4 Ways to Manage Up

No one ever said that you had to be organized to be successful. Plenty of disorganized people take on high-level positions at great companies or even start businesses themselves. This doesn’t mean that they are easy to work for, however. Oftentimes, working for disorganized bosses means that you end up feeling like (or even being!) the manager in many ways. But there are some things you can do to help manage your boss, improve productivity and keep things running smoothly. Check out these four tips.

Put Everything in Writing

Disorganized people tend to have a hard time keeping a lot of different things in focus at once. They may commit to one thing and then get distracted and completely forget about it. Sometimes it’s easier to organize your boss’ thoughts more clearly by reading or typing out their responses – you can then form these into emails with very clear actions for your boss. Make sure never to be vague or verbose – focus on conciseness and clarity. That way you have a paper trail to refer to in order to manage your boss and keep them on track.


Don’t let conversations or emails drift off on a tangent. Each day, make a list of priorities so that you know which matters to focus on. Start conversations and emails with the most important items and try to steer them back that way if the conversation drifts off. Try to focus on one item at a time so you don’t overwhelm your boss.

Look at the Big Picture

Try not to just eke by each day. It’s important to look at the big picture and constantly figure out ways that your boss’s disorganization affects you so you can find ways to improve it. For example, if your boss loses papers, keep everything limited to electronic correspondence so there’s a record of it. If they forget to get back to your requests, set email or text reminders to follow up. You can help them help themselves!

Clarify Tasks

Disorganized people might mean well, but they often jump into things without mapping them out completely. Don’t follow confusing orders from your boss until you have clarified what they mean and what your exact goals are. You might receive a number of “top priorities” the same day (or even in the same hour!). Remind your boss of the previous requests and ask which one should take precedence before rushing off to complete the new request.

Learning how to manage your boss can be an ongoing process – but the good news is that you can learn a lot in the process. Figuring out how to adapt to new circumstances, and even change behavior, is a great skill to have for any job going forward. If you need extra help with managing an extra-disorganized boss, get in touch with Vesper. We promise we can help.


Tips for Managing Remote Employees

Maintaining a solid workforce and engaging in effective team building is hard enough when all of your employees work from the same place everyday. Add geographic distance and the lack of face-to-face communication to the mix and it can be even more challenging – especially if you don’t have a solid plan in place. However, new technologies and innovative techniques can help you manage remote employee engagement, no matter how far away they are dialing in from.


Tips for Remote Managing Employee Engagement

Want to make sure your remote employees are engaged, happy, and productive? The following tips for remote employee engagement can help.

Become Friends

One of the best ways to collaborate with team members is to strengthen your ability to empathize with each other. This means establishing a bond by becoming friends. A recent MIT study found that one of the main ingredients in a smart team was being able to consider and keep track of what other people feel, know and believe. The more you understand your employees’ perspectives, the more effectively you will collaborate with them. Make time for small talk, ask questions and stay engaged.

Make Use of Video Whenever Possible

Even if you’re not standing in the same room, video can be an effective way of keeping your team members connected. Over half of human communication is non-verbal, after all. It’s great to have visual clues to what others are thinking during your meetings. There are tons of free and inexpensive solutions, too – Skype, Google Hangouts and Sqwiggle (just to name a few).

Never Cancel a Meeting

To the extent that you’re able to, try to avoid cancelling meetings, especially one-on-ones. There’s no faster way to build resentment in your team – they will feel like their time isn’t respected and the meetings themselves will lose value in their minds. Stick to your planned meetings and appointments as best you can, and you’ll get more done while strengthening your relationships with all your remote employees.

Have Annual Meetups

If your employees are scattered all over the country or world, it might not be realistic to get together that frequently. But scheduling at least one meetup annually will help your team build more rapport in a day than in months of working remotely. You can host a meetup in your headquarter city or have everyone meet up at an industry summit or conference.


Managing remote employees and keeping everyone happy and on the same page isn’t easy. But with a little added effort, you can maintain a tight, high-functioning team that will collaborate as effectively as possible. Thoughts/questions? Get in touch hello@getvesper.com.





Your Office Spring Cleaning Checklist

It might still feel like the dead of winter in New York, but Spring is actually just around the corner! The new season is all about making a fresh start which is why so many people hop on board with a Spring Cleaning. And spring cleanings aren’t only to freshen up your home, they can also help your office space, too. According to the Princeton Neuroscience Institute, clutter can actually make you more distracted and less productive, so a spring cleaning can actually boost your productivity and help you get more done.

