Better Safe Than Sorry? The Double-Edged Sword of Compliance Management

Compliance Management System

Nobody likes working with Captain No-No. It’s so disheartening to present a brilliant product or service idea at an all-hands meeting, only to have a cautious manager tear it down with a speech about compliance and regulations.

Yet any compliance specialist or CEO who appreciates the risks of non-compliance is willing to put up with a little name-calling. Because at the same time, nobody likes facing a malpractice lawsuit, or having a regulatory board come into the office for an investigation, or paying a hefty fine to a government agency for breaking the law.

Compliance management is tricky. A business can’t make money if it’s completely buried in rules and regulations. And too many cumbersome regulations ware on a team’s morale and jeopardize the vitality of a business.

Yet the stakes of falling out of line are just as high. A business that’s lackadaisical about rules and regulations pays a hefty cost, as it invites agencies and boards and customers to come in and crack down.

A smart compliance management system see-saws between these tensions. Let’s look at some guidelines to planning a compliance management system, then at strategies to establishing a compliance management system within an organization.

Compliance Management

Defining a Compliance Management System

You’ve probably noticed that we live in a litigious and heavily regulated society. Regardless of its industry or location, every business faces an enormity of regulations. A healthcare business must comply to Health InsurancePortability and Accountability Act (HIPPA) regulations, a food service establishment to its state’s Department of Health regulations, and as of 2018, nearly every online business to General Data Protection Regulations (GDPR). Moreover, every business has to follow municipal, city, state and federal law.

A compliance management system (CMS) is like having insurance against all of these laws and regulations. Building a CMS entails establishing systems so that all processes within a business, including marketing, sales, production and delivery, adhere to these regulations.

A Two-Part System

A CMS has two components. The first is the board oversight. This is a central group who oversees and keeps abreast of all the various laws and regulations, and monitors how they change over time.

And the second is the implementation program. As regulations affect all the systems within an organization, implementation includes things like staff training, internal and external communication and responses to customer complaints.

When these two components lock arms and work together, an organization stays under the radar and doesn’t have to deal with any hot messes. However, if the board ignores one area, say overlooking contracts or not keeping abreast of regulatory changes, the company may encounter a sticky situation.

The Area a CMS Covers

Compliance management is a broad topic, and so it’s impossible to create an exhaustive list of everything a CMS might include. Plus it varies from industry to industry, and by geographic location.

However, a CMS almost always includes precautions and processes around internet security, such as reviewing user accounts, surveying internal office communication and protecting the company from viruses and hackers. It also includes contract and human resource regulations.

A CMS establishes systems in the daily operations so the business operates within the bounds of local, state and federal law. It utilizes plenty of internal controls, such as processes for dual login, and delineates clear exceptions to these processes. It also affects the consumer experience.

The consequences of not complying with various regulations range from benign slaps on the wrist to expensive, time-consuming litigation, to loss of licenses and professional reputations.

Compliance management is exacting, and setting up a system takes some work. Changes in a work environment may elevate risk, requiring increased vigilance. For example, a trend toward remote work heightens risks around employees accessing secure company information from personal devices.

The field of compliance is so broad and the number of regulations so huge that pretty much every organization breaks some rules without even realizing it. Having a system keeps an organization in a safe zone. Let’s look at some guidelines to setting up a smart compliance management system.

List Making and Checking

Making a List, Checking It Twice

No one intends to feed their client a poisoned apple. But when there’s too many (dang!) rules and regulations, unfortunate things happen. We’ve all heard horror stories of doctors operating on the wrong knee, or of financial institutions leaking the personal data of its clients to the public.

So how does an organization approach compliance in such a way that it both mitigates risk and retains enough simplicity to allow the business to run as usual? The answer is creating a priority list and receiving an external audit.

The “Must” List

It takes just a few simple steps to determine which regulations an organization must comply with, and those it can push to the margins or ignore completely.
The first step is to look at all the regulations within the particular business and industry. For an ecommerce business, this probably includes the Payment Card Industry (PCI) Data Security Standard and GDPR. For a business that makes calls to cell phones, it includes Telephone Consumer Protection Act (TCPA) regulations. For any business, the expectations of the clients, say around issues related to privacy, are also included in the mix.

Next, combine the regulations of all these organizations into one massive list. This will look pretty overwhelming, but don’t stress—it’ll be thinned out soon enough.

The third step entails looking closely at everything on the list and determining all the “musts” and the “maybes.” Anything that doesn’t fall into either of these categories can be scratched off and forgotten!

Finally, create a final list that includes everything in the “must” category, and in the second tier include all of the “maybe” items. This final list is the blueprint for the compliance management system. Everything on the “must” side will be included, and only some parts of the “maybe” list, at the judicious discretion of the compliance board.

The Audit

Even when an office is scrupulous around compliance and regulations, chances are it hasn’t addressed everything. The number of regulations is too vast for one or two pesky things not to be overlooked.

The auditor is someone from outside the organization who’s rooting for its success. They know an office is dedicated to providing honest service to its clients, and appreciate what it’s up against with a deluge of regulations from various organizations. A thorough audit spots what a business does well and those things it might change, to make the situation safer for itself and the customers.

Experienced auditors spot red flags right away. They’ve seen the very worst in compliance violations, and are intent to help the next person avoid the pitfalls.

In conclusion, although it takes some time and dedicated effort, it really is possible to create a solid compliance management system. And with a sound CMS established, everyone can breathe easy and go about their workday knowing the processes are free of any serious error or violation.

Convincing the CEO

Convincing the CEO

If a CEO is already paying for a compliance specialist, he may not be keen on making additional investments in technology to streamline a compliance management system. Here are a few pointers to help the CEO understand that a CMS is a savvy business investment.

Explain How a CMS Improves the Bottom Line

A CMS saves money across the board, plain and simple. A company earns more profit when compliance management is streamlined. Team members spend fewer hours at meetings discussing and overseeing compliance. This time instead is dedicated to productivity.

Highlight the Benefits

When working to persuade the CEO to adopt a CMS, frame the proposal in terms of her priorities. Naturally, she’s averse to spending money needlessly, but when she understands a CMS is ultimately about mitigating risk and saving money, she’s more likely to get on board. Communicate the cost of not being compliant, as well as the cost of manual compliance (an increase in labor hours).

Measure the ROI

A good CMS has a significant ROI, even in the short-term. For example, imagine that a streamlined CMS allows employees to dedicate 5 more hours each month to doing their job, which they’d formally put into compliance. This adds up to 60 hours per employer each year. In a team of thirty employees earning an average of $50 an hour, this means an annual savings of $9,000!

Gaining buy-in from the CEO may be tricky at first, but it certainly isn’t a long shot. Understanding the business sense behind the investment makes him or her more willing to go for it.

Compliance See-Saw

Riding the Compliance See-Saw

It’s quite a challenge for a business to remain both competitive and compliant in this culture where technology changes rapidly.

Consider, for example, businesses and departments heavily dependent on communication and outreach, such as collections agencies or marketing departments. They’ve seen a seismic shift in their preferred methods of communication over these past twenty years, when the telephone and snail mail have largely been replaced by email, cell phone and text.

From a business standpoint it makes more sense to utilize these new forms of communication, as it increases the likelihood the business will reach the consumer. However, from a compliance standpoint this is a real headache, as email, cell phone and text introduce regulations that didn’t exist with mail and telephone.

The bottom line is that a business cannot turn a profit and be 100% compliant, nor can it ignore compliance entirely without exposing itself to immense financial risk. This means every business must find a balance by answering questions such as: Which regulations must we adhere to? Where are the grey areas? What are the business costs to compliance?

It’s a complicated arena, and each business arrives at its own answers.

Conclusion

Everyone within an organization looks at compliance a little differently. To employees trying to do their job, compliance looks like working under Captain No-Fun. To a compliance specialist, compliance is about avoiding huge risks. And to the CEO, compliance means balancing the tension between business and regulation risk.

A smart CMS is about protecting the business. The risks of non-compliance are very real, and in extreme cases result in expensive litigation and the loss of people’s career. Even the most conscientious organizations miss some details of compliance, and so all would benefit from an external audit.

Yet at same time, organizations don’t need to take on the huge burden of complying to every single regulation. Finding the right balance is about distinguishing the “musts” from the “need nots.”

Although compliance is a real pain in some respect, it is possible to simplify. A good compliance management system gives everyone in the organization the freedom to do their job, without facing a whole lot of risk.

The Ultimate Guide to Hiring a Freelancer

Hiring a freelancer

Now that it’s clear that freelancing is here to stay, it’s time for companies to start adapting. If you’re looking to hire talented freelancers, but you’re not sure where to start, we’ve got you covered.

This guide will teach you everything you need to know about hiring a freelancer.

Freelancing

Freelancing defined

A freelancer is a professional who offers their services to businesses or individuals temporarily. They are usually self-employed and work independently.

The benefits of hiring quality freelancers:

There are many benefits of working with the best freelancers. Here are some key advantages:

  1. You can get started quickly: When you hire a freelancer, you don’t have to go through the hassle of onboarding or training someone new because they already have the skills and experience you need.
  2. You can hire them for as long or short as you need: With freelancers, you’re not locked into a long-term contract. If you only need someone for a short-term project, you can hire them just for that. You are not obligated to turn them into a full-time employee.
  3. You can treat them as independent contractors for technical skills: This can be a cost-effective way to get access to the technical skills you need without having to hire a full-time employee.
  4. They can be a valuable addition to your team: the right freelancer can bring a new perspective and skill set to your team.
  5. You can work with them remotely: With advances in technology, it’s now easier than ever to work with someone remotely.
  6. You can scale up or down as needed: If you need to increase or decrease the amount of work you’re doing, freelancers can be a flexible option.
  7. They can help with overflow work: When your team is overwhelmed with work, freelancers can help by taking on some of the workloads.
  8. The hiring process is usually quicker: When you’re hiring a freelancer, the process is usually quicker than finding and onboarding a new full-time employee.
  9. You’re not responsible for their benefits: If you hire freelancers, you don’t have to worry about providing them with health insurance or other benefits.
  10. You can try before you buy: Hiring freelancers is a great way to test out someone’s skills before you make a long-term commitment.

As you can see, there are a lot of compelling reasons to work with a freelancer. Just be careful to tailor your recruiting around your specific needs.

What to Consider When Hiring a Freelancer

What to Consider When Hiring a Freelancer?

Once you’ve decided to use freelancers, it’s critical to know how to do so correctly. Here are a few things you need to take into account.

First, you need to consider the scope of the project. What exactly do you need done? Make sure you’re clear about the deliverables, deadlines, and budget before you start looking for a freelancer.

You also need to think about the skills you need. What kind of skills does the freelancer need to have to complete the project? You should also take into account the cultural fit. Are you looking for someone who is a good fit for your company culture?

Finally, you need to consider the price. How much are you willing to pay for the project?

Where to look for freelance talent?

