Typical Situation: Our client’s systems that are currently in place do not keep track of inventory or improve operations. Our client has outdated technologies that complicate processes and prevent growth. They often lack standard business process and never certain of the best way to handle.  They may also struggle with too many manual processes, find it hard to complete upgrades, or have difficulty having their systems talk to each other.
 
When you hear a business owner say:

• “I need help in figuring out how to make software work for my company”
• “Our software is not meeting our needs”
• “Why is our staff always doing routine tasks in different ways?”
•  “We access our systems remotely.”
•  “We are thinking of getting a new system. Should we? Shouldn’t we?”

 
Technology Software Consultants help manufacturers and distributors implement application technology that makes their businesses run better.  They can help clients solve business problems by using systems that are currently in place or help them to find the appropriate software and vendors to improve operations. They will work with ERP systems, Warehouse Management systems, bar code scanning technology and other supply chain technologies.
 
How they Work Consultants utilize business analysis skills, sound project management methodology, and common sense to implement systems.  They will work with and manage vendors to control the project and ensure that projects are on time and on budget.  They also train employees to ensure that they understand what systems are supposed to do as well how to use new technology.

After spending most of my time during the "Shelter In Place" on Zoom (and Free Conference Call, WebEx, Global Meet and my trusty iPhone),  I finally figured out what to do to make the podcast more of a regular feature and promote power partners GLM's clients should know and possibly utilize.  

The idea is to talk with a business associate I know very well. Maybe they have worked with a client, or I have learned of their outstanding reputation from others I trust. During the 10 Minutes interview I make sure to ask most of these questions:

• What (Specifically) do you do? 
• How do you do it?
• What is a “Typical Situation” people are in when they realize they need your help?
• What is something someone might say that would lead me to think of you?
• What is your Dream referral?
• How has your business changed recently?
• What advise do you have for people right now based on your industry?
• What will you do differently on the other side of this?
• How can I introduce you? 

Others have been posted on Social Media (Linked In, Facebook and Twitter) and all others can be found on our You Tube Channel: 

GLM is getting ready for the Upcoming GOA Business Expo. You can participate too! Just follow the Link: https://www.thegoa.com/expo2020.html  

THE 2020 EXPO IS HERE AND THE THEME IS GAME OF BUSINESS.
We are asking our businesses to decorate their booth/business to board games. (Think Monopoly, Sorry!, Candy Land) Usually, we don't PLAY around when it comes to business... but it's time to have some fun and show us what you've got! Awards will be given for various categories. Game on!
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Why Exhibit?

• Build relationships face to face.
• Promote your company to hundreds of attendees.
• Boost brand awareness.
• Generate customer interest.
• Market new products and services.

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#YourMove

For your convenience, I have fast forwarded to the part about GLM, but feel free to listen to the whole thing from start to finish:

​Typical Situation: Our client has customers who owe outstanding bills for many months. Before classifying it as Bad Debt, send it out to Collections.
 
When you hear a business owner say:

• “I have some customers/ clients not paying their bills.”
• “I've got good customers but they're paying my invoices slow/beyond terms”
•  “I'm not getting returned calls about client outstanding bills”

 
An Accounts Receivable Consultant provide strategic financing solutions for business to business companies.  Complete end-to-end solutions provide you with the results you need across the entire credit-to-cash continuum, all while enhancing your valued customer relationships.
How they Work The Consultant delivers results by utilizing a proprietary predictive analytics platform that drives recovery operations. More than just a debt collection agency, they offer strategic end-to-end accounts receivable management and debt collection solutions that make your cash flow.
 
You can introduce them:
“It sounds like you should really talk to someone about your outstanding invoice and get your money.  I know someone that can provide some results for your accounts receivable so you can make it.”
 
Matching Ideas with Resources:

Pursuant to Public Act 101-0177 the Illinois Equal Pay Act now bans employers and employment agencies from asking about applicants’ past wage and compensation histories. This law takes effect on September 29, 2019. Employers can be penalized for asking the applicant or the applicant’s current or former employers for wage or salary history. If they have not yet done so, employers should review their employment applications to make sure they do not ask for salary and wage history. They should also train those involved in hiring on the new law. For more information you may contact the Illinois Department of Labor at the Equal Pay Hotline 866-372-4365.
Frequently Asked Questions on Wage History Ban

