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2025年2月26日，香港特區政府財政司司長陳茂波在立法會發表了新一份財政預算案。本次預算案聚焦於經濟增長、人才引進、企業投資以及社會民生等多個關鍵領域

財政司司長陳茂波在《2025年財政預算案》中強調，政府在拼經濟、搶企業、搶人才方面的努力已取得顯著成果，為香港的經濟發展注入了新動力。

香港特區政府財政司司長陳茂波在2025年財政預算案中，為香港經濟描繪了一幅穩健增長與可持續發展的新藍圖。

財政司司長陳茂波在最新公布的《2025年財政預算案》中，提出了一項**「強化版」財政整合計劃**，旨在應對香港持續的財政赤字問題。該計劃的核心目標是在2027/28年度之前，累計削減政府經常開支7%，以實現財政穩健並為未來發展奠定可持續的基礎

財政司司長陳茂波於今日（2月26日）正式公布2025年財政預算案，這份預算案在財赤壓力下備受各界關注。預算案演辭封面選用湖水藍色，象徵未來發展的無限機遇，也寄託了對經濟復甦的信心。

The company's progress can be seen from how the company has employees with high levels of productivity and skills. Investing in employee development will also improve employee performance, leading to higher revenue, having a solid team, and improved customer satisfaction. If you do this continuously, you can get high-performing employees with better work quality, minimum errors, and low turnover rates. Let's see what needs to be prepared when we want to improve team members’ performance. How can we measure employee performance? The most common thing for employers to check employee performance is in terms of company revenue or sales. But for certain areas that are not directly related to sales, you can use a variety of metrics such as efficiency, feedback, and quality of work.  Ask for feedback from each team member regarding the performance of coworkers, managers, or others. This can be a reference for whether each team member understands the abilities of their coworkers, whether they respect each other, whether their assessments are objective and in accordance with reality in the workplace. Best Strategies to Improve Employee Performance The next step for measuring work performance is time management. Track how long it takes each employee to complete tasks, is their work quality adequate and up to standard? The last step is with key performance indicators to measure aspects of performance that align with company goals. How to manage underperforming staff? After measuring all team members' performance, you probably found underperforming employees. This means an employees' work quality has decreased before expectations or required level. These situations can occur due to many factors, but some behaviors that demonstrate underperformance are negative behavior, worsened compliance with procedures and policies, failure to meet the expected standards. There are many causes of employees underperforming, such as job dissatisfaction, lack of skills, stressful work environment, bad relationships with coworkers, inadequate training opportunities, and personal issues. Investigating this is the employer's obligation, because it is necessary to ensure that each employee works comfortably, delivers their obligations according to expectations, and has the same training opportunities as each other. The first step is to recognize their problem, be perspective with employees' behaviors by conducting one-on-one meetings and gain their perspective. After employees explain their underperforming problems, you can find solutions together or conduct meetings with others for the underlying problem. Is the problem at work? Is there conflict within the team? Is the work given too difficult? All of these problems must be found so that they can be unraveled and resolved properly. For some ways to improve employee performance, we will explain in detail below. Best strategies to improve employee performance Please remember that business success relies on employees' performance. If employees are engaged, motivated, and productive, their work will meet expectations and any targets you set for them. Here are the best ways to improve employee performance in your organization. Clear communication Communication between managers and team members must be clear, because it can avoid any confusion and disengagement from their roles. Every manager must have effective communication skills, regardless of who they are communicating with. When team members understand their duties, jobs, and purpose, they will understand what needs to be set for their goals, and align it with the company's goal.  Clear and actionable description of employees' responsibilities is the best way to establish relevant employee performance. Let employees ask questions if there is something confusing in their role, and suggest them to repeat what they understand to ensure that the manager and team members are on the same page. Encourage feedback Employees feedback matters. Sometimes employees who cannot show their feelings because of discomfort in the workplace are one of the main causes of underperformance. Let each team member provide feedback on how the team should work, what needs to be fixed from the managers' attitudes, or what rules are too burdensome for employees. Encourage employees to provide criticism plus solutions. This will help the company to grow a positive culture by getting its employees used to making constructive criticism, and they can accept the same thing according to what they do. Train and develop employees Employees who understand and have a basic skill of their role is not enough, because every employee has the right to continue learning to perform their jobs with precision. You need to include each team members in robust training programs, workshops and coaching systems. Every employee needs to show the results of their training by implementing it into the job, or doing a short presentation about what they got. These tactics can ensure that every employee can expand their skills and knowledge, which can help to improve their performance. Build a good support culture Craft a robust culture that demonstrates each team member respects each other, plus managers and bosses respect each team members. You can provide support to employees with competitive salaries, healthy environment and workplace perks. Ensure you can detect if there are employees who are stressed with their work, you can talk it out, give employees more time to rest and calm down before they return to work. This will help employees not to feel overwhelmed by any condition, respect what they feel, and maintain engagement with employees. Celebrate wins Managers often forget what employees have achieved, and sometimes that makes them lazy to give good performance. You need to celebrate any achievements with significant results, to build employee enthusiasm and they can focus on the team achievements through their work. Plus, employees who feel their work is valued will be more enthusiastic and ensure their work quality, encourage them to bring consistent and high-quality work. You can celebrate employee achievements by praising your team or each team member, taking your team out to dinner, giving corporate gifts, or giving incentives. Employee performance is crucial for business progress. You need to think about ways to always improve employee performance by creating a comfortable working atmosphere, providing training to improve employees' knowledge and skills, being a good support for each team member, and several points that we have conveyed above.  Hopefully SMEBrother can help you in elevating your business to the next level with the best tips about improving team members' performance. If you want more information about business, SMEBrother is your best solution. Check our website for SME matters and growing your business from small to large scale.

