And can be contracted with the employee to be a big step for many small business owners. This means the end to do something for yourself, and spend some work!
To make a rewarding experience for you and your employees and there are few things that every coach and captain should be ...
1) rewarding people to work well. Frustrating to work for someone with all the financial rewards for the efforts put forth by the entire team, especially if they do not recognize what each person accomplished and contributed.
It does not take much to recognize the efforts of your employees. It makes a big difference in business when you take a moment to recognize your team. People want to know what they have done a good job.
2) always ensure a balance between positive and negative comments. Your job as leader is to identify the talent around you and feed them with positive energy and motivation to take your ideas to a whole new level. Help them to better serve you in building their confidence ... Do not tear.
3) step up and accept responsibility for your projects. At the end of the day if things do not go according to plan, in my opinion, the responsibility rests with the leader. Should stand up and accept responsibility for everything that ever goes wrong.
If staff continue to bear the project went wrong, it will pull people down and destroy the work environment. Start posting the emotional bank account around you.
If you recognize the behavior you want to see more, you'll start seeing more of them. Be positive and accept some responsibility when things do not go according to plan.
4) When you have good people, it is your responsibility as a leader clinging to them. And talented people to take the company to new levels completely, but if they continue to leave, and will scrimp business growth.
People with skills, know they have options. And hook potential wage carrot a day only works for a certain period of time. After a while he wears and they start looking elsewhere. The last thing you want is for them to meet up with your competitors.
Thus, the importance of history is to find the right people, train them, treat them well, your business will take off.
Saturday, August 18, 2012
4 best ways to deal with complaints
If you are a WOW customer moment of truth, and the average customer walking and tell 5 people about this experience.
If you are unable to meet customer requirements at the moment of truth, and customers are very likely to say 11 people have a problem with the company.
If you drop the ball with the customers at the time of the truth, but will bounce back quickly with a client, and research shows that the customer will tell up to 17 people for service recovery.
Do you have that? Customers will tell 5 people if you F, but if there was a problem and resolved quickly, and will tell you more than three times as many people as they are if there is no problems have occurred at all.
One of the fastest and easiest ways to grow your bottom line is to provide front-line workers in the special skills needed to respond to complaints and problems, so that it regains full of good faith and restore the confidence of customers.
Read on to find out exactly how to do this.
1. Solve problems as soon as possible. Faster than the resolution, good luck to the continued loyalty. Found on the canvas, and the company that 95 percent of customers remain faithful complain if their complaint has been resolved in the first contact. And that number had dropped to 70 percent when the complaint is not resolved immediately. In fact, the speed of decision has a greater impact on the future of the loyalty that the decision in itself. Try to resolve complaints at first contact, and when it is not possible, the final decision must be made within 5 working days of 10 to be preserved and retained.
2. Give them nothing. Coupons, samples of the product and the other free to have an impact on the loyalty of service after the failure occurred. A few years ago, and gave me American Airlines frequent flyer 7,000 km after suffering from a terrible delay. This is a gift from miles away, and that was enough for me to come back. But do not take my word for it: a study of the Association of Professional Consumer Affairs (SOCAP) found that 58% of consumers complain that something got in the mail as a result of their contact has been made in the Departments of the consumer, against only 40% of those who received anything. Giving customers a symbolic items such as coupons or samples of the product, and service after the failure of both increases the perceived value, and works to maintain loyalty.
3. Do not allow friendlier, and the staff very helpful, and diplomatic talks with customers. Courtesy of staff and position are key factors in preparing to regain customers who have a problem. Customers in contact with companies such as the problem to talk with someone polite, professional and understanding. In addition, employees should be competent in communicating with diplomacy, expressing empathy, which represents a credible and convincing in times of stress for consumers. Attitudes and behaviors of front-line professionals are lasting impressions with strong customer and if these impressions are positive or negative.
4. Encourage people to "Be Djemby." Remember not Djemby no personality --- green rubber Eddie Murphy portrayed hilarious even on Saturday Night Live? In my seminars, I teach employees to "Be Djemby" When it comes to dealing with customers. Djemby being, I mean, do whatever it takes to serve customers. This includes to be flexible, leaning on his back, and do a 180 degree turn when heading a different direction from the task of client impact. One can even say that standing on your head. The idea is to be totally customer-focused. Djemby be guaranteed, will always make the customers happy.
If you are unable to meet customer requirements at the moment of truth, and customers are very likely to say 11 people have a problem with the company.
