Skip to main content
Tag

HR

January 2021: Four Succession Planning Steps

By Business Consulting, Human Resources, Succession Planning

Four Succession Planning Steps for 2021

Generally, businesses have two sources of irreplaceable knowledge – people and database(s). If either is lost, years of insight can be erased in an instant, forcing companies to learn a hard lesson. While organizations recognize the need to implement data backups, fewer see the critical nature of developing a succession plan. The key to successful succession plans is not waiting for signs a transition is needed, but proactively developing a plan and options. This will ensure knowledge is shared from person to person long before any departure and that your company is prepared for the future.

Read More

August 2020: What Do Great Leaders Do Next?

By Business Consulting, Finance & Accounting, Human Resources

What Do Great Leaders Do Next?

Leaders’ successes typically revolve around the ability to develop and implement brilliant visions.  They help their staff move forward in their careers; they build their organizations; they make their communities better places.  The blur of health and social trauma over the last five months (with no end in sight) gives leaders a very different challenge.

It’s hard to create a brilliant vision with this level of uncertainty; it’s hard to help people advance in their careers when a computer screen is the only connection; it’s hard to find the energy to move forward when the race is a marathon and the footing is muddy.

Read More

July 2020: Our Brave New World- How to keep employees engaged while planning for uncertainty

By Business Consulting, Finance & Accounting, Human Resources

Most businesses have moved beyond the initial shock of the COVID-19 pandemic and are adjusting to a new reality. Now, organizations need to remain flexible and devise strategies to keep their workforce engaged while planning for uncertainty. With the unpredictable nature of the pandemic, businesses are faced with repetitive attempts at forecasting and budgeting. Projections need to anticipate multiple scenarios to pivot quickly. Another challenge is managing employee burn out, morale, and feelings of being disconnected.

Read More

Beth Williams

By Uncategorized

Beth Williams, a Warren Whitney professional, has worked in human resource management for over 25 years with experience that spans many diverse industries. She provides a full range of HR consulting services and strategic solutions that are customized for each client and that provide a clear direction to company goals and objectives.  There are no pre-determined solutions; they are unique and creative taking best practices, individual personalities, management styles and company culture into consideration with each client. 

Management Experience:

Beth’s passion is helping businesses optimize their greatest investment, their staff.  Whether she is in an interim HR management role or is working on a short-term project, she immerses herself in as many aspects of the business as possible.  From conducting employee focus groups, providing organizational development through training opportunities, to coaching managers regarding employee relations or performance management, there is consistent and continuous improvement that is measureable.  The results are stronger leadership, smoother operations, improved employee morale and compliance on important legal issues thus reducing risk to the organization.

Beth serves her clients in the following areas:

  • Recruiting and Executive Search services
  • Benefits consulting
  • HR audits
  • Performance management
  • Employee focus groups and culture definition
  • Change management
  • Compliance, process improvement, and policy development
  • Leadership development and counsel

Prior to joining Warren Whitney, Beth successfully owned and operated her own HR consulting business for 14 years and is a principal in a technology consulting business. She has a solid understanding of the challenges business owners face, and enjoys using her HR and consulting expertise to offer solutions and strategies that help overcome those challenges.  Many of her clients have been long term as she was serving in a fractional HR management role for these small businesses.

Education and Professional Associations:

Beth received her B.A. in Psychology with an emphasis on business school coursework from the University of Richmond.  She is a native of Roanoke, VA and has served on various boards in the Richmond area. For eight years, Beth served on the Board of Coordinators 2 Inc., a local adoption agency whose mission is to find forever families for infants and foster care children.  Currently, Beth serves on the Marriott Board of Directors for Crystal Shores Resort in Marco Island and she loves spending time in southern Florida and representing the owners of the resort in COA matters.

 

Send Beth an E-mail

Janet Duncan

By Uncategorized

Janet Duncan, a Warren Whitney professional, has over 20 years of varied Human Resources and Compensation management experience fostering in long term, competitive strategies to attract, retain and engage top talent and achieve cost management. Her primary focus has been with Fortune 500 companies at the corporate, regional and manufacturing / distribution work environments. Her industry experience spans healthcare, energy (oil & coal), consumer products, and education. Janet provides a full range of HR consulting services and strategic solutions that are customized for each client and that provide a clear direction to company goals and objectives.

