Category: Organization

Leadership Skills for the Modern Manager

You just landed a promotion and you are excited about it. After all, you have worked so hard to get here and seeing your work bearing fruits is everyone’s dream. With this promotion comes the job to supervise a person or a group of people and you are not so sure about your supervisory skills since this is all new to you. Moreover, some of the people you will be supervising are people you have worked with at the same level and you need to keep being their friend as well as being their supervisor. You want to be an effective supervisor, someone who gets the job done and keeps a good and well-motivated team.

While you definitely have the technical skills for the job, as evidenced by your promotion, you need the following additional skills so that you can be an effective supervisor as well.

Emotional intelligence

An effective supervisor is one who offers leadership, resolves conflicts and provides an ear for their team. This is a person who can recognise their own emotion in a situation, recognise the emotions of others, is empathetic and has top-notch social skills. Emotional intelligence is a critical skill in modern day management where teams are diverse and there is a need for work-life balance.

Learner

As much as you are the leader of the team, there are things that you will not know. A good leader is constantly trying to improve his/her knowledge base and encourages other team members to also learn. In a world where self-learning has been made easy by technology, learning should be constant and an effective leader is one who shares new information with the rest of the team. It is a person who seeks constant self-development and the development of the team. Tragically, studies by CEB Global shows that only 10% of managers are learners.

Approachable

Gone are the days of impenetrable walls surrounding a boss, complete with a secretary who made it hard to access a manager. Modern teams require very close working relationships and as a manager, there is a need to establish a working relationship with your team members so that you can offer leadership and facilitate the achievement of goals.

Political Authority

Office politics are frowned upon but political authority is the ability to rally people towards a similar cause and achieve set goals. Sometimes, you will be given the tough task of convincing your teammates to take on an undesirable task or of implementing an unpopular policy. At this point, you will need the skill to convince your teammates to be receptive to the new idea and this requires good political skills. An effective leader should be able to win others over, especially in difficult situations.

Good at Delegating

An effective leader ought to be able to delegate a task to a person who has the right skills to handle it. This maximises the team’s talent, nurtures good skills for those who get the work done and ensures that tasks are handled well and in good time. Delegating also shows that you have confidence in your team, which boosts the team’s morale and ability to learn new skills. It also goes without saying that a good leader is able to let people creatively come up with solutions to problems without micromanaging them. Giving people the freedom to find solutions to problems boosts their problem-solving skills, makes them more confident and grows the team’s overall skills. Delegating tasks and responsibilities also frees up your time as a manager and lets you focus on the most important tasks at hand.

Flexibility

Different situations call for different approaches and it is the mark of a good manager to come up with creative and unique solutions to unique problems. Having the flexibility to come up with fresh tactics to manage each emerging situation allows you to develop good problem-solving skills and gives your team the confidence to trust you to solve emerging problems uniquely.

Gives Clear, Timely and Effective Communication Regularly

Management involves a lot of communication on expectations, company changes, and goals. A team is kept together through constant communication as this ensures that everyone is on the same page and things are done in good time. It is the work of the manager to always keep the team in the loop. It also means that a good manager ought to have good crisis management skills, where any rumours are cleared in good time and effectively. Any problems and fresh issues that might arise are addressed in a timely manner.

Treats team members as partners

You are the boss and that is well-established. However, subordinates appreciate it when you treat them as partners as well as getting them to play a part in decision-making and drawing up of strategies as opposed to subordinates who merely receive instructions. Team spirit requires that you give your subordinates the chance to take control of their activities and you involve them in departmental activities as well. This shows leadership and enhances collaboration.

Shows no Favouritism

It is human nature to have a favourite, to prefer one person or thing to another. However, this does not augur well with your teammates when you are a supervisor. It divides your team and diminishes your authority. Even if you have a favourite, try to stay neutral. Solve disputes in a neutral way and provide leadership. When your team members trust you to make neutral and well-informed decisions, they will trust you and your decisions.

A leader is Ethical and Trustworthy

You cannot preach water and drink wine and expect your subordinates to trust and respect you. An effective leader stays on the right course and can be trusted to make the right decision even if it is painful. Remember, your subordinates look up to you and if you are unethical, they lose their respect for you and this erodes your authority.

In conclusion, an effective supervisor is one who offers leadership and brings the team together. It is someone with good communication skills, neutral, trustworthy, flexible and who knows how to delegate effectively. The leader should also be a learner and should treat their subordinates as partners. In a world where teamwork is cherished, a good leader should be able to find unique ways of holding the team together and rallying team members towards a common cause.

What are some of the effective leadership skills you use or have experienced in the course of your career?

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Being a good supervisor starts with an honest appraisal of your leadership style to identify areas that need improvement. Chances are you’ll need input from others to gain insight, so ask your employees for feedback. Use the insight to develop the attributes all supervisors need to be good, effective leaders.

Interactive Communication Skills

Without an ability to make your desires clear, your employees won’t know how to accomplish the tasks you delegate. Equally important is understanding and incorporating employee feedback. A good supervisor interacts effectively with her employees, maintaining open lines of communication to ensure she stays informed about project progress and brewing problems.

Empathy and Compassion

If you can’t place yourself in your employees’ shoes, you can’t lead them effectively. For example, a parent might not be able to work overtime, or an employee going through a hard time might need temporary special considerations. Be as accommodating as possible in the face of genuine need, and your employees will be loyal in return.

Ability to Delegate

A good supervisor excels in delegating tasks to those employees best-equipped to handle them. Proper delegation streamlines a project, ensuring efficiency and maximizing profitability. Poor delegation, on the other hand, compromises a project. For example, if you delegate a vital task to an inexperienced employee, the whole project can slow. Worse, you might have to backtrack to fix errors, an inefficient use of time and resources.

Flexibility when Possible

No single approach to management works in every situation. Rather, a good supervisor chooses tactics based on the situation. For example, as a deadline nears, you might adopt a hard-line approach to ensure the work gets done. But your employees can’t operate at full-speed perpetually, so adopt a more relaxed approach during downtime between projects. This gives employees time to recover their strength.

A Display of Confidence

Your employees look to you for inspiration. If you seem wishy-washy or fearful, they’ll assume you don’t know what you’re doing. That insecurity will create a negative workplace atmosphere, stifling productivity. But if you display confidence and positivity, your employees will be secure in your skills as a leader.

Maintaining a Positive Attitude

Supervisors who come to work with a positive attitude make the office environment a great place to be. They use this attitude when solving problems, so the issues don’t loom as large as they might. And positive attitudes are contagious. People tend to take on the attitude of their environment, and being positive is a good one to assume. Make sure to celebrate wins to acknowledge good work of the staff.

A Dose of Humility

While a confident and positive outlook is important, not every decision you make will work out well. When a project fails or a choice backfires, accept responsibility and learn from the mistake. Don’t blame your employees for problems that resulted from your mistakes.

An Open Book, When Possible

Supervisors do have to keep some secrets. This is especially the case for sensitive personnel matters, where an individual’s privacy has to be respected, or for emerging company products or policies that aren’t quite ready for a public announcement.

But when possible, a good supervisor operates in an open and transparent fashion, letting employees know of projects, opportunities, concerns, and anything else that is likely to be of interest to the workforce and for which there is no valid rationale for secrecy. A good manager will help employees improve their work up front instead of waiting months to provide feedback. Your openness will encourage dialogue among employees and between employees and a supervisor they see to be a trustworthy and reliable source of information.

Passion for the Company

Great managers love the company they work for, understand the company culture, and appreciate the company’s objectives. They can easily convey to their employees why this is a great place to work, getting team members on board and excited to contribute.

• Forbes: The Seven Qualities that Make Great Managers So Effective
• CNN: 23 Traits of Good Leaders
• Entrepreneur: 7 Traits to Turn Good Managers into Great Managers
• Bustle: 9 Personality Traits Every Manager Should Have, No Matter What Type Of Job They Have

Stan Mack is a business writer specializing in finance, business ethics and human resources. His work has appeared in the online editions of the “Houston Chronicle” and “USA Today,” among other outlets. Mack studied philosophy and economics at the University of Memphis.

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Supervisors play an integral role in the organizational structure and hierarchy of a company. They help manage other employees in the process of carrying out their daily tasks and ensure business operations run smoothly and efficiently.

It is common knowledge supervisors are not born, but rather developed – so we feature this class regularly in the PCC Professional Development and Training program. While some people have a knack for leadership, most employees are also capable of developing the soft skills necessary to successfully perform supervisory duties.

Important Supervisor Qualities

Individuals striving to move into a leadership position should work on honing these eight qualities of great supervisors. These soft skills can help supervisors better perform their manager-like roles and responsibilities, which include organizing workflow, setting performance goals and deadlines, promoting productivity, and supporting fellow employees.

1. Effective Communication

A majority of workplace failures can be attributed to ineffective or inaccurate communication, making it an especially important quality for leadership. Supervisors should develop exemplary written and verbal communication skills to help them speak with impact, clarity, and brevity. They also need to be adept at giving both positive and negative feedback, as well as receiving constructive criticism and input themselves.

2. Leadership

There are numerous ways to define leadership, and it may manifest differently, depending on the industry, company culture, or management structure. However, certain leadership qualities are universal. Good supervisors take initiative while also providing support, motivation, and accountability to other team members. They have their own robust skillset and are willing to perform menial or mundane tasks to ensure a program or organization runs properly.

Supervisors also must possess the ability to objectively evaluate their team members; identify their strengths and apply them to the appropriate areas; and recognize any needs for improvement.

3. Empathy and Compassion

Supervisors are dealing with employees who are, first and foremost, humans. They will struggle, experience failure, and have bad days. While certain behavior and errors are unacceptable in a professional environment, supervisors should approach team members and their struggles with empathy and compassion. Those responses will lead to better problem-solving and improvement compared to anger or impatience while also bolstering company loyalty.

4. Conflict Resolution

Conflict in the workplace is inevitable and not necessarily a negative thing. All conflict means is that change is happening and people’s stances or perspectives differ. If a supervisor can competently handle conflict, it becomes an opportunity for strengthening relationships and developing robust solutions. An important part of successful conflict resolution is learning different conflict styles, methods, and triggers to help cultivate a process for both preventing and addressing it within a department or organization.

5. Ability to Delegate

While supervisors should have exemplary work ethics themselves, it’s equally important they know how and when to delegate. Employees want to feel like valuable parts of their company and integral to helping it achieve success. Delegation can become an effective tool for empowering employees. Supervisors must be able to identify which ones are best-equipped to handle certain tasks and find useful ways for every team member to contribute to a project or program.

6. Problem Solving

The keys to problem solving within the workplace are critical thinking, creativity, and consistency. Supervisors are relied on frequently to take the lead when an issue arises. Their job is to find the root of the problem and then follow an acceptable and structured process for addressing it. Ingenuity can be a useful part of problem solving, but it’s important that supervisors also follow company policy and procedure to ensure certain situations are dealt with fairly, consistently and, in some cases, legally.

7. Time and Priority Management

Time is limited and certain projects or tasks are more urgent than others. A good supervisor is able to prioritize and delegate accordingly to ensure they are completed in a timely and efficient manner. With excellent time-management skills, a supervisor is able to oversee their team’s heavy workload in the most productive way without leaving employees feeling stressed and burned out.

8. Confidence

Employees take note of their supervisor’s attitude. When a supervisor makes decisions confidently and then communicates them candidly, that can create a more productive, positive atmosphere. Not only do employees feel more confident in their supervisor’s leadership abilities, but they also appreciate the clarity and direction. Of course, not every decision a supervisor makes will lead to the intended outcome. In that case, it’s equally important for them to humbly accept responsibility, learn from the mistake, and choose a different course.

Preparing to Effectively Oversee Others

Regardless of your path as a supervisor, everyone in a leadership role can develop new skills that help them more successfully manage their team. Portland Community College’s Role of the Supervisor course with the Professional Development and Training program can help emerging leaders or those seeking a supervisor position develop a constructive philosophy and approach to overseeing other employees.

Join the Community

Supervisors often make up part of a company’s management staff, though they may not represent the highest managerial level. In many cases, supervisors are responsible for watching over employees and ensuring these individuals meet a company’s requirements. Supervisor goals can be wide ranging in nature, from improving a department’s output to training employees in new skills. Executive management is often responsible for creating supervisor goals. A common process for this activity is to identify gaps in the supervisor’s area, conduct an assessment, and develop corrective actions with the supervisor to close identified gaps.

Gap analysis is a very common business activity, though it may not always go by this name. Setting supervisor goals often comes after owners and executives review a supervisor’s work and operational area. Upper management review what they expect to see in the supervisor’s work and the actual results during the gap analysis process. The differences between these two represent opportunities for goals that will bridge the gap between expectations and actual activities. Supervisors may undergo a formal review here when conducting gap analysis.

Assessments are quite common for supervisors, who often undergo annual reviews of their actions and supervised areas. In some cases, a supervisor may undergo a personal self-assessment with the intent to grade him- or herself prior to the formal review. This provides data for upper management who will assess how well the individual can meet personal goals. The self-assessment can provide insight for upper management and assist in setting specific goals for the supervisor. The supervisor goals set here then frame future reviews of the individual’s effectiveness in the company.

In some cases, gap analysis and self-assessments can lead to corrective actions as part of supervisor goals. These actions will alter how the individual completes his or her tasks and handles problems. The development of lower-level supervisors is often necessary so a company can promote from within those individuals best suited for higher management positions. The corrective actions may also improve an entire area in a business. How a supervisor responds to these changes and corrective actions may also be a part of supervisor goals.

Not all supervisors have the same goals. Upper management should tailor each review process to a supervisor and review each independently. Creating one measuring stick for all supervisors can be a dangerous tactic. Upper managers must invest the time and effort into each individual supervisor in order to make him or her a success.

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Discussion Comments

@indigomoth – It might in fact be entirely up to the management what kind of goals you are reaching for as a supervisor. As it says in the article, they might decide to set some goals for you after an analysis of your performance.

I think this would be difficult to hear, but then no one is perfect. I know I’m not. If I had someone give me a particular goal for the coming year in order to improve my performance as a supervisor I would try to take it as a learning experience and opportunity rather than an insult to the work I’ve already done. indigomoth December 29, 2011

@Mor – I would suggest that a supervisor not set goals until he or she is familiar with the people they are working with anyway. I mean, it depends on what kind of level you are supervising.

It’s going to be different if you are supervising school kids working in a fast food joint, or computer programmers, or office workers or whatever.

But, I would say you can still set general goals going into a situation, like trying to foster a communal feeling, or getting everyone to meet the current deadline or whatever.

It will also depend on what your boss wants you to do. It might be that you are being brought in as a supervisor in order to clear up a particular problem. Mor December 28, 2011

It must be quite difficult to set goals as a supervisor as all your goals are based around the performance of other people.

I mean, you could have a few goals that are dependent on your own individual effort, but mostly you’ll be setting targets for the people you supervise.

I suppose you just need to make sure you take this into account when setting the goals. You don’t have total control over the outcome of each person’s day at work, but you can do the best you can with what you’ve got.

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Supervisors play an integral role in the organizational structure and hierarchy of a company. They help manage other employees in the process of carrying out their daily tasks and ensure business operations run smoothly and efficiently.

It is common knowledge supervisors are not born, but rather developed – so we feature this class regularly in the PCC Professional Development and Training program. While some people have a knack for leadership, most employees are also capable of developing the soft skills necessary to successfully perform supervisory duties.

Important Supervisor Qualities

Individuals striving to move into a leadership position should work on honing these eight qualities of great supervisors. These soft skills can help supervisors better perform their manager-like roles and responsibilities, which include organizing workflow, setting performance goals and deadlines, promoting productivity, and supporting fellow employees.

