Resources for Sage X3 Users

Managing high volumes of customer payments can be time-consuming, but it doesn’t have to be. Net at Work’s new ACH Lockbox add-on for Sage X3 provides greater flexibility and efficiency, helping businesses streamline cash application, improve reconciliation, and reduce manual effort. While Sage X3’s native AR Lockbox provides essential lockbox functionality, our add-on offers additional features tailored for businesses handling high transaction volumes or complex payment scenarios. What is an AR Lockbox? An Accounts Receivable (AR) lockbox is a cash management service that automates and accelerates payment collection. Instead of sending payments directly to a business, customers mail checks or submit electronic payments to a designated lockbox. A bank of your choosing then processes these payments, deposits the funds, and provides an electronic file that you can import into Sage X3 to reconcile transactions. How an AR Lockbox Works Customer Sends Payment Customers send payments to a dedicated lockbox address. Bank Collects & Processes Payments The bank retrieves and processes payments multiple times a day. Checks and remittance documents are scanned for record-keeping. Payment Processing: The bank deposits the funds into the business’s account. Remittance data (such as invoice numbers and customer details) is recorded and made available to the business via the banking portal. Data Transmission: The bank provides electronic data files to the business, updating accounts receivable records. Businesses import these files into Sage X3 for reconciliation via the native lockbox functionality or Net at Work’s lockbox module. Why Choose Net at Work’s Lockbox Add-On? For businesses handling high transaction volumes or complex payment scenarios, Net at Work’s AR Lockbox enhancement provides additional capabilities that optimize cash application and reconciliation. Feature Net at Work’s AR Lockbox Native AR Lockbox Fully Pay Invoice (1:1) ✅ Yes ✅ Yes Pay Many Invoices with One Payment (1: Many) ✅ Yes ❌ No Allows On-Account Payments ✅ Yes ❌ No Allows Underpayments ✅ Yes ❌ No FTP Setup Possible ✅ Yes ✅ Yes Inbound and Archive Directories ✅ Yes ✅ Yes Implementation Services ~60 hours (includes planning and PM time) ~60 hours (includes planning and PM time) Annual License Subscription $4,475 per year ❌ No additional cost   Maximizing Efficiency with Enhanced Functionality Our AR Lockbox add-on integrates seamlessly with Sage X3 and enables businesses to handle more complex payment scenarios, such as: Apply a single payment across multiple invoices – reducing manual reconciliation. Process on-account payments – ensuring unmatched payments are properly recorded. Handle underpayments or overpayments – improving cash flow accuracy. Get Started Today If your business processes a high volume of payments or needs a more flexible and automated lockbox solution, Net at Work’s enhanced module for Sage X3 can help. Contact us today to learn more about how it can streamline your accounts receivable processes.  

When you need to exempt specific products from sales tax for a non-exempt customer in a jurisdiction where you collect taxes, this guide will help you create a custom tax rule in AvaTax. For example, in the invoice below, a service (New Basic Seminar) should be exempt from sales tax, while the other products remain taxable. Here’s how to configure this rule in AvaTax: Steps to Create a Custom Tax Rule Access Custom Rules Page From the Avalara Portalpage, go to Settings > All settings. Under the Custom Rules tile, click Manage to open the Custom Rules page. Go to the Tax Rules tab and click Add a Tax Rule to open the New Custom Rule page. Enter rule information on the new custom rule page Name: Provide a clear and descriptive name for the rule. Effective & Expiration Dates: Specify when the rule should start and end (if applicable). Rule Type: In this field, you need to choose the custom rule that you want to apply. For this example, we’re going to select the “Product Taxability Rule”, which determines whether an item is taxed in a specific jurisdiction. Location: Each custom tax rule applies to a single location. Create separate rules for each location if needed.   Define the Taxability Rule Begin by choosing whether this rule makes the item taxable or nontaxable. If it’s taxable, you then need to specify whether the rule includes special handling and designate either a cap or threshold value. Cap Option: Set a tax cap and choose how to apply it: Cap the taxable amount at the document level. Limit the tax on the line to the cap amount. Exempt the entire amount after the cap is met. Threshold Option: Set a threshold amount and define its application: Tax the entire amount once the threshold is met. Specify the Jurisdiction & Tax Rate Basis Choose the jurisdiction where the rule applies. Select how the tax rate should be determined: Ship-from address (origin) Ship-to address (destination) Use system sourcing (AvaTax decides automatically)   Finalizing & Applying the Rule Remember to create a rule for each jurisdiction that you want it applied. Your new custom tax rule will now apply to transactions moving forward. To apply it to past transactions, re-save sales data or recalculate tax.

Introducing Sage Future Coming to the vibrant city of Atlanta, Georgia in June, this brand-new event is designed to help you uncover new and exciting possibilities for your business. Join us to hear from inspirational speakers, gain valuable industry insights, and discover the very latest technology and AI trends. Connect with a community of forward-thinking finance professionals and discover how Sage’s expertise, insight and AI-powered solutions can help you work smarter, save time and drive business growth. Watch the Hype Video Below Event Details Where: Georgia World Congress Center, Atlanta, GA When: June 3–5, 2025 Net at Work Events Coinciding with Sage Future: June 3 (In-person) – Members of our Executive team and Sage X3 Business Unit will host an exciting pre-event gathering for all our clients at the World Congress Center. Let Us Know You’re Attending Whether you plan to join us for all the events or just one, please take a moment to fill out this brief survey so we can keep you updated on all the latest developments. Take the Sage Future Survey We look forward to hearing from you and can’t wait to see everyone in Atlanta! In the meantime, feel free to reach out with any questions.

