Who Owns the Portal?

We are 30 years into the computer revolution, which I am arbitrarily marking as beginning in the mid-1980’s, when Apple II and IBM compatible (286) computers began to show up on the desks of people who weren’t in the “computer room.” We are 20 years from the mid-1990’s, when the Internet became easily available to anyone with a modem and AOL CD’s began filling our mailboxes.

I remember chastising an employee for unnecessarily adding a 30 megabyte hard drive to a PC that already had 20 megabytes of storage. That seemed like such ridiculous overcapacity for our sole computer. It handled our manufacturing production, inventories, customer records and accounting. Now my IPod shuffle puts 50 times that computer’s capacity into the little change pocket of my jeans.

As technology has become ubiquitous, it’s created another issue. Anyone with money, processing power and software can duplicate the technological prowess of anyone else with money, processing power and software. Proprietary advantages have narrowed, and the time cushion of being “first to market” has almost disappeared.

vaultMost businesses can’t function without their computer capabilities. When a major outage brings the whole company to a dead stop, redundancy becomes a critical part of survival. That is driving more technology services into the cloud. Our lifeblood information is increasing kept where we can’t see it. In fact, we probably don’t know where it is. A small business in Dallas may be taken out of commission by floods in Iowa or a power outage in Pennsylvania. We don’t know where the threat is until something happens.

Everyone wants a customer relationship that is “sticky”, where the barriers to exit are so challenging that the buyer becomes dependent on the vendor to run his business. In technology, that means owning the portal — a single point through which the data flows.

The fight for the portal has become the battlefield of giants from many industries. The telephone companies, cable television operators and (soon) the power utilities all want to own the pipeline. How many of us buy our telecommunications from a cable TV provider, or our television from a phone company?

Content is another portal. The Apple and Android apps markets offer simple, low cost programs to help run a business. Google, Amazon and Apple are pushing into television content portals. That is a search engine, a retailer and a device manufacturer fighting over the exact same space.

The portal to your business is the biggest prize of all. Keeping your financial records, your customer information and your operating capabilities in one place is the holy grail of those who serve small business. That relationship is being chased by software makers (Intuit), credit card companies (Amex and Visa), stock brokers (Schwab and E-Trade), insurance companies, and every bank in the country.

What is your portal strategy for customers? How are you using technology to build their dependence on you? Do you keep their information in a way that is helpful to them? Can you tell them when to stock up based on prior business patterns? Are you the trusted source for product or industry information? Do you make your connections available to them for new business opportunities?

If you engage in consultative sales, do you provide information beyond just the features and benefits of your product? Can you become the go-to source for best practices or learning new methodologies? Can you build a relationship that provides so much value that price ceases to be a purchasing consideration?

It sounds like a tall order for a small business, but the tools are readily available and relatively inexpensive. Your differentiation lies not in having the technology, but in how you use it.

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A Tiered Minimum Wage for Small Business

Recent strikes by employees of McDonalds and Wal-Mart demanding a higher minimum wage have gained headlines on all the news feeds. The strikers claim that they can’t live on the Federally mandated $7.25 an hour. The California legislature recently voted to raise that state’s minimum wage from $8.00 to $10.00 hourly.

Certainly for a full time worker (40 hours for 50 weeks a year) making $14,500 a year isn’t a viable living wage. Add in approximately $1,800 Earned Income Tax Credit, and assume only 8% in payroll taxes (SSI and SUI) and we are still only at $1,260 a month. Take out $500 for shared rent and utilities on a small apartment, $50 a week for gas, and a $250 payment on a used car, and a single person is left with about $75 weekly for food, clothing, cell phone and entertainment. Not an impressive lifestyle.

Under the new California minimum, you’d have $136 a week, assuming you could find a $500 apartment in, say, San Francisco. In either scenario, there isn’t much left for a doctor’s visit or an oil change.

Unfortunately, raising wages doesn’t always help. According to The Economist, the effective marginal tax rate (combined loss of credits/benefits and income tax) by increasing annual income from $18,000 to $20,000 a year is 95%! That’s right; making $2,000 more would earn $100 for the worker, and net the government an additional $1,900.

mcdonalds-workersNow, let’s look at the employer side. Using rough published numbers,  Wal-Mart earned about $4.50 for every employee hour worked last year. McDonalds’ earned about $1.60. Part time workers might make those numbers substantially higher, but it’s in the range. So a $2.00 increase in hourly wages would theoretically reduce Wal-Mart’s profit by 40%, and force McDonalds’ to rethink their entire labor model. (Self-serve kiosks, anyone?)

