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How to add business value to the product, project, and organization according to BVOP

Business value is a popular topic that was finally specified in 2018 by the management certification organization BVOP.

The organization publishes its list of 13 topics of business value that are valid for products, projects, and entire organizations. Reference: “Managing business organizations and adding business value. An Agile Manager’s Guide to the Theory of BVOP.org”, https://www.policymatters.net

It is difficult to prioritize from the possible 13 answers because different stages of development of an organization require a different set of solutions.

For example, if the company is new to the market, then the culture, the team, and the product are very important for the correct positioning in the beginning.

However, over time, as the organization matures, bureaucracy often begins to interfere with efficiency. Then it is very important what are the work processes and relationships, you need to work on reducing surpluses.

Often, when there is no connection between business and people in the company, there is a lack of innovation. Therefore, at such a time it may be necessary to pay attention to the skills and maturity of people, to build a relationship with the business. Reference: https://projectmanager.freesite.host/examples-of-added-business-value-in-projects-and-organizations/ 

In general, however, several important things determine the motivation of teams, the success of an organization, the place, the market, and its future.

If they are set up correctly from the very beginning, people believe in them, share them and follow them, then this organization will certainly have a very high added value:

Table of Contents

Organizational culture

1. Organizational culture – I believe that the right organizational culture, values, vision, people, and relationships between them determine the success of each organization, and all other 12 topics listed below are a consequence of proper organization. Reference: Examples of business value and business value-added https://wikipedia-lab.org/examples-of-business-value-and-business-value-added/

If the organization, values, processes, relationships, and goals are not properly defined in the organization of a company, then people will lose direction and motivation, will not recognize themselves in the image of the company, will not work in one direction, will not achieve the desired results.

Value of the products

2. Usability, usefulness, and value of the products – for each employee it is important what an organization produces and sells.

It is especially important to what extent the product has a place on the market because it determines the long-term nature of team relationships and motivation.

No one starts working with the idea that if something doesn’t work they will just find a new job. Everyone wants to work for a company that has an image, customers, and a place in the market and produces the best possible products so that the company’s customers are satisfied.

Customer satisfaction becomes a measure and evaluation of the success of employees and the organization.

If the products and the company are flexible enough, they develop innovation, creativity, and thus ultimate satisfaction.

Office relations

3. Human relations – the relationship between people in the team affects the overall work, image, and results of the organization.

If the team includes the right people who fit the corporate culture, there will be understanding, no conflict, support, initiative, and care.

In this way, whatever problems and changes the company goes through, with the support and cooperation of the team, the right result and innovation will be obtained.

Human resources

4. Human resources – once the values ​​and culture in an organization are defined, the desired profile of employees can be very clearly defined, to achieve the goals and the desired atmosphere.

The two things are connected. The employee himself would also recognize and join an organization depending on how close his values ​​are to those of the company, would remain long-term, and would contribute to long-term development.

Gathering the right team with the right understandings would also define the relationship.

Workflows

5. Workflows – everyone wants to work in an efficient environment where processes are minimally redundant, quick and quality solutions can be reached, most processes are well defined with clear roles.

Work processes should be free of bureaucracy and unnecessary documentation, allow for learning and expression in employees, professional development, and growth.

When processes are properly ordered, regularly audited changed, and adapted, they enable information in an organization to penetrate very quickly, make quick changes, give enough flexibility so that the company responds quickly to market changes and customer behaviors and needs. . This also improves internal communication.

Even more business value

6. Consumer and customer satisfaction
7. Behavior, skills, and maturity of employees – this goes with human relationships and resources
8. Reduction of surpluses in the organization and among the teams (time, money, labor) – this is to the work processes
9. Innovation – is the result of proper organization, teams, and processes
10. Reduced production processes – part of the work processes
11..Relationships between business and people – part of the organizational culture
12. Time to reach the market – part of customer satisfaction
13. Overall contribution – I put this at the back for the simple reason that for me it is very common as a point and quite unclear.

References

20 main examples of added business value explained

Organizational culture provokes people to be proactive, to contribute, to share, and to be aware of the business goals of the organization.

It’s necessary:

The right set of people with the right attitudes, so that there is a match between the values ​​of the company and the people.
Open communication and calm atmosphere – no one is afraid to share their opinion, to be heard and appreciated.
There should also be a free flow of information within the organization – people should be aware of the company’s goals, results, and problems

Modernization and innovation

It’s necessary:

To have a culture of continuous analysis and review of internal processes and a desire for their optimization
Simplified work processes
Relationship between business and people
A team of people who want to learn, develop, change and improve, critical thinking
Communication that allows adequate and fast feedback from customers and employees to reach people who make decisions.

