Tag: small business

8 Essential Branding Tips For Small Businesses

If you think that branding is just something for big businesses with big budgets, think again. Branding is just as important for small businesses, maybe even more so. If you don’t have the budget to hire a big branding agency (and not many small businesses do) here are 8 simple steps you can take to keep your brand in check.

 

  1. Remember – It’s not all about your logo

Your logo is important, but branding is about far more than just that. Your logo is a badge that will represent you to the world, it’ll help distinguish your business from your competitors and it may even help customers to understand what you do. But it’s just one small part of a much bigger picture and even the best logo won’t build a successful brand on its own.

 

  1. Know what you stand for

What values and ideals are at the core of your business? What motivated you to start and what keeps you going? If you’re unsure of where you’re going and why your customers will be even less sure. Keep a list of at least three core values and make sure that any new products, services and marketing campaigns are true to them.

 

  1. Know what value your business provides

Whatever type of business you run, one thing is guaranteed your customers are not interested in just buying your products or your services. What they’re interested in is results. It’s the real life benefits that your products can offer them that will really get them engaged. A lot of businesses make the mistake of focusing on the features of their products and wonder why they’re not getting results. By taking a step back and communicating the benefits they offer you can give customers a really compelling reason to part with their money.

 

  1. Get inside your customers heads

Knowing your customers inside out is crucial. Forget about your taste and your preferences and focus on the people you’re trying to serve. Who are they? What are they looking for? What gets them excited? Keep your focus very narrow to start with; just think about your ideal customer.

Keep this profile in mind whenever you’re planning a new piece of marketing and build it just for them. This will really help to keep your message focused and effective.

 

  1. Keep a close eye on the competition

Identify your closest competitors and make sure you check up on them regularly. Who are they targeting? How are they doing it? What messages are they putting out? Where are they falling short? By doing this you can stay ahead of the game and fill gaps that they’re leaving. Remember, they’re probably watching your every move too.

 

  1. Find something unique to offer

Every business has something unique to offer, but many don’t take the time to identify it and use it to their advantage. Strong brands clearly stand out even in a crowded market. You might sell the same products as everyone else but that doesn’t mean you have to offer exactly the same service. If you’re struggling to find something that makes you stand out, go back to your customers, think about what they need and where your competitors might be falling short.

 

  1. Be consistent

Whatever direction you choose to take your brand in, make sure you’re consistent about it. That means keeping an eye on every tiny detail from how your logo looks, to the colours and fonts you use right through to your website and the kind of language you use when you talk to your customers. All this will build up to give the impression of professional, credible and trustworthy business.

 

  1. Keep it simple

We all lead busy lives and few people have the time to unravel complex messages. Simple, well thought out communication is more likely to get through and be remembered. This applies to your logo, your marketing material, your customer communications – even your business processes.

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How to Conduct a Job Interview

The Interview Checklist

The key to a well prepared and well structured job interview is to have a clear view of the skills, knowledge and ability demanded by the job. You then need to use the interview to gather evidence to demonstrate whether the candidates meet these requirements. Please prepare well for the job interview, using this small business checklist as a prompt.

 

  • Re-read the advert, job and person specification.
  • If you are not seeing all the candidates, ensure that your short listing decisions are based only on the requirement of the job.
  • If you are not seeing all the candidates, sift according to criteria that is tangible from a CV i.e. headcount managed previously; operational background; achievements etc. Don’t second guess what a candidate may or may not be like or may or not have done just because it’s not on their CV. 67% of candidates omit crucial.
  • Ensure that you have prepared some standard questions. If you wish to ask additional questions, ensure that they are based on the person specification requirements for the job. These questions should be asked of all candidates to enable you to determine the best match against the job requirement.
  • Re-read all the application forms, and highlight any points which you want individual candidates to clarify (e.g. further information on qualifications or experience).
  • Arrange a suitable job interview room and make sure that you have diverted any calls and interruptions.
  • Remember that the application forms are confidential documents and should only be circulated to those people involved in the recruitment process.
  • Once you have conducted the job interview, mark your decision on whether to employ. Ensure that this is based on factual information and not gut feeling.  If you have decided to reject the candidate mark your reason where indicated on the back of the form.