After you’ve decided what you’re looking for in a freelancer, it’s time to start looking for talent. Here are a few places to look:

  • Freelance job boards: When you’re looking for a freelancer, the best place to start is by looking on freelance job boards. Several different job boards cater specifically to freelancers, such as UpWork, Freelancer, and Fiverr.
  • Social media: Social media is a great place to find freelancers. Start by searching for relevant hashtags, such as #freelancewriter or #graphicdesigner. You can also post about your project on social media and see if any freelancers reach out to you. There are also communities like Reddit, where you can find freelancers.
  • Niche websites: If you’re looking for more specific skills, you can also look on niche websites. For example, if you need a logo designed, you can go to 99designs. If you need someone to write code, you can go to Toptal.
  • Offline resources: There are also several offline resources you can use, such as job fairs, meetups, and co-working spaces. You could start by asking people in your network if they know anyone who could do the job.

Post a Job for Freelancers

How to Post a Job for Freelancers

After you’ve considered what you need and where you can find talent, it’s time to write a job listing. This can be a tricky task, as you need to make sure you’re clear about the scope of the project, the skills you’re looking for, and the price you’re willing to pay.

If you’re not sure how to write a job listing, don’t worry – we’ve got you covered. Here’s a step-by-step guide on how to write a job listing that will attract the best talent:

1. Start with a direct headline

The headline is the first thing freelancers will see, so you need to make sure it’s attention-grabbing. A good headline should be clear and concise, and it should give an overview of the project.

A great template for this would be: “Looking for a _____ to do _____ for _____.” For example: “Looking for a copywriter to write blog posts for a tech company.” Direct and clarity are key here. You want to make sure the freelancer knows exactly what they’re getting into before they even apply.

It could be a nightmare if you have to explain the project in more detail after you’ve already hired someone, so make sure you’re as clear as possible from the beginning.

2. Give a fairly detailed overview of the project

The next thing you need to do is give an overview of the project. This is where you’ll need to be clear about the job. Make sure you’re as specific as possible to avoid any misunderstandings later on. If you’re not sure about something, it’s better to be too specific than too vague.

In the description, you should include all the details about the project. This includes :

  • what the project is
  • the deadline
  • an overview of the deliverables

So for example you could write something like:

“We’re looking for a seasoned freelance writer to write 10 blog posts for our website. The ideal candidate will have experience writing about the tech industry, and they should be able to write engaging and informative content.

The deliverables for this project will be 10 well-written blog posts, with a word count of at least 800 words each. We will provide you with a list of topics to write about, but we’re also open to hearing your ideas.

We’re looking for someone who can start working on this immediately and who can complete the project within 2 weeks.”

By including all the relevant details, you’ll save yourself a lot of hassle later on.

Required Skills List

3. List the required skills

In this section, you should list all the skills you’re looking for in a freelancer. This could be anything from specific software skills to industry experience. If you’re not sure about what you need, take a look at similar projects and see what kind of skills they require.

To use our example above, some skills a freelance writer might need would be:

  • Excellent writing skills
  • Self Editing
  • SEO Writing
  • Research Skills
  • The ability to meet deadlines

The more skills you list, the more likely you are to find a freelancer who’s a perfect match for your project. However, don’t list too many skills as this could discourage potential candidates.

4. Indicate the price

Depending on your scenario, you may want to list the price in the job listing or you may want to negotiate it with the freelancer after they’ve been hired. The truth is, when it comes to pay, you have options. You can either offer a lump sum for the entire project or you can pay by the hour.

If you’re not sure about what to pay, there are a few ways to think about it. You can either research what others are paying for similar projects, or you can figure out how much you’re willing to spend on the project.

Just be sure to indicate the price to the degree of specificity that you’re comfortable with. If you’re not sure about the price, it’s better to be vague. Something you could say is, “pay is open for negotiation based on skills and experience.”

5. Give a deadline for receiving proposals

In this section, you should give a deadline for when you want to receive proposals from freelancers. This will help you keep track of the applications and it will also let the freelancers know how much time they have to apply.

You should pay attention to the prompt applicants and the late ones. This could be an indication of how they’ll handle deadlines in the future. Another thing to note is the people that need a lot of help before they can submit a proposal. These are the people that you may want to avoid, as they might need too much hand-holding for the project.

6. Indicate how you will be assessing proposals

After you’ve received proposals from freelancers, you’ll need to assess them and decide who to hire. There are a few things you should keep in mind when you’re doing this.

First, you should assess whether or not the freelancer has the required skills. This is something you should have listed in the job posting, so it should be easy to check off. Next, you’ll want to take a look at their portfolio. This is a great way to get an idea of their work and see if they’re a good fit for the project.

Finally, you should assess their proposal itself. This is where you’ll be able to see how well they understand the project and if they’re capable of doing the work.

7. Choose the freelancer

After you’ve assessed all the proposals, it’s time to choose the freelancer you want to hire. This is usually a combination of all the factors we’ve discussed so far. The freelancer should have the required skills, a good portfolio, and a strong proposal.

Once you’ve chosen the freelancer, you can reach out to them and start working on the project.

Hiring a freelancer doesn’t have to be complicated. If you take the time to write a good job posting and assess the proposals carefully, you’ll be able to find the right freelancer for the job. Just remember to communicate clearly, set expectations, and establish trust with your freelancer. If you do this, you’ll be able to have a successful working relationship.

Note: If you’re not sure who to hire, you can always ask for more information from freelancers. This could be anything from a clarification on their proposal to a sample of their work.

Assessing Freelance Proposals

Assessing Freelance Proposals

Okay so now you have the posting up and you’re starting to receive proposals in your inbox. How do you sift through them and decide who to work with? Here are some key factors:

1. Are they available when you need them?

This is important because you don’t want to be waiting around for a freelancer that isn’t available when you need them. Check their availability before you move forward with anyone.

2. Do they have the required skills?

You should have listed the required skills in the job posting, so now it’s time to check and see if the freelancer has them. If they don’t, then you can move on to the next freelancer.

3. Take a look at their portfolio.

A great way to get an idea of someone’s work is to take a look at their portfolio. This will give you a better understanding of their style and skills.

4. Assess their proposal.

This is where you’ll be able to see how well they understand the project and if they’re capable of doing the work. If their proposal is vague or doesn’t seem like they really understand the project, then you can move on to someone else.

5. Ask for more information.

If you’re still not sure who to choose, you can always ask for more information from freelancers. This could be anything from a clarification on their proposal to a sample of their work.

6. You could always hire multiple people for testing.

If you want to be extra sure, you could always hire multiple people for the project and then choose the one that does the best job. This is a great way to make sure that you’re getting quality work.

The downside of this is that it can be more expensive and time-consuming. But who knows, maybe you’ll find multiple freelancers that you love and want to work with again in the future.

Negotiate with Freelancers

Learning to Negotiate with Freelancers

You’ve just received a few proposals for your project and you’re trying to decide who to work with. One of the freelancers has a great portfolio but they’re asking for more money than you’re willing to pay. What do you do?

Inevitably, you will come across a freelancer that wants more money than you’re willing to pay or they want different terms than you’re comfortable with. This is where negotiation comes in.

Here are some tips for negotiating with freelancers:

Be candid…

First, you’ll need to be very candid about what you’re willing to pay and what your budget is. This will give the freelancer a good idea of what you’re working with and it will help them to adjust their proposal accordingly.

Stay open…

Often freelancers won’t agree to your first offer, so be prepared to negotiate back and forth until you reach an agreement. The key to a successful negotiation is to be fair. To ensure that you stay within the bounds of reason, ask several questions about the project and the freelancer’s offer.

Get it in writing…

Once you’ve reached an agreement, be sure to get it in writing. This will help to avoid any misunderstandings later on down the road.

Ultimately your leverage in a negotiation will come down to how badly the freelancer wants or needs the work. If they’re desperate for the work then you’ll have more leverage, but if they don’t need the work then you won’t have as much negotiating power.

Remember, the goal of negotiation is to come to an agreement that is fair for both parties. So be reasonable in your expectations and be willing to compromise. Reason can be measured by paying attention to the market rates, the scope of work, and the freelancer’s experience.

Paying a Freelancer

Paying a Freelancer

Once you’ve found a freelancer that you want to work with and you’ve negotiated the terms of the project, it’s time to pay them. Here are some tips for paying a freelancer:

The first thing you need to do is agree on a payment method. The most common methods are PayPal, and bank transfer, or if you are on a site like Upwork then you can use their built-in payment system.

Once you’ve agreed on a method, you can set up the payment.

Next, you need to decide how and when you will pay the freelancer. Will you pay them hourly, per project, or in installments? And will you pay them weekly, bi-weekly, or monthly? It’s important to agree on these terms before starting the project.

Finally, you need to make the payment. Once the work is completed and you’re happy with it, simply send the freelancer their payment.

Manage a Freelance Project Tips

Project Management Tips: How to Manage a Freelance Project

Working with a freelancer is different than working with an employee. Here are some tips for managing a freelancer:

Onboarding

Before you start working with a freelancer, you need to onboard them. This means that you need to give them all the information they need to do the job. This includes the project brief, any relevant files or assets, and anything else they might need.

You should also set expectations for the project. This means that you need to be very clear about what you want and what you expect from the freelancer. The best way to do this is to create a detailed project brief.

A project brief should include:

  • An overview of the project
  • Your goals for the project
  • A timeline for the project
  • A list of deliverables
  • Any specific requirements or expectations

By setting clear expectations from the start, you’ll minimize the chances of miscommunication and misunderstanding.

Create a Detailed Project Plan

Once you have a project brief, you need to create a project plan. This should include a detailed breakdown of the tasks that need to be completed, who is responsible for each task, and when the task is due.

Let’s say you hire a freelancer for a website redesign. Your project plan might look like this:

  • Create wireframes for the home page and all other pages: 3 days
  • Design the home page and all other pages: 5 days
  • Develop the home page and all other pages: 10 days
  • Test the website: 2 days
  • Launch the website

A project plan will help you stay organized and on track. It will also help you hold freelancers accountable for their work.

Set Up Regular Check-Ins

Another important tip for working with a freelancer is to set up regular check-ins. This can be done via email, phone, or video call. During these check-ins, you should ask the freelancer how they are progressing on the project and if they have any questions or concerns.

These check-ins are also a good time to give feedback. If you have any changes or suggestions, now is the time to share them. Regular check-ins will help ensure that the project is on track and that everyone is on the same page.

Pay Promptly

When you hire a freelancer, you’re hiring someone to do a job. And like any other job, they should be paid promptly. This means that you should make sure to pay them on time, every time.

If you don’t pay a freelancer on time, you risk damaging your relationship with them. They might not be willing to work with you again in the future. And if you do need to hire them again, they might charge you a premium for their services.

Paying a freelancer on time is a sign of respect. It shows that you value their time and their work.

Summary of the article

There you have it! A complete guide to hiring freelancers. Now that you know where to look for talent and how to assess proposals, you’re ready to start building your dream team.

The bottom line is this: when you hire a freelancer, you need to be organized, professional, and respectful. If you do all of these things, you’ll have a successful experience working with a freelancer. And you might even find that working with a freelancer is more enjoyable than you thought.

How Employers Can Save Money by Allowing Employees to Work from Home

Benefits of working from home for employers

Do you find it kind of shocking that so many businesses are trending towards working from home?

