eight steps to designing a winning sales process · 2019-09-13 · digital printing - novelty books...

July 2016Volume 1

Issue 6

Eight Steps to Designing a Winning Sales Processpage 10

2 • Graphics Journal — July 2016

2016 BEST WORKPLACE IN THE AMERICAS

The only HR competition recognizing remarkable print industry employers!

Do you have the best workplace in the Americas? Prove it! Showcase your company’s superior HR programs in the 2016 Best Workplace in the Americas competition. Deadline for entries is September 30. Visit www.printing.org/bwa for more information.

POSTPRESS EMPLOYERS PRINTER EMPLOYERS

PRINT SUPPLIER EMPLOYERS MARKETING FIRM EMPLOYERS

Great Lakes Graphics Association — www.glga.info • 3

Website: www.glga.infoToll-Free Phone: (855) 522-2210

Joseph [email protected]

Bill GibsonIllinois [email protected]

Brent EckhartIndiana [email protected]

Sharon FlickCommunications ManagerEditorial [email protected]

Debra WarnerMembership Development and Engagement ManagerAdvertising [email protected]

Doris SaywrightIT [email protected]

Staff Contacts

Technical HotlineDo you have questions about a technical process? Call the PIA Technical Hotline at (800) 910-4283.

Free HR HotlineUse the free InfoNow line to get answers from MRA’s HR profes-sionals. Call toll-free 24/7 at (866) 275-6721, or email [email protected].

GLGA Hotlines

National Awards

Events

State News

2016 Wage and Benefit Survey

Designing a Winning Sales Process

How Web Design Impacts Your Business

2016 Sales Compensation Survey

Personal Transition Planning

Injury and Illness Reporting Policies

HazCom Standard Revision

New Products and Services

Calendar

The monthly membership magazine for the Great Lakes Graphics Association

Volume 1 / Number 6July 20164

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NATIONAL AWARDS

GLGA Region Wins 13 Bennys in National Premier Print CompetitionEight GLGA members were honored with the top award in the 2016 Premier Print Awards competition, sponsored by Printing Industries of America. The Benny statue for the Best of Category award is the national competition’s highest honor. A total of 92 Bennys were awarded in this year’s contest, which saw nearly 3,000 entries submitted.

All together 34 GLGA member companies won 10 Bennys, 29 Awards of Recognition and 51 Certificates of Merit. A complete list of winners is posted at www.printing.org/2016-premier-print-award-winners. Congratulations to our region’s Benny winners!

BindingClassic Color, Broadview, IL Sappi’s The Standard Volume 6: Bindery Techniques

Cartons, Containers, Boxes, and TotesClassic Color, Broadview, IL Sappi’s Holiday Gift Box

Media KitsDreamWorks Graphic Communications, Glenview, IL Gogo From The Ground Up Complete Media Kit

Folding, Unique Folds, and Involvement DevicesFey Printing, Wisconsin Rapids, WINeenah Paper Environment Direct Mail Promo

Digital Printing - Novelty BooksHaapanen Brothers, Inc., Gurnee, ILHospira Circle of Excellence Bali Travel Book

Direct Mail Campaigns, Business-to-BusinessHM Graphics Inc, Milwaukee, WIPorsche Dealer Kit Campaign

CalendarsLCP, Waukegan, ILLCP 2016 Calendar

Print/Graphic Arts Self-Promotion (printers with 101-250 employees)LCP, Waukegan, ILLCP 2016 Calendar

Point-of-Purchase MaterialsPhilipp Lithographing Company, Grafton, WICorona Extra Holiday Tiki Hut

Large-Format PrintingPhilipp Lithographing Company, Grafton, WIStar Wars Millennium Falcon Display

Business and Annual Reports (4 or more colors, printers with 20 employees or less)Richards Graphic Communications, Inc., Bellwood, ILDuff & Phelps Powering Sound Decisions Corporate Brochure

Web Press Printing (4 or more colors, uncoated paper)Ripon Printers, Ripon, WIDo You Dream in Kohler?

Architectural/Art/Travel/Other Magazines (printers with more than 250 employees)Times Printing Co. Inc., Random Lake, WICULTURED Winter 2015


EVENTS

Large Turn-Out Defeats Rain to Enjoy the Indiana Golf Outing

Representatives of the Great Lakes Graphics Association partici-pated in Printing Industries of America’s Print’s Voice Legislative Fly-In June 7-8, 2016 in Washington, DC. Print’s Voice is PIA’s signature government affairs event that brings printers, suppliers and allied interests together for a powerful program of public policy education, issue advocacy, interaction with Members of Congress and networking events on Capitol Hill.

GLGA members and staff met with U.S. Reps. Tammy Duckworth (D-IL) and Todd Young (R-IN); U.S. Sens. Joe Donnelly (D-IN) and Ron Johnson (R-WI); and Speaker Paul Ryan (R-WI).

