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How Do You Draft the Personnel Section of the Business Plan? The Personnel Section of a Business Plan Explained.

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How to Create an Investor-Ready Personnel Plan and Forecast Employee Costs

Posted march 22, 2021 by noah parsons.

A personnel plan is a critical part of your business plan and financial forecast . In addition to helping you budget for current and future employees, your personnel plan enables you to think through who you should hire and when you should hire them.

If you’re pitching to angel investors or venture capitalists for funding, they will want to see why your team is uniquely suited to grow and scale your business, as well as your hiring plan.

Investors will want to know:

• What positions do you need to fill?
• When you plan on filling them?
• How much it’s going to cost to build the team you need??

What to include in the personnel section of your business plan

For many startups and small businesses, the people who do the work—your team—are both the most costly and most valuable asset. It makes sense that hiring the right person at the right time can have a significant impact on your ability to meet your company’s milestones and goals , not to mention your cash flow .

Thinking strategically about human resources — when to add positions, compensation levels, and whether to hire full-time or on a contract basis are all pieces of a healthy personnel plan.

So, whether you’re seeking investment or not, building a personnel plan and forecast is an essential part of business planning and strategic planning for the long-term viability of your company. Let’s dive right in and look at the five key steps to build an investor-ready personnel plan.

1. Describe your team

In the “team” section of your business plan, you will typically include an overview of the key positions in your company and the background of the people who will be in those critical roles. Usually, you’ll highlight each of the management positions in your company and then speak more generally about other departments and teams.

You don’t need to include full resumes for each team member—a quick summary of why each person is qualified to do the job is enough. Describe each person’s skills and experience and what they will be doing for the company.

Emphasize your team’s strengths. How do they make your team stronger? What specific expertise and experience do they have in your (or a related) industry? Assuming your market research identified a great opportunity, why are you the right team to capitalize on it? 

For potential investors, this section helps qualify why each team member is necessary for the success of the business. It acts as a justification for their salary and equity share if they are part owners of the company.

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2. Describe your organizational structure

The organizational structure of your company is frequently represented as an “org chart” that shows who reports to whom and who is responsible for what.

You don’t have to create a visual org chart, though—describing your organization in the text is just fine. Just make sure to show that you have a clear structure for your company.

Is authority adequately distributed among the team? Do you have the resources to get everything done that you need to grow your company?

You’ll also want to mention the various teams your company is going to have in the future. These might include sales, customer service, product development, marketing, manufacturing, and so on.

You don’t need to plan on hiring all of these people right away. Think of this section as an outline of what you plan to do in the future with your company.

3. Explain the gaps

It’s alright to have gaps on your team, especially if you’re a startup. You may not have identified all the “right” team members yet, or you may not have the funds available yet to hire for essential roles . That’s okay.

The key is to know that you do have gaps on your team—this is how you figure out who you need to hire and when you need to hire them. Also, it’s much better to define and identify weaknesses in your team than to pretend that you have all the key roles that you need. In your business plan , explain where your organization is weak and what your plans are to correct the problem as you grow.

It might be tempting to hide your potential weaknesses from investors, but they’ll see through that right away. It’s much better to be open and honest about where you have management gaps and your plans to solve those problems. You want them to know you have identified and made plans to mitigate risks .

You also need to keep in mind that employees might wear a lot of hats in the early days of a company, but that specialization will happen as the company grows.

For example, initially, the CEO might also be the VP of Sales. But, eventually, the VP of Sales role should be filled by a specialist to take on that responsibility. Include these types of changes in your personnel plan to explain to investors that you understand how your company is going to grow and scale.

4. List your advisors, consultants, and board members

For some companies, external advisors, board members , and even consultants can play a crucial role in setting business strategy. These people might even fill key positions temporarily as your company grows. If this is the case, you’ll want to list these people in your business plan. Like your management team, provide a brief background on each principal advisor that explains the value they provide.

If your advisors don’t hold key roles or are not critical to your success, you don’t necessarily have to list them. But, do list anyone that is adding substantial value to the company by providing advice, connections, or operational expertise.

5. Forecast your personnel costs

Most business plans should include a personnel table to forecast the expense of your employees. Here are the expenses you’ll need to be aware of when forecasting.

Direct and indirect labor expenses

You’ll want to include both direct expenses , which usually comprise salaries, as well as indirect expenses which include: 

• Paid time off
• Healthcare and insurance
• Payroll costs

 As well as any other costs you incur for each employee beyond their salary. Here’s an example of what a personnel forecast can look like using LivePlan .

Burden rate and employee-related expenses

There are different names for the indirect expenses of personnel. Still, I like to call it “burden rate” or “employee-related expenses,” which is an expense over and above the direct wages and salaries. These expenses typically include payroll taxes, worker’s compensation insurance, health insurance, and other benefits and taxes.

For business planning purposes, don’t stress about coming up with the exact figure for the burden rate. Instead, estimate it using a percentage of total monthly salaries. Somewhere between 15 percent and 25 percent usually makes sense, but it depends on what kind of benefits you plan on offering.

In your personnel plan, you can list both individual people as well as groups of people. You’ll probably want to list out key people and other highly paid employees, but group together other departments or groups of people. For example, you might list out your management team, but then group together departments like Marketing, Customer Service, and Manufacturing.

Then, add in your personnel burden to cover benefits and insurance. In the example personnel table above, this is called “Employee-Related Expenses.”

You’ll then take the total number of your salaries plus personnel burden and include this in your profit and loss forecast as an expense. Suppose you’re using LivePlan to build your personnel forecast. In that case, this how-to article on entering personnel shows where you’ll see personnel costs appear on your cash flow statement, profit and loss (income statement), and your balance sheet.

Do you need a personnel plan if you have no employees?

If you are a sole proprietor and don’t have employees, you should still include your own salary as part of the business plan. Make sure to include your salary as an expense in your Profit & Loss Statement . Even if you, the business owner, don’t take the salary, so you can keep the cash in your business, you’ll want to record what you should have been paid.

In the case of a sole proprietor, you probably don’t need a full table for the personnel plan, like in the example above. But, when you do start planning to hire a team, you should use the format I’ve described here.

Personnel planning is a valuable part of the business planning process because it forces you to think about what needs to get done in your business and who’s going to do it. Take the time to work through this part of your financial forecast, and you’ll have a much better sense of what it’s going to take to make your business successful.

*Editors Note: This article was initially written in 2019 and updated for 2021.

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How to Create a Personnel Plan for Investors

What is a personnel plan?

A personnel plan is a document that outlines an organization’s staffing needs, goals, and strategies for managing its workforce.

It is a key component of human resource management and provides a roadmap for the recruitment, selection, training, development, retention, and management of employees.

A personnel plan is critical within the business plan you would have created as a start-up or entrepreneur. It will help you in your financial forecasting, anticipating the right times to hire and expand.

What to include in the personnel section of your business plan

The personnel section of a business plan should include information about the management team and staff that will be involved in operating the business. The people who do the work are the most important asset, which of course comes with a cost. Understanding when to hire, when to think about human resources, and when to grow your business at the right time can be enormously important in meeting business objectives, setting yourself up for success with great personal benchmarks.

Building out a personnel plan within your business plan is going to be essential in planning for the long term success of your business. Forecasting this data can be the best way to ensure longevity.

Who is your management team?

This should include a brief introduction to the key members of the management team, including their backgrounds, experience, and relevant skills. It’s important to highlight their qualifications and how they will contribute to the success of the business.

This can be brief and doesn’t require a full resume for each member of the team. A simple explanation detailing qualifications and relevant experience applicable within the company is all that’s required.

What is the organizational structure?

This section should provide an overview of the organizational structure of the company, including who will be in charge of each department or functional area, as well as any outside consultants or advisors who will be involved.

In line with forecasting, you will want to illustrate the future of your company and who will be included. As you develop, you can anticipate your team growing from a just few employees into staff across multiple sectors, such as customer service, marketing, and support.

What are your staffing needs?

Outline the staffing needs of the business, including the number and types of employees needed to run the business successfully. This should also include the qualifications and skills required for each position.

Here you can identify the weaknesses and risks across your team, ensuring that you have a capable understanding of the roles and responsibilities that are important to the business in the future – though they may not be in place right now. Investors are quick to highlight “perfect” personnel plans, so you will want to embrace that you have identified risks in staffing.

As an example, your head of customer support may also be your head of sales, but in time these two roles will need to be separated.

What will recruitment and training look like?