The Pandemic accelerated the shift, but even before then, more and more businesses were allowing their staff to trade in their stuffy old offices for a home office.

But we were headed this way already, the benefits of working from home for employers are just too good to pass up. And now with a broken economy on the cusp of a recession, those benefits are more important than ever.

This article is all about those benefits and how they can help you as an employer. We will explore the different industries that benefit the most from working from home and the types of roles that are well suited for a work-from-home lifestyle.

Working from home can save your company money

How working from home can save your company money

If your company moves to a work-from-home model, there are a lot of potential cost savings.

Your biggest savings by far will be in real estate. You can downsize your office space or get rid of it altogether. And with the rise of coworking spaces, you don’t even need a traditional office anymore.

You’ll also save on things like office furniture and supplies, energy costs, and even food and coffee. With fewer people in the office, you won’t need to stock the break room and kitchen with as much food and drink. And if people are working from home, they’re probably not going out to buy lunch every day.

Of course, there are some costs associated with working from home, like setting people up with the right equipment and internet connection. But overall, you’ll probably see a significant reduction in your operating costs.

Working from home benefits for employers

Five more benefits of working from home for employers

Increased productivity

This is counterintuitive for some employers who fear that their employees will slack off if they are not being watched. However, studies have shown that employees who work from home are more productive than their office-bound counterparts.

There are a few reasons for this. First, employees who work from home have more control over their environment. This means they can create an environment that is conducive to focus and concentration. Second, working from home eliminates distractions like office politics and water cooler chatter. And third, employees who work from home tend to have more flexible hours, which allows them to structure their day in a way that maximizes productivity.

Healthier workforce

According to a study done by Owl Labs, 3 in 4 (74%) said after the pandemic working from home is better for their mental health. That’s a huge number, and it’s not surprising when you think about the benefits of working from home for mental health.

First, there is no commute, which can be a major source of stress for many people. Second, employees have more control over their environment, which means they can create a space that is calm and relaxing. And third, working from home eliminates distractions like office politics and water cooler chatter.

It’s not just mental health benefits either. Employees who work from home also enjoy better physical health because they are more likely to take breaks to move around and they are less likely to catch illnesses from their colleagues.

Improved retention

So what happens when your employee feels productive and happy? They are less likely to leave. That’s right, the benefits of working from home for employers also include improved retention.

When employees feel like they have a good work-life balance, they are more likely to stick around. And when they don’t have to deal with a long commute or office politics, they are even more likely to stay.

Not only that, but employees who work from home are also more likely to be productive and engaged. So not only will you retain your best employees, but you’ll also get the benefits of their increased productivity.

Culture improvement

Even though the in-person connection is important for some businesses, it’s not necessary for all businesses. In fact, in many cases, working from home can improve workplace culture.

How? First, it can help to break down barriers between management and employees. When everyone is working from home, there is no need for hierarchy. Second, it can promote transparency and open communication. When everyone is working together remotely, there is no need for secrets or backstabbing.

And last, but not least, it can help to create a more diverse and inclusive workplace. When employees are not tied to one location, businesses have a much wider pool of talent to choose from.

Top talent from anywhere in the world

The benefits of working from home for employers are not just limited to the benefits we’ve already mentioned. One of the biggest benefits is that it allows businesses to hire top talent from anywhere in the world.

With a work-from-home setup, businesses are no longer limited to hiring employees who live near their offices. This means they can hire the best person for the job, regardless of location.

Not only that but working from home also allows businesses to tap into a global pool of freelancers and contractors. This can be a great way to get work done without having to pay the high salaries of full-time employees.

Cons of working from home

Cons of working from home

Now with all that being said, there are also some potential downsides to working from home.

Isolation and loneliness

One of the biggest downsides is that it can be difficult for your employees to stay focused and motivated when they’re not in an office environment. If you’re not careful, your employees could end up feeling isolated and lonely. And if you don’t have the right systems in place, it can be hard to stay on top of what your employees are doing.

Lack of face-to-face interaction

Another downside is that it can be difficult to build relationships and trust when you’re not interacting with your employees in person. This can make it hard to create a cohesive team culture.

Distractions At Home

Another potential downside is that there can be distractions at home, like family, pets, and the TV. This can make it hard for your employees to focus on their work. But if their responsibilities are clearly defined and they have a quiet place to work, this shouldn’t be a big problem.

Team Cohesion

Last but not least, one of the potential downsides of working from home is that it can be difficult to build team cohesion. When your employees are not in the same location, it can be hard to create a sense of camaraderie and trust. This is especially challenging if your leadership style is more collaborative than directive.

But if you’re careful about how you manage your team, this shouldn’t be a big problem. Just make sure you’re clear about your expectations and that you’re providing opportunities for your employees to interact with each other, either in person or online.

If you’re thinking about implementing a work-from-home policy, it’s important to weigh the pros and cons carefully. Working from home can be a great way to improve employee productivity and retention, but it’s not right for every business. It’s important to consider your company culture and the nature of your business before you make a decision.

Is your industry benefiting from work at home

Is your industry benefiting from work at home?

Not all businesses can take advantage of the benefits of working from home. It depends on the industry you’re in.

For example, businesses that rely heavily on face-to-face interaction, like retail stores and restaurants, would not be well suited for a work-from-home policy. And businesses that require employees to be in specific locations, like construction companies, would also not be able to take advantage of the benefits of working from home.

The best industries for working from home are those that are conducive to remote work, like the following:

  • IT and software development: Software developers, web designers, and IT professionals only need a computer and an internet connection to do their jobs.
  • Writing and editing: Writers, editors, and content creators can also work from anywhere as long as they can access the key resources they need, like their research materials.
  • Call Centers: Many businesses are moving their call centers to remote locations. This allows them to save on overhead costs and tap into a global pool of talented workers.
  • Marketing and advertising: With the rise of social media, many marketing, and advertising jobs can be done remotely.
  • Consulting: Many consultants can do their jobs from anywhere, as long as they have a phone or webcam and a website.
  • Accounting and finance: With the advent of online accounting software, many accounting and finance jobs can be done remotely.
  • Graphic design: Graphic designers only need a computer and an internet connection to do their jobs.

Shifting from office to home

Shifting from office to home: Key questions to consider

After you get buy-in from your boss to work from home, you need to sit down and make a plan. This list is to help you consider all the factors in making your shift to at-home easy.

Do you have a dedicated workspace?

If you don’t have a dedicated workspace, now is the time to create one. It’s important to have a space in your home that is designated solely for work. This will help you focus and be more productive.

Do you have the right equipment?

To work from home, you need to have the right equipment. This includes a computer, internet connection, printer, and any other tools you need to do your job.

Do you have a good ergonomic setup?

It’s important to have a good ergonomic setup when working from home. This means having a comfortable chair, a desk at the right height, and proper lighting.

Do you have a routine?

When working from home, it’s important to establish a routine. This means setting regular hours, taking breaks, and staying focused. Just be sure to make a schedule and stick to it.

Do you know how to stay connected?

When working from home, it’s important to stay connected with your colleagues. This can be done through video conferencing, chat applications, and phone calls.

If you have a family, do they know your work schedule?

If you have a family, it’s important to let them know about your work schedule. This will help minimize distractions and disruptions.

By following these tips, you can make the shift from working in an office to working from home. Just be sure to take the time to consider all the factors involved. With a little planning, you can make the transition for you and your employees seamless.

Conclusion

Working from home has several advantages for businesses, but there are drawbacks. Saving money on office space and increased productivity might be offset by the hidden cost of less interaction with coworkers outside your immediate work team—or worse yet, no interaction at all.

The important thing is to factor in your unique circumstances, as well as those of your employees when deciding whether or not to allow work from home. Your business is unique, and so is every employee. There’s no one-size-fits-all answer, but with a little discernment, you can make the decision that’s best for your business.

Double Your Income With a Workflow Audit

Audit workflow management

We’ve all read a three-star Google review that goes something like: “Great product, once it finally arrived. And the website is a mess. Took me forever to place the order.”

For any type of business, building a great product is a significant milestone. It can take years. Yet even when the product or service has achieved perfection (or something like it), most businesses continue to struggle with something. Maybe payments chronically arrive late, creating cash flow issues, clients rarely return for repeat business, or bottlenecks always form in the production line.

At some point in the evolution of a business, leveling up means playing an entirely different game. It means looking away from the product for a time, and honing in on the process.

If you’re discouraged by patterns of mediocre customer reviews, or you’re tuckered out at the end of every week, yet still not able to make ends meet, the solution may entail slowing down, pressing pause and taking a step back.

Managing a workflow audit gives you the perspective to fine-tune a business and get it purring like a newly rebuilt engine. Let’s clarify just what one is, then outline how you do a workflow audit.

Breaking Down a Workflow Audit

Breaking Down a Workflow Audit

Sometimes an owner purchases a business and the systems and processes are already well-established. At other times, he or she builds the process organically. In either instance, the owner is in the unique position not only to run the business, but adjust and fine-tune it as well.

An audit, broadly defined, is a methodical examination. A workflow audit simply entails scrutinizing each and every work stage within a business, in order to identify places where the foundation is shaky or to find floorboards that need to be replaced. Repairing these weak areas allows a business to level up and grow.

All businesses are complex and each is a little different. However, most can be broken down into similar distinct stages. Using the example of a coffee shop, let’s look at some significant areas to cover in a workflow audit.

1. Current Data & Metrics

Performing a successful workflow audit entails gathering metrics on the current state of the business. In a coffee shop, for example, it’s necessary to know things like the average time it currently takes for a customer to place an order, and the percentage of customers who provide feedback on their experience.

Having these benchmarks allows you to evaluate the effectiveness of the audit. For example, if the order time decreases by 20% after a workflow audit, then it’s clear the tweaks were really an improvement.

2. Intake

Intake is the preliminary interaction with a customer. In a coffee shop, it’s when a customer stands at the counter and places his or her order.

If you’ve ever been in a coffee shop line that’s moving at glacial speed, you have an idea of how to spot a red flag at this stage. Improving intake entails examining the current order method, then tweaking it with something like creating a simpler menu.

3. Production

This is the stage in a business process where the employee fulfills the customer’s order. In a coffee shop, it entails making a latte or heating up a scone and serving it to the customer.

Significant delays in fulfilling orders may indicate inefficiencies in the production process. Looking closely at the current process, then making tweaks (such as purchasing additional equipment or rearranging the space) may well improve metrics at this stage.

4. Payment

Payment is central to any business, no doubt about it. In a coffee shop, the payment comes at the very beginning of the order. However, in many businesses, payments are received at various stages throughout the relationship with the client, or else the client is billed entirely upon the completion of the service.

In a scenario such as a coffee shop, a common problem is the payment process taking too long and creating a bottleneck. This can be improved by upgrading payment technology. In other businesses, a common problem is that payments consistently arrive well after their due date. Remedying this problem may entail properly onboarding and training clients with the company’s payment method.

