Many have heard and asked about the PPP Loan, also known as Paycheck Protection Program designed by our federal government. This is a way for business that is/has been impacted by the closure and/or delay of operations with staff, self employment, supplies, and other measures to apply for and use as temporary means to stay afloat. 

If you have any questions or need guidance in regards to the PPP Loan, feel free to contact us. 

What can a PPP loan be used for? 
​At least 60 percent of the loan must be used for payroll and employee benefits costs.
Payroll costs under the PPP include:

• Compensation to employees (whose principal place of residence is the United States) in the form of salary, wages, commissions, or similar compensation; cash tips or the equivalent (based on employer records of past tips or, in the absence of such records, a reasonable, good-faith employer estimate of such tips)
• Payment for vacation, parental, family, medical, or sick leave; allowance for separation or dismissal; payment for the provision of employee benefits consisting of group health career group life, disability, vision, or dental insurance, including insurance premiums, and retirement
  
• Payment of state and local taxes assessed on compensation of employees; and
• For an independent contractor or sole proprietor, wages, commissions, income, or net earnings from self-employment, or similar compensation.

The remaining 40 percent can be spent on:

• Mortgage interest payments (but not prepayments or principal payments)
• Rent
• Utilities
• Interest payments on any other debt obligations incurred before February 15, 2020
• Refinancing an EIDL loan made between January 31, 2020 and April 3, 2020
• Operations expenditures such as accounting or tracking of supplies
• Property damage costs due to public disturbances in 2020 not covered by insurance
• Supplier costs such as cost of goods sold
• Worker protection expenditures to be COVID compliant

                                  Note to all businesses: Govern your business accordingly.

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 If you are in some form of leadership (CEO, Director, Management, etc.), can you honestly answer this question? It's been shown that one in five workers in the USA are exposed to a hostile work environment. As we proceed to take a look at the impact on employees and volunteers, we will find this act occurs more than it should. 

 Let's define the word hostile, to be on the same page. Hostile is the act of one being aggressive, antagonistic, confrontational, unfriendly, and could be seen as a unsympathetic individual. As we define the word hostile, we can move forward with a clear picture of what this may look like in the work environment. Often times, such an act is overlooked, portrayed to be something else less than, and not immediately addressed and for some at all. 

Unfortunately, one could experience the impact and/or reaction to such an act when working alongside a hostile individual or group. If it's any form of leadership to employee or employee to employee - this could be detrimental to the mission/vision/goals of the organization, if not addressed or handled. This is one of the many reasons an organization should have an HR (Human Resource) team, department, or agency with an unbias eye to assist in such a matter. With the attempt to avoid or dismiss an hostile act could cost the agency in many ways- legally, an undesired workplace, distraction, and decrease in employee work performance.

As a matter of fact, here are some (not all) signs that you or someone you know maybe in a hostile work environment. Just to name a few: 

1. Sexual advances (unwelcomed)
2. Discrimination (being bias) against others- gender, race, culture, etc.
3. Afraid to communicate or professionally express yourself to your leadership.
4. Victimization. Being the front of insensitive jokes (office, watercooler).
5. Threats/Complaints- you're constantly threatening to be punished and personal matters/details are involved.
6. Feeling miserable with the thought of your work environment or when you're on your way to work.

Although, there's a few organizations led by some exemplary leaders who are true examples with a well-rounded leadership background and motives, we have many that are not quite there. However, this leaves us the opportunity to help provide assistance in getting better. If you note that your organization may have some of these issues, it's ok. The first step is to identify the problem. There's several ways, tips, and steps to approach this challenge within your organization.

If you would like to improve your turnover rates, promote teamwork, and build internal capacity throughout your organization, please see Q-Performance & Associates International contact us and let's discuss next steps. Don't embrace hostility, let's embrace cordiality. 

Together, let's UNINSTALL hostility in the workplace!

 I will start off with a well said and perfect quote, "Leaders lead Leaders".  

