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How to overcome limiting beliefs holding back your success How to overcome limiting beliefs holding back your success Limiting beliefs hold you back from setting your goals and achieving your full potential. "Your beliefs become your thoughts; your thoughts become your words; your words become your actions; your actions become your habits; your habits become your values; your values become your destiny." Gandhi Like the brakes on a car, limiting beliefs hold you back from setting your goals and achieving your full potential. We will take a closer look at what limiting beliefs are and how you can identify and remove them. What are beliefs? Beliefs shape us like the clay in the hands of a potter. They determine how we think, how we feel, what we say and the actions we undertake. Our beliefs are based on past experiences which are now shaping our future. If we become what we think about most, then we become a reflection of our beliefs, both good and bad. Our thoughts come from our beliefs which then become our reality. When you have a belief about something, you’re more likely to see evidence around you that reinforces that belief and miss or discount anything that contradicts it. 5 examples of limiting beliefs and thoughts. Beliefs are assumptions and convictions we hold to be true about ourselves and the world around us. Beliefs become self-fulling prophecies that can hold you back or encourage you. You will have beliefs about success, education, money and morality and many other things, too. When combined with your core values, deeply held assumptions about ourselves and the world, you have a toolbox of attitudes and behaviours that you’ll be using in any given situation. People naturally recognise that someone who is determined and tenacious, who never gives up, is more likely to succeed than someone who procrastinates. Someone who believes they will succeed is generally more likely to than someone who doesn’t, irrespective of their talents. Health professionals recognise that the attitude, that is the way people act based on their beliefs, of a patient is a major factor in their recovery. In medical research, placebos have been seen to be as effective as many drugs. So, if you can think your way to health, then you can also think your way into being less healthy and less successful or more successful, too. The beliefs that others have of us can also play an important part in our beliefs about ourselves. What is a limiting belief? Have you tried to do something and failed, then not tried again? Why did you not try again? Why did you fail, and what defined failure? Did you take the failure as, ultimately, a positive experience or a negative one? While all failure is initially negative, it’s also a great mentor saying: “Don’t do it that way again”. And sometimes, experiencing why something doesn’t work is the only way to know why and how to do it better. Limiting beliefs are a state of mind that undermine your confidence and restrict you from pursuing a task you’d otherwise like to take on. They are assumptions about yourself, the world or other people that are holding you back from starting or completing a task. Limiting beliefs start in childhood, they are rooted in experiences and a way of thinking. Limiting beliefs can affect everything in your life; at work, at home and in many other areas. They place boundaries on what we think we can achieve. How is a belief formed? Beliefs are formed from experiences and from what we inherit from our parents much like we inherit many visible attributes from our parents, but unlike having blue or brown eyes, they are not fixed. As the report from the Baby Lab suggests, we’re born with a set of morals inherited from our parents, and some they teach us, which then evolve into our belief system over time and with experience. These beliefs can change over time as our experience of life evolves or if we deliberately challenge our own beliefs What is a core belief? A core belief is a deeply held assumption about ourselves, others, and the world around us. It forms the very essence of who we think we are and our opinions. Core beliefs can become self-fulfilling. If we think somebody or a certain type of person is a bad or good person, we are likely to treat them in a way that reflects that. This may encourage that behaviour in them and reinforce our belief in what they are like. The role of beliefs in our lives "Watch your thoughts, they become your words; watch your words, they become your actions; watch your actions, they become your habits; watch your habits, they become your character; watch your character, it becomes your destiny.” Lao Tzu We prefer people who we identify with most, be that their values, their beliefs, their attitude towards life or their behaviours. So, beliefs form a large part of our relationships and how we communicate with each other. This relates to all aspects of our life: work, professional and home. Knowing and being able to identify our own core beliefs and values will go a long toward helping us to succeed at whatever we are trying to accomplish. We may value honesty and believe that being honest is essential to success in life, or that other people are inherently dishonest and so make everybody sign a contract rather than rely on a handshake and a gentleman’s agreement. Identifying a limiting belief and removing it can help to increase motivation and engagement with a task. Limiting beliefs can be a healthy thing, too. Nobody should overcome the self-limiting belief that they can fly. Some self-limiting beliefs are good, sensible and help keep us safe and spend our time wisely. You may wish to become a best-selling singer, but if you’re tone-deaf, can't sing or keep time, that’s not going to be possible. Perhaps you settle for being an okay singer singing locally or pursue another interest. The challenge is in knowing what is actually physically impossible vs what you only believe to be impossible. With limiting beliefs comes victim mentality and imposter syndrome. Our beliefs can affect our health, from the healthy to the not-so-healthy food we eat, to the positive and negative thoughts we have. What is the relationship between attitudes, values and behaviours? What we think about controls how feel and the emotions we experience. What we feel controls how we act and how we behave. Having a positive attitude comes from having positive beliefs and positive values. If we believe on the whole that people are good and that one of our core values is that telling the truth is important, then we will have a positive attitude towards others, we are more likely to be truthful ourselves and trusted by others in return. What is an attitude? Attitudes are judgements on anything, whether somebody likes or dislikes something, finds it good or bad. Attitudes come from our values and beliefs. Carl Jung, in his essay on psychological types, defines attitude as “the readiness of the psyche to act or react in a certain way”. As such, attitudes will drive how we think, feel and act about things in our lives and about ourselves. Also known as the ABC model : affective, behavioural and cognitive. The affective component relates to emotions and feelings (the emotional part), behavioural relates to how we act or behave given the attitudes we have and cognitive relates to what we believe to be true (the logical part). Attitudes are based on our core beliefs and the behaviours that they motivate. For example, having a ‘positive attitude’ helps an individual to be motivated to start and engage with a task that needs to be completed. What are values? Values are core ideas and standards you believe to be true for you and how you should act on a day-to-day to basis. They help you prioritise and make ethical decisions. When you act and work in alignment with your values you generally feel good about yourself and life. Recognising they exist and what your core values are will help you make better decisions in life. The New Zealand Government places a lot of importance on happiness and wellbeing. It explains that on personal beliefs, values, attitudes and behaviour, values are: “stable long-lasting beliefs about what is important to a person”. Can values change over time? Values can change over time going from childhood to old age. The things that are important to us change. Experience and varying needs will change the values you find important. For example, security may be more important later in life and relationships earlier. As we said earlier, values are the ideas and concepts we were born with and formed as part of our childhood, those values become attitudes based on underlying beliefs. What is a behaviour? Behaviours are the final action based on our core beliefs and values. So we have values working with beliefs creating our belief system. Our thoughts, emotions and feelings are expressed as our attitudes with behaviours being the final visible action. These behaviours also determine how well we will be able to learn, acquire new knowledge and develop new skills. For example, with poor beliefs about school and little value in education, unhelpful attitudes are formed resulting in visibly poor behaviours towards learning. What are the causes of limiting beliefs? Limiting beliefs are usually rooted in experiences that have come to define how you see yourself, others and your capabilities. Some people are more predisposed to them than others. Those with a negative disposition may be more likely to have them than those with a positive disposition, but anybody can have them. Comments made to you, bad experiences, or just a lack of confidence can all hold you back. Understanding the source of your limiting thoughts or beliefs can help you to overcome them. Are your beliefs holding you back? Generally, positive thinking people with few limiting beliefs are healthier, live longer and are more successful, as reported in Can you think yourself young? Guardian article. Your limiting beliefs can stop you from trying something new. Moreover, they cause stress and unhealthy habits that can lead to depression and lower personal and professional performance. Limiting beliefs can stop us from leaving our comfort zone where life is relatively easy and risk-free but lacks growth and the opportunities to learn new things and take on new challenges. This might limit the extent to which you can achieve your personal and professional goals. Limiting beliefs can be subconscious or conscious thoughts about how you see the world, yourself and others. With limiting beliefs comes victim mentality and imposter syndrome. Not feeling that you are good enough can be a self-limiting belief that results in the imposter syndrome. Even though you’ve achieved a lot and you receive a lot of praise, you just don’t believe it’s real, and that you’re about to be ‘found out’. Believing that all our issues and problems are the result of other people’s actions, not our own, is self-limiting behaviour resulting in the victim mentality. What are examples of limiting beliefs? Typical examples of limiting beliefs or thoughts include: I’m not good enough; I can’t ...; I’m too old, too young; I don’t have enough ...; I’ll never be …; I’m not … enough; I don’t have the … They fall into these categories: Either you don’t feel you’re capable of starting the task due to a lack of skills, experience, money or time, for example. You can’t complete the task because it will never be good enough. That should you achieve your goal, you fear you won’t be able to sustain it, that you’ll be rejected by family and friends You’ve achieved your goal, but now you feel like an imposter, that you don’t deserve your success. Revered guitarist Eric Clapton had these thoughts. How to identify your limiting beliefs Is there something you’d like to do, to be or achieve but you are not currently working on it? That’s a good place to start. Become more aware of how you express yourself. Are many of your statements about yourself very negative? Speak with friends, family, and colleagues about something you might like to pursue. The only obstacle to doing this is that they may have been influenced by your own negative view of yourself or have their own issues stopping them helping you. So keep an open mind. We are all familiar with that little voice, the inner critic, inside our heads feeding us either negative or positive thoughts and emotions depending on what we’re doing, who we’re doing it with and what we’re seeing as a result. Become more aware of your inner voice and manage it in a constructive, positive way. Your business beliefs will shape your business like they do your life A positive attitude in business is essential for creating high-performance teams as there are just so many challenges to get through. Whatever plan you put together will likely fall at the first fence, and so you’ll need to constantly adapt to new challenges and lessons learnt. Positive beliefs then will help you become more resilient, develop essential business skills and create a business culture that will foster innovation, agility and motivation. Ray Dalio , founder of the investment firm Bridgewater Associates and one of the wealthiest people on the planet, identified his beliefs in his book Principles . 6 ways to overcome limiting beliefs So, to address limiting beliefs we need to identify their root causes and associated behaviours. You’ll have to start thinking in a new and better way. Perhaps the first thing to do is to act. There is no better motivation to getting started than actually getting started. The act of starting will spur you on, rather than waiting for the right time. Is this negative belief based on any facts, is there anything to suggest it is a limiting fact, rather than a limiting belief? Is the limiting belief only that it will make you slower or less good? If so, get started and find out, you’ll be surprised how much better you’ll get with practice. Ask yourself what would be the worst that can happen if you either start or complete the task. Persistence and tenacity are the hallmarks of success. Did you start something in the past, fail and then believe you couldn’t do it and didn’t try again? Well, go try again. If you improve even a little bit, you’re on your way. What we tell ourselves is important. Tell yourself you can, and there’s a good chance you’ll start to see you can. Look at those around you. Are they positive people? Are they successful people? How do you feel when you’re around them? Do you feel uplifted, inspired and motivated? Does a conversation with them make you feel good about yourself? Unfortunately, there are many people in life, even family and friends, who will resent your ambition and success if they haven’t experienced that for themselves. Movies and songs are full of that sentiment by successful artists. Adele and Lil Peep come to mind, among others. Perhaps the first step is to become more aware of our own thought patterns, how we react emotionally to certain situations and people. Once you become more aware of these thoughts you can challenge the perceptions that lead to those thoughts. Negative thoughts release chemicals in the brain that create feelings of stress and unhappiness. Positive thoughts elevate your mood and make feel more engaged, your actions, countenance and behaviours become more positive too. It comes down to the perspective you have as it relates to events and people in your life. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations offer clarity and a well-defined pathway for you and your team to move forward confidently. Get Started

Learn about the common causes of poor business productivity and how poor business productivity impacts your business every day, as well as how to fix it. 5 Causes Of Poor Business Productivity Avoiding low levels of productivity is essential for a business to survive in the long term and be at their most profitable in the short term. So what are the causes of low productivity? Published on: 10 Jan 2019 Avoiding low levels of productivity is essential for a business to survive in the long term and be at their most profitable in the short term. So what are the causes of poor business productivity? In can be summarised as anything that causes an employee to work less well or efficiently than they might otherwise be able to. UK business productivity has struggled over the last 10 years. And how can you know if productivity is low? One way would be to just stand in the office, factory, warehouse and take a good old-fashioned gut feel. Are the staff engaged, busy, happy and buzzing? Does it feel dynamic and happening? Or are customer service issues, delays, absences, distractions and a general sense of disconnect pervading your business? Are they happy to see you, or are you so remote, they’re not sure who you are? If so, productivity is low and so profitability is not where it should be. There are many ways to improve business productivity , but here we will look at possible causes. 5 causes of poor business productivity 1. Poor management skills When a staff member gets promoted into management, they often don’t have the skills needed to complete that job effectively. They need the right skills and personality to be an effective manager. Managing people is a science itself. They may be technically competent and highly organised, and achieved great things, but can they lead, communicate effectively, delegate and motivate those around them. 2. Inadequate or poorly performing technology You may have heard of the Productivity Paradox, that is with all these computers and IT and fancy tech, business productivity has not increased accordingly and many people are unsure as to why that it. That does not mean to say it’s not obvious in your own company or job. Are you trying to make the technology work for you? Then there’s the problem. The technology should be solving a problem; helping you write emails more effectively, getting your invoices out promptly, helping you with budgeting. Focus on one business problem at a time to make the most of technology 3. Demotivated staff The causes of a demotivated employee are many and requires careful and considerate management. But if everybody, or lots of staff are demotivated, then you have a people management issue. Think of your staff as volunteers, you’d show them so much respect and be so appreciative of their help, you’d be engaging with them and letting them know how much their support and work means to you. Sound like a good idea? 4. Poorly thought out processes Are things being done twice, poorly, frustratingly, annoyingly, are errors cropping up, does no one seem to bother about it, address it? Then you have poorly thought out processes which are sucking up morale, time, money and profits. Some empowerment is needed here, some ownership and a recognition that working smarter is smart. Making do, pushing on through, won’t do. 5. Not enough fun or recognition We spend so much time at work, we need to find it rewarding. And few of us work alone; there are colleagues, customers, partners, suppliers, then managers and directors. Giving and receiving praise when it’s due can really help with morale, if feels good, it’s almost fun. Anyone for tennis? Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

Discover when to use Standard Operating Procedures (SOPs) to enhance consistency, safety, and compliance in business processes. Learn how SOPs improve efficiency for high-risk tasks, regulatory requirements, repetitive work, and cross-departmental collaborations. When to Use Standard Operating Procedures (SOPs) for Maximum Business Efficiency and Compliance Understanding When SOPs Are Necessary for Standardisation and When Flexibility Is More Effective Standard Operating Procedures (SOPs) are valuable in many situations, but not all tasks or operations require formal documentation. To make the best use of SOPs, organisations must understand when they are most effective and when other forms of documentation or communication may be more suitable. This section explores the conditions under which SOPs are necessary and how to identify key processes that benefit from standardisation. Identifying the Need for SOPs The need for SOPs typically arises when a process requires consistent execution, impacts quality or safety, or involves compliance with external regulations. Here are common scenarios where SOPs are essential: 1. High-Risk or Critical Operations SOPs are critical for high-risk tasks where errors or deviations can lead to significant financial losses, reputational damage, or even health and safety incidents. These tasks often involve compliance with regulatory bodies such as OSHA (Occupational Safety and Health Administration), the FDA (Food and Drug Administration), or other government agencies that impose strict operational standards. For example, in the pharmaceutical industry, SOPs govern processes such as drug manufacturing , quality control testing , and sterilisation procedures to ensure compliance with GMP (Good Manufacturing Practices) . Deviations from the SOP can lead to product recalls, fines, or even shutdowns. 2. Regulatory and Compliance Requirements Many industries are subject to strict regulations that require documented processes to ensure legal and regulatory compliance. SOPs are critical in industries such as: Pharmaceuticals : SOPs ensure adherence to GMP and FDA guidelines. Healthcare : SOPs help maintain compliance with HIPAA (Health Insurance Portability and Accountability Act) and medical protocols. Finance : SOPs ensure compliance with SOX (Sarbanes-Oxley Act) or KYC (Know Your Customer) requirements. Food and Beverage : SOPs are essential for maintaining HACCP (Hazard Analysis and Critical Control Points) protocols in food safety. In these industries, SOPs are often reviewed during audits or inspections to demonstrate that a company is operating in accordance with legal standards. Failure to follow SOPs can result in hefty fines or the suspension of licenses. 3. Repetitive Tasks SOPs are particularly beneficial for repetitive tasks that require a high degree of uniformity and precision, such as manufacturing processes, customer service protocols, or data entry tasks. When an operation is performed repeatedly by different team members, there is a risk of inconsistent outcomes if procedures are not documented. For example, in a manufacturing environment, SOPs standardise processes like machine setup, quality checks, and equipment maintenance. In a customer service context, SOPs can help ensure that customer interactions follow the same quality standards, resulting in improved customer satisfaction and fewer complaints. 4. Complex or Multi-Step Processes SOPs are essential for complex processes that involve multiple steps, different tools or systems, and coordination between different departments or teams. In these cases, SOPs provide clear, step-by-step instructions that reduce the chances of mistakes or misunderstandings. For instance, in IT operations , SOPs can guide tasks like server configuration , data backups , or disaster recovery procedures . These processes often involve technical details that require precise execution to avoid system downtime or data loss. 5. New Processes and Employee Training SOPs are invaluable when introducing new processes, technologies, or equipment. They provide a baseline for employee training and help ensure that new hires quickly get up to speed. Well-written SOPs also reduce the learning curve for employees transitioning to new roles or departments. SOPs can also serve as a training tool during onboarding , ensuring that new employees learn the correct methods from the start. For example, in retail or hospitality , new employees can refer to SOPs for tasks like POS (Point of Sale) system operation , inventory management , or safety protocols . 6. Cross-Departmental Collaboration Processes that require collaboration between multiple departments or teams can benefit from SOPs to ensure consistency and clear communication. When different parts of the organisation need to interact, misunderstandings or delays can occur if the steps are not clearly outlined. For example, an SOP for product development might involve contributions from the R&D , marketing , and manufacturing departments. By clearly outlining responsibilities and timelines for each department, the SOP helps prevent bottlenecks and ensures smooth cross-functional workflows. When Not to Use SOPs While SOPs are essential for many processes, there are some situations where they may not be necessary or even counterproductive: 1. Creative or Dynamic Processes For tasks that require creativity, flexibility, or innovation, a rigid SOP may stifle the flow of ideas. In fields like design , marketing strategy , or R&D , too much structure can inhibit brainstorming and creative problem-solving. Instead, these areas may benefit from guidelines or frameworks that provide general direction without limiting flexibility. 2. Rapidly Changing Processes In environments where processes are rapidly evolving due to new technologies or market conditions, creating an SOP for every change may lead to excessive documentation and confusion. In these cases, agile methods or dynamic frameworks may be more effective in guiding teams through change while maintaining flexibility. 3. Non-Critical, Low-Risk Tasks For routine, low-impact tasks , creating a detailed SOP may not be worth the effort. If the risk of failure is low and the task doesn’t significantly impact quality or compliance, other forms of documentation, such as a quick reference guide or informal checklist , might be more appropriate. Key Considerations for Deciding When to Use SOPs Before creating an SOP, consider the following questions: Does the process impact quality, safety, or compliance? If the answer is yes, an SOP is likely necessary to ensure that the process is followed correctly every time. Is the process repetitive or frequently performed by multiple people? Repetitive tasks often benefit from SOPs to ensure that every team member executes the task the same way, reducing variability. Are there clear legal or regulatory requirements governing the process? Processes with regulatory requirements must be documented in an SOP to avoid penalties and ensure adherence during audits. Is the process complex or multi-step? Complex processes with several dependencies, steps, or tools involved usually need SOPs to avoid mistakes and ensure consistent outcomes. Is the process subject to frequent changes? If the process changes often, determine whether it’s worth creating an SOP now, or if it’s better to wait until the process is more stable. Is this process critical to the organisation’s success? Mission-critical processes that have a direct impact on the business’s success, reputation, or revenue should be governed by clear SOPs. By carefully evaluating when and where SOPs are needed, organisations can focus on documenting the most important processes, ensuring that efforts are directed towards areas where standardisation will have the greatest impact. When SOPs Drive Business Value SOPs are not just a tool for ensuring compliance; they are a cornerstone of operational efficiency and scalability . When used strategically, SOPs enable companies to maintain high performance standards , achieve business continuity , and support scalable growth . For instance: In a scaling startup , SOPs allow founders and early employees to transfer knowledge systematically, ensuring that new hires can quickly learn the ropes without extensive one-on-one training. In a global enterprise , SOPs standardise operations across different geographies, ensuring consistent product or service quality while adhering to local compliance requirements. By identifying when and where SOPs provide the most value, businesses can leverage these documents to build stronger processes, enhance employee performance, and improve overall organisational effectiveness. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations offer clarity and a well-defined pathway for you and your team to move forward confidently. Get Started

