Archive for August, 2008

31
August

Learn from franchises

Learn The Lessons Of Franchising Success


Franchising is possibly the most successful business model ever invented. The survival rate of franchises is far higher than that of stand-alone businesses. Is it possible that there is a lesson to be learned from the way in which franchises operate that could be applied to small independent businesses to improve their profitability and likelihood of survival? The answer is an emphatic YES. The fundamental principle of good management that franchisers have put to such good use is available to any business owner – it’s SYSTEMATISATION.


Think like a franchiser


The key to systematising your business is to think about it as if you were turning it into a franchise. Entrepreneurs who set out to turn their business into a franchisable operation know that the core thing they need to get right is to develop foolproof operating procedures. The franchisor isn’t going to be there to watch how each one of their agents prepares and cooks the pizza or washes and grooms the family pet. Central to franchising is the repeatable production of a high quality product or service experience for the customer without the oversight of the franchise manager. The only way a franchisor can guarantee that happens is to train their agents to go through every process in a systematic manner. If it’s preparing a sandwich, then everything from the way to cut the bread to how and when the condiments are added is dictated and taught from a system developed by the franchiser The success of individual franchise outlets is the best advertisement for the soundness of this approach.



Systematising is the approach you need to take with regard to every aspect of your business if you want it to stand as solid as a franchise. Start by focusing on one particular aspect of your business and think through the entire process so it can be handled efficiently and consistently by everyone who has to perform it.


Systematise the right things



After you have thought each process through in this way, write it down. Then work through any problems or exceptions that you can think of and write down a plan to deal with these situations as well.

First things first


Systematising may seem like a daunting job but not every process needs to be done at once. The key processes for your business are those that touch on product quality and customer service standards. Get those right first. Back office routines that don’t directly touch on these such as handling payroll, bookkeeping and marketing can be considered later.


Some processes can be systematised simply by buying a training package, for instance, telephone technique. Others can be systematised by creating templates, standardised forms and checklists so all team members go about a task in a consistent way. And some processes, such as payroll, may be better off being outsourced to ensure they are done in a systematic manner.


Write it down

Systematised processes don’t stay that way for long unless they are documented. Set up a simple operations manual which details the tasks that make up each of the key operations or procedures of your business. The objective is to write your manual as if it were going to be used by a ‘franchisee’. It should explain an operation in sufficient detail that an employee could follow it unaided and get the right result.


Franchises are successful for a very simple reason – each one has identified a set of customer winning practices and developed operational methods for consistently replicating them. Any business prepared to exert the necessary discipline can benefit from systematisation in exactly the same way as franchisers do. The payoff won’t only be in terms of profit. Systematising a business allows it to run without requiring your constant intervention or always answering employees’ questions about how things work. It can improve your peace of mind as well as your bank balance.

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Learn from franchises

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31
August

Learning from employee suggestions

When an employee comes to you with a suggestion, what is your usual reaction? If its along the lines of “That’s never going to work”,  “That’s not your problem” or “We don’t have time to think about that” – or any equally negative response, then you could be missing out on a great opportunity to pick up on ideas for increasing productivity, cutting costs, or improving working conditions.

Too many managers simply dismiss ideas put up by their employees without giving them proper consideration. Yet employees are the people closest to the action, be it on the production line, in the admin office or on the floor dealing with customers. They see and hear a lot and are often led to think about, or even invent for themselves, better ways of getting things done. Better ways that can improve productivity, morale, process efficiency and ultimately, profits. It is important to openly encourage employees to come forward with their suggestions and to make them feel that they are a part of the decision making process.

As with everything in business, the better the planning you put into an initiative the more value you get out of it. A poorly conceived, hastily launched, undefined employee suggestion programme can backfire and achieve just the opposite of encouraging ideas – it can turn people off by creating bad feeling and making them more cynical. 

There are a number of channels you can create to receive employee suggestions. Some will suit one business more than another, some businesses may find they can use more than one of them. Most basic is the suggestion box. These days a suggestion box needn’t be a physical thing, it can be an email address employees use to email in their suggestions. The brainstorming session is a more formal approach and involves a greater commitment of time and money.

Tips for an effective employee suggestion system

  • Set clear goals and guidelines for the suggestion programme. If the programe is publicised as being about ideas that will achieve cost savings or about achieving a better level of workplace safety then you have immediately screened for what you want to hear about. If the programme is totally open to any suggestion then point that out.  

