How And Why Feedback Can Help You Improve

How often do you proactively initiate feedback from your team members? I don’t mean the ad-hoc, daily discussions that are necessary for getting work done; I’m referring to the type of feedback that gives you direction, vision and strategic information to help you run your department effectively?

Any professional organisation will require that there is employee feedback because it will lead to an improvement in the working conditions and in the overall improvement of efficiency and productivity of the employees. This will obviously have an effect and benefits on the company also. But what are the kind of employee feedback questions that can be used for this purpose?

An employee feedback survey becomes an essential tool and device for any organisation. It works on the simple theory that the company benefits from employee happiness. Happier employees are willing to work better and their productivity and efficiency also

increases; thus the company benefits in the long run.

The other reason why feedback becomes important is because, without it, the company might not know the problems that the employees face at their specific level. When they have their feedback, they can then work on the problems and bring about solutions for a better working environment. Along with that they also get an understanding of their strengths and they can ensure that these are built upon. These feedback questions also help them find out  if the policies and other factors they have introduced are, in fact, working, and if they are not, the kind of changes that need to be brought about.

An employee feedback survey can work at finding a feedback for several issues that the company faces. For example the facilities provided, the working environment, the growth opportunities, the factors that influence the performance of the employees and many others. Here are some of the examples that you can look into while formulating the feedback questions. These focus on several aspects of the working of a company:

Each question can be marked on a scale of one to ten, or from strongly disagree to strongly agree…

1. This company offers you  positive environment for you to work in…

2. All employees are encouraged to share their ideas…

3. All employees are provided equal opportunities for advancement

4. All employees can approach the management freely…

5. The new policy on XXX has brought in a lot of positive change…

6. The training programs we run help in improving employee performance.…

7. Teamwork is given a lot of importance in this company…

8. The company does not force employees to choose between work and family…

9. All employees are treated equally in the organization…

10. You are provided several opportunities for growth and advancement

11. The company employs fair means for promotions and appraisals…

12. Appraisals are done at regular periods and there is no reason to complain about its functionality…

13. You are given adequate resources to complete your work…

14. You can approach management when you face any problem…

15. You are satisfied with the way the organization works in general.…

The importance of choosing the right kind of feedback questions to be included in a survey cannot be over-estimated. When chosen correctly, it leads to an effective questionnaire that will provide for correct feedback, which will help your organisation grow and become more efficient. It will give you a clear picture of examples of the kind of issues and factors that can be focused on. If you get it right, you give yourself the opportunity to find out significant information on how the team members see the big picture in your company.

 

To your success

 

Have a great day!

Are You Dealing With Your Team’s Basic Needs?

You will have heard of Abraham Maslow’s Hierarchy of Motivational Needs, and they are still very relevant to today’s culture and societal direction. However, since Maslow’s time, others have taken these ideas of motivation and developed them to reflect the changes we constantly go through. Among these is Tony Robbins, whose thoughts have influenced millions.

Robbins has identified six basic human needs and believes everyone is—or can be—motivated by their desire to fulfill these needs.

You may want to consider these needs when thinking about developing and driving performance through your people. The question to ask is, “What need or needs can I affect and fulfill for my team member at work?”

1. Certainty/Comfort. We all want comfort. And much of this comfort comes from certainty. Of course there is never total certainty, but we want certainty about our job security, our salary will be paid this month and our company will still be here next year. So think about how you can fulfill this particular need for physical and psychological certainty for people.

2. Variety. At the same time we want certainty, we also crave variety. Paradoxically, there needs to be enough UNcertainty to provide interest and variety in our jobs. Help people to manage projects rather than just do jobs. That way, they do different things each day, against the backdrop of certainty that has been provided.

3. Significance. Deep down, we all want to be important. We want our life to have meaning and significance. If a team member is simply doing a job that doesn’t appear to contribute very much and doesn’t drive their motivation, they won’t feel significant or that they are making a difference. Make sure that you acknowledge the significance of each employee as often as possible.

4. Connection/Love. It would be hard to argue against the need for belonging. We want to feel part of a community. We want to be cared for and cared about. This drives performance because people want to feel part of a team and that they matter to their colleagues. Give teamwork a chance to develop and help people work together towards a common goal.

5. Growth. Some managers on our programmes say that they have team members who say they don’t want to grow, but I think they’re simply fearful of doing so—or perhaps NOT doing so. To become better, to improve our skills, to stretch and excel may be more evident in some than others, but it’s there. Everyone will want to grow in some area; we just have to find out which area that is.

