In the United States, we often labor under the notion that time is money. Sometimes it feels as though the American way is all work and no play, and the statistics back it up.
To start, the U.S. is the only advanced economy that doesn’t guarantee its workers paid vacation. According to a recently revised report by the Center for Economic and Policy Research, that means 23% of workers have no paid vacation and 22% of workers have no paid holidays. In comparison, the European Union’s Working Time Directive requires its member countries to provide European workers at least 20 paid vacation days a year — something many U.S. workers will never receive.
The proliferation of appropriation art—or art that intentionally copies another person’s work and alters it in some way—has been at the forefront of a series of copyright infringement cases over the last few decades. A common defense used in this age-old strategy is “fair use” under U.S. copyright law. This claim has provoked a longstanding debate among the industry.
To some, the ability to claim “fair use” opens up the possibility to creatively expand upon existing visual works. However, others fear it opens up their material to exploitation at the hands of well-known artists and companies who make minor “cosmetic upgrades” and then take credit for the work as their own.
As a business owner and decorator, it’s important to thoroughly understand the difference between “fair use” and copyright infringement to avoid costly lawsuits. But don’t worry, we’ll break it down for you.
*Please note, this article should not be taken as legal advice. Always consult with your personal legal advisor before relying upon the information provided.
The Fair Use Defense
What is Fair Use?
“Fair use” is outlined in a set of guidelines found in Title 17, Section 107 of the U.S. copyright act. It allows the use of copyrighted materials without permission from the owner in specific cases. Essentially, the guidelines give people the ability to build upon the work of another so long as it doesn’t deprive the original artist of the right to “control and benefit from their works.”
When deciding whether or not to buy a product from a brand online, do you take their boasting statements seriously? Or, do you sift through online reviews from fellow peers and ask friends about their experience before making a decision?
To push past the competition, get in consumers’ good graces and grow your company, we’ve rounded up four strategies to help you gain some solid reviews!
1. Be Where Your Customers Are
Before customers can leave reviews or form an opinion, they have to be able to find your business. However, we want them to find you without having to go to your actual website. You need to show up on sites, where people can recommend your services, like Yelp, Google and Facebook.
The success of a business is only as good as the people leading it. Bad leaders produce unproductive work environments and stagnant growth. In contrast, great leaders can develop trust, engage employees and fast-track success.
When it comes to successful business leaders, these are five of the top identifiable characteristics they commonly share:
1. A Clear Vision
Renowned business executive Jack Welch said, “Good business leaders create a vision, articulate the vision, passionately own the vision, and relentlessly drive it to completion.”
If you don’t have a clear and engaging vision of where you want your company to go and what you want to accomplish, you can’t expect others to follow suit. Employees need a common goal that they can get behind to feel a sense of belonging and usefulness.
A common misconception is that you only need to network when in search of a new job. However, the reality is that networking and face-to-face interactions are crucial for any small business’ continued success. As an entrepreneur, connecting with new people is a necessary skill for growth.
We’ve listed out why networking is important and some best practices to help you get the most out of the experience.
Behind every good business are good people; the focused, passionate, reliable people representing your company along every step of the customer journey.
However, profitability and time savings aside, putting the success of your business in the hands of others isn’t always what it’s cracked up to be. Regardless of how skilled an employee might be, it can be difficult to delegate and relinquish total control. A difficulty that only digs its heels deeper when employee roles aren’t being filled to the best of their ability (and necessity).
This is why properly vetting and investing in quality candidates upfront is so important – not just for your own sanity, but for the longevity of your business. Here are some things to consider to help recruit the right employees.
Design the Right Roles
A job description is not the sole indicator of quality when it comes to who applies to your screen printing business, but it certainly plays its part. If you want the right people to see the value in applying to your openings, put in the time for building out thoughtful, thorough job descriptions.
Use the questions below to help you summarize expectations, while also showcasing company values:
What skill sets are required?
Where are you willing to be more flexible for the right person?
What tasks should be expected on a day-to-day basis, in addition to those that’ll speak to long-term growth potential?
Think Outside the Experience Box
Today’s recruiters (86%) and employers (62%) believe the labor market is now candidate-driven, making it pretty difficult to reel in any applications – let alone from highly-qualified job seekers. The key is to remain flexible on certain technicalities.
As you consider what makes an employee right for your business, embrace the idea of looking beyond experience. For example, a novice screen printer with a strong design portfolio may be a better long-term investment for your company, than someone who simply checks the box for 5-6 years of previous related experience.
Be Mindful of Compatible Personalities
There are certain traits you should look for across every potential employee stepping through your door. You want people that can solve problems, show up on time, learn quickly, and bring a general sense of positivity and passion for the work they do. However, this doesn’t mean everyone has to execute those types of characteristics in the same way.
Personalities and work-style preferences are bound to differ — it’s unavoidable, it doesn’t mean different will inevitably clash. Take stock of the types of personalities currently on staff:
Is there a way to produce a bit of yin to the yang?
Are there any overlapping weaknesses with current employees that can be complemented with strengths in the next hiring session?
Based on the potential new role, what specific personality traits are needed to perform the job well? E.g. Attention to detail for screen printers or extroverts for customer support representatives.
Ask the Right Interview Questions
It’s probably fair to say you’d be a little put off if an interviewee showed up having done zero preparation (anyone would be). That same standard applies to you as the hiring manager. You can’t expect to properly gauge the qualifications of the interviewee if you haven’t thought through what it is you actually want to ask them.
On a very basic level, asking the right interview questions starts with focusing on things that aren’t easily answered with a ‘yes’ or ‘no’. The questions should encourage open-ended responses and discussion.
Additionally, the more details you can coax out of someone, the better. When a job seeker is able to go beyond glossing over their resume and bring forth specific insights, they’re validating experience and a knowledge base.
If you’re able to include another individual from the shop in the process, do so. Bringing another brain to the table helps gut check whether your feelings — positive or negative — toward a potential candidate are echoed and valid.
What ‘musts’ have found their way into your hiring process over the years? Comment below.
With several, quality methods available to create impressive, custom apparel garments, direct-to-garment (DTG) printing is a newer technique gaining recognition among printers – especially small-business owners. Created in the late ’90s, DTG printing uses a custom inkjet printer to apply water-based inks directly to the textile. The garment’s fibers then absorb the liquid. The process is likened to printing a document at home — replace paper with garments. The outcome is some seriously impressive designs customers go crazy for.
Whether you’re considering contemporary tactics to add to your business services or just getting started and marinating on a customization method, direct-to-garment printing can be a lucrative option.
Research has shown that the children’s apparel industry is booming, and honestly, we’re not surprised. Custom bibs and hats are adorable gifts for baby showers, and thanks to social media, matching “parent-child” tees have become extremely popular. In 2016, global sales for children’s apparel and footwear outperformed adult fashion sales by experiencing a total value growth of 5% to reach $203.4 billion! Last year, childrenswear outpaced womenswear and menswear in retail value growth again. In simpler terms – children’s apparel is on the rise.
While many companies prepare for the onslaught of rushed holiday orders and increased sales, the custom apparel industry tends to cool down with the weather. Students are home for break, people get busy with the holidays and production usually falls to the wayside. Have no fear, winter isn’t coming just yet (no need to brace yourselves, GOT fans). You still have a few months to prepare for the slow months ahead. We’ve listed five strategies to make sure your printing business can continue to press on in the future. Continue reading “5 Strategies to Prepare for the Slow Winter Season”→