Discover how to improve business productivity by transforming your business into a learning organisation How to Improve Business Productivity Discover how to improve business productivity by transforming your business into a learning organisation Published on: 12 May 2022 Business Productivity and the Economy Small businesses are the driving force of the UK economy; making up a whopping 99.3% of private sector businesses. They employ over 16.3 million people and account for £2 trillion of annual turnover in the UK. All this is to say, if we could improve small business productivity in the UK, the benefits would be far-reaching. Not just for businesses and employees themselves, but for wider society. It means increased taxable income for the government, increased wages for employees and more money circulating in society. All in all, it’s good news for everyone if small businesses increased their productivity. The same paper cited above states that there are two main roadblocks for SME productivity — access to finance and poor management practices. The government has introduced a whole host of financial support to address the former. But the latter remains problematic for many small businesses. While management styles aren’t the only thing hampering business productivity, they’re certainly the largest one. Despite research and studies showing that the old command-and-control management style produces poor results in regard to productivity, many SMEs seem reluctant to let go of it. For us, addressing productivity in small businesses, or large, means addressing the way you think about business in general. Improve Business Productivity by Becoming a Learning Organisation While most of the articles around small business productivity will address basic tips like organisation and delegation ( and we’ll get to those ), we actually think it needs to be thought of more broadly. So many businesses are stuck in a traditional mindset. A strange idea that management should do the thinking, while employees do the tasks. It’s profit-driven and while many might proclaim to be customer-centric, the reality is that it’s profit-centric. This has been the prevailing mindset in SMEs and larger businesses for years. Yet, UK productivity has still continued to lag behind the G7 nations. Clearly, something’s got to give. This is where the idea of a learning organisation comes in. It’s by no means a new concept, in fact, it’s been around for decades. In simple terms, a learning organisation is a company that continuously facilitates the learning of its employees and transforms itself accordingly. It’s a hard concept to get your head around if you’ve not seen it first hand, so we’ll use some examples, albeit from larger companies. Business Productivity Examples to Inspire You Adobe is the top of their game when it comes to business productivity and this all comes down to the fact that they’re a self-proclaimed learning organisation. They’re continuously recognised as one of the best places to work for by Fortune Magazine due to their commitment to their staff. They do all the things you’d expect of a leading tech company. They offer incredible benefits for their staff, insist on transparency and communication and recruit from under-represented communities. But more than this, they’ve created their award-winning programme Kickbox. This programme encourages innovation and risk-taking, whatever the outcome. Any staff member can request it and they’re given a box containing a $1000 prepaid credit card to explore an idea. No questions asked. It’s an incredible amount of trust and faith in your employees that inspires and engages them to bring their best ideas to the table. Next up, another tech company that should be no surprise, Google. Google is a model for corporate learning culture. Employees set their own schedules and collaborate as they see fit across departments. Similar to the above, they’ve gone beyond the expectations of leading tech company benefits with their management research. Google wanted to find out what made a great manager. So they found the data through reviewing performance ratings and employee surveys to find a pattern in what made them great. All said, they found 10 behaviours that consistently made for great managers. The behaviours themselves are all the things you’d expect to find in a great manager; good communication skills, inclusivity, vision, technical skills and more. The important thing is they then took this information and applied it to their recruitment processes. So they’d only get the very best for their employees and their business. There are plenty more examples, often from tech companies. But the takeaway shouldn’t be that tech companies have a commonality in their benefits and work culture. They’re not succeeding solely because they’re in the tech industry, they’re succeeding because of the work culture they create. The takeaway should be that all businesses, regardless of industry, should be striving to create the same culture so they might also be as successful. How to Improve Business Productivity We’ve explained the overall concept of a learning organisation, and we’ve given examples. But how do you realistically implement it in your own small business? Our business productivity solutions is one way. It’s a good question. You haven’t got the resources that the market leaders above do. But that doesn’t mean you can’t make changes to your organisational structure to transform your business into a productivity powerhouse. Create Operational Excellence Creating operational excellence is paramount for boosting business profitability due to its multifaceted advantages. Firstly, streamlined operations reduce costs by minimising waste, optimising resources, and enhancing productivity. Efficiency gains translate into direct savings, which directly bolster the bottom line. Secondly, operational excellence creates consistency and reliability in delivering products or services, thereby enhancing customer satisfaction and loyalty. Satisfied customers are more likely to return and recommend the business to others, thereby expanding the customer base and increasing revenue. Moreover, a well-organised operation is better equipped to adapt to market changes and capitalise on emerging opportunities swiftly. This agility is crucial in today's dynamic business landscape. Additionally, operational excellence often involves creating a culture of continuous improvement and innovation, leading to long-term sustainability and competitiveness. Ultimately, businesses that prioritise operational excellence are better positioned to weather challenges, capitalise on growth opportunities, and ultimately, maximize profitability. Know Your Team This could be differently phrased as delegation, but we hate the terminology. The reality is you’ve hired certain individuals because they’re great at what they do. So why are you still so involved? Trust your staff to do the job you hired them to do. This means knowing your team members and their strengths and delegating to them wherever possible. Don’t demand constant updates or always need to be involved in a project. Ask for periodic reports and ensure if your staff need support or have queries, they can come to you anytime. Hire Well Hiring is a tricky business. It’s why recruitment agencies do so well, there’s almost an art to it. Hiring the person who will work for the least amount of money isn’t always your best option. Hiring the manager with great corporate experience doesn’t mean they have the best people skills. Hiring the person bursting with ideas doesn’t mean they’ll be able to strategise. Hiring requires a certain balance of the right skill and the right person to fit into existing teams. They need to match your company values and ethos. Advertise in the kind of areas you would want your potential employees to be searching, such as LinkedIn or other social media. Use personality tests to better understand yourself and your employees. Motivate Your Staff A happy, engaged employee is every business’ dream. They’re more productive, creative and innovative. All that energy is given back into your business. Much of staff motivation revolves around empowerment and incentive. But overall, it means looking beyond the bottom line to figure out where you can improve your employees well-being. Let employees work remotely and flexibly wherever possible. Invest in automation to free up staff time so they can focus on more creative and interesting activities. Recognise great work every time you see it, instead of only at annual reviews. Settle for nothing less than open communication, both positive and negative, but then actually implement solutions and ideas. Make Your Work Space Beautiful Businesses have too often been focused on only improving office spaces due to client visits. It shouldn’t be the case. Imagine you’re stuck in a windowless room. There’s no decoration, one fluorescent light, the walls are beige and the floor is grey. Imagine how quickly your creativity would be sapped out of you. This is the bleak reality many office workers face. The environment is drab, stale and uninspiring. The bare essentials like a desk and a computer are provided, but there’s little else to inspire them. This is why market leaders are investing in their office space. By making it somewhere people love to be, they’re not just impressing clients, they’re looking after their employees. If your employees are remote full-time, you can even consider offering a bonus to help fund their home office space. Learn From Your Team As we said above, it’s great to know your team and it’s great to communicate with them. But even if you’re listening to concerns, you need to learn from them. Your employees are on the frontline of your business. They go through the same processes every day. They are the best-placed people to think of new opportunities, resolve bottlenecks and suggest new practices. Listening to and learning about the daily challenges your employees have is what drives your company to the next level. Processes become more streamlined, customers receive a better service, your employees are happier. Overall, your company is more productive. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

The UK is facing a business productivity crisis, one we want to fix! Find out why business productivity matters and how we can solve this problem. Why Business Productivity Matters COVID-19 has had an impact on worker productivity with many businesses struggling to survive. But there has been a decline in productivity growth in the UK for decades. In fact, the pandemic has highlighted that workers are willing to adopt new strategies and innovative new ways of working. Published on: 4 Jan 2024 COVID-19 has had an impact on worker productivity with many businesses struggling to survive. But there has been a decline in productivity growth in the UK for decades. In fact, the pandemic has highlighted that workers are willing to adopt new strategies and innovative new ways of working. A report from Peldon Rose, “The Office of the Future”, found that 35% of business leaders felt that workplace productivity had improved during the pandemic. Why Productivity Matters for Business Growth and Profitability Discover why productivity is the cornerstone for businesses aiming to drive sustainable growth and long-term profitability. Productivity is one of the primary driving forces behind business success, yet, the UK has witnessed a sustained period of poor productivity growth. In fact, the UK’s level of productivity is over 20% lower than other advanced nations including France, Germany and the US. As Paul Krugman, the Nobel Prize winning economist, said “ Productivity isn’t everything, but, in the long run, it is almost everything. ”. Boost Your SME’s Effectiveness and Profit Margins Pinpointing and solving the right problems today sets the foundation for tomorrow’s growth. By increasing productivity, you enhance profitability, build resilient teams, and reclaim valuable hours. The Hidden Cost of Low Productivity Without operational excellence, your business productivity suffers, making growth slow and eventually halting progress. It’s like pedalling a bike with flat tyres – exhausting and inefficient. But with fully inflated tyres, you move faster, further, and with less effort. Low productivity is the invisible gremlin that drags your business down. Productivity Gremlins Sabotage: Competitive Advantage Team Morale and Mental Health Operational Costs These gremlins often emerge during growth phases, silently eroding efficiency until profitability is compromised. Learn from the Best: The Elon Musk Approach to Productivity How did Elon Musk disrupt industries like banking, space travel, and automotive? By embedding operational excellence into PayPal, SpaceX, Tesla, and The Boring Company. His companies outperform legacy giants through relentless focus on efficiency and innovation. Operational Excellence is Your Competitive Edge It’s no longer enough for your product or service to outshine competitors – your entire customer experience must surpass expectations. Giants like Amazon and Apple redefine service standards, shaping customer expectations across all industries. Eliminate Friction to Drive Business Growth Operational excellence involves aligning every aspect of your business to deliver a seamless, world-class experience. From sales and marketing to HR and customer service, each function must integrate to reduce friction and boost productivity. The Power of Technology and Cross-Functional Knowledge Successful businesses leverage technology to understand customer behaviour and drive personalised experiences. Teams with cross-functional expertise can swiftly identify and resolve issues, strengthening the entire value chain. Toyota: The Benchmark for Operational Excellence Toyota leads the automotive industry through the renowned Toyota Production System (TPS), a model of operational efficiency. This approach is replicated across industries seeking sustainable growth. Transformation Should Be Continuous Process reengineering and business transformation must evolve from periodic, top-down initiatives to ongoing, bottom-up practices driven by employees. Daily incremental improvements across departments fuel long-term growth and resilience. Achieve Enterprise-Wide Operational Excellence Operational excellence must span the entire organisation – from IT and finance to marketing, sales, and beyond. Integrating productivity into every facet of your business secures profitability, customer loyalty, and competitive dominance. Increasing Business Productivity has a Shared Benefit for Everyone Companies benefit from business growth and higher profit margins. Employees have a better working environment, more disposable income and improved career opportunities. And, the government benefits from higher business tax and a stronger economy. We all benefit, as the country becomes richer, the standard of living rises and generates more money to be spent on health, education and welfare. Improving Productivity is about Working Smarter, not Harder Working even harder only lowers productivity through tiredness, mistakes and rework. Low levels of productivity can quickly become a vicious circle. Underpaid, undervalued and underqualified staff have low job satisfaction and therefore, perform poorly. Bosses are then producing and selling less due to poor productivity and, as a result, invest less in their employees which further undermines productivity levels. Important Skills Needed to Improve Business Productivity It is vital that a company’s management team possess excellent communication skills , know how to lead, delegate and most importantly motivate staff. Motivated, engaged and qualified staff take control of their own workload and contribute valuable ideas to the business which, in turn, increases workplace productivity. Sensible HR decisions and ongoing training are essential as employees who are underqualified for their role lack the confidence and skills for optimal performance. Productive staff produce the same amount of work in less time which can give your business a significant advantage over your competitors. Businesses can produce larger quantities, offer a shorter lead time or invest increased time and attention on customer service, therefore clinching an all-important sale. There is a long way to go in solving the productivity puzzle in the UK but it is a vital mission to save the UK business economy. Even a modest improvement in the performance of the bottom 75% of UK companies could generate an additional £130bn each year. This productivity crisis is what inspired us to start our business productivity improvement programme. We know that improving business productivity across the UK would produce huge benefits for not just employees and businesses, but our larger society. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

Agile HR is a modern approach to human resources management that aligns with Agile principles from software development. Agile HR: Revolutionising Human Resources in the Modern Workplace Agile HR is a modern approach to human resources management that aligns with Agile principles from software development. It emphasises adaptability, collaboration, and customer-centricity in HR processes. Agile HR encourages iterative improvements, cross-functional teams, and a focus on employee engagement to better support organisational goals and respond to changing business needs. In an era marked by rapid technological advancements, shifting market dynamics, and evolving workforce expectations, traditional Human Resources (HR) practices are undergoing a transformation. Enter Agile HR, a contemporary approach that adapts agile principles from software development and project management to HR functions. Agile HR has emerged as a game-changer, offering organisations the ability to stay flexible, responsive, and employee-centric. In this comprehensive exploration of Agile HR, we delve into its key principles, benefits, challenges, real-world applications, and best practices. Understanding Agile HR Agile HR is not a one-size-fits-all approach; rather, it is a mindset and set of practices aimed at reimagining how HR operates in a dynamic environment. At its core, Agile HR shares several key principles with agile methodologies used in software development, such as Scrum or Kanban. These principles include: 1. Iteration Agile HR operates in cycles or iterations, typically called sprints, where teams focus on specific HR initiatives, adapt as needed, and then move on to the next set of priorities. This iterative approach allows HR to respond promptly to changing business conditions and employee needs. 2. Collaboration Cross-functional teams consisting of HR professionals, managers, and employees work together to solve problems, improve processes, and achieve HR objectives. Agile HR fosters a culture of collaboration, breaking down traditional silos within HR and across the organisation. 3. Feedback Frequent feedback loops are established to ensure continuous improvement. Agile HR relies on regular check-ins and retrospectives to assess and adjust HR practices, enhancing the adaptability and effectiveness of HR initiatives. 4. Customer-Centricity Agile HR places employees at the center of its efforts, seeking to meet their needs and enhance their experiences within the organisation. This customer-centric approach ensures that HR practices align with the expectations and aspirations of the workforce. Benefits of Agile HR Enhanced Flexibility Agile HR enables organisations to swiftly respond to changing business conditions and employee needs. Teams can pivot and adapt without being locked into rigid, long-term plans. This flexibility is crucial in a rapidly evolving business landscape. Improved Employee Engagement By involving employees in decision-making and process improvement, Agile HR fosters a sense of ownership and engagement. Employees become active participants in shaping the workplace culture, leading to higher job satisfaction and retention rates. Faster Problem Resolution Agile HR's iterative approach allows for the timely identification and resolution of HR issues. Rather than waiting for annual reviews or assessments, teams can address problems promptly, resulting in a more agile and efficient HR function. Increased Innovation Encouraging experimentation and creativity, Agile HR fosters a culture of innovation. HR teams and employees alike are empowered to propose and test new ideas, leading to continuous improvement and adaptation to evolving needs. Better Talent Management Agile HR facilitates more effective talent acquisition and retention by focusing on employees' career development, skill enhancement, and well-being. By aligning HR practices with employee aspirations, organisations can attract and retain top talent. Challenges of Implementing Agile HR While Agile HR offers numerous advantages, it is not without its challenges: Change Management Transitioning from traditional HR practices to Agile HR can be met with resistance from employees and HR professionals accustomed to conventional processes. Effective change management strategies are essential to mitigate resistance. Cultural Shift Organisations must cultivate a culture of trust, transparency, and open communication to enable Agile HR to thrive. This cultural shift may require time and effort, as employees and leaders adjust to new ways of working. Skill Set Requirements HR teams may need to acquire new skills in areas like data analysis, facilitation, and agile methodologies to effectively implement Agile HR. Training and development initiatives may be necessary to bridge skill gaps. Scalability Agile HR may face difficulties when applied to larger organisations or those with multiple layers of hierarchy. Adapting agile principles to suit different contexts can be complex, and scaling Agile HR practices may require careful planning and customisation. Real-World Applications of Agile HR Several organisations have successfully adopted Agile HR principles to revolutionise their HR practices. Here are a few examples: Spotify Known for its innovative approach to HR, Spotify employs a "Squad" model, where cross-functional teams take ownership of HR initiatives. This model allows for rapid iteration and customisation of HR processes to suit the unique needs of each team. Spotify's Agile HR practices have contributed to its reputation as an employer of choice. ING Bank ING Bank embraced Agile HR to streamline its performance management system. They replaced traditional annual reviews with continuous feedback and coaching , resulting in increased employee satisfaction and productivity. ING Bank's Agile HR transformation demonstrates how iterative feedback can drive meaningful change in HR practices. Airbnb Airbnb employs Agile HR practices to adapt its HR policies to the diverse needs of its global workforce. The company uses regular "Pulse" surveys to gather employee feedback and adjust HR practices accordingly. Airbnb's customer-centric approach to HR has helped create a culture of inclusion and responsiveness. Zappos The online retailer Zappos implemented Agile HR practices, including holacracy, which eliminated traditional hierarchies and empowered employees to self-organise into teams. This approach has led to greater employee engagement and adaptability. Zappos' Agile HR journey showcases how unconventional HR structures can foster innovation and agility. Best Practices in Agile HR Implementation Successful Agile HR implementation requires careful planning and adherence to best practices: Leadership Buy-In Obtain leadership support and commitment to drive the Agile HR transformation. Leaders should champion the cultural shift and set an example for the rest of the organisation. Pilot Projects Start with small pilot projects to test Agile HR practices. This allows teams to learn and refine their approach before scaling up. Training and Development Invest in training and development programs to equip HR professionals with the necessary skills and knowledge to thrive in an agile environment. Provide ongoing learning opportunities to stay up-to-date with best practices. Clear Communication Communicate the Agile HR journey clearly to all stakeholders. Transparency and open dialogue are essential to address concerns and maintain trust throughout the transformation. Feedback Loops Establish regular feedback loops with employees and teams. Use feedback to make informed decisions and continuously improve HR practices. Adaptability Be prepared to adapt Agile HR practices to suit the unique needs of your organisation. Flexibility is key to ensuring that Agile HR aligns with your specific context and goals. Conclusion Agile HR is a transformative approach that empowers organisations to navigate the complexities of the modern workplace. By embracing agile principles such as iteration, collaboration, feedback, and customer-centricity, HR functions can become more agile, responsive, and employee-centric. While there are challenges in implementing Agile HR, the benefits, including enhanced flexibility, improved employee engagement, and increased innovation, make it a worthwhile endeavor. As organisations continue to evolve, Agile HR is poised to play a pivotal role in shaping the future of human resources management, driving employee satisfaction and organisational success. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations offer clarity and a well-defined pathway for you and your team to move forward confidently. Get Started

Discover the five critical stages of business growth and the common failure points that can impede progress. Learn actionable strategies to overcome challenges and sustain long-term growth. The Five Stages of Business Growth: Navigating Key Failure Points Discover the five critical stages of business growth and the common failure points that can impede progress. Learn actionable strategies to overcome challenges and sustain long-term growth. Published on: 7 Jan 2025 The stages of business growth are often marked by predictable revenue milestones where companies face structural or operational challenges that can slow or even reverse progress. Recognising these points and preparing strategies in advance is essential for ensuring sustained business growth. £800,000: The Structural Reorganisation Challenge Key Challenge: Founder Dependency and Flat Structure At this stage, businesses often have around seven employees, all reporting directly to the founder. This flat structure can create inefficiencies and lead to founder overwhelm. To overcome this, businesses should establish formal reporting lines and clearly define roles. Delegating tasks to managers or team leads and focusing on leadership development are key steps. A critical mindset shift is often required, as many founders struggle with relinquishing control. Trusting the team is essential to scaling the business. £1 Million: Delegation of Functions Key Challenge: Founder-Driven Sales Founders frequently remain the primary drivers of sales, which leads to bottlenecks and limits growth potential. To move past this stage, it’s vital to hire and train a sales manager or team. Establishing a repeatable sales process and setting sales KPIs can help streamline operations, allowing the founder to shift focus to strategic initiatives such as partnerships or product innovation. £3 Million: Client Relationship Management Key Challenge: Founder Managing Key Client Relationships As the company grows, managing key client relationships personally becomes unsustainable. Develop a structured client service model or team, and assign account managers to maintain consistent client contact and service levels. Implementing a CRM system to track interactions and maintain visibility can improve overall customer relationship management. £6 Million: Product and Margin Optimisation Key Challenge: Rising Operational Costs Outpacing Revenue Growth At this stage, profit margins may shrink due to rising costs or inefficient processes. Conduct product line reviews to identify top-performing offerings. Streamlining processes and improving operational efficiency, as well as innovating or adjusting pricing to reflect the value of products, will help restore profitability. (Source: £15 Million: Brand Evolution Key Challenge: Brand Misalignment with Market Position As the business grows, its brand identity may no longer align with its market position or aspirations. At this stage, businesses must adopt formal corporate governance practices to manage continued growth. Refresh the brand identity, messaging, and visual assets. Develop a brand strategy that is aligned with future growth goals to attract new customers and increase client loyalty. This ensures the business maintains its competitive edge. Establish a formal board of directors, including non-executive directors, and implement governance structures for decision-making and risk management. Succession planning should also be considered to ensure leadership continuity. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

Permaculture is a design philosophy and approach that aims to create sustainable, productive, and regenerative systems that work harmoniously with nature. What is Permaculture? Permaculture is a design philosophy and approach that aims to create sustainable, productive, and regenerative systems that work harmoniously with nature. The term "permaculture is a combination of the words "permanent" and "agriculture" or "culture." However, permaculture is not limited to agriculture alone and encompasses a broader range of applications, including land use, community development, economics, and lifestyle choices. The history of permaculture The story of permaculture begins with the collaboration between Bill Mollison and David Holmgren in the 1970s. Both Mollison, an Australian biologist, and Holmgren, a graduate student at the time, were concerned about the environmental degradation caused by industrialised agriculture and the unsustainability of modern lifestyles. Their shared interest in finding sustainable solutions led them to develop the concept of permaculture. However, the concept extended beyond agriculture alone and encompassed a holistic design approach that could be applied to various aspects of human systems. In 1978, Bill Mollison and David Holmgren published the book "Permaculture One ," which introduced the core principles and ethics of permaculture. This publication marked the official beginning of permaculture as a defined discipline. Inspired by indigenous land management practices, traditional farming methods, and ecological systems, Mollison and Holmgren sought to create a design system that emulated the patterns and resilience of natural ecosystems. They recognised that by observing and working with nature's principles, it was possible to create productive and sustainable human systems. Permaculture gained wider recognition through Mollison's teachings and the establishment of the Permaculture Institute in Tasmania, Australia. Mollison travelled extensively, teaching permaculture design courses and inspiring a growing community of practitioners around the world. His teachings and the practical application of permaculture principles contributed to its spread across different continents and climates. The publication of Mollison's book "Permaculture: A Designer's Manual" in 1988 further solidified permaculture as a comprehensive design methodology. The book provided a detailed guide to permaculture design, covering topics such as site analysis, soil management, water systems, energy systems, and social aspects. Over the years, permaculture has evolved and diversified, with practitioners adapting the principles and methods to suit various contexts and challenges. Permaculture designs have been applied to a wide range of settings, including urban gardens, rural farms, community projects, eco-villages, and regenerative land management. Today, permaculture inspires and empowers individuals and communities to create sustainable and regenerative systems. It has influenced sustainable agriculture, ecological design, community development, and alternative education. Permaculture principles and practices have become integral to the broader sustainability and resilience movements. The history of permaculture showcases the power of observation, collaboration, and creative problem-solving in designing systems that promote the well-being of both people and the planet. It emphasises the importance of working with nature, valuing diversity, and fostering resilient and self-sufficient communities. Permaculture is guided by three ethics: Earth Care: This ethic emphasises the importance of caring for the Earth and all living systems. It recognises that our well-being is interconnected with the health and vitality of the planet. Permaculture seeks to minimise harm to the environment, regenerate degraded landscapes, and promote biodiversity. People Care: People Care focuses on meeting the needs of individuals and communities in fair and equitable ways. It involves promoting social justice, providing for basic needs, and fostering supportive and resilient communities. Permaculture encourages self-reliance, local decision-making, and cooperation among people. Fair Share: Fair Share relates to the ethical distribution of resources and the principle of sharing surplus. It recognises that resources are finite and should be shared in an equitable manner. Permaculture promotes the idea of using resources wisely, reducing waste, and redistributing excess to meet the needs of others and contribute to the broader community. Permaculture design Permaculture design is the practical application of these ethics. It involves observing and mimicking the patterns and principles found in natural ecosystems to create integrated and efficient systems. Permaculture design principles provide guidance for designing sustainable systems, and some common principles include: Observation and Interaction: Careful observation of natural patterns and interactions is essential for effective design. Understanding the relationships between elements allows for better design decisions. Use and Value Renewable Resources and Services: Permaculture encourages the use of renewable resources such as solar energy, wind power, and natural materials. It also emphasises valuing and utilising ecosystem services provided by nature, such as pollination, water filtration, and nutrient cycling. Design for Diversity: Permaculture recognises the strength and resilience of diverse systems. Designing with diversity in mind increases stability, enhances ecosystem functions, and reduces vulnerability to pests and diseases. Apply Self-Regulation and Accept Feedback: Permaculture systems are designed to be self-regulating and adaptable. They respond to feedback from the environment and the people interacting with them, allowing for continuous improvement and adjustment. Integrate Rather than Segregate: Permaculture seeks to create functional connections and relationships between different elements within a system. By integrating elements, such as plants, animals, and structures, the overall efficiency and productivity of the system can be increased. Use Small-Scale, Slow Solutions: Permaculture often favors small-scale, decentralised systems that can be easily managed and adapted. It emphasises the importance of gradual, incremental changes rather than large-scale, rapid interventions. Value the Edge: Permaculture recognises that the edges and interfaces between different ecosystems or elements are often the most productive and diverse. Designing to maximise the utilisation of edges can increase overall system productivity. Permaculture can be applied to various contexts, including urban gardens, rural farms, community projects, and even personal lifestyles. It provides a framework for creating sustainable and resilient systems that meet human needs while enhancing ecosystem health and biodiversity. Permaculture design techniques and strategies Permaculture design incorporates a wide range of techniques and strategies, including: Designing for multiple functions: Elements in a permaculture system should serve multiple purposes to maximise efficiency and productivity. For example, a tree can provide shade, produce fruits, improve soil quality, and act as a windbreak. Building soil fertility: Permaculture emphasises the importance of healthy soil as the foundation of a productive system. Techniques such as composting, mulching, and cover cropping are used to improve soil structure, fertility, and water-holding capacity. Water management: Permaculture design aims to capture, store, and efficiently use water on-site. Techniques like rainwater harvesting, swales (contour trenches), and the use of ponds or tanks help conserve water, prevent erosion, and support plant growth. Integrating diversity: Permaculture systems promote biodiversity by incorporating a variety of plants, animals, and microorganisms. Diversity increases ecosystem resilience, reduces pest and disease pressures, and improves overall productivity. Using renewable resources: Permaculture emphasises the use of renewable resources and minimising waste. Renewable energy systems like solar panels and wind turbines are often integrated into permaculture designs, and waste products are recycled or repurposed. Designing for energy efficiency: Permaculture designs aim to minimise energy inputs by optimising the placement of elements and utilising passive solar design principles. This includes designing buildings to maximise natural light and heat, and using energy-efficient technologies. Creating beneficial relationships: Permaculture design encourages the creation of mutually beneficial relationships between elements in the system. For example, planting nitrogen-fixing plants near crops that require nitrogen, or using companion planting to enhance pest control. Zones and sectors: Permaculture designs often utilise zoning and sector planning to strategically locate elements based on their frequency of use and energy requirements. Elements requiring frequent attention are placed closer to the center of activity, while low-maintenance elements are placed further away. Permaculture design can be applied to various scales, from small backyard gardens to large-scale agricultural systems. It seeks to create sustainable, productive, and resilient systems that work in harmony with nature while meeting the needs of people and communities. The permaculture design process The permaculture design process follows a systematic approach to create sustainable and regenerative systems. While different designers may have variations in their process, the following steps provide a general framework for designing using permaculture principles: 1. Define the Goals and Objectives: Begin by clearly defining the goals and objectives of the design project. Consider the needs and desires of the individuals or community involved, as well as the environmental and social context. 2. Site Analysis and Assessment: Conduct a thorough analysis of the site where the design will be implemented. Observe and document the existing natural features, climate patterns, water sources, soil conditions, microclimates, and available resources. This analysis helps in understanding the site's potential and limitations. 3. Design Conceptualisation: Based on the site analysis, develop a design concept that integrates the goals and objectives with the site's characteristics. Consider elements such as water management, energy flows, zones, and sectors. Use principles such as functional interconnection, stacking, and efficiency to guide the design. 4. Design Elements and Placement: Identify and select specific elements to be included in the design, such as plants, animals, structures, and infrastructure. Consider their functions, interactions, and relationships within the system. Use tools like zone planning and sector analysis to determine the optimal placement of elements based on their requirements and human use. 5. Integration and Synergy: Seek opportunities for integration and synergy among design elements. Look for ways to create mutually beneficial relationships and interactions, such as using plants to provide shade, windbreaks, or nitrogen fixation for other plants. 6. Implementation Strategies: Develop a plan for implementing the design, considering factors like available resources, budget, and timeline. Determine the sequence of implementation, considering dependencies and priorities. Break down larger tasks into smaller achievable steps. 7. Monitoring and Evaluation: Continuously monitor the implemented design to assess its performance and adjust as needed. Evaluate the effectiveness of the design in meeting the established goals and objectives. Collect feedback from stakeholders and learn from the successes and challenges encountered during implementation. 8. Iteration and Adaptation: Permaculture design is an iterative process that allows for continuous learning and adaptation. Use the feedback and insights gained from monitoring and evaluation to refine and improve the design over time. Embrace a flexible and evolving approach as the system matures and changes. It's important to note that the permaculture design process is not necessarily linear, and different steps may overlap or be revisited as the design evolves. It encourages a holistic and creative approach that takes into account the unique characteristics of each site and the needs of the people involved. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations offer clarity and a well-defined pathway for you and your team to move forward confidently. Get Started

