Myopic Business Disorder

Connie Laughlin

There’s more than one way to do business. Are you shortsighted in your business savvy?

A business suffers from Myopic Business Disorder when the business owner has a lack of discernment, long-range perspective in thinking, or planning. Why would any business leader not want to investigate viable options in business?

A well known fact in business is you must be protected. “Protection”, we sure hear that word frequently. I wonder why? If you do not want something to happen you need “Protection”.

If you own or operate a company from 2 – 100+ employees there’s a good chance you’re not really sure if your company’s legally protected in a myriad of ways. You probably don’t know what a lot of worksite employee laws mean or if your business manager walked out how you handle any of the HR admin duties. What would you do if a workers’ compensation insurer was going to continue to pay on a claim you believed to be fraudulent? Is your safety manual and employee handbook up-to-date? Do you have appropriate safety meetings, ever? How can you keep the cost of your employees predictable? Seriously, what different kinds of training and risk management strategies do you have in place?

Are you an agent of change? Or, are you doing the same thing you’ve always done, the very same way, day after day expecting a different outcome? I have read that we spend less than 25% or our work day doing what we went into business to do. That means we are spending 75% of our time doing other things.

Big Brother is bigger than ever and employees seem to instinctively know how to work the system. Don’t you feel some days it’s you against them? Employees and managers need access to human resources expertise and training programs. You need the very best risk management practices in place right now. If you’re operating without observing all the worksite employee laws and without appropriate processes and paperwork in place you might want to keep your attorney on retainer. Every business owner needs the advice of a certified Professional in Human Resources (PHR), or you could find yourself sitting across from your attorney or worse yet, in court.

Are you looking for “Protection”? You need to do a little homework and implement best practices. The outsourcing of things that don’t generate revenue is a perfect example of where to start.

Are you still working blindly with an uneducated myopic view of your business? Get your facts first, and then you can distort them as much as you please. Facts are stubborn, but statistics are more pliable. - Mark Twain

If you outsource non-revenue generating duties within in your business to certified professionals for around the very same cost as what you’re spending in house – wouldn’t that make sense? Of course, it does. Typically non-revenue generating duties are payroll, human resources, safety, and employee related risk management.

If you consider the option of outsourcing anything that has to do with money, ensure they’ve got the very highest credentials! For example, some unscrupulous staff leasing companies were only out to make a fast buck, when they went out of business they left their clients in a financial pickle.

Now staff leasing company’s are referred to as PEO’s (professional employer organizations). Highly accredited PEO’s bring best practices into place with a vast offering of services and certifications to protect you from liability. You can easily verify their credentials at NAPEO (National Association for Professional Employer Organizations) - http://www.napeo.org.

It makes a lot sense to outsource non-revenue generating duties. It clears your desk and mind to manage your plan of action to keep revenue streaming in.

Let your small to medium business lighten the load, wipe the sweat off your brow, get a strong risk management program in place, and get back to work.

If you own or operate a company from 2 – 100+ employees there’s a good chance you’re not really sure if your company’s legally protected in a myriad of ways. You probably don’t know what a lot of worksite employee laws mean or if your business manager walked out how you handle any of the HR admin duties. What would you do if a workers’ compensation insurer was going to continue to pay on a claim you believed to be fraudulent? Is your safety manual and employee handbook up-to-date? Do you have appropriate safety meetings, ever? How can you keep the cost of your employees predictable? Seriously, what different kinds of training and risk management strategies do you have in place?

Are you an agent of change? Or, are you doing the same thing you’ve always done, the very same way, day after day expecting a different outcome? I have read that we spend less than 25% or our work day doing what we went into business to do. That means we are spending 75% of our time doing other things.

Big Brother is bigger than ever and employees seem to instinctively know how to work the system. Don’t you feel some days it’s you against them? Employees and managers need access to human resources expertise and training programs. You need the very best risk management practices in place right now. If you’re operating without observing all the worksite employee laws and without appropriate processes and paperwork in place you might want to keep your attorney on retainer. Every business owner needs the advice of a certified Professional in Human Resources (PHR), or you could find yourself sitting across from your attorney or worse yet, in court.

Are you looking for “Protection”? You need to do a little homework and implement best practices. The outsourcing of things that don’t generate revenue is a perfect example of where to start.

Are you still working blindly with an uneducated myopic view of your business? Get your facts first, and then you can distort them as much as you please. Facts are stubborn, but statistics are more pliable. - Mark Twain

If you outsource non-revenue generating duties within in your business to certified professionals for around the very same cost as what you’re spending in house – wouldn’t that make sense? Of course, it does. Typically non-revenue generating duties are payroll, human resources, safety, and employee related risk management.

If you consider the option of outsourcing anything that has to do with money, ensure they’ve got the very highest credentials! For example, some unscrupulous staff leasing companies were only out to make a fast buck, when they went out of business they left their clients in a financial pickle.

Now staff leasing company’s are referred to as PEO’s (professional employer organizations). Highly accredited PEO’s bring best practices into place with a vast offering of services and certifications to protect you from liability. You can easily verify their credentials at NAPEO (National Association for Professional Employer Organizations) - http://www.napeo.org.

It makes a lot sense to outsource non-revenue generating duties. It clears your desk and mind to manage your plan of action to keep revenue streaming in.

Let your small to medium business lighten the load, wipe the sweat off your brow, get a strong risk management program in place, and get back to work.