If you drop the ball with the customers at the time of the truth, but will bounce back quickly with a client, and research shows that the customer will tell up to 17 people for service recovery.
Do you have that? Customers will tell 5 people if you F, but if there was a problem and resolved quickly, and will tell you more than three times as many people as they are if there is no problems have occurred at all.
One of the fastest and easiest ways to grow your bottom line is to provide front-line workers in the special skills needed to respond to complaints and problems, so that it regains full of good faith and restore the confidence of customers.
Read on to find out exactly how to do this.
1. Solve problems as soon as possible. Faster than the resolution, good luck to the continued loyalty. Found on the canvas, and the company that 95 percent of customers remain faithful complain if their complaint has been resolved in the first contact. And that number had dropped to 70 percent when the complaint is not resolved immediately. In fact, the speed of decision has a greater impact on the future of the loyalty that the decision in itself. Try to resolve complaints at first contact, and when it is not possible, the final decision must be made within 5 working days of 10 to be preserved and retained.
2. Give them nothing. Coupons, samples of the product and the other free to have an impact on the loyalty of service after the failure occurred. A few years ago, and gave me American Airlines frequent flyer 7,000 km after suffering from a terrible delay. This is a gift from miles away, and that was enough for me to come back. But do not take my word for it: a study of the Association of Professional Consumer Affairs (SOCAP) found that 58% of consumers complain that something got in the mail as a result of their contact has been made in the Departments of the consumer, against only 40% of those who received anything. Giving customers a symbolic items such as coupons or samples of the product, and service after the failure of both increases the perceived value, and works to maintain loyalty.
3. Do not allow friendlier, and the staff very helpful, and diplomatic talks with customers. Courtesy of staff and position are key factors in preparing to regain customers who have a problem. Customers in contact with companies such as the problem to talk with someone polite, professional and understanding. In addition, employees should be competent in communicating with diplomacy, expressing empathy, which represents a credible and convincing in times of stress for consumers. Attitudes and behaviors of front-line professionals are lasting impressions with strong customer and if these impressions are positive or negative.
4. Encourage people to "Be Djemby." Remember not Djemby no personality --- green rubber Eddie Murphy portrayed hilarious even on Saturday Night Live? In my seminars, I teach employees to "Be Djemby" When it comes to dealing with customers. Djemby being, I mean, do whatever it takes to serve customers. This includes to be flexible, leaning on his back, and do a 180 degree turn when heading a different direction from the task of client impact. One can even say that standing on your head. The idea is to be totally customer-focused. Djemby be guaranteed, will always make the customers happy.
Worst mistakes made by three people in a presentation
Disasters do not forget to really just will not happen. It requires a special blend of misunderstanding and misguided effort. Here are three ways to ensure a disaster in the presentation of the next, and how to avoid them.
Mistake # 1: I believe in magic
Appear in the hope that, consistently eloquent, and provide useful and will magically appear once you start talking. Avoid all types of preparation. One wing.
> What is happening
He was surprised at all of the screen, because they expected more. Bored and also I was disappointed. Can become so upset because the display curses is ready for the general public by wasting their time. Tender is not the loan as well, and presentations is not ready.
> Instead, the
Preparation. Set a goal for your words. Presentation design that achieves this goal. Talk to senior members of the public about their expectations. Colorful.
Mistake # 2: Memorize your speech
Spend countless hours every word of the commission of a treasured keepsake for you to read, even if I wake in the middle of the night.
> What is happening
You seem like a machine. If you find a word, you can become stuck - to speak. I have seen this happen, and it's painful.
> Instead, the
Learn presentation. Yes, writing the script. Remember the first and last sentences, and then view the practice of giving without looking at the script. Exercise several times. Finally, you learn how to transfer the main ideas in a normal natural way.
Bug # 3: Talk about yourself
Focus entirely on yourself. Tell us about your background, your credentials, and your story. Tell your story. Just talk to yourself. Presentation all about you, yourself, and your life.
> What is happening
Listen politely. If you manage to be entertaining enough, they may even pay attention. Otherwise, the public responds by thinking, "How?"
> Instead, the
To talk about audience. It is, and talk about what they need and how it can be done.
Mistake # 1: I believe in magic
Appear in the hope that, consistently eloquent, and provide useful and will magically appear once you start talking. Avoid all types of preparation. One wing.
