The Fastest Way to Convert More Sales by John Logar is a video that shows you by using a simple tool to measure your conversion rate you can increase your sales significantly. Watch the video and find out
Showing posts with label team building. Show all posts
Showing posts with label team building. Show all posts
Succeeding With a Simple Sales Plan by John Logar
Every person in an income generating role in any organisation needs to develop a simple targeted revenue plan.
Getting The Right Sales Type For Your Business
It's important to get the right sales people in the right sales role. Watch the video
Values Keeping Your Business on Track
Many organisations role out marketing, CRM, and loyalty programmes without establishing what is important to the customers they are about to inflict their ideals and offers upon with reckless abandon with little thought as to why
You can encourage your staff to deliver excellent customer service until the cows come home, and you can buy a top-of-the-line CRM system. But if your organisation isn't clear on its values – on what it stands for - you’ll very likely undermine your efforts.
For employees to be fully empowered to consistently create customer experiences that foster loyalty, they must understand and live the organisation’s values – what they are, and how they show up in employee behaviours. Values provide a valuable framework for the day-to-day choices employees make and actions they take toward organisational goals.
Unifying values are the blueprints that drive an organisation's culture. If employees know that ‘excellence’ is an organisational value, they will make more choices toward that end. If 'teamwork’ is a corporate value, they’re more likely to make choices and take actions with the team’s best interests in mind. In addition, values:
* Make it easier for employees to figure out how to ‘do the right thing’
* Foster strong feelings of personal effectiveness and pride
* Facilitate consensus about goals and understanding about job expectations
* Reduce levels of job stress and tension
* Provide a sense of order without imposing ‘rules’
* Promote high levels of company loyalty
One of the biggest mistakes companies make is believing that they're already living the values they feature in public relations and marketing materials. There’s often a huge gap between the values organisations say they have, and the values they’d like to have or are actually living.To close that gap, the following steps are for defining, refining and reinforcing organisational values:
1) Brainstorm, explore and clarify organisational values. Give everyone a clear, common everyday understanding of how you define your values and what they look like in daily behaviour. Just using words like ‘integrity’ or ‘balance’ is not enough since everyone has their own definition of what words mean. The time it takes to zero in on what your organisation is really about is well worth it.
2) To achieve or maintain your competitive edge, make sure your values are ‘customer-focused.’ This means you’ve taken the time to look at what your customer’s value, and usually requires an ‘outside-in’ view of your organisation. Spend some time truly understanding what the customer expects from you, what their goals and dreams are and how they feel about doing business with you.
3) Give each and every employee the opportunity to uncover his or her personal values. Why? Research shows that even if personal values are not in sync with corporate values, employees who are clear on what their own personal values are tend to be more engaged in and committed to their work.
4) Reinforce values. Make sure they’re an integral part of your hiring, orientation and ongoing training programs. Management should consciously model organisational values, and encourage and praise staff members when they exhibit behaviours that support them.
5) Revisit values regularly to determine if they still make sense, or if changes may be necessary.The bottom line companies that live by their values and keep customers more easily create profits. Today’s more cynical, demanding customers are looking for companies that are driven by their values - not just their profit motives. Organisations that know and live their values tend to create great places to work for and to do business with. They enjoy healthy profits as a result of their customers returning to buy more, with their like minded associates in tow.
John Logar
Professional Speaker and Consultant
You can encourage your staff to deliver excellent customer service until the cows come home, and you can buy a top-of-the-line CRM system. But if your organisation isn't clear on its values – on what it stands for - you’ll very likely undermine your efforts.
For employees to be fully empowered to consistently create customer experiences that foster loyalty, they must understand and live the organisation’s values – what they are, and how they show up in employee behaviours. Values provide a valuable framework for the day-to-day choices employees make and actions they take toward organisational goals.
Unifying values are the blueprints that drive an organisation's culture. If employees know that ‘excellence’ is an organisational value, they will make more choices toward that end. If 'teamwork’ is a corporate value, they’re more likely to make choices and take actions with the team’s best interests in mind. In addition, values:
* Make it easier for employees to figure out how to ‘do the right thing’
* Foster strong feelings of personal effectiveness and pride
* Facilitate consensus about goals and understanding about job expectations
* Reduce levels of job stress and tension
* Provide a sense of order without imposing ‘rules’
* Promote high levels of company loyalty
One of the biggest mistakes companies make is believing that they're already living the values they feature in public relations and marketing materials. There’s often a huge gap between the values organisations say they have, and the values they’d like to have or are actually living.To close that gap, the following steps are for defining, refining and reinforcing organisational values:
1) Brainstorm, explore and clarify organisational values. Give everyone a clear, common everyday understanding of how you define your values and what they look like in daily behaviour. Just using words like ‘integrity’ or ‘balance’ is not enough since everyone has their own definition of what words mean. The time it takes to zero in on what your organisation is really about is well worth it.
2) To achieve or maintain your competitive edge, make sure your values are ‘customer-focused.’ This means you’ve taken the time to look at what your customer’s value, and usually requires an ‘outside-in’ view of your organisation. Spend some time truly understanding what the customer expects from you, what their goals and dreams are and how they feel about doing business with you.
3) Give each and every employee the opportunity to uncover his or her personal values. Why? Research shows that even if personal values are not in sync with corporate values, employees who are clear on what their own personal values are tend to be more engaged in and committed to their work.
4) Reinforce values. Make sure they’re an integral part of your hiring, orientation and ongoing training programs. Management should consciously model organisational values, and encourage and praise staff members when they exhibit behaviours that support them.
5) Revisit values regularly to determine if they still make sense, or if changes may be necessary.The bottom line companies that live by their values and keep customers more easily create profits. Today’s more cynical, demanding customers are looking for companies that are driven by their values - not just their profit motives. Organisations that know and live their values tend to create great places to work for and to do business with. They enjoy healthy profits as a result of their customers returning to buy more, with their like minded associates in tow.
John Logar
Professional Speaker and Consultant
Don’t Fire Them, Fire Them Up
The most successful businesses today are constantly empowering, encouraging and nurturing their employees. Here are some tips on how to motivate and energise your team:
1. Survey your team membersAsk people from different levels in your business what they would change and how they would change it. This is a great way of picking up fresh ideas and makes your team realise you value their opinion and their contribution to improving the company.
2. Share the visionShow your team the sales figures, projections and your vision for the future of the company. Communicate constantly. This lets your team know where you’re heading and the role they play in getting there.
3. Encourage your team to improve your systemsEmpower your team to constantly improve processes and systems. This gives them ownership of the concept and builds confidence in developing solutions.
4. Provide continuous trainingEncourage your team to improve their skills. Train them in communication, people skills, selling, management etc. Have regular reviews and get staff to make a commitment to implementing new ideas or strategies.
5. Find solutions from your teamAsk your team how they might solve some of the frustrations and challenges in your business. You’ll be surprised how quickly and easily you solve your challenges with a collective input.
6. Improve productivityGet your people to set uninterrupted time aside to focus on high priority tasks. Blocking out time zones like this increases productivity and helps your team to prioritise more effectively.
7. Reward constantlyAcknowledge successes and achievements, provide incentives and set performance standards. When your employees perform, thank them… make them feel special.
John Logar
Professional Speaker and Consultant
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