An integrated business planning framework presents a great opportunity to develop the function of finance to drive business performance and productivity. How Finance Can Help Create an Integrated Business Planning Framework An integrated business planning framework presents a great opportunity to develop the function of finance to drive business performance and productivity. Published on: 21 Dec 2023 The finance function is evolving, fast. Where finance used to focus on traditional activities such as account management and act in an advisory role to the C-suite, the finance function of the future will be focused on driving business performance by leading strategic planning through data-led decisions. Rethinking finance means rethinking the way businesses plan. Integrated business planning presents a significant opportunity to develop the role of finance to meet future business needs. It offers a framework for finance to use that matches their new purpose of creating value adding activities for businesses. Finance Function is Developing Naturally Across Industries Research shows that finance function, particularly the role of the finance leader , is developing across industries. An average of five functions other than finance now report into the CFO. Further research reveals that four in ten CFOs say they spent more time over the course of a year focusing on activities that weren’t traditional finance activities. The survey revealed that these non-finance activities were predominantly strategic leadership, organisational transformation, performance management, capital allocation and big data and analytics. This shift in finance function makes perfect sense. Businesses face an increasingly challenging economic landscape alongside increasingly competitive markets. Finance is perfectly placed within the business to harness data, operational knowledge and analytical thinking to drive business performance. What is an Integrated Business Planning Framework? Integrated business planning (IBP) is an alternative approach to business planning. Traditional business planning often silos different business activities. Marketing has their strategy, HR has theirs, IT has theirs and so on. What this means for businesses is that the larger strategic goals are often disjointed from departmental strategies and activities may not align well with larger business goals. This results in poor business performance and business productivity for many companies. Instead, an integrated business planning framework seeks to align strategic business planning with operations and finance. It looks to create one single, cohesive business plan for everyone in the company. It achieves this by: Being one process of continuous improvement Having both short and long term strategic planning Using advanced data analytics that are shared across the business Cross-functional collaboration and communication between all departments C-suite adoption and sponsorship Finance Has a Key Role to Play in an Integrated Business Framework So, where does finance fit into an integrated business framework? IBP can be a driving element in developing the function of finance. As discussed above, finance has increasingly been tasked with more and more responsibilities outside traditional finance activities, with many more departments reporting into them. As finance begins to play a more strategic role in businesses, an integrated business planning framework gives finance a methodology to use to align these different responsibilities successfully, resulting in better outcomes for the business. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

Return On Capital Employed (ROCE) is an important measure of financial productivity or financial efficiency. Learn how to measure and improve ROCE. How To Measure and Improve ROCE Return On Capital Employed (ROCE) is an important measure of financial productivity or financial efficiency. This is a good measure of how well the business is being run. The higher the value, the better. It's also referred to as the "Primary Ratio". Published on: 6 Jun 2024 Return On Capital Employed (ROCE) is an important measure of financial productivity or financial efficiency. This is a good measure of how well the business is being run. The higher the value, the better. It’s also referred to as the “Primary Ratio”. A company exists to turn hours and money invested into profits. How well it does that is a measure of financial productivity or more often referred to as financial efficiency. ROCE is an important KPIs in helping to improve your business productivity management . How can you measure financial efficiency with ROCE? The formula for ROCE is defined as Operating Profit/Total Capital Employed *100% ROCE is showing what level of costs are required to drive profitability. The more productive a company is, the higher the retained earnings they’ll be to drive further growth. Total capital employed might include debt, retained earnings or shareholder equity. How does ROCE differ from Return On Investment (ROI)? ROI is only concerned with the returns created by a specific investment such as a marketing campaign. ROCE is looking at the returns created by all the costs of running the business including debt. How does ROCE differ from Return On Assets (ROA)? ROA is only looking at the returns created by capital equipment such as machines, vehicles and warehouse lifting equipment. Investors will use ROCE when researching companies for possible investment opportunities. Like all performance metrics, it should be used in conjunction with other KPIs to accommodate possible hidden risks, such as high levels of debt. The values needed can be easily obtained from a company’s accounts. It is best to establish a trend of ROCE over a period of time to accommodate market changes and possible seasonal variations. A high, stable ROCE will show the business is being well managed. If a company has high levels of cash reserves that it’s not using, this will make the company appear very inefficient when they are included as part of Total Capital Employed. Enhancing ESG Ratings through ROCE Return on Capital Employed (ROCE) can significantly enhance a business's Environmental, Social, and Governance (ESG) rating by promoting efficient resource use and responsible investment. High ROCE indicates effective utilisation of capital, aligning with ESG principles of sustainable management. Companies focused on improving ROCE often invest in eco-friendly technologies , optimise supply chains, and enhance operational efficiencies, thereby reducing environmental impact. Furthermore, strong ROCE performance reflects good governance practices and financial health, boosting investor confidence and stakeholder trust. By prioritising high ROCE, businesses demonstrate a commitment to long-term sustainability, positively influencing their ESG ratings and attracting socially responsible investors. How to improve ROCE The higher the revenue and the lower the costs, the better the ROCE. With staff costs being the biggest cost of all, it may be tempting to reduce the headcount or lower the wages to make the company appear more productive or more appealing to investors. It is this thinking that has contributed to the poor productivity figures of many UK businesse s, that lowering costs, especially staff costs will help build a stronger, more profitable business. The thinking is rooted deep in economics where staff are just seen as a labour cost, a cost to be minimised. With the top-down hierarchy, staff are recruited for a given job, given a job description, annual appraisals and monitored for the hours they start and finish work. This has the effect of making staff work more hours to feel more effective. An expectation is created that those long hours will be lead to a salary increase, promotion or just stop them losing their job. But in reality, all that happens is the same work just gets stretched over a longer time, people work less hard, they pace themselves to work the long hours needed and so productivity goes down. Longer lunches, casual conversations all stretch the day out so productivity goes down. The bosses may think they are getting more work completed for their money, that the employee is earning their salary, but in reality, the same work is being stretched out over a longer period, and most likely completed less effectively too. The Total Capital Employed may include high levels of debt to drive up sales or operating efficiencies, meaning the company may be carrying high levels of risk. Capital items are depreciated over time meaning companies with older equipment may look more profitable than companies with new equipment. Return on Equity (ROE) Another important, perhaps better, financial productivity KPI, Return on Equity, ROE, measures how well the shareholder value (cash essentially) of the company is creating value. Why is ROE a better performance measure than ROCE? Because ROE strips out debt from the capital employed to use just shareholder value and looks at net income, not operating profit, it gives a clearer picture of how well the business is being managed. How is ROE calculated? Return on Equity (ROE) = Net Income/Shareholder equity * 100 ROE is seen as an important financial KPI as it is only considering stakeholder equity (cash, equipment etc) and is a better measure of how well the assets of the business are being managed. If the ROE is high, check to see why. If it is because the shareholder equity is very low, the company may be low on cash. If it is because the revenues are very high, that shows a strong business performance. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

A Business Impact Analysis (BIA) is a systematic procedure for assessing the possible implications of a disruption to essential business operations. What is a Business Impact Analysis (BIA)? A business impact analysis (BIA) is a systematic procedure for assessing the possible implications of a disruption to essential business operations due to a catastrophe, accident, or emergency. Published on: 12 Jan 2023 The business continuity plan of an organisation must include a BIA. It has an investigative component to find any threats and vulnerabilities and a planning component to create risk-reduction plans. The result is a business impact analysis report that details the potential risks unique to the enterprise under study. Before the internet, social media, and artificial intelligence, a company could prepare a five-year business plan, develop a strategy, and then put the plan into practice. Similarly, a Business Impact Analysis might be developed to find future business continuity threats. The study might then be evaluated, risk mitigation measures developed, and then put on hold until the day a significant occurrence might necessitate their implementation. Today, controlling business disruption is business as usual, and having a disaster radar on round-the-clock is a tool every organisation needs. A firm will be thrown off track by all minor disturbances, not just one major one. By assessing possible business weaknesses, business gets a much more complete picture of their business risks and opportunities for improved business performance and how best to allocate resources today and in the event of an unforeseen and potentially catastrophic event. Awareness of the internal and external factors impacting business growth today and tomorrow improve business decision-making. Business disruption comes in many forms, whether due to competition, technology, the economy or regulation, amongst many other possibilities. Businesses seldom die from a single disruption but more commonly from mini troubles that may go unseen or unknown. When a larger, more obvious disorder occurs, this can bring the end, but it was probably not the real underlying cause of the failure. According to systemic leadership, a disruption in one area of the organisation will impact all other areas. These disruptions exist quantitatively and qualitatively and may impact the environment, employees, the larger community, and society. What Is Business Analysis? The business analysis uses IT systems, staff development, procedures, and business systems to pinpoint business problems, create solutions, and address them. Software development, process enhancements, organisational change, company transformation, and policy revisions may all be involved. The business analysis aims to reduce risk and increase the value of any change program for its constituents. They will consider all stakeholders as part of a stakeholder capitalism program when doing a business analysis that covers Environmental, Social, and Governance (ESG) factors and their effects on growth and profitability. This may include the rules and regulations about ESG compliance. ESG factors are becoming more and more significant to investors, employees, and customers. To maintain or boost individual and corporate productivity, they will work to maximise flow for the organisation, teams, departments, and personnel. Business analysis is determining and outlining the demands of an organisation’s operations and suggesting solutions to meet those needs. A business analyst’s job is to serve as a liaison between the technical team and the business stakeholders, ensuring that the created resolution satisfies their needs. A business analyst can offer insights that can guide decision-making and assist an organisation in achieving its objectives. They also considers the impact on stakeholders by collecting and analysing data and comments from stakeholders. Furthermore, business analysis can assist in locating new opportunities, places for improvement, and prospective growth areas and generate solutions that may result in business success, cost savings, increased revenue, and, therefore, benefits for shareholders. Overall, business analysis is essential to guarantee the long-term success of the company by bringing stakeholders’ interests and the company’s goals into alignment. Business Continuity Planning (BCP) The IT department of a corporation frequently develops a business continuity plan to reduce the risks of an unforeseen incident, like a flood or fire. It’s a proactive procedure that finds the company’s flaws and crisis-related vulnerabilities. Its purpose is to help avoid unplanned downtime and recover from it. It will go over the processes and systems that must be kept up in a crisis, like a server failure, a pandemic, or a natural disaster. The BCP must be maintained and regularly updated as it contains key information essential to the organisation’s successful operational performance. It should be tested to find any flaws so that they can be fixed and procedures updated. Its purpose: · To hasten a company’s ability to recover from an unplanned, major business incident. · Understanding potential threats to ongoing business performance and determining the necessary responses in the case of an unforeseen and unscheduled business event are made easier for a company, its directors, and senior personnel using this tool. This helps minimise any negative effects on the business’s finances and retain consumers. · Any unplanned business event will be lessened by a BCP, which will also help to maintain the company’s financial viability. · It will contain important policy details, contact information for key employees and other stakeholders, and crucial procedures to help implement any business recovery quickly and successfully. · Any single points of failure, current risk mitigation techniques, and the expertise required to recover from an incident will all be identified. BS 25999 and ISO 22301 BS 25999 and ISO 22301 are international standards for business continuity management (BCM). BCM is organising, creating, and upholding policies and procedures that businesses can utilise to lessen the effects of disruptions and go on during an emergency or catastrophe. A British standard for BCM called BS 25999 was initially released in 2007. It offers recommendations for businesses on how to set up and maintain a BCM system, including how to do risk analyses, create business continuity plans, and run tests to see how well they work. ISO 22301 eventually took the place of BS 25999. A global standard for BCM called ISO 22301 was originally released in 2012. Although it is based on BS 25999, additional international BCM standards are also included. Similar to BS 25999, ISO 22301 offers instructions for businesses on how to set up and manage a BCM system. This includes how to carry out risk analyses, create business continuity plans, and carry out exercises to evaluate the viability of those plans. It offers a more thorough approach, though, and is used everywhere. The BCM systems of organisations can be developed and implemented using the frameworks provided by BS 25999 and ISO 22301. They can also be used to verify the efficacy of a BCM system. Organisations that have earned certification following one of these standards have proven that they have implemented the best BCM practices. That shows they are better equipped to manage interruptions and carry on with business in the case of an incident or crisis. Why Complete a BIA? It might not seem vital to spend the time and use up important resources on a BIA right now. Maybe you believe you already have one, but when was it finished? If your company hasn’t changed significantly, you might believe it isn’t necessary, not business-critical, or not a top priority. You might think that an audit is the only use for it. So, these are a few justifications for finishing a business impact report: · It provides a chance to examine business processes, their interrelationships, and the IT systems utilised in those processes. · You’ll be able to identify any flaws, such as the lack of data backup or the need for a few key employees who are the only ones with the necessary system knowledge. · You may see how various departments and groups interact and how that might be enhanced. You can learn how things are done. Work frequently follows the path of least resistance, but is this always the optimal course of action or is it simply how people perceive things to be done? · Plans for important IT and catastrophe recovery are examined to see if they can improve. Compliance with regulations is verified and validated. · It may be possible to eliminate fees for things that are no longer used, such as applications, insurance, and licenses. · The organisation’s pulse is measured to see whether there is a potential danger to the resilience of the business, and critical processes, functions, roles, and departments are identified. · You leave with a much better comprehension of the business risks and prospects for increased business success. Everyone has the chance to learn more about the company they work for. Additionally, individuals appreciate when management is interested in them, their role, and the dangers involved. Negative Results Of Business Disruptions Brand and Reputational Damage It can harm an organisation’s reputation, which can cause customers, partners, and other stakeholders to lose faith in and credibility with it. This may result in a decline in sales and difficult-to-repair brand damage. Reduced or Delayed Cashflow It can result in a decrease in revenue and an increase in expenses, which can hurt an organisation’s cash flow. This may make it challenging for a firm to fulfil its financial commitments, such as paying its employees and expenses, and may result in financial trouble. Lost Sales and Income Because clients would not be able to acquire goods or services or could decide to work with a rival, business disruptions can result in a loss of sales and income. This can majorly affect an organisation’s financial performance, which can be catastrophic for small enterprises. Increased Expenses and Overheads Costs associated with repairs and recovery activities are only two examples of how business disruptions can raise expenses. This may hurt an organisation’s cash flow and profitability and make it more challenging to bounce back from the trouble. Fines and Contractual Breaches If a company cannot fulfil its commitments under contracts or laws, business disruptions may result in fines and penalties. This has the potential to be expensive and harm an organisation’s reputation. Bad feelings and impact on the business culture and operating environment can also affect relationships with suppliers and other stakeholders, staff morale, and productivity. An organisation may find it difficult to bounce back from the interruption, which may negatively affect the operating environment and corporate culture. Structural Business Impact Disruptions Include 1. Natural catastrophes can cause damage to structures, rendering them unusable. 2. Failure of IT systems, manufacturing machinery, or transportation vehicles can cause operations to be disrupted. 3. Issues with the supplier: Delivery, quality, or availability issues for goods or services might cause operations to be disrupted. 4. Power outages can cause activities to be disrupted by making it difficult or impossible to use equipment and systems that depend on energy. 5. Data loss: Operations can be hampered by the loss of crucial data, including financial, customer, or inventory information. 6. Absenteeism among employees: Excessive absenteeism can cause operations to suffer, making it challenging to finish tasks and projects. Impacts That May Affect The Business Strategy Competitor action By altering the competitive environment and influencing consumer demand for a company’s goods or services, competitor activity, such as new product launches or pricing changes, can impact a company’s strategy. Failure in marketing A business’s strategy may be impacted by a marketing failure, such as an unsuccessful advertising campaign, which lowers the demand for the company’s goods or services. Product or service failure A product or service failure, such as a recall or a technical problem, can impact a company’s strategy by decreasing consumer satisfaction and faith in the company. Declining working culture A company’s strategy may be impacted by a deterioration in the working culture within the firm since it may lower staff morale and productivity, which may result in a drop in the calibre of goods and services. Declining working environment Employee dissatisfaction and productivity can be negatively impacted by a reduced working environment, such as inadequate facilities or equipment, which can affect a company’s strategy. Increased workload and stress levels Increasing staff productivity, motivation, and contentment can hurt a company’s strategy. New directors or managers with different values Changes in organisational direction brought about by hiring new directors or managers with different values can impact a company’s strategy, which can lower productivity by confusing and unsettling staff. Typical Phases Of A Business Impact Analysis Define And Agree To The Objectives And Scope Of The BIA This stage is essential for making sure the BIA is concentrated on the business areas that are most important to the organisation and that the analysis’s findings will be beneficial to it. Senior management agrees on the objectives and scope of the BIA Preparation Of Team This step entails selecting the people and organisations in charge of carrying out the study and ensuring they have the abilities, information, and resources required to do so successfully. Additionally, it’s crucial to make sure the team members are properly trained and equipped, including with the tools and information they need to conduct the BIA. Collect Relevant Data And Information The BIA lead or team gathers the needed data from the necessary staff members, systems, and outside sources. To ensure accountability, make sure senior leaders are participating. Consider listing the following information for each process under review: process name, process purpose, process inputs and outputs, process timings, participants, pertinent data, IT systems, and effects or contributions to the business on the legal, financial, reputational, and operational levels. Information Review And Analysis To determine the potential effects of disruptions on the business, this stage entails gathering, analysing, and evaluating data on the organisation and its crucial operations. The information is then examined to ascertain how various disruptions might impact the firm and its operations. In addition to evaluating potential threats to the organisation’s reputation, brand, and long-term viability, this can also include determining the possible effects of interruptions on revenue, costs, and other financial measurements. The team will also assess how various organisational components are interconnected and dependent on one another and how disturbances in one business area may impact other areas. Business Report Creation Create the BIA report with the team, evaluate it with the contributors, and distribute it to the appropriate senior leaders. This step entails writing information that includes suggestions for addressing identified risks and vulnerabilities and summarising the BIA’s findings. An executive summary, an explanation of the BIA methodology, a list of essential business operations and possible effects, a risk assessment, and a recovery plan might all be included in the report. Recommendations Review The team will consider various potential remedies throughout the recommendations assessment to address the noted risks and consequences. Examples of these solutions include implementing new practices, guidelines, or processes, acquiring new tools etc. The team will assess each solution’s viability, cost, and advantages while considering the organisation’s resources. Ongoing Review And BIA Maintenance The BIA should be periodically reviewed and updated to ensure that the data and suggestions are still valid and pertinent. This can be done regularly, such as once a year, or in reaction to adjustments made to the organisation’s activities, including the introduction of new goods or services, modifications made to the regulatory landscape, or adjustments made to the organisation’s risk profile. Critical Success Factors For A BIA · Senior management support: For a BIA to be successful, senior management must be committed and supportive. They must recognise its significance and be prepared to offer the resources and assistance required. · Clear objectives and scope: To ensure that the BIA is focused and pertinent to the organisation’s BCM program, it is crucial to identify its goals and scope explicitly. · Skilled and experienced team: A BIA needs a group of knowledgeable, experienced persons with the skills and information required to carry out the analysis successfully. · Accurate and relevant data: For the BIA process, accurate and pertinent data is crucial. Without it, the analysis will probably be flawed, and the suggestions might not work. · Communication and stakeholder engagement: To get information and input from key stakeholders, including employees, clients, and suppliers, effective communication and stakeholder engagement are crucial. · Maintenance and Regular review: A BIA should be reviewed and updated regularly to ensure the data and suggestions it provides are still accurate and useful. · Implementation and testing: This is essential to ensuring that the organisation is ready to respond to and recover from disruptions. Disaster Recovery Planning Once the BIA is finished, an emergency response plan can be developed. Time must be spent on disaster recovery planning once the processes, procedures, systems, and data are essential for the business’s continued operation after an otherwise terrible occurrence has been identified. For instance, it is important first to comprehend how a flood or fire would likely affect clients, employees, revenue, partners, and suppliers. A disaster recovery plan can be made to restore or safeguard crucial infrastructure, applications, and data after a significant outage to save downtime. Determining recovery time goals and recovery point objectives(RPO) is a crucial component of the disaster recovery plan. Recovery time targets describe how long it should take to resume regular business operations and the associated costs and effects on the company. Furthermore, recovery point objectives discuss the potential loss of data and its impact on the company. BIA and Risk assessment Both the Business Impact Analysis (BIA) and the Risk Assessment processes are crucial in identifying and assessing potential effects on a business. They do, however, have some glaring parallels and divergences. Similarities · Identification and evaluation of potential effects on an organisation are made using BIA and risk assessment. · It is necessary to identify crucial business functions and their connections for BIA and risk assessments. · Evaluating potential effects and likelihood of occurrence is a component of both BIA and risk assessment. · Plans for mitigation and recovery are created using both BIA and risk assessment. Differences between the BIA and Risk assessment · Risk Assessment focuses on determining the likelihood and potential severity of a disruption, while BIA focuses on assessing the impact of an upset on the company. · While Risk Assessment focuses on locating potential sources of disruptions and the possibility that they will occur, BIA concentrates on finding essential business operations and their interdependence. · BIA determines the impact of disorders on the company, while Risk Assessment assesses the likelihood and potential severity of disruptions. · While Risk Assessment is used to discover and assess potential risks and vulnerabilities in the company, BIA is used to create mitigation and recovery plans to deal with the effects of disruptions. Common Challenges With Business Analysis Impact The process of doing a business impact analysis (BIA) can be difficult and complex, and there are many problems that firms frequently run into. These difficulties include: Difficulty identifying critical functions Finding the tasks that are essential to the ongoing running of the business is one of the major problems of a BIA. This can be challenging since different departments or functions within an organisation may have different viewpoints on what constitutes a critical function. Assessing a function’s criticality might be an arbitrary procedure. Lack of data Lack of data and knowledge is another frequent issue. It can be challenging to analyse the possible effects of disruptions on the business effectively and to make well-informed decisions about mitigating those consequences without precise and pertinent data. Limited alignment with organisational goals Activities related to business analysis could not necessarily align with the organisation’s broader aims and objectives, which would have an unreasonable impact. Difficulty in communicating the impact Business analysts could have trouble explaining to stakeholders how their actions would affect them, which could result in a lack of understanding and support. Limited collaboration and communication Business analysts could not have the requisite stakeholder collaboration and communication skills, which would restrict their impact. Limited knowledge and abilities Business analysts may lack the information and skills needed to conduct business analysis operations efficiently, which will have little impact. Limited time Business analysts might only have a short amount of time to accomplish business analysis tasks, which could affect the deliverables’ accuracy and thoroughness. Conclusion BIA can assist firms in creating efficient mitigation and recovery plans that lessen the effects of disruptions and help preserve operational continuity by recognising potential risks and vulnerabilities. As a result, businesses can lower their environmental impact and increase the sustainability of their operations. This enhances people’s lives by maintaining access to basic services, and secure the world’s future by minimising disruptions’ effects on the global economy and society. The entire health of the earth and society can be improved by organisations becoming more resilient, sustainable, and proactive in managing risks with the aid of BIA. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

