Like me you probably get a lot of articles and newsclips that cross your desk every day. I try to sort them out and many of them are nothing more than an advertisement disguised as an article.
I had one cross my desk last week that I thought was so appropriate for our industry that I want to share some excerpts from it. The article was written by Lindsay Broder who is a very successful certified professional coach based in New York City. Her company is "The Occupreneur Coach". The title of her article is 7 Things You should Never Say To An Employee. Let me share some of those things with you. The 7 things are hers, the commentary is mine.
1. I'm the boss. Do as I say--Ever said that to a co-worker or employee? Ever heard someone say or have you said, "Do it my way or hit the highway". Most people I know that say this have their employees hit the highway because no one person has a monopoly on good ideas. Oh sure, there are times where you have an emergency job like a water leak or fire and you have to just take charge and give orders but people expect it then but not in the everyday routine.
2. You're lucky to have a job--No one really works well in a job where they are made to feel that they are indebted to the boss. Even in today's environment where jobs are not particularly easy to come by, your employees deserve your respect. If they aren't doing the job, train them, and if that doesn't work, take the disciplinary steps to eventually terminate them but sarcasim and comments such as this won't endear you to anyone. In fact, it make cause you to lose YOUR job.
3. If you don't like it, I'll find someone who does--You may be the boss or manager but making comments like this also makes you a jerk. In today's work environment, threatening employees doesn't work. It worked in my father's generation but today's work force does not respond in a positive way to that kind of threatening talk, nor should they.
4. Why are you the only one who has a problem with this?--My question here is have you trained them in the correct way to perform the task that you are asking them to perform? Remember the old saying--If the learner hasn't learned, the teacher hasn't taught? People don't like to be compared to other people so when you make a statement like this you are putting the person down and that never leads to a productive employee. No question, you will have some employees that just don't get it or are always complaining or grumbling. If that is the case, address the issue with them and take appropriate action in private but never get into a employee comparison situation. Your employees just might start comparing you as a boss that has a problem that other bosses haven't had. Think about it.
5. I don't have time for this--If you don't have time for this then maybe you shouldn't be the boss. Your job is to take the time for "this" and make sure all employees are properly trained and have the right tools and time allowed to do the job professionally for your customer. Here I go again, what does your training program look like?
6. You have no idea what stress is--Everybody has stress and what makes yours more important than the stress your employees have. This reminds of the time someone told me that you should never share your stress and problems with others---half of the people don't care and the other half are glad you have the problems. That comment has served me well through the years. Take heed.
7. Do you see that name on the door?--Yeah, so what? You may have built your company or department from the ground up investing your money and time--YOUR LIFE into the company but your are not God and throwing your weight around as if you are, only drives you employees away from you and builds resentment. Without your employees, what do you have, how do your service the clients? Your employees are the inventory you provide for your customers. My question to you is, are you providing your customers with a well trained, happy, smiling inventory every day when they go work in the buildings you service?
So there you have it, the 7 things never to say to your employees as presented by Lindsay Broder of the Occupreneur Coach. How did you do? Ever catch yourself saying any of those? If so, make a concerted effort to eliminate them from your vocabulary. If you never say them, congratulations, you are on the road to providing a positive place to work.
We had a super number of people that tuned in to our conference call on Buying and Selling Your Company. Hope you were able to join us. We'll alert you to upcoming topics of interest. We have several exciting new things on the horizon. We will roll each of them out as they are ready to go. Stay tuned.
Don't forget our weekly FREE pod casts at www.tripodcast.com.
Till next time.
Saturday, April 26, 2014
Thursday, April 17, 2014
THE 5 LEADERSHIP TRAITS OF A SUCCESSFUL BSC
Last week we talked about focusing on leadership and the difference between leading and managing and the importance of having both on your staff.
As promised, this week we will focus on what I consider to be 5 major leadership characteristics necssary for us to succeed in the contract cleaning business.
1. HONESTY--Here I am talking primarily about honesty AND integrity. I realize this is pretty obvious but look around you in the world today. Look around in the business world today. The government has had to get involved in many business empires to save the companies from themselves and sometimes it is obvious that congress needs to save itself from itself.
2. BE A DECISION MAKER--Here is where so many business people slow down and sometimes ruin their opportunity for success. Some people just cannot make a decision and by the time they get around to making the decision, the opportunity that may have been theirs is gone.
I know a gentleman that is an outstanding manager in just about every way you could judge him, but he cannot make a decision. He waivers one way and then another and then another. If someone makes the decision and then hands him the program or policy to manage he will do a superb job but don't ask him to make the initial decision. I should also mention that most entrepreneurs are not very good managers. They are great idea people but have a difficult time managing the ideas they generated. This is not a bad thing.
