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Will You Add? - The Red Carpet Treatment
I am not a fan of junk mail. However, there is a HUGE difference between junk mail and direct mail. Direct mail brings in sales, junk mail gets tossed in the garbage. I want you to learn the difference and how direct mail can be created and used to bring you new sales opportunities from a narrowly focused target market that it up to 15 times more likely to buy your product or service than if you were using the shotgun approach.One of the most common sales tactics that any media representative will use when trying to sell you advertising is the number of people who read their publication, hear their radio station, watch their shows, etc. What they don't tell you is how many of these people have no interest in what you are selling. The vast majority of people who will see or hear your ad in these types of media are not in the market for your product or service at all. You are reaching many that you never intended to reach…thus the term shotgun approach.With direct mail, you can target your message to very specific age groups,
If you, as their supervisor, do find yourself involved in other things when they arrive, appoint an ambassador to welcome the new recruit with a smile and a cup of coffee.
Why not literally lay the red carpet out? Go ahead, have some fun!
Plan to spend the first part of the day with your new person. Go over the agenda you sent, make changes as needed – plan your day together.
Make it clear this is a special day. Serve refreshments and add a welcome sign to the front door.
Post the person’s photo in the employee break room. Having a book or board with other employees’ photos (or at least department head
Are you stopping ... and don't know it? Are you stopping ... and don't show it? If you're stopping ... you won't grow it? So STOP it!Sound a little corny? Well, it's really not. I was working on a product recently and continued to re-record 1 section to the point it was getting out of hand. I kept saying, "Why do I keep messing this up -- why can't I be done?" Then I realized -- I didn't want it to be done because that means I would need to launch it. That means I need to show it to the world. I had no idea I was stopping in the form of "perfection" with my recording.Another reason for stopping; those infamous doubtful voices. I bet you think I'm just beginning in my business...hardly! I've been in business since 1999 and it still amazes me that I can get stopped. What that tells me is that I am human. The good thing is, I noticed I was stopped very quickly. In my earlier years it took me a long time to figure it out. Ah, the power of time and learning.Do you have a product or a service you are creating? Are you excited to
You would not be alone if you were feeling a little lost during your probationary period. Many people do. Since you know how it feels to be “the new kid on the block” you may be the perfect person to welcome other new employees to the fold. Regardless of your job title, you can help to make the difference between whether a new recruit stays or leaves within the first 90 days.
Studies have consistently shown that each time an employee leaves it costs between 50% - 150% percent of that employee’s salary to replace them. Companies often find that much of their voluntary turnover happens within the first 90 days of employment. If this is the case in your company, the first thing to look at is your hiring process. Are you hiring people who fit with your company’s culture? As Joan Brannick, Ph.D. and Jim Harris Ph.D., authors of Finding and Keeping Great Employees say, “Employees can find a job anywhere, but they commit to and want to remain with an organization whose culture they connect with.”
If you are convinced that you are hiring the people who “fit” with your company, then it may be time for The Red Carpet Treatment. Traditionally, a red carpet is laid out as a welcoming symbol to dignitaries in other countries, or superstars attending award shows. Why not treat your new superstar’s arrival as something truly special by setting out your own red carpet? Here are some immediately applicable ideas you can use to welcome your new recruit to the fold.
Before The First Day
Send a letter welcoming your new team member to the fold. Include an agenda for their “premiere day” and an invitation to have lunch with the boss.
Dwayne Clarke of Aegis Corporation sends letters to the family members of senior executives he brings on board. He welcomes the family to the company and lists specifically the qualities their loved one possesses that got them the job.
Be sure to set up realistic expectations of what the job entails. As Brannick says, “If you are losing people during the first 90 days The problem could be that you are creating unrealistic/inaccurate expectations during the recruiting/hiring process that are NOT met during the first 3-4 months on the job.”
Prepare your current employees for their new co-workers arrival, asking them to be particularly encouraging and supportive.
Survey your current employees about their first day on the job. What would have made it special? Make preparations using their suggestions.
The Premiere
Be ready for your new superstar’s arrival. Don’t leave them waiting out in the hallway alone for 15 minutes while you take care of other business.
If you, as their supervisor, do find yourself involved in other things when they arrive, appoint an ambassador to welcome the new recruit with a smile and a cup of coffee.
Why not literally lay the red carpet out? Go ahead, have some fun!
Plan to spend the first part of the day with your new person. Go over the agenda you sent, make changes as needed – plan your day together.
Make it clear this is a special day. Serve refreshments and add a welcome sign to the front door.