11 benefits of award entry writing service from increased sales to customer loyalty, there are many benefits of business awards. 11 Benefits of Award Entry Writing Service Business awards aren't just a marketing opportunity. From increased sales to customer loyalty, there are many benefits of business awards. Learn more. Published on: 24 Jun 2021 Many businesses are missing out on the incredible benefits of an award entry writing service. Is your company one of them? Whether you see it as a PR exercise or you simply don’t have the resources to dedicate to the award entry submission process, there are plenty of reasons why you should enter business awards . In this article, we’ll be running over 11 incredible benefits of business awards using our award entry writing services. 1. Enjoy a Sales Boost Sure, business awards can be a costly process. You need to hire or internally source an award entry writer and gather resources, as well as cover whatever the costs involved are in attending the actual ceremony. But there’s good evidence to suggest that should you win, you’ll be easily recovering those costs and more. Research shows award-winning businesses can enjoy a sales boost of up to up to 37% . 2. Nothing in Life Comes Free, Except Marketing How often do you get the opportunity for other businesses to shout about your brand? Rarely! Business awards are a free marketing opportunity. You’ll enjoy the award company themselves talking about you, but also many other brands and customers engaging with your business and the award company. This gives you great opportunities to engage on social media and expand your reach. It’s also a great chance to create some unique, newsworthy content for your own website and social media. 3. Attract the Best Employees to Build Better Teams Employees expect more from businesses. We’ve written extensively about how we need to make work better before and all this revolves around being more people-centric. Chances are, you’re not going to win any business awards if you’re doing the bare minimum for your employees or your customers. To be an award-winning company means raising your standards and continually striving to be the best you can be. This makes you a better place to work, regardless of whether or not you win a business award. But should you win it, this can help your company stand out to potential new hires, helping you to attract the best talent. After all, who doesn’t want to brag a little about how they work for an award-winning company? 4. Boost the Morale of Your Current Employees Through Recognition It’s not just potential new employees that benefit from business awards. Another great benefit of business awards is the morale boost it can offer for your current employees if you win. Your staff get recognised for all their hard work and efforts put in to get your business to this point. A win will help assure them their efforts are recognised, not just by you, but by the wider industry and your customers. This can help motivate and inspire employees to continue doing the outstanding work they have been going forward. 5. Valuable Social Proof and Social Influence What do you do when you’re trying to figure out which business to work with or product to use? You look for evidence that others are doing just that, and that they’re enjoying the experience. It’s called social proof and it’s a psychological phenomenon that’s a powerful beast when it comes to your marketing. Just as we look for online reviews to assure us, winning business awards and displaying that achievement throughout our customer journey can have powerful positive effects on your customer journey. 6. Increase Brand Authority as a Market Leader One of the big benefits of business awards is the increased brand authority. Intrinsically linked to the concept of social proof, business awards make customers more likely to trust your brand. You’re the market-leader after all. 7. Gain an Advantage and USP Over Your Competitors Winning business awards can also make you more competitive compared to others in your field. Long gone are the days where businesses could compete on quality or price. The only thing left to compete on is customer experience. Establishing yourself as the market leader through the social proof of business awards makes you more competitive. It can be a unique selling point that your competitors simply can’t match up to, setting you apart from the rest of the market and increasing your profitability. 8. Increase Brand Awareness Through Exposure Even without a win, business awards can help increase your brand awareness. More business owners will become aware of your business and your presence in the industry. You’ll gain valuable PR opportunities throughout the promotion of the event by the award company, as well as the opportunity to network at the actual award ceremony. Of course, if you do win, you’ll enjoy increased brand awareness for long after your victory. 9. Improve Customer Retention Through Trust and Loyalty Customer loyalty isn’t dead. It’s just that customers expect more from your brand than ever before. The reality is customers will always be more likely to stay with a business they perceive as being great. Not only that, but 86% of customers say they’re happy to pay more to do so. You’ll already have benefited from your increased brand authority and competitive advantage from winning your business award. You’re the safest bet. There’s social proof for it. This increases your customer loyalty, which is great news for your business because improving customer retention can do wonders for your profitability. Research shows you’re more likely to sell to existing customers than new ones, but also that these customers are more likely to spend more on purchases. 10. Increase Profit Margins to Continually Improve All of the statistics above show that with loyal customers comes an incredible opportunity to increase your profit margins. Provided you continue to deliver an outstanding customer experience, they’ll be happy to spend the extra to stay with you. This increase in profit can be pumped right back into your business, allowing you to stay the market leader and continually out-innovate the competition. 11. But the Biggest Benefit of Business Awards is… We touched on this above, but it’s worth expanding on. You won’t win awards unless your business is actually worthy of being recognised as a market leader. By far the best benefit of being an award-winning business comes from being driven by the principles that create award-winning businesses. By this we mean, award-winning businesses are great places to work that deliver an outstanding customer experience and are continually growing because of this, not because of the awards — though they certainly don’t hurt! Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

Business skills enable individuals and teams to operate effectively, the organisational structure provides the framework for how the skills are organised. 8 Essential Business skills and closely related organisational structure. Business skills enable individuals and teams to operate effectively, the organisational structure provides the framework for how the skills are organised. Published on: 22 Jul 2021 What business skills do you think are essential to the success of your business? As consumer needs have changed and markets have become increasingly competitive, it’s never been more vital for business owners, CEOs and modern financial directors to possess a wider variety of skills to ensure their business is operating at its peak performance. This is exactly what our business improvement framework addresses; all the essential business skills necessary to run a business in the 21st century. In this article, we’ll be looking at the eight core business skills, as well as how to improve business skills to maximise your businesses’ productivity, performance and profitability. What are the Essential Business Skills? Business skills can be defined simply as all the necessary skills needed to succeed in running a business. The main business skills break down into the following core categories that relate to running a business: People Risk Quality Communications Workflow Leadership Money Beliefs Without any of these eight core aspects and the correlating business skills addressed, you’ll struggle to maintain a productive workplace that grows long-term. Twenty-first century business and social skills are discussed further as belonging to five core areas; collaboration, communication, creativity, critical thinking skills, civic and cultural skills. How are organisational structure and business skills related? Organisational structure and business skills are closely related and mutually influence each other. The organisational structure provides the framework for how work is organised, while business skills enable individuals and teams to operate effectively within that structure. The interplay between organisational structure and business skills is crucial for achieving operational efficiency, adapting to change, and fostering effective leadership and collaboration within a business. Here’s how organisational structure and business skills are connected: Alignment: Organisational structure provides the framework for how work is divided, roles and responsibilities are defined, and reporting relationships are established within a business. Business skills help individuals and teams understand and adapt to the structure, ensuring that they align their skills and expertise with the organisation’s needs. Efficiency: A well-designed organisational structure promotes efficiency by clarifying lines of authority, communication channels, and decision-making processes. Business skills, such as time management, problem-solving, and collaboration, enhance productivity within the structure by enabling employees to effectively utilise available resources and make informed decisions. Adaptability: In a dynamic business environment, organisations often need to adapt their structures to remain competitive. Business skills play a crucial role in managing these changes, as they empower individuals to be flexible, embrace new roles and responsibilities, and acquire the skills required to succeed in different organisational structures. Leadership: Organisational structure establishes reporting relationships and hierarchies, defining the roles of leaders within the organisation. Effective leadership requires a range of business skills, including strategic thinking, communication, delegation, and team management, to guide and motivate employees within the given structure. Talent management: Organisational structure influences how talent is identified, developed, and utilised within a business. Business skills are essential for hiring managers and HR professionals to identify and recruit individuals with the necessary skills and competencies that align with the structure. Additionally, business skills enable employees to enhance their career progression within the organisation by acquiring new skills that align with the evolving structure. Communication and collaboration: Organisational structure affects communication flows and collaboration patterns within a business. Business skills such as effective communication, active listening, negotiation, and teamwork enable individuals to navigate and optimise these structures, fostering collaboration, innovation, and problem-solving across different functions and levels of the organisation. Why are Business Skills Important? The importance of business skills should be apparent from the above statement, but we’ll elaborate. Your business can benefit from business skills by allowing your company to: Continuously improve your operations, product and customer experience Maintain and improve quality Better manage risks and identify opportunities Build excellent relationships with customers, suppliers and other external stakeholders Create a strong and productive company culture Motivate and inspire employees to perform to the best of their ability Innovate and create to maintain a competitive advantage Increase operational performance and profitability through better planning and management Better align business strategy across the entire business to achieve long-term business goals Improve financial management to maximise business resilience It’s worth pointing out, these are just the highlights of the potential benefits a wide array of strong business skills can have for your business. Without further adieu, let’s dive into each category and examine the essential business skills involved in each. Essential People Management Skills It is people at the heart of every business, not machines. Currently the UK is in a business productivity crisis, at an average of 17% lower productivity than other leading G7 nations like France and the USA. Much of this comes down to poor employee engagement. A Gallup survey reveals just 8% of UK employees are engaged at work. Your employees are the key to unlocking business productivity and increasing performance and profitability in turn. This is why people skills are so vital for business owners. The key people skills in business are: Management skills Leadership skills Emotional intelligence Team building skills Conflict resolution skills Networking skills Management skills alone covers a whole host of skills in itself! This includes things like delegation skills, time and resource management, decision making skills, organisational skills, collaboration and coordination skills and so many more. These are what we’d call the hard skills involved in management, but the soft skills are just as important, if not more so. Soft skills for people management include leadership skills, emotional intelligence, conflict resolution skills and team building skills. At points, they’re all intrinsically tied. Leadership skills are a vital component of management. If employees don’t feel they have a manager who can lead and direct them, engagement will decrease and the team will be aimless. A huge part of being able to lead a team stems from being able to understand them. This is where emotional intelligence comes in as a key business skill. Emotional intelligence helps us understand why people behave the way they do. This can help build better, more productive teams by understanding the intrinsic motivations that drive people. Emotional intelligence can also help in conflict resolution. Conflicts in the workplace happen. People are, after all, incredibly different. Knowing how employees will react to a certain event, workload and so on can help reduce conflicts in the first place, but having the emotional intelligence to empathise with issues and come to more agreeable resolutions is an essential business skill for any manager, team leader or business owner. All these skills above combined help create team building skills. Strong teams are the foundation of any productive workplace. But these don’t just magically appear (unless you’re very lucky!). Teams are tactically built through selective hiring, managed through excellent leadership and behaviour modelling and maintained through emotional intelligence to continuously inspire and motivate employees. Last but by no means least, the employees in your workplace aren’t the only place where your people skills are vital. You’ll also need networking skills to connect with external stakeholders, suppliers and more. Risk Management Skills Understanding risk is a vital business skill. Entrepreneurs and business owners are certainly natural risk-takers, as otherwise they would never set up a business in the first place. But to navigate risks, as well as opportunities, successfully, these risks need to be calculated, not just done for the thrill of it. Risk management involves several key skills, in main: Good understanding of data Analytical thinking Decision making skills Problem solving skills The huge swathes of data available to businesses now means business owners must have a solid foundation of data comprehension within their skillset. However, data alone does not navigate risks. Business owners must be able to take the insights revealed from data and apply analytical thinking and problem solving skills to figure out how to best utilise that data to aid decisions. Ultimately, these aid stronger decision making skills. Decisions based on data as well as firm reasoning help businesses better navigate risks and opportunities and lead to better outcomes. Quality Management Skills Quality is so often defined as “ fit for purpose ”. This idea of quality suggests that the minimum standard is the quality standard that businesses can aim for. It’s a dated idea and one of the reasons many businesses struggle with long-term growth; as they lack the vision to see beyond the current way things are. Quality should instead be thought of as a process of continuous improvement. That is, businesses should always be aiming to improve quality. Whether that be the quality of their customer experience , the quality of their service or product or the quality of their operations. Much of the research and talk around continuous improvement is thought only to apply to the manufacturing and automotive industries, for example lean six sigma. But it’s not the case. Business owners can use their skills to create a culture of continuous improvement. They can achieve this by documenting business processes to allow them to be measured, analysed and reviewed for potential improvements. This involves both data and analytical skills as well as planning skills to successfully implement developments. Communications Skills Your communications are how you connect with people, both internally and externally. Communication skills are therefore vital to running a successful business. Of course, there are communication skills that business owners (and employees!) should possess on an individual level. This includes skills like active listening , questioning skills , verbal communication skills, written communication skills, public speaking skills and interpersonal skills. These individual skills help aid the wider business skills needed for communications. These come in the form of: Marketing, advertising and sales skills Customer service skills IT skills Marketing and advertising are a business’s main form of communication with their customers. The skills needed to successfully market your business are vast. There are hard skills such as digital media skills, commercial awareness and digital analytics skills as well as softer skills like storytelling skills, creativity and more. While business owners don’t need to possess all these skills themselves, the business as a whole needs to have individuals who can offer these skills and knowledge. While sales is intrinsically linked to the marketing department, there are some unique business skills necessary. For starters, negotiation skills have to be top of the agenda for both individual sales employees, but also for those operating at a senior level. There is no one approach to negotiation that is guaranteed to work, instead negotiation skills often come down to reactivity and flexibility. Customer service is another vital aspect of businesses. It is one of the few areas where businesses stand out from competitors in a market where price points and margins have become slimmer and slimmer. The individual skills mentioned above matter here, but what matters more is ensuring everyone in your team has them to ensure an excellent customer service experience every time. Technology and communications are irrevocably interlinked in the 21st century. We use a huge range of communication tools for both internal and external communications. As such, a firm understanding of the best technologies available to aid your businesses communications is a vital business skill for long-term growth. Workflow Management Skills Workflow management services and skills focus on the day-to-day operations that keep your business running smoothly. These services involve the essential technical expertise needed to optimise processes and ensure high-performance business operations. Project management and planning is an essential business skill to ensure optimal workflow. Business owners in particular, as well as other senior leaders, are needed to be in more places than ever at any given time. Effective management of time, resources, money and employees will help operational performance. Time management is a particular trap many business owners and leaders seem to fall into. This in turn, makes delegation a key business skill. Time is our most precious resource and leaders should spend theirs on the activities that generate the most revenue, not activities that they simply feel unable to delegate. Though we’ve mentioned management skills above, it’s worth expanding on here as management skills are essential for a well-functioning workplace. Gallup research reveals that managers alone account for at least 70% of variance in employee engagement scores. As we’ve already highlighted, businesses with low employee engagement are businesses with low productivity. To improve operational performance therefore means having the right managerial skill set to ensure employees across the business are engaged daily. Leadership Management Skills Though leadership also takes many other skills which we’ve discussed throughout this article, it all starts with a business vision. When people first start their business, they have a clear vision in mind. But as months and years go by, the day to day operations tend to get in the way and the original. vision can often fall into the background. A business vision is what ties a business together. It gives employees a collective goal to work towards together and ultimately ties each department together with a clear destination. The business skills involved in creating a cohesive business vision are: Conceptualisation and creative thinking Building mission statements Identifying objectives Critical thinking Strategic planning Creating a business vision begins with creative thinking. After all, you need an idea. More importantly, you need an idea that solves a problem. Then you need to conceptualise that idea into a more coherent goal with a matching strategy. Building your mission statements is a key element of your business vision. This is your purpose for being. This is the reason your employees come to work everyday. Mission statements allow employees to see beyond the end of their desk and instead focus on the larger goals, which can motivate and inspire them. Once you have your mission statements, you can identify business objectives that will allow you to reach them. This will take a lot of critical thinking and strategic planning to create realistic, achievable goals that align with your overall business vision. Financial Management Skills Businesses need to make a profit, or at the very least break even in the first few years. To achieve this, business owners or financial directors need a range of financial skills to ensure business viability. Financial business skills include: Accounting, banking and bookkeeping Financial reporting Business intelligence An understanding of economics Cash flow management A basic understanding of economics is a valuable asset in business, particularly a more up to date understanding wherein businesses realise the value they can create externally for economies and societies. Alongside this there are a range of fundamental financial skills necessary to run a business successfully. This includes accounting and bookkeeping to ensure good money management, as well as to aid transparent financial reporting. Ultimately, it ensures businesses are running a robust financial strategy without room for error. Business intelligence combines business analytics, data and infrastructure to help businesses make better financial decisions. This could be identifying areas of the business where the most value could be created with additional funding or any number of other ways. Business owners and FDs must have a firm grasp of business intelligence data to maximise these opportunities and increase their competitive advantage. For SMEs in particular, cash flow is the most common issue faced. Around 57% of small businesses in the UK have experienced issues with cash flow. This makes sense. Cash flow is the lifeblood of a growing business. If mismanaged, the consequences are dire. Knowing how to monitor, protect, control and utilise your cash flow is an essential business skill. Core Beliefs and Values Our beliefs are our core values. They’re why we do what we do. They’re why you started a business. They’re why your employees come to work. Company cultures are the success or failure of a business and they are all based on the core values and beliefs we hold. Research backs this up: 46% of job seekers say company culture is very important when choosing to apply to a company. 91% of managers say a candidate’s alignment with company culture is equal or more important than skills and experience. 47% of active job seekers say company culture is their driving reason for looking for work. 35% of workers say they’d pass up a job offer if the company culture wasn’t the right fit. All this to say, a weak company culture is derived from a lack of shared beliefs and values. To create a successful company, everyone in the business must understand the value of the work they’re doing and how it is contributing not only to the business and the customer, but to wider society. The core values and beliefs that drive your company, only you know. But in general, companies with a strong culture share the following core values and beliefs: Passion Integrity Positivity A commitment to equality, fairness and inclusivity Flexible working practices A commitment to mental health and well-being A commitment to environmental responsibility The Core Business Skills are Intrinsically Tied As you can see, though our business improvement framework addresses all of the essential business skills necessary to run a successful business, there is much overlap between the areas. This is because to survive in the 21st century, businesses need to take a more integrated approach. Departments can no longer be siloed with little purpose, employees can no longer exist within static job descriptions and businesses can no longer run using the same management practices as the 19th and 20th century. 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In today's competitive landscape, hotels need to embrace revenue intelligence to stay ahead and adapt to evolving consumer preferences and market trends. Revenue Intelligence for Hotels In today's competitive landscape, hotels need to embrace revenue intelligence to stay ahead and adapt to evolving consumer preferences and market trends. Published on: 5 Feb 2015 Revenue intelligence in the hotel industry encompasses the strategic analysis and utilisation of data to optimise revenue streams and enhance profitability. It involves leveraging various metrics and insights to make informed decisions across departments, from pricing strategies to marketing campaigns. In today's competitive landscape, hotels need to embrace revenue intelligence to stay ahead and adapt to evolving consumer preferences and market trends. Conversational intelligence plays a vital role in revenue intelligence for hotels, especially in the realm of guest interactions. By harnessing conversational data from customer interactions, such as inquiries, feedback, and reviews, hotels can gain valuable insights into guest preferences, satisfaction levels, and pain points. This intelligence can inform personalised marketing initiatives, service improvements, and upselling opportunities. Whether through direct conversations with guests at the front desk or through online platforms and chatbots, harnessing conversational intelligence enables hotels to build stronger relationships with guests, ultimately driving loyalty and revenue growth. Recent research carried out by Rostone Operations revealed that 57% of hotels neglected to do a simple thing that would transform their booking levels overnight and reduce reliance on costly third party booking agents. Do you address your customers as ‘Sir’ or ‘Madam’, or are you striving to get ahead? Companies getting the edge in their customer service are recognising the benefits of familiarity when addressing their customers. Our Business Coaching for Hotels will ensure you never miss another business opportunity. Recent call content analysis highlighted some surprising results We reviewed the call content of 50 calls to different city based hotels further to our blog ‘Is your front desk a proactive front desk or are your teams suffering from complacency and missing valuable bookings?’ and found that in 57% of calls the call handlers failed to offer their name to the caller. Give your name and enhance trust When a call handler offers their name to a caller it enhances and promotes trust. If your caller has a name and a personality to talk to, you can make that leap from a faceless organisation to another human being; they become more willing to open up, meaning you have a better chance of being able to help. It gives the caller implied permission to ask you questions and opens up the ability to relate to the person on the other side, increasing empathy and understanding between the parties. In addition to all of these benefits of knowing a call handler’s name there is one, even more significant benefit: A caller knowing a call handlers’ name legitimises the call handler’s request to know the name of the caller. Use their name and make a difference This is something that surprisingly every hotel in our survey failed to do on every call. Yet, it is the one thing that can make the biggest difference to the direction and content of your call. This technique, used extensively in other industries and recognised for its ability to drive emotional attachment increases the likelihood of the caller becoming a paying customer. By treating the caller as an individual and using their name you are telling the caller ‘your business matters to us’. It enables you to change the dynamics of the call; Instead of sitting in a more ‘servant like’ relationship, you change the relationship to a more interdependent one. This inter-dependency enables your staff to ask more questions and propose alternatives more freely, demonstrating a higher level of customer service and increasing the likelihood of a reservation being made, as well as increasing the likelihood of referred business. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

Company wellness programmes help staff feel happier, more motivated and more productive. Find out what they are and how to implement one in your business. What Is A Company Wellness Programme? If you want to achieve a higher level of productivity among your employees, creating a company wellness programme produces impressive results. Published on: 7 Jul 2022 This post covers: What is a company wellness programme? The productivity benefits of company wellness Creating a culture of productivity If you want to achieve a higher level of productivity among your employees, creating a company wellness programme produces impressive results. “Keep the crew happy, you can’t go wrong”, as fictional CEO Mr Tinsworthy says in the 1982 movie 9 to 5. In the film, the creation of a day-care centre, job sharing and an alcoholic rehabilitation programme improve staff happiness. As a result, there’s a 20% rise in productivity across six weeks. Can such an impressive leap in productivity be achieved through a company wellness programme in the real world? A study into a corporate wellness programme in the United States by the University of California Riverside proves that they work. Over three years, its results were dramatic – a 5 per cent increase in average worker productivity or one extra day of productive work each month. That figure doubled to an 11 per cent uptick for sick employees whose health improved and 10 per cent for healthy workers during the programme. What is a company wellness programme? A company wellness programme is sometimes called employee wellness, company wellness, corporate wellbeing, workplace wellbeing or health and wellbeing. A company wellness programme is a policy that companies introduce to keep employees safe, healthy and happy to help boost productivity. In larger firms, they include the following types of initiative: Yearly health assessments A health and wellness helpline Free flu jabs Free gym membership Healthy eating plans Fitness challenges Many more A company wellness programme doesn’t have to be expensive to make an impact. A simple programme for smaller companies or an imaginative one can also create meaningful productivity gains. Here are some easy wins: Discounted gym memberships Discounted monthly massages A healthy food box scheme What are the benefits of a company wellness programme? Most sensible employers want to look after the health and wellbeing of their employees and can see the link between improving wellness and reducing absenteeism. But what many small to medium-sized enterprises (SMEs) don’t realise is the productivity gains to be made from a company wellness programme. When staff are happy, their energy increases, employee engagement increases , they take fewer ‘sickies’ and productivity increases. And when the company is loyal to them, they’re faithful back, so they stay for longer. Some SMEs see providing employees with free access to the local gym as a cost. They don’t connect the wellbeing of staff with profitability, except in that they are delivering on their job description and other metrics that measure them. As long as employee appraisals are fair, they see everything else as OK. Forward-thinking business owners, managers and directors take a more detailed view of their business and how to run it effectively. They want their staff to be more involved with the company and its success while showing an interest in their team at the same time. How employee wellbeing drives productivity today People are starting to value their lifestyle as much as their salary. The younger generation, in particular, doesn’t want their life to be all about their job. That’s the inverse of where our grandparents were 50 to 100 years ago in the mechanistic era when command and control was the way to run a business. Back then, you could sell everything you made, there wasn’t a lot of competition, and everyone was glad to have a job. In today’s more enlightened and interconnected world, there’s much more competition for the products and services we produce and the talent that we employ. Employees’ opinions have become as valid, if not more so, as the customer’s. Not providing or being seen to offer a work-life experience for young people that’s balanced and helps them to get the most out of life and work, will bring you up short. You’ll find it challenging to recruit and retain staff. Creating a culture where productivity increases You have to do your bit to show employees that it’s worth working for you by creating a culture that cares. When they accept that a company is not just about what they produce, but is interested in their wellbeing as well, those people are going to be more loyal and motivated in return. In The Millennial Study by Qualtrics and Accel, 20% said finding a more fulfilling job would be the main reason for leaving their current one. In the Deloitte Global Millennial Survey 2020, millennials and Gen Zs (ages 25-30) wanted businesses to put people before profits. “Job loyalty rises as businesses address employee needs, from diversity and inclusion to sustainability, reskilling, and more,” said Deloitte. We believe that creating value for employees is as vital as creating value for customers. We don’t hesitate to address customers’ problems by selling a service or product that helps them. So, it makes sense to try something similar with employees. Like your customers, they also have problems, whether it’s paying the bills or finding a work-life balance that has meaning. Employees need to see there’s something more to a job than our forefathers did, and a company wellness programme is just one of the ways you can achieve it. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

