Challenges Faced By Small Business Operators
For many, the idea of owning a small business is a dream come true. People conjure up images of working reduced hours and having a fistful of cash. Whilst this is definitely a possibility for long term success stories, the truth of the matter is that owning and operating a small business is very hard work, can be stressful and the owners are often stretched financially until the business gains momentum. It is, therefore, important for individuals who are contemplating owning or starting a business to be aware of the challenges and reality that can present in day to day operations. This article examines a few key areas operators will need to address.
Operating a small business requires an individual to draw on a diverse range of skills. Often, the owner has strengths in some core areas and has weaknesses in others. Hopefully, this was identified in the business plan. Irrespective, business owners must face facts that they will need to outsource or hire personnel when skill deficiency presents. Trying to be an expert in all the business facets can drain organizational resources and draw the business owner’s attention away from core business imperatives. Part of good business management is knowing how to focus and use your skills in the most appropriate and productive way.
Financial responsibility is an often overlooked and misunderstood area of business operations. This is often the case in organizations that are run by sales personnel who are strong at generating and closing business but not so good at running operations. Having a centralized accounting system with designated personnel or employing the services of a bookkeeping service can assist business owners to deal with the accounting side of the business. It is also important that the business owner consider outside advice from an accountant to assist with the financial and strategic direction of the organization.
Maintaining strong organizational culture has many fringe benefits for business operators. Staff who respect managers and are content with their work environment are inevitably more productive and do not take as many sick holidays. Lower staff turnover reduces staff replacement costs. Building a business requires dedicated and focused staff. Investing in staff training also raises operational IQ and allows managers to delegate tasks to individuals who have upgraded skills. This improves the overall organizational effectiveness. Maintaining good staff relations is an important and often overlooked area of small business management.
Choosing Great Painting Business Names
A good business name is necessary to help you to build a strong brand and market your services successfully. A strong brand will give your business an identity in the market place, help you to make a good first impression on people and help to build a positive reputation among customers in the long run.
Below we have set out a number of tips and ideas for you to consider as you proceed to think suitable painting company names.
Don’t Limit Future Opportunities
Effective business names give potential customers a clear message about what products or services a company offers. This is one sensible approach but it is important not to pigeon hole your business too much as you may want to change direction, sell the business or introduce new services at a later date. Your name should indicate what you do while still being general enough to offer flexibility.
By all means include the word ‘painting’ in your name, but don’t be too specific about the market that you are targeting or the exact services that you offer. If you feel that you will branch out into other areas in the future then the word ‘contractor’ may be more suitable.
You should also think twice before including the owners name in the business name. This can offer a nice personal touch and give customers the impression that they are dealing with somebody who has a good reputation. However, this approach can make it hard for you to sell your business if you want to do so at some point in the future.
Including the name of the area or region where you are doing business is also an option that usually works well. However, if you ever want to offer services outside of this zone then such a name can become irrelevant or confusing.
Memorable and Unique
A great name for a business is one that can be easily remembered. People should be able to recall it after hearing it only once or twice and they should be able to pronounce it correctly. Once you have a short list you can run some tests on family and friends. See which ones they were able to hear clearly over the phone and which ones they were able to remember a week later. If you can think of a name that will stick in peoples minds then you will really have their attention.
A great name should be unique and professional at the same time. If you look in The Yellow Pages or online you will find plenty of clever, catchy and creative painting business names. While names that are funny can sometimes get more attention, you may find that some sectors of the market don’t relate to them, misunderstand them or even find them offensive. The best choice is often to go with a more conservative sounding name. This will come across as being much more professional and appeal to a wider market.
Originality and Usage Rights
While you can look to other industries for inspiration, dont imitate the names of other local businesses too closely or you will risk confusing consumers. You need something that is truly original if you want your business to stand out.
Make sure that no other companies are already using the name that you would like to use. Search The Yellow Pages, the Internet and the database at your county clerks office to make sure that you dont infringe on the intellectual property of other companies or individuals.
Domain Name Registration
Check that there is a suitable domain name available and register it at the same time as you finalize your business name. You will need to get a website up at some time and it is nice to have a domain that matches your name.
Preferential Listings
Many people name their business ‘A Plus Painting’ or something similar because they want to be among the first listings in The Yellow Pages. This is becoming less important these days though as popular search engines on the Internet don’t display search results alphabetically.
Acronyms
Give some thought to acronyms. If done right they can be an easy way for customers and business associates to refer to your business by using the first letter of each word. Just make sure that you stay away from embarrassing or weird acronyms.
Expert Advice
Many people underestimate the importance of a business name. It is one of the elements that will help your company to win the hearts and minds of the marketplace over many years. Some smart entrepreneurs are now starting to hire naming experts to help them make this crucial decision. While it is unlikely that a small painting startup would go to such expense it wouldn’t hurt to run your ideas past someone with a decent level of experience in business.