Post the person’s photo in the employee break room. Having a book or board with other employees’ photos (or at least department heads
The loss of employee privacy rights in the workplace is a growing concern among employees, attorneys, and civil libertarian groups. Although employers in banks, telecommunications, securities exchange, in hi-tech industries, and in other workplaces justify using video surveillance in the workplace to monitor employee behavior to chiefly promote safety, improve productivity, and stop theft, protecting employee privacy must be a top concern. For if the courts find that the employer’s surveillance methods are less than fair, that firm may find itself knee-deep in lawsuits that could have been prevented.Employers install hidden surveillance cameras for many good reasons (preventing theft, promoting productivity or protecting employees) that in some cases will intrude upon employee privacy. Legal observers and human resource specialists who study workplace privacy believe that employee privacy intrusions are more common than previously observed, and that they will increase every year.According to a 2005 survey conducted by the Ameri
If you are convinced that you are hiring the people who “fit” with your company, then it may be time for The Red Carpet Treatment. Traditionally, a red carpet is laid out as a welcoming symbol to dignitaries in other countries, or superstars attending award shows. Why not treat your new superstar’s arrival as something truly special by setting out your own red carpet? Here are some immediately applicable ideas you can use to welcome your new recruit to the fold.
Before The First Day
Send a letter welcoming your new team member to the fold. Include an agenda for their “premiere day” and an invitation to have lunch with the boss.
Dwayne Clarke of Aegis Corporation sends letters to the family members of senior executives he brings on board. He welcomes the family to the company and lists specifically the qualities their loved one possesses that got them the job.
Be sure to set up realistic expectations of what the job entails. As Brannick says, “If you are losing people during the first 90 days The problem could be that you are creating unrealistic/inaccurate expectations during the recruiting/hiring process that are NOT met during the first 3-4 months on the job.”
Prepare your current employees for their new co-workers arrival, asking them to be particularly encouraging and supportive.
Survey your current employees about their first day on the job. What would have made it special? Make preparations using their suggestions.
The Premiere
Be ready for your new superstar’s arrival. Don’t leave them waiting out in the hallway alone for 15 minutes while you take care of other business.
If you, as their supervisor, do find yourself involved in other things when they arrive, appoint an ambassador to welcome the new recruit with a smile and a cup of coffee.
Why not literally lay the red carpet out? Go ahead, have some fun!
Plan to spend the first part of the day with your new person. Go over the agenda you sent, make changes as needed – plan your day together.
Make it clear this is a special day. Serve refreshments and add a welcome sign to the front door.
Post the person’s photo in the employee break room. Having a book or board with other employees’ photos (or at least department head
Swapping business cards is one of the most basic and common forms of networking in the business world. With something that is so common practice, people often hand out cards blindly while not really thinking about what the card does AFTER you hand it out.How do your clients feel about your business card? Put yourself in their shoes.Is it valuable to them?Does it solve a problem?Take advantage of the extra real estate on the other sideMost business owners don't utilize the backside of their business cards. It's prime space to include important facts, offers, and information that help sell your company to the holder. Including valuable offers on your business card will make it worth holding on to.P.T.O - How to get someone to turn over your business cardOne small abbreviation added to the front of your cards can double your success rate. P.T.O. (Please Turn Over) lets the holder know there is something of value of the backside, and it would be in their best interest to check it out. Alternatively,
Before The First Day
Send a letter welcoming your new team member to the fold. Include an agenda for their “premiere day” and an invitation to have lunch with the boss.
Dwayne Clarke of Aegis Corporation sends letters to the family members of senior executives he brings on board. He welcomes the family to the company and lists specifically the qualities their loved one possesses that got them the job.
Be sure to set up realistic expectations of what the job entails. As Brannick says, “If you are losing people during the first 90 days The problem could be that you are creating unrealistic/inaccurate expectations during the recruiting/hiring process that are NOT met during the first 3-4 months on the job.”
Prepare your current employees for their new co-workers arrival, asking them to be particularly encouraging and supportive.
Survey your current employees about their first day on the job. What would have made it special? Make preparations using their suggestions.
The Premiere
Be ready for your new superstar’s arrival. Don’t leave them waiting out in the hallway alone for 15 minutes while you take care of other business.
If you, as their supervisor, do find yourself involved in other things when they arrive, appoint an ambassador to welcome the new recruit with a smile and a cup of coffee.
Why not literally lay the red carpet out? Go ahead, have some fun!
Plan to spend the first part of the day with your new person. Go over the agenda you sent, make changes as needed – plan your day together.
Make it clear this is a special day. Serve refreshments and add a welcome sign to the front door.
Post the person’s photo in the employee break room. Having a book or board with other employees’ photos (or at least department head
Todays’ discussion about the value of meetings and conferences moves to a new plane. Instead of focusing only on the Return on Investment (ROI), Executives are beginning to focus on Return on Objective (ROO). Our opinion… measuring the true value of meetings and conferences often requires that you use a combination of both.ROI typically expresses the worth of a meeting or conferences in monetary terms – the number of dollars gained or lost as a result of the meeting or conferences after you account for all associated expenses. ROO, on the other hand, measures whether the objectives of a meeting or conferences have been met, such as whether sales representatives can recall the selling points of a product six months or a year after a sales training meeting.Since the goals for hosting meetings and conferences typically expand far beyond monetary reasons alone, simply looking at the financial aspect of your meeting is incomplete when measuring value.We highly recommend that senior staff determine very specific objectives and ge
Be sure to set up realistic expectations of what the job entails. As Brannick says, “If you are losing people during the first 90 days The problem could be that you are creating unrealistic/inaccurate expectations during the recruiting/hiring process that are NOT met during the first 3-4 months on the job.”