This section should detail how the company plans to recruit and train employees, including any training programs or on-the-job training that will be provided.

What will the compensations and benefits be?

Outline the compensation and benefits packages that will be offered to employees, including salaries, bonuses, health benefits, retirement plans, and any other perks or incentives.

Outline the Human Resources policies

Detail the company’s policies on issues such as employee performance reviews, disciplinary procedures, and termination policies.

Does a business plan need personnel planning if I have no staff?

Even if you don’t have any employees right now, having a personnel plan is beneficial for your business in the long term.

Without a personnel plan, you may find it challenging to scale your business or adapt to changes in your industry or market. For example, if you suddenly need to hire someone to fill a critical role, you may not know where to start or what qualifications you should look for.

Creating a personnel plan can also help you to clarify your business goals and objectives. By determining the roles and responsibilities required to meet those goals, you can better prioritize and focus on the essential tasks that need to be done.

Therefore, even if you don’t have any employees currently, it’s still a good idea to develop a personnel plan to help you prepare for future growth and ensure that you have the right team in place to support your business objectives.

Is there an easy way to forecast a personnel plan?

Personnel planning is a long process as it requires dedicated thought as to what needs to happen in your business and where you want to take it. Typically, this require a lengthy process of spreadsheets and equations to figure out exactly who needs to be working with you, and at what cost.

Business planning software can ensure that this part of your business plan, alongside other key components, is created with ease – simply needing a few data entries to be entered throughout the software.

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Guide to Developing a Personnel Plan

• May 12, 2023
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• Finance and Accounting Services , Financial Analysis & Financial Planning

Table of Contents

A people plan is an essential component of your business strategy and Financial Planning . In addition to assisting you in budgeting for current and prospective employees, your personnel strategy allows you to consider who to hire and when to hire them.

What is a Personnel Plan?

A Personnel Plan is a document that details an organization’s staffing needs, goals, and workforce management practices. It is an essential component of human resource management and serves as a road map for employee recruitment, selection, training, development, retention, and management.

A Personnel Plan is an essential component of any start-up or entrepreneur’s business plan . It will aid you in your financial predictions, allowing you to anticipate the best periods to hire and expand.

When presenting for funding to angel investors or venture capitalists , they will want to see why your team is uniquely equipped to grow and scale your firm, as well as your hiring strategy.

Investors will be interested in learning:

• What positions do you require?
• When do you intend to fill them?
• How much will it cost to assemble the team you require?

What should you put in your Personnel Plan section?

The people who execute the work—your team—are both the most expensive and most important asset for many startups and small businesses . It stands to reason that hiring the appropriate individual at the right moment can have a big impact on your company’s ability to accomplish milestones and goals, not to mention cash flow.

A healthy Personnel Plan includes strategic thinking about human resources, such as whether to expand roles, and salary levels, and whether to hire full-time or on a contract basis.

So, whether you’re looking for investment or not, developing a people plan and forecast is an important aspect of business planning and strategic planning for your company’s long-term success. Look at the 9 critical phases of developing an investor-ready Personnel Plan .

What is the composition of your management team?

Typically, the “team” portion of your business plan will include an overview of the main jobs in your organization as well as the backgrounds of the people who will fill those critical responsibilities. You will highlight each of your company’s executive positions before speaking more broadly about other departments and teams.

Keep it brief .

You do not need to submit whole resumes for each team member; a brief overview of why each person is qualified for the position is sufficient. Describe each individual’s talents and expertise, as well as what they will do for the company.

Highlight your team’s strengths . How do they bolster your group’s strength? What is their special knowledge and experience in your (or a related) industry? If your market research uncovered a fantastic opportunity, why are you the best team to capitalize on it?

This part helps potential investors understand why each team member is critical to the company’s success. It serves as the rationale for their wage and ownership stake in the company if they are part owners.

How is the organizational structure defined?

Your company’s organizational structure is typically portrayed as an “org chart” that indicates who reports to whom and who is accountable for what.

However, you do not need to construct a graphic org chart; simply defining your organization in the text is sufficient . Simply demonstrate that your organization has a well-defined structure.

Is authority divided fairly among the team members? Do you have the resources to do all of the tasks required to expand your business?

You should also explain the many teams that your organization will have in the future . Sales, customer service, product development, marketing, production, and so on are examples.

You don’t have to hire all of these employees right away. Consider this section to be an outline of what you intend to do with your firm in the future.

Compile a list of your advisors, consultants, and board members

External advisers, board members, and even consultants can play an important role in determining a corporate strategy for some organizations. These individuals may even temporarily fill crucial positions as your company grows. You should include a list of these individuals in your Personnel Plan if this is the case. Give a brief background on each main advisor that outlines the value they give, just like you would for your management team.

You don’t have to include your advisors if they don’t play essential roles or aren’t critical to your achievement. However, i nclude anyone who adds significant value to the organization through advice, contacts, or operational skills.

Explain the gaps

It’s normal for your team to have gaps, especially if you’re a startup . You may not yet have identified all of the “right” team members, or you may not yet have the cash to hire for critical roles. That’s OK.

The trick is to recognize that you do have gaps on your team—this is how you determine who to employ and when to hire them . Furthermore, it is far better to describe and recognize team deficiencies than to pretend that you have all of the critical responsibilities that you require. Explain where your organization is weak and how you intend to address the issue as you develop in your business strategy.

Although it may be tempting to conceal potential weaknesses from investors, they will see right through you. It is far preferable to be open and honest about where you have management gaps and your Personnel Strategy to remedy those gaps. You want them to know you’ve identified and planned for dangers.

You should also bear in mind that your Personnel Plan may wear many hats in the early days of a company, but specialization will occur as the company expands.

For example, the CEO may initially also be the VP of Sales. However, the job of VP of Sales should eventually be filled by a specialist to take on that task. Include modifications like these in your personnel plan to show investors that you understand how your company will expand and scale.

What are your personnel requirements?

Outline the company’s personnel requirements, including the number and types of people required to run the business successfully . The credentials and skills required for each post should also be included.

Here you may identify your team’s shortcomings and vulnerabilities , ensuring that you have a competent grasp of the roles and duties that will be crucial to the business in the future – even if they are not currently in existence. Investors are ready to highlight “perfect” people strategies, so you should embrace the fact that you have recognized staffing hazards.

For example, your head of customer service may also be your head of sales, but these two responsibilities will need to be split in the future.

How will recruitment and training be carried out?

This section should explain how the company intends to recruit and train personnel, including any training programs or on-the-job training.

What are the remuneration and benefits?

Outline the salary and benefits packages that will be provided to employees, including salaries, bonuses, health insurance, retirement plans, and any other perks or incentives.

Describe your Human Resources policies

Explain the company’s policies on topics such as employee performance reviews, disciplinary procedures, and termination procedures.

Estimate your personnel costs

Most Personnel Plans should include a personnel table to anticipate labor costs . Here are some expenses to keep in mind when forecasting.

Labor costs, both direct and indirect

You should include both direct expenses, which are often salary, and indirect expenses, which include:

• Paid vacation
• Insurance and healthcare
• Payroll expenses

As well as any extra fees you incur for each employee in addition to their compensation. Here’s an example of a personnel prediction:

Employee-related expenses and the burden rate

The indirect costs of staff are known by various names . Still, Innovature BPO will refer to it as a “burden rate” or “employee-related expenses”, as it is an expense in addition to direct wages and salary . Payroll taxes, worker’s compensation insurance, health insurance, and other benefits and taxes are common examples of these costs.

Don’t worry about calculating the correct burden rate for company planning objectives. Estimate it instead as a proportion of total monthly compensation. A range of 15% to 25% is normally appropriate, but it depends on the type of benefits you intend to provide.

Individuals and groups of individuals can both be listed in your Personnel Plan . You should certainly mention key people and other highly paid employees but put other departments or groups of people together. For example, you may include your management team but then group departments such as marketing, customer service, and manufacturing together.

Then factor in your employee costs for benefits and insurance. In the example personnel table above, this is referred to as “Employee-Related Expenses.”

The whole quantity of your salary and personnel load will then be included as an item in your profit and loss prediction. Assume you’re using HR management software to create a Personnel Prediction. This software explains where you’ll see personnel costs on your cash flow statement, profit and loss (income statement), and balance sheet.

Is it necessary to Personnel Plan in a company strategy if you have no employees?

Even if you don’t currently have any employees, having a Personnel Plan is useful to your firm in the long run.

