Walmart, the largest retail conglomerate in the US, is downsizing numerous corporate positions and mandating that most remote employees relocate to its offices. Here is a complete analysis and implications of Walmart layoffs in 2024.

This step follows the company’s decision to shut down smaller corporate offices in cities such as Dallas, Atlanta, and Toronto. Employees from these locations must move to the main offices in Bentonville, Arkansas, or other significant locations in Hoboken, New Jersey, and Southern California. Walmart’s consolidation of operations and personnel is viewed as an effort to streamline operations and reduce expenses. The company has officially announced these layoffs and relocations through a memo distributed to its employees.

Key Takeaways

• Corporate Downsizing and Restructuring: Walmart is laying off hundreds of employees and closing smaller corporate offices in Dallas, Atlanta, and Toronto. Affected employees must relocate to larger office hubs in Bentonville, Arkansas, Hoboken, New Jersey, or Southern California.
• Shift to Hybrid Work Model: The company is transitioning to a hybrid work model, requiring corporate employees to spend significant time in the office. Remote work will still be allowed, but on-site work will be emphasized.
• Cost-Cutting and Efficiency Measures: The restructuring and layoffs are part of Walmart’s broader strategy to increase efficiency and maintain profitability despite rising operational costs. This includes closing unprofitable ventures like Walmart Health Centers and focusing on store automation.
• Focus on In-Person Collaboration: According to Chief People Officer Donna Morris, in-person work is crucial for collaboration, innovation, and strengthening company culture. Walmart’s new campus in Bentonville is part of this focus, aiming to provide a centralized location with various amenities to support employee growth and development.

Walmart Implements Corporate Restructuring and Hybrid Work Model Amid Rising Costs

Walmart is cutting hundreds of corporate jobs as part of a restructuring effort. The company also requires many remote workers to relocate to office locations. Employees in smaller Dallas, Atlanta, and Toronto offices are asked to move to larger hubs like Bentonville, Arkansas; Hoboken, New Jersey; and northern California. Others will transition to corporate offices located in the metropolitan areas of New York City or San Francisco.

Walmart is also shifting to a hybrid work model for its corporate staff. Employees must spend significant time in the office rather than working remotely full-time. While some remote work will still be allowed, the expectation is that most work will be done on-site.

These changes come as Walmart faces higher operational costs and the need to maintain profitability. The company has been working to increase efficiency across its operations, including closing underperforming ventures, which closed all 51 of its Walmart Health centers and the Walmart Health Virtual Care offerings due to financial unprofitability. Affected employees can relocate or take severance, depending on their role and location.

In a memo to its US campus employees, Chief People Officer (CPO) Donna Morris announced that certain business changes would eliminate several hundred campus positions. The memo did not specify a reason for the layoffs, only mentioning that changes in certain business areas will lead to job reductions.

Walmart, the largest employer in the US with 1.6 million workers (and 2.1 million associates worldwide), has most of its employees working in stores or warehouses. In the memo, Morris acknowledged that while the percentage of roles affected is small, the company is dedicated to supporting each employee impacted by these changes.

Morris noted that while the number of affected roles is relatively small, the company is committed to supporting those impacted. Walmart has already notified the employees affected by these layoffs and plans to work closely with them in the coming weeks and months to help them transition.

Morris, quoting a publication, also emphasized the importance of in-person work, stating that it enhances collaboration, drives innovation, and accelerates progress. She also noted that working together in person helps strengthen the company’s culture and supports the growth and development of employees.

This decision follows Walmart’s ongoing efforts to reduce its workforce over the past year. The company announced last year that it plans to have 65% of its stores serviced by automation by the end of fiscal year 2026.

In February 2023, Walmart closed three US technology hubs, requiring hundreds of employees to relocate to retain their positions. This was another step toward encouraging more employees to work from the office.

Additionally, Walmart has more than one reason for bringing more employees to Bentonville: the company is constructing a nearly 350-acre campus in the area. Construction began in 2019, and the large-scale project, progressing steadily, will feature 12 office buildings, parking facilities, a hotel, and various other amenities. The first few buildings, including a fitness center and a daycare, are already operational.

About Walmart

Walmart Inc. is a retailer with multiple sales channels. The company manages various physical stores, including supermarkets, grocery stores, department stores, hypermarkets, neighborhood markets, discount stores, Sam’s Clubs, and warehouse clubs. It also runs eCommerce platforms that include mobile apps and websites. Walmart provides various products such as consumables, groceries, technology, health and wellness, entertainment, and office supplies.

Additionally, it sells apparel, hard goods, and home products at low everyday prices. Walmart carries products from third-party brands and its private labels, such as Allswell, Equate, Mainstays, Free Assembly, Onn, George, Time and Tru, Parent’s Choice, No Boundaries, and Wonder Nation. The company also provides fuel, gift cards, and financial services like money orders, transfers, prepaid cards, bill payments, and check cashing.

Walmart offers additional services like fulfillment, Walmart Connect, Walmart Luminate, and GoLocal. Its eCommerce operations extend across the Americas, Asia, and Africa, with its headquarters in Bentonville, Arkansas, USA.

Conclusion

Walmart’s decision to reduce its corporate workforce and transition to a hybrid work model reflects a strategic move to navigate rising operational costs and emphasize efficiency. By consolidating offices and encouraging in-person collaboration, Walmart aims to foster a more dynamic and innovative work environment.