1. Can employers ask for salary history or use salary history when determining whether to offer a job or when determining how much to pay the job applicant?
   No. It is unlawful for an employer to request or require a wage or salary history from a job applicant as a condition of being considered for employment or as a condition of employment.
2. Can employers ask about employment benefits that have been provided in the past to a job applicant during the application process?
    No. It is also unlawful for an employer to request or require a job applicant to disclose benefits or other compensation received at any current or former employer as a condition of being considered for employment or as a condition of employment.
3. Who is covered by the law?
   Illinois job applicants. This includes applicants to part-time and full-time positions, temporary or permanent, whether hourly or salary. The law however does not cover independent contractors.
4. Can employers use recruiters to determine applicants' salary histories?
   No. Recruiters, employment agencies, staffing agency or any other agent of an employer may not screen applicants based on their current or prior wages or salary histories, benefits or other compensation.
5. Can an employer ask a current or former employer of the job applicant for the applicant’s wage history?
   No. It is unlawful for an employer or their agent to ask for a wage or salary history, benefits or other compensation from an applicant’s employer or former employers when conducting verification or reference checks.
6. What if the employee already works for the company where he or she is applying?
   The prohibition does not apply if a job applicant’s salary history is a matter of public record or if the applicant is a current employee applying with the same employer.
7. Can an employer prohibit employees from discussing their salaries?
   No. An employer cannot prohibit its employees from disclosing their own salaries, benefits or other compensation to other individuals.
8. Can job applicants volunteer salary history information?
    Yes. Applicants may voluntarily disclose their prior wage or salary history including benefits or other compensation. The employer shall not consider or rely on the voluntary disclosures as a factor in determining whether to offer a job applicant employment, in making an offer of compensation, or determining future wages, salary or benefits.
9. Can employers provide a salary range to an applicant or discuss with an applicant their salary and benefits expectations?
   Yes. An employer can provide information about the wages, benefits, compensation, or salary offered in relation to a position. The employer can also engage in discussions with an applicant about the applicant’s expectations with respect to wage or salary or benefits.
10. Who do I contact if I have questions about the new law?
    You should call the Illinois Department of Labor at the Equal Pay Hotline 866-372-4365.

Step 1) Begin- Give us your accounting documents.

• Bank Statements, Receivables, Payables, Inventory, etc.

Step 2) Accounting–  We process your information, reconcile and file.

Step 3) Statements– We prepare the Financial Statements.

• Balance Sheets, Income Statements, Ledgers

Step 4) investigation– Accountant Review of Financials.

• Tax Planning- Proactive planning can potentially minimize your tax burden.

Step 5) Consulting-  Business Strategist Review.

• Analysis of Goals, Operations, Marketing, Trends,

Step 1) Begin Again- Meet With You and Discuss Findings.

• Regular Accountability through Timely, Accurate Financial Reporting

 

What is a "Typical Situation" people are in when they realize they need help?
 

• They are growing and are unsure if they are legally complaint.
• Employees appear to be unhappy or have high turnover of staff and don't know what to do.
• They feel they have been "winging it" for too long and want to formalize processes.

What is something someone might say that would lead me to think of you?
 

• “If I could do this without employees I would.”
• “I feel like I've lost control of what people are doing - one person wants one thing and the other something else. I don't know what to do.”
• “My employees need someone to talk to that isn't me. Why do people come to me with their issues.”

What (Specifically) do they do?

Uncomplicate the people side of business. Help business owners success through and with their employees.

How do they do it?

Sitting down with the business owners to understand their needs and concerns. Create an action plan in order to achieve goals. Provide on-site support as needed so we are the go-to person for the employees and the owner. 

Matching Ideas with Resources 

​Other successful business owners have told us that one or more of the following are their biggest business concerns. Recently, the GOA (Great O'Hare Association) conducted a survey through it's Business Advocacy Committee asking the same question: Rank Legislative Issues in Order of Highest Concern for You.

GLM askes their clients the following question to learn more about what the business owner is thinking.

Which concern(s) do you have about your business?

• Rising labor costs (Employee)
• Health Insurance
• Workers Comp
• Government Regulations
• Declining Sales (Strategy)
• Taxes (Financial)
• Fighting Fires (Process)
• Tight Cash Flow (Financial)
• Errors, Mistakes, Quality (Process)
• Productivity & Attitude (Employees)
• Equipment Capacity (Equipment)
• Customer Demands (Strategy)
• Not having anyone to talk with (Owner Partner Issues)
• Other:                                                                            

The GOA Survey showed that Taxes is the largest concern (over 45% or those survey choose it) for business owners and GLM clients agree.                                                                                                       

Other successful business owners tell us they have a good relationship with their accounting firm. They indicate this has occurred through a unique process that allows them to spend more time working on other key elements of their job.  They say the result is increased results without increasing the number of hours they work.

Perhaps you may want to see some of the same results in your business. If you do, please contact us.

If you are also looking to stay in the loop on local, state and federal business regulations and taxes, you may want to get involved in the Local Business Association and Elk Grove Chamber of Commerce, the GOA. Learn more at www.theGOA.com