You may find it difficult to scale your firm or respond to changes in your sector or market if you do not have a Personnel Plan . For example, if you need to hire someone immediately to fill a key function, you may not know where to begin or what qualifications to search for.

Developing a Personnel Plan can also assist you in clarifying your company’s aims and objectives. You can better prioritize and focus on the critical tasks that must be completed by establishing the roles and responsibilities required to fulfill those goals.

As a result, even if you don’t currently have any employees, it’s a good idea to build a Personnel Plan to help you prepare for future growth and ensure that you have the correct team in place to support your business objectives.

Is there an easy approach to forecasting a Personnel Plan?

Personnel Plan is a time-consuming process that necessitates careful consideration of what needs to happen in your company and where you want it to go. Typically, this necessitates a lengthy process of spreadsheets and mathematics to determine who needs to work with you and at what expense.

A financial modeling tool can ensure that this component of your business strategy, along with other critical components, is easily constructed, requiring only a few data entries to be entered throughout the software. Currently, on the market, there are quite a few tools to support Personnel plans and personnel management . Let’s enjoy!

Personnel Plan is an important aspect of the business planning process because it forces you to consider what needs to be done in your company and who will do it. Take the time to work through this section of your financial plan, and you’ll have a lot better idea of what it will take to make your firm a success.

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The Secrets of a Great Personnel Plan

Investing in human resources (HR) is a key element of healthy personnel planning and strategy. A hallmark of effective leadership is efficient HR which means hiring employees in a cost-effective manner and mostly when needed. Your business plan should always include an informative and up-to-date personnel plan section to provide direction for the company and help entrepreneurs stay focused.

At the heart of every business owner is the desire to excel. The best way to excel is to define your plans and proceed with purpose. Your business plan comprises a business description , a competition analysis, a marketing plan, a personnel section, the HR section and key financial information.

The personnel plan is designed to help company owners put their plans into action. It helps to clarify objectives for the current and forthcoming year. Thus, a good understanding of personnel plan and how to implement it in your business is vital.

What is a personnel plan?

A personnel plan is a vital part of every company plan and financial forecast, which aids future and current budgeting and defines the type of employee to hire and when to hire such employees.

When you are seeking funding, venture capitalists and angel investors will want a breakdown of your team. Who are they? What talents and skills do they bring to the table? What is your hiring plan for the first year, second year, and so on? How will your team drive business growth and success?

All this information will include the positions you will need employees for, the period in which the management intends to fill the plan, and the financial implications of the implementation of the plan. Just as you would assess if your business is financially feasible , you’ll need to apply this same sentiment when hiring employees.

The personnel plan represents a consolidated strategy for hiring the best people for all company positions, while keeping an eye on future expansion.

Michael E. Gerber, the author of The E-Myth Revisited, posited that an effective personnel plan designed as an efficient workplace game will help employers prime employees for organizational goals while creating job satisfaction. This means that an effective hiring process is vital to an efficient process of personnel planning.

The majority of employers find personnel planning difficult especially those whose staff work in shifts. Organizational challenges like these can easily be taken care of with TimeTrack Duty Roster which helps employers create a suitable overview of their workforce and personalize shifts according to any number of criteria, including their location and skills.

Features of the TimeTrack Duty Roster

Key elements of a personnel plan

Each company’s needs may differ, but in general, these are common elements that should form part of every personnel plan.

Job description

• Clearly explained requirements of the various job functions. Use easy-to-understand language and phrases.

Organizational chart and type of hiring

• The chart of the organization should show who works for whom and provide a good overview of the overall management and employee structure of the company.
• The plan should be clear on whether employees are independent contractors or receive salaries. This is essential for labor compliance issues and the workers’ tax.

Remuneration (salary amount and assumptions)

• Details of hourly or yearly payments are defined, including relevant assumptions that comprise estimates of salary increases over time. You also need to account for company benefits, including health insurance. This may be a percentage of salary costs employers pay to staff.

Time of recruitment

• The hiring of employees is often done over time and staggered. Thus, your plan must include details about when an employee will start and the end date for temporary staff.

Incorporate key personnel into the business plan

Employees are the most valuable assets any company can have. This means that hiring the right person should always be a key priority for every company. Your staff will have a significant impact on revenue, customer experience/satisfaction and the success of the company.

Incorporating the personnel section into your business plan is an important part of strategic planning for long-term viability. The information below serves as guide on how to implement a personnel plan in your business.

Team dynamics

This presents an overview of all the key positions in your business and the backgrounds of staff in their critical roles and departments. Add the total number of staff and their experiences. Emphasize the strengths of individuals and how to upskill where necessary. A great team is typically the fulcrum of business success because they have the responsibility of and possess the ability to translate policies into business success.

Organizational structure

The structure of your company is represented in the company’s organizational chart, which shows the hierarchy of duties and management. Is authority finely distributed and are the various company teams properly mentioned? This includes customer service, product development, marketing, manufacturing and sales.

When planning the company’s organizational details, you will need a strategy to manage absences and leave. TimeTrack Leave Management feature helps you to finetune these details so you can easily (and quickly!) oversee employee absences, vacation time and keep track of working hours for compliance management.

TimeTrack Leave Management

Gaps and stumbling blocks

While it may be difficult to identify gaps in your team, chances are that if you look closely, you will observe a section of your company in need of quality talent. You need to figure out how to fill this gap. Don’t hide the weakness of your team from potential investors. Always remember that specialization will evolve as the company grows.

Where advisors, board members and consultants are applicable to your company, list them. Where they will fill key positions as the business grows, you need to list them and provide background on the value they provide.

The fine print

Every personnel plan needs to include a section addressing employment benefits , rights and conditions, especially for managers. Design your company’s management personnel plan and include a table of staff expenses, including both direct and indirect labor expenses, a burden rate and employee-related expenses, while adding payroll tax, workers’ compensation, salaries and health insurance.

Checklist for personnel planning

Personnel improvement

Improving conditions for personnel involve the identification of gaps, developing and implementing action plans  and taking follow-up actions. Managers should develop a performance improvement plan before taking disciplinary action against employees.

Identify skills or performance gaps

A gap analysis is designed to help you identify potential and current issues and is an essential part of the personnel process. Incorporate characteristics of human resource planning into your business planning.

Provide proof of a skills gap or underperformance of the workforce using a consistent format across all employment cadres. Design your format, including employee information and a description of performance discrepancies using expected and actual performance criteria.

Have a face-to-face meeting with your employees to share observed issues or concerns and gain insights into causal factors of underperformance. Use your documentation to share insights on performance challenges. Let the affected employees know they have committed specific policy infractions. Focus only on the outcomes of behaviors to help affected staff understand how their behaviors affect company success.

Develop action plans

Establish specific and measurable improvement goals for your workforce. Avoid generalizations and focus on key goals. Setting bit-sized goals is an effective way of working while monitoring task on time .

Provide detailed resources, including advanced tools that can help employees improve. This also means providing the management with essential tools that will help with the efficient oversight of the workforce.

Create a timeline for achieving performance improvement goals. This will help keep the staff on track towards achieving expectations. Don’t forget to identify metrics for measuring progress. Be specific about what you want employees to achieve and define the intended consequences in the event of failure to complete performance improvement plan. Be specific about actions you will take whether or not targets are met.

Schedule regular appointments to review the performance improvement plan with your employees and implement their feedback.

Incorporating a personnel plan into your business strategy is a key factor for efficient planning. To maximize the opportunity presented by personnel planning, use any of the effective and reliable TimeTrack planning and absence management software tools.

I am a researcher, writer, and self-published author. Over the last 9 years, I have dedicated my time to delivering unique content to startups and non-governmental organizations and have covered several topics, including wellness, technology, and entrepreneurship. I am now passionate about how time efficiency affects productivity, business performance, and profitability.

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How to Create a Personnel Plan for Your Business

This article is an excerpt from the Shortform book guide to "The E-Myth Revisited" by Michael E. Gerber. Shortform has the world's best summaries and analyses of books you should be reading.

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Do you have a personnel plan for your business? Do your employees find satisfaction and success in the work they do for your organization?

In The E-Myth Revisited , Michael E. Gerber explains what an effective personnel plan looks like. He shows how to see your work environment and rules as a game, which helps set people up for success and satisfaction in their work. He also provides tips for an effective hiring process.

Read more to discover what comprises an effective personnel plan.

Designing and Implementing a Personnel Plan

To get things done—and done right consistently—you must create an environment where doing what needs to be done is important and satisfying to the people tasked to do it. Create processes that make habits out of doing what you want done.

