MCDA Business Brief

Temporary help can carry a business through the holidays. In California, seasonal employees are covered by most of the same rules as permanent staff, many of them from day one.

Most businesses learn why someone left during the exit interview. A stay interview asks the same questions while there's still time to act on the answers.

Signing the documents ends the deal. For the people inside both businesses, the first 90 days are when the real work of becoming one company begins.

A business owner notices that sales are down. The immediate question is often: “How do we fix it?” But before deciding on a solution, there's another question worth asking: “What is actually causing the problem?” That's an important distinction. A symptom is something you can see happening in the business. A business problem is the underlying issue contributing to that outcome. The difference matters because treating a symptom can sometimes improve what you see temporarily wi

Workplace mental health has become a more visible topic in recent years, and with that visibility comes a common source of anxiety for managers: uncertainty about their role. Many managers worry they'll say the wrong thing, overstep a professional boundary, or take on responsibility that isn't theirs to carry. That uncertainty is reasonable. A manager is not a therapist, and shouldn't try to be one. But a manager is also not powerless, and the space between those two extremes

There are stretches in nearly every business cycle when hiring slows down. Budgets tighten, the economic outlook feels uncertain, or leadership decides it is simply not the right moment to add headcount. Whatever the reason, hiring caution is a common and reasonable business decision. It is not, however, a reason to put team development on hold. In fact, periods of hiring restraint are often when investing in the existing team matters most. A smaller team is frequently asked

Every generation that enters the workforce gets a wave of commentary about how different they are from the ones before them. Gen Z is no exception. But underneath the generalizations is a real shift worth paying attention to: this generation grew up with constant access to information, watched previous generations navigate economic uncertainty, and entered the workforce with different assumptions about what a job should provide. For managers, the challenge is not deciding whe

Ask business owners how they feel about the current climate, and many will describe some version of the same thing: cautious optimism about their own company, paired with real uncertainty about everything around it. Industry surveys throughout 2026 have echoed this pattern, pointing to declining confidence in the broader economic and political environment, even as many business owners report that their individual companies remain fundamentally sound. That gap, confidence in o

For much of the past few years, small business owners have grown accustomed to a difficult borrowing environment. Elevated interest rates made new financing more expensive, and many companies delayed expansion plans, equipment purchases, or hiring simply because the cost of capital felt too high to justify the risk. That environment has started to shift. After a period of sustained rate increases, borrowing costs have eased from their recent peaks, and many lenders are once a

Company culture is often described through values, mission statements, handbooks, and internal policies. These tools matter. They help define expectations, create structure, and give employees a shared understanding of how the organization is supposed to operate. But culture is not shaped by policy alone. In many workplaces, the real culture is formed through what employees observe every day. How leaders communicate. How decisions are made. How conflict is handled. How accoun

Promoting an employee is often a positive sign of growth. It can reflect trust, increased responsibility, and the company’s investment in that person’s future. But when a promotion involves moving an employee from hourly to salary, employers need to be thoughtful. A salaried role is not simply an hourly role with a different pay structure. In many cases, employers are also deciding whether the employee should be classified as exempt or nonexempt. That distinction matters beca

Growth is exciting, but it often brings a new level of complexity. A business that once operated smoothly with a small team and informal systems may eventually reach a point where decisions become more layered, finances require closer oversight, operations need stronger structure, and marketing needs clearer direction. For many growing companies, this is the stage where leadership gaps become more visible. The challenge is that not every business is ready, or financially posi

Many business owners know they need to keep track of their finances, but the difference between bookkeeping and financial planning is not always clear. Both are essential to a healthy business, but they serve very different purposes. Bookkeeping helps you understand what has already happened in your business. Financial planning helps you prepare for what comes next. When both are done well, business owners gain a clearer picture of their current financial position and a stron

Artificial intelligence is becoming more common in recruiting and talent screening, especially as businesses look for faster, more efficient ways to manage applications, identify qualified candidates, and reduce administrative strain on hiring teams. Used thoughtfully, AI can support a stronger hiring process. It can help organize resumes, flag relevant qualifications, assist with interview scheduling, summarize candidate information, and create more consistent workflows. For

An employee handbook is one of the most important documents a business can maintain. More than simply outlining workplace rules, a well-written handbook helps communicate expectations, establish consistent policies, support compliance efforts, and provide employees with a clear understanding of their rights and responsibilities. As employment laws and workplace practices continue to evolve, businesses should periodically review their handbooks to ensure policies remain curren

The workplace has undergone a significant transformation in recent years. While fully remote work gained momentum during the pandemic, many organizations have since adopted a hybrid model that combines in-office and remote work. For many businesses, this approach offers the best of both worlds: flexibility for employees and opportunities for collaboration and culture-building in the workplace. However, a successful hybrid workplace requires more than simply allowing employees

Proper recordkeeping is one of the most important responsibilities of any business owner. While maintaining organized records may not be the most exciting aspect of running a business, it can have a significant impact on financial management, compliance, tax preparation, and long-term business success. Unfortunately, many businesses either keep too little documentation or hold onto records without any clear organizational strategy. Both approaches can create challenges when q

In business, there is often pressure to do more. More marketing. More networking. More content. More meetings. More outreach. While activity is important, many business owners find themselves asking a critical question: Is growth driven by how often you do something, or by how consistently you do it? The answer may not be as straightforward as it seems. Frequency certainly has its place. Repetition can increase visibility, create opportunities, and accelerate results. However

Growth is often viewed as the ultimate goal for a business. More customers, higher revenue, additional locations, and larger teams are all common indicators of success. However, growth without preparation can create as many challenges as opportunities. Many businesses focus on whether they can grow, but fewer take the time to determine whether they are truly ready for growth. Expansion places additional demands on finances, operations, employees, and leadership. Without the r

Alignment within an organization is often discussed, but rarely examined with the depth it deserves. While strategies, goals, and growth plans may be clearly defined at the leadership level, the true measure of success lies in how well those priorities are understood and executed across the organization. When leadership and employees are not aligned, the impact is not always immediate or obvious. Instead, it shows up over time in the form of inefficiencies, disengagement, and