The Cost of Using Coupons

We all love a bargain, which makes coupons so appealing. Why pay more for something if you don’t have to, right? Some people take couponing to the extremes, like June Shannon (aka Honey Boo Boo’s mother), almost to the point where they might be considered hoarders. But is it worth it?

When it comes to saving money, it’s a big picture type of thing for me. I’m not only thinking of ways I can save money today, but how I can save money in the future. This is why I don’t actively search for or clip food coupons. More on that later.

Out of curiosity, I got on a grocery store’s website to see the digital coupons offered for food products. It’s a store that I shop at for some of my groceries. I didn’t download a single one. Why? Because every single item was unhealthy or potentially unhealthy. Every coupon was for a processed, pre-packaged item.

Like many people, I’m trying to watch what I eat and make better food choices. I strive to buy as little processed food as I can. I’m cooking more at home so I know EXACTLY what I’m putting into my body. As a result, the weekly grocery list is comprised of mostly fresh fruits and vegetables and very little processed food.

Processed food scares me. We’ve had listeria show up in ice cream, E. coli in bottled water, and metal parts in boxes of macaroni and cheese. There was a listeria concern with spinach, so fresh produce isn’t completely immune from being tainted either. Processed foods also contain ingredients that we can’t pronounce or clearly picture in our mind, much less know how our bodies truly react to them.

Our eating habits have changed over the years. We eat more fast food and cook less because we’re all busier than ever or, at least, we perceive ourselves to be busier. When we do cook, it’s from a box to minimize the time from stove to table. We’re consuming more meat, more sugar, and more fat. Childhood obesity is more prolific than it was 20 years ago; so prolific that gastric bypass surgeries are now performed on children before they reach their teens. The procedure wasn’t even an option for children decades ago. Also, the medical profession predicts 1 in 3 Americans will have diabetes by 2050.

So why don’t I clip coupons? Simple answer is that there’s nothing for me to clip. There just aren’t coupons for fresh produce. Organic and other healthy foods rarely have coupons available either. Am I spending more money than the neighbor? Probably.

But that’s only for now. I sincerely believe that what we eat today will affect us in the long run. I am willing to spend an extra $15-$20 per shopping trip buying healthy food versus saving a few bucks but running the risk of having medical complications in the future because of the unhealthy food I bought with a coupon and ate. I’m not a doctor, but it just makes sense that unhealthy eating can lead to medical problems down the road. We all know how expensive health insurance and medical bills are. Think of how much they’ll be 20 years from now!

That extra $15-$20 is my investment toward the future. A future where I will have a lower risk of serious medical issues, a lower risk of paying exorbitant medical bills due to those serious issues, and a higher quality of life because I feel good. It’s not a 100% guarantee, of course, but I’m stacking the deck in my favor by eating right.

Using the "So What?" Factor When Writing E-Mails

In today's world, e-mails are one of the most preferred methods of communication. It’s not uncommon for people to receive dozens, if not, hundreds of e-mails per day at their place of work. Managing and prioritizing these e-mails now has become an integral part of their work day as well as whatever their everyday duties may be. And whether it’s real or perceived, many people feel this additional task eats up a significant portion of their day. As a result, e-mails are scanned instead of read word-for-word. If an e-mail is opened up and it’s exceptionally long, it might be skipped or not read to the end. It could be one of your e-mails.

By nature, I am a talkative person and that chattiness carries over to my written communication as well. I always feel the need to explain everything in painstaking detail to let the receiver know there is a valid reason for whatever request I’m making. Over the years, I noticed that I was receiving fewer responses to my e-mails or the response I did receive didn’t answer my question or address the issue I was e-mailing about. I then realized my e-mails frequently contained information that was completely irrelevant to the receiver. That’s when I started using the “So What?” factor. I thought of the term myself, but I do see it’s used by others, so it’s not a novel concept and I certainly can’t take credit for inventing it.

