I’ve always loved Santa. As a child I wondered how he could accomplish so much with just the assistance of Mrs. Claus and a few elves. “The Leadership Secrets of Santa Claus” by Eric Harvey explains all.
Most of us think we know why customers buy from us; right price, great chemistry and being in the right place at the right time.
Here are our top three responses for the November Question of the Month: “Describe your on-boarding/orientation process with new employees?“
There are 32 days before 2019. Then what?
If you like the way things are, status quo with no changes – then 2019 will roll in and you’ll deal with it as you always have, one day at a time. Things can be taken for granted in your world. You memorized and understood yesterday’s system, you’ll do fine in tomorrows.
While living our own busy lives, we seldom take the time to think about what we should be thankful for. We tend to focus on what we don’t have instead of the good things in our lives. Read More
It may have started in Silicon Valley, but companies around the world are using more creative job titles. Here are some cutting-edge titles that may inspire you when completing your next performance appraisal.
Innovation Sherpa – Consultants at Microsoft who help people figure out how to come up with new ideas and meet unarticulated needs. Read More
Many people are intimidated when they think about running a business, being responsible for all the different aspects: finance, sales and marketing, developing new products or services, recruiting and retaining employees. The most critical aspect to the success of any business is people.Read More
Here are a few excellent peer responses throughout the month of October to the question: “Describe the hiring process in your company?”
“We used to have a 2-step interview process; if we liked the candidate on the first interview, we’d bring them back for a second. That’s out the window now. Today, applicants seem to have two other offers on the table when they come in. Now we give them a skills test on the first interview. If they pass that, we make the offer.”
“We use a two-pronged approach.
- We pay a $750-dollar finder fee and have gotten decent employees.
- For the last 18 months, we’ve been recruiting basically on Facebook. We’ve gotten 50- 60 applicants. We have three steps for the ones who come through Facebook.
- Look at Facebook profile
- HR will call them if that panned out and do a telephone interview
- Supervisor of area and ops manager meets.
We hire based on what we can learn about the employee in a short amount of time (interview process). We go into the relationship knowing that if the applicant meets our expectations, they’ll be with us a long time.”
“The hiring process is changing. Job seekers are not engaged in the interview if they don’t feel a connection with the company or the interviewer. We try to make that first connection warm. We ask applicants:
- What do you want to do in 6 years?
- Describe the way you’ve changed in the last couple years?
Then we tell them a little bit about us, the company and the people who work here. We know people have lots of options to choose from today, we try to make our option the best for them.”
They didn’t listen to a single word I said.
Nothing from them ever arrives on time.
It’s so hard to deal with them; I can never talk to a real person.
Providing great customer service is not only critical in today’s connected world it is mandatory. A Customer Experience Impact Report conducted by Oracle showed that 86% of customers are willing to pay more for a better customer experience. Great customer service adds real value to your bottom line. When dealing with customers, remember: