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Casual Articles - Employee Motivation...Three on Three...the Magnificent Tool
The discussion with your client on how they want to handle the process will be after you have completed your work. For smaller clients you may actually print the bills, mall them, collect the payments and make the deposits. Although the most common means of payment process is lock box. Small clients may not want the expense of this service. For these clients you should create a spreadsheet in excel or in real time so they can post their payments when they come in mail. You may have clients who will prefer you do only the billing for them and they handle receiving and posting the payments. If you ha
A Word of Caution
In order for you to successfully use this tool you need to realize that your emp
Who decides what constitutes great advertising strategy? Is it the brand that pays for it, the agency that creates it, the panel that judges it, or the market that buys into it?Of course, the answer is the market, but you’d be surprised how few in the advertising industry actually create advertising for the buying public.It is paramount to understand that buyers render the most decisive judgment about what constitutes great advertising especially if the goal is to steal share. How can we steal share unless we have focused our advertising on the audience? Their dollars are
Let me first warn you—while this tool is simple to understand and quite easy to use, if executed incorrectly, can be crushing to your ego. But, what the hay—as a leader, it is your job to leave your ego at the door when you come to work each day.
The Value
The important value you will receive from this tool is that of knowing what perceptions your employees hold about you and their work environment. I absolutely believe that in every company—no matter how caring toward employees—exists a metaphorical two-story outhouse. Since we all know what flows downhill, your concern needs to be that of determining how to dismantle or tear down this barrier between you and your employees, no matter how inconsequential you believe it to be. Learning the perceptions of your employees is key to bettering the work environment for them. It is also true for creating an open door safety net that will allow employees to operate in an environment that encourages them point out overlooked mistakes before they become costly catastrophes.
The Tool
The brief description of this tool is to sit down with your key employees, department heads or executive team—one at a time—and ask them to share with you three things that they do not like about how you manage them and the organization. Then to ask them to share with you three things they do like.
A Word of Caution
In order for you to successfully use this tool you need to realize that your empl
Janet was frustrated with her team for not getting their status reports in on time, even after repeated requests.Bill couldn’t figure out why the volunteers for his professional organization weren’t accomplishing their tasks.Adam had people begging to work with him but trying to negotiate down his already very reasonable rates.Percy’s wife, who constantly complained about all of his business trips and expenses, was wearing him down.Helen was completely overwhelmed with the constant flood of changes, new demands and unreasonable turn-around requests from her highest payin
Let me first warn you—while this tool is simple to understand and quite easy to use, if executed incorrectly, can be crushing to your ego. But, what the hay—as a leader, it is your job to leave your ego at the door when you come to work each day.
The Value
The important value you will receive from this tool is that of knowing what perceptions your employees hold about you and their work environment. I absolutely believe that in every company—no matter how caring toward employees—exists a metaphorical two-story outhouse. Since we all know what flows downhill, your concern needs to be that of determining how to dismantle or tear down this barrier between you and your employees, no matter how inconsequential you believe it to be. Learning the perceptions of your employees is key to bettering the work environment for them. It is also true for creating an open door safety net that will allow employees to operate in an environment that encourages them point out overlooked mistakes before they become costly catastrophes.
The Tool
The brief description of this tool is to sit down with your key employees, department heads or executive team—one at a time—and ask them to share with you three things that they do not like about how you manage them and the organization. Then to ask them to share with you three things they do like.
A Word of Caution
In order for you to successfully use this tool you need to realize that your emp
It sounds great, work from home and spend more time with the family and still earn an income. It is great, but it’s hard hard work.Remember virtual assistants need to actually work to earn their money, so there’s no lounging around watching TV or saying to yourself I’ll just do the housework and then get on with some work later. Or I’ll play with the kids or go out shopping, just because I work from home. You can certainly do those things, but you must allocate work time throughout your day.And explain to your partner that just because you work from home it doesn’t mean that the ho
The Tool
The brief description of this tool is to sit down with your key employees, department heads or executive team—one at a time—and ask them to share with you three things that they do not like about how you manage them and the organization. Then to ask them to share with you three things they do like.
A Word of Caution
In order for you to successfully use this tool you need to realize that your emp
Imagine starting your own business. What happens when you find out that you are in the red or close to it at the end of the fiscal year? You do what most business owners do—check your books and find ways to cut corners. Now, the tricky part to cutting corners is to make sure you do not downsize or eliminate something that will turn profits for your company in the future. In examining your books, you notice that advertising was a large expense for your company. You also notice that the employee appreciation celebration made a large imposition on your budget, as well. Looking further you notice that
The Tool
The brief description of this tool is to sit down with your key employees, department heads or executive team—one at a time—and ask them to share with you three things that they do not like about how you manage them and the organization. Then to ask them to share with you three things they do like.
A Word of Caution
In order for you to successfully use this tool you need to realize that your emp
Leaders achieve goals in cooperation with and through the actions of the people in their organization. Effective CEOs encourage their employees’ personal success because they understand that personal success translates into organizational success. They know that successful people build successful organizations.Three characteristics of successful people are:• Goal directionThey know where they stand, where they want to go and have a plan to get there.• Self motivationAs self starters, they wind their own clock.• Positive mental attitudeSuccessful pe
A Word of Caution
In order for you to successfully use this tool you need to realize that your employees will be very skeptical at first. They will wonder what’s gotten into you—what’s your true motivation in asking these questions? Also, you must be aware of the fact that they will “feel the water before jumping in” meaning that they will test you first before they will share their true perceptions. With this being stated, be cautious to only thank them for their answers rather than to question or challenge their answers in a knee-jerk fashion. If you do not understand what they are saying, it is okay to ask for clarification but any comment other than a “Thank you” will greatly diminish your employees’ willingness to take a risk and tell you the truth.
Tool Implementation
Select the employee with whom you believe you have the best relationship for your first go at the Three on Three. Do this because you will be the most at ease with this person. After your first success, each consecutive session gets easier to conduct.
1. Find a neutral location (your office is unacceptable) and sit them down in a relaxed atmosphere.
2. Tell your employee that you have a desire to improve your management style and the work environment for all the employees.
3. Ask them for their help in honestly answering some questions.
4. Insure them that nothing they say will ever be held against them in the future.
5. Now ask them to share three things with you that they don’t like about your management style or the work environment. Remember, the first answ
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