Tip #477: 10 Tips For Connecting With Your Employees

      

Once you've hired and trained an employee, it's important to take an active role in that individual's progress. To retain quality employees, you must have a plan in place to monitor employees' concerns and reward accomplishments. Additionally, many employees find this type of engagement an incentive to do quality work. If an employee's opinion is valued by management, he or she is more likely to:

• Arrive at work on time.
• Avoid sloppy or inconsistent work.
• Call out only when necessary.
• Take pride in his or her work.
• Work more effectively with a team.

Engage Employees In Your Workplace Using These 10 Tips

Tip #1: Value Accomplishments - Employee recognition is one of your most valuable tools. Research continually shows that social media sites like Facebook are emotionally rewarding because people enjoy recognition for what they have said or done. This isn't a strictly virtual concept. Reward and recognize hard work with perks such as employee of the month parking, free lunch or something as simple as a thank-you email or a verbal recognition.

Tip #2: Show Active Concern For Employees' Wellbeing -Recognize that employees have lives and problems outside of work. You can show that you care and ease outside issues and stressors in employees' lives to earn their loyalty. Consider the following:

• Create a team for a charity event.
• Hire an accountant during tax season to offer advice to employees.
• Maintain an open door policy and encourage employees to communicate when they are experiencing difficulties outside of work.

Tip #3: Provide Proper Tools - Nothing is more frustrating than having the wrong tools or equipment to complete specific goals. Ask your employees what they need to complete their jobs more efficiently. You might be surprised at how much faulty equipment (or lack of proper resources) can disappoint an employee.

Tip #4: Create A Strong Corporate Culture - Many people see businesses as faceless and imposing entities. Creating and implementing corporate culture and values strengthens the morale of your team as well as your brand. Companies such as Starbucks promote corporate social responsibility, encouraging employees to recycle and exercise. This generates loyalty from employees and a positive public opinion of your business. Additionally, it positively impacts employees' physical and mental health as well as the environment.

Tip #5: Consider Values of Employees - What do your employees value? Some employees value perks like schedule flexibility over higher compensation. Others crave the structure of weekly progress meetings. Find out what your employees value most and make some adjustments to meet their needs.

Tip #6: Outline Job Tasks And Descriptions - Work environments become challenging for employees when their duties are not specifically outlined. When multiple employees feel responsible for the same aspects of a project, your team can experience conflict and their productivity goes down due to redundancy. To prevent this, provide each employee with specific job descriptions and tasks. Leadership breeds loyalty.

Tip #7: Maintain And Promote Effective Communication -Stress that you are accessible. When you demonstrate an ability to listen effectively, your team will be more likely to listen to each other, too.

Tip #8: Communication Requires Response- Effective communication doesn't flow one way only. A specific plan for communication such as an open door policy or a weekly forum allows you to identify and address employee concerns as they arise.

Tip #9: Professional Development - Your management team is essential to communication and productivity. Do not forget to invest in their efforts. An effective management team has the necessary business tools available, including classes, books and leadership seminars.

Tip #10: Understand That It Is A Process - Effective employee engagement isn't immediate. Your consistency is required. Schedule reminders and set aside specific meeting times to remain actively engaged with your employees.

Executive Summary: Effective employee engagement leads to reduced stress, increased productivity and greater employee retention. Additionally, connecting with your employees encourages team-based loyalty and a sense of personal vested interest in your company's product, brand and values. You can actively engage employees by providing avenues for communication, creating a strong corporate identity and by addressing their personal and professional goals.

For more information, visit our website!

Tip #476: 4 Tips For Announcing An Employee's Resignation

      

While employee turnover rates vary by industry, most companies lose multiple employees each year. When employees resign, it's up to the HR department at your company to handle resignations with tact, respecting both the business and the former employee.

Tip #1: Put A Process In Place -

To deal with a resignation effectively, create an internal process for handling it. This plan should include a procedure and time period for filling the vacated position. Announcing a newly available position is an excellent way to put a positive spin on an otherwise negative event that could adversely affect employee morale.