  • Deal with suggestions quickly. Delay a decision more than a week and people will see the suggestion box as a black hole.

  •  Acknowledge receipt of valid suggestions. Never reply to obscene or abusive suggestions. Your best response to that sort of negativity is to not indulge the sender with a reply.

  • Let the contributor know the result. If their idea got the thumbs down explain in detail why you can’t use it. If the idea is worth implementing, tell the whole team so they can see the process at work.

  • Make the decision process transparent and fair – if the suggestion reviewer is the boss alone or just the top managers, rejection may be taken as just another instance of management negativism

  • If the suggestion gets the thumbs up carry through the implementation. Nothing builds trust and credibility faster than keeping a commitment.

  • Tie implementation into a reward programme but don’t reward for suggesting alone, reward only acceptable suggestions. Otherwise you’ll spend a lot of money on rewarding ‘get a new coffee making machine’ type suggestions. The programme is about quality suggestions. Your rewards don’t have to be of great monetary value. Common rewards include tickets to events, gift vouchers and restaurant meals.

Employee suggestions that have saved their company significant amounts of money run from the ‘eureka’ moment to the banal – but they all save money. It was an employee’s suggestion to build an elevator on the outside of the hotel he worked for rather than, as the engineers had suggested, cut a hole through each of the floors internally. That saved engineering fees, cleanup costs and loss of income from having to close for the duration. Smart managers understand the potential of employees to come up with good ideas and encourage them to do so. You can too. But do it properly. People are easily discouraged and the process can become the butt of jokes if not taken seriously by management.

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Learning from employee suggestions

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31
August

How to avoid budget blowouts


Avoid Budget Blowouts



A budget is an important management tool. Being a projection of your income against your expenses you can check it at any time to see how well or how poorly your business is doing. The value of a budget is in direct proportion to the accuracy of the figures you use to create it. Here are some precautions to take to keep your budget figures accurate.



Use realistic projections



Since a budget is based on projections there’s always an element of uncertainty involved in estimating inputs. It pays to be conservative regarding things such as sales forecasts. If they turn out to be better than estimated, that’s great and provides the opportunity to distribute the extra around to advantage. But if they are worse than expected it means rethinking all your plans to match the budget shortfall. If your business provides a product or service for which the demand varies by season (retail takings over a holiday season, pool maintenance between seasons and so on), then factor that into your budget.



Don’t underestimate costs


Petrol, travel, raw materials, rent – all costs increase over time. A projection of costs at current year value will result in budget blowouts.  It’s wiser to make a best estimate and then increase it a little. If the actuals do end up coming in under projection you will have provided a little bit of ‘fat’ in the budget to cover the odd unanticipated contingency. You might even add a ‘miscellaneous’ line item to the budget to handle those unknowns.


Question every expense


Preparing a budget provides the perfect opportunity to consider what value for money you are getting from the costs you are incurring. Is it time to change the petrol powered work vehicle to a hybrid? Look at raw material substitutes? Move to a VoIP phone service? Also look for any expense items that could be eliminated. A penny saved is a penny earned!



Factor in cash flow


Incorrectly projecting cash flow will turn the best budget into a fiasco. In virtually every transaction there is a lag time between the finalisation of the deal and actual cash collection. This time lag has to be built in when preparing a budget – you may expect to sell goods to a certain value in Month X but that doesn’t mean the value of those sales will be in your bank account in Month X. This doesn’t present a problem if the budget allows for it. When it’s not factored in you can run into serious cash flow problems through spending money you don’t yet have.




Allow for your tax liability


Don’t forget your likely obligations to the taxation department. Sales income will ultimately be depleted by sales tax, various other state and federal taxes and employee withholdings. Fail to account for these and you run the risk of budgeting for future projects that you aren’t going to be able to afford.


Keep the figures current



Budget preparation isn’t a once a year operation. Things change – the price of petrol soars, sales are a lot better than expected. Budget lines need to be revised to reflect these events. The point of budgeting is to be able to compare actuals against projections to see how the business is going. If the actuals aren’t actuals you’ll be making decisions based on false assumptions.