3. HANDLE PROBLEMS PROMPTLY--This is one of the most difficult areas for most entrepreneurs to attack. Most can handle problems with customers or lawyers or bankers without much difficulty but handling employee problems, especially at the management level is one area that just doesn't get done well most of the time. Of course it can be difficult dealing with customers or lawyers or bankers but most entreprenuers will jump right in and address the issues. By the same token if they are having a problem with a management employee they will procrastinate until many times damage has been done to the organization that can be very difficult to repair.
As I write this I can recall about 10 instances through the years where I should have acted promptly on an employee issue and didn't. All of us make very good decisions in hindsight.
I should mention here that I terminated my wife twice and she quit once. I also fired one of my sons once and he quit once. Boy did those make for some "fun" family discussions. How come I could fire my family who I love dearly and not terminate a non-relative who probably deserved to be history for many more serious reasons, and sooner? Just lucky, I guess.
4. MAINTAIN YOUR FOCUS--I have discussed many times the importance of a business plan along with the need for a focus on customer satisfaction and employee training and the need for constantly learning as much as you can about this great industry.
Rest assured, many distractions will occur as you grow your company. You probably already know that. Many so called "oppotunities" will arise that you will be tempted to "take advantage of" but it is your responsibility to address the one big issue of DOES IT FIT WHAT WE ARE TRYING TO ACCOMPLISH AND WHERE WE ARE TRYING TO GO?
5. DON'T ALLOW OTHERS TO CONTROL YOUR DESTINY--This is a big one. As a leader it is your responsibility to set the course for your company and for your personal life. The culture of your company is YOUR responsibility. A couple of ways you can control your own destiny or have others control it for you are...
As promised, this week we will focus on what I consider to be 5 major leadership characteristics necssary for us to succeed in the contract cleaning business.
1. HONESTY--Here I am talking primarily about honesty AND integrity. I realize this is pretty obvious but look around you in the world today. Look around in the business world today. The government has had to get involved in many business empires to save the companies from themselves and sometimes it is obvious that congress needs to save itself from itself.
2. BE A DECISION MAKER--Here is where so many business people slow down and sometimes ruin their opportunity for success. Some people just cannot make a decision and by the time they get around to making the decision, the opportunity that may have been theirs is gone.
I know a gentleman that is an outstanding manager in just about every way you could judge him, but he cannot make a decision. He waivers one way and then another and then another. If someone makes the decision and then hands him the program or policy to manage he will do a superb job but don't ask him to make the initial decision. I should also mention that most entrepreneurs are not very good managers. They are great idea people but have a difficult time managing the ideas they generated. This is not a bad thing.
3. HANDLE PROBLEMS PROMPTLY--This is one of the most difficult areas for most entrepreneurs to attack. Most can handle problems with customers or lawyers or bankers without much difficulty but handling employee problems, especially at the management level is one area that just doesn't get done well most of the time. Of course it can be difficult dealing with customers or lawyers or bankers but most entreprenuers will jump right in and address the issues. By the same token if they are having a problem with a management employee they will procrastinate until many times damage has been done to the organization that can be very difficult to repair.
As I write this I can recall about 10 instances through the years where I should have acted promptly on an employee issue and didn't. All of us make very good decisions in hindsight.
I should mention here that I terminated my wife twice and she quit once. I also fired one of my sons once and he quit once. Boy did those make for some "fun" family discussions. How come I could fire my family who I love dearly and not terminate a non-relative who probably deserved to be history for many more serious reasons, and sooner? Just lucky, I guess.
4. MAINTAIN YOUR FOCUS--I have discussed many times the importance of a business plan along with the need for a focus on customer satisfaction and employee training and the need for constantly learning as much as you can about this great industry.
Rest assured, many distractions will occur as you grow your company. You probably already know that. Many so called "oppotunities" will arise that you will be tempted to "take advantage of" but it is your responsibility to address the one big issue of DOES IT FIT WHAT WE ARE TRYING TO ACCOMPLISH AND WHERE WE ARE TRYING TO GO?
5. DON'T ALLOW OTHERS TO CONTROL YOUR DESTINY--This is a big one. As a leader it is your responsibility to set the course for your company and for your personal life. The culture of your company is YOUR responsibility. A couple of ways you can control your own destiny or have others control it for you are...
OVERALL CUSTOMER QUALITY
While relationships are critical in the service business, poor quality of work will eventually destroy most relationships. This means it is up to YOU to decide the standard of work that is acceptable in your organization. You will have supervisors and managers checking the work and doing the training etc. but it is still your responsibility. You set the bar, not the line worker or supervisor. Agree?
MANAGING TIME
As you build your business, managing your time and the time of your staff becomes even more critical. You probably are realizing that every day. How are you doing? Many people are pulling you many different directions and your day can become one of frustration.. Your time management is one thing you will struggle with constantly.
