Technology in Practice

What’s new in 2025 R2 The release of Sage X3 2025 R2 represents a major step forward in Sage’s long term ERP strategy for midsize and large organizations. This release introduces meaningful advancements in AI, automation, customization, and connected services while also continuing efforts to modernize the platform’s foundation. Rather than focusing on isolated features, Sage X3 2025 R2 reflects a broader vision to deliver a secure, extensible, and insight driven ERP that supports faster decision making, safer customization, and improved operational performance across sales, finance, manufacturing, and supply chain. This blog provides a clear and accurate overview of what is new in Sage X3 2025 R2 and why it matters for organizations planning their ERP roadmap. Highlights of 2025 R2 Release Sage Copilot for X3 Brings Actionable Sales Intelligence Officially launched with this release, Sage Copilot for X3 is designed to support Sales Operations through embedded Conversational AI and Sales Intelligence Agent offering contextual insights directly within the Sage X3 user experience. Users can interact with Sage X3 using natural language to ask questions related to sales activity, customer orders, and fulfillment events. This conversational capability is paired with the Sales Intelligence Agent, which continuously analyzes data and proactively surfaces insights relevant to sales managers and sales representatives. With this release, the Sales Intelligence Agent focuses specifically on sales and order management scenarios, including overdue sales orders, delayed shipments from the previous week, unvalidated shipments, non-invoiced deliveries and sales trends such as customers with declining order value. Sage Copilot for X3 is currently available in English, French and Spanish, with insights being delivered in context. Enabling sales teams to anticipate risks, manage fulfillment issues, and identify at risk customers without relying on external tools or manual reporting. AI Powered Automation for Finance and Reporting Sage AP Automation in Sage X3 2025 R2 expands upon existing AI-powered automation within finance through enhanced accounts payable automation. Using machine learning, invoice data is captured and digitized, matched to vendors and purchase documents, and assigned general ledger codes and dimensions based on learned patterns. This capability allows accounts payable invoices and purchasing transactions to remain in a single source of truth within Sage X3, reducing manual processing, improving accuracy, and accelerating invoice posting. Sage Business Reporting Embedded with Sage X3 Another major addition in 2025 R2 is Sage Business Reporting, which enables users to export Sage X3 data directly into custom Excel-based reports. With embedded AI support, users can receive explanations and insights alongside real-time ERP data, helping finance teams analyze results and make informed decisions faster. This approach reimagines reporting by keeping users in familiar tools while maintaining a live connection to Sage X3. Improved Supply Chain Visibility with Sage Supply Chain Intelligence 2025 R2 introduces deeper supply chain visibility through Sage Supply Chain Intelligence, a connected solution designed to close the gap between purchase order creation and delivery. Integrated with Sage X3, this solution enables real-time supplier collaboration, milestone execution, and improved tracking of purchase orders across their lifecycle. Organizations can create purchase orders in Sage X3 or within the supply chain solution, collaborate with vendors, manage workflow-driven changes, and track supplier performance over time. Sage Supply Chain Intelligence is currently available in the United States for early adopters, with additional integration capabilities planned. Sage X3 Builder Expands Safe Customization and Development Sage X3 Builder continues to play a central role in Sage’s development-first ERP strategy. In 2025 R2, Sage X3 Builder offers extended customization capabilities and enhanced developer experience while maintaining safe upgrade paths. Built around a native GraphQL API framework and a modern Visual Studio Code development environment, Sage X3 Builder supports customization of APIs, mobile applications, and the development of new web and mobile apps without requiring deep Sage X3 specific knowledge. Enhancements delivered in this release include expanded GraphQL APIs for finance, fixed assets, work orders, bills of material, and product sites, improvements to automated testing through the Sage X3 Automated Test Platform, official delivery of the Developer Studio plugin for Visual Studio Code, deployment automation improvements, and performance optimizations related to functional authorizations. Sage X3 Builder is part of the core Sage X3 platform and includes access for automated testing users. User Experience Platform and Security Enhancements Sage X3 2025 R2 also includes a broad set of updates focused on usability, modernization, compliance, and security. User Experience Improvements User experience enhancements include performance optimizations that reduce unnecessary updates, improved field level help that reliably links to relevant documentation, persistent scroll positioning after refresh actions, and printing performance improvements. These updates are designed to reduce friction and improve productivity during daily use. Platform Modernization and Security Platform updates include expanded REST request limits, increased field limits on screens, enhanced standard query protection, and upgrades to supported infrastructure components such as MongoDB. Legacy mobile clients are being deprecated as part of Sage’s ongoing modernization and security strategy. Safe Customization Framework Enhancements The Safe Customization Framework continues to evolve with better visibility into conflicting elements during updates, enhanced testing feedback, and expanded personalization options aligned with configuration over customization best practices. Mobile Automation Enhancements Manufacturers and distributors benefit from new Mobile Automation capabilities that enable users to capture data by scanning a single composite code across multiple mobile transactions, including purchase receipts, stock changes, and pick tickets. Additional enhancements include stock confirmation on pick tickets, new options for purchase receipts by shipment, expanded customization support for transactions such as miscellaneous issues, inter-site transfers, stock changes by license plate number, and material consumption. Mobile Automation also becomes available for X3 Warehousing in this release, supporting standard warehouse transactions such as receipt and putaway. The Next Era of Sage X3 This release reinforces Sage’s vision and commitment to making Sage X3 the leading SaaS ERP platform for midsize and large enterprises that require deep functional coverage along with advanced tailoring and customization capabilities. By bringing together Sage Copilot, intelligent automation, modern development tools, and connected Sage solutions, the X3 platform has taken a significant step forward. These advancements place a strong emphasis on improving efficiency while giving organizations the tools they need to shorten production cycles, accelerate revenue generating processes, and adapt at scale to evolving business and compliance requirements. Taken together, Sage X3 2025 R2 represents a pivotal moment in the platform’s evolution. There has never been a better time to be a Sage X3 user, and the future of the platform has never looked stronger.  

