Resource Centers
Special Sections
-
Presented by
-
From
-
Sponsored by
is your arsenal for developing and maintaining sound financial plans and business strategy.
Inside: Budgeting | Compensation | Valuation
Free Trial: Intuit QuickBooks
Simple Start Free Edition 2009 for Windows
Departments
Newsletters
Help Me...
Fresh Inc. - The Inc.com Weblog
Staff Blog Menu
Regular Features
Recent Entries
Small Businesses Not on Google
Miss Management: Background Check Troubles
Another Look at Healthcare Marketing
Inc. Recommends
Archives
Archives › August 2004
August 30, 2004
Small Businesses Not on Google
Posted by Laura Rich at 1:14 PM
In his most recent column in the Marketing Resource Center, Adam Hanft notes that small businesses have let certain guerrilla marketing tactics become the province of big companies. Search targeting, he notes, could still be better used by small businesses, who seem to have yielded to the bigger companies when it comes to using this relatively inexpensive, efficient advertising strategy. Adam's column offers tips on how such companies could be using it better to their advantage.
August 25, 2004
Branding
What Would You Do If...
Posted by Bobbie Gossage at 6:47 PM
Covert marketing and advertising is all the rage lately, with campaigns like Crispin Porter + Bogusky's Subservient Chicken which the ad firm created for Burger King. But does this stealth sell really generate revenue? Or is it too subtle? If you were starting an advertising effort for your business, would you consider these techniques?
August 24, 2004
Miss Management: Background Check Troubles
Posted by Nadine Heintz at 5:19 PM
Each week, Inc. staff writer Nadine Heintz (Miss Management) will help you tackle office etiquette problems both big and small.
Dear Miss Management,
I started work in an office recently and provided full information to HR, including an authority for a police check. A month later the manager provided a police check form for all staff at a meeting. Knowing that I had already given consent, I asked whether or not HR had already started the process and did not get a clear answer. I spoke to HR on the phone and they said that the check had not been started. I filled in the form and put it in an envelope and sealed it and left it in my office. I went to get a stamp and five minutes later, on my return, found the envelope opened on the manager's desk. I thought that he might be trying to snoop, but I just took it out, put it in another envelope and posted it. It was not mentioned again.
A day or two later, a co-worker asked me if I had had "any police trouble". This did not surprise me because I had already sensed that I was the subject of gossip. I assured him that I have had not so much as a parking ticket and made it clear that I was just trying to follow proper procedures regarding confidentiality. Last Friday, the manager, in the presence of the receptionist, asked for my date of birth, saying that an outside authority demanded it. I really didn't want to tell him and am not happy about being put on the spot like this. The same man had earlier come and asked me about my years in Australia, having perused my CV. How can I handle this?
Secret Agent UK
Dear Secret Agent,
Your boss sounds a bit like David Brent, the inappropriate branch manager in the British TV show The Office. He should know better than to badger you for your birth date, especially in front of another employee. That said, his actions aren't necessarily illegal. In the U.S., law prohibits employers from making employment decisions based on age. But, once employees are hired, there inevitably comes a time when birthdates are required on forms, such as the police check performed at your company.
The main problem is that, due to your manager's mysterious behavior, your coworkers now seem to think that you're Jack the Ripper. Juicy rumors spread like wildfire, so you must nip the problem in the bud immediately. First, request a meeting with your manager. In the meeting, calmly ask if there's a problem with your police check. Perhaps he fancies himself some kind of detective, and is dramatizing the whole police check process. Request that, in the future, he refrain from asking you personal questions that could be misconstrued in front of other coworkers. Add that one coworker has inquired about "police trouble." Hopefully he'll realize the error of his ways. If his bad behavior continues, speak to his supervisor.
Next, you need to repair your reputation with the rest of the staff. Posting a sign in the breakroom may seem a bit desperate. Instead, after talking to your boss, casually mention to the receptionist and your other curious coworker that you cleared up the whole police check mess. Say something like, "I'm glad that's cleared up! I've never even gotten one parking ticket, after all!" The news will probably spread to the rest of the staff by the end of the day, and you can finally focus on your new job.
