Bloggy Business Today

Closing the door on a customer who cannot pay is rather expensive to the salesperson and to the customer as well, assuming the product or service is really needed in business.  That’s why, before setting for the closed door option, it pays to review the facts of the case with some pertinent question in mind.  Can the salesperson save the account?  Is there anything that can be done to turn the credit problem into a sales opportunity?

There are credit problem that little or nothing can be done about, some that can be worked around, and some that may be able to turn to special advantage.  The following guidelines can be applied when handling credit problem:

1.)     Find out why the credit problem exists by talking to the customer.  Also check with other sales representatives who do business with the customer.   Find out what should be done and then apply certain measures in dealing with it.

2.)    Help the customer reverse the misfortune. An experienced salesperson will be credible in helping the customer analyze the stores operations and potentials, providing constructive tips on purchasing, inventory management and employing sales personnel with pleasing personality, positive attitude and ambition to help the business grow.

3.)    Thoroughly check product’s productivity.  Using the product properly will mean savings for the customer.  The need for training and demonstration as to how to use the product properly and productively is necessary to save time and money.

4.)    Try to undertake some constructive rule breaking.  A financial bind happens in every business particularly when a customer made considerable buying of goods in preparation for peak season.  A customer doing business for years may be worthy to be given a little consideration.

5.)    Maximize selling via C.O.D.  Encourage customer to purchase fast moving items to be able to recover immediately money invested.

6.)    Drop the account.  There are customers whose character is to give suppliers and sales representatives a hard time when it comes to payment, returned goods and damage claims that it doesn’t pay to do business with them.

Handling credit problem depends on the customer’s status, the company’s policy and the salesperson.

The new concept in the corporate and business world like merging, downsizing, re-engineering and rightsizing are tremendously affecting human components.  People’s productivity is affected because they spend more time learning and adjusting to these concepts.

People, therefore, must be able to learn how to effectively manage their own behavior in accordance to today’s fast changing world.

The following guidelines can be a big help for self management in order to acquire a higher level of achievement:

• A person’s values must be compatible with the organization’s values in order to be able to work effectively. The personality of a person may change under certain condition but not his character.  Character is what should matter the most. An individual is continuously motivated and remain productive when working in an organization whose value system is acceptable or compatible with his own.
• To learn self-development and maximize the given strength and potentials.  According to research, successful professionals acquired their highest level of achievements because they are matched with the activities that use their strengths and potentials. The need to spend more time developing strengths and potentials is highly recommended than spending time trying to correct weaknesses.
• Make significant contributions by working and getting things done the right way with the best of abilities resulting to high level of performance.

Successful careers are not planned.  They develop when people are prepared for opportunities, because they know their values, their strengths and their level of performance.  Through effective self-management, a person can be transformed into an outstanding performer.

Every supervisor should evaluate his subordinates based on actual performance and not merely on instinct.

Evaluating subordinates over-all performance according to company standard is one of the vital functions of an executive.  Through performance evaluation, it determines who among the subordinates merits promotion and trustworthy to handle higher level of responsibility.  Another purpose of performance evaluation is to assess what kind of training and development programs can be designed to help improve productivity of subordinates.

Hereunder are some guidelines that can help an executive in accurately evaluating the subordinates:

• Establish performance standards and periodically review these standards to make sure if it still applicable.
• Modify the standards when necessary to keep them updated with the changing business conditions and workplace situations.
• Discuss thoroughly with the subordinates to ensure that the set standards are clearly understood.
• Consult and secure consensus from the subordinates in preparing work standards.
• Check all necessary information carefully before finalizing an employee’s evaluation.
• During evaluation, disregard personal prejudices, irrelevant hearsays and unfounded humors about an employee.
• Make it a point to compliment the subordinate for good work and favorable contributions when rating is discussed.
• Anticipate what the response will be and be ready to handle objections before meeting an employee for performance evaluation.
• Be ready to explain when an employee failed to get a raise or promotion thought being deserved.
• Take the necessary steps to upgrade the responsibility of an employee with consistent outstanding performance.
• During evaluation, give subordinate the opportunity to voice out personal assessment about the assigned task and responsibilities.

Nowadays, more business entities are putting pressure towards more productivity, employees doing complex tasks, better return on invested money.  The effectiveness and personal growth of a manager is highly dependent on the success of achieving these objectives. In achieving these objectives, the manager has to establish unyielding and challenging, yet realistic work standards in the workplace. The work standard must be inclusive of all aspects involving performance and behavioral standards to be complied by the employees.

The following can help determine whether a manager knows what and how it takes to improve productivity in the workplace:

• Every subordinate must have thorough knowledge about their functions and responsibilities in order to perform effectively and efficiently.
• There should be an established system for verification and proper coordination to guarantee all works that will leave the department are complete and accurate.
• A regular schedule for maintenance of all office equipments in the department must be available to prevent backlogs in the expected output from the department.
• There is a close monitoring of subordinates attendance, absenteeism and tardiness are properly dealt with according to company policy.
• Be a good example to subordinates by showing a strong and positive attitude with regard to loyalty, excellence, and pride in the workplace.
• Encourage creativity in the workplace by helping the subordinates decide and solve their own work related problems.
• Training programs are regularly upgraded in order to improve technical skills of subordinates.
• Have an organized program and follow-up that ensures good housekeeping and safety in the workplace.
• Regularly monitor subordinates’ actual performance against standard.  Make the subordinate aware as to what areas of performance needs improvement.
• Influence the subordinates in the workplace by observing and promoting excellent quality service to customers.

In every business entity, one of every supervisors’ task is to conduct performance evaluation of every subordinate within their jurisdiction. It is also the supervisor’s responsibility to call the attention of a subordinate with below par performance then correct and improve productivity.

Constructive criticism when applied effectively or skillfully can generate positive result. The following are some tips on how to criticize people skillfully that will motivate and improve performance.

• Always define the purpose of criticism before it is applied and be ready with all the facts before criticizing anyone.
• Remember to keep in mind that the purpose for criticism is to build, correct and develop but not to insult the subordinate.
• When criticizing, always give the other person the chance to express his opinions and thoughts.
• See to it that when criticizing the bases would be on high quality performance standard and yet sensible.
• Do not forget to get feedback from subordinates to make sure that criticism is properly understood.
• When a performance in unacceptable, determine if the problem was due to lack of training or experience.
• Make certain that for every instruction given to a subordinate, it is clear and properly understood.
• Make sure that the subordinate assigned to a particular job is qualified and adequately equip.
• Make sure that every subordinate have complete knowledge of their job functions and assignments.
• Show appreciation to subordinate for every outstanding performance, not just merely criticize below performer.
• Ensure that when criticizing, it will not undermine the self-confidence of the subordinate.