1. Effective Communication

A majority of workplace failures can be attributed to ineffective or inaccurate communication, making it an especially important quality for leadership. Supervisors should develop exemplary written and verbal communication skills to help them speak with impact, clarity, and brevity. They also need to be adept at giving both positive and negative feedback, as well as receiving constructive criticism and input themselves.

2. Leadership

There are numerous ways to define leadership, and it may manifest differently, depending on the industry, company culture, or management structure. However, certain leadership qualities are universal. Good supervisors take initiative while also providing support, motivation, and accountability to other team members. They have their own robust skillset and are willing to perform menial or mundane tasks to ensure a program or organization runs properly.

Supervisors also must possess the ability to objectively evaluate their team members; identify their strengths and apply them to the appropriate areas; and recognize any needs for improvement.

3. Empathy and Compassion

Supervisors are dealing with employees who are, first and foremost, humans. They will struggle, experience failure, and have bad days. While certain behavior and errors are unacceptable in a professional environment, supervisors should approach team members and their struggles with empathy and compassion. Those responses will lead to better problem-solving and improvement compared to anger or impatience while also bolstering company loyalty.

4. Conflict Resolution

Conflict in the workplace is inevitable and not necessarily a negative thing. All conflict means is that change is happening and people’s stances or perspectives differ. If a supervisor can competently handle conflict, it becomes an opportunity for strengthening relationships and developing robust solutions. An important part of successful conflict resolution is learning different conflict styles, methods, and triggers to help cultivate a process for both preventing and addressing it within a department or organization.

5. Ability to Delegate

While supervisors should have exemplary work ethics themselves, it’s equally important they know how and when to delegate. Employees want to feel like valuable parts of their company and integral to helping it achieve success. Delegation can become an effective tool for empowering employees. Supervisors must be able to identify which ones are best-equipped to handle certain tasks and find useful ways for every team member to contribute to a project or program.

6. Problem Solving

The keys to problem solving within the workplace are critical thinking, creativity, and consistency. Supervisors are relied on frequently to take the lead when an issue arises. Their job is to find the root of the problem and then follow an acceptable and structured process for addressing it. Ingenuity can be a useful part of problem solving, but it’s important that supervisors also follow company policy and procedure to ensure certain situations are dealt with fairly, consistently and, in some cases, legally.

7. Time and Priority Management

Time is limited and certain projects or tasks are more urgent than others. A good supervisor is able to prioritize and delegate accordingly to ensure they are completed in a timely and efficient manner. With excellent time-management skills, a supervisor is able to oversee their team’s heavy workload in the most productive way without leaving employees feeling stressed and burned out.

8. Confidence

Employees take note of their supervisor’s attitude. When a supervisor makes decisions confidently and then communicates them candidly, that can create a more productive, positive atmosphere. Not only do employees feel more confident in their supervisor’s leadership abilities, but they also appreciate the clarity and direction. Of course, not every decision a supervisor makes will lead to the intended outcome. In that case, it’s equally important for them to humbly accept responsibility, learn from the mistake, and choose a different course.

Preparing to Effectively Oversee Others

Regardless of your path as a supervisor, everyone in a leadership role can develop new skills that help them more successfully manage their team. Portland Community College’s Role of the Supervisor course with the Professional Development and Training program can help emerging leaders or those seeking a supervisor position develop a constructive philosophy and approach to overseeing other employees.

How to Be an Effective Supervisor

There are always ways to improve your ability to supervise. It doesn’t matter if you’re new to managing, or have been guiding others for years. Being an effective supervisor is about finding new and better ways to help your subordinates reach their goals. These goals may be set by you or someone higher-up on the corporate ladder.

What is a Supervisor Responsible For?

As a supervisor, you’re responsible for the performance of everyone working underneath you. If they’re not able to generate results, it will be difficult to meet the goals that you’re bosses have set for you.

To be an effective supervisor, you should be able to help guide others towards a unified goal. You should also promote growth in your company’s human capital. To do so, you need to be:
• Setting goals for your team members
• Monitoring their performance
• Correcting any problems before they grow
• Encouraging your employees to increase their capabilities and achieve new goals
Communicate Effectively

Communication is one of the most important aspects of being a supervisor. If you can’t effectively communicate with your team, it will be difficult to align them with company goals. You will also find it hard to relay the best ways to achieve them.

When supervising, you must make it a point to communicate your expectations clearly. This can help prevent confusion. Being clear with what you expect also allows you to hold employees responsible for their performance.

Be Gentle with Criticisms

No matter how great your team is, every supervisor is faced with the situation of pointing out shortcomings. One of your core responsibilities is both keeping employees on track by correcting issues early on.

You’re also motivating them to push the limits of their capabilities. This often involves focusing on ways they can improve.

Criticism is a natural part of being a supervisor, and shouldn’t be negative in nature. Instead, you should portray criticism as an opportunity to grow. You should always follow with ways that the staff member can work to reach your expectations of them.

Ask for Feedback

One of the best ways to become a more effective supervisor is to discover your shortcomings. Just like you provide constructive criticism to your employees, you should welcome the same from them.

Take the time every few months to have an open and friendly talk with a few different people that you supervise. As them about any ways they feel you could be more effective, and any areas they feel you’re lacking in.

Regardless of how good of a boss that you think you are, you’re going to find that others may have different perceptions. Encouraging and implementing feedback from your team will help align their perception with yours.

Being an effective leader means being able to communicate with the people who work for you. You must also guide them towards the results you want and help prevent any missteps along the way. Just like you should push your employees to always be improving, you should expect the same from yourself.

To be as effective as possible, you should always be working on ways to improve your skills, your performance and the way you interact with your team.

Always communicate with your staff. The longer you delay information, either to everyone or to one person, the more difficult it will be for your staff to prepare for changes and listen to you as a leader.

March 26th, 2014 “Stepping Up to Supervision” 1:00 pm EST / 11:00 am PST
Are you an innovator, bridger or implementer? Are you an idea generator but can’t stay to task long enough to complete a paper? Or given a single idea, you enjoy the detail? Or are you energized by ideas generated by teams and then delegate tasks to others to complete? Register for this webinar www.steppinguptosupervision.com

Known for combining innovative, no-fluff strategies with endless compassion, Tracey’s talks resonate deeply with her audiences. Whether speaking about business, life, or retirement, Tracey draws from her more than 17 years in financial industry operations, marketing, training, and Human Resources, as well as her experience as a personal and professional coach, to connect with listeners on many levels.
Click here to learn more.

Tracey Fieber helps business owners simplify, automate, and grow their businesses and their lives. She believes in the power of hiring the right people, and helps her clients cultivate highly effective teams that allow them to focus on the work about which they’re passionate. By nurturing business owners’ strengths and holding them accountable for their own success, Tracey’s leadership, communication, and coaching techniques help her clients take massive leaps forward.

Clinical Supervision is a key component in social worker and therapist training. Not all clinical supervisors are created equally. If your supervisor is employed by the agency where you work, you may not have any choice in your clinical supervisor. However, if you are hiring your own clinical supervisor, you will want to find someone who is not only competent and experienced, but has these traits of an effective clinical supervisor.

1. Strengths based – this is hallmark of social work practice and should used in supervision as well as with clients. You and your supervisor should assess and acknowledge your strengths so they can be used to the max. You shouldn’t leave supervision feeling badly about yourself or your work.
2. Consistent – your clinical supervisor should meet with you on a regular basis (generally, at least once per week). Honestly, I’m a bit appalled by how many supervisees tell me previous supervisors didn’t meet with them regularly.
3. Encouraging – a clinical supervisor should be an excellent listener and validate and encourage your experiences. Sometimes an administrative supervisor don’t have the bandwidth to really sit and listen. I find a clinical supervisor provides encouragement that can be lacking otherwise.
4. Accountable – a clinical supervisor is both accountable for his/her own actions and decisions and should hold you accountable for yours.
5. Provides constructive feedback – a clinical supervisor is required to provide regular feedback to supervisees. Feedback provides important information for you about your job performance, strengths, and areas for growth.
6. Responsive – when you have a client in crisis, you want to know your supervisor will be responsive to your questions and needs.
7. Strong ethics – your supervisor should educate and model appropriate ethics.
8. Clear boundaries – again, your supervisor should model appropriate professional boundaries. S/he isn’t your friend, should share personal information appropriately, etc.
9. Provides practical answers – a supervisor should have the knowledge and experience to answer your questions and give meaningful suggestions and directions.

How does your clinical supervisor measure up? I hope you’ve identified many of the traits of an effective clinical supervisor in your own supervisor. And if you are a supervisor, this list can be a great place to start your own self-assessment.

If you found this helpful, please share the article and join our mailing list for continued updates.

Sharon Martin

Sharon Martin has a passion for clinical supervision, mentoring new social workers, blogging, and reading all things social work related. She is a California Licensed Clinical Social Worker with over 20 years in the field. Sharon has worked extensively in Bay Area non-profits and successfully runs a private counseling practice in San Jose. Sharon writes regularly for PsychCentral and the Good Men Project. She’s also the author of The CBT Workbook for Perfectionism.

There may be some adjustments before a new supervisor is fully accepted by the workforce, but choosing someone with the right skill set can make the adjustment seamless. A supervisor who is fair, knowledgeable and approachable quickly earns respect and gains the esteem of team members. A confident supervisor with good people skills keeps the team on track and resolves issues before they turn into problems.

Excellent Communication Skills

A supervisor’s primary responsibility is overseeing employees to ensure that work is done correctly. The supervisor can accomplish that task with efficiency by providing clear direction that tells the workers exactly what’s expected of them. Clear communication is a sign of good management.

Timely communications regarding procedural changes and team targets keep everyone on the same page and maintain a smooth workflow. Communication that is unclear or incomplete can cause confusion, slow down productivity and lead to processing errors.

Listening is an essential part of communicating. An effective supervisor actively listens to understand a worker’s concerns thoroughly. With a good grasp of the situation, the supervisor can respond in a way that is appropriate, constructive and respectful of the employee.

When a supervisor communicates with business partners and clients as the voice of your company. excellent communication skills are an invaluable asset.

People Skills are Good Management Skills

If you want to retain employees and motivate them to do their best, you need a leader with solid people skills. A supervisor who maintains a positive attitude, behaves with consideration and consistently treats employees fairly is likely to see positive work behaviors in return. Workers who feel valued are encouraged to perform. Engaged employees are more productive employees.

From a staff perspective, supervisors are less effective and less likable if they hide out in their offices all day. The supervisor who takes the time to walk around and greet staff each morning is seen as more approachable. If workers are not hesitant about approaching the supervisor, they’re more likely to communicate their frustrations. This early warning gives supervisors the opportunity to ward off problems and prevent flagging morale.

Positive interpersonal exchanges help to boost engagement and foster a team environment. A boss connects with staff when she shares a story about her grandchild’s birthday party. These small interactions give supervisors and staff a better understanding of each other and create common ground in the workplace.

Self-Confidence Inspires Confidence in Others

To motivate their teams, leaders have to demonstrate leadership qualities. A supervisor’s show of confidence instills trust in workers and allows them to leave the supervisory duties where they belong. Displays of indecision, a lack of knowledge and an inability to delegate undermine a supervisor’s effectiveness. Employees who don’t have faith in their boss may avoid asking questions, resort to using their own judgment or take their concerns to a higher level.

When you hire from within your organization, you’re likely to get a supervisor with the confidence built through hands-on knowledge of the company’s mission and processes. External hires can make up for lack of inside knowledge with fearless decision making and faith in their own abilities.

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If you find painting interior walls to be a time-consuming hassle, you probably avoid painting the ceiling like the plague. In addition to all the regular issues that come with painting, the ceiling involves working an elevated surface and awkward angles, which can be a serious challenge. But if you keep relegating your ceiling painting job to the bottom of your to-do list, it may be time to reconsider. With the right supplies and tools, you can paint your ceiling quickly and easily so there’s still time to enjoy the rest of your weekend.

Empty the Room

It may seem like an obvious step, but you should always empty your room of furniture and other decor items before painting. You’ll need to use a stepladder to reach the ceiling, and it’s easier to maneuver around the space if there isn’t furniture and other pieces that you constantly have to move out of the way. If you have large pieces that aren’t easily moved, you can leave them in the room but cover them with dropcloths to keep them clean. Have some dropcloths on hand to protect the floor as well.

Keep Things Neat

If you’re painting the ceiling but not the walls, you want to make sure that you keep the paint from going where it shouldn’t. Use painter’s tape to cover the top edge of the walls to prevent messy mistakes. Opt for a quick-release tape, so it’s easy to pull off when you’re done. If your room has crown or other decorative molding at the top of the walls, you’ll need to use the painter’s tape on them too.

Use the Right Paint

All interior paint is not necessarily created equal. When painting your ceiling, it’s best to use a paint designed specifically for the task. Ceiling paint is usually thicker than wall paint and has a matte finish, so it can effectively hide watermarks, stains, spots and other imperfections in the surface. Because it covers stains and flaws so well, you may even be able to get away with applying a single coat. You can use traditional wall paint for your ceiling, but you should start with a primer to make sure that any stains and flaws are covered, which requires additional time. White is the most common paint shade for ceilings because it can help brighten a room and make the ceiling feel higher. If you’re painting a new coat of white over an old, however, it can be difficult to figure out which areas you’ve covered and which you haven’t. To make the job easier, look for a color-changing paint that applies with a slight blue, pink or other colored tint but dries to a white finish.

Get the Right Tools

If you want to make painting your ceiling quick and easy, the right tools are key. You’ll need to use a trim brush and stepladder to cut in the seams where the ceiling meets the top of the wall. When cutting in, it’s best start in a corner and work your way out. To avoid lines, you want to start painting the center portion of the ceiling while your cut lines are still wet. You can use a roller with an extension pole for the center of the ceiling to save time, and opt for an 18-inch roller so you can work more quickly and reduce the number of strokes necessary to cover the surface. Use a zigzag motion and work in small sections so you can smooth out any lines or marks while the paint is still wet.

The quickest way to paint a ceiling is to spray paint it. It’s much quicker than using a roller and definitely faster than using a paintbrush. However, it is something that needs plenty of preparation and knowledge of how to use the paint sprayer in order to achieve good results.

Step 1 – Pick a Type of Sprayer

There are three types of paint sprayer that can be used to spray paint the ceiling. These are the airless spray, the compressed air spray, and the electric pump. To spray paint the ceiling, use an airless paint sprayer. It’s the most efficient way to spray paint a ceiling.

Unless you’re going to be painting very regularly, rent the airless paint sprayer and get advice on how to use it, such as the best nozzles to use. Also learn how to clean it. Be fully familiar with the unit before you start to paint. Doing so will make you more confident and your spraying will be much better.

Step 2 – Prepare

If you’re using any appliances in the vicinity of the painting, turn them off. Paint could damage them or even cause an explosion if they’re left on. Move all the furniture out of the room. Put drop clothes all over the floor to protect them. To keep the paint off the walls, hang drop cloths from the top of each wall, covering every inch. Attach them with masking tape. Openings in and out of the room should be covered with plastic, although this should be unsecured at the bottom to allow you to enter and exit.

Step 3 – Paint

WARNING: Before you begin to spray paint the ceiling, put on safety goggles and wear a mask. There will be plenty of minute paint droplets in the air and you don’t want to inhale them. It’s also advisable to cover your hair and wear a long-sleeved shirt.

Pour the paint through a paint strainer into the bucket of the airless paint sprayer. The sprayer is vital to keep out small foreign objects that could clog the paint sprayer. The paint will need to be thinned. Follow the instructions from the paint manufacturer and don’t thin more than instructed.

Step 4 – Spray

Set the sprayer correctly. One of the advantages of a sprayer is that you don’t need to be on a ladder to spray paint the ceiling. Set the paint sprayer to give full, light coverage. Work from the center of the ceiling out towards the edges and corners.