Customer Satisfaction

5. Customer Satisfaction

Evaluating customer satisfaction is critical. If the customer isn’t happy, then the business isn’t happening! It entails looking closely at the number of clients who return for repeat service and what clients say in feedback, both formally and informally.

A low rate of repeat clients means it’s time to employ some client retention strategies. In a coffee shop, for example, this might mean offering perks or discounts to customers who make a certain number of purchases.

These five bullet points cover some key areas to include in a workflow audit, but it’s by no means an exhaustive list. Identifying the various work stages for your business entails looking closely at every step in the process, from marketing and drumming up new clients, all the way to following up with clients and soliciting repeat service.

The key to performing a workflow audit is digging down to identify root causes to problems, and not providing band-aid solutions. For example, if washing dishes in a cafe takes too long, the solution isn’t necessarily to hire a second employee. Rather, it may be to rearrange the equipment or purchase better equipment to make the process faster.

A workflow audit isn’t a one-time event. It’s necessary to fine tune and tweak processes, then examine the new metrics on a quarterly or biannual basis to understand how the changes are working. It’s a healthy practice for any business to perform a workflow audit twice a year, such as one time after tax season, then a second time in the fourth quarter.

Conclusion

We’ve all heard the expression that a stitch in time saves nine. Sometimes the idioms really are true to life. As much as we might want to stay on the business treadmill, a workflow audit means ignoring a compulsion to go, go, go.

Every business gets to a stage where the only way to move forward is to take a step back, to look at processes, to evaluate systems, to identify bottlenecks and to creatively seek solutions.

It may feel indulgent or counterintuitive, but to quote Abraham Lincoln, “Give me six hours to chop down a tree and I will spend the first four sharpening the axe.”

Thoughtful preparation is central to maximizing the potential of your business. The time spent performing a workflow audit (evaluating systems and tweaking processes) ensures fluidity within each work stage.

If you feel like you’re always reacting to things in your business and never have the time to plan, or if your marketing methods don’t reel in the quantity of new customers you need, then a workflow audit is just the solution.

When choosing platforms to assist with streamlining your processes and systems, look no further than Teamly! Our one-stop platform for remote companies allows you to pair your superb product or service with systems that facilitate an efficient business.

Why you should use Kaizen for your Project Management Team

Kaizen Project Management

If you want to be at the top of your game, you need to continuously improve. This is true for life as well as businesses. Kaizen is built on the idea that small changes lead to big improvements over time.

The beauty of Kaizen is that it can be tailored to fit any type of situation. Whether you’re trying to increase productivity in the workplace or streamline a project, Kaizen can help you achieve your goals.

In this post, we’ll look at the Kaizen approach in greater detail and show you how to optimize your project teams by using its process.

Kaizen Meaning

What is Kaizen?

Defined

When broken down etymologically, Kaizen translates “change” (kai) and “good” (zen). Together, these words form the basis of the Kaizen philosophy: “change for the better.” In business, this means striving for continuous improvement in all areas of the company. This could be anything from improving customer service to increasing productivity.

The key principle is that small incremental improvements lead to big transformations over time. Or another way to say it is, that it’s all about making incremental changes that add up to create significant results.

In essence, Kaizen is part philosophy and technique. The philosophy emphasizes the mindset of always looking for ways to improve and never being satisfied with the status quo. The technique provides a framework for solving specific problems or improving specific areas.

Origins

It was first introduced into Japanese businesses after World War II as a way to improve productivity and quality. It was specifically used in the automotive industry, which was struggling to compete with Western companies. The Kaizen approach has since been adopted by companies all over the world, including some of the largest and most successful organizations.

Kaizen Project Management Approach

Kaizen approach: Project Management

If Japan’s competitive success after WWII was any indication, it seemed that the Kaizen approach could work for other businesses outside of Japan. And it has. Kaizen principles have been adopted by project management teams from all over to help create actively engaged and high-performing teams.

There are several reasons for this.

For one, the Kaizen approach helps to identify and reduce waste in all forms. This is important because it can help teams to focus on the most important tasks and avoid distractions that can lead to project delays.

In addition, Kaizen philosophy encourages everyone to be actively involved in continuous improvement processes. This sense of ownership and responsibility can help to engage team members and get them more invested in the success of the project.

Finally, the Kaizen approach can help to create a culture of continuous learning. By encouraging team members to share their knowledge and experience, you can create an environment where everyone is constantly learning and growing. This type of culture is essential for long-term success.

What’s the time commitment?

Kaizen activity for project management usually takes place in short, daily, or weekly intervals called “Kaizen events.” These events are designed to focus on a specific process or area that needs improvement.

During a Kaizen event, the team will brainstorm ways to improve the process and then implement those changes. The hope is to make continuous improvements to your business processes that will lead to better overall results.

Different uses…

You can use Kaizen in several different ways:

  • To improve productivity in the workplace
  • To reduce waste and unnecessary costs in a business
  • To streamline processes
  • To improve quality control
  • To enhance customer service

How Kaizen program management works

How Kaizen program management works

If you want to try out the Kaizen approach for your next project, there are a few things you need to keep in mind…

First, aim for small but consistent execution

The key to success for project managers is to aim at continual improvement. This should help your project team enhance their quality management by implementing improvements.

If you were a management consultant, you would focus on helping the team to identify areas for improvement and then developing a plan to tackle those areas. This could involve anything from process changes to new methods of communication.

Second, use structured frameworks

Structured frameworks are an important part of Kaizen program management. It provides a level of direction for your team to follow as they strive for continual improvement.

There are a few different frameworks you can use, but one of the most popular is the PDCA cycle.

The PDCA cycle stands for Plan, Do, Check, Act. This framework helps you to identify a problem, come up with a plan to solve it, execute the plan, and then check the results to see if the problem has been solved or if there is room for more improvement. If not, you can adjust your plan and try again.

Third, find and eliminate waste

To optimize your project team’s productivity, you need to focus on eliminating waste. This could be anything from unused materials to wasted time.

There are a few different ways to do this:

  • For one, you could streamline your processes. This involves anything from automating tasks to eliminating unnecessary steps.
  • Another way to eliminate waste is by identifying and eliminating bottlenecks. This could involve anything from improving communication to investing in new technology.
  • Finally, you could focus on improving quality control. This means ensuring that your team is following best practices and that they are catching errors early on.

Fourth, identify problems in processes rather than people

This means that you should look for ways to improve the process itself rather than trying to find someone to blame.

For example, if there is a problem with communication, you should focus on finding a way to improve communication rather than placing blame on any one person.

The same goes for any other area where you see a potential problem. It’s important to remember that team members are more likely to be open to change if they feel like you’re making small improvements to dial in the process rather than finding someone to blame.

Leverage digital tools

Fifth, leverage digital tools

There are a few different ways to use digital tools to support your Kaizen program management.

For one, you can use project management software to help you plan and execute your Kaizen events.

You can also use data analytics tools to help you identify areas of improvement. These tools can help you track metrics and understand how your team is performing.

Finally, you can use software tools to share information with your team. This could be anything from using a chat tool to set up a shared document repository.

One huge benefit to leveraging digital tools is that modern technologies can help you identify transformational projects that will have the biggest impact on your organization. In other words, it can help you focus on the right things so that you can continuously improve.

Sixth, standardize operation procedures

One way to ensure that your team is consistently improving is to standardize operation procedures also known as SOPs.

This means that you should document the best way to do things, i.e. benchmarking, and then make sure that everyone on your team is following those procedures. Without benchmarking it’s difficult for businesses to analyze the results and it will be nearly impossible to measure improvements resulting from Kaizen Events.

Summary to article

If you want your team to be productive, you should consider using the Kaizen approach. Not only will it help you improve processes, but it’s also low pressure and low stress due to its focus on small, incremental changes.

So, if you’re looking for ways to improve communication or eliminate waste, Kaizen could be a good fit for you.

The Essential Guide to Onboarding New Managers: Setting the Tone for Success

Onboarding a new manager

Being a manager can be incredibly stressful. After all, you’re responsible for ensuring your staff is connected, efficient, and productive.

But imagine if you had to take on that role in a new company. Suddenly, you’re not only responsible for your team, but also for getting acclimated to a new work environment and corporate culture. It can be daunting, to say the least.

That’s why it’s so important for businesses to have an onboarding process for new managers.

Unfortunately, most businesses don’t give the onboarding process nearly enough attention. A recent study by Gallup found that only 12% of employees in the workforce feel the onboarding process for new hires was good.

12% is shockingly low, this means that there’s a lot of room for improvement when it comes to getting new managers acclimated to their role. The danger here is if the onboarding process fails, it can lead to a whole host of problems, including decreased productivity, high turnover rates, and a negative impact on company culture.

That’s why It’s important to have a strategy for onboarding new managers. In this article, we’ll share the most effective ways to quickly get new managers up to speed and ready to lead.

Big challenges to onboarding quickly

The five big challenges to onboarding quickly…

Onboarding a new manager into an active team dynamic can be difficult. It’s like getting a new player into the game in the middle of the fourth quarter. The new manager is coming in at a time when things are already in motion and they need to quickly assess the situation, learn the rules, and start contributing. It’s a tough but essential task that requires careful planning and execution.

But first, let’s take a look at the five big challenges to onboarding quickly:

1. Learning the ropes of the organization

The first challenge is learning the ropes of the organization. Your new manager needs to understand the company’s culture, values, and goals. They also need to learn about the team’s dynamics, how decisions are made, and who the key players are. All of this can be a lot to take in, especially if the organization is large or complex.

But with the right support, the new manager can quickly get up to speed and start contributing. The key is to give them the resources they need to learn about the organization and their team. Repetition is also important. The more times they see or hear something, the more likely they are to remember it.

2. Establishing trust

Trust is key in any relationship, but it’s especially important in a manager-employee relationship. Your new manager needs to earn the trust of their team before they can start leading effectively. This can be a challenge, especially if the team is resistant to change or skeptical of new leaders.

The best way to build trust is to be open, honest, and transparent. Your new manager should share their vision for the team and the organization, and they should be clear about their expectations. They should also take the time to get to know their team members on a personal level.

The fact is that building trust generally takes a long time, but there are certain things you can do to help speed up the process.

First, allow them to shadow someone who is already established in the organization. This will help them to see how things are done and get a feel for the culture.

Second, introduce them to key stakeholders and decision-makers. This will help them understand the hierarchy and how things work.

Lastly, give them opportunities to lead. This will help them to prove themselves and build trust with their team. Ultimately the speed of established trust will depend on the individual and your work culture.

Getting up to speed

3. Getting up to speed

Another huge challenge is getting up to speed quickly. Your new manager needs to learn about the team’s goals, objectives, and deadlines. They also need to understand the organization’s processes and procedures. All of this can be overwhelming, especially if they’re coming into a fast-paced environment.

The key is to give them time to adjust and ease into their new role. Start by giving them small tasks and gradually increasing their workload as they get more comfortable. Momentum is your friend here. The more they do, the more confident they’ll become.

It’s also important to give them a clear understanding of what is expected of them and what the process is for accountability.

Do you remember what it was like when you started your first job? It’s normal to feel a bit lost and uncertain in the beginning. The key is to be patient and give them the time they need to get up to speed.

