5-steps

 

Transitioning from one enterprise resource planning software to another can be intimidating. It should be planned strategically and strategically executed to minimize stress and time as well as cost. Sage X3 is an intelligent and powerful solution that will provide industry depth. Other products often require third party add-ons which are undesirable. Sage X3 allows for new technologies and capabilities that are much sought after solutions.

To prepare for a successful project, use these 5 steps for your migration.

Step 1.

Reorganise and review master data files.

Transitioning to Sage X3 will allow the opportunity to cleanse, redesign, and review data to make certain that you have the accuracy that is necessary for maintaining data integrity. Because Sage X3 is based on the principles of dimensional accounting and not General Ledger Account Segment values which are predefined, it’s the perfect time to look at the structure of your preexisting COA’s, segment requirements for financial reporting and transactional support, and natural accounts. It’s the perfect time to clean up your data. Doing it now before moving it over will keep you from later wasting time on bad data.

Step 2.

Review key company reports and dashboards.

Do you know what reports are the most important ones to your company? Gather up all of the key performance indicators, executive power points, critical analytics, and manual reports. Now, think about having them automated using Sage X3’s reporting tools and dashboards.

Step 3.

Document events and workflows.

Sage X3 comes with diagrams that can be used to illustrate a company’s op trans workflow. The visual process flow diagrams can show you everything from transactional entries as well as simple Masterfile maintenance. Sage X3 will even show you reporting and inquiries. The VPF’s (visual process flows) are also able to mimic workflows that are specific to your organization. The diagrams available to you can be used as a tool to help guide the user through the solution of X3 as well as their workflow tasks.

Step 4.

User profiles, roles, and responsibilities.

What will your users need? Will they require only data collection or are they going to need full access or operational only? Sage X3 is available in tiered license pricing that is based on the type of user. Due to security rights and permissions, it’s critical that you are able to define user profiles and roles. To better figure out which license type to acquire; knowing how your team uses the software will be helpful. If you’re still unclear which license is the best one for your team then asking a Sage business partner for guidance is always an option.

Step 5.

Learning about Sage X3

Sage always offers a great business care plan that includes training with Sage. Inside of Sage sites, you will find such things as Sage X3 Knowledge base, Sage University, and Sage City. All of these areas carry valuable content. The tools and information on the sites vary. You can view Lunch & Learn webinars as well as other pre-recorded training sessions. There are also user guides and more at your disposal. Sage X3 makes it easy to maximize your investment into the program.

These steps will help you in preparing your company as you plan for your migration so that you can execute a successful transition.

For more info on C2B Solutions visit our website  http://www.c2bsolutions.co.uk/

Written by Ray Amoah – Sage X3 ERP Partner https://www.linkedin.com/in/raymondamoah/

4 reasons to get out of your comfort zone

Its called a ‘comfort’ zone for a reason, because it’s the place we humans like to be…to feel safe. You may have battled out of that comfort zone before and gradually found yourself saying “hey how did I get back here!”.

Reason 1: For the Results

Feeling frustrated at where you are in life? Nothing seems to be changing? Consequently are you working so hard but getting the same output? I’m sure most people have heard the term ‘you have to do something different to see something different’. Its just like going to the gym, if you want to become a weight lifter you need to start pumping weights. Your body won’t change if you sit at home and eat ice cream.

Reason 2: To Surprise yourself on what you can do

You may want to learn to play an instrument, run a marathon, learn a language or even climb Mount Everest. Start challenging yourself, you will be surprised on what you can achieve. The human body and mind can do extraordinary things when put to the test.

Reason 3: To Face your fears

Is there something that you want to do, It could be stepping out and taking a leap of faith. I would like to propose that its time to step out of your comfort zone and face that fear. Just like the picture says make a change TODAY. Don’t procrastinate, there will always be a reason why tomorrow looks and sounds better but when you get there you will wish you had started the week/month/year before.

Tomorrow you will wish you had started today

In an article ‘How to live life without major regrets’ one of the top lessons was ‘spending too much time worrying’. Life is too short, worrying will not add a day to your life.

Reason 4: To Inspire others

You will be surprised how many people are watching you. You do not know who you can influence and what impact you can have on someone. It may take you stepping out to do something that will stir someone else to do the same.

 

Written by Natasha Kimani

Linkedin: https://www.linkedin.com/in/natasha-louise-kimani-99b8559b/

Twitter: https://twitter.com/Natashac2b

, ,

MR Manager – Developers are leaving you!

Developers are leaving you

 

 

This is my opinion formed after conversations with Developers. Here are a few of the issues I see often:

1. Lack of People Skills  – If the manager lacks people skills, then they will rub people up the wrong way and developers overtime will want to move on. Very few people leave due to other reasons …and the problem is…many employees are never honest on why they left. They tell you what you want to hear because they want an easy exit and they know you can’t handle the truth graciously. Exit interviews *sometimes* are a waste of time, if you are working with an external company in your hiring process, they are likely to get more truth of why the person is leaving.