Office Spring Cleaning Checklist

If you want to help freshen up your office for the season, here is spring cleaning checklist that can help you declutter and spruce up your space.

Desk by Desk

Start by having your employees clean their own desks. You can offer sanitizing wipes to wipe down desk surfaces, armrests, phones and keyboards (added bonus, doing this frequently helps people control germs and stay healthy!). Microfiber cloths can help with cleaning electronic devices. Use compressed air dusters to clean keyboards and computer vents and the nooks and crannies in drawers. Then pitch any junk or excess paper you might have on your desk.

Computer Data

Encourage a company-wide computer scrubbing. This involves deleting excess or old files, updating to the most recent versions of programs and apps and uninstall the ones you don’t need. Run a virus scan and perform disk utility cleanups. This will helps ensure everyone’s computers are running at peak performance.

Break Room

The break room can get pretty scuzzy, even if you do regular cleanings. It’s good to do a serious attack every few months. Empty the fridge and toss any expired items. Scrub down the inside of the fridge and the microwave if you have one. Give the coffee maker an extra deep clean – it’s one of the most essential items in your office, after all! Clean any excess junk from the drawers and cupboards and sweep and mop until the room sparkles!

Filing Cabinets

Filing cabinets is where a lot of unnecessary paperwork piles up and collects dust over the years. It feels great to sort through the cabinets and pitch old or inactive files. Make sure your filing system is efficient and create files for new clients, customers and projects that you need to keep track of.

General Stuff

Dust the whole office and clean blinds or shades if you have them to let more light in. Vacuum rugs and carpets and clean air vents and baseboards. This will help keep the air cleaner so you can breathe more easily. Clean light fixtures, which can accumulate tons of dust and grime. Wash windows and sweep and mop your floors thoroughly.

Need assistance with a deep clean of your office space this Spring? Or want us to make a custom spring cleaning checklist for you? Give us a call at Vesper. We can send help ASAP.

So, What is an Employee Happiness Survey (and why does it matter)?


Does it matter to you how happy your employees are? The answer should be a definite yes. Studies from The Wharton School of UPenn, among others, have found that businesses with high levels of employee satisfaction perform considerably better than those with lower levels. Research from the University of Warwick claims that happiness makes people 12% more productive at work! It’s easy to see how those numbers could translate into a more successful business – so why don’t all companies place more of an emphasis on the happiness levels of their employees?

One reason could be that it’s a hard thing to measure. That’s where Employee Happiness Surveys come in.

The employee happiness survey exists in order to measure the level of engagement and satisfaction of your employees and to figure out where you as a company might be falling short. There are plenty of great survey templates that you can find online– but it’s best when you can create one on your own that’s tailored to the particulars of your company.


Sample Employee Happiness Survey Questions

If you want to create an employee happiness survey to measure the satisfaction of your team, here are some basic questions that you’ll want to ask.

Overall Job

Do I have clear responsibilities?

Do I have authority to carry out my responsibilities?

Do I like my job?

Do I am recognized for my good work?


Your Boss

Do I respect my boss?

Does my boss provide clear goals?

Does my boss provide helpful feedback?


Your Growth

Have I enhanced my skills since working here?

Do I have opportunities for growth at this company?

Does my boss care about my career path?


Your Co-Workers

Do my co-workers work efficiently and help move us toward our goals?

Do my co-workers cooperate with each other and other groups?


Your Salary

Am I content with my salary?

Am I content with my benefits and additional compensation?


Company Mission and Leaders

Do I feel aligned with the company mission?

Do I have a good sense of how the company is doing and where I stand?

Do I trust the company leaders and the direction they are taking us?



Do I enjoy working for this company?

Do I wish to continue working for this company in the years to come?


These are the basic fundamentals of employee happiness at any company, but it’s a good idea to add other questions to your employee happiness survey pertaining to specific aspects of your company culture and values. That way you can get a better sense of whether your team is happy with what your business is doing – or not.

The results of an employee happiness survey can help you understand how to better motivate your employees and improve their productivity. For example, if they don’t feel as though they have the authority necessary to complete their assigned tasks, you can facilitate better communication amongst employees and managers/bosses to ensure a more productive workflow.

If you want help disseminating and collecting employee happiness surveys get in touch with us at Vesper. We can help you get surveys filled out – and analyze their results.