4. Managing expectations

The new manager needs to set realistic expectations for their team and manage the team’s expectations of them. This can be difficult, especially if the team is under a lot of pressure to perform.

The key is to have a clear understanding of what the team is capable of and what their goals are. Once you have that, you can start setting realistic expectations. It’s also important to keep the lines of communication open and honest. This will help to prevent misunderstandings and miscommunication down the line.

To the degree that expectations are met, the team will begin to trust their manager. As that trust builds, so will the team’s performance.

5. Making an impact

The fifth challenge is making an impact. The new manager needs to make a positive impact on the team and the organization. They need to demonstrate their leadership skills and add value to the team. This can be difficult, especially if the team is already high-performing.

The challenges above are just a few of the many that businesses face when onboarding new managers. But don’t worry, there are ways to overcome these challenges and ensure a smooth transition.

Stages of onboarding

The four stages of onboarding…

We identified four distinct stages that are essential for a successful onboarding process. By following this structured process, you can onboard new managers quickly and effectively. The process consists of four stages: 1. Pre-arrival, 2. Arrival, 3. Assimilation, and 4. Integration.

1. Pre-arrival:

There’s a good chance that during the interviewing process, the organization didn’t do a very good job of orienting the new manager to what they will actually be doing. The pre-arrival stage is your chance to make up for that.

During this stage, you’ll need to gather information about the organization and the team. This needs to be the most potent and accurate data set you can provide.

Really what you want here is to offer information that gives the most amount of context about what the manager will experience in their role and on their team. The goal is to help the new manager understand the culture, values, goals, and expectations of the organization.

Make sure the new manager has answers to the following questions: What is the organization’s history? What are the organization’s values? What are the organization’s goals? What is the team’s purpose? Who are the key players on the team?

You’ll also need to develop a plan for the new manager’s first few days. This will help them get up to speed quickly and make a positive impact on the team.

Create a checklist for pre-arrival.

  • Confirm the new manager’s start date.
  • Gather information about the organization.
  • Gather information about the team including previous projects’ successes and failures.
  • Develop a plan for the new manager’s first few days.
  • Create a communication plan.
  • Prepare for the new manager’s arrival.

Manager Arrival

2. Arrival:

Right out of the gate, you need to make a good impression. Putting on hospitality and welcome is crucial during this stage. The new manager should feel like a valuable member of the team from the start.

The goal is to make the transition as smooth as possible. To do that, you need to have a plan and you need to stick to it. This plan will help the new manager get acclimated to their new surroundings quickly.

First, you’ll need to give them a tour of the office and introduce them to their team. They need to make contact with as many of the important people as possible and get a sense of the company culture.

Next, you’ll need to go over the company’s policies and procedures. This is important so that the new manager knows what’s expected of them. They should also have a clear understanding of the company’s values.

But be sure to not overwhelm them with too much information at once. All they need is the necessary information so they can take the next steps.

Finally, you’ll need to set up some time for the new manager to meet with their direct reports. This is an important step because it will help the new manager get to know their team and build trust.

Create a checklist for arrival

  • Make a good impression.
  • Welcome the new manager.
  • Give them a tour of the office.
  • Introduce them to their team.
  • Go over the company’s policies and procedures.
  • Set up some time for the new manager to meet with their direct reports.

Assimilation

3. Assimilation:

After the initial flurry of activity, it’s time to get down to business. During this stage, you have two essential objectives: help the new manager get up to speed and start contributing to the team.

Essentially, assimilating managers to your team is about education and connection. And it’s more like a crockpot than a microwave. It takes time and you need to be patient. That’s why it’s imperative to never forget that they need time to adjust to their new surroundings. Start slow and ramp up the pace as they get more comfortable.

You’ll need to provide the new manager with the resources they need to be successful. This includes things like access to information, training materials, and support from other members of the team. It also includes current projects so they can hit the ground running. The goal is to get the new manager up to speed as quickly as possible so they can start making a positive impact on the team.

But it’s not just about giving them the resources, it’s also about helping them connect with the right people. The new manager should feel like they have a support system in place. They should know who to go to for help and advice.

One of the best ways to do this is to set up regular check-ins. This allows you to see how the new manager is doing and offer assistance if needed. It also gives the new manager a chance to ask questions and get feedback.

Create a checklist for assimilation

  • Provide the new manager with relevant project resources.
  • Help them connect with the right people.
  • Set up regular check-ins.

Integration

4. Integration:

After the honeymoon period is over, it’s time to focus on the future. During this stage, you’ll need to help the new manager develop a vision for their team. You’ll also need to start working on long-term goals. The goal is to help the new manager settle into their role and start making a lasting impact on the team.

This will create even more momentum as the new manager starts to see their vision come to life. And as they start to achieve their goals, they’ll gain even more confidence in their abilities, ensuring retention for the long haul.

One of the best ways to do this is to create a roadmap. This will help the new manager see where they need to go and what they need to do to get there. It’s also a great way to track progress and keep everyone on the same page.

Another important thing to remember is that integration is a two-way street. It’s not just about integrating the new manager into the team, but also about integrating the team into the new manager’s vision. This means involving them in decision-making and giving them a say in how things are done.

Create a checklist for integration

  • Create a roadmap.
  • Include the new manager in decision-making.
  • Give them a say in how things are done.

Evaluating the onboarding process

Evaluating the onboarding process for future hires…

After the dust has settled, it’s time to sit back and assess how things have gone. This is an important step in the onboarding process because it allows you to identify areas that need improvement.

One of the best ways to do this is to solicit feedback from the new manager. They’ll be able to tell you what worked well and what didn’t. This feedback is essential for making sure that the next onboarding experience is even better.

You should also involve the rest of the team in the evaluation process. They’ll be able to offer valuable insights into how the new manager is doing. And they may even have some suggestions for improvement.

Finally, don’t forget to celebrate your successes. This is a big accomplishment for both the new manager and the team. Take the time to pat yourselves on the back and enjoy the fruits of your labor.

Conclusion

Onboarding a new manager can be a daunting task, but it’s also a vital part of any business. By following these simple tips, you can help the new manager settle in and start making a positive impact on the team. And as they continue to integrate into the role, the momentum will only increase. So take a deep breath and dive in. The rewards are well worth the effort.

Don’t Let Asset Management Problems Derail Your Project

Asset management problems

Imagine this: You’re a project manager tasked with overseeing a new project. The project is already behind schedule and over budget, and the last thing you need is a delay caused by poor asset management.

Unfortunately, that’s exactly what you’re facing. Inaccurate tracking of replacement parts has resulted in a shortage of crucial supplies, and the budget for repairs has been woefully inadequate. As a result, the project is further behind schedule and the costs are spiraling out of control.

Imagine how frustrating this would be! You’re doing your best to manage the project and keep it on track, but poor asset management is making your job nearly impossible.

This is a very common issue and one that can easily derail a project if it’s not dealt with quickly and efficiently. By being aware of the most common asset management problems, you can take steps to prevent them from happening in the first place.

In this article, we’ll take a deeper look at the most common asset management problems and offer some tips on how to avoid them.

Assets are…

Assets are exactly what they sound like – anything that’s used to complete a project. This can include physical assets like tools, equipment, and machinery, or intangible assets like software licenses and intellectual property.

Common asset management problems

Analyzing the most common asset management problems

Asset management is a crucial part of any project, yet it’s often one of the most overlooked aspects. It may lead to a series of issues, any of which might result in lengthy delays or even project failure.

Poor asset management can cause several problems, including:

  • Inaccurate tracking of assets can lead to shortages of crucial supplies.
  • Failing to properly budget for replacement parts, can result in unexpected and costly repairs.
  • Losing track of service contracts and warranties can result in expensive repairs or replacements.
  • Not keeping track of asset maintenance, can lead to breakdowns and delays.
  • Liabilities and safety risks resulting from inadequate asset maintenance.
  • Failing to understand how assets depreciate.

Inaccurate Tracking of Replacement Parts

One of the most common asset management problems is inaccurate tracking of replacement parts. Usually, this happens because there’s no centralized system for tracking assets. As a result, individual team members are left to keep track of their supplies, which can lead to shortages of crucial parts.

To prevent this, it’s important to have a centralized system for tracking assets. This can be as simple as using asset management software or keeping a physical inventory of supplies.

Or you could avoid this by over-ordering replacement parts. This may seem like a waste of money, but it’s often cheaper in the long run than having to stop work to order more parts.

Failing to Properly Budget for Replacement Parts

Another common asset management problem is failing to properly budget for replacement parts. This can happen when asset managers don’t have a clear grasp of the ownership costs. As a result, they underestimate the cost of replacing parts and wind up with an insufficient budget.

This can often happen in companies that own a lot of assets. For example, a company that owns a fleet of vehicles may not realize how much it costs to replace the tires on all of their vehicles. As a result, they may budget too little money for tire replacement and end up having to stop work to order more tires.

To avoid this problem, it’s important to have a clear understanding of the costs of ownership. This includes not only the cost of the replacement parts but also the cost of labor, shipping, and any other associated costs. Once you have a clear understanding of these costs, you can develop a realistic budget for replacement parts.

Losing Track of Service Contracts and Warranties

Another common asset management problem is losing track of service contracts and warranties. This can happen when asset managers fail to properly maintain records of these agreements. As a result, they may end up paying for expensive repairs or replacements that could have been covered by the warranty.

For example, imagine that your business purchased several computers two years ago. The warranty on these computers is set to expire in a few months. However, you can’t find the service contract and don’t know if it’s still valid. As a result, you may end up paying for repairs that could have been covered by the warranty.

This is why it’s important to keep meticulous records of all service contracts and warranties. This includes not only the contact information for the vendor but also the terms of the agreement. By keeping these records up to date, you can ensure that you’re always aware of which repairs and replacements are covered by a warranty.

Not Keeping Track of Asset Maintenance

Not Keeping Track of Asset Maintenance

Another common asset management problem is not keeping track of asset maintenance. This can happen when assets are spread across multiple locations and team members don’t have a clear understanding of who is responsible for maintaining them. As a result, assets are not properly maintained and can break down, which can cause delays.

So that’s why it’s important to have a clear understanding of who is responsible for maintaining each asset. This can be done by keeping a central database of asset maintenance records or by using asset management software.

Liabilities and Safety Risks Resulting From Inadequate Asset Maintenance

Another common asset management problem is poorly maintained assets. This can happen when team members get lazy about maintaining assets or when there’s no clear system for maintaining assets. As a result, assets break down and need to be repaired or replaced, which can cause delays. If not properly maintained, assets can also pose safety risks to workers.

To avoid this problem, it’s important to have a clear system for maintaining assets. This can be done by using asset management software or by keeping a central database of asset maintenance records. It’s also important to make sure that team members are properly trained in how to maintain assets.

Failing to Understand How Assets Depreciate

Another common asset management problem is failing to understand how assets depreciate. This can happen when team members don’t have a clear understanding of the depreciation schedule for an asset. As a result, they may make poor decisions about when to replace an asset.