Learn how to develop SOPs for small business growth and scalability. Improve operational efficiency, streamline processes, and enhance team engagement with effective SOPs. Creating SOPs to Drive Small Business Growth and Efficiency Unlock efficiency, consistency, and scalability with well-documented SOPs for your business. Standard Operating Procedures (SOPs) are the backbone of any well-structured business, providing clarity, consistency, and efficiency. Whether you're looking to scale, improve operational efficiency, or enhance team engagement, SOPs offer a structured approach to achieving sustainable growth. In this post, we’ll explore how to develop SOPs for small business growth and scalability and how they can be a game-changer in different industries. Why SOPs Matter for Business Growth SOPs help streamline operations, reduce errors, and ensure consistency across all functions. They serve as a foundation for business process reengineering , allowing companies to refine workflows, eliminate inefficiencies, and enhance productivity. If you’re wondering, how do SOPs improve operational efficiency? —the answer lies in their ability to create repeatable and scalable processes that reduce dependency on individual employees. How to Develop SOPs for Small Business Growth and Scalability To create effective SOPs, follow these key steps: Identify Core Processes – Outline the critical functions that drive your business. SOPs are developed from an understanding of these core operations. Document Each Step Clearly – Ensure that each SOP is easy to follow, using checklists, flowcharts, or video tutorials where necessary. Engage Your Team – Understanding how to develop SOPs for small business team engagement means involving employees in the documentation process to capture real-world challenges and solutions. Implement and Train – SOPs should not just exist on paper. Train your team to follow them consistently. Monitor and Update Regularly – Businesses evolve, and so should their SOPs. Learning how to ensure SOPs are up-to-date with business changes is crucial for maintaining relevance. How to Use SOPs for Enhancing Small Business Efficiency Efficiency is a major concern for small businesses. By implementing SOPs, companies can: Reduce onboarding time for new employees Minimise errors and operational bottlenecks Ensure compliance with industry standards Improve customer experience with consistent service delivery SOPs for Business Process Improvement and Scalability SOPs for business process improvement help businesses refine workflows to remain competitive. When done correctly, they ensure that tasks are completed with precision, even as the business scales. This is particularly crucial in industries such as: Retail and E-commerce – Ensuring inventory management and order fulfillment run smoothly. Healthcare – Standardising patient care and administrative procedures. Manufacturing – Maintaining quality control and safety regulations. Hospitality – Enhancing customer service and operational efficiency. If you’re asking, what industries benefit the most from SOPs? , the answer is nearly all industries. However, businesses in rapidly changing sectors or those with stringent compliance requirements tend to gain the most. SOPs are a vital tool for businesses looking to scale efficiently and improve operational workflows. They ensure business growth and scalability , enhance efficiency, and support ongoing business process improvement. Whether you're a small business owner or a manager looking to enhance operations, investing time in well-documented SOPs will pay off in the long run. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations offer clarity and a well-defined pathway for you and your team to move forward confidently. Get Started

Create your own learning and development strategy for your SME to enhance your business performance and maximise your business resilience. Learn more. How to Create a Learning and Development Strategy in SMEs Create your own learning and development strategy for your SME to enhance your business performance and maximise your business resilience. Learn more. Published on: 12 Aug 2021 Learning and development ( L&D ) offers great benefits to businesses, including a stronger company culture , improved employee retention, increased employee engagement and improved business productivity and performance to name only a few. But these various benefits hinge on the effectiveness of your learning and development strategy. Many learning and development strategies aren’t delivering the desired results for businesses, despite investing billions: Of 4,300 surveyed employees, 74% say they aren’t achieving their full potential at work due to a lack of development opportunities. Only 12% of employees say they apply skills learned in training to their job. Just 38% of managers say their learning programs meet their learner’s needs. Only 25% of McKinsey survey respondents said training measurably improved performance. What is a Learning and Development Strategy? L&D refers to any and all activities a business undertakes to encourage the professional development of employees. A learning and development strategy then is the formal process which plans, aligns and measures L&D activities. L&D activities look different in every business. In larger corporations, learning and development activities often focus on formal training programmes, in the form of online course units, specialist training providers and more. In SMEs, L&D activities are often far less formal and may come in the form of personal development plans, individual L&D budgets and mentoring. An L&D strategy aligns these activities with organisational goals. It sets out the workforce knowledge, skills and behaviours necessary to achieve organisational goals and plans how to develop these areas to achieve said goals. In this sense, it seeks to improve organisational performance by improving employee performance through supporting and aiding their development with a variety of activities and methods. Or at least this is what an effective learning and development strategy should do. The Current Problems with Learning and Development Strategies Learning and development strategies as we currently know them aren’t as effective as businesses want them to be. Worldwide, businesses invest more than £258 billion into learning and development. For this huge sum, businesses should expect to see substantial benefits, but research suggests a majority of business leaders and employees find current L&D strategies lacklustre at best: 75% of managers are dissatisfied with their companies L&D function. 70% of employees don’t feel they have the mastery of skills necessary to do their job. 99% of learning and development professionals say critical skill gaps will negatively impact their companies in the coming years. The negative impacts mentioned included future growth, customer experience, product quality and the ability to innovate. 33% of employees say their current company training doesn’t meet their expectations. 1 in 3 employees say their company’s training is out of date. For management and leadership, the problem is even more apparent: 59% of managers overseeing less than three employees report having no training whatsoever, while 41% of managers overseeing three to five employees report the same. Nearly 50% of managers with over 10 years of experience say they’ve only had nine hours training total. What all these statistics and the statistics from the introduction highlight is that learning and development isn’t working as well as it could be for many businesses or employees. Employees feel like they’re not having their learning needs met or being given the development opportunities they desired. Businesses have identified skills gaps, but the current L&D strategy isn’t helping them address this gap or improve business performance as a whole. On top of all this, for a huge number of businesses, management seems to be entirely neglected from the learning and development strategy. What are the Benefits of an Effective Learning and Development Strategy? Moving away from the current issues highlighted above, what benefits can an effective learning and development strategy bring for businesses? Investing in learning and development increases employee satisfaction, engagement and retention. 68% of employees want to learn and train in the workplace and 94% of employees will stay longer at a company that invests in their learning and development. Retention rates rise by 30% to 50% at companies with strong learning cultures, while 40% of employees who receive poor training will leave their role within a year. This increased engagement and satisfaction has a direct impact on business performance. Businesses that invest in learning and development gain 21% more profit. Overall, an effective learning and development strategy helps create a better place to work , with improved behaviours driving the company forward. Employees across the business are engaged and motivated to continuously develop their skills, knowledge and behaviours, increasing both innovation and business performance. Overall, the company culture creates value beyond its product or service. It improves the lives of employees, creating sustainable businesses that contribute to society as a whole. This improved company culture also attracts the best talent, especially millennials. 87% of millennials believe learning and development in the workplace is important and 60% of them want leadership training. Considering this generation makes up the largest percentage of the global workforce, attracting and retaining the best talent from this generation is key to business success. Why is a Learning and Development Strategy Important? All these learning and development strategy benefits add up to a business with better performance, increased profit and improved business resilience. This matters because of the external challenges that businesses are facing. Businesses face increased uncertainty in global markets, slimmer margins, increased competitiveness from globalisation. Creating a company culture of continuous improvement can help businesses better navigate these external challenges, making them more innovative and agile in the face of constant change. To achieve this though, your learning and development strategy needs to be effective. By this we mean, it cannot be done ad hoc or forgotten about until an annual appraisal. An effective learning and development strategy must align with larger business goals, as well as be continuously monitored and improved. 10 Steps to Create an Effective Learning and Development Strategy in Your Business You can create an effective learning and development strategy by using the following framework: Assess the current business behaviours, knowledge and skills Identify the desired behaviours, knowledge and skills Align the L&D strategy with the business strategy Identify learning and development leaders Identify the best learning and development activities Execute L&D strategy and continuously monitor Measure the impact on business performance Identify activities that create the most value and scale Invest in learning technologies to suit your business needs Create a continuous learning and development cycle 1. Assess the Current Business Behaviours, Knowledge and Skills As with most strategies, a learning and development strategy should begin by identifying current behaviours, knowledge and skills across the business. You can assess knowledge of individual employees through a variety of means. This could be through employee feedback, as well as through individual performance metrics. Bloom’s revised taxonomy can also be helpful in assessing the level of knowledge possessed by employees and whether they are able to apply that knowledge successfully. Similarly, skills can be assessed across teams by utilising competency maps to assess where strengths and weaknesses lie. These can be completed by individual employees, or through leadership. Behaviours are an often overlooked part of learning and development, but behaviours are what drive employees to utilise their skills and knowledge. Gaining a better insight into the behaviours driving individuals and teams helps businesses better understand how to engage, motivate and inspire their employees. Current behaviours can be assessed by utilising workplace personality tests . 2. Identify the Desired Behaviours, Knowledge and Skills That Will Improve Business Performance Now you have a wealth of information available on the current behaviours, knowledge and skills across your business, you can identify where the gaps are. These will be bespoke to the unique needs of your business and are difficult to generalise. You may have critical skill gaps within certain departments limiting performance or perhaps there is a lack of consistent behaviours within customer service teams which is impacting the customer experience. Whatever it might be, create a list of the desired behaviours, knowledge and skills that could have a direct impact on business performance. 3. Align the Learning and Development Strategy With the Business Strategy To be effective and create value, a learning and development strategy must align with business goals. This is something many businesses struggle with, only around 40% of companies say their learning strategy is aligned with business goals. An effective organisational design process will help deliver the business goals. This is often due to outdated practices within L&D, with particular regard to the metrics used to measure L&D performance. For example, a common metric used to measure the success of a learning and development activity would be participation rate or completion rate. While these metrics give us some insight, they don’t give a clear picture of how that attendance impacted business performance. Chances are you’ll have a long list from the above activity, but ask yourself which would create the most value within your business and which would have the largest impact on the bottom line? These are your learning and development objectives, aligned with your business strategy and goals. 4. Identify Learning and Development Leaders Often the learning and development strategy is owned by one department or even one employee in smaller businesses. Employees know little about the L&D strategy and their place within it due to a lack of transparent communication. An effective learning and development strategy needs to be owned and led by the relevant department to ensure someone is responsible for executing and monitoring the strategy as it progresses. This will again be down to the unique structure of your business as to who these leaders will be. All this said, a learning and development strategy works best when employees have a good understanding of the strategy, their individual goals and how they relate to the larger business goals. Businesses can benefit by creating collaborative partnerships with each department or team in regard to leadership and development, for example, by having each department have a team member responsible for monitoring their role within the wider L&D strategy. One of the simplest ways to achieve this transparent communication is by investing in the right technologies, so that all employees can log in and monitor their own performance and progress, as well as wider business performance. Learning and development also has a place within the c-suite, especially if businesses hope to create a company culture of continuous learning. Leadership should be aware of and actively promote learning and development as a core value of the business, modelling to employees the importance of L&D within the company. 5. Identify the Best Learning and Development Activities to Achieve Objectives There are many potential learning and development activities you can utilise to achieve your objectives. This includes: Coaching Mentoring Lectures Seminars Webinars Discussions Debates Individual L&D budgets Gamification Job shadowing Guided learning Peer learning Micro learning Utilise the behaviours assessment completed earlier to figure out the best learning activities for teams and individuals. Most importantly, keep learning relevant and applicable to keep employees engaged and to ensure learning is not forgotten mere moments after. This may mean bespoke approaches, as opposed to a company-wide online course for example. But taking this approach means that you’ll see more value created from your learning and development activities. We’ll use an example to expand on this point. Let’s say a business opts for a generic customer service learning and development course, that can be completed in online modules as and when it suits employees. There are many modules and employees have an hour once a week to complete a module. Now let’s say another business knows they have some knowledge and behaviours lacking within their customer service. Instead of the generic learning technology though, they opt to get employees to pick real case studies each week from their workload and meet in small discussion groups to discuss the strengths and weaknesses of customer service within those case studies. Keeping learning relevant and timely helps employees retain and apply that knowledge, as well as increase engagement. Keep this in mind when choosing your learning and development activities. 6. Execute the Learning and Development Strategy and Continuously Monitor With your strategy created and your learning and development activities identified, you can execute your learning and development strategy. L&D leaders identified earlier on are ultimately responsible for this and should have clear tasks and responsibilities in regard to the execution of the strategy. They can similarly ensure all departments are doing their bit with regular, open communication with relevant team members. As with all technologies, modern learning and development technologies allow for businesses to monitor performance in real-time. This can ensure the strategy stays on course and help businesses navigate any issues as they happen, instead of after the fact. 7. Measure the Impact of Learning and Development Activities on Business Performance We touched upon L&D metrics earlier, but we’ll expand on that here. Your L&D metrics should directly align with your KPIs within your business strategy. These are the metrics you should be measuring to get an accurate idea of the impact of your learning and development strategy, not empty metrics like participation or attendance. Using the example above again, businesses could compare customer satisfaction rates from before and after the learning and development activities to see the real impact of learning for both their employees and their customers, and ultimately their bottom line. 8. Identify Which Activities Create the Most Value and Scale SMEs often don’t have the budget to trial many learning and development activities at once. This learning and development framework allows SMEs to figure out which activities create the most value and to scale only those activities. You don’t need to immediately roll out a company wide learning and development programme. In fact, we’d advise against it. Start small and build your way up. Trial activities with one department, monitor and assess the results. If you’re able to implement several learning and development activities at once, figure out which made the biggest impact on business performance and scale that activity across your business where possible. For example, if you tried webinars for customer service teams but saw little improvement in customer satisfaction, but your individual learning and development budgets had increased employee engagement and productivity, you would scale the latter to be a company-wide programme. 9. Invest in Learning Technologies to Suit Your Business Needs With value-adding learning and development activities identified through performance metrics, businesses can make better decisions about the right L&D technologies to invest in to further improve their learning and development processes across the business. Investing in these technologies initially represents a significant cost, one that many SMEs cannot afford to bear with no return. Monitoring learning and development progress and measuring the impact on performance ensures businesses can invest in the best technologies to suit their unique learning and development needs and business goals. 10. Create a Continuous Learning and Development Cycle To create a company culture of learning, your learning and development strategy needs to be a continuous process. Once it has been planned, executed, monitored, measured and scaled, it should be repeated. This learning and development cycle gives companies a competitive edge. It means their employees are always learning and developing their own behaviours, knowledge and skills. This means teams are always becoming more productive and efficient, which in turn means companies are always improving their business performance, making them more competitive and innovative places to work. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

Discover how CRM can enhance customer empathy and service by personalising interactions, improving response times, and leveraging AI for better engagement. Learn key CRM implementation steps to optimise your business relationships. How to Use CRM to Improve Customer Empathy and Service Discover how CRM can enhance customer empathy and service by personalising interactions, improving response times, and leveraging AI for better engagement. Published on: 6 Jan 2025 In today’s competitive market, businesses that prioritise customer empathy and business growth stand out. A Customer Relationship Management (CRM) system is a powerful tool that helps businesses enhance customer service by tracking interactions, personalising experiences, and ensuring a seamless service journey. By leveraging CRM effectively, businesses can not only build stronger customer relationships but also drive sustainable growth through improved retention, increased sales, and data-driven decision-making. Here's how you can use CRM to enhance customer empathy, service, and long-term business success. What is CRM Implementation? Definition CRM implementation involves installing, configuring, and integrating CRM software to manage customer relationships effectively. It enables businesses to centralise customer interactions, automate workflows, and gain valuable insights into customer behaviour. Goal The primary goal is to improve customer service, enhance sales processes, and ultimately, increase revenue. CRM implementation helps businesses respond proactively to customer needs, CREATING long-term loyalty and trust. Process CRM implementation encompasses several critical steps: Assessing business needs Selecting the right CRM software Customising it to align with workflows Migrating data accurately Training staff Testing and optimising the system for continuous improvement 1. Understand Your Customers’ Needs with Data Empathy starts with understanding, and CRM systems store valuable data on customer preferences, past interactions, and feedback. By analysing this data, businesses can anticipate customer needs and tailor their responses accordingly. A well-implemented CRM allows businesses to identify trends and patterns in customer behaviour. For instance, if a customer frequently contacts support about the same issue, the system can flag this for proactive resolution. Additionally, CRM analytics can help segment customers based on preferences, enabling more personalised marketing and service strategies. Example: A CRM can highlight repeat service issues, allowing a proactive resolution before the customer even reaches out. 2. Personalise Customer Interactions A personalised approach demonstrates that a business values its customers. CRM enables businesses to store detailed customer profiles, including purchase history and communication preferences. By leveraging CRM data, companies can ensure that interactions are relevant and engaging. For instance, an e-commerce store can use CRM insights to send personalised recommendations based on past purchases. Likewise, a service provider can follow up with a customer regarding a previous inquiry, showing attentiveness and care. Example: Using CRM insights, a service representative can greet a returning customer by name and reference past interactions, making the experience more engaging and effective. 3. Improve Response Time and Efficiency Customers appreciate timely and efficient service. A CRM automates workflows, assigns tasks to the right team members, and provides a centralised hub for tracking customer requests. Automation tools within CRM systems help businesses reduce response times and streamline communication. For example, automated ticketing ensures that inquiries are promptly assigned to the appropriate agent, while chatbots integrated with CRM can handle simple queries instantly. Additionally, CRM dashboards allow managers to monitor service performance and identify areas for improvement. Example: Automated ticketing ensures that customer inquiries are assigned to the best-suited agent, reducing resolution time and frustration. 4. Enhance Follow-Ups and Customer Retention Empathy extends beyond resolving an issue—it includes proactive follow-ups. CRM systems can schedule automated follow-ups, reminding businesses to check in with customers after service interactions. Effective follow-ups build trust and demonstrate commitment to customer satisfaction. For example, a CRM can trigger an email survey after a support interaction, allowing customers to provide feedback. Businesses can then use this feedback to improve processes and address any lingering concerns. Example: A CRM can trigger an email or call reminder a week after a service request to ensure customer satisfaction. 5. Leverage AI and Chatbots for Instant Support AI-powered chatbots integrated with CRM systems provide instant responses while still ensuring a human-like experience. They can answer common questions and escalate complex issues to human representatives. Intelligent chatbots can analyse customer sentiment and respond in a way that feels more natural and engaging. Furthermore, AI-driven CRM features can predict customer issues based on past interactions, helping businesses proactively address concerns before they escalate. Example: A chatbot integrated with a CRM can recognise a returning customer and provide support based on their previous inquiries. 6. Use CRM to Gather and Act on Customer Feedback Listening to customer feedback is key to improving service quality. CRMs can collect feedback through surveys, chat logs, and service reviews, providing valuable insights for future improvements. Businesses can use CRM analytics to track customer sentiment and identify recurring complaints. For example, if multiple customers report the same issue, CRM tools can generate reports highlighting these concerns. Companies can then take data-driven actions to improve their offerings and service quality. Example: A CRM can flag recurring complaints, allowing businesses to adjust their approach and enhance service delivery. Key Steps in CRM Implementation 1. Plan a CRM Strategy Define clear business goals and objectives that the CRM system will support. Identify key pain points in customer service and outline how CRM can address them. 2. Select CRM Software Choose a CRM platform that aligns with your business needs. Consider factors like scalability, integration capabilities, and user-friendliness. 3. Thorough Data Migration Migrate existing customer data accurately to avoid losing valuable information. Data cleansing ensures that only relevant, high-quality data is transferred. 4. Configure and Customise Tailor the CRM system to fit specific workflows and processes, ensuring a seamless transition for employees. 5. Train and Change Management Provide comprehensive training to staff, addressing potential resistance to change. A well-trained team maximises CRM adoption and effectiveness. 6. Test and Launch Thoroughly test the CRM system before deployment to ensure all functionalities work as expected. 7. Ongoing Optimisation Continuously monitor performance and refine processes to enhance efficiency and customer satisfaction. A CRM system is not just a data repository—it’s a strategic tool that helps businesses build stronger, more empathetic customer relationships. By using CRM to understand, personalise, and improve service, businesses can create a customer experience that enhances loyalty and long-term success. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

A comprehensive business operations assessment identifies inefficiencies, strengthens decision-making, and creates a scalable business model. Gain strategic insights to enhance profitability, streamline operations, and drive sustainable growth. Comprehensive Business Operational Assessment Operational Excellence Begins With Operational Assessment Running a business involves more than just managing day-to-day operations—it’s about creating a structure that allows for sustainable, scalable growth. Many businesses unknowingly operate with inefficiencies, missed opportunities, and hidden risks that limit their value and growth potential. A comprehensive business operations assessment helps uncover these barriers, providing the clarity needed to make informed, strategic decisions. Uncover Lost Profit Inefficiencies cost businesses an average of 20-30% of their revenue annually. Misaligned processes reduce productivity and increase employee turnover. Lack of clear operating procedures leads to inconsistent customer experience and lost opportunities. What is a Comprehensive Business Operational Assessment? A business operations audit is a structured review of your company’s core functions and processes, focusing on: Business Strategy and Alignment – Are your goals aligned with day-to-day operations? Operational Efficiency – Are you maximising productivity and eliminating waste? Leadership and Accountability – Are decision-making structures clear and effective? Financial Performance – Are you optimising profit margins and cash flow? People and Culture – Is your workforce aligned with your business goals? Technology and Digital Transformation – Are you using the right tools to support scalability? Customer Experience and Retention – Are you building long-term customer loyalty? How the Assessment Works Step 1: Initial Consultation – Understanding your business goals and challenges. Step 2: Data Collection – Reviewing processes, performance data, and financials. Step 3: Analysis – Identifying gaps, inefficiencies, and missed opportunities. Step 4: Reporting – Providing a detailed report with insights and actionable recommendations. Step 5: Debrief and Recommendations – Discussing the findings and next steps. Key Insights You’ll Gain Identify the most significant bottlenecks slowing your growth. Understand the true cost of inefficiencies across your operations. Get clarity on your business’s strengths and weaknesses. Develop a roadmap for operational improvements and strategic growth. Why a Comprehensive Assessment is Essential for Scaling Scaling a business isn’t just about increasing revenue—it’s about ensuring your operational model can support growth. Without a clear understanding of your operational weaknesses, businesses risk hitting structural limitations that stall progress. An audit provides the foundation to scale strategically, improving efficiency, profitability, and business value Who Should Consider a Business Operations Assessment? Business owners preparing for growth or investment. Companies struggling with operational inefficiencies. Businesses facing declining profit margins despite increased sales. Founders looking to transition from day-to-day operations to a more strategic role. Common Mistakes That an Business Operations Assessment Can Fix Poor delegation and decision-making bottlenecks. High employee turnover and low morale. Inconsistent customer experience and declining retention rates. Over-reliance on manual processes, leading to errors and inefficiencies. Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

