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Simple Steps for Growing Your Business Managing Your Time, People and Resources. The SCORE Foundation would like to thank for showing their support of America’s small businesses by sponsoring this series.

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Simple Steps forGrowing Your Business

Managing Your Time,

People and Resources


The SCORE Foundation

would like to thank

for showing their support of America’s small businesses

by sponsoring this series.

The content provided in the Simple Steps for Growing Your Business materials is intended as a business resource only and does not guarantee a successful outcome when applied to individual business use.

To find additional resources on growing your business,

visit and


Classroom Safety – Argosy U

Emergency Exits


Please do not wander around the building!

You are HERE


Classroom Safety–ComCenter

Emergency Exits


Please do not wander around the building!

You are HERE

about score
  • Successful and experienced business owners and executives acting as volunteers
  • Free mentoring:
      • One-on-one
      • E-mail
      • Signup on our website – Mentoring Tab
  • Seminars and workshops
  • Resources for small business:

Douglas S. Cavanaugh

assessing your business
Assessing Your Business

If you have not looked at the SCORE Business Needs Assessment, it is in your packet!

It will help you assess the current state of your business in 5 key areas:

  • Management
  • Marketing
  • Sales
  • Finance
  • Operations

Review with your mentor to help you:

Decide what additional workshops to attend Develop a customized business improvement plan

by the end of this workshop you will
By the End of This Workshop, You Will:
  • Know how to assess your Human Resource (HR) needs
  • Have low-cost ideas for training or re-training employees
  • Learn strategies for motivating employees
  • Know how to handle problematic employees
  • Know when to hire outside professionals
  • Be able to manage your time more effectively – may allow you to defer hiring!
  • Understand good practices to follow when you need to hire

Rafe Totengco

let s get started
Let’s Get Started

Briefly tell us about you:

  • Your name
  • Your business

. . . your 30 second “elevator” speech!

  • What you hope to achieve during and after this workshop

Katrina Markoff

assessing your hr needs
Assessing Your HR Needs

SWOT Analysis

  • Strengths
  • Weaknesses
  • Opportunities
  • Threats

Do you need more resources in the following areas?

  • Marketing
  • Sales
  • Technology
  • Accounting
  • Operations
  • Management
  • Business intelligence
assessing your hr needs1
Assessing Your HR Needs

Who should perform the job?

  • Business owner
  • Partner
  • Current employees
  • Outside resources
    • Consultants or Contractors
  • New Employees
employee training and development
Employee Training and Development
  • Skills Inventory
  • What skills do your employees have?
  • What skills do they need for their
  • current jobs?
  • What skills do they need in order to grow with your company?
  • What are they interested in learning?
  • Exercise 1 – Improve your employee’s skills

Theresa Alfaro Daytner

skills development exercise 1
Skills Development – Exercise 1

Exercise 1

10 Minutes

Work on 1 or 2 employees

10 Minutes

Share your ideas with others

employee training and development1
Employee Training and Development

Cross-Training Your StaffBenefits:

  • No outside assistance needed
  • Do more with less
  • Enhance employee skills
  • Uninterrupted workflow
  • Employees share knowledge


  • Rotation
  • Job shadowing
  • Group training sessions
employee training and development2
Employee Training and Development

Outside Employee Enrichment ProgramsWhere to get mentoring, training and education?

  • Online
  • Industry/professional associations
  • Colleges and universities
  • Adult education/continuing education
  • Training companies/consultants
  • Business coaches
  • State Economic Development Department
  • Chamber of Commerce
  • American Express OPEN Forum
employee retention
Employee Retention
  • Why Employee Retention Matters
  • Employees who don’t feel valued may leave as soon as they have a choice
  • Save money required to re-hire and re-train
  • Save time recruiting and hiring
  • Keep skilled workers
  • Stay competitive
  • Keep business running smoothly
  • Continuity of knowledge
employee retention1
Employee Retention

Employee Benefits

attaining peak performance
Attaining Peak Performance

Creating a Culture of Accountability

attaining peak performance1
Attaining Peak Performance
  • Employee Appraisals
  • No surprises – address issues when they occur
  • Regular appraisals (quarterly work best, but at least annually)
  • Objective performance standards
  • Processes and results
  • Involve managers
  • Employee feedback
  • 360-degree feedback
  • Pay increases/bonuses