People in the organization show respect for each other and work productively

It’s necessary:

Proper selection of people with the same value system and understandings
Clearly defined corporate culture
Clearly defined responsibilities and roles in the organization
The right work processes – efficient, productive, devoid of bureaucracy
Fast and timely solutions – well-prepared and responsible management

The number of people leaving the organization is kept to a minimum

It’s necessary:

Adherence to corporate culture – what you preach to be observed and applied in practice
Mature, experienced, and adequate management
Opportunity for professional and personal development
Team – people with the same understandings and goals
A balance between personal and professional development – not to work late and on holidays, schedule not to be overloaded, proper prioritization of tasks, sufficient resources

Conflicts and negative environments are minimized.

It’s necessary:

Organizational culture
Teamwork and behavior, maturity of employees
Well-defined processes

The image of the organization is increasing

It’s necessary:

Proper organization and people
Good product and production processes
High customer satisfaction
Innovation

Everyone in the organization is constantly improving their personal and professional qualities.

It’s necessary:

Well-established internal processes and organization
People who want to learn and develop
Innovation that will lead to new processes and development and challenge people
Adequate communication for timely feedback to the employee
Training program – HR policy

Team members search for and remove obstacles without waiting for management to do so.

It’s necessary:

Mature and proactive, well-trained teams
Give people enough freedom to make decisions – mature managers, good communication, teamwork
An organizational culture in which people feel responsible for their actions and decisions.

Management and team members work together to optimize processes and speed up development time.

It’s necessary:

Mature and proactive, well-trained teams and managers
Organizational culture and proper communication and relationships
General goals

Costs are managed and planned carefully.

It’s necessary:

Proper workflows – optimized and efficient
Good accountability and documentation in the organization
Good communication between units
Equal understanding between people about what is right and what is not, what is acceptable and what is not, what is important for the organization
Maturity in the organization

The tools and the environment are constantly improving

It’s necessary:

A team that wants to grow
An organizational culture that supports innovation and proactive behavior
Good communication and relationships
Adherence to corporate values

Unnecessary documents, processes, and communications are avoided

It’s necessary:

Well-defined work processes and roles
Clear internal rules
Mutual respect and cooperation
Regular review of internal processes and their optimization
Responsibility, an initiative in employees
Regular feedback

The main causes of problems, defects, and obstacles are analyzed, tracked, and eliminated

It’s necessary:

Proper work processes
Analytical staff and managers
Well-established communication between employees and customers
Quick decisions

Quality standards are followed and implemented without significant loss of time and resources.

It’s necessary:

Well-organized internal processes
Clear rules and standards – well written and understood
Well trained staff
Process automation – innovation
There are quality controls between the different processes

Fatigue is managed and teams do not spend too much time on trivial tasks.

It’s necessary:

Well-organized internal processes
Well trained staff
Good communication
Clearly defined responsibilities
Enough staff and proper organizational structure, experienced leaders

The documentation and requirements are created and maintained in an easy and convenient style so that everyone can understand them easily and save time from unnecessary discussions and misunderstandings.

It’s necessary:

Well-organized internal processes
Good internal documentation
Regular staff training
The changes in the documentation should be implemented smoothly and with good internal communication

Meetings and discussions do not waste time and always lead to desired results.

It’s necessary:

A team in which people respect and cooperate
Organizational culture
Good communication and relationships
Adherence to corporate values
Well-organized processes

Product development focuses on the most important goals and needs.

It’s necessary:

Good product – usable and useful
Clear goals and target group
Well-defined product features
Good feedback from employees and customers
Built process of internal analysis
Focus – not to throw the company in different productions and many products

All product results, concepts, and versions are validated with real users, and the risk of an unwanted product is limited.

It’s necessary:

Well-organized internal processes and production
Good product

Customer and consumer satisfaction is constantly growing

It’s necessary:

Good product
Good production processes
Good communication with clients and employees
Quality and well-trained team

More examples of business value

Changes, an implementation by owners and managers are supported by staff, people participate in the change with satisfaction and promote it among customers

The company enters new markets, expands its customer base and revenue

In critical years, when the company’s revenues suffer (economic crisis, for example), employees are ready to support the company’s costs by reducing their salaries to keep staff and the company

The company attracts employees and customers through referrals and thus reduces marketing costs

The company fully digitalizes its services and thus gains a competitive advantage in positioning and speed.