You only want to spray a light coat on the ceiling. Spray in even strokes to achieve this. It’s much better to put on two light coats of paint rather than a single thick one. Allow the paint to dry fully between coats. Clean the spray painter nozzle after each coat of paint to ensure the best coverage.

Painting a ceiling sounds messy, but it doesn’t have to be. Easily paint your textured ceiling by using the Wagner Control Pro 130 paint sprayer.

Overview

Painting a ceiling sounds like a messy hassle, but it doesn’t have to be. Emily from Two Purple Couches used the Control Pro 130 to give a textured garage ceiling a cleaner, brighter look in one afternoon.

When you are preparing to paint a ceiling, clear as many items from the room as possible. Anything that cannot be removed should be covered with plastic sheeting or masking film, including lights, light switches, furniture, and flooring. If the walls are not being painted, tape off with painter’s tape and masking film. We were painting a garage ceiling for this project, we also unplugged and covered the garage door opener motors as well as the rails.

Wearing disposable coveralls, safety glasses and a respirator mask will help you stay cleaner and safer while you work.

Prime the tank and nozzle according to the manual instructions, then fill the tank with paint. Double check the spray gun and nozzle settings (the spray tip/arrow should be pointing forward), and test on scrap wood or in an inconspicuous spot on the ceiling, like in a corner.

Hold the spray gun nozzle about 10-12 inches away from the ceiling. Move steadily in one direction, overlapping each pass by 50% to ensure the best paint coverage. Lock the gun whenever it’s not in use, or whenever you take a break.

Work in sections while painting a ceiling, instead of trying to paint the whole length or width of the room at once. The 25-foot hose on the Control Pro 130 makes it easy to reach up to the ceiling and maneuver around the room.

Following the manual’s instructions, empty any remaining paint back into the can. If working with water-based paint, use warm, soapy water to soak the spray gun nozzle and tip while rinsing and cleaning the tank.

Run several tankfuls of warm, soapy water through the spray gun, both with and without the nozzle and tip attached. This ensures that the hose and spray gun are completely clean.

It’s amazing the difference a coat of paint can make! The freshly painted ceiling makes this whole garage look cleaner and brighter. And the best part is that we got this project done in one afternoon.

This sponsored project was created by Two Purple Couches. To learn more about how to paint a ceiling, and get tips for using the Control Pro 130, visit Two Purple Couches’ post: Paint a Textured Ceiling with a Paint Sprayer.

This guest post on How to Paint a Basement Ceiling with Exposed Joists comes from a reader and friend of One Project Closer, Chuck Williams. Chuck is an amateur carpenter and DIY weekend warrior.

During my efforts to upgrade my unfinished basement, I wanted an alternative to the typical acoustic tile drop ceiling or drywall ceiling. Fred told me of his tentative plans to paint his open basement ceiling dark brown. After some research, I decided to go with a light color to keep a more open feeling. Airless spraying seemed the only viable option to achieve this, and Fred offered me the use of his Wagner Airless Sprayer. Here’s a picture of the ceiling before the job.

My plans were to spray a primer, followed by a flat, off-white paint. I had some Killz 2 primer left over from a previous project, so I decided to get more of the same for this one. I’m sure any primer/sealer for bare wood would work.

I was hoping that 2½ gallons would cover the area, but the open beams and bare wood took almost seven gallons to cover with a light second coat. Five gallons of flat latex paint was enough for a first and second coat over the primer. Overall, I’m very pleased with the results. My wife will use this as her craft workshop for stamping, and with a some more finish work, it should work very well for that. Here’s what the ceiling looked like after the job.

How-To, Tips, and Lessons Learned for Spraying the Ceiling

1. Isolate your work area with drop cloths on the floor and hanging plastic sheets covering the walls / other areas. Paint sprayers produce some overspray, and you’ll want to protect all the surrounding areas from paint dust. Cheap .3 mil plastic sheeting from Walmart works great and is only $1.39 for a 9′ x 12′ sheet.

2. Use an airless sprayer. Attempting this job with canned spray paint or a traditional brush and roller will not yield good results. The airless sprayer I used is particularly nice because the hopper is on the ground with a long, pressurized hose leading to a lightweight nozzle. (Some airless sprayers hold the paint in the nozzle area).

2. Set up fans for ventilation so that air from the area you are painting is pulled outside. No matter how well you isolate your work area you will get some overspray, but this should help minimize it.

3. Cover the outside of the paint sprayer, hose, and spray handle with spray silicone to make clean up easier. Cleaning up the painter sprayer was very tedious. After cleaning it up from the primer I decided to put a light coating of spray silicon on the body of painter and spray handle. The silicon prevented the paint from sticking and made cleanup the second time much easier.

4. If the ceiling is a bare wood ceiling, it will require a lot of extra primer/paint. I needed 7½ gallons of primer and 5 gallons of paint on an area 20 X 25 ft area. (Remember, with joists the surface area is more than two times that of a flat ceiling).

Additional Painted I-Beam Joist Pictures

Here’s some additional before pics of the unpainted joists and steel i-beam:

The following pictures shows the hanging plastic sheeting from the ceiling, essential to keeping the overspray from floating into other areas:

And finally, here’s some additional finished shots, and one showing a side-by-side comparison of the before and after shots:

Overall, I’m pleased with how bright the basement is, and I like the industrial look! I’m happy to answer questions in the comments section below.

Related Articles

• How to Fix a Bad Spot in a Stomped Ceiling
• Tips on Painting Popcorn Ceilings With Sparkles
• How to Spray Acoustic Ceilings
• How to Texture Your Ceiling Using a Stomp Brush
• How to Spray a Popcorn Ceiling With Textured Paint

A popcorn, or stippled, ceiling is a textured ceiling made up of a finish sprayed on to drywall. Many homeowners dislike painting stippled ceilings, either because they don’t care for the design, or are afraid the material will flake off during painting. Painting the ceiling can be done neatly, however. A spray gun is the simplest method. Painting with a roller is also possible, but it must be done carefully.

Painting with a Spray Gun

Cover floors, walls and furniture with plastic sheeting, using painter’s tape to attach the plastic sheeting to the tops of walls. To cover ceiling light fixtures, using painter’s tape around the base of the light where it connects to the ceiling and wrap the entire fixture with plastic sheeting.

Add the bell-shaped attachment to control the spray pattern. Cut the bottom off of a half-gallon plastic milk container for a simple homemade version, and tape it around the nozzle.

Set up your ladder, if needed. A tall person can often spray-gun a ceiling of average height without one.

Hold the spray gun about 8 inches from the ceiling’s surface and turn on the spray. Move the gun back and forth slowly. Move in a bit closer to get into corners, and where the ceiling meets the walls.

Let the first coat dry before applying the second coat.

Painting with a Roller

Use a flat-head screwdriver to scrape a 1-inch area along all the edges of the ceiling, where it meets the walls. This will knock off the textured material, so that you can then use a paintbrush to paint the edges of the ceiling cleanly. If you think your textured ceiling might contain asbestos, scrape off a small amount of the material directly into a plastic baggie and send it to an EPA-certified lab to be tested, before you do any work on the ceiling.

Paint the scraped-clean edges of the ceiling with a small- to medium-sized paintbrush. Don’t make this a heavy coat. Two light coats of paint creates a much nicer finish.

Dampen your roller slightly with water so the paint will sink into it more fully. Soak the roller with plenty of paint, working off any drips by rolling it back and forth in the tray a few times.

Move the roller lightly on and off the surface of the ceiling as you start and end each move of the roller. Make one long, smooth stroke for each area of the ceiling. Once dry, paint the second coat in the same way. Do not go over the same area twice until it’s dry, as over-dampening a textured ceiling removes the texture altogether.

Related Articles

• Techniques for Painting Drywall
• How to Cut in Paint With a Brush Vs. a Pad Edger
• How to Appply Joint Compound After Drywall Hanging
• How to Paint the Wall and Ceiling Without Getting Brushstrokes That Show
• Easy Wall Texture Method

Popcorn ceilings were all the rage in the 1970s and 1980s. The deep texture cozies up a room visually and dampens sound waves to provide some measure of sound insulation. For this reason, some builders refer to a popcorn ceiling as an acoustical ceiling. This type of texture is among the most most challenging to paint, and one of the most difficult parts of the job is cutting in around the edges.

Paint the Wall First

In most rooms, the ceiling is a different color than the walls — usually light or even white to increase the feeling of space. If you’re painting the entire room, you’ll save time and effort by painting the popcorn ceiling before you paint the walls. The texture consists of clumps resembling popcorn embedded in the drywall, and getting your brush around them can be challenging. The job is much easier if you don’t have to worry about the walls. Moreover, because the wall is flat, it is easier to cut in than the ceiling.

Using Masking Tape

You’ll need masking tape to protect the walls when you paint a popcorn ceiling, because it’s difficult to do freehand. Don’t use regular tan tape; it pulls the paint off the walls. Painters-grade tape, which is usually blue or green, is a better choice. If you use 2-inch, or wider, tape, it also protects the wall from the edge of the paint roller. When you apply the tape, give its top edge an extra push to seal it against the wall and prevent paint from seeping underneath it when you dab the popcorn with your brush.

Masking with a Straightedge

It’s difficult to apply masking tape over popcorn, so when you need to paint the walls and protect the ceiling, it’s better to mask with a straightedge. You can buy one at a paint store, but you can also use a drywall knife, which may be shorter but is just as effective. The tool does the best job if you hold the edge in the corner and then slant the handle about 60 degrees toward the ceiling. You’ll get paint on the tool, but as long as its edge is clean, you shouldn’t need to clean it until you reach a natural stopping point.

Masking for Spraying

The most efficient way to paint a popcorn ceiling is to spray it, and if the ceiling is a different color than the walls, you’ll save time and do a better job if you spray the walls first. When the wall paint dries, you can mask the upper edges with painters tape in the same way you would for rolling, and adding a 12-inch masking paper to the tape should be enough to protect the walls from the spray. If you’re only painting the walls, however, you can’t tape off the ceiling as easily. Consider attaching a masking knife to a long handle and manually masking the edge of the ceiling as you go.

• Scotch Blue: Masking a Popcorn Ceiling
• The Painted Surface: How To Cut-In A Wall Or Ceiling

Chris Deziel has a bachelor’s degree in physics and a master’s degree in humanities. Besides having an abiding interest in popular science, Deziel has been active in the building and home design trades since 1975. As a landscape builder, he helped establish two gardening companies.

Roller or sprayer for painting walls in your home? It’s a tough choice. Paint spraying is fast, but only after you conclude with the extensive preparation work. Rolling is slower, but it lays down more of a quality coat than spraying does.

Using a Roller

If you care only about the quality of the painted surface, you cannot go wrong with rolling on the paint. Without a doubt, you get a thicker paint layer and better color consistency than with spraying. But with so many other factors to consider, such as cost, preparation time, and surface condition, the decision becomes a bit more difficult.

You may want to use the paint roller method if some of these conditions are met:

• Masking is a chore: While you do need to mask out some areas when paint-rolling, it nowhere compares to the huge amount of masking you will need to do when spraying. Consider that with paint spraying, every square inch that you don’t want to be painted must be masked in film or with a drop cloth. Whatever you neglect to mask when spraying will get painted, like it or not. Rolling vastly reduces the amount of masking you will need to do.
• You are painting interior walls only: Are you painting only the walls and not the ceiling? This factor may tip things in the direction of paint-rolling for you. When you roll on paint, it is relatively easy to exclude the ceiling. There is no need to use masking film on the ceiling when rolling walls.
• You like to keep things simple: Roller, roller cover, paint tray, and tray liner: these are your four main painting supplies when rolling. Also, with the roller method, it is easy to jump into your painting project for a while, then put it on pause so you can attend to the rest of your life. With paint spraying, it is an all-or-nothing project that consumes your entire day.
• Painting on a budget: Paint spraying wastes an incredible amount of paint when the atomized paint drifts away. When rolling, practically every drop ends up on the surface. It is estimated that as much as one-third of sprayed paint ends up elsewhere than the intended surface. Also factor in the cost of tools. All roller items are inexpensive compared to the purchase and maintenance of a paint sprayer.
• Covering a dirty surface: While it is always best to thoroughly clean the surface before painting, sometimes this doesn’t happen. If so, paint rolling is here to save the day. Paint rolling allows you more leeway when the surface isn’t perfectly clean. Rolled paint goes down thick on the initial coat and bonds better to the surface. The tiny paint droplets produced by spraying do not connect with each other as well as rolled-on paint. Professional painters have a clever technique that combines the best of spraying and rolling: back-rolling. Paint is sprayed on the wall then is quickly rolled down, fusing the droplets together.

Using a Paint Sprayer

While rolling has its points, paint sprayers do exist for a good reason: they are fast. You may wish to use a paint sprayer if some of these conditions are met:

Project Overview

One of the quickest ways to paint a room is using an airless paint sprayer. With a Graco sprayer, you can change the look of any room in the house in a fraction of the time it would take you to paint it by hand with a roller or brush.

Safety Notice: Whenever operating spray equipment, take proper safety precautions, stay alert, and be mindful of potential hazards. Wear protective gear such as gloves, safety glasses/goggles, spray sock (hood), hat, proper footwear, dust masks and respirators. Make sure there is adequate ventilation. If you’re painting in the vicinity of appliances, turn them off. (See Safety Precautions in your Sprayer Operation Manual.) Always refer to the specific instructions and safety procedures for the spray equipment you are using.

WATCH: How to Paint Interior Walls (3:58)

Suggested Tools & Equipment

• Graco, Magnum, or TrueCoat Paint Sprayer (visit Paint Sprayer category page to compare models)
• Paint
• Spray tips – a narrow 6- or 8-inch spray fan typically works best
• Empty buckets for priming sprayer and cleanup (two needed)
• Stir sticks
• Paint strainer bag – helps prevent tip plugs and provides a better finish
• Tarps, drop cloths, or plastic sheeting
• Masking tape
• Paint brush for touch-ups
• Magnum tip extension (optional) – for hard-to-reach areas that would otherwise require a ladder
• Pressure roller kit (optional)
• Additional airless hose sections if needed
• Spray shield
• Pump Armor storage fluid (see pump protectant product details)
• Cleaning rags
• Stiff nylon brushes for cleanup

Getting Started/Prep

1. Move as much of the furniture out of the room as possible. Move any remaining furniture to the center of the room and cover it completely. Allow plenty of space for your tools and equipment.
2. Cover everything you don’t want to get paint on. Apply masking tape and protective paper around and over doors, windows and trim.
3. Turn off the electricity to the room and remove cover plates from electrical fixtures, outlets and switches. Remove heating and air conditioning vent covers. Apply masking tape over the remaining switches and outlet receptacles.
4. Use spackling compound and a putty knife to fill in all nail and screw holes. Once dry, sand any rough areas.

Spraying

Tip: If you’re working in a small room or would rather not spray, use a Graco Pressure Roller Kit for great results and time savings.

1. Select the spray tip that’s best suited for the paint you are using and the surface to be sprayed. Be sure the tip’s hole size does not exceed the maximum capacity of your sprayer (see spray tip info). If you’re using paint from multiple containers, mix it together in an empty 5-gallon container to ensure consistent color even if small color differences exist between individual paint cans.
2. Start at the top of the room and work your way down. Work in sections, only as far as you can comfortably reach. Spray the outer edges first, “banding” the area that you will spray and cutting in any corners. For inside corners, aim the spray tip directly into the corner so it overlaps both sides.
3. Cut in around windows and doors first, and then spray the remaining flat areas using overlapping strokes. Make repeated spray passes down the walls, pointing the spray tip at the edge of the previous pass and overlapping by approximately 50%.

Find your idea. Write your plan. Start your business.

What to Say When Firing an Employee

The following dialogue provides an excerpt from a firing that involves an employee who had sincerely tried to do his job but just hadn’t been able to perform at a satisfactory level.