Despite the downsizing, Walmart remains committed to supporting its employees through this transition, providing options such as relocation or severance. The ongoing development of Walmart’s expansive campus in Bentonville underscores its investment in creating a centralized and collaborative workspace. As the largest employer in the U.S., Walmart’s shift in strategy signifies a broader trend toward optimizing workforce structures in response to evolving business needs.

Macy’s expansion strategy made it the largest player in a shrinking market by the late 2000s. However, in 2024, as more consumers opted to purchase items like clothing and appliances online, sales at Macy’s department stores declined by 42.67%. This issue is further complicated by various factors affecting the company’s current and future performance. So, is Macy’s going bankrupt?

The newly appointed CEO, Tony Spring, constantly tries to improve Macy’s performance despite nationwide store closures and the possibility of a buyout.

Key Takeaways

• Significant Sales Decline: Macy’s has experienced a notable sales decline, down 42.67% since its peak in the late 2000s. This decline is attributed to the growth of e-commerce and changing consumer purchasing habits, which have shifted towards online shopping.
• Strategic Store Closures: Macy’s plans to close 150 stores by 2026, with 50 closures by the end of 2024. This is a strategic move to focus on its more profitable locations and improve overall performance. The closures are part of a broader effort to streamline operations and adapt to the changing retail landscape.
• Focus on Luxury and Digital Engagement: Macy’s is expanding its luxury brands, Bloomingdale’s and Bluemercury, to cater to affluent customers. The company is also enhancing its digital presence to provide a seamless shopping experience across different channels, recognizing the need to stay competitive in a predominantly digital retail environment.
• Hostile Takeover Attempts: Macy’s has faced unsolicited bids from private equity firms aiming to acquire the company. Although Macy’s has rejected these offers, it highlights the company’s ongoing challenges and pressures in maintaining its public status and adapting to the evolving retail market.

Macy’s Faces New Era of Strategic Store Closures Amid E-Commerce Challenges

Macy’s has been facing challenges with falling sales and profits, worsened by changes in consumer behavior and the growth of e-commerce. On February 27th, after reporting a loss and decreased sales for the fourth quarter, Macy’s announced it would shut down 150 stores by 2026, starting with 50 closures by the end of 2024. After these adjustments, Macy’s will operate around 350 stores.

This news comes after Macy’s reduced its workforce by approximately 3.5%, to about 2,350 employees.

These closures are part of a larger effort to streamline its business and concentrate on its more lucrative locations, specifically under its Bloomingdale’s and Bluemercury brands. Macy’s is also planning to expand in the luxury market, opening 15 Bloomingdale’s stores and 30 Bluemercury cosmetics stores.

Despite these strategic moves, Macy’s projected a subdued outlook for the upcoming year, even though its adjusted net income and revenue exceeded analysts’ predictions.

Macy’s new “A Bold New Chapter” is adapting to a retail environment that has evolved as the middle class has declined, splitting the market between value-focused stores like Walmart and higher-end brands. By focusing on affluent customers through its luxury brands, Bloomingdale’s and Bluemercury, Macy’s is reducing its presence in locations mainly serving middle-income shoppers.

This approach aims to protect against pressures from activist investors and improve the company’s stagnant stock price and declining sales. Macy’s and the broader department store industry have faced numerous challenges recently. The company has been competing with Amazon’s expansion, the rising presence of discount chains like TJ Maxx, and various online retailers.

Macy’s has described its new business strategy as customer-centric, but it also has a legal duty to prioritize shareholder interests. The company has acknowledged its declining relevance and value, yet it still sees itself as a contender in the luxury market. Such significant challenges could lead to bankruptcy for a company with less brand recognition than Macy’s. Businesses facing insolvency may opt for Chapter 7 or 11 bankruptcy. Closing less profitable stores to concentrate on more viable ones is a common method in Chapter 11 reorganizations, similar to tactics employed by other major companies facing financial difficulties.

Macy’s stock has plummeted 75% from its 2015 peak of $73 per share. Since then, it has shuttered nearly 300 stores, which constitutes about a third of its locations, yet it still maintains around 700 stores across its various brands.

CEO Tony Spring Highlights Necessity of Store Closures for Long-Term Growth

CEO Tony Spring noted in a recent discussion that the 150 Macy’s stores scheduled to be closed over the next three years account for 25% of the company’s total store area but contribute less than 10% of its sales. Spring explained that many of these stores are remnants of a past retail era and that shutting them down is necessary for the company’s survival and growth.

Spring also emphasized the company’s awareness of store closures’ negative impacts on employees, customers, vendors, and local communities. However, he described these actions as essential in adapting to modern shopping preferences, clarifying that the goal is to improve rather than reduce the company’s footprint.

According to Spring, the department store industry continues to face challenges, with increasing competition from discount retailers and online-first brands. He also pointed out that visits to malls during weekdays have significantly decreased. Moreover, he acknowledged the need for further investment in physical stores while recognizing that digital disruption has fundamentally altered the industry’s landscape.

The Looming Threat of Hostile Takeover

Macy’s is also facing the potential threat of a hostile takeover. In late 2023, private equity firms Arkhouse and Brigade Capital Management presented an unsolicited bid to purchase Macy’s for $5.8 billion, which Macy’s board rejected due to concerns over the deal’s financial structure, heavily reliant on debt.

