Although many times the word reward is synonymous with prize and gift, when it comes to your employees it means something quite different. Simply stated employees should be rewarded, i.e., compensated, for the job they are required to do. Once agreed upon personal benchmarks are achieved, they are then recognized for those achievements.
Below are three of my philosophies on this subject in the spirit of provoking thought and helping to eliminate confusion, disinterest and distrust amongst the team.
1. Always think of rewarding your employees for helping you achieve the growth you desire. Looking at it that way you’ll put together a compensation package based on what you expect them to contribute. This would be explained in detail during the interview process, certainly well before extending an offer of employment. Employees, especially sales people, must understand the correlation between their pay, performance expectations and your goals. Sellers who can’t easily figure out how to calculate their commissions rarely produce at the levels you’d desire.
2. If you’ve modified your company’s key goals for the coming year make sure your commission structure clearly reflects those changes. For example, if business development is critical to your growth, pay/reward new business with higher commissions. Be clear as to how you define new business. Remember sellers do the things they’re paid/rewarded to do; and, how they’re paid proves to them what you really value. Meaning, if you claim to value new business which requires much effort but pay that at the same rate as existing business, there will be a disconnect and you’ll struggle to motivate the team.
3. Another way to think about this is reward equals compensation commensurate with contribution. Every employee contributes something. Some employees must endure greater stress, pressure, extended hours, etc., all of which factors into their contribution. So when approached by non-sales employees who want to be considered for sales your reply might be: “That’s great, I’d enjoy speaking to you about that. Let me tell you a bit about how different a sales role will be from what you currently do. You’ll agree to a monthly, quarterly and annual goal that you’ll be expected to meet. You’ll also be expected to do whatever it takes to develop new business – meaning reaching out to people you don’t know, networking, long hours, nights and weekends attending events, etc. So, think about it for two more days and if you’re still interested, let me know.” 95% of the time they never pursue it further. The ones that do are worth taking to the next step.
As for recognition, well that’s what we give when someone attains a desired goal or, better yet, over delivers somehow. Recognition can be public and/or private depending on the employee’s preference and should be something meaningful to them. Not a watch because you’ve always given out watches, but a watch because that’s what they really want. Have a conversation with everyone on your team to discover what motivates or is important to him or her. A former seller once told me that all she’d want is for me to let her father know. Wow, that’s powerful stuff that’s easily provided. Recognition is meaningfully personal and completely separate from compensation/reward.
A new survey finds Americans are very serious about their vacations. The study was commissioned by Ricoh Americas Corp. and was conducted online by Harris Interactive. The survey covered over two-thousand adults, and found that half of those who said they have taken a vacation said they'd rather get a root canal than work while on vacation. Sixty-seven-percent of those who have taken a vacation said their families resented it if they worked while away, and three-quarters said their employer did not make it easy to access work-related documents remotely. However, 67-percent of those who took a vacation said that checking work e-mail eased their return to work. Vice president of strategic marketing at Ricoh said, "Workers absolutely must have a chance to recharge themselves, their families and their career. Employers ignore this need at their peril." (UPI)
A recent study finds that men who gave a woman a simple compliment before asking her out were 16-percent more likely to get a date than guys who did not give a compliment. Dating expert Tracey Steinberg says this may happen because most women work hard to look good and that when they know a man appreciates their beauty it makes them want to get to know him better. (Men's Health)
Optimism is the faith that leads to achievement. Nothing can be done without hope and confidence. – Helen Keller
A story is told of Floyd Collins who in February 1925 climbed into Sand Cove in search of fortune. Suddenly, his lantern failed. Crawling through the darkness, Collin’s foot hit a seven ton boulder. It fell on his leg, trapping him in the coffin-like narrows of a dark, subterranean straitjacket. For days Collins was trapped 125 feet below the ground in an ice-cold space 8 inches high and 12 inches long.
In the meantime, his plight became a national sensation. As the rescue attempt wore on, some 50,000 tourists bought hot dogs, balloons, and soft drinks from vendors at the cave in Kentucky. But in the end, Floyd Collins died alone, in the icy darkness, crying out deliriously, “Get me out. Why don’t you take me out? Kiss me goodbye, I’m going.”
The tragic ending for Floyd Collins was the result of being trapped with no means of escape. While the circumstances are not as dire as Collins’, many people find themselves stuck in a rut in their places of employment with seemingly no way of escape.
Writing in Forbes, (http://onforb.es/Jph1YV) Susan Adams recently highlighted results of a Right Management survey that revealed 19% of workers in the U.S. and Canada said they were satisfied with their jobs. Another 16% said they were “somewhat” satisfied. But the rest, nearly two-thirds, said they were not happy at work. Twenty-one percent said they are “somewhat unsatisfied” and 44% said they were “unsatisfied.” A Mercer survey revealed that between 28% and 56% of employees in 17 spots around the globe wanted to leave their jobs.