The event was extremely useful in helping representatives under-stand the issues that are facing printers, tag/label manufacturers and packagers as the industry deals with increasingly difficult business conditions. Print companies are capital intensive, relying on technology throughout production. Delegates stressed how important patent reform is to help stamp out patent trolling for the technology and software it uses. Postal reform also was discussed, as nearly 65 percent of the products the industry manufactures is sent through the mail stream. Finally, comprehen-sive tax reform was emphasized to ensure that the industry stays competitive for decades to come.

GLGA president Joseph Lyman believes being actively involved in the political process is vital to the industry. “The industry’s legislative efforts help to shape laws that will keep member busi-nesses competitive,” he said. “However, it is only successful when owners and executives are actively involved. The Association looks forward to having even more members participate in years to come as the political stakes increase.”

Jim Featherston of Worzalla, Stevens Point, WI (second from left); John Berthelson of Suttle-Straus, Waunakee, WI (second from right), and Joe Lyman, GLGA’s president (far right), were among the representatives of the printing industry who met with Speaker of the House Paul Ryan (R-WI, center) during Print’s Voice 2016 on June 7, 2016.

GLGA Participates in 2016 Print’s Voice Legislative Fly-In

The morning forecast of 90 percent chance of rain, damaging winds and possible large hail did not bode well for the Indiana Golf Outing on June 22, 2016. But guess what?! We had only a little bit of rain, and we had a lot of good fun and good golf.

The best golf of the day was had by the CS Kern team who walked away with the prestigious traveling trophy that will grace their plant entry for the next year. Congratulations Steve Kern, Nic Kern, Bart Dawson and Zach Davis for a 16 under round of golf.Second place finisher was lunch sponsor Team Fujifilm (John Briar, Roger Schwarzkopf and Curt Carby). The course was in great shape and other teams would have been strong contenders except for poor putting and over-attentive service by the beverage carts. More than 85 participants made this the largest outing in recent memory.

Pizza & salad lunch, golf on the beautiful Plum Creek course, steak dinner (indoors this year) and the now annual “apres party” on the putting green . . . it all made for a great day of celebration of the Indiana printing community. Thanks to all who made the day a success. We look forward to continuing the growth and fun next year. Please see the Indiana Director’s Column for more.

Above: Dinner on the veranda – finally sunshine! Below: Tournament MVP’s Beverage Cart drivers and sponsors Greg Schiefelbein, KBA; Tom Klapp, GPA; and Julie Crosthwaite, HP.


CONFERENCE SPEAKERS

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The most remarkable characteristic of our industry is that we are truly passionate about our craft. We care about process improvement and about learning and sharing. Most of all, we care about our clients. This spirit is the driving force behind our daily work at the Great Lakes Graphics Association, and has prompted us to organize the GLGA 2016 Conference and Expo.

CHANGEThe Print Industry is rapidly changing before our eyes. However, one thing remains constant - a solid foundation at the company level provides the best approach to change as the industry changes. Take this opportunity to improve yourself to serve both your company and your clients better.

SPEAKERSGLGA has assembled some of the most exciting and knowledgeable speakers in the industry. Not only are these individuals experts, they are trendsetters. Often, they are breaking the mold and paving new paths to continue making print relevant and valuable.

EXPOGLGA will have an expo hall open during the entire conference with up to 60 different vendors who will feature the latest technology and equipment. With the wrap-up of Drupa in Germany, many vendors will be bringing new technology to the expo to exhibit the latest advancements to help companies be more effective, efficient and profitable.

NETWORKINGDon’t miss your opportunity to network with the strongest and best-known printers, tag/label manufacturers, packagers and post-press service providers in the region. GLGA’s Conference and Expo will be the region’s go-to meeting in 2016.

PURPOSE

GLGA 2016 Conference & ExpoSeptember 20 & 21, 2016Stonegate Conference Center2401 W Higgins Rd, Hoffman Estates, IL 60169

PLATINUM SPONSOR GOLD SPONSOR


IndianaThere is an article elsewhere in this magazine that reports on the Indiana Golf Outing. But, I would like to take this column to express my thanks to the Indiana printing community for their participation, enthu-siasm and generosity that was so abundantly on display at the outing. To our Beverage Cart sponsors and drivers, Julie Crosthwaite, Tom Klapp and Greg Schiefelbein, thanks for the spirited attitudes (and spirits) you bring to the event. To all our sponsors, HP, KBA, Fujifilm, Canon, Heidelberg, ITU AbsorbTech, JT McHugh, Litho Press, Komori, Midland Paper, RBP Chemical, Millcraft and Ricoh, thanks for your gener-ous support. To all the participants, thanks for being there and for the great attitudes. Thanks to Bernie Lacy for keeping the party going until the last rays of sunlight fell on the putting green.

