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One of the most frustrating (and sometimes terrifying) aspects for any modern employee or customer is the lack of simplicity in practically everything businesses do these days. Organizations today are fiercely competing with one another to attain complexity, while at the same time loudly claiming to be making things simpler for everyone. Complexity is adored, worshiped and organizations behave as if every employee has been hypnotized by some mysterious force to shun simplicity. This has resulted in every modern business suffering from complicated project plans, complex paperwork, insane laws, tedious procedures, cumbersome business transformations, jargon spewing executives, etc., that engulfs everything right from the janitor’s department to the CEO’s office. Even the most trivial of tasks is made difficult and daunting. In layman terms, modern business is like walking through a thick smoke or a business fog that does not impair vision, but simply numbs the brain. This fog turns every employee into a living zombie who becomes oblivious to the pain of complexity. Unfortunately, the complexity you see has evolved over the years due to many sane and insane reasons and keeps growing by the day. Nevertheless, while you may have no say in reducing the fog of complexity due to numerous reasons, you can still cultivate a special power to see through the fog. The five methods described below can help you see beyond the visible pomp and ceremony, see clear patterns from chaos and see things that other are unable or unwilling to see.

1. The first lesson to see through fog is to be dismissive of hype, hot air, business jargon and fluff when projects, jobs, etc., are being described. Seek simplicity even if it is not fashionable or popular. Just because everyone around you has gone crazy, one need not join that bandwagon to survive. Concentrate only on the practical, real work necessary. It is important to note that the glamorous job descriptions many executives paint themselves with is very different from the ordinary (or even mediocre) work they will be doing in reality. Many years ago I was accidentally involved in a prestigious multi million dollar technology project that covered many countries. My accidental involvement was because a few key staff members had suddenly quit and I was thrown in due to business urgencies. Though I had a generous experience in doing technical stuff, the hype and pomp of the project made me feel like a lamb among wolves. Everything about the project was awesome, or so it seemed. Every other day I had to endure a slow lingering torture by PowerPoint presentations that spewed slide after slide, graph after graph, table after table and business transformation agendas by jargon speaking executives. I would sit there bewildered and embarrassed to admit I don’t understand anything. However, when the actual project and the hands on work started all the artificiality and terror vaporized. The whole project was simply about installing a bunch of computers, half a dozen softwares and a series of data transfers from the old computers and old softwares in the various international sites. And that was no rocket science even for an average techie. So this is how many projects work in modern organizations. Once the hype and hoopla is broken it is usually nothing but an emperor’s new clothes story inside.

2. The second lesson is to know the difference between difficulty and complexity. Few people realize that difficulty is different from complexity. Difficulty is a natural thing based on the task and depends on the effort involved. But complexity is a man made thing, an aura of hype deliberately invented to make the task look glamorous, impress others and separate the royals from the commoners. Difficulty is unavoidable, but complexity is optional. For example Sanskrit, an ancient Indian language (now almost extinct) was deliberately made complicated so that only the elites were eligible to learn it. There were too many do’s and don’ts, too many rules, and tedious methods of learning intended to keep the ordinary folks out. So the common folks invented their own simple languages and thus rejected the complexity of Sanskrit. Similarly many classical arts worldwide have suffered the same fate. In a similar way you should reject complexity and seek simplicity. Coming back to the business world, many business decisions, even billion dollar ones, can be easily taken if one has the realistic experience to summarize it into a few pages containing the absolute essential details. But if it is mandatory to go through the rigmarole of “one method fits all” flamboyant process of fancy Hollywood type presentations, endless meetings, status reports, jargon filled complex paperwork outlining all the unwanted and unviable alternatives, etc., then the same decision now becomes complicated and tedious.

3. Learn to separate the wheat from the chaff. Be like an elephant. It has been said elephants can detect the slightest amount of unusual noise among the countless noise and din created by other animals around. Similarly you should learn to suck only the essence and filter out all complexity. Remember if a million people do a foolish thing, it is still a foolish thing. Often you can reduce any project, no matter how big or complicated, into a simple short summary that contains all the necessary details to take a correct decision. For example, a fifty page report may really contain only five pages of useful information that is needed to take a decision, while the remaining forty five pages could just be cosmetics, bells and whistles.

