Featured ArticleHow to Be More Credible
So, how do we create credibility with someone we don't know, or don't have a history with? Here are some ideas.
1."It's not bragging if you've done it." If you've earned your stripes in your business or industry, don't hide that fact under a rock. Trumpet it to add to your credibility! Drop in statements such as,
"In my seven years in this business, I've learned that ...," or,
"I've worked with over 550 retailers, and I always find that..."
2. If you're not on commission, it doesn't hurt if they know that. Hey, I know most of...
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Dealing With Troubled Employees
|Sales Leadership - Retention|
|Written by Nicki Weiss|
Has one of your salespeople recently made you angry or frustrated?
The answer is probably yes. Friction frequently arises when people depend on one another to get work accomplished. If co-workers don't get something done on time, or somehow drop the ball, you feel “something” – anger, disappointment, frustration – and you may feel that “something” very strongly. Of course, the first step is to talk about what happened and to try and resolve the issue. However, if you are finding that the work of one employee in particular frequently raises your emotional temperature, you might want to consider that he or she may be having troubles outside the job. Those troubles may be marital, financial, alcohol- or drug-related, or perhaps the employee has suffered a loss or is dealing with a sick relative.
In the past few weeks I have learned about these situations:
• Cynthia, Lisa and Steve lost their fathers recently, and all three find they can’t focus on their jobs. Cynthia is often weepy.
• A long-time salesperson in Robert’s team is having tremendous difficulty working because his spouse is ill with breast cancer.
• Debra is coping with a clinically depressed husband.
• Sonya holds a full-time job and is also the primary caregiver for her ill and disabled mother.
• David’s 18-year-old child recently died of leukemia.
These personal heartaches are not uncommon in any organization. While you may not know the details of your sales team’s lives, you may have noticed a decline in one employee’s work that does not improve, even though you’ve tried to address it. This decline may be a tip-off that you’re dealing with someone who is struggling.
What you can do:
Don't go it alone
Imagine your best hope for the situation.
Then look at what already exists that could make that hope a reality, for instance, you usually like the salesperson's work and you mutually respect each other.
Then talk about your worst nightmare.
You are in a good position to talk about next steps.
Don't ignore a developing problem
Be a role model
Knowing the "right thing" to say to someone who is struggling or grieving is not critical, but a few guidelines are helpful.
Saying nothing is worse than saying the wrong thing.
Offering time to listen can be helpful, or temporarily taking over some burdensome tasks. Managers also can show appreciation to team members who may be carrying an extra load due to the situation.
Most employees can and will resolve their problems, given time and support.
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