It’s easy to let the budget become just another document gathering dust on the shelf. Plugging in the new figures each month, considering how actuals are tracking against projections and what that means in terms of what you need to do takes a lot of self discipline. But if you don’t do it, you’ve not only wasted the time and effort you put into creating the budget, you open the path to fiscal irresponsibility and wasted opportunities as off-the-cuff purchase decisions send expenses out of control while unexpected income sits in a bank account when it could be put to use to improve operations.


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31
August

Private Use Of Company Computers Puts Your Business At Risk

 As the use of computers becomes more built in to business operations employees naturally spend an increasing proportion of their time working at them. Working? Really? With temptations such as chat, streaming video, blogs, social networking and myriad other interesting sites (weather, maps, pornography, music, games, gambling, shopping, sports) it’s no wonder that surveys such as Websense’s annual Web@Work study reveal a depressing incidence of non-work related Web surfing by employees.

And its depressing not just because of the loss in productivity due to the amount of time wasted on such activities. These private activities, because they take place at the workplace using work computers, can entangle the business in legal prosecution cases related to their illegal use.  Classic cases of work computer abuse include the employee who managed an eBay store from work selling his company’s inventory and another who set up the company server to run his gambling site. Downloading sexist materials and sharing them among workmates or sending them on to outsiders puts the business at risk of a sexual harassment charge. There are technical issues too – non-business internet use can soak up bandwidth slowing the company network server and open up computer records to infection by malware, trojans and viruses.Managing the risks that arise from non-business use of business computers is a challenging task. It needs to be addressed on a number of fronts.Policy: Develop a formal policy outlining what is considered acceptable use of computers and the internet. This sort of policy is usually referred to as an internet Acceptable Use Policy (AUP). AUPs can include any provisions for private use of company computers, for example, if an employee on lunch or coffee break can send private emails or surf approved sites. The AUP must drive home three key ground rules:

  • Computers are company property

  • They are for company business – either exclusively or with specific provisos for private use

  • The company reserves the right to monitor the use of its computers and inspect all files on them

Education: The first step in an education programme involves making sure that every employee receives a copy of the AUP and understands its provisions. They should also be asked to sign off on having read and understood it. Outside that, employees need to be sensitised to the risks they expose themselves and their business to, particularly the legal penalties that can result from computer abuse. Workshops, team meetings and articles in the company newsletter are good ways to keep people aware. Performance management: an AUP is of no value if it isn’t backed with specific actions that will be taken against an offending employee. These will range in severity commensurate with the type and degree of computer abuse from written warnings all the way up to termination.Internet monitoring and control: powerful monitoring software that can track and report sites visited is available. There is a natural reluctance to use this solution as a matter of course even though it is part of the AUP. Questions arise about violation of privacy and the detrimental effects on morale of ‘spying’ on employees. Nevertheless, this sort of software should be installed even if not deployed – or deployed only randomly for the sake of establishing if the AUP is being adhered to within the business. Filtering software can be used to prevent employees from accessing sites, software and other connections that may violate the company’s AUP and endanger its networks and systems.

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31
August

How to Find the Best Mentor for Your Needs

When someone is just setting out on a business venture, it is imperative that they find a mentor. A mentor can escalate your business, boost your self-development and improve your business know-how. To be truly effective you should look for mentors with various types of expertise so that you can learn from all of them and use the knowledge to make yourself a better person and run a more successful business.

mentorBefore embarking on your quest to find a mentor you first need to examine your life and business. Figure out in which areas you need help. Once you know the focus areas, you can begin your search for a mentor.

Look for experts in the field of expertise you want to develop. After all, as entrepreneurs and business owners, you will want to achieve some level of success or acquire and learn certain skills that you may lack in. A truly successful person always has a mentor who has helped him or her shape their path and pave the way for a better future.

There are many places to find a great mentor such as networks meetings, industry events and conferences, through the recommendation of a trusted colleague and even through online groups you belong to.

Once you have identified the mentor, take some time to watch them in action. If you feel this person is someone you can really learn from contact them to set up a time to talk.  Make sure you inform the person why you want to talk with them.

You should be very clear why you want that person to mentor you, for how long, and what you hope to gain during the mentorship. If the person agrees, you now have a mentor.

Having a mentor will increase the speed at which you can learn new skills. It is essential that you respect your mentor enough to implement their ideas as appropriate. There will be times you will need to get out of your comfort zone based on a mentor’s recommendations. And yet, isn’t growth the reason you wanted a mentor in the first place?

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