More than just an afternoon of lunch, golf and dinner, the day was a celebration of our industry and the great fellowship we have within Indiana’s printers and suppliers. As I toured the course and mingled with the crowd during lunch and dinner, it was amazing to experience not just the collegiality but the real benefits that come from a day of mixing with other printers and suppliers. I heard the sales rep encourage the print shop owner to be sure and call the next time a certain difficult job came along and he would be sure to put the press operator in touch with a technician who could help with the problem. I heard a service manager from a finishing company telling another printer about some new equipment that the printer did not know they had. A wide format printer was telling another small shop owner about their capabilities and how they could best be an effective subcontractor for them. I observed the son of a printing company owner who is fairly new to the industry making all kinds of contacts that I am sure will serve him well as his career progresses. I could go on.

Last month I wrote about how simply “being there” is a good start to success. I think that was well displayed at the golf outing. Team building, information exchange, networking – there are a lot of business buzz words that could describe what really goes on at the Indiana Golf Outing, but at the end of the day the success is a reflection of the great people who make it all happen. Again, my thanks and appreciation to everyone. It’s great to be a Hoosier printer!

STATE NEWS

By Brent EckhartIndiana Director

Your Essential Resource for Creating Competitive Wage and Benefit Packages:Here’s How to Get Your Free Copy of the 2016 Wage and Benefit Survey How do you know what a fair market rate is to pay your employees? Do you guess? Or, do you know?

GLGA’s annual Wage and Benefit Survey is your most valuable resource to accurately benchmark a critical aspect of your business: having a stable and satisfied workforce. The report furnishes key figures about wages, policies, and benefits. Printing and graphic arts firms use the annual survey report to structure their wage and benefit packages to be more competitive and more profitable. More than 600 companies participated in the survey in 2015, with compensation reporting of nearly 22,000 employees in more than 120 positions. It is the most comprehensive and relevant study in the printing industry.

The 2016 Wage and Benefit Survey is now open for participation. All printing and post press members are urged to complete the questionnaire. The more firms participate, the more valuable the results:

• The Compensation section includes monthly wages and yearly salaries for a variety of staff and management positions, including administrative; IT; sheetfed, web, digital and flexo press operations; finishing, converting and bindery; mailing and fulfillment; and warehouse/maintenance.

• The Benefits section includes data on HR policies, vacation and holidays, health insurance, production shifts, overtime, leave and absence policies, performance incentives, and pension/profit sharing.

The survey form may be downloaded from http://tinyurl.com/hd5b23x. Every member who participates receives a free copy of the report (members who do not participate may purchase it for $250; the non-member cost is $1000). If you have any questions or for assistance in completing the questionnaire online, please contact Debra Warner toll-free at (855) 522-2210 or via email at [email protected]. The deadline to return surveys is August 8, 2016.


IllinoisIn my travels across Illinois to GLGA members and prospects, our meetings have a common concern of finding additional sales to support capital investments on the shop floor and overhead. I usually open with “How is business?” which opens the door to real concerns on how to get more business. I will not begin to explain processes nor pontificate on how it should be done, we have plenty of “experts” in that field; rather I’ll talk about what I am seeing.

Businesses are looking more at planning for the future and understanding what their clients EXPECT from them NOT what they offer. The word EXPECT becomes very disruptive to traditional sales models in that you no longer can shove a square peg into a round hole but rather hone and understand that peg to produce a positive outcome. Businesses that offer standard “commercial work” will have a hard time surviving against the minds that have looked into the future modeling a company that offers cross platform communication results by digging deeper into their clients’ expectations and offering solutions beyond their imagination. Walt Disney said it best, “We keep moving forward, opening new doors, and doing new things, because we’re curious and curiosity keeps leading us down new paths.” Those “new paths,” that Walt Disney talks about, are for us to explore and understand and then put into motion, creating excitement and energy in your sales process and offerings that people want to be a part of.

I am seeing businesses look to fresh minds in sales who do not necessarily come from the printing trade but carry MBA degrees and marketing savvy that look to progressive businesses to settle in with and become an integral part of the company’s future. Businesses are training top sales people to understand the model of cross platform communication solutions, and looking at Blended Reality as presented by Shane Wall, CTO of HP, Inc., during his closing remarks at drupa. The challenge is to find these individuals and present to them a future with your business that exemplifies a company culture willing to keep moving forward and excite the imagination. Look to career fairs in your community, build a relationship with community colleges and universities, participate in the GLGA internship program and build a company that is curious about new paths that make your clients curious about you!

See you on the links July 20th supporting the youth of our industry through GLGA Scholarship programs.

WisconsinOften, being a printer means you are out in the market as a hunter all alone. You do what is necessary to survive. You fight to improve your business every day. You fight to increase sales, you fight state and federal regulators and you fight internal obstacles that could harm your company. There is no end to the number of fights you engage.

However, you do not have to do it alone. The Great Lakes Graphics Association and Printing Industries of America provide you to the tools and resources to effectively compete in the market. In fact, with the GLGA 2016 Expo & Conference approaching, it is a fantastic opportunity to escape the hunting cycle for two days. Attend the conference at an extremely affordable price and learn more about what is happening (rapidly) in the print industry and how you can continue to succeed in the industry. The conference will feature some of the best known speakers the industry has to offer and the expo will showcase technology that is revolution-izing the industry with efficiency and productivity. Finally, there are a number of networking opportunities that will help you grow your business, whether it is connecting with those that fight the same battles you are fighting or actually making a contact that will help to grow your business.

