How the Productivity System Works
This is a very high-level review. If
you want more detail, please call, or email me and I will go into as much
detail as you would like. Please see contact us page for this
information.
Method
This is the meat and potatoes of the process. It involves taking in all the metrics of the
company from Finance, Accounting, Marketing, Sales, Operations, Operation
support, Quality, and any other department.
We take the metrics they are graded by and then we turn it into a a individual
and team level to where the employee or the team of employees can then
determine the direction they want to go. So, we use all data sources that you
will allow us to use. Then we create a
program around that data or data sources.
We can always add in more data sources as you start to see
improvements. So, we set up dashboards
and other reporting programs where the employees can start to see. Now this is where the program gets very interesting. So, the basis of the program lies in the value
or the amount of engagement they drive both on a employee and customer level. As the employee engagement starts to be driven,
we see fixed and variable cost to stop its fluctuations and we see it
stabilizes. As cost starts to stabilize,
we initially see a pickup in 1 to 5% of margin impact or increase. By the impact of employee engagement, the
customer engagement starts to follow.
This allows the customer impact to affect the sales and marketing
departments. This causes an increase in
revenue and revenue per employee or per deal increases as well. This will then allow the operations and other
departments to start to fulfill those orders in a timely fashion. This will see an additional 3 to 8% margin
pickup. The fixed and variable cost
continues to drop and then stabilizes at the level it is meant to be at.
Now the key to this is how do we do this. That is the power behind it. This is something I have learned by working
in construction and manufacturing. Now
everybody still earns their wage be hourly or salary. They will always earn that but now they have
the option to earn more. Now by an increase in margin of both systems you see a
pickup of 5% to 15% in margin, Where is that going to go. Before we start to
give it to managers and executives. We
need to give 10 to 20% to the workers that have created this margin pick
up. Now executives will still see an
increase in their bonuses and the shareholders will see a increase in their value.
Now the compensation of the employee or workers is the key
to allow this to work. Everybody goes to work for a paycheck and to plan for retirement.
They also want top level benefits and they also want top level incentives. By having this margin pick up you can do just
that. You can give the employee the
benefits they want, you can give them a retirement package that has floor and a
ceiling in terms of growth. Yes, it does
not lose value. Then you can also give
them the other features that you want to offer them.
So, if you have an employee base of let’s say 100 employees
and they increase the margin by let’s say 10% pick up. Now let’s say that is $100,000 increase just
for demonstration reasons. You can do the
math for your own company. Now if the
benefit for the employee is 10%. The contribution
pool for the pay out is now $10,000. Now
you can divide that is benefits, incentives, program, or pay outs. Now keep in mind you will need to have some cash
be given to the employee but not all of it Some it needs to go to future
planning. Now let’s say that each employee
was given $1,000. Now half of that goes
to benefits or other programs. So, the
employee still have $500 left at the end of the period. Where can that money go. Now we have found out that if you give the
employee 10 to 30% of it in form of cash.
They will continue to work hard for the next pay period because they
know what they did was direct correlation to their efforts. Now what about the other 70%. That is the amazing part. What if we dropped that 70% into a vehicle that
allowed them to diversify their retirement or savings for years to come. Can you imagine what a 20-year-old could do
with this if they worked for 5 to 10 years for you. Now if the employee leaves then they take it
with them. It is not the company money
because the contract is that they would receive the $1,000 from you in terms of
their production but now if this employee continues to develop this vehicle it
could turn into a fund where they could buy a car, a home, fund school, or even
have a million for retirement through compounded interest and other smart decisions.
So where is the downside of this? You as the owner or director get a bigger
bonus (you also drop it into this vehicle as well that has a floor and ceiling
but will have gains of 4 to 8% return year over year). Every employee is working their hardest. They are all progressing. The company is succeeding
and growing. What else do you want? Cost or price? Please see the pricing
tab. Let’s get started. Why do you want to wait for results like this?
