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Member You - You Are Responsible To Employees, Not For Them
Statistics show that it costs five times as much to acquire a new customer than to get business from a past one. So why are we spending more time chasing the strangers?People buy from people who they know, like, and trust. Your past customers already know you, like you, and trust you. So you don't have to spend time selling yourself. They are already sold on you! You just have to remind them you are around.Here are my favorite ways to "r
Every employee has special needs and desires that are uniquely theirs. They have dreams and hopes and the desire to feel valuable. Some may express them openly, while others may keep them hidden in the safety zone of their own minds. Or they may communicate them to their peers rather than to the higher-ups. But each employee is uniquely individual.
Treating employees without regard for these personal needs sends a clear message that they
Prior to the advent of advanced market research techniques, most companies were essentially product-focused. They employed scores of sales personnel to push their products or services into the market. Modern marketing methods are influenced by the social sciences, particularly psychology, sociology and economics. The market-focused businesses first try to determine what their potential customers desire and then proceed to build the product or service. The marketi
The mistake of being responsible for people is like having sympathy for them. You feel that if they fail, you have failed. Sympathy keeps people dependant. Being responsible to people requires empathy: You understand what they are going through, but it is their stuff, not yours. You are there to help them, support them, and give them the tools and training they need to be effective. But if they fail to perform, it is clearly their choice. Now, if you haven’t done your part, then you should feel responsible for them.
How can managers be responsible for their employees rather than to them?
1.Make no excuses for poor employee performance.
2.Apply empathy when employees have personal issues that may get in the way of their
effectiveness.
3.Permit no negative attitudes from top performers.
4.Permit no employees to break the rules that others must follow.
5.Play no favorites with certain likeable employees.
Personal responsibility is an absolute requirement if people are to succeed and contribute their share to the overall success of your department or organization. Tolerating less than the acceptable standards from certain employees, for whatever reason, sends a message to other employees that the rules and expectations vary, depending on who you are, your age, gender, race, experience, personal challenges, tenure, performance, or relationship with the manager.
Everything you do as a manager sends subtle signals to everyone. Be vigilant to ensure that the signals you are sending are uniform and consistent. Sure, there may be situations when exceptions can and should be made, due to personal issues or challenges. Just be careful that these don’t set precedents that you are unwilling to apply organization-wide.
Do you treat all employees the same yet differently?
This topic, at first glance, might seem to contradict the previous one we just discussed. But if you will carefully observe, you will see some very subtle differences.
Every employee has special needs and desires that are uniquely theirs. They have dreams and hopes and the desire to feel valuable. Some may express them openly, while others may keep them hidden in the safety zone of their own minds. Or they may communicate them to their peers rather than to the higher-ups. But each employee is uniquely individual.
Treating employees without regard for these personal needs sends a clear message that they
A Sale is considered closed when the buyer and seller reach agreement on terms for the buyer to take ownership of a product or service. To get to this stage, the seller normally has to “close” the sale, by asking the buyer for their business. This is where the buyer raises “objections”. Objections generally fall into three main types. This article will explore the types of objection, how they arise and how to overcome and avoid them. Part II will then discuss
How can managers be responsible for their employees rather than to them?
1.Make no excuses for poor employee performance.
2.Apply empathy when employees have personal issues that may get in the way of their
effectiveness.
3.Permit no negative attitudes from top performers.
4.Permit no employees to break the rules that others must follow.
5.Play no favorites with certain likeable employees.
Personal responsibility is an absolute requirement if people are to succeed and contribute their share to the overall success of your department or organization. Tolerating less than the acceptable standards from certain employees, for whatever reason, sends a message to other employees that the rules and expectations vary, depending on who you are, your age, gender, race, experience, personal challenges, tenure, performance, or relationship with the manager.
Everything you do as a manager sends subtle signals to everyone. Be vigilant to ensure that the signals you are sending are uniform and consistent. Sure, there may be situations when exceptions can and should be made, due to personal issues or challenges. Just be careful that these don’t set precedents that you are unwilling to apply organization-wide.
Do you treat all employees the same yet differently?
This topic, at first glance, might seem to contradict the previous one we just discussed. But if you will carefully observe, you will see some very subtle differences.