Avoid a Name Change at All Costs
Sometimes it becomes necessary for businesses to change their names because they have become old fashioned or irrelevant. This may become necessary for you at some point in the future but you should do your best to avoid this. The costs associated with such a change can be extensive so your selection should be able to stand the test of time.
A Name That You Like
Above all, you, as the owner of a painting business have to have a name that you like. There is no point in using a name that sounds embarrassing or makes you cringe every time you say it. Your business name should inspire you and make you feel proud to be a painting contractor.
Dont treat the selection of your painting company name too lightly. Give this important decision the time that it deserves and come up with something that can carry your painting business forward to future success.
[Top]Use Noncompete Agreements To Help Protect Your Business From
Q: One of my former employees has started a competing business and is calling my clients and trying to steal their business from me. Do I have any legal recourse against him?
— Brad J.
A: I hate to break this to you, Brad, but unless this former employee signed a noncompete agreement while on your payroll, there is probably very little you can do to stop him from wooing your customers. You should discuss the situation with your attorney, but unless this person is also breaking the law in some other way (using stolen trade secrets, for example) your attorney will probably concur with me.
Renegade former employees riding the free enterprise wave is one reason noncompete agreements are gaining in popularity among employers who hope to use them to help protect their business from competitive threats launched by former employees. Many employers are now demanding that key employees sign noncompetes as a stipulation of employment. While signing noncompetes usually doesn’t sit well with employees who view them as potential roadblocks to their upwardly mobile career path, many businesses will not hire a key employee without his or her signature on the dotted line.
A noncompete agreement is a formal contract between you and your employees in which they promise not to use information or contacts pertinent to your business in a competing situation. In other words, they agree not to take everything they learn working for you and put it to use for someone else. This could mean going to work for a competitor or starting a competing business of their own.
While not popular with employees, noncompete agreements are a good way for employers to keep key employees on the payroll and protect the company’s proprietary information. That said, do not go overboard with noncompetes: not every employee should be required to sign one. If an employee does not have access to sensitive information, customer or accounting data, or is integral to the overall success of your business, there is no need to have them sign a noncompete. The janitor, for example, poses very little threat to your business if he gets a job with a competitor. Your sales manager, on the other hand, can devastate your business by hooking his wagon to a competing horse.
Which employees should sign noncompete agreements? While the prerequisites vary from business to business, the following is a good general list. The term “employees” represents executive level, management, supervisory, and non-management personnel relative to that example:
– Employees involved in research or product development. – Employees involved in the design, fabrication, engineering, and manufacturing process. – Employees who service products made and sold by your company. – Sales and service employees who have regular contact with customers or sensitive customer information. – Employees with access to sensitive business information or trade secrets. – Most importantly, employees who have sufficient information about your business that would allow them to start a competing business.
Most business experts agree that noncompete agreements are generally a good way to protect your business. The downside is that noncompete agreements are often difficult to enforce and in some states, may not be enforceable at all. Many state courts have ruled that noncompete agreements are too restrictive on an employee’s right to earn a living.
In California, for instance, noncompetes are generally only enforceable in connection with the sale of a business and not for employees. In Alabama, noncompetes are generally enforceable in only two contexts: the sale of a business and in connection with employment – but even then the enforcement requires that there be a valid interest worthy of protection.
Some states require that the noncompete be signed at the beginning of the employment relationship and will only consider the enforcement of a noncompete signed after the initial employment date if the signing of the noncompete was accompanied by a promotion, raise in pay, or other event that elevated the employee to a more important role within the company.
To be enforceable, noncompete agreements must be reasonable on three accounts: Time, geography and scope. Regarding time, you can’t restrict someone from competing with you forever, so one to three years is the accepted time period for most noncompetes.
As to geography, you can enforce restriction in the general area where you conduct business, but you can not enforce the restriction beyond those boundaries. And for scope, the agreement can restrict certain actions on the part of the employee, but can’t be so generally restrictive that the employee won’t be able to earn a living working in the same industry in a noncompetitive position.
One interesting thing to note: noncompete agreements are not enforceable against certain “professionals,” like doctors, CPAs, and lawyers (who do you think writes all those noncompetes).
At this point, Brad, the best thing you can do is contact your attorney to see if you have other grounds for suit, then contact your customers and let them know what’s going on.
Explain the situation regarding the former employee, but do so calmly and resist the urge to tell them what you really think of this guy. Showing your anger to the customer is not going to help you keep their business .
Reaffirm your relationship with the client, tell him how much you value his business, remind him of your track record and level of service, then ask one simple question: What can I do to make sure your business stays with me?
Here’s to your success!
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