4. When something appears complex, don’t be afraid to ask elementary questions, dumb questions or even absurd questions. If you know the subject matter well and it still appears complex, then don’t portray an illusion of understanding. Different people understand the same thing from different angles. Cultivate a “Show me how or let me do it” habit. Think of hypothetical situations where you have to do everything yourself or teach everything to someone else. Think in terms of shopping lists and the real work necessary. Learn to read the fine print. The fine print is where the truth is hidden.

5. It is always the insecure and clueless managers who create complexity as Jack Welsh had observed in his quote, “Insecure managers create complexity. Frightened, nervous managers use thick, convoluted planning books.” Too many managers avoid learning the work hands on, or at least an essential percentage of it. They never bother to understand the “Nuts and bolts” or roll up their sleeves to get involved. Instead they run their departments from a high level by viewing the world through status reports, endless meetings, email wars, metrics, statistical gymnastics, asking tough questions, etc. By refusing to learn or get involved they distance themselves from understanding any practical issues and difficulties of a department, and very soon everything they do becomes automatically complicated, which gets spread around like an infectious disease.

Finally we can conclude this article with a quote by Ernst F Schumacher who said, “Any intelligent fool can make things bigger, more complex, and more violent. But it takes a touch of genius – and a lot of courage – to move in the opposite direction.”

Author Bio: Thejendra B.S is the author of the wacky business book THE CAVEMAN DIARIES – Some Raw Advice for Modern Executives, now also available on Kindle. Visit his web cave http://www.thejendra.com to download sample chapters and read other free articles.
Category: Business Management
Keywords: caveman, diaries, leadership, self help, management, boss

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No is such a small word and yet so hard to say. Often we don’t want to say no, even when that’s the right thing to do because we don’t want to risk appearing unable, unappreciative, or disrespectful. We don’t always act as we know we should. Many people place more value on what others think of them rather than on what they think of themselves. Their need to please others is so strong that, in pleasing others, they continue to diminish their own worth and the quality of their lives. If you, like many people, inadvertently are more concerned about pleasing others than pleasing yourself, it’s time to change.

If you consider what others think of you to be more important than what you think of yourself, you are likely to accept more responsibility than you want or can handle. In a childish attempt to please, you might accept too many responsibilities and become overwhelmed. We’ve all had occasions when we were afraid to tell the boss no. We’ve hesitated about refusing an invitation lest we hurt someone’s feelings, or we’ve agreed to help out a friend even when we didn’t have the time to do so. As stated before, this can cause you to feel overworked, underpaid, out of control, and unappreciated!

If your self-image is healthy and your need to please others is secondary to pleasing yourself, you will tend to frame your responses in light of your values and priorities. As a result, you will find yourself appropriately saying no when requests are not in alignment with your values and goals. Focus on developing attitudes and habits that continuously enhance a positive self-image and a high level of confidence. Focus on doing the right things for the right reasons.

The key to changing any habit is having a desire to change. Desire is reinforced by your conviction that your goals and priorities are right. Habits are very powerful and difficult to break. Therefore, you must really want to change and the rewards or the consequences must outweigh the alternative. If not, you’ll do what’s comfortable. It is frequently easier to do what is familiar than to do what we know is right, but familiar may not be best.

Choose the outcomes you desire. Who you are today may have been the result of choices made by many others in years past. Who you become tomorrow will be a result of choices you make today. Look to the future, not to the past. View setbacks not at failures but as learning experiences and opportunities for growth. Situations do not control you. If you feel your job, your life, your boss, your employees, or your family controls your time, you’ve chosen to let them. You can choose to control your own life. You can select the events in which you want to participate and affect the ultimate outcome. Alan Kay once said, “The best way to predict the future is to invent it.” People may choose to control our lives, but they are only successful of we choose to let them. What you accomplish and the amount of time you spend getting there depends on the choices you continue to make.

