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Watch This Video Before Starting Your Funeral Home Business Plan PDF!

Checklist for Starting a Funeral Home Business: Essential Ingredients for Success

If you are thinking about going into business, it is imperative that you watch this video first! it will take you by the hand and walk you through each and every phase of starting a business. It features all the essential aspects you must consider BEFORE you start a Funeral Home business. This will allow you to predict problems before they happen and keep you from losing your shirt on dog business ideas. Ignore it at your own peril!

For more insightful videos visit our Small Business and Management Skills YouTube Chanel.

Here’s Your Free Funeral Home Business Plan DOC

This is a high quality, full blown business plan template complete with detailed instructions and all related spreadsheets. You can download it to your PC and easily prepare a professional business plan for your Funeral Home business.
Click Here! To get your free business plan template

Free Book for You: How to Start a Business from Scratch (PDF)

A Step by Step Guide to Starting a Small Business
This is a practical manual in a PDF format, that will walk you step by step through all the essential phases of starting your Funeral Home business. The book is packed with guides, worksheets and checklists. These strategies are absolutely crucial to your business' success yet are simple and easy to apply.

Copy the following link to your browser and save the file to your PC:

https://www.bizmove.com/free-pdf-download/how-to-start-a-business.pdf

Dealing with Employee Grievances

 When discipline is based heavily on enforcement, complaints will inevitably arise from too rigid adherence to rules or from excessive penalties for violations. But discipline related problems are not the most frequent sources of grievances. Dissatisfactions leading to grievances can come from almost anywhere. Complaints about discrimination and favoritism in work assignments, work standards, or physical working conditions are frequent sources of grievances. It is important to remember, though, that anything about which an employee is dissatisfied can lead to a serious grievance. Grievances need not necessarily be based on real problems; they can be the result of misunderstandings.

If a positive climate exists, in which there is considerable trust between employees and manager, dissatisfaction rarely turns into grievances.

Even in the best environment though, the people who work for you will occasionally feel unhappy about something. They may not get paid on time, or may feel that the room is too hot, too cold, drafty or too dark. They may feel that they deserve a merit increase, or you may have hurt their feelings inadvertently. When this happens; good personnel policies require that employees know how they can express their dissatisfaction and obtain some consideration.

A written grievance procedure, known to employees, can be very helpful in creating a positive atmosphere. It informs employees how they can obtain a hearing on their problems and it assures that you, the owner/manager, become aware that the problem exists. When employees know that someone will listen to them, grievances are less serious and hearing a complaint carefully often is half the job of resolving it.

A good grievance procedure begins with the manager making it a point to be actively looking for signs of possible sources of dissatisfaction, and by noticing changes in employee behavior which signal that a problem may exist. This often makes it possible to handle a situation when it is still easy to resolve. Positive and effective grievance prevention requires, besides the positive discipline steps discussed previously in this section, a few steps which will assure that the best possible solution to the problem is found. Such steps could include:

1. Discussion, on a one-to-one basis between the employee and you, or if there is a supervisor, with him or her. Often misunderstandings are cleared up at this point and that ends the grievance. If more than a misunderstanding is involved, a compromise solution can often be found at this point.

There are a number of steps which you, or your supervisor, should follow to assure the best results from such a discussion:

a. Make sure that the employee is comfortable and that your conversation will not be disturbed. An atmosphere of concern and trust is necessary and these precautions can help to start the discussion on a positive note.

b. Listen to the employee attentively and hear him or her out. This will help you more clearly understand the entire problem, not only the immediate cause of the dissatisfaction. There is often more than one thing which disturbs an employee and contributes to the problem.

c. Explain how you see the situation.

d. When all the facts are known, try to come to some mutual understanding or workable compromise. If that is impossible, suggest that you will think about the situation and that the employee should do the same thing. Set a specific date when you will let the employee know what it is that you can, and will do.

e. Follow up on the situation. Make certain that you carry through on all aspects of your decision. If you promised to review something, or to have something fixed, be sure that these really happen. Otherwise employees will not feel that you are sincere with them when you discuss their complaints and dissatisfactions with them.

2. If disagreement continues, employees should be aware that they can bring the subject up again for further discussion or that they can take it to the owner/manager if their initial discussion was with a supervisor.

3. Some small businesses use the managers of neighboring businesses to serve as mediators in such disputes. If that is done, the business owners agree to help each other in such situations. The "mediator" talks independently to employee and owner and thus brings an impartial point of view to the situation. A competent mediator can make both sides see the situation clearer, and it is therefore more likely that a mutually satisfactory solution can be found.

If a mediator is used, his or her role should be clarified; that function is to explore and seek various possible solutions that might be acceptable to both sides, not to suggest specific solutions.