Every workplace will experience conflicts between fellow workers or between team members and their leaders. This is normal due to the variety of personalities and roles. No conflict should be taken lightly, because if not addressed properly, it will lead to reduced teamwork, decreased morale, and lower productivity. Conflict in the workplace must be resolved immediately so as not to hinder work and change the office atmosphere. This time we will provide some tips to handle employee conflicts and create a healthier work environment. What are the most common causes of employee conflicts in the workplace? Common causes of employee conflicts are poor communication and personality clashes. Every employee has different work habits, skills, values, and temperaments. Clashing egos between employees or competitive sides create conflict at work and create tension. Or if an organization lacks transparency and unclear instructions, it will lead to misunderstandings and employees will make their own conclusions. Unresolved conflicts will cause stress and frustration. This is bad for the environment, and managers or employers must immediately resolve any conflicts effectively. How can managers identify early signs of employee conflicts? Managers can identify early signs of conflicts by any changes in workplace behaviors and communication patterns. The most obvious way is to see visible frustration toward colleagues by looking for dismissive body language such as sighing or frequent eye-rolling. The next step is to see how employees communicate or collaborate.  If conflict exists, employees avoid communicating with each other. If managers do not immediately handle employee conflicts, team discussions will not run smoothly, increasing the possibility of mistakes in tasks, lower work quality, missed deadlines, and other bad things. If employees don't show any difference in their behavior, watch for their avoidance or absenteeism. Sometimes employees take longer breaks or are absent for sick days to avoid confrontation. Or someone will avoid meetings and not participate much in group projects. Do organization need conflict management skills? Yes, every organization needs conflict management skills, especially leaders. Handle employee conflicts effectively to ensure that every employee remains productive and has a healthy work environment. Conflict management skills are abilities to identify, address, and resolve problems in a constructive manner. These skills will help organizations prevent conflicts and turn disagreements into positive communication and opportunities for growth. 6 Simple Strategies to Turn Conflict into Team Advantage If team leaders show that they have good conflict management skills, each team member will feel at ease with the condition of their organization, ensuring that any conflicts will not continue to occur, finding the best way to reach agreements. We have prepared several ways to resolve conflict at workplace below. Tips to handle employee conflicts Every conflict has its own difficulties, depending on how complex the problem is. But if you have a surefire way to handle conflict, then no matter what the problem is, you will be ready to solve it. Are you ready for some conflict resolution strategies? Let's read it out. Learn to listen The most important key to communication is learning to listen. Sometimes people just want their opinions to be heard by others, without giving others the opportunity to speak or express their opinions. Teach each of your employees to have active listening skills, not interrupting others when they are talking, absorbing all information from the other person. If each employee learns to listen to people closely, they will learn to respond in a more understanding way. This will bring a positive work culture by not prioritizing emotions when communicating, because it is necessary to listen to the opinions of each employee. Do not underestimate small conflicts Sometimes leaders will ignore small conflicts because they think they don't have much impact on the work. This will continue to escalate if left unresolved. Starting from small things, employees who are at odds will start to show dislike for coworkers and can change their thinking from being objective to subjective because of small unresolved problems.  Encourage employees to speak up any problems before they become serious. The most common thing that happens is that some people think a joke doesn't need to be taken seriously, but there are some people who take jokes seriously or take it personally. If this is not straightened out, it will lead to many things in the future. Open communication Create a work culture where employees can freely express their concerns. Sometimes employees feel stressed at work because they feel their voices are not heard. Once each employee has active listening skills, open communication will ensure that each team member feels heard and understood.  Create a special meeting time to discuss whether or not there is conflict within the team. At that time, each employee can provide suggestions or criticisms to coworkers, and do not forget to provide solutions to become constructive critics. This will lead to respecting each other's opinions, improving individual values ​​according to coworkers' assessments, and finding problem points more easily. Neutral third party Sometimes a problem requires direct resolution or needs to be resolved respectfully with each other. But if employees do not resolve the issues themselves and there is a heated discussion, a neutral third party such as HR or a manager needs to step into the conversation. The third party will facilitate constructive discussions, note down any problems conveyed by both parties, and help both sides reach an agreement.  After the discussion is over, the third party gives employees time to shake hands and apologize to each other to avoid any hurt feelings and foster respect. By handling conflicts effectively, organizations can strengthen teamwork, improve employee satisfaction, and create a positive work environment. Hopefully, you can use all of the tips from SMEBrother, whether you do them one by one according to your needs, or combine some of these tips to be implemented directly to your team.  Do you still need other information about SME? Immediately check the SMEBrother website and get all the information about business licensing, tips for leveling up your business, opening a new business, etc.

想在英國開公司但擔心稅務問題？別怕！這篇文章幫你徹底搞懂英國公司稅務，從註冊到省稅技巧，手把手教你如何合法節省開支，輕鬆創業！

準備來英國工作嗎？還在擔心如何辦理簽證嗎？不用怕，這篇文章幫你搞定一切！如果你是香港人，計畫在英國展開新的一段職業旅程，第一步當然是辦理工作簽證。