But, the GLGA 2016 Conference & Expo is not the only resource available to members. GLGA is currently promoting two surveys that help to benchmark your company and operate more efficiently, effectively and profitably. These are the PIA 2016 Dynamic Ratios Survey and the GLGA 2016 Wage & Benefit Survey. Both of these resources provide you with a mountain of data to compare and contrast your company’s internal data to put you on the path to success.

The Chinese philosopher Laozi once said, “A journey of a thousand miles begins with a single step.” Start your journey to continually improve your company by participating in GLGA events and programs.

By Bill GibsonIllinois Director

By Joe LymanPresident


Eight Steps to Designing a Winning Sales Process

Winning sales processes are not created by happenstance. They are the direct result of a solid commitment by company leadership to develop and support a sales culture that has common goals and practices. The following eight steps offer an easy-to-follow guide to help sales managers change the sales process and improve results.

Set Goals

Everybody needs a goal. Print shop owners often lament that their sales personnel know what they are supposed to sell, but they get stressed out if they are given a goal. The reality, though, is that people need goals. Without goals, there is no sense of urgency. The sales cycle will meander, deals will be lost, and ultimately customers will be lost. Take a look at what your sales staff did in the past year and then tell them they have to do that plus a little bit more in the coming year. The important thing is that you give them a number to work toward.

Grow or Die!

If you aren’t growing, you’re dying. Companies must assign sales goals that accommodate growth

objectives. Start out by deter-mining how much you want your company to grow, then divide that amount among your reps.

Remember that all of your goals must be realistic. New reps won’t be able to sell the same amount as more tenured reps, but it is critical that even those who are just starting out are successful in year one. Reps who are paid more because of their experience must sell more. Take a little away from the reps who may be learning and give it to the more tenured reps, but make sure that everyone is responsible for a piece of your growth goals and that you have apportioned your company’s overall goals across the sales force.

Plan for Attrition

Some businesses close their doors, others merge with other companies, and applications are dying

out. Plan on losing at least 10 percent of your business every year, and realize that you might lose even more based on your industry. The sales goals that you give to your reps need to include making up the 10 percent that is going to be lost. Increase your sales reps’ goals so your company can still hit its growth goals even with some losses.

All Sales Are Not the Same

It’s okay for reps to sell more to existing custom-ers, but selling more to existing accounts without adding new customers ultimately increases a company’s risk. Losing a really big account can be disastrous, and having a larger number of good customers mitigates that risk. Make selling new business a part of your sales commission plans.

If you’ve never done this before, a good formula is to lower the sales commission percentage that you pay for selling to current customers. Take that money and turn it into a quarterly payment that is reliant on having a certain percentage of sales from new accounts. You will likely lose roughly 10 percent to natural attrition; so, make the new business goal 10 percent. Make sure that you define what constitutes a new account up front to mini-mize confusion later in the year.

Since you don’t want people throwing in the towel on earning this extra bonus so if they miss it in Q1, roll it forward to Q2. If a representative can sell the equivalent of 10 percent new business for both Q1 and Q2, he/she should be rewarded a bonus. Let this continue all the way to the end of the year so there is always an incentive to keep working on developing those new accounts. If your representa-tives bring in new business that was missed during previous quarters in Q4, give them a bonus because they’ve done what you wanted.

Eliminate Underachievers

Underperforming reps are bad for a business, regardless of how little they are being paid. It’s important to remember that underperforming reps are not going to achieve the growth you apportion to them. Creating a sales culture is about consis-tency and accountability, and neither of these goals can be achieved if a company accepts underperfor-mance as a matter of course. Rid your company of chronic underachievers—you aren’t helping them and they aren’t helping you.

“Without goals, there is no sense of urgency.”

By Kate DunnDirectorInfoTrends

Those companies that have been disappointed with their recent sales results may be hoping that the future will bring better things. Unfortunately, hoping won’t make it happen, and

companies that don’t take action right away might find themselves facing further disappointments. This article provides a brief overview of some of the strategies

that savvy businesses are taking to improve their sales processes.

Great Lakes Graphics Association — www.glga.info • 11�

Be Realistic

Let’s say you missed your growth goal for the past two years… or worse yet, maybe you’ve never had a growth goal. If this is the case, your chances of achieving a 20 percent growth rate in the coming year are not very good. If you start out your plan with an unreachable goal, you’ll end up achieving the exact opposite of what you intended. Again, set realistic sales goals. If you give your reps a decent chance of accom-plishing what you want them to do, you can start to build a culture of consistency. You can be more aggressive in later years once the realistic goals have been achieved.

Ask for Commitments

No sales rep closes 100 percent of the opportunities they work on. If you want your reps to sell $500,000 next year, they’ll need to be working on selling three times that amount. Institute a monthly pipeline review meeting and have your sales reps list the things they are working on, the estimated amount of the sale, and when they think it will close.