Using the “So What?” factor is quite easy. Write your e-mail like you normally would. When you’re done, read through it and, as best you can, pretend you’re the receiver of the e-mail. After each sentence or talking point, see if you find yourself asking, “So What?” If you do, it’s likely the receiver will too. Determine if deleting the sentence or sentences will make the e-mail’s purpose unclear. If not, get rid of it. The shorter and more succinct your message is, the better. Here’s a short example:

“Hi Jane,

The sales report is due by the end of today and I still haven’t received the commission numbers from your department yet to complete the report. When I receive your report, it takes me about an hour to import the information into the master template, incorporate it with the other department’s commission numbers, and generate the charts. Would you let me know when you’ll be able to send it to me?

Thanks,

John”

Odds have it that Jane doesn’t care about how the process works on your end or how long it takes you to complete YOUR part of the job. Also, assuming Jane is competent, she already knows you don’t have the commission numbers yet. It doesn’t help to know when she will be able to send the numbers to you, either. It’s just an additional e-mail you’re asking her to send. Just what she wants to do, right? Send two e-mails instead of one. Let’s rewrite the body of the e-mail:

“Would you please send me your department’s commission numbers by 2:00 today? The sales report is due by end of day. If this isn’t possible, let me know so I can inform management of the delay.”

The rewrite might come off as a little abrupt, but it’s concrete, close-ended, and factual. If the person wants to know why it has to be 2:00, then you can tell them how long the process takes on your end.

On a personal level, the “So What?” factor also applies to e-mails you’re sending to companies to complain about an issue with their products or services. If you want timely rectification, avoid telling your life story. Customer services representatives read and hear life stories all day long. Clearly state the issue, describe how you would like to see the issue resolved, and ask what can be done on their end to resolve it. Anything outside of that will probably be just white noise and doesn’t contribute to the resolution.

Remember, most people are busy, feel like they’re busy, or both. Perception is reality. Staying courteous, cutting the fluff, and using the “So What?” factor will increase your chances of getting your questions answered or issues resolved and reduce the time spent following up on sent e-mails. It’s a win-win for both the sender and receiver.

Got Pre-Interview Jitters?

The thought of going on a job interview does not appeal to most people. For some, however, it deals them a hand of heightened anxiety. They feel like they’re being put under a microscope and dissected. The feeling’s not unwarranted. Who really wants to sit there and discuss, in detail, their greatest weakness? Who wants to relive a time when they had to deal with a negative situation at work and then explain what they did to resolve it? Then, five minutes later, switch gears entirely and try to convince the interviewer that they’re wonderful.

Years ago, I was chatting with a woman who was a human resources director. We started talking about interviewing and she made a confession to me. “Most of the time, the interviewer is just as nervous as the interviewee.” This was such a shocking revelation and I asked her how this could be. Here’s the answer:

Scenario One: The interviewer is from the human resources department

These people have been hired based on their skill or experience to select the right candidate for the right job. In fact, part of their job performance is based on that. What’s their retention rate? Their turnover rate? If they continually select people who don’t work out for one reason or another, their own job might be in jeopardy. No pressure there! Also, they have to be forever mindful of the questions they ask a candidate. Due to discrimination laws and such, interviewers must be careful that their questions do not come across as discriminatory or otherwise illegal, even in the slightest. As a rule, employers don’t like to be sued by a person who believes, whether rightfully so or not, that he or she wasn’t selected due to age, gender, race, religion, etc.

Scenario Two: The interviewer is someone in the department you’d be working in, possibly the supervisor 

These people usually have no education or training on how to interview and select candidates. Sure the person might be educated, but not in human resources. Their sphere of concern is different compared to an HR employee. They need to select someone that will fit into the department seamlessly so they don’t upset the existing employees. Their reputation is at stake. If the new employee ends up being incompetent, their superiors will question their competency to choose a good employee. If the new employee ends up being disruptive or has a bad attitude, their superiors might question how sound their judgment of character is. It might be part of their performance review as well. And just like a human resources employee, they, too, have to be mindful that the questions they ask are allowed by law. 

This information might not magically make your pre-interview jitters go away, but rest assured that you probably aren’t the only nervous person in the room. Take a deep breath, smile, offer a firm and confident handshake, and be yourself. You can do it!

