Are you a manufacturing business looking for space for your business? If so, you’ll be interested to read our easy checklist of questions to answer before getting started. There are many factors to consider when looking for warehouse or industrial space for your manufacturing facility including distribution requirements, storage needs, location, delivery, and loading/unloading.
Cyber security is certainly critical. It’ s something to be concerned about and to use every effort to stop or prevent.
But there are security breaches that aren’t coming from terrorists on the outside. They’re coming from the inside. The people who commit them would be astonished to know that they were guilty of harming their company. The results can be disruptive enough to kill sales, drive away staff, or potentially kill the company. It’s not really espionage but it’s definitely company sabotage.
They can also be harder to stop.
The cause: talking too much about the wrong things to the wrong people.
The culprit: the boss.
Do you recognize any of these security breaches?
• No Secrets
The food manufacturer who responded to a simple question by someone she just met who revealed her secret way to solve a major production problem. She was proud of what the company had done. The idea of trade secrets was foreign to her.
• Give Away
The hardware manufacturer that kept giving away product and prototypes to his friends to use so no one knew where the inventory was or what was being copied.
• Double Give Away
The same manufacturer also was notorious for giving “friend of X” pricing. He didn’t even do it consistently. That would at least have meant it was predictable and the CFO could have dealt with it. It drove the Sales Manager crazy because she’d quote one price and “the friend” would tell her that the boss said it would be less. She finally quit from frustration just before a big national trade show.
• Emotional Dumping
The service company with legitimate complaints about suppliers. In public meetings, the boss kept sharing them with his customers. He drove people away.
• Gloom and Doom
The world and what happens in it isn’t always right. Being politically active and engaged is important. But it can be too much. The owner who is too vocal all the time raises other questions. Stakeholders and customers feel that they’re more concerned about politics than producing a good product and serving their needs.
These security breaches are probably more familiar, especially to almost any Human Resource manager:
• Bad Employee Speak
Talking, texting, or emailing people in or out of the company about fired or suspended employees in ways that are negative opinions but not facts. The courts have judged this to be defamation and charged the company and the perpetrator large fines (Gambardella v. Apple Health Care Inc.) http://www.employeerightspost.com/2009/05/articles/defamation/a-simple-case-of-defamation/. Also read: http://www.weil.com/news/pubdetail.aspx?pub=8737
• Wrong Employee Speak
Talking, texting, or emailing people in and out of the company about employees in a suggestive way or in a way that would be offensive. Employees who’ve quit over this frequently win healthy harassment judgments (Harris v. Forklift Systems). http://www.aauw.org/act/laf/library/workplaceharassmentcases.cfm
I’m sure there are more that should be added to this list.
What can you do?
1. Knowing what to watch out for is a simple way to start. Add to this list or refine it to suit what you see happening or what has happened.
2. Put a process in place to prevent it from happening.
If you’re the boss, watch what you say. If you can’t control it, get an independent ear and eye to listen to you before you give that speech or read what you send out before it goes out. You may have to go to the effort to get someone else to compose it using your concepts. It’s worth it to protect your company.
If you’re the boss of such a person, try counseling and training them. Put checks in place. Last resort: replace them or move them to some position where they can do less harm.
If you work for such a boss, there may be little you can do but look for another job because this business isn’t going anywhere.
As Walt Kelly’s cartoon character Pogo said to Porky, “We have met the enemy and he is us.”
Photo courtesy of Ben Goodger, goodgerster on Flickr
As we discussed in the prior blog there are many different options for a company that is interested in setting up a retirement plan. In the prior blog we discussed the IRA based options and in this article we will discuss qualified retirement plans such as 401(k)’s and Defined Benefit Plans.
A Time Magazine poll found that less than half of American workers are satisfied with their jobs. The lost productivity of actively disengaged employees costs the US economy $370 billion annually. In many cases, there is a direct correlation between employee engagement and satisfaction and the growth and success of a company, but how do companies keep their employees both engaged and satisfied?
Learn how others do it. Download our guide to growth.
One of the most costly and most important decisions that businesses can make is how to pay for its office space. Specifically, should the business lease or purchase its office space? Since the issue is complicated, here are some things to keep in mind:
As we discussed in the prior post “Why Should a Company Sponsor a Retirement Plan”, there are many reasons a company should sponsor a retirement plan. However, once an employer decides they want to implement a plan they need to decide which one. This can be confusing and it is our intent with these next couple articles to shed some light on the advantages and disadvantages of each option.
Most types of business have their own unique lingo that can cause outsiders to scratch their heads in confusion. Commercial real estate and leasing is no exception. If you intend to negotiate a lease, spend the time researching the language used in lease negotiations and agreements. Being prepared will help you receive the best terms possible.
Health care is an integral component of an employer’s and employee’s everyday life with two-thirds of non-elderly individuals receiving their health insurance through their employer.
Small employers often get to a stage in their development where they ask themselves if they should start a retirement plan for their employees and shareholders. This is often a difficult decision because of the complexities of the different types of plans, the costs to set up a plan and/or the responsibilities/liabilities in setting up a plan. I plan on discussing some of these issues in later articles, but this article focuses on some of the advantages to the employer and its shareholders.
They occur in naturally and successfully by those least concerned about their professional image: