Elements of a Mission Statement

No one can deny the importance of a mission statement in motivating a business. Mission statement not only helps the business to remain on its track but also helps determining the very purpose of its existence. Finding a perfect mission statement is never possible. Mission statements are made, followed and updated continuously. Updates are made due to many reasons like change in business, change in business philosophy or any other major change that would result in substantial deviation for the organization from the earlier path it laid down in its mission statement. There are nine elements which involve in making a mission statement. Each good mission statement incorporates all of these elements in it. These elements are.

1.Customers
2.Products or Services
3.Markets
4.Technology
5.Concern for survival, growth and profitability
6.Philosophy
7.Self concept
8.Concern for public image
9.Concern for employees

Here is a glimpse of what each of these elements states about in a mission statement

1.Customers
In this element the organization mentions who are its customers or potential customers. What will it do to serve them and how will its customers find this organization different from the other organizations providing similar products or services in the market.

2.Products or Services
In mission statement a business has to mention the producer or service or both they are providing. By defining products or services the company distinguishes its offered products or services from competitive products or services of similar nature provided by other competitors in the market.

3.Markets
By defining markets, the company is declaring which types of customers it will target. Or who will be the intended audience for which it will produce products or services. For example, a luxury car maker like Rolls Royce has a potential market of only the richest of the rich in the world.

4.Technology
By defining technology, the company tells its current technology use in making of its products. It also tells about the unique ways in which its products or services are technologically more advanced then their alternates.

5.Concern for survival, growth and profitability
In this element of the mission statement business defines the means it seeks to survive in the longer run. It not merely lists them out but also defines the logic behind them and how will the company strive to achieve them.

6.Philosophy
Philosophy of a company is a much wider term to cover. By defining philosophy, the company defines its way of working, its culture, its beliefs and how it sees work to be carried out. It is also an analytical way of defining the norms on which it runs.

7.Self concept
By defining the self concept, the business is telling its heart out to the world. In this the company shows the outside world, its core strengths and the place it sees itself in the future.

8.Concern for public image
The buzz word is usually corporate social responsibility mixed with concern for public image. First of all these two terms are totally different and they can by no means be intermingled with each other. Corporate social responsibility points the ways in which the business wants to contribute towards the betterment of the society. Concern for public image is a much wider term and can include not only the corporate social responsibility but the overall impact of the actions taken by the company on its image. This may include from minor issues like installing manufacturing recycling plants by a company for pollution reduction to improve its packaging to enhance a better brand image for one of its top line brands.

9.Concern for employees
Earlier day corporations didn’t care much about their employees. Thankfully the trend has started shifting from no focus to a lot of concentration on working environment. In a mission statement a company also defines the ways in which it is beneficial for potential and currently working employees to work at a certain organization. This also includes the ways in which the company will treat its employees and how will it look towards this relation in a longer period of time.

Source:
UK Wholesalers

Dealing with difficult employees as a manager

Often people complain that their boss is not good. He takes them for granted. He doesn’t appreciate their true efforts. He has no heart and is only a number crunching robot. He doesn’t care about their emotions at all and he doesn’t know how to treat human beings. Well that is a story we all have heard about. What about other side of the flip? Have you ever been a boss yourself? If you were one, then you definitely know that it is not an easy task to be one. Being boss means taking responsibility. That is taking the responsibility of your actions alone but as well as of those whom you can only influence, but they will do the things they want to do. During this tug of war, many problems arise and get solved by the boss on a daily basis. However, there are problems that need extra skills to get them done out of your way. These problems are usually unique in nature and vary from case to case. These problems arise due to the difficult to handle employees. No company can go into the job market and pick out perfect employees. It is extremely difficult to find the right kind of guy for each job.

There will be situations when being boss you will have to deal with an extremely tough nut to crack. At this time you would wish, that you are not the boss. People have always been in this situation and will always be. The need is to understand that you shouldn’t be too aggressive while dealing with these employees. If such a situation arises where you have to deal with someone really difficult, then the first rule of thumb is to never confront straight with that employee. Second important thing is to try to get information on the situation from as many sources as possible. Try to make a neutral picture of the whole scenario. Once you are able to conclude what happened, then call in the employees involved in the conflict turn by turn. Ask each of them what happened individually. Try to convince the more normal being that the company knows that he’s right, and he doesn’t have to worry. At the same time, the problem maker should be warned in a diplomatic way, so the distress of the company on the event should also be conveyed in a lighter manner. If you have a problem making employee, other employees should be directly or indirectly conveyed about the condition of that employee. Last very important thing is that the boss or any other employee should never try to over react over a problem arising due to the problematic employee. A silence and patience in itself will deliver a greater lesson to the employee.