In March of this year, Arkhouse and Brigade Capital Management increased their offer to $24 per share, totaling approximately $6.6 billion. Following this revised bid, Macy’s acknowledged receipt of the proposal and announced its intention to assess and consider this new offer thoroughly, emphasizing its commitment to exploring all options that could enhance shareholder value. The bid exceeded $6.9 billion before Macy’s rejected the offer.

Macy’s is attempting to reinvent itself amidst increasing pressure to go private, and there are lingering doubts about the effectiveness of its current revival strategies. Tony Spring is resolute in his plan to overhaul Macy’s, recognizing that significant changes are necessary.

Spring emphasized that maintaining the status quo is not an option, stating, “We are not going to leave Macy’s as it is today. It’s foolhardy to think that leaving the business as it exists today is a recipe for success in the future.”

Macy’s is actively pursuing increased digital engagement as part of its Bold New Chapter strategy. This strategy aims to modernize the shopping experience and create seamless, convenient customer interactions across various channels, with a strong emphasis on digital improvement.

The retailer is not alone in facing the necessity for significant updates to remain competitive. In September, JCPenney Co. disclosed plans to invest over $1 billion to improve customer experience and operations, including upgrading its eCommerce to offer a more personalized shopping experience. Similarly, high-end department stores adjust as luxury brands capitalize on digital trends to establish more direct customer connections.

As Macy’s makes critical decisions about its future, including dealing with recent takeover attempts, it finds itself at a crucial point. The company might continue as a public entity or transition to private ownership, reflecting the broader industry’s dynamic changes and the increasing need for adaptability.

While facing these challenges, declaring Macy’s near bankruptcy would be premature. The company retains substantial assets and a strong brand identity, which could help it manage current adversities. Macy’s leadership focuses on boosting profitability through cost reductions and strategic closures and focuses on luxury and online sales.

However, Macy’s must persist in adjusting to a retail world where digital sales dominate and physical stores have a transformed role. The effectiveness of its strategies will hinge on its ability to streamline operations effectively while maintaining its customer base and carving out a competitive position against traditional and online rivals.

About Macy’s

Macy’s Inc is a retailer with a wide presence across various channels, including brick-and-mortar department stores and online platforms through its websites and mobile apps. The company sells a range of products, including clothing for women, men, and children, home furnishings, beauty products, intimate wear, footwear, and accessories. It operates under several brand names, including Bloomingdale’s, Bloomies, Bloomingdale’s The Outlet, Macy’s, Macy’s Backstage, Bluemercury, and Market by Macy’s.

Macy’s products are available on its e-commerce sites like bluemercury.com, Bloomingdales.com, and Macys.com. The company operates in several regions including the US, Columbia, the UAE, Puerto Rico, and Guam, with its headquarters located in New York, USA.

Conclusion

As Macy’s navigates this critical period, it’s important to consider the retailer’s substantial assets and strong brand identity. These factors provide a cushion as Macy’s works to adjust to the digital landscape’s demands and defend its position against online competitors. While it would be premature to declare Macy’s close to bankruptcy, the company faces significant challenges.

Its leadership is focused on revitalizing profitability through a combination of cost reduction, strategic store closures, and a greater emphasis on luxury and digital sales. The effectiveness of these strategies will ultimately determine Macy’s ability to adapt and thrive in a market where e-commerce continues to shape consumer behaviors.

Buy Now, Pay Later (BNPL) services have revolutionized consumer purchasing habits, offering a modern twist on traditional installment plans. However, this convenience comes with its challenges, primarily the emergence of phantom debt. Phantom debt accumulates through BNPL services but often goes unnoticed in conventional financial reporting, as it is typically not reflected in credit bureau records.

This lack of visibility raises concerns about financial risks for consumers, particularly those who frequently use multiple BNPL loans without undergoing comprehensive credit checks. As the popularity of BNPL services continues to soar, especially among younger demographics and individuals with lower credit scores, understanding the implications of this hidden debt is becoming increasingly critical.

Key Takeaways

• Unseen Debt Accumulation: BNPL “phantom debt” is debt incurred through BNPL services that aren’t immediately visible in standard financial reports. Not typically reported to credit bureaus, this debt poses financial risks for consumers, mainly when they take on multiple BNPL loans without thorough credit checks.
• Impact on Financial Stability: The rapid expansion of the BNPL market, especially among younger consumers and those with lower credit scores, could significantly affect financial stability. As BNPL gains popularity, this hidden debt could reach substantial levels, complicating consumer credit management and regulation.
• Transparency Challenges: There is a transparency gap between BNPL providers and credit bureaus, with most BNPL transactions not reflected in credit reports. While credit bureaus are working to incorporate BNPL data, BNPL companies are hesitant, fearing negative impacts on customers’ credit scores.
• Consumer Financial Struggles: Many BNPL users face financial difficulties, and a significant percentage regret using these services. Younger consumers, with high delinquency rates and lower credit scores, are particularly vulnerable, highlighting the risks of overspending and potential long-term financial consequences.

Understanding “Phantom Debt” in the Context of BNPL and the Hidden Risks Behind It

BNPL (Buy Now, Pay Later) “phantom debt” refers to debt accumulating through BNPL services but isn’t immediately visible in traditional financial reporting. This happens because BNPL transactions often aren’t reported to credit bureaus, making it difficult to track and measure the total debt consumers owe. This unreported debt can strain users financially, especially if they take on multiple BNPL loans, leading to loan stacking and potential delinquencies.