Welcome The Job Interview Plan

  • Introduce yourself and any other interviewers
  • Put the candidate at ease
  • Explain the purpose of the interview
  • Outline the way the interview will be structured
  • Explain you will be taking notes

Ask

  • Information about the candidate that is related to the job
  • Use the criteria on the person specification
  • Identify points from the application form that need querying
  • Prepare questions in advance
  • Use open questions – move from easy to more searching ones
  • Listen and probe
  • Find out what the candidate expects from the job
  • Explore the candidate’s motivations. Are these more to do with rewards (such as money or status) or with job satisfaction?

 

Supply

  • Information related to the job. Summarise the main points of the job, department and company.
  • Remember the interviewer should only do 20-30% of the talking

 

Notes

  • Note down key points and remember that candidates are able to ask for copies of all interview notes

 

Wrapping up

  • Ensure there is enough time for the candidate’s questions and respond fully and positively
  • Inform candidates when they can expect to hear from you

 

And finally, restrict your role to

  • Asking questions
  • Clarifying queries
  • Keeping the conversation flowing
  • Providing information
  • Reassuring the candidates

 

After the job interview

  • Assess the candidates by using interview notes, personal specification, test results and candidate comparison forms
  • Inform all candidates of the outcome of their interview.
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Do small businesses need to get real about cyber security?

Katie Holland, Barclays Business Manager, examines the issue.

The prominence of the internet has changed the way companies of all sizes conduct their business. It has opened the doors for many SMEs to streamline their processes and generate additional opportunities in areas which previously might have appeared out of reach. However, it is not without some downsides, a major one being the growth in prominence of cyber crime.

 

Last summer a Government Security Breaches Survey found that nearly three quarters [74 per cent] of small organisations reported a security breach in the last year. This is a real concern, as is the variety and scale of the scams which are currently in the offing.

 

One example in early 2016 reports some cases of conveyancing fraud. In these instances criminals were said to have hacked into emails sent between solicitors and clients. The fraudsters, posing as the solicitor, then sent emails with instructions to transfer money from property transactions to a rogue account. The funds then disappeared.

 

As a lender it’s absolutely vital for Barclays to have a fraud prevention strategy in place. Plus a substantial, and active, fraud team alongside a raft of resources for individual and business borrowers. But, as a SME what more should you be doing?

 

The first prudent step is to ensure your business is fully protected, including the data in your possession. The lengths at which cyber criminals go to shouldn’t be underestimated.

 

SMEs could also be made aware that changes to any payment details attached to a transaction should be treated with suspicion. For example, if they are sent an encrypted email or asked for personal data by email, or anything that feels even remotely dubious, then they should pick up the phone and verify it directly with the party in question. The inclusion of cyber security and anti-malware protection will not only safeguard your business, but also provide an additional layer of protection for you, your customers and subsequently cement your long-term relationship with them.

 

Some of you may have seen Barclays latest advert which sees a seemingly trustworthy advisor asking for personal banking details whilst a voice in the background explains that his intentions are not genuine. The advert goes on to reveal a member of Barclays branch staff, who is a Premier Banking Manager, standing behind the fraudster and offering advice on how consumers can protect themselves.

 

This type of fraud is known as social engineering and it is the manipulation of situations and people that result in the targeted individuals divulging confidential information. It is one of the most prolific and effective means of gaining access to secure systems and obtaining sensitive information, yet requires minimal technical knowledge.

 

The advert is one way in which Barclays is raising awareness about these issues and we regularly host cyber crime events for SMEs locally most recently in Weston-Super-Mare.

 

From April 2016 Barclays will host a series of events specifically for businesses providing guidance on how they can protect themselves from cyber crime. For further information please speak to your Barclays Business Manager and more details about how to be cyber smart can be found here.

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Be The Boss You’d Want To Work For

Being a good boss matters

We know that most people working in the UK (at least 60% of employees) aren’t engaged with their work. That means they’re less productive and more likely to leave their job. It’s an expensive situation for employers, but being a good boss can be a good way to start fixing it. So how do you become the boss that you’d want to work for?