Miss Management
Have a dilemma for Miss Management? Send her an e-mail and check back here Tuesdays for the answer.
T-Shirt Controversy
Posted by Laura Rich at 3:36 PM
For the most part, Inc. readers embrace their fellow entrepreneurs featured within the pages of each issue. But the appearance of Ani DiFranco in the September issue with the words "I had an abortion" across her t-shirt generated a different response -- and left a pile of mail on editors' desks at the magazine. Readers haven't taken issue with DiFranco's success building a profitable record label, which has sold more than 4 million of DiFranco's records and CDs from other artists. They just don't like the shirt she's wearing.
The full-page photo opening the piece features a smiling DiFranco seated on the edge of a chair, her guitar tucked comfortably under her arm. She is wearing a t-shirt that appears to read, "I had an abortion." Many readers were offended.
Some might say that business and politics don't mix, but others might say that fashion is just fashion.
What do you think?
New Rules for Overtime Pay
Posted by Laura Rich at 9:41 AM
On Monday, new rules for receiving overtime pay went into effect, setting the maximum eligible salary level at $455 per week (that's $23,660 per year, see Matt Quinn's story for more details). That's a steep hike from the previous $155 per week maximum, making it seem like a good thing for workers.
However, as the onslaught of opponents to the new rules point out, there is also now more leeway for employers to restructure who is eligible and who is not, making it a bad thing for workers. In this sense, good for small business owners with revenues over $500,000 (the minimum amount to qualify). Bad for his or her employees.
USA Today's Steve Strauss, who says he "usually sides with the entrepreneur," thinks the
update to the Fair Labor Standards Act leaves too many employees out in the cold and enumerates them wistfully in a list that includes managers, computer-related jobs, some sales positions and, my favorite, those "whose job requires imagination" (I, for one, say "here, here" to that -- why shouldn't my daily half-hour subway rides, during which I plan out the new features on Inc.com, count as overtime pay? I've done some of my most productive thinking on those trips).
The rules also explicitly state that doctors, teachers and lawyers no longer qualify for overtime pay (not sure why lawyers would need "overtime" and how that would be billed, but that's another topic for another posting), despite their commonly known punishing work schedules.
So, what's the consensus? Are the new rules good for your business or not?
And what about the psychic impact on employees? How do you implement the new standards without negatively impacting morale?
August 19, 2004
Sales and Marketing
Another Look at Healthcare Marketing
Posted by Adam Hanft at 1:28 PM
Not long ago, I did a Public Radio commentary that predicted a new era of pricing transparency. The thought is that when we buy, say, a Nike sweatshirt, the price tag will tell us how much Nike pays its workers in Malaysia who produced it. (Think of it as a next-generation ingredient label.)
Behind this concept is the reality that consumers not only want, but are demanding: the whole "product biography" and judging companies by their corporate behavior, domestically and globally. This is driven by new levels of skepticism and distrust, by the transparency we are used to getting from the Internet, and from the psychographics of both baby boomer and Gen X consumers.
One area that could particularly benefit from this approach is the health insurance industry. Health care will no doubt be an election issue this fall, once again, and when that happens the industry gets vilified. The reason we have millions of uninsured, the rhetoric goes, is because health insurance companies charge exorbitant premiums that keep poor families out.
The industry could address this by employing this very notion of pricing transparency. How much of its premium income gets passed through to its members and their doctors and hospitals, versus how much is overhead and profit? Imagine how much better consumers would feel if they understood that HMOs exist to collect premiums from everyone in order to redistribute the money to those who need it. Essentially, it's a major re-education campaign.
This is a model that the non-profit world has adopted, as scandals such as the United Way mess focused attention on what percent of a contribution finds its way to those who need it. Indeed, these metrics have become part of their messaging strategy.
