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Financial Foundations: Funding Commercial Real Estate in Nevada

 

Nevada’s commercial real estate industry is growing again. New projects are underway, both sales of existing buildings and those under construction. There has been a large increase in loan volume over the last several months. As Nevada experiences a growth spurt in commercial real estate projects, there are many ways to finance those projects and many willing lenders.

Projects begin with financing and financing begins with people.

Start with market research, talk to several lenders and call around. Maybe talk to some commercial real estate brokers, they have some good ideas about who’s lending and how to go about achieving financing. Shop around, compare pricing, terms, and conditions of loans.

For Nevada State Bank, the process starts with an initial meeting between the borrower and bank representative. The bank needs specific information in order to structure financing.

For general small business loans, there are standard, conventional bank products. SBA offers several products banks can use for small businesses in addition to SBA 504, which provides financing at below market rates and is popular for owner-occupied projects.

Construction loans differ from loans for existing buildings in how they’re financed and what kind of lender finances what kind of project.

 

Wages and the Worker’s Market: Nevada Staffing

 

Nevada’s employment landscape is one with numerous available jobs but an insufficient number of qualified people to fill them, experts said. It’s an employee’s market, referring to Northern Nevada. If somebody’s not working, there really is no excuse. They’re able to pick and choose. At the same time, there are not enough skilled workers

The situation is the same in Southern Nevada, too. There are a ton of jobs available, but it’s a tough job finding the right person for the position.

The most recent statistics from the Nevada Department of Employment, Training and Rehabilitation (DETR) showed. Las Vegas added 25,500 jobs, also for 2.7 percent year-over-year growth. Reno added 1,300 jobs, a 0.6 percent increase. Among Nevadans willing to work, the seasonally adjusted jobless rate was 5 percent as of November 2017’s end, which compares to 5.2 percent a year earlier. The demographic with the highest jobless rate then was teenagers and young adults.

Even the unemployment rate among discouraged, marginally attached and part-time workers, classified as U-6, has decreased since last year.

As the state’s labor markets have improved, more individuals have begun or renewed their search for work, which limits downward pressure on the jobless rate.

To attract the workers they want, many Nevada companies must pay higher wages and to

Companies that can’t or won’t pay more likely will have to settle for and train workers who may lack some of the necessary skills for the job.

 

Closing the Generation Gap: Millennials vs. GenXers vs. Baby Boomers

 

In workplaces across Nevada, change is coming more quickly than at any time since baby boomers changed the status quo regarding diversity, hair length and governance in the 1960s.

On shop floors and in cubicle farms from Ely to Searchlight, millennials – a term used to describe those under age 34 – are challenging the baby boomers – those now over age 50. The GenXers – those 34-49 – are caught in the middle.

What’s at stake is little short of the redefinition of the workplace and work itself as business tries to digest 80 million millennials.

The issues role off the tongue in a stream of stereotypes:

·         Boomers are stuck ‘inside the box.’ They’re captives of their own workaholic style and their lives are out of balance. They’re rigid; they value order and stability over creativity; they resist innovation.

·         Millennials are irresponsible dreamers who don’t understand the value of work and haven’t learned the economic facts of life. They lack focus, discipline and commitment. They’re short on engagement and they’re arrogant as well.

·         GenXers fit in neither group and show the worst traits of both groups. They have the poor problem-solving skills of boomers and the lack of focus and discipline of GenXers. They see boomers as blocking their career path and millennials nipping at their heels.

 

Some say millennials would rather play games all day and live in their mom’s basement than get a job. Millennials don’t want to put in the time to learn. They’re time shifters, preferring to work on their own 24-hour schedule than the traditional 9-to-5 routine.

Millennials see themselves as creative and confident. They are bombarded by images of young entrepreneurs becoming billionaires using the very tools they as a generation understand better than their elders

Millennial workers are relentless in their pursuit of a higher purpose which gives them a sense of fulfillment. Over the next 15-20 years, boomers will vanish from the workforce, GenXers will get their chance and business will have to rely on millennials as they grow into key roles.

 

 

AmCheck offers onboarding services and more.

Source: https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/employees-focus-next-gen-hr-service-technology.aspx