Five wallets.
Structural and analytical management method (continued) So, we said that at the start of a business, while the revenue side is still not too large, current expenses usually exceed 20%…

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Break even
I will begin today's conversation, it would seem, from a completely different, but, believe me, very important point. Many mistakes are made by both beginner and existing entrepreneurs when planning…

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MYSELF MBA: MAIN PRINCIPLES OF BUSINESS
Josh Kaufman worked at Procter & Gamble and was considering whether to go to business school to help his career. The prospects after receiving an MBA were vague, but student…

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means that participating

We include employees in co-owners – how not to harm yourself?

Sooner or later, any business is faced with the need to change its operational manager. The founding owners eventually move away from solving current issues, giving way to hired, young and daring managers. Often, to create additional motivation, this process is accompanied by the allocation of managers stakes in the company.

From the point of view of increasing the involvement and interest of a manager in a business, this is certainly the right step. However, trusting hired directors to resolve operational issues, it is necessary to retain the ability at any time to reverse the transfer of authority and ownership. After all, no one guarantees that having received a share in the business, the new co-owner will not decide to go to work somewhere else.

We show by a real example how the dependence of ownership of shares on the fulfillment of an employee’s labor function in one of our projects was ensured. Important: inclusion in co-owners was due to participation in management. Accordingly, when an employee is dismissed from the company, there must be grounds for depriving him of his share. Continue reading

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