Four Tasks Small Business Owners Need To Be Doing Right Now

Small business owners should do these four tasks as soon as possible in the new year...getty

Owning a small business is daunting, even for people with loads of management experience. Suddenly finding oneself “where the buck stops” can be anxiety inducing. The consequences of failure for some mistakes can affect more than just you (e.g., your staff or even your family) and can be expensive and time consuming to fix.

Whether you are a brand new business owner or someone who has had their business for a while but is constantly gobsmacked by the amount of administrative work that piles up when you are working on other tasks, Ronnie Goode—CPA-owner of Rhythm Accounting in Richmond, Virginia— says that taking some time in January to mark the following four items off of your “to do” list will reap rewards when it’s time to file your tax return.

1) Close Your Books For 2022

One of the first tasks small business owners should do (especially those who manage their own books) is to close their business books:

  • Categorize Transactions: Sort expenses into the proper accounts. It’s OK if you aren’t sure to use the “Ask My Accountant” option but try not to overuse it. If you have multiple income streams make sure that bank deposits are also coded by income stream so you can determine your business’ most profitable income sources.
  • Reconcile Bank Accounts: This task is often skipped by business owners who don’t have outside bookkeeping or accounting help but it is one of the most important year-end tasks to ensure balance sheets and other financial reports are accurate.
  • Generate Financial Reports: At a minimum your tax preparer (even if that is you) needs a detailed profit and loss statement (P&L) and, ideally, a balance sheet. If you have a CPA they will help you interpret your financial results. If you provide them with the necessary information early enough in tax season, they may even be able to help you with some last-minute, after year end tax planning.

2) Issue Forms 1099-NEC To Contractors And Subcontractors

If you paid more than $600 to a contractor or a subcontractor you have until January 31, 2023 to issue them a Form 1099-NEC. If you haven’t already received Form W9 from your contractors you will need to contact them to have them provide you with the form or the necessary information. Adopt the best practice of having new contractors complete their W9 before they begin work.

Make it a requirement for accepting the contract! It’s even a good idea to ask your regular contractors to complete a new Form W9 at the beginning of each calendar year just to make sure their business and contact information is up to date. Goode reminds business owners that the W9 is not necessary if the payments were issued to a corporation (e.g., the big box store from which you purchase your office supplies).

3) Issue Forms W2 To Employees

If you had any employees in 2022 you must issue their W2 on or before January 31, 2023. Goode notes that the simplest way to accomplish this is to use payroll-specific software or a payroll provider. Now is also a good time to check and make sure all payroll tax forms (Forms 941 and Form 940) have been or will be filed promptly and that all payroll taxes have been or will be paid.

4) Make Your Final Estimated Tax Payment

Goode reminds business owners that their final estimated tax payment for 2022 is due on January 17, 2023. He notes that the amount of estimated taxes you are required to pay is based on last year’s numbers. Sometimes, however, those numbers aren’t accurate. Adjusting quarterly estimates is one area where hiring an outside tax and accounting professional can really help taxpayers avoid problems.

For example, if a taxpayer has a bad quarter, the professional can help determine a lower estimate or if the business had an exceptionally good quarter the professional can determine if making a larger estimated payment will help avoid a nasty surprise come filing time.

Even if you are managing your own books, resolve to learn how estimated payment calculations are made and to look at your profit and loss quarterly to ensure you are not overpaying or grossly underpaying your estimated taxes. Finally, Goode reminds small business owners that “From a financial perspective, businesses have cycles that dictate not only how to move, but when to move.

Understanding these cycles can help [business owners] create a routine and a [financial] system for their business” that helps the business maximize profits while planning for the taxes. Remember, it’s never a good idea to spend money to save money on taxes. Spend money to make more money and plan for the taxes as you go!

By:

I own Tax Therapy, LLC, in Albuquerque, New Mexico. I am an Enrolled Agent and non-attorney practitioner admitted to the bar of the U.S. Tax Court. I work as a tax general

Source: Four Tasks Small Business Owners Need To Be Doing Right Now

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5 Straightforward Ways To Go From Employed To Self-Employed

5 straightforward ways to go from employed to self-employed..getty

If you’re considering taking the leap from employment to self-employment, you’ll feel a mix of excitement and uncertainly. Starting a new business from scratch is a scary prospect for many, holding various unknowns. A better way is to make a plan based on your current situation. Start where you are and use what you have, for a smoother, less daunting way of making the transition.