Do you know that if you have 10 employees that waste 5 minutes a day and you pay them $10 per hour that equates to lost dollars of $2,520 per year? Now take your personal pay rate and time value and multiply that times 5 minutes a day and see what that amount is.
You can go to my web site at www.consultantsincleaning.com and download a free chart that shows you what 5 minutes a day lost costs you at various pay rates and with different numbers of employees. Just click on the WORKSHEET icon and it will take you to the "its only 5 minutes" chart. Other free items are there as well for your use. Hopefully some of them will be helpful. Much of what I have said here is also available in greater detail in my book "The Do's and Don'ts of Contract Cleaning From One Who Did and Didn't. That is available by clicking on the book icon at the web site. (that is not free however). Chapter 15 covers leadership qualities in much greater detail than we are able to address in a short blog such as this.
I realize there are many traits and characteristics to being a leader. What I have shared with you in these two blogs are just a few that I consider paramount to success in this industry.
Till next time. Don't forget our FREE weekly pod cast at www.tripodcast.com. This week's session was recorded with a beautiful sunset behind me.
Friday, April 11, 2014
FOCUSING ON LEADERSHIP
Whether you like it or not, if you are in the management of your company, your employees look to you to provide leadership in the direction the organization is going. What type of leadership are your providing? It's very important you know. The people are looking to YOU to give them overall direction.
For example, what is the dress code in your company? Do you allow jeans to be worn at all times by your office staff or do you require suit and tie for men and business attire for ladies? If you require business attire, try wearing jeans to work for a couple of days. It won't take long and everyone is wearing jeans because you have set the standard. Have an alcoholic drink for lunch and it becomes standard and "okay". They are watching you every minute of the day and that is not a bad thing if you are setting a good example.
Let's talk about leadership. As we go through these ideas, think about your organization and how it is or isn't performing and if you need changes to occur.
First, the definition of leadership from the dictionary--THE ART OF MOTIVATING A GROUP OF PEOPLE TO ACT TOWARD ACHIEVING A COMMON GOAL.
There's that word "goal". Have you established any for your company? How about yourself? That is probably a subject for a whole year of blogs so we're not going to spend a great deal of time here on how to set goals etc. but one goal that I think should be the focus of every company is "SATISFY THE CUSTOMER".
You will notice I didn't say provide customer service, I said provide customer SATISFACTION. There is a big difference. One is a concept, the other a demonstration of the concept. Again, the subject for another blog.
So now that I have established the fact that I think one of your company goals should be to satisfy the customer, let's dig deeper into this whole idea of leadership.
I think it is important that we not confuse managing with leadership. You see, there is a major difference and the successful company will make sure they have both. I think the best defintion I ever heard or read on the subject is attributed to former first lady, Roslyn Carter who said "MANAGERS TAKE PEOPLE WHERE THEY WANT TO GO, LEADERS TAKE THEM WHERE THEY NEED TO GO".
Think about that. As a leader of your company you are charged with the responsibility of taking people in the direction that is needed to accomplish the goals that are established for the organization. This is not always comfortable. You see, it is much more fun and much easier to just make friends with everyone and have a big happy family and try to please everyone, isn't it? You'll probably have a great time but you won't accomplish as much. In fact, you may not accomplish any of the objectives you have established.
Another way I have head this managing vs. leadership dilemma explained is that "managers do things right while leaders do the right things". As I stated earlier, your company needs both and you need to find those people who can do the things right once it has been determined what the right things are your company should be doing.There are many good and honest people who want to do things right. "Just tell me what my job is and I'll do it better than anyone else". Know anyone in your organization like that? If you do, keep them happy.
Most entrepreneurs are great idea people and know what has to be done but don't ask them to do the details. They will mess up the details almost all the time. They know the right things but need key people to do them right. Guilty as charged.
So, in the next blog we are going to take a look at what I think are the 5 major characteristics needed for us to succeed in the contract cleaning business. Be sure to come back next time and see if you agree with my 5.
Don't forget to sign up for our next webinar to be held Thursday, April 24, at 3 PM Eastern time. The subject is "The Key Elements in Buying and/or Selling a Cleaning Business". You can register at thejanitorialstore.com/products/item943.cfm. Joining me for this informative webinar will be Steve and Jean Hanson and Shaon Cowan. All of us have bought and sold companies so no theory here, just the facts. Look forward to having as many as possible join us. So far, registrations have been brisk which is exciting.
Also, don't forget our FREE weekly pod cast at www.tripodcast.com.
Till next time.
For example, what is the dress code in your company? Do you allow jeans to be worn at all times by your office staff or do you require suit and tie for men and business attire for ladies? If you require business attire, try wearing jeans to work for a couple of days. It won't take long and everyone is wearing jeans because you have set the standard. Have an alcoholic drink for lunch and it becomes standard and "okay". They are watching you every minute of the day and that is not a bad thing if you are setting a good example.