Author Bio: Tammy A.S. Kohl is President of Resource Associates Corporation. For over 30 years, RAC has specialized in helping businesses and individuals achieve high levels of excellence and success. Learn how at http://www.resourceassociatescorp.com or contact RAC directly at 800.799.6227.
Category: Business Management
Keywords: time management, employee, boss, family, control, self-image, attitudes, habits, Alan Kay, choice, R

Trust is essential to the success of any team. Outstanding performance and winning teams are based on trust and competencies that produce results. Trust is a belief that those who you depend on in your team will meet your expectations. When trust is present, your team members will work effectively together, share information freely, share challenges and mistakes, admit lack of knowledge, and commit themselves to the success of the team. It is easier to build trust when working in the same physical environment because you will be exposed to many visual clues. Researchers say that it takes less than four minutes to make a trust judgment based on someone’s voice, body language, and words. However, in today’s business arena, there are times where a team is functioning remotely and developing trust can never be forgotten or pushed to the wayside.

When people fail to work well together, it is often because there is no trust. When there is no trust, there is fear, and fear is a major deterrent to innovation and results, and without trust the best ideas will never surface. Trust can never be mandated, as it must always be earned. There must be honest, complete, and open communication delivered in a way that fosters mutual respect. Your employees must feel free to ask questions with the confidence they will receive support and the necessary information. Each employee must also feel free to openly express his or her thoughts and feelings. There can be no hidden agendas or clandestine activities. An effective leader must become an expert at ensuring that everyone is kept informed and feels that they are in on things.

In his book, Building Productive Team, Glenn Varney introduces what he calls the Trust Cycle as a means of showing how leadership can prevent cynicism and establish trust. The Trust Cycle shows “Trust is developed from adequate to total information so that the individual can influence or make decisions, which builds more trust.”

There are many factors and behaviors that build trust, and even though developing trust is a very individual experience, research has shown there are some common factors, which help create an environment of trust. Trust can be enhanced when a leader focuses on building strong relationships with and among the team. Review the following categories and concepts as it relates to your department, team, or business unit. What can you do to build stronger relationship and deeper trust within your team? How will it impact the overall results?

Results: All team members are focused on and produce results, exceed customers expectations, meet delivery times, and measurable results are documented

Integrity: Team members can be trusted to mean what they say when they say it, show commitment to the team, do what they say they will do, communication is essential, and behavior is in the best interest of the team

Change: Team members are willing to change and adapt, open to other view points, and are flexible

Empathy: Putting yourself in a team member’s shoes and showing care and concern are culturally sensitive, and sensitive to the impact of all decisions

Author Bio: Tammy A.S. Kohl is President of Resource Associates Corporation. For over 30 years, RAC has specialized in helping businesses and individuals achieve high levels of excellence and success. Learn how at http://www.resourceassociatescorp.com or contact RAC directly at 800.799.6227.
Category: Business Management
Keywords: trust, performance, glenn varney, building productive teams, results, leadership, management, commun

When we start our own business we have all the motivation and dedication in the world. We put 100% effort into our work and put a lot of thought into everything we do at the office and when we’re working.

The one thing that can ruin a business that has great potential is the people working for it. You may have a good management, but if your employees aren’t working hard, don’t care and only want their check at the end of the week your business will start showing that. So, to try and keep your business above water and better than your competitors you will want to consider a few of these tips below.

Resume: To start, you want to find someone that has a good resume. They should have the experience they need for the job and more. It’s better to have someone that knows what they’re doing in the field than a newbie. So, find someone with a professional resume.

Personality: Also, you want to make sure you find someone with a good personality. Not only are you going to have to see them every day and talk to them, but your other employees are going to need to get along with them as well. We don’t want a Debbie downer or a negative Nancy around the office so make sure you’re making some wise decisions during your interview.

Professional: Your employee should also look professional. They should be well groomed, nicely dressed, have good hygiene and come off as professional. You want people that care about their image and are self confident. The more confident someone is with their self the better worker they can be sometimes.