Back in the day, when a new staff, new graduate, or one simply stepping into the workforce for the first time- there was that person(s) that would welcome you and pledge to take you under their wing. This would include making  sure you knew the ropes to include but not be limited to all policies, rules, tips, and tricks to be the best employee you could be. In addition, if you were that one with the something extra, you may hear " I am going to train you on everything and one day you'll have my job". 

Unfortunately, this phrase or form of words are not hear often nowadays. We've surveyed and found that many of today's workers feel stuck with no room to advance. This is due to ideas such as small organizations, leaders having no where to advance, and leaders simply not confident in moving forward or less the skills to do so. This is a true impact on the way forward for many organizations (non-profit and for-profit). This could be a challenge for encouraging future employees to join your organization, remain loyal  to the organization, and willing to use their talents to help move the organization forward.

With that being said, leaders should be aware of when the time is present to Step Down, To Step Up in advancement of the organization. Great leaders, lead leaders for such a day of moving their agendas into higher heights. Some of the effects of leaders holding their organizations hostage include but are not limited to
1. Visionary. Without full understanding that the idea should or could be better carried out by someone else.
2. Faith. Not having faith in those up and coming leaders being trained for such time.
3. Implement. Not allowing those with talents to spring into action at best.
4. Limitations. Causing or posing limitations to those in leadership role, ready and willing to step up.
5. Fear. This could cause a domino effect to many companies heading and in need of next level leaders. Fear could cause others to fear and keep current leader still; further promoting the company to become immobile in its efforts and ability to advance. 
6. Pause. This person could potential cause others to deliberately miss out on great opportunities (internal). 

As a progressive leader, it is encouraged that you trust in the process and your own leadership. This will guide you to knowing when its time to move forward, next level, next steps. Every great leader is girded with a plan of action and is not threatened by new progressive leadership. Stepping down to step up to a higher calling and next level is vital in feeding your leadership. STEP UP!

If you're interested in exploring your leadership gauges, not sure if you're leading or stalling your staff, or looking for a way to encourage your leadership team, share a message with us via contact. 


 
 

As we begin to think of the working flow of an organization - with approximately 60 plus employees, HR is not only a value but a necessary tool for both non-profits and for-profits. Let's quickly review:

• Policies. Assist with ensuring policies are put in place and adhered to by all personnel. Policies and procedures are designed to bring structure to the organization with a keen strategic approach. This is a great tool to assist in evaluation of the team, staff, and others associated with the organization in an employee status.  Each organization should have a plan in the policy which helps to gear and steer the objectives and process of HR. 
• Monitor Progress. When thinking of the support of the staff in the organization- we think plans, fairness, policies to assist in governing, establishing goals, and monitoring tool. These tools and resources will help assist in the organization and meeting its identified components to ensure all staff are monitored effectively, fair, and consistently. 
• Legality. The advantage of having an HR - one that's well versed with knowledge ans skills will be able to handle the most common complex matters that can and may arise with the task of keeping the organization within compliance of the state laws relating to the specifics of the state/organization location.
  

Overall, HR is a necessary value to include and ensure that all laws and regulations to ensure fairness and equality is carried out for all hired by the organization; in the attempt to minimize the number of complaints and legal ramifications. In the same thought, HR can assist in increasing employee satisfaction, less confrontations, conflict resolutions, improve employee moral and performance, ensure training and development, and in some ways assist with budget control measures. 

If you have any questions or need assistance in preparing documentations, policies, and/or discuss regulations or next steps- feel free to give us a call or complete the contact form for immediate assistance. 

 Many clients in the past years have been awesome when it comes to the vision phase of a plan and/or project. However, the implementation phase is indeed a different phase of any project, job, or plan. Each role and position of a project is vitally important and connected for the goal of success.

VISIONARY
The visionary is what ignite the process of a project for the most part. A visionary has the ability to see the master plan, the entire picture from draft to final phase. A vision has the ability to see clearly the vision of the objective and goals along with progress toward the aimed success. Most of all, visionaries are masters at keeping those involved in the project focused on the overall picture, the end goals. 