Economists and analysts have used the term “phantom debt” to highlight the challenges of tracking BNPL debt within the broader economy. Since BNPL transactions are typically not included in traditional credit reporting, they can contribute to a hidden layer of debt that doesn’t factor into standard assessments of consumer creditworthiness. This can lead to consumers unknowingly accumulating more debt than they can manage, as BNPL services are often easy to access without the rigorous credit checks associated with credit cards.

This lack of data sharing between credit agencies and BNPL lenders worldwide is why Tim Quinlan, a senior economist at Wells Fargo, has termed it “phantom debt.”

Additionally, the rapid growth of the BNPL market has amplified concerns about this hidden debt. As BNPL becomes more popular, especially among younger consumers and those with lower credit scores, the potential for “phantom debt” to impact financial stability increases. Some estimates suggest that this type of debt could reach significant levels in the coming years, further complicating efforts to effectively manage and regulate consumer credit.

Major companies offering “pay in four” products, including Klarna Bank AB, Affirm Holdings Inc., and Afterpay, do not report these loans to credit agencies.

These companies have declined demands for increased transparency despite the market expanding annually. In 2024, the US BNPL market was valued at $36.4 billion, and it is projected to reach $145.7 billion by 2033, growing at a compound annual growth rate of 21.3%. This lack of full disclosure obscures an accurate understanding of the financial health of American households, information vital to entities ranging from global central banks to regional U.S. banks and international corporations.

Generation Z and parents with young children are the most rapid adopters of BNPL services. Recent data shows that around 43% of Generation Z and more than one in three parents have used BNPL. These groups are also more prone to difficulties with repaying loans.

Often likened to a contemporary version of layaway, BNPL allows consumers to divide the cost of significant purchases into smaller payments. A separate study revealed that nearly 60% of financially vulnerable households used BNPL services over five times a year, in contrast to 23% of economically stable consumers. About 30% of financially vulnerable consumers used BNPL ten or more times annually, compared to 10% in better financial situations.

Since there is no central system to track it, this ‘phantom debt’ growth might suggest that total household debt levels are higher than what traditional metrics indicate. It’s difficult to assess the full extent of this debt. This kind of hidden debt looms over consumers.

While standard terms often divide a purchase into four equal interest-free payments, not all BNPL agreements follow this model. These arrangements increasingly resemble credit cards, which could lead to complications if a payment is missed. Depending on the lender, missed payments might result in late fees, deferred interest, or other penalties.

This method of installment purchasing also prompts consumers to make impulse buys that exceed their financial means.

Transparency Still a Challenge Between BNPL Providers and Credit Bureaus

The ongoing conflict between BNPL providers and major credit bureaus—Experian, TransUnion, and Equifax—has created a transparency issue that frustrates consumers and regulators. Although BNPL has become a significant consumer credit aspect, most BNPL transactions are not recorded in credit reports. This lack of data is due to BNPL companies’ hesitation in sharing their transaction details. BNPL companies argue that credit agencies are not equipped to handle their data and that disclosing it could negatively affect customers’ credit scores, essential for securing mortgages and other loans.

Meanwhile, the credit bureaus are working on solutions to include BNPL data. Experian has initiated a dedicated bureau to enable BNPL providers to report on various consumer payments. Equifax has begun to include BNPL activities in traditional credit reports, which may help consumers enhance their credit scores through timely payments. TransUnion is also developing methods to incorporate BNPL data into its credit reporting services.

Credit bureaus contend that adding BNPL data would offer a more complete view of consumers’ financial health, aiding lenders in making better-informed lending decisions. However, BNPL companies are still cautious, resulting in a deadlock that keeps most BNPL loans unreported. This issue has caught the attention of regulators like the Consumer Financial Protection Bureau, which is examining the potential risks of unreported BNPL debts.

The deadlock is slowly changing, with companies like Apple beginning to report some BNPL transactions, but comprehensive integration into the credit system remains an ongoing process.

Financial Struggles Intensify for BNPL Consumers

Consumers using BNPL services face increasing financial difficulties, with data indicating the inherent risks of these payment methods.

A large number of BNPL users are struggling to meet their payment obligations. For example, nearly 29% of US BNPL users admit to regretting their decision to use these services, as they lead to overspending and subsequent challenges in meeting payment deadlines. Younger consumers, those aged 18-29, are particularly affected, as they are more likely to miss payments, with delinquency rates sometimes rising above 8%.

Additionally, many BNPL users have lower credit scores, with the majority (95%) having scores under 700 and approximately 70% registering scores below 600.

BNPL: Not for Consumers Looking to Build Credit…Yet

The relationship between BNPL providers and credit bureaus has complex implications for consumer credit scores. Although timely payments on BNPL purchases might seem beneficial for credit building, this is only sometimes true.

Many BNPL services, including Afterpay and other pay-in-4 providers, do not report payment activities to major credit bureaus like Equifax, TransUnion, and Experian. Therefore, even regular, on-time payments do not improve credit scores. In contrast, some providers like Klarna report only missed payments, which can negatively impact a credit score.

As mentioned before, there are significant risks associated with late payments. Late payments can lead to fees and the potential involvement of collection agencies. Once a debt goes to collections, it can be reported to credit bureaus, significantly lowering your credit score and potentially affecting your ability to obtain future loans or credit on good terms.