Source:
UK Wholesalers

Your business growth is linked with your Organizational culture

Culture is defined by a set of beliefs, values, attitudes and lifestyle that is specific to a group of people, originating and living in a specific region. Needless to say, culture is powerful enough to mold the habits, thinking patterns and objectives of these people. People coming from two different cultures are likely to conceive a problem in a different manner; they’ll go after solving this problem in their own way and the level of dedication will also be different. Bottom line, culture can cast positive or negative effects on the overall personalities and consequently the fate of the nations.

If the culture can make or break a nation (along with many other factors), there’s every chance that the organizational culture is going to play an equally important role in the overall success or failure of a company.

What is organizational culture?
Similar to the national culture, organizational culture is a set of values, objectives and attitudes that exists and prevails within an organization. If you have been a part of different organizations in any capacity, you’ll most probably be aware of the variance in organizational cultures. Whenever you move to a new organization, you have to make changes in your personality and attitudes according to their culture or you can try to change the culture itself if you are sitting at some managerial positions (it’s going to be tough though). However, once the culture incorporates the positive values, vision and directions, you can be sure that the company is heading into the right direction.

How does it affect the business?
In many ways, for example culture will form the character of your company (and the character of your employees), it develops an ownership among the staff, and it ties them in a bond and improves collaboration. A positive and strong culture sends out strong messages to your clients, as well as your competitors. Similarly strong organizational culture helps in shaping up the workforce, especially if it is coming from diverse backgrounds.

Laying foundation of a strong Organizational culture:
Once established, Organizational culture is very hard to change, this is something you need to work on right from the start. Characteristics of Organizational culture travel from the top management to lower staff, the dedication and the attitude you want to see in your workers should be noticeable in you, as a manager. Also, you should endorse the culture in company meetings, workshops or any other event that take place.

Source:
Wholesale Manufacturers
Wholesale Products

How to deal with employee's high turnover rate

Turnover rate is the ratio of employees leaving the company (or some specific industry) in a given period. A company or industry has high turnover rate when the workers of that company tend to ditch their jobs more often than the employees of other companies (in the same industry). Some industries and jobs have high turnover rates because of the nature of work, however if your company has a high turnover rate than your competitor and you are not able to sustain your employees with you, there maybe something wrong with your policies. In case you don’t pay attention, not only you will be loosing your good employees to your competitors, your business will also suffer from high costs of attracting, recruiting and training the new staff.

Atmosphere and working conditions:

At certain workplaces, you will feel the tense atmosphere as soon as you put your feet in, reason can be strict management or unrealistic targets. Being a manager, it is necessary to maintain some discipline but some managers overdo it by importing rules straight from the books of military. For many individuals (especially fresh graduates) it becomes really hard to adjust in this kind of atmosphere.

Working conditions are linked with health related issues. Light, ventilation, air conditioning, heating systems and safety measures are some of the basic requisites. Sometimes, improving your high turnover can be as simple as loosening up some rules or dealing with some unhealthy environment issues.

Salary & Growth Opportunities:

Excessive work, no incentives and low salaries, these are all grounds for a high turnover rate. Employees are here to earn, and their morale is directly related to their income. If you are expecting them to give their 100 %, you should be giving back in form of good enough salaries. Your salary packages should be competitive if not the best in market. A good salary package will make up for many other factors, but if the salaries are low from the market standards, nothing can hold the employees for long. Similarly, motivating employees by providing growth opportunities is also necessary.

Choosing the right candidate and the nature of the work:

If your recruitment and hiring process is flawed, you are destined to have a high turnover. Many small businesses, in a hurry to fill out vacant positions, hire some unskilled individuals, thinking that he/she will learn the traits with the passage of time. Such hiring is nothing but wastage of time, both for employee and employer. The interviewee should have complete knowledge of the skills required for some particular job, and the successful candidate must be having most of them, if not all.