Every employee has special needs and desires that are uniquely theirs. They have dreams and hopes and the desire to feel valuable. Some may express them openly, while others may keep them hidden in the safety zone of their own minds. Or they may communicate them to their peers rather than to the higher-ups. But each employee is uniquely individual.
Treating employees without regard for these personal needs sends a clear message that they
Looking for a way to change up your mortgage broker marketing? Probably the easiest way to deliver an efficient, cost effective marketing is with the use of a simple post card.Most mortgage brokers have used post card marketing at some point, but their message is frequently diluted because they deliver the simply rate sheets. The postcard doesn’t capture the attention of the reader, and as a result, doesn’t yield much return for the mortgage
Personal responsibility is an absolute requirement if people are to succeed and contribute their share to the overall success of your department or organization. Tolerating less than the acceptable standards from certain employees, for whatever reason, sends a message to other employees that the rules and expectations vary, depending on who you are, your age, gender, race, experience, personal challenges, tenure, performance, or relationship with the manager.
Everything you do as a manager sends subtle signals to everyone. Be vigilant to ensure that the signals you are sending are uniform and consistent. Sure, there may be situations when exceptions can and should be made, due to personal issues or challenges. Just be careful that these don’t set precedents that you are unwilling to apply organization-wide.
Do you treat all employees the same yet differently?
This topic, at first glance, might seem to contradict the previous one we just discussed. But if you will carefully observe, you will see some very subtle differences.
Every employee has special needs and desires that are uniquely theirs. They have dreams and hopes and the desire to feel valuable. Some may express them openly, while others may keep them hidden in the safety zone of their own minds. Or they may communicate them to their peers rather than to the higher-ups. But each employee is uniquely individual.
Treating employees without regard for these personal needs sends a clear message that they
For large and small businesses that operate in a global market, finding a good translation service or translator is a key business decision. There can be heavy financial losses which may occur through bad translation services. Poor translation services can have a devastating and long-lasting effect on your business; therefore it has become important to large and small businesses to avoid translation blunders by using reputable and reliable translation agencies..
Everything you do as a manager sends subtle signals to everyone. Be vigilant to ensure that the signals you are sending are uniform and consistent. Sure, there may be situations when exceptions can and should be made, due to personal issues or challenges. Just be careful that these don’t set precedents that you are unwilling to apply organization-wide.
Do you treat all employees the same yet differently?
This topic, at first glance, might seem to contradict the previous one we just discussed. But if you will carefully observe, you will see some very subtle differences.
Every employee has special needs and desires that are uniquely theirs. They have dreams and hopes and the desire to feel valuable. Some may express them openly, while others may keep them hidden in the safety zone of their own minds. Or they may communicate them to their peers rather than to the higher-ups. But each employee is uniquely individual.
Treating employees without regard for these personal needs sends a clear message that they
Mistake #1 - Failing to Focus on the BENEFITS that your Product or Service offers your Customers and ClientsIf you go to buy a TV, what are you actually buying? Are you buying the equipment...the combination of electronics and wires and the casing that surrounds it? Or are you actually buying the BENEFITS of the TV...the sound you will hear, the picture you will see, the pleasure you will get from flopping down in front of a widescreen TV
Every employee has special needs and desires that are uniquely theirs. They have dreams and hopes and the desire to feel valuable. Some may express them openly, while others may keep them hidden in the safety zone of their own minds. Or they may communicate them to their peers rather than to the higher-ups. But each employee is uniquely individual.
Treating employees without regard for these personal needs sends a clear message that they are not special, but just another employee, a cog in the machine. If you want the labor of a person’s heart and not just their hands or mind, it is critical that you treat people with respect. This would seem to be a simple task, but you would be amazed at how frequently managers show disrespect for their employees in subtle as well as blatant ways. For example:
· Disciplining an employee in front of their peers
· Interrupting them while they are sharing an idea or solution to a problem
· Being late for a meeting with an employee
· Not copying them in correspondence or emails that impact their position
· Ignoring their suggestions
· Not listening to them
It is impossible to know every employee’s needs and desires from moment to moment. But you can learn to see every employee as special and unique in their own way. This takes time, willingness, letting go of prejudices and judgments, and learning to see each and every employee as a valuable contributor to the organization’s success, well-being, and future growth – and to invest in them accordingly.
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