Tip #2: Provide A Policy For Every Employee - As with every aspect of management, resignation procedures work better for everyone when employees understand the process and your expectations. You should create and implement a policy for resignations. Include this policy in your company's employee manual or internal electronic materials. This policy should tell employees:

• Acceptable forms of resignation (most companies require an official resignation letter in writing).
• The minimum amount of time expected for an amicable separation.
• How an exit interview will be conducted.
• Whether departing employees should be expected to acquire and train a replacement.
• Who to notify of a resignation.

Most employees prefer to leave on good terms. Resignation can be an awkward process without the appropriate information. Having a policy in place will make employees more comfortable with amicable separation.   

Tip #3: Announcing Someone's Resignation - You can tackle the subject of a resignation announcement as part of the exit interview process. Before the exit interview, inform the exiting employee that he or she should think about such an announcement. If an employee is leaving for personal reasons (such as moving to another state for a spouse's job or staying home to focus on raising children), be sure to get written permission from the employee before including these details in a resignation announcement; however, it is best to keep a resignation simple and right to the point. 

Tip #4: Ultimately, You Need To Respect The Departing Employee - When an employee leaves, you must treat him or her with respect, even if the departure occurs with animosity from the employee. Never provide personal information about the employee's departure unless the employee has approved the resignation announcement in writing. Lastly, you may wish to address more sensitive and specific concerns to those employees directly impacted by the departure.

Executive Summary: Employee departures are part of corporate life. By creating and executing a process for resignations, you can minimize the negative impact of a resigning employee. Handle everything professionally and with tact regardless of the circumstances of the resignation and focus on supporting your employees.

For more information, visit our website!

Tip #475: 7 Tips For Instituting Social Media Guidelines (For Your Business)

      

The use of social media in the workplace is a controversial topic among leaders at most companies. It's often the practice to not have an official policy - but if you are taking that approach, there is a good chance you are heading to a PR disaster.

Instead of ignoring the fact that most professionals use social media regularly, consider talking about it and guiding employees' use of social media at the workplace.

7 Tips For Guiding Social Media Use At Your Company.

Tip #1: Consider Your Industry - You should tailor your social media policy to your industry. If you work at a tech start-up, moderate social media use may be helpful and encouraged. If you work in an investment office where customers' secure information is at risk, it makes sense to ban social media sites and personal e-mail use.

Tip #2: Think About Your Workforce - Consider the experiences and expectations of those you employ. Those born in the 1980s came of age with Internet technology. If you have thirtysomethings (and twentysomethings) in your office, they were likely taught that computers were a necessary part of communication in the business world.

Social media reinforces this connection, and they're going to want to use it. Plus, the aging baby boomer generation's trends suggest that seniors are using the Internet and social media, particularly on tablets.

Click here to learn more about social media usage demographics.

Tip #3: Advise Disclaimers - Many corporations employ high-profile social media users who post thoughts and opinions. Their Twitter profiles may even indicate who employs them. You might notice something else about these profiles, though - they say something like "Works for XYZ company; opinions expressed are solely my own." In this fashion, advise your employees to make a clear differentiation between official corporate statements and their own opinions.

Tip #4: Monitor Hashtags And Mentions Of Your Company -Policing social media or even banning access to social media at the office is a much-debated topic. You don't want your employees on Facebook all day, but on the other hand, research has proven that breaks in work and a change of tasks can actually increase productivity.

Instead of banning all use of social media, consider monitoring what is said about your company on social media sites. You can do this in multiple ways, such as:

• Set Google news alerts.
• Track your company's name as a hashtag on Twitter and Facebook.

Tip #5: Provide Guidelines Instead Of Rules - Employees respond much better to guidelines than rules. While you must be clear to be effective, you should also provide your employees with some "dos," such as:

• Use social media only during your breaks.
• Moderate use of social media is permitted.
• Do not access or post offensive photos or text from the office.   

Tip #6: Encourage The Use Of LinkedIn - Are you on LinkedIn? If not, you should be - it's a professional networking site, and a great way for employers and employees to connect without barging into each other's personal lives. LinkedIn is also a great resource for finding industry news and promoting the positive things that are happening at your company. Encourage your employees to use it and create a sense of corporate community and pride on the site to generate employee loyalty.

