Category Archives: Business Reports

By Jeffrey Shapiro

For many local businesses, Google reviews function as a public trust score that can influence whether a customer chooses one company over another. Because online reviews play such a significant role in consumer decision-making, regulators have increasingly focused on preventing review manipulation.

In response to widespread abuse, the Federal Trade Commission’s Rule on the Use of Consumer Reviews and Testimonials (16 CFR Part 465) took effect Oct. 21, 2024. The rule gives the FTC a new enforcement tool: the ability to seek civil penalties for knowing violations.

This column outlines the rule’s primary prohibitions and offers practical compliance steps for businesses.

What Does the Rule Cover?

The rule targets specific review-manipulation practices across platforms, including Google Business Profiles, Yelp, industry directories, retailer sites and social media. It focuses on fake or false reviews or testimonials, improper incentives, insider reviews without disclosure, review suppression, review hijacking (repurposing reviews) and fake indicators of influence such as followers, likes and views.

The rule prohibits creating, selling, buying or disseminating reviews or testimonials that are fake or false, including reviews from people who did not have the claimed experience. This can include fabricated Google reviews, AI-generated reviews presented as genuine consumer experiences or reviews from individuals who never used the product or service.

By Shawn Weinberger, Keena Sales & Marketing Manager

January has a way of slowing things down just long enough for business owners to catch their breath. After the rush of year-end deadlines and holiday logistics, the calendar resets, and there’s a moment, however brief it may be, to look back at what worked, what dragged on longer than it should have, and where time was lost to tasks that rarely advance the organization’s mission or goals.

For many small and midsize companies, those time-wasters share a common thread: they’re administrative. Payroll quirks, paperwork, filing deadlines, benefits questions—each is essential, but none is central to why the business exists. On a lean team, that work can quietly consume more hours than anyone intends.

As owners step back and take stock, the weight of these tasks becomes impossible to ignore. That’s when outsourcing starts to feel less like a choice and more like a lifeline. Bringing in outside support doesn’t mean losing control. It means reclaiming time, energy, and focus for the areas that grow the business.

One of the most comprehensive ways to achieve that balance is by partnering with a Professional Employer Organization, or PEO. Unlike a company that handles only one piece of the puzzle, a PEO steps in as a full partner. Through a co-employment model, it manages payroll, benefits, compliance, and other HR responsibilities all at once, giving small and midsize businesses the expertise and support they need while leaving them in control of daily operations and strategy.

Almost immediately, owners notice the difference. They watch as payroll runs smoothly, tax filings don’t cause surprises, and questions about benefits or compliance are quietly managed in the background. Beyond these operational advantages, a PEO can also provide guidance on HR best practices and employee development, giving teams the support they need to focus on growth, innovation, and long-term success.

by Kenneth J. Entenmann CFA®
Posted November 19, 2025

“If you build it, they will come.” That famous, whispered line from the movie Field of Dreams seems appropriate for today’s equity market. In April, the market sold off in an overreaction to China’s Deepseek AI model and “Liberation Day” tariff announcements. From Feb. 28th through April 8th, the S&P 500 was down nearly 20%. Since then, it has been on a tear, reaching record high levels multiple times in the Fall. The primary driver of this strong move has been Artificial Intelligence (AI). Indeed, the top 10 stocks in the S&P 500, led by the “hyperscalers” (Microsoft (MSFT), Alphabet (GOOG), META (META, formerly known as Facebook) and Amazon (AMZN)) account for nearly 40% of the S&P 500 market cap! But they also generate 33% of the S&P 500 earnings! The incredible earnings have lifted the Price/Earnings (P/E) ratio of the top 10 to a lofty 32x earnings. The rest of the S&P 500, the other 490 companies, trade at 19.5 and the overall S&P 500’s P/E stands at 23 times earnings. Historically, that is an “expensive” P/E relative to the 30-year average of 17.1 times earnings. Nonetheless, the power and potential of AI have been used to justify the high valuation of the AI universe and the overall market. Don’t worry about high P/Es, this time will be different! The most dangerous sentence in the world!

To be clear, AI does appear to be the next great innovation that has the potential to transform economic productivity. Over the last 150 years, there have been several periods associated with great innovation and high productivity gains. In the late 1800’s, mechanization transformed the economy from an agrarian economy to an industrial economy. The automobile in the 1920s. Post WWII brought electrification and aviation. More recently, the invention of the personal computer, mobile phones and the internet had a dramatic impact on productivity and economic growth.

By Rose Miller

The workplace is more multigenerational than ever. With many employees delaying retirement and Generation Z entering in full force, as many as five generations are now working side by side. This diversity brings incredible strengths, but it also creates challenges. Each generation carries distinct values and expectations, and business leaders must recognize that a one-size-fits-all approach to employee benefits no longer works.