Let's talk about leadership. As we go through these ideas, think about your organization and how it is or isn't performing and if you need changes to occur.
First, the definition of leadership from the dictionary--THE ART OF MOTIVATING A GROUP OF PEOPLE TO ACT TOWARD ACHIEVING A COMMON GOAL.
There's that word "goal". Have you established any for your company? How about yourself? That is probably a subject for a whole year of blogs so we're not going to spend a great deal of time here on how to set goals etc. but one goal that I think should be the focus of every company is "SATISFY THE CUSTOMER".
You will notice I didn't say provide customer service, I said provide customer SATISFACTION. There is a big difference. One is a concept, the other a demonstration of the concept. Again, the subject for another blog.
So now that I have established the fact that I think one of your company goals should be to satisfy the customer, let's dig deeper into this whole idea of leadership.
I think it is important that we not confuse managing with leadership. You see, there is a major difference and the successful company will make sure they have both. I think the best defintion I ever heard or read on the subject is attributed to former first lady, Roslyn Carter who said "MANAGERS TAKE PEOPLE WHERE THEY WANT TO GO, LEADERS TAKE THEM WHERE THEY NEED TO GO".
Think about that. As a leader of your company you are charged with the responsibility of taking people in the direction that is needed to accomplish the goals that are established for the organization. This is not always comfortable. You see, it is much more fun and much easier to just make friends with everyone and have a big happy family and try to please everyone, isn't it? You'll probably have a great time but you won't accomplish as much. In fact, you may not accomplish any of the objectives you have established.
Another way I have head this managing vs. leadership dilemma explained is that "managers do things right while leaders do the right things". As I stated earlier, your company needs both and you need to find those people who can do the things right once it has been determined what the right things are your company should be doing.There are many good and honest people who want to do things right. "Just tell me what my job is and I'll do it better than anyone else". Know anyone in your organization like that? If you do, keep them happy.
Most entrepreneurs are great idea people and know what has to be done but don't ask them to do the details. They will mess up the details almost all the time. They know the right things but need key people to do them right. Guilty as charged.
So, in the next blog we are going to take a look at what I think are the 5 major characteristics needed for us to succeed in the contract cleaning business. Be sure to come back next time and see if you agree with my 5.
Don't forget to sign up for our next webinar to be held Thursday, April 24, at 3 PM Eastern time. The subject is "The Key Elements in Buying and/or Selling a Cleaning Business". You can register at thejanitorialstore.com/products/item943.cfm. Joining me for this informative webinar will be Steve and Jean Hanson and Shaon Cowan. All of us have bought and sold companies so no theory here, just the facts. Look forward to having as many as possible join us. So far, registrations have been brisk which is exciting.
Also, don't forget our FREE weekly pod cast at www.tripodcast.com.
Till next time.
Monday, April 7, 2014
BUYING OR SELLING?
Not a week goes by that someone doesn't call me to talk about either selling their company or they are interested in buying another company. Usually the conversation stems around the question--WHAT IS THE MULTIPLE FOR BUYING OR SELLING A COMPANY TODAY? While that is a great question, there are several ways to arrive at the answer.
At the risk of being chastised and banished to the back row, I want to advise you of a webinar we will be doing on THURSDAY, APRIL 24, AT 3 PM EASTERN TIME. I'll be joined by industry professionals, Jean and Steve Hanson along with Sharon Cowan. All of us have had experience in both buying and selling janitorial service companies and hopefully can give listeners an insight into this exciting part of the industry.
Our topics will include among other items,
--What to consider when buying a company
--How and when to prepare to sell your company?
--Should you use a broker?
--How is value determined when buying OR selling a company
--Different ways to get paid when selling
--Mistakes we made and how to avoid them
--What are some of the terms used in the process
--Planning for the afterlife when selling
--The due diligence process
Someone once told me that you WILL get rid of your company one day. You will either sell it, go out of business, or die, but you will be parted from your company at some point. I never really thought of it that way but it is true, isn't it? At some point, our business will no longer be in our hands, either through our choice or others.
You can register for this great learning opportunity by going to thejanitorialstore.com/products/item943.cfm. It could just be the most important hour you will spend this year on behalf of your business life.
I'm looking forward to the event and hope that as many as possible will join us.
Don't forget to listen to our FREE weekly pod cast at www.tripodcast.com. This week our subject is We Can Do That.
Till next time.
At the risk of being chastised and banished to the back row, I want to advise you of a webinar we will be doing on THURSDAY, APRIL 24, AT 3 PM EASTERN TIME. I'll be joined by industry professionals, Jean and Steve Hanson along with Sharon Cowan. All of us have had experience in both buying and selling janitorial service companies and hopefully can give listeners an insight into this exciting part of the industry.
Our topics will include among other items,
--What to consider when buying a company
--How and when to prepare to sell your company?
--Should you use a broker?