The minimum wage is not a living wage, and increasing it by a few bucks doesn’t make it so. Politicians are candid about their objectives with minimum wage levels. They believe raising them raises all wages. If entry level folks make $10.00 an hour, then the workers who were being paid $10.00 will have to be paid $13.00. They are swinging at a skin rash with a meat axe.

There are many reasons why trying to make the minimum wage into a living wage is problematic. Small business is often the first training ground for young people. Fast food restaurants are where millions of kids learned to show up on time, do things a particular way, and simply pay attention to what they are doing. That costs the employer money in addition to the wages.

Students, retirees and spouses may seek part-time “play money” work for supplementary income. They aren’t dependent on a living wage from the job.

Some employers really can’t afford it. Minimum wages aren’t means-tested for small business. What if an owner is bootstrapping a start-up? He or she might not even be earning minimum wage personally.

Placing a 15 year old high school kid, living at home and eating free food, into the same classification as a 30 year old single mother of two is dumb. Just as nonsensical is joining a small employer struggling for break-even in the same bucket as Wal-Mart. We need a system that recognizes the realities of the marketplace. Here are a few ideas:

  • A lower “Training wage” for the first year of employment. Everyone pays social security , so the employment records already exist. For someone who can’t keep a job, or works only a few hours a week, that might be tracked as the first 2,000 hours of employment.
  • A discounted minimum wage for those who are claimed as dependents by others.
  • A tiered minimum wage for smaller employers, with tranches by number of employees. Existing ERISA regulations would apply to prevent chain operators from segmenting their business into many “small” employers.
  • A stepped minimum based on continuous service. If an employer keeps a worker full time for a year, he/she is either deserving of a raise, or the employer has a problem with developing people.
  • A special work/study minimum wage for workers who are interning in a field that matches their current enrollment in a job training program.

In a recent conversation with an official at the Federal Reserve, he expressed the Fed’s concern with the relationship between two statistics. The USA has the highest sustained unemployment in 70 years, while simultaneously recording all time highs in the number of help wanted ads. We are not training folks in how to qualify for, obtain and hold decent jobs. The meat axe of raising minimum wage levels across the board isn’t going to fix that.

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2 Responses to A Tiered Minimum Wage for Small Business

  1. craig says:

    Thoughtful. Need more of that!
    cj

  2. Larry says:

    I vote “yes” on this plan!

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Wrestling with Ethics

The head of a rep firm approaches the owner of a small manufacturing company for whom they sell. One of his salespeople has an opportunity for a huge order with a multinational company, but the purchasing manager has indicated that the sale will go to the supplier who “takes care of him.”

The owner has never paid bribes. Just as important, the customer is renowned in the industry for having a zero tolerance policy towards any gifts whatsoever. In cases where under the table payments have been discovered, the customer has pursued a “scorched earth” policy. Anyone associated with that transaction is permanently banned from doing business with the organization.

The owner tells the rep that he will not accede to the demand, even if it means losing the sale. The rep says, “I understand. I’ll take care of it.”

What does that mean? If the rep returns with an order, should the owner refuse it? If he asks the rep whether a bribe was paid, and the rep denies it, is the risk of permanent banishment worth declining it anyway? The sale could be the rep’s largest income source for the year, and rejecting it will permanently damage the relationship between the firm and its sales force. If it is a once-in-a-lifetime opportunity, should the owner just take it, and hope that there are no repercussions?

BribesIt’s easy to include words like “integrity” in your company core values, but how far does it go? Making sales calls with a fistful of hundred dollar bills or a trunkful of color TVs is a thing of the past in most industries, but laws and globalization are making the sales relationship more complex every day.

Another vendor is asked for “a piece of the action” from a new buyer on a big order for a customer he regularly does business with. He refuses, and the order goes to a competitor. Over the next several years, the buyer receives several promotions into the executive ranks. Then the vendor receives a new policy document regarding business ethics and kickbacks. It is required to be signed by all vendors. The final line says “I hereby attest that I have informed XYZ Company of any attempts. past or present, to extract consideration in return for doing business.”