Note how the manager shows patience and expresses sympathy but does not offer false praise or waver in his decision. In this excerpt, one manager is handling the termination procedure.

Have Another Manager Present When Firing Someone

It is good practice, however, to have another manager present. Ideally, the second manager should not be someone the employee reported to either directly or indirectly. If the firing does not go smoothly, the second manager can be called upon as a witness should any legal action ensue at some later point.

What to Say:

Manager: Tom, please have a seat.

Tom: Thank you.

Manager: Tom, I know that you have tried hard to succeed at your job. Nonetheless, for some months now, your overall performance has not been satisfactory. There are too many instances of errors in the accounts payable reports and your attempts to carefully check over each report have slowed down the pace of your work considerably. We cannot retain you in this position and we must let you go.

Tom: You mean, I’m fired?

Manager: Yes, we are going to have to let you go. I am very sorry that this did not work out.

Tom: I know I can do the job. Give me another chance. I really like working here.

Manager: Tom, we have given you at least two written warnings and several verbal warnings.

Tom: But my supervisor says the quality of my work is improving.

Manager: Although the number of errors has decreased, the quality is still not satisfactory. And in working to decrease the amount of errors, your work pace has become unsatisfactory. I know you have tried . . . but it’s still not working out.

Tom: What about another position? I’ve never really liked payables. How about the entry-level position in accounts receivable? I’ll really give it my all.

Manager: Tom, it’s time to move on. We all like you here. This is a difficult decision for all of us. But the decision has been made. We have given this decision a lot of thought. We know it is difficult for you. And we did not make this decision lightly.

Tom: I don’t think this is fair. I think I should get another chance.

Manager: Tom, I sympathize with your feelings. But we have given the situation a lot of thought. It was not an easy decision to make. We regret to tell you that this is our final decision. We will miss you here, Tom. We truly wish you the best.

Sometimes as a manager you have to let people go. It’s an ugly truth and ideally it won’t be a big part of your job, but sooner or later you will encounter a situation where a team member is not working out. Knowing how to handle that situation gracefully can make a big difference.

To fire someone gracefully and legally, follow these simple steps.

1. Make sure you are firing the employee for a good reason. Under no circumstances, you should fire an employee based on an ethnic or religious basis, or even for a reason related to his personal life, disability, medical problems or any other reason violating the Employment Law & Human Rights.

2. Try as much as possible to avoid this situation by clearly and directly communicating to your employee that you noticed a change in his performance. Offer him support as a person and organization. Have with him a two way conversation to see how things can be improved and check if he is having personal issues hindering his performance. Offer training and assistance. If, after several encounters and assistance, the employee continued to perform badly you can take your decision. Call the employee to your office to deliver the news.

3. Prepare the conversation you will have with the employee. Once in your office with the employee, get straight to the point. Don’t mince your words this is a time to be very direct, and don’t spend time talking about all the things he did wrong to get to this point.

4. Prepare the necessary paperwork to complete the termination of employment. Have a representative from HR available immediately after you deliver the news to go over the procedures and termination routine.

5. Communicate the change to your team. Call to a quick meeting and explain the situation. Make sure everyone knows that this was the end of a process in which every effort was made to find a way for the individual to be successful, but that ultimately it didn’t work out. If you are unable to get your team together in one place, send a brief email notification and then schedule a time to call each remote team member individually.

6. Write a summary of the discussion you had when you fired the employee and file the summary in the employee’s termination folder.

Now that you have been involved in the various steps to take during the termination process, have a look at some of the things you should avoid to ensure a smooth, graceful and legal termination process.

1. Remain calm when you fire an employee. The employee will probably get angry or cry. It’s ok to let him/her briefly state how he/she feels and ask questions.
2. Stay professional and kind at all times.
3. Don’t yell or berate the employee while you are firing him. You already have the power – you’re able to fire the employee.
4. Don’t debate the employee’s performance with him. The decision has already been made and is not up for negotiation.
5. Don’t let the conversation last a long time. When you fire an employee, it should take you no more than ten minutes to have the discussion and begin escorting your former employee out the door.
6. Don’t defend yourself. Even if you’re told you’re a lousy manager, resist the temptation to tell your side of the story. Calmly redirect the conversation back to the worker and your decision.
7. Don’t talk about yourself and do not offer advice.
8. Don’t offer false praise and tell the employee all the reasons why you think they’re great.
9. Keep all documents you prepared to fire the employee and make a list of items to collect, such as keys, laptop, and passwords.
10. Ask a staffer from human resources to brief the employee on continued health insurance, accrued vacation, and final pay.

No matter how many times you fire an employee over the course of your career, it isn’t, and should never become an easy task. However, if you follow the steps and advices outlined above, you can at least be sure that you have done everything within your power to handle the situation in a professional manner.

Content Manager and Career Expert

Firing an employee isn’t easy, but it’s a necessary step if they are having a negative impact on the organisation. The reasons for dismissal can vary from poor performance to misconduct and general layoffs, but what’s essential in every situation is a well-structured termination letter.

To ensure you don’t end up in legal battles down the road, the letter needs to be written in a specific way, and it should outline all the details of the termination and what’s to follow.

So, to make sure you’re following the correct protocols, read through our step-by-step guide (complete with a handy sample) to help you write your own employment termination letter.

Structuring Your Letter

As this is an official document, you must stick to grammatical and formatting rules to ensure that the information is presented in a professional manner.

Your letter should typically contain the following elements:

• Sender’s address. Your letter should include the company’s address listed in the top left-hand corner of the page, or in the top right-hand corner in US letters.
• Include the official date that the letter was written beneath the recipient’s address.
• Recipient’s address. The employee’s address should be listed a few lines underneath the company’s address, aligned to the left of the document.
• As you are already on a first name basis with the employee, it’s fine to address them by their first name, for example: ‘Dear John’.
• Opening paragraph. In the opening paragraph, you should first explain that it’s a letter of termination and then supply whether it’s effective immediately or if the employee in questions needs to work a specific notice period.
• Within the body of the letter, you should cover everything related to final pay, paid time off, pension, healthcare and anything else that would affect the employee after their termination.
• Final paragraph. The steps to follow should be listed in the final paragraph. For example, you can ask the employee to return all company property to the HR department (including keys, telephones, laptop and passwords).
• The ending of the letter won’t be incredibly positive (how can you really turn a termination into a positive?!), but do make it a point to inform the recipient that you are there in case they have any questions.
• Your name and signature. As you will need a printed copy of this letter, opt for a handwritten signature, and be sure to leave space for the employee’s signature at the bottom of the letter.

Tips for Writing Your Letter

1. Consult Your Legal Team

If you’re unsure about how to handle the termination, what notice to give the employee and whether you should offer a severance package or not, it’s a good idea to consult your legal team before you make a decision. If it’s a layoff, for example, there may be specific regulations that you need to be aware of.

It’s important to avoid wrongful termination as this can lead to endless legal battles further down the line, and it can have an even bigger effect on your organisation. Essentially, you need to ensure the termination is in line with the employment contract and that it is done fairly.

2. Discuss in Person Beforehand

It’s unfair to advise the employee of their termination without having a verbal conversation beforehand. You need to explain the cause of their dismissal and allow them the opportunity to voice their thoughts and feelings.

3. Include all Evidence for the Reason of Termination

To support your decision for firing the employee, you’ll need to include all evidence to support your claims. For example, if the employee has been on a performance improvement plan (PIP) and has received written warnings, then this moment would have been leading up for a while, and you will have ample evidence to support your decision.

Likewise, if the employee has gone against the employment contract by verbally abusing someone or destroying company property, you are entitled to fire them on the spot. That said, you should supply any evidence of their poor behaviour when delivering the termination letter.

4. Verbally Describe the Steps to Follow

Although the process will be described in detail within the termination letter, it’s important to also verbally discuss the steps that will follow. For example, you could instruct the employee to pack up their personal belongings and leave the building as soon as your meeting is over.

You can also explain what will happen with private pension schemes, healthcare and other benefits that the employee was receiving. And, if possible, you could provide a final paycheque or supply instructions on when they will receive their balance.

Sample Letter

Here’s a template to follow when you’re forming your own termination letter.

Things to Remember

1. Ask the Employee to Sign the Letter

Don’t forget to ask the employee to sign the letter to acknowledge and agree to the terms of their termination. You will then need to place this in the employee’s file as proof of the agreement and save a copy in case you are ever accused of wrongful termination.

2. Place the Letter in a Sealed Envelope

As the letter is confidential, you should place it inside a sealed envelope labelled with the employee’s name and the words ‘Private and Confidential’. That way, if it happens to end up in the wrong hands, they will know not to open it.

3. Choose an Appropriate Time

If the employee has gone against company policy, you won’t be able to select your timing. However, if you’ve been planning the termination for a while, you should be mindful of when you hand the letter to the recipient. It’s best to do this fairly close to lunchtime so the employee can make a swift exit if they don’t want to stick around and say goodbye to their colleagues.

Terminating an employee can be stressful for everyone involved. This step-by-step guide walks you through writing a termination letter.

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Terminating an employee can be stressful for everyone involved. As an employer, it’s a necessary part of business.

If you’re considering terminating an employee, it’s imperative that you document the event with a written record. That’s where a termination letter comes in. A termination letter confirms the individual’s end of employment and outlines the necessary information the person needs to know to move forward.

This will serve as an official record of the layoff or firing in case the employee files for unemployment, applies for another position within the company, lists you as a reference (surprisingly, it happens), or files a lawsuit against the company for wrongful termination.

Before sending a termination letter, employers should meet with the employee face-to-face. Discussing the termination will make the process easier, and the employee won’t feel blindsided about being let go.

What to include in a termination letter

Basic employee information

Include the employee’s information, including full name, employee ID, position title, company name, name of person handling the termination, the date of termination letter and termination date (if it is different from the date of the letter).

Reason for employee termination

There are a number of reasons why you could be letting an employee go ⁠— the company could be going through a staff reduction, the employee is consistently late to work, etc.

Stating the reason for the termination will serve as a record and help the employee know why they are being laid off or fired. If the employee is being terminated for cause, be sure to include if the employee was given warnings, the dates of the warnings and if they were written or verbal.

Return of company property

If the employee has company property in their possession ⁠— like a cell phone or building pass ⁠— make a note of it and ask for its return.

Vacation time, sick time

If the employee has accrued any vacation, sick days, or PTO, include whether they will be paid out for unused time. Depending on what state your business is in, you may be required to pay out unused vacation time. Federal law does not require employers to pay out unused sick time.

Final paycheck and severance

In the termination letter, include information about the final paycheck: when it will be issued, if it will be mailed to the address or picked up at the office. Consider including the final paycheck at the time the employee signs the termination letter, that way you can officially end employment.

It is up to the company’s discretion if they will include severance pay — this is usually outlined in the employer’s handbook. Under federal law, employers are not required to include severance pay, but many companies opt to do so. The amount is usually based on how long the employee has worked for the company.

Health, 401(k) and other benefits

If the employer provides benefits, like health insurance or retirement savings, include information on how this will be handled. Important information to include is when the health benefits run out, and information on how to continue coverage through the group plan.

If the employer has a 401(k) or another type of retirement plan, including information on where they can access their retirement savings.

Am I required to write a termination letter?

There’s isn’t a federal law that mandates employers must provide a termination letter, but some states do require a written notice of separation.

Those states are: Arizona, California, Connecticut, Georgia, Illinois, Louisiana, Massachusetts, Michigan, New Jersey, New York, and Tennessee.

Am I required to give a reason for the termination?

Again, there is not a federal law that compels businesses to provide a reason for the termination, but if you’re terminating with cause, it is wise to document the reasons for the termination and the supportive reasoning. This will help guard your company against a lawsuit.

What not to include in a termination letter

Sarcasm, inside jokes, informal language — you may have had shared a laugh in the office, but you should not make light of a situation where an individual is losing a job. Keep the language professional and to the point.

Below, you’ll find a basic termination letter you can keep on file.

Sample termination letter

Sample termination letter (text)

[Date letter is written]

This letter is to confirm our discussion that your employment with [Company Name] will end as of [Termination Date].

As discussed, the reason behind the termination is because of [List reasons of termination].

You will receive [List compensation the individual will receive, including final pay and severance].

Payment for unused vacation time will be included in your final paycheck, which you will receive [Include information on when and how they will receive their paycheck].

You are required to return [List company property employee has in its possessions].

Your health care benefits will [List how long health care benefits will last]. You will receive a separate letter with information on The Consolidated Omnibus Budget Reconciliation Act (COBRA) continuation of group coverage.

Your 401(k) plan is administered by [Name of fund administrator]. You will need to update the company with a current mailing address so we can send a W-2 form and follow-up COBRA and 401(k) information.

Also, keep in mind that you have signed a confidentiality agreement. Please review the attached copy.

Please let us know if we can assist you during this transition.

Example termination letters to fire an employee for attendance problems

Tom Grill / Photographer’s Choice RF / Getty Images

These example termination letters notify an employee of their employment termination because of attendance problems.

Use these termination letters as an example when you write your own termination letters.

You can send a termination letter to the employee following the termination meeting with return receipt requested, or you can hand the letter to the employee at the end of the meeting. It should be printed on company stationery with the official signature of the employee’s manager.

Under normal circumstances, the manager or supervisor and a representative from Human Resources will hold the termination meeting with the employee. This meeting to terminate the employee for cause should occur as soon as the organization has the information, documentation, and proof necessary to fire the employee. The letter of termination summarizes what was said at the meeting.

Example Termination Letter for Cause

This is a sample termination letter for a cause. You can download the termination letter template (compatible with Google Docs and Word Online) or see below for more examples.

Example Termination Letter for Cause (Text Version)

18361 Plymouth Highway

Plymouth, MI 48170

This letter confirms the actions taken at our meeting today. Your employment with Martin-Spencer Manufacturing is terminated because of your attendance, effective immediately.

Your employment, as discussed during the termination meeting, is terminated because your attendance violates company expectations and policies. You have received three prior written warnings, that you signed and acknowledged. These warnings are in your personnel file.

You have also been counseled repeatedly by your supervisor and given unpaid days off of work per our progressive discipline practices.

At this point in time, you have missed 20 more days of work than your accrued PTO allows which has severely affected our shipping schedule and customers. You were offered an unpaid leave of absence which you refused.

We also offered to make accommodations if there were circumstances affecting your attendance. You refused any accommodation.

You have received your final paycheck* at the termination meeting. We have also received your gate entry card and your company supplied equipment. You have cleaned out your locker and should have no more personal items on our premises.

You will receive a letter from Human Resources with your final benefits information including the opportunity to extend your group health insurance through the Consolidated Omnibus Budget Reconciliation Act (COBRA).

Please keep the company informed of your contact information so that we are able to provide the information you may need in the future such as your W-2 form.

Please let us know if we can assist you during your transition.

Name of Manager or Company Owner

Second Sample Termination Letter for Cause

Here is a second example of an employee letter that terminates the employee’s job because of her attendance. In this sample letter, the employees’ late arrivals are putting production in jeopardy.

We met with you today to have one final discussion about the difficulty that you have demonstrated in getting to work on time. Your manager and I are disappointed that you saw no possibility that you would be able to improve your attendance.

On a manufacturing assembly line like ours, there is no way to produce our products unless every station is manned. Each subsequent station must receive the product from the prior station. When you are late, we have to ask another employee to work two stations. This cuts our assembly line production and forces our customers to wait for their products.

We have held two earlier discussions with you that were both followed up with a written warning. On both of those occasions, you said that you’d try to do better. This has not happened. You’ve been late to work four days in the past two weeks.

We also inquired about any possible problems that could be contributing to your tardiness and you told us there were no problems to share.

You will receive your final paycheck* on the normal payday, next Friday. You can pick it up or we can mail it to your home on request. We collected your gate entry card at the termination meeting. Following our meeting, you cleaned out your locker and so you should have no more personal items on our premises.