6. Contribution. The desire to contribute something of value is deep down in all of us. Everyone wants to feel they have contributed to something, somewhere, to somebody. This highest needs corresponds to Maslow’s self-actualisation, the thought that our life, our work, actually matters and we have made a difference simply by being here. Leaving a legacy at work should be one of our goals; we can make that a goal for every team member, also.

Robbins recognises that each person has these basic needs. As managers, we can be really successful if we make sure we assist our teams to fulfil each of these. The more you can do that, the better they will feel about themselves, and about you, and the more motivated they will feel.

 

To your success

 

Have a great day!

Two Different Types of Communication

When you communicate with someone, your style will depend on the purpose of the conversation, your intention behind it and what results you actually expect.

Although there are many different styles we can adopt, we will address two different ones here: Advocacy and Inquiry.

What is the difference between the two?

Well, you function differently when you are in advocacy mode to when you are in inquiry mode.

Advocacy communication puts you in a position of “standing for”, or advocating a particular action, position or set of principles. In other words you are trying to persuade and argue for the position you are advocating.

Inquiry communication is different because the point of inquiry is to UNDERSTAND the position of the other person or people, rather than to change their minds or opinions.

There is certainly a place for both kinds of communication. However, the problem with advocacy communication is that it can interfere with understanding and short circuit listening on both sides. We tend to live in an advocacy type culture and society, and that accounts for a great deal of unnecessary conflict, where both sides try to convince the other, and neither side understands the other. That’s a major problem and weakness.

There is a solution, and may prove to be a difficult one for those who “advocate”. First try to understand the other side, and once you understand, then and only then should you advocate.

That has several benefits and strengths, not the least of which your advocacy will be more effective since you can hook into the perceptions and point of view of the other side. The second benefit is that when you try to understand first, you may find that either it is pointless to continue to advocate (like trying to sell snow to Eskimos), or, you find that there is no need to advocate since both parties agree with each other.

Next time you communicate with someone, notice whether you are putting a position of power across (your own opinion, your facts as you see them, your own position) or whether you should  find out more details about their position before you talk about your

own. The order may well prevent misunderstandings and misinterpretations when you communicate effectively.

 

To your success

 

Have a great day, 

Diagnose And Plan For Change

Many managers have difficulties diagnosing what actually needs to change within their department or business, and then worry about how to plan for it.

When change has been recognised as a key component to successful future performance, it is time to analyse what steps you can take to implement it. There are several questions that need to be addressed at this point:

* What are our performance gaps between actual and desired states? You must be absolutely clear on what the current performance is and where you want it to be

* What are the reasons for this gap? Do you have the right  resources and people in place, and are the reasons for shortfall within your area of influence?

* What are our specific goals? These are different to what we  want to achieve overall, as they are more specific and precise

* Who are the involved stakeholders? Who exactly will be affected  and involved in any changes we implement?

* What processes will have to change to achieve the goals? If  there are process-changes needed, what implications will they  have on clients or other parts of the business?

* What consequences do we anticipate from the changes? What other  areas will be affected if we go through with it?

* Who will be responsible for the change? Do they know what their  roles will be during the process?

* How will we measure success? Milestones have to be put in along  the way, so we can see we are plotting the right direction for a  successful implementation

By clarifying these thoughts, you give yourself great  opportunities to plan any change initiative successfully

 

To your success

 

Have a great day!

Remembering Names And Faces

Isn’t it frustrating? You have just been introduced to someone, they have told you their name and it goes in but doesn’t stick.

Then comes that embarrassing moment when you have to ask the person to repeat their name. Wouldn’t it have been better if you knew the person’s name, could remember it with ease and use it again in the future?

Here are three tips you can use to help you remember names and faces:

First, Prepare. Then, Pay Attention. Finally, Practice

Prepare a strategy for who you are going to meet. Decide to give them full eye contact, and concentrate on them fully, with no distractions. Decide that this person is really important, and that their name is the most personal thing they own.

By Paying Attention, you take in the first impression the person

makes and hear and focus on their name. When you meet someone:

a) Take your time – rushing will only increase stress.

b) Hear the person’s name and repeat it back to them. It will go something like this: “Oh, hi, I’m Pete, and you are…?” 

“Hallo, David, nice to meet you. So where are you from, David?” Allow the conversation to continue, and use their name once or twice more. When you depart, ask them for their business card, and their LinkedIn account details, so you can keep in touch.