Uncover the latest data on US salaries, from average and median incomes to state, sector, and age-based breakdowns. Use the data for planning, budgeting and benchmarking. Have you ever questioned whether you’re budgeting the right amount for next year’s payroll? How about if you’re offering truly competitive salaries to employees or distributing labor costs effectively? What is the average annual salary in the US, anyway? If salary benchmarks seem opaque or if your employees’ compensation is due for a review, you’re in the right place. For small business owners, getting salaries right is crucial for employee retention. In this article, we’ll cover the average salary in the US by state, age, gender, and occupation. We’ll also explore how salaries are changing over time so you can plan for the future of your business. By the end, you’ll have a clear sense of salary trends and the factors that affect them, so you can make the right call when planning salary increases or setting compensation for new employees. Key insights In 2024 Q3, full-time workers earn median* weekly wages of $1,165. This figure increased slightly from 2024 Q2 when the median weekly wage was $1,151. As of Q3, women earn a median of $1,054 per week. Men have a median weekly wage of $1,264. Men aged 55 to 64 earn the most overall, with median weekly earnings of $1,490. For women, the highest earning age bracket is 45 to 54, with median weekly wages of $1,166. People working in management, professional, and related occupations earn the most overall. Men in these roles have median weekly wages of $1,884, and women earn $1,392 per week. Average salary in US The average yearly salary in the US is $65,470, according to data from the Bureau of Labor Statistics. This figure represents the average wage regardless of location, occupation, gender, and other factors. The National Average Wage Index, which the Social Security Administration uses to monitor wage growth, reflects similar findings. The national average wage index for 2023 is $66,621. This figure has increased steadily from year to year. In fact, 2023 data reflects 4.43% growth compared to 2022. Whether you own a lean startup or employ a large staff, it’s important to pay attention to average wage growth. To stay competitive in your space, you’ll want to consider increasing salaries at a rate that matches or exceeds these average growth figures. Average US salary by state The average salary in the US differs significantly from state to state. Location plays a major role in hourly and weekly earnings. Average hourly salary by state Overall, the District of Columbia has the highest average hourly wage ($51.66), while Mississippi has the lowest hourly wage ($27.12). On average, Mississippi residents earn 51.7% as much as DC residents make per hour.   [intimg image=’1′][/intimg] Source: Bureau of Labor Statistics States and districts with the highest average hourly wages include: District of Columbia: $51.66 Massachusetts: $41.92 Washington: $41.42 California: $40.09 Colorado: $38.64 States with the lowest average hourly wage include: Mississippi: $27.12 New Mexico: $28.49 Arkansas: $29.03 West Virginia: $29.15 Kentucky: $29.15 Average hourly salary adjusted for cost of living Hourly earnings only tell part of the story. In states with lower costs of living, wages go much further. However, the same salary doesn’t cover as many expenses in states with higher costs of living. When adjusted for cost of living*, the District of Columbia still has the highest average hourly salary in the US. But with the cost-of-living adjustment, the capital’s average wage is just $45.02 per hour. With this adjustment, Mississippi still has the lowest average hourly wage. But instead of the actual average of $27.12, the state’s average hourly salary equals $30.56 with the cost-of-living adjustment. (*Calculated using the BLS report for actual hourly wages and the Bureau of Economic Analysis real personal consumption expenditures and income data.)   [intimg image=’2′][/intimg] Source: United States Bureau of Labor Statistics States and districts with the highest average hourly wages adjusted for cost of living include: District of Columbia: $45.02 Minnesota: $38.87 North Dakota: $38.16 Massachusetts: $37.98 Colorado: $37.75 States with the lowest average hourly wages adjusted for cost of living include: Mississippi: $30.56 New Mexico: $31.06 Maine: $31.80 Louisiana: $32.00 Nevada: $32.10 Average weekly salary by state The number of hours worked per week isn’t necessarily consistent from state to state. DC has the highest number of average weekly hours (36.6), while Delaware has the lowest (32.2). This translates to vastly different weekly wages across the US. Average weekly earnings range from $1,890.76 in DC to $941.06 in Mississippi. [intimg image=’3′][/intimg] Source: Bureau of Labor Statistics While location is just one factor that affects average salaries, it’s an important one for business owners who employ staff in various states. You’ll likely want to consider this data if you’re considering expanding your business to another state. For example, say your company is headquartered in a state with low average earnings and you’re planning to open a satellite office in a state with high average earnings. You’ll need to budget accordingly for payroll. If your business employs remote workers, you’ll likely need to make similar considerations. After all, you’ll want to make sure you’re compensating employees appropriately, given their location and title. Plus, this location-focused data can help confirm if you’re paying competitive wages. A competitive salary can help retain employees, which can benefit the business in the long run. Here’s the full list of salary data (including cost of living adjustments) by state: State Average Hourly Earnings 2024 Average Weekly Hours 2024 Hourly Wage Adjusted for Cost of Living Alabama $30.32 35.0 $34.03 Alaska $37.17 34.7 $36.43 Arizona $33.89 35.5 $33.92 Arkansas $29.03 35.3 $32.92 California $40.09 34.2 $35.09 Colorado $38.64 33.8 $37.75 Connecticut $38.21 34.0 $35.76 Delaware $31.91 32.5 $32.56 District of Columbia $51.66 36.6 $45.02 Florida $32.95 34.3 $32.24 Georgia $32.81 34.6 $34.18 Hawaii $37.00 33.5 $32.99 Idaho $31.90 34.8 $34.51 Illinois $34.22 33.7 $33.79 Indiana $31.00 34.1 $33.54 Iowa $29.84 34.3 $33.29 Kansas $31.12 33.9 $34.24 Kentucky $29.15 35.2 $32.25 Louisiana $29.24 35.9 $32.00 Maine $31.97 33.7 $31.70 Maryland $35.52 33.6 $33.76 Massachusetts $41.92 33.8 $37.98 Michigan $32.65 34.3 $34.80 Minnesota $38.00 33.3 $38.87 Mississippi $27.12 34.7 $30.56 Missouri $32.10 34.0 $34.95 Montana $32.14 33.1 $35.27 Nebraska $31.61 33.8 $34.83 Nevada $30.98 34.6 $32.10 New Hampshire $35.53 33.5 $32.81 New Jersey $37.14 33.8 $33.89 New Mexico $28.49 33.8 $31.06 New York $38.15 33.1 $35.25 North Carolina $33.06 34.4 $34.98 North Dakota $34.27 35.8 $38.16 Ohio $32.47 34.5 $35.25 Oklahoma $30.56 35.5 $33.99 Oregon $36.34 35.1 $33.95 Pennsylvania $32.07 34.3 $33.28 Rhode Island $36.20 33.5 $34.50 South Carolina $31.19 33.9 $33.20 South Dakota $31.16 33.9 $34.90 Tennessee $30.34 34.9 $32.83 Texas $33.25 36.2 $34.08 Utah $34.42 33.9 $36.32 Vermont $34.11 34.0 $33.74 Virginia $34.22 34.6 $33.49 Washington $41.42 34.8 $37.34 West Virginia $29.15 35.1 $32.29 Wisconsin $33.77 33.2 $36.37 Wyoming $31.60 35.6 $34.16 Sources: Bureau of Labor Statistics and Bureau of Economic Analysis Average weekly salary by sector Across all industries and occupations, the average weekly salary in the US is $1,266. However, wages vary significantly by sector. The management, business, and financial operations sector has the highest median weekly earnings ($1,743), while the professional sector has the second highest weekly wages ($1,503). The farming, fishing, and forestry sectors have the lowest median weekly earnings ($727), while the services sector garners the second lowest weekly wages ($772). The difference between the highest-earning and lowest-earning sectors is stark. Management, business, and financial workers earn 139.75% more than those in farming, fishing, and forestry jobs. This data is essential if you need a ballpark idea of wages