--How is value determined when buying OR selling a company
--Different ways to get paid when selling
--Mistakes we made and how to avoid them
--What are some of the terms used in the process
--Planning for the afterlife when selling
--The due diligence process
Someone once told me that you WILL get rid of your company one day. You will either sell it, go out of business, or die, but you will be parted from your company at some point. I never really thought of it that way but it is true, isn't it? At some point, our business will no longer be in our hands, either through our choice or others.
You can register for this great learning opportunity by going to thejanitorialstore.com/products/item943.cfm. It could just be the most important hour you will spend this year on behalf of your business life.
I'm looking forward to the event and hope that as many as possible will join us.
Don't forget to listen to our FREE weekly pod cast at www.tripodcast.com. This week our subject is We Can Do That.
Till next time.
Monday, March 24, 2014
YOU'RE OPEN WHEN?
Here's an earth shattering statement--Most of the people we as BSC's employ work at night, usually starting after 6 PM. Amazing revelation, isn't it?
Here's another earth shattering statement--Most BSC's have their Human Resourses department open from 8 AM to 5 PM. What's wrong with this picture?
If we are in the business of hiring primarily evening staff members, why are we open only during the day? With many BSC's employing part time help, it means that if the applicant has a full time job, they have to take off from their other job to apply for a part time position with you. Or worse yet, they lie, and call in sick so they can put in an application in the hours YOU prefer to interview. Neither alternative, in my opinion, is a favorable choice. They give up pay on their full time job to apply for a part time, probably lower paying job?
It seems to me it makes sense to be open at least until 7 PM in the evening even if you don't start the HR day until 10 AM. At least do it a couple of days a week. In this way you can do interviewing with the quality propects you are always hoping for. Experience tells us that if you are only open during the daytime hours and are looking for part time workers, you are going to get the unemployed applicant that really wants full time work but will take this position until they can find that full time position. This just adds to your woes and the number of W-2s you have to make at the end of the year. And at $500+ per person cost of turnover per employee, this turns out to be a very expensive employee that you probably hired in desperation anyway.
Let's take it another step further. Many companies say they only interview between certain hours, say 2-4 PM or 1-4PM. Now there's a real kick in the teeth. We are a company looking for great employees but we are only willing to talk with them at certain times of the day? My guess is the competitor is hiring those applicants that want to be interviewed outside the window that has been established.
Some companies I know are open from 9-noon on Saturdays in order to give applicants every opportunity to apply. They post it in the ad and encourage Saturday interviews.
Others I know open their doors on Sunday afternoon from time to time from 1-4 PM to catch those people that may be out looking for a home and are trying to determine how they will come up with the extra money for the higher house payment. How about a Sunday ad that says something like--"Found the house you would like to own? Will the payments be a stretch? We are open on Sunday afternoon from 1-4 to talk with you about quality part time positions that will help you earn that extra money needed to afford the house you have always wanted.".
To drive even more traffic to your door, let me suggest you post an ad in whatever media form you use that says something like--"10 immediate openings" as the headline and then put in the rest of the details. I am sure someone reading this is saying something like, I only need 3 people right now Wouldn't that be lying?. Let me ask you. Do you have 7 people you would like to get rid of and if the answer is yes, then you have 10 immediate openings?
I remember helping an HR person for a company write an ad that said 25 immediate openings and the HR manager was resistant because he only had 14 actual openings. I then asked the Operations Manager if we placed an ad that said 25 immediate openings, did he have 11 people he would like to replace. His response to me was, "Today I have 111 employees I would like to replace. He was not having a good day. It's kind of like the guy who asked me how many people I had working for me and my reply was "about half of them". I wasn't having a good day that day either. Or the basketball coach when asked, after a bad loss, what he thought of his team's execution and his response was, "I'm all for it". Well anyway, you get the idea.
So, let me ask you, when are you open? Are you open for your convenience or at the times convenient for your applicants which just might become your companies future leaders? Some things to think about. In our book, Finding, Training, and Keeping GREAT Service Employees 101" we talk a great deal about the subject of hiring techniques that bring you the right people. Available at www.consultantsincleaning.com
Remember to listen to our FREE weekly pod cast at www.tripodcast.com. We are making some changes in the format and you will want to listen and see what they are.
Let me know your comments, agree or disagree, we read them all.
Till next time.
Here's another earth shattering statement--Most BSC's have their Human Resourses department open from 8 AM to 5 PM. What's wrong with this picture?
If we are in the business of hiring primarily evening staff members, why are we open only during the day? With many BSC's employing part time help, it means that if the applicant has a full time job, they have to take off from their other job to apply for a part time position with you. Or worse yet, they lie, and call in sick so they can put in an application in the hours YOU prefer to interview. Neither alternative, in my opinion, is a favorable choice. They give up pay on their full time job to apply for a part time, probably lower paying job?