 

2.Tip of the Ice Berg – I can almost guarantee when you see a revolving door, that’s just a sign, there are deeper issues. Okay losing developers is not just losing one employee…it shows a danger of losing potential future candidates too. What do I mean? If there is a problem with the hiring manager and developers are constantly leaving, I might also question whether he/she is hiring the wrong people and also rejecting the right people – my point is most “issues” have brothers and sisters so when you see one “issue” …there are potentially many more!

 

3. Protecting your brand – Every time you lose a developer due to bad management, you lost 3 more…(virtually) ….let me explain…the development world tends to be a small community…and once a developer tells another “avoid company XYZ”…that’s not good for you…and I see it all the time.

 

4.Training – Most managers are great at their jobs..…(designated day to day tasks) ..but what training have they received to be good managers? As a manager myself, it took me a while to realise I was a nice person but not a great manager so I had to start training and improving my skills. Feel free to ask how I realised I was not good….

 

5. The Main Problem – When is the last time you as a manager got feedback from those you manage, like honest feedback? Asking a simple question such as ” how can I help you do your job better?” May be seen as a point of weakness but actually it’s a sign of strength, humility and honour. This question says to the person you are managing “ You know you better than I know you, so please let me in your world and coupled with my skills, I can do a better job”. We can’t think the title “manager” means we know everything about people we are managing? These are beings we are dealing with, ( humans are complex )  and the people we are managing probably don’t know everything about themselves so how can we think we do?

 

“When is the last time you as a manager got feedback from those you manage, like honest feedback? Asking a simple question such as ” how can I help you do your job better?”

 

Questions to ask yourself

1.       When is the last time you did some management training?

2.       When is the last time you asked for feedback from your team?

3.       When is the last time you allowed members of your team to change your mind about an issue?

4.       When is the last time you apologised to someone you manage?

5.       When is the last time you realised you made a mistake and admitted it?

 

(I will address the importance of the questions above  next time)

 

Solution

There are many solutions, but basically we have to start by realising that we are human beings, meaning FAR from perfect, before we point fingers, examine ourselves first, ask for feedback and look to improve. Treat our teams as we would want to be treated.

Challenge

Ask your team to do a role play of how you act in general, ha! – be calm and ready for a surprise!

 

Matt – C2B

Recruitment Blame Game

I sat down with a CEO of an international Tech company who made an amazing statement regarding a recruitment decision that went wrong, he said “that was my fault”…..I was amazed by this because 2 weeks prior, we lost a client because we challenged the hiring manager on how they treated a few candidates during their interviews. Some of those candidates were not from us but we knew them so out of care and concern, we wanted to share this with the hiring manager so they can improve.

We found out very quickly that sometimes people do not want to look themselves in the mirror, it’s easier to point a finger…Especially when things go wrong…it’s the “recruiters” fault. Interesting enough, this particular client said they were looking for a *recruitment partner*….if you are in a relationship with anyone you care about, I can guarantee there are things you will not tolerate and you will raise concerns about those things…. Unless the word *partner* means something different when it comes to recruitment?

Someone once said the way you do something is the way you do everything. As someone who is in a relationship with my wife, relationships with family & friends, when issues occur, no matter what, I believe every problem I am 50% of the problem. The reason I see it this way is because when I look at so many situations, I always think there is a way that could have been done better, maybe I could have reacted better, maybe if I did XYZ the I could have prevented the situation etc.  It’s hard to be in a relationship with someone who is not aware of their faults and they always think you are the problem. If you have a problem with everyone or always tend to have a problem with people then guess who’s the problem, YOU!

I think it’s important we change our thinking, if you are looking to *partner* with someone, be willing to accept correction. You are not perfect, you don’t know everything and so you will need to listen to other people who may know more about a certain area that you don’t, as long as their motives and intentions are right, then you should at least listen. Correction is always hard to take but it’s momentarily, but mistakes that could have been avoided are more painful and have lasting consequences.

A man once said the minute you draw the sword, you are equally responsible for the blood so next time something goes wrong, before you lift up your sword & fingers, think solution first , look at yourself second , think solution again, discuss any issues with respect and honour, don’t attack the other person’s character and take it from there.

Back to the CEO, I can see why he’s so successful, his attitude is amazing, and I can see why his company will be smashing it this year, I was impressed because he listened, truth is truth whether it’s coming from a 3 year old or a 50 year old, it’s still true. Lastly remember the way you do something is the way you do everything, chances are, if you can’t handle corrections in the work place, you probably won’t be able to in other areas of your life. What will happen is, you will be like a porcupine, no one wants to be pricked so people will stay arm’s length and leave you to swim in your mistakes and problems. Change your thinking, embrace correction….

Written by Mathew Kimani – PHP Web Development Talent Sourcing |