New Year, New Habits for Your Business


It’s January and everyone has all sorts of ambitions for everything they’d love to accomplish this year. And as of now, it’s all still possible! It’s great to make resolutions as individuals, but have you thought about what changes your business can focus on in the new year? January is a great time to take stock of where your employees or processes could use some improvements and make some business new year’s resolutions as a company. Here are some ideas for how your employees can jumpstart the new year with fresh new habits.

Better Communication

Every company has its own established way for employees to communicate, whether it’s through regular meetings at the office, Skype calls, email, etc. The problem is that we all tend to get lazy about this stuff and communication can sometimes take a backseat to whatever pressing issues come up throughout the workday or week. Assign the task of establishing a regular communication schedule to your office manager – or outsource an office manager to help you do so. (note: That’s what Vesper is for!) That way, it is part of one person’s work routine to ensure that meetings, phone calls, follow-up emails, etc. happen as scheduled, and communication doesn’t get bottlenecked because one or two people let it slide. Having one person to hold everyone else accountable can help improve communication and enhance productivity. 

Morning Checklists

Encourage your employees to create a daily schedule of priorities every morning before they begin working. This is an incredibly effective way to minimize the amount of time spend on low-priority tasks and to make sure that the top priority tasks get done more quickly. Have each person, including yourself, outline your to-dos in order of importance and allot a certain amount of time to each one. Then check them off one-by-one throughout the day so you can track your progress.

Check email in batches

Checking and responding to emails is, of course, an important part of most of our jobs. But it can also be a huge time-suck. In fact according to a study on productivity by McKinsey, the average professional spends about 28% of their work day managing email. Instead of being pulled away from a task every time you get a message, try reserving one or two blocks of time throughout the day – say an hour in the morning and an hour at the end of the day – to check your mail and respond to all those requests. Bulking this task into a few short batches can save you a tremendous amount of time during the day.

Get Organized

Having a cluttered office can be very distracting for your employees – and to clients who visit the office. Have your employees dedicate a morning or afternoon to giving the office space a little love. Everyone can work independently to de-clutter their own desks, and you can have everyone chip in to figure out ways to improve the look of the office as a whole. A fresh coat of paint or some new storage solutions can also do wonders for your space. Schedule this kind of upkeep on the regular depending on how often you need it – many companies opt for a seasonal cleaning to make sure the clutter doesn’t get out of hand.

Get Help With Your Business New Year’s Resolutions

Start this year off right by getting good habits in place company-wide. We can help out with any office needs you might have – particularly when they come to budgeting and cost-cutting! Stay tuned for our upcoming infographic on company operational spend, and check out our recent post on how to save money on personnel for office management.

Running an office in 2017

Happy new year, everyone!

Over the course of the last year, we’ve collected a lot of interesting data about office operations and administration. If you run a small business with fewer than 100 people in the office, this infographic may be of particular interest to you.

A couple quick observations that surprised even us:

  1. Employers are paying, on the conservative side, an additional $22K per year in benefits and overhead to hire the average person-of-all-trades in New York City. On the high end, that could be $32K per year
  2. A role that people historically believe should be on-site can be effectively done 40% off-site (for the record, our managers do spend time in our client offices)

Vesper Infographic (1).png

In 2016, companies chose us as an alternative to finding their own full-time hire for three key reasons:

  1. Price. They did not need a full-time or constant on-site presence (some had hired a full-time person prior to working with us), and no longer wanted or needed to pay the premium for it.
  2. Turnover. Turnover for admin roles is high, and the position is usually harder to fill than anticipated. Having to do it every 6-12 months is not a good use of a company’s time and resources.
  3. Quality. Paying an expert (us) to get things done faster and correctly the first time around incurred the same costs as paying a less-experienced, full-timer to spend more time figuring it out.

According to the Center for Urban Future, which tracks business trends in NYC, small businesses of all sorts are thinking about how to scale sustainably, and identifying opportunities to outsource if it means added benefits and cost-savings. Michael Simas (EVP Partnership for NYC) phrased it well:

“When you have to pay your own bills and take care of permitting and other issues…it gets more expensive—you have to deal with HR, with legal, with workers’ comp, not to mention other expenses…companies in all sectors need a whole new strategy to handle growing demand…and decide what parts of the business to outsource and what to handle in-house.” 

Comments, questions, or want more details? Email hello@getvesper.com and we’ll get back to you!