If you have a CRM system like saleforce.com, reps are just generating a report rather than re-inventing the wheel. Keep your reporting process as streamlined as possible to avoid redundancy, but demand reports all the same. Don’t accept excuses for not getting it done. This is part of your foundation.

Reviews can help reps fill the sales pipeline with enough strong opportunities to achieve their sales goals. Sales reps are typically optimistic, but it is management’s job to play devil’s advocate. If a sales rep forecasts something to close routinely each month and it doesn’t close, he or she is likely hiding behind a false oppor-tunity. If this is the case, the opportunity can still be worked, but it shouldn’t be included in the forecast anymore. If the deal eventually closes, it’s gravy. This strategy will force your sales reps to keep filling the pipeline with viable opportunities rather than thinking that an opportunity exists when it doesn’t.

Accountability Applies to the Company Too!

For this strategy to work, reps need to know where they are on a monthly basis. The company must be able to give the sales team a documented compensation plan on January 1 and then provide monthly reports to show them exactly where they stand. The monthly pipeline review meeting gives management the oppor-tunity to hear firsthand what is going on in the field. It also gives reps a chance to ask for the support they need to be successful. Support usually takes the form of marketing, sales training, and sales management.

Supporting your sales team also requires maintaining a solid and efficient production environment. Your sales team must be confident that what they sell is going to be produced correctly and on time. Many sales reps believe it is their responsibility to shepherd what they sell through the rest of the process. This activity distracts reps from selling, so it must be removed. Establishing processes and best practices that achieve operational excellence will improve production efficiency and sales efforts. Sales reps who are confident in the underlying manufacturing process can stay focused on selling. If you provide the right selling environ-ment, you can build a foundation for future success.

Rome wasn’t built in a day, but at some point you have to start taking the steps to build something. Follow these eight steps to get a jump on your sales plan, guide your efforts, and reach your goals.

Kate Dunn, Director of the InfoTrends Business Development Group, is an award-winning leader in relevant, cross-channel marketing who regularly shares her expertise at industry events across the United States as well as abroad. Kate works with executives at print and marketing service providers, equipment and technology vendors on strategy, market-ing, lead generation activity and sales train-ing programs. She can be reached at (781) 616-2187, [email protected].

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Does your website matter to current customers? Is it holding you back from capturing new business through a customer referral or from prospects that don’t know you? Are you unsure whether additional online investments are worth it? Here’s why web design matters.

Importance Of Web Design

• 48 percent of people cited a website’s design as the number one factor in deciding the cred-ibility of the business.

• 94 percent of people cited web design as the reason they mistrusted or rejected a website.

• 40 percent of people ventured away from a website if it took more than 3 seconds to load.

The most important aspect of a website for your current customers is to make information easy to find. 76 percent say it’s the most important feature of a supplier’s website.

What This Means To Your Business

A poorly designed website. A website in need of a design refresh. A website that doesn’t reflect the value of your business all result in missed oppor-tunities. An effective web design is crucial to your business.

Importance of Mobile Compatibility

• Mobile internet users exceed desktop in March 2015.

• 48 percent of consumers start mobile research with a search engine. 33 percent of mobile research starts with a branded site.

• 40 percent of searchers will click another mobile result if a site is not mobile friendly.

• Google says 61 percent of users are unlikely to return to a mobile site they had trouble accessing and 40 percent visit a competitor’s site instead.

What This Means To Your Business

Mobile devices have become the primary access point to the internet. A website that’s not optimized for mobile is comparable to your phone system only accepting calls from land lines. Mobile compatibil-ity connects you to a broader audience.

Does your web design impact the opportunity to attract customers and gain more business?

InterEdge Marketing provides B2B companies with online and offline marketing services. Utilizing meth-ods include website optimization, content marketing, social media strategies, direct marketing and lead nurturing, the company helps organizations expand their audience, generate additional leads, increase conversions and drive revenue. Contact John at (630) 442-0040 or [email protected].

By John EdmundsonPrincipalInterEdge Marketing

SALES AND MARKETING

How Web Design Impacts Your Business

Is there a type of sales compensation plan that is better than another for print providers? This question is asked repeatedly by industry executives, and it was one of the goals of the recent survey conducted by the Great Lakes Graphics Association and other Printing Industries of America affiliates this spring. The answer, which was no surprise, was there are dozens of ways to compensate sales reps.

The 2016 Sales Compensation Survey was the first significant survey of print providers since the economic down-turn of 2009. More than 160 companies and 750 sales reps from across the United States comprised the database. While the vast majority of the individuals surveyed were employed by general commercial printers, the survey also included wide format, digital, packaging, and mailing firms – with many of those general commercial printers also

providing those services. The survey report also includes a special report on packaging and finishing.

While pure commission is still the preferred method (49 percent), there were dozens of variations in how those reps were paid. Commission rates ran from 4 percent to 12 percent on gross sales while other plans paid on value-added with rates ranging from 6 percent to 15 percent. Interestingly enough , nearly one third of the companies paid salaries with a commission incentive.

