Performance Review -Tips For Managment

smart ideas Barb picPerformance Review Tips Are Beneficial To Managers!

 


  Strike the right balance between praise and constructive criticism to achieve that elusive balance and make the review a productive one, start preparing for the next round of performance appraisals once the last round has been completed. performance reviews If you’re dissatisfied with the reviews you’ve given in the past, take steps now to improve the process before other priorities and deadlines force you to put it on the back burner. Performance reviews are a lot like walking a tightrope. If you withhold positive feedback, you’ll discourage and demoralize employees. On the other hand, if you hesitate to point out problem areas, you’ll never see improvement. ...

   

Maintain A Consistent Review Schedule


Performance appraisals should not be a one-time event. In addition to providing ongoing feedback throughout the year, let employees know what time of year that reviews typically take place. Seventy-seven percent of employees polled said they consider performance reviews valuable, so providing them with adequate time to prepare is critical. Give your staff the opportunity to identify their achievements from the past year and areas where they would like to improve. 

Keep  Files On Each Employee


Whenever you hire a new staff member or immediately after your review the performance of a long-time employee, set up a file in which you will document the good, the bad and the just-average aspects of that employee’s job performance and work habits. You can use the file not only to catalog accomplishments but also to track performance-related issues such as tardiness or consistent failure to meet deadlines. By keeping a performance file on each staff member, you won’t have to rely on memory when you find you need to discuss something that occurred months before the actual review meeting. 

Solicit Third-Party Input


Although the appraisal will be based on your observations and assessments of an employee’s performance, you shouldn’t rely solely on your own perceptions – particularly if your interactions with the individual have been limited. Seek input from colleagues and others who work closely day-to-day with the employee. Inquire about the person’s strengths, weaknesses, areas that have improved over time and special abilities. Ask specific questions. For example, how does this employee handle challenges and overcome obstacles? What contributions has he or she made to team-based projects? Does the employee seem committed to continuing professional education and skills development? Compare the feedback you receive with what you’ve directly observed. 

Allow Sufficient Time To Make An Assessment


Don’t wait until the day before the review to start tracking and critiquing a staff member’s performance – this is unfair to the individual and will not give you an accurate, comprehensive picture of his or her abilities and achievements. Instead, try to observe the employee in a variety of situations over an extended period of time. Ideally, you want to see how well he or she manages both independent and collaborative assignments. 

Create A Conducive Setting


Choose a quiet, private place for the review and try to schedule it at a time when interruptions can be kept at a minimum. When structuring the session, incorporate time for a two-way dialogue so that the employee can respond to your feedback and offer input of his or her own. To prepare for the meeting, organize all documentation – previous evaluations,  comments you’ve gleaned from colleagues and your own notes. Give the employee sufficient advance notice so that he or she can also prepare. 

Performance Reviews

Set The Appropriate Tone


The review itself should be handled in a professional manner and treated as a conversation, not a lecture. Open the discussion by talking about the employee’s accomplishments and positive attributes. When it’s time to shift to negative or problematic areas, focus not on mistakes but on ways to improve performance. Most employees will not be surprised by anything they hear during a review. However, if there’s a gap between an employee’s perceived versus actual performance, be sure to explain the difference and suggest ways performance goals might be met. As you speak with the employee, invite comments on your observations. Once you’ve reviewed past performance, begin talking about future expectations. Clarify his or her job requirements and responsibilities as these can change over time. Also inquire about the employee’s professional development goals and discuss how you both might work toward meeting them. Throughout the meeting, be courteous and tactful. If you must criticize, focus on behaviour rather than personality. Remember that encouragement is the best incentive for improvement. 

Maintain An Open Door


Because employees may need time to digest the feedback from a review, encourage them to come to you afterward if they have questions or concerns. If you show that performance is not a once-a-year issue but a matter of ongoing importance, your staff will focus less on the formal review itself and more on the feedback and guidance they received. They’ll be motivated to see feedback as help with their performance. By preparing well in advance for performance reviews and developing a systematic, consistent appraisal process, you’ll turn what could be an uncomfortable time into a chance to dialogue with team members and set goals for the future. Who knows? You and your employees may start to look forward to these feedback sessions and your employee may improve.  BestBarbara

Marketing Tips for FaceBook

smart ideas Barb pic24 Ways To Market Your Brand, Company, Product, or Service Inside FaceBook


 

 fb_icon_325x325A large and growing portion of some of the most valuable demographics are spending more of their time and attention on Facebook and less on other social media channels.