for your industry. It can help you estimate what you’ll need to spend as you hire the first employees for your business or take steps to expand your team. Occupation Median Weekly Earnings Management, business, and financial operations occupations $1,743 Professional and related occupations $1,503 Service occupations $772 Sales and related occupations $1,017 Office and administrative support occupations $925 Farming, fishing, and forestry occupations $727 Construction and extraction occupations $1,020 Installation, maintenance, and repair occupations $1,207 Production occupations $935 Transportation and material moving occupations $867 Source: Bureau of Labor Statistics Highest paid professions Among all occupations in the US, physicians earn the highest median annual wage ($236,600). Other roles in the medical field, such as nurse anesthetists ($212,650) and dentists ($170,910), also rank near the top of the list. Executive and manager roles, such as chief executives ($212,650), computer and information systems managers ($169,510), and architectural and engineering managers ($165,730), also earn comparatively high wages. However, the difference between the first and tenth highest-paid professions is significant. On average, physicians earn 66.88% more than marketing and sales managers. Profession Median Hourly Wage Median Annual Wage Physicians $113.46 $236,600 Nurse Anesthetists $102.24 $212,650 Chief Executives $102.24 $212,650 Aircraft Pilots and Flight Engineers n/a $171,210 Dentists $82.17 $170,910 Computer and Information Systems Managers $81.50 $169,510 Architectural and Engineering Managers $79.50 $165,730 Financial Managers $75.05 $156,100 Lawyers $68.48 $142,440 Marketing and Sales Managers $68.17 $141,780 Source: Bureau of Labor Statistics   Lowest paid professions Hosts, hostesses, and baristas have the lowest median annual wage, earning just $29,220. Service workers like fast food workers ($29,540), cashiers ($29,740), and ushers and ticket takers ($29,780) also earn some of the lowest median incomes in the US. Unlike the highest-paid professions, there isn’t a significant difference between earnings among the first and tenth lowest-paid professions. The hosts, hostesses, and baristas earn 91.48% of the salary of waiters and waitresses. Profession Median Hourly Wage Median Annual Wage Hosts, Hostesses, and Baristas $14.05 $29,220 Fast Food Workers $14.20 $29,540 Cashiers $14.30 $29,740 Ushers and Ticket Takers $14.32 $29,780 Childcare Workers $14.60 $30,370 Hotel Desk Clerks $14.80 $30,790 Dishwashers $15.00 $31,200 Animal Caretakers $15.00 $31,200 Bartenders $15.15 $31,510 Waiters and Waitresses $15.36 $31,940 Source: Bureau of Labor Statistics   Most common professions In the US, the most common profession by far is laborers and material movers, with a total of 6,935,980 workers. The next most common profession, home health and personal care aides has 46.81% fewer workers (3,689,350). Profession Number of Workers Median Hourly Wage Median Annual Wage Laborers and Material Movers 6,935,980 $17.65 $36,720 Home Health and Personal Care Aides 3,689,350 $16.12 $33,530 Retail Salespersons 3,684,740 $16.19 $33,680 Fast Food and Counter Workers 3,676,580 $14.20 $29,540 Drivers and Truck Drivers 3,511,470 $23.14 $48,120 General and Operations Managers 3,507,810 $48,69 $101,280 Cashiers 3,319,210 $14.30 $29,740 Registered Nurses 3,175,390 $41.38 $86,070 Secretaries and Administrative Assistants 3,171,290 $22.12 $46,010 Building Cleaning Workers $16.63 $34,600 Source: Bureau of Labor Statistics   Average weekly salary by age Age also plays an important role in earnings. The average professional is in the workforce for decades before reaching their earnings peak, which gradually declines prior to retirement. Highest and lowest age brackets for earning potential The peak earning age is 45-54 with an average annual salary of $69,628 and a median weekly wage of $1,339. This can be attributed to the experience you gain and the career progress you make toward better paid jobs. The 35 to 44 and 55 to 64 age brackets aren’t far behind. The younger bracket has a median weekly salary of $1,301, while the older bracket earns a median weekly wage of $1,268. That rise in average earnings persists into retirement, where it does dip from the peak, but it’s reassuring to see that experience is rewarded and that aging is not detrimental to earning potential. Unsurprisingly, the age brackets with the lowest earning potential are 16 to 19 and 20 to 24. The median weekly wage for the former is $746, while the latter earns $778 per week. The difference between the highest and lowest brackets is significant. On average, workers aged 16 to 19 make 55.71% of the salary that workers aged 45 to 54 earn.   [intimg image=’4′][/intimg] Source: Bureau of Labor Statistics Age Median Weekly Earnings Median Annual Earnings 16-19 $746 $38,792 20-24 $778 $40,456 25-34 $1,107 $57,564 35-44 $1,301 $67,652 45-54 $1,339 $69,628 55-64 $1,268 $65,936 65 and over $1,121 $58,292 Source: Bureau of Labor Statistics Average salary by gender Across the US, men made a median annual salary of $66,790 in 2023. In comparison, women earned $55,240. Gender pay gap Median earnings for both men and women have increased relatively steadily for decades. However, they haven’t always increased at the same rate. In fact, in recent years, men’s salaries have increased at twice the rate of women’s. From 2022 to 2023, men’s earnings increased by 3%, while women’s increased by only 1.5%. Historically, however, women’s earnings have increased faster. Also known as the gender pay gap, the female-to-male earnings ratio in 1960 was 60.7%. In 2023, the ratio was 83%. While the gender pay gap has remained relatively static for the past five years, it’s gradually approaching parity. As a business owner, it’s important to understand your obligations surrounding pay equality. In some cases, you may need to document fair pay practices or report payroll data. If fair pay is integral to your business values, it’s worth auditing your current situation and considering how to address any remaining pay gaps. For example, you might evaluate your hiring practices and compensation structure as well as the total business impact of adjusting salaries. Gender pay gap by state Women and men both earn the highest median salaries in the District of Columbia with men earning a median salary of $81,197, and women earning $70,095. DoC also has the lowest pay gap across all states, most likely due to government salaries helping to close the gap. Behind the capital, the next lowest pay gap is 18.3% in Vermont varying across the US up to a considerable 42.3% in Utah with the highest pay gap. [intimg image=’5′][/intimg] Source: United States Census Bureau The states where there is a lower gender pay gap are: District of Columbia: 13.6% Vermont: 18.3% Nevada: 21.3% Maryland: 21.9% Hawaii: 22.5% States with the highest difference between men and women are: Utah: 42.3% Wyoming: 40.5% Louisiana: 36.9% Idaho: 36.3% Alabama: 34.0% Here’s the full list of state-by-state differences: State Female Median Earnings – Annual Male Median Earnings – Annual Percent Difference Alabama $29,874 $45,272 34.0 Alaska $40,165 $53,311 24.6 Arizona $35,599 $45,963 22.5 Arkansas $30,687 $41,445 25.9 California $37,927 $51,028 25.6 Colorado $39,279 $54,888 28.4 Connecticut $41,426 $57,388 27.8 Delaware $37,382 $49,396 24.3 District of Columbia $70,095 $81,197 13.6 Florida $33,256 $42,944 22.5 Georgia $34,421 $46,369 25.7 Hawaii $39,182 $50,585 22.5 Idaho $27,822 $43,706 36.3 Illinois $36,899 $52,394 29.5 Indiana $32,688 $47,316 30.9 Iowa $33,724 $48,115 29.9 Kansas $32,564 $46,797 30.4 Kentucky $31,440 $43,912 28.4 Louisiana $29,657 $47,051 36.9 Maine $34,624 $46,196 25.0 Maryland $46,332 $59,324 21.9 Massachusetts $44,721 $61,060 26.7 Michigan $32,208 $47,107 31.62 Minnesota $39,871 $54,060 26.2 Mississippi $28,841 $41,512 30.5 Missouri $33,619 $46,102 27.0 Montana $30,643 $43,187 29.0 Nebraska $33,786 $47,603 29.0 Nevada $35,155 $44,706 21.3 New Hampshire $39,729 $56,601 29.8 New Jersey $42,399 $60,103 29.4 New Mexico $29,731 $40,012 25.6 New York $41,423 $53,541 22.6 