Make Sure Your CPA is a CPA

As crazy as it may sound, some people do place the CPA designation after their name and they shouldn't be. I once received a message from a recruiter who placed “CPA” after her name in the e-mail signature. I went to the Board of Accountancy’s website to look her up, and she wasn’t there. What this told me was she did NOT have a license in the state of Arizona. Maybe another state, but definitely not Arizona. Using the CPA designation comes with a lot of rules and I won’t bore you with all of them, but there are some basic facts that everyone needs to know about CPAs:

• Although everyone in the United States takes the same uniform exam, licensing is handled on a state-by-state basis. If you have your license in one state, then move to another state, you have to apply to get certification in that state if you want to use the CPA designation. People can have multiple certifications in multiple states.
• The CPA designation cannot be used if the license is inactive, suspended, revoked, or whatever term that particular state uses to mean “it’s not in good standing”.
• CPA firms must also register with the accountancy board in whatever state it practices. Firm names can also be looked up to determine if they are in good standing.

If you currently use a CPA or are considering using one, it would benefit you to look up their license in whatever state you live in to ensure it’s in good standing and/or the person actually HAS a license. If you cannot locate their name, you can go to www.cpaverify.org to perform a nationwide search to see if perhaps the person is licensed in another state. I always recommend trying with the state board first because the nationwide site may have incomplete or outdated information. It’s up to each state how much information they provide to the site. I have provided links to every state’s CPA license lookup page below.

If you’re going to trust your finances to someone, make sure it is, indeed, someone you can trust. It only takes a minute.

Alabama

Alaska

Arizona

Arkansas

California

Colorado

Connecticut

Delaware

Florida

Georgia

Hawaii

Idaho

Illinois

Indiana

Iowa

Kansas

Kentucky

Louisiana

Maine

Maryland

Massachusetts

Michigan

Minnesota

Mississippi

Missouri

Montana

Nebraska

Nevada

New Hampshire

New Jersey

New Mexico

New York

North Carolina

North Dakota

Ohio

Oklahoma

Oregon

Pennsylvania

Rhode Island

South Carolina

South Dakota

Tennessee

Texas

Utah

Vermont

Virginia

Washington

West Virginia

Wisconsin

Wyoming

The One Question You Need to Ask at a Job Interview

Through the years, I’ve had many conversations with people about job interviews. It seems that the one thing people forget the most is that they are interviewing the prospective employer just as much as the prospective employer is interviewing them. Interviewees need to determine if the organization is a good fit for their skills, career goals, personality, and work style and vice versa.

The one question that I think is essential to ask during the interview is WHY the position is open. This usually leads to more questions, but the dialogue needs to be opened. The answer can be very telling as to whether the job is going to work out for you or not.

Of course, the answer can vary greatly and requires follow-up questions to better understand that answer. Here’s a few scenarios:

“The position is open because the individual retired.” This sounds good, but make sure to ask how long the person worked for the company if that information wasn’t given freely. The retirement could be due to age alone and not how long the person worked there. If the retiree worked there only for a short time, ask how long the previous person in that position worked there. See if there’s a pattern.

“The position is open because the person left for another opportunity.” Again, ask how long the person was in that position. If you’re feeling bold, also ask the interviewer what he or she thinks was the main reason for the individual choosing the new opportunity.

“The position is open because we promoted the person in that position.” Why was THAT position open? Promoting from within sounds great on the surface, but there has to be a slot open in order to promote. This also gives you a great opportunity to discover what it takes to get a promotion and what the employer values. Ask what it was about that person that warranted the promotion. Work ethic? Technical skills? Interpersonal skills? Education? It could be something more mundane like, “That person was the best person we had,” which essentially tells you nothing.

“It just didn’t work out with the person we had.” Why didn’t it work out? There is such a thing as a bad employee, but there is such a thing as a bad employer too. How long was the person there? Did the employer attempt to rectify whatever the issue was before the separation? Determine if the employer handled the situation in a positive and constructive manner.

