- "In the last 20 years our business has changed considerably…and as the focus of our business has changed, Bird Luckin have moved with us."
Alex Tanner, George Tanner (Shalford) Ltd - "Bird Luckin has looked after us incredibly well for over 60 years, they are pro-active and innovational - meeting all our needs to help us achieve our aims."
Richard Stubbings, Cliffords Limited - "I can honestly say that Bird Luckin are the best firm of accountants and auditors I have ever dealt with - and I don't say that lightly!"
Colin Webb, Walthamstow Stadium - "It's important for us to know that we will always be able to contact the right people to give us the right advice and support."
Jane Bennett, Bennetts Funeral Directors - "Although we deal mainly with one Partner … we also know that if we need to contact someone else who is a specialist in another area, we can get the advice we need quickly and easily"
Jeremy Ruggles, J.S. Wright & Sons Ltd - "Bird Luckin got us to a stage which would have taken us months - if not years - to reach on our own, and they got us there in a matter of weeks"
Matthew Sullivan, SNC Ltd - "You can be a good accountant, but if you don't have an understanding of the industry it can be very difficult. "There are two or three people we have regular contact with at Bird Luckin who know our business well, and it makes a difference.""
Robert Church, W A Church (Bures) Ltd - "The work which Bird Luckin has done for Boddingtons over the past few months has helped shape our future direction for the better."
John Warner, Chief Executive, Boddingtons Ltd - "Bird Luckin has acted for us since our inception 10 years ago. They have a very 'can do' yet highly professional attitude - we are very appreciative of their support and advice over the years."
Marlon Fox, Outlook Property Ltd
Remunerating for profitability
To ensure that wages and salaries are a profit-centre, not a cost-centre, for your business, it helps to tie them into profitability. Here are some ways you can do this:
Factor in value when setting wage and salary levels
It is important to factor in the value of both the work and the individual's contribution when setting wage and salary levels. Begin by assessing the value of a particular job. Here, you must look at the work, not the person doing it, and ask how much value it adds to your business. Based on this assessment, you can set a wage or salary range for the job. Of course, you will also need to keep an eye on the labour market and be sure to set and maintain remuneration levels that are competitive.
The next step is to decide where on the wage or salary range to position a particular individual, and when it is appropriate to offer additional incentives. Here, you are looking at the individual, not the job, and evaluating what value his or her performance adds to the business. You need to assess traditional criteria such as attendance, motivation, initiative, reliability, and safety, but the most important thing is to evaluate the individual's contribution to the profitability of the business and reward it accordingly.
Devise incentive schemes for both individuals and teams
If you introduce incentive schemes, make sure you design them to improve the performance of both individual employees and the business as a whole, not one at the expense of the other. Incentive schemes that focus exclusively on improving individual performance can sometimes undermine teamwork and thereby overall productivity. On the other hand, schemes that focus on improving firm-wide performance provide little incentive for above-average performers to go the extra mile. Not only does this deprive your business of their best efforts, it also increases the risk of your star employees feeling they are underperforming and therefore looking elsewhere for something more challenging.
To get round this, consider offering an annual salary bonus to key employees who meet specific short-term goals, but with half the bonus awarded if the individual achieves his or her individual goals, and the other half if the firm as a whole meets its general goals. Businesses that have tried this approach report considerable improvements in productivity.
We would be happy to help you review you remuneration policies to ensure they are contributing to overall profit improvement in your business.