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Will You Add? - Incentive Pay No Substitute for Strong Management
Developing a Home Based Internet Marketing BusinessIf you have developed a sense of Internet savy, you may want to consider cashing in on your experiences and develop a home based internet marketing business. There are many advantages that you can realize through the establishment of a home based internet marketing business.First of all, when it comes to starting a new business enterprise generally, start up costs themselves
Most employees work hard now, so work ethic is not always the issue. The problem usually lies in a lack of understanding of specifically what to do differently to achieve more desirable results.
Try this: Whether you are launching a new incentive program or you have an existing incentive program that has been in place for a while, call a meeting for the specific purpose of discussing obstacles your people are encountering and brainstorm solutions to those obstacles. Then a couple of weeks later, call another meeting to discuss how the solutions a
I had a health scare in December.As it turns out, everything's perfectly okay. But the possibility of things not being okay really knocked me for a loop.For the first time ... ever ... I thought about what would happen to my business if I suddenly weren't around to take care of it.What an eye-opener!Fact is, I'm the only person who really knows how things work in my business.Several people - from
Years ago, incentive programs became especially popular as a technique to help employees think like managers. Incentives were originally designed to exploit the “what’s in it for me” mindset many of us were born with. Immediately following the installation of an incentive plan, however, many managers make the mistake of believing that they no longer have to manage.
This is a huge mistake! Incentive plans are no substitute for established management techniques. But when incentive programs are combined with quality management activities, organizational productivity almost always rises.
The most frequently occurring productivity problem I observe on consulting assignments is that many employees don’t have a clear cut feel for how their jobs are measured. There are two key reasons:
1. Management has never sat down with their employees and explained how their respective jobs are measured. Or,
2. Management has never taken the time to determine the best ways to measure each job in the company.
Whichever the case, if employees don’t understand specifically what is expected of them in measurable terms, productivity frequently suffers.
I have found that preparing a position specification is an invaluable tool that helps alleviate both of these situations. The position spec clearly outlines the parameters of the job, what results are expected, how the job is measured and what behavioral style management believes will perform the job most effectively.
(To receive a FREE sample of a position specification, send an email to Bill@BillLeeOnLine.com)
After employees have a good understanding of how their jobs are measured, it’s critically important to take the next step: it’s now time for managers to spend some quality time with each employee discussing ways to produce the desired outcome.
For example, one of my clients designed an incentive plan that rewarded salespeople for improving gross margin. What the manager forgot to do was to coach the salespeople on how to deal with pricing objections, sell related items or “sell up.” (Of course, my Gross Margin book was written specifically for this purpose. To order your copy, see Shopping Cart at www.BillLeeOnLine.com)
Another client offered to pay an incentive if safety goals were achieved, but failed to educate the organization on techniques to reduce accidents and injuries.
Another client offered to pay an incentive to employees who made suggestions for cost-cutting, but stopped short when no informal idea-sharing sessions were organized to give employees an opportunity to brainstorm ideas among themselves.
Most employees work hard now, so work ethic is not always the issue. The problem usually lies in a lack of understanding of specifically what to do differently to achieve more desirable results.
Try this: Whether you are launching a new incentive program or you have an existing incentive program that has been in place for a while, call a meeting for the specific purpose of discussing obstacles your people are encountering and brainstorm solutions to those obstacles. Then a couple of weeks later, call another meeting to discuss how the solutions a
These four principles provide a foundation for leading effective meetings.1) Everyone has valuable ideas. Your job as leader in a meeting to put people to work. And this includes everyone. If you plan to invite someone without expecting contributions, leave that person out. Spectators cost money and slow the meeting process.> Example: Open a meeting by telling the attendees, "I asked you to come to this meeting because I need
The most frequently occurring productivity problem I observe on consulting assignments is that many employees don’t have a clear cut feel for how their jobs are measured. There are two key reasons:
1. Management has never sat down with their employees and explained how their respective jobs are measured. Or,
2. Management has never taken the time to determine the best ways to measure each job in the company.
Whichever the case, if employees don’t understand specifically what is expected of them in measurable terms, productivity frequently suffers.
I have found that preparing a position specification is an invaluable tool that helps alleviate both of these situations. The position spec clearly outlines the parameters of the job, what results are expected, how the job is measured and what behavioral style management believes will perform the job most effectively.
(To receive a FREE sample of a position specification, send an email to Bill@BillLeeOnLine.com)
After employees have a good understanding of how their jobs are measured, it’s critically important to take the next step: it’s now time for managers to spend some quality time with each employee discussing ways to produce the desired outcome.
