I recently fielded a question regarding culture change and how to boost productivity and change culture with minimal fuss. "Minimum fuss" however this is not a realistic outcome when changing culture. Performance management will allow you to identify where you are going off course, boost productivity, and enhance competitiveness. And ultimately, the result will be a culture that is more independent, engaged, and innovative.
There are plenty of off-the-shelf solutions out there. Some are really lousy, but others can help you make an impact fast and are easy to implement. I recommend a few below to help you get started in this search. You can also do so in house by identifying desired outcomes, setting milestones (key performance indicators), and tracking progress to those milestones- all in an in-house database, even Excel. The key to this last path is (understanding and) setting aggressive bench marked outcomes with the buy-in of the various teams, then setting up a tracking system that is engaging and adhered to.
Bench marked data is out there. Dig for it in your industry. The managers in various departments should present the chosen data to their teams and get feedback on *how long* it will take to reach the new benchmarks. Don't get into a discussion about whether they can be reached but *when* they will be reached. Open discussions about what type of innovations will be needed to reach these new outcomes. Set your milestones from there. Then track and report progress on a regular basis, preferably weekly. Have discussion in these reporting sessions about what is going well, what resources may be needed, whether the milestones are still "good".
This will require some change on managements' role. What team's often identify as needed resources is more bodies. While this may be true, it is often not feasible. While the team develops innovations, the manager must demonstrate willingness for change by jumping into the mix and working on the "floor". This engages the manager in both relationships and emerging innovations.
Reward will be very important. When milestones are accomplished, rewards must be allocated. They should increase as the desired outcome is approached. In today's economy, cash bonuses will be the most appreciated. If you think your business can not afford to give cash bonuses, you need to go back and look at the identified desired outcomes. Everyone of those outcomes MUST impact the bottom line, hence making money for the company. Share this increased revenue, margin increase, or cost reduction with the employees. Its the BEST way to get your employees engaged with the success of the business. After all, everyone is managing some part of the business. If you don't do it, you'll just be seen as greedy. The effort will fail.
Some areas will be tougher than others but these provide great opportunities for cross-functional teams. Some departments, such as HR, will be tougher to identify with bottom-line outcomes, but I can help with this, if needed. If any department can not be tied to the bottom-line, you have to question why it exists.
I am skimming this topic pretty quickly (and you probably understand it already), but I am trying to hit the important points. The most important aspect of this course is that it encourages ACTION and involves everyone in this accomplishment. Don't get tied up in how people feel about change- do the best thing for the company! And involve everyone in the conversation. After all, if the company doesn't do well, all jobs may be in jeopardy.
Places to start your search for off-the-shelf solutions:
http://www.linkedin.com/redirect?url=http%3A%2F%2Fwww%2Epilotsoftware%2Ecom&urlhash=hbGO
http://www.linkedin.com/redirect?url=http%3A%2F%2Fwww%2Esuccessfactors%2Ecom&urlhash=t1yv
http://www.socialsolutions.com/
I also suggest these experts on this topic:
Kurt Bilafer
Matt Schubert
Deanna Tsang
Showing posts with label growth. Show all posts
Showing posts with label growth. Show all posts
Thursday, May 8, 2008
Monday, January 21, 2008
The Pitfalls of Deferred Compensation
I have recently been asked if I would "jump-in" to a start-up for 100% "deferred compensation" or equity. My answer was a definitive "NO".
My experience (on both sides of the coin) is what drives my agreements for "jumping in". I have found that unless there is at least minimal salary paid ($2k-$4K month) plus long-term, success-driven compensation (stock, equity, profit sharing, etc.), one or more of the following things WILL happen (usually all of these to some degree):
1. The company will not fully value the energy and investment the individual puts in (particularly before it creates revenue, when all the hardest work happens).
2. The individual will not full value the company and invest their time and energy fully (driving the company to revenue as rapidly as possible). This is inevitable and can kill a company (I don't care how motivated either is).
3. The company will probably lose a key individual at a critical moment because they got a great offer from a later stage company that brings their personal finance to a high cash flow positive (instead of cash flow negative). As a result, the company could lose the contract (or investor).
4. The company founder gets tired and folds. The partner/employee is left with nothing.
You could get lucky and find someone with great personal resources that will work for deferred salary/equity. In fact, it happens often. See number 2 again. It will happen. Let's say I have $7 million in the bank, but I like work, so I get involved with you. Then my daughter gets married. And I invest in an exotic resort in the Caribbean that I like to visit. I buy a new boat to play with. My energy involvement in the company slows; the company's growth slows. You may find a capable executive that has a reserve of cash or a severance agreement. See number 3. The chance of one of these two being the case is about 90%.
