Visual Staff Productivity Systems and Tools
RSS:
Publications
Comments

How Effective are Business Questionnaires?

February 18, 2011 | Author: Kevin Ginbey

It’s and interesting issue, free business questionnaires, they’re nearly all designed to demonstrate the knowledge or expertise of the writer or organisation.

Often they create a mystery for the applicant as he waits for the final analysis or point of view from a consultant.

Actually there are a number of different types of questionnaires available, many seem to become fairly personal and seem to want a lot of financial data, we know this is important. However it is better to have a questionnaire which helps you to identify organisational issues first, more because that’s often where problems start.

Effective Management Group have this fantastic questionnaire which pin points the issues a manager struggles with and just how it is effecting him or her at the time.

It is not the solution to all one’s problems but with the guiding hand of the analyser issue can be addressed quickly and effectively over the phone or via email.

Take the test and see for yourself – the results are instant – no waiting

Take the Organisation Effectiveness Questionnaire here and now

Creating a Staff Incentive System Course (Hit’s Here)

January 10, 2011 | Author: Kevin Ginbey

At last we have our our very unique short course which includes our special web-based software to assist people to develop their own tailored Staff Incentive and Reward System.

See the advert on this page.

Take this introductory offer now – it won’t be this low for very long

Cash Flow – Handling Money – Spending Money – Saving Money

January 4, 2011 | Author: Kevin Ginbey

Cash Flow – Handling Money – Spending Money – Saving Money

2010 has gone and now we look towards 2011 to solve our money problems, or at least make a bit more than we did in 2010.
Often this subject gets people depressed or anxious because, when they see any of the words mentioned in our heading they scoff and say we’ve heard it all before.
Sure you can’t spend what you don’t have, the banks will tell you different “Get a loan”, “Here’s another Credit Card” or it’s “Sorry you have no assets if you falter on your loan”. But they don’t say that anymore it’s just “Sorry your loan was not approved” or some such story.
We all know that people who owe the banks money are the best employees they can have, people work like mad just to pay their debt and the bank does not have to pay them to be an employee.
There has been much said on this subject, by many knowledgeable and experienced people who rely on people having and spending money, whether the money is used to pay debts or buy advice or gain an asset or just waste it because it’s there.
Well something I’ve found out over the years.
It’s taking a fresh look at the words solvency and viability.
Solvency consists only of income greater than outgo and making enough money. This is measured by the organization’s cash-bills ratio and its method of calculation is of value in building a prosperous organization.
But viability is an entirely different concept as it deals with the future. One may have enough cash to cover his bills at this moment but will he be able to continue to survive and prosper? That is where viability comes in.
The “How to Manage the Income of a Business Course” will take a person through solvency aspects to ensure the income is more than the outgo.
The course will ensure a manager of a business looks at his costs/expenses each week.
There is a saying if you make money you can have some, if you like you can waste some too, but the idea behind this is to be industrious and ensure income exceeds outgo.
The Handling Money Software with the Income Allocation Calculator will provide you with this knowledge.
Check it out for yourself.

Blindness in Business

November 1, 2010 | Author: Kevin Ginbey

BLINDNESS IN BUSINESS
Who’s flying blind?
Having and running a business, small or large is like owning and driving a machine, there are many parts to this machine.
Take a motor vehicle for example, whether it is brand new or pre owned it’s still a vehicle and it has a purpose, whether you drive professionally or for pleasure it’s a means of moving your body or something else around to achieve an end result.
A business is made up of many parts; it has a sales department, a finance department and more, and in fact it amounts to having about 7 Divisions and 21 Departments and many sections (even a one man business would have similar numbers)
A business – has a product or service and the driver has a purpose.
Well that’s pretty simple right?
Most of us are aware of this statement.
They tell me when a pilot is flying his plane his problem is not so much of where he is going but where they are, if one knows where they are they can then plan their trip on how to get to their destination using the skill of navigation. Navigation is an advance on learning how to fly or pilot an aircraft. It is something they needed to learn and know before taking off the ground on a long trip.
This may sound like its common sense and it is!
An experienced pilot once told me that if you can get caught in a storm or some part of the machine fails, well then you need to call on your training and experience to get you out of a sticky situation. The instruments on his dashboard become life saving tools and without them it is like flying blind. The same can be said for a business owner who is the driver or pilot of his machine – the business.
This business is going to take him somewhere, where it takes him will be up to him (the driver the manager)
Ok, so what does the above have to do with managing a business you might ask?
A good manager today must be aware of the tools available to him and he must have training on how to use these tools, with technology improving all the time it is often a race just to stay up with it all.
Few managers have the time to investigate new ideas and therefore getting them to look at new ideas is sometime a frustration within itself to the well meaning employee or friend.
In the case of a pilot he has his dashboard of instruments by which he uses to fly his plane to its destination, the bigger the plane the bigger the instrument panel and even then he needs a few specialists in the cockpit with him to assist in the flying of this machine.
The point being made is the pilot did not invent the indicators on his dashboard but he sure must know their purpose and the know how to read and trust the data and act on what he sees.
The same goes for the business owner or manager he needs his indicators to read what is happening in his business outside his scope of vision.
So if a manager is trying to make his business fly he needs indicators or a monitoring system which will help him to reach his destination.
Without a full instrument panel you can be flying blind and that means at sometime he will lose control of his machine and the bankruptcy courts are there as the crash scene for businesses.
Some survive many don’t.
Its fool hardy to think you “Know it all”
Running out of fuel in an aircraft is like running out of money in a business

Don’t let your organisation become a statistic

How to Manage the Income of a Business Course
With Handling Money Solutions Software

www.mycourse.net.au

Model for Governance Monitoring Systems

September 29, 2010 | Author: Kevin Ginbey

Model for Governance Monitoring Systems
Corporate Governance and the system of monitoring organisation’s activities
Clubs Queensland Corporate Governance documents say in part that the functions of a Director or Committee Member include:
(Clause 2.3) “… monitoring the performance of the Club and of the Club Manager” .
(Clause 2.4) “ …work in the interests of the long term viability of the Club”.
(Clause 3.2) “…you must regularly monitor the finances, oversee the financial controls and engage in ongoing financial analysis of your Club”.
This can be a daunting challenge to meet these requirements when there are few methods known of to actually do the monitoring with or by.
Effective Management Group; provide easy to understand reports which are designed to help any Director or Committee Member fulfill their obligations under Australian Governance laws.
The reports take in basic financials without the apparent complexity of having to read and understand the standard Profit and Loss Statements or Balance Sheets, which are the reports most professionals understand.
These special reports are designed to give any layperson who takes on a role of governance in any sporting club or organisation, the ability to see any progress being made, good or bad, and gives them information which they can action and contribute to their organisation in an extremely positive way.
Most accounting software provides the data required for reports; the key is the form they are presented in that is beyond confusion for any layperson.
The many reports available through Effective Management Group’s Monitoring Systems provide for up to the minute financials and are not presented from last month’s P&L’s.
Data is presented in a form that is quick to grasp and can be acted upon through various activities.
Model for Governance Monitoring Systems have developed simple reports for
Strategic Planning
Board Effectiveness
Management Effectiveness
Finance monitoring reports
Operations monitoring reports
Staff or employee monitoring reports

Building the innovative potential of workers

September 6, 2010 | Author: Kevin Ginbey

Building the innovative potential of workers

By giving the individual worker a focus on the their production, and rewards for increasing production, they will gradually be more and more interested and active in finding ways and means to increase their production.

This can lead to two positive outcomes:
1. Immediate / short-term increases of personal productivity. This may be by;
 Personal motivation to work faster for the extra rewards;
 Better organising their immediate environment (Eg, their work day, flow of work, interaction with co-workers)
 Focusing on the productive / valuable work they are there to do as opposed to distractions or less productive activities.
2. Longer-term harnessing of workers knowledge and innovative potential. As time progresses with staff working with this incentive program and thinking more with how they can influence production increases in the organisation, they will be a much more valuable resource when management want to consult them for ideas and planning. Imagine, if you will, a staff member who is eager to contribute bright ideas to management on how to increase the productivity of the organisation because they want (and have an ‘incentive’) to increase their production statistics. A year on this program would be a year of thinking of ways increase production – innovation for production.
3. Measuring productivity in no longer a mystery – sporting bodies have been measuring performances of individuals for years. (Learn how you can actually measure almost every employees work) Get a free quote from Win-Win.

Surveys tell us:

The order of the most desirable incentive:
1 Holidays
2 Gifts/vouchers
3 Money

It is recommended when employing people their salary/wage package is all agreed on beforehand. The incentive program is your choice and options can be changed to suit the time of the year along with the customs of the profession.

Essential Business Reports

June 16, 2010 | Author: Kevin Ginbey

[NEW]

Business struggles under the pressure of Government regulations, employment issues, product availability, transport, bank fees and more…

It appears to be a never ending cycle staying abreast of the problems associated with monitoring the performance of one’s own business activities.

For the first time there is a down to earth business monitoring system called:

Essential Business Reports

This is an advance on Key Performance Indicators because there are solutions behind the program which help business owners get a better grasp of what is going on in their business.

Learn the secrets to reviving any down trending section of your business.

