3-Step Philosophy To Build Custom Web Design And Development

For brands to survive today they must invest in websites that are dynamic and all-inclusive in themselves. A site must be able to connect with the user on a personal level and offer an enriching browsing experience. There are many ingredients to build a consistent, efficient and innovative business site with an all new breed of developers entering the market. As of now,

Let’s take a look at how brands can build custom web design and development for their business in 3 steps:

Create An Influence

Follow the latest market trends to invest in a business site that is both impacting and trust-worthy, at the same time. Convey the brand message in a crystal clear format with effective use of text, videos and graphics. Create eye-catching as well as sophisticated web design that is easy to interpret. Keep the user interface simple yet interactive to ensure visitor’s attention at one go.

Choose the best hosting platform available today such as Tumblr, WordPress to name a few that best suits your business needs. Select a stunning template design which does not require too much maintenance and you will be good to go.

Make It Usable

As per a survey by KISSMetrics most users wait for just 6 to 10 seconds only before they abandon any site. Make sure your site is easy to navigate and fast to load. Guide your users by placing site maps, accessible contact information, strategic links, and a fully functional search bar with in-built recommendation facility.

Likewise, test your site on at-least 3 popular browsers to check its loading time and remove flashy graphics to improve your site’s speed. The survey further states that, a 1 second delay in page response can result in a 7% reduction in conversions for an e-commerce site which is equivalent to loss of $2.5 million.

Make It Count

To generate some seriously good ROI form your business website place analytics on every web page possible. Measure the online activity on a daily basis and check for sources of traffic and revenue. Formulate your next business goals based on these results and ‘innovate’ your business strategy as much as you can. Use tools like Semrush to gauge how well your site is doing on the google homepage

.Opt for a mix of paid and free analytic tools to gauge your site’s performance real-time. Build a custom web design and development aim for every week or every month and explore creative methods to achieve your goals. Keep yourself motivated at every step to infuse new life to your business.

To Conclude – Observe Everything That Surrounds Your Business

Whether its your competitors, clients, end users, market policies, development guidelines or just about anything. Keep yourself updated with the latest in the economy to build mind-grappling business sites that convey your business priorities and are futuristic at the same time.

Sebastian Atwell works for a leading creative website design company which provides custom web design and development services. He likes scuba-diving with friends during his spare time. He is a great fan of jazz music.

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Business Coaching – Five Key Factors in Developing Successful Partnerships

Successful business owners and managers work in partnership with others. They know that all business objectives are achieved with and through others. Their skill for negotiation with other people is paramount in their own thinking.

They establish mutually agreeable and beneficial goals with each other. They build both their own and others capacity, capabilities and skills by having great partnership arrangements. Partnership arrangements and how to manage them figure highly in their business policy development processes. It is a special kind of intelligence and mindset in its own right.

Successful business owners create powerful partnerships and alliances that reap huge financial rewards and enhance their business reputations.

How do they do it?

The five key factors to be crystal clear about in developing sound and successful business partnerships are:

Understand the Purpose of the Partnership

Successful partnerships exist in business because they focus on mutually agreeable business objectives and goals. To ensure this result, partners must be compatible.

This compatibility is primarily determined by having a shared value base. The shared value based must be explored thoroughly, honestly and openly if the partnership is going to succeed. It must be documented and clearly understood by all the parties involved.

If the businesses share a common vision and values base, their partnerships will be successful. If they do not, they will not. It is as simple as that.

Spell Out the Commitments of the Partnership

Partnership agreements form the foundation of successful alliances and affiliations. Therefore, partnership agreements must be constructed using a shared process and must be entered into in a spirit of generosity and customer-oriented service, if they are going to be effective.

Once a partnership understanding is reached at a compatibility level, a plan must then be documented that clearly identifies roles, objectives, accountabilities and responsibilities, as well as clear time frames for completion of tasks and initiatives.

Managing the partnership itself has to be the first objective. A communication and issue resolution mechanism must be in place, and an effective decision making suite of tools is essential. Great partnerships are built on trust. Having trusting relationships is the hallmark of good partnership governance and management.