 

Management Experience:

Janet’s specialties are implementing HR projects and processes including acquisition/merger compensation, performance management, employment/ staffing and training/development.  She enjoys rolling up her sleeves whether in an interim HR management role or working on a short-term project. Janet serves her clients in the following areas:

  • Recruiting and Executive Search services
  • Compensation consulting
  • HR audits
  • Performance management
  • Employee focus groups and culture definition
  • Change management
  • Compliance, process improvement, and policy development
  • Leadership development and counsel

 

Education and Professional Associations:

Janet received her M.S. in Human Resources Management from Georgia State University and her B.S. in Sociology with a Concentration in Analysis and Research (CAR) from the University of Wisconsin at Madison.  She also holds two national certifications in Human Resources and facilitated HR accreditation courses for eight years. She is a member of the Richmond Society of Human Resources Management (SHRM) and national SHRM organizations.

Email Janet

 

The Human Resources Alphabet: EEO, ICE, COBRA, ADA and many more…

By Family Businesses, Human Resources

 

IMG_5924

Contributor: Beth Williams

Downloadable link

Today in business, there are more acronyms, legal agencies and regulatory requirements than ever before. If you employ people in your business, you must understand and comply with some of these requirements, many of which can be daunting.  The number of people on your payroll will determine the magnitude of your time involved and, ultimately, the work expended to comply with the requirements.  The full life cycle of an employee from recruiting strategies through terminations and all actions in between, present opportunities for a lawsuit.  The key is creating best practice processes, policies and a workplace culture that protects your company and manages risk.rements than ever before.  AND they just keep on coming with the impact of the Affordable Care Act (ACA) and the Fair Labor Standards Act (FLSA) being at the forefront this year for many employers.

Read More

Financing Alternatives

By Family Businesses, Finance & Accounting

Stepahnie

Contributor: Stephanie Ford

Download Printable Version

Imagine this…. Your company is growing… you need capital to continue to expand… however, you’ve been turned down by three banks in a row.  Yikes!   Has this ever happened to you?

In my 12 years of experience as a commercial banker, the better prepared a business owner was for the request, the more likely they would receive financing.  Owners that came to me with a binder chocked full of financial statements, detailed reports, and maybe even a strategic business plan were impressive. Entrepreneurs that provided few concrete materials and simply shared a stream of consciousness of their ideas gave me little to work with.

How to position yourself to get funding for your business is critical in today’s tight credit markets. Preparing a request for financing should be taken seriously, and good preparation will yield better results. Here is a framework for thinking about your approach.

1Think hard about why you need to borrow.  Specifically identify the purpose and develop a business case for the need to borrow and repayment.  The best way to do this is to prepare monthly cash flow projections of sources and uses of cash.  This prediction of needs and surplus will help to identify how much you need to borrow and how quickly your business can repay the loan.  The purpose of your borrowing need will also help to determine what type of loan is best for your company, such as a revolving line of credit for working capital needs or a term loan for permanent improvements to real estate or equipment purchases.

2.  The more complete a package of information you can provide to the bank, the better.  If you have a business plan, share the entire plan with your banker.  In addition to 3 years of financial statements and tax returns, also include any other key reports that you use to run your business.  This may seem excessive, but even routine reports such as an accounts receivable aging and accounts payable aging aid in giving the banker insight to your customer management and diversification.  Be sure to share any key metrics that are valid for your industry, such as inventory turns, job costing reports, days to market, customer returns, utilization rates, etc.   Providing organizational charts and competitive industry details is also valuable.

3.  Just as important as preparing your loan request package, give serious evaluation to the bank and banker you want to work with.  In today’s market, financial institutions vary widely.  Consider what is important to you: branch convenience, technology and services, commercial focus and approval process, legal lending limit, ability for the bank to grow with you over time, etc.  Think about whether these needs are best met by working with a large national institution, a strong regional player, or a small community bank.  Once you have a sense of the type of institution that would best fit your business, research to determine the best contact at that bank for you.  Most commercial banks have several bankers in one department with a manager above them. Finding the right person and personality for you to build a long-lasting relationship with can make all the difference in the growth of your business over time, particularly through the tough years.

 

The classic 5 C’s of Credit have been an excellent guide for many over the years on the borrowing process. If you can imagine yourself in the shoes of the banker, thinking through their concerns, it will help you prepare your request and business case.