With survey results such as these there is a good chance that you or someone in your office is among the statistics of those who would bolt if given the chance. For reasons such as economic factors many choose to stay although their heart is just not into it. So what is one to do when they find themselves stuck in a rut? There are many possibilities. Here are a few.
Come clean about your feelings. It’s only with an honest assessment of where you are and how you feel can you begin to turn the tide of where you are and more importantly, where you want to go. Suppressing your feelings of anxiety, frustration with regard to your work only deepens the feelings of being stuck and diminishes your capacity to think of ways to overcome it.
Renew your purpose and passion. Use time this summer to re-charge your emotional batteries and gain some fresh perspective. No one is immune from the physical, mental, and emotional exhaustion that can disrupt your sense of purpose. Smart leaders understand the necessity to get away from it all and get recharged. Do it.
Become an agent of change. Identifying areas where constructive change could be beneficial could be just what the doctor ordered. When you feel stuck in a rut it can be the result of the mundane and tired old way of doing things. Shake things up. Look for new and more efficient ways of improving your systems. Invite fresh sets of eyes to look at your operation. To make things better you have to take the first steps. Change doesn’t happen by chance. Initiate it.
Work on your attitude. Zig Ziglar was right when he said, “Your attitude, not your aptitude, will determine your altitude.” Many people are in ruts of their own making because their attitude is in a rut. Your attitude is a choice and it’s something you have to take command of every day. Your attitude is the lens by which you see everything around you. Keep it positive.
Plough through. Sometimes the only way to get out of your rut is to plough through it. Instead of looking at how bad you think things are around you try counting your blessings instead. Instead of thinking the grass is greener on the other side of the fence why not fertilize your own grass and make it greener? Tough times do not last but tough people do. Sometimes you just have to plough through.
When you are in a rut, be honest about where you are, rekindle your passion and purpose, change what you can – starting with your attitude, and plough though. Don’t allow the ruts of life and work to keep you down.
Apple has updated the beta version of its iOS operating system for developers and included a new male voice option for the Siri voice assistant. Apple says the new Siri voices, in male or female, have been developed to sound less robotic. In addition tothe new voices, the iOS 7 beta update includes support for iPad, a new version of the Reminders app, the return of Voice Memo and a number of other small improvements. Apple is expected to release iOS 7 to the general public this fall. (UPI)
Always render more and better service than is expected of you, no matter what your task may be.” – Og Mandino
In the book, “It’s Not About the Coffee”, Howard Behar, the former president of Starbucks International, relates an observation during a store visit. A customer approached a barista and explained that he didn’t like the drink he had just purchased. The customer wanted a new drink.
To make the customer feel satisfied, the barista opened the till and handed the customer a cash refund and then commenced to make the customer a new drink. Was that the best response? From a purely economic point of view, obviously not.
Behar says the way they teach people to handle a situation like that is to apologize and offer to remake the drink. There’s a good chance the customer would have been satisfied and everyone would have benefited. He didn’t have to give the money back. But this response was better than a lot of others. It was an honest, care-filled exchange, and the barista demonstrated that he understood and appreciated the most important element of his role: human service. In the business of life, what can be wrong with that?
Behar concluded the story with the simple reminder that as long as you know why you’re here, as long as all of you together know why the organization exists; you’ll get to where you need to go.
If you have a desire to be a player in the competitive marketplace that exists today then you must acknowledge the need for and re-engage your team in this leadership skill known as the human touch. With it you can excel and without it you will be at a distinct disadvantage. Here are three characteristics of leaders who have the human touch.
They know what business they are in. No business will succeed or prosper without people. Without people you will fail. As Behar likes to say, ““At Starbucks, I’ve always said, we’re not in the coffee business serving people, we’re in the people business serving coffee.” The philosophy is profoundly simple yet so hard to embrace. Until you have a day of reckoning whereby you understand this leadership principle you will always struggle.
Leaders who understand the human touch know that people are the driving force of your business. How you treat people, serve them, and respect them makes all the difference in the world to your success. Take care of people and they will take care of you.
They are problem solvers. At the closest point of contact between your team members and your customers should come the highest degree of problem solving skills. When team members are allowed to act and solve problems without having to jump through multiple hoops to get there it is a positive reflection of your leadership. This can only happen in a corporate culture where the skills of the human touch are given priority and when your people are empowered.
The lifeblood of your business is people. The problems people bring you are simply opportunities to showcase your skills and to prove them right by choosing to come to you with their needs. Leaders with the human touch welcome new challenges and are always looking for ways to make things better. In business it’s a simple rule – people love problem solvers.