Good references: It is important that your employee has good references. You need to find out if they’re known for being late to work, call in a lot, if they’re hard working or not and if they get along with other people. If your employee does have good references try to find out why they aren’t working with their previous employers anymore. There may be a story to tell.

Also, make sure they’ve never been fired. A lot of companies put up with bad workers so when the time comes to where they need to be fired you know that aren’t good for your business.

Special something: When interviewing you will usually find that special something about the person if you like them. Whether they are very polite, professional or have a good background, it will spark. You will know if they are right for your business or if they’re not almost immediately.

If you want a strong and successful business you need to find employees that will help create that. You want them to work well together, not goof off, work hard and are willing to give it everything they’ve got. Although, it is important that you do reward them when you see this good behavior because that will motivate them to keep working hard for your business.

Author Bio: Find the Best Business Tips as well as more of my work at FindBizCards.com.
Category: Business Management
Keywords: hiring new employees,hiring employees,how to hire employees,looking for employees

Is your business in financial trouble, unable to pay its debt and facing probably closure?

This is precisely the situation that a Company Voluntary Arrangement (CVA) was designed for – it is designed to rescue a business where it is unable to pay its debts and is facing closure.

Firstly lets look at some of its key features which help give the business chance to turn around and become sound again:

- Creditors agree to accept a reduced settlement of their debt payable over (typically) a five year period.

- Once a CVA is agreed monthly payments to the company creditors will be reduced to an affordable amount.

- At the end of this period the rest of the debt (often over 50%) is written off

- Court actions such as Winding Up Petition or County Court Judgements are stopped

- Creditors are not allowed to add further interest payments to the debt

- No upfront investment is required

- Once accepted, all of the company’s creditors are bound to the proposal (whether they voted for it or not).

All these things add up to making it a great solution to get the company back on a sound footing and trading debt free.

One of the major questions people ask is:
How much does a CVA cost?

The answer is, that while a fee is payable to the insolvency practitioner who is licensed to implement and supervise the arrangement, this is normally deducted from the monthly payment to creditors. The business simply makes the agreed affordable monthly payment which is distributed by the supervisor on its behalf to the creditors and the fees are taken out of that payment.

This gives the CVA a significant advantage over a pre-pack administration or phoenix as a company rescue solution. Pre-pack administration will normally require a minimum investment of GBP15,000 in order to buy the old company assets.

A company voluntary arrangement is a private agreement. As such there is no advertisement and no need for clients to be told. In addition, the business is not broken up and key people and teams can remain together.

While there are a number of advantages there are some potential disadvantages which need to be taken into account.

Firstly, how to avoid repeating the same mistakes that got the company into financial trouble in the first place. There is no requirement for the Directors or management team to change, however it may be sensible to consider introducing new ideas by employing a new member of the team. If you just carry on doing the same thing as before, why would you not expect to end up in the same mess?

In addition, having implemented a CVA, the company’s credit rating will be affected. This may mean that it will be difficult to obtain additional bank finance while the arrangement is in place.

Despite these potential issues, the advantages of a company voluntary arrangement as a business rescue tool are significant. This is not least because no investment is required to implement the solution. This is a key advantage at a time when cash is almost certainly not freely available to the company.

Author Bio: Derek Cooper is Managing Director of Cooper Matthews – specialists in Business Debt Advice for small to medium sized businesses. http://www.company-debt.co.uk/cva-company-voluntary-arrangement.html
Category: Business Management
Keywords: company voluntary arrangement,cva,winding up,financial difficulty,insolvency,company debt,business t

When it comes to conference calling, a lot of people in the business management environment experience some level of uncertainty about the correct protocol. When should you speak? How much should you say? When should you keep quiet and wait your turn?

Naturally, the most productive conference calls are the result of good teamwork, and organization. But how do folks achieve this? How can we learn to apply the principles of teamwork in the context of a teleconference, or any other type of call handled through a conference bridge?