IMPLEMENTERS
The implementer is the reliable and disciplined individuals which turns the great ideas and plans into actual work. Implementers are essential to getting things done. Implementers are also known as drivers. Drivers is a personality trait that include confidence, leadership, and determination. Drivers can also be known as insensitive, harsh, sarcastic and possibly more words in this arena. However, the drivers get the job done from small to large- this will include managing and leading teams and personalities.  As an implementer this is a good trait to have  and to look for when considering one for a position or role to carry out a vision and mission. In the same thought, an implementer (driver) will need the layout in clarity and precision. The low end of this role will be the need for the visionary to possibly change something along the way. This may not put a smile on the implementer face. As a result of professionalism, I am sure the implementer chosen will/can find a way to make it all happen at the end.

The visionary and the implementer compliment one another  and is necessary in the progress of a project, idea, and more for the goal of success. Check out some of the known or not visionaries shared below who included a group of implementers to assist in carrying out the big vision= today's success:

• Henry Ford (the automobile FORD)
  
• John Rockefeller (oil)
  
• Warren Buffet (investor)
  
• Vusi Thembekwayo (Motiv8 Merchant Services)
  
• Ray J (RAYCON)
  

Entourage Expo is a full artist development program created and started in the City of Miami. Currently, the artist development services are host by the African Heritage Cultural Arts Center (AHAC) located in Miami Dade County. Entourage in partnership with Future American Music Entertainers also known as F.A.M.E.- has paved the way for several local and long distant artists whose been discovered and booked for events/shows both local and abroad following the exposure of the Entourage/F.A.M.E. Annual Showcase. 

The artist development and showcase was birth and started in 2016 and will celebrate year 3 -April 28th, 2018 at Florida Memorial University beginning promptly at 7:00 pm with red carpet at 5:30 pm. After four months of dedication, commitment, challenges and rigorous rehearsals to each artist is provided with image consulting session, one on one vocal lessons to assist with their assigned songs to perform, and choreography by professional and talented choreographer to assist with music to accompany the songs to be performed.   Each showcase displays several levels of talented individuals- Vocalist, Dancers, and Rappers.  

Entourage/ F.A.M.E. has raised the bar to greatness throughout the City of Miami; assisting those Underground Artist throughout Miami Dade County to be heard and seen to soar to their futures. As consultant in the entertainment industry, I look forward to continue to assist with the birth, discovery, and growth of many careers from the level of exposure offered by Entoruage/F.A.M.E.

Ask us how we help year 1 to current.

​How important is an engaged board or board member?
 A board member- despite the title is very important to the movement, vision, mission, and reaching the organization goals. Each board member (all titles/roles) must be accept and take an active role in the success of the organization and goals. Please take a moment and answer the questions relating to each of your board member(s), if you answer "no" to one or more questions - you should be concerned. If other questions asked here brings you concern on any level, feel free to contact us for further discussion. 

• How active are your board members in your organization?
• Do they know their role and responsibilities?
• Do they know the staff and/or leaders within the day to day operation?
• Are they members by your request as favor, friend, no one else wanted to do it (default)?
• Do they attend meetings regularly?
• Are they the box of excuses when it's time to for a project, attending events or meetings?
• How often do they fundraise?

Let us work with you to engage your board members -resulting in overall achievement of growth and exceeding goals within established mission and vision of expected quality.

Besides employees and all those a part of the day to day within an organization showing up to work; the proud individuals engaged has been known to be very proud and feeling of worth in addition to the coming to work each day. Feeling as though they are a part of something bigger, piece of the change in the making, and allowing networking for those who do not get a chance to communicate outside of the office or departments and divisions. Last, there's a benefit in volunteering as a company - opportunity to network, build new line of interest individuals, and widen the possibility of expansion.

GET INVOLVED. ASK US HOW TODAY!​