As with pure commission plans, commission basis had multiple variations. Some paying commissions when certain monthly goals were met or when certain profitability targets were gained – or both.

Benchmark your company’s sales compensation plan today by contacting Sharon Flick toll-free at (855) 522-2210 or via email at [email protected]. The price for the survey report is only $99, and the information is invaluable.

Results Are In: 2016 Printing Industry Sales Compensation Survey


“Retirement was good for me. I sold my busi-ness and my doctor immediately took me off my blood pressure medications. I didn’t need them.” The speaker pauses and sighs. “What I did need, though, was some kind of plan for what I was going to do for the rest of my life.”

This gentleman goes on to describe the typical, unprepared retiree’s experience: lots of naps, lots of golf, a spouse getting more and more irritated with him, and a bit of depression. If he’d had a personal transition plan, he wouldn’t have experienced so many of the unpleasant aspects of an old-school approach to retirement.

Strategic Planning is the most important step in increasing the value of your company and leaving a legacy you can be proud of…but it is two-fold:

• Pre-retirement: Do you have a business succes-sor? What will happen to your business and employees after you leave?

• Post retirement: Personal Transition Plan — What specific plans do you have in place for the next 20-30 years to maximize your living a purposeful life?

It’s a catch-22: If you don’t have a personal transi-tion plan regarding what you will do after you sell

your business, you will have no motivation to create a business plan for your succession.

Most business owners don’t want to think about the

Platinum Years. It’s far off, and yet it’s something they’ve had in the back of their mind. So what’s the big deal, right? But what if you don’t get to retire? What if, heaven forbid, illness or death strikes before you have a plan? Who will decide what happens to your business when you are unable to offer any guidance?

What will you do once the retirement honeymoon has worn off? The harsh reality of life after work is that while you’ve been thinking that time off is something you need, certainly something you’ve earned, you’ll get restless. You can only take so many naps and play so many tennis matches. You’ve always been a rolling stone. Putting the brakes on that inertia isn’t healthy. A more prudent thought is that you do have both a business succession plan and a personal transition plan – that way, you’re ahead of the game.

It’s time for some soul searching. Your many years of business experience is invaluable to your community. Perhaps you could find a way to share it. Or maybe you want to volunteer, travel, take up yoga, learn a foreign language or locate a part-time job.

Whatever you do, think about these things five years before your Platinum Years. Ask yourself:

• How can I maximize my value of my company from a buyer’s point of view prior to selling?

• What do I want the future of my business to look like for my employees?

• Do I have a successor chosen to run my busi-ness after I leave?

• What do I want my personal future to look like?

Gary Bozza, founder and managing partner of WorldBridge Partners Chicago NW, has been winning industry awards and recognitions in talent acquisition for the last 19 years. He is a certified transition advisor (Successful Transition Planning Institute) and, as such, provides the tools, training and support you need to create a meaningful and purposeful transition plan. Contact Gary at (847) 550-1300 x33, [email protected].

By Gary BozzaManaging PartnerWorldBridge Partners Chicago NW

HRPersonal Transition Planning

“If you don’t have a personal transition plan, you will have no motivation to create a business plan for your succession.”

It’s about treating your “Platinum Years” with respect and responsibility.


The Occupational Safety and Health Administration (OSHA) is keeping its prom-ise to push rulemaking initiatives during the Administration’s final year.

On May 11, 2016, OSHA issued a final rule on two proposed amendments to its recordkeeping standards. The amendments will require many employers to electronically submit certain records to OSHA and will require all employers to evaluate their internal injury and illness reporting proce-dures. The electronic submission requirements are scheduled to be phased in beginning in 2017. The new injury and illness reporting policy require-ments, however, are effective on August 10, 2016.

Injury and Illness Reporting Policies

The final rule also codifies OSHA’s solution to its concern that employers are deterring employees from reporting workplace injuries and illnesses. Under the amended rule, employers must do the following by August 10, 2016:

• Establish a reasonable procedure for employees to report work-related injuries and illnesses;

• Inform each employee of the employer’s procedure for reporting; and

• Inform each employee of the right to report work-related injuries

and illnesses without being discharged or discriminated against.

OSHA’s clarification that a procedure for reporting work-related injuries and illnesses is not “reason-able” if it would “deter or discourage a reasonable employee from accurately reporting a workplace injury or illness” may conflict with many employ-ers’ current policies, especially those that encourage timely reporting.

Earlier this year, OSHA sued U.S. Steel under the OSH Act’s anti-retaliation provisions after U.S. Steel disciplined its employees for failing to immediately report a workplace injury in violation of U.S. Steel’s reporting requirements. In that case, OSHA has taken the position that, “an injury or illness report-ing policy that requires employees to report their workplace injuries or illnesses earlier than seven calendar days” after the employee becomes aware of his or her injury or illness deters and discourages accurate reporting.

OSHA will likely find rigid prompt-reporting rules to violate the amended standard, which raises concerns for employers trying to conduct thorough accident investigations to ensure the safety and health of employees and to provide employees with proper medical attention.