This article seeks to provide answers by considering a few apt quotes from the famous playwright, Shakespeare. Some of the many notable Shakespearean quotes speak directly, and poignantly to the question of correct form in this format of communication.

“Modest doubt is called the beacon of the wise.”
The professional environment can be unnerving, especially in situations like conference calls, where not all callers may not be experienced. A great rule to bear in mind is not to get ahead of yourself.

Remain calm and centered. Try not to get into a competition with yourself or with anyone else, because that will subvert the flow of the conversation quicker than anything else. One of the best ways to achieve this balance is to maintain a healthy dose of modest doubt.

“Things done well and with a care, exempt themselves from fear.”
There is no substitute for sound preparation; planning in advance with care is the best preparation for any phone conference. Strong research is the only foundation for insightful analysis; and your role in the conference call might frequently only be as productive as the level of good research you have put into the effort beforehand.

This is often a hard thing to accomplish. And yes, the key to eliminating fear is the salve of careful planning. If you are ready for the conference call, the experience will be pleasantly different than if you had arrived unprepared and with your mind on other things.

“Most dangerous is that temptation that doth goad us on.”
Remember, a phone conference is not about having all the answers. It should be about knowing what you need to do, so that everyone can be impressed with how all-together you are. In this way, the conferencing services to achieve a larger goal in the development of better teamwork.

So resist the temptation to defend your ground at all cost. Don’t be afraid of not knowing, or of being willing to express an openness to reconsider a position or a willingness to more fully understand the other side’s point of view. Those who enter into the phone conferencing environment without heeding this principle will throw others off their game!

“Neither a borrower nor a lender be.”
Throughout this exploration of group communication, we keep returning to the principle of teamwork. A conference call bridges together multiple parties and typically, the conference bridges multiple perspectives as well.

So when you borrow from the ideas of other, make sure they get full credit. The key to success in a conference call is to let each player fulfill his or her own part in the call.

Author Bio: Andre D. Vanier is the CEO of Rondee’s conference bridge service. Vanier has written a variety of articles on phone conference services and other systems designed to improve organizational effectiveness.
Category: Business Management
Keywords: Rondee, free conference call

Nike, the sporting goods company, is known for its cutting edge sportswear and its ’swoosh’ logo is one of the most recognized worldwide. However, it has been in the news for all the wrong reasons lately. The company has received a lot of flak about its manufacturing practices, more specifically, the use of sweatshops in the developing world.

The charges leveled against this international sporting goods manufacturer is that it utilizes unfair trade practices in order to manufacture its range of products that are then sold in Western nations at extremely high prices. Some part of this statement certainly is true. The shoes and apparel are made in countries like the Honduras, Vietnam etc where the wages paid are a fraction of what they would be in the United States or Europe. The workers, mostly women, do not get most of the benefits that their counterparts in the developed can avail of.

This business practice of Nike, and of many other manufacturers, has been at the receiving end of so much condemnation in the media. Some people have boycotted the use of these brands, although it is safe to say that there are not too many companies that do not do the same.

Before one starts to censure these companies, one has to look at the other side of the coin in order to get a clearer picture. The fact is that these so called sweatshops are a mainstay of the economy in these developing countries. The people who work there are extremely happy to get this opportunity to earn a regular and lucrative source of income. They view jobs such as this as an opportunity to improve their lives and to provide better opportunities and education to their children.

You must also realize that countries where these factories exist have very little legislation to protect worker’s rights. Many times these jobs are the best ones available given the educational qualifications of the workers. The truth of the matter is that they do not judge the job on the basis of the final selling price of the product or on how much a worker in the United States would earn by doing the same thing.

Of course, this does not mean that manufacturers like Nike should ride roughshod over their labor force just because they can. These companies have labor policies that tend to be better than those of the country where they are located. The probable reason that people balk at the idea of these offshore factories is the precedent set by ‘banana republics’ which used western companies to exploit their people for the gain of an elite few.
This business practice has advantages for everybody concerned.

