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Doug Dvorak's Success Strategies
Helping Clients Enhance Business Performance and Leadership Success
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November 2006
- Vol 1, Issue 4
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In This Issue
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Quick Links
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Dear Doug Dvorak,
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This month in Success Strategies we will review
ideas and concepts related to
improving “Measurement Activities” and
“Employee Loyalty Initiatives” in your
organization. Several performance management
tenants state, “When performance gets measured,
performance improves” and “If it can’t be
measured, it can’t be managed”.
These statements are as true today as they were 25
years ago.
The next area we will look at is “Employee
Loyalty”. Every employer wants to attract and
retain more loyal employees. To get loyal employees
employers must:
- Select employees carefully so they match the job
and the company environment
- Pay fair market value wages and salaries
- Provide training in safety and job skills
I hope you find these articles of interest and
helpful. If you have any questions or comments
pertaining to the newsletter’s content, please call or
email me directly at
speaker@themastersofsuccess.biz or (847)
359-6969.
Continued Success,
Doug Dvorak
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An old performance management tenant states,
“When performance gets measured, performance
improves.”The truth of this statement is revealed
over and over. We see time and time again in the
sports world how records continue to be broken. The
reason for keeping records is so comparisons can be
made to top performance. The same holds true for
the Champion Salesperson.
The first step in setting up your measurement
system is to determine what is important for you to
measure. What sort of activities should you be
measuring? The answer is – every significant sales
activity. For example, if you make cold calls to
generate prospects, then you would want to track at
a minimum the number of phone calls made, number
of times contact was made, and number of
appointments generated.
Once you have determined the activities to
measure, make a simple form for you to track the
activity. You can use an electronic spreadsheet or
simply make tic marks manually. Don’t get hung up on
what type of method to use, just use a method that
works for you. Keep it simple and easy to use.
After you have determined the activities you are
going to measure, then you can assign a point value
to each activity. Next, determine the number of
points you want to achieve each day. Measure your
performance daily and weekly to your goal. Remember
the purpose of keeping the measurement is to
improve performance. Reviewing your activity can
help you analyze if you are doing the right activities
and if you are getting the right results. If you are not
doing the right activities to be successful, you can
analyze your time management, attitude, etc. If you
are doing the activities but not getting the results,
you can analyze your methods, seek training, etc.
Therefore, the Champion Salesperson measures
performance and analyzes the results. The Champion
Salesperson always wants to improve
performance.
- Submitted by Andre Boykin of
CAPITAL iDEA. CAPITAL iDEA. Adapted with
permission. All rights reserved worldwide.
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To get loyal employees employers must:
- Select employees carefully so they match the job
and the company environment
- Pay fair market value wages and salaries
- Provide training in safety and job skills
Often when speaking to organizations or talking
with clients, the subject of employee loyalty comes
up. The questions asked are usually the same:
“How come employees aren’t loyal any more?”
or “How can I find employees that will be
loyal to me?” The questions are the same and so
is my response. Employees today are as loyal as they
were years ago. Today’s employees, like many
employers have lost the ability to define and
recognize loyalty in the employee-employer
relationship.
Employers are looking for employees that will
express their loyalty by doing what is expected of
them, going the extra mile when really needed, follow
the company rules, be reliable and remain a good
employee (that is, “don’t leave us”). Employees on
the other hand want a place to work that is reliable,
safe, pays fairly, has good co-workers and is free of
discrimination.
One would think that it would be pretty easy to
match the two. But often it’s not. The primary
reasons employers are not able to find loyal
employees is they don’t invest enough time looking
for loyal employees, and they don’t invest enough
effort in creating a work place that employees want
to be loyal to.
Employers often fail to recognize that the
employee loyalty of the past did not walk in the door
with the employee as a part of the recruitment
process. It was developed over time, as a part of the
employment process. Loyalty, after all is a
relationship. It is very similar to love. When we give
love we expect love in return – so too with the
relationship of loyalty.
The first and most important step in any
relationship is finding the right person – a match.
That person must be able to do or learn how to do
the job, and they must be able to fit into the culture
of the company.
Finding the right person for the job means clearly
defining the requirements of the job and matching it
to a person that has the required skills and work
habits. Finding a loyal employee is finding a mate for
your work place.
After hiring the right person for the job, the
relationship must be nurtured. Clearly define
expectations. Pay employees the market value of
their skills. Be a fair, consistent employer - not fairly
consistent, but consistently fair. Continuously train
employees to work safely and efficiently. Teach them
that you cannot give them lifetime employment, but
their increased skills will provide them lifetime
employability should they need to transfer their skills.
- Reprint permission granted by
Lonnie Harvey, Jr., SPHR. Jesclon Group. NC |
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Doug Dvorak is the CEO of Dvorak Marketing Group,
Inc., a worldwide organization that assists clients
with productivity training and customer service and
sales excellence management workshops. Doug’s
clients are characterized as Fortune 1000 companies,
small to medium businesses, civic organizations, and
service businesses. Doug has earned an international
reputation for his powerful educational methods and
motivational techniques, as well as his experience in
all levels of business, corporate education, and
success training. His background in sales, leadership,
management, and customer loyalty has allowed him
to become one of world’s most sought-after
consultants, lecturers and teachers. This vast
experience has helped him shape and determine his
philosophies on success in business, which he now
shares annually with thousands of individuals through
keynote presentations, syndicated writing, television,
seminars, books, and tapes. If you would like Doug to
address your organization with a dynamic and
educational presentation, or if you would like to host
a workshop, please contact Doug at (847) 359-6969
or Doug@DougDvorak.com.
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Doug is a member of the National Speakers
Association (NSA).
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Doug is a member of the International Federation For
Professional Speakers (IFFPS).
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Featuring Doug Dvorak
Joined by
Ken Blanchard
Jack Canfield
& John Christensen
WHAT DOES IT TAKE TO BE A MASTER OF
SUCCESS?You will find answers as well as tips
and ideas on how
you can be a success in your own life from these
fascinating entrepreneurs.
Groundbreaking interviews packed with
Information & Inspiration destined to help you
Succeed in Business and in Life!
Order your copy today!
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There will come a time when
you believe everything is finished. That will be the
beginning.
- Louis L'Amour
In the modern world of
business, it is useless to be a creative original thinker
unless you can also sell what you create.
Management cannot be expected to recognize a good
idea unless it is presented to them by a good
salesman.
- David M. Ogilvy
Life is what happens to you
while you're busy making other plans.
- John Lennon |
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Sincerely,
Doug Dvorak
Dvorak Marketing Group
phone:
847-359-6969
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