0. Evaluate your corporate environment across the enterprise. Identify current and future goals, key projects and resources required to meet and exceed your goals. It is important to account for areas of high-turnover, growth and potential downsizing or consolidation.


0. Identify workforce fluctuations and determine key people within your organization that you want to develop into leaders and nurture for the future. In addition, each manager should be assessing his/her department to evaluate current and future hiring needs and any team members that could be eligible for a promotion, interested in moving to another department or planning to leave the organization in the near future.


0. Establish performance goals and incentives that are tied directly to corporate goals. This process allows the management team to identify and award “key performers” as well as areas that require development amongst their staff. Don’t wait for openings to appear before promoting someone, or wait to begin developing their skill set for a future responsibility or promotion. Create opportunities for each individual as they grow and mature to help keep employees challenged and stimulated.


0. Develop a means to provide an internal career path for employees to follow based on their abilities and talents to continue to grow within the organization. Similar to a guidance counselor, companies may consider a separate group that is charted to develop individuals by providing career consultation and other related services that will allow them to acquire the new skills needed to get ahead in the company.


0. Offer specialized training to employees in each department. This is important for key employees that you are looking to promote, as well as struggling employees who would benefit from additional job-related knowledge. Cross-training is especially helpful if there is an unexpected departure within the organization, so other employees will have an understanding of what the position entails and can easily close the gap.


0. Encourage key employees to continue their education by offering tuition reimbursement or programs that allow them to increase their industry or area of knowledge. Other areas to consider are attendance amongst industry conferences or memberships in trade associations.


0. Reward key employees and offer incentives to those who are striving to move up within the organization. Set specific goals for them to achieve and establish appropriate awards.


0. Implement a comprehensive and forward-thinking recruitment program to attract qualified candidates in areas required to fulfill current and future needs of the organization. Develop a strong recruitment brand to help attract highly-qualified candidates when a position is unable to be filled internally. Be creative and use a variety of methods including online recruitment sites, career fairs, staffing agencies and networking. Don’t forget to consider niche-specific job sites targeted towards your industry or departmental areas. For example, Beyond.com is a network of more than 15,000 specialty career sites which offer a variety of ways for companies to increase their corporate brand in the marketplace and more effectively attract key talent.


0. Communicate and reevaluate your succession plan and retention program each quarter to reassess the company’s hiring needs and determine your success in “developing employees”. Remember, it costs more to recruit new hires than to develop internal candidate, so don’t lose out on the investment that you have already made!

Just like a business plan, a marketing plan is also important for your restaurant business. Even if your business is doing great because a lot of people visit your place everyday, it is still best if you come up with a good marketing plan. If you want your business to grow and eventually earn more profit, you need to have a good and solid marketing plan. If a business plan provides you with a clear direction on which way to go, a marketing plan is the type of plan for the success of your business. Remember that aside from good and delicious foods, people keep coming back for more for some other reasons and you should take note of such reasons when creating your marketing plan.

In order for you to create a good plan for marketing, you should have enough knowledge about the industry that your business belongs, your customers, your competitors, the financial status of your business and some other factors that may greatly affect your business. Evidently, you won't be able to come up with something for the marketing plan if you do not have a complete understanding about the restaurant business - how to run it and how to make it grow. In addition, you have to anticipate the changing needs of your customers. People may just want a certain variety of food for a certain period of time but you can never expect this to stay in this way forever. Sooner or later, your customers will look for something new and unique.

There is also a need for you to keep track on the number of people who visit your place every day or week and how often your customers come back. If you will be able to determine this information, you would be able to find an appropriate solution to encourage your customers to come back more often. To make this possible, perhaps you might want to include some customer referral programs or reward programs in your marketing plan. This way, your existing customers will love to bring their friends to your place and this means more profit for you.

Aside from considering some programs for your customers, you can also take a look into some other options that will also increase your profit. For instance, you can consider some add-ons and upgrades for your customer orders instead drastically increasing the prices. In this way, your customers won't really notice the difference and at the same time you are still gaining profit.

Therefore, in the process of creating a marketing plan for your restaurant business, you just have to make sure that you know all the things that should be included in it. And of course, there should be a certain percentage of your sales income that should be allocated for marketing. It's not really recommended if you allocate a fix percentage for every month, it is better if you check on what month is the busiest and then allocate more on that month.

Mabel Miles likes to share information on marketing plan template and easy business plan template as well as a host of additional services.

Outcomes And Efficiency

For 35 years, television ads for the legendary discount retailer Sy Syms asserted that "an educated consumer is our best customer." One part of their legion of loyal customers valued the luxury brands peppered throughout the stores and were willing to sort through the spartan and unadorned conditions to locate them. The other part actually preferred the low-overhead of the plain white interiors, knowing that the prices were unaffected by meaningless décor. What made the Syms chain a success was that the desires of a wide variety of customers could be collectively satisfied, at the same time. Value-centric buyers as well as those seeking the cache of name brands without the boutique mark-up made Syms and its famous slogan a household name for generations. Like most successful companies, Syms focused squarely on the desired outcomes of their branding and messaging efforts, and developed an efficient means of reaching that objective.

The world today is overwhelmingly loud. In 1974, Sy Syms needed only to buy ads on three network television stations, several newspapers, and possibly some local radio. Following such a strategy in 2011 is sure to make a big business a very small business, very quickly. Today, there are hundreds of television and cable networks, satellite radio, traditional radio, search engines, blogs, and an emergent social media, which has become perhaps the most powerful mover of information and opinions ever. I believe that this freedom of opinion is a good thing overall and that the marketplace of ideas is better served by unobstructed sharing (unless it is coming from the cast of the Jersey Shore). However, as a consequence, we are inescapably bombarded at all times by the cacophony of electronic and traditional media. Effective messages are conveyed almost subliminally, often among the blinking of our eyes.

