WebProWorld
For every recognition program there comes a time when you need to sell top management on the benefits of what you are doing — to gain the support and credibility that comes from top management endorsement. For some programs this is before you start; for others, it is to be able to continue or expand funding. Here are three ways you can influence top management in your organization about the importance of employee recognition:
Bottom line benefits
What makes a good manager? There are all sorts of definitions about management that attempt to describe what a manager does. Some of my favorites include “getting things done through others,” “being paid to make the difficult decisions,” and “protecting one’s people from the rest of the organization.” Yet I believe a better definition might be found in focusing on what a manager does NOT do. For example, a good manager does not solve employees’ problems for them, he does not ask his employees to do things he would not do himself, and he does not take credit for their ideas or work.
Quadruple, even do thirty times your present product or service sales. Accomplish this in less than nine months!
When I worked on Wall Street, I considered a move from one type of bond department to a new type of department. Even though I had been successful in the industry for 7 years, I was still afraid I that I wouldn’t know how to be successful in my new department. Then I spoke with one of the other traders, George Adelle, who was also moving to the new department, about my fears.
Do you have enough time during the day to respond to all the messages others send to you and spend a high quality and quantity of time developing your people? Chances are, you don’t. I’ve heard many managers complain because they feel drowned under the “product” of today’s communications tidal wave – innumerable messages from cell phones, e-mail, fax, voice mail, etc.
Believe it or not — while money is important to employees, it is not the top motivator. What tends to motivate them to perform, and to perform at higher levels, is the thoughtful, personal kind of recognition that signified true appreciation for a job well done. In fact, it’s the informal — that is, spontaneous — rewards and forms of recognition that can be implemented with minimal planning and effort by almost any manager that are the most rewarding.
There are a variety of informal rewards that can be used in any workplace. Here are a few for you to consider:
To achieve maximum value from your next sales meeting, prepare the ending first.
Throughout history, great leaders have inspired others to action by preparing, then delivering carefully constructed conclusions to speeches. Lincoln’s, “Government of the people, by the people, for the people . . . ,” Patrick Henry’s, “Give me liberty or give me death,” and John Kennedy’s, “Ask not what your country can do for you, ask what you can do for your country” are a few examples.
You can have the best product, with the lowest price and the best terms, and still your customers will ask for a better deal. Why? Because it usually works! Customers know that when they maneuver for a better deal, they usually get it. However, when you are prepared for their ploys, and respond appropriately, you’ll close more sales without giving away the store. Here are seven common negotiating tactics that customers get taught in negotiations school:
Do you enjoy one-on-one networking, however, the thought of walking into room full of people you don’t know horrifies you? You’re not alone. Yes, even a social butterfly, President of the Social Committee in High School and avid networker knows how you feel. Here are some of my tricks. And they have all worked!
This week I was suddenly struck by the fact that I sell dozens of products and services that I never see, some I’ve never used and many that I didn’t even know about before that company hired me.