Traceability is no longer a luxury, it’s a necessity. In industries like manufacturing and distribution, where quality, safety, and compliance are paramount, the ability to trace products from origin to destination is critical. Thankfully, Sage X3 has comprehensive traceability tools to help businesses meet regulatory requirements, improve operational efficiency, and respond swiftly whenever quality issues may occur. Introduction: Why Traceability Matters and Supporting Features in Sage X3 For supply chain and quality managers, traceability provides: Visibility: Track the movement and transformation of products across the supply chain. Accountability: Identify the source of defects or non-compliance quickly. Compliance: Meet industry regulations such as FDA, ISO, and GxP. Efficiency: Streamline recalls, audits, and quality control processes. Whether you’re dealing with food safety, pharmaceutical integrity, or industrial manufacturing standards, traceability ensures that every component and product can be accounted for. Sage X3 supports traceability through several integrated features: Lot Tracking: Monitor batches of products with expiration dates, quality status, and/or supplier information. Serial Number Management: Track individual items for precision from receipt to post-sale service. Traceability Reports: Generate detailed reports for audits, recalls, and compliance checks. These tools are designed to work seamlessly across manufacturing, inventory, and distribution modules, giving users a unified view of product history and movement. Now, let’s explore the core components of traceability in Sage X3 listed below: Lot Tracking – How to configure and use lot tracking effectively. Serial Number Management – Precision tracking for high-value or regulated products. Traceability Reports – Turning data into actionable insights. Compliance Integration – Aligning traceability with quality and regulatory workflows. Advanced Tips & Trends – Future-proofing your traceability strategy Part 1: Lot Tracking – The Backbone of Product Traceability Lot tracking is a cornerstone of effective traceability in Sage X3. It enables businesses to monitor product batches throughout their lifecycle: from procurement and production to distribution and post-sale. This capability is especially vital in industries where quality, safety, and compliance are non-negotiable. What is Lot Tracking? Lot tracking refers to the ability to assign and monitor a unique identifier (lot number) to a batch of products. This identifier links the batch to key information such as: Supplier or production source Manufacturing or receipt date Expiration, recontrol or use-by date Quality control status In Sage X3, lot tracking is deeply integrated across inventory, manufacturing, and distribution modules, allowing for seamless traceability. Steps to Configure Lot Tracking in Sage X3 Product Setup: Product must be stock managed Traceability modes: Detailed traceability: Every movement of this product is recorded on a log file. Summary traceability: Movements that relate to a single product, lot, status, document and transaction are totaled and recorded on a log file. No traceability: Stock movements for this product are not recorded on a log file. Lot management options: Optional lot: lot is not mandatory at receipt, I can be added later, or ignored Mandatory lot: lot has to be entered at receipt (purchase or production declaration) Not that if received at a dock location type, the entry is optional to allow quick truck unloading, it will be mandatory during put-away plan Lot and sublot will add one layer of traceability Lot sequence number: If assigned, a lot will automatically be assigned at receipt without user entry. If empty, lot will be entered at receipt Stock management rules and product category specific receipt rules can add another layer of control to the entry of the lot at receipt Expiration, recontrol and use-by-date Management: Set shelf-life parameters and expiration rules with status when expired or recontroled. If you want the system to change status automatically every day based on expiration and or recontrol, use recurring tasks: FUNSTOP for expiration FUNSTOLTI for recontrol Note that if you are expecting to have FUNSTOLTI changing stock from A to Q for recontrol, but recontrol was not done on time before expiration, FUNSTOP will not pick Q status stocks, and won’t change it to R Additional setup is at the stock movement and product category issue and rules to manage behavior These configurations ensure that each lot is traceable and its status is visible throughout the system. Maximizing the value of Lot Tracking in Sage X3 Best Practices Include: Standardize Lot Numbering: Use consistent formats to simplify identification. You can also record the supplier lot for future communication with your suppliers. Automate Where Possible: Reduce manual errors with automatic lot assignment. Integrate with Quality Control: Link lot tracking to quality checks and inspections. Train Users: Ensure staff understand how to manage and trace lots effectively. Avoid These Common Mistakes: Incomplete Configuration: Missing setup steps can lead to traceability gaps. Manual Errors: Manual lot entry increases the risk of mistakes. Lack of Expiration Controls: Not managing shelf life can result in expired stock Part 2: Serial Number Management – Precision in Product Identification Serial number management in Sage X3 provides a higher level of traceability than lot tracking by assigning a unique identifier to each individual item. This is essential for industries where precision and accountability are critical, such as electronics, medical devices, and high-value equipment. Why Serial Number Management Matters Unlike lot tracking, which groups items under a batch, serial tracking ensures that every single unit can be traced throughout its lifecycle. This enables: Regulatory Compliance: Meet strict standards for traceability in regulated industries. Warranty and Service Management: Track individual items for repairs and returns. Asset Control: Prevent theft and manage high-value inventory. How Serial Number Management Works in Sage X3 Sage X3 allows you to: Assign unique serial numbers during receipt, production, and shipment. Link serial numbers to product history, transactions, and quality checks. Especially for manufacturing, you can link Material serials that were used to make each finished product unique serial number. Integrate serial tracking with inventory, manufacturing, and after-sales service. Configuring Serial Number Management on the product: Enable Serial Control: Activate serial number management at the product level: Issued: products are received in bulk, no serial is assigned, following internal transactions will not require any serial entry Entry is mandatory when the stock is issued: WO material consumption, Sales picking / delivery Note that with this setup the serial linking for WO function is not available. Received