North Carolina $33,834 $44,832 24.5 North Dakota $35,363 $50,877 30.5 Ohio $33,651 $47,317 28.9 Oklahoma $30,499 $44,449 31.3 Oregon $34,964 $47,618 26.5 Pennsylvania $35,252 $50,951 30.8 Rhode Island $38,912 $52,663 26.1 South Carolina $32,164 $44,652 27.9 South Dakota $33,516 $45,835 26.8 Tennessee $32,935 $44,951 26.7 Texas $33,429 $47,330 29.3 Utah $29,250 $50,742 42.3 Vermont $36,824 $45,098 18.3 Virginia $38,966 $55,259 29.4 Washington $40,196 $58,197 30.9 West Virginia $29,470 $43,262 31.8 Wisconsin $35,339 $50,064 29.4 Wyoming $30,693 $51,640 40.5 Source: US Census Bureau Gender and occupation Wage disparity is much more pronounced in certain occupations than in others. The gender pay gap is low in community and social service occupations, where women earn 97.8% of men’s median earnings. However, the legal field tells a different story. Women earn just 53.5% of men’s median earnings in this field. The gender pay gap is also relatively high in sales, where women earn 67.7% of men’s median earnings, and transportation, where women earn 71.8% of men’s median earnings. Occupational Category Men’s Median Earnings Women’s Median Earnings Women’s % of Men’s Architecture and Engineering Occupations $96,938 $85,163 87.9% Arts, Design, Entertainment, Sports, and Media Occupations $67,623 $60,840 90.0% Building and Grounds Cleaning and Maintenance Occupations $37,239 $29,141 78.3% Business and Financial Operations Occupations $90,069 $71,856 79.8% Community and Social Service Occupations $54,946 $53,745 97.8% Computer and Mathematical Occupations $103,298 $87,509 84.7% Construction and Extraction Occupations $50,558 $40,164 79.4% Educational, Instruction, and Library Occupations $66,043 $53,519 81.0% Farming, Fishing, and Forestry Occupations $37,396 $29,304 78.4% Food Preparation and Serving Related Occupations $32,097 $27,393 85.3% Healthcare Practitioners and Technical Occupations $95,762 $72,119 75.3% Healthcare Support Occupations $39,160 $34,691 88.6% Installation, Maintenance, and Repair Occupations $54,928 $46,973 85.5% Legal Occupations $150,658 $80,673 53.5% Life, Physical, and Social Science Occupations $82,726 $73,766 89.2% Management Occupations $99,144 $76,066 76.7% Material Moving Occupations $37,573 $32,174 85.6% Office and Administrative Support Occupations $50,124 $42,303 84.4% Personal Care and Service Occupations $40,014 $31,713 79.3% Production Occupations $49,667 $36,546 73.6% Protective Service Occupations $64,749 $50,411 77.9% Sales and Related Occupations $63,240 $42,808 67.7% Transportation Occupations $53,242 $38,252 71.8% Source: United States Census Bureau Average annual salary in the US over the last 10 years From 2015 to 2024, median yearly earnings in the US have increased from $42,692 to $60,580. This represents a 41.9% increase over a 10-year span. [intimg image=’6′][/intimg] Source: Bureau of Labor Statistics The average annual salary in the US has increased incrementally over the past decade. However, the biggest jump occurred from 2021 to 2022, when annual earnings increased by 7.33% from $52,468 to $56,316. Year Median Weekly Earnings Median Annual Earnings Median Weekly Earnings (1982-1984 Dollars) Median Annual Earnings (1982-1984 Dollars) 2015 $821 $42,692 $345 $17,940 2016 $845 $43,940 $349 $18,148 2017 $854 $44,408 $345 $17,940 2018 $897 $46,644 $355 $18,460 2019 $934 $48,568 $362 $18,824 2020 $983 $51,116 $376 $19,552 2021 $1,009 $52,468 $362 $18,824 2022 $1,083 $56,316 $363 $18,876 2023 $1,142 $59,384 $371 $19,292 2024 $1,165 $371 $19,292 Source: Bureau of Labor Statistics and Bureau of Labor Statistics Why salary information matters to small businesses For small business owners, salary data informs everything from financial planning and budgeting to growth and scaling. Here are a few ways to incorporate this information into your planning process. Financial planning Ideally, you want to attract top-tier talent and pay them what they’re worth. But can your business afford that? What is the average salary in the US, and how does it compare to the wages you offer? With average salary data in hand, you can make informed decisions about what to pay employees. The more you know about salary requirements for your team, the easier you can manage payroll expenses. Benchmarking For small businesses, the cost of replacing employees can become expensive quickly. In many cases, it’s more cost-effective to retain good employees and reward them for staying with the company. However, you won’t know how much to offer if you don’t have a sense of industry standards. Reviewing average salary data allows you to benchmark your compensation packages within your industry. Budget allocation Whether you use activity-based, priority-based, or another method of budget allocation, you need to know how employee salaries factor into your small business’s budget. When you know the average salary ranges for key employees, you can factor in the data as you evaluate business needs. With accounting software, you can easily allocate realistic amounts for each department or project. Analyzing market trends How is the economy affecting your industry? Has inflation made an impact on salaries? Is compensation in your area skyrocketing or increasing relatively slowly over time? By analyzing average salary data, you can gain a better understanding of market trends and economic conditions. Then, you can use the data as an early warning system to alert you about essential salary and budget adjustments. You can also use it for strategic planning and long-term goals. Growth and expansion If you intend to scale your business rather than maintain the status quo, you need to know if your current growth trajectory is sustainable. While salary is just one part of this equation, it’s a critical point to consider. Planning a hiring spree? Checking salary data can help you confirm whether you can afford to acquire new talent at the right scale. Reviewing recent salary trends can also help you assess whether your business can keep pace as it grows. This data can also help with projections and planning to adjust salaries to keep up with the cost of living. Budget allocation and payroll management don’t have to be complicated. With the right accounting software, you can manage both seamlessly. FAQs about average salary in the US What is a good salary in the US? A good salary covers living expenses for the worker and their family, allowing them to live comfortably. For a family of four with two working adults, the living wage in the US is $25.02 per hour or $104,077.02 per year. However, location is a major factor in the cost of living comfortably. A good salary should allow workers to exceed the basic standards of living in their local area. The cost of living varies significantly across states and metro areas. The San Francisco metro area has one of the highest costs of living in the US. In San Francisco, the living wage for a 4-person household with 2 working adults is $39.62 per hour. To cover typical living expenses, the required annual income is $164,827. In contrast, Mississippi has one of the lowest costs of living. In Mississippi, the living wage for a 4-person household with 2 working adults is $21.37 per hour. To cover typical living expenses, the required annual income is $88,895. What percentage of Americans make $75,000 a year? In the US, 68.37% of households earn $75,000 or more per year – 31.3% of households earn less than $75,000 per year. The median household income is $80,610 The most common income bracket is $100,000 to $149,000 with 17% of households in the US making this level of income. Sage accounting software includes solutions for budget allocation and payroll management, allowing you to simplify accounting workflows and automate processes—freeing up valuable time so you can focus on running your business. * The median is the middle value in a set of numbers arranged in order. The median shows the central point of the data and isn’t affected by extreme values, making it useful for understanding typical values in uneven or skewed data. Note: Content for this blog post was originally posted on sage.com by Yassir Malik with Sage on Dec. 3, 2024.