Notes and Sources:
*Note: most of Vesper’s clients are in the tech, media, and advertising space, but we also work with capital markets and consulting firms
**Number of small businesses in NYC provided by Center for an Urban Future
***Salary, benefits, and overhead statistics by Payscale, MIT, and JLL

5 Useful Tips for Making Your Company Family-Friendly

One way that small businesses have evolved over the past few years is by instituting more family-friendly policies. Family-friendly policies make businesses more adaptable and better equipped for a wider population, and they allow employees who are parents to more easily achieve a work-life balance – which ultimately helps them perform better on the job. While large companies have lots of resources to offer to employees who are parents, small businesses are often able to make valuable changes more easily and quickly than large, corporate organizations — because they don’t have to go through tons of red tape with an HR department or extensive company policies.

Family-Friendly Policies for Small Companies

If you’re a small business looking to make your work environment more family-friendly here are some easy family-friendly policies that you can introduce.

Flex Time

Parents have busy schedules and have to deal with last-minute changes in their kids’ schedules as well. Sometimes events come up, babysitters cancel, kids get sick, etc. Flex Time is a work schedule that is adjustable and lets employees decide when they want to start and end they workday. Parents who have afternoon commitments could show up at 6 or 7am and head out at 3 or 4pm (instead of the typical 9 to 5 workday). Flex schedules allow employees to pop out to pick up the kids to school or get them to a dentist appointment, etc., which helps reduce both stress and childcare costs.

Paid Maternity/Paternity Leave

According to the US Department of labor, companies with less than 50 employees don’t have to offer paid maternity leave – and this can be really hard on a family. Not all small businesses are in a financial position to offer this, but think about ways you could offer partial income or other benefits to your employees while they are adjusting to parenthood. It is likely to make them much more loyal to you in the long run.


Many startups and small businesses are opting for telecommuting positions these days. This is an ideal situation for families because parents can multi-task and not worry about having to be in a specific location all day. It’s one of the best perks a company can offer to parents.

On-site childcare

If you need your staff on-site, you could outsource childcare help for the office. On-site childcare helps parents rest assured that their kids are happy and safe during the day, which can help them work more effectively. It’s also nice for parents to be able to check in on kids during lunch breaks, etc.

No caps on promotions

Companies can underscore the fact that having a baby won’t keep you from getting raises or promotions. It’s a good idea to have transparent policies about how new parents, especially women, aren’t at risk of losing their ability to get promoted if they are planning to have a child.

Making your business a family-friendly environment is a good way to help attract young talent that may, someday, want to start a family. If you want help instituting family friendly policies at your workplace, get in touch with Vesper. We can help you do things like find an in-house childcare solution, or provide an extra set of hands on-demand should a parent need to leave the office.


4 Helpful Time Management Tips for Office Manager



Q4 has been really busy for us here at Vesper. That tells us that it’s probably busy for office managers and admins everywhere. Between the holiday party, client meetings, making sure the heat is on, general end-of-year admin, and making sure extra snacks are stocked for stressed out winter bods, it’s getting hard to keep up. So, we’ve put together some tips to help you keep things from falling through the cracks!

4 Key Time Management Tips for Office Managers

If you want to become an office manager that is more productive, and who does more effective work, here are some helpful time management tips.


Spend the first ten minutes of your day making a list of everything you need to accomplish that day, and then organize from the most important to least important. You can do this using an online planner or just old-fashioned pen and paper. Make sure that the stuff with the earliest deadline is first on your list and tackle those jobs before anything else – even if they are the hardest tasks, don’t put them off.

Restock supplies online

One of the most time-consuming tasks is running to the store and shopping for office supplies, food and beverages, furniture or other items. Do yourself a favor and do as much of your shopping online as possible, so you don’t have to leave your computer and waste time in transit. Plus, it’s easier to purchase things in bulk so you won’t have to restock as often.

Minimize distractions

Try to get a sense of how long every task on your to-do list should take, and allow yourself only that amount of time. If you’re filling out an order form, don’t let the task expand to 30 minutes because you’re checking emails and Facebook and making lists at the same time. Focus on one task at a time in order to finish it as quickly and efficiently as possible. It is part of your job to ignore things – and sometimes that even includes people! Make a habit of politely asking others if you could speak with them in just a few minutes after you’ve wrapped up the task at hand.

Find the best working environment

As office manager, you will have a wide variety of tasks that aren’t all best-suited for the same environment. For instance, if you need to write a blog post, translate an article or do some other kind of lengthy task that requires extreme focus, try working remotely in a quiet and uninterrupted environment – like at home. That way you can postpone all the small tasks that bombard you at the office and finish the jobs much more quickly. If your team is okay with it, you can let them know you’ll be reachable via phone and email if any emergencies come up.