For example, one of my clients designed an incentive plan that rewarded salespeople for improving gross margin. What the manager forgot to do was to coach the salespeople on how to deal with pricing objections, sell related items or “sell up.” (Of course, my Gross Margin book was written specifically for this purpose. To order your copy, see Shopping Cart at www.BillLeeOnLine.com)
Another client offered to pay an incentive if safety goals were achieved, but failed to educate the organization on techniques to reduce accidents and injuries.
Another client offered to pay an incentive to employees who made suggestions for cost-cutting, but stopped short when no informal idea-sharing sessions were organized to give employees an opportunity to brainstorm ideas among themselves.
Most employees work hard now, so work ethic is not always the issue. The problem usually lies in a lack of understanding of specifically what to do differently to achieve more desirable results.
Try this: Whether you are launching a new incentive program or you have an existing incentive program that has been in place for a while, call a meeting for the specific purpose of discussing obstacles your people are encountering and brainstorm solutions to those obstacles. Then a couple of weeks later, call another meeting to discuss how the solutions a
"To accomplish great things in life, you first must aspire to greatness, and live your aspirations!"Imagine: Successfully accomplishing any goal set before you and receiving honors for that accomplishment. The grandeur of existence is the threshold of belief. Whatever it is you believe, you can achieve.As a business owner, often you must show your dreams as achieved for your people to
(To receive a FREE sample of a position specification, send an email to Bill@BillLeeOnLine.com)
After employees have a good understanding of how their jobs are measured, it’s critically important to take the next step: it’s now time for managers to spend some quality time with each employee discussing ways to produce the desired outcome.
For example, one of my clients designed an incentive plan that rewarded salespeople for improving gross margin. What the manager forgot to do was to coach the salespeople on how to deal with pricing objections, sell related items or “sell up.” (Of course, my Gross Margin book was written specifically for this purpose. To order your copy, see Shopping Cart at www.BillLeeOnLine.com)
Another client offered to pay an incentive if safety goals were achieved, but failed to educate the organization on techniques to reduce accidents and injuries.
Another client offered to pay an incentive to employees who made suggestions for cost-cutting, but stopped short when no informal idea-sharing sessions were organized to give employees an opportunity to brainstorm ideas among themselves.
Most employees work hard now, so work ethic is not always the issue. The problem usually lies in a lack of understanding of specifically what to do differently to achieve more desirable results.
Try this: Whether you are launching a new incentive program or you have an existing incentive program that has been in place for a while, call a meeting for the specific purpose of discussing obstacles your people are encountering and brainstorm solutions to those obstacles. Then a couple of weeks later, call another meeting to discuss how the solutions a
Online auctions have become very popular in recent years. They are great for finding bargains on all sorts of items. Many people shop auctions to find brand names at bargain prices, household items or even wholesale products. Some auction sites are actually one stop online auction shops that sell everything from antiques to automobiles while other sites specialize in only one type of product. Earn Profits There are sev
Another client offered to pay an incentive if safety goals were achieved, but failed to educate the organization on techniques to reduce accidents and injuries.
Another client offered to pay an incentive to employees who made suggestions for cost-cutting, but stopped short when no informal idea-sharing sessions were organized to give employees an opportunity to brainstorm ideas among themselves.
Most employees work hard now, so work ethic is not always the issue. The problem usually lies in a lack of understanding of specifically what to do differently to achieve more desirable results.
Try this: Whether you are launching a new incentive program or you have an existing incentive program that has been in place for a while, call a meeting for the specific purpose of discussing obstacles your people are encountering and brainstorm solutions to those obstacles. Then a couple of weeks later, call another meeting to discuss how the solutions a
All businesses have to have some sort or other logo of their own. This logo is the media wherein they introduce themselves to their clients. It is a known fact that visual processing is a very important way of gathering information as a good design is always remembered for ages. Keeping this in mind, most of the multinational companies spend millions of dollars on the development of their logo and any other branding material they need.<
Most employees work hard now, so work ethic is not always the issue. The problem usually lies in a lack of understanding of specifically what to do differently to achieve more desirable results.
Try this: Whether you are launching a new incentive program or you have an existing incentive program that has been in place for a while, call a meeting for the specific purpose of discussing obstacles your people are encountering and brainstorm solutions to those obstacles. Then a couple of weeks later, call another meeting to discuss how the solutions are working and if necessary tweak them.
Based on my experience, these additional steps will greatly improve the odds that your incentive compensation program will be a success.
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