Character

During the entire request process, the banker is also evaluating your character to try to determine if you would be a trustworthy borrower.  Be sure to have your personal finances in order as well.  Complete a detailed personal financial statement (any bank can provide you their form), know your credit score, and clear up any incorrect items with the credit bureaus. Provide background about your relevant experience and track record of profitability and repayment ability. This can also include any prior company experiences. Most of all, be forthcoming with both the good and any downside to your experience.  Bankers never like surprises.

Capacity

You should know that the bank will be examining your financial statements and then calculating certain financial ratios. Two of the most critical ratios are leverage and debt service coverage. Leverage is measured by debt/net worth and the lower the better.  While the target varies per industry, a good guideline is under 2:1. Cashflow is a measure of income/debt payments or more specifically EBITDA/(prior year’s current maturities of long term debt + interest expense).  It is essential that this ratio exceeds 1.2:1.0, no matter your industry.  The higher the better as you want to show the bank you have sufficient cashflow to service your debt along with a cushion for good margin.

The key takeaway: it is good if you are able to calculate these in advance so that you can anticipate how favorably your numbers will be viewed in the eyes of the bank.

Capital

This refers to your net worth or equity value in the businesswhich is determined by the value of your assets less the amount of your liabilities (how much youown minus how much you owe).   The higher your net worth, clearly the better.

Note: a negative net worth is a red flag to the bank and a sign you may still be at the level of borrowing from friends and family or other non-traditional sources such as factoring receivables or venture funding.

Collateral

After the bank examines your cash flow repayment ability, they then look to collateral.  Consider your business assets and personal assets you have available to offer. This may include real estate, investments, accounts receivable, inventory, equipment, and even your personal residences.  How large and liquid are they in relation to the loan you are requesting?  The reality is, they should be larger than your loan request as banks discount the value of most assets and only lend 40%-80% against most assets.

Conditions

If you have encountered any difficult spots in your business in the past few years, address them up front.  Prepare to tell the story of your business and how you worked through the challenging times. Different banks may also have different tolerances for different industries.  This may be based on the performance of the industry overall, the bank’s experience in that industry or their amount of current exposure to that industry.  Ask about their preferences to find a better match and increase your success rate. Remember, no industry was untouched in the recent great recession.  How you faced those challenging times will be insightful.

Seeking financing in today’s market is complex.  To put your best foot forward, much preparation is needed.  Seek the guidance of an advisor(s) for input into your request and positioning.  Your CPA, attorney or Warren Whitney consultant can be a valuable resource in this process.

 

Key Considerations for Nonprofit Mergers

By Nonprofit, Strategy

Cropped Katherine websize

Contributor: Katherine Whitney

Download Printable Version

Many boards and nonprofit CEOs are quick to reel back at the mention of a possible merger. For some, considering a merger may be a necessity – for others it may just be a best practice as forward thinking leaders.   Important considerations include timing, mission alignment, operational fit and process.

 

When should nonprofit leaders think about possible mergers?  An obvious trigger point is when an organization is financially unable to sustain its mission.  In such circumstances, a merger may be a necessary option.  A less urgent time may be when, in the course of regular collaboration with others in your sector, you find partners that may be able to achieve more through a merger than either organization could separately.  A final example is when there is a change in a nonprofit’s CEO.  Strong boards are not afraid of thinking through whether a merger can strengthen their leadership talent.  In any of these cases, the decision may not be to pursue a merger, but by considering the option the board has taken an important step in pursuing its fiduciary duty.

 

What organizations are potential partners?  Some proponents of mergers seem to support a broad array of combinations of entities.  That’s not the best approach.  Once CEOs and/or boards have agreed on potential merger partners, serious testing of their mission alignment is in order.  Ensure that each party understands the other’s mission, vision, values and core programs.   A good test of alignment is to see whether the current mission of either party could serve as the mission for both.  Alternatively, draft a test mission statement that would be appropriate for the combined entities.  If you can’t write a compelling draft statement, perhaps the alignment is not strong enough.