Accurate budgeting for artificial intelligence (AI) adoption can be tricky but it’s possible. Read these tips from CFOs and other experts. Budgeting for artificial intelligence (AI) adoption can be a tricky business. Rapid technological evolution and vast numbers of emerging applications create deep uncertainties in cost-benefit analyses and return on investment (ROI) forecasts. CFOs say it can feel like trying to hit a moving target while blindfolded. Research into ROI from AI hasn’t always been helpful either, with results varying enormously, from 5% to 350%, according to two recent studies. Lack of clarity around the realistic calculations involved is becoming a pressing concern for finance leaders, especially given the pressure to deliver AI innovations with 59% of companies planning to increase rollout or investment in AI. Now, let’s delve into the challenges of spend management and budgeting for AI with tips for solving them from CFOs, tech heads, and other experts who’ve learnt from experience. Laser focus on business priorities Start your budgeting process by aligning the AI project as clearly as possible with business goals such as efficiency, growth, and increased competitiveness. This helps avoid spending on unnecessary bells and whistles. Leo Smigel, founder of algorithmic trading firm Analyzing Alpha, has navigated the complexities of AI adoption and says: “I’ve seen unclear objectives lead to resources getting wasted. Not all AI delivers equal value or will impact your specific goals. “So, prioritize tools based on your expected ROI.” Take small, agile steps… Christoph Cemper, founder and CEO of prompt management platform AIPRM, says: “The field is evolving incredibly fast, so it’s hard to predict where things will be even a year from now. “But in my experience, an exploratory, iterative approach is key. Take it step-by-step rather than trying to forecast and budget for every possible application from day one. “Starting with a small pilot or proof-of-concept focused on a single use provides a low-risk way to gather data and build the business case for larger investments.” As AI is so potentially disruptive, Christoph recommends benchmarking potential value against competitors who are already using it, rather than against your historical performance. Leo recommends an agile approach that includes plans for regular check-ins, adjustments, and using cheap or free resources where possible to keep costs down. “The open-source ecosystem has awesome free solutions, so use them to avoid licensing fees,” he says. “I remember one stock-trading AI project where we underestimated data needs and training. “However, taking an agile approach, we corrected the course with open-source tools and got a high-value solution.” Joe Scarboro, CFO at Replan Technology, says if you are starting to explore AI, the best way to start budgeting for it is to allocate a general fund for experimentation. “If you embark on a longer cost/benefit exercise for each application, the potential ROI will likely be out of date by the time you finish,” he says. “Instead, build a fundamental framework for AI experimentation, with a budget attached. Aim to prove how AI can benefit a process or department conceptually. “Once you have that, you can see what a larger roll-out might look like and get a better picture of overall benefits.” …But build a longer-term view Initially, your budget will likely focus on short-term goals. But don’t ignore AIs longer-term transformative potential. For example, how could this project: Amplify human capabilities across the organization Open new revenue opportunities Enhance competitiveness in future? Alistair Brisbourne, head of technology at the Association of Chartered and Certified Accountants (ACCA), says: “To avoid opportunity costs, especially around efficiency gains, CFOs can take a long-term perspective. “This might include a range of additional considerations, such as solution scalability, employee morale, performance management, and growth opportunities versus cost reduction. “With the pace of development, it is important that any tools you implement can be adapted for future advancements and challenges.” Branson Knowles, head of US digital banking at Top Mobile Banks, says: “I’ve grappled with forecasting costs and returns for AI initiatives time and again. Cracking the code is possible if you take a holistic approach. “Once you’ve aligned investments with strategic priorities, you need a realistic cost-benefit analysis examining everything from solution costs to computing resources and employee training. “Be pragmatic about immediate costs and returns, but keep a long-term lens on how AI can shape your future. “Go beyond ROI projections to convey AI’s powerful transformational potential. It requires foresight as much as spreadsheet mastery. “Once, when proposing an AI virtual assistant, the numbers alone weren’t an immediate slam dunk. However, I sold the idea by showing how it could revolutionize our customer experience and position us as true innovators. “Years later, that AI assistant has delivered on its promise many times over.” 2 big challenges: Data and refinement Factoring data management into your AI cost-benefit analysis is critical. Data quality is essential for AI efficacy, so you’ll need to budget for cleaning, normalizing, and cataloguing it ready for AI processing, and for continuous data maintenance and storage. You’ll need to budget for refinements to the overall model too. Steven Kibbel, financial planner and editor at investment website Day Tradingz, says: “I’ve grappled with the unique challenges of budgeting for AI projects. “Early in my career, I underestimated needs like data labelling and testing and refinement. This led to budget overruns. “Thankfully, I’ve learned much since. “Now, I recommend CFOs account for data management, testing, refinement, feedback, and reworks. Gathering, cleaning, and annotating datasets for AI model training requires massive resources that elongate timelines. “Build generous budgets and set realistic expectations around making data operational.” Steven also recommends allocating funds for user feedback loops and reworks over at least 12 to 24 months. “Numerous iterations are typically required as AI systems interact with real users and conditions,” he says. Soft costs are essential It’s critical not to overlook ‘soft’ costs, such as training, change management and user adoption, in your budget as these can make or break the success of an AI rollout. Christoph says he always advocates for building these costs into budgets explicitly, even if they don’t show up on traditional ROI spreadsheets. “Failing to plan for enabling people and processes can derail even the most promising AI technology,” he says. “Soft costs are the secret sauce for long-term AI success, and with the right process, the payoff can be immense.” Steven says user adoption, retraining personnel, and workflow adjustments create significant change management costs that are often underestimated. “Proper change planning is paramount for ongoing budgets,” he says. Joe adds that people will likely perceive new AI as a potential threat to their role. So, if your innovation culture does not consider the human element, even the best budgeting processes and ROI analyses will fail. Also, AI moves fast, but organizational change generally does not. So Joe suggests phased rollouts to give people time to acclimatize, rather than reject the new solution outright – even though this can delay the benefits. In addition, finding skilled AI engineers and data scientists capable of overseeing projects takes time and money. Competitive compensation is key for project success and budget predictability. But factor in that skilled scientists and well-trained users will accelerate adoption. Leo says: “It takes a village to do AI adoption right, so mix cross-functional skills – including areas like data, user experience, and compliance – and diverse perspectives in your team.” Plan ongoing governance Many companies don’t yet have adequate measures in place to handle the potential risks of AI, such as around accuracy, privacy, and copyright. It’s essential for CFOs to understand these risks and allocate resources to address them. Dedicate part of your budget to ongoing monitoring, assurance, and governance of AI systems to support compliance with current or future potential regulations, ethical standards, and alignment with organizational values. Flexibility is key Michael Dinich, founder of personal finance website Wealth of Geeks, says in his experience of budgeting for AI projects, the most important thing is to stay flexible. “I’ve learned not to get too attached to projections because requirements and capabilities tend to shift faster than you expect,” he says. “I try to make conservative initial cost and benefit estimates. Then I revisit those estimates often as we move through pilot projects and refine our approach.” It’s also important to involve stakeholders from across the business in the budgeting process. Getting input from operations, IT, and users helps build certainty by spotting potential risks and unseen costs. Plus it grows support for any changes to come. “Even with the best analysis, there will be uncertainties when adopting new technologies like AI,” says Michael. “But by taking a flexible, collaborative approach to budgeting, and focusing on enabling resources, I’ve been able to move forward strategically.” Final thoughts on budgeting for AI Setting accurate budgets for AI projects can feel like navigating a dense fog – the path seems to keep shifting as the technology evolves. But the points covered in this article should help you move towards de-risking budgets and forecasting potential returns on investment. While uncertainties remain, a thoughtful approach to data, skills, testing, governance and change management can help you make forecasting more reliable, so your business can reap the transformational benefits of AI technologies with minimal waste.