Then, Practice. After you have met them, notice their style of communication, their dress sense, their mannerisms and anything else that stands out. Create a link between what you see and then say their name to yourself. Repeat their name in your mind a few times. Practice this linking pattern so your brain has a chance to associate the name with your visual memory.

By preparing well, paying attention and then practicing what you have picked up, you have great opportunities to improve your memory and start remembering those names and faces. And that will help you in your overall communication skills.

 

To your success

 

Have a great day! 

Apa nak ditakutkan dengan perkataan CARI ORANG ?

RENUNGKAN BERSAMA:

Prospek : bang , bisnes ni kena cari orang ka ?          Saya : Apa nak ditakutkan dengan perkataan CARI ORANG ?

✅   Ada orang sanggup cari sampah,cari tin kosong,cari besi buruk,cari surat khabar lama..demi sesuap nasi..    

✅     Kita CARI ORANG..bukan cari sampah,bukan cari besi buruk,bukan cari tin kosong..apa nak dimalukan??         

✅Bisnes cari hantu pun kaya raya..U sanggup ke cari hantu??        

✅ Kita CARI ORANG yang nak bayar hutang..hutang isteri bersalin belum settle,hutang PTPTN belum selesai,hutang dengan MARA,hutang kereta kerap kali tersangkut & hutang rumah..hutang pajak gadai,hutang dengan kawan2 dan bertimbun hutang lain..         

✅Kita CARI PENGANGGUR yang perlukan kerja kosong demi sesuap nasi..      

✅   Kita CARI KAKITANGAN KERAJAAN yang sentiasa tak cukup duit walaupun gaji sebulan RM3k !        

✅ Cari orang yang sedang MENCARI PELUANG..cari orang yang ada WAWASAN untuk MENGUBAH HIDUP..YANG POSITIF..DAN RAJIN BERUSAHA..         

✅Jangan cari orang yang MALAS..!! Jangan cari orang yang banyak ALASAN !! Kalau jumpa orang jenis ni..SO WHAT?? NEXT..cari yang mahu..       

✅  Jangan putus asa..MATLAMAT tu penting..bila tak ada MATLAMAT itu yang kita selalu GAGAL dari landasan KEJAYAAN..          Sebab itu dalam BISNES banyak yang GAGAL dari yang BERJAYA..kerana hanya sedikit orang yang sanggup hadapi cabaran..✅

the Art of Closing sales

Here are the most common reasons sales pros fail, and how their shortcomings impact on their relationships going forward:

1. Lack of qualified activity

One of the early salespeople that I hired had so much activity. He would literally generate 40 to 50 new contacts every day. The only problem was he was lacking the questions that helped him get to a better understanding of where his prospect was in the sales cycle. Many of them didn't even belong in the sales cycle. When he figured out the right questions and qualified the prospect for solutions to their business, he started closing accounts and became one of my top reps.

Mark van Hartesvelt, managing partner at digital marketing company GCommerce, tells me that that there are three habits that are kryptonite for otherwise super salespeople: making the same pitch to everyone (i.e., throwing the same stuff at the wall and hoping it will stick), not following up sales calls and failing to identify specific sales opportunities.

2. No sense of urgency (p/s: this is my favorite esp the last paragraph)

Waiting for leads, customers to call and business to land on your desk is the type of sales complacency that will kill a person's enthusiasm, energy and career. No matter how successful your day, month or year you must act as if you're always climbing. Proactive movement must come by doing things that push you out of your comfort zone. One of the most common requests from my customers involves creating a program for their sales teams to gain access to net new business, and not constantly rely on current accounts Many salespeople that fail have a hard time making calls on new prospects.

We need a sense of urgency infused in everything we do when it comes to sales success. Life is really too short.

Having a sense of urgency doesn't mean you're engaged in your work 24/7, but it does allow you to relax with your family/friends knowing you have a plan and completed key activities for the day. We are much happier when we have action during the day that gets us closer to our goals.

3. Being unorganized

I was supposed to be picked up at my hotel at 7:30 a.m. by a sales rep I was scheduled to travel with to coach and evaluate. He was told about this travel day a week in advance. He arrived at 8:15am. When I got in the car, I had to move a few things around to find my actual seat. Im sure you know where this is going. When I asked him what he had planned for the day, he looked at me like I had two heads. He was told to have several meetings set up, and we could cold call around those meetings.

He lasted until the end of the month.

All the other reps I traveled with had a printed out itinerary and description of the meetings. Some of them sent them to me in advance. When you're unorganized you not only have a problem generating new business, but end up losing business because of poor follow up.