Conclusion

While BNPL services provide a convenient option for managing expenses, they also pose significant risks, particularly in the form of untracked “phantom debt.” This hidden debt can contribute to financial strain, especially among younger consumers and those with lower credit scores.

The lack of transparency between BNPL providers and credit bureaus further complicates matters, as consumers might find themselves inadvertently accumulating more debt without it reflecting on their credit reports. As BNPL becomes more mainstream, the need for regulation and clearer reporting standards is evident. Addressing these issues is crucial to ensure BNPL remains a beneficial tool without compromising consumer financial health.

Managing HR responsibilities, ranging from recruitment to payroll, conflict resolution, and legal compliance, is essential to running any business, regardless of size. Here are the top 12 HR tips for small businesses to help you manage your resources efficiently.

Small businesses employ different methods to handle these HR tasks. In some instances, the business owner might manage these responsibilities themselves; in others, they might be distributed among various employees. No matter how you run your HR department, your small business must manage HR effectively by staying organized and following all the best practices.

This blog will present helpful tips to streamline your HR tasks and help you create an efficient, compliant, and supportive workplace environment. These tips simplify your HR processes, making it easier for you to focus on growing your business while ensuring your team is well-managed and motivated.

What Is HR?

HR, or human resources, involves managing an organization’s employees to help achieve its goals. The HR department handles everything related to the workforce, from recruitment to termination, resignation, or retirement.

Key responsibilities include:

• Attracting, hiring, and retaining talent
• Managing payroll and ensuring adherence to tax regulations
• Administering compensation packages and employee benefits
• Promoting employee engagement, satisfaction, and well-being
• Overseeing onboarding and exit procedures for employees
• Implementing employee recognition programs
• Conducting performance evaluations
• Developing and maintaining a positive company culture
• Preparing and revising training materials and employee guidelines
• Coordinating employee training and skill development programs
• Ensuring adherence to labor laws and regulations
• Facilitating communication and participation among employees
• Monitoring employee attendance and time tracking

For small businesses, HR tasks begin when they hire their first employee. It may be feasible to handle these duties alongside other management and ownership tasks. However, as the business expands, the complexity and volume of HR responsibilities typically necessitate dedicated support.

The Importance of HR Management for Small Businesses

Every business, regardless of size, can benefit from employing a dedicated HR team. A well-functioning HR department is crucial for fostering a positive relationship between your company and its employees. HR professionals ensure compliance with labor laws that promote satisfactory working conditions. Additionally, they facilitate communication between you and your employees, acting as mediators to exchange ideas and address concerns.

Incorporating at least one HR expert into your business can significantly free up your time. Once managed by HR, tasks such as recruiting, hiring, onboarding, and handling paperwork can allow you to focus on growing your business. Experienced HR professionals efficiently manage benefits programs, training, and compensation and guide managers on employee relations.

HR staff also serve as intermediaries between management and staff on various matters, including company practices, policies, and regulations. They ensure that all company policies and programs are implemented in a manner that is consistent with organizational goals and compliant with local, state, and federal laws.

Top 12 HR Practices for Small Businesses in 2025

HR best practices are essential for managing employee relations, promoting a positive workplace culture, enhancing efficiency, and staying compliant with changing regulations.

Regardless of your business size or HR management structure, it’s essential to allocate time to discuss these practices and determine how to implement them effectively.

1. Align HR Strategy With Business Goals

Align your HR strategy with your overall business strategy to ensure they contribute effectively toward common goals. These strategies must be in sync to avoid disruptions in achieving business objectives across different areas.

Your HR strategy should clearly outline your organization’s values, culture, policies, and people management processes. It should also include your Employee Value Proposition (EVP), which represents the unique combination of benefits, rewards, and growth opportunities you provide to employees in exchange for their contributions. This proposition should emphasize what distinguishes you from other employers in your industry.

Work with key stakeholders to evaluate both current and future staffing needs. Your EVP should emphasize your competitive strengths to help you attract and retain top talent.

2. Hire the Right Talent

Hiring effectively is crucial for business success. It involves more than just filling vacancies; it’s about identifying candidates who are truly suitable for their roles. Businesses aim to hire outstanding individuals who deliver significant value to the company. A structured and fair hiring process is vital to comply with legal standards and achieve diversity goals. A workforce that mirrors societal diversity improves the company’s understanding of consumer behavior and helps serve a diverse customer base more effectively.

Selecting the right candidates is key to gaining a competitive advantage. Highly skilled individuals in complex roles can be up to 800% more productive than average performers and top performers can be 400% more productive.

Many recruitment tools are designed to help pinpoint the best candidates. Companies often track recruitment metrics to assess the effectiveness of their hiring strategies.

Standard hiring methods include structured and unstructured interviews, cognitive tests, personality assessments, work simulations, peer reviews, and reference checks. These methods evaluate candidates based on the following:

• Ability: Does the candidate possess the necessary skills for the job? Are they able to perform effectively?
• Trainability: Can the candidate improve their skills through training? Do they have the potential for ongoing development?
• Commitment: Is the candidate likely to be dedicated to their role and the company? Will they stay and continue to contribute productively?

3. Optimize Your Onboarding Process

A strong onboarding process is essential to ensure the new employees you hire can quickly adapt to their new environment during the crucial early days. Many small businesses often overlook this. Inadequate initial training and resources can lead to poor long-term performance and lower retention rates. New employees who feel neglected or confused initially are more likely to underperform or leave prematurely.

