Government

  • Test Your Company's Cyber Security to Protect Important Data

    By Rob Carey

    It's an unfortunate reality that can't be ignored: Although committed successfully against only a small percentage of the millions of businesses in the U.S., data theft is lucrative to perpetrators and damaging to corporate finances and reputations. On another front, the system paralysis caused by denial-of-service attacks is a satisfying turn of events for anti-corporate activists, unscrupulous competitors or even disgruntled former employees.

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  • Keys to Properly Onboarding Executives Who Come From Larger Companies

    By Rob Carey

    The skills and experience possessed by an executive who learned and matured within a large corporation bring significant value to a middle market company. However, executives who come from such a different structure and culture are probably not going to be able to "plug and play." In other words, they'll need guidance during the onboarding process in order for them to fit usefully among the people and processes of their new middle market firm.

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  • On Being Lean and Mean

    For Middle Market CEOs, there is not a dollar to waste in Operations. Waste of any kind, in fact, is the bane of their existence. That’s why lean business principles are ideally suited for Middle Market firms.

    Put simply, being lean means having a constant focus on finding and eliminating waste, wherever it happens to be lurking in your organization. Mr. Shawn Kaul, President of Lean Synergy International, an ROI Strategic Partner, explains “Waste is anything that doesn’t add value. If your customer doesn’t pay you to do it, it’s waste.”

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  • Why Passive-Candidate Recruitment Is Vital for the Coming Talent Wars

    The entire U.S. economy is seeing continued hiring growth, and the middle market is heavily involved. Recruitment must be more than a haphazard activity as more companies compete for the best talent. One of the keys to successful hiring is an understanding of how to reach so-called passive candidates: the qualified people who already have a job but may be interested in new opportunities.

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  • Best Places to Work in the Middle Market: How Culture Breeds Success

    Fortune publishes an annual list of the best places to work, which is complied by Great Place to Work. If the most recent list is any indication, the best middle market companies thrive by having strong organizational cultures that retain talented employees. They offer incentive-based compensation, work-life balance, training and development opportunities, cultures of sharing and transparency, and consistent leadership. While middle market companies don't have the instant brand recognition or financial resources of giant companies, middle market companies often offer a distinct advantage in the form of a more family-oriented and tight-knit culture.

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  • Own Your Pricing Strategy: How to Stop Big-Customer Bullying on Price

    Developing a workable pricing strategy is one of the most important decisions of every seller/supplier in the middle market. Your price reflects a return on investment, not only covering your costs but indicating your profit margin, too. To describe pricing as sensitive would be an understatement. Middle market companies need to get their prices right to maximize market share and profitability.

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  • Changes in Business Structure Can Be a Strategic Asset

    Business structure may seem to be a necessary but ultimately uninteresting part of middle market business on the surface: Build a company, create the necessary departments and chains of command and then focus on the real work. Yet, if you look at the world of large corporations, you'll see businesses periodically reorganize to address problems and strategic needs.

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  • How Flexible Payment Terms Can Win You a Competitive Advantage

    It has become the new normal for customers to pay later, and the pressure this places on middle market sellers and suppliers is obvious. Now that big customers are much less hesitant to demand an extension on payment terms or make a late payment, you'll need to consider acquiescing if you want to compete with other midmarket businesses. Although this helps your customers preserve capital, it makes it more difficult for you to do the same.

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  • Interview Questions and Strategies to Gauge a Candidate's Cultural Fit

    It takes more than your average, run-of-the-mill interview questions to determine whether a potential hire will fit well into your middle market company's culture. Going beyond canned questions and prepackaged answers increases the likelihood of bringing aboard someone who meshes well with your current team. Obviously, talent and experience go a long way, but it's all for naught if a new hire can't get along with everyone else.

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  • Internal Promotion vs. Hiring an Outsider: 5 Things to Consider

    It's always tough for business leaders to make promotion decisions, especially when it comes to choosing whether to hire somebody from outside the company versus promoting a good internal employee. There are pros and cons to both strategies. The decision ultimately boils down to whether you want to favor continuity or bring in a fresh perspective, and either direction could be appropriate for your middle market business. This can be a delicate decision, as the smaller number of employees at a middle market company means your choice won't go unnoticed.

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