As an example, on their very own website United Way writes "A vast network of volunteers and the simplicity of corporate payroll deduction keep administrative expenses low - averaging 13 percent of all funds raised at the largest United Ways. This figure compares favorably with the suggested Better Business Bureau guidelines of up to 35 percent."
In many ways, consumers view health insurance companies as having non-profit attributes and qualities, since their mission is so critical to public health. As a result, they place high demands on these companies. Which means that adopting the approach which non-profits have taken would go a long way towards shifting public opinion in a more positive direction, and offsetting the horror stories of stingy providers more interested in hoarding money than paying claims.
August 18, 2004
Today's news
What Would You Do If...
Posted by Bobbie Gossage at 5:26 PM
CNN reports that prices for U.S. light crude oil reached a new record high today of $47.40 a barrel. Though Iraq's normal contribution to the global oil supply was recently halved, according to this article, there appears to be some dispute over whether there is an actual shortage or if speculation alone has pushed up prices. In either case, these sky-high gas prices are threatening to hurt the economy as they cut into consumer spending. How do you think this problem could be solved? What would you do if you were in charge?
August 17, 2004
Miss Management: Olympian Challenge
Posted by Nadine Heintz at 10:53 AM
Each week, Inc. staff writer Nadine Heintz (Miss Management) will help you tackle office etiquette problems both big and small.
Dear Miss Management,
I'm the founder and CEO of a consulting company. I'm a huge fan of the Olympics, and I tune in during the day on the TV in my office while I'm working. The problem is that some of my employees seem to think it's okay to come in, sit down, and watch for extended periods of time. For me, it's just background entertainment, but they actually drop everything else to watch. Would it be hypocritical of me to tell them to get back to work?
Please Help!
Gaga for the Games
Dear Gaga,
To be sure, a synchronized diving competition can be as mesmerizing as the weather channel before a big storm. And, as owner and top dog of your company, it's well within your rights to do whatever you please. But, unfortunately, that would make you a bad boss. As you probably know by now, leading by example is the only way to go. You do have a couple of options. One would be to shut off the TV, put your nose to the grindstone, and hope that your Tivo doesn't run out of space during the women's 200 meter freestyle final. Another (more fun) option would be to hold mini Olympic viewings at lunchtime. Invite your employees to bring a brown bag lunch into your office or the conference room for a half hour or so. That should satisfy their cravings and send the message that company-wide TV watching should be limited to those hours, even if your set is on throughout the day. Hey, it could also be good for morale.
Miss Management
Have a dilemma for Miss Management? Send her an e-mail and check back here Tuesdays for the answer.
August 11, 2004
Taxes
What Would You Do If...
Posted by Bobbie Gossage at 4:27 PM
After his tax breaks, President Bush is toying with the idea of eliminating the IRS and income tax altogether. In lieu of this, a flat federal sales tax would be instituted. A few people I know have been rallying for this for years, and not just because they hate the IRS. They argue that a flat sales tax is the only fair way to tax everyone. But critics say the sales tax would have to be 30-50% (gulp). Then again, you'd have more money to pay with. What would you do if you had the deciding vote on this issue?
August 9, 2004
Technology
The Not-Always-Digital Age
Posted by Laura Rich at 2:45 PM
A new report came out today from Indiana University with some stop-the-presses news (not really). Ready? It turns out, software tools designed to migrate brainstorming and idea-development processes from live, flesh-and-blood (or maybe dialed in) interactions to the computer haven't worked out the way some people had hoped. It's not that no one's using their computers to share and develop ideas. They are. It's just that they haven't stopped all that other sort of brainstorming in the meantime. Bottom line: We're doing twice as much work.
By now, most of us are pretty familiar with the fact that all this new technology -- computers, the Internet, cell phones, BlackBerries, you name it -- has not exactly replaced whatever it was we were doing before (and what was that, anyway?). Instead, it has, generally, made our lives busier and more complicated.
But in a so-called "information society" with "knowledge workers," migrating that process to a digital environment, where its value can be captured and stored, seems a pretty important thing.
What has your experience been? Can you have productive online brainstorming? Which tools work best?