The manufacturer is happy to get a substantial profit margin and the workers are very glad to get a regular source of income. Another set of people who are happy to benefit from this arrangement are the customers who get their sports gear at prices that suit them.

Author Bio: I am basically a graduate at the University of Hamburg and you can get awesome articles and valid information from the ones which I submit specially for you to take a look at. Check out Nike Images, Nike Graphics or Nike Pictures.
Category: Business Management
Keywords: Nike, sweatshops, worker’s rights, developing countries, manufacturing practices

So you are going to open a salon. Have you chosen your hair suppliers yet? Choosing the right vendor of your hair dressing equipment is a very important of your business. They can be very beneficial to you and help you build up your salon. Together, you and your vendor will form a team to make your business stronger and better. When you are looking for hair suppliers for your hair dressing equipment, consider these things.

How long have they been around? This is not to say that the slick, new vendor down the street isn’t competent, but an established company will offer you more stability and reliability. They are also probably better equipped for handling any problems that you may have.

What do their other customers say? If you really want to know how well (or how poorly) a company performs, ask its customers. Ads can say a lot of things, but when you start people, THAT is when you are most likely to start getting the truth. Talk to other shop owners about the hair suppliers that they use. Ask them questions about specific companies and see what kind of feedback you get.

Are their prices competitive? Of course you don’t want cheap equipment that is going to fall apart the first time that you use it. Then again, you don’t want to pay through the nose for hair dressing equipment either. Your best bet is to find vendors whose prices are competitive and reasonable.

Do they provide good customer service? Many people would rather pay a little more for a product and get great customer service, than get something cheap and have lousy or non-existent customer service. Your hair suppliers should offer good customer service, ready to resolve problems, help you with problems and make your job much easier.

Do they know their products? When a representative comes to see you, do you get a sense that they know their products well, or does it feel to you that they know little about what they are selling? Good hair suppliers know their products very well and can make recommendations to you if you need something. They should also know how to substitute products when one thing isn’t working for you.

Do they the industry? Good hair suppliers should not only know their own products, they should also be very familiar with the industry. They should know what the needs are within the hair industry and be able to respond to those needs with product and support.

Do they keep up with cutting edge technology? The beauty industry is always changing and evolving. Do your hair suppliers keep up with the latest breakthroughs? Do they visit you regularly and educate you on what is new and now? Or do they keep peddling the same old stuff and keep trying to fix the same problems with the same tired solutions.

Do they have the products that you need and want? Now, a vendor can be fantastic and possess all of the traits listed here and still not have the products that you need or want. In that case, they still aren’t of any use to you. Make sure that your hair suppliers have the type of hair dressing equipment that you want and need. After all, it is you salon. You should have the products that YOU want.

Author Bio: Beauty and Hair Suppliers is an Australian company that draws on more than 35-years experience in the hairdressing industry. Our products such as hair foils and salon towels are made to the highest possible standards and are created for shop owners who demand high quality, high value and high returns.
Category: Business Management
Keywords: hair suppliers,hair dressing equipment,hair salon,hair supplier,hair and beauty supplies

If you have employees, you need to have an orientation manual. Here are a few tips to get you started.

Defining the Purpose

There can be a few different purposes for orientation manuals and a few different directions you can go. Often, for instance, an orientation manual contains step by step directions on how to perform the specific task that the employee was hired to do. Much more often, orientation manuals are used as a way of introducing the new hire to the company, its history, and its policies regarding rules and standards of employee behavior, expected attendance, vacation and sick day systems, and disciplinary policies. Of course, there is no rule against making an orientation manual that combines all of these purposes, it will just take some customization when it comes to the different jobs and tasks at your business.

Make An Outline

Not only will making an outline help you organize the booklet, it will help give you an idea what sections you will feel all right about writing yourself, and which parts you might need some help on. In any event, you will want to make sure that an HR professional and a lawyer with some experience in these matters take a quick look at the outline to make sure that everything that needs to be included is in there.

If the orientation book you are putting together does contain instructions on how to do a certain job, make sure that you speak with the most knowledgeable person in your company regarding that job. After getting all the information you can from that person, write the piece and have him or her read it over to make sure that it is clear and correct.