John Blancher

attaining peak performance2
Attaining Peak Performance

Understanding Employee Peak Performance Potential

attaining peak performance3
Attaining Peak Performance

Promotion Policies

  • Opportunities for promotion
  • Promoting from within
  • Clear promotion policies
  • Non-discrimination
  • Communicate standards
  • Consider skills and fit

Kris Wittenberg

attaining peak performance4
Attaining Peak Performance

Problem Employees

  • Legal issues (federal and state laws – “at will”)
  • Grounds for dismissal
  • Corrective action policy
    • Verbal warning
    • Written warning
    • Written suspension/final written warning
    • Termination
attaining peak performance5
Attaining Peak Performance

Dismissing Employees

  • Prepare
  • Document
  • Include a witness
  • Be brief but clear
  • Obtain signatures – release forms, benefits statements
  • Collect property
  • Final payout
  • Communicate to employees and partners that the employee left to pursue other interests
attaining peak performance6
Attaining Peak Performance

Handling Employee complaints

  • What is the complaint or dispute?
  • Focus on prevention
  • Create procedures for dispute resolution
  • Listen and document
  • Be consistent
  • Maintain confidentiality
  • Mediation or outside dispute resolution if needed
attaining peak performance7
Attaining Peak Performance

HR Administration

Who will handle your company’s HR?

  • HR manager
  • Designated employee
  • HR consultant
  • Human resources outsourcer (HRO)
  • Professional employer organization (PEO)
using outside resources
Using Outside Resources

Who else do you need on your team?

  • Accountant and CPA
  • Attorney
  • Insurance agent
  • Consultant(s)
  • IT services
  • Marketing and PR
  • Coaches / mentors
  • Board of advisors
using outside resources1
Using Outside Resources

Choosing the Right Vendors

  • Determine areas of specialization
    • Business size
    • Industry
    • Areas of concern
  • Find professionals
    • Referrals from colleagues
    • Social media
    • Industry associations
    • Professional associations
  • Check references

Irene Smalls

using outside resources2
Using Outside Resources

Questions to Ask Outside Professionals

  • Small business experience
  • Industry expertise
  • Contract/relationship
  • Non Disclosure Agreements (NDA)
  • Outcomes expected and return on your investment
  • Costs and Billing
  • Specialties / Skills
  • Availability
  • References
strategic and operational tasks
Strategic and Operational Tasks

How is your time currently allocated?

Do you spend all your time working on Operational Tasks IN the business?

Do you spend any time working

ON the business doing Strategic Activities?

Can you delegate and / or organize

YOUR time better?

strategic vs operational tasks

Large Business

mostly separated

Small Business

overlap / shared

Strategic vs. Operational Tasks

Cruise Line Management vs. Ship Captain Analogy



Not performed on ship

Performed on ship




Crew Hiring



Entertainment Booking

Menu Planning

Port of Calls


Ship Registrations



Baggage Handling

Crew Evaluations

Dining Room Service


Meal Preparation


Room Service

Passenger Safety

Passenger Satisfaction


Weather Changes

strategic on the business examples
Strategic (ON the business) Examples
  • Conceptualize: (Vision) - Product & Service, Customers, Costs, etc.
  • Organize: (Structure) - Who will do what and when?
  • Implement: (Process) - Space, Hiring, Professional Support
  • Motivate: (Commitments) - Clear statements of what needs to be done
  • Analyze:(Information) - Market Opportunities
  • Adapt: (Changes For Survival) - Anticipate continual change
operational in the business examples
Operational (IN the business) Examples

Customer Relationships - Products, Services & Support

Time Management - Running Business & Fixing Problems

Price & Cost Controls - Competition & Supplier / Vendors

Employee Relations - Satisfaction & Turnover

Record Keeping - Input to Accounting Processes

Marketing & Advertising - Prospective Customers

effective delegation and time management
Effective Delegation and Time Management

Where Does Your Time Go?Perform a time assessment

better balance exercise 2
Better Balance- Exercise 2

List 5 Strategic things to want to do more and how you will accomplish the change

Prioritize 1(now) – 5 (within 6 months)

List 5 Operational things to want to do less. . .