 

If the missions align, will the organizations fit?  At this stage, a thorough feasibility assessment is in order.  Start by assessing the culture of each organization.  After mission, culture is the most important consideration – and the hardest to fix if there isn’t a good fit.  Beyond culture, a partial list of considerations include:

  • The impact on fund development. Will this strengthen the donor base, or will donors see this as an opportunity to cut funding?
  • The new organizational structure. How will leadership responsibility be merged?  Will positions be eliminated or will you need new positions?
  • The financial impact. Will the new model save money for either organization or will additional funds be needed to achieve the new mission?  What will need to change with compensation and benefits, and how much will that cost?
  • Governance structure.  Will the boards be merged?  Will a smaller organization have one or more board seats after the merger?
  • Corporate structure.  What is the best structure for the reorganization?  Merger? Acquisition?  A new umbrella organization?

 

Are there any skeletons?  Due diligence is an important step for both organizations.  The goal should be to have “no surprises” after a merger.  The list of due diligence documents includes corporate documents, minutes, financial statements, legal information and insurance information.  It’s easy enough to find the long list of documents to exchange; it’s critical for the reviewer(s) to be thorough and experienced enough to identify areas for further investigation.

 

What happens after board approval?  Leaders who have been through mergers will probably tell you that this is when the hard work begins.  Each of the areas considered during the feasibility assessment needs an implementation plan built around the actual planned merger date.  What legal documents need to be prepared, approved and filed? How do you bring staff together to form a new, well-integrated team?  How will accounting systems be integrated?  Who will actually serve on the board?  What are the details of the insurance policy?  One final, very important consideration, what is the communications plan?   

 

The process is not trivial, especially when you remember that the basic work of the organizations needs to continue all throughout the process.  Look for ways to provide assistance to the people leading the process; thank the CEOs and board leaders because they are doing more work than most people can imagine; and remember that it is worthwhile if you strengthen your ability to fulfill your organization’s mission.

 

Warren Whitney professionals are happy to provide additional insight on the merger process.  Please don’t hesitate to call.

 

 

 

 

 

March 2014 Newsletter: How Much Does Your Business Need in Cash Reserves

By Family Businesses, Finance & Accounting

Scott Compressed

Contributor: Scott Warren

Download Printable Version

Businesses don’t always have a choice in their level of cash reserves, but having a target will help guide decisions regarding how to deploy cash. Deciding what that target should be depends on your business’s particular risk factors. There is no exact formula, but consider the two broad categories of revenue generation and fixed vs. variable expenses as a starting place and a range of three to six months of operating expenses for your cash reserve. If your risk in generating stable income and your fixed costs are both high, your cash reserve target should be closer to six months.

Try the following approach to get a sense of what type of cash reserve target you should have.

1. Start your analysis by identifying and assessing your revenue risks. These risks could include factors such as:

a. Diversity of revenues – Greater diversity equals lower risk. Consider various types of diversity, including industry, size of company, location, etc.

b. Concentration of revenue – This is the flip side of diversity of revenues. If a large percentage of your revenue comes from one source, your risk is higher.

c. Margin associated with revenue line items – Greater margins equal lower risks.

d. Control over revenue – Is your product or service necessary or optional for your customers?

e. Length of contracts – Do you have contracts? Do they span months / years? What are the terms of cancellation?

f. Market share – How likely is it that your organization will be on the “short list” as customers make their decisions.

g. Economy – How is the economy – local, national or international – based on where you draw customers?

h. Trends – Does your crystal ball show that things are getting better or worse?

i. Accounts receivable – Are you a cash business? Will you be able to collect your accounts receivable?

2. Next, identify and assess your fixed versus variable costs. More fixed costs mean higher risk because you cannot make adjustments as quickly and, therefore, a higher cash reserve target is appropriate. Consider:

j. Type of expense – Examine your fixed short-term vs. long-term expense commitments.

k. Debt service – How much do you have to pay to stay current, and what is that as a percentage of total expenses?

l. Long-term leases – Again, what are the fixed payment commitments?

m. Staff – Can you cut staff if you lose contracts? How fast are you willing to cut staff if there’s a downturn?

n. Corporate overhead – What other overhead costs are essentially fixed?

o. Variability of expense – Examine the flexibility of expense levels for different business units.

3. Finally, plot your risk assessment on a matrix where one axis represents revenue risks and the other represents fixed cost risks. See an example below.

 

                     Example of Completed Cash Reserve Matrix

                       Suggesting a Reserve Equal to Two Months of Expenses

                    (letters indicate risk factors listed above)

Cash Reserves chart

 This methodology should provide structure to support to your estimation of cash reserves.