A minimum salary creates commitment and loyalty between the company its contributors that an equity stake just can't create. I have seen this happen both ways time and again.
I've been the start up guy with "my" company. On the part of the company, we want to take the smallest risk possible. We want our employees to take that risk with us, though they will not reap nearly the reward we will when success is reached. (Their ROI is not as high for the risk) In doing so, we create more risk around our success. With limited resources this seems necessary, but there are often ways to create a little cash flow to create this commitment. The key is to make the commitment in the right areas first.
A better path for business/corporate development is to allocate a small salary for that individual to pay their household bills (hence creating loyalty). Compliment this with significant bonuses associated with sales/investment milestones. Then ice the cake with a long-term vesting equity stake. This would interest me, and I could bring some a great wealth of experience and talent to bear on both business development and corporate development.
I am so clear on this that I won't get involved any other way. This may be tough for a founder to hear, but any talent looking for a great opportunity will probably say the same.
If the time to grow your business is right now, you may also look to your board of directors for help. At this stage, you should have picked board members that can provide limited resources part time, but can commit to a number of years. This is significant talent. These people will be contributors of one or more primary pieces of success. They will be strategic partners, possible clients, or experts. They will bring resources to the table. Standard practice for board members of a start-up is to compensate these board members with vesting equity. However, if you need someone to hit the phones, visit clients, or create documentation- you will need to hire.
Entrepreneurs are brave and courageous. They deserve respect and loyalty. But they must also grant this to those that help them realize their dreams. Properly executed this will pay dividends to the success of the business over the years.
My experience (on both sides of the coin) is what drives my agreements for "jumping in". I have found that unless there is at least minimal salary paid ($2k-$4K month) plus long-term, success-driven compensation (stock, equity, profit sharing, etc.), one or more of the following things WILL happen (usually all of these to some degree):
1. The company will not fully value the energy and investment the individual puts in (particularly before it creates revenue, when all the hardest work happens).
2. The individual will not full value the company and invest their time and energy fully (driving the company to revenue as rapidly as possible). This is inevitable and can kill a company (I don't care how motivated either is).
3. The company will probably lose a key individual at a critical moment because they got a great offer from a later stage company that brings their personal finance to a high cash flow positive (instead of cash flow negative). As a result, the company could lose the contract (or investor).
4. The company founder gets tired and folds. The partner/employee is left with nothing.
You could get lucky and find someone with great personal resources that will work for deferred salary/equity. In fact, it happens often. See number 2 again. It will happen. Let's say I have $7 million in the bank, but I like work, so I get involved with you. Then my daughter gets married. And I invest in an exotic resort in the Caribbean that I like to visit. I buy a new boat to play with. My energy involvement in the company slows; the company's growth slows. You may find a capable executive that has a reserve of cash or a severance agreement. See number 3. The chance of one of these two being the case is about 90%.
A minimum salary creates commitment and loyalty between the company its contributors that an equity stake just can't create. I have seen this happen both ways time and again.
I've been the start up guy with "my" company. On the part of the company, we want to take the smallest risk possible. We want our employees to take that risk with us, though they will not reap nearly the reward we will when success is reached. (Their ROI is not as high for the risk) In doing so, we create more risk around our success. With limited resources this seems necessary, but there are often ways to create a little cash flow to create this commitment. The key is to make the commitment in the right areas first.
A better path for business/corporate development is to allocate a small salary for that individual to pay their household bills (hence creating loyalty). Compliment this with significant bonuses associated with sales/investment milestones. Then ice the cake with a long-term vesting equity stake. This would interest me, and I could bring some a great wealth of experience and talent to bear on both business development and corporate development.
I am so clear on this that I won't get involved any other way. This may be tough for a founder to hear, but any talent looking for a great opportunity will probably say the same.
If the time to grow your business is right now, you may also look to your board of directors for help. At this stage, you should have picked board members that can provide limited resources part time, but can commit to a number of years. This is significant talent. These people will be contributors of one or more primary pieces of success. They will be strategic partners, possible clients, or experts. They will bring resources to the table. Standard practice for board members of a start-up is to compensate these board members with vesting equity. However, if you need someone to hit the phones, visit clients, or create documentation- you will need to hire.
