Your business is likely losing hundreds of thousands of $ every year because your people are coming to work with a 'go-to-work' mindset. We solve that problem!

Bottom-Line: Improve Business Performance for the

Bottom-line is the final B of high-performance. In order to deliver world-class Bottom-Line results, you must have Believing, Belonging and Behaving. So, if you've come to this page first and don't have solid foundations in the first 3Bs, I promise you, you'll struggle to become high-performing.

If you want to improve business performance for the long-term, then a sure-fire way is to boost your people's business literacy and their focus on the bottom-line. 

In a high-performance organisation, at ALL levels of the organisation, people make informed business decisions because they understand the goals and strategies of the business.

When you get business literacy, and goal alignment right people will collaborate more effectively to drive toward results excellence.  

Let' drill deeper into 5 elements measured in the High-Performance Audit that relate to the bottom-line.

The elements in the audit that assess Bottom-line

Our team members take actions to minimise waste and unnecessary cost to our organisation's bottom-line

What sort of business do you want? If you're competing against other groups, do you want a company where people come to work each day, do their job and go home ... not thinking about how they can help the business make/save money? They don't care that much.

Or, do you want a business where every one of your team members is acting like a business partner? Has good business acumen, and every decision they make ... right down to the smallest thing, like a pencil they buy/use ... they understand how that impacts the bottom line? 

Imagine this

One of your team members dropped an item worth $1 (say a bolt) on the floor. Would they stop to pick it up or would they leave it there on the ground (to go into waste) and get a new one out of the box?  

Your (and your employee's) answer to that question (would they leave it or pick it up) will help you understand how strong the business acumen is in your team. 

Here's why this is important ...

People who understand the impact their decisions make, 'get' that it is more than one $1 bolt. Let's say, you have 900 employees, who work 300 days each year. And each day they 'dropped' one, $1 bolt and let it go to waste.

With strong business acumen, your team members would 'get' that it is actually a $270,000 bolt they are leaving on the floor!  ($1 x 900 x 300 = $270,000)

By the way, this is a real scenario. In fact, there were 9,000 employees, effectively throwing out, each year, $2.7 million! Teaching business acumen is critical to making significant impacts on your bottom-line and helping you to improve your business performance for the long-term.

 car manufacturing

Would your team members bend over and retrieve a $1 "bolt" - or let it go to waste? That one small decision could be costing you $$

You'll have a competitive edge and improve business performance

When your people have the skills to think and take action like business partners. 

These are the sorts of teams that win in the competition called business. 

When the leadership team keeps control and accountability for worrying about budgets and process improvement, they give away hundreds of thousands of dollars. Time and again we see when you improve people's capability to think and act like business partners and empower them to take responsibility for improving performance, they take it and run. 

$75,000 expense, how much in additional revenue would we need to make to cover that cost.

This question in the audit, is to designed to see if you've got your people thinking like business partners and as focused on the bottom-line as any of the leaders in the C-suite. 

The reality is that it isn't important the person knows the answer off the top of their head. The important thing is that they know how to figure it out and the implications for the business. 

Because when they don't have business acumen they could inadvertently be costing your hundreds of thousands if not millions of dollars every years. 

BTW:  The $75,000 question is answered by using the Return On Sales (ROS) Ratio. Review the annual report of several companies to calculate the answers to the question. I've only put Apple's name in there, and have protected the information of the other companies.

  • Apple (high-performing) $273,000
  • Middle-tier $797,000
  • Low-performing: $1,698,808

Once people have a handle on this type of information they'll be asking themselves question like: 

  • If I hire this additional person) and their total package is $75,000 - how much value do they need to give to the business in order to justify their expense?
  • If I buy this piece of equipment and the cost is $75,000 - how much revenue will it be able to generate?
  • If I can reduce the cost of this raw material/inventory item by $75,000, how much additional margin will it give us?

Get that happening and you'll have a transformed business!

Improving Business Acumen Recommendation

(Investment) Zodiak is a business simulation that helps people to understand how their decisions and action impact on the top and bottom-lines.

It is fast-paced and engaging, enabling rapid and fun learning. 

Organisations have seen ROI of over 6,426% when they've implemented this program in their business. Take the time to watch the video and discover how you and your team could identify potentially hundreds of thousands of dollars to your bottom-line. 

Sorry, there is nothing free or cheap I can recommend to grow the Business Acumen skills your team needs. Let me assure you this program won't cost you money ... it will likely identify thousands if not hundreds of thousands of dollars of cost savings and revenue opportunities sitting inside the heads of your team members.

Discover how Zodiak will transform your business

The company's overall goals and objectives are clear to people

In high-performance organisations, when it comes to understanding the organisation's strategic direction, its goals, and objectives, there is a direct line of sight between the strategic team, resource team and the operational team. 

Not sure what that means? If I walked into your workplace tomorrow and, randomly, asked people: 

  • What are the top 5 goals of this business this year?
  • What are your individual goals that support these overall business goals?
  • Tell me, how are you tracking against those goals (as an individual, team/entire organisation)?
  • What are the Key Strategic Focus Areas for the next 5 years?

if people (from front-line team members to the CEO) give me blank stares, or go fumbling looking for information in answer to those questions ... well here's one thing you can take to the bank ... your business is likely in trouble!

If people (from front-line to CEO)

give me blank stares, or go fumbling looking for information in answer to those questions ... well, here's one thing you can take to the bank ... your business is likely to be in trouble!