The vendor stalls until the customer begins threatening cancellation of existing business. Finally, he calls the customer’s legal department and explains his dilemma without identifying the employee. After a few days the legal department calls back with a solution. They tell the vendor to discard the agreement, and they will pretend that it was fully executed.

How far does integrity go? Blowing the whistle on the legal department clearly seems a foolhardy strategy. Should he force their hand by signing and reporting, leaving the onus on them to bury it?

The days when a mid-level decision maker expected to remain with his employer for a whole career are gone. Today, a buyer in a large organization only has to get away with something for a year or two, and then he moves on. He might be laid off before then, so loyalty isn’t much of a motivator. Some of his suppliers may come from cultures where bribes or elaborate gift giving are part of the normal business relationship.

In the 1978 Yankee – Dodger World Series, Reggie Jackson threw an obvious hip chuck to break up a double-play. I remember being shocked when the announcers praised him for such a smart violation of the rules. Now you can’t watch an afternoon of football without hearing “Boy, he really got away with one that time.” A little cheating is just good competition.

Corrupt foreign dignitaries are plied with aid that no one pretends will be spent as stated. Elected officials in the US take junkets to exotic locales, trade stocks in industries they regulate, retire with millions in unused campaign contributions, and then jump into lucrative lobbying jobs. Can the law permit corruption? Does that make it ethical?

For a small business owner, a single relationship with a large company can lift your business to an entirely new level of success. It can mean jobs, college for the kids and a secure retirement. It can be very difficult to stand on ethics when there is pressure to put bread on the table. As the Facebook status says, “It’s complicated.”

Or do you disagree? Do you think it’s really very simple?

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2 Responses to Wrestling with Ethics

  1. Rod Giles says:

    I own my company so I am in a position to decide better than some other may be , however my standard in life has always been honesty, expected of myself , my kids and my employees. It has worked for me , yes it has been a difficult choice at times but I sleep well and have never had to be looking over my shoulder. Its choice I do not regret and the great kids I have and long term employees, some for over 20 years , I think is a tribute to that as I am now appraching retirement. Integrity is everything as trust is wjhat business is and should be built on.

    • Anthony Parkman says:

      I am a recently promoted SVP at a company that still does business with a handshake. Of course we do the requisite paperwork but if we say we have a deal and shake we won’t later accept a “better deal” because no paperwork was done upfront. I also served 26 years in the military and the one phrase that sticks in mind from day one until my retirement is ” Do the right thing even if no one is looking.” Being ethical in today’s business climate can be challenging but the cost of losing your integrity can be very high.

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Ready…Set…Exit! Part II

Last week we discussed the tsunami of Baby Boomer retirement, and how we will reach a peak of nearly 500 unsold businesses a day within the next 5 years. The statistics are immutable. The birthrates of the last century are fixed in stone. (If you haven’t read my e-book Beating the Boomer Bust you can get it for free here. Use the download code “Woodstock”.)

Once you understand the inevitability of competing to sell your business in a buyer’s market,  you have five choices.  The first  is to simply ignore it and hope for the best. For any owner who holds most of his or her net worth in the company, that’s not a great option.

The second is to watch, and wait for an opening. That requires following small business sales for favorable trends, and a flexible retirement plan that can take advantage of market conditions or an unexpected opportunity.

The third is planned liquidation. If you can achieve your financial goals by running the business a while longer, and you choose not to invest in building a company that runs without you, this is a viable strategy, albeit without the satisfaction of a large final payday.

The fourth is to build a business suitable for sale in a highly competitive environment. Such a company must have strong systems, dependable revenues, accomplished management (not including you), and profitability greater than most other companies a buyer might consider, whether those are in your industry or not.

handoffThe fifth strategy is to build your own internal exit plan, and execute it without many of the unknowns involved when taking your business to the market. It requires choosing an insider (family or employee) who understands the business, and is happy to have the opportunity to own it. Of course, that person should also have the ability to run it successfully, or at least the potential to learn those skills.

But wait. Didn’t I just write last week that selling the company to employees for a note was a terrible exit plan? I did, and it is. Selling the company to insiders doesn’t require that you bet your retirement on their continued success. With time and careful planning, it can be done in a way that minimizes or eliminates your risk.