They are creative thinkers. Excelling at the human touch requires non-conventional thinking. It necessitates making an effort to see things with a creative eye and fresh perspective. Creative thinkers are not bound by the dictates of the rule book but prefer the flexibility of crating new opportunities for success that at times may be unwritten.
The barista in Behar’s experience is but one example of creativity at work in which the human touch was more important than the rule book. It’s when you empower your team with the skills of the human touch that you begin to transcend from success to significance.
Leaders with the human touch do this by knowing what business they are in, excelling at problem solving, and are creative thinkers. Human service is not always easy, but in order to get ahead you must command that leadership skill. The human touch makes the difference.
1.)HAIR LOSS REMEMDIES. MAYBE HE NEEDS IT OR EVEN SORT OF WANTS SOMEONE TO BUY IT FOR HIM. STILL, SAVE IT FOR AN EVERYDAY PRESENT AND GIVE DAD SOMETHING ELSE ON FATHER'S DAY INSTEAD.
2) BACK SHAVER. KEEP THE GROOMING GIFTS TO THINGS THAT FEEL MORE LUXE AND PAMPERING THAN HYGENIC AND PERSONAL, LIKE A BADGER SHAVING BRUSH JAMES BOND WOULD LOVE.
3) COLOGNE. DAD'S GOING TO WANT TO PICK OUT THE SCENT HIMSELF - IT'S A PERSONAL THING.
4) APRONS. IF DAD SPENDS A LOT OF TIME IN THE KITCHEN, IT MIGHT SEEM LIKE A GOOD IDEA. BUT HE'LL PROBABLY BE MORE EXCITED BY A GADGET LIKE A SINGLE-CUP COFFEE MAKER OR A JUICER OR AN ELECTRIC BBQ FORK.
5) FANCY DESK ACCESSORIES. IT'S AN UNDERSTANDABLE THOUGHT WHEN DAD IS THE DEFINITION OF THE MAN WHO HAS EVERYTHING. BUT HE'D PROBABLY WANT SOMETHING MORE FUN TO PLAY WITH IN HIS OFFICE, THEN, LIKE A TOY DRONE HELICOPTER OR A DESKTOP RECORD PLAYER.
6) "#1 DAD" ANYTHING. BEST DAD" OR "#1 DAD" MOTIFS ARE CHEESY, BUT YOU CAN STILL LET HIM KNOW HE'S THE BEST DAD EVER BY GIVING HIM OTHER STUFF LIKE COOL BEER STEINS.
7) TIES. IF DAD LOVES TIES AND YOU FIND ONE THAT HE CANNOT LIVE WITHOUT, THEN GO FOR IT! BUT FOR THE MOST PART THIS GIFT IS TOO CLICHÉ. PICK AN ACCESSORY THAT HE'LL GET THE MOST USE OF THIS SUMMER, LIKE A CLASSIC PAIR OF SUNGLASSES.
??? TRIVIA ??? How many fathers are there in the U.S.? : More than 70-million.
A survey by hair product bran Fudge finds that men tend to keep their hairstyles the same from age 32 on. The study covered two-thousand people, and asked about men's hair styles and celebrity influence on their hair choices. They survey found that men usually settle on their favorite hairstyle by age 32 after trying out five different cuts, and 65-percent of men say they stick with one style because it's convenient, while 10-percent said it's because their partner likes it. One-in-five men said they wanted to grow out their hair longer to copy celebrities like David Beckham or Bradley Cooper, and two-thirds said they'd rather go grey like George Clooney than have their hairline start to recede. And interestingly enough, 12-percent of men said they'd consider dying their hair grey to keep up with fashion trends. (Daily Mail)
The U.S. Census Bureau says that in 2012 more white people died than were born. The experts say the trend is likely to continue in coming years. To find this, researchers simply subtracted the number of deaths from the number of births, and found a decrease of 12,400 people among the nation's 198-million non-Hispanic whites. Severak demographers say they are not aware of any other time in U.S. history when there was such a decrease in population among the dominant racial group. No other racial group showed a similar falloff. Researchers say this is happening in part because fertility rates have been slowly dropping since 2007, and for white women, they are now below the level considered necessary to keep the population at a stable level.
Are you lonesome tonight? Well, Legends Home Bedding will be releasing an all new Elvis Presley Home Bedding Collection in August. The bedding will bear the likeness of the King of Rock-n-Roll and is the first time Elvis bedding has been released since 1999. Ines Bursteen, Legends president of operations, added, "The home bedding category has been void of celebrity licensing for adults, and what better way to fill that void than with Elvis Presley, who continues to remain in the hearts of people all over the globe." (PR Web)