Sage X3 There will be no changes to any of the Sage X3 1099 forms this year. Therefore, there will be no new 1099 downloads for 2024. Sage X3 version 12.0.1099 2022 cumulative patch update includes fixes previously delivered, as well as the new 2022 1099/1096 tax reporting changes. The 1099 2022 update is only for Sage X3 release 2019 R5 (12.0.20) and above. This update is included in 2023 R1 (12.0.33). Open a New Year From the Closing process flow click on Open New Year. (Common Data>General Accounting Tables>Fiscal Years) Select the company you are opening from the left list and select legal. If the year is not listed, click the Fiscal year button on the top right side The screen will open displaying the new year to create. Verify that the Y/N column is set to Yes. Click Ok This will create the new year but the status will be ‘Not Open’. Fill in the Description and Short Description for the new year. Click the Opening button on the right. Verify that the Y/N column is set to Yes. You may open more than one year at a time. Once you open a year, the periods will need to be opened as well. Open a New Period From the Closing process flow click on Close/Open period. (Common Data>General Accounting Tables>Periods) Select the company and the fiscal year you are opening. Click the opening button on the top right. Confirm that the period(s) you are opening are checked in the Y/N column. You may open more than one period. Run Year End Simulation This is necessary to refresh GL accounts balances For the new year.  It is only necessary when you are not ready to close the year which creates the carry forward entries. From the Closing process flow click on Year End Simulation. (Financials>Utilities>Closings>Year End Simulation) Unclick All Companies Select your company Select the Fiscal Year 2025 Press Ok. Restricting Accounting Dates without closing fiscal periods Go to Setup> General Parameters> Parameter Values Select and expand TC: Common Data from the left list, expand Folder, and select your folder Click on the action button from the group CLO and select Detail Purchase Start Date: Prohibits users from entering PO Invoices and Credit Memos with Accounting Date prior to the date in the Start Date field.  It will not prevent users with an entry of Supplier Invoice Date prior to the Start Date in the parameter. Accounting Start Date: Prohibits users from entering Journal Entries prior to the Start Date. AP/AR Start Date: Prohibits users from entering Customer BP invoices, Supplier BP invoices, Cash Receipts, AP Payments, and  Automatic payment proposal with an accounting date prior to parameter Start Date. Sales Start Date: Prohibits users from entering Sales Invoices and Credit Memos with Accounting Date prior to the date in the Start Date field. ENDDAT Warning When Launching Sage X3 When launching Sage ERP X3, end users may receive: “Warning: the logical connection date is not the same as the date required for the connection—ENDDAT parameter is not authorized for connections with a logical date greater than XX/XX/XXXX.” This warning occurs when the Folder ENDDAT is set to a date earlier than the server’s system date or the date entered in the Connection screen. It occurs frequently at year end. To prevent the warning from displaying, change the ENDDAT parameter on the folder(s) where this warning is occurring. Open Parameters > General Parameters > Parameter Values. Double-click on the SUP (Supervisor) module then the Folder. Click on the folder name receiving the warning to display the SUP module parameters. Highlight the DEF (Default Values) row. Right-click and select the Detail. Change the ENDDAT (End Date) parameter to a value larger than the date displayed in the warning. Note: To prevent receiving this message every year, use a future date, such as 12/31/2099. Click the OK and then the Save button. Standard Cost Transfer Create Standard Costs for the new year. If you create a standard cost now with a start validity date of 1/1/25, there is a batch task, FUNSMI (Standard cost adjustment), that must be executed to trigger the creation of the value change GL journal at the appropriate time (start validity date.1/1/25). The FUNSMI function must be manually set up to run either under Usage, Batch server, Request Submission or Recurring Task Management on 1/1/25. Note: there is no menu option for FUNSMI. Once FUNSMI has run, execute Stock Accounting interface (FUNSTKACC), under (Stock> Periodic processing>Valuation>Stock Accounting Interface) to generate the value change journal entry. NOTE: To avoid the steps above, you can change the STD cost on 1 January. SAGE 500 1099 FY 2024 Updates It looks like there are no IRS driven changes for Tax Year (TY) 2024 from a Sage 500 ERP perspective.  However, there will be TY 2024 changes for Sage 500 ERP for the base software.  These changes are driven by the need to handle Aatrix updates appropriately, and will also include a little enhancement that deals with the ability to handle 1099 Beginning Balances edits using filters for those of you with a large number of entries. There will also be a new install for the Aatrix Software system itself as the current one has been around since 2016 and now needs changing to avoid Aatrix update issues.  We will announce this availability when it is ready.  Don’t bother to download the current install until we announce that a new one is available.  Keep in mind that the Aatrix Software install is normally done only once and then it updates itself every year.  Going forward, it will rely upon the soon-to-be-delivered install to do that. We are working on these changes now, and will make them available during the normal mid-December time frame.  We’ll keep you updated as the time gets closer and we finish the changes.  As always, these updates will only be provided to those with active maintenance agreements that include the AP module, and the changes will be supplied as a stand-alone install as well as part of the January 2025 product updates. We expect to support versions 2024, 2023, and 2021.  Note that while 2019 is no longer  supported, at this time we intended to support 2019 with these changes only and 1099 support will end after TY 2024.  Versions 2018 and prior are no longer supported by Sage 500 ERP. Fiscal Calendar, Fiscal Periods and Year-End Procedure To address the need to control postings after the period end closing is complete, Sage 500 includes options to lock down postings to sub-ledgers individually in preparation for period end closing. https://communityhub.sage.com/us/sage500/b/sage_500_erp_blog/posts/fiscal-calendar-fiscal-periods-and-year-end-procedure Opening a New Year By default the inventory calendar starts on 01/01 and ends on 12/31. This can be broken down over multiple periods and even more than 12 periods as needed. The last date of the last period must end on 12/31. The number of working days entered automatically defaults to the number of days in the period and this can be modified to accommodate holidays and weekends. The number of working days entered is used when calculating the daily demand for an item based on the current inventory period. Here are the steps to create a new inventory calendar year: Open Inventory Management, Maintenance, IM Setup, Set up IM Options. Click on the Miscellaneous tab, and then click the button Inventory Calendar… To create a new year, click the Cancel icon to clear the grid of the current year, and type the new year in the Year field. For a quick setup, you may choose Copy From… button to use the same Start Date and End Date of the previous year, or Monthly option to fill the period start and end dates in the new year. You may modify any of the dates in the period but the Inventory Calendar must follow a calendar year where the 1st period start date must be 01/01/YYYY and the end date in the last period must be 12/31/YYYY. Click the Save icon. Click Yes to the message: “Inventory history will be recalculated. Do you want to proceed?” The inventory calendar is now created successfully.