> What is happening
He was surprised at all of the screen, because they expected more. Bored and also I was disappointed. Can become so upset because the display curses is ready for the general public by wasting their time. Tender is not the loan as well, and presentations is not ready.
> Instead, the
Preparation. Set a goal for your words. Presentation design that achieves this goal. Talk to senior members of the public about their expectations. Colorful.
Mistake # 2: Memorize your speech
Spend countless hours every word of the commission of a treasured keepsake for you to read, even if I wake in the middle of the night.
> What is happening
You seem like a machine. If you find a word, you can become stuck - to speak. I have seen this happen, and it's painful.
> Instead, the
Learn presentation. Yes, writing the script. Remember the first and last sentences, and then view the practice of giving without looking at the script. Exercise several times. Finally, you learn how to transfer the main ideas in a normal natural way.
Bug # 3: Talk about yourself
Focus entirely on yourself. Tell us about your background, your credentials, and your story. Tell your story. Just talk to yourself. Presentation all about you, yourself, and your life.
> What is happening
Listen politely. If you manage to be entertaining enough, they may even pay attention. Otherwise, the public responds by thinking, "How?"
> Instead, the
To talk about audience. It is, and talk about what they need and how it can be done.
3 ways to protect customers
Customer safety is one of the key considerations of any retail outlet today. While the implementation of key marketing strategies to promote their products and increase sales, retail managers must also consider the safety of its customers in the store feels and how it can improve the attractiveness of the pride of the shoppers.
Lighting
Good lighting is a key aspect of the customer experience. Stores require lighting that allows customers to see what they do and to ensure that no area of the store is poorly lit or dark, because this is where thefts or attacks may occur. This is important especially in areas with changing rooms, toilets, baby change, where the customers are from the flow-General of the shop, and there is a reduction in the number of employees.
CCTV systems
And reassure customers by the presence of CCTV systems in retail stores. They know that these systems are designed to prevent crime and automatically feel safe in an environment where cameras provide a deterrent for criminals potential. A video surveillance system, as they are often at least one member of staff dedicated to security, which also makes customers feel more comfortable.
Space
Retail environment and one that is constantly under threat from petty crime - stealing customers from the elements of pickpocketing. This type of crime is easier to commit in small shops crowded, with people in a confined space, and it is difficult for staff, security cameras or general shoppers to see what happens. It is easy for people to put goods in their bags without paying for them or to steal a handbag and be out of the store before anyone realized. A key way to overcome this type of crime is to organize your assets so that there is more space in the store. This makes it more visible on the spot if there is someone acting strangely, and customers are more likely to be aware that if someone is very close to them or show threatening behavior.
There are several other ways you can make customers feel safe, but lighting and CCTV security, space and clarity go a long way to reassure customers that they are shopping in a secure environment. Security and confidence of the customers feel, the more likely they are to spend money in your store.
Lighting
Good lighting is a key aspect of the customer experience. Stores require lighting that allows customers to see what they do and to ensure that no area of the store is poorly lit or dark, because this is where thefts or attacks may occur. This is important especially in areas with changing rooms, toilets, baby change, where the customers are from the flow-General of the shop, and there is a reduction in the number of employees.
CCTV systems
And reassure customers by the presence of CCTV systems in retail stores. They know that these systems are designed to prevent crime and automatically feel safe in an environment where cameras provide a deterrent for criminals potential. A video surveillance system, as they are often at least one member of staff dedicated to security, which also makes customers feel more comfortable.
Space
Retail environment and one that is constantly under threat from petty crime - stealing customers from the elements of pickpocketing. This type of crime is easier to commit in small shops crowded, with people in a confined space, and it is difficult for staff, security cameras or general shoppers to see what happens. It is easy for people to put goods in their bags without paying for them or to steal a handbag and be out of the store before anyone realized. A key way to overcome this type of crime is to organize your assets so that there is more space in the store. This makes it more visible on the spot if there is someone acting strangely, and customers are more likely to be aware that if someone is very close to them or show threatening behavior.
There are several other ways you can make customers feel safe, but lighting and CCTV security, space and clarity go a long way to reassure customers that they are shopping in a secure environment. Security and confidence of the customers feel, the more likely they are to spend money in your store.
3 steps to end the absence and make people happy at work
If you are an employer or manager then work place without cost you money, inconvenience and annoying customers. As we all know, not every day of their leave due to illness is real. Many employees "take sickie" because their morale is low and they do not like or can not do their job.