Have Realistic Expectations of the Partnership

Successful partners, in life as well as in business, talk to each other. Not just when things are going well, but also when there are problems.

They talk honestly and openly with each other, and they take on the responsibility of managing the relationship as a priority. They spell out their expectations so that problems can be fixed when they occur. They share knowledge and skills generously in ways that are of mutual benefit.

Pursuing excellence and quality in partnering relationships is a major source of mutual satisfaction.

Manage the Risks and Opportunities that the Partnership Presents

Business development and risk management are essential ingredients of successful business partnerships. There must be a dispute resolution process in place. Business partners must master problem solving/conflict resolution skills in effectively managing the risks that accompany working with others.

By identifying risks and their potential causes, successful business partners prevent them from occurring in the first place, and they have a process for addressing them, if they do eventuate.

Successful business partners are always on the look out for enhancing and exploiting the opportunities that emerge as the partnership arrangement proceeds. This can lead to exciting new product and service opportunities that are extremely beneficial to everyone concerned.

Determine the Shelf Life of the Partnership

One of the essential qualities of good leadership and successful business partners is that they review and evaluate their progress against objectives and projects. Effective business partners set dates for achieving results.

They know when it is time for them to withdraw from a partnership arrangement and go their separate ways. Having a clear shelf life for partnerships and their review is critical. There is nothing worse than being in a partnership arrangement that has outlived its usefulness.

Peter McLean is a highly experienced Coach, Senior Manager, Consultant, Business Owner and Company Director. He successfully coaches top Executives in some of Australia’s leading multi-national companies. One such Senior Executive recently won an International Award for Excellence within his particular field. In addition, Peter works extensively in the Public, Private, Commercial and Not-for-Profit sectors, delivering outstanding results for his clients. To learn more of how you can benefit from Peter’s experience, visit the Essential Business Coach web site!

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Telecommuting Policy Development – Top Ten Tips

Telecommuting offers a lot of benefits to both the employer and employees. For the company, the set up means a more cost-effective way of operating business functions because less energy is consumed for the performance of daily tasks. There is also little need to manage a huge workspace when most of the workers are accomplishing their assigned tasks from outside the office. For employees, working from home allows them to save from the expenses incurred commuting to and from the office. It also gives them an opportunity to spend more time with their families, as in the case of WAHM (work at home mom), and reduce work-related stress.

Developing a work-at-home policy: A guide for HR managers

Managing telecommuting programs is different from supervising actual workers in person. To maximize the benefit of telecommuting, it’s important for supervisors to learn how to work with remote teams from a virtual office.
Before anything else, however, you need to devise a policy that covers flexible work options and managing virtual workers. Such concepts as maintaining workplace flexibility and wage and hour laws must be taken into consideration.

Here are top ten tips in developing a telecommuting policy.