and Issued: Serial number is entered at receipt, except for receipt at dock, where is can be left blank for a quick truck unloading, they will be entered at time of put-away. For every transaction, stock location change for example, counts will require a serial# entry. Stock is managed by unit, 1 stock line per serial Global Received and Issued: similar to Received and Issued, but global manages a group of serials instead of having a stock line per serial Negative stock is not authorized. The stock needs to be managed with stock units / Eaches Receipt at dock will not allow you to enter serials, only during put-away A product with serial numbers managed by Global received / issued cannot be used as a component in a subcontract BOM. Serial numbers are not automatically determined during the automatic allocation determination (GENSTOALL component), but they are during the automatic determination of the stock to be issued (GENSTOSORW component). The serial numbers can be identified on the detailed allocations of pick lists, deliveries and supplier returns. They cannot be identified on sales orders, work orders, subcontract orders and project tasks. Thus the WO serial linkage is not available. You cannot change this value from Not managed or Issued to Global received / issued once stock transactions for this product have been recorded. You cannot change this value from Received / issued to Global received / issued. Use the Serial management modification function (FUNSERMGT) to do this instead. Use Cases Medical Devices: Ensure compliance with health regulations. Electronics: Manage warranty claims and service history. Luxury Goods: Authenticate products and prevent counterfeiting. Best Practices Automate serial number generation to reduce errors. Validate serial numbers during transactions. Train staff on scanning and recording serials accurately. Common Pitfalls Duplicate Serials: Avoid manual entry errors. Incomplete Tracking: Ensure serial numbers are captured at every stage. In summary, serial number management in Sage X3 complements lot tracking to deliver full traceability. By implementing best practices and leveraging automation, businesses can achieve precision, compliance, and operational efficiency. Part 3: Traceability Reports – From Data to Decisions Traceability reports in Sage X3 transform raw data into actionable insights. They allow businesses to track product movements, identify sources of issues, and demonstrate compliance with regulatory standards. For supply chain and quality managers, these reports are essential tools for decision-making and risk management. Why Traceability Reports Are Important Compliance: Provide documented proof for audits and regulatory checks. Recall Management: Quickly identify affected lots or serial numbers. Quality Assurance: Detect patterns in defects or non-conformance. Operational Efficiency: Reduce time spent searching for product history. Types of Traceability Reports in Sage X3 Inquiry screen: Traceability [CONSSTK] Lot Traceability Report: Shows the complete lifecycle of a lot—from purchase to production and sale. Serial Number Traceability Report: Tracks individual items across transactions. Upstream and Downstream Traceability: Identify all components used in a finished product and all customers who received it. Compliance Reports: Generate documentation for industry standards (e.g., FDA, ISO). The entire history of transactions is stored in X3, you can create reports to pull that data for your audits. How to Generate Traceability Reports Navigate to Stock > Traceability in Sage X3. Select the report type (Lot or Serial). Apply filters: product, lot number, date range, transaction type. Export reports in PDF or Excel for audits and internal reviews. Best Practices for Using Traceability Reports Regular Reviews: Schedule periodic checks to ensure data accuracy. Integrate with Quality Control: Link reports to inspection results for deeper insights. Prepare for Audits: Keep reports organized and accessible. Leverage Analytics: Use data trends to improve processes and reduce risks. Common Pitfalls Incomplete Data: Missing lot or serial information can compromise report accuracy. Poor Filtering: Incorrect filters lead to misleading results. Manual Errors: Ensure data entry processes are standardized and automated where possible. Conclusion on Traceability Reports These are more than just compliance tools—they’re also strategic assets when used appropriately. By mastering these reports, businesses can enhance transparency, improve quality, and respond swiftly to challenges. Part 4: Integrating Traceability with Quality and Compliance Workflows Traceability in Sage X3 becomes truly powerful when integrated with quality control and compliance processes. This ensures that every lot and/or serial number, not only moves through the supply chain, but also meets regulatory and internal quality standards. Why Integration Matters Regulatory Compliance: Industries such as pharmaceuticals, food & beverage, and aerospace require documented proof of quality checks linked to traceability. Risk Mitigation: Detect and isolate non-conforming products before they reach customers. Operational Efficiency: Automate workflows to reduce manual intervention and errors. How Sage X3 Supports Integration Sage X3 provides tools to link traceability with quality and compliance: Quality Control Module: Attach inspection plans to lots and serial numbers. Non-Conformance Management: Flag and manage defective items during QC. Workflow Automation: Trigger alerts and approvals based on quality status. Compliance Documentation: Generate reports for audits and certifications. Key Integration Points Receiving: Perform quality checks on incoming lots and record results. Production: Validate raw material lots before consumption in work orders. Finished Goods: Inspect declared products and assign quality status. Shipping: Ensure only approved lots are staged for delivery. Best Practices Standardize Inspection Plans: Define clear criteria for each product category. Automate Quality Status Updates: Link QC results to lot availability. Maintain Audit Trails: Keep detailed records of inspections and approvals. Train Teams: Ensure staff understand integrated workflows. Common Pitfalls Disconnected Systems: Avoid manual processes that break traceability. Incomplete QC Data: Missing inspection results can lead to compliance gaps. Delayed Approvals: Automate workflows to prevent bottlenecks.   Conclusion Integrating traceability with quality and compliance workflows in Sage X3 strengthens end-to-end control, supports regulatory readiness, and builds customer confidence. With the right automations and best practices in place, businesses can transform compliance from a requirement into a competitive advantage. If you have questions or would like to explore how traceability can be integrated into your Sage X3 system, contact Net at Work. We are here to help whenever you need us.