Tip# 7: Remind Employees Of Social Media Basics - Everyone knows, but at some point, everyone forgets: If you post it on the Internet, it stays on there forever. The information is always traceable and accessible. That said, ask employees to think about social media like a real life conversation. If you wouldn't say it, don't post it.

Executive Summary: When it comes to social media, your company should recognize that employees use it in and out of the office. Provide guidelines and ensure that you are open to discussing social media issues with employees. Facebook isn't something to minimize when the boss walks by - it's a break time relief and a powerful business tool.

For more information, visit our website!

Tip #474: 6 Time Management Tips

OK, you have internal and external client deadlines to meet, e-mails to address and phone calls to return.  Oh yeah, many meetings to attend as well.  The key is to find a way to get everything done without working 24/7.   

Before You Start Your Day, Plan Your Day.

Improving your time management skills is oftentimes up to you, as most people are not taught this in business.  That being said, we have listed below a number of tips to help you not only improve your time management skills but master them.

The 6 Tips To Help You Manage Your Day's Time.

Tip #1: Multitasking Is Killing Your Productivity (And Makes You Look Disinterested)  - Just because you can read a client's e-mail while talking on the phone with another client and then send an instant message to a colleague, doesn't mean you should. While multitasking may seem like a great time management technique, it can actually decrease your productivity.  By the way, people know when you are not engaged with their conversation; therefore, try to limit your tasks to one at a time. 

Tip #2: Map Out Your Action Items - To get your top priorities completed without delay, create a list. Break down large tasks into small, manageable action items. As you complete a task, check it off your list. You will be making progress in no time. 

Tip #3: Start With The Hardest Task(s) First - Many times finishing a project isn't the problem. The real issue is starting it. When faced with a daunting task, sometimes it's best to just jump in and get going. Devoting even an hour to a tough job will help make an impossible task seem less overwhelming. 

Tip #4: Don't Let Your Inbox Manage You - You are deluged with e-mails each day. People expect a predictable response, not necessarily an immediate one.  Responding to each email as it comes in interrupts other tasks and can slow productivity. Instead, set aside time each day at regular intervals to open and respond to e-mails. This "e-mail time" can be part of your to-do list.  

Tip #5: Find A Time That Works For You - Do you work best early in the morning? Or maybe the afternoon is the time of day where you kick into high gear. Each person has a time of day when they perform most efficiently. What is yours? Manage your schedule so that you are doing your most important work at the best time of day for you. 

Tip #6: Keep Meetings Short With A Defined Start Time And End Time - If you are the person coordinating a meeting at your office, let everyone know what time the meeting will start and end.  Additionally, send out the meeting's goals/objective before your meeting starts.  This is a great way to get everyone focused on an outcome with action items.      

Executive Summary: By following these 6 tips, you will be on your way to planning your time wisely. Once you can map out your day and get things focused as an "action item," you will find that your day is not only more productive but also has a lot less stress.  The key is to follow these simple steps for the next 30 days by developing a plan - a plan to tackle your most important tasks first but also carefully balancing the big picture when it comes to your "to do" list. 

For more information, visit our website!

Tip #473: 5 Tips For Managing Your Stress At Work

In today's challenging business world, we are expected to do more in less time and often with fewer resources. The stress of keeping up with these demands can quickly lead to job burnout.    

By learning to manage your time in a way that helps reduce stress, you will ultimately help improve job satisfaction and productivity.

Determine Your Stress Points.

The first step in reducing stress is pinpointing the source(s).  There are many online tools to help you determine the source of stress in your life.

Once you know the triggers, the next step is understanding the way you react to stress and devising new ways to handle stressful situations more effectively.  The following tips will set you on the path to reduced stress and increased job satisfaction.