Entrepreneurs are brave and courageous. They deserve respect and loyalty. But they must also grant this to those that help them realize their dreams. Properly executed this will pay dividends to the success of the business over the years.
Thursday, November 8, 2007
The 3rd Component of Entrepreneurial Manifestation: Action
In the first article on this site, I wrote "Energy can be defined as four things in this case (and in most cases): time, capital, action, and commitment.... A successful entrepreneurial enterprise needs high levels of all four components. With these investments- and a decent idea- any business can be Manifested."
In start-up, turnaround, and growth phases of business, consistent and progressive action is critical to success. It is about momentum, or the flywheel effect. A little bit of action feeds momentum, which creates more action, which creates more momentum, and so on. Similarly, if action pauses or ceases, the wheel slows and can rapidly come to a stop.
Everyone understands this. There is no need to type a slew of words to describe it over and over. Why then do we let action die? The answer is simple: excuses. Excuses are the enemy of action. Excuses are the antagonist of entrepreneurial ventures. Excuses have the ability to kill a business before it starts.
Excuses can kill action very subtly and quietly. For example, we have to wait on X before we can proceed with Y. Seems pretty straight forward. Things happen in progression, right? No. Milestones may happen in progression. But tasks leading to milestones may often happen concurrently. Let's take an example.
Bob is ready to open his bakery, but the outside needs painting. The painters are delayed by two weeks (aren't they always?). Bob doesn't want to open the store before the storefront is ready. He can list 6 reasons why he shouldn't. 5 are very good reasons, but they are all excuses. Bob can open the shop today. Sure, people might be leery of entering a store with peeling paint. Sure, Bob will have to set up a protective covering to shield customers as they enter. Sure, he will have to set up extra ventilation in the front of the store so that customers can smell the bread. But he will be moving forward. And when the painters finally finish, his sparkling new store front will already be open, will have a few customers, and will be ready for a Grand Opening fiesta.
This is an exceedingly simple example with many holes. But more complex examples involving agents and lawyers are the same. The question is, "What CAN I DO to keep momentum rolling?" Look for housekeeping tasks: strategic plans, business plans, accounting systems. Operational planning has dozens of tasks that can be revisited at any time. Marketing research can be done at anytime (and should be). Strategic relationships can be fostered.
At the end of every day, ask yourself, "What did I do today to grow my business? How did I feed the flywheel today?" Because if you didn't feed it, it is slowing to a stop. And no excuse is good enough to let that happen.
In start-up, turnaround, and growth phases of business, consistent and progressive action is critical to success. It is about momentum, or the flywheel effect. A little bit of action feeds momentum, which creates more action, which creates more momentum, and so on. Similarly, if action pauses or ceases, the wheel slows and can rapidly come to a stop.
Everyone understands this. There is no need to type a slew of words to describe it over and over. Why then do we let action die? The answer is simple: excuses. Excuses are the enemy of action. Excuses are the antagonist of entrepreneurial ventures. Excuses have the ability to kill a business before it starts.
Excuses can kill action very subtly and quietly. For example, we have to wait on X before we can proceed with Y. Seems pretty straight forward. Things happen in progression, right? No. Milestones may happen in progression. But tasks leading to milestones may often happen concurrently. Let's take an example.
Bob is ready to open his bakery, but the outside needs painting. The painters are delayed by two weeks (aren't they always?). Bob doesn't want to open the store before the storefront is ready. He can list 6 reasons why he shouldn't. 5 are very good reasons, but they are all excuses. Bob can open the shop today. Sure, people might be leery of entering a store with peeling paint. Sure, Bob will have to set up a protective covering to shield customers as they enter. Sure, he will have to set up extra ventilation in the front of the store so that customers can smell the bread. But he will be moving forward. And when the painters finally finish, his sparkling new store front will already be open, will have a few customers, and will be ready for a Grand Opening fiesta.
This is an exceedingly simple example with many holes. But more complex examples involving agents and lawyers are the same. The question is, "What CAN I DO to keep momentum rolling?" Look for housekeeping tasks: strategic plans, business plans, accounting systems. Operational planning has dozens of tasks that can be revisited at any time. Marketing research can be done at anytime (and should be). Strategic relationships can be fostered.
At the end of every day, ask yourself, "What did I do today to grow my business? How did I feed the flywheel today?" Because if you didn't feed it, it is slowing to a stop. And no excuse is good enough to let that happen.
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