Tags |
|
|
Links |
|
|
Suggest You - Managing People for Performance
Voice of the CustomerThe ‘Voice of the customer’ is a tool or process of gathering customer input about the proposed or existing services or products depending on the situation. If a company’s success depends on knowing what the customer wants, then it should develop products and services based on customer feedback, and this should be done sooner rather than later.Focus GroupsThe focus groups may be thought of as special purpose vehicles or mechanisms to facilitate understand the voice of customer better, organize the gathered data, evaluate the evolved feedbacks and channelize them in concise fashion to the developers for deliberation and further action. In a way, focus groups can serve as live links between the customer and the development department.Going a step further, we understand that there is a need for two focus
Job-hunting takes enthusiasm, concentration and a great attention to detail - not to mention an effervescent manner (even if that's not your usual nature) and infinite patience. As long as you're expending so much energy on getting a new job, you'd hate to think any of that exertion might be wasted. But these five job-search missteps can knock you out of the game - watch out for them!1) Using a juvenile email address or phone message.Now is the time to ditch that "partygirl109" or "buffdudexx7" email address, immediately. Get a free email account from hotmail, and come up with an adult-sounding handle. Same goes for your voicemail: get rid of the cute kids'-voice messages and funny Groucho Marx tapes. This is for real.2) Using an electronically challenged resume.Get your resume in shape, in three versions: hardcopy (looki
Managers who have had any form of training will be familiar with the idea of setting goals or objectives, and probably with the principles of appraising performance. With this in mind, why is it so many managers keep asking about how to motivate their staff or how to get more from them?
This whole area is a key differentiator of good managers and is a large part of what managers are being paid for! In this article I want to offer some ideas to help you become better at getting the performance you want from your teams. I will suggest some of the reasons why you, and other managers, perhaps do not do it very well and what the benefits
Everyone needs feedback. People need to know how they are doing in order to be the best they can be. Managers worry about performance -so do those they worry about! Most people want to do a good job but unless they know what they need to change or improve, they may continue to do things the way they have always done them, no matter how ineffective that may be.Most people aren't the best judge of their own behavior. Although well-intentioned and hardworking, they may not be aware that they are causing problems for themselves and others.Giving and receiving useful feedback is difficult- it makes people uncomfortable and painfully aware of being ineffective. If the feedback comes from only one source, it tends to be brushed off as "that person's" bias.One of the best tools for getting around those two issues is a 360-degree multi
This whole area is a key differentiator of good managers and is a large part of what managers are being paid for! In this article I want to offer some ideas to help you become better at getting the performance you want from your teams. I will suggest some of the reasons why you, and other managers, perhaps do not do it very well and what the benefit
Your filing system is very important. To be able to locate items quickly is of paramount importance. The following system will work for any kind of business. However, please note that many of the files discussed are specific to lease purchasing. You should have a general drawer, which contains banking information, supply information, general forms, business license, answering machine message, expense envelope. Anything of a general nature. Your Real Estate files should have a general section for correspondence(sent and received), faxes sent, e-mails sent, consultation correspondence, forms letters, signs(for rent), general advertising, prospects, consultation prospects. You should have a file drawer that contains all your contracts and forms. You should have a file drawer for marketing materials. Flyers, brochures,
This whole area is a key differentiator of good managers and is a large part of what managers are being paid for! In this article I want to offer some ideas to help you become better at getting the performance you want from your teams. I will suggest some of the reasons why you, and other managers, perhaps do not do it very well and what the benefit
There is another set of options regarding the style of writing ads. With the understanding that there are basically two kinds of ads:1) Direct Response, meaning that you are directing an immediate response,2) Image Enhancing ads, meaning that you are trying to instill an image of irresistibility that will be remembered when they are ready to act on your product.There are even two basic ways to style these two kinds of ad writing. The first we'll call "Slam Bam". This is the "meat and potatoes", "here's what's in it for you" style approach that gets right to the point. There is no fat, no build-up and no impressive style points- eg. "If you want to get the girls, you gotta get a Porsche!" (from the movie "Crazy People") This style appeals to those of us who like to cut to the chase; they want t
I can tell you from experience that the first thing that goes through your mind as a new freelancer is “OK, now how much am I going to make this month?” I can probably even safely say that this thought passes by nearly every freelancer just starting out. Now, three years later, I can tell you that if you focus solely on the money part of running your own freelance business, you will fail. Focusing on money, only, takes the attention away from your clients who need the real attention from your freelance business. I'll tell you a quick story of how I obtained one of my best clients. I normally use the freelance work exchange, Elance, to seek out projects as a programmer. I encountered one for which I placed a bid and then noticed in the description of the project that he was from a town in California which I happened to have st
Let us begin by stating the obvious – in order to manage people for performance you need to clearly establish what good performance is for each person and role. Too many managers think that this means just setting the goals. Not so, as you cannot manage those. Defining good performance can include what the outputs and results are – and how they are being achieved. That is the part you can manage. Recognise that managing for performance is an ongoing process and not an occasional intervention or snapshot.
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.suggestyou.com/article/23663/suggestyou-Managing--People-for-Performance.html">Managing People for Performance</a>
BB link (for phorums):
[url=http://www.suggestyou.com/article/23663/suggestyou-Managing--People-for-Performance.html]Managing People for Performance[/url]
Related Articles:
When Your Job Gets On Your Nerves, Take a Deep Breath and Consider Your Options
Bookmark it:
|