You will receive a letter from the Human Resources department with your final benefits information including the opportunity to extend your group health insurance through the Consolidated Omnibus Budget Reconciliation Act (COBRA).

Please keep Human Resources informed of your contact information so that we are able to provide the information that you may need in the future such as your W-2 Form and your COBRA letter.

*Please note that laws regarding the final paycheck may vary from state to state and country to country so make sure that you are up-to-date on those appropriate to your location.

Example termination letters to fire an employee for attendance problems

Tom Grill / Photographer’s Choice RF / Getty Images

These example termination letters notify an employee of their employment termination because of attendance problems.

Use these termination letters as an example when you write your own termination letters.

You can send a termination letter to the employee following the termination meeting with return receipt requested, or you can hand the letter to the employee at the end of the meeting. It should be printed on company stationery with the official signature of the employee’s manager.

Under normal circumstances, the manager or supervisor and a representative from Human Resources will hold the termination meeting with the employee. This meeting to terminate the employee for cause should occur as soon as the organization has the information, documentation, and proof necessary to fire the employee. The letter of termination summarizes what was said at the meeting.

Example Termination Letter for Cause

This is a sample termination letter for a cause. You can download the termination letter template (compatible with Google Docs and Word Online) or see below for more examples.

Example Termination Letter for Cause (Text Version)

18361 Plymouth Highway

Plymouth, MI 48170

This letter confirms the actions taken at our meeting today. Your employment with Martin-Spencer Manufacturing is terminated because of your attendance, effective immediately.

Your employment, as discussed during the termination meeting, is terminated because your attendance violates company expectations and policies. You have received three prior written warnings, that you signed and acknowledged. These warnings are in your personnel file.

You have also been counseled repeatedly by your supervisor and given unpaid days off of work per our progressive discipline practices.

At this point in time, you have missed 20 more days of work than your accrued PTO allows which has severely affected our shipping schedule and customers. You were offered an unpaid leave of absence which you refused.

We also offered to make accommodations if there were circumstances affecting your attendance. You refused any accommodation.

You have received your final paycheck* at the termination meeting. We have also received your gate entry card and your company supplied equipment. You have cleaned out your locker and should have no more personal items on our premises.

You will receive a letter from Human Resources with your final benefits information including the opportunity to extend your group health insurance through the Consolidated Omnibus Budget Reconciliation Act (COBRA).

Please keep the company informed of your contact information so that we are able to provide the information you may need in the future such as your W-2 form.

Please let us know if we can assist you during your transition.

Name of Manager or Company Owner

Second Sample Termination Letter for Cause

Here is a second example of an employee letter that terminates the employee’s job because of her attendance. In this sample letter, the employees’ late arrivals are putting production in jeopardy.

We met with you today to have one final discussion about the difficulty that you have demonstrated in getting to work on time. Your manager and I are disappointed that you saw no possibility that you would be able to improve your attendance.

On a manufacturing assembly line like ours, there is no way to produce our products unless every station is manned. Each subsequent station must receive the product from the prior station. When you are late, we have to ask another employee to work two stations. This cuts our assembly line production and forces our customers to wait for their products.

We have held two earlier discussions with you that were both followed up with a written warning. On both of those occasions, you said that you’d try to do better. This has not happened. You’ve been late to work four days in the past two weeks.

We also inquired about any possible problems that could be contributing to your tardiness and you told us there were no problems to share.

You will receive your final paycheck* on the normal payday, next Friday. You can pick it up or we can mail it to your home on request. We collected your gate entry card at the termination meeting. Following our meeting, you cleaned out your locker and so you should have no more personal items on our premises.

You will receive a letter from the Human Resources department with your final benefits information including the opportunity to extend your group health insurance through the Consolidated Omnibus Budget Reconciliation Act (COBRA).

Please keep Human Resources informed of your contact information so that we are able to provide the information that you may need in the future such as your W-2 Form and your COBRA letter.

*Please note that laws regarding the final paycheck may vary from state to state and country to country so make sure that you are up-to-date on those appropriate to your location.

It is difficult to find obedient employees. Even a single bad employee can damage your growing business. This is why it is necessary to terminate toxic employees. They are a barrier to the success of the organization, affecting the overall office environment and the morale of your other employees. However, terminating an employee can be a difficult task as it has several technicalities and documentation associated with it.

Additionally, there can be many reasons to fire an employee. The most common reasons are due to their poor performance and disciplinary issues. Although performance-related issues can be resolved through training, some issues are really not resolvable, no matter how hard you try, forcing you to terminate the employee. Let’s understand the nuts and bolts of termination letter below.

What is Termination and Termination Letter?

Before we go into the details of what an employee termination letter is, let’s help you understand what termination really is. Termination, from an employment perspective, means when the job of an employee ends voluntarily or involuntarily. Voluntary termination means that the employee has themselves resigned from the organization or has retired. Involuntary termination means that an employee is terminated by the employer due to any justifiable reason. They are dismissed, fired or laid-off from the company. In this, employers are required to fill an employee termination letter.

A letter of termination is a form of letter that is used by companies or employers who want to terminate an employee due to their poor performance, incompetence, unacceptable behavior, layoffs, or any other reason. Additionally, you would require the basic information about the employee for issuing the letter. This letter is also known as the Letter to Fire an Employee and a Pink Slip.

Employee Termination Letter

When do You Require an Employee Termination Letter?

Many organizations do not even tolerate even the smallest of mistakes. Even the smallest of lies or untruthfulness can result in an employee getting fired. Here are some of the cases which can result in employees getting fired;

An Employee Cannot Perform the Job

Employers invest a lot of money on training employees. However, if employees cannot do the job properly and are incompetent, even after being provided with training and coaching, this means that they should be terminated. Some companies often give leverage and decide to put the employee into different roles and change their work requirement in hope of resolving the issue. If they are still unable to perform the task seamlessly, it is time to let the employee go rather than wasting money on them.

An Employee Cannot Adjust to the Culture of the Organization

Ideally, all employees must be adaptable and fit in the environment of the company. A good employee is able to adjust to a diverse environment, approaches, and welcomes all kinds of thoughts. They know how to be adaptable and make the business benefit in every aspect. But some employees do not share the same values. When a new employee cannot adapt to the culture of your organization or there are signs that they cannot fit in, it is time to fire them.

An Employee Violates the Company’s Code of Conduct

Every organization sets some of rules and regulations which automatically make the employer expect that employees will follow all of them. Employees must act ethically under the code of conduct of the firm. This means that they are required to develop relationships with customers as per policy and treat each and every co-worker respectfully and equally. If the employee displays any of the following unethical acts, you would be required to terminate the employee instantly.

• If the employees bullies or harasses a co-worker.
• If the employee accepts gifts that either exceed or do not come under the gift policy guidelines.
• If an employee tries to bribe or accepts a bribe from a vendor.
• If an employee comes to work and does not work most of the time, spends time on the computer to shop and pay bills, and do other things that have no concern with a business’ growth.

An Employee is Found Responsible for Theft

Employees have no right on a company’s property. But there are certain employees that steal from employers. Be it a pen or pad or post-it notes or using social media platforms while the boss is away, employees do steal and it is a serious issue. Employers have all the right to punish the employee either in the form of termination or legal proceedings if they are found responsible for theft. This is why companies ensure to keep checks so that they can catch them quickly, including reconciling statements, and regular audits.

An Employee Fails to Keep Commitments

Employees are responsible to keep their commitments. They have both small and big commitments to the organization. Be it showing up for work in time or finishing the project quickly, an employee needs to ensure that they do it all. At times, employees may miss deadlines but it is not possible for them to miss deadlines every time. A good employee will always keep their boss updated if they are unable to perform the tasks on time and request them to extend the due date, but if an employee does not do that and keeps their boss on the blindside, it is high time you should realize that you should give them a letter of termination.

These are just a few common reasons that may result in termination of any employee. In general, anything that is termed disrespectful or unprofessional is not acceptable. You should first take actions to resolve it (if it is possible) and evaluate its results. If things still not improve, you can simply terminate the employee.

Last Updated On May 18, 2020 By Letter Writing Leave a Comment

An agreement enforced by the court of law is known as a Contract. A contract is when two parties formally agree on the same terms while working together on a project.

Contract termination, on the other hand, means ending a contractual agreement, or bringing a contract to an end, due to a specific reason, which could be the completion of the period agreed on, or a mutual decision.

A contract termination letter is written by one company to another, or to an individual with whom the former is in a business partnership. The letter is written to end the contract.

Sometimes when two parties are working together, they might not see eye-to-eye. They may be unable to work with each other, bringing the agreement to a standstill, leading to a situation where termination of the contract is the only viable option.

Other times, as already mentioned, it could simply be due to the completion of the specified contractual period. The date of termination and the exact details of the reasons for the termination must be mentioned in the letter.

Table of Contents

Contract Termination Letter Example Writing Tips

• The letter must be written formally, with politeness and decency.
• Offensive or harsh words cannot be used in the letter.
• The letter must contain a clear description of the reason for the termination of the contract.
• The date of termination must be mentioned.
• The letter must be completed with thanks and good wishes for future endeavors.

Contract Termination Letter Example Template

Use our free Contract Termination Letter Example to help you get started. If you need additional help or more examples, check out some of the sample letters below.

From,
__________
__________
__________

Date: ________ (date of writing the letter)

To,
__________
__________
__________

Subject: Termination of Contract

Dear _____________ (name of the person receiving the letter),

As per our contractual agreement, signed on ____________ (date from which the contract started), h your job requirements were ______________ (details of job). You have not fulfilled these responsibilities satisfactorily and hence, your contract with this company is being brought to an end. The reasons for this decision are ___________________________(reasons for the termination).

The date of termination is ___________ (date of termination). You are requested to complete the project you are working on. You will be paid for your services with us by ________.

We wish you well in your future endeavors.

Name and signature

__________
__________
__________

Date: __________ (letter writer wrote the letter on this very day)

___________
___________
___________

Subject: Letter of termination of the business agreement

It is on my part on behalf of our company to inform you that our contract ________________(name of contract) _______________(starting date) has been terminated. This thing happened due to the fraud from your company.

The products were not up to the mark.______________________(write about how it affected you) The decision was taken collectively by all the members of our board of directors.

The products are sent back to your company. The payments could not be sent; this is due to the ongoing inquiry. I hope this glitch will be totally exposed. As the inquiry completes the payments will be cleared. Thanking you.

Name and Signature

Contract Termination Letter Sample

Below mentioned is the sample letter.

Ashwin Host,
Scalium Ltd,
Worli,
Mumbai

Date: ________ (date of writing the letter)

Mr. Kush Bangarpet,
Aptech Ltd,
Chembur,
Mumbai

Subject: Contract termination

Dear Mr. Kush Bangarpet,

This letter is to inform you that we have decided to terminate the business contract with your company. The reasons for this are the delay in the delivery of supplies by your company, which has had a negative impact on our business. Moreover, in the last three months, the materials provided by your company have not met our production standards. We do not wish to continue this relationship.

The date of the termination is ABC. All accounts will be paid for in this period, and you are requested to clear your dues in time. Thank you for your services, and we wish you the best in the future.

Name and signature

Drake industries ltd,

Mr. Vicky Kaushal,

Respected Mr. Vicky,

This is a formal message to inform you that the contract between our company will be terminated on 28th September 2018. According to the terms and conditions on the contract is any party cannot deliver the results the other party has the right to terminate the contract.

As mentioned in the contract, your company was supposed to deliver the products on or before 13th September. But even after a week, we didn’t receive our product. We are very much disappointed. This delay caused us a huge financial loss, and we are on the verge of losing our clients.

This is the reason we want to terminate our agreement. For payment or any other details or query contact us at 99089790 or email us on [email protected] Below is the copy of termination, please sign it and send it to the address mentioned above.

Contract Termination Letter Email Format

Below mentioned is the email format of the letter.

Dear Mr. Kush Bangarpet,

Ref: Business Contract dated 25th October 2009

This letter is to inform you that despite our constant complaints about the sub-standard surgical equipment received from your company, there has been no action taken by your company to improve the quality of supplies. Therefore, we have decided to terminate our Business Contract mentioned in “Ref.”

The termination is applicable from 31st May 2010.

Please have your outstanding bills, if any, settled with us by 19th May 2010.

Sub: Termination of our Business Contract.

Ref: Our Business Contract dated 20th October 2009.

We would like to inform you that despite our constant complaints about the sub-standard surgical equipment that we are receiving from you, there has been no action taken by you to improve the situation.

Therefore, we have decided to terminate our Business Contract mentioned in “Ref”. The termination is applicable from 31st May 2010.

Please get your outstanding bills, if any, settled by us within 19th May 2010.

Turn that paper into something you can use

The Balance / Maddy Price © 2019

When you receive a check, you need to deposit the funds so you can use the money or keep it safely in your bank account. Until then, it’s just a piece of paper.

Fortunately, depositing a check is easier than ever, and after you make a deposit, you can use your money in several ways: Withdraw cash, pay bills online, shop with your debit card or checkbook, or transfer funds electronically.

How to Deposit Checks

Depending on the bank or credit union you use, you should have several options for deposits.

Deposit with your mobile device: The fastest and most convenient option is probably to use your mobile device.

1. Download your bank’s app. Verify that you use a legitimate app from your bank so that you avoid giving sensitive information to thieves.
2. Find the option to deposit checks and begin the process.
3. Endorse the check (see details below).
4. Take a picture of both sides of the check.
5. Provide information from the check. You might need to enter the amount of the payment and verify that the app reads the account and routing numbers on the check correctly.    

Visit a branch: You can also deposit checks in person at one of your bank’s branches. An advantage of depositing with a teller is that more of your money might be available quickly. Deposits with bank employees sometimes clear faster, which may be important when making significant deposits.  

If you use a credit union, you can typically deposit checks at any credit union that’s part of the shared branching network. You’re not limited to using your own credit union—you can go to (almost) any branch that’s available and open when you need it.  

1. Endorse the check when you’re safely inside the branch.
2. Fill out a deposit slip, and hand the check to a teller.
3. Verify your new account balance before leaving the counter.

Deposit at an ATM: Some banks and credit unions allow you to deposit checks through an ATM, which is convenient when you’re unable to get to a branch during banking hours. Different banks have different requirements (if you need to use an envelope and a deposit slip or not, for example), so read the on-screen instructions carefully. In most cases, the process is as follows:

1. Swipe or insert your card.
2. Enter your PIN.
3. Choose the option to deposit funds.
4. Insert checks and cash (either one-by-one or in a bundle).
5. Verify that the deposit credits your account.  

Funds are typically available within a few days. For more detailed instructions, see how to make deposits at ATMs.

Deposit by mail: You may also be able to mail checks to your bank. You never want to send cash, but sending checks by mail is quite safe, especially if you use a restrictive endorsement (see below). Ask your bank what the requirements are. In most cases, you need to include a deposit slip and endorse the check. Mail isn’t your fastest option for depositing checks, but you can do everything on your own time.    

What You Need to Deposit a Check

Making a deposit is not as simple as handing the check to a teller or snapping a photo—but it’s close.

Endorsement: You typically need to endorse a check by signing your name on the back of the check. Technically, doing so gives your bank (or whoever has the endorsed check) the right to collect the funds—so don’t endorse until you’re confident that the check will get to the bank.

For added security, you can use a “restrictive” endorsement, which says the money can only be deposited to the account you specify. That’s a smart move in case the check gets lost or stolen. To restrict the endorsement, sign your name and write “For deposit only to account ###” (use your account number instead of the number signs). For more ways to endorse, see Basics of Endorsing Checks.  

Deposit slips: You may need to fill out a deposit slip when you deposit a paper check. Deposit slips provide the information a bank employee needs to get the money into your account: your account number, the amount you’re depositing, and more.  

