Some things are inevitable – the business world will change significantly.

Business owners, directors and managers need to plan now.

There are things that we can anticipate and things we cannot – but we will all need to be prepared for change, both short and long term.

There are the basics to understand that now become a significant part of the options we make available to ourselves.

The basics fall into simple categories:

Cashflow as a function of turnover

– if you do not have a plan that allows you to stay ahead of this, any negative outflows will take your business down quickly.

People as a function of attitude and ability to be able to adapt to change.

This is something most small business owners trust to luck, on the basis that everyone knows each other. In a world where the financial impact of the pandemic will have caused shifts in family finances, it will soon become apparent that the members of your team most likely to withstand these pressures will be the ones most useful in keeping the business going for everyone.

The market forces.

 A “nation of shopkeepers” has always been able to respond to variations in market pressures. This will be different. So much so that a business may need to change direction completely to survive the initial recovery period. World finance is going to drive many out of business, mainly those unable to manage cashflow in the short term. The disruption to the supply chain your business is in may cause you to relook your whole operation.

The cost of borrowing

and the availability of financial stimulation across the world will begin to describe the rate of inflation that will come and go as everything begins to stabilise.


always at the centre of challenges for business will become key to the future of every business but aimed remotely rather than face to face.

Your CUSTOMER will become your most important asset.

Your business plan should take your “customer journey” into account at an early stage. This will depend on all of the above and you preparedness to be able to change to meet their needs (that will give your business the greatest returns).

What can you do today?

  • Benchmark your business now – information is king. KNOW where you are now.
  • Create your personal review – put it down on paper – WWWWH&W.
  • Benchmark the key personnel and the jobs they need to perform “really well” to survive.
  • Create a financial plan that lets you view the changes as they happen – make this very visible with key performance date to hand
  • Understand your market today – not yesterday as that no longer exists in the same form.
  • Understand the state of your financial resilience – how much can you borrow and for how long.
  • Create an open ended communications plan to allow key players to input into future success.

Be prepared to ask for help. If your personal view of your business world is too tight you will limit your options.

Change is something many struggle with. It’s mostly a mind game.

You need to become a new world decision maker.

What a difference a month makes

From full employment to a level of unemployment unknown in our lifetimes.

All news is bad news – is not good for the mind..

Coping with stress is a skillset that needs to be learned but now essential.

Change Management is now tomorrows number one requirement for most business owners, directors, managers and staff.

Making changes work is not a particular strength that many managers fully understand as most management is about day to day activity.

Strategic changes come about because a business needs to change size and functionality.

Bringing all of this together requires a high level of communication with sharp focus and a clear target to aim at.

With the worlds financial challenges that are bound to impact on all of us – an interim strategy needs to be put in place.

If you feel that now is the time to do nothing as no one is working – then you are mistaken.

Now is the time to assess where you are today and how you can make best use of the resources you already have to be able to cope with tomorrows changes.

Against all the odds, marketing is now more essential than yesterday and your brand can retain a strong presence in a declining competitive arena.

Our job is to help you develop clarity for your future.

Business challenges for the year 2020

For this article to be valued by Directors and Managers and Staff we need to simplify the detail


  1. The UK has never experienced such a level of full employment
  2. Brexit has caused overseas candidates to reconsider their opportunities
  3. Staff surveys tell us that management are not considering their wellbeing
  4. HR’s role in the business has been overtaken by damage limitation requirements
  5. Business’s are subject to more and more regulation
  6. People live by the love they receive supported by on line applications
  • Loyalty is a diminishing factor in all walks of life – live for today
  • Management training has not kept up with the rate of change
  • Business growth rates diminish management focus on staff
  • Keeping existing staff becomes essential over hiring new staff to replace leavers.

Tick the lines above that could apply to your business – then ask two random managers and ten random staff to do the same – evaluate the responses.

Given that all of the responses confirm your own beliefs – you should have a plan in place to manage the coming year for your business.

If the answers are all different across the business – consider the possible impact on your existing staffing levels and what impact this will have on business performance for 2020.

Here are 10 numbers to put to the test with your managers and employees:

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  1. 39% of employees feel they are not appreciated at work
  2. 14.9% lower staff turnover in companies that employee regular feedback
  3. 2X as likely to be less involved when their manager ignores them
  4. 30X more likely to be involved when manager feedback is positive
  5. 4 tenths of employees actively disengaged when ignored by their manager
  6. The feedback gap – 43% engagement versus 18% when managers don’t communicate
  7. 65% workers requested more feedback
  8. 58% of managers think they are good at feedback
  9. 98% of employees will be engaged by regular feedback
  10. 69% employees said they would actively work harder with regular positive feedback

Given these prove to be even partially true in your organisation – what plans will you be able to put in place tomorrow that will be different to the way you handle these challenges today.

Change management requires a kick start.

It often needs an external view to remind you what is happening today.

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It often helps to speed up the process if you can employ someone who already has a range of options in place.

Call us today to find out how we can help :

Speak to John Shenton at the Profile People

Helping business achieve more through people

The Business of Managing Change

Business Managers who have been trained in the seventies and some later will recognise much of the content of this document. Understanding some of the history brings about an awareness of where we are now and where we could be tomorrow.

Business management is often overcomplicated and to remedy this I will attempt to bring one or several elements into definable focus.

A business is not “human” at the start – it is simply a list of ideas that one or more people believe could generate sufficient profit to make it worthwhile.