Research by Gallup has shown that 81% of people would work better without a manager and that managers are preventing people performing to their full potential. This has led some to say that we should just get rid of all bosses. Perhaps that’s not right for your company, but it does seem that managers are often only needed for small proportion of the time and the rest of the time they’re simply getting in the way.

So how can you be the boss that you’d want to work for? A boss that would provide you with what you need when you needed it and not get in your way.

What does a great boss do?

Whether you run the company or are in your first management role, you can be a great boss. In fact, why wait to get promoted? There are lots of opportunities in organisations to take the lead without having to wait until you’re in a role where you officially manage people.

We’re all individuals and we’ll all be different bosses. That’s OK, it’s the outcomes that matter and it’s important that you manage in a style that’s true to you. So think about it: who’s the best boss you’ve ever had, and why were they so great?

For most people a good boss does some (and ideally all) of the following:

  • Helps them achieve their goals
  • Gives them the freedom to work in a way that works for them
  • Gives them responsibility and supports them to take it
  • Is clear about what the company is trying to achieve
  • Is open and honest
  • Listens to them
  • Gives them credit when it goes right and helps them learn from their mistakes when it doesn’t
  • Tells them when they’re doing a great job (and also when they’re not)

It all sounds quite simple doesn’t it. But my experience is that many bosses become very different people in the workplace to the humans that they are outside. Something weird often happens to us when we take responsibility for managing other people. Now’s the time to bring you “the boss” and “the real you” closer together.

Make the change

I’m not suggesting it’s easy to change your behaviour, especially when you may have been doing the same things for some time. But you’re more likely to change what you do if you can see someone else demonstrating the behaviour that you want to copy. Seek them out. Watch what they do and how they do it. Then practice doing things differently and see what different results you get.

And whilst it can often be embarrassing to admit to our team that we don’t know everything and aren’t as great as we’d like to be at something (especially when that something is being a boss), by showing that you’re aware of your weaknesses and by asking for their feedback and support for your efforts to change, you’ll build a very different kind of relationship with the team which will start you on the way to being the boss that you’d want to work for.

Some say the way you tend to manage people reflects the way you were treated by your very first manager? What was your first boss like? And have you copied them?

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How To Keep Your Employees Happy

As a business coach I work with lots of businesses from all sectors and of all sizes and this subject comes up repeatedly. In my experience what makes a team and employees happy is involvement. As individuals we all crave the following, it’s a basic need..:

  1. Autonomy – have your employees got the autonomy/accountability/responsibility?
  2. Relatedness – do your employees feel part of something bigger?
  3. Competency – can your employees grow their skills/knowledge and do they have opportunity?

With the above in mind we need to find ways of ensuring that our employees have the above as part of their role, that we understand them and that they have the opportunity to grow.

I recently spent a full day with a client running a strategic planning day. It was a big investment to take close to 20 people out of the business for a full day but wow, the response. I spent some time after the session reflecting on why it was so successful. The first point to make is that we expect a lot from our teams and sometimes it might feel like they aren’t supporting us as much as we would like. I often hear directors say, “They just don’t get it”, “why won’t they just do this”, and “surely it’s obvious”.

The problem is ASSUMPTION.

We assume our employees know what we are trying to achieve, we assume they know how they can impact it, we assume they know why we are doing what we do, and why we are headed where we are headed.

The session we ran was all about alignment; communicating the next couple of years’ plan, why we want to go there, what it means to them as a team, the opportunities it brings, and why we need their support to get there. The directors didn’t have all the answers and so we asked the team how they could support it (ownership and involvement). We covered current restrictions, then strategies and solutions to overcome them, and finished with 90 day plans to start the process of implementation.

The team left with a renewed enthusiasm for the business, total clarity and direction about where they are headed and why. They were clear in what they can do, feeling part of the process and with ownership of projects to deliver. The directors left with a motivated team, reassurance that the business it totally aligned and team involvement rather than a reliance on the directors to do everything.

Alignment is a critical success factor in every great business to ensure a happy team, so ask yourself the question: Are you aligned or do you assume?

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