Running a coffee business can be daunting and normally need proper concentration and time. Small time is left with making new marketing ideas even if people all know how essential this is.
Normally competition is relatively high and it is so essential for you to stand out from the rest.
How to promote coffee business is not an easy task, most especially if your business is located in a place wherein competition is high. This article will aid you with some promotions and marketing ideas for your coffee business.
Read on below
- What ways can a coffee business use differentiation strategies?
- What ways can a coffee business use pricing strategies?
- What ways can a coffee business use promotion strategies?
Yesterday, Prime Minister Kevin Rudd was in Tasmania, where he announced 31 projects which would receive a share of the $100 million that has been set aside for economic diversification in Tasmania. The 31 projects were selected from a pool of over 400 projects from around the state.
One of the projects which received a funding announcement was the Macquarie House Innovation Hub, which has received a commitment of $3 million, which will be used to renovate and fit out the Macquarie House site.
Here are 3 case studies how some Australian manufacturers are coping with the high Australian dollar and high labour costs on Australia.
Is there a place for old-style manufacturing in Australia’s future? Spring-making may seem like old fashioned manufacturing, but like many of the businesses we’ve heard from this week, to survive and be a success the Jubilee Spring company at Ourimbah on the New South Wales Central Coast has had to adapt and innovate. Managing director John Guest’s advice is: diversify. MORE
Times are tough for Australian manufacturing even though the Australian dollar has fallen from its recent highs. But while some companies are struggling to survive by going off-shore, a big US company is reversing the trend. Weir Minerals has moved its divisional headquarters to Australia to be closer to the production phase of the mining boom. MORE
The Prime Minister’s taskforce into manufacturing found that 100,000 jobs have been lost since 2008. Those companies that aren’t struggling or have gone under are operating well below capacity. It concludes that Australia is looking down the barrel of imminent danger of large job losses and a loss of capabilities as the workforce shrinks. Shane Infanti is the CEO of the Australian Manufacturing Technology Institute. He’s not sure if Australia is over the worst of it and he says there needs to be more industry-led research. MORE
ABC – AM 21/6/2013
- What are the problems faced by Australian manufacturers. Make sure you give examples in your answer.
- What strategies are being used by successful businesses in these difficult economic conditions?
When and who to hire is a critical dilemma for new business startups. It’s costly, it’s risky and it’s energy consuming. What’s worse than not hiring soon enough, or hiring too soon, is hiring the wrong person.
Hiring the wrong person (been there, done that) can be very costly and disruptive.
Starting a business is often like having a child. For many, having a child is simple and cheap. What’s difficult and expensive is raising the child and making them independent.
I elected to hire three people at once, only 18 months after starting the business. Over the next 17 years, I added people who I felt would help us achieve our purpose. I realized that I could not achieve the level of excellence alone and this required a collaboration of others who shared the same passion and vision. This was not easy for me to understand in the early years.
I now know what I am looking for. After 17 years, and 17 businesses, here is the conclusion I have come to.
I seek to hire people:
- With a high capacity to learn
- A passion to help
- Who are collaborative
- Who are system thinkers
- Who are open to constant feedback
I won’t repeat these hiring mistakes:
- Don’t hire on skills: hire on talents. Skills can be taught. If someone has critical skills that you desperately need but few talents, consider renting their skills.
- Don’t hire those who seek instant fortune and fame—passion drives practice. Practice drives excellence. Excellence results in fortunes and options. There are no shortcuts or get-rich-quick schemes that succeed.
- Don’t hire those who need “security.” Security is a result of excellence. Hire people who are confident in their abilities and who understand that their abilities allow them to achieve security. Security is based on providing customers relevant solutions and delivering them flawlessly.
- Don’t hire those who need titles and boundaries—ego-focused, boundary limited, control-seeking people will undermine a collaborative learning environment. They make it about them, rather than the team and the customer.
- There is no substitute to going with your gut—if you are 100 percent sure that the person is wrong – they are.
Source – Upstart Business Journal – May 2 2013