Hopefully theses time management tips can help you make the most of your day. But, if you need assistance with handling your office management duties, let us help! Vesper can take tasks like ordering office supplies, reading resumes, stocking kitchens, and more off your plate – so you can focus on the stuff that really matters.

4 Common Workplace Conflicts and How to Handle Them


In an ideal world, everyone employed at your company would get along famously and work together without ever facing any issues. Unfortunately, that is rarely the case in the real world. Even if your team generally works well together, there are inevitable problems that can come up — and it’s best if you are prepared to deal with them.


Common Workplace Conflicts and Tips for Resolutions

Here are 4 common workplace conflicts that may arise, and advice for how you can best handle them.

Personality Clashes

Personality clashes are by far the biggest cause of strife in the workplace. Some personalities just don’t click and general human differences can lead to erroneous perceptions about other people’s motives and characters. For example, some people tend to be more vocal in meetings and others can feel ignored or disrespected as a result. The best way to tackle personality clashes are to facilitate open communication between employees when a dispute occurs and try to help the involved parties understand each other’s feelings and see things from the other person’s perspective.

Leadership Styles

A good company will have employees with many different leadership styles – there isn’t one that is proven to be better than another. Some leaders might be open and inclusive while others might be more direct and prescriptive. But for employees, being instructed by different types of leaders can get confusing and sometimes frustrating – leading to workplace disputes. To avoid this, try to have your team as a whole put together a strong set of principles and values that everyone can refer to in order to stay more consistent in how teams are led, decisions are made and how employees are expected to be involved in the company.

Cultural Differences

Despite many commonalities amongst employees, cultural differences will always exist. The values, practices, traditions and beliefs held by each of your individual employees are important to respect but can, unfortunately, lead to workplace conflicts and feelings of offense from time to time. In these cases, it’s helpful to view conflict as an opportunity for employees to improve their cultural awareness and learn to be more sensitive to differences between themselves and others in the workplace. To help team members get to know one another better, and to break down barriers, consider doing team building exercises; they can help build stronger, more productive teams.

Interdependence Conflicts

These kinds of conflicts happen when someone at your company has to rely on someone else’s input or productivity in order to complete their own job – which should be the case in many work situations. However, if one person is unable to complete their job, or is late with assignments because they aren’t getting the right materials on time, this can lead to fallout and lapses in productivity. These conflicts can be easily dealt with by making sure that the parties involved have good communication and delegation skills, and that the person managing them helps to outline concrete schedules for deliverables.

Workplace conflicts and disputes will happen but they can also be easily resolved with the right approach. And the good news is that resolving these conflicts can help to foster a more positive and productive work environment for your whole team.  To help ensure productivity at your workplace stays at a maximum, reach out to Vesper – we can help you manage the nuts and bolts so you can focus on all the important stuff.


Need more space? Here are a few inside tips from a commercial real estate advisor.


The advent of modern co-working has transformed the way individuals and companies think about their work environments. Since 2009, New York City has seen a 767% growth in office space occupied by co-working companies. Many of those seats are being filled by ‘TAMI’ tenants, an acronym used in real estate circles, to describe the creative class of Technology, Advertising Media and Information companies.

If you are a ‘TAMI’ firm of under a dozen people, unclear where your next round of funding will come from or do not know if headcount will double or quadruple in the next 12 months – than co-working is likely a sound economic alternative to a traditional office lease.

But that time will come when your MVP resonates, user acquisition spikes and that 7-figure commitment finally comes through.

And before you go looking for office space, here are six important things to consider:

1. Culture is King

You built your product, your team is growing but you’re finding it challenging to build a culture of your own in a shared space that is the love child of a CB2 catalog and an Urban Outfitters-inspired-dorm room.

For many founders, the main motivation, besides headcount growth, for exiting co-working is culture. This is about more than hanging up your logo and having your own door. They want to build and foster an environment that inspires teams (i.e. natural light, location, whimsical art work) and reflects the values of the company (i.e. Lego sets to encourage play, comfort rooms for new moms). If the itch to foster culture is there, it is time to get out.

2. Timing is Everything

I know, I know your investors are pushing you to find a space yesterday and you’re worried you won’t be able to attract top talent until you move into your new digs.

