The Manager's Resource Handbook
Tools, Resources and Guides for Managers and Business Leaders. Real Advice from Real Bosses.
Examples and Tradeoffs of Different Performance Metrics in Business Metrics are a core component of any small business that is looking to grow and strengthen over time. If there is one thing that holds true for any performance measure, however, it is that metrics drive behavior – good or bad. Deciding what to measure is of utmost important because no
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10 Management Decisions That Drive Business Success Making financial decisions is not limited to just those managers who work in the Accounting department. For both small business and large corporations, whether we realize it or not, every manager and business leader makes decisions on a daily basis that affect their organization’s costs, finances and performance. We at MRH like to refer
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How Great Businesses Fail and What We Can Learn From Them We all know that there is one constant in the business world: things are always changing. Every day, there are new technologies, legislative decisions and geopolitical events that shape the world around us. The pace of such change continues to accelerate, and throughout it all we see businesses come and go. How, in such
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12 Key Ingredients to High Performing Teams in the Workplace It’s well understood that good teams get the best results. Sports provide a great analogy for this: we are all familiar with those underdog teams that pull together when it matters most and make a championship run. Everyone on the team does his or her part and they motivate each
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…And How to Avoid Them One of the best feelings we as managers and business leaders experience is seeing our businesses grow as a result of our effort and hard work. For large companies, these emotions may result from watching a steady (or not-so-steady!) increase in stock price. For smaller companies, such feelings can emerge when we simply gain a
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Hitting Your Metrics: Reducing the Impossible to the Possible Every year, companies and businesses establish their annual goals and performance targets. At some point in time, responsibility for achieving those objectives is placed into the hands of managers and individual teams, sometimes, with minimal direction. Though just about every organization has a standard set of metrics, many managers still struggle to map
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How to Manage Change in Business Everyday, our industry and market changes. Our staff will change. And leaders of our organizations move on, and new ones take their place. All of this forces us as business leaders to constantly keep tabs on our organization to make sure things run smoothly. Unfortunately, with such dynamics many businesses
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Every year, companies establish goals and objectives for their business. Some firms may plan further out – as far as 5 years – in order to obtain a certain sales targets and other corporate metrics. Unfortunately, many businesses stop there and lack a strategy for how they will actually achieve the goals. As a result, the lofty numbers on the
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I recently sat through a regional meeting for a large corporation, during which a series of presentations were made. At the conclusion of the meeting, the regional manager got up to share a short set of slides that were presented at the annual corporate summit she had recently attended. The company has been undergoing a series of transformations
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How to Create Business Metrics Our world revolves metrics. Businesses track financial investments to see how they grow. Professional and weekend runners alike continually push themselves to shave seconds of the time it takes them to run a mile. And some people monitor their vehicle’s gas mileage to help determine when they need an oil change. Metrics, after all, are used to measure
» Read more How to Hold Employees Accountable and Get the Results You Need Among the many challenges first-time managers and business leaders face, learning how to hold employees accountable is perhaps the most difficult skill to master. Holding employees accountable is essential because the results managers are expected to deliver depend on the performance and contribution of their individual employees. Thus, managers
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