Here are five straightforward ways of going from employed to self-employed.

Do your existing role as a freelancer

One option is to do the role you currently do, for the same company, but on a freelance rather than employed basis. Perhaps you base the contract on a specific number of days per month or, even better, a specific set of outcomes.

What matters to your existing employer is not the number of hours you do, it’s the output or results you produce and the quality of your work. If you know your job takes you less than 40 hours per week, see if you can turn your employment into a contract instead. Not only will this free up your time to find other clients, it means you can make better use of your time and achieve more with less.

Cutting out the mundane aspects of employment can be efficient and more enjoyable. Saying no to team-wide meetings, performance reviews and appraisals and needing to clock in and out at a certain time might be the flexibility you’re looking for. This baby step could lead to giant leaps and new opportunities opening elsewhere. If you approach the conversation in the right way, your employer will understand the benefits of not having you as a member of staff.

Join freelance marketplaces

Assuming you want to stick within your current field, you could join freelance marketplaces where you build a client base from inbound leads. People Per Hour, Fiverr, Upwork, 99Designs and many others allow you to list yourself and your skills and secure project-based or ongoing work.

Particularly effective for roles including designers and writers, this approach involves you backing yourself to win clients and putting the work in to create an impressive profile, complete with work examples and references. Once that’s done, it could be an abundant resource of future clients. Securing the first few will lead to reviews on the platform, attracting more people to make enquiries.

Whatever your skills, whatever your industry, there are companies and individuals looking for them. Put yourself out there to make sure they find you. Set up your profiles without handing in your notice, then make the transition to self-employment as your workload dictates.

Work as an associate of other self-employed people

Want to do the work but not the business development? Rather than focusing on finding clients for yourself, create relationships with people doing the same work who may have too much to handle. Busy service providers only have so many hours in each week, and they may be happy to pass you clients on a white label basis, or for a finder’s fee.

See collaborators, not competition. Someone doing exactly what you want to do could be your biggest source of income if you get in with them at the right time. Don’t be afraid to ask the question; you never know where it might lead.

Seasoned self-employed professionals are often looking for ways they can make more money and impact without simply working more. Be confident that your proposal is a win-win situation and be exceptional in every interaction with them. They will be looking at you through the eyes of their clients, so be sure to impress.

Become a contractor for other companies

As well as asking your current employer if you could contract for them, make a shortlist of similar companies you could also approach. Graphic designers, for example, could receive regular work from multiple agencies. Same with telesales professionals, business development, HR and legal experts.

Having a range of companies who know your style and pass you work will mean your weeks are varied and flexible. It gives you freedom over your time and freedom over which gigs you accept.

Start with small projects and build up. Enquire about overflow and see if you can lend a hand, then prove yourself and win bigger commissions. Trusted suppliers are worth their weight in gold, and being the favourite contractor of all your clients will mean the work keeps flowing.

Know your ideal client mix before you begin. One day a week for five separate clients or less regular work with more? Perhaps something in the middle? Collect recommendation and keep meeting new companies until you have the ideal amount of work for your revenue and lifestyle goals.

Create a membership or retainer offering

Could what you do take the form of a membership? Imagine a legal advisor starting a $99 club, where businesses can have ad hoc advice in return for a small monthly retainer. As well as taking their calls, you send out helpful summaries and pre-empt problems that may occur. How many clients could you serve and how much value could you have?

This business model could work well for multiple areas of work. Human resources, accountancy, graphic design, research and intelligence. Mind map your membership club and what members receive, then run it by some prospects and see what they think.

Set your revenue goals and work backwards from there, to ascertain the members required and the monthly fee. Aim to add 10x value so the cost to subscribers is a no brainer. Think about what you could throw in. Think about the benefits your clients will access, being part of your club. Ask your current employer and ask your existing clients. Having access to your wisdom on a regular basis might be exactly what they need.