Learn how manufacturers can simplify fixed asset management after OBBBA. Improve accuracy, compliance, and reporting with Sage Fixed Assets. In manufacturing, fixed asset management is the lifeblood of operations, productivity, and compliance. From heavy machinery to leasehold improvements, tooling to construction-in-progress (CIP), fixed assets require more than just a depreciation schedule. Precision, oversight, and automation across multiple arms of reporting are required. Industry nuances run deep Few industries carry the level of fixed asset complexity that manufacturing does. Between rapid asset turnover, upgrades, parts replacements, plus environmental compliance requirements, tracking accuracy is a necessity. Effective asset tracking and depreciation management helps manufacturers stay compliant and profitable. Add to that the layered landscape of federal depreciation, state-specific treatments, property tax, and insurance, and it becomes clear: a single spreadsheet or siloed system simply can’t keep up. Different states, different rules For manufacturers managing assets across multiple jurisdictions, fixed asset management software helps navigate complex state depreciation rules. Let’s talk state depreciation—a topic that’s often overlooked until it’s too late. Some states decouple from federal MACRS altogether, or apply different bonus depreciation rules, especially when it comes to manufacturing-specific incentives or environmental compliance assets. This inconsistency means manufacturers often walk a tightrope between optimization and exposure. With the One Big Beautiful Bill (OBBBA) passed, we now face new federal bonus depreciation timelines and provisions, but states may or may not conform—a layer of complexity that makes accurate, flexible systems essential. OBBBA + IRS modernization = More eyes, more scrutiny The OBBBA did more than modify depreciation rules, it injected even more funding into the IRS to ramp up its technology and enforcement capabilities. According to official allocations, tens of billions were granted to enhance data analytics, hire auditors, and modernize systems—meaning that visibility into depreciation listings, asset records, and sub-ledgers has never been higher. For manufacturers, this isn’t just theoretical. It means: Outdated, inaccurate, or poorly tracked asset records = audit risk Disconnected sub-ledgers = reconciliation nightmares Manual entry = opportunity for costly errors One system. One source of truth for fixed asset management A centralized fixed asset management solution improves accuracy by connecting accounting, tax, and operations. Now more than ever, manufacturing companies must lean into centralized, integrated systems that can handle all aspects of fixed asset management: GAAP + Federal + State Depreciation Property Tax Schedules Insurance Values CIP Tracking Environmental Equipment & Regulatory Status Inventory Tagging & Real-Time Asset Movement This is where true fixed asset sub-ledger systems like Sage Fixed Assets shine—especially when coupled with customized consulting and proper implementation. And for manufacturers already running ERP platforms or inventory systems, integration is key. Asset additions should flow from purchasing, to project, to depreciation to tax with as little friction (and risk) as possible. Fixed assets accuracy is risk mitigation In a compliance-heavy climate like this one, comprehensive fixed asset management is a compliance, audit, and risk mitigation tool. When listings are accurate, categorized correctly, and reflect real-time data across all reporting entities, manufacturers gain: Reduced audit exposure Maximized bonus and special depreciation allowances Clearer project tracking and budgeting Environmental reporting alignment Confidence in insurance, tax, and financial filings Final thoughts Manufacturers who treat fixed asset tracking as a “check-the-box” process are walking into a storm. The OBBBA has changed the way we operate—and not just federally. States are adjusting, the IRS is watching, and data must now be both trusted and defensible. It’s time to move beyond disconnected spreadsheets and partial systems. One source of truth—fully integrated—isn’t just a dream. It’s the new baseline. If you have any questions about the Fixed Asset module or integrating it with Sage X3, please contact your Net at Work representative directly or call 1-800-719-3307. Note: Content for this blog post was originally posted on sage.com by Chrissie Buchanan on October 30, 2025.

When processing payments in Sage X3, maintaining accurate and complete data is essential. Even one small oversight, such as leaving the Bank field blank, can lead to incomplete records, reconciliation challenges, or reporting discrepancies later on. Fortunately, Sage X3 allows you to define which fields are required, ensuring that important details are captured before posting any transaction.  In this week’s tip, we will show you how to make the Bank and Check Number fields mandatory during payment entry. This small change helps prevent errors and improves data consistency across all payment transactions.  Step 1: Open the Payment Entry Transaction Setup  From the main menu, navigate to Setup → A/P–A/R Accounting → Payment Entry   Transactions.  This screen displays a list of payment entry transaction types such as RECCH and PAYWT. Each transaction type determines which fields must be completed before a payment can be saved or posted.  Screenshot example: You will notice that “Bank” and “Check Number” are not selected as “Mandatory”.  Step 2: Make the Bank and Check Number Fields Mandatory  Select the transaction typeRECCH (Check Receipts). In the list of fields, locateBank and Check Number.  Check the boxes in the Mandatory column next to each field.  Click Save, then select Validate to confirm the changes.  Screenshot example: After saving, you should now see checkmarks in the Mandatory column for both Bank and Check Number on the RECCH line.  Step 3: Test the Change in Payment Entry  Open the Check Receipts (RECCH) screen and begin entering a new transaction. When you attempt to save the record, you can see in the image below that Sage X3 will now require both the Bank Code and Check Number to be entered before you can continue.  Once you complete these fields, select Open Invoices from the left list, and then click the check mark on the right side of your screen to “Create”. Now you can proceed with your normal process to post the check receipts, either from the Payment screen or through Bank Deposits.  Screenshot example: This image shows the end result: A completed entry with both required fields filled in and now ready for posting.  Step 4: Explore Other Fields You Can Make Mandatory  If you would like to enhance data accuracy even further, return to the Payment Entry Transaction setup screen. Review the full list of configurable fields available for each transaction type and decide which ones should be mandatory based on your business requirements.  This flexibility allows you to tailor Sage X3 to your organization’s internal control policies and data entry standards.  Key Takeaway  Defining mandatory fields in Sage X3 is a simple but powerful way to improve accuracy, prevent incomplete data, and strengthen internal controls. By requiring users to enter information such as Bank and Check Number before posting, you can ensure that every transaction meets your company’s financial and audit standards.  Closing Statement  Have a question about this tip or need help configuring Sage X3 for your business? Our Sage X3 experts are here to help. Contact us today to learn more. 