Learn how to improve small business operations in this helpful guide to increase your business productivity and maximise your business resilience. How to Improve Small Business Operations Learn how to improve small business operations in this helpful guide to increase your business productivity and maximise your business resilience. Published on: 5 May 2022 For small businesses, improving business operations often boils down to day to day survival. Leaders run from department to department, putting out fire after fire, with little time to look at the bigger picture which slows long-term growth by stunting operational efficiency. Research by McKinsey shows 79% of all companies have cut costs over the last year in response to the economic uncertainty, but only 53% of executives believe that this approach actually helped the business weather it. At the same time, research shows only 4% of companies measure and manage their documented processes. This suggests a huge amount of businesses are struggling to focus on improving operational efficiency as a means of increasing business productivity and profitability. If operations management in small businesses reviewed their operating efficiency they could improve business operations and in turn, improve business productivity and profitability; making them more competitive and maximising business resilience. We all need to rethink business . That’s why in this article we’ll be looking at what operational efficiency is and how to improve small business operations to achieve it and how that can be a part of a continuous business improvement programme . What is Operational Efficiency and How Can it Increase Business Profitability? Before we can dive into how to improve business operations in a small business, it helps to understand what the goal is. That goal is simple on paper — to improve operational efficiency. Often operational efficiency is a term thought to only be used within the manufacturing industry, with little regard for the 6 million SMEs in the UK which make up 99% of all businesses. But it’s not so. Business operational efficiency simply refers to an organisation’s ability to deliver a high quality service or product through the most streamlined processes and effective use of resources. Therefore this approach is a great strategy to increase revenue and business growth internally by enabling businesses to generate larger profits with the same resources, as opposed to looking for external sources like a new sales or marketing campaign. Maximising a Small Marketing Budget Maximising a small marketing budget isn't just about stretching resources—it's about survival in a fiercely competitive arena. For small businesses, prudent spending is paramount to carving out a niche and staying afloat amidst industry giants. It's a strategic game where every penny counts, demanding innovation and creativity to make impactful impressions. In today's market, where attention is currency, mastering the art of maximising a modest budget isn't optional—it's the lifeline for sustainable growth and long-term success. How to Improve Small Business Operations to Maximise Business Productivity Business operations are not merely a means of cost management. All aspects of your business relate to business operations. Broadly, for all business sectors there are eight categories to focus on in business operations where improvements can be made: Organisation operations Sales and marketing operations Supply chain operations Sourcing and procurement operations Financial operations Business process management Research and development Outsourcing operations Of course, not all of these categories will apply to every business. But it goes to show the broadness of which aspects can be addressed in the process of operational improvements. For most SMEs, the following strategies can help to improve small business operations: A business improvement programme Reviewing and refining processes Improving employee well-being A more developed financial strategy Utilising the best technologies available Measure overall performance and set goals A Business Improvement Programme A business improvement programme will ensure that the right problems are fixed in the right order, that the operational issues that are having the most significant impact on the business need to be addressed first. Reviewing and Refining Processes for Continuous Improvement Business process management (BPM) speaks to the statistic we referred to in the introduction; that only 4% of businesses measure and manage processes. Process refinement is at the heart of improving business operations.BPM gives businesses a better understanding of the drive behind day-to-day operations. Without documented and measured processes, you’re just making guesses as to where operational improvements can be made, which is why so often large changes driven from the top-down cause such chaos for frontline workers. Though the brand is known as a global success now, Taco Bell used a business process management strategy to save their brand from going under back in the 1980s. In 1983, while the rest of the fast food industry was seeing an average 6% year-on-year growth, Taco Bell’s annual revenue growth was negative 16%. The newly appointed CEO, James Martin focused on completely redesigned business processes as a means of growth, transforming them into the $3 billion company we know today. All this to say, processes must be documented and measured within businesses, so that they can be reviewed and analysed. This shouldn’t be a one time review, but a continuous process of improvement. This can allow businesses to automate in new areas and better allocate resources to more productive activities. Improving Employee Well-Being Improves Employee Engagement Employee engagement is at the heart of business productivity. The picture in the UK for employee engagement currently is bleak. Gallup research reveals only 27% of UK employees strongly agree that their workplace cares about their well-being. While many companies have an employee well-being programme in place, many of these bring lacklustre results when it comes to increasing employee engagement. There are no end of ways to improve employee engagement , but in short: Creating a robust company culture with a clear vision and purpose Transparent and open communication Investing in employee development Setting clear, attainable goals Supporting the mental and physical health needs of employees Empowering employees with decentralised decision making Building stronger teams through better, selective recruitment for behaviours Developing a More Robust Financial Strategy Businesses need to make a profit and your financial strategy is at the heart of this. Particularly within the hospitality industry, but across many industries, margins have dwindled as the markets have become more and more competitive. Low margins not only impact your financial viability, but they also impact employee morale. Wages stagnate and employees move onto greener pastures. Yet the approach of cutting margins to increase sales remains a common one. Instead, we suggest competing on the customer experience instead. 86% of customers are happy to pay more for a better customer experience. So instead of continuously eating into your margins to survive, increase them and justify it by delivering a better customer experience than anyone else on the market. Utilising the Best Technologies Available to Improve Operating Efficiency Technology is an undeniable part of working life in the Fourth Industrial Revolution. Automation is expected to increase across industries, freeing up your employees time to be better devoted to more creative tasks which machines cannot do. This isn’t to say technology alone is the solution for improving business operations, but ensuring you stay ahead of the curve (and competitors!) by keeping up to date and investing in the technologies you need to streamline and improve processes is a key characteristic for small business operations management. Measure Overall Performance and Set SMART Goals to Unlock Business Productivity So many SMEs only focus on the bottom-line financial metrics. Of course these are important, but it’s vital to measure your operational metrics if you want to improve small business operations. There are no end of operational metrics to pick from to measure your overall performance and operational efficiency, but common operational metrics include: Total tickets vs open tickets Mean time between failures Mean time to repair Mean time to recovery Mean time to resolve Mean time to respond Mean time to failure Lead time Average handle time Return on advertising spend Customer acquisition cost Time to payback Marketing originated customer percentage Employee efficiency Adherence to values Customer satisfaction Revenues per employee Once you’ve measured your performance, set new SMART goals to achieve them, to allow you to continuously develop and improve operational efficiency. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

What is Stakeholder Capitalism? Stakeholder capitalism is about companies serving a wider group of interests beyond the narrow focus on their shareholders. What is Stakeholder Capitalism? The idea of stakeholder capitalism features in The Modern Corporation and Private Property from 1932 and came to life in the 1970s, driven largely by Klaus Schwab, who founded the World Economic Forum. Published on: 27 Jul 2023 Stakeholder capitalism is about companies serving a wider group of interests beyond the narrow focus on their shareholders. The list of stakeholders includes the shareholders but also customers, staff, partners, suppliers, the planet, the community and wider society. A stakeholder business considers the environmental, social and governance (ESG) issues and corporate social responsibility (CSR) in addition to making a profit for shareholders. Stakeholder capitalism has a broader scope than shareholder capitalism alone Implementing stakeholder capitalism can be difficult as it has to be balanced with the priorities of shareholder capitalism Consistent metrics for companies to measure their efforts are needed for stakeholder capitalism to be applied successfully Momentum in the growth of stakeholder capitalism is being driven in part by increasing ESG and CSR requirements Economic models are adapting to support stakeholder capitalism objectives with advances in sustainable and circular economic activities The idea of stakeholder capitalism features in The Modern Corporation and Private Property from 1932 and came to life in the 1970s, driven largely by Klaus Schwab, who founded the World Economic Forum. In 2019, the influential Business Roundtable of top US company executives urged a move by companies away from shareholder primacy. At the start of 2015, releasing a report with former UK chancellor Ed Balls, former US treasury secretary Larry Summers wrote, “The ability of free-market democracies to deliver widely shared increases in prosperity is in question as never before.” As the saying goes, a rising tide lifts all boats. So for the first 100 years of capitalism nobody saw the damage being done. After all, more people die today of obesity than starvation. Most people became better off. However, now we see the shrinking ice caps, the inequality with bosses paid hundreds or even thousand times more than their staff and increasing pollution. The cost of economic growth has become more apparent to everybody. The best-performing companies are inclusive; they engage their employees and treat them right. In return, the staff are more motivated and the company more profitable. Countries can be run in the same way, by galvanising their population’s efforts to maximise growth and instilling a belief that things are being done in a fair, equal and inclusive way. Industrial capitalism needs an upgrade. Today, the world is dominated by services, experiences and knowledge, not industry. It needs upgrading to stakeholder capitalism . Haydn Shaughnessy wrote about this back in 2012, in Forbes , The Emergence of Social Capitalism: Adaptation or Threat? Stakeholder capitalism needs to be built with stakeholder businesses . These businesses still have profit as a primary focus, but they recognise and account for their impact on the environment, the communities within which they operate and the management of their suppliers and staff. Unlike their industrial capitalist parents, stakeholder capitalists don’t work in isolation. They work with others and factor into their costs the impact they’re having on the wider environment, the world and on other businesses. It’s a fundamental and very important difference. Yanis Varoufakis refers to it as “ democratic socialism” which works for him and his left leaning ideas and Marco Rubio’s calls it “common good capitalism” which works for his Republican right leaning tendencies. However “stakeholder capitalism” would be equally liked and disliked by both sides so making it an ideal name to run with, at least for now. As Winston Churchill once said: “The inherent vice of capitalism is the unequal sharing of blessings; the inherent virtue of socialism is the equal sharing of miseries.” Stakeholder capitalism brings together business, society and government into a single place, where the interests of all three are met equally at the same time. What is the difference between Shareholder Capitalism and Stakeholder Capitalism? Stakeholders in a company have a vested interest in it as they are affected by what it does and how it performs. In contrast to stakeholder capitalism, shareholder capitalism focuses more exclusively on achieving beneficial outcomes for companies and their shareholders through profitable growth. In the 1970s, the economist Milton Friedman was an influential voice in support of shareholder capitalism as the way forward for businesses. Traditionally, business owners are capitalists who own the means of production and pay wages to employees who work on their behalf. Flaws in capitalism concerning the exploitation of workers by factory owners were highlighted in the 19th century, in particular by Karl Marx, the German philosopher who witnessed first-hand the deprivations caused by the industrial revolution on his visits to Manchester. Social reform from the 19th century led to greater protection of employees, an important stakeholder group. Marx and Friedrich Engel’s pamphlet The Communist Manifesto viewed capitalism as a historical stage that would be followed by socialism – whether through revolution of political reforms and structural change. The threats to individuals posed by shareholder capitalism have influenced the works of many great authors, from Charles Dickens to George Orwell. Shareholder capitalism isn’t in danger of being overthrown, but it is evolving – rapidly. Source: Avenis What are the challenges of Stakeholder Capitalism? To be effective, stakeholder capitalism needs to strike the right balance with the demands of traditional shareholder capitalism. In his book Stakeholder Capitalism , Schwab highlights the list of major socio-economic issues that have to be tackled : Rising income inequality and slow wage growth Slowing growth, innovation and productivity Global debt Exploitation of natural resources that is damaging the environment The Embedding Project, which helps companies embed social and environmental factors in their decision-making, interviewed hundreds of senior leaders of global companies to identify these key stumbling blocks facing stakeholder capitalism : Not all positive contributions offset adverse impacts, for example, making carbon credits to cover carbon emissions Companies need to do more to balance all interests Meeting stakeholder expectations might not be enough in the longer term Focusing too much on stakeholders’ risks and ignoring bigger systems that are at play, for example, a well-intentioned environmental action might destabilise larger ecosystem activity. A flaw in stakeholder capitalism is that businesses trying to balance diverse priorities can cause confusion that may lead to so called garbage can organisations . Some people worry that stakeholder capitalism in the 21st century could fail for the same reasons they believe it did in the 20th century. Other challenges for businesses to face when they embrace stakeholder capitalism include: Being too vague on your goals and what success looks like Trying to do too much at the same time Not being accountable Not dealing with resistance to change from shareholders or conflicts between stakeholders Another significant challenge is cynicism in the ability of stakeholder capitalism to deliver on its promises. People can be turned off by tokenism and actions that are really no more than public relations exercises – talking the talk rather than walking the walk. Stakeholder capitalism initiatives can also be hijacked for other purposes, for example, as an excuse to cut workforce numbers. Implementing Stakeholder Capitalism Attention is being given to how best to transition to stakeholder capitalism and ensure it can be sustained. In conjunction with the likes of Deloitte, EY, KPMG and PwC, the World Economic Forum has proposed a set of common metrics that encourage consistent reporting by businesses of sustainable value creation. The aim is for these metrics to be used in corporate annual reports across all industry sectors and countries. There are 21 core metrics where information is already reported and a further 34 metrics that are less established. All metrics are aligned with four ESG priorities: governance, planet, people and prosperity. A report by the London Business School and the Investor Forum urges investors to use their influence to bridge the perceived divide between the role of shareholders and the expectations of stakeholders. The report recommends action in two key areas: A systematic approach in responding to stakeholder issues Better alignment of interests between investors and stakeholders Consultants McKinsey identifies five steps to getting stakeholder capitalism right : Know your stakeholders Understand stakeholders’ needs Define and measure how you will meet stakeholders’ needs Execute your stakeholder capitalism strategy Sustain long-term value creation for all your stakeholders WEF-IBC Measuring Stakeholder Capitalism Report How to measure Stakeholder Capitalism? As they say, “what gets measured, gets managed”, so how to measure stakeholder capitalism? A part of the answer lays with ESG; Environmental, Social and Governance criteria, and a white paper commissioned by the World Economic Forum’s International Business Council (IBC) called Measuring Stakeholder Capitalism – Towards common metrics and consistent reporting of sustainable value creation. This contains 21 core metrics and 34 expanded metrics with the goal of creating a global reporting system. The framework divides the metrics into four areas — principles of governance, planet, people, and prosperity — that serve as the foundation for ESG reporting standards. Each of these considers the 17 SDGs: Stakeholder Capitalism SDG Principles of Governance Metrics Stakeholder Capitalism SDG Principles of Governance Metrics SDG12: Responsible consumption and production, SDG16: Peace Justice and strong institutions, SDG17: Partnerships for the goals Stakeholder Capitalism SDG Planet Metrics Stakeholder Capitalism SDG Planet Metrics SDG6: Clean water and sanitation, SDG7: Affordable and clean energy, SD12: Responsible consumption and production, SDG13: Climate action, SDG14: Life below water, SDG15: Life on land Stakeholder Capitalism SDG People Metrics Stakeholder Capitalism SDG People Metrics SDG1: No Poverty, SDG3: Good health, SDG4: Quality Education, SDG5: Gender Equality, SDG10: Reduced Equalities Stakeholder Capitalism SDG Prosperity Metrics Stakeholder Capitalism SDG Prosperity Metrics SDG1: No poverty, SDG8: Descent economic growth, SDG9: Industry innovation and infrastructure, SDG10: Reduced inequalities To Wrap It Up Stakeholder capitalism is concerned not only for the shareholders but for all those who have a stake in the business – the employees, suppliers, customers, partners, society and the planet. To address the challenges of stakeholder capitalism, we must set ourselves to incorporate the ESG (environment, social and governance) principles not only with our reporting systems (or metrics) but also to embed these principles into the fabric of our businesses. We must approach this in such a way that our stakeholders have no doubt that we hold their best interests at heart. We can do this by being transparent in our governance, taking the utmost care to show how we value our people and by making firm decisions that support our environment. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