Identify your business needs. It’s important to list how having people work from outside the office would benefit your business, and assess if the benefits outweigh the consequences. Your policy needs to sufficiently address the expectations of your company as far as work output and human resources are concerned.
Identify who can telecommute. Understand that not everyone in your company can and should be allowed to work from home. Managing telecommuting arrangements means overseeing to the productivity of people who are not within shouting distance so you wouldn’t be able check on the quality of their output until the work is actually submitted to you. As such, developing a telecommuting policy needs to include creating requirements for those who want to telecommute. For instance, you need teleworkers who are organized, exhibit strong problem solving abilities, and have excellent communication skills, among other skill sets. Your policy should constitute a clear criterion for determining who can work from home so you can easily defend your decisions later on. Beyond the individual’s skill sets, you must also look into which positions in your organization lend themselves to telecommuting. Some positions will not be affected at all if the worker becomes a teleworker; others may be impossible to fill with a remote worker.
Implement guidelines for dependent care. While working from home does have the added benefit of being able to spend more time with one’s family, it should not be taken as an alternative to making arrangements for dependent care. Work productivity will be compromised if the teleworker has to attend to the children while drafting documents for the virtual office.
Formalize agreements on equipment Your policies should also consider the types of equipment that a telecommuter would need to be able to work efficiently out of the office. The agreement has to stipulate who will provide the equipment for the worker. Some companies provide computers and allowances for internet services to their remote teams while there are those who don’t. In the latter case, flexible work options are usually provided as alternatives to working in the office. Employees still have the choice to show up and finish their work in the conventional workspace provided for them.
Ensure employee safety. It’s also important to make sure that your agreement clarifies who is responsible for employee safety when the worker is accomplishing his tasks from home. You can hold your workers accountable for maintaining the safety of their home workplace. In addition, you can provide a clause that allows you, the employer, to inspect the home workspace to make sure that it follows the guidelines stipulated in the agreement.
Ensure confidentiality. Company information is another consideration when managing virtual workers. Business data may be compromised since workers are accessing them from outside the office. As such, it’s important to stipulate in the agreement ownership of information and company documents in case the employee leaves your company. This should be clearly spelled out and confidentiality of work information should also be underlined.
Make sure that technology is available. If you’re going to hire virtual employees, you need to also include a technology checklist of what you require the applicant to have to qualify as a telecommuter. Technology is important when maintaining a virtual workspace, so new hires should have devices such as a dedicated phone line for business, three-way calling systems, high-speed internet access and fax machine among others.
Wage and hour laws If unprepared, a human resource manager may be forced to face a minefield of issues on wage and hour laws. You need to navigate this carefully in order to avoid liability. Record and track all hours worked by employees who telecommute. You may consider installing timekeeping software for the equipment / computers given to employees, as punching the usual timeclock is not possible. Determine a system of properly compensating telecommuting workers for all hours worked, plus overtime (if they are not exempt). The biggest problem here is how to compensate telecommuting employees who sit idly, waiting for instructions. Keep in mind that telecommuters may be considered “on call” 24/7. Make sure that it is clear to the employees whether they “engaged to be waiting” (as in firemen, for whom the waiting time is working time) or “waiting to be engaged” (which means they can do what they like as long as they are available by email, cell, etc.)
Quality metrics To gauge the effectiveness of a telecommuting program, you need to devise certain metrics for quality of service. It’s important for you to make sure that your employees are still performing according to your expectations. Just like in any work situation, quality, quantity, cost-effectiveness, and timeliness ate the four main measures to review. Once you have established performance measures, you need to establish a feedback system, which helps maintain good performance. Additionally, telecommuting employees need a channel with which to keep their managers informed about their work progress.
Communication Finally, one important detail that you need to consider when developing a telecommuting policy is communication. The policies should include information on how often you expect your workers to check their e-mails, for instance, so they’re kept updated. Communication should never be one-way; thus, you also need to establish and follow guidelines on how employees can reach their supervisors – who may also be telecommuting.
The Center for Competitive Management (CCM) provides you, today’s business professional, with the information you need to stay on top of your career. CCM is dedicated to bringing you the information you need to succeed. Our products include audio conferences, training resources, research papers and more.

Want more information on this topic? http://c4cm.com/hr/telecommute.htm

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Policy Development – Essential Steps Required to Write Effective Policy

Policies and procedures are the foundation stones upon which all businesses are built. Without effective policies and procedures businesses do not have an appropriate guideline to provide staff with sufficient information to ensure that they carry out their tasks in an appropriate manner.

Policy written and documented in the correct manner will provide clear measurability for an organisation to help determine its effectiveness in the marketplace. Policies and procedures also have the ability to add a measure of safety to manufacturing or service delivery practices and provide guidelines and guidance for dealing with difficult circumstances and occurrences.

Time management is necessary in today’s competitive world and the ability to respond quickly to new opportunities or unforeseen circumstances is more easily accomplished with strong and tested policies in place. Without the guidelines that policies provide business could easily flounder, may spend monies, repeated less than efficient and effective practices strategies, and perhaps accidentally overstep into unlawful practices, leaving the organisation vulnerable.

There are a number of steps required in the development of policy to ensure that the policy is not effective and can be implemented in an appropriate manner.

A significant challenge facing all businesses is how to develop an appropriate policy response to a particular issue. Issues that require a policy response fall into two categories external issues, and internal issues. Organisations that failed to deal with both external and internal issues have laid foundations for failure.