Customizing the left list in Sage X3 is a simple way to make your workspace work better for you. By adding the fields that matter most to your daily tasks, whether you are managing orders, invoices, or inventory, you can quickly see the information you need without extra clicks or searches. Here are seven great reasons to enhance your left list with header fields. 1. Faster Filtering and Navigation Quickly narrow down records without opening full search dialogs. This reduces time spent scrolling or manually searching through large datasets. 2. Improved Data Visibility Display key fields such as status, customer name, site, or date for instant context. This helps users identify relevant records at a glance. 3. Supports Role Specific Workflows Finance, logistics, and sales teams can each tailor their view to highlight what is most relevant to their daily tasks. 4. Better Decision Making Having filterable fields such as “Order Status” or “Priority” visible helps users act more quickly and with greater accuracy. ️ 5. Reduces Errors Easier filtering reduces the chance of selecting or editing the wrong record. This is especially valuable in high volume environments like order entry or inventory management. 6. Boosts Productivity Streamline repetitive tasks such as checking open orders, pending invoices, or stock levels. Fewer clicks mean more time for higher value work. 7. Supports Custom Business Logic If your organization uses custom fields such as region codes or internal flags, adding them to the left list makes them visible and actionable. This enhances the value of your existing Sage X3 customizations. Adding Header Fields to the Left List To make this customization, follow these simple steps: Go to Setup > General Parameters > Personalization > Objects Find the object for the document type you want to modify Select the Action button on a line and choose Insert Add the field you want to appear on the left list Click Save (no validation needed) We hope you enjoyed this week’s X3 Insider Tips & Tricks blog. More helpful insights are on the way, so be sure to keep an eye out for future editions. In the meantime, if you have any questions about getting the most from your Sage X3 system, don’t hesitate to reach out. The friendly experts at Net at Work are always here to help.

Seeing “Error 56” pop up in Sage X3’s Fixed Assets can be frustrating, but the good news is there’s a straightforward fix. In this week’s Sage X3 Insider blog, we share a question recently asked by one of our Sage X3 clients, then break down the root cause of the issue and share an easy-to-follow process to correct the INDCURPER value and clear the error for good. Example Client Question: ‘When trying to select a Fixed Asset I encountered the error message (Image #1 below) GLOBIEN$$adx (1427) Error 56: Date error incorrect’ Can you help?” Solution Provided Please go to Fixed Assets Depreciation Context as shown below. Note – Image #2 above is for training purposes. This Depreciation Context is not specific to any client. What is the row number for the Current Period of the Company you are fixing? Note – In the example below (Image #3), its 5. If your screen shows July 7, then you should use 7 Change the INDCURPER number (after you selected record CPY= ”###” and STAFIY=2) to the period you see labeled “CURRENT”. Fix the record for the following year (reference the image show below)  The next year INDCURPER should be set to 1. Summary of the Issue: Problem Statement: GLOBIENS$adx (1427) Error 56 Root Cause: There is an inconsistency on the current period index of the company Problem Solution: To fix INDCURPER in table FISCYEAR The problem was resolved by doing the following: Step 1: Make a note of Current period in Depreciation Context Step 2: (Image #4 Above) Go to GMAINT, table FISCYEAR, do a selection, CPY=’###’ and STAFIY=2. Take a screen shot first. Change INDCURPER to Current Period number 5 in this case. Save Step 3: Do another selection, CPY=’###’ and STAFIY=3. Take a screen shot first. Change INDCURPER to 1 in this case. Save Step 4: Go and select “Fixed Assets” for other companies to make sure you don’t have any more errors. If you get another error notification, repeat this process from step 1. By following these steps, you should be able to quickly resolve the GLOBIENS$adx (1427) Error 56 and keep your Fixed Assets running smoothly. If you run into any challenges or have questions after reading this guide, please reach out to our team for further assistance.

Discover how employee retention strategies reduce churn, boost engagement, and foster a motivated, loyal workforce through practical, people-first initiatives. In today’s competitive job market, retaining top talent is more important than ever for sustainable business growth. High employee turnover not only disrupts team dynamics but also incurs significant costs related to recruitment, training, and lost productivity. That’s why implementing effective employee retention strategies is crucial for HR teams aiming to maintain a stable and engaged workforce. In this article, we talk about why employees leave and share 10 employee retention strategies that you can put into play at your business. What is Employee Retention? Employee retention refers to an organization’s ability to keep employees over time and minimize turnover. It encompasses the policies, practices, and initiatives designed to encourage employees to remain with a business on a long-term basis. Why is Employee Retention Important? Understanding employee retention is the first step in developing a comprehensive approach to talent management that supports workforce stability, reduces hiring costs, and strengthens business performance over time. Business continuity and cost savings High turnover rates can lead to increased recruitment expenses and lost institutional knowledge. Retaining employees ensures continuity in operations and preserves the investment in their training and development. Retention and employee engagement Engaged employees are more likely to stay with an organization. By fostering a culture of engagement, companies can improve employee satisfaction and loyalty. The link between retention and employer brand A strong track record of employee retention enhances an organization’s reputation, making it more attractive to potential hires while reinforcing your business’s position in the market. What Causes Employee Churn? Understanding the reasons why employees leave is crucial to designing strategies that help them stay. While the reasons can vary across roles and industries, certain themes consistently emerge in organizations of all sizes. Employee churn examples include: Compensation Issues Employees often leave due to inadequate compensation. For example, a mid-level marketing executive may resign after realizing their salary is below industry standards. Toxic Workplace Culture A toxic or exclusionary workplace culture can quickly erode trust and morale. For example, an employee might leave after repeatedly witnessing poor behavior being ignored or even rewarded. Lack of Growth Opportunities When an employee joins a company expecting mentorship or skill-building opportunities but finds limited support, they may feel disengaged and move on. For instance, a junior analyst might quit after several months due to a lack of training or because clear promotion paths are missing. Misaligned Expectations During recruitment, if the role is oversold or company values aren’t clearly conveyed, it can lead to disappointment and turnover. For example, a new hire expecting a collaborative team environment may resign after discovering a highly competitive, individualistic culture instead. Remote Work Burnout The rise of remote and hybrid work has brought flexibility but also challenges. Without strong boundaries and support, employees can experience burnout from always being “on call.” For example, a software developer might struggle with back-to-back video calls and a lack of real downtime, prompting them to reconsider their role. Generational Shifts Millennials and Gen Z workers often prioritize