The response from all levels of employees
The response from the employees is they love it. They want to help the company progress but
so many of our employees need more to survive than a year or ten years
ago. Many companies do not realize
that they hold the potential in their systems to be able to do this. As I mentioned in the method and how it
works is that by fine tuning the process and allowing the employee to have
control of their systems or process in the control arena of the organization
and in the control they have for their position or title. They then feel like they can manage it and develop
it into their process. By doing this you
give the employee the ability to move in their space. Everybody hates micro managers and managers
hate being a micro manager. We all have
more important things to do or want or need to do. So why not unleash it and allow the system
to grow under a watchful eye of both all management and experts in the
field. We need to give the employees the
opportunities to grow and develop. We
need to give them the chance to prove themselves and what they can and what
they need more training to do. By doing
this it will not only allow them take ownership and accountability and responsibility,
but they will own it. Is that not what every
manager wants. I know I want this from
my employees, and I am assuming the same thing for you.
How it is executed
This is where my company stands out from other
companies. Is that we want you to be successful
for the long run. We want to see the
results. We want to see you grow. So, what we do is we create system in your
organization that allows for collaboration and guided team meetings. We give dashboard and metrics that every
employee knows is theirs and how they need to adjust or change them. We then give it over to the employees to
own. Yes, we do not expect the manager
or executive to manage this system. That
is what we do, and the employees do. The
managers can help the employees out and train them and allow them to drive this
system. Like I said before this is employee
owned but employer funded. So, if the employee
does not produce it is up to them. The accountability
is on them and no one else. The team can
help them but if they do not do their requirements then they will receive
nothing. So, if the employee wants to be
a manager or want to be successful or more money then they can partake in
it. If they choose one day, week or
month to not participate because of their reason that is up to them and we need
to allow them to make that decision but when they decide to contribute then we
will be here to give them the option. This might sound harsh, but this is not
little league soccer or baseball where everybody gets a trophy. This is business and the real world. We must contribute, or we will fail. So, it is up to them to decide and that is
the execution of this is in the hands of the employees and no one else. We give them the power and the ability to get
what they want and the ones that go after it will get it. So how it is executed. We give the employees all the tools and
necessary equipment and watch them flourish.
How it is maintained
This is really the key to the system is how is it maintained. Now depending on the contract and how you
want it set up or what metrics you want to follow or have the employees to
follow. We can set up automated or semi-automated
systems to give us the information to analyze and give you real time reporting
on how they are doing. One of the great
features of today is that with the right processes and systems in place you can
not only get real time reporting or see how the transactions or idea generation
is going to impact your company in real time but you can also watch all of the
results happen in real time. This gives
a feedback tool for every level employee.
They know what kind of value they are adding to the company and how they
will be compensated for it. This will
also give the ability of the owner of the process or system to generate every
more value to the system to allow others to maximize that potential. These systems are all maintained either through
automated systems where the data feeds are continuous and the semi-automated
where we will have to either get reports or collect the reports on a daily or
the frequency you would like to see.
Strategy and using this as a Competitive Advantage
When we talk about strategy and competitive advantage. We must look at our assets and
labilities. The key to any organization
is the ability to turn their liabilities into revenue or assets. The key asset I am talking about is people
or Human Capital. This is the new
competitive advantage in the future. We
need people help drive our companies. We
have the technology and the ability to use that technology to our abilities but
even the large companies we all strive to be like has to have the people of the
company to drive their programs and goals to successes. So, the key ability to do this is to get
what you need out of your employees but also giving the employees what they
want or need. The process of doing that
is by measuring and giving the employees to form teams and develop the teams
the ways they would like to develop them and grow them. We need to give opportunities for every level
in the company to show us who are the leaders and how they will take the
company. The more you restrict this the
more you will restrict your growth. We
have the capital to do this and now we just need to make it happen.
The Long-Term effects of the program
The long
impacts of this program are just like any program at any organization. As long as we create a long-term
partnership. This system will continue
develop and progress. It will give more
features and benefits to the employees and employers. My goal both of what I have seen and what I
want for you is to get the productivity rates of 80% or higher for
everyone. Now I do not want to see the
rates to drop below that but with the right program and the right kind of
people in the right spots in the company this program will not only produce the
kind of results that you want but will give you the advantage to predict your
future and the ability to use all of the tools that will give you the ability
to do drive your company where you want it be.
The key to this program turning your greatest assets into your highest
producing revenue producers and cost reducers.
So, everybody wins.
Want to Get Started
Click on the link Below
Email - Jason.r.goble@gmail.com
Call or text - 801-452-5524
Want a free Demo or Consultation
Click on the link below
Email - Jason.r.goble@gmail.com
Call or text - 801-452-5524
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