We are giving Thanks this weekend for many blessings and reflecting on our upside down global financial situation and trying to plan for our “New Economy”. Most small and medium sized apparel business owners are focused on developing next seasons collection, collecting payment from last season, production issues and shipping this seasons collection, while trying to meet next payroll. The idea of promoting online sales, new technology to help with daily business, or producing open to buy is a BIG challenge. Who can do all this and survive one of the worst global economic situations since the Great Depression?
To add to this mix of demands on a modern day apparel manufacturer the “human factor”, employees, vendors, buyers, sales reps, etc. ALL human contacts in any business can be a challenge! Without them there would be no business and with them there is often more management issues and demands on the owners time.
Particularly in this business, which is driven by human contact, dealing with personalities and understanding what motivates us is sometimes an ongoing complication to becoming profitable and successful. This maybe a reason why the apparel industry has a reputation for working with A.D.D. types and having to put up with some very strange behavior from various levels! Are they really A.D.D. or just too bloody busy?
This week I have learned of three close friends who have lost their jobs. I hope that they find the time to rest and move onto new opportunities. Unfortunately, I do not feel our economy will improve for at least one more year. I hope I am wrong but I think the “New Economy” will take a time to rebuild and reform on a global platform.
Finding the right person for your company can be a BIG challenge.
Here is a little advise from Fashion For Profit: “Sooner or later you will have to deal with an employee who doesn’t live up to your expectations. It maybe a bad attitude, tardiness, laziness, or just plain nastiness, but for one or more of these reasons, the arrangement isn’t working out. Everyone deserves a second chance, unless, of course, they have knowingly committed an infraction that constitutes grounds for immediate dismissal. Company policies should be outlined in the employee policy manual. Allow employees an opportunity to correct the error, but make it clear that failure to do so will result in termination. Never reprimand an employee in front of other employees, it is better to take care of business behind close doors, one on one. Explain the problem and how you would like to have it changed. Any employee worth keeping will take the hint. If you feel the infraction is serious, then it should be recorded and documented. If you feel the person is unstable or emotional, it would be in your interest to have another person in the room as your witness.”
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