Challenge for employers and managers is to make people happier at work. If people are happy at work while they are less likely to take a day off every time you wake up with a stuffy nose.
Some employers believe that paying more money, better job security or working conditions is the answer. It is not, and this is something that can be very difficult to achieve.
People who use or supervise others must become more sensitive and responsive to employee needs and emotional and really know what motivates. It's also much easier to achieve than paying more money or improving job security, but there is no quick fix.
To reduce the amount of absence, there are three steps you need to consider.
First, choose the right person for the job. You must get the best in the interviews and the people's choice.
Take more time for more, pay more attention to the applicant
Human side rather than their qualifications or experience. To learn more about.
Find out what makes them happy, how they get along with people from other, and how much energy and enthusiasm they have. Make sure they know what they are fighting and make a right job.
Secondly, you need to believe in your people. If you have chosen and I met the right person for the job, then you should trust them to do the job. You must constantly prove to your people that you trust and believe in themselves by what you say and the tone of your voice and body language.
If you believe your people can not be trusted, they were unable to make a decision without checking with you. That they will turn to the end and go home early, then that's exactly what he will do.
If on the other hand think they will do their job, and that can be trusted to make decisions, and he will give a fair day's work, it is likely that this is what you get.
As with all theories there is no guarantee it will work all the time, but most employees are reasonable people, and if you treat them as such when they are more likely to act in a manner positive.
And thirdly, and perhaps the most important thing you can do to reduce the abscence and motivate your employees is to provide feedback and training.
This is where many employers and managers so that the fall in the treatment of their people, they are desperate to make observations. Many managers are uncomfortable for the staff to say what they think of their work.
Most employees want to know how they perform their jobs, and want to know whether they did right or how they can do better.
If you really want to motivate your employees, you must give them feedback on what they do well and what needs improvement.
When he noticed the employee to do something you do not like, and tell them about it. I noticed something when you do not like, and tell them about it.
Do it as soon as possible. The recognition of a job well done is not very good after six months. Also, if you do not call for immediate attention from someone for something you are not satisfied, then they carry it well. Either that or
And they will think you have not noticed, or you do not like.
Do it in private. Why is it some managers still feel good to reprimand someone in front of their colleagues? While the lighter blame have a negative impact on morale.
When I spoke to someone to use "I" messages. He says things like "I love the way I did," or "I am not satisfied with the way your reports are always late and I want your opinion on the reason behind this."
Avoid "you" messages such as "You are doing great." And may appear as patronizing or bad faith. "You do this all wrong" may cause conflict, lower
Morale and can not solve this problem.
Focus on one or two things. Do not run from a complete list of attributes or misdemeanors. Also be specific about the functional behavior, and focus on what the person did or did not, do not make a personal attack.
And staff feel happier if they perceive the employer or manager as an individual, a fair and reasonable - a person quick to rent, but also when he says they are not satisfied with anything .
The message - if you want motivated staff then make their work interesting, and give them feedback and give them the feeling that you are involved in the company.
We can make this task more interesting by giving people more responsibility, and project identification, training and developing them. We need to give people regularly comment on how they do, with a focus on what they do well, rather than focusing on what does not go well. To meet their need to be concerned that we communicate regularly both formally and informally. We can also involve staff in meetings that can not normally attend.
These steps take time and thought, but it makes a huge difference in how employees feel about their work. If they feel good and gain satisfaction from their work while they are less likely to find a reason to "take sickie ".
Challenge for employers and managers is to make people happier at work. If people are happy at work while they are less likely to take a day off every time you wake up with a stuffy nose.
Some employers believe that paying more money, better job security or working conditions is the answer. It is not, and this is something that can be very difficult to achieve.
People who use or supervise others must become more sensitive and responsive to employee needs and emotional and really know what motivates. It's also much easier to achieve than paying more money or improving job security, but there is no quick fix.
To reduce the amount of absence, there are three steps you need to consider.
First, choose the right person for the job. You must get the best in the interviews and the people's choice.
Take more time for more, pay more attention to the applicant
Human side rather than their qualifications or experience. To learn more about.
Find out what makes them happy, how they get along with people from other, and how much energy and enthusiasm they have. Make sure they know what they are fighting and make a right job.
Secondly, you need to believe in your people. If you have chosen and I met the right person for the job, then you should trust them to do the job. You must constantly prove to your people that you trust and believe in themselves by what you say and the tone of your voice and body language.