First, any owner has to accept the fact that the company’s cash flow is the only means of payment for a purchase. Whether a buyer gives a note to you, borrows the price from a third-party lender, or invests cash with the expectation of a return on investment, the profits of the company are the source of repayment.

Selling to an insider is  a process where you take a note from the buyer before you leave, while you are still in control of the business. The buyer’s right to purchase is predicated on improving performance. You surrender some immediate income in return for incentive triggers that make your total sale price equal to or higher than what you would currently realize.

Once your internal buyer accumulates sufficient equity to qualify, he obtains a loan for the balance of your ownership. You receive 80% or more of your target price on the day you retire, and walk away with minimum ongoing liability. (I say 80% because most financial institutions like to see some incentive for the former owner to watch and advise for a few years. It can be up to 100%, depending on the lender and the company.)

With the right plan and the right people, the business transfers at a fair price with minimal cost and lower risk. The buyer(s) (whether one person or a management team) are incented to keep growing the business to qualify for ownership. While they are doing that, they are also assuming the management duties from you as a prerequisite for ownership.

Most important, you maintain control of the business until you are paid. For most owners, that is the most influential argument of all.

This is a column about the general issues of business ownership. I discuss exiting regularly because it is an important issue, but it isn’t the only aspect of ownership we discuss here. To receive my biweekly newsletter on exit strategies and issues, please subscribe here.

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Ready…Set…Exit! Part I

For the last six years I’ve been writing and speaking around the country to business owners about the coming tsunami of retiring Baby Boomer business owners. My e-book “Beating the Boomer Bust” details the  statistics (For a free download, go here and enter the seminar attendee password “Woodstock”), but the numbers are inescapable.

According to www.bizbuysell.com the brokerage industry reports the sale of less than 8,000 small (under 500 employees) companies each year. There are between five million and six million such businesses in the USA that are owned by Boomers between 48 and 68 years old. That makes business owners about 7% of the Boomer generation (78,000,000).

By 2018, Boomers will be reaching their 65th birthday at a rate of 8,000 a day. That pencils out to over 550 business a day reaching  a logical point of sale. At current volumes, the brokerage industry can handle from January 1st almost through January 15th of every year. The other eleven and a half months you are on your own.

There are hurricanes, super storms, and perfect storms. The arrival on the ownership scene of GenX and the Millennials, who have less money and less enthusiasm for 60-hour work weeks, makes the wave of retiring owners a super storm. The need of big businesses to replace their retiring Boomers by offering higher salaries, better benefits and more flexibility make it into a perfect storm.

out the doorOf course, business brokers and the burgeoning industry of exit planning professionals (disclosure: I am certified in both) intend to cash in on the wave of sellers by vastly increasing their businesses. Even with a shortage of buyers, I’m sure they can double or triple their number of successful sales. Tripling would reduce the number of unsold businesses to only 485 per day. That’s 20 small companies with employees unsold hourly… 24/7/365. Do the math.

Of course, not all of the companies that change hands sell through business brokers. Some are passed on to families. Many are acquired privately, with accountants or attorneys facilitating the transactions. Others are sold to employees.

For small business owners, the third option, selling to employees, is too often the option of last resort. Owners ask their legal and financial advisors what to do. They prepare their company for sale (for a really solid new book on getting your company ready for a third-party sale check out The Exit Strategy Handbook by Jerry L. Mills). They list the business on the Internet or with a broker.

For any number of reasons, the business doesn’t sell. Perhaps they don’t have enough time because  the owner is burned out or ill. Their return on assets is too low, or their industry outlook is poor. The financial markets are tight, or there are just too many other businesses available for a limited number of buyers.

Finally, in desperation, they “sell” the business to employees for an installment note. In some ways these transactions often resemble the subprime mortgage market. The employees really aren’t qualified to grow the business. They need a job, and the terms can be stretched to any length to fit the cash flow available, so they are willing to sign whatever looks sustainable. If they don’t make the payments, the only recourse is for the owner to take back a company that he doesn’t want, and whose value has declined.

It’s a bad way to get rid of a company, but for many owners it is the only one they have left. It doesn’t have to be that way. We will talk about the alternatives next week.

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