Today, we all expect to find meaning in our work and in the workplace. That goal can be fulfilled if we feel that our managers genuinely care about us as individuals.
Author: Kathy Crosett
Over time, as an organization grows, the culture should grow, too. When it doesn’t, you’ll run into trouble.
You might think you can save yourself the time and expense involved in onboarding a new employee when you promote a promising internal candidate. That kind of thinking can lead to big problems, Ed Zalewski warns.
One path to easier prospecting is all about getting your existing clients to give you referrals. John Rampton, VIP contributor at Entrepreneur.com, has come up with over 20 clever ways to score referrals.
In a newly released study, McKinsey analysts say the best CEOs share a few characteristics. It all comes down to how far you’re willing to go to improve the company’s bottom line.
While you might be tempted to dodge them, meetings are an essential part of organizational health. Leaders can also use meetings as an opportunity to create “a quality experience for each participant,” per Paul Axtell’s suggestion.
If you and your team have just missed a big target or lost a huge account, it’s natural to feel discouraged. As a leader, you need to set the tone for what comes next.
To speed up the hiring process, managers may be tempted to bring in the same kind of sales rep who worked well in the past. Sona Jepsen, entrepreneur.com guest writer and vice president for Fidelity National Information Services (FIS) suggests a different thought process for hiring and training sales reps.
The last thing you need is office drama added to the rest of your responsibilities. But, since you are managing people who probably have conflicting needs and wants, a drama-free workplace is hard to come by.