Discover 7 essential strategies to streamline workflows, enhance efficiency, and achieve operational excellence. Learn actionable tips to optimise processes, boost productivity, and drive sustainable growth in your organisation. 7 Business Process Improvement Strategies for Operational Excellence Unlock the full potential of your organisation with these strategies designed to drive efficiency, productivity, and sustainable growth. Effective business processes are the backbone of successful organisations. They enable smoother operations, better productivity, and increased profitability. Yet, many businesses face inefficiencies that hinder their growth. Business Process Improvement (BPI) offers a structured approach to identifying and resolving inefficiencies, driving operational excellence by ensuring that workflows align with organisational goals and deliver measurable outcomes. Prerequisites for Business Improvement Before embarking on a business improvement programme, it is essential to establish a solid foundation. This includes: Clear Objectives: Define what you aim to achieve through the improvement initiative, whether it’s cost reduction, increased efficiency, or enhanced customer satisfaction. Leadership Commitment: Ensure that leadership is fully committed to driving and supporting the changes. Employee Engagement: Cultivate a culture where employees are motivated to participate and contribute ideas. Resource Allocation: Secure the necessary resources, including time, budget, and tools, to implement changes effectively. Baseline Metrics: Understand your current performance by collecting data and setting benchmarks to measure progress. With these prerequisites in place, you can confidently move forward with strategies to enhance your business processes and achieve operational excellence. Below, we explore seven BPI strategies that can elevate your organisation. 1. Conduct Process Mapping Process mapping is a powerful tool for visualising and analysing workflows within an organisation. It involves creating a detailed diagram or flowchart that represents the sequence of tasks, decisions, and interactions involved in a process. By carefully documenting each step, process mapping helps you gain a comprehensive understanding of how work is completed, who is responsible for each step, and how different departments or teams interact. Identifying Bottlenecks The primary benefit of process mapping is that it allows businesses to pinpoint inefficiencies. Bottlenecks, for example, become much more evident when the entire workflow is laid out visually. These bottlenecks can occur at any point where work is delayed due to resource constraints, excessive approvals, or lack of coordination between departments . Identifying these obstacles is the first step toward removing or reducing their impact. Uncovering Redundancies Redundancies are another common issue that process mapping helps uncover. In complex organisations, it’s easy for tasks to be duplicated or for processes to overlap unnecessarily. When workflows are clearly mapped, it becomes easier to spot areas where tasks are being repeated or where resources are being used inefficiently. This visibility allows for the elimination of these redundancies, ensuring that resources are being utilised in the most effective manner possible. Improving Standardisation and Consistency Furthermore, process mapping provides insight into areas where there is a lack of standardisation or clear procedures. These gaps can lead to inconsistencies in output quality, missed deadlines, or customer dissatisfaction. By documenting processes, organisations can standardise workflows and implement best practices, ensuring greater consistency and reliability in outcomes. Fostering Cross-Functional Collaboration Another advantage of process mapping is that it promotes cross-functional collaboration. Since process maps show how different departments interact, they can highlight potential communication gaps or opportunities for better coordination. When employees from various functions come together to create or review process maps, it fosters a greater understanding of how their work fits into the larger organisational strategy and encourages collaboration across teams. Enabling Continuous Improvement In addition to identifying bottlenecks, redundancies, and areas of inconsistency, process mapping also helps with continuous improvement. Once an organisation identifies inefficiencies or improvement opportunities, process maps serve as a baseline for future iterations. Changes can be tracked and measured over time, allowing businesses to refine their processes and enhance overall performance. Streamlining Operations for Success Ultimately, process mapping is an essential technique for streamlining operations, improving efficiency, and enhancing organisational effectiveness. It provides a clear, visual framework for understanding workflows, enabling businesses to identify opportunities for optimisation and better allocate resources. By regularly updating process maps, organisations can continue to evolve and adapt to changing needs, ensuring long-term success and competitiveness. Actionable Tip: Use tools like flowcharts or specialised software to map your key processes. Invite team members from different levels to contribute, ensuring accuracy and inclusivity. 2. Leverage Data Analytics Data-driven decisions are fundamental to improving business performance and achieving long-term success. Rather than relying on assumptions or gut feelings, making decisions based on data provides an objective, evidence-based approach that allows businesses to pinpoint exactly where they can improve and how to allocate resources most effectively. By leveraging data, organisations can gain insights that are not only accurate but also actionable, ensuring that each decision made contributes to overall growth and efficiency. The Role of Performance Metrics At the core of data-driven decision-making is the use of performance metrics—key indicators that measure the effectiveness of various aspects of the business. These metrics can range from financial data, such as revenue and profit margins, to operational metrics, like production cycle times, customer satisfaction scores, and employee productivity levels. By continually monitoring these metrics, businesses gain a clear picture of their current performance, which serves as a foundation for making informed decisions. For example, if a company notices that customer satisfaction scores are dropping, data analysis can reveal patterns or issues (such as long response times or product quality concerns) that need to be addressed. Identifying Trends with Data One of the most powerful aspects of data-driven decisions is the ability to identify trends. Over time, data can highlight both short-term fluctuations and long-term patterns that would otherwise go unnoticed. For instance, sales data might show seasonal patterns that allow businesses to adjust their inventory and staffing levels accordingly, or customer feedback might reveal emerging needs that signal new market opportunities. Identifying these trends empowers businesses to act proactively, positioning themselves to take advantage of opportunities before their competitors do. Uncovering Inefficiencies Data analytics also plays a crucial role in identifying inefficiencies within the organisation. Whether it's a manufacturing process that is slower than necessary, a sales funnel with a high dropout rate, or operational bottlenecks that delay product deliveries, data helps pinpoint exactly where performance is falling short. Through data analysis, businesses can uncover the root causes of these inefficiencies rather than just addressing the symptoms. This enables businesses to implement targeted improvements, whether through automation, process optimisation, or staff training, ensuring that each adjustment has a direct, measurable impact on performance. Assessing the Impact of Operational Changes Another critical advantage of data-driven decision-making is the ability to assess the impact of operational adjustments. Without data, it’s difficult to understand whether a change has made a significant difference or if further adjustments are needed. However, when decisions are grounded in analytics, businesses can track the effects of their changes in real-time. This feedback loop allows for continuous improvement, as businesses can quickly evaluate whether a particular approach is yielding the desired results or if they need to pivot. For example, after launching a marketing campaign, performance data such as conversion rates and customer engagement metrics will reveal whether the campaign was effective or if adjustments are required. Eliminating Bias and Subjectivity Moreover, data-driven decisions eliminate bias and subjectivity from the decision-making process. When decisions are based solely on assumptions or personal experience, there’s a risk of favouring certain ideas or initiatives that may not be the most effective. Analytics, on the other hand, provide a neutral, factual basis for decisions, reducing the influence of biases and making it easier to evaluate multiple options objectively. Fostering Accountability and Alignment In a broader organisational context, adopting a data-driven culture can foster accountability and alignment across teams. When everyone is working with the same data and performance metrics, departments can work collaboratively toward shared goals, making it easier to align strategies and track progress. This transparency also helps managers and employees make better decisions at all levels, leading to greater efficiency and cohesiveness within the organisation. The Power of Data-Driven Decisions for Growth Ultimately, data-driven decisions ensure that operational adjustments are not only informed but also impactful. By making decisions based on facts and insights, businesses can continuously optimise their operations, improve customer experiences, and stay ahead of the competition. In a world where market conditions, customer preferences, and technologies are constantly evolving, data analytics provides the agility and foresight necessary to navigate these changes successfully. By embracing this approach, organisations can make smarter, more effective decisions that drive sustainable growth and operational excellence. Actionable Tip: Invest in business intelligence tools to track metrics like cycle times, error rates, and customer satisfaction. Regularly review this data to stay informed about your processes' performance. 3. Automate Repetitive Tasks Automation has become a game-changer for businesses seeking to improve efficiency, reduce errors, and enhance productivity. By integrating automated systems into everyday processes, organisations can unlock substantial benefits that not only streamline operations but also create more room for strategic decision-making and growth. Below, we explore how automation specifically impacts key operational areas and drives the path towards operational excellence. Reducing Manual Effort Manual tasks such as data entry, invoice processing, and inventory management often require significant human input and can consume valuable time. Automation tools and systems can take over these repetitive tasks, significantly reducing the workload for employees. By automating routine processes, businesses can free up their teams to focus on more complex and strategic activities, ultimately leading to increased job satisfaction and higher levels of employee engagement. This shift not only boosts productivity but also ensures that employees’ skills are better aligned with the organisation’s high-priority goals. For instance, instead of spending hours inputting customer details or processing invoices manually, an automated system can instantly capture and record data, ensuring a faster and more accurate workflow. This, in turn, allows your team to concentrate on high-value tasks such as customer relationship building, strategic analysis, and business development. Minimising Errors and Enhancing Accuracy Manual processes are prone to human error. Mistakes in data entry or inventory tracking can lead to costly issues, including lost revenue, poor customer satisfaction, and even compliance violations. Automation addresses this challenge by eliminating the risk of human error in routine processes. Systems designed for automation are typically programmed to follow predefined rules and protocols, ensuring that tasks are executed consistently and without deviation. For example, invoice processing can be automated to match purchase orders with supplier invoices, flagging discrepancies for review. This ensures that mistakes, such as overpayment or incorrect billing, are prevented before they occur. With fewer errors, businesses can maintain a high level of accuracy and integrity in their operations, which is essential for maintaining trust with clients, partners, and regulatory bodies. Increasing Speed and Efficiency Speed is one of the primary advantages of automation. Where manual tasks may take hours or even days to complete, automated systems can carry them out in a fraction of the time. Automation speeds up processes like inventory management, order processing, and customer support, enabling businesses to respond more quickly to customer demands and market changes. For example, inventory management systems can automatically update stock levels in real-time, ensuring that the business always has accurate data on product availability. This level of responsiveness not only improves operational efficiency but also enhances the customer experience, as customers receive timely information on product availability and faster delivery times. Fostering Operational Excellence When businesses automate key operational tasks, the result is more than just time saved or errors reduced—it’s a pathway to operational excellence. The integration of automated processes aligns with best practices for efficiency, consistency, and scalability. With automation, businesses can standardise workflows across departments, ensuring that every team member follows the same processes, regardless of time or location. This consistency allows businesses to scale operations without compromising on quality or service delivery. Additionally, automation enables businesses to make data-driven decisions. By gathering real-time data from automated systems, organisations can gain valuable insights into their operations, customer behaviours, and performance metrics. This data allows for continuous improvement and proactive decision-making, which are key components of operational excellence. Strategic Focus and Business Growth The most significant benefit of automation is that it enables teams to move from being bogged down by repetitive tasks to focusing on strategic activities that drive business growth. With time freed from mundane processes, your team can engage in problem-solving, innovation, and building customer relationships—all activities that contribute to long-term success. For example, rather than spending hours on manual administrative work, sales teams can focus on lead generation, closing deals, and nurturing customer relationships. Similarly, marketing teams can shift their focus from manual campaign tracking to crafting more targeted strategies based on data insights provided by automated systems. Automation isn’t just a tool for reducing manual effort; it’s a critical enabler of operational excellence. By automating routine tasks, minimising errors, and increasing speed, businesses can unlock new levels of efficiency and productivity. Ultimately, this creates a more streamlined and agile operation that allows teams to focus on strategic, value-adding activities. Embracing automation paves the way for long-term growth, enhanced customer satisfaction, and a stronger competitive advantage in the marketplace. Actionable Tip: Evaluate your workflows to identify repetitive tasks. Implement automation software tailored to your industry and scale. 4. Implement Continuous Improvement Business improvement should never be viewed as a one-off initiative; instead, it must be an ongoing effort embedded within the company's culture. In today’s fast-paced, ever-changing market, businesses need to be agile and adaptive to remain competitive. Continuous improvement is the cornerstone of this adaptability, enabling companies to stay aligned with their operational goals while evolving to meet shifting demands. Building a Culture of Continuous Improvement A culture of continuous improvement is more than just a set of processes or tools—it’s a mindset that pervades the entire organisation. It requires a commitment from leadership to foster an environment where every employee is empowered to contribute ideas for improvement. Encouraging staff to think critically about how things can be done better, faster, or more efficiently can create a collaborative environment that drives growth and innovation. Leadership plays a crucial role in cultivating this mindset. They must actively support and model continuous improvement by promoting transparent communication, setting clear expectations, and recognising achievements. When employees see that their contributions are valued, they are more likely to be engaged and motivated to find solutions that improve the business. Adapting to Changing Business Needs Business needs evolve constantly, whether due to shifts in the market, technological advancements, or changing customer preferences. What worked yesterday may not be as effective today. Continuous improvement allows businesses to stay ahead by ensuring their processes, products, and services remain relevant and effective in the face of change. Adapting to changing business needs requires a proactive approach. Regularly assessing current operations, identifying areas for improvement, and implementing iterative changes can help businesses maintain flexibility. This might include adopting new technologies, updating training programs, or streamlining workflows to remove bottlenecks. Companies that make continuous improvements are more likely to avoid stagnation, remain competitive, and seize new opportunities as they arise. Alignment with Operational Goals The ultimate goal of continuous improvement is to ensure that all processes are in sync with the company's operational goals. By constantly evaluating and refining business processes, companies can enhance efficiency, reduce costs, and improve quality. It’s essential that every initiative for improvement is aligned with the broader strategic objectives of the business. To achieve this alignment, businesses must first have a clear understanding of their operational goals. This means setting measurable targets and regularly reviewing progress. Performance metrics, such as key performance indicators (KPIs), are useful tools for tracking progress towards these goals and identifying areas where improvements are needed. Continuous improvement should be driven by data and insights, ensuring that decisions are based on evidence rather than assumptions. The Role of Employee Engagement in Continuous Improvement For continuous improvement to be effective, employees must feel invested in the process. When individuals at all levels of the organisation contribute ideas for improvement, it not only drives innovation but also increases employee satisfaction and retention. Employees who see that their input is valued and that they have the ability to influence change within the company are more likely to feel empowered and engaged. This is particularly important in industries where customer satisfaction and operational efficiency are key drivers of success. By tapping into the collective knowledge of the workforce, businesses can uncover new ways to improve customer experiences, streamline operations, and achieve better outcomes. Measuring Success in Continuous Improvement To gauge the effectiveness of continuous improvement efforts, businesses must establish metrics to measure progress. These can include financial metrics, such as revenue growth or cost savings, as well as operational metrics like cycle time reduction, process efficiency, or customer satisfaction scores. Regularly reviewing these metrics provides insight into how well improvement initiatives are contributing to the organisation’s success. In addition to quantitative metrics, qualitative measures—such as employee feedback or customer surveys—can help businesses understand the impact of improvements on the workforce and customer experience. Combining both types of data allows for a more comprehensive understanding of the effectiveness of continuous improvement efforts. Continuous improvement should be an ongoing commitment within a business, ensuring that processes evolve to meet changing needs and align with operational goals. By fostering a culture that embraces change, engaging employees, and measuring success, businesses can maintain a competitive edge and achieve long-term success. Ultimately, businesses that prioritise continuous improvement will not only improve their bottom line but also enhance their ability to adapt and thrive in an ever-changing environment. Actionable Tip: Use frameworks like Kaizen or Plan-Do-Check-Act (PDCA) to foster regular assessment and adaptation. Encourage employees to suggest improvements and reward their contributions. 5. Focus on Employee Training Well-trained employees are one of the most valuable assets a business can have. Their ability to perform tasks more efficiently and with fewer errors directly impacts the overall success and profitability of the organisation. Investing in regular training not only enhances individual performance but also contributes to a culture of continuous improvement within the team. Below, we’ll explore the key reasons why regular employee training is crucial for maximising operational efficiency. Increased Efficiency and Productivity Training empowers employees to execute tasks with greater speed and accuracy. When employees are well-versed in the processes, tools, and technologies they use daily, they can complete their work more quickly, without the need for frequent guidance or corrections. This leads to an overall increase in productivity as employees spend less time troubleshooting or redoing tasks. Efficient performance is essential for businesses seeking to maximise output while minimising costs. Reduction in Errors and Mistakes One of the direct benefits of employee training is a noticeable reduction in errors and mistakes. When employees are trained properly, they are more likely to understand the details and nuances of the tasks they’re performing. This knowledge helps them avoid common pitfalls and navigate complex situations effectively. Fewer errors result in better-quality products or services, which enhances customer satisfaction and reduces the cost of rework and corrections. Adaptability to New Tools and Processes As businesses grow and evolve, new processes, tools, and technologies are often introduced to improve operations. Regular training ensures that employees are not left behind as the business adapts to changes. By equipping your team with the skills they need to navigate new systems or software, you enable them to stay current and maintain their efficiency. This adaptability also supports the implementation of innovation, as employees are confident in using new tools and can integrate them seamlessly into their workflows. Fostering a Culture of Operational Competence Training is a key component in building a culture of competence within your organisation. When employees receive ongoing development opportunities, they feel more confident in their abilities and are motivated to continuously improve. This leads to higher levels of engagement, as employees take ownership of their role and strive for excellence. A competent workforce not only improves day-to-day operations but also strengthens the overall performance of the organisation in achieving long-term strategic goals. Employee Retention and Satisfaction A well-trained workforce is often a satisfied and loyal one. Regular training demonstrates a commitment to employee development and personal growth. Employees who feel they are improving their skills and advancing their careers are more likely to stay with the company. This reduces turnover and recruitment costs while fostering a sense of loyalty and engagement, ultimately contributing to a more stable and high-performing team. Continuous Improvement and Innovation Ongoing training creates an environment where continuous improvement is encouraged and valued. Employees become accustomed to learning and refining their skills, which leads to more efficient problem-solving and creative thinking. As a result, your team is better equipped to identify opportunities for improvement within existing processes and innovate new ways of working that further enhance operational performance. This mindset of continuous improvement drives long-term growth and helps businesses stay competitive in an ever-changing marketplace. Stronger Leadership and Team Collaboration Training not only benefits individual performance but also strengthens team dynamics. Well-trained employees are more likely to collaborate effectively, as they share a common understanding of processes and goals. In addition, training can develop leadership skills, helping employees grow into managers and mentors who can guide and support others in their professional development. A team with strong leadership and collaboration skills is essential for tackling complex projects and achieving organisational success. The importance of regular employee training cannot be overstated. It drives efficiency, reduces errors, fosters adaptability, and builds a culture of competence within the organisation. By investing in your team’s development, you not only enhance their skills but also create an environment that supports continuous growth and improvement, ensuring long-term business success. Training is an essential tool for maximising operational performance and creating a workforce that is capable, engaged, and ready to meet future challenges head-on. Actionable Tip: Create a training calendar that aligns with your process improvement goals. Include topics such as new technologies, soft skills, and operational best practices. 6. Enhance Communication Effective communication is a cornerstone of any successful operation, and when it falters, the consequences can be significant. Poor communication often leads to misunderstandings that create confusion among team members, resulting in missed deadlines, errors, and even project failures. In many cases, it’s not the lack of effort, but the misinterpretation of information or lack of clarity that leads to delays. These breakdowns can snowball, causing cascading issues that affect productivity, morale, and ultimately, the bottom line. Teams can waste time retracing steps or correcting mistakes that could have been avoided with clear, consistent communication. In larger organisations, where cross-functional teams must collaborate, these issues multiply, resulting in even greater inefficiency and frustration. Streamlining Communication Channels To ensure smooth operations, businesses must implement streamlined communication channels. This involves reducing the number of communication touchpoints and optimising the flow of information. It's not just about the tools used—such as emails, chat platforms, or project management software—but also about defining how and when these tools should be used. By having well-established communication protocols, businesses can prevent the chaos of fragmented conversations or an overload of messages. Clear guidelines on which channel to use for different types of communication—whether it’s for urgent matters, project updates, or routine discussions—ensures that the right information reaches the right people at the right time. Ensuring Consistency Across Teams One of the most important aspects of streamlined communication is ensuring that all team members are on the same page. This consistency is achieved through standardised processes and regular updates. When employees have a clear understanding of project goals, deadlines, and expectations, they can focus on their tasks with greater efficiency. For example, in project management, setting up regular check-ins or status meetings ensures everyone is aligned and allows for quick course correction if needed. Similarly, providing access to centralised information sources, like shared documents or dashboards, prevents team members from working off outdated or incorrect data. Enhancing Collaboration and Decision Making A streamlined communication system also fosters a culture of collaboration. When information is easily accessible and communication flows smoothly, decision-making becomes quicker and more informed. Team members can contribute their expertise more effectively, knowing that their input will be considered and integrated into the project seamlessly. Furthermore, clear communication fosters trust within teams. When people understand each other’s roles and responsibilities, there is less chance of overlap or confusion. This, in turn, leads to a more harmonious work environment, where people feel confident in their work and in each other’s contributions. Improving Overall Business Efficiency Ultimately, the goal of streamlined communication is to create a more efficient and effective business environment. When communication flows smoothly, employees spend less time clarifying misunderstandings and more time focusing on value-adding tasks. The result is increased productivity, higher quality work, and a stronger bottom line. Additionally, streamlined communication aids in managing client relationships. Clear, timely communication with clients can prevent service issues, boost customer satisfaction, and lead to long-term partnerships. Efficient communication across the organisation ensures that all client-facing teams are working with the same up-to-date information, enabling them to offer better service and more effective solutions. By optimising communication processes and eliminating barriers to clarity, businesses can ensure that their operations run more smoothly, leading to greater productivity, improved morale, and better overall results. Actionable Tip: Adopt communication tools like Slack, Microsoft Teams, or project management platforms. Regular team meetings and updates can also improve collaboration. 7. Measure and Optimise Outcomes Improvement initiatives in any business, whether focused on operations, customer service, or product development, must go beyond theory and deliver tangible, measurable results. It’s not enough for changes to look good on paper or sound promising in meetings. The ultimate test of any initiative is its ability to drive meaningful, quantifiable improvements in performance. To ensure that improvement efforts are directed towards achieving clear outcomes, businesses need to establish and track Key Performance Indicators (KPIs) . KPIs are crucial metrics that help businesses gauge the effectiveness of their initiatives, monitor progress, and identify areas where adjustments may be needed. The Importance of Setting Clear KPIs Setting clear KPIs is vital because it creates a roadmap for success. Without clear targets, improvement initiatives can become unfocused or fragmented. KPIs provide a solid foundation for what success looks like, helping teams understand exactly what they’re working towards. KPIs must be specific, measurable, achievable, relevant, and time-bound (SMART) to provide actionable insights. For example, instead of a vague goal like "improve customer satisfaction," a clear KPI would be "increase customer satisfaction score by 10% over the next quarter." This kind of specific measurement ensures the initiative stays on track and can be adjusted if necessary. Maintaining Focus and Accountability Clear KPIs keep everyone involved in the initiative focused on the desired outcomes. When goals are well-defined, it’s easier for teams to stay aligned and motivated because they have a tangible target to work towards. KPIs act as a compass, guiding actions and decision-making. When things don’t go as planned, KPIs can pinpoint exactly where the issue lies, ensuring that resources aren’t wasted on areas that don’t drive value. Accountability is also strengthened with KPIs. Whether it’s a team leader or an entire department, KPIs allow managers to track progress, assess whether performance targets are being met, and intervene if corrective action is needed. This fosters a culture of responsibility and ensures that everyone understands their role in achieving the initiative's success. Evaluating Outcomes Effectively The ability to evaluate the outcomes of improvement initiatives is what separates successful organisations from those that struggle to implement lasting change. KPIs enable businesses to measure not just whether an initiative was completed, but whether it achieved the desired impact. This could involve tracking customer retention, profitability, or process efficiency after implementing a new system or strategy. Evaluation using KPIs also provides transparency. It’s easier to show stakeholders—whether they are employees, investors, or customers—that the business is making progress and delivering value. The more clearly results can be evaluated, the more the organisation can refine its strategies, ensuring continuous improvement and sustained excellence. Maintaining Operational Excellence Maintaining operational excellence requires a commitment to consistent improvement and performance evaluation. KPIs ensure that any initiative, whether related to process efficiency, product innovation, or employee satisfaction, leads to continuous growth. When teams are regularly reviewing performance against their KPIs, they are more likely to identify issues early and take corrective actions before they escalate. Operational excellence isn’t just about improving the existing systems; it’s about creating a mindset of relentless pursuit of better outcomes. By embedding KPIs into the daily operations of the business, organisations create a culture of high performance, where every improvement initiative has clear objectives, measurable results, and a focus on delivering lasting value. In conclusion, setting and tracking KPIs is essential for the success of any improvement initiative. They provide clarity, direction, and focus, ensuring that efforts contribute to achieving measurable results and maintaining a high standard of operational excellence. Without them, improvement initiatives may lack the structure needed to achieve meaningful, long-term success. Actionable Tip: Define specific, measurable, achievable, relevant, and time-bound (SMART) goals for each process improvement project. Review performance against these metrics regularly. Conclusion Business Process Improvement is not a one-time task but an ongoing journey. By adopting these seven strategies, you can create a high-performance work environment that aligns with your organisation’s objectives and achieves operational excellence. Start small, measure your results, and gradually scale your efforts to achieve sustainable growth. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations offer clarity and a well-defined pathway for you and your team to move forward confidently. Get Started

A strong customer service culture is vital for the success of any business. We're looking at the benefits of a strong customer service culture to learn why 3 Benefits Of A Strong Customer Service Culture A strong customer service culture is vital for the success of any business. We're looking at the benefits of a strong customer service culture to learn why. Published on: 28 Mar 2019 Post Summary: A strong customer service culture is essential when trading conditions become harder or you want to grow. Your internal service levels will drive your external customer experience. Business productivity will improve with improved staff engagement. A strong customer service culture is critical to business success. Every company has a customer service culture of some description, but to define that culture we have to ask questions like: What is it? How do you measure it? Why is it important? And how does it relate to corporate culture? As a starter for ten, describe your service culture in three words; “Supportive, caring and engaging”, for example; or more negatively, “ unfriendly, abrupt and poor”. Perhaps nobody would define their own service culture in those terms, but actions speak louder than words and we’ve all done business with companies that don’t seem to value our custom. For us, customer service culture is seen as, “the way we do things around here.” It permeates all customer and staff thoughts, actions and feelings, and drives the business left, right, up and down.That’s why it’s essential to take this intangible force in hand. As McKinsey’s customer experience compendium of July 2017 puts it; “It helps to create a new service culture that deepens customer-centric efforts in all layers of the organization. It promotes a longer-term impact and the full engagement of the staff by applying the principles of customer excellence to employees’ journeys.” When demand is high, you can get away with a poor service culture in the short term, especially if the competition is no better. But when the market tightens up and the competition intensifies, a reduced service culture could quickly finish off a once thriving business. A weak customer service culture isn’t easily corrected, which is why you should take steps to resolve it before it becomes a problem. The good news is that a customer service culture assessment can help you to identify ways to improve your service levels. 3 benefits of a strong customer service culture 1. Improved cross-departmental communications Ensuring your department is working well with other departments sometimes means having to go the extra mile. You’ll need to be proactive, think outside the box, be helpful and supportive and think ahead. Often it’s not what happens within a function but what happens between functions that makes all the difference. Cross-departmental communication isn’t easy in an environment with a poor customer service culture. 2. The customer service experience is much improved The external customer experience will reflect the internal customer service culture. You’ll never deliver an exceptional customer service experience if everybody is about to hand in their notice. 3. Increased business productivity Motivated, engaged employees are more focused. They’ll be more efficient and make better decisions. They’ll also be more organised and more able to prioritise their time appropriately. Ultimately, they’ll be able to get more done, which is good for them, the customer and their business. This will help improve UK productivity , too. Conclusion A great customer service culture starts by engaging your staff. An improved customer experience starts with a focus on seeing how well your employees staff are working together. We can help you improve your customer service culture with our business improvement programme. We use unique productivity tools to observe your frontline customer service points to identify your strengths and challenges. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