purpose, inclusion, and flexibility. If these values aren’t reflected in company culture, businesses risk losing this talent to more progressive employers. For example, employees from these generations may choose to leave an organization with rigid hierarchies and limited flexibility in favor of one that champions social impact, inclusivity, and hybrid working or remote-first practices. How to Improve Employee Retention: 10 Effective Strategies Improving employee retention requires more than quick fixes. It calls for a thoughtful, long-term approach that meets the evolving needs of your workforce. The following strategies can help businesses build a more engaged, loyal, and resilient team. 1. Hire for long-term fit Retention starts during recruitment. Hiring candidates who align with your company’s values, culture, and long-term goals increases the likelihood they’ll stay and grow with your organization because it’s a thoughtful, strategic match. It’s not just about fitting skills to a role but ensuring mutual clarity around expectations, growth, and career development. As part of your employee retention strategy, develop a comprehensive retention plan that outlines how hiring decisions contribute to broader engagement and retention goals. This helps HR teams and hiring managers stay aligned on what long-term fit truly means and how to support it beyond the first 90 days and into the future. 2. Create a strong onboarding process Once you’ve hired for long-term fit, a comprehensive onboarding program helps new hires integrate smoothly and confidently into the business. Go beyond basic orientation by setting clear expectations, offering role-specific training, and building early connections, such as scheduling one-to-one meetings with team members and taking a genuine, respectful interest in employees’ lives. These thoughtful touches lay the groundwork for long-term engagement and loyalty. It’s also important that new starters are shown how to access essential HR software, including employee self-service portals, payroll information, and benefits details. 3. Offer competitive pay and benefits Regularly review compensation packages to ensure they meet or exceed industry standards. And from ongoing findings, consider tailoring benefits, such as enhanced childcare benefits or health insurance plans to reflect what competitors offer and to give your workforce compensation packages that they will genuinely value. 4. Provide learning and development opportunities Invest in employee growth through training programs, mentoring, and access to educational resources. When staff see a future with your business, they’re more likely to stay and contribute meaningfully. 5. Support internal mobility and promotions Actively encouraging career progression within the organization helps retain top talent by showing employees they don’t need to look elsewhere to grow. When clear pathways to advancement are in place, people are more likely to stay and invest in their future with you. HR software can be used to support this by tracking performance, identifying development opportunities, and setting personalized goals that align with long-term growth. 6. Recognize and reward contributions Implement recognition programs to acknowledge employee achievements, both big and small. A simple, timely thank you, especially when made public, can go a long way in boosting morale. 7. Encourage open and honest communication Foster a culture where feedback is welcomed and acted upon. Transparent dialogue between employees and leadership builds trust and helps address issues before they lead to disengagement. 8. Promote work-life balance and flexibility Offer flexible working arrangements to accommodate diverse employee needs and life stages. Respecting boundaries between work and personal time helps prevent burnout and supports long-term retention. An outlined absence management policy also reinforces fairness, ensuring all employees have equal opportunity to take time away without bias. 9. Foster an inclusive and purpose-driven work culture Creating a workplace that genuinely values diversity, equity, and inclusion goes beyond policies. It’s about building a culture where every individual feels seen, heard, and empowered to contribute. When employees feel a sense of belonging and understand how their work connects to a larger purpose or mission, they’re more engaged, loyal, and likely to stay for the long term. 10. Act on employee feedback surveys Regularly solicit and implement employee suggestions to improve the work environment. Following through on feedback shows you’re listening and that employees have a real stake in shaping their experience. Employee Retention Examples in Action Effective employee retention strategies come to life through real-world initiatives demonstrating a company’s commitment to its people. For example, a growing US-based tech firm could introduce a comprehensive mentorship program, pairing new hires with experienced colleagues to foster knowledge-sharing and early engagement. This would not only help new employees settle in quickly but also create a sense of community and ongoing development, which are key factors in retaining talent. Another example could be a mid-sized financial services company that leverages HR software to personalize learning and career development paths. By tracking individual goals and performance, managers could recommend tailored training and internal mobility opportunities, boosting employee satisfaction and reducing turnover. Even simple recognition initiatives can make a big difference. Some businesses have implemented regular “shout-out” sessions during team meetings, publicly acknowledging individual and team contributions, reinforcing a culture of appreciation and belonging. Whether through enhanced onboarding experiences or clear career progression frameworks, these examples illustrate how practical, thoughtful approaches to retention make a tangible impact. How to Build an Employee Retention Policy Very simply, an effective employee retention policy should include: Intent: clearly state the organization’s commitment to retaining talent. Processes: outline the procedures for onboarding, development, and feedback. Ownership: assign responsibilities to specific roles or departments. Align employee retention policies with performance and engagement goals and regularly review them to adapt to changing workforce dynamics. Employee Retention Starts with a People-first Strategy Prioritizing employee wellbeing and development is central to successful retention. By adopting a people-first approach, organizations can create a supportive environment that encourages employees to grow and thrive. Integrating this mindset with effective workforce management—supported by HR software—helps streamline personalized development, recognize contributions, and foster inclusive cultures. When HR teams leverage these tools to manage and engage their workforce thoughtfully, retention moves beyond policy into real impact. This approach reduces turnover, builds loyalty, and ultimately drives sustained business success. Employee Retention FAQs How can Small Businesses Retain Employees? Small businesses can retain employees by offering competitive benefits, fostering a positive work culture, and providing opportunities for growth and development. What are the Five Cs of Retention? The five Cs of retention are: Compensation Culture Communication Career development What are the Four Pillars of Employee Retention? The four pillars of employee retention are: People and culture Compensation and benefits Learning and development Rewards and recognition. Implementing the right HR technology can make all the difference in retaining top talent and Sage X3 integrates seamlessly with leading solutions designed to support companies in building a people-first strategy. If you have any questions, contact us today and our experts will help you identify the HR system that best aligns with your company’s goals and objectives. Note: Content for this blog post was originally posted on Sage.com by Joe C. Woods, August 4, 2025.