Prioritize 1(now) – 5 (within 6 months)

10 minutes – 5 minutes to share

better balance exercise 21
Better Balance- Exercise 2

Work for 10 minutes

5 minutes to share

effective delegation and time management1
Effective Delegation and Time Management

Time Management Tips

Find what works for you

  • Choose organization/scheduling system
  • Use tech tools
  • Group tasks
  • Focus on most profitable tasks
  • Eliminate unnecessary meetings and processes
  • Get rest and relaxation
  • Delegate

John Christakos, Maurice Blanks & Charlie Lazor

effective delegation and time management2
Effective Delegation and Time Management

Delegate to Grow Your BusinessBenefits of Delegation:

  • Creates culture of accountability
  • Frees business owner’s time
  • Employees gain skills/confidence
  • Business builds strength
effective delegation and time management3
Effective Delegation and Time Management

5 Steps to Successful Delegation

  • Identify key tasks to delegate
  • Identify employees to take on duties
  • Train employees
  • Focus on results
  • Provide feedback

Eleanor Ramos


Hiring Practices

If you need more employees!

assessing your hr needs2
Assessing Your HR Needs

Outside Hiring - Prospect Sources

  • Employment agencies
  • Employee referrals
  • Help-wanted ads – newspapers and / or online (Craigslist)
  • Your company website
  • Social networking (LinkedIn special interest groups)
  • Evaluate cost / effectiveness of the options

Dana Flynn and Jasmine Tarkeshi

hiring practices
Hiring Practices

Job Analysis

Start your hiring decision by writing a job analysis that includes:

  • Duties
  • Job goals
  • Job requirements
  • Methods and equipment
  • Experience, skills and traits needed
  • Compensation
hiring practices1
Hiring Practices

Full-Time vs. Part-Time Employees

hiring practices2
Hiring Practices

Temporary Contracted Workers

hiring practices4
Hiring Practices

Outsourcing to Independent Contractors

hiring practices5
Hiring Practices

Remote “Virtual Office” Workers

hiring practices6
Hiring Practices
  • Consider Legal and Tax IssuesBefore hiring to fill your needs, understand related legal and tax issues
  • Contracts
  • Non-compete agreements
  • Non-disclosure agreements
  • Independent contractor vs. employee

Paul Cernuto

hiring practices7
Hiring Practices

Consider Long-Term Needs

Based on your job description and the pros and cons of each type of employee, consider what best fits your business’s long-term growth plans

  • Most area businesses:
    • Local
    • Regional
  • Some area businesses
    • National
    • Global
hiring practices8
Hiring Practices

The Interview Process

hiring practices9
Hiring Practices
  • Interview Questions:
  • What you can (and can’t) ask
    • EEOC guidelines
    • Prepare some questions in advance
  • Be prepared
  • Job description/employee evaluation forms
  • Open-ended questions
  • Things to note
  • Address candidate questions

Marie Seipenko

hiring practices10
Hiring Practices
  • Legal Issues
  • Check references
  • Background checks
  • Substance testing
  • Maintain records
  • What you can get in trouble for
  • What you can or can’t consider in hiring
  • Employee agreement
  • Employee handbook
hiring practices11
Hiring Practices

On boardingA well-thought-out on boarding process gets new hires off on the right foot

hiring practices12
Hiring Practices
  • On boarding Generation Y - younger job seekers
  • Generation Y (born mid ’70s – mid ’90s) wants to:
  • Be engaged
  • Learn and contribute
  • Get detailed guidance
  • Get specific feedback
  • Work with senior management
  • Be creative and collaborate
  • Set expectations for professional behavior in your workplace
helpful resources
Helpful Resources


  • American Management Association: (
  • (
  • National Association of Professional Employer
  • Organizations (NAPEO): (
  • National Employment Law Institute: (
  • Society for Human Resource Management: (
  • TalentScan: (
helpful resources1
Helpful Resources


  • Employment Law Information Network: (
  • Findlaw’s Small Business Center: (
  • (
  • Occupational Safety and Health Administration (OSHA): (
  • IRS: (
  • U.S. Department of Labor eLaws Advisors: (
  • U.S. Equal Employment Opportunity Commission (EEOC): (
helpful resources2
Helpful Resources


  • Benefits Link: (
  • (
  • (
  • (
helpful resources3
Helpful Resources

Job Search/Outsourcing

next steps
Next Steps
  • Review the With Your Mentor handout for topics to discuss with your mentor
  • Don’t have a SCORE Mentor? Connect with one today!
      • SCORE has over 13,000 successful and experienced executives with small business know-how that want to help you
      • Visit www.score.orgfor more information
help us help you
Help Us Help You

Please answer the following questions:

  • On a scale of 0 - 10, how likely is it that you would recommend this workshop to your friends and colleagues?
  • What is the primary reason for the answer you just gave us?
  • What is the most important improvement we could make that would make you rate us closer to a 10?