Identification: If you’re making a deposit in person, bring valid identification, such as a driver’s license, passport, or other government-issued ID. This is might be required even though you’re just adding money to the account—not taking cash. An ID is especially important if you’re visiting another credit union’s branch to deposit a check.  

Cashing Checks

If you plan to spend all of the money immediately (with cash), you can try cashing a check instead of depositing it. You can usually get up to $200 immediately on personal checks, and you might be able to get more for official checks like cashier’s checks or tax refunds from the U.S. Treasury.    

However, it’s risky to take cash and spend it before you know that a check is good. If the check bounces, you’ll have to repay your bank for any money you take. The only way to know for sure that the check is good is to cash it at a branch of the same bank the check is written on. In other words, go to the check writer’s bank to cash the check—the bank name appears on the check.  

Of course, it’s risky to walk around with large amounts of cash. That money can get lost or stolen. It’s often just as easy to deposit a check, which allows you to spend money from your checking account as needed. You can do so with a debit card or withdraw cash from an ATM later when you actually need it.

Is the Check any Good?

Verify that checks are legitimate and make an effort to determine whether or not a check will bounce before you deposit it. If the person or company that wrote the check doesn’t have enough money to cover the payment, your bank might charge you fees—even though it wasn’t your fault.  

If you continually deposit bad checks, your bank might even close your account. Whenever you’re concerned about a check, contact the bank the check is written against to verify funds in the account and find out if the check will bounce.  

Where Not to Deposit Checks

Depositing the funds directly into your bank or credit union is the safest and least expensive option. You might be tempted to cash checks at more “convenient” places such as payday loan shops or check-cashing stores. Before doing so, evaluate the fees, as you may pay dearly. Even supermarkets charge fees, which can add up to a significant proportion with small checks.

If you don’t have an account at a bank or credit union, you really need one—it’ll save you time and money. However, some people can’t or won’t open a bank account. If you’re in that group, a prepaid card might be a good alternative: Some cards allow you to make mobile check deposits to add to your balance, which helps you store the money safely. Others have partnerships with retail locations, so you can bring checks to certain stores to add to your account.

The answer is yes—and here’s how to do it

November 9, 2018 | 5 min read

Almost everyone’s been there before: You receive a check, tuck it safely away, then forget to deposit it before the bank closes. Luckily, you can deposit a check (and even cash) into certain ATMs any time of day or night.

If the idea of giving your money to a machine makes you worry—or you’re just not sure how it all works—the following tips may help put your mind at ease. After all, you should be able to access your money when you need it, and the trusty ATM can help you do just that.

How to Deposit a Check at an ATM

Here are some things to consider the next time you need to deposit money during non-banking hours:

Locate an ATM: If your bank has an ATM nearby, and it accepts deposits, you’ll naturally want to use that one. This may help you avoid fees and delays with accessing your money once it’s deposited. If you’re in a different neighborhood or out of town, you may still be able to deposit checks in an ATM.

First, make sure the ATM takes your type of bank card and that it accepts deposits. Smaller ATMs located in convenience stores, for instance, may only dispense cash, so check for a deposit slot.

Sometimes, it’s a matter of choosing an ATM that’s in your bank’s network. The Allpoint Network, for example, has 55,000 ATMs that a large number of banks and credit unions belong to. This allows its customers to deposit cash or checks in many of its ATMs. You can check to see if your bank participates here. If it doesn’t, just ask your bank which ATMs will accept your deposits so you won’t waste time searching.

Come prepared: When you’re ready to make your deposit, gather all of the items you’ll need. Bring your bank debit card and (memorized) PIN, your signed check (or cash), a filled-out bank envelop (only if the ATM requires one) and a pen in case you need to fill out anything else. You’ll be well organized, and other customers waiting in line will thank you.

Be cautious: Before stepping up to the plate, be sure that your surroundings are safe, secure and well-lit. Keep cash hidden from view, and never let anyone see your PIN.

Follow instructions: Each ATM works a little differently, but the instructions on the screen will guide you from one step to the next. Some ATMs ask you to insert and quickly remove your card while others ask you to leave it in until your transaction is complete. Either way, this is generally how it works:

1. Insert your card and enter your PIN.
2. Choose the “Deposit” option.
3. Select which account you’d like the money to go to (usually savings or checking).
4. Type in the amount of money you’re depositing and insert your check. If the ATM can read checks, you won’t even need to enter the amount.
5. Confirm the dollar amount you see on screen.
6. Answer any remaining questions, take your receipt and make sure you have your bank card before walking or driving away.

If you have multiple checks or bills to deposit, many ATMs allow you to insert them all at once, without using an envelope. Some ATMs let you insert up to 30 checks and 50 bills at one time. 1 Otherwise, checks and cash can be placed in a bank envelope as usual.

Accessing your money

Now for the all-important question: When will your ATM deposit be available in your checking account? Cash deposits are often available right away or within one business day. 2 As for checks, not all banks follow the same schedule, but you can usually withdraw or use the full amount in two business days. 3

Keep in mind that your bank or credit union has a cut-off time for what it considers the “end of the business day,” which can be as early as 2:00 p.m. at physical locations and noon at ATMs. 3 That means, if you make a deposit after those cut-off times, the bank will treat the deposit as if it were made on the next business day. Making a deposit at an ATM owned by someone other than your bank may also delay your access. So, be sure to give yourself enough time so that your money is there when you need it.

Banking from home

If banking on your own time sounds appealing, you may want to check out your bank’s mobile app, which can let you make deposits from your smartphone without leaving the house. After downloading the app and registering your account, you’ll be able to make deposits just by snapping a photo of the front and back of your check. (It only feels like magic the first few times.)

What’s most important is finding a way to bank that fits your needs. If the ATM check deposit suits you and saves you time, great, because banking that works around your lifestyle is always a good thing.

This site is for educational purposes. The material provided on this site is not intended to provide legal, investment, or financial advice or to indicate the availability or suitability of any Capital One product or service to your unique circumstances. For specific advice about your unique circumstances, you may wish to consult a qualified professional.

Turn that paper into something you can use

The Balance / Maddy Price © 2019

When you receive a check, you need to deposit the funds so you can use the money or keep it safely in your bank account. Until then, it’s just a piece of paper.

Fortunately, depositing a check is easier than ever, and after you make a deposit, you can use your money in several ways: Withdraw cash, pay bills online, shop with your debit card or checkbook, or transfer funds electronically.

How to Deposit Checks

Depending on the bank or credit union you use, you should have several options for deposits.

Deposit with your mobile device: The fastest and most convenient option is probably to use your mobile device.

1. Download your bank’s app. Verify that you use a legitimate app from your bank so that you avoid giving sensitive information to thieves.
2. Find the option to deposit checks and begin the process.
3. Endorse the check (see details below).
4. Take a picture of both sides of the check.
5. Provide information from the check. You might need to enter the amount of the payment and verify that the app reads the account and routing numbers on the check correctly.    

Visit a branch: You can also deposit checks in person at one of your bank’s branches. An advantage of depositing with a teller is that more of your money might be available quickly. Deposits with bank employees sometimes clear faster, which may be important when making significant deposits.  

If you use a credit union, you can typically deposit checks at any credit union that’s part of the shared branching network. You’re not limited to using your own credit union—you can go to (almost) any branch that’s available and open when you need it.  

1. Endorse the check when you’re safely inside the branch.
2. Fill out a deposit slip, and hand the check to a teller.
3. Verify your new account balance before leaving the counter.

Deposit at an ATM: Some banks and credit unions allow you to deposit checks through an ATM, which is convenient when you’re unable to get to a branch during banking hours. Different banks have different requirements (if you need to use an envelope and a deposit slip or not, for example), so read the on-screen instructions carefully. In most cases, the process is as follows:

1. Swipe or insert your card.
2. Enter your PIN.
3. Choose the option to deposit funds.
4. Insert checks and cash (either one-by-one or in a bundle).
5. Verify that the deposit credits your account.  

Funds are typically available within a few days. For more detailed instructions, see how to make deposits at ATMs.

Deposit by mail: You may also be able to mail checks to your bank. You never want to send cash, but sending checks by mail is quite safe, especially if you use a restrictive endorsement (see below). Ask your bank what the requirements are. In most cases, you need to include a deposit slip and endorse the check. Mail isn’t your fastest option for depositing checks, but you can do everything on your own time.    

What You Need to Deposit a Check

Making a deposit is not as simple as handing the check to a teller or snapping a photo—but it’s close.

Endorsement: You typically need to endorse a check by signing your name on the back of the check. Technically, doing so gives your bank (or whoever has the endorsed check) the right to collect the funds—so don’t endorse until you’re confident that the check will get to the bank.

For added security, you can use a “restrictive” endorsement, which says the money can only be deposited to the account you specify. That’s a smart move in case the check gets lost or stolen. To restrict the endorsement, sign your name and write “For deposit only to account ###” (use your account number instead of the number signs). For more ways to endorse, see Basics of Endorsing Checks.  

Deposit slips: You may need to fill out a deposit slip when you deposit a paper check. Deposit slips provide the information a bank employee needs to get the money into your account: your account number, the amount you’re depositing, and more.  

Identification: If you’re making a deposit in person, bring valid identification, such as a driver’s license, passport, or other government-issued ID. This is might be required even though you’re just adding money to the account—not taking cash. An ID is especially important if you’re visiting another credit union’s branch to deposit a check.  

Cashing Checks

If you plan to spend all of the money immediately (with cash), you can try cashing a check instead of depositing it. You can usually get up to $200 immediately on personal checks, and you might be able to get more for official checks like cashier’s checks or tax refunds from the U.S. Treasury.    

However, it’s risky to take cash and spend it before you know that a check is good. If the check bounces, you’ll have to repay your bank for any money you take. The only way to know for sure that the check is good is to cash it at a branch of the same bank the check is written on. In other words, go to the check writer’s bank to cash the check—the bank name appears on the check.  

Of course, it’s risky to walk around with large amounts of cash. That money can get lost or stolen. It’s often just as easy to deposit a check, which allows you to spend money from your checking account as needed. You can do so with a debit card or withdraw cash from an ATM later when you actually need it.

Is the Check any Good?

Verify that checks are legitimate and make an effort to determine whether or not a check will bounce before you deposit it. If the person or company that wrote the check doesn’t have enough money to cover the payment, your bank might charge you fees—even though it wasn’t your fault.  

If you continually deposit bad checks, your bank might even close your account. Whenever you’re concerned about a check, contact the bank the check is written against to verify funds in the account and find out if the check will bounce.  

Where Not to Deposit Checks

Depositing the funds directly into your bank or credit union is the safest and least expensive option. You might be tempted to cash checks at more “convenient” places such as payday loan shops or check-cashing stores. Before doing so, evaluate the fees, as you may pay dearly. Even supermarkets charge fees, which can add up to a significant proportion with small checks.

If you don’t have an account at a bank or credit union, you really need one—it’ll save you time and money. However, some people can’t or won’t open a bank account. If you’re in that group, a prepaid card might be a good alternative: Some cards allow you to make mobile check deposits to add to your balance, which helps you store the money safely. Others have partnerships with retail locations, so you can bring checks to certain stores to add to your account.

Deposit anytime with the app.

• Mobile and online banking /
• Mobile check deposit

With the U.S. Bank Mobile App, it’s easy, fast and free.

Skip the trip.

Deposit checks 1 as soon as you receive them – skipping the trip to the branch or ATM.

Save time.

Deposit checks 24/7 in seconds using the camera on your phone or tablet.

You’re protected.

Our Digital Security Guarantee protects you from liability for unauthorized use of your accounts.

Simple as point, click, done.

1. Sign your check.
2. Open the app and tap Deposit in the quick-action menu at the bottom of the Welcome screen, then Deposit a check.
3. Choose an account and enter the amount of the check.
4. Take pictures of the check with your phone or tablet.
5. Verify the information and submit.

You’ll receive an immediate email notification confirming that we’ve received your deposit and another when we’ve accepted it for processing.

Frequently asked questions

What is mobile check deposit and how does it work?

Mobile check deposit lets you deposit checks into your U.S. Bank account using the camera on your mobile device. Here’s how it works:

1. Sign your check.
2. Choose an account.
3. Enter your check amount.
4. Take photos of the front and back.
5. Review and submit.

How do I find my deposit limits?

Your deposit limits are displayed when you enter your check amount in the mobile app. Here’s how to find your limits in the app:

1. Tap Deposits in the quick-action menu.
2. Tap Deposit a check.
3. Choose an account.
4. You’ll see your daily and weekly deposit limits listed below the check amount field.

How are my deposit limits determined?

Deposit limits vary and are based on multiple factors, including your account type, deposit history and relationship with us.

If you’ve opened an account within the last 90 days, your deposit limits could be as a low as $200. After your first 90 days with us, your daily and weekly limits will likely increase.

Deposit limit definitions

Your daily deposit limit is defined as the maximum amount you can deposit using your mobile device each business day (Monday through Friday, excluding holidays).

Your weekly deposit limit is defined as the maximum amount you can deposit using your mobile device every 5 business days, which includes the current business day and the previous 4 business days.

What if my check amount is higher than my deposit limit?

There are other ways to deposit your check if your check amount is higher than your mobile deposit limit.

Visit a branch or ATM.

Deposit your check at aВ U.S.В Bank branch or ATM.

Mail it.

If there isn’t a branch or ATM near you, you can deposit your check by mailing it to us with a deposit slip. If you don’t have a deposit slip, you can simply write your account number on the check. Be sure to sign the back of your check before mailing.

Get the Mobile Banking app

Get it on the App Store

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Get it on the App Store

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Or we can send you a link by email

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Get it on Google Play

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Our mobile app isn’t available for all devices

If you don’t see an app for your device, you may still be able to access our mobile website by typing bankofamerica.com in your mobile web browser.

Get the mobile banking app

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Fast and simple deposits — no ATM required

” href=”#ftn_mobile-check-deposits_content”> into your account using the Mobile Banking app

Fast and simple deposits — no ATM required

” href=”#ftn_mobile-check-deposits_content”> into your account using the Mobile Banking app

Depositing a check is simple

with our Bank of America Mobile Banking app.

Start by opening your app,

signing into your account,

and selecting deposit checks.

Then, take a picture of the front and back of the endorsed check

with your smartphone or tablet.

Hold your device steady, directly over the check,

and the photo will be taken automatically.

Once both sides are captured,

you can select the right account to receive the deposit,

then enter the amount.

After you tap continue,

you can confirm the details and select “Deposit.”

You’ll immediately get a message that your deposit is processing.

And within seconds .

*Phone alert sounds*

. we’ll send you an email verifying that it was received.

Funds are generally available the next business day.

It’s banking made easier,

with our Bank of America mobile banking app.

In your hands and at your fingertips.

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Transcript

Depositing a check is simple with our Bank of America Mobile Banking app.

Start by opening your app, signing into your account, and selecting deposit checks.

Then, take a picture of the front and back of the endorsed check with your smartphone or tablet.

Hold your device steady, directly over the check, and the photo will be taken automatically.

Once both sides are captured, you can select the right account to receive the deposit, then enter the amount.

After you tap continue, you can confirm the details and select “Deposit.”

You’ll immediately get a message that your deposit is processing.

And within seconds we’ll send you an email verifying that it was received.

Funds are generally available the next business day.

It’s banking made easier, with our Bank of America mobile banking app.

In your hands and at your fingertips.

Mobile Check Deposit is better than ever

Now you can save, print or email a copy of the check when you deposit funds using the Mobile Banking app and the camera on your smartphone or tablet . You’ll also receive a confirmation so you know your check is processing.

How to deposit checks with our Mobile Banking app

1. Open the app, use your fingerprint to securely sign in and select Deposit Checks.
2. Sign the back of the check and write “for deposit only at Bank of America”.
3. Take photos of the front and back of the check with your smartphone — just select the Front of Check and Back of Check buttons.
4. Select the account to receive the deposit, enter the amount and tap Continue.
5. After confirming the details, tap Deposit.