It’s the rushing that gets companies into trouble and why it is so important to begin the process as early as possible. If you know you are 3-6 months out from money hitting your bank and continued growth is in your future, you need to begin educating yourself on the market. Otherwise, you’ll lose leverage, and money, negotiating a deal in a hurry. And let me tell you, patience pays off: because every item from the price per square foot to term length is negotiable.

The second part of this – is that everything takes longer than expected. Having a realistic, if not overly cautious timeline, will set you up for a successful transaction.

Anticipate that space tours with principals will take two months, term sheet negotiations will take equally as long and, depending on the complexity, attorney lease negotiations can take 90 days. While many of these items will take place simultaneously, this serves as a basic frame of reference.

Oh, and this just accounts for built space. If you want to start swinging hammers add 2-4 months for a ‘standard’ build.

3. Size Matters How Much Space Do I Need?

This is always a loaded question. Calculations for how many square feet you need per person generally range from 125-250 SF. So for a team of 25 you will need an office sized between 3,125 – 6,250 RSF.

1. How will your team work? If you plan to be office intensive you’ll be looking at more square footage. If employees will be sitting in open seating, sans cubicles, you can get away with less.

2. You have 25 people now but you are planning to scale to 60 in the next 18 months.. How much growth space you’ll need, or whether you take any at all, depends on your situation. But if you plan to sublease that portion of your office until your growth spurt make sure your lease allows you to do so and be aware that there are risks, and headaches, associated with subletting a portion of your office.

3. Don’t bother taking out a ruler. The number you are being quoted is the ‘rentable’ number not the ‘usable’ number of square feet in your space. Depending on the market you are in, you can expect usable space to be between 15-35% less than the rentable number you are paying for.Another factor here is efficiency. Two spaces may be the exact same size, but one may lay out better for your company’s requirements. Before choosing a space, ask to see a ‘test-fit’ floor plan to get a better sense of how furniture, and your employees will fit.

4. The Green Stuff

What are all those items on my bill?

When you rent an apartment you generally know what it is going to cost: $2,000 per month is $2,000 per month. When it comes to a commercial lease, and its subsequent bills, the myriad of line items can be overwhelming. Each one adds a significant cost to your monthly spend. When a client asks how much their monthly overhead will be, the answer is often, “Well, it depends.”

Before you even consider looking at spaces, make sure your advisor has explained the very real costs associated with items such as taxes, operating costs, and if there are any ancillary charges you should be aware of. An advisor should proforma costs for you throughout the process. If not, you might be left with some expensive surprises.

I’m Looking For Some Security

You found the space and you start trading paper. After the second or third round, the Landlord is going to ask you to show them the money. If your funds are not sufficient and you’ve been in business only a handful of years, expect them to request items such as P&L statements, and proof of signed contracts and commitments. The landlord’s comfort level with your financing, the health of your industry and whether or not they are putting money into your space will depend on how much security they ask for.

If they ask for a Good Guy Guarantee, make sure whoever signs it is fully aware of their personal financial liability.

5. Flexibility

Commitment is tough. It’s even tougher when you do not know where your company will be in 5 years, let alone 18 months. In many situations, landlords are looking for a minimum 5-year lease. Subleasing a space from an existing tenant often provides you with a shorter, more flexible term (i.e. 2 years) and at a discounted price. Often, subleases will come furnished and wired for phones, cable, and internet, which can result in big up-front cost savings. Like anything, there are risks involved with subletting, and you will need to vet that the Sublandlord has good credit and is current with its bills.

6. The Hired Help

All brokers are not created equal. Find a trusted, licensed commercial broker to guide you through the process. There is a reason it is called brokerage, after all. A broker will work on your behalf to get you the best economic deals and inform you of things such as off the market availabilities and subleases. They should be knowledgeable of things like eligibility for tax breaks and incentives and be focused on ‘right sizing’ your requirement so that you take the correct amount of space.

When it comes to leasing documents hire an attorney who specializes in commercial leases. It might cost a bit more than using your day-to-day business attorney but for such a large financial transaction, your peace of mind as a business owner is worth it.



Alyssa Zahler is based in New York City where she focuses on commercial tenant representation, including relocation, expansion, disposition and lease renegotiation. Ms. Zahler is a member of a team that provides national real estate advisory services to start-ups and Fortune 500 companies alike. In a previous life, she was a digital and TV business news producer and writer for CNN, Bloomberg and Businessweek. She can be reached on Twitter @azahler or by email azahler@ngkf.com