Help people understand the purpose of the work you’re asking them to do, and make sure the steps and standards are clear. Review the company’s objectives, standards, strategy, philosophy, and operations manual. Exemplify the behavior you want to see from your employees.

The work environment and rules you create for accomplishing the company’s purpose can be likened to a game in which everyone participates and tests their skills and talents. Communicate your business’s “game” (its purpose and method of achieving it) to each employee when you start your relationship. How you do this is your personnel plan.

Here are some guidelines for establishing and communicating your game (purpose and methods):

• Establish the parameters at the beginning.
• Be willing to play your own game (set an example, for instance, by how you treat customers).
• Create opportunities for people to “win” or succeed and be recognized, although the game is always ongoing.
• Constantly remind people of the game (purpose).
• To keep it interesting, change tactics (methods) occasionally, although your overall strategy must remain the same.
• Make playing the game (achieving your business’s purpose) fun.
• Make it logical. For example, here’s the logic of a hotel’s “game”: In today’s chaotic and busy world, people need a place of order and calm. Our business can fulfill this need by creating a special place, where the physical environment and everything we do contributes to a sense of order.

Your Hiring Process

Your hiring process is a critical piece of your personnel plan and crucial to achieving your purpose. It’s your first opportunity to communicate your purpose to potential employees. 

As an example, consider a hotel owner who follows a carefully designed and scripted process of choosing, hiring, and orienting employees. It includes a presentation in a group meeting to all applicants, followed by an individual meeting to discuss each applicant’s reactions to the ideas presented.

A new employee’s first day of training includes:

• A review of the business owner’s purpose and methods.
• A summary of the system for carrying out the business’s purpose.
• A tour of the facility, accompanied by an explanation of each person’s job.
• A question-and-answer period.
• A presentation of the uniform and operations manual.
• A review of the manual, position contract, and business objectives.
• A discussion of how the business does things (rules of the game).

The centerpiece of your personnel plan is the clear communication— to and by your people—of your way of doing business. This differentiates your business from your competitors’.

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Management and Human Resources Business Plans

The management portion of your business plan, the hr portion of your business plan, frequently asked questions (faqs).

As a startup, it’s never easy to come up with a business plan, let alone the management and human resources sections of a business plan. Despite that, it’s important that you start your business plan for human resources as soon as possible. Doing so gives your management goals a plan that will guide you and keep your business on track as it grows. 

The key components of your human resources business plan should include your organizational structure, the philosophy and needs of your HR department, the number of employees you want to hire, how you plan to manage them, and all the estimated costs related with personnel.

You’ll want to start your HR business plan by outlining your own managerial experience and skills as well as those of your team. Highlight the roles of each member of your team, and any particular areas of strength or deficiency in your personnel lineup. For example, your HR team may be strong in compliance and conflict resolution but weak in hiring. 

Don't worry if you don’t have a complete team in place when you write your HR business plan. Simply use this section to outline the organizational structure along with job descriptions, how you plan to recruit key team members, and what their responsibilities will be.

This section should look like a pyramid with you at the top and will likely have lateral positions. Be as specific as possible when defining an employee's responsibilities because this is what will drive your business.

Do You Need an HR Manager?

If you’re a solo practitioner, you may not think of including an HR manager in your management business plan. However, if you expect to hire non-managerial employees (such as salespeople or clerical workers), you should consider recruiting a human resources manager.

If hiring a human resources manager can’t be done, consider a human resources consultant. Human resource management requires an immense amount of time and paperwork, and an experienced HR consultant will be able to quickly get your payroll and benefits program up and running, affording you more time to concentrate on growing the business. Human resource responsibilities should include:

• Handling FICA and unemployment taxes and paperwork
• Ensuring compliance with the Family and Medical Leave Act
• Staying on top of IRS filings

There are plenty of companies that offer HR management platforms tailored to each business's needs. Research these companies and be sure to include their estimated cost in your HR business plan.

When you develop the HR portion of your business plan, begin by including a brief overview of your HR strategy. Investors may be curious about how your payroll will be handled and the associated costs of administering it, as well as the type of corporate culture you plan to create. Specific items to highlight in the HR section include:

• Payscale: Show the salaries for managers and non-managers based on the market for those jobs.
• Vacation time: Describe your vacation-time policy. How much time do employees get? How quickly does it accrue? Vacation time is not required by law, but most firms offer vacation time to stay competitive and keep employees refreshed. 
• Insurance: Health insurance is a common staple benefit, although skyrocketing prices have forced many firms to cut back on this benefit. If you can’t afford a health plan, look into subsidizing one with employees paying the rest. Alternatively, inquire if a professional insurance representative can help you get a bulk rate.
• Additional benefits: Other things to consider include life insurance, a 401(k) and matching funds, bereavement leave, religious and floating holidays, and a bonus structure, if applicable.

In addition to the key elements above, it helps to have a framework from which to build your HR business plan. Here’s a basic outline that can help you get started: 

• Figure out what your human resources department would need. 
• Determine a strategy for recruiting talent.
• Formulate your hiring process. 
• Develop a training program for new employees. 
• Determine how much you want to pay your team (this is a good spot for payscale info)
• Create performance standards

It may be overwhelming to contemplate these benefits and their costs in the early stages of setting up your business, but in a competitive labor market, your firm needs to offer enough to entice qualified people and, more importantly, to keep them happy.

Consider revisiting your management and HR business plans every couple of years to see if you need to create action steps to refine your processes.

What should be in an HR business plan?

An HR business plan should include a mix of the steps you plan to take to launch an effective HR department, as well as specifics about how you plan to handle time off, insurance, and other benefits you plan to offer.

How do I write a human resources plan?

It helps to start with a simple framework. Try to break the plan down into sections: HR needs, recruitment, hiring, training, pay, and performance reviews. From there, incorporate other aspects of HR, like benefits and promotions.

U.S. Chamber of Commerce. " Does Your Small Business Need an HR Department? "

 University of Minnesota. “ Human Resources Management: 2.2 Writing the HRM Plan .”

Mecklenburg County, North Carolina. “ FY 2020-2022 Strategic Business Plan: Human Resources .”

How to Write the Management Team Section of a Business Plan + Examples

Written by Dave Lavinsky

Over the last 20+ years, we’ve written business plans for over 4,000 companies and hundreds of thousands of others have used the best business plan template and our other business planning materials.

From this vast experience, we’ve gained valuable insights on how to write a business plan effectively , specifically in the management section.

What is a Management Team Business Plan?

A management team business plan is a section in a comprehensive business plan that introduces and highlights the key members of the company’s management team. This part provides essential details about the individuals responsible for leading and running the business, including their backgrounds, skills, and experience.

It’s crucial for potential investors and stakeholders to evaluate the management team’s competence and qualifications, as a strong team can instill confidence in the company’s ability to succeed.

Why is the Management Team Section of a Business Plan Important?

Your management team plan has 3 goals:

• To prove to you that you have the right team to execute on the opportunity you have defined, and if not, to identify who you must hire to round out your current team
• To convince lenders and investors (e.g., angel investors, venture capitalists) to fund your company (if needed)
• To document how your Board (if applicable) can best help your team succeed

What to Include in Your Management Team Section

There are two key elements to include in your management team business plan as follows:

Management Team Members

For each key member of your team, document their name, title, and background.

Their backgrounds are most important in telling you and investors they are qualified to execute. Describe what positions each member has held in the past and what they accomplished in those positions. For example, if your VP of Sales was formerly the VP of Sales for another company in which they grew sales from zero to $10 million, that would be an important and compelling accomplishment to document.

Importantly, try to relate your team members’ past job experience with what you need them to accomplish at your company. For example, if a former high school principal was on your team, you could state that their vast experience working with both teenagers and their parents will help them succeed in their current position (particularly if the current position required them to work with both customer segments).

This is true for a management team for a small business, a medium-sized or large business.

Management Team Gaps

In this section, detail if your management team currently has any gaps or missing individuals. Not having a complete team at the time you develop your business plan. But, you must show your plan to complete your team.

As such, describe what positions are missing and who will fill the positions. For example, if you know you need to hire a VP of Marketing, state this. Further, state the job description of this person. For example, you might say that this hire will have 10 years of experience managing a marketing team, establishing new accounts, working with social media marketing, have startup experience, etc.

