Improve Sales – How to Improve Sales?

By doing an analysis of how a Salesperson spends their time, making changes to maximize sales and customer contact time, there can be an increase in sales.   Sometimes the Salesperson will make the corrections after the analysis.   Other people require the manager to make the … [Read more...]

Interview Candidates – How to Hire the Best People

When you are interviewing candidates to fill a position, remember one thing: they are putting their best foot forward, so this is the best that they are going to look or act. It  doesn't get any better than this. It's a difficult task to find the right person to work for you and anyone you select will be a compromise, since we all have our … [Read more...]

Management by Objectives

Management by Exception - only critical problems (exceptions) need to be discussed between the monthly meetings Communications up, laterally, and down. Focus on the projects that are the most important. Means to objectively measure performance and accomplishments each year. A method to significantly increase the accomplishments each year, … [Read more...]

Poor Performer

With a poor performer, be sure to give a review by mentioning the positive aspects of his performance. If you concentrate only on the problems, then the employee will feel that you are unfair and don't understand. They will not be willing to make the changes to correct the problem. Also be sure to get a commitment from to try to improve and offer … [Read more...]

Project Form

Provide a method to identify, track, and report objectives and projects and the progress in accomplishing them. Used in conjunction with the Exempt Performance Appraisal form it also establishes a means to assess an Exempt employee's annual performance, and assist them (monthly) to accomplish high levels of performance. Monthly meeting of … [Read more...]

Terminating Employees

One of the most difficult jobs that a manager must undertake is to fire an employee. Firing is hard enough with a new employee. But, firing someone who has been with you for a long time is very difficult. How you conduct the termination meeting will make the difference between bad emotional feelings and effective management. You should first do … [Read more...]

Theory X and Theory Y

"Theory X" and "Theory Y" styles of  management popularized by Douglas McGregor. Theory X, which was the method used up to 40 years ago, assumed that employees have to be pushed into performance.  Management   did   the thinking and the employees did the work. Control was important as well as compliance with rules and orders. Theory Y is … [Read more...]

Bell Curve Theory

Don't avoid your responsibility by giving everyone essentially the same or average review. People perform on the Bell Curve:  10 percent outstanding, 80 percent average, 10 percent poor. So, have the courage to distinguish the various types of performers and rate accordingly. Be specific by using examples and accurate information. Don't say, … [Read more...]

Communicating

We as supervisors and members of management are not clearly communicating to our employees our expectations and the direction we want them to go. One reason is we are too concerned with our own jobs. Supervisors would get more accomplished if they spent more time communicating with their employees and less time trying to please their bosses. In … [Read more...]

Performance Appraisals

Most supervisors dislike giving an employee a performance appraisal because it is like someone criticizing a son or a daughter. They are apprehensive about offering criticism because they believe it may discourage an employee and create a problem. Actually, if they don't give an honest, constructive appraisal they may appear to be hypocrites … [Read more...]