Are you familiar with mobile check deposits?

This means you can deposit checks without going to the bank . And, being able to deposit paper checks, such as a stimulus check, without going to the bank can make things super convenient.

Deposit a check without going to the bank

Wondering how to deposit a check this way? If you’ve never used mobile check deposit before, it’s not as difficult as you might think. Take a look at 5 tips that can help you make the most of this feature – saving you valuable time.

1. Check your bank’s mobile check deposit guidelines

The first thing you need to do is make sure the organization you’re banking with is set up for mobile check deposits. The easiest way to do that is to check your mobile banking app .

When you log into mobile banking, head to the menu and look for the mobile check deposit option. If you see it listed, then your app should allow you to deposit checks online.

Before you try to use mobile check deposit, however, make sure your account is enabled to do so. While the feature may be available in mobile banking, you may still have to register first or sign up.

2. Review mobile check deposit limits

If you know that you’re able to deposit a check through mobile banking, the next step is to determine whether there are any limits on deposits.

For example, some financial institutions impose limits on the number of checks you can deposit per day or per week. There may also be daily, weekly or monthly limits on the total dollar amount you can add to your bank account using mobile check deposit.

So, make sure you can deposit your check without going over those limits. For example, say you’re married with two kids and you received a federal stimulus check for $3,400. If your bank’s mobile check deposit limit is $5,000 per day, you should be able to deposit the entire check online.

You can usually find out about limits if you read your bank account’s terms and conditions. You can also check your online banking website and look for a section on frequently asked questions. Sometimes this is a good place to start.

What if your check is outside mobile check deposit limits? In this case, you’ll need to find a work-around for depositing it into your bank account. With online bank accounts, for instance, you may have to deposit the money to a checking account at a brick-and-mortar bank, and then move it into your other account via an ACH transfer.

3. Get your check ready for deposit

Depositing a check online isn’t exactly the same as depositing it at a branch or ATM. But you still have to sign the back of the check for the deposit to be valid. You also should make sure all the information on the front of the check is correct.

Depending on your bank account, you may also have to write something extra on the back to denote that it’s a mobile deposit. For example, you may have to add “for mobile deposit” or “for remote deposit capture” below your signature.

Also, make sure the check is legible. Your mobile device needs to be able to “read” the check via the camera when you’re ready to deposit it.

4. Deposit your check via mobile banking

Now you’re ready to deposit a check online!

The process can be different depending on your particular bank account. But generally, here’s what you need to do:

• Log into your mobile banking app
• Find the mobile check deposit option in the menu
• Select the account you want to deposit the check into (i.e. checking or savings)
• Enter the check amount
• Snap a photo of the check – front and back. It’s important to make sure you get a clear image of both sides of the check. Otherwise, you may have trouble completing a mobile check deposit. If the images come out fuzzy or blurry, clean off your camera lens. And, make sure you take photos in an area with good lighting so your camera can pick up details on your check.
• Once your device records the images of your check, review the deposit details. Make sure that you’ve signed the check, selected the right account, and entered the correct amount.

5. Wait for the check to clear

If you deposit a stimulus check – or any check – online, you may want to use the money right away. But, you’ll need to wait for the check to clear in your bank account first.

You may now wonder how long it takes for mobile check deposits to clear. Well, this depends on your bank account, the amount of check, and the type of check involved. Again, check your bank account terms and conditions or read through the FAQs. This might offer up some clarity on how long your mobile check deposit will take to be fully credited to your account.

In the meantime, don’t throw the check away. Why? Because there may be a hiccup with your mobile check deposit. If you don’t see the deposit in your account within a week, you may need to call your financial institution to find out what’s happening. You may also need to try making the deposit again.

Once your mobile check deposit clears your bank account, you can then write ‘void’ on the check and file it away.

How to deposit IRS checks with Mobile Check Deposit using Chime

If you are a Chime member and received a government stimulus payment as a paper check, you can deposit it safely and securely at Chime. We take our members’ money seriously, so for these checks, we’re putting extra security measures in place. Here’s how to deposit your IRS checks using our Mobile Check Deposit feature.

1.Make sure the name on the check matches your Chime Spending Account

2. For joint stimulus checks, make sure at least one filer’s name matches the name associated with the Chime Account. Unfortunately, we can’t accept checks that don’t have your name on it

3. Sign the back of your paper check, then write “For deposit to Chime only” under your signature.

For joint stimulus check make sure both of your signatures appear on the back of the check.

4. Open the Chime app, tap Move Money at the bottom of your screen, then tap Mobile Check Deposit, then U.S. Treasury.

Keep in mind: Mobile Check Deposit for stimulus checks is only available to members that actively use their Chime Spending Account and Chime Visa® Debit Card

5. The Chime app will guide you through the check deposit process – it’s easy!

Are you using a mobile banking app for check deposit yet?

Signing up for direct deposit can save you time, but mobile check deposit comes in super handy if you receive a paper check, like a tax refund or stimulus check.

So, if you aren’t taking advantage of mobile check deposit yet, consider signing up. You’ll soon learn just how convenient it is!

This page is for informational purposes only. Chime does not provide financial, legal, or accounting advice. This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for financial, legal or accounting advice. You should consult your own financial, legal and accounting advisors before engaging in any transaction.

Skip the branch. Deposit checks with your smartphone or tablet.

Point, tap, deposit

It’s handy

Deposit a check directly into your eligible checking or savings account with just a few taps.

It’s a snap

Take photos of the front and back of your check using our app. You’ll get immediate confirmation that the deposit was received.

It’s convenient

There are no additional banking fees for mobile deposits. Make deposits 24/7, wherever you and your phone go.

It’s simple

Mobile deposit is part of the Wells Fargo Mobile app—all you need to do is download the app to get started.

How mobile deposit works

Explore these simple steps to deposit checks in minutes.

• Get Started
• Select Account
• Enter Amount
• Take Photos
• Submit Deposit

1. Download the Wells Fargo Mobile app to your smartphone or tablet.

2. Sign on to your account.

3. Select Deposit in the bottom bar. Or, use the Deposit Checks shortcut.

1. Select an account from the Deposit to dropdown. If you have set up a default account, it will already be pre-selected.

2. If you want to create or change your default account, go to the Deposit to dropdown and select the account you want to make your default, then select Make this account my default.

1. Enter the check amount. Your account’s remaining daily and 30-day mobile deposit limit will also display on the screen.

2. Make sure the amount entered matches the amount on your check, and select Continue.

1. Sign the back of your check and write “For Mobile Deposit at Wells Fargo Bank Only” below your signature (or if available, check the box that reads: “Check here if mobile deposit”).

2. Take a photo of the front and back of your endorsed check. You can use the camera button to take the photo. For best results, use these photo tips:

• Place check on a dark-colored, plain surface that’s well lit.

• Position camera directly over the check (not angled).

• Fit all 4 corners inside the guides on your mobile device’s screen.

1. Make sure your deposit information is correct, then select Deposit.

2. You’ll get an on-screen confirmation and an email letting you know we’ve received your deposit.

3. After your deposit, write “mobile deposit” and the date on the front of the check. You should keep the check secure for 5 days before tearing it up.

Deposit products provided by JPMorgan Chase Bank, N.A. Member FDIC

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Related Rates

Calculus Related Rates Problem:
How fast is the ladder’s top sliding?

A 10-ft ladder is leaning against a house on flat ground. The house is to the left of the ladder. The base of the ladder starts to slide away from the house. When the base has slid to 8 ft from the house, it is moving horizontally at the rate of 2 ft/sec. How fast is the ladder’s top sliding down the wall when the base is 8 ft from the house?

Calculus Solution

1. Draw a picture of the physical situation.
See the figure.

Let x be the horizontal distance, in feet, from the wall to the bottom of the ladder.

Let y be the distance, in feet, from the ground to the top of the ladder.

The problem tells us that at the moment of interest, when x = 8 ft, $\dfrac

= 2$ ft/sec. We’ll use these values only at the end of our solution.

2. Write an equation that relates the quantities of interest.

A. Be sure to label as a variable any value that changes as the situation progresses; don’t substitute a number for it yet.
In this situation, both x and y change as the ladder slides, so we will leave both quantities as variables.

B. To develop your equation, you will probably use . . . the Pythagorean theorem.
This is the hardest part of Related Rates problem for most students initially: you have to know how to develop the equation you need, how to pull that “out of thin air.” By working through these problems you’ll develop this skill. The key is to recognize which of the few sub-types of problem it is; we’ve listed each on our Related Rates page. In this problem, the diagram above immediately suggests that we’re dealing with a right triangle. Furthermore, we need to related the rate at which y is changing, $\dfrac

$, to the rate at which x is changing, $\dfrac

$, and so we first need to write down an equation that somehow relates x and y.

While x and y change as the ladder slides, the hypotenuse of the right triangle shown is always equal to the ladder’s length, 10 ft. Hence the Pythagorean theorem applies:
$$x^2 + y^2 = (10)^2 = 100$$
That’s it. That’s the key relation we need to be able to proceed with the rest of the solution.

3. Take the derivative with respect to time of both sides of your equation. Remember the chain rule.
\begin
\frac

\left( x^2 + y^2 \right) &= \frac

\left(100 \right) \\ \\
2x \frac

+ 2y \frac

& = 0 \text< >
\end

Please jump ahead in the video to 5:40 for the relevant discussion:

While the derivative of $x^2$ with respect to x is $\dfracx^2 = 2x$, the derivative of $x^2$ with respect to time t is $\dfrac

x^2 = 2x\dfrac

$. Similarly, the derivative with respect to time t of $y^2$ is $\dfrac

y^2 = 2y\dfrac

$.

Remember that x and y are both functions of time t: both positions change as time passes and the ladder slides down the wall. We could have captured this time-dependence explicitly by writing our relation as
$$[x(t)]^2 + [y(t)]^2 = 100$$
to remind ourselves that both x and y are functions of time t. Then when we take the derivative,
\begin
\frac

\left([x(t)]^2 + [y(t)]^2 \right) &= \frac

(100) \\ \\
2x(t) \dfrac

+ 2y(t) \dfrac

&= 0
\end

[Recall $\dfrac

= 2$ ft/s at the moment of interest, and we’re looking for $\dfrac

$.]

Most people find that writing the explicit time-dependence x(t) and y(t) annoying, and so just write x and y instead. Regardless, you must remember that both x and y depend on t, and so when you take the derivative with respect to time the Chain Rule applies and you have the $\dfrac

$ and $\dfrac

$ terms.

4. Solve for the quantity you’re after.
The question is asking us to find $\dfrac

$ at the instant when x = 8 ft and $\dfrac

= 2$ ft/sec. So let’s solve the preceding equation for $\dfrac

$:
\begin
2x \frac

+ 2y \frac

& = 0 \\ \\
2y \frac

&= -2x \frac

\\ \\
\frac

&= – \frac \frac

\text < >[*] \end
To complete the calculation, we need to know the value of y at the instant when x = 8.

Begin subproblem to find the value of y at the instant when x = 8 ft.

We can find this value by using the Pythagorean theorem:
\begin
(8)^2 + y^2 &= 100 \\
y^2 &= 100 – 64 = 36 \\
y &= 6
\end
End subproblem.

Substituting all of the known values into the equation marked [*] above, we have:
\begin
\frac

&= – \frac \frac

\\ \\
&= -\frac<8> <6>(2) = -\frac<8> <3>\text < ft/s>\quad \cmark
\end
That’s the answer. The negative value indicates that the top of the ladder is sliding down the wall, in the negative-y direction.

Caution: IF you are using a web-based homework system and the question asks,

At what rate does the ladder slide down the wall?

then the system has already accounted for the negative sign and so to be correct you must enter a POSITIVE VALUE: $\boxed<\dfrac<8><3>> \, \dfrac<\text><\text> \quad \checkmark$

Want access to all of our Calculus problems and solutions? Buy full access now — it’s quick and easy!

Steps we use to solve a related rates problem

Related Rates are an application of implicit differentiation, and are usually easy to spot.

They ask you to find how quickly one variable is changing when you know how quickly another variable is changing.

I create online courses to help you rock your math class. Read more.

To solve a related rates problem, complete the following steps:

Construct an equation containing all the relevant variables.

Differentiate the entire equation with respect to (time), before plugging in any of the values you know.

Plug in all the values you know, leaving only the one you’re solving for.

Solve for your unknown variable.

Inflating and deflating balloon related rates problems

Take the course

Want to learn more about Calculus 1? I have a step-by-step course for that. 🙂

Finding rate of change of the radius, given rate of change of volume

Example

How fast is the radius of a spherical balloon increasing when the radius is . 100. cm, if air is being pumped into it at . 400. cm. ^3. /s?

In this example, we’re asked to find the rate of change of the radius, given the rate of change of the volume.

The formula that relates the volume and radius of a sphere to one another is simply the formula for the volume of a sphere.

Before doing anything else, we use implicit differentiation to differentiate both sides with respect to time . t.

They ask you to find how quickly one variable is changing when you know how quickly another variable is changing.

Now we plug in everything that we know. Keep in mind that . dV/dt. is the rate at which the volume is changing, . dr/dt. is the rate at which the radius is changing, and . r. is the length of the radius at a specific moment.

Our problem tells us that the rate of change of the volume is . 400. and that the length of the radius at the specific moment we’re interested in is . 100.

Solving for . dr/dt. gives

Therefore, we know that the radius of the balloon is increasing at a rate of . 1/100\pi. cm per second.

Related rates problems require us to find the rate of change of one value, given the rate of change of a related value. We must find an equation that associates the two values and apply the chain rule to differentiate each side of the equation with respect to time.. Suppose we have a variable v. The derivative, dv/dt would be the rate of change of v.

When solving related rates problems, we should follow the steps listed below.

1) Draw a diagram. This is the most helpful step in related rates problems. It allows us to visualize the problem.

2) Assign variables to each quantitiy in the problem that is a function of time. Each of these values will have some rate of change over time.

3) List all information that is given in the problem and the rate of change that we are trying to find.

4) Write an equation that associates the variables with one another. If there are variables for which we are not given the rates of change (except for the rate of change that we are trying to determine), we must find some relation from the nature of the question that allows us to write these variables in terms of variables for which the rates of change are given. We must then substitute these relations into the main equation.

Note: For an example of this situation, see example #3 below.

5) Using the chain rule, differentiate each side of the equation with respect to time.

6) Substitute all given information into the equation and solve for the required rate of change.

Note: It is important to wait until the equation has been differentiated to substitute information into the equation. If values are substituted too early, it can lead to an incorrect answer.

A function f has an absolute maximum at c if f(c) ³ f(x), for all x in the domain of f. At x=c, the graph reaches its highest point. The number f(c) is called the maximum value of f.

A function f has an absolute minimum at c if f(c) £ f(x), for all x in the domain of f. At x=c, the graph reaches its lowest point. The number f(c) is called the minimum value of f.

Together, the maximum and minimum values are called the extreme values of the function f.

A function f(x), defined on the open interval (a, b) has a local maximum at a point c in (a, b), if f(c) ³ f(x) for all x near c. This means that there is an interval around c (possibly very small), such that f(c) ³ f(x) for all x in the interval.

A function f(x), defined on the open interval (a, b) has a local minimum at a point c in (a, b), if f(c) £ f(x) for all x near c. This means that there is an interval around c (possibly very small), such that f(c) £ f(x) for all x in the interval.

Suppose we have a function defined on a closed interval [c, d]. A local maximum or minimum can not occur at the endpoints of this interval because the definition requires that the point is contained in some open interval (a, b). Since the function is not defined for some open interval around either c or d, a local maximum or local minimum cannot occur at this point. An absolute maximum or minimum can occur, however, because the definition requires that the point simply be in the domain of the function.