As a Sage Recommended Solution and Sage Tech Partner Plus, Fortis integrates directly into your Sage X3 ERP, giving you advanced payment functionality that saves time, reduces friction, and enhances customer experiences. And with the recent Fortis V2.1 release, businesses migrating to Fortis can now enjoy even smoother transitions and enhanced payment security. Why Fortis for Sage X3? Fortis combines innovative payment technology with deep ERP expertise to elevate your Sage X3 experience. Highlights include: Award-winning API technology World-class onboarding and support Decades of ERP and industry experience Plus, Fortis helps you get paid faster and more securely with: Level 2 & 3 data enrichment Next-day funding PCI-compliant credit card handling Fraud prevention tools Access to industry and custom reporting Key Benefits of Fortis Embedded Payments Here’s how Fortis enhances both your workflow and your customers’ experience: Click to pay invoices – Send them via email or text and get paid with a single click. Invoice chasing – Automate reminders for unpaid invoices to speed up collections. Customer portal with multi-pay functionality – Customers can view and pay open invoices in a secure portal. Customizable reporting – Get on-demand insights into your transactions and financial health. Flexible payment options – Accept credit/debit, ACH and cloud EMV payments Recurring billing & stored payment methods – Simplify repeat transactions securely. What’s New in Fortis V2.1 for Sage X3? The V2.1 release introduces Sage X3 Token Import and Mapping, making migrations easier than ever. What is a Token? A token is a secure identifier linked to a credit card account vault. Instead of storing or transmitting full card numbers, a token acts as a reference to protect sensitive information. Think of it like this: your credit card number is your Social Security Number (SSN), while a token is like your customer ID – Safe to reference but useless to anyone outside the system. Key benefits of the V2.1 upgrade include: Sync tokens from your previous payment processor directly into Sage X3. Map old gateway tokens to new Fortis tokens for a smooth transition without losing stored credit card data. Improve invoice consistency and streamline plug-in installation. Note: The Fortis–Sage X3 integration is compatible with X3 V12 P23–37. Ready to Upgrade Your Payment Experience? Fortis Embedded Payments for Sage X3 not only accelerates cash flow and enhances security, but now also simplifies the migration process for businesses switching from another payment processor. Contact us today to learn more or schedule a personalized demo to see how this powerful solution can expedite your payment collection processes and strengthen your bottom line.

How can you unlock the full potential of each employee and keep them aligned with your business goals? Performance management programs do just that, helping you build strong, professional teams that never lose sight of their potential. Some business owners say their companies are defined not by products, services, or infrastructure, but by their people. Your human capital is your greatest asset. But how do you truly unlock the potential of your employees and get them behind your company’s mission? The concept of performance management is a great place to start. It’s a proven approach to optimizing employee productivity and fully engaging your people with your business goals. This blog explores the key components of performance management, different models to consider, and why it benefits your employees as much as your organization. What is Performance Management? Performance management is an ongoing, strategic process designed to evaluate and enhance employee productivity. It guides each person’s effort to align with your company’s overarching business objectives. The traditional method of performance management is the annual review, but ideally you should drive employee engagement throughout the year. So, it’s preferable for performance management to be an ongoing, dynamic system. This does much more to boost productivity, ultimately contributing to business success. The key to managing performance is to make sure everyone is on the same page and working towards shared goals. This way, both your organization and your employees’ professional qualities are constantly improving. Think of it as a continuous loop of setting expectations, getting feedback, and recognizing achievements. Key Components of Performance Management Methods such as the annual review are still valid, but performance management can go much deeper. For a complete assessment of each team or employee, these are the main facets that every performance management plan should cover: Goal setting: a performance management program helps you set clear goals and track progress. A popular option is to set goals that follow the SMART acronym. This means specific, measurable, achievable, relevant, and time-bound. These criteria keep your team aware of exactly what they’re aiming for at all times. Continuous feedback and coaching: regular, constructive feedback guides your team as they pursue these goals, giving them the support they need in real-time. Ongoing coaching sessions allow managers to address challenges and recognize achievements, fostering a culture of continuous improvement. Employee development: performance management is not about addressing specific problems. It’s intrinsically linked to employee development and helping your staff grow professionally. It provides training, upskilling opportunities, and career growth pathways that ensure employees can expand their capabilities and contribute effectively. Reviews and evaluations: structured performance reviews offer you a formal platform to assess employee contributions, discuss progress, and set future objectives. Make sure these evaluations are fair, impartial, and focused on each individual’s development. Recognition and rewards: it’s hard to keep people motivated if you fail to acknowledge and reward their contributions. Implementing effective recognition programs and incentive structures reinforces positive behaviors and fosters a personal sense of value. Nowadays, these components—the workflow for carrying out performance management—are built into most HR software solutions. Types of Performance Management Models Each person is unique, and different positions may call for different methodologies. While it’s not feasible to cater to each employee’s preference, there is scope for choosing the appropriate model for your job type or business niche: Established, Stable Organizations Government agencies and multinational corporations may not have time to switch methodologies and are often hampered by internal bureaucracy. They probably prefer simple, proven methods, such as: Traditional performance appraisals: this is the old-school method typically involving annual or semi-annual structured reviews. They provide a snapshot of employee performance but lack nuance. Competency-based performance management: this approach evaluates employees based on their skills, knowledge, and behavioral competencies, ensuring alignment with organizational requirements. It’s a quick way to confirm that the employee is a good fit for the job. Fast-paced, Dynamic Environments Young, agile businesses such as tech startups may need to innovate and adapt quickly as they learn more about their clients and market conditions. There are two performance management methods that fit this model: Continuous performance management: this is a modern approach that emphasizes real-time feedback and ongoing check-ins, promoting continuous development and agility. OKR (objectives and key results): this system aligns individual goals with your organization’s objectives through measurable results, fostering accountability and focus. Project-based Teams Projects often undergo changes in their stakeholders, with variable team compositions. This calls for a performance management approach that taps into multiple sources. Consulting firms are a good example because they often serve as the hub between all other parties, using a model that reflects that structure: 360-degree feedback: this comprehensive method gathers input internally from managers, peers, and direct reports, but may also include feedback from clients and partners. Benefits of Practicing Performance Management A well-structured performance management system is a classic win-win strategy because it rewards employees as well as the organization as a whole. Here’s Why: Increased employee engagement When your employees feel valued, supported, and empowered to contribute their best work, their engagement levels soar. Performance