Sometimes the reason for high turnover is the nature of work, for example the jobs that require night shifts or excessive late sittings. These types of jobs are not suitable for everyone; hence turnover rates are often high in such jobs. These are just some of reasons, apart from looking into these areas; you can communicate with your employees to get the idea if they are having any reservations.
Source:
Wholesale

How important are Performance Appraisals

There may be a huge difference between the performances of two employees, even when their qualifications or all other variables are same. Reason can be the difference in their dedication, commitment or personal traits. Quite obviously, the one who put more effort, more time or more commitment, for the growth of business than his/her counterparts, should be getting some extra reward for that. A timely salary increment or promotion for the best employee is not only an encouragement for the frontrunner; it also motivates others to work harder. If you don't come up with any kind of bonuses or rewards, it won't take long before you see a drop in that employee's performance graph too. Also, performance appraisals are essentials to keep a track of your overall business performance and figure out the deficiencies.

It may sound quite simple to choose the best contributing worker and hand him the reward. In reality, performance appraisals are something that needs lots of planning and careful thinking. Sure, it brings the sense of competition in your workforce, but the evaluations will also attract lots of puckered brows and objections. A flawed performance appraisal will go as far as completely shattering employee's confidence or loyalty towards your company. Bottom-line … don't take it lightly; you need to be extra cautious and fair when planning and implementing some performance appraisal program.

Guidelines for performance appraisal system:
Performance appraisal systems are based on some ranking or scaling criteria. Ideally, the judgment should be made with the help of statistics, along with the feedback coming from managers, coordinates and peers. Assessment criteria must be uncomplicated and easily available to everybody. Give them a transparent review system, where employees can judge themselves against their fellow workers, at any given time. Monitor the performance on regular basis instead of waiting for the month end before you go through the evaluation process. Don't try to stuff your performance appraisal plan with too many attributes and benchmarks, keep the requirements simple and easy to comprehend.

Performance appraisal Meetings:
The most important part of performance appraisal is to communicate with employees and discuss their overall performance. Don't discuss anybody's problem or dismal performance in front of his/her colleagues. Also, don't ignore past performances when judging an employee, if the worker has constantly been performing well except the present month, ask for the reason, especially if something is bothering him/her at workplace. Keep in mind the main objective of performance appraisal i.e. to encourage and motivate your employees, not to mark their short comings or hurt somebody's feelings.

Source: Wholesale Supplier

Coping with the workforce diversity for manager

Workforce diversity is often considered a characteristic of large corporations, with considerably large pool of employees; however workforce diversity is not limited to just large companies. If we go by the definition, any business having two or more than two employees coming from different age groups, ethnic backgrounds, religious sectors, race or gender, etc is basically having a diverse workforce. Sometimes the differences are trivial and hard to notice, sometimes quite flagrant.

Workforce diversity is not something to be wary of, even if it requires a little bit more planning and thinking at manager's end, because it brings so many different perspectives and thought patterns to the organization, hence a diverse workforce is more of a plus than minus for businesses. A diverse workforce results in a more flexible and innovative business. That is why, there's no need to panic, if you find yourself managing a multitalented workforce. Wasting your time in planning to avoid people coming from difference age groups, gender or religious backgrounds is not only a discriminatory practice, but also a bad management decision. By doing this, you are closing your doors to a more versatile workforce, which is more capable of dealing with challenges.

Do's:

First of all, you need to accept diversity and allow your employees to carry and develop their own unique personalities (as long as it doesn't clash with office discipline and business objectives). It comes handy during the process of decision making and business meetings, where some sort of brain storming is needed. A group that consists of managers or attendees with similar ages, genders or experiences is more likely to miss out some noteworthy aspects, which a more diverse group can easily point out. As a manager, you must make use of the diversity when making some important decisions like finalizing a project, making appraisal plans or launching a new business.

Dont's:

Never go over the top with your efforts to eradicate individuality from the work place, with the intention of developing a more standardized workforce. By doing this, you may end up killing the creativity of your staff, a business having no originality or inventiveness can never reach its true potential. Take the example of this world, despite of so many disasters and challenges; this world continues to exist so far because of its diversity. To manage a diverse workforce efficiently, a manager should be having excellent communication skills and an understanding of human behaviors.