This phase of every business is all about Management by Objectives [MBO]

Once the business is established and more than one person is working within the business, or the owner needs to liaise with other businesses and suppliers, the management moves into a second phase of Managing Tasks Through People.[MTTP]

As a business grows it goes through recognisable phases where management styles need to change in emphasis to enable that phase to move into the next. [Centralise or decentralise]{MBO and/or MTTP}

In todays modern world the job of looking after strategy and vision is still often left to a small group of people who are able to meet and decide on the necessities of keeping the business growing without having to be concerned with the impact their decisions might have on the people working for the business. This fact becomes exaggerated when the business runs into financial problems or need to undergo significant change.

The job of looking after the people was at one time delegated to the HR department, and with an ever increasing level of risk management arising as a result of changes in society, this role changed with it to preventing the business from being taken to court for any number of reasons from unfair dismissal to sexual harassment.

It became more and more common for business’s to want to “profile” potential senior managers and a selection of “tests” became available from a number of sources. Some of these were test designed to work out IQ [GTQ, EQ etc] and a range of measurable abilities such as numeracy and special awareness, and others were beginning to look at soft skills, although people were still not convinced these had any real value when choosing a potential candidate. These tests have become the norm today for any job role and it is recognised that hard skills and soft skills make up the requirements for any job role in almost equal parts.

In the later 90’s, management training became an ever expanding business in its own right and many mangers undertook years of intensive skills training to allow them to fully understand many of the basics of people management intertwined with MBO, as they coexist all of the time.

MBO training looked at things that could be measured directly and tested, just as you would a scholar taking an exam. These measurements were then rolled up into tables [Norm tables] that allowed management to assess the depth of knowledge for any one individual against a set of National or even International “norms”.

The soft skills side was led by Thomas International who developed s very simple system that everyone could understand and offered an independent view of any persons working strengths for the way they approached a job role. These measurements could not be used as “quasi tests”, one person against another and are called Ipsitive.

If we now look at a great deal of the training that has ben developed over the years for management, we can see that much of the MBO training falls into the Normative category and the People skills [MTTP] into the Ipsitive. This is why both of these measures have an equal status.

Today we have so many tests available to us that we are in danger of taking the ones that we “LIKE” over the ones that actually offer us the tools to do the jobs we need done. People love to see themselves in a good light and want to share the good with others – we now pander to this ideology and try and call it motivation.

There always has been a distinct gap between management at all levels understanding how a person should be measured in relation to the job that needs doing. Generalisation has often been the name of the game. [Note; the bigger the company the more likely it is that all of this has been overcome for them to survive their sheer numbers]

There was a time when the most senior HR people undertook the HR “Institute training” and followed the guidelines of the “Institute of Psychologists” [ real names excluded]. At this time they looked in depth at Job Evaluation techniques. With the advent of computer-based applications, this has been dropped to “almost zero” with many new managers preferring to make decisions about jobs and people from computer generated reports turned out in massive numbers.

These decisions are compounded by a need to essentially simplify the role of management to measuring performance on a monthly basis for business performance and annual basis for human performance. The end result is that many business owners now measure far too many figures relating to the money side of the business [and call these KPI’s – they are actually KRI’s and do not offer ways to change the way things are done before it is too late], whilst line managers are left to review staff performance annually where nothing ever changes other than some shirt term demotivation of all parties.

If all of this is true in your business today, then a gap exists. One that does not bring business to a halt, just one that determines how efficient that business is going to be.

The UK is now measured in part by its ability to be efficient, set against other countries that offer an apparent efficiency rating much higher than ours. The truth is that other countries far behind the UK in terms or business efficiency, can complete tasks much faster than us based purely on the amount of cheap labour available and their lack of risk management restrictions.

The UK is entering a phase where its ability to bring in cheap labour to try and equalise the difference is caught up with a lack of investment in internal training from senior schools through universities to apprenticeship schemes. As “online” takes over from “hands on “– we are left in no mans land with the choices for our future now dependant on a few “high level” international finance institutions making money before planning in stability.

Whilst this overexaggerates the day to day management of many business’s, it does make sense of why many of those business owners still look to improve efficiency. Time and resources cost money and people are the biggest cost for many. Is it really possible them to gain financial reward from improvement in the management of people?

If the simple facts are:

  • Hard skills can be measured but only have an efficiency rating when measured against competence for that specific job role.
  • Soft skills can be measured individually but only have value when they are used to bring teams together where the mix of skills is relevant to the overall tasks, and understood by every member of the team.
  • Competencies are very relevant to every job role and enable us to fully understand where we are now and where we can get to in the future in order to improve efficiency, whilst at the same time growing the business internally.
  • Performance measurement is not an annual review- it is an ongoing task which brings all of the above together, empowering management and staff to help each other improve specific skills and competencies by sharing strengths within existing teams thus improving motivation for individuals and increasing output.

The business of managing change is all about understanding where you are now and where you need to be and by when. What stands in your way needs to be an opportunity for change not a hurdle or a brick wall. The mindset for change needs to be managed in equal part to the financial modelling to enable change.

You drive a company car. You get it serviced regularly [as long as you can afford it], and you let a trained mechanic look after it. The government requires you to undertake an annual safety review – the MOT – when did you last carry out an MOT on your business?

If you were offered a potential efficiency increase of say 10%- would you look at it seriously. What would this mean for your bottom line in year one – now in year two with no extra costs?

What if you could get more than 10%- when would you decide you could not ignore the opportunity?

You are a risk manager ever day. The cost of an initial fact-find in relation to the above is in your control. Call today and discuss what it is worth to you, then we can both win, one way or another. A phone call only costs pence…

Author: John Shenton. Profile-P[.com]                    Tel: 01202 496269           Mob:07946 577521