How to Manage Multiple Business Locations

How to Manage Multiple Business Locations | Inc |By Darren Dahl | Mar 4, 2010

Thomas Friedman was onto something when he wrote his book, The World is Flat. Companies increasingly feel the need to expand their reach into new markets—both domestically and internationally—from a very early age.

One direct result of this expansion is that you may now be forced to manage multiple locations and oversee employees in distant offices—a fact that can cause quite a few challenges and headaches, says Eric Bloom, president of Manager Mechanics, a management-training firm based in Ashland, Massachusetts.

“No matter how widespread your organization becomes, you need to work hard to retain team cohesion and the philosophy that everyone is on the same team regardless of where they work,” he says.

Dig Deeper: Why You Should Expand

Managing Multiple Locations: 6 Challenges

1. Out-of-site-out-of-mind syndrome. When things get busy at your primary location, it can be hard to give your employees based at other locations the time they deserve.

2. Loss of spontaneous communications. Because you do not see your employees in the hallway or at meetings, there is very little natural or unplanned communication.

3. Attenuated logistics. Anything that cannot be sent electronically, must be mailed, which causes time delays and increased effort.

4. Complicated work assignments. It is harder to perform certain types of jobs or collaborate on them when employees are based in remote locations

5. Lack of team cohesiveness. Your team members will not know each other as well. This can easily lead to an “us-versus-them” mentality.

6. Concerns over general supervision. If you have a remote office that clients visit, it’s virtually impossible to see if your employees are arriving on time, working appropriate business hours or wearing proper business attire.

To tackle these and other challenges, then, organizational leaders need to focus on three key areas: systems, technology, and communication.

Managing Multiple Locations: Put Systems in Place

The old adage is that systems run businesses, and people run systems. “You must have systems in place to be able to standardize the quality of your communications, products and results,” says Bert Martinez, founder of Bert Martinez Communications, a business training and communications company with multiple locations. “Systems will allow you to duplicate offices and grow faster with reduce training times and supervision.”

The key is to establish clear responsibilities, boundaries, and authority, says Ann Latham, president of Uncommon Clarity, an organizational-behavior consulting firm in Easthampton, Massachusetts. “Vague responsibilities create the proverbial cracks into which everything drops,” she says. Muddy boundaries create disasters ranging from personnel problems to legal ones while insufficient authority can become a source of delay and demotivation. “An employee with everything needed to exercise good judgment except either the authority or sense of responsibility to do so is worth little,” says Lantham.

The point, then, is to make each employee’s responsibilities clear through an organizational structure combined with a system that measures each and every employee, and holds everyone accountable for delivering on their work responsibilities regardless of where they are based.

Dig Deeper: Building Systems to Manage Your Business

Managing Multiple Locations: Adopt New Technology

With the advent of the Internet, and the prolific surge in the number of collaborative tools that have spawned from it, technology has become an integral part of the backbone for any far-flung organization, says Bloom, particularly because it can help your organization cut down on business travel expenses.

While many organizations rely on custom-built software platforms and intranets as collaborative platforms, some of the most commonly-used tools by small businesses in particular are also either free, cheap or available as a software-as-a-service, which means you can access these tools over the web for a monthly fee. Some of the best and cost-effective options include:

• Google Documents, Gmail and Calendar for internal training and communication.
• Basecamp: An popular project management tool.
• Facebook : The now ubiquitous social networking tool is just as useful for business as it is for personal applications.
• Skype: The surge in VOIP technology and software means that you can communicate with remote employees cheaply and effectively.
• Salesforce.com: One of the most popular tools around, Salesforce.com allows remote sales team to collaborate in real-time on maintaining your company’s sales pipeline.

A new wrinkle in terms of technology is that many firms have begun to equip all of their employees with smart phones such as the iPhone as a way to enable them to access any web-based technology regardless of where they are, including many new applications.

Dig Deeper: The Latest Small Business Technology News

Managing Multiple Locations: Focus on Communication

Systems are a must, technology is important tool however, none of these will work with out real communication, says Martinez. “Communication is the key to collaboration with your offices, coworkers, and clients,” he says. If you neglect this aspect of running your business, you do so at your own risk, particularly in a business with multiple locations. That’s why Martinez also makes having his employees have time face-to-face a priority by having his offices take turns hosting each other once a year to enable communication between people on all levels.

Other tips for fostering communication between your employees based in the office and elsewhere include:

1. Establish full team weekly staff meetings via phone or webinar to get your whole group together.

2. If possible, have web cams so your team members can see each other.

3. Make each physical site responsible for a specific type of work, rather then assign random tasks associated with a central project.

4. When doable, have the CEO or management members personally visit each remote site on a scheduled basis, every month, for instance.

5. Establish weekly phone-based staff meetings individually with each remote group so that each physical location will get time with top management.