management gives them a reason to go the extra mile because it presents them with meaningful goals—they feel connected to their work and the organization’s success. This heightened engagement translates into greater enthusiasm, commitment, and a genuine desire to excel. Improved productivity and efficiency Structured reviews and ongoing coaching sessions enable individuals to identify areas for improvement, refine their skills, and optimize their work processes. In short, performance management helps everyone work smarter, not harder. This leads to enhanced productivity, streamlined workflows, and greater efficiency across the organization. Better talent retention and development By providing opportunities for growth and continuous learning, while also recognizing achievements, you create an environment where employees feel valued. You show that you’re invested in your employees and consider them a valuable asset. This not only reduces turnover but also cultivates a skilled and motivated workforce positioned to drive your future success. Enhanced organizational agility Organizations need to be agile and adaptable to thrive. A performance-focused workforce helps you respond appropriately to evolving market conditions, because they have the skills and knowledge to adapt rapidly. Performance management provides the framework for cultivating this agility, always in line with your organizational goals. Challenges of Implementing Performance Management While you can use software to run performance management programs, roll out is not always plain sailing. You may need to intervene to actively steer the process in the right direction. Here are Some Common Hurdles: Bias in performance reviews We’re only human, and most of us are prone to following unconscious biases that skew our evaluations. For example, you may take issue with an employee who arrives late, without realizing that they still deliver high-quality work. You can mitigate this effect by issuing standardized evaluation forms that encourage your managers to consider objective criteria. This way, they can choose specific, measurable prompts about each aspect of performance, rather than responding with vague terms like “good attitude”. Resistance to feedback It’s natural for people to feel defensive or even threatened when receiving feedback, even if it’s well-intentioned. Not all employees will view your comments as constructive criticism. Be sure to acknowledge their strengths and achievements before addressing areas for improvement. Make them aware that your goal is open communication without bias, and that the review is an opportunity to learn and improve. Balancing accountability with employee well-being If you present goals that are consistently out of reach, your employees may feel overwhelmed or demotivated. They may feel pressured to work excessive hours or sacrifice breaks, which can lead to burnout. Remind them that one reason for the review is to provide support and prioritize employee well-being. Ensuring consistency across teams Even with standardized forms, your managers may interpret criteria differently, or different teams may have different productivity dynamics. This can lead to discrepancies in how employees are evaluated across departments, causing fears of unfairness. The solution is to hold calibration meetings where managers across teams can compare interpretations and identify any discrepancies. You could also consider training managers in performance management best practices, including how to conduct fair and consistent evaluations. How to Implement a Successful Performance Management Model The above challenges refer to the groundwork for setting up a performance management program. However, the program itself warrants considerable attention to detail for best results. Here are Some Tips for Correct Implementation: Define clear objectives and KPIs Establish measurable goals aligned with business needs. This is the groundwork that helps you provide clear expectations around job responsibilities and performance standards. Well-defined metrics and key performance indicators (KPIs) set you up for transparency and data-driven decision-making, while also tracking performance objectively. Define clear objectives and KPIs Work out whether different aspects of your business point to a particular review model to use. Consider factors such as your organizational culture, company size and structure, or business niche. You could also tailor the framework to different job roles, employee demographics, or even specific teams. Carefully evaluate these factors to choose the framework that best supports your business goals and workforce. Leverage technology for tracking and feedback Performance management involves many moving parts, from setting goals and tracking progress to providing feedback and conducting reviews. Purpose-built software allows you to automate most of these processes so you can stay on top of planning each program and judging the results. It also frees you up so you can focus on the human element of managing staff, such as setting up each employee for success in their career. This builds their self-esteem and reinforces your relationship with them, improving productivity. Train managers and employees Provide coaching so all parties know the purpose of these performance discussions, how they work, and what they aim to achieve. This is also a good time to stress how employee performance directly supports your organization’s strategic objectives. What tools should I use for performance management? Performance management has evolved as the business world has learned to draw more on psychology. In parallel, we’ve gone from face-to-face interviews and paper forms to online systems and collaborative apps. Let’s go into more detail about the key technologies that support your performance management initiatives: Performance management software: dedicated performance management platforms offer a centralized hub for tracking KPIs, gathering feedback, setting goals, and conducting performance reviews. These solutions automate administrative tasks through features such as automated reminders, performance dashboards, and reporting tools. Features like these help you isolate relevant insights and decide how to act on them. Employee feedback and survey tools: we’ve already mentioned that performance management is an ongoing, non-stop task. That means you need to regularly gather feedback from your employees, through tools that can collect and analyze the information. The right tools help you run spontaneous surveys for real-time feedback on specific initiatives or changes, while also identifying areas for improvement and tracking progress. They can help you arrive at insights into employee engagement and satisfaction, too. Goal-tracking and OKR software: remember, the ultimate goal is to guide everyone in working towards a common purpose—your company’s strategic objectives. Software for goal-tracking and monitoring objectives and key results (OKRs) provides a framework for setting, tracking, and measuring each person’s progress toward those goals. These tools promote the transparency and accountability components of your performance management procedure. Performance management functionality is usually a component of HR software in general—sometimes referred to as a Human Resource Information System (HRIS). This covers multiple aspects of human resources management that can feed into your performance management software. HR software serves as a centralized repository for employee data, integrating performance management functionalities with other HR processes such as recruitment, onboarding, and payroll. This integration provides a holistic view of the employee lifecycle, enabling organizations to track performance data alongside other relevant information. These systems can also automate performance-related tasks such as generating performance review forms or tracking training and development activities. Final Thoughts A structured, data-driven approach to performance management fosters a culture of continuous improvement among your workforce. It empowers your employees to reach their full potential, while also playing a part in helping the organization meet its strategic goals. Performance management is about creating a workplace where individuals feel valued, motivated, and engaged, driving both individual and organizational success. Take a closer look at good-quality performance management solutions and see how a judicious investment in the best tools and strategies puts you on a path to continuous improvement. Note: Content for this blog post was originally posted on Sage.com by Joe Church Woods, July 22, 2025.