Five ways to go from employment to self-employment without starting from scratch, so you can take the first step right now. If you’re still not sure, think about the worst-case scenario, and what you’d do should it come true. It’s very likely that, as long as you don’t burn any bridges, you could still go back, in which case there’s no reason not to try. Could one of these options be the one you’ve been looking for?

Entrepreneur psychology and how to run a business without it running you. Post-exit entrepreneur, author of Ten Year Career and Forbes’ 30 under 30

Source: 5 Straightforward Ways To Go From Employed To Self-Employed

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Here’s How To Implement a Skills First Approach To Workforce Development

The American workforce is on the cusp of massive disruption, with 40 percent of employees actively looking to change jobs in what economists are calling “The Great Resignation.” This presents business leaders with two unique dilemmas: first, how to manage churn within their own organizations; and second, how to effectively hire new talent, while developing their existing workforce.

The traditional methods of matching people to work are not up to the task. Many hiring practices are outdated and inefficient, with layers of bureaucracy, lots of administration, and old assumptions about who is qualified to take on what challenges. At the same time, legacy workforce development efforts are not equipped to meet the new level of need. As a result, businesses are missing out on potential talent, and people are missing out on jobs or experiences that would make a powerful difference in their lives.

By the end of 2020, 80 percent of U.S. employers had difficulty filling openings because of current skills gaps. The World Economic Forum estimates that 42 percent of jobs will require different skills in the next three years, and over 1 billion workers will need reskilling by 2030. Replacing talent – or preventing its loss – is the number one challenge many organizations are facing in the near term. Underlying that challenge is a bigger problem: the lack of an adaptable, engaged workforce with the skills needed for a changing world. This presents a serious risk to the whole population in a rapidly changing, complex world.

For both businesses and workers, agility – the ability to adapt and respond quickly to whatever comes next – is essential. Skills-first strategy is a promising, emerging trend aimed at increasing agility. A skills-first approach requires rethinking the premise of talent and turning the traditional talent model on its head. Demonstrated skills are valued over job histories and degrees. Rich, varied career journeys are prioritized over unilateral, pre-defined paths. And rewards and recognition are influenced by skills and contributions, not just job level, tenure or location.

There is no quick and easy way to make the move to a skills-first strategy. But, once you take a skills-first perspective, the implications are far reaching, touching everything from recruiting and development to learning and rewards. As the Chief Learning Officer at Workday, I’m finding myself “unlearning” many of my assumptions. But I’m also inspired by this new approach, which opens up new avenues for solving today’s business challenges.

Whether you’re a company leader or in an organizational talent role, here’s how you can get started with a skills-first talent strategy:

  • Establish a unified skills language

Most organizations use confused and inconsistent terminology around skills. This makes it difficult for employers to identify which workers have the skills needed to fill open roles, and workers struggle to understand which skills they should develop to advance their careers.We suggest simplifying and streamlining so that everyone is on the same page. For example, at Workday, we are moving to a three-part shared language around skills: Core Skills, Job Skills, and Unique Skills. In other words: What is needed to be successful at this company? What is needed to do this job? What else does an employee (or potential employee, contractor, or freelancer) have to offer?

  • Consider your company culture

What aspects or attributes of your company culture support the shift to skills first? What might get in the way? What is required to operate with a skills-first strategy across the enterprise? You will need to build on structures and behaviors that foster connections across silos, candid communication and conversation, and psychological safety. These will help you to empower workers as you determine which skills are needed to accomplish business strategy and goals, identify who has those skills, and fill in gaps by moving, developing, or bringing in new people.

  • Leverage innovative technology

With products that are seamlessly connected, technology can drive key business outcomes: getting work done, reskilling and upskilling, driving performance, and creating opportunities for career growth. For example, Workday can match an employee’s skills to the skills required for an internal job or gig available in Workday Talent Marketplace. We can also make personalized skill learning recommendations in Career Hub, a centralized space where employees can use tools and resources to develop in their careers.

Skills are the fundamental currency of the changing world as we prepare for the future of work. A skills-first approach opens the door to exciting, dynamic careers for current and future employees, which further promotes ongoing learning and engagement – just what organizations need to ensure they attract and keep the right talent.

By Chris Ernst

Source: Here’s how to implement a skills-first approach to workforce development – CEO Magazine North America

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