Actionable Takeaways for Small Businesses to Implement After Crisis

As the world starts to go back to normal, businesses must adapt. Here are eight actionable steps every company needs to cross off their checklist once they are back in agen slot business.
As more countries begin adjusting to the new normal, it’s time to rise up to the challenge by building a future-proof business that can withstand any given crisis. The way we do business will not be the same; there will be new methods, procedures and industry-guided policies, especially when it comes to the safety of the workplace and its employees.

Here are eight actionable steps you need to cross off your checklist once you are back in business.

1. Prepare for new sales channels.
Sales strategies are not forever. What worked before won’t necessarily work now or in the future, especially during a pandemic. Almost all businesses have had to change in some way to adapt, which means you will have to change your strategies or consider new channels to survive – and thrive, ideally – in the current situation.

Customer behavior is also changing drastically. In China, more people are ordering takeout or “takeaways” even if restaurants are open at limited capacity. The trend of limiting time away from home and ordering home delivery is a sign that the way we do business has changed. You might also have to consider a smaller workforce due to pandemic-related restrictions and social distancing rules.

If you haven’t been paying attention to your online channels, now is the time to start. See how e-commerce can boost your business by making your products available online. The global COVID-19 pandemic has caused consumers to turn to online shopping, leading to online spending of up to 30% more than ever before. It would be a mistake not to try to get a piece of this pie now.

2. Prepare a seamless remote work plan.
In planning for measures to remain profitable or productive during the COVID-19 crisis, it’s important to support your employees in their transition. The pandemic has changed a lot in the span of a few months, and the situation is still evolving. Your plans will have to evolve with it if your business is to stay afloat.

Companies have limited business travel if not eliminated it for the time being, and many have switched to a work-from-home (WFH) arrangement to help curtail the spread of the virus. A recent survey shows that 76% of global office workers are working from home and keen to continue doing so post-coronavirus.

The WFH arrangement isn’t without its challenges. Some workers are finding that a remote environment isn’t ideal over the long term, and it has proven challenging for some. Various concerns have arisen from the extended WFH arrangement, including concerns about loss of productivity, limited face-to-face interaction, restrictive networking environments, and the line between work and personal life.

How to Handle Internal Communications During a Merger

For entrepreneurs, business owners and C-suite executives, a rise in M&A activity means they could be part of a deal in the near future. It would be wise to consider an employee communication plan a vital element in Judi online that an enticing deal comes to fruition.

Sample merger and acquisition letter to employees

Your merger and acquisition letter to your staff should include the following (in this order):

1. Announce the merger.

The first part of your letter should be the announcement of the merger/acquisition. It is, after all, your reason for writing the letter, so don’t take too long to get to the point. This section should immediately attempt to clear up any confusion, anxieties or rumors that have been surfacing. It will outline the timeline of the merger/acquisition and provide details about both companies, including the steps for moving forward.

2. Describe the reason for the merger.

In the next section of your letter, explain the “why” behind the merger. What will you achieve in merging with this other company? For instance, maybe you’re looking to increase your customer reach, or perhaps you want to diversify your operations. Whatever the case, share it with your employees so they understand your goals for these changes.

3. Address anticipated questions and concerns.

Naturally, your employees’ first question will be whether they still have their jobs and how their roles will change. Address these issues upfront – even the uncomfortable ones – by describing any immediate changes that will affect employees. Also offer reassurance where you can. For example, if their benefits are remaining the same (or improving), emphasize that fact. If their jobs are not at stake, communicate that immediately. Write clearly and openly about how the merger will affect their day-to-day operations.