United Nations 17 Sustainable Development Goals United Nations 17 Sustainable Development Goals The United Nations 17 Sustainable Development Goals seek a balance between social, environmental and economic priorities, they are a call for action by all countries – poor, rich and middle-income – to promote prosperity while protecting the planet. Published on: 9 Mar 2023 The United Nations 17 Sustainable Development Goals seek a balance between social, environmental and economic priorities, they are a call for action by all countries – poor, rich and middle-income – to promote prosperity while protecting the planet. Boosting Business Performance Through SDG-Aligned Sustainability Plans Incorporating business sustainability plans aligned with the Sustainable Development Goals (SDGs) can significantly enhance business performance. These plans encourage organisations to address global challenges, such as climate action, resource efficiency, and social equity, fostering resilience and innovation. By aligning with SDGs, businesses can identify growth opportunities, attract eco-conscious consumers, and strengthen their reputation. For instance, prioritising SDG 12 (Responsible Consumption and Production) can lead to cost savings through waste reduction and efficient resource use. Similarly, focusing on SDG 8 (Decent Work and Economic Growth) can improve employee satisfaction and productivity, reducing turnover. Integrating sustainability into core strategies often uncovers untapped value, boosting competitiveness while mitigating risks associated with regulatory changes and environmental impacts. Moreover, these efforts build trust among stakeholders, attracting investments and partnerships. Businesses that embed sustainability within their operations not only contribute to a better world but also secure long-term success and profitability. SDG1 End Poverty in all its forms everywhere Globally 6-700 million people live in extreme poverty. These are people who are dying from poverty. In Poverty you become ill, you can’t think straight, you can’t work, so you’re trapped, it’s a vicious downward cycle. But poverty exists in develop countries, people who are earning less than the minimum wage for example. So addressing poverty is less about addressing low income as it is the causes of poverty, lack of education, peace, access to food and water, mental health, equality. Other SDGS are help here, SDG2 Zero Hunger, SDG3 Health and Wellbeing, SDG6, Clean water and Sanitation Three take aways 600-700 million people live in extreme poverty, a downward spiral you can’t escape. Solving poverty is less about income than the cause of poverty, other SDGs are there to help Charities like UNICEF and world Vision help to address the causes of poverty. One big idea Universal Basic Income or a living wage where everybody irrespective of income receives a basic minimum wage to ensure everybody canfeed and support themselves. It’s not means tested, nobody need feel ashamed in the receive it. SDG 2 The global initiative of Zero Hunger aims to end hunger and malnutrition. The Zero Hunger initiative aims to end hunger by 2030, as part of the Sustainable Development Goals. According to the United Nations, nearly 690 million people were hungry in 2019, up by 10 million from 2018. Food waste is a global problem that has significant economic, social, and environmental impacts. A staggering one-third of all food produced globally is wasted, resulting in approximately 1.3 billion tons of waste each year. This waste not only contributes to greenhouse gas emissions, but it also has social implications, as millions of people worldwide suffer from hunger and malnutrition. The biggest sources of food waste include households, food service, and retail sectors. Three take aways Over 2 billion people lack regular access to safe, nutritious, and sufficient food. Hunger and malnutrition are responsible for about 45% of deaths of children under five years old. The COVID-19 pandemic has further exacerbated hunger, with an additional 130 million people at risk of starvation. One big idea An excellent strategy to reduce food waste is establishing a “food-sharing” system, allowing individuals or organisations to donate excess food to those requiring it. This can be facilitated through a mobile app or website that connects individuals or businesses with surplus food to local food banks. SDG 3 Ensuring good health and well-being for everyone worldwide. The SDG initiative promotes “Good Health and Wellbeing” for individuals of all ages, across the globe. According to the World Health Organisation, in 2019, there were an estimated 7.8 million deaths due to air pollution, making it the leading environmental risk factor for premature death and disease. Three take aways In 2020, the COVID-19 pandemic had a significant impact on global health, with over 250 million confirmed cases and over 5 million deaths reported worldwide. Despite progress made in recent years, maternal mortality remains a significant challenge, particularly in developing countries. In 2019, an estimated 295,000 women died during and following pregnancy and childbirth, with most of these deaths occurring in sub-Saharan Africa and Southern Asia. Non-communicable diseases, such as cardiovascular disease, cancer, and diabetes, are responsible for many deaths worldwide, accounting for 71% of all deaths in 2016. One big idea Understanding the importance of mental health and how to maintain it should be incorporated into school curriculums. By doing so, students will be equipped with the knowledge and skills needed to take care of their mental health and support others who may be struggling. This is a necessary step towards achieving SDG 3 and ensuring “Good Health and Well-being” for individuals of all ages. SDG 4 Ensure that every single person has access to education of the highest quality. According to the UNESCO Institute for Statistics, in 2020, around 258 million children and youth were out of school, of which around 64 million were of primary school age, 69 million were of lower secondary school age, and 125 million were of upper secondary school age. Three take aways The global literacy rate for adults (aged 15 years and above) is estimated to be 86.3%, according to the United Nations. However, there are significant variations among regions and countries. In 2020, the COVID-19 pandemic disrupted the education of over 1.6 billion learners globally, according to UNESCO. School closures and the shift to remote learning have widened the education gap and raised concerns about learning loss. Girls continue to face barriers to education in many parts of the world. According to UNESCO, around 132 million girls were out of school in 2020, and in some countries, girls are more likely than boys to drop out of school or not enroll in the first place. One big idea A global campaign is necessary to enable girls to achieve their full potential despite various obstacles they encounter, including societal expectations and stereotypes. By challenging these biases and promoting gender equality, we can empower girls to speak up and develop leadership skills. This campaign would strive to ensure that every girl has access to education and healthcare, regardless of their socioeconomic background or geographic location. SDG 5 To empower women and girls to ensure gender equality around the world. Globally, women earn only 77 cents for every dollar earned by men, according to the World Economic Forum’s 2021 Global Gender Gap Report. This is a shocking figure and shows gender equality for women at work is still a significant challenge around the world. Women are underrepresented in the labour force, with a global labour force participation rate of 47.2% compared to 74.2% for men, according to the International Labour Organisation. Additionally, gender inequality can have broader societal impacts, such as reduced economic growth, increased poverty, and decreased social cohesion. Three take aways As of 2020, only 25% of parliamentarians worldwide were women, and women held only 22% of ministerial-level positions. Approximately 12 million girls are married each year before the age of 18, according to UNICEF. According to the World Health Organization, 1 in 3 women worldwide experiences physical or sexual violence at some point in their lifetime. One big idea To allow women to earn the same as men is to implement pay transparency policies, which require companies to disclose the salaries of all employees, including their gender and race. This can help to identify, and address pay disparities and ensure that women are being paid fairly for their work. SDG 6 To ensure availability and sustainable management of water and sanitation for all by 2030 Globally, 2.2 billion people lack access to safe drinking water, and 4.2 billion people lack access to safely managed sanitation services. The UN have ascertained that Women and girls are disproportionately affected by the lack of clean water and sanitation, as they are often responsible for collecting water and are at risk of harassment and sexual violence while doing so. Imagine undertaking a long, and often arduous journey, and not being safe while collecting basic resources. Three take aways Every year, 361,000 children under the age of five die due to diarrhoea, which is largely caused by poor sanitation and hygiene. In developing regions, 80% of wastewater is discharged untreated into the environment, polluting rivers, lakes, and oceans. By 2050, at least one in four people are projected to live in a country affected by chronic or recurring shortages of fresh water. One big idea We need to enable local communities to take charge of their own water and sanitation needs by providing them with the necessary resources and training. Community-based solutions could include building rainwater harvesting systems, constructing wells, installing water filters, and promoting hygiene education. Decentralised solutions can also help to ensure that water and sanitation services are tailored to local needs, are cost-effective, and can be easily maintained over the long term. SDG 7 This goal is focused on ensuring that everyone has access to energy services that are affordable, dependable, and sustainable by 2030. Access to modern and affordable energy services is critical for achieving sustainable development and improving the lives of people around the world. However, despite significant progress in recent years, there are still many disparities in access to energy services between developed and developing countries. Around 789 million people worldwide still lack access to electricity, and 2.8 billion people rely on traditional biomass for cooking and heating purposes. Three take aways Around 2.8 billion people still rely on traditional biomass for cooking and heating, which is associated with indoor air pollution and negative health impacts. Despite significant progress in the deployment of renewable energy technologies, fossil fuels still make up much of the world’s energy mix, with coal being the most significant contributor to global CO2 emissions. The renewable energy sector has seen substantial growth in recent years, with global renewable energy capacity reaching 2,799 GW by the end of 2020 . Investing in renewable energy infrastructure is a key strategy for achieving SDG 7. Aim to ensure access to affordable, reliable, sustainable, and modern energy for all. Achieved by investing in renewable energy infrastructure, governments and private sector organisations can promote the use of clean and sustainable energy sources, reduce greenhouse gas emissions, and mitigate the impact of climate change. SDG8 Sustained and inclusive economic growth is necessary for achieving sustainable development. Global unemployment increased by 33 million people between 2019 and 2020 due to the COVID-19 pandemic. The pandemic has caused widespread business closures, disrupted global supply chains, and reduced consumer demand, leading to job losses and increased unemployment rates around the world. Three take aways In 2020, an estimated 8.8% of the global working hours were lost, which is equivalent to 255 million full-time jobs. The global youth unemployment rate was 13.1% in 2020, which is three times higher than the adult unemployment rate. In 2020, an estimated 71% of the world’s workers were employed in the informal economy, which is characterised by low wages, poor working conditions, and limited social protections. One big idea Providing education and skills training programs can help individuals develop the skills and knowledge needed to access better paying jobs and improve their economic opportunities. This can also benefit businesses by providing them with a more skilled and productive workforce. Governments, non-governmental organisations, and the private sector can all play a role in investing in education and skills training programs, such as vocational training, apprenticeships, and adult education programs. These programs can be tailored to meet the specific needs of different populations, including women, youth, and vulnerable groups, and can also be integrated with other initiatives to promote entrepreneurship, innovation, and job creation. SDG 9 Encompasses three important aspects of sustainable development: infrastructure, industrialisation, and innovation. This goal recognises the importance of industrialisation and innovation in achieving sustainable development and the need for resilient, adaptable, and sustainable infrastructure. Increasing access to affordable, reliable, and modern energy services and enhancing industrialisation while promoting innovation in all sectors. The achievement of this goal is critical in ensuring that everyone has access to decent work and economic opportunities, which are essential for achieving sustainable development. Three take aways As of 2018, only 42% of the global population had access to the internet. (Source: International Telecommunication Union) In 2019, the global renewable energy sector employed over 11 million people, an increase of 1.5 million from the previous year. In 2019, only 30% of developing countries had access to digital payments, which can help promote financial inclusion and economic growth. One big idea Promote sustainable and resilient infrastructure development. This can be done by investing in the development of sustainable infrastructure, such as renewable energy systems, energy-efficient buildings, and sustainable transportation networks. It needs to be inclusive and accessible to all. This means considering the needs of marginalised and vulnerable communities, such as those living in poverty or in remote areas and providing access to essential services such as healthcare and education. SDG 10 Goal adopted in 2015 to reduce inequality within and among countries by addressing discrimination, exclusion, and economic disparities through policies and actions. In 2020, income inequality was at a decades-long high, with the top 1% owning 43% of global wealth. Despite progress, people with disabilities face significant barriers to full societal participation, such as limited access to education, healthcare, and employment opportunities. Three take aways As of 2021, an estimated 8.6% of the world’s population (or around 700 million people) lived in extreme poverty, defined as living on less than $1.90 a day. In many countries, women and girls continue to face significant barriers to accessing education, healthcare, and economic opportunities. For example, globally, women earn on average 23% less than men, and they are also more likely to work in low-paying jobs and in the informal sector. Racial and ethnic inequalities also persist in many countries. For example, in the United States, Black and Hispanic workers earn on average around 30% less than White workers, and they are also more likely to be unemployed or underemployed. One big idea Implement progressive tax policies. An advanced tax system is designed to ensure that those who earn more pay a higher percentage of their income in taxes than those who earn less. This can help reduce income inequality by redistributing wealth from the wealthiest individuals to those less well off. SDG 11 Aims to create Sustainable Cities and Communities that are safe, resilient, and inclusive. Over half of the world’s population lives in urban areas, and this number is projected to increase to two-thirds by 2050. This emphasises the need to develop sustainable and resilient cities. Three take aways Most of the world’s population does not have access to adequate housing. In 2020, around 1.8 billion people were estimated to be living in inadequate housing. Air pollution in cities is a significant health risk, with over 90% of the world’s urban population breathing polluted air. In 2018, 2 billion people did not have access to safe drinking water, with many living in urban areas. One big idea Invest in sustainable transportation systems to reduce greenhouse gas emissions, ease traffic congestion, and promote safer and more efficient mobility. This can include building bike lanes, pedestrian walkways, and public transportation systems that are affordable, accessible, and powered by clean energy. By prioritising sustainable transportation, cities can not only reduce their environmental footprint but also improve the quality of life for their residents by providing them with safer, more efficient, and affordable transportation options. SDG 12 To enhance economic and social well-being while reducing the environmental impact of economic activities. In addition to the environmental and social impacts of food waste, it also represents a significant economic loss. The economic cost of food waste is estimated to be around $1 trillion per year globally, with losses occurring at every stage of the food supply chain, from production to consumption. This loss affects not only the food industry but also the wider economy, including governments, businesses, and consumers. Three take aways E-waste is the fastest-growing waste stream globally, with an estimated 50 million metric tons generated in 2019 alone. In 2019, global greenhouse gas emissions from the consumption of energy, including from the production of goods, reached a record high of 38.0 GtCO2, with industry accounting for approximately 40% of these emissions. Over 80% of the world’s wastewater is discharged back into the environment without being treated or reused, leading to water scarcity and pollution. One big idea One idea for SDG 12 is to promote the circular economy. This is a regenerative system aimed at minimising waste and maximising resource use. This can be achieved through initiatives such as reducing packaging waste, promoting reuse, and recycling, and encouraging the use of sustainable and biodegradable materials. SDG 13 To take urgent and significant action to combat climate change and its impacts. Global greenhouse gas (GHG) emissions have increased by over 50% since 1990, with carbon dioxide (CO2) emissions accounting for around 80% of total GHG emissions. This increase in emissions is mainly due to human activities, such as burning fossil fuels for energy, deforestation, and intensive agriculture. It is a major contributor to climate change and is the focus of SDG 13’s efforts to combat climate change and its impacts. Three take aways In 2019, the concentration of CO2 in the atmosphere reached 410 parts per million (ppm), the highest level in over three million years. 2020 was one of the three hottest years on record, and the past six years (2015-2020) have been the hottest six-year period on record. Climate change is affecting weather patterns, leading to more frequent and severe natural disasters. In 2020, there were 110 disasters related to weather and climate, resulting in 8,200 deaths and $210 billion in economic losses. One big idea A strategy could be to promote renewable energy sources and energy efficiency through policies that encourage the adoption of technologies such as solar and wind power and incentivise the development of new efficient technologies. Additionally, reducing emissions from transportation, industry, and buildings can also contribute to achieving SDG 13, by promoting public transportation, electric vehicles, and energy-efficient building designs and technologies. SDG 14 Conserve and sustainably use the oceans, seas, and marine resources for sustainable development. Marine and coastal ecosystems provide essential resources and services to people worldwide. These include food, tourism, transportation, and climate regulation. In addition, marine and coastal biodiversity supports the livelihoods of millions of small-scale fishers, indigenous peoples, and coastal communities. However, these ecosystems are under significant threat from human activities such as overfishing, pollution, coastal development, and climate change. Three take aways More than 90% of global fish stocks are either overfished or fully fished, indicating the need for sustainable fishing practices. Every year, an estimated 8 million tons of plastic waste end up in the oceans, causing harm to marine life and ecosystems. Ocean acidification, caused by the absorption of excess carbon dioxide by seawater, is occurring faster than at any time in the past 300 million years and negatively impacts marine life. One big idea One approach is to create Marine Protected Areas (MPAs) to preserve and manage marine and coastal ecosystems and biodiversity sustainably. This can be achieved by implementing policies and regulations to limit damaging human activities in specific areas, such as overfishing, pollution, and habitat destruction. Encouraging sustainable fishing practices and supporting small-scale fisheries can also contribute to ensuring the longevity of marine ecosystems and the livelihoods of those who rely on them. SDG 15 Protect, restore, and promote the sustainable use of terrestrial ecosystems. The International Union for Conservation of Nature (IUCN) estimates that around 1 million plant and animal species are at risk of extinction, with many facing extinction within decades if action is not taken. Three take aways Deforestation continues at an alarming rate, with an estimated 10 million hectares of forest lost each year, according to the Food and Agriculture Organisation of the United Nations (FAO). Land degradation affects around one-third of the world’s total land area, leading to decreased productivity and loss of biodiversity, according to the United Nations Convention to Combat Desertification (UNCCD). Illegal wildlife trade is a multi-billion-dollar industry that threatens the survival of many species, including elephants, rhinos, and tigers. One big idea SDG 15 can be realised by advocating sustainable land use and forest management practices. To do this, it is essential to establish policies and regulations that safeguard forests and other ecosystems and encourage community based forest management and restoration initiatives. Encouraging agroforestry and sustainable agricultural practices can reduce deforestation and land degradation and create economic opportunities for rural communities. Adopting a landscape approach to land use and forest management can contribute to achieving other sustainable development goals, including poverty reduction and biodiversity conservation. SDG 16 Promoting peaceful, just, and inclusive societies. Violence and conflict have continued to be a significant challenge in many parts of the world, affecting both developed and developing countries. In addition to the loss of lives, these conflicts often lead to the displacement of millions of people, exacerbating the humanitarian crisis. It is essential to address the root causes of these conflicts, including political, social, and economic factors, to prevent their recurrence. Three take aways Corruption: According to the World Economic Forum, corruption costs the global economy more than $2.6 trillion per year, and it is estimated that more than $1 trillion is paid in bribes annually. Access to justice: About 5 billion people (or 2/3 of the world’s population) do not have access to justice, with women, children, and vulnerable groups being the most affected. Freedom of expression: According to Reporters Without Borders, journalists are being subjected to growing censorship and repression, with more than 60 countries rated as “bad” or “very bad” in terms of press freedom. One big idea Encouraging transparency and accountability in governance can be achieved by implementing open data initiatives, protecting whistleblowers, and ensuring public reporting on government spending and decision-making processes. This fosters better awareness among the public about government actions, allowing them to hold leaders accountable for their decisions. Ultimately, this helps to combat corruption, increase confidence in institutions, and ensure the efficient and effective use of resources. SDG 17 Strengthen global partnerships and cooperation to support the achievement of all the other SDGs. SDG 17 aims to enhance the implementation of sustainable development and revive the global partnership towards this goal. Despite some progress, there is still a significant amount of work that needs to be done to ensure sustainable development implementation. Three take aways In 2020, foreign direct investment (FDI) flows fell by 35% due to the COVID-19 pandemic. This decrease was particularly sharp in developing countries, where FDI flows declined by 30%. The global average tariff on agricultural products was 18.8% in 2019, which is more than three times higher than the average tariff on non-agricultural products (5.9%). This makes it difficult for small scale farmers in developing countries to access international markets. n 2020, the World Trade Organisation estimated that trade in goods and services would decline by 9.2% due to the COVID-19 pandemic. One big idea One potential solution to support SDG 17 is to create a worldwide platform that encourages and facilitates partnerships between multiple stakeholders for sustainable development. This platform would enable governments, civil society organisations, the private sector, and other interested parties to share their best practices, align their efforts, and pool resources to achieve the SDGs. It could offer a range of services, including matchmaking to pair organisations and individuals with complementary skills and expertise and provide training, mentorship, and other capacity-building support to help organisations develop the skills and knowledge necessary to participate effectively in partnerships. 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Discover the best construction estimating and planning tools to streamline your projects. Explore the features and benefits of HBXL, Buildertrend, ProEst, and others, and learn how these tools can improve accuracy, efficiency, and project management in the construction industry. Introduction What is Estimating Software Why is it Essential Today How Can It Benefit You Can it Improve Profitability HBXL Estimating Software Buildertrend ProEst CostX by RIB Software PlanSwift Conclusion In This Article Top Construction Estimating and Planning Tools: Streamlining Project Success In the fast-paced world of construction, accurate estimating and efficient planning are crucial to delivering projects on time and within budget. With tight deadlines, complex designs, and numerous stakeholders, construction professionals need reliable tools to manage their tasks effectively. Tools like HBXL, Buildertrend, and ProEst have become essential for contractors, estimators, and project managers, offering features that simplify the entire process from initial estimate to project completion. In this article, we’ll explore some of the most popular construction estimating and planning tools available today, focusing on their features, benefits, and how they can help you streamline your construction projects. An Introduction to Project Estimating Tools In today’s fast-paced and competitive business environment, project estimating tools have become indispensable for accurate project planning and execution. These software solutions are designed to simplify the complex task of forecasting project costs, resources, and timelines. By integrating diverse elements such as labour, materials, equipment, and overheads, they enable professionals across various industries—whether in construction, IT, or manufacturing—to create precise and reliable estimates. The ability to predict expenses accurately and allocate resources efficiently is crucial for setting realistic deadlines and avoiding unexpected financial setbacks. Ultimately, project estimating tools are key to ensuring that projects are completed on time, within budget, and with optimal resource utilisation. What is Estimating Software? Estimating software is a specialised tool that enables businesses and professionals to accurately predict the costs, resources, and time required for a specific project or task. It automates the process of generating estimates by factoring in various components such as labour, materials, equipment, overheads, and other project-specific considerations. Widely adopted in industries like construction, manufacturing, and engineering, estimating software plays a critical role in budgeting, bidding, and project planning. By enhancing accuracy and efficiency, it reduces the risk of financial miscalculations, helping organisations stay competitive and maximise profitability. Why is Estimating Software Essential for Modern Construction Businesses? Estimating software is vital for modern businesses because it ensures accurate project planning and cost management, which are essential for staying competitive. By automating complex calculations and integrating real-time data, this software helps companies predict costs, allocate resources effectively, and set realistic timelines. It reduces the risk of budget overruns and missed deadlines, providing businesses with the precision needed to make informed decisions. In a landscape where efficiency and accuracy are paramount, estimating software is indispensable for achieving successful project outcomes. How Can Estimating Software Benefit Me? Estimating software offers a range of benefits that can significantly enhance your project management and planning processes. It helps you accurately forecast project costs, allocate resources efficiently, and set realistic deadlines by automating complex calculations and integrating various data inputs. With these tools, you can minimise the risk of budget overruns, streamline your workflow, and make informed decisions based on detailed, real-time insights. Ultimately, estimating software empowers you to manage projects more effectively, ensuring they are completed on time and within budget. Can Estimating Tools Enhance My Profitability and Productivity? Yes, estimating tools can significantly boost both profitability and productivity. By providing precise cost forecasts and optimising resource allocation, these tools help you avoid costly errors and inefficiencies. With accurate estimates, you can make informed decisions that minimise waste and reduce overheads, leading to improved profit margins. Additionally, by streamlining the estimation process, these tools save time and enhance operational efficiency, allowing you to focus on strategic aspects of your projects. Ultimately, leveraging estimating tools can lead to more successful project outcomes, greater financial performance, and enhanced overall productivity. 1. HBXL Estimating Software HBXL is a UK-based construction software company that has earned a strong reputation for its user-friendly, feature-rich estimating tools. Designed specifically for small to medium-sized construction businesses, HBXL’s EstimatorXpress is a comprehensive solution that combines estimating, quoting, and planning in one package. Key Features: Automated Estimating: EstimatorXpress simplifies the estimating process with its built-in calculators and templates, allowing users to generate accurate estimates quickly. The software automatically factors in labour, materials, and overheads, reducing the risk of errors. Integration with CAD Software: HBXL’s software integrates seamlessly with PlansXpress, the company’s CAD tool, allowing users to create detailed plans and automatically generate estimates based on these designs. Project Management Tools: Beyond estimating, EstimatorXpress offers project management features that help with scheduling, resource allocation, and tracking project progress, ensuring that projects stay on track. Customisation: Users can customise templates, reports, and pricing databases to fit their specific needs, making the software versatile for a wide range of projects. Why Choose HBXL? HBXL is particularly popular among builders and contractors in the UK due to its comprehensive approach to construction management. By combining estimating with planning and project management, it reduces the need for multiple tools, saving time and improving accuracy. 2. Buildertrend Buildertrend is a cloud-based construction management software widely used by builders, remodelers, and specialty contractors. It’s designed to cover all aspects of construction project management, including estimating, scheduling, communication, and financial management. Key Features: All-in-One Solution: Buildertrend combines estimating, project management, and client communication in one platform, offering a centralised hub for all project-related activities. Pre-Built Templates: The software offers pre-built templates for estimates and proposals, which can be customised to fit the specific needs of the project. Scheduling and Communication: Buildertrend excels in keeping teams and clients on the same page with its integrated scheduling tools, real-time updates, and messaging features. Client Portal: Clients can access a portal to view project progress, approve changes, and communicate directly with the construction team, enhancing transparency and client satisfaction. Why Choose Buildertrend? Buildertrend’s strength lies in its comprehensive suite of tools that cover the entire project lifecycle. It’s an excellent choice for those who want a single platform to manage everything from estimates to final payments, particularly in the residential and small commercial construction sectors. 3. ProEst ProEst is a cloud-based estimating software tailored for general contractors, subcontractors, and construction managers. Known for its robust estimating capabilities, ProEst also offers features that support bid management and takeoff. Key Features: Accurate Estimating: ProEst provides advanced estimating tools that allow users to create detailed cost estimates with precision. It supports multiple project types, including commercial, industrial, and residential construction. Digital Takeoff: The software includes a digital takeoff tool that simplifies the process of measuring and quantifying materials directly from digital plans. Bid Management: ProEst’s bid management feature streamlines the process of managing bids, helping users track bid status, communicate with subcontractors, and manage documents in one place. Reporting and Analytics: ProEst offers robust reporting and analytics tools that provide insights into project costs, helping users make data-driven decisions. Why Choose ProEst? ProEst is ideal for larger construction companies that require sophisticated estimating tools and robust bid management capabilities. Its digital takeoff feature is particularly useful for contractors who work with complex blueprints and need to ensure accuracy in their estimates. 4. CostX by RIB Software CostX is another powerful estimating tool known for its 2D and 3D takeoff capabilities. Developed by RIB Software, CostX is widely used in the construction industry for both estimating and cost planning. Key Features: 2D and 3D Takeoff: CostX allows users to perform takeoffs directly from both 2D drawings and 3D BIM models, providing flexibility and precision. Integrated Workbook: The software integrates takeoffs with a workbook that automatically updates costs as measurements are added, ensuring real-time accuracy. Customisable Reports: CostX offers customisable reporting features, allowing users to generate detailed cost reports tailored to their specific needs. BIM Integration: With its BIM integration, CostX is well-suited for projects that involve complex 3D models, making it easier to visualise and estimate costs accurately. Why Choose CostX? CostX is ideal for construction professionals who work on projects involving detailed architectural drawings or BIM models. Its advanced takeoff and estimating capabilities make it a top choice for those who need precise cost calculations and want to streamline the entire estimating process. 5. PlanSwift PlanSwift is a digital takeoff and estimating software designed to improve the accuracy and speed of construction estimates. It’s known for its ease of use and powerful features that cater to both small and large construction companies. Key Features: Digital Takeoff: PlanSwift ’s drag-and-drop interface allows users to perform takeoffs directly from digital plans, simplifying the process of measuring materials and calculating quantities. Custom Formulas: Users can create custom formulas within PlanSwift to tailor estimates to specific project needs, enhancing the flexibility and accuracy of the software. Integration with Other Tools: PlanSwift integrates with various other construction management tools, making it easy to transfer data and keep all aspects of the project aligned. Reporting Tools: The software includes robust reporting tools that allow users to generate detailed estimates, proposals, and material lists. Why Choose PlanSwift? PlanSwift is particularly popular among contractors and estimators who need a straightforward, yet powerful tool for digital takeoffs and estimates. Its user-friendly interface and customisation options make it accessible to a wide range of users, from small businesses to large enterprises. Conclusion Choosing the right construction estimating and planning tool is crucial for the success of your projects. Whether you’re a small contractor looking for an all-in-one solution like HBXL, or a large construction firm in need of advanced features like those offered by ProEst or CostX, the right software can make all the difference. These tools not only help in generating accurate estimates but also streamline project management, improve communication, and ensure that your projects are delivered on time and within budget. By investing in the right technology, construction professionals can enhance their efficiency, reduce errors, and ultimately deliver better results for their clients. As the construction industry continues to evolve, staying ahead of the curve with the latest estimating and planning tools will be key to maintaining a competitive edge. Introduction What is Estimating Software Why is it Essential Today How Can It Benefit You Can it Improve Profitability HBXL Estimating Software Buildertrend ProEst CostX by RIB Software PlanSwift Conclusion Related Articles Top Construction Estimating and Planning Tools: Streamlining Project Success Project Estimating and Scheduling Construction Project Management Managing Subcontractors in Construction 15 Key Features of Construction Estimating Software What is Estimating Software? A Deep Dive into its Evolution, Functionality, and Impact 50 Construction Estimating, Scheduling and Management Tools