To give you a “checklist” of the employees you might want to include in your Management Team Members and/or Gaps sections, below are the most common management titles at a growing startup (note that many are specific to tech startups):

• Founder, CEO, and/or President
• Chief Operating Officer
• Chief Financial Officer
• VP of Sales
• VP of Marketing
• VP of Web Development and/or Engineering
• UX Designer/Manager
• Product Manager
• Digital Marketing Manager
• Business Development Manager
• Account Management/Customer Service Manager
• Sales Managers/Sales Staff
• Board Members

If you have a Board of Directors or Board of Advisors, you would include the bios of the members of your board in this section.

A Board of Directors is a paid group of individuals who help guide your company. Typically startups do not have such a board until they raise VC funding.

If your company is not at this stage, consider forming a Board of Advisors. Such a board is ideal particularly if your team is missing expertise and/or experience in certain areas. An advisory board includes 2 to 8 individuals who act as mentors to your business. Usually, you meet with them monthly or quarterly and they help answer questions and provide strategic guidance. You typically do not pay advisory board members with cash, but offering them options in your company is a best practice as it allows you to attract better board members and better motivate them.

Management Team Business Plan Example

Below are examples of how to include your management section in your business plan.

Key Team Members

Jim Smith, Founder & CEO

Jim has 15 years of experience in online software development, having co-founded two previous successful online businesses. His first company specialized in developing workflow automation software for government agencies and was sold to a public company in 2003. Jim’s second company developed a mobile app for parents to manage their children’s activities, which was sold to a large public company in 2014. Jim has a B.S. in computer science from MIT and an M.B.A from the University of Chicago

Bill Jones, COO

Bill has 20 years of sales and business development experience from working with several startups that he helped grow into large businesses. He has a B.S. in mechanical engineering from M.I.T., where he also played Division I lacrosse for four years.

We currently have no gaps in our management team, but we plan to expand our team by hiring a Vice President of Marketing to be responsible for all digital marketing efforts.

Vance Williamson, Founder & CEO

Prior to founding GoDoIt, Vance was the CIO of a major corporation with more than 100 retail locations. He oversaw all IT initiatives including software development, sales technology, mobile apps for customers and employees, security systems, customer databases/CRM platforms, etc. He has a  B.S in computer science and an MBA in operations management from UCLA.

We currently have two gaps in our Management Team: 

A VP of Sales with 10 years of experience managing sales teams, overseeing sales processes, working with manufacturers, establishing new accounts, working with digital marketing/advertising agencies to build brand awareness, etc. 

In addition, we need to hire a VP of Marketing with experience creating online marketing campaigns that attract new customers to our site.

How to Finish Your Business Plan in 1 Day!

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Other Resources for Writing Your Business Plan

• How to Write an Executive Summary
• How to Expertly Write the Company Description in Your Business Plan
• How to Write the Market Analysis Section of a Business Plan
• The Customer Analysis Section of Your Business Plan
• Completing the Competitive Analysis Section of Your Business Plan
• Financial Assumptions and Your Business Plan
• How to Create Financial Projections for Your Business Plan
• Everything You Need to Know about the Business Plan Appendix
• Business Plan Conclusion: Summary & Recap

Other Helpful Business Plan Articles & Templates

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Get the most out of your business plan example

Follow these tips to quickly develop a working business plan from this sample.

1. Don't worry about finding an exact match

We have over 550 sample business plan templates . So, make sure the plan is a close match, but don't get hung up on the details.

Your business is unique and will differ from any example or template you come across. So, use this example as a starting point and customize it to your needs.

2. Remember it's just an example

Our sample business plans are examples of what one business owner did. That doesn't make them perfect or require you to cram your business idea to fit the plan structure.

Use the information, financials, and formatting for inspiration. It will speed up and guide the plan writing process.

3. Know why you're writing a business plan

To create a plan that fits your needs , you need to know what you intend to do with it.

Are you planning to use your plan to apply for a loan or pitch to investors? Then it's worth following the format from your chosen sample plan to ensure you cover all necessary information.

But, if you don't plan to share your plan with anyone outside of your business—you likely don't need everything.

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10 Qualities of a Good Business Plan

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How to Start a Business With No Money

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What Is a Business Plan?

Understanding business plans, how to write a business plan, common elements of a business plan, how often should a business plan be updated, the bottom line, business plan: what it is, what's included, and how to write one.

Adam Hayes, Ph.D., CFA, is a financial writer with 15+ years Wall Street experience as a derivatives trader. Besides his extensive derivative trading expertise, Adam is an expert in economics and behavioral finance. Adam received his master's in economics from The New School for Social Research and his Ph.D. from the University of Wisconsin-Madison in sociology. He is a CFA charterholder as well as holding FINRA Series 7, 55 & 63 licenses. He currently researches and teaches economic sociology and the social studies of finance at the Hebrew University in Jerusalem.

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A business plan is a document that details a company's goals and how it intends to achieve them. Business plans can be of benefit to both startups and well-established companies. For startups, a business plan can be essential for winning over potential lenders and investors. Established businesses can find one useful for staying on track and not losing sight of their goals. This article explains what an effective business plan needs to include and how to write one.

Key Takeaways

• A business plan is a document describing a company's business activities and how it plans to achieve its goals.
• Startup companies use business plans to get off the ground and attract outside investors.
• For established companies, a business plan can help keep the executive team focused on and working toward the company's short- and long-term objectives.
• There is no single format that a business plan must follow, but there are certain key elements that most companies will want to include.

Investopedia / Ryan Oakley

Any new business should have a business plan in place prior to beginning operations. In fact, banks and venture capital firms often want to see a business plan before they'll consider making a loan or providing capital to new businesses.

Even if a business isn't looking to raise additional money, a business plan can help it focus on its goals. A 2017 Harvard Business Review article reported that, "Entrepreneurs who write formal plans are 16% more likely to achieve viability than the otherwise identical nonplanning entrepreneurs."

Ideally, a business plan should be reviewed and updated periodically to reflect any goals that have been achieved or that may have changed. An established business that has decided to move in a new direction might create an entirely new business plan for itself.

There are numerous benefits to creating (and sticking to) a well-conceived business plan. These include being able to think through ideas before investing too much money in them and highlighting any potential obstacles to success. A company might also share its business plan with trusted outsiders to get their objective feedback. In addition, a business plan can help keep a company's executive team on the same page about strategic action items and priorities.

Business plans, even among competitors in the same industry, are rarely identical. However, they often have some of the same basic elements, as we describe below.

While it's a good idea to provide as much detail as necessary, it's also important that a business plan be concise enough to hold a reader's attention to the end.

While there are any number of templates that you can use to write a business plan, it's best to try to avoid producing a generic-looking one. Let your plan reflect the unique personality of your business.

Many business plans use some combination of the sections below, with varying levels of detail, depending on the company.

The length of a business plan can vary greatly from business to business. Regardless, it's best to fit the basic information into a 15- to 25-page document. Other crucial elements that take up a lot of space—such as applications for patents—can be referenced in the main document and attached as appendices.

These are some of the most common elements in many business plans:

• Executive summary: This section introduces the company and includes its mission statement along with relevant information about the company's leadership, employees, operations, and locations.
• Products and services: Here, the company should describe the products and services it offers or plans to introduce. That might include details on pricing, product lifespan, and unique benefits to the consumer. Other factors that could go into this section include production and manufacturing processes, any relevant patents the company may have, as well as proprietary technology . Information about research and development (R&D) can also be included here.
• Market analysis: A company needs to have a good handle on the current state of its industry and the existing competition. This section should explain where the company fits in, what types of customers it plans to target, and how easy or difficult it may be to take market share from incumbents.
• Marketing strategy: This section can describe how the company plans to attract and keep customers, including any anticipated advertising and marketing campaigns. It should also describe the distribution channel or channels it will use to get its products or services to consumers.
• Financial plans and projections: Established businesses can include financial statements, balance sheets, and other relevant financial information. New businesses can provide financial targets and estimates for the first few years. Your plan might also include any funding requests you're making.

The best business plans aren't generic ones created from easily accessed templates. A company should aim to entice readers with a plan that demonstrates its uniqueness and potential for success.

2 Types of Business Plans

Business plans can take many forms, but they are sometimes divided into two basic categories: traditional and lean startup. According to the U.S. Small Business Administration (SBA) , the traditional business plan is the more common of the two.

• Traditional business plans : These plans tend to be much longer than lean startup plans and contain considerably more detail. As a result they require more work on the part of the business, but they can also be more persuasive (and reassuring) to potential investors.
• Lean startup business plans : These use an abbreviated structure that highlights key elements. These business plans are short—as short as one page—and provide only the most basic detail. If a company wants to use this kind of plan, it should be prepared to provide more detail if an investor or a lender requests it.

