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7 Easy Actions to Reduce Costs in Your Organisation

During the last couple of weeks, I have had some fascinating conversations with a variety of people, working in quite diverse organisations.

7 Easy Actions to Reduce Costs in Your Organisation

Although there was such diversity, the messages all seem to have been quite similar.  In any business there is always going to be the conversation around money and how to make more of it.  However, sometimes the most obvious action of saving money can be seriously overlooked.

One of the people I spoke with mentioned how when the sales department make a sale, everyone is thrilled and praise abounds, yet, in a different (non-sales) department where costs are successfully reduced, the praise and recognition is not there.

Yet the result is the same.  Money being saved and therefore not spent, is the same as making a sale surely?  Less money going out is the same as more money coming in to the pot.

When I work with people who want to feel more fulfilled, better about themselves, more in control, I don’t consider that they are expecting too much, to have these desires.

However in some organisations, people who have these desires are construed as ‘asking for the world’.

I fear that this is so short-sighted on the part of the organisation.

I know that when you have the basics well and truly in place, any organisation will thrive.

So what are these basics?

I believe they are as follows: ‘7 Easy Actions to Reduce Costs in Your Organisation’

  1. Listen to your people, properly with no agenda of your own, just listen
  2. Value their ideas, thoughts, suggestions
  3. Involve your people in the plans that you have for the business, daily, weekly, monthly, annually – they will feel valued by being included and this is so easy to do
  4. Discover the strengths that each individual has and really work hard to ensure that their role fully utilises these strengths
    1. Working to strengths ensures a motivated and happy work force – and isn’t this what everyone wants?
  5. Ensure boundaries are respected – what do I mean by this?
    1. If you expect great levels of productivity then your people need to be able to focus on the job at hand and not be constantly interrupted – each interruption causes a huge loss of ‘flow’ and ruins productivity.
      1. However, if there are roles that specifically revolve around being reactive to interruptions all day long, then ensure this person is not expected to achieve too much else in their work, other than providing great service in response to the requests and interruptions of others.

(It is unrealistic that they will be able to get much of value achieved on top of great customer service, yet note, great customer service reaps excellent rewards so this should be a highly regarded role as keeping customers coming back for more ensures the successful continuity of the business!)

  1. Do all that you can to prevent staff cuts – sharing the work out to the remaining staff is unreasonable and the quality of work will suffer – so business will reduce further
  2. Decide to invest in your people – people often quote lack of funds as a reason to not invest in the wellbeing or training of others, yet the reverse is actually true – can you afford NOT to invest in them?
    1. When you DO invest in your people, you will save a small fortune in recruitment costs and long term absence from stress, burnout, overwhelm
    2. It is so short-sighted to keep pushing and pushing when we are all human and only capable of producing great work for so many hours per day
    3. Being on output all day long is not healthy, by investing in your people they are receiving positive input, which enables them to be more productive, more motivated and healthier.

So, imagine a scenario where you decide to embrace most of the points raised in this blog.

You decide to value your people highly and invest in their training to improve wellbeing, thus reducing costs.  (Taking care of wellbeing is vital not ‘soft’ by the way.)

Once this is in place everyone will:

  • ENJOY their work more …because they feel valued
  • …want to DO more …because they feel valued
  • not be looking elsewhere for a new job …because they feel valued and
  • not go off sick …because they feel valued …and they want to keep up the good work.


If you would like to discuss further or you feel that you would like to develop and maintain a Great Wellbeing Culture in YOUR organisation, just get in touch via [email protected] or 07783 107 236.

You will be able to save your organisation a lot of money.

Thanks for reading.