If you believe your people can not be trusted, they were unable to make a decision without checking with you. That they will turn to the end and go home early, then that's exactly what he will do.
If on the other hand think they will do their job, and that can be trusted to make decisions, and he will give a fair day's work, it is likely that this is what you get.
As with all theories there is no guarantee it will work all the time, but most employees are reasonable people, and if you treat them as such when they are more likely to act in a manner positive.
And thirdly, and perhaps the most important thing you can do to reduce the abscence and motivate your employees is to provide feedback and training.
This is where many employers and managers so that the fall in the treatment of their people, they are desperate to make observations. Many managers are uncomfortable for the staff to say what they think of their work.
Most employees want to know how they perform their jobs, and want to know whether they did right or how they can do better.
If you really want to motivate your employees, you must give them feedback on what they do well and what needs improvement.
When he noticed the employee to do something you do not like, and tell them about it. I noticed something when you do not like, and tell them about it.
Do it as soon as possible. The recognition of a job well done is not very good after six months. Also, if you do not call for immediate attention from someone for something you are not satisfied, then they carry it well. Either that or
And they will think you have not noticed, or you do not like.
Do it in private. Why is it some managers still feel good to reprimand someone in front of their colleagues? While the lighter blame have a negative impact on morale.
When I spoke to someone to use "I" messages. He says things like "I love the way I did," or "I am not satisfied with the way your reports are always late and I want your opinion on the reason behind this."
Avoid "you" messages such as "You are doing great." And may appear as patronizing or bad faith. "You do this all wrong" may cause conflict, lower
Morale and can not solve this problem.
Focus on one or two things. Do not run from a complete list of attributes or misdemeanors. Also be specific about the functional behavior, and focus on what the person did or did not, do not make a personal attack.
And staff feel happier if they perceive the employer or manager as an individual, a fair and reasonable - a person quick to rent, but also when he says they are not satisfied with anything .
The message - if you want motivated staff then make their work interesting, and give them feedback and give them the feeling that you are involved in the company.
We can make this task more interesting by giving people more responsibility, and project identification, training and developing them. We need to give people regularly comment on how they do, with a focus on what they do well, rather than focusing on what does not go well. To meet their need to be concerned that we communicate regularly both formally and informally. We can also involve staff in meetings that can not normally attend.
These steps take time and thought, but it makes a huge difference in how employees feel about their work. If they feel good and gain satisfaction from their work while they are less likely to find a reason to "take sickie ".
3 chances to help you make extra income on the Internet
I was in exactly the same position for years, I have been searching the internet for ways to earn extra income, do not make me a millionaire overnight, but we have to do enough to help with bills or have a little extra money in my pocket for the luxuries a little life.
With a lot of sites in an attempt to take your money, it is not easy to navigate scam sites and legitimate opportunities. So what if you do not have a clue about what is a good product and make money and what is bad product which will drain your resources only? Over the years I have tried a lot of possibilities so that the call and burned financially.
I think I now found the best opportunities available 3 that require little thought and time, but can give you great rewards soon follow the proven system. Remember to receive anything in life for nothing! This is the golden rule to remember, no matter what you do, it is important that you have to work, and how it may work depending on how much you want to go out, not only in financial terms but also on a personal level.
The best products are those that can make you a cash flow in progress, and are entered those who have longevity and to the market where there is a niche. It is futile to try to sell something online, where already flooded the market with goods, and will only lead to your being another hundred without a customer in sight. This is where research and years of hard work has been to provide the best products available, and you can be part of this.
With a lot of sites in an attempt to take your money, it is not easy to navigate scam sites and legitimate opportunities. So what if you do not have a clue about what is a good product and make money and what is bad product which will drain your resources only? Over the years I have tried a lot of possibilities so that the call and burned financially.
I think I now found the best opportunities available 3 that require little thought and time, but can give you great rewards soon follow the proven system. Remember to receive anything in life for nothing! This is the golden rule to remember, no matter what you do, it is important that you have to work, and how it may work depending on how much you want to go out, not only in financial terms but also on a personal level.
The best products are those that can make you a cash flow in progress, and are entered those who have longevity and to the market where there is a niche. It is futile to try to sell something online, where already flooded the market with goods, and will only lead to your being another hundred without a customer in sight. This is where research and years of hard work has been to provide the best products available, and you can be part of this.
3 meetings of the myths that destroy
These myths can cost businesses billions of dollars in lost salary funds.