External issues could include challenges such as changes in taxation thresholds, introduction of new federal or state laws, dynamic changes in the marketplace, direct changes in competitors behaviour.

Internal issues might include things such as labour shortages, cost of labour, change of plant and equipment, change of personnel, introduction of new procedures, changes in organisational structure.

The challenge for a number of small to medium size businesses is that they do not necessarily have the internal resources required to develop an appropriate policy response in a time frame that deals effectively with the issues. The challenge for larger organisations is that an appropriate policy can be developed they don’t necessarily have the resources to ensure that all staff fully understand the issues that need to be implemented with the introduction of new policy.

For policy to be effective there are a number of issues that need to be addressed during the writing and implementation stages if organisational goals are to be achieved. These include but are not limited to;

  • Responsibilities associated with policy development.
  • The Law and Policy Development.
  • Labour and employment laws.
  • Workplace Standards
  • The writing process everything you need to write effect policy.
  • General rules on policy writing.
  • A detailed overview of the steps included in the policy writing cycle.
  • And a detailed explanation of the 17 characteristics of good policy.
  • The McKinsey 7S model to help identify a number of audits that can be conducted in an organisation to help determine which departments will need assistance as policy is both developed and implemented.

Policies can be described in three different ways firstly as an authoritative choice secondly as a hypothesis and thirdly as an objective form of action. The majority of firms and businesses identify that policies are in fact a form of action and behaviour required by staff in particular situations.

Michael D Leonard is Chief Executive Officer of Health Ed Dimensions International and has over 25 years experience in the management of Healthcare Organisations and the delivery of leadership management programs. Michael has worked both nationally and internationally and has lectured for a number of Universities in the areas of Change Management, Organisational Behaviour, Leadership and Management, Policy Development and Analysis. Michael invites you to visit his website [http://www.developingpolicy.com] where you can download a copy of his new eBook Effective Policy Writing. Michael can be contacted at myknowledgepoint@gmail.com

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In October, Policy Development will begin its fourth year of administering the GlaxoSmithKline Community Health grantmaking program. We perform comprehensive organizational assessments and site visits with short-listed grant applicants. The work can be time consuming, but the end result is effective grantmaking and rewarding work. It has been our privilege to become acquainted with the stars of the nonprofit community in Philadelphia.


Tracking developments in Corporate Social Responsibility, Philanthropy, and Social Sector Reform, the Social Edge Policy Portal considers the social impact implications of policy and decision-making. And we try to have a little fun along the way (e.g., 6/1/05 entry: “Separated At Birth: Shell & Halliburton Spokespeople”). Apparently the formula is a winner, because the Policy Portal is getting “thousands” of hits every month, according to the Social Edge technical crew! In fairness, the number of “unique users” is actually less than that, but with the arrival of Social Edge’s new Executive Director, Victor d’Allant, more exciting things can be expected. Visit the Portal at: www.socialedge.org/policy


The North End Outreach Network (NEON) is a small but vital community-based health organization in Springfield, Massachusetts. Rather than focus on a single social issue, NEON uses a holistic approach, responding to the wide variety of interrelated challenges that real families face. NEON has engaged Policy Development to help it expand. In just a few months, we have developed a new urban environmental health project, a criminal justice system and community health services “bridge project,” and a health insurance enrollment project.  Policy Development is also helping NEON plan increased institutional capacity that is needed to keep pace with additional programmatic activities.


The Solidago Foundation in Northampton, Massachusetts announced that Policy Development will receive a $10,000 grant to mobilize a regional response against sprawl in the Pioneer Valley. The campaign will focus on the infamous mega-mall developer, Pyramid Cos., and their plans to replace farmland and wetlands with a Wal-Mart “Supercenter.” We will draw on the wide range of offenses that Wal-Mart is already defending itself against around the world, including: environmental destruction, exploitative domestic and foreign labor practices, dying local and downtown economies, and diminished quality of life generally. It is our hope that this regional policy experiment can be repeated elsewhere. Visit our web site at: www.StopSprawlMart.org.