“It’s a newly created position.” This can be promising and dangerous. Sometimes organizations think they need to create a new position, only to discover a few months down the road that they really didn’t need to. Or it can lead to something great. How long did it take them to decide a new position was needed? Did they perform any analysis to justify the expense of paying an additional employee? Are they certain the new position has enough workload to keep someone occupied on a full-time basis? Have the other employees been informed of this new position? Employers make mistakes too. Make sure you’re not on the losing end of their mistake.

The answer also might be a combination of any of these answers or a completely different one altogether. Bottom line, the goal is to determine how long people stay in the position and what qualities the employer values. Then you can evaluate, at least in one aspect, if the employer’s style matches your own.

I know some of you might be concerned that it will appear that you’re “grilling” the interviewer, but think about some of the questions you’ve been asked in the past. I’ve heard everything from “If you could be any animal, what would it be?” to “Give me an example of when you had an interpersonal conflict at work and how you resolved it”. No, you have every right to ask these questions. You need to know if the position is a good fit so you’re not looking for a new job in six months because the company is not what you thought it was.

Besides, a good employer will appreciate your thoroughness and thoughtfulness. A good employer knows you’re interviewing them as much as they’re interviewing you. If they get offended or don’t offer you the position, you probably don’t want to work there anyway.

Make Your Own Chocolates in Ten Minutes

Since I started the quest to eat healthier, I find myself cooking more and buying less processed food at the grocery store. I'm also reading ingredient labels and trying my best to avoid buying anything that has ingredients I can't pronounce or readily identify.

I like chocolate. It seems most people do. But again, I read the ingredient label on a chocolate bar and put it right back down. What is PGPR anyway? Luckily, I found a recipe to make my own chocolates with only three ingredients and take about 10 minutes to make. To sweeten the deal (no pun intended), these chocolates are dairy-free, soy-free, nut-free, and gluten-free so almost everyone can enjoy them.

First, let me give credit to the originator of the recipe. You can find the original recipe HERE at My Whole Food Life.

The three ingredients are 1/4 cup cocoa powder, 1/4 cup coconut oil, and 2 tablespoons maple syrup. I would definitely start with coconut oil that is already in its liquid form. Mix them in a bowl until it's very smooth.

Pour the mixture into a candy mold or a mini-muffin tin. I went to my local art and craft store and bought a candy mold for less than $3. The photo above is the mold I used, which produced 18 chocolates. The recipe was enough to fill the entire mold with a spoonful left over, which I consumed immediately. For testing purposes, of course.

I would highly suggest spraying the mold with some type of cooking spray before pouring the chocolate in. The first time I made them, the chocolates were extremely difficult to pop out of the mold. When I used cooking spray, they came out very easily and took the shape of the mold a lot better.

Put the mold or muffin tin in the refrigerator until the chocolate is set, about an hour or so depending on the thickness of the chocolates.

The texture of the chocolate is soft and smooth with a slight hint of coconut flavor. Because of coconut oil's tendency to go liquid at room temperature, I would store them in the refrigerator, not that they'll last long anyway!

Try it out! You'll get all the wonderful flavor that chocolate has to offer without any additives, preservatives, or PGPR. What is PGPR anyway?

Why I Don't Follow the Golden Rule

"Once upon a time, there was an employee named Bill. He just got a promotion at work and was going to supervise two people: Jack and Jim. This was the first time Bill was going to be supervising people and he was nervous and excited about it. The night before his first day in his new position, he was thinking about how he could be a good and effective supervisor and he immediately thought of his boss, John. He thought John was a great boss! John would check on Bill at least twice a day to see how he was doing and what he was working on. Bill liked that. He knew how to do his job, but it was nice that John would give him that daily feedback, which provided him the reassurance that he was doing everything correctly and was prioritizing work properly. Bill decided that he was going to supervise Jack and Jim in the exact same way. After all, HE liked being supervised that way.

After a couple months passed in his new position, Bill noticed things weren’t going so well with Jim. Jack was doing great and the two of them got along very well. Jim was a different story. When Bill would come by Jim’s office to pay his twice-daily visits, Jim wouldn’t look happy and kept his comments very short. When Bill would ask questions, Jim’s responses were equally as short and not as detailed as Bill would have liked them to be. Bill started thinking that Jim might be a problem employee."