Gathering Documents

There are likely quite a few already-existing forms that you will want to have included in your book including job specifications, organizational chart including names, titles, and contact information.

Other Items To Include

Your company may have certain ways of doing things that your new employees might be interested in, such as ordering lunch for all when there is a birthday, etc. This is a great way to let your new hires know about such things, as well as any sorts of amenities that are offered such as free soda, on-site classes, shuttle service, etc.

Before you are finished writing your manual, conduct small, brief interviews with a couple of your newer people and ask them what they wish had been included in the manual when they got hired, or what kind of information they lacked their first couple of weeks on the job.

A warm, welcoming introduction letter from the highest ranking officer in the company as well as in your division is a nice touch.

Also include a sheet that the employee can sign acknowledging they have received and read the orientation manual.

Binding

Three-ring binders are the easiest way to go, and make additions to the booklet a snap. Plastic comb and spiral coil are good options as well. The key is to make the book functional and readable in a hands free fashion, especially if it contains instructions on how to do a specific job.

Author Bio: If you are interested in more information about how the right Binding Machine can help you create an orientation manual, you might want to visit MyBinding.com. They offer a great price and Free Shipping on orders over $75.00. Plus, they carry a full line of Binding Accessories, of all styles, types and capabilities.
Category: Business Management
Keywords: orientation manual,employee orientation manual,employee orientation,orientation manuals

If you are saddled with the task of compiling an annual report for your company, here are a few quick tips to get you started.

Get Your Numbers Together

The basic purpose of an annual report is to present the financial status of your organization and a vision of the future (this goes for nonprofits as well). In order to get the information you need, you will have to have some meetings with your financial people, as well as those who are in charge of what direction the company is planning on taking in the future.

Organize the Report

Depending on your for profit/nonprofit status, there are certain things that must be included in your annual report. You should consult with some legal and financial advisers who have some experience in these matters for information on what your annual report mus include. Here are some of the basics, however:

1. Income Statement/Balance Sheet: Gives a report on your financial status, such as detailed explanations of your net income or loss for the year. You may have to list assets and liabilities, and shareholder equity.

2. Cash Flow Statement: a report on the liquidity of your company, and how cash moves through your business.

3. Risks: a detailed account of current and presumed future risks your company might face.

4. Notes: here is where you will detail your accounting practices, as well as how the information you are presenting was gathered and processed. If your company is publicly traded, there must be a section wherein a senior officer states that accounting meets the requirements of the Sarbanes-Oxley Act.

Designing and Binding

If photography, design, and copywriting are skills that you do not possess, you may have to hire professionals, or find some people who are willing to donate their services if you are a non profit. It is important that your annual report look as professional as possible, but if your company has faced some challenges in the previous year, you may not have the kind of budget you might like. In that case, find some writers and/or artists who are just starting out and may work for less.

As far as printing and binding, there are a few different styles that may suit an annual report. Spiral coil, twin loop, and thermal binding are three that you may want to consider. If your company is just starting out and looking to save some money, consider purchasing one of these binding machines and doing the work yourself.

Order

You will want to start with a letter from your most senior officer. His or her message should include an overview of the year’s high points, and a summary of financial performance written in layman’s terms.

After that, the order of what you present is up to you. Have a look at some other annual reports and borrow ideas from the ones that you like. How you present this material is entirely up to you, but in the overall narrative you will, of course, want to put as positive a spin on your situation as possible. If things have been going well for you, and are going to continue in that way, by all means, let the world know. If you have struggled, try to put as much emphasis as you can on the aspects of your year that showed promise.

Author Bio: If you are interested in more information about how the right Binding Machine can help you create a great annual report, you might want to visit MyBinding.com. They offer a great price and Free Shipping on orders over $75.00. Plus, they carry a full line of Binding Accessories, of all styles, types and capabilities.
Category: Business Management
Keywords: annual report,putting together,annual report look,senior officer,annual reports,report look