So how can an Association rise above the noise and get its message to the members who need to hear it? These are some proven tools that any Association can use, for little or no cost that will help it get its message delivered.

Twitter.com

Using brief tweets with embedded links leading to deeper detail, and Association can get its message out to its followers.

Ning.com and/or Facebook.com

Ning.com allows anyone to create a customized personal social media site. Owners can sign up and participate in a collaborative dialogue (don't be afraid of the two-way communication).

YouTube.com

YouTube videos need not be limited to car crashes and street fights. Association meetings, video presentations by the Board or management, or any other meaningful information can be recorded and posted. Be sure to link to them from your social site or from your tweets.

Talkshoe.com

A Talkshoe meeting is a live streaming meeting, held on the internet. Up to 250 people at a time can listen in and even participate. The meeting can be recorded to listen later as a podcast or to be posted to a website.

There are few environments where a civic volunteer will encounter such a confluence of needs and outcomes to consider while communicating. The homeowner members are not customers of a business, nor are they constituents of a political office. They are friends and neighbors and as such demand an even greater sense of duty towards the leadership of the community.

The Association also cannot often change the fundamental nature of the community to suit its audience. Fortunately, this does not mean that community leaders must choose between friends and neighbors and service to the community. Nor does it mean that popular opinion automatically gauges success. Unlike operating a for-profit business or running a purely political office and unlike Syms, it merely means that the Board is forced to communicate in a much wider sphere of consideration than most other environments. By developing a communication plan that begins with efficiency as a bedrock principle, the Association can begin to bring its message to its members effectively and reach the positive outcomes it desires.

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What is corporate culture? A commonly accepted definition of corporate culture is the personality of an organization. Put in concrete terms, the corporate culture is "how things are done around here." The culture of a corporation encompasses how decisions are made and how those decisions are communicated to employees? It includes how rewards are determined and punishment metered out. The coporate culture defines how employees are expected to interact with one another and with customers. A corporation’s culture is established by the CEO and the senior management team. Employees will make your culture’s values and behaviors their own through both formal training and observation.

The big deal in communicating corporate culture is not the words – it is the deeds. Employees will accept your statement of values, but they will also assess your commitment to them by your behavior. If you say you value your employees, how do you show it? If you say you want to make it easy to do business with your company, how to do reward those with innovative customer service ideas? Consistency between stated values and actions is essential in communicating the corporate culture. An excellent vehicle to communicate the abstract concepts of a corporation’s culture is through vignettes or storytelling about key people and events. During all-hands meetings, use examples of real behavior and real responses. Tell the employees what was good about the behavior and how it helped the company. On the other hand, when someone violates the organization’s core values, there should be consequences. If you ignore or reward behavior that is contrary to your stated values, your employees will learn the wrong lesson about your corporate culture.

Here are some typical corporate culture topics that may be included in policy, procedures, and practice:

How is success measured
How do you demonstrate respect for colleagues, customers, vendors, the community
How do you solve customer and employee problems
How are decisions made
How to do encourage new ideas and innovation
How to you weigh the relative importance of short term profitability versus long term goals
How are achievements rewarded

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Today's fast-paced and data-saturated world has really changed how people communicate with each other. In the past, people relied on face-to-face interactions, phone calls, and letter sending; nowadays, people communicate by email, by text, by chat, and even by video conference.

The boundaries between places have disappeared - no more days of waiting for a letter to be received by someone halfway around the world. Now, you can simply go online and send an email that the other person can get instantly.

But has this new technology really improved the way people communicate, or made it worse? At the time when we are able to reach more and more people in the shortest amount of time, are we really communicating more effectively and personally, or has it resulted in more miscommunications, more misunderstandings, and the lack of a personal touch in how we communicate?

Sometimes, it seems that every step for technology is a step backward for personal and effective communication. Instead of meeting with clients personally to discuss their concerns, we decide that chat or email is enough to address their problems. Instead of calling a friend to express our sympathy, we decide that text is enough to convey our message.

In the fast-paced environment of today, people tend to listen less, respond too fast, not pay attention, and easily get distracted. Instead of communicating effectively, the message we want to deliver easily gets lost because we are in a rush to get it out.

Even in our business interactions. Since we want to reach more people in a shorter span of time, we tend to send out mass emails or mass text campaigns. But though you may have been able to reach a huge quantity of people in an instant, is the quality of the responses you received really what you were aiming for?

People buy from those they trust, so can a mass email campaign really obtain the trust of your consumers? What if you added a more personal touch to your campaigns, made it more relevant to your consumers, won't that lead to a more favorable response that you were aiming for?

Maybe it's time that we pay more attention to how we communicate. It's not enough that we deliver our message; people should be able to receive and respond to it well. And instead of being business-like and impersonal, we could take the time to add a more personal touch to our communications, as people like knowing that they're talking or communicating with real people, not with impersonal machines.

The key to better communication in this fast-paced world is to take the time to compose your messages well. Think it through, and add your personal touch. Be more relevant, and always be open and honest.

If you can take the time to call someone rather than text, do so. If you can take the time to meet with a client rather than simply chat, then that would be infinitely better. The technology of today has really made communicating with others a lot easier and convenient, but there's still no better way to convey your message than with a personal, face-to-face interaction.

So don't let your message get lost in interpretation. Make sure to communicate more effectively and personally, and you're sure to get a better response.

Maria Elena Duron, CEO (chief engagement officer), buzz2bucks | a word of mouth marketing firm, is skilled at making networks "work" and harnessing powerful online and offline buzz, she facilitates online visibility services and word of mouth coaching and workshops - taking companies and professionals from buzz-worthy to bucks-worthy, http://buzz2bucks.com.