This guide has presented ways to implement a grievance procedure in a small business. There are several positive results of a good grievance procedure:

1. Providing relief for any negative feelings of employees, before these feelings are released in non-constructive ways - being late, not reporting for work, etc.

2. Restoring employee morale by clearing misunderstandings and improving working conditions.

3. Notifying management of any dissatisfactions at an early stage.

 

 

As the Proprietor of Your own business you deal with problems on an almost daily basis. Getting familiar with powerful Problem
Solving Techniques can radically affect the development of your business.

Even though you Find answers to your problems, many businessmen and women aren't really proficient in the ways of problem solving,
and if solutions fail, they mistake themselves for misjudgment. The issue is typically not misjudgment but rather a lack of skill.

This guide Instructs you in a few problem solving techniques. Crucial to the success of a business faced with problems is the
understanding of just what the problems are, setting themfinding solutions, and picking the best solutions for your scenarios.

What is a problem. A dilemma is a situation that poses difficulty or perplexity. Issues are available in many shapes and
dimensions. For example, it may be:

Something did Not work as it should and you don't understand why or how. Something you will need is unavailable, and something
must be found to take its place. Workers are undermining a new program. The marketplace isn't purchasing. What do you do to live?
Clients are complaining. How can you manage their complaints?

Where do Issues come from? Issues arise from every facet of human and mechanical functions as well as from nature. Some issues we
cause ourselves (e.g., a hasty decision has been made and the wrong individual was chosen for the task ); additional issues are
caused by forces beyond our control (e.g., a warehouse is struck by lightning and burns down).

Problems are a Natural, regular occurrence of life, and so as to suffer less from the anxieties and frustrations they cause, we
must find out to manage them in a rational, logical manner.

If we accept The fact that problems will appear on a regular basis, for a variety of motives, and by an assortment of resources,
we can: learn to approach problems from an objective point of view; find out how to anticipate some of them; and stop some of them
from becoming larger issues.

To accomplish This, you need to learn the process of problem solving. Here, we will teach you in the basic procedures of
problem-solving. It's a step by step guide which you can easily follow and exercise. As you follow this manual, you will
eventually develop some tips of your own that work in concert with the difficulty process described in this guide.

Keep in mind, Though, as you read that this is not a thorough evaluation of the artwork of problem-solving but rather a sensible,
orderly, and simplified, yet effective, method to approach issues contemplating the limited time and information most company
owners and managers have. In addition, some problems are so complicated that they need the further aid of experts in the field, so
be ready to accept that some issues are beyond one person's ability, ability, and desire to succeed.

To be able to Appropriately identify the issue and its causes, you must do some research. To do so, just list all the preceding
questions in checklist form, and keeping the checklist handy, go about gathering as much information as you possibly can. Remember
the relative importance and urgency of the problem, in addition to your time limitations. Then interview the people involved with
the problem, asking them the questions on your own checklist.

When You've Gathered the information and reviewed it, you'll have a pretty clear comprehension of the issue and what the major
causes of the issue are. Now, you can find out more about the causes further through monitoring and extra interviewing. At this
time you should outline the problem as briefly as possible, list all the causes you've identified, and list all of the regions the
problem appears to be affecting.

At this point, You're ready to assess your comprehension of the issue. You have already identified the problem, broken it all down
into each of its aspects, narrowed it down, done research on it, and you're avoiding typical roadblocks. On a huge mat, write down
the issue, including each of the variables, the regions it affects, and what the consequences are. For a better visual
understanding, you may also wish to diagram the problem demonstrating cause and effect.

Study what you Have written down or diagrammed. Call on your employees and talk about your investigation with them. Based on their
feedback, you may choose to revise. As soon as you believe you completely comprehend the causes and consequences of the problem,
outline the issue as succinctly and as simply as you can.

Go through your Long list of solutions and cross-out those who obviously won't work. Those notions are not wasted for they
influence on those thoughts that stay. To put it differently, the very best ideas you select may be revised based on the thoughts
that would not work. With the rest of the solutions, use what's known as the"Force Field Analysis Technique." This is
fundamentally an analysis technique that breaks the solution down to its positive results and negative outcomes. To do so write
each solution you're contemplating on a different piece of paper. Below the solution, draw a line vertically down the middle of
the newspaper. Label one column advantages and one column disadvantages.

Now, some more Analytical thinking comes into play. Assessing each facet of this solution and its influence on the problem,
listing every one of the advantages and disadvantages you can consider.

One way to help You think about the benefits and disadvantages would be to role-play each solution. Call in a couple of your
workers and play out each solution. Ask them for their responses. Depending on what you see and on their opinions, you'll have a
better idea of the benefits and drawbacks of each alternative you are thinking about.

After you Complete this process for each solution, select those solutions that have the Many advantages. At this point, you ought
to be considering only two or three.

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