Not only are  college students and teenagers fully engaged in Facebook, but adults, professionals, and people from around the world now constitute a substantial portion of the Facebook userbase as well. Most marketers lack a comprehensive understanding of the vast array of explicit and implicit marketing channels Facebook offers – most of which are viral.

The goal here is to provide an introduction to what’s possible on Facebook to the spectrum of marketers from brand advertisers to volunteer grassroots evangelists.

Facebook offers many ways to get the word out and bring the people in.

Here’s how to get started.  See link to complete article

Marketing Tips on FaceBook

Best,

Barb

Day #150 - The Customer Experience

The Customer Experience

Key reasons shoppers choose to come back to your store and shop:It's all about your staff:

Action points for you to take to increase sales and margins:

  1. Increase the number of staff you have covering peek hours. More staff means  more customer attention and higher conversion rates.
  2. Invest in sales training.  A better trained sales staff provides the service that customers are looking for. A better trained staff  participate  more directly in the sales culture of the  store. Retail Makeover University Online
  3. Be the expert. A  knowledgeable staff  is what customers want. Product knowledge training is vital to your success.

Best;Barbara

Day #93 - Driving the Average Sale

Tips to share with your staff that will improve sales immediately:

Product Knowledge:

You cannot sell what you don't know about. Knowing the features, and benefits, of all the products you carry is the goal.  You must set this as a priority for your staff.

Complimentary Items:

Knowing what goes with what, and how complementary items support the main items you sell is the key. Developing that expertise is what you want in your staff.

Pick of the day or Store Owner's pick:

Place this product which will become part of your  add on sales program near or on the cash counter.

Do not prejudice the sale:

Assume your customers are open to buy and that they have the money to spend.

Sales Figures:

Do not assume that your staff knows what your average sales figures are, or what they mean; tell them.

Sales training:

Next  train your staff by role playing to sell add-on items. Start this today; watch what happens!BestBarbara

Day #89 - Driving the Average Sale

Tips to share with your staff that will improve sales immediately .

  1. Product Knowledge - You cannot sell what you don't know about. Knowing the features and benefits of all the products you carry is the goal .  You must set this as a priority for your staff.
  2. Complimentary Items - Knowing what goes with what and how  complementary  items support the main items you sell is the key. Developing that expertise is what you want in your staff.
  3. Pick of the day, or Store owner's pick - Place this product which will become part of your  add on sales program    near or on the cash counter.
  4. Do not prejudice the sale - Assume your customers are open to buy, and that they have the money to spend.
  5. Sales Figures - Do not assume that your staff knows what your average sales figures are, or what they mean  - tell them.
  6. Sales training - Next  train your staff by role playing to sell add on items.

Start this today. Watch what happens!Best;Barbara

Day #69 - Preparing For The 4th Quarter - Part 9 of 14

Staff Training:

Staff training must continue weekly; focus on selling, product knowledge, store procedures and customer services. I know it’s busy but a weekly check-in with your staff is a must. Never stop training; never stop getting feedback from your staff on how things are going.Barbara"Staff Training"

Day #44 - How To Keep Customers In The Store Longer - Part 2 of 14

Drawing customers into your store and keeping them in your store longer is doable and in your hands. You increase sales when your traffic increases; these two things have a direct correlation with each other. Do you know, the longer a customer stays in your store, the more products they are exposed to, and the more they potentially buy. Studies show that a customer needs to stay in a retail specialist store up to 7 minutes before they really start shopping and really start buying. Check this out against what is happening in your store. Invite customers into your store and keep customer shopping  in your store longer.

Here is a must do list for you- Part 2

A great staff with strong people skills is who you want working for you. Staff that make customers feel welcome and staying longer in your store. Customer service is not just telling a customer "hello"; it is also about helping them to their car with their packages and making sure, they had a great experience while shopping in your store. Each customer should be treated the same and given equal attention whether they buy something or not. Treat your customers with respect, and always go the extra mile for them.

"Great Staff"

Barbara

Day #41 - How To Sell Without Being Pushy

How can my sales staff and I up-sell without coming across as pushy?