It seems to me it makes sense to be open at least until 7 PM in the evening even if you don't start the HR day until 10 AM. At least do it a couple of days a week. In this way you can do interviewing with the quality propects you are always hoping for. Experience tells us that if you are only open during the daytime hours and are looking for part time workers, you are going to get the unemployed applicant that really wants full time work but will take this position until they can find that full time position. This just adds to your woes and the number of W-2s you have to make at the end of the year. And at $500+ per person cost of turnover per employee, this turns out to be a very expensive employee that you probably hired in desperation anyway.
Let's take it another step further. Many companies say they only interview between certain hours, say 2-4 PM or 1-4PM. Now there's a real kick in the teeth. We are a company looking for great employees but we are only willing to talk with them at certain times of the day? My guess is the competitor is hiring those applicants that want to be interviewed outside the window that has been established.
Some companies I know are open from 9-noon on Saturdays in order to give applicants every opportunity to apply. They post it in the ad and encourage Saturday interviews.
Others I know open their doors on Sunday afternoon from time to time from 1-4 PM to catch those people that may be out looking for a home and are trying to determine how they will come up with the extra money for the higher house payment. How about a Sunday ad that says something like--"Found the house you would like to own? Will the payments be a stretch? We are open on Sunday afternoon from 1-4 to talk with you about quality part time positions that will help you earn that extra money needed to afford the house you have always wanted.".
To drive even more traffic to your door, let me suggest you post an ad in whatever media form you use that says something like--"10 immediate openings" as the headline and then put in the rest of the details. I am sure someone reading this is saying something like, I only need 3 people right now Wouldn't that be lying?. Let me ask you. Do you have 7 people you would like to get rid of and if the answer is yes, then you have 10 immediate openings?
I remember helping an HR person for a company write an ad that said 25 immediate openings and the HR manager was resistant because he only had 14 actual openings. I then asked the Operations Manager if we placed an ad that said 25 immediate openings, did he have 11 people he would like to replace. His response to me was, "Today I have 111 employees I would like to replace. He was not having a good day. It's kind of like the guy who asked me how many people I had working for me and my reply was "about half of them". I wasn't having a good day that day either. Or the basketball coach when asked, after a bad loss, what he thought of his team's execution and his response was, "I'm all for it". Well anyway, you get the idea.
So, let me ask you, when are you open? Are you open for your convenience or at the times convenient for your applicants which just might become your companies future leaders? Some things to think about. In our book, Finding, Training, and Keeping GREAT Service Employees 101" we talk a great deal about the subject of hiring techniques that bring you the right people. Available at www.consultantsincleaning.com
Remember to listen to our FREE weekly pod cast at www.tripodcast.com. We are making some changes in the format and you will want to listen and see what they are.
Let me know your comments, agree or disagree, we read them all.
Till next time.
Friday, March 14, 2014
JUST E-MAIL IT OVER
It is no secret that we have become a technological society. Everthing now is, like me on facebook, link up with me on linkedin, how many followers do we have on twitter and the list goes on. If you are like me you are probably seeing more stuff on facebook than you ever wanted to see.
So too, technology has taken over our industry as to providing proposals for our prospects. How many times in recent memory have you just e-mailed a price or a couple of sheets to a prospect along with the price for service? Be honest, how many times?
Before going any further let me mention there are some very good ways of preparing proposals and e-mailing them to your prospect electronically if that is the way you choose to go. If you were at the last ISSA tradeshow you saw some great examples of this by companies who provide this service.
But the question remains. Are we getting so technologically savvy that we forget that maybe the best way to present a proposal and close the sale is by sitting right next to the prospect and discussing what we have to offer? It's easy to put your features and benefits down on paper for them to read but aren't you missing something? Isn't it important to see the body language of the prospect when they are reviewing the information? Don't you want to see them frown or grin or show no expression? Doesn't that give you a sense of what you need to do next rather than sitting in your office wondering what they are thinking or saying as they go through the information?
How does your electronic information answer some of the following questions if you're not there?
Your price is too high
Let's talk in greater detail about the training and benefit program for your people
These specs aren't exactly what I want
What happens if?
There are many more but you get the picture. I personally want to see the prospects body language when we are talking about the specifications and the pricing connected with those specifications. I want to be able to explain our pricing, detail our training program, and how it benefits the prospect and I want to be able to adjust specifications on the spot if need be, or adjust pricing to meet the adjusted specifications. I want to be able to answer their questions in person if they ask what happens if? O sure, they can make a list of questions and e-mail them over to you and you can ae-mail the answers back but let me ask you---Who has the upper hand when you are just e-mailing back and forth? HINT, HINT, IT IS NOT YOU.