No, Jim is not a problem employee. The problem was Bill was following the Golden Rule: treat others as you would want to be treated. Bill did well with Jack because Jack also was the type of worker who liked frequent feedback from his superior. Jim, on the other hand, was an independent type who liked being told what to do and then going and doing it. If he had questions or problems, he’d speak up. If you didn’t hear from him, that meant everything was OK. Jim found Bill’s supervisory style smothering and felt micromanaged, which resulted in the behavior he exhibited.

Bill thought he was doing the right thing. He was treating his employees like he wanted to be treated. The issue was that he was not treating Jim the way JIM wanted to be treated. 

And this is why I don’t follow the Golden Rule when it comes to interpersonal relationships inside OR outside of work. Everyone is different. Everyone has their own version of what’s right or wrong, good or bad. So the moral of the story?

Treat others the way THEY want to be treated.

The End.

Not Ready for a Wi-Fi Thermostat?

Technology is a wonderful thing, and in many ways has made our lives convenient and more efficient...when it works. One piece of technology that I’m not quite ready for is a “smart” thermostat that connects to your home Wi-Fi network.

So, today’s entry is a product recommendation for a programmable thermostat that I personally use and love. It’s the Honeywell VisionPro Programmable, 1H/1C, Touchscreen Thermostat, model number TH8110U1003. It’s an older model and I’m sure there’s other programmable thermostats that have the same features, but this is the one I use in my home. You can purchase one online for about $120.

This model is easy to use. The touchscreen interface is responsive and the navigation is intuitive. The programming feature is robust and flexible. There are four different time slots to assign: wake, leave, return, and sleep. You assign what times they are and they can be different for each day of the week if you wish. You can also program heating and cooling settings simultaneously. That way when you’re transitioning from one to another when the seasons change, your settings are already there and ready to go.

The one thing I like the best about this model is the fact that it will automatically revert back to its schedule if someone manually adjusts the thermostat. Say you’ve set your “leave” slot to 8:00 a.m. and your “return” slot to 6:00 p.m. Your teenager comes home from school at 3:00 p.m. and decides it’s too hot/cold in the house and adjusts the thermostat. At 6:00 p.m., it will return to your programmed “return” temperature. How many times has someone in your home changed the setting and then forgot to change it back to a more reasonable temperature? When this happens, do you cringe just thinking about what your next utility bill is going to look like? This thermostat helps minimize the “damage” when a situation like this occurs.

You can also remove the thermostat from the wall without losing your programming.

It’s a great thermostat and will help save you money versus using a nonprogrammable one. So if you’re not ready to enter the world of Wi-Fi and smart phones for your heating and cooling needs quite yet, I highly recommend the Honeywell VisionPro.

Click HERE to see one at supplyhouse.com.

A Twist on the Popular 52-Week Savings Plan

You've probably seen the 52-week savings plan where you put aside money every week and end up with $1,378 upon completion of the plan. The first week you put away $1, the second week, $2, and so on. While the plan is a great method to give someone structure when it comes to saving, there is one pitfall. The first month of the plan, you put away $10. For most people, this is feasible and maybe hardly noticeable. The last month of the plan, however, you put away $202. The month before, $186.

I believe most people start this kind of plan in January. It’s a new beginning, a new year, and resolutions have been made. Maybe saving money was one of those resolutions. That means a person has to set aside $388 total in November and December, the holiday season. Whether it be on holiday gifts or cooking/baking supplies, we as consumers spend more money and have less disposable income during those months. I make several pecan pies during the holidays and pecans are expensive! Let’s not even start on the gifts. Suddenly, the $388 sounds like quite a bit.

My solution? Take the traditional schedule and alternate between the front end of it and the back. Check out the new schedule below to see! The contributions for the last two months now total $212, essentially putting $176 back into your disposable income for that time period AND you’re still on track with the savings plan.

I think the majority of us earn incomes that don’t fluctuate much from month to month. Your savings plan shouldn’t either.