If f has a local maximum or minimum at c and f'(c) exists, then f'(c) = 0.

The converse of this theorem is not true. If f'(c) = 0, then c is not necessarily a maxiumum or minimum value. There may also be a maximum or minimum value when f'(c) does not exist.

A critical number of a function f is a number c in the domain of f, such that f'(c)=0 or f'(c) does not exist.

Using the definition of a critical number, we can rephrase Fermat’s Theorem as : If f has a local maximum or minimum at c, then c is a critical number of f.

To find the absolute maximum or minumum values of a continuous function f on a closed interval [a, b], we first find the critical numbers of the function in (a, b) and calculate the value of the function at each critical number. Next we find the values of the function at the endpoints of the interval. We then compare all of these values. The largest value is the absolute maximum of the function on the interval [a, b], while the smallest value is the absolute minimum.

The concept of maximum and minimum values allows us to solve optimization problems. These problems are one of the most practical applications of differential calculus. They allow us to find the optimal way to perform some task.

To solve optimization problems, we follow the steps listed below

1) Draw a diagram, if necessary, to help visualize the problem.

2) Assign variables to the quantity to be optimized and all other unknown quantities given in the question.

3) Write an equation that associates the optimal quantity to the other variables. If the optimal quantity is expressed in terms of more than one variable, we must eliminate the extra variables. We use the nature of the question to find some relation between the variables and substitute these relations into the equation for the optimal quantity. The optimal quantity equation should be in terms of only one variable so that it has the form f(x).

4) Find the absolute maximum or minimum of f(x), depending on the question. If the domain of f is closed, use the closed interval method.

For more practice with the concepts covered in this tutorial, visit the Related Rates and Optimization Problems page at the link below. The solutions to the problems will be posted after these chapters are covered in your calculus course.

To test your knowledge of these application problems, try taking the general related rates and optimization test on the iLrn website or the advanced related rates and optimization test at the link below.

Please forward any questions, comments, or problems you have experienced with this website to Alex Karassev.

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Related Rates

Calculus Related Rates Problem:
How fast is the ladder’s top sliding?

A 10-ft ladder is leaning against a house on flat ground. The house is to the left of the ladder. The base of the ladder starts to slide away from the house. When the base has slid to 8 ft from the house, it is moving horizontally at the rate of 2 ft/sec. How fast is the ladder’s top sliding down the wall when the base is 8 ft from the house?

Calculus Solution

1. Draw a picture of the physical situation.
See the figure.

Let x be the horizontal distance, in feet, from the wall to the bottom of the ladder.

Let y be the distance, in feet, from the ground to the top of the ladder.

The problem tells us that at the moment of interest, when x = 8 ft, $\dfrac

= 2$ ft/sec. We’ll use these values only at the end of our solution.

2. Write an equation that relates the quantities of interest.

A. Be sure to label as a variable any value that changes as the situation progresses; don’t substitute a number for it yet.
In this situation, both x and y change as the ladder slides, so we will leave both quantities as variables.

B. To develop your equation, you will probably use . . . the Pythagorean theorem.
This is the hardest part of Related Rates problem for most students initially: you have to know how to develop the equation you need, how to pull that “out of thin air.” By working through these problems you’ll develop this skill. The key is to recognize which of the few sub-types of problem it is; we’ve listed each on our Related Rates page. In this problem, the diagram above immediately suggests that we’re dealing with a right triangle. Furthermore, we need to related the rate at which y is changing, $\dfrac

$, to the rate at which x is changing, $\dfrac

$, and so we first need to write down an equation that somehow relates x and y.

While x and y change as the ladder slides, the hypotenuse of the right triangle shown is always equal to the ladder’s length, 10 ft. Hence the Pythagorean theorem applies:
$$x^2 + y^2 = (10)^2 = 100$$
That’s it. That’s the key relation we need to be able to proceed with the rest of the solution.

3. Take the derivative with respect to time of both sides of your equation. Remember the chain rule.
\begin
\frac

\left( x^2 + y^2 \right) &= \frac

\left(100 \right) \\ \\
2x \frac

+ 2y \frac

& = 0 \text< >
\end

Please jump ahead in the video to 5:40 for the relevant discussion:

While the derivative of $x^2$ with respect to x is $\dfracx^2 = 2x$, the derivative of $x^2$ with respect to time t is $\dfrac

x^2 = 2x\dfrac

$. Similarly, the derivative with respect to time t of $y^2$ is $\dfrac

y^2 = 2y\dfrac

$.

Remember that x and y are both functions of time t: both positions change as time passes and the ladder slides down the wall. We could have captured this time-dependence explicitly by writing our relation as
$$[x(t)]^2 + [y(t)]^2 = 100$$
to remind ourselves that both x and y are functions of time t. Then when we take the derivative,
\begin
\frac

\left([x(t)]^2 + [y(t)]^2 \right) &= \frac

(100) \\ \\
2x(t) \dfrac

+ 2y(t) \dfrac

&= 0
\end

[Recall $\dfrac

= 2$ ft/s at the moment of interest, and we’re looking for $\dfrac

$.]

Most people find that writing the explicit time-dependence x(t) and y(t) annoying, and so just write x and y instead. Regardless, you must remember that both x and y depend on t, and so when you take the derivative with respect to time the Chain Rule applies and you have the $\dfrac

$ and $\dfrac

$ terms.

4. Solve for the quantity you’re after.
The question is asking us to find $\dfrac

$ at the instant when x = 8 ft and $\dfrac

= 2$ ft/sec. So let’s solve the preceding equation for $\dfrac

$:
\begin
2x \frac

+ 2y \frac

& = 0 \\ \\
2y \frac

&= -2x \frac

\\ \\
\frac

&= – \frac \frac

\text < >[*] \end
To complete the calculation, we need to know the value of y at the instant when x = 8.

Begin subproblem to find the value of y at the instant when x = 8 ft.

We can find this value by using the Pythagorean theorem:
\begin
(8)^2 + y^2 &= 100 \\
y^2 &= 100 – 64 = 36 \\
y &= 6
\end
End subproblem.

Substituting all of the known values into the equation marked [*] above, we have:
\begin
\frac

&= – \frac \frac

\\ \\
&= -\frac<8> <6>(2) = -\frac<8> <3>\text < ft/s>\quad \cmark
\end
That’s the answer. The negative value indicates that the top of the ladder is sliding down the wall, in the negative-y direction.

Caution: IF you are using a web-based homework system and the question asks,

At what rate does the ladder slide down the wall?

then the system has already accounted for the negative sign and so to be correct you must enter a POSITIVE VALUE: $\boxed<\dfrac<8><3>> \, \dfrac<\text><\text> \quad \checkmark$

Want access to all of our Calculus problems and solutions? Buy full access now — it’s quick and easy!

11. The angle of elevation is the angle formed by a horizontal line and a line joining the observer’s eye to an object above the horizontal line. A person is 500 feet way from the launch point of a hot air balloon. The hot air balloon is starting to come back down at a rate of 15 ft/sec. At what rate is the angle of elevation, \(\theta \), changing when the hot air balloon is 200 feet above the ground.

Show All Steps Hide All Steps

Putting variables and known quantities on the sketch from the problem statement gives,

We want to determine \(\theta ‘\) when \(y = 200\) and we know that \(y’ = – 15\).

There are a variety of equations that we could use here but probably the best one that involves all of the known and needed quantities is,

\[\tan \left( \theta \right) = \frac<<500>>\] Show Step 3

Differentiating with respect to \(t\) gives,

\[<\sec ^2>\left( \theta \right)\,\,\theta ‘ = \frac<><<500>>\hspace <0.5in>\Rightarrow \hspace<0.5in>\theta ‘ = \frac<><<500>><\cos ^2>\left( \theta \right)\] Show Step 4

To finish off this problem all we need to do is determine the value of \(\theta \) for the time in question. We can either use the original equation to do this or we could acknowledge that all we really need is \(\cos \left( \theta \right)\) and we could do a little right triangle trig to determine that.

For this problem we’ll just use the original equation to find the value of \(\theta \).

The rate of change of the angle of elevation is then,

Related rates problems require us to find the rate of change of one value, given the rate of change of a related value. We must find an equation that associates the two values and apply the chain rule to differentiate each side of the equation with respect to time.. Suppose we have a variable v. The derivative, dv/dt would be the rate of change of v.

When solving related rates problems, we should follow the steps listed below.

1) Draw a diagram. This is the most helpful step in related rates problems. It allows us to visualize the problem.

2) Assign variables to each quantitiy in the problem that is a function of time. Each of these values will have some rate of change over time.

3) List all information that is given in the problem and the rate of change that we are trying to find.

4) Write an equation that associates the variables with one another. If there are variables for which we are not given the rates of change (except for the rate of change that we are trying to determine), we must find some relation from the nature of the question that allows us to write these variables in terms of variables for which the rates of change are given. We must then substitute these relations into the main equation.

Note: For an example of this situation, see example #3 below.

5) Using the chain rule, differentiate each side of the equation with respect to time.

6) Substitute all given information into the equation and solve for the required rate of change.

Note: It is important to wait until the equation has been differentiated to substitute information into the equation. If values are substituted too early, it can lead to an incorrect answer.

A function f has an absolute maximum at c if f(c) ³ f(x), for all x in the domain of f. At x=c, the graph reaches its highest point. The number f(c) is called the maximum value of f.

A function f has an absolute minimum at c if f(c) £ f(x), for all x in the domain of f. At x=c, the graph reaches its lowest point. The number f(c) is called the minimum value of f.

Together, the maximum and minimum values are called the extreme values of the function f.

A function f(x), defined on the open interval (a, b) has a local maximum at a point c in (a, b), if f(c) ³ f(x) for all x near c. This means that there is an interval around c (possibly very small), such that f(c) ³ f(x) for all x in the interval.

A function f(x), defined on the open interval (a, b) has a local minimum at a point c in (a, b), if f(c) £ f(x) for all x near c. This means that there is an interval around c (possibly very small), such that f(c) £ f(x) for all x in the interval.

Suppose we have a function defined on a closed interval [c, d]. A local maximum or minimum can not occur at the endpoints of this interval because the definition requires that the point is contained in some open interval (a, b). Since the function is not defined for some open interval around either c or d, a local maximum or local minimum cannot occur at this point. An absolute maximum or minimum can occur, however, because the definition requires that the point simply be in the domain of the function.

If f has a local maximum or minimum at c and f'(c) exists, then f'(c) = 0.

The converse of this theorem is not true. If f'(c) = 0, then c is not necessarily a maxiumum or minimum value. There may also be a maximum or minimum value when f'(c) does not exist.

A critical number of a function f is a number c in the domain of f, such that f'(c)=0 or f'(c) does not exist.

Using the definition of a critical number, we can rephrase Fermat’s Theorem as : If f has a local maximum or minimum at c, then c is a critical number of f.

To find the absolute maximum or minumum values of a continuous function f on a closed interval [a, b], we first find the critical numbers of the function in (a, b) and calculate the value of the function at each critical number. Next we find the values of the function at the endpoints of the interval. We then compare all of these values. The largest value is the absolute maximum of the function on the interval [a, b], while the smallest value is the absolute minimum.

The concept of maximum and minimum values allows us to solve optimization problems. These problems are one of the most practical applications of differential calculus. They allow us to find the optimal way to perform some task.

To solve optimization problems, we follow the steps listed below

1) Draw a diagram, if necessary, to help visualize the problem.

2) Assign variables to the quantity to be optimized and all other unknown quantities given in the question.

3) Write an equation that associates the optimal quantity to the other variables. If the optimal quantity is expressed in terms of more than one variable, we must eliminate the extra variables. We use the nature of the question to find some relation between the variables and substitute these relations into the equation for the optimal quantity. The optimal quantity equation should be in terms of only one variable so that it has the form f(x).

4) Find the absolute maximum or minimum of f(x), depending on the question. If the domain of f is closed, use the closed interval method.

For more practice with the concepts covered in this tutorial, visit the Related Rates and Optimization Problems page at the link below. The solutions to the problems will be posted after these chapters are covered in your calculus course.

To test your knowledge of these application problems, try taking the general related rates and optimization test on the iLrn website or the advanced related rates and optimization test at the link below.

Please forward any questions, comments, or problems you have experienced with this website to Alex Karassev.

1. In the following assume that \(x\) and \(y\) are both functions of \(t\). Given \(x = – 2\), \(y = 1\) and \(x’ = – 4\) determine \(y’\) for the following equation. \[6 + = 2 – <<\bf>^<4 - 4y>>\] Solution
2. In the following assume that \(x\), \(y\) and \(z\) are all functions of \(t\). Given \(x = 4\), \(y = – 2\), \(z = 1\), \(x’ = 9\) and \(y’ = – 3\) determine \(z’\) for the following equation. \[x\left( <1 - y>\right) + 5 = + – 3\] Solution
3. For a certain rectangle the length of one side is always three times the length of the other side.

1. If the shorter side is decreasing at a rate of 2 inches/minute at what rate is the longer side decreasing?
2. At what rate is the enclosed area decreasing when the shorter side is 6 inches long and is decreasing at a rate of 2 inches/minute?

Solution

A thin sheet of ice is in the form of a circle. If the ice is melting in such a way that the area of the sheet is decreasing at a rate of 0.5 m 2 /sec at what rate is the radius decreasing when the area of the sheet is 12 m 2 ? Solution

A person is standing 350 feet away from a model rocket that is fired straight up into the air at a rate of 15 ft/sec. At what rate is the distance between the person and the rocket increasing (a) 20 seconds after liftoff? (b) 1 minute after liftoff? Solution

A plane is 750 meters in the air flying parallel to the ground at a speed of 100 m/s and is initially 2.5 kilometers away from a radar station. At what rate is the distance between the plane and the radar station changing (a) initially and (b) 30 seconds after it passes over the radar station?

6. A plane is 750 meters in the air flying parallel to the ground at a speed of 100 m/s and is initially 2.5 kilometers away from a radar station. At what rate is the distance between the plane and the radar station changing (a) initially and (b) 30 seconds after it passes over the radar station?

Show All Solutions Hide All Solutions

a At what rate is the distance between the plane and the radar station changing initially? Show All Steps Hide All Steps
Start Solution

For this part we know that \(x’ = – 100\) when \(x = 2500\). In this case note that \(x’\) must be negative because \(x\) will be decreasing in this part. Also note that we converted \(x\) to meters since all the other quantities are in meters.

Here is a sketch for this part.

We want to determine \(z’\) in this part so using the Pythagorean Theorem we get the following equation to relate \(x\) and \(z\).

Finally, let’s differentiate this with respect to \(t\) and we can even solve it for \(z’\) so the actual solution will be quick and simple to find.

\[2z\,z’ = 2x\,x’\hspace <0.5in>\Rightarrow \hspace<0.5in>z’ = \frac<>\] Show Step 3

To finish off this problem all we need to do is determine \(z\) (reusing the Pythagorean Theorem) and then plug into the equation from Step 3 above.

The rate of change of the distance between the two for this part is,

b At what rate is the distance between the plane and the radar station changing 30 seconds after it passes over the radar station? Show All Steps Hide All Steps
Start Solution

For this part we know that \(x’ = 100\) and it will be positive in this case because \(x\) will now be increasing as we can see in the sketch below.

As with the previous part we want to determine \(z’\) and equation we’ll need is identical to the previous part so we’ll just rewrite both it and its derivative here.

To finish off this problem all we need to do is determine both \(x\) and \(z\). For \(x\) we know the speed of the plane and the fact that it has flown for 30 seconds after passing over the radar station. So \(x\) is,

\[x = \left( <100>\right)\left( <30>\right) = 3000\]

For \(z\) we just need to reuse the Pythagorean Theorem.

The rate of change of the distance between the two for this part is then,