I may be from a really old school but after I have spent considerable dollars creating a prospect list, and even more dollars finally getting the prospect to allow me to present a proposal, I really don't want my computer or their computer deciding if I get the business. I want to be there, see their reactions, answer any questions, ask questions that I may have and provide an overall solid person to person presentation of why they should contract with my organization.
Oh, I know. The prospect tells you they are so busy that they can't take the time to see you so "just e-mail it over". Do you oblige? Or, do you say, "Mr./Ms. prospect, the potential of having your company as a customer of ours is extremely important and I would like to present our information in person. I am willing to meet after hours or over breakfast before you go to the office some morning, but it really is important that I am able to discuss the information with you in person. It will only take one hour of your time".
Now what happens if they say okay but they don't have one hour? You ask for 45 minutes etc. and provide them the Reader's Digest version and prepare accordingly and don't go over the alotted time unless they have questions (which is good) or need additional information.
So how about it? Are you content to "just e-mail it over", or do you want to expend the effort to maybe force the issue a bit and get in front of the prospect? Let me suggest you work hard at getting that person to person presentation.
On another subject, David and I are experimenting with a couple of different formats on our weekly tripodcasts. I hope you are listening and when those new formatted ones crop up here and there let us know what you think of them. Again the pod casts are free and available at www.tripodcast.com.
Till next time. By the way, I would love to hear your comments on this post. Agree? Disagree? Let me know.
So too, technology has taken over our industry as to providing proposals for our prospects. How many times in recent memory have you just e-mailed a price or a couple of sheets to a prospect along with the price for service? Be honest, how many times?
Before going any further let me mention there are some very good ways of preparing proposals and e-mailing them to your prospect electronically if that is the way you choose to go. If you were at the last ISSA tradeshow you saw some great examples of this by companies who provide this service.
But the question remains. Are we getting so technologically savvy that we forget that maybe the best way to present a proposal and close the sale is by sitting right next to the prospect and discussing what we have to offer? It's easy to put your features and benefits down on paper for them to read but aren't you missing something? Isn't it important to see the body language of the prospect when they are reviewing the information? Don't you want to see them frown or grin or show no expression? Doesn't that give you a sense of what you need to do next rather than sitting in your office wondering what they are thinking or saying as they go through the information?
How does your electronic information answer some of the following questions if you're not there?
Your price is too high
Let's talk in greater detail about the training and benefit program for your people
These specs aren't exactly what I want
What happens if?
There are many more but you get the picture. I personally want to see the prospects body language when we are talking about the specifications and the pricing connected with those specifications. I want to be able to explain our pricing, detail our training program, and how it benefits the prospect and I want to be able to adjust specifications on the spot if need be, or adjust pricing to meet the adjusted specifications. I want to be able to answer their questions in person if they ask what happens if? O sure, they can make a list of questions and e-mail them over to you and you can ae-mail the answers back but let me ask you---Who has the upper hand when you are just e-mailing back and forth? HINT, HINT, IT IS NOT YOU.
I may be from a really old school but after I have spent considerable dollars creating a prospect list, and even more dollars finally getting the prospect to allow me to present a proposal, I really don't want my computer or their computer deciding if I get the business. I want to be there, see their reactions, answer any questions, ask questions that I may have and provide an overall solid person to person presentation of why they should contract with my organization.
Oh, I know. The prospect tells you they are so busy that they can't take the time to see you so "just e-mail it over". Do you oblige? Or, do you say, "Mr./Ms. prospect, the potential of having your company as a customer of ours is extremely important and I would like to present our information in person. I am willing to meet after hours or over breakfast before you go to the office some morning, but it really is important that I am able to discuss the information with you in person. It will only take one hour of your time".
Now what happens if they say okay but they don't have one hour? You ask for 45 minutes etc. and provide them the Reader's Digest version and prepare accordingly and don't go over the alotted time unless they have questions (which is good) or need additional information.
So how about it? Are you content to "just e-mail it over", or do you want to expend the effort to maybe force the issue a bit and get in front of the prospect? Let me suggest you work hard at getting that person to person presentation.
On another subject, David and I are experimenting with a couple of different formats on our weekly tripodcasts. I hope you are listening and when those new formatted ones crop up here and there let us know what you think of them. Again the pod casts are free and available at www.tripodcast.com.
Till next time. By the way, I would love to hear your comments on this post. Agree? Disagree? Let me know.
Thursday, March 6, 2014
ARE YOU LISTENING?
As David Holly of Don't Panic Productions, Inc. and I were visiting the other day about possible format and frequency changes to our weekly pod casts, the thought occurred to me that some of the people who read this blog and who are regular readers of Linkedin, Facebook, Twitter, Google, and heaven knows what else may not be listening to the pod casts that David posts every Monday morning.
How about you? Are you one of the thousands of listeners every week or are you missing out on this learning opportunity? It's FREE so I don't feel bad about promoting it here. The price is certainly right. You're not listening every week you say? Let me suggest you go right now to www.tripodcast.com and sign up in the orange box on the right of the page. Every week we cover something that hopefully helps our listeners to improve their businesses and personal lives.