OSHA also has taken issue with “blanket post-injury drug testing policies” because the agency believes they “deter proper reporting.” Instead, post-incident testing should be limited “to situa-tions in which employee drug use is likely to have contributed to the incident, and for which the drug test can accurately identify impairment caused by drug use.”

While section 11(c) of the OSH Act already prohibited retaliation against employees, it required an employee complaint before OSHA became involved. Under the amendment, OSHA will be able to cite an employer for a violation of the amended rule based on the employer’s injury and illness reporting policies without an employee complaint. Employers should evaluate their injury and illness reporting policies between now and August 2016 to ensure that they do not violate OSHA’s interpreta-tion of this new rule.

Electronic Submission

OSHA’s recordkeeping requirements are nothing new, but employers have only been required to provide those records to OSHA if requested during an inspection. The final rule requires establish-ments with 250 or more employees to electronically submit to OSHA the 300A Summary, 300 Log, and 301 Incident Report and establishments with 20 - 249 employees in all of the manufacturing NAICS codes to electronically submit to OSHA the 300A Summary. These data submissions will be phased in beginning in 2017.

By Daniel FlynnPartnerLeech Tishman Fuscaldo & Lampl, LLC

SAFETY

Do Your Injury and Illness Reporting Policies Comply with OSHA’s New Requirements?

“Employers should be increas-ingly diligent in providing as safe and healthful of a work-place as possible.”


(OSHA defines establishment as “a single physical location where business is conducted or where services or industrial operations are performed.”)

OSHA will make the data publicly available on OSHA’s website. OSHA believes that doing so will further its policy of “regula-tion by shaming” by encouraging employers to take additional actions to prevent workplace incidents in order to avoid a potentially negative impact on certain contracts and business relationships.

OSHA also plans to use the data to “effectively target” its enforcement resources. OSHA conducts two basic types of inspections: unprogrammed and programmed. Historically, unprogrammed inspections occurred in response to accidents of which OSHA becomes aware. Last year, the amended reporting requirement significantly increased the number of such accidents. The electronic recordkeeping will further increase OSHA’s awareness of workplace accidents and provide OSHA with an additional basis for initiating accident-related inspections.

Because of the potential impact of the amendment, employers should be increasingly diligent in providing as safe and healthful of a workplace as possible.

Daniel R. Flynn is a partner with Leech Tishman Fuscaldo & Lampl, LLC. His practice concerns both occupa-tional safety and health and environmental compliance and litigation. He can be reached at [email protected].

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Safety—Know It, Live It posters?y , p

Choose from:General Equipment Safety PracticesReduce Combustible Dust Hazards Safe Operation of Powered Industrial TrucksGet to Know the SDSGlobally Harmonized System of Classification (GHS)

Pictograms Quick Reference

Developed by Printing Industries of America’s Environmental, Health, and Safety Affairs Department, these safety posters communicate the importance of today’s top safety concerns in the printing industry.

Downloads are free for members and are in high-resolution PDF format.

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Download yours today at www.printing.org/safetyposters. And look for more posters to come later this year!

Photo credit courtesy www.osha.gov.


The Hazard Communication Standard was created by OSHA in February-1994. Its purpose was to establish requirements for which employers must set up programs to transmit information on the hazards of chemicals to their employees by the means of labels on containers, materials safety data sheets and training programs.

In March, 2012, the standard was revised to align with the United Nation’s Globally Harmonized System (GHS) to provide a more common and coherent approach to classifying chemicals and communicating hazard information on labels and safety data sheets (formerly called material safety data sheets or MSDS).

This means that virtually every product label, safety data sheet, and written hazard communication plan must be revised to meet the new standard. Worker training must be updated so that workers can recognize and understand the symbols and picto-grams on the new labels as well as the new hazard statements and precautions on safety data sheets.

Printers use a variety of chemicals within their operations and, therefore, need to ensure that they meet the requirements of the revised hazard communication applicable to their operations.

The information on safety data sheets are typically used as the basis of information to complete air emission calculations and reports, chemical inven-tory reports (SARA 312), toxic release inventory reports (SARA 313), and assist in completing waste determinations in addition to providing employees safety information about the chemicals for which they are using.

It is important to closely review the revised safety data sheets being issued by manufacturers on the products being used to determine how they may impact the reporting that is typically required within the printing industry.

For more information, go to https://www.osha.gov/dsg/hazcom/index.html.

Dawn Zellmer is the V.P of Operations and Compliance with Enviro-Safe Consulting, LLC. Over an 18-year career spanning industry and consulting in a broad range of operational, compliance and risk mitigation areas with expertise in the chemical industry, she has been responsible for environmental compliance programs within the disciplines of air, water, and waste. Contact Dawn at [email protected].

By Dawn Zellmer V.P of Operations and Compliance Enviro-Safe Consulting, LLC

ENVIRONMENTAL

OSHA Hazard Communication Standard Revision

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Do you need OSHA resources? Printing Industries of America has two guides available free for GLGA members.