To begin with, it’s important to set clear expectations so that new hires thoroughly understand their roles. Ensure job postings clearly outline the responsibilities and desired qualities of the “ideal candidate.” When reviewing resumes, assess technical and soft skills, such as self-motivation and leadership potential. Develop interview questions aligned with the skills and personality traits essential to your business.

For example, if teamwork is vital, consider asking how they would handle conflicts with coworkers or contribute to team support. Keep candidates informed throughout the hiring process. Clearly outline the responsibilities of new hires, so they know what is expected of them. Provide practical training and relevant learning materials specific to their roles to help them perform effectively. Make it a point to check in frequently, especially during the initial weeks, and encourage them to ask any questions.

Once hired, provide a comprehensive onboarding experience to help them grasp their role and smoothly assimilate into the company culture. Small welcoming gestures like team introductions, a casual lunch, or a tour of the premises can make a significant difference. Investing effort in these initial stages can prevent future frustrations and enhance productivity, confidence, and employee loyalty. Effective onboarding not only sets the tone for new hires but also contributes to the overall success of your business.

4. Giving Effective Feedback

When offering feedback, ensure it is timely and precise to make it useful and actionable. A structured approach like the Situation-Behavior-Impact (SBI) model can help deliver clear feedback. Here is how to apply this method:

• Situation: Specify the context in which the behavior occurred.
• Behavior: Detail the actual, observable behavior without making assumptions.
• Impact: Describe how the behavior influenced the team or project.

For instance, instead of saying, “Great job on the presentation,” you might say, “During yesterday’s client meeting, when you presented the updated project timelines, it clarified our team’s direction and reassured the client about our progress.”

This method helps the employee understand which actions were effective and how they contributed to the team’s goals. Offering feedback consistently during formal reviews is beneficial, as this promotes a culture of continuous improvement and open communication.

Additionally, when pointing out areas that need improvement, focus on specific behaviors instead of personal traits and recommend explicit actions for improvement. For example, if an employee needs to improve their time management, offer specific instances where their delays affected team deliverables and discuss possible strategies for better time management.

5. Invest in Training

As we mentioned above, investing in employee training brings a range of advantages to both the individuals involved and the company as a whole. Quality training boosts employee satisfaction and independence, equipping them with the skills needed to excel in their roles with increased confidence and capability. This results in a more driven workforce and improves overall job satisfaction and opportunities for career progression.

A strong training program can also give your company a competitive edge by ensuring your team is up-to-date with the latest industry trends and technologies. Moreover, it fosters a safer and more supportive workplace, which is crucial for sustaining high productivity and reducing employee turnover.

Various affordable training options are available for small businesses or those operating on tight budgets. These options include e-learning, on-the-job training, mentorship programs, and microlearning sessions, which deliver targeted training in short, digestible segments. These cost-effective and flexible training methods allow employees to learn at their convenience.

When crafting an effective training strategy, consider these steps:

• Provide a variety of learning modalities to suit different preferences and needs.
• Incorporate training in soft skills to improve communication, leadership, and customer service.
• Ensure the training aligns with the company’s strategic objectives, particularly in preparation for quick growth, to prepare employees for future roles.

6. Keep Up With Employment Laws

Labor laws are always changing, affecting different aspects of employment, such as working hours, leave, benefits, and workplace safety.  For instance, small businesses in the US must be aware of their responsibilities under various federal statutes such as:

• Title VII of the Civil Rights Act of 1964
• The Occupational Safety and Health Act of 1970
• Titles I and V of the Americans with Disabilities Act of 1990
• The Age Discrimination in Employment Act of 1967
• The Fair Labor Standards Act
• The Family and Medical Leave Act
• The National Labor Relations Act

Ensure your company follows your area’s rules to prevent legal problems. Your HR department must clearly outline company policies about work schedules, attendance, leave, payroll, benefits, safety, and guidelines on harassment and discrimination.

You should also have procedures for when employees resign or are terminated. It’s a good idea to write down these policies in a company handbook, which should also explain your company’s vision, mission, and objectives. Additionally, you should set expectations for employee behavior during work hours. Give this handbook to all employees and make it part of the orientation for new hires.

7. Develop an Effective Payroll System

It is crucial to manage payroll efficiently to keep your team satisfied, minimize errors, and save time. However, many small businesses need help with this task. Setting up a robust payroll system requires time and expertise; without knowledge in this area, it can be challenging to establish an effective process.

Suppose you ignore to streamline your payroll process. In that case, it can result in excessive time spent on manual calculations during every pay period and increase the risk of costly mistakes with tax payments or filings.

Select dependable payroll software or a knowledgeable provider to reduce error risks to overcome these challenges and manage your payroll effectively. Implement direct deposit to provide convenience for your employees and add a layer of protection against errors and fraud.

Automate repetitive tasks within your payroll operations. Consider linking your timekeeping system with your payroll software or setting up automatic tax payments every quarter. Finally, make it a routine to meticulously check your calculations for deductions, earnings, and taxes each pay period to ensure accuracy and address any discrepancies promptly.

8. Understand Regulatory Compliance

Apart from employment laws, ensuring adherence to regulatory standards such as those set by the Occupational Safety and Health Administration (OSHA) and the Equal Employment Opportunity Commission (EEOC) is essential for maintaining a safe and healthy work environment. Compliance is key for avoiding fines and supporting a workplace free from safety hazards and discrimination.