6. If possible, get your whole group together once or twice a year for staff meetings, brainstorming and team building.

Dig Deeper: How to Improve Your Communications Skills

Managing Multiple Locations: The Global Workforce

Managing multiple locations across the U.S. is hard enough. But when you add a new sales office or manufacturing plant overseas, says Bloom, you can actually run into a host of new challenges associated with cross-cultural communication that include:

1. Time zones. There is limited or no overlap in the standard workday.

2. Language. Even if everyone has a common language, English for example, differences in accents, language fluency, and the use of slang expressions can make communication extremely difficult, particularly on conference calls and speakerphones.

3. Social norms. Cultural differences from country to country can accidentally cause tension, embarrassment, and miscommunication.

3. Holiday schedules. Scheduled meetings, reporting deadlines, cash flows and standard business processes can be derailed or delayed based on local holiday schedules.

4. Technical connectivity. Not all countries have high-speed connectivity at all locations.

5. Labor laws. Laws regarding hiring, employee termination, hours worked, layoffs, sexual harassment differ from country to country.

6. Business-related laws, ethics, and practices. Business is conducted very differently from country to country.

7. Personal-privacy laws. In European Union member states, the laws regarding the personal use, storage, and transport of personal information are quite stringent compared with those in the U.S.

Dig Deeper: Building the Best Virtual Workforce

Managing Multiple Locations: Adapting to Different Cultures

Bloom suggests tackling these challenges by considering the following tips:

1. Find one key contact in each country that is very knowledgeable in local customs, business practices, and laws.

2. Learn to pronounce people’s names correctly.

3. Gain a basic understanding of country politics and current events.

4. Know the names of your managers and leaders in those countries and pronounce their names correctly.

5. Find ways to take advantage of the time zone differences.

6. Be respectful of the differences between people and cultures.

The bottom line in managing multiple locations, says Martinez, is to help make everyone in your company feel motivated and part of the team, regardless of where they do their work. “When your people feel good and that they matter, they will perform better,” he says.

Dig Deeper: How to Be a Lead Teams in Emerging Markets

Managing Multiple Locations: Additional Resources

Corporate Agility: A Revolutionary New Model for Competing in a Flat World, by Charles Grantham, James P. Ware and Cory Williamson (AMACOM, 2007.) This book will show you how to get your company to embrace new technology, understand the ever-changing workforce, and rethink the way you structure work environments to deal with the global economy.

Competing in a Flat World: Building Enterprises for a Borderless World, by Victor K. Fung, William K. Fung and Yoram (Jerry) Wind (Wharton School Publishing, 2007.) A book filled with solid tips to create a flexible organization capable of competing anywhere.

The Facility Management Handbook, by David G. Cotts Kathy O. Roper and Richard P. Payant (AMACOM, 2009.)
A great reference guide for understanding and implementing best practices for the modern workplace.

6 “Must Have” Leadership Skills

Here’s the bottom line: if your in business you must be able to motivate, organize, and inspire others, there are certain skills that you need to make your organization successful. Here are 6 “Must Have” leadership skills.

1) Be able to recognize strengths among your team members in order to work effectively with each one. Being able to see and utilize these strengths accordingly, allows a leader to motivate and delegate on a stronger level for better results.

2) Encourage suggestions and input on procedures from everyone. In order for people to feel motivated to make change or improve, they have to have some ownership of the process and believe their contributions are important.

3) Allow individuals to solve problems. A leader’s job is not to do everything but to grow confidence in others, to grow more leaders, allowing for others to grow through problem solving builds confidence and new leaders. The more people learn, the more they are inspired to learn, and the more they accomplish, the harder they will work toward future goals.

4) Understanding the personal goals of each of the people on my team. Everyone has their own motivations for doing things. By understanding what makes people work, we are better able to find ways to keep them engaged and moving ahead.

5) Provide consistent and appropriate rewards and praise. William James once said, “The deepest principle in human nature is the craving to be appreciated.” Here is a real human hunger, and the rare individual who honestly satisfies this great hunger will hold people in the palm of his hand. Even the undertaker will be sorry when he dies. Never forget to be truthful and kind. Remember, everyone needs to be recognized for their efforts and contributions.

6) Motivating the team While each individual’s efforts are invaluable, the team as a whole must learn to work together to make effective change.

7) It’s impossible for a leader to be invisible and make progress. In order to achieve accomplish goals, team members and individuals need a leader who can create a working environment that encourages communication, understanding, respect, and support among the people.

If you liked this article, tell all your friends about it. They’ll thank you for it. If you have a blog or website, you can link to it or even post it to your own site (mention www.bertmartinez.com as the original source – thank you).

Are you the victim?

Are you a victor or victim? I’m against being a victim cause victims sound weak. Sales can make anyone turn into a victim easily because sales people to overcome a lot crap. Victims are avoided after a while. Victims are seldom listened to because the have lost their credibility. Victims are never respected. And in general, nobody wants to hang around with victims. Well, except for other victims, of course, because like attracts like.

Just think for a moment about what you say when something doesn’t go your way or rather the way you act it. Review the last experience when you a big sale. Think for a moment about how and what you said to yourself, the body language you used and your tonality. If any of those reactions or responses contain victim like attitude, like whining, put downs, – stop it or you’ll become a victim.