Download the OSHA Primer: A Brief Introduction to OSHA and the Typical Regulatory Requirements for the Printing Industry and the Hazard Communication Guide for Printers from the Members Only area of

the GLGA website. Sign up for your user name at www.glga.info.


To have your company, product or service featured in Member News, contact Sharon Flick toll-free at (855) 522-2210 or via email at [email protected]. News will be published as space allows. We reserve the right to edit for length and clarity.

MEMBER NEWS

Bag Makers Introduces New Imprint Process and Products Bag Makers, Union, IL, the promotional product industry’s leading imprinted bag supplier, has introduced a new imprint process and products. Their newest imprint process - Sparkle Decoration - features glossy reflective dots that make the artwork on bags shine. Sparkle Decoration is available on the company’s non-woven and polyester bags, and the holographic or metallic dots are available in more than 20 eye-catching colors.

Bag Makers also has expanded its product line to include two new mesh panel tote sizes and teal blue Thunder Totes. Read more at www.bagmakersinc.com.

Fujifilm Launches New XMF Controller and XMF Ensemble Solutions Fujifilm Corporation has announced the launch of two new additions to the company’s workflow portfolio that help deliver automation and efficiency benefits for print service providers in the com-mercial, sign & display and packaging markets.

XMF Controller is a new solution that sits in front of Fujifilm’s XMF Workflow and is designed to streamline print production. It allows jobs to be created directly from an MIS system, removing the need for the pre-press department to be involved in every job that passes through the busi-ness. XMF Ensemble is a new solution that combines the power of Fujifilm’s acclaimed workflow solutions with a selection of products from business partners’ products to form a new integrated portfolio. Read more at www.fujifilm.com.

H&H Graphics Announces Arrival of Snapshot Effect Screen PrintingH&H Graphics, Vernon Hills, IL, has announced the arrival of one their newest special effects, and one of the most unique, “Snapshot Effect” screen printing. The Snapshot Effect only appears when someone takes a flash photo. This allows posters, retail POP displays and other pieces to have hidden messaging and/or graphics that shows up unexpectedly later.

See how Snapshot was used to promote a rodeo in Texas where people were encouraged to post their photos on Instagram to score tickets. This is a new way to get Millennials and some older consumers to interact with you on social media while promoting your brand to all of their friends and family in the process. Check out the photos on H&H Graphics’ blog at www.hhgrfx.com.

Midland Paper Launches Digital Edge Vinyl Banner for Wide-Format Inkjet PrintersMidland Specialty Paper & Film, a division of Midland Paper, has launched an extensive line of of high-quality Digital Edge Banner Vinyl to the wide format inkjet marketplace. All Digital Edge Banner products have been rigorously tested and qualified for wide format inkjet devices using eco solvent, solvent, latex and UV inks.

Print Service Providers looking to grow their businesses can depend on Digital Edge Banner for multiple end use applications ranging from indoor and outdoor signage, billboards and banners to point-of-purchase pop-up/roll-up displays. Learn more at www.midlandpaper.com.


CALENDAR

Upcoming GLGA Events and ActivitiesTo learn more or to register for any of these programs, visit GLGA’s website at glga.info.

Fourth Annual Chicagoland Printers Scholarship Golf OutingJuly 20, 2016, White Pines Golf Club, Bensenville, IL. Co-hosted by GLGA, the Graphics Communications Guild and the Lithographers Club of Chicago. Enjoy an afternoon on the links, lunch, dinner and prizes; proceeds will fund scholarships for students pursuing graphics communication education.

Webinar: Quarterly HR UpdateAugust 3, 2016. Jim Kyger, PIA National’s HR Guru, reviews key HR legislative, regulatory and case-law issues. This program has been approved for 1 General Credit Hour by the HR Certification Institute (HRCI).

Wisconsin State Golf OutingAugust 10, 2016, Lake Ripley Golf Club, Cambridge, WI. Golf, putting contest, cocktail hour, the traditional steak cook-out, prizes and networking.

GLGA Conference and ExpoSeptember 20-21, 2016, Stonegate Conference Center, Hoffman Estates, IL. Speakers, panel discussions, and a display of technologies and services specifically for the printing industry.

Upcoming PIA EventsTo learn more or to register for any of these programs, visit PIA’s website at www.printing.org.

Graph Expo 2016September 25-28, 2016, Orange County Convention Center, Orlando, FL

Color Conference 2016December 3-6, 2016, The Point Hilton Squaw Peak Resort, Phoenix, AZ

Upcoming MRA WebinarsTo learn more about these free HR webinars, visit MRA’s website at www.mranet.org. For access, reg-ister for a user log-in to MRA’s website at www.mranet.org. Once you have a log-in, you can view the recordings whenever it is convenient for your schedule.

High Impact Strategies for the HR ProfessionalAvailable on or after July 21, 2016

Dependent Eligibility Audits - Worth the InvestmentAvailable on or after August 18, 2016

Millennials: Are They Really a Different Species?Available on or after September 15, 2016


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