Why Do Business Plans Fail?

A business plan is not a surefire recipe for success. The plan may have been unrealistic in its assumptions and projections to begin with. Markets and the overall economy might change in ways that couldn't have been foreseen. A competitor might introduce a revolutionary new product or service. All of this calls for building some flexibility into your plan, so you can pivot to a new course if needed.

How frequently a business plan needs to be revised will depend on the nature of the business. A well-established business might want to review its plan once a year and make changes if necessary. A new or fast-growing business in a fiercely competitive market might want to revise it more often, such as quarterly.

What Does a Lean Startup Business Plan Include?

The lean startup business plan is an option when a company prefers to give a quick explanation of its business. For example, a brand-new company may feel that it doesn't have a lot of information to provide yet.

Sections can include: a value proposition ; the company's major activities and advantages; resources such as staff, intellectual property, and capital; a list of partnerships; customer segments; and revenue sources.

A business plan can be useful to companies of all kinds. But as a company grows and the world around it changes, so too should its business plan. So don't think of your business plan as carved in granite but as a living document designed to evolve with your business.

Harvard Business Review. " Research: Writing a Business Plan Makes Your Startup More Likely to Succeed ."

U.S. Small Business Administration. " Write Your Business Plan ."

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Work Life Balance & Employee Satisfaction

How to build a good it manager development plan, how to write objectives for child care workers' performance appraisals.

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A personal business plan, sometimes called a personal development plan, is guided by the same principles as a corporate business plan. You write a personal business plan to review your personal goals relating to your career, family and financial development. But writing a personal business plan is only the first step in a process. Once it is written, execution requires reviewing the plan, modifying it and maintaining the discipline to stick to it.

Write a personal mission statement that expresses your core values and your ultimate goals for balance and happiness. Core values might include having a family and perhaps putting career second to children when the time comes. A mission statement is the basis for establishing goals and measuring your success.

List priorities regarding career and personal relationships and the responsibilities involved in each. For example, work is essential for providing a particular lifestyle, but how much are you willing to sacrifice time with friends and family to advance in your career?

Read through the priorities and look for ways to balance different components of your life. Write down goals for areas where you can improve balance between work, family, physical and spiritual growth and development. For example, if your life is running between work and family obligations, you might set a goal of having one hour of personal time daily.

Set deadlines for each goal, breaking it down into smaller components if needed. For example, if you want to compete in a triathlon, you may need to first establish smaller training parameters to work up to your ultimate goal. Break larger goals into smaller goals like running three miles per day and then increasing to five per day in four weeks.

Review the plan to ensure you are being realistic regarding your goals and steps. Make adjustments to the overall plan if you feel overwhelmed, but don't hesitate to raise your standards stage by stage. It may sound wonderful to increase income, have more personal and family time and start training for a triathlete, but all these together may be too much to incorporate into any one period. Take a step back and make baby-step adjustments.

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With more than 15 years of professional writing experience, Kimberlee finds it fun to take technical mumbo-jumbo and make it fun! Her first career was in financial services and insurance.

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Create a Personal Business Plan That You'll Really Use Develop a customized tool that will serve to focus you on your most important objectives. Write it in user-friendly prose so you'll check it weekly.

By Marty Fukuda Oct 7, 2014

Opinions expressed by Entrepreneur contributors are their own.

Every successful business leader I've encountered is in some way a prolific goal setter. For this reason, the single most important piece of advice I give any aspiring entrepreneur or business professional is to figure out exactly what you want, document it on paper and then attack it every day.

A personal business plan is something that I develop each year to help me put my own advice into action. Creating a plan can clarify your objectives for the coming year but don't just shove it in drawer. It is something that should become weekly, if not daily, reading material.

Related: Why Business Leaders Must Set a Personal Mission

1. Start with a simple brainstorming list.

Break down your role in the company into small parts and be sure it's comprehensive. This could mean taking each department that you oversee or are involved in, and breaking it down into further segments. For instance, for my company's graphic-design department, I would create separate objectives for its leadership development, equipment and software needs, anticipated hiring, the continued education plan and efficiency.

2. Prioritize objectives.

Your brainstorming list probably contains an overwhelming number of potential starting points. The key is narrowing them down into a manageable and realistic number of goals. Since you'll review the finished personal business plan often, don't write a novel.

I made the mistake of developing a massive 100-page personal business plan that I never looked at. The very thought of reviewing it was scary. A user-friendly one- to two-page document will do the trick.

Take your brainstorming list and organize it according to the biggest potential impact. You'll also have some must-dos (if not tackled business will fall apart). Then you'll have some items that aren't necessary or don't require much of your focus and perhaps can be delegated.

My company's CEO, Duane Hixon, does a wonderful job of narrowing down his list into what he refers to as his "rocks." These are the biggest areas of impact, the areas to which a person should offer most of his or her attention. These will make up the heart of the personal business plan.

Related: How to Build a Business Plan For Your Personal Brand

3. Be specific.

Once you've narrowed things down to a handful of rocks, be sure the plan includes specifics that will allow you to measure and track progress. For this year's plan, one of my rocks was maintaining company culture while building the team. Obviously, this is a broad, difficult-to-measure objective. For my plan, I developed a strategy for accomplishing the mission by including more details such as creating a company culture slide show and a plan for both current employees and new hires.

4. Set challenges but be realistic.

A goal that doesn't take much effort to accomplish isn't really a goal. Setting an objective that has a slim chance of realization, however, amounts to little more than a hope and can leave you feeling discouraged. Aim for a perfect balance between the two -- something that stretches you but doesn't break you.

Related: Write a Winning Business Plan With These 8 Key Elements

5. Set deadlines.

The beautiful thing about your personal business plan is that it's yours. You don't have to wait until the start of a new year to create one. While I create a plan annually, that doesn't mean that each objective has a deadline that's one year out. Set a deadline no matter what it is to keep you focused and provide a call to action (as opposed to adopting an open-ended objective).

6. Share the plan.

I recommend that you show your plan to a colleage whom you respect. Ask for feedback. This individual may think of an angle you have not. Equally important, this person will hold you accountable. It's a lot tougher to hit the eject button on a plan after you've shared it with someone you respect. And everyone can use a cheerleader in the workplace from time to time.

I personally love it when an employee shares a plan with me. It shows initiative and forward thinking. There are few things more impressive than when an employee has clear-cut objectives and works hard to meet them.

7. Revisit the plan weekly.

Creating the plan is just the first step. Put the plan in a prominent spot where you're going to remember to review it or place reminders in your calendar.If you've got a great plan, it can and will inspire you every time you see it.

Related: Your Mission Statement May Be Utterly Useless or a Gold Mine

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Strategies For Managing Debt In A Growing Business

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Managing debt is a critical component of running a successful business, especially when that business is in a growth phase. As your business expands, it is natural to incur debt for purchasing new equipment, expanding your workforce, or entering new markets. However, managing this debt effectively is key to ensuring sustainable growth and financial health.

Here are some strategies to help you manage debt in your growing business:

1. understand your debt.

Before you can manage your debt, you need to have a clear understanding of it. This includes knowing the total amount owed, interest rates, repayment schedules, and any penalties for late payments. Create a detailed list or spreadsheet that tracks all your business debts, including:

• Loan Amounts: The principal amounts of each loan.
• Interest Rates: The interest rates and whether they are fixed or variable.
• Repayment Terms: The length of the loan and the repayment schedule.
• Collateral: Any assets pledged as security for the loans.
• Lenders: The names and contact details of your lenders.

Knowing this information will help you make informed decisions about how to manage your debt effectively.

2. Prioritize Your Debt Payments

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Not all debt is created equal. Prioritizing your debt payments can help you avoid unnecessary penalties and reduce your overall debt burden more quickly. Generally, you should focus on paying off high-interest debt first, as this is the costliest in the long run. Consider the following prioritization strategies:

• High-Interest Debt: Pay off credit cards and high-interest loans first.
• Secured Debt: Ensure you stay current on loans secured by collateral to avoid losing assets.
• Tax Obligations: Always prioritize any tax debts, as these can lead to severe penalties and legal issues.

3. Negotiate Better Terms

If your business has a good credit history and a solid relationship with your lenders, you may be able to negotiate better terms. This could include:

• Lower Interest Rates: Request a lower interest rate to reduce your monthly payments and overall debt burden.
• Extended Repayment Terms: Ask for an extended repayment period to lower your monthly payments.
• Consolidation: Consider consolidating multiple debts into a single loan with a lower interest rate and more manageable repayment terms.