Imagine that your business owns a lot of equipment that is used in the production process. This equipment has a lifespan of five years. However, team members only budget for replacements every 10 years. As a result, the equipment breaks down and needs to be replaced more often than necessary, which can cause delays.

To avoid this problem, it’s important to have a clear understanding of the depreciation schedule for each asset. This can be done by using asset management software or by keeping a central database of asset depreciation records.

Asset management

To summarize so far…

Poor asset management can cause a number of common problems for project managers, including inaccurate tracking, failing to properly budget for replacement parts, and not keeping track of asset maintenance. These problems can cause serious delays and even project failures. By being aware of these potential issues and taking steps to prevent them, you’ll be in a much better position to manage your projects successfully.

Protips for Avoiding Asset Management Problems

Now that you understand some of the most common asset management problems, now it’s time to optimize and clarify your own asset management processes. Check out these tips to get started:

Protip #1: Meticulous Inventory

Keep a detailed inventory of all assets. This includes everything from tools and equipment to software licenses and intellectual property. Be sure to include serial numbers, purchase dates, and other pertinent information.

Most businesses keep a central database of all assets. This can be done using asset management software or by simply maintaining a spreadsheet. However, some businesses choose to keep paper records. Whichever method you choose, be sure that all team members have access to the records and know how to update them.

Protip #2: Key Personnel

Establish who is responsible for each asset. This includes everything from maintaining the asset to making sure it’s properly used. Be sure to include this information in your asset records.

Be sure to schedule regular check-ins to ensure that team members are properly using and maintaining assets. This can be done through asset management software or by simply holding regular meetings.

Protip #3: Budget For Depreciation

Budget for replacement parts and depreciation. This includes factoring in the cost of repairs, replacement parts, and depreciation when making budget decisions. Be sure to include this information in your asset records.

Make sure to budget for unexpected repairs and replacements. This can be done by setting aside a certain amount of money each month or by creating a dedicated repair and replacement fund.

Keep a Depreciation Schedule

Protip #4: Keep a Depreciation Schedule

Develop a clear understanding of the depreciation schedule for each asset. This includes knowing when an asset will need to be replaced. Be sure to include this information in your asset records.

Avoid making poor judgments about when to replace an asset by having a firm grasp on the depreciation schedule for each item. This may be performed with asset management software or by maintaining a centralized database of asset depreciation records.

Protip #5: Maintained Assets

Ensure all assets are properly maintained. This includes regular cleaning and inspection. Be sure to include this information in your asset records.

To avoid problems with assets, it’s important to ensure they are properly maintained. This includes regular cleaning and inspection. Be sure to include this information in your asset records.

Protip #6: SOP For Asset Management

Develop standard operating procedures (SOPs) for asset management. This includes everything from how to properly use an asset to how to maintain it. Be sure to include this information in your asset records.

By having a clear and concise SOP, you can avoid many of the common problems associated with poor asset management. This includes everything from misusing an asset to not properly maintaining it.

Conclusion

Inadequate planning often results in extensive delays and even project failures. By being aware of these potential issues and taking steps to prevent them, you’ll be in a much better position to manage your projects successfully.

 

FAQ: for Asset Management issues.

Q: What are some of the most common asset management problems?

A: Inaccurate tracking, failing to properly budget for replacement parts, and poor asset maintenance can all lead to serious delays and project failures.

Q: What should I include in my asset records?

A: Be sure to include serial numbers, purchase dates, and other pertinent information. You should also budget for replacement parts and depreciation.

Q: How often should I check in with my team?

A: Be sure to schedule regular check-ins to ensure that team members are properly using and maintaining assets. This can be done through asset management software or by simply holding regular meetings.

Q: What should I do if I encounter an unexpected repair or replacement?

A: Make sure to budget for unexpected repairs and replacements. This can be done by setting aside a certain amount of money each month or by creating a dedicated repair and replacement fund.

Q: How can I ensure that all assets are properly maintained?

A: By having a clear and concise SOP, you can avoid many of the common problems associated with poor asset management. This includes everything from misusing an asset to not properly maintaining it.

How to Make the Most Out of Agile SDLC For Your Project Management Workflow

Agile SDLC

The Agile methodology is quickly gaining in popularity due to its ability to adapt to changing requirements and fast-paced work environments.

Agile SDLC, or Agile Software Development Life Cycle, is a variation of the Agile methodology that is specifically tailored for software development projects. As with any new methodology, there can be a bit of a learning curve when transitioning to Agile SDLC. However, once you get the hang of it, Agile SDLC can be an extremely effective way to manage your software development projects.

If you’re looking to make the most out of Agile Software Development Life Cycle (SDLC) for your project management workflow, but don’t know how? Don’t worry, we got you covered. In this article, we’ll give you an overview of what Agile SDLC is, how it can benefit your project management workflow, and some tips on getting started.

What is agile SDLC

Everything you need to know about Agile SDLC

What is Agile SDLC?

In general Agile is a method of software development that emphasizes collaboration, customer feedback, and flexible responses to change. The Agile Manifesto, written in 2001, outlines 12 principles that guide the Agile process.

The Agile Software Development Life Cycle (SDLC) is a collection of standards and best practices for applying Agile methods in software development. It’s based on the idea of incremental development, where tasks are completed in small steps or “sprints” instead of all at once. This allows for more flexibility and frequent feedback, which can help avoid costly mistakes.

SDLC Models: Concept and Essentials

Agile is only one of many software development life cycle (SDLC) models. Others include Waterfall, Spiral, and Kanban. Each model has its advantages and disadvantages, so it’s important to choose the right one for your software development team and process.

The Agile methodology is well suited for projects that are likely to experience changes in scope or requirements. It’s also a good choice if you need to move quickly and don’t have time to complete all tasks upfront.

The waterfall model, on the other hand, is better suited for projects with well-defined requirements that are unlikely to change. This model focuses on completing tasks in a linear fashion, which can help avoid confusion and errors.

Kanban is a newer methodology that is similar to Agile in that it emphasizes flexibility and customer feedback. However, Kanban uses a different approach to task management, which can be helpful if you’re looking for an alternative to Agile.

Spiral is another option that combines elements of both Agile and waterfall. It’s often used for projects that are considered high-risk, such as those with new or untested technologies.

What distinguishes Agile SDLC from other Methodologies?

One of the key distinguishing factors of Agile SDLC is its emphasis on collaboration. Agile teams work closely together to complete tasks and make sure everyone is on the same page. This can help avoid misunderstandings and mistakes.

Another key difference is the way Agile handles changes. In Agile, changes are expected and accommodated. This is in contrast to other SDLC models, which may view changes as disruptive.

Agile also uses a different approach to task management. In Agile, tasks are divided into small pieces, or “sprints.” This allows for more frequent feedback and makes it easier to make changes if necessary.

Phases of SDLC

What are the phases of SDLC

There are six phases in the software development life cycle (SDLC), including:

Phase 1 – Planning and Analysis

The SDLC has two stages: the planning stage, in which you’re obtaining needs from your client or stakeholders, and the requirement analysis stage, in which you’re investigating whether or not it’s feasible to build the product.

Whether your project is a go is contingent on many factors, some of which Agile aims to weed out during this phase: unrealistic timelines, inadequate resources, and scope creep. This is where you’ll also develop your product roadmap and high-level requirements.

If you’ve decided that the program or upgrade is suitable for your organization, stakeholders, and end-users, you may go to the second stage.

Phase 2 – Design

In the design stage, the focus is on how the product will be built. The objective is to come up with a detailed plan or blueprint of the software that will guide developers in building it.

The design should take into consideration factors such as performance, security, usability, scalability, and maintainability. This is also the phase where you decide on the technology stack that will be used.

Phase 3 – Implementation or Development

This is the stage where the actual software is coded. The development team takes the design created in the previous stage and turns it into a working product.

They write code, test it, fix bugs, and repeat this cycle until the software is ready for release. Depending on the programming language used, the code can be written in a procedural or object-oriented approach.

Testing

Phase 4 – Testing

After the software is coded, it needs to be thoroughly tested before it can be released. Testing helps identify bugs and errors so they can be fixed. It also verifies that the software meets the requirements specified in the planning and analysis stage.

There are various types of testing, such as functional testing, usability testing, security testing, compatibility testing, and more.

Phase 5 – Deployment

Deployment is the process of making the software available to users. This can involve installing it on a server, making it available for download, or shipping it on a physical medium like a DVD.

The deployment also includes creating documentation and training materials. After the software is deployed, it’s important to monitor its performance and gather feedback so that any necessary changes can be made.

Phase 6 – Maintenance

Once the software is up and running, it needs to be maintained. This includes making sure that it continues to work as expected, fixing bugs and errors, and adding new features or updates.

The maintenance phase can last for the lifetime of the software. Agile SDLC is a continuous cycle so, after each release, the software goes back to the beginning of the cycle to plan for the next release.

Reasons to care about Agile SDLC

The 3 biggest reasons why you should care about Agile SDLC.

There are many reasons why you should care about Agile SDLC, but here are three of the most important ones:

Agile SDLC is adaptable: One of the most appealing aspects of Agile is its ability to adapt to changing requirements. This is possible because Agile focuses on delivering completed tasks in small increments, which allows for more flexibility when changes need to be made.

Agile SDLC is customer-centric: Agile puts the customer at the center of the development process, which means that their feedback is essential to the success of the project. This helps ensure that the final product meets their needs and expectations.

Agile SDLC is fast-paced: Agile is designed for fast-paced work environments, which can be a major advantage if you’re working on a tight deadline. This is because Agile allows you to start seeing results early on and make changes as needed, instead of waiting until the end of the project.

Agile SDLC advantages

10 advantages to adopting an Agile SDLC for your projects.

Not only is SDLC Agile adaptable, customer-centric, and fast-paced, but it also offers many other advantages. Here are 10 of the most notable ones:

  1. Increased flexibility – By working in sprints, you can adapt more easily to changes in scope or requirements.
  2. Improved communication – Because Agile relies on constant communication between team members, stakeholders, and customers, everyone is always on the same page.
  3. Easier collaboration – Due to the increased communication, it’s also easier to collaborate with team members and stakeholders.
  4. More accurate estimates – Since Agile is based on actual data and feedback, rather than assumptions, you can make more accurate estimates of time and resources.
  5. Faster delivery of products and services – Agile’s iterative approach means that you can get products and services to market faster.
  6. Greater customer satisfaction – Agile’s focus on customer feedback means that you’re more likely to deliver what they want.
  7. Better ROI – Agile’s focus on delivering value early and often means that you’re more likely to see a return on your investment.
  8. Reduced stress and anxiety for team members – Agile’s focus on constant communication and collaboration means that team members are less likely to feel isolated or anxious.
  9. Fewer defects in products or services – Agile’s focus on quality means that you’re less likely to ship products or services with defects.
  10. Increased visibility into the project – Agile’s focus on communication and collaboration means that everyone has a clear understanding of the project’s progress at all times.

An Agile SDLC has many benefits that can improve the way your team works together and gets things done. If you’re looking for a more flexible, communication-focused approach to software development, Agile is worth considering.

Challenges of using Agile SDLC

What are some of the challenges of using Agile SDLC?