August 4, 2004
Today's news
What Would You Do If...
Posted by Bobbie Gossage at 5:56 PM
I read in the New York Times today that Con Agra is coming out with a new line of frozen dinners that take up to 10 hours to cook. The company is hoping its Crock Pot Classics will appeal to busy parents who want to give their families home-cooked meals without all the work. To me, it sounds like a gamble. Then again, I don't know anyone who owns a crock pot besides my grandmother. Do you think there's an audience for a product like this? What would you do if you were head of Con Agra?
Miss Management: Office Gossip
Posted by Nadine Heintz at 9:16 AM
Each week, Inc. staff writer Nadine Heintz (Miss Management) will help you tackle office etiquette problems both big and small.
Dear Miss Management,
Please help. I have a subordinate who is a busybody and a gossip. We work with ten other employees (all males) and every hour or so I am given an update on what other employees haven’t done, what customers are doing, what our boss is doing etc. When it is not about our co-workers, it is about her family members or employees at her side job. It goes on and on. I try to ignore her, but she starts sulking. Once I open my ears to her for even the slightest conversation, the floodgates are open and the gossip starts from 9 am until the moment she leaves. As her superior, I am in a precarious situation. I cannot fire her because she gossips. I try to show her that gossip is not accepted by not participating but it does not seem to help. How can I tactfully and legally ask her to desist?
At My Wit's End
Dear AMWE,
A little office gossip is understandable, but hourly updates? Come on. It sounds like your gossipy underling needs more work to do. You should probably reevaluate her workload and assign new tasks that will keep her busy working, not chatting. Other than that, consider taking a direct approach. The next time your busy-body subordinate approaches you with a complaint about your boss, for instance, ask her if she plans to do anything about it. Tell her that you're not interested in hearing her complain about problems unless she also has solutions to offer. If she sulks, too bad. After all, you're her boss, not her friend.
If you're reluctant to confront her directly, you might want to talk to your superiors about creating a company-wide "no gossip" policy. This may seem like an extreme measure if she's the only staffer with the bad habit, but something tells me your coworkers will welcome the policy with open arms. Keep in mind, however, that there is a difference between personal gossip and business-related tidbits. Information about a customer or a frequently tardy employee, for instance, could prove useful to managers. Still, your co-worker is clearly out of control. As her boss, it's your duty to reign her in.
Miss Management
Have a dilemma for Miss Management? Send her an e-mail and check back here Tuesdays for the answer.
August 3, 2004
American Start-Up: Only Part of the Picture?
Posted by at 3:30 PM
Remember when you first realized what you wanted to do with your life? You had that great idea to start a business of your own. You laid out a plan and saved money, sold everything you had, quit your job to pursue your dream, didn't sleep a wink, lost your hair and almost went broke a million times. Well, apparently that would have made for great television.
Spike TV, a division of MTV Networks, has announced that it will launch "American Start-Up" next year. The 10-episode reality series, produced by actors and writers Matt Damon and Ben Affleck, pits eight young businesses against each other. Each business will be given $50,000 in seed money and will be guided – and scrutinized – by a panel of entrepreneurs, business tycoons and venture capitalists. The grand prize according to the press release announcing the series is a "major investment that will enable them to take their business dream to the next level."
The panel of entrepreneurial experts will evaluate the businesses on their performances in areas like product quality, staff talent and decision-making ability. Those that don't make the grade, get the boot. Sounds fair.
Rumor has it that the producers were inspired to create the show by their own experiences setting up their production company, LivePlanet, which will produce the show. I'm guessing they had more than 50 grand, but I digress.
The show may very well prove entertaining and possibly inspiring. However, it clearly will only show part of the process of starting a business and maybe not the best part. The show will depict getting the "major investment" as the great reward for the start-up. But isn't the best part getting that business up-and-running, the customers through the door, the dollar in the cash register and watching the baby grow? I guess that glory will have to play out in the real world, not reality television.
Try a RISK-FREE Issue of Inc. Today!