Myth # 1) the structure of spontaneity booty.
I attended once a disaster for two days time, which cost $ 40,000 more easily. Thirty people spent the first hour, which seeks to discuss the issue, and after 15 hours spent arguing about intractable problems. When I asked the manager who called the meeting, "Where is the agenda?" The answer was: "I do not want to ruin the spontaneity of the great structure."
Reality: If the practice of business worldwide spontaneous we build buildings, without plans. Of course, not a smart entrepreneur working without a plan.
Correction: set a goal and then prepare an agenda. Ideally it should be the agenda to be very clear, comprehensive and specific to someone else that can be used to direct the meeting to achieve this goal.
Myth # 2: Since my meeting, I have to do all the talking.
Is it running some meetings, as in a court in the Middle Ages. President sits on the throne while verbal subjects to sit in silence out of respect. And a great orator he justified by the thought: If the other people at the meeting knew nothing of value, it would run the meeting.
Fact: If you are in one word, you work too hard. In addition, we recognize that most people protect themselves against long monologues by sending their ideas on a holiday. That is, no one pays attention to you: They are busy daydreaming, alteration, or dreamed.
Reforming: transfer large amounts of information through a memorandum or e-mail. Then convene a meeting on the basis of participant-oriented activities that test or enhance understanding.
Myth # 3: Meetings are free.
Most meetings are paid for with soft money. This means that the money already spent on salaries. In addition, there is no purchase order is required. No budget to be approved. Everyone should do is call a meeting.
Reality: the meetings are very expensive. Time they use people, and payroll is the largest part of running a business. When people hold meetings of the bad, and they lose the most important resource in the business - the time people spend working to earn a profit for the company.
Reform: meetings to gain profit. After all, a meeting is a business, not the company picnic.
Myth # 1) the structure of spontaneity booty.
I attended once a disaster for two days time, which cost $ 40,000 more easily. Thirty people spent the first hour, which seeks to discuss the issue, and after 15 hours spent arguing about intractable problems. When I asked the manager who called the meeting, "Where is the agenda?" The answer was: "I do not want to ruin the spontaneity of the great structure."
Reality: If the practice of business worldwide spontaneous we build buildings, without plans. Of course, not a smart entrepreneur working without a plan.
Correction: set a goal and then prepare an agenda. Ideally it should be the agenda to be very clear, comprehensive and specific to someone else that can be used to direct the meeting to achieve this goal.
Myth # 2: Since my meeting, I have to do all the talking.
Is it running some meetings, as in a court in the Middle Ages. President sits on the throne while verbal subjects to sit in silence out of respect. And a great orator he justified by the thought: If the other people at the meeting knew nothing of value, it would run the meeting.
Fact: If you are in one word, you work too hard. In addition, we recognize that most people protect themselves against long monologues by sending their ideas on a holiday. That is, no one pays attention to you: They are busy daydreaming, alteration, or dreamed.
Reforming: transfer large amounts of information through a memorandum or e-mail. Then convene a meeting on the basis of participant-oriented activities that test or enhance understanding.
Myth # 3: Meetings are free.
Most meetings are paid for with soft money. This means that the money already spent on salaries. In addition, there is no purchase order is required. No budget to be approved. Everyone should do is call a meeting.
Reality: the meetings are very expensive. Time they use people, and payroll is the largest part of running a business. When people hold meetings of the bad, and they lose the most important resource in the business - the time people spend working to earn a profit for the company.
Reform: meetings to gain profit. After all, a meeting is a business, not the company picnic.
3 lessons in the meetings of the Forest
Here are three lessons about the meetings that came from a walk through the forest.
1) giant SEQUOIAS
This magnificent tree is a living example that some things take time.
Certainly, we need to work with a sense of urgency. We must do more with less. We need to go faster than the speed of chaos.
We must also be suitable.
Some issues may rush through the provision of false solutions.
For example, a group critical of the annual plan together, to see that the plan does not reflect actual market conditions, and organizational boundaries, and individual support. The result is that no one uses the document.
For example, a strong decision without listening to the ideas of others. The bad situation becomes worse. In fact, sometimes avenged neglected side with such force that the team loses its original position.
Best: Take time to make sure that all considerations are included in the plans and decisions. If you are planning to hold a meeting in order to solve some major problems, hiring a skilled facilitator to help you get a result to continue.