You see the your goal is for you to become a victorious sales person whether or not you close the sale. Victors don’t whine. Victors learn, they overcome, they master themselves. It’s easy to up beat when life is going your way, but guess what the BIG profits are in the problems.

Seven Strategies for Sales Success

Two common questions that I hear all the time, what do I need to learn to succeed in sales and what do I need to do to succeed sales? Here are a few strategies of sale success.

Succeeding in sales is a learnable skill. Being poor in sales is a learnable skill. You may need some sales team training, but whatever you choose sales is a learnable skill.

Number one; grow your people skills – remember the customer buys you first. Sell yourself before you even try to sell your company or your product. The client looks to you for assurances and trust.

Number two; sell the benefits – make a list of your benefits that your competition does not have. Use questions that your competition does not ask is good strategy.

Number three; master the objections – there are no new objections so get rid of the existing ones. Make a list of the objections that you hear over and over again. Not interested. Happy with present provider. No budget. Better offer from your competition, etc. And role play the answers.

Number four; target your ideal customer – Make a list of your ideal customer’s traits, B credit, 5-10 employees, 5 plus years in business, 3 plus locations. Make a list of the prospects that match those traits, contact only those “ideal” prospects. It’s a smaller but better list.

Number five; be, do, have –BE a student of sales team training, never stop learning. This is how I mastered sales. After you learned a new technique, DO it – role play it with friends and associates, teaching is a great to role play it too. Then use it that day. Doing leads to HAVING and the more skills you HAVE the faster you be come a master of your craft. Remember to adapt what you’ve learn to your personality style.

Number six; how you feel is more important than what you know – you heard it before “ attitude is everything” learn how YOU keep a positive attitude, what triggers attitude changes in YOU. Study emotional strategies every morning. The secret to attaining sales success is how you feel about money, yourself, sales, and success. Rich sales people are rich because how the feel, broke sales people are broke because how the feel.

Number seven; save money – this was a big turning point for me, when I started to save just 10% of my income. The savings created peace and confidence that comes with knowing that you have thousands of dollars in the bank. I’ve met hundreds of good and broke sales people, they spend everything they make. Begin with saving 10% of your income and get to the point that you can save 20% or more.

Here’s a final thought. Succeeding in sales is a learnable skill. Losing at sales is a learnable skill. You may need some sales team training, but whatever you choose sales is a learnable skill. Getting ahead is a result of doing certain things over and over again. And you are in charge. You decide how much you want to succeed by remembering 6 words. “Repetition is the mother of skill.”

Let me ask you – if I blind-folded you and placed you in a dark room and asked you to tie your shoes could you do it? Why? Because you repeated the shoe-tying process a zillion times, right? Again mastering sales takes repetition to master the skills.

Time Management real or a hoax? Why Time Management doesn’t Work

Hey guys, Bert Martinez here. Time management tools are really useful, right? Or are they? They show you how to organize your things. The problem is, that these systems are only as good as you FEEL. I’ve always said how you feel is more important than what you. How you feel determines your follow through or follow up – your success.

Consider this. Have you been using time management techniques but still, you feel overwhelmed, unfocused, like you’re not accomplishing some major things? If so, your lack of emotional management may be the reason why your time management approaches may not have worked so well for you.

Stephen Covey, he summed it up best when he said time management is a misnomer. The real challenge is to manage ourselves. So take a pause for a moment. How well do you manage your self?

Let me give you three examples. Let’s say you have an exciting message and you really want to get it out to the media. So you schedule a block of time from 3:00 to 4:00 this afternoon. This is a typical time management technique. But here’s what might take place. Three o’clock rolls around, you sit down at your desk and you start thinking to your self, “What if I send this out and nobody responds? I’m really going to feel dumb,” or, “Oh worst, what if they think this is a stupid idea?” or, “Who am I to write about this subject. I should do some research before I send the message.” Four o’clock rolls around. What do you think is going to determine whether you send that email or not? Was it whether you scheduled it in your calendar or how you feel about you?

Example #2. Let’s say that you decided to lose weight. So you schedule yourself in the gym 3 times a week at 6 am. But what if on the first day it’s really cold and raining. Okay. What’s your reaction? Do you go back to bed? Your level of commitment (feelings) will now take over and decide your actions.

Example #3. Here’s another example. Let’s say that you had an interaction one morning with your spouse and it ended on a pretty tense note. Okay. So as you’re going throughout your day, you’re kind of thinking about it. It’s nawing at you in the back of your mind. Later that day you scheduled planning meeting. Again that’s an excellent time management technique, right? Making time for the things that are most important to you, being proactive. But during that meeting, what do you do? You obsess and you replay what happened that morning. What is that interaction going to mean for my our future?

You’ve scheduled your time for meeting. But were you really present? And also, did you schedule in the time you probably lost thinking about it? Real “time management” is a two-part process. It’s how you schedule your time on the outside but it’s also about how you manage your emotions, the self on the inside. And one without the other is not going to get you the results that you need.

So consider this, instead of focusing on managing your time, start by managing how you feel, developing emotional skills like determination and confidence. Emotional skills will serve your time and your life better.

To summed it up “How You Feel is more Important that What You Know.”