, and course of action.

In other words, get yourself on track with a new plan to ensure success.

Albert Einstein once said that “The definition of insanity is doing the same thing over and over again, but expecting different results.”  Don’t let that be your story; rather, remember that change is helpful and essential for success.

  1. Change is good.

If at first you don’t succeed, try and try again.  Change is a good thing.  Once you see that it’s necessary, act quickly to bring about the success you hope for.  We can learn a lot from failure.  (Changing just to change is not recommended. Change when necessary)

The goal is to grow and be different because of what we’ve experienced.  Don’t wallow in pity, self-doubt or the failure.  Remember that change is progress.

Business has a variety of facets that keep everyone on their toes.  Even though failure is inevitable from time to time, we can learn from those mishaps and grow in the process.

Success is usually not immediate.  I encourage you to value each “mishap” on your journey because they are learning opportunities that will help you succeed over time.

We would love to hear your comments. Please leave your comments below or email us today!

 

San Diego County Headquarters:
The Lawton Group
4747 Viewridge Ave.
Suite 106
San Diego, CA 92123
Phone (858) 569-6260
Fax (866) 580-0089
Toll free (800) 834-4576
Inland Empire, LA and Orange County:
Inland Empire Branch
7177 Brockton Ave Suite 338
Riverside, CA 92506
Phone (909) 481-4443
Fax (909) 481-4642

 

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