Any team member should be able to tell a visitor (off the top of his or her head), the top 5 goals for the team. And, they should be able to quote in a measurable manner how their team is tracking toward that goal. For example, "Our customer close rate is running at 89% this week".

In addition, individual team members should be able to discuss with a visitor their 3-5 personal goals (which support the team in achieving its purpose), and how they (as an individual) are tracking toward those goals. 

Here's an important distinction. These goals should be over and above their 'business-as-usual' tasks.

People make better choices when they are clear about how they can impact the organisation's strategy

Not only must they have clarity around goals, but team members must also be clear on their impact. They need to fully understand how they can contribute to both the long and short-term strategy. With this clarity, they will make better decisions and be more laser-focused on doing what matters most to improve your business's performance.

Team members participate in the process of setting team objectives

Team members are more committed to their targets and KPI's when they've had a hand in setting them. As any student of organisational behaviour will share with you - when you dictate objectives and goals, people are less committed. With this in mind, you need to create and use a process that is collaborative. 

Furthermore, most high-performance leaders find that when their team members set their team objectives, they often set bigger stretch goals and work harder to achieve them!

The process of involving team members in planning and goal setting means that deliverability and success rates become exceptional.

We've successfully used the Goal Alignment process in many organisations.

This process assists in aligning teams with organisational goals and, importantly, ensuring each person has a specific contribution to make to the business' success. Sure, it may mean getting your team/s together for anything up to 2 days. The length of time needed, is dictated by how far along the high-performance continuum your team has travelled. However, its time well spent.

Here's the thing though, you can't force Goal Alignment on people.

There are several steps you need to take before you run down the path of Goal Alignment. Take advantage of your free strategy session. When you schedule a strategy session, together we can work out if you are ready for goal alignment or if you need to put other building blocks in place first. 

Goal Alignment Recommendations 

(Low Cost) Access the Goal alignment article at the membership site. This article will help guide you through the goal alignment process.  

While on paper it looks like a fairly straight-forward process, implementation can sometimes be a little problematic. Especially if your team hasn't had experience with this. Feel free to make use of a free 30-minute strategy session to discuss.

Our team members receive timely information on how they are performing and are clear on how their performance is measured

People are naturally competitive and take pride in improving performance

People instinctively want to feel they are achieving and making an impact. Yet, many organisations don't take advantage of this. Not sure about this?

Well, imagine I take you down to the local bowling alley, and get you set up to play, but I don't tell you how you'll know if you've been successful. I don't give you a target to strive for.

Even worse, every time the bowling ball gets half-way down the lane I pull a big curtain down, so that you can't see how many pins you've knocked over. You have no way of knowing if you're getting better, worse or even in the ballpark of winning.

Could you imagine that being a fun game to play? Yet many organisations do the equivalent of this every week! 

Here's something you need to get your head around. Every day of the week, people are down at sporting events chasing down goals, getting measured against how they are performing, trying to win that Gold Medal/Championship etc. 

People love the thrill of the chase. The thrill of competing against themselves or others. The thrill of improving. 

If you haven't set up the conditions for them to feel those thrills, you are shutting down some of their emotional touch-points. In all likelihood you are likely getting lackluster performance. Ouch!

improve business performance through people's competitive nature

People love the thrill of the chase. The thrill of competing against themselves and others. The thrill of improving

If you haven't set up the conditions for them to feel those thrills, you are shutting down some of their emotional touch-points. In all likelihood you're getting lackluster performance. Ouch!

High-performance team members want to see whether they are progressing. They want to know whether they are on or off track and what they need to do to improve.

High-performance team members want to know how they are progressing. They want to know whether they are on or off track and what they need to do to improve the bottom-line.

Just like they do when they are out playing sport on the weekend! 

It makes sense to make use of our innately competitive nature, by providing your team with the data that enables them to track their team and individual performance. 

Average/low-performance individuals and teams 

don't measure their performance!

Tracking performance is about putting a laser focus on what matters most. It's about getting feedback about how well we are thriving in the game of business. Because, if your employees like working at your company, then surely they'll want to move from surviving to thriving. It's in their best interests to help you improve your business performance!

We use occupational compatibility profiling systems to help identify a candidate's best job fit

Bad hires are more than bad apples on a team - they account for 80% of an organisation's turnover - which is hugely costly.

Bringing people into your organisation is one of the single most important things you do. It is critical your selection process is capable of hiring team members who have the right skills, mindset, motivation, and passion for the work on offer. 

You want to ensure that you hire people who believe that they are in the right job, using the right skill set, working toward something that is meaningful. (And as we said previously, even in a dirty, dusty detergent powder factory, you can find ways to help people find meaning in what they are doing).

Certainly, you can test for some of this through your interview process. However, that isn't the best way to ensure that what you have on offer is what is going to 'float' that individual's boat. 

Stop Regretting Your Hiring Decisions

For every 'bad egg' who receives an offer letter - and who will inevitably drain the team of time and money - it means a good candidate, with a better job match, was turned away

High-performance teams make use of occupational profiling systems, to reduce turnover and improve productivity and profitability.

Profiling is a scientific approach to both matching and aligning people to jobs for maximum performance and engagement. Once you have these job fit criteria you use this information to run your selection with more rigour. 

Improving Selection Capability

(Investment) Discover more about job matching profiling and how you can use this system to give you the best shot at hiring the person who is going to believe they are in the right job, using the right skills, working in the right organisation.

If you're regularly hiring the 'wrong' people for your business, then set up your free 30-minute Strategy Session to discuss what you could do differently to get the 'right' people into your business. Use the yellow chat button below

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