This service is totally available on line and does not cost a fortune to administer.

All good managers already have this business data available on their computers or in their paperwork each week.

The trick is how to get the information you already have into a form which is userable.

Your worries can be over in just a few short weeks, taking up about 1 hour a week of your time.

Discover for yourself how you can have your own customized Essential Business Reports to monitor your business /company progress every week?

There are some fantastic side effects when you use  such as: Essential Business Reports

For more information on how Essential Business Reports can work for you – just click the free quote button. We’ll be in touch in a flash

We have seasoned consultants available to chat with on-line - Ask a question

Thanks Kevin Ginbey

The Win-Win Staff Incentive Reports are the key to success:

February 22, 2010 | Author: Kevin Ginbey

The Win-Win Staff Incentive Reports are the key to success:

The Win-Win Staff Reports are used as a means for an employee to communicate what he/she has achieved in the past week based on what the employer has requested.

Staff reports are issued to each staff member around the same time each week. In a small business or company this is performed by the owner or manager.  In a larger organisation it may be performed by a senior manager for the division or department;

Because it is a visual aid, both for the employee and employer, real communication takes place to work through the issues both are faced with on a weekly basis.

The key is employees must see their report each week, good or bad to get the greatest positive effect.

It is a well documented fact people are willing to do their jobs – if they know what is expected of them.

The productivity points which are reflected on the individual’s report are then tabulated each week to show on the company Leader Board (normally displayed on the employees notice board) This action brings about the friendly banter between staff and creates the game for the week.

A good coach will use this banter /challenges to the advantage of the group.

Leadership:

It is based almost solely on the ability to give and enforce orders.

An order or directive is necessary to bring about coordination of function and activity without which there could be disagreement and confusion.

When a system starts to fail:

It will be observed when a system or procedure starts to fail it is only because somebody has changed or stopped it without notice.

Keep your reports up to each employee each week and play the game and WIN

Improving Communications in Your Office

November 30, 2009 | Author: Kevin Ginbey

confused communication winwinstaffincentives.com

In this day and age where we have lots of methods to communicate — talk to people with.

We have machines like computers, mobile phones, and fax machines – in/out office trays; all these have the capability to send our messages direct without having to talk to a person face to face.

Interpersonal effects:

Now have you ever noticed when you have been watching a special segment on the TV or listening to something special on the radio or maybe you have got your attention on a book or article, someone says something to you or asks you a question and you ignore them (not normally out of rudeness – it’s just your attention was not on the person)? Look at just how they get a bit irate at you in no time at all.

You look at them with a look of confusion as if to say “what’s all the fuss about?”

This all happens because people don’t answer or acknowledge what a person has to say (it has nothing to do whether you agree with them or not really) they just don’t know if they have been heard.

The saving grace is, when you are in the same room you can pull that person’s attention to answer you or at least acknowledge you in some way with a nod, wave of the hand or just a grunt – at least you feel better with that person.

Try this:

Start talking to someone and you talk, they listen you stop and they talk and you listen, they stop – you say nothing? (In other words ignore them a little)

Get the idea – feel the frustration, if not, start talking to someone again and then ignore them and watch the reaction from them.

In the office:

NOTE: The point I’m trying to make is aligned with emails between people.

I’m not talking about sales letters or the like from people you don’t know.

How often do you send an email with a request or something and people don’t let you know they received the communication – you can be hung up for days wondering “did they receive it?” – That’s all, did they receive it?

If you would like to improve the lives of people around you, be they family, friends, workers or clients, please let them know you have received their communication with an “Ok” or a nod or “I got it” Something that will let them know you got the message, strangely enough it will start happening to you too.

The same goes for the email or office memos – let people know it’s been received.

“You can’t read people’s minds” and they can’t read yours either.

Why statistics?

November 8, 2009 | Author: Kevin Ginbey

Running the race

Management and Sports Coaches

How do you measure the success of top athletes?

Number of scores, the number of games won or the end of year premiership trophy?

Coaches have statistics on each player’s achievements and performance.

Its difficult in professional sports to coach on the field. The coach is like senior management and finds it best to coach from a distance where he / she can observe and direct the action.

So it is with the managing a company.

Just like a Coach, Management needs to see individual statistics for every staff member.

Why?

By stating exactly what each staff member is supposed to produce and inspecting whether or not they actually know what this is and if it is actually happening, a great deal can be learned, and management can be very effective.

As a Coach, if your players and athletes understand where they have gone wrong they are much more likely to learn from their mistakes and strive to improve and not fail again in the future.

Likewise when a team or athlete wins, a good coach will obviously celebrate the achievement. This encourages teams and individuals to remain dedicated to always improving and not becoming complacent.

« Older Entries