Another important fact about the pod casts. We DO NOT SOLICIT ANY BUSINESS FROM YOU ONCE YOU SIGN UP. We have people who want to buy our list of subscribers and we have guarded that list diligently. We promised a FREE subscription and we intend to keep it that way.
Another interesting note about our tripodcasts. We archive them so you can go back and listen to as many on whatever subject interests you at the time. For example, episode 140 from February 14, 2011 talks about technology in our business. Episode 218 from April 23, 2012 has the subject of how your altitude in life is in direct contrast to your attitude in life. You can scroll done on the home page and there you will find the various years and by clicking on that year you can see what subjects were covered in each month.
We try to cover a lot of different subjects over the course of a year so hopefully everyone gets something of value from our messages.
Here's another important fact to keep in mind. EACH MESSAGE IS GENERALLY IN THE AREA OF 5 MINUTES SO YOU CAN LISTEN AND GET ON WITH YOUR WEEK AHEAD. Sometimes I get a bit carried away but I try my best to keep it around 5 minutes.
Another factoid to keep in mind. For the past 3 years and we will again this year be doing daily tripodcasts as the BSCAI convention and ISSA tradeshow get closer. Our mission has been to allow as many of the convention speakers as possible provide us with a short, concise briefing on what their session will be about at the convention. These tripodcasts have proven to be extremely popular as we see listenership increase dramatically in the 4-5 weeks leading up to the convention. We have learned that attendees and potential attendees are really interested in hearing the speakers give the overview of their session. It helps them determine which sessions to attend to get maximum value from their time at the show. By the way, this years events will be held in Orlando, Florida the week of November 3-8. Several past convention attendees have told me that these tripodcasts helped them make the decision to attend the convention and they were not disappointed. These are the types of comments that encourage us to continue this free service. Look for these daily tripodcasts to begin around the first of October this year.
So again I ask, are you listening? Your investment is about 5 minutes per week and there just might be something that will help you through that week. And by the way, as you view the home page you will see there is a place for you to make comments. We always encourage comments and do our best to answer them as soon as possible.
Take a listen. We'll both be glad you did. Remember, it's www.tripodcast.com.
Till next time.
How about you? Are you one of the thousands of listeners every week or are you missing out on this learning opportunity? It's FREE so I don't feel bad about promoting it here. The price is certainly right. You're not listening every week you say? Let me suggest you go right now to www.tripodcast.com and sign up in the orange box on the right of the page. Every week we cover something that hopefully helps our listeners to improve their businesses and personal lives.
Another important fact about the pod casts. We DO NOT SOLICIT ANY BUSINESS FROM YOU ONCE YOU SIGN UP. We have people who want to buy our list of subscribers and we have guarded that list diligently. We promised a FREE subscription and we intend to keep it that way.
Another interesting note about our tripodcasts. We archive them so you can go back and listen to as many on whatever subject interests you at the time. For example, episode 140 from February 14, 2011 talks about technology in our business. Episode 218 from April 23, 2012 has the subject of how your altitude in life is in direct contrast to your attitude in life. You can scroll done on the home page and there you will find the various years and by clicking on that year you can see what subjects were covered in each month.
We try to cover a lot of different subjects over the course of a year so hopefully everyone gets something of value from our messages.
Here's another important fact to keep in mind. EACH MESSAGE IS GENERALLY IN THE AREA OF 5 MINUTES SO YOU CAN LISTEN AND GET ON WITH YOUR WEEK AHEAD. Sometimes I get a bit carried away but I try my best to keep it around 5 minutes.
Another factoid to keep in mind. For the past 3 years and we will again this year be doing daily tripodcasts as the BSCAI convention and ISSA tradeshow get closer. Our mission has been to allow as many of the convention speakers as possible provide us with a short, concise briefing on what their session will be about at the convention. These tripodcasts have proven to be extremely popular as we see listenership increase dramatically in the 4-5 weeks leading up to the convention. We have learned that attendees and potential attendees are really interested in hearing the speakers give the overview of their session. It helps them determine which sessions to attend to get maximum value from their time at the show. By the way, this years events will be held in Orlando, Florida the week of November 3-8. Several past convention attendees have told me that these tripodcasts helped them make the decision to attend the convention and they were not disappointed. These are the types of comments that encourage us to continue this free service. Look for these daily tripodcasts to begin around the first of October this year.
So again I ask, are you listening? Your investment is about 5 minutes per week and there just might be something that will help you through that week. And by the way, as you view the home page you will see there is a place for you to make comments. We always encourage comments and do our best to answer them as soon as possible.
Take a listen. We'll both be glad you did. Remember, it's www.tripodcast.com.
Till next time.
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