One of the challenges of using Agile SDLC is that it can be difficult to get started. Agile SDLC requires regular communication and collaboration, which can be tough if your team is not used to working in this way.

Another challenge of using Agile SDLC is that it’s important to be flexible and adapt as needed. The process is iterative, which means that you’ll need to course-correct as necessary. This can be difficult if you’re not used to making changes on the fly.

Finally, Agile SDLC requires customer feedback to be successful. This can be tough to get if you don’t have a good relationship with your customers.

How can you overcome the challenges of using Agile SDLC?

One way to overcome the challenges of using Agile SDLC is to start small. If you’re not sure how your team will react to the process, try implementing it on a smaller scale first. This will give you a chance to work out any kinks before you roll it out to your entire team.

Another way to overcome the challenges of using Agile SDLC is to be prepared to make changes. Agile SDLC is an iterative process, which means that you’ll need to course-correct as necessary. Be prepared to make changes to your process as needed to improve your team’s workflow.

Finally, make sure that you’re regularly getting feedback from customers. Agile SDLC relies on customer feedback to help improve the product or service that you’re delivering. Without this feedback, it will be difficult to make changes and improve your workflow.

Agile SDLC process

How to create an effective Agile SDLC process for your team:

Once you choose to use the Agile software development life cycle, you need to understand how to implement it effectively for your team. Here are some tips:

  • Internalize the values and principles to shift your mindset
  • Commit to the transition as a whole
  • Define the goals and objectives of the project
  • Create a project roadmap
  • Plan the sprint length and release schedule
  • Create detailed user stories
  • Establish a daily stand-up meeting
  • Test the Iteration with your stakeholders
  • Get feedback from customers
  • Course correct as needed

Internalize the values and principles to shift your mindset:

One of the most important things you can do is to internalize the values and principles of Agile. This means understanding that Agile is not just a process or set of tools, but a way of thinking about and approaching work.

Agile teams need to be able to move quickly and adapt to change, which means that team members need to be open to new ideas and ways of doing things. If you’re not sure where to start, the Agile Manifesto is a good place.

Commit to the transition as a whole:

Transitioning to Agile is not something that you can do half-heartedly. Agile requires buy-in from everyone on the team, from the project manager to the developers to the stakeholders.

Without this commitment, Agile will not be successful. Make sure that everyone on the team is on board with the transition and understands what it will entail.

Define the goals and objectives of the project:

Before you can start working in sprints, you need to define the goals and objectives of the project. What are you trying to achieve? What are your success criteria?

If you’re not sure where to start, try brainstorming with your team or conducting a stakeholder analysis.

Create a project roadmap:

Once you know the goals and objectives of the project, you need to create a roadmap that will guide you from start to finish. This roadmap should include milestones for each sprint and a timeline for when each deliverable will be completed.

This helps agile teams focus on the most important tasks and ensures that everyone is always aware of the project’s progress.

Plan the sprint length and release schedule

Plan the sprint length and release schedule:

When creating an Agile SDLC process for your project management team, you need to decide on the length of your sprints and the frequency of your releases.

A sprint, in the context of Agile projects, is defined as a set timeframe (usually 2-4 weeks) during which a specific goal is accomplished. A release is defined as a collection of sprints that together complete a larger goal.

You should base the length of your sprints and releases on the specific needs of your project. For example, if you’re working on a large project with many stakeholders, you might want to have longer sprints so that you can get more work done and get feedback from stakeholders more often.

But if you’re working on a smaller project with fewer stakeholders, shorter sprints might be more effective so that you can make changes more quickly.

Once you’ve decided on the length of your sprints and releases, you need to communicate this to your team so that everyone is on the same page.

Create detailed user stories:

In Agile SDLC user stories can help define project requirements. A user story is a brief description of a feature from the perspective of the person who will be using it.

For example, if you’re working on a project management tool, one user story might be “As a project manager, I want to be able to create tasks and assign them to team members.”

User stories should be specific, brief, and easy to understand. They should also be written from the perspective of the user.

Creating user stories can help your team to better understand the goals of the project and what needs to be done to achieve those goals.

It’s also a good idea to create acceptance criteria for each user story. Acceptance criteria are a set of conditions that must be met for a user story to be considered complete.

For example, the acceptance criteria for the above user story might be “The task creation feature must allow me to create a task, assign it to a team member, and set a due date.”

Creating acceptance criteria can help to ensure that your team is on the same page about what needs to be done to complete a user story.

Daily stand-up meeting

Establish a daily stand-up meeting:

One of the most important aspects of Agile SDLC is communication. To ensure that everyone is on the same page, you need to establish a daily stand-up meeting.

During a stand-up meeting, each team member should briefly answer three questions:

What did you do yesterday?

What will you do today?

Are there any impediments in your way?

The purpose of a stand-up meeting is to ensure that everyone is aware of what everyone else is doing and to identify any potential problems that need to be addressed.

Stand-up meetings should be brief, no more than 15 minutes. And they should be held at the same time and place every day so that everyone can get into the habit of attending.

Iteration with stakeholders

Test the Iteration with your stakeholders:

Remember an iteration is a timebox where you complete a set amount of work within a specified timeframe.

At the end of each iteration, it’s important to test the work that has been completed with your stakeholders. This will help to ensure that the work is on track and that stakeholders are happy with the progress.

Testing can be done in several ways, but the most important thing is to get feedback from your stakeholders. ou can use a tool like Google Forms or any other Google Forms alternatives to create a survey that you send to stakeholders at the end of each iteration.

Or you can schedule a meeting with stakeholders to review the work that has been completed and get their feedback. Whichever method you choose, it’s important to get feedback from your stakeholders regularly.

Get feedback from customers:

In addition to getting feedback from your stakeholders, it’s also important to get feedback from customers. Customer feedback can be used to improve the product or service that you’re delivering. It can also help to identify any areas where your team might need to make changes.

There are several ways to get feedback from customers. You can send out a survey, conduct interviews, or even just ask for feedback in person. The most important thing is to make sure that you’re regularly getting feedback from customers and using it to improve your product or service.

Course correct as needed:

Agile SDLC is an iterative process, which means that you’ll need to course-correct as necessary. If your team is not meeting its goals, if stakeholders are unhappy with the progress, or if customers are giving negative feedback, then you’ll need to make changes. The most important thing is to be flexible and adapt as needed.

Summary

Agile SDLC is a great way to improve your project management workflow. The principles of communication, collaboration, and customer feedback can help ensure that your project is on track and that stakeholders are happy with the progress.

However, Agile SDLC can be difficult to get started, and it’s important to be prepared to make changes as needed. With a little bit of planning and preparation, you can overcome the challenges of using Agile SDLC and improve your team’s workflow.

The 12 Agile Principles: Optimizing Your Project Process

Agile Project Management Principles

It would be to the benefit of you and your team to get acquainted with using Agile and the underlying concepts behind it. Ultimately, it will help you optimize your project process by ensuring that everyone is on the same page and working towards the same goal.

The goal of this article is to clear up any misunderstandings you may have about what it means to manage a project using Agile principles. We’ll go over the 4 values and 12 main principles of the Agile Manifesto and how you can use them to your advantage as a project manager.

Agile Definition

Agile Defined…

Agile is a set of values and principles that emphasize collaboration, customer focus, and continuous improvement. It’s iterative and incremental, meaning that work is done in short cycles or sprints to get feedback from customers early and often. This allows for course corrections along the way, which leads to a better end product.

Even though Agile was originally designed for software development, it can be applied to any kind of project. Many project management methodologies have been created based on Agile principles. So this article will be helpful whether you’re a project manager in IT, engineering, construction, or any other field.

History of Agile

Considering Agile as a method is a bit of a misnomer. It is not so much a methodology as it is a set of values and principles that emphasize collaboration, customer focus, and continuous improvement.

Originally, the Agile Manifesto was created as a response to the traditional, waterfall approach to software development. The waterfall method is linear and prescriptive, meaning that each phase must be completed before moving on to the next.

In contrast, Agile is iterative and incremental, meaning that work is done in short cycles or sprints to get feedback from customers early and often. This allows for course corrections along the way, which leads to a better end product.

The first publication about Agile was the Agile Manifesto, which was written in 2001 by a group of software developers who were frustrated with the waterfall approach.

Values of the Agile Manifesto

The 4 Values of the Agile Manifesto…

The manifesto is made up of four values and twelve principles. The four values are:

1. Individuals and interactions over processes and tools

This is perhaps the most important value of the Agile Manifesto. It emphasizes the importance of people over processes. This is because people are the ones who create, change, and improve processes, not the other way around.

2. Working software over comprehensive documentation

This value recognizes that working software is more important than comprehensive paper documentation. Documentation is still important, but it should be created only when it is needed and should be kept to a minimum.

3. Customer collaboration over contract negotiation

The third value puts the customer above the contract. This doesn’t mean that contracts are unimportant, but rather that they should not get in the way of collaboration with the customer.

4. Responding to change by following a plan

The final value is it’s more important to be able to respond to change than to stick to a plan. This is because no matter how well you plan, things will always come up that you didn’t anticipate. It’s better to be flexible so that you can adapt as needed.

Agile Principles

The 12 Agile Principles

In addition to the four values, the Agile Manifesto also outlines twelve principles that should be followed to adhere to the values. These principles are:

1. “Our highest priority is to satisfy the customer through early and continuous delivery of valuable software.”

The first principle, which was written with software development in mind, may also be applied to project management. The idea is that the customer should always be kept in mind and that their satisfaction should be the top priority.

To meet this objective, your goal should be to provide value to the client and work hard to continuously improve the project.

This also means that you should work to get feedback from customers early and often so that you can make sure that the software is going in a direction that they will be happy with.

One approach could be to shorten the distance between requirements gathering and customer feedback by planning fewer changes at a time. This gives you more opportunity to steer the project in a direction that the customer will be happy with.

Another great way to get feedback from customers is to have regular check-ins or demos during the project. This will allow you to get feedback early and often so that you can make changes as needed.

Just make sure you have a clear understanding of who your customer is, and what their needs are.

2. “Welcome changing requirements, even in late development.”

This principle is closely related to the first one, and it means that you should be open to changes that the customer may want, even if they come late in the project. This is because, as mentioned before, the customer may not know exactly what they want until they see it.

It’s important to note that this does not mean that you should make changes without first considering the impact that they will have on the project.

Changes should only be made if they will improve the value of the product for the customer.

The secret is to be receptive to modifications that the customer may desire, even if they come late in the project. Measuring the influence of each change before making it can help you do this.

3. “Deliver valuable products frequently, from a couple of weeks to a couple of months, with a preference for the shorter timescale.”

This is about delivering value to the customer with speed. The quicker you can get the working product into their hands, the better. It will be helpful to develop a preference and skill for shorter delivery timescales.

By working with the customer to determine what features are most important and focus on delivering those first. You can then add additional features later as needed. This will help you to get value to the customer quickly and still be able to respond to changes that come up.

Business people and developers must work together

4. “Business people and developers must work together daily throughout the project.”

This is all about cooperation between business managers and developers. They must collaborate for everyone to be on the same page and work toward the same goal.