Negotiating better terms can provide immediate relief and improve your business's cash flow.

4. Create a Debt Repayment Plan

A structured debt repayment plan is essential for managing debt effectively. This plan should outline how much you will pay each month, which debts you will prioritize, and your timeline for becoming debt-free. A well-thought-out plan can help you stay focused and disciplined in your debt repayment efforts. Here are some things to think about when creating your repayment plan:

• Set Realistic Goals: Determine a realistic timeline for paying off your debt based on your business's cash flow.
• Automate Payments: When you set up automatic payments you never miss a due date.
• Track Progress: Regularly review your debt repayment progress and adjust your plan as needed.

5. Improve Cash Flow

Improving your business's cash flow can make it easier to manage and pay off debt. Look for ways to increase revenue and reduce expenses, such as:

• Boost Sales: Implement marketing strategies to increase sales and attract new customers.
• Reduce Costs: Identify areas where you can cut costs without compromising quality or efficiency.
• Optimize Inventory: Manage inventory levels to avoid overstocking and reduce holding costs.
• Invoice Promptly: Ensure you send invoices promptly and follow up on overdue payments to maintain healthy cash flow.

6. Seek Professional Advice

Managing business debt can be complex, and seeking professional advice can provide valuable insights and guidance. Consider consulting with:

• Accountants: They can help you create a debt repayment plan and identify tax-saving opportunities.
• Financial Advisors: They can offer strategies for improving cash flow and managing debt more effectively.
• Debt Counselors: They can provide specialized advice and support for businesses struggling with debt.

7. Monitor and Adjust

You must monitor your debt management strategy regularly and make adjustments as needed. Business conditions can change rapidly, and your debt management plan should be flexible enough to adapt to these changes. Regularly review your financial statements, track your debt repayment progress, and adjust your strategy to stay on track.

The bottom line is that managing debt in a growing business is an ongoing process. By understanding your debt, prioritizing payments, negotiating better terms, creating a structured repayment plan, improving cash flow, seeking professional advice, and monitoring your progress, you can effectively manage your debt and ensure your business continues to thrive. Remember, the goal is not just to manage debt but to leverage it as a tool for growth and success.

Melissa Houston, CPA is the author of Cash Confident: An Entrepreneur’s Guide to Creating a Profitable Business and the founder of She Means Profit . As a Business Strategist for small business owners, Melissa helps women making mid-career shifts, to launch their dream businesses, and I also guide established business owners to grow their businesses to more profitably.

The opinions expressed in this article are not intended to replace any professional or expert accounting and/or tax advice whatsoever.

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Disney set to invest $17B in Florida parks following approval development plan

The first of two necessary votes on disney's development occurred wednesday.

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The board of Walt Disney World’s special tax district in Florida all cast their initial votes in favor of an agreement that would allow major expansion at Disney’s theme parks in the Sunshine State.

The first vote on the new development agreement between the Central Florida Tourism Oversight District (CFTOD) and Disney occurred during the meeting that the district’s board of supervisors held on Wednesday morning. It was unanimous, according to the meeting’s livestream.

Disney "intends to make significant capital investments over an extended period of years" at its Florida complex "including up to $17 billion dollars over the next ten to twenty years," according to an agenda published by the CFTOD before the meeting. 

The board of Walt Disney World’s special tax district in Florida all cast their initial votes in favor of an agreement that would allow major expansion at Disney’s theme parks in the Sunshine State on Wednesday. (Joe Raedle/Getty Images / Getty Images)

The agreement includes permission for an additional major theme park on Disney’s land if the entertainment giant wants to build it, among other things.

DISNEY, FLORIDA GOV. DESANTIS-BACKED BOARD REACH SETTLEMENT IN LAWSUIT

The board will cast their second and final votes on the development agreement, which also includes approval for Disney to potentially construct two minor parks and to boost its hotel and retail capacity, in a week.

Disney intends on directing at least $10 million toward "attainable housing projects" and will also "donate land for public infrastructure improvements" as part of the agreement, according to the agenda.

Disney "intends to make significant capital investments over an extended period of years" at its Florida complex. (Joe Raedle/Getty Images / Getty Images)

The 15-year development agreement "was negotiated in good faith and pursuant to" the settlement that the CFTOD and Disney reached in late March, the CFTOD board member leading the meeting said. That settlement stemmed from a legal conflict that arose out of a feud between the company and Florida Gov. Ron DeSantis.

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FOX Business reached out to Disney for comment on the CFTOD board’s Wednesday vote.

Disney intends on directing at least $10 million toward "attainable housing projects" and will also "donate land for public infrastructure improvements" as part of the agreement, according to the agenda. (Patrick T. Fallon/AFP via Getty Images / Getty Images)

Last month, Disney received final approval to move forward with a nearly $2 billion expansion plan for its theme park in California. The zoning changes that the entertainment giant received as part of that "DisneylandForward" proposal "would allow for the building of additional theme park and other visitor attractions" on existing Disney land there, the Anaheim City Council said at the time.

DISNEYLAND'S $1.9B EXPANSION PLAN APPROVED BY ANAHEIM CITY COUNCIL

Its domestic parks and experiences, which includes Disneyland, Disney World and certain other offerings, generated $5.96 billion in revenue and $1.61 billion in operating income in the second quarter.

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T-Mobile Helps ISP Customers Stay Connected During Outages with New Backup Plan

Cable home internet customers will now have a reliable way to stay connected when their service is down with the Un-carrier’s new Home Internet Backup plan

T-Mobile (NASDAQ: TMUS):

What’s the news: Stay connected, not disrupted. T-Mobile (NASDAQ: TMUS) today announced Home Internet Backup, a new plan that will give traditional internet service provider (ISP) customers — like cable and fiber — an affordable, reliable, backup 5G internet connection in case their primary service goes down. As the fastest growing home internet provider in the U.S., T-Mobile already serves over five million customers nationwide with unlimited broadband plans like Home Internet and Home Internet Plus as a primary source of connectivity. But for the millions of people still getting internet through traditional ISPs, the Un-carrier is using the power of its 5G network to give cable customers an option to stay connected during unexpected outages.

Starting tomorrow, June 6, Home Internet Backup will be available in T-Mobile stores and online via chat at www.t-mobile.com/home-internet-backup .

Why it matters: Nearly 20% of U.S. internet users said their internet goes out at least a few times a month, according to data from CivicScience . It’s something nearly everyone has experienced — at the most inconvenient time, the internet goes down and all productivity is lost. With T-Mobile’s new Home Internet Backup plan, cable and fiber internet customers can get peace of mind knowing they have a way to stay online during those unexpected outages.

Who it’s for: Cable and fiber internet customers looking for a reliable backup Wi-Fi solution to stay connected at home.

What else: Home Internet Backup from T-Mobile is just $30 a month with AutoPay — and customers that also have an eligible T-Mobile voice line can pick it up for just $20 a month with AutoPay for a limited time — and comes with:

• 130 GB of 5G data a month. Enough to keep a typical household connected with Wi-Fi for up to seven days a month when their primary internet service goes down.
• A 5G gateway included at no extra cost. There are NO monthly equipment fees at T-Mobile! Home Internet Backup customers get all the equipment they need, without paying a penny more.
• Fast and easy setup. Go from box to browsing in 15 minutes or less with a simple self-install process. And when that primary connection goes down, quickly switch over to the T-Mobile Wi-Fi signal for connectivity.

T-Mobile 5G Home Internet is fixed wireless that leverages the power of the Un-carrier’s 5G network, the largest and most-awarded 5G network in the U.S. , and is currently available to more than 50 million homes nationwide. For people who need more than a backup solution and are ready to ditch their current internet provider, T-Mobile has home broadband options that fit customer needs, including Home Internet which comes with no annual contracts or equipment fees, fast and easy set up and Price Lock, guaranteeing that customers can get their last month of service refunded if T-Mobile ever raises their rate for internet and they choose to leave within 60 days (taxes and fees excluded). Or, Home Internet Plus has all the great benefits of Home Internet and also comes with T-Mobile’s latest 5G gateway, a Wi-Fi mesh access point that expands the Wi-Fi signal to hard-to-reach places across the home and 24/7 video tech support for any Wi-Fi or smart connected devices in the home.