2) Bear
This Cub behaves like a small child in the mama bear when I went about collecting his clumsy of groceries in the supermarket. Bear went on the trunks of trees, fallen rocks, and things fell on my mother. And plays all the time, and kept the mummy bear work, nibbling plants, and collect food.
The reserves that is, eat until I ran the cub. Mama bear Then he looked up, grunted, and ran after the young lion. (I guess that's what I did, because I ran away when the mother bear growled.)
What is the point?
Sometimes we need to allow an appropriate amount of turbulence, because it is part of growth. That's part to allow people to explore. It is part of enabling people to be themselves. Of course, when threats appear, then we must support. We need to complain to restore order.
3) Mustang Clover
In the spring, covering the mountains of the Sierra Nevada with patches of clover Persians. These flowers are small (less than half an inch in diameter) appear to be simple points, and a small pink as you pass by. But if you pause and look carefully you will discover a masterpiece of intricate beauty.
This point: Do you stop to notice important details? Some may be just a gentle reminder of how life can be wonderful. Others may be key indicators of the health of your business.
1) giant SEQUOIAS
This magnificent tree is a living example that some things take time.
Certainly, we need to work with a sense of urgency. We must do more with less. We need to go faster than the speed of chaos.
We must also be suitable.
Some issues may rush through the provision of false solutions.
For example, a group critical of the annual plan together, to see that the plan does not reflect actual market conditions, and organizational boundaries, and individual support. The result is that no one uses the document.
For example, a strong decision without listening to the ideas of others. The bad situation becomes worse. In fact, sometimes avenged neglected side with such force that the team loses its original position.
Best: Take time to make sure that all considerations are included in the plans and decisions. If you are planning to hold a meeting in order to solve some major problems, hiring a skilled facilitator to help you get a result to continue.
2) Bear
This Cub behaves like a small child in the mama bear when I went about collecting his clumsy of groceries in the supermarket. Bear went on the trunks of trees, fallen rocks, and things fell on my mother. And plays all the time, and kept the mummy bear work, nibbling plants, and collect food.
The reserves that is, eat until I ran the cub. Mama bear Then he looked up, grunted, and ran after the young lion. (I guess that's what I did, because I ran away when the mother bear growled.)
What is the point?
Sometimes we need to allow an appropriate amount of turbulence, because it is part of growth. That's part to allow people to explore. It is part of enabling people to be themselves. Of course, when threats appear, then we must support. We need to complain to restore order.
3) Mustang Clover
In the spring, covering the mountains of the Sierra Nevada with patches of clover Persians. These flowers are small (less than half an inch in diameter) appear to be simple points, and a small pink as you pass by. But if you pause and look carefully you will discover a masterpiece of intricate beauty.
This point: Do you stop to notice important details? Some may be just a gentle reminder of how life can be wonderful. Others may be key indicators of the health of your business.
"Greed is good" - rewards and incentives, and organization
Develop a culture for the year 1980 in the field of business in the U.S. and abroad with a strong focus on personal reward on the basis that highly motivated individuals could transform organizations and communities. Was a blatant example of Gordon Gecko in the movie Wall Street, noting that greed is good. Clash of the 90 companies, however, saw the collapse of the inappropriate use of reward as an incentive. So far was built on the success of large companies reward systems based on reward. Phones4U recently and Allied Dunbar in the financial services market is an example earlier.
Barings Bank was notorious individual operators on bonuses in the millions so far on the long-term motivations of these individuals, non-achievement of company objectives. Furthermore, even when the reward system is based on individual performance indicators is entirely appropriate, leading to the success of the organization and he or she is rewarded, there may be problems caused by large difference between the salaries of senior officials and those of middle managers. The payment system may be reduced or demotivates 10 people each and every one that stimulates not be the best for the organization.
Wisdom that organizations seek to reward and motivate staff so that all staff are able to work actively to promote the interests of the institution both in the short term and long term and feel they were treated fairly. But it must be established to link the elements that are rewarded and the actions they can take to affect the desired result.
Organization wise to accept the following:
• It is reasonable for a particular director, to act in its own interests.
• Managers to work for the people do not want organizations and please his superiors closest to them, or if not possible, a group of colleagues.
• Managers want to achieve, and will move to these tasks they know they can not succeed, for the short term, usually at the expense of long-term.
The implication is clear that the organization must establish a baseline before relying on wage structure to change the behavior and performance. In other words, must be a system of management and administration to be balanced with the wage system.