As I advise companies, I often remind them that wages and benefits are more than a cost of doing business—they are a core recruiting and retention strategy. To remain competitive, organizations must evaluate their benefits through the lens of their workforce’s evolving needs. And today’s employees are asking for much more than health insurance and a 401(k).

Here are some of the benefits I see gaining the most traction in the marketplace:

• Flexible work arrangements: Employees value flexibility, whether it’s hybrid schedules or the ability to set their own hours. While not possible in every industry, flexible models allow organizations to balance employer needs with employees’ desire for work-life balance.

• Health and wellness programs: Mental health support is no longer a “nice-to-have.” Employees are experiencing higher levels of stress and burnout, and benefits such as counseling, mental health days or therapy access can be game changers.

• Fitness perks: Gym memberships or fitness discounts not only encourage healthy lifestyles but also reduce long-term health costs for employers.

By Kathlene Thiel

When a business owner decides to sell their company, it’s often the culmination of years—sometimes decades—of hard work, sacrifice, and strategic growth. Yet, despite the emotional and financial weight of such a decision, many entrepreneurs attempt to navigate the complex world of mergers and acquisitions (M&A) without professional guidance. That’s where an M&A advisor steps in—not just as a broker, but as a strategic partner, negotiator, and process leader who can dramatically improve outcomes.

Selling a company is a nuanced, multi-phase journey involving valuation, due diligence, legal structuring, and emotional decision-making. Most business owners are experts in their industry but not mergers & acquisitions. An advisor educates you on each step of the process, from initial preparation to final closing. They demystify terms like “quality of earnings,” “working capital peg,” and “reps and warranties,” ensuring you’re informed and confident. More importantly, they lead the process—setting timelines, managing milestones, and keeping all parties aligned. Without this leadership, deals can stall, unravel, or leave value on the table.

A well-prepared Confidential Information Memorandum (CIM) or offering document can make or break buyer interest. M&A advisors know how to present your company’s story in a compelling, credible, and strategic way. They highlight strengths, mitigate perceived risks, and position the business for maximum valuation. These documents aren’t just marketing tools—they’re the foundation for buyer diligence and negotiation. A sloppily prepared CIM can signal disorganization or lack of professionalism, while a polished one reinforces your credibility and sets the tone for serious engagement.

By Sara Mannix

Artificial Intelligence can make your business more efficient, smarter, and more productive, giving greater value to your customers. At Mannix, we started small and progressed through clear, manageable stages..

Stage 1: Search Engine AI | Ask, Learn, Act

Skip Google and use AI. ChatGPT, Claude and Google’s Gemini have become our go-to tools for quick answers and deeper research. Instead of searching, we now ask AI-specific, actionable questions like:

“Act as a marketing expert and research the fitness app industry. Identify five leading companies, analyze their products, and summarize the unique selling propositions, pricing structures, and provide web links.”

“We currently use [X product] for analytics, but we’re looking for a tool that can also do [Z feature]. What are five alternatives, and what makes them superior to our current tool?”

“We’re considering a patent for [X]. What are the steps we need to take, and what should we be aware of in the process?”

Instead of spending 15 minutes reading through websites, we get the answer in 15 seconds. This is search engine AI. It’s the easiest entry point and results in time savings.  

If you haven’t used AI yet… start with this: Replace some of your Google searches this week with an AI prompt. If you don’t get the right answer immediately, provide more detail, as if you were talking to an assistant.

By David Kopyc

For many married couples, turning 50 brings retirement into sharper focus. With children grown or nearly grown and roughly 15 to 20 years until traditional retirement age, it’s time to take stock, make adjustments and ensure you’re on a solid path forward.

Gone are the days when retirement rested on a three-legged stool of Social Security, a pension and personal savings. Today’s couples must balance 401(k)s or IRAs, brokerage accounts, other investments and, in some cases, part-time work. Coordinating finances with your spouse is no longer optional—it’s essential.

Two incomes, two retirements, one plan

Each spouse often has a separate career, savings history and retirement timeline, but you’ll share one household budget. Whether you retire together or years apart, align your spending expectations, investment strategies and lifestyle goals. A mismatch can create unnecessary friction or financial shortfalls.

Longer lives, longer retirements

Advances in health care mean today’s 50-year-olds could spend 30 to 40 years in retirement. Plan for decades of expenses—including inflation, health care and possible long-term care—on a fixed or semi-fixed income.

Health care costs

Fidelity Investments estimates a healthy 65-year-old couple retiring in 2025 will spend more than $350,000 on medical costs over their lifetimes, excluding long-term care. Review Medicare options, consider a health savings account (HSA) and evaluate long-term care insurance.