Follow @TMobileNews on X, formerly known as Twitter, to stay up to date with the latest company news.

During congestion, customers on these plans may notice speeds lower than other customers and further reduction if using >1.2TB/mo., due to data prioritization. After 130GB monthly data allotment, speeds up to 600Kbps. Not available in all areas. $35 device connection charge due at sale. Regulatory fees included in monthly price for qualified accounts. Savings after $10 monthly bill credit. Limited-time offer; subject to change. Qualifying credit, voice line; and new Home Internet Backup Internet line required. If you have cancelled Internet lines in past 90 days, you may need to reactivate them first. AutoPay requires bank account or debit card, otherwise $5 more/line/mo. Price Lock guarantees regular monthly rate plan price of current internet data for new lines with qualifying service (the Home Internet Backup plan is not eligible for Price Lock). T-Mobile will pay your final monthly recurring service charge if we raise your rate and you tell us you are leaving within 60 days. See 5G device, coverage, & access details at T-Mobile.com.

About T-Mobile

T-Mobile US, Inc. (NASDAQ: TMUS) is America’s supercharged Un-carrier, delivering an advanced 4G LTE and transformative nationwide 5G network that will offer reliable connectivity for all. T-Mobile’s customers benefit from its unmatched combination of value and quality, unwavering obsession with offering them the best possible service experience and undisputable drive for disruption that creates competition and innovation in wireless and beyond. Based in Bellevue, Wash., T-Mobile provides services through its subsidiaries and operates its flagship brands, T-Mobile, Metro by T-Mobile and Mint Mobile. For more information please visit: https://www.t-mobile.com

Media Contact T-Mobile US, Inc. Media Relations [email protected] Investor Relations Contact T-Mobile US, Inc. [email protected] https://investor.t-mobile.com

View source version on businesswire.com: https://www.businesswire.com/news/home/20240604774863/en/

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Facebook has a plan to win over Gen Z. Don't laugh.

Katie Notopoulos , Senior Correspondent covering technology and culture

• Facebook's new strategy leans more into TikTok-like discovery and less into friends and family.
• It wants to reach a young demographic that will like things like Marketplace and the Dating app.
• Don't roll your eyes — it just might work.

Meta just unveiled its plan for Facebook to win over a surprising demographic: Gen Z.

I say surprising because it's widely known that Facebook is "for old people" — many teens and young people think of it as something their mom or grandma uses. In a 2023 Pew survey on teen internet use, only about one-third of US teens ages 13 to 17 said they used Facebook. Compare that with Pew's 2014 survey, when 71% of teens said they used Facebook.

Meta's new plan for Facebook — and winning over younger people — revolves around two prongs:

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First, more discovery in the feed. This basically means more recommended content like reels and other posts in the feed instead of posts from friends and family — sort of like how the Instagram feed has lately been more about the discovery of people you don't follow. That's a big reversal from the 2018 change to Facebook's news feed that prioritized posts from your friends and family over publisher content.

Secondly, Facebook is hoping to lure back young adults with offerings like Marketplace, Dating, Groups, and Events.

Note that Facebook is looking for "young adults" rather than teens — this may be partly because Meta is anxious about promoting its products too directly to teenagers when the company is facing serious scrutiny and lawsuits about its apps' effects on teen mental health. It might not be a great look to be courting a teen audience at the moment.

But Facebook also has more to offer "young adults" than teens. In rolling out the latest changes, Facebook gives the example of a recent college grad, maybe 22, who has just moved to a new city. They need to furnish their apartment on the cheap — so they use Marketplace to get a used couch. That person might find fun things to do through Events and join some local Groups. They might also use Facebook Dating. And maybe they hang out on the app and watch some entertaining reels in their feed, too. (Video accounts for about 60% of time spent on Facebook, according to Meta.)

Don't laugh — I think this actually might work. The real secret power here is Marketplace, the swap-meet-like service that's incredibly useful for lots of people. I know several people who reluctantly joined Facebook just to be able to use Marketplace. I use Marketplace all the time .

Some of Facebook's plan does sound a little overly positive. I'm sure Meta would prefer us all to think of Groups as a nice place to find tips about houseplants, rather than remembering Groups like Stop the Steal . And I don't think Facebook Dating is a huge hit. ( Meta says Dating numbers are up 20% year over year but doesn't say how many people are using it.)

And there's another thing really going for Facebook that I won't be surprised if young adults, joining for the first time, are pleasantly surprised by: The site works pretty well. That sounds like a really low bar, but consider what it's competing with: Craigslist, Evite, Reddit. Not exactly the most user-friendly sites. What a 22-year-old who finally joins Facebook might discover is something of an "everything app" (much to Elon Musk's dismay , I'm sure).

Maybe it's not so much a social network anymore; it's a place to accomplish basic tasks and watch some videos. It might not keep you glued to the app for hours when you're trying to go to sleep like TikTok does, but growing a younger demographic by offering utility is a good long-term strategy.

Not long ago, Instagram seemed against the ropes, mired in millennial avocado-toast cringe. But it managed to get its mojo back and compete against TikTok, even with teens. Mark Zuckerberg has even managed to turn his reputation largely by wearing some new clothes . I know it seems improbable that Facebook could become cool for Gen Z, but don't count it out — they just might pull this off.

Watch: Tinder is 'obsessively' thinking about how to reach Gen Z, says CMO Melissa Hobley

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Plan Sponsors Increasingly Offer Financial Adviser Services

Participant demand for adviser services is driving demand, according to MFS.

More plan sponsors are pointing participants to financial advisers, according to an MFS Investments survey released Monday .

At the moment, 64% of plan sponsors are offering advisory services to participants, and another 17% are considering an option, according to the firm’s survey of 141 plan sponsors.

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The financial planning connection is being driven in part by participants, with a separate MFS survey of 4,000 participants showing that 70% say they would use an advisory service if offered, 20% saying they’d possibly use it, and just 10% saying they are not interested. Many of those who are interested also want to speak with an expert directly, according to Savage.

“Plan sponsors are aware of this [demand],” Jeri Savage, retirement lead strategist at MFS. “There is an understanding that especially as people approach retirement, they need more personalized or customized needs and that’s where the role of advice can come into play.”

For large plan sponsors, that often comes via managed account services, with plans of $1 billion or more primarily offering advice via managed accounts at 56%, according to the survey. Mid-sized plans ($100 million to $999 million) and small plans ($99 million to $25 million) provide more general adviser offerings. A very small percentage of sponsors, Savage notes, provide services at retirement, at around 1% of plan sponsors surveyed.

The retirement strategist head also notes that, with most plan sponsors already offering advice options, the link to participants may be as much about increased or improved communication of those resources as adding options.

Personal Needs

That communication need appears to extend to managed account services. At the moment, managed account advice services tend to be opt-in, with about 14% of plan sponsors offering them as a qualified default investment alternative, according to Savage. That compares to 55% offering the service for participants to use.

“Participants feel like they are unique and need personalized advice,” Save says. “But they also desire to be told what to do and need a little bit of handholding.”

This guidance is especially needed at times of market volatility or managing life changes.

Savage also notes MFS asked plan sponsors about meeting the desire of many participants to embark on phased retirements as opposed to the traditional full retirement the system is generally built around.

About half of employers (49%) either have or are thinking of adding “programs that would allow workers to gradually transition into retirement by reducing hours,” according to MFS. That finding points to the need for more personalized advice and guidance around these more complicated transitions, along with how plan sponsors may guide participant outcomes, Savage explains.

“There are implications here for how we are thinking about retirement income solutions,” she says. “Everything is so anchored to that goal of retiring completely when participants might prefer to do something different …. we need to think about how we can accommodate that, which points toward more advice and guidance.”

Top Focus Areas

Plan sponsors aren’t just relying on advisers to help participants in areas such as market volatility or high inflation, of course. MFS found plan sponsors are more likely to add fixed income and inflation protection options than equity options.

The survey also found that plan sponsors are more likely to replace equity managers than fixed income managers.

When asked what keeps them up at night, plan sponsors checked off the below top five areas in terms of most concern:  

• Changing regulatory and legislative landscape (55%)
• Litigation risk (44%)
• Overall plan administration burdens (43%)
• Figuring out retirement income solutions for the plan (41%)
• Overall participation rates and savings rates (37%)

MFS’s “Building Better Outcomes” survey was conducted from September to November 2023 with 141 plan sponsors of varying asset sizes. Plan sponsors were based in the U.S. and sourced through the DCIIA Plan Sponsor Institute.

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