Niche Marketing – It’s for “Reel”

Niche Marketing – It’s for “Reel”

In my most recent post about marketing for manufacturing companies, I argued that one of the most important marketing functions is deciding what to make. Yesterday, as I was doing some research for my new book, I came across a couple of companies that are in good shape precisely because of what they make – as opposed to how they make it.
The first is American Lawn Mower of Shelbyville, Indiana. The company makes reel-style lawn mowers – the type where the wheels are directly linked to the blades so that they cut the grass as you push them in front of you. (The very fact that I feel the need to explain this shows what a small niche we’re talking about.)
Prior to World War II, there were about 50 companies in Indiana alone in the non-powered reel lawn mower business, but by the mid-1980’s power mowers came to dominate the market. The management at American Lawn Mower toughed it out, however, and proved through vigorous sales efforts that a market for their products still existed. Today, the company dominates that market as the only American maker of reel mowers.
The design hasn’t really changed much since the company was founded in 1895. What’s changed is the way the mowers are marketed.
How could a reel mower be more desirable than the powered variety? For starters, it’s not really about cutting grass. It’s about getting exercise! Furthermore, reel mowers are the ideal eco-friendly machine. They don’t use fuel, either directly or indirectly (in the case of electric lawn mowers). They don’t generate smog and they have a zero carbon footprint.
While these arguments may sound a bit silly, they sustain a $40 million market, where American Lawn Mower has the lion’s share.
Another contrarian is writer/consultant David Allen of the David Allen Company. At a time when many business people are spending hundreds of dollars to out-do one another with the latest electronic gadget, Allen is making a fortune teaching people how to get things done using paper sticky notes. (In all fairness, this is a gross over-simplification of Allen’s elegant system. It makes use of plenty of computer-related techniques, but paper plays an important role).
The bottom line: When profits are down, it’s natural to look at “the numbers” to wring just a little bit more efficiency out of the manufacturing process. But sometimes, what’s needed is a little creative thinking about new niches for tried-and-true products that already exist.

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You Know You Should Fire This Employee When…

You Know You Should Fire This Employee When…

No one likes to fire an employee. It’s hard to admit that we made a mistake in hiring this person. We may identify with the financial and, well, self-esteem hit of being fired (OK, laid off, downsized, whatever). We may just be reluctant to confront someone we work with and know.
 
In a recent article in the Small Business Times, Waukesha, WI based consultant Philip Mydlach tells of the Blue Collar Comedy group. This is a group of four southern comedians (including Jeff Foxworthy), and their bit ( from group member Bill Engvall) called, “Here’s yer sign.” In this routine, the group looks at “those situations in life in which you’d have to be thicker than a brick not to understand what’s going on.”
 
In his article, Mydlach gives business leaders some guidance to recognize “here’s yer sign.” The key sign, he suggests, is when the management team realizes that they are spending an inordinate amount of time on the problems of one employee. As a general rule, I believe in progressive discipline and in working with an employee. Sometimes, an employee goes on the spot, but that should be a rare occurrence (assault, stealing come to mind). The discipline of documenting behavior AND your counseling the employee does two things: first, there is documentation in the event of a lawsuit, but those are not your top concern (don’t be concerned about threats to “call their lawyer”). More importantly, the documentation work forces you to lay out the case for firing a person. Consulting with a second management team member, one of your partners or an outside advisor can help you as a “reality check” that what you are doing is a reasonable course of action. These factors are “yer signs” and the time to act.
 
Mydlach reminds us that while firing someone does hurt the employee, it is the right thing to do for the organization. It is often the right thing for the employee as well – a reality check on their own behavior, or sometimes they just need to be in another organization. I’ve seen that happen – good person, wrong “chemistry” with the organization. Whatever – the world will turn, the wind will blow, the rivers will run. And time to work on running your practice.
 

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