If I look back at my business deals and how they were closed there was a tremendous amount of follow up and follow through on requests, research, new contacts and all the critical actions that begin to establish trust with a prospective customer. You earn their trust when they see how you follow up and deliver on the next steps you've promised. I don't know how any top sales producer accomplishes all they can by being disorganized. And I'm not talking about being a neat freak ... Plenty of great salespeople have had offices that look like they went through a war. They just had their own way of knowing what their priorities were for the day, and had a system for follow-up that worked.

4. Negative attitude

What you think about, you bring about. It is extremely difficult to become a top producer when your thoughts are negative. All new salespeople will go through scenarios that make it hard to stay positive. Deals fall through to more experienced competitors, prospects tell them no hundreds of times, and the ones who can't move past this will have a tough time with longevity in this business. Whether you like it or not, your attitude determines your altitude in life and in selling. This is such a fundamental asset for successful selling and dealing with all types of objections and obstacles. Its impossible to have a great day with a bad attitude. It's also impossible to have a bad day with a great attitude.

5. Poor work ethic

If you think salespeople are born not made, guess again. I have come across and worked with hundreds of successful salespeople who you would think from your first glance and handshake were never made for this profession. But they have a work ethic and internal drive that's second to none. As my sensei would always say, hard work beats talent when talent doesn't work hard.

Hard work creates so many powerful attributes. It creates solid confidence because of your own knowledge of the groundwork that's been built prior to your presentations and sales meetings. And after all my interviews with my customer's customers, they will always bring up the quality of their sales reps work ethic and how they go beyond what's expected to create a strong relationship and deliver more value than is expected. When I ask sales managers for the No. 1 reason their reps fail, they almost always relate it to lack of activity and an unwillingness to do the work. Successful people do the things that unsuccessful people don't like to do.

6. Doesn't believe in themselves or their product

This can stem from both the attitude problem and lack of work ethic mentioned above. If you don't believe in yourself, it's very difficult for the customer to believe also. And product knowledge and knowledge of your customers business takes work and dedication.

I've seen many turnarounds for salespeople who had a rough time of getting into their business--until the business got into them. For some reason or another, something clicked. They worked weekends on a specific presentation and put the time into creating something unique about how they stood out from the competition. When the deal was closed they got a huge boost of confidence that re-energized their efforts and strengthened their belief in their product and themselves.

7. Honesty is not their policy.

It takes years to build strong relationships and just one little lie to ruin everything you've built.

I still to this day cringe when someone says to me, Let me be honest with you... Why? Why wouldn't everything you're telling me be the truth?

When salespeople think they will succeed by tricking, manipulating or deceiving the customer, they might just pull it off for that one-time sale. But it will never last. I want to buy from people I like, trust and respect. Those are the three top reasons most customers buy from you.

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Islam and work

Islam lays great emphasis on work. In many places in the Quran and Hadith, it has been made clear that time should not be wasted. In the Qur‘an, Allah draws attention to all the magnificent creations as an indication of the proper planning that leads to wonderful results—for Muslims believe that He creates nothing haphazardly. God relates in the Qur‘an how the heavens and the earth were created in seven days and describes that as a sign for humankind. 

Then the Qur‘an directs a message to humanity that they should contribute positively to the earth, that is, they should work to make use of what is created for their benefit: That man can have nothing but what he strives for; That (the fruit of) his striving will soon come in sight: Then will he be rewarded with a reward complete. (An-Najm 53:39-41) 

In Islam, work is given special importance to the extent that it is considered as an act of worship itself. Although some people believe that they are not obliged to work because they dedicate themselves to worshiping God, this is actually a wrong perception of the concept of worship. 

The Muslim scholar Imam Al-Ghazali mentioned in his book Ihyaa’ `Ulum Ad-Deen (Revival of the Religious Sciences) that Jesus (peace and blessings be upon him) once saw a man who had completely devoted himself to worship. When he asked him how he got his daily bread, the man replied that his brother, who worked, provided him with food. Jesus then told him, ―That brother of yours is more religious than you are‖ (al-Ghazali, ,1988). 

Al-Ghazali also mentions the Prophet‘s Companion `Umar ibn Al-Khattab, who used to stress this point further by telling people, ―Never should anyone of you think that du`aa’ (supplication) for sustenance without work will avail him, for heaven never rains gold nor silver‖ (al-Ghazali, 1988). Therefore, Islam lays a lot of emphasis on work and the need for man to work in earning his livelihood so as to be independent, self-sufficient and in order to uphold his dignity among his peers and in his community/society.