One way to do this is to have regular meetings where everyone can check in with updates. This will ensure that everyone is aware of what is happening and can provide input as needed.

Another way to facilitate collaboration is to use a project management tool that everyone has access to. This will allow everyone to see the project roadmap, tasks, and progress.

5. “Build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done.”

This is all about empowering your team members and giving them the autonomy they need to do their jobs effectively. It’s important to trust that they will do the best they can with the resources they have.

One way to do this is to give team members clear objectives and expectations. This will help them to know what they need to do and how they can best contribute to the project.

Another way to empower your team is to give them the resources they need to be successful. This includes things like access to the right tools, training, and support.

6. “The most efficient and effective method of conveying information to and within a development team is face-to-face conversation.”

This is all about communication within the team. The most effective way to communicate is in person so that everyone can understand each other clearly.

One way to facilitate this is to have regular team meetings where everyone can provide updates on their progress. This will ensure that everyone is aware of what is happening and can ask questions as needed.

Another way to facilitate communication is to use a project management tool, like Teamly, that everyone has access to. This will allow everyone to see the project’s tasks and progress.

Continuous delivery

7. “At regular intervals, the team delivers working software.”

This is all about continuous delivery. Even though “software” is the subject of principle seven, it still applies to other project deliverables. The team should aim to deliver working products or features at regular intervals so that the client can provide feedback and make changes as needed.

One way to facilitate continuous delivery is to use a Kanban board. This will help the team to visualize their work and see what needs to be delivered next.

8. “The team continuously refines its estimate of how long it will take to complete the remaining work.”

This is all about estimation. As the team works on the project they will get a better understanding of how long it will take to complete the remaining work.

To facilitate this, the team should track their progress and update their estimate accordingly. This will help to ensure that the team is on track and can adjust their plans as needed.

9. “Continuous attention to technical excellence and good design enhances agility.”

This is all about continuous improvement. The team should always be looking for ways to improve the quality of their work.

One way to facilitate this is to have regular team retrospective meetings. This will allow the team to identify areas for improvement and make changes as needed.

Another way to facilitate continuous improvement is to use a project management tool that allows for feedback. This will allow the team to get feedback from the client and make changes as needed.

Simplifying the work

10. “Simplicity–the art of maximizing the amount of work not done–is essential.”

This is all about simplifying the project. The team should aim to minimize the amount of work that needs to be done to complete the project.

One way to simplify the project is to break it down into smaller tasks. This will make it easier for the team to complete the project and will also help to identify areas that can be simplified. For example, if a task can be automated, it should be. If a task can be eliminated, it should be.

11. “The best architectures, requirements, and designs emerge from self-organizing teams.”

This is all about team self-organization. The team should aim to organize themselves in the most effective way possible. Perhaps they will organize by task, by feature, or by a team member.

There are way too many variables here to give any sort of advice on how to facilitate team self-organization. It will vary from team to team and project to project.

The key is to understand your team’s dynamic and to give them the freedom to organize themselves in the most effective way possible.

12. “At regular intervals, the team retrospects and adjusts its behavior accordingly.”

This is all about continuous improvement. The team should always be looking for ways to improve their process.

This is a key agile project management principle. Teams should consider how to become more efficient, adjust, and modify their behavior on a regular basis. If there is a better way to advance the project, the team should be willing to try it out.

When it comes to continuous improvement, one size does not fit all. What works for one team might not work for another. The key is to experiment and find what works best for your team.

CONCLUSION

So there you have it, in a nutshell. Hopefully, the 12 principles of Agile outlined in this article will help you to streamline your process and deliver a better product.

These are just suggestions. They’re not meant to be followed to the letter; rather than that, use them as a basis for adaptation and tailor them to your team’s requirements. What is important is that you keep the communication channels open, that you

A Step-By-Step Guide To Creating Your Next Project Roadmap.

Project Roadmap

Project roadmaps are a useful weapon in the arsenal of good project managers. While getting into the nitty-gritty and fine-tuning your plan down to the minute tasks is critical, the importance of how you present your overall picture of the project should not be understated.

In fact, if you want to be able to really impress your clients and upper management, having a great project roadmap is key. It’s the first step in getting everyone on the same page about what the project entails, and it should lay out a clear path for success.

Creating an optimal project roadmap isn’t always easy, but it’s definitely doable with a little bit of know-how. In this article, we’ll show you how to create a project roadmap that will get everyone excited about your project.

What is a project roadmap

What is a project roadmap?

A project roadmap is a big picture document that outlines the major goals and milestones of a project. Often, project roadmaps are presented as timelines with each goal or milestone mapped out according to when it needs to be achieved. Roadmaps can also take other forms, such as Gantt charts or even simple lists of goals and objectives.

The important thing to remember about project roadmaps is that they are meant to be high-level overviews of the project. They are not meant to be detailed plans that outline every single task that needs to be completed. That’s what your project plan is for.

Project roadmap vs plan

Deciphering between a roadmap and a plan?

Your project roadmap is meant to give your audience a general snapshot view of what your project entails and what its major milestones are.

Your project plan, on the other hand, is a detailed document that outlines every task that needs to be completed to achieve the project’s goals. The important thing to remember is that a project roadmap is meant to be high-level, while a project plan is meant to be detailed.

For example, let’s say you’re working on a website redesign project.
Your project roadmap might look something like this:

  • Launch a new website in 4 months.
  • Increase traffic to the website by 20% in 6 months.
  • Decrease bounce rate by 10% in 8 months.

On the other hand, your project plan would detail every task that needs to be completed to achieve those goals.

For example:

  • Research website redesign trends (1 week)
  • Create wireframes for new website design (2 weeks)
  • Build new website on chosen platform (1 month)
  • Test new website design (1 week)
  • Launch new website (1 week)
  • Monitor website traffic and analytics (ongoing)

As you can see, a project roadmap is meant to give your audience a general overview of the project, while a project plan details every task that needs to be completed to achieve the project’s goals.

When should you use a project roadmap

When should you use a project roadmap?

Project roadmaps are most useful when you’re trying to get buy-in from upper management or investors. They’re also helpful when you’re trying to communicate the overall picture of the project to your team.

That being said, project roadmaps are not a replacement for detailed project plans.

The benefits of creating a project roadmap

There are several benefits to creating a project roadmap, even if you already have a detailed project plan in place. Here are just a few of the benefits:

  • Gets everyone on the same page: Project roadmaps are a great way to get all stakeholders on the same page about what the project entails. It’s also a good way to get buy-in from upper management and other decision-makers.
  • Helps you to think long-term: Project roadmaps force you to think about the long-term goals of the project and what needs to be done to achieve those goals. This is a valuable exercise that can help you to make better decisions about the project as a whole. Gives you a bird’s eye view: Project roadmaps give you a high-level overview of the project, which can be helpful when you’re trying to make decisions about the project.
  • Makes it easy to track progress: Project roadmaps make it easy to track the progress of a project. You can quickly see which tasks have been completed and which ones are still outstanding.
  • Serves as a reference point: Project roadmaps can also serve as a reference point for everyone involved in the project. If there are any questions about what needs to be done or when something is supposed to be done, the roadmap can be consulted for answers.

Components of a project roadmap

What are the components of a project roadmap?

Every project is different, so there is no one-size-fits-all answer to this question. However, some common components should be included in every project roadmap. Here are a few of the most important ones:

Goals and objectives: The first thing that should be included in your project roadmap are the goals and objectives of the project. What is the project trying to achieve? What are the end goals?

Scope: The scope of the project should also be included in the roadmap. This will help to ensure that everyone is clear on what is supposed to be accomplished during the project.

Timeline: A timeline is an essential component of any project roadmap. This will help to ensure that everyone is clear on when each task needs to be completed.

Dependencies: Dependencies should also be included in the project roadmap. This includes things like approvals that need to be obtained or tasks that need to be completed before other tasks can begin.

Resources: Another important component of a project roadmap is a list of the resources that will be needed to complete the project. This includes things like manpower, materials, and money.

Deliverables: Deliverables are the end products of the project. What will be delivered at the end of the project? This should be clearly stated in the roadmap.

How to create a project roadmap

Now that you know why project roadmaps are important and what components should be included, it’s time to learn how to create one.

Project proposal

1. Write a project proposal

When creating a roadmap, it’s imperative to access the most valuable information on the front end. This means writing a project proposal. This document will serve as the foundation for your roadmap and help to ensure that you have all of the necessary information before you get started.

It’s important to get behind the “why” of the project. Why is the project necessary? What are the end goals? Answering these questions will help to ensure that your roadmap is focused and on track. Without a case for why the project is needed it’s easy to get derailed by scope creep or other problems.

The goal is to gain support and authorization first.

2. Do your research

Once you have a clear understanding of the project, it’s time to do your research. This includes things like gathering data, talking to experts, market positioning, and investigating best practices.

What you’re doing is getting to the heart of what the project is trying to achieve and backing it up with data.

Ultimately your research will inform the project’s goals, deliverables, milestones, personnel involved, resources required, risks, dependencies, and so on.

3. Create the project roadmap

Now that you have all of the necessary information, it’s time to start creating the project roadmap.

There are a few different ways to do this. You can use a tool, which has pre-built templates that make it easy to get started. Or you can create a roadmap in Excel, which gives you more flexibility to customize the roadmap to your specific needs.

Once you have the template, it’s time to start filling in the information. The first thing you’ll need to do is enter the project’s name, description, and start date.

Then you’ll need to add in the project’s goals and objectives. After that, you’ll add in all of the tasks that need to be completed, along with the due date for each task.

Once all of the tasks are added, you’ll need to add in any dependencies, risks, and assumptions.

Finally, you’ll need to add in the project’s budget and timeline.

Share the roadmap

4. Share the roadmap

After the roadmap is created, it’s time to share it with the stakeholders. This includes anyone who is involved in or affected by the project.

It’s important to keep in mind that the project roadmap is a living document. It will need to be updated as the project progresses and things change.

That’s why feedback is so important. Stakeholders should be encouraged to provide feedback on the roadmap so that it can be adjusted as needed. We suggest when fishing for feedback, you focus on the following questions:

  • What are your initial impressions of the roadmap? (Encourage them to name positive and negative aspects.)
  • Do you think the roadmap is realistic? Why or why not?
  • What, if anything, is missing from the roadmap?
  • Do you have any concerns about the project that are not addressed in the roadmap?
  • What suggestions do you have for improving the roadmap?

The feedback phase can be addressed in a face-to-face meeting, over email, or through an online survey.

5. Update the roadmap

After you’ve gathered feedback from stakeholders, it’s time to update the roadmap. This includes making any necessary changes based on the feedback you received.

But this won’t be the last time you update the roadmap. As the project progresses, you’ll need to regularly update the roadmap to ensure that it remains accurate.

Conclusion

Congratulations! You’ve now created an optimal project roadmap. By following these steps, you can be sure that your project is on track for success.

Creating an optimal project roadmap requires doing your research, setting clear goals, and involving stakeholders in the process. By following these steps, you can be sure that your project is on track for success. Thanks for reading.