Prepare your current employees for their new co-workers arrival, asking them to be particularly encouraging and supportive.
Survey your current employees about their first day on the job. What would have made it special? Make preparations using their suggestions.
The Premiere
Be ready for your new superstar’s arrival. Don’t leave them waiting out in the hallway alone for 15 minutes while you take care of other business.
If you, as their supervisor, do find yourself involved in other things when they arrive, appoint an ambassador to welcome the new recruit with a smile and a cup of coffee.
Why not literally lay the red carpet out? Go ahead, have some fun!
Plan to spend the first part of the day with your new person. Go over the agenda you sent, make changes as needed – plan your day together.
Make it clear this is a special day. Serve refreshments and add a welcome sign to the front door.
Post the person’s photo in the employee break room. Having a book or board with other employees’ photos (or at least department head
Forklift ramps are used to enable forklifts move to a higher work area. Forklifts are basically designed to operate on flat surfaces and its dangerous to operate on steep inclines. The ramps enable forklifts to load merchandise directly on trailers and trucks in the absence of permanent loading docks.The ramps are made from strong non-corrosive metals and are designed to withstand the pressure of a fully loaded forklift. The basic structure consists of an elevated metal platform supported by pillars and metal crossbeams. Some even have mechanical levers to increase or decrease the height of the ramp.Forklifts are generally small and compact. This makes them vulnerable to tipping over while negotiating an incline. The problem increases when the forklift is loaded to capacity. Ramps provide the required gradual elevation needed by forklifts. Ramps are made from steel or aluminum and are coated with special anti corrosive paint. Generally, steel is preferred as it is cheaper than aluminum. Ramps can either be portable or fixed. A fix
If you, as their supervisor, do find yourself involved in other things when they arrive, appoint an ambassador to welcome the new recruit with a smile and a cup of coffee.
Why not literally lay the red carpet out? Go ahead, have some fun!
Plan to spend the first part of the day with your new person. Go over the agenda you sent, make changes as needed – plan your day together.
Make it clear this is a special day. Serve refreshments and add a welcome sign to the front door.
Post the person’s photo in the employee break room. Having a book or board with other employees’ photos (or at least department heads) will enable him/her to get to know names without being put in the embarrassing situation of having to ask twice.
Have your new team members work area prepared. Do they have all the office supplies they need? How about a list of contact phone numbers? Flowers or balloons on the desk or locker for the first day would be a welcome touch.
Provide free lunch for a week.
Offer a form that the new employee can voluntarily fill out, listing their hobbies and favorites. In other words, find out who the person is as a human being. Then be sure to introduce him/her to other co-workers with similar interests.
Orientation
Take a look at your orientation process. Are you guilty of showing boring training videos and calling that orientation? Strive to make your training process more effective. Use real people. Take your time. A good orientation can not be accomplished in 1 day.
Make it fun. Turn your orientation process into a game show format with candy and prizes. Send your new recruit on a scavenger hunt, asking them to collect signatures of other employees.
If you absolutely must show those boring training videos, at the very least serve popcorn and a soda.
Or……make the videos fun. According to Nuts! Southwest Airlines’ Crazy Recipe for Business and Personal Success by Kevin and Jackie Freiberg, new Southwest Airlines’ employees get treated to a video taped rap song led by former CEO Herb Kelleher during their orientation.
During the first week, check in periodically to make sure the new employee is comfortable performing their job duties. Listen to and address their concerns.
Be Friendly and Patient. Use diplomacy when correcting errors. More importantly, notice the things they are doing well and praise them out loud.
Ask your new recruits to evaluate the orientation process and strive to continually improve it.
Co-worker Support
Remember the Welcome Wagon. When a new neighbor moved into a community, a smiling face would appear at their door with a basket of goodies and a warm welcoming smile. When a new employee joins your company they become part of your community. Why not bring the Welcome Wagon concept back on the job? When people work together for a long time, there is a tendency to get close. This is a good thing, except that it makes it difficult for a new employee to feel part of the group. If employees are leaving your company within the first 90 days, exit interviews may reveal that they simply did not feel they fit in. Current employees can do a lot to change that perception and ensure the new “community member” feels immediately welcomed.
Establish a red carpet committee. These are current employees who volunteer to be ambassadors for new employees. Hold a brainstorming session and come up with as many ways as you can to make the new perso
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