There are five main prerequisites for the installation of an effective reward structure.
1. Analogy: "If you do not measure you will not get it." There are different systems of measurement of the Balanced Scorecard, which determines the multiple objectives and is used by Tesco, and probably the best known.
2. Monitor: If you are not monitoring the performance measures properly or monitored only during the examination at the end of the year, it can give signals manager they did not really matter, or worse yet, that failure is acceptable to provide all managers fail together.
3. The control of tools for this task: the organization must ensure that the individual is nothing more than to depend on factors beyond its control to achieve the performance measures set out (this is part of the "how" of the equation).
4. Consistency: to ensure that short-term organizational factors do not overestimate the influence of managers or expel them from their real purpose. Organization must also ensure that its own design (whether bureaucratic or loose) is appropriate to what is required of managers.
5. Reward and online strategy: the institution to achieve a clear strategy is not an event to be held in the future, but rather a journey. And the compensation system can be put to an organization, even if a relatively muddled strategy provided that disputes are resolved organization and management with reference to the strategy, and the "Balanced Scorecard". Only then there will be pressure on the organization to improve its strategy, structure and reward systems.
Based on these conditions before 5, and there is a list of 10 factors that reward efficient and reward structure must meet the following objectives:
1. Support the business strategy
2. Encourage the desired behavior
3. Performance-related bonus
4. To be fair
5. Be significant
6. Be an effective tax
7. Be in time (the reward should be close to the investigation)
8. Include non-financial rewards (recognition may be important, such as cash)
9. Be a company (A bonus lost through lack of focus should not be recoverable if it should only increase in salary is delayed until the target is reached)
10. To be very clear
Barings Bank was notorious individual operators on bonuses in the millions so far on the long-term motivations of these individuals, non-achievement of company objectives. Furthermore, even when the reward system is based on individual performance indicators is entirely appropriate, leading to the success of the organization and he or she is rewarded, there may be problems caused by large difference between the salaries of senior officials and those of middle managers. The payment system may be reduced or demotivates 10 people each and every one that stimulates not be the best for the organization.
Wisdom that organizations seek to reward and motivate staff so that all staff are able to work actively to promote the interests of the institution both in the short term and long term and feel they were treated fairly. But it must be established to link the elements that are rewarded and the actions they can take to affect the desired result.
Organization wise to accept the following:
• It is reasonable for a particular director, to act in its own interests.
• Managers to work for the people do not want organizations and please his superiors closest to them, or if not possible, a group of colleagues.
• Managers want to achieve, and will move to these tasks they know they can not succeed, for the short term, usually at the expense of long-term.
The implication is clear that the organization must establish a baseline before relying on wage structure to change the behavior and performance. In other words, must be a system of management and administration to be balanced with the wage system.
There are five main prerequisites for the installation of an effective reward structure.
1. Analogy: "If you do not measure you will not get it." There are different systems of measurement of the Balanced Scorecard, which determines the multiple objectives and is used by Tesco, and probably the best known.
2. Monitor: If you are not monitoring the performance measures properly or monitored only during the examination at the end of the year, it can give signals manager they did not really matter, or worse yet, that failure is acceptable to provide all managers fail together.
3. The control of tools for this task: the organization must ensure that the individual is nothing more than to depend on factors beyond its control to achieve the performance measures set out (this is part of the "how" of the equation).
4. Consistency: to ensure that short-term organizational factors do not overestimate the influence of managers or expel them from their real purpose. Organization must also ensure that its own design (whether bureaucratic or loose) is appropriate to what is required of managers.
5. Reward and online strategy: the institution to achieve a clear strategy is not an event to be held in the future, but rather a journey. And the compensation system can be put to an organization, even if a relatively muddled strategy provided that disputes are resolved organization and management with reference to the strategy, and the "Balanced Scorecard". Only then there will be pressure on the organization to improve its strategy, structure and reward systems.
Based on these conditions before 5, and there is a list of 10 factors that reward efficient and reward structure must meet the following objectives:
1. Support the business strategy
2. Encourage the desired behavior
3. Performance-related bonus
4. To be fair
5. Be significant
6. Be an effective tax
7. Be in time (the reward should be close to the investigation)
8. Include non-financial rewards (recognition may be important, such as cash)
9. Be a company (A bonus lost through lack of focus should not be recoverable if it should only increase in salary is delayed until the target is reached)
10. To be very clear
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