"The Hard Sell"It is my professional viewpoint that retailers and their staff aren’t too sure about their roles as sales people. You should have a realistic attitude and approach. Here are a few guidelines for you to follow:

  •  Customers have a learned behavior around being sold to, with a varied resistance based on their past experiences. For the record, people do not like pushy salespeople as your question suggests.
  • Customers walk in thinking  - “Will this retailer and staff make me feel uncomfortable about being in this store?”
  • So if in turn you, as a sales person, feel funny or uncomfortable as well there is no connection, and it all can be very awkward and a negative experience for everyone.
  • It’s time for a new view of yourselves and a new understanding of what being an effective salesperson is  - Say this with feeling “ we are not pushy”
  • A Key for you - just recently I picked up a copy of the book The Secret – it speaks to being of service in our lives. It is so true; I see this as the pivotal word to share with you, Service.  It should be the focus of what you do in your store. Owning that word and what it means will change how you are as salespeople and how you are with customers. Official Web Site of The Secret and The Power http://thesecret.tv/
  • Next, I want you to change to relationship selling. No more just a transaction. Your customer must feel that you are the only store and your staff the only salespeople they want to deal with.
  • Every person that comes in the door is open to buy. Believe it, that’s why they came into your store. Ready and open for a suggestive selling approach or in this case showing them an add on.Finally, an easy way to open the topic of an add on sale is to have an item ready to talk about. If you’re just trying add on sales for the first time and or even old hands at it.
  • Try this - whether it’s a “Staff Pick of the week” or, put your own name here for example, “Barb’s Pick of the week” – the item should be something that has been decided on by the store as being an item of relevance to customers. Put the item display close to the cash and train your staff to introduce it to customers as they check out. Practice makes perfect. It will become easier and more natural for you and your staff every time you introduce the item. I promise you, this really works. Keep this up, change the item as frequently as you need to keep the add-on offer fresh and new to even frequent shoppers. Please track your sales presentation progress and get feed back from your staff.
  • Stop thinking the word pushy.  See yourself, your store and staff as being in service to valued customers by offering products they will love to own and give as gifts.

Barbara 

Day #34 - Your Customers view point - their experience.

Let's have a look at customer service from the customers view point, their experience.

Here is the text book definition:

" A Customer Experience is an interaction between an organization and a Customer. It is a blend of an organization’s physical performance, the senses stimulated and emotions evoked, each intuitively measured against customer expectations across all moments of contact.""Customer Experience"Pretty dry stuff, but you get the idea. So with this in mind what I've prepared for you, will set you apart in your market place. You are a retail specialist, and with your focus on a better customer experience, this will give you advantages that the Big Box stores want, but can't deliver consistently. When your customer is satisfied , when you have surpassed their expectations, they come back. This is how they show their loyalty to you. So it's good all round.Customers are looking for  knowledgeable assistance when they want it; placing a high value on accuracy, and being served by sales staff that can deliver product information.

Product Knowledge:

Product knowledge training is an important  investment in your staff and should be conducted weekly. Your staff sells what they are enthusiastic  about and what they can talk about.

One client at time:

You build your business one client at a time one interaction at a time. Hire people with great attitudes  who are friendly with good social and  people skills , make sure they are strong communicators with effective listening skills.  I sure hope that you see you staff in this list. It's really one of the biggest keys to the customers  experience.

Price:

Interesting enough price factors quiet low in the customer experience. For the majority of consumers the broader concept of  great value and price includes follow up, information and service.

Your Store Design:

Product placement and your visual merchandising techniques are how today's shoppers describe convenience. They want ease of shopping with great displays . Time and time again ,I have seen first hand that when retailers I work with widen their aisles, organize their products by departments and create fun dynamic features through the store. Sales go up, and customers are happier.

No Waiting At Checkout:

Customers appreciate short lines and your consideration about the best use of their time. What I'd like you to do is review your customer experience policy. Update your staff, after all they have to take ownership of your business and deliver your policies during their interaction with the customer.Just recently I meant a  group of retail  staffers, on one of my Retail Makeovers, that were called customer experience associates.  Now,that's the right focus.Barbara

Day #32 - Love The Products You Sell!

Have you notice that when you or your staff really love certain products, they just fly off the shelf."Love The Products You Sell"Have you noticed that you can't stop talking about what just came in if you love the product. Well it's the key to selling. You just can't hide your enthusiasm , your interest in the product, your personal endorsement and the information you have on how the product is a great purchase. The power to sell is in your hands:

  1. Please love more of the products you sell and see what happens.
  2. Your attitude makes a difference.

Barbara