OSHA regulations aim to reduce workplace risks, including injuries and illnesses. Following these rules can lead to lower healthcare expenses, fewer disruptions at work, enhanced employee morale, and a stronger business reputation. Compliance also greatly reduces the risk of legal issues related to workplace accidents or safety infractions.

The EEOC oversees the enforcement of federal laws against workplace discrimination. Familiarizing with and implementing EEOC guidelines is crucial for establishing a fair hiring process and work environment, which helps avoid legal problems and promotes a positive organizational culture.

If you are uncertain about the specific regulations that apply to your business, consider consulting state and local authorities for guidance.

9. Handling Tough Discussions

Tough discussions are a part of management, and a solid HR strategy can help facilitate these effectively.

Begin by inviting the employee in a non-intimidating manner. (Tip: Avoid saying, “Meet me in HR at 8:00 a.m. tomorrow.”) Then, plan ahead by clearly outlining what you need to discuss. It’s important to remain calm and communicate clearly and empathetically. Focus on the employee’s perspective, not just your own. This method helps make the conversation constructive and respectful, allowing the employee to grasp the concerns and how to progress positively.

10. Utilize HR Software for Streamlined HR Management

Adopting HR software is a wise decision to boost the efficiency and organization of your HR operations. HR software consolidates critical HR functions—like documentation management, attendance tracking, and performance monitoring—into a single secure platform. This consolidation simplifies workflows and enhances productivity within the HR department.

Key Benefits of HR Software:

• Increased Efficiency: HR software automates many routine tasks, such as onboarding, payroll management, and performance evaluations, which traditionally take up significant HR time and effort. Automation helps eliminate repetitive manual tasks, freeing up time for more strategic initiatives.
• Improved Compliance and Risk Management: HR software supports better compliance with labor laws and regulations by keeping detailed records and automating compliance-related tasks. This helps maintain standards and avoid legal issues.
• Cost Savings: Although it requires an upfront investment, HR software can lead to substantial long-term savings. It reduces reliance on manual processes, decreases staffing costs, and minimizes errors that can be expensive to correct.
• Data-Driven Insights: With built-in analytics, HR software provides valuable data on key HR metrics, enabling informed decisions about workforce management, identifying areas for cost reduction, and enhancing employee engagement.
• Enhanced Employee Experience: HR software offers self-service portals where employees can manage their personal information, request leaves, access payslips, and more independently, enhancing their satisfaction by giving them control over their HR-related needs.
• Scalability: HR software can scale to accommodate more employees and increasingly complex workflows without significantly modifying the existing setup as your company expands.

11. Introduce Flexible Work Arrangements

Flexible work arrangements help employees balance their work and personal lives, leading to greater job satisfaction and improved productivity.

You can choose from several models, such as remote work, flextime, or compressed workweeks, depending on what best fits your employees’ needs and your company’s goals.

If you’re planning to offer flexible work options this year, you might consider:

• They allow employees to adjust their working hours to manage family obligations and personal needs better.
• To keep productivity high, it focuses on results rather than strict office hours. It’s important to set clear and achievable performance targets to avoid overworking.
• We are implementing technology that supports remote work and team collaboration effectively.

12. Focus on Mental Health

In the wake of the pandemic, mental health has become a primary concern in HR practices. Acknowledging and supporting your employees’ mental health and well-being is essential to maintain an open and supportive work environment.

Establishing a healthy workplace positively influences productivity and employee satisfaction. A significant number of employees prioritize this: According to research from the American Psychological Association, 81% of workers are likely to seek employers that support mental health in their future job searches.

What steps can you take to nurture a healthy and supportive work environment?

• Promote open discussions about mental health at work. Create an atmosphere where employees feel comfortable and supported when discussing their mental health. This will help eliminate mental health stigma and encourage employees to share their experiences and challenges.
• Develop mental health awareness initiatives. Start programs that increase understanding of mental health issues and provide support resources. Consider organizing workshops, webinars, or seminars with mental health professionals who can address stress management, work-life balance, and resilience.
• Introduce employee Assistance Programs (EAPs). EAPs can provide critical support for employees dealing with personal or professional issues. These programs usually offer confidential counseling, mental health evaluations, and links to additional resources.

Conclusion

In 2025, small businesses will face various HR responsibilities essential for smooth operations and growth. By implementing the top HR tips outlined, businesses can effectively manage their workforce, ensure compliance with regulations, foster a positive company culture, and improve overall employee satisfaction.

Key strategies include aligning HR with business goals, optimizing the hiring and onboarding processes, and maintaining a strong focus on employee well-being, including mental health support. HR software can streamline operations, and flexible work arrangements can enhance productivity. With these practices, small businesses can build a motivated, well-managed team, allowing owners to focus more on business growth and less on administrative tasks.

Frequently Asked Questions

The discount retailer 99 Cents Only Store declared on April 4 that it would shut down its 371 stores across the country. The company plans to start closing operations permanently, with merchandise liquidation scheduled for this weekend, facilitated by Hilco Real Estate.

Several factors have contributed to the decision to close the business. These include the effects of COVID-19, inflation, changing consumer preferences, and increased shrinkage from lost inventory or cash due to theft, damage, or administrative mistakes.

Key Takeaways

• Closure Announcement: The 99 Cents Only Stores will close all 371 locations across California, Arizona, Nevada, and Texas. This marks the end of the discount chain’s over forty years in retail.
• Contributing Factors: The decision to close was driven by several challenges, including the impact of COVID-19, inflation, shifting consumer preferences, and increased product losses from theft, damage, and administrative mistakes.
• Liquidation Process: The company has partnered with Hilco Global to manage the liquidation of its inventory and the sale of store fixtures, furnishings, and equipment. Liquidation sales began in early April 2024 and will continue until all inventory is sold.
• Historical Context: Founded in 1982 by David Gold, 99 Cents Only pioneered the single-price retail model. However, inflation and other economic factors led to changes in this model, making it unsustainable in recent years. Closing these stores will leave many large properties vacant in prominent locations.

99 Cents Only Stores Announces Closure of All Locations After Four Decades in Business

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The discount retailer 99 Cents Only Stores has closed all 371 locations in California, Arizona, Nevada, and Texas. After over forty years in the retail industry, this move ended the store’s presence, during which it became known for its affordable prices. Recently, the chain faced increased operational costs and a higher rate of merchandise loss due to customer errors, damage, internal losses, and theft.

Interim CEO Mike Simoncic stated that the retailer has faced challenges for several years due to the COVID-19 pandemic, shifts in consumer preferences, inflation, and increased product losses, including employee theft, shoplifting, damage, and administrative mistakes. He noted that the pandemic significantly affected the company’s operations, worsening existing challenges and creating new ones, such as disruptions in supply chains and a shift in consumer habits towards online shopping, leading to decreased foot traffic in physical stores.

99 Cents Only Stores, along with its financial and legal advisors, conducted a thorough review of all viable and credible options to find a way to keep the business operational. After months of exploring these options, the company concluded that an orderly shutdown was necessary and would best preserve the value of its assets.

The company has negotiated with Hilco Global to liquidate its inventory. Additionally, it will collaborate with the firm to dispose of fixtures, furnishings, and equipment across its 371 stores.

Hilco Real Estate will oversee the sale of the company’s store locations in four states. The company also stated that Simoncic will resign, and Chris Wells will assume the role of chief restructuring officer. The liquidation sales began in early April 2024 and are expected to continue until the inventory is completely sold off.

Simoncic stated that making this decision was very hard, and it did not lead to the results they anticipated or desired.

Initially, the chain sold most items for 99 cents, but in recent decades, this pricing model became unsustainable, even though the company retained its trademarked name.

David Gold founded 99 Cents Only in Los Angeles in 1982, introducing the single-price retail model. Initially, dollar stores were considered outlets for lower-quality products, but the Gold family transformed their stores into clean, organized spaces offering high-quality goods like groceries and household items.

Howard Gold, David’s son, remembered the business’s immediate success. He noted that customers were so surprised by the low prices that they speculated the store was government-subsidized.

For many years, it was one of the few true “dollar” stores, where everything was priced at 99 cents or less or combined to total 99 cents. This approach changed in 2008 when rising inflation, increasing food and fuel costs, and a higher minimum wage led 99 Cents Only to alter its pricing strategy.

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In 2011, the company was sold for approximately $1.6 billion as dollar stores gained popularity during the Great Recession. By 2013, Howard Gold and the family management team had left the company. Today, the closure of 99 Cents Only will result in numerous large, empty properties across key locations in Los Angeles County, including Hollywood, Silver Lake, Mid-Wilshire, Santa Monica, Thai Town, North Hollywood, and Glendale.

The announcement arrives just weeks after Dollar Tree revealed plans to close nearly 1,000 Family Dollar stores—600 within the first half of this fiscal year and an additional 370 as their leases expire. Furthermore, the retailer will close 30 of its primary Dollar Tree stores upon the expiration of their leases.

About 99 Cents Only

99 Cents Only Stores began as a leading discount retailer known for carrying branded consumable goods and general merchandise. They serve as a primary shopping location for budget-conscious consumers and provide a fun, value-focused shopping experience for others looking for good deals.

Their well-organized and clean stores offered full-service shopping that delivered considerable savings on a diverse range of high-quality products. The products ranged from everyday household essentials to fresh produce and included a variety of seasonal and party goods like decorations, costumes, and gifts. Their stock included both special one-time buys of name-brand overstocks and consistent supplies of food and beverage items, such as produce, deli products, and other staple grocery items.

The company was established in 1982 by Dave Gold and is based in Commerce, California. As of 2023, 99 Cents Only Stores employs 17,000 people and generates $2.9 billion in revenue. It is ranked #212 on Forbes’ list of America’s Largest Private Companies. Despite these achievements, 99 Cents Only has filed for Chapter 11 bankruptcy, ending its more than four-decade run.

Conclusion

The closure of 99 Cents Only Stores marks the end of an era for the discount retail industry. Over four decades, the company offered affordable goods and became a staple for budget-conscious consumers. However, a combination of factors, including the COVID-19 pandemic, inflation, and operational challenges, has led to the decision to cease operations. The liquidation process, overseen by Hilco Global, will involve selling off the remaining inventory and assets.

The departure of Interim CEO Mike Simoncic and the transition to Chris Wells as chief restructuring officer reflect the company’s efforts to manage this challenging period. Despite its significant contributions to the retail landscape, 99 Cents Only Stores could not sustain its business model in the face of evolving market conditions. The company’s closure will leave a notable gap in the communities it served, highlighting the ongoing shifts in the retail sector.