Sage X3 2024 R2 is now officially available! This is a stepping stone in expanding Sage X3 connectivity with the Sage network, and with complementary apps and services such as the new Sage Shop Floor Control, while enabling an accelerated developer journey with Sage X3 Builder. What’s new? Sage Shop Floor Control: Our new ready-to-use cloud application was designed for ease of use by mid-sized manufacturers who want to streamline their shop floor operations. It extends Sage X3 empowering our customers to collect execution data, track progress, monitor resource usage, visualize production status and manage their operators – all with a best-in-class user experience. Improved Developer Experience with Sage X3 Builder: Launched with 2024 R1, Sage X3 Builder is receiving a new wave of enhancements with 2024 R2. As the platform components evolve, we’re putting a stronger focus on fostering adoption and streamlining the developer experience through a reviewed enablement path and in- depth documentation. Enhanced Compliance & Connectivity: Strengthened regional compliance and seamless integration with the Sage Network for advanced e-invoicing capabilities. User Experience Enhancements: From a refreshed interface to mobile automation features, the new UX improvements make Sage X3 more accessible and adaptable for diverse workflows. Platform Modernization & Security: Enhanced security measures and an updated technology stack ensure robust data protection and improved performance. Data Management Suite We’re also pleased to share that Data Management Suite is now being reintroduced and available for sale. This Sage X3 add-on was designed to help customers optimize data management, enabling efficient archiving, purging, and managing of live Sage X3 systems without compromising performance.

Discover some top sporting tips from Cal Ripken Jr and Jessica Mendoza that you can apply to help you build your business. After heart-wrenching World Series losses in 2010 and 2011, Texas Rangers overcame their past of close calls and disappointments with their historic victory in the 2023 World Series. For long-standing fans and the team members themselves, the victory was the culmination of years of collective effort, dedication, and resilience. It’s a success story that is emblematic of what it means to be committed, consistent, and determined. Top athletes don’t just exhibit skill and athleticism. They demonstrate resilience, strategic thinking, and a relentless pursuit of excellence. These qualities are as vital in business as they are in sports. A winning attitude, characterized by determination, adaptability, and teamwork, can elevate a company from going through the motions to an exceptional level of performance and success. In this article, we explore how the principles that baseball and softball legends implement on the field can be applied to the world of work. By adopting these lessons, you can develop a mindset geared towards achieving your goals and fostering a culture of success within your organization. Lesson 1: Consistency leads to confidence “Have a short memory. Each day was a new day and you approached it with a routine that you knew would work. Try to take in what you learned yesterday and forget the rest of it.” Cal Ripken Jr., National Baseball Hall of Famer, 2x AL MVP, former Major League Baseball shortstop and third baseman In business, as on the sports field, it’s the day-to-day consistency that builds and sustains confidence. When teams and individuals dedicate themselves to consistent routines in their roles, they create a rhythm of reliability and excellence. It’s about doing the small things right every day. This could mean consistently meeting deadlines, maintaining high standards in customer service, or regularly innovating processes. It’s about creating a culture where excellence in ordinary tasks is not just expected but celebrated. This level of consistency fosters a strong sense of trust and dependability. People come to rely on businesses or colleagues that regularly meet their needs and exceed expectations. The inevitable challenges and bumps in the road along the way are part of the process. Within your team, this reliability builds a strong foundation of mutual trust and respect. As confidence grows, so does the ability to take on bigger challenges and pursue more ambitious goals. Consistency in performance allows for better measurement and improvement. When tasks are performed consistently, it becomes easier to identify areas of strength and areas needing improvement. This continuous process of reflection and refinement not only enhances skills and services but also boosts the confidence of those involved. They know that their consistent efforts lead to tangible improvements and recognized achievements. Lesson 2: Your team is the foundation of your success “The best part about a team sport is that you don’t win unless everyone is on the same page. One of the things I learned from living with 18 women in the lead-up to the Olympics is it’s not easy. You’re not going to love everybody and it’s similar to a workplace. You’re not going to get on with every person. But do you want to win? Do you all want to go in one direction? I learned to find something positive about every single person on my team.” Jessica Mendoza, 2x Olympic medalist in softball and current sports broadcaster In business, you need to build teams where members are aligned in their goals, understand each other’s strengths and weaknesses, and work collaboratively towards common objectives. High performance isn’t achieved just through individual excellence but via the efforts of a cohesive team. Creating an environment where communication, trust, and mutual respect are prioritized is essential. Sometimes you aren’t going to get on with people on your team. That’s totally natural and normal. We can’t be best friends with everyone. But we can respect them. Such teams are more adaptable, innovative, and effective in overcoming challenges, leading to sustainable success in any business endeavor. An empowered team is a successful team. From a mental health perspective, this can’t be overstated. How much better does it feel to come into work surrounded by people you know you can rely upon and who you want to support and empower? This sense of belonging and mutual support not only enhances productivity but also contributes significantly to the emotional and psychological wellbeing of each team member. Lesson 3: Pick yourself up after defeat and go again “I was part of the team that lost 21 games at the start of the season. We were the laughingstock of the league, but we had to push through. Again, focus on what’s happening ahead of you, not what’s behind you. I think I learned how to be a better teammate throughout that process. I could convince myself that I too could get through this. When you do, there’s value in that experience because you are going to face other tough times.” Cal Ripken Jr., National Baseball Hall of Famer, 2x AL MVP, former Major League Baseball shortstop and third baseman In the business world, setbacks and failures are not just inevitable, they’re essential. It’s often said that you learn more from your mistakes than your successes, and this is particularly true in a business context. Each setback provides an insight into what doesn’t work, offering a clearer path to what might. This learning process is integral to innovation and growth. When a strategy fails, it forces a team to analyze and rethink their approach, leading to improved tactics and better decision-making. When you see failures as learning opportunities, you cultivate a culture of resilience. A business that views setbacks not as roadblocks but as steppingstones encourages its team to take calculated risks. This risk-taking is fundamental to breaking new ground and achieving significant progress. It fosters an environment where employees are not paralyzed by the fear of failure but are motivated to experiment and explore. It can be difficult to view defeats in this way, especially when surrounded by media influences that seem to show our peers experiencing success after success. Just remember that this is unlikely a true reflection of their experiences—and like you, they’re experiencing their own challenges. Lesson 4: A disciplined approach to ensure progress “A big part of it is effort. We focus on the accolades, ‘Did you win?’ But what does success look like, to me, it starts with asking, ‘Did I give everything I had that day?’” Jessica Mendoza, 2x Olympic medalist in softball and current sports broadcaster Discipline is the cornerstone of achievement. This unwavering commitment ensures that each day is a step toward greater success, even if the progress is incremental. It is more than a practice; it’s a mindset. It’s about making a pact with oneself to consistently invest effort, maintain focus, and uphold a standard of excellence, regardless of the immediate outcomes. This mindset transforms potential into performance, aspiration into achievement. Success often gets distilled into simplistic terms—winning or losing. However, the essence of true success, as Jessica Mendoza suggests, lies in the effort and dedication behind the scenes. It’s about assessing whether you’ve truly committed your all, whether every ounce of your energy was channeled towards your goals. This perspective shifts the focus from external validation to internal satisfaction, cultivating a more sustainable and fulfilling measure of achievement. Implementing this lesson into your business means fostering a culture where discipline is encouraged and embedded in the organization’s everyday fabric. It means setting clear expectations, providing the resources for individuals to excel, and recognizing and reinforcing the value of disciplined effort in every task undertaken. Lesson 5: Individual accountability fuels team success “In baseball, due to the sport it is, there’s a lot of individual responsibility. Nobody can help you when you’re at the plate hitting, or when the ball comes to you. But it’s about taking those individual performances and then connecting the dots.” Cal Ripken Jr., National Baseball Hall of Famer, 2x AL MVP, former Major League Baseball shortstop and third baseman Baseball, just like in many aspects of business, places a significant emphasis on individual responsibility. At the moment of truth, whether you’re facing a fastball at home plate or fielding a difficult catch, the spotlight is on you. This intense personal accountability is a powerful motivator, driving each player to hone their skills, maintain focus, and strive for excellence in every action they take. In the business world, individual responsibility equates to owning one’s projects, decisions, and outcomes. It’s about acknowledging that your contributions have a direct impact on the team’s success. When each team member embraces their role, understands their tasks, and executes them with precision, the collective effort naturally translates into the best results. Yet, the magic happens when these individual efforts are seamlessly woven into the fabric of the team’s strategy. Just as a baseball team relies on each player performing their role to perfection, a business must integrate the diverse strengths and talents of its employees. The blending of individual accountability and collective endeavor creates a robust framework for achieving ambitious goals. Lesson 6: Balance constructive feedback with positive reinforcement “Listen to the compliments. Hear the positive as much as the negative. Try to find the same balance.” Jessica Mendoza, 2x Olympic medalist in softball and current sports broadcaster The power of feedback in shaping athletes is undeniable, and the same holds true in business. The key is to strike a balance between acknowledging successes (positive reinforcement) and addressing areas for improvement (constructive feedback). This balance is crucial for maintaining motivation and fostering a culture of continuous improvement. However, elite athletes—much like top-performing businesspeople—can focus heavily on the areas of improvement without taking a beat to appreciate how far they have come. Recognizing and celebrating achievements, big or small, can significantly boost morale and motivation. It reinforces successful behaviors and outcomes, encouraging individuals to continue performing at their best. Find the balance. The art lies in delivering feedback in an empowering rather than discouraging way. This involves clear communication, empathy, and a focus on solutions rather than problems. Encouraging a feedback culture where employees feel valued and understood promotes a positive work environment and drives continuous growth and learning. Final thoughts Resilience, discipline, and teamwork, epitomized by these insights from Cal Ripken Jr. and Jessica Mendoza, are crucial in building business excellence. Consistency fosters reliability and confidence. Resilience transforms setbacks into strategic insights. Embracing these values, along with individual accountability and positive reinforcement, transcends the realm of sports. They are instrumental in nurturing a winning business mentality, enhancing innovation, and securing sustained success. Note: Content for this blog post was originally posted on Sage.com by Daniel Heathcote, May 14, 2024.

In today’s tech-savvy environment, scams are increasingly sophisticated. When dealing with Sage software support, it’s crucial to know how to identify and dodge fraudulent activities. Here’s your guide to staying safe: Bookmark Official Resources:   Always use our official URL www.Sage.com/Resources to contact Sage. Do not perform a browser search for Sage support phone numbers or other contact information. Discover the Sage Expert Services available for our various Sage products.   Beware of Impersonation Emails:  Be cautious of emails, websites, and social media accounts that look official but aren’t. Check for inconsistent branding like altered logos or brand colors. Warning: To ensure important Sage alerts reach your inbox, add SageServices@custcommunications.sage.com and @communityhub.sage.com to your safe sender’s list. In most email programs, you can do this by marking a Sage email as ‘Not Spam’ or ‘Safe Sender.’ Avoiding Search Engine Traps:  Familiarize yourself with Sage’s custom URLs such as www.SageU.com, and www.SageKB.com. For legitimate resources, visit Sage.com and use the ‘Support’ option in the top menu. This will redirect you to your local ‘Sage Support Central’ page.   Read the Fine Print and Verify Links:  Examine disclaimers and look for domains that closely resemble the official ones. Authentic Sage sites will always use domains like “sage.com.” Trust Your Instincts and Beware of False Urgency:  Scammers often create a sense of urgency to trick you. If it feels off, it likely is. Sage will never pressure you into quick actions or request sensitive information over the phone. Be Alert to Voice Scams:  Always confirm the caller’s identity by reaching out to official Sage support numbers. How do you know you’re speaking with Sage? We will always ask you to verify existing contact information on your Sage account. If you have an active business care plan or active subscription, we will never ask you for payment for assistance within our Scope of Support. Report Suspicious Activity: Contact Sage directly at 866-996-7243 or CSRisk@sage.com if you think you’ve been targeted. In the United States, report to the Federal Trade Commission (FTC). In Canada, report to your local law enforcement, RCMP or the Canadian Anti-Fraud Centre. Search Engines: Report suspicious sites directly to search engines like Google or Bing through their reporting tools. Stay informed: Keep up to date on new scam methods through official resources and community forums. By following these tips, you’ll ensure that you are communicating with the genuine Sage support team and protecting yourself against evolving scams. Note: Content for this blog post was originally posted on Sage.com by Erzsi Institorisz, October 18, 2024.