5 Tips For Managing Your Stress At Work:

Tip #1: Delegate, Delegate, Delegate - If you are like most people, you probably have more work on your desk than you can possibly handle in a day.  By delegating tasks to others on your team, whenever possible, you can take some of the burden off of your shoulders.  Are you a perfectionist who has trouble giving up "control" of your work?  Try starting slow, delegating low-yield work at first. As you see that others on your team are capable, you will gain more confidence in "letting go."  And, as team members gain your trust, they too will become more confident in their abilities and will be more willing to take on higher-level tasks, thus reducing your stress level even further.

Tip #2: Learn To Say "No" - While it's true that you must be willing to take on additional responsibilities in order to get ahead in your career, you also need to recognize when you are at your limit.  Stretching yourself too thin can lead to low-quality work and even higher stress levels.  Accepting new tasks that you do not have time to complete, may actually cause harm to your career in the end.  So when your plate is full, focus on the tasks at hand before accepting new challenges.

Tip #3: Avoid Negative Energy - Getting caught up in office gossip or politics is a distraction that can cost time and energy you could be devoting to your work.  Gossiping co-workers or those who complain incessantly give off a negative energy.  Steering clear of negative co-workers will help you stay focused on your own work.

Tip #4: Adjust Your Attitude - Instead of dwelling on the things that you don't like about your job, why not focus on the positive?  Try making a list of the aspects of your job that give you the most satisfaction.  This can help reaffirm your passion in your career.  When you are feeling negative or overworked, reviewing this list can rejuvenate you and help refocus those negative feelings.

Tip #5: Do Not Burn Yourself Out - As the expression says, "All work and no play makes Jack a dull boy."  But it can also make Jack downright burned out.  Trying to get too much done in the office and not leaving time for yourself can lead to exhaustion, which is a major contributing factor in job burnout.  It's important to use your time out of the office as a way to recharge your batteries.  Catch up on your sleep.  Increase your activity.  Spend quality time with friends and family.  In the end, a healthy mind and body will help you to better cope with the daily stresses in the office.

Executive Summary:  While it's impossible to eliminate all of the stress in life, making small changes in your work habits and daily lifestyle can go a long way in helping to reduce your stress level.  Learning to delegate tasks, not taking on more than you can handle and focusing on the positive aspects of your job will lead to a happier and more productive work life, which can only lead to a happier and healthier home life. 

For more information, visit our website!

Tip #472: 6 Simple Tips To Making A Great Presentation

All experts agree that if you have some excitement in your voice and a command on your presentation's subject matter, people pay attention.
  

Click here to watch a video on presentation tips.

So, if you want to win over your audience during a presentation, the number one secret is to provide them with a high degree of enthusiastic energy on a subject matter you know cold.      

6 Simple Tips To Help You Make A Great Presentation.

For anyone who gets a little nervous talking in front of people, it has been proven that concern over appearing nervous doesn't matter, as people cannot even see it.  To reduce your nervousness, we recommend the following:

Tip #1: Become The Subject Matter Expert -- You can quickly impress your audience by having a clear command of your subject matter.  If you know your data, content and handouts cold, you will woo your audience within a short order.

Tip #2: Limit How Much "Copy" You Use On Each Slide -- Go through each slide and make sure your copy is "bullet point" driven vs. "sentence" driven.  Remember, your role as the presenter is to expand on each point so your audience focuses on you.  Side note: If you are giving a detailed presentation, make sure you have a supplemental handout to support your presentation.  

Tip #3: Control Which Questions You Will Answer -- There is nothing worse than seeing a speaker get sidetracked with irrelevant questions.  If someone asks you a question that is not relative to your content, address it by telling that person that you will answer his/her question after your presentation.

Tip #4: Start Off By Telling People That You Are Nervous --After you have told everyone that you are nervous, tell them, "Now that I got that out of the way, let me tell you a little bit about what I am going to present today. . ."  

Tip #5: Slow Down -- If you are nervous, there is a good chance that you have sped up your speech or skipped over certain things.  Keep little reminders in your presentation to prompt you to slow down.  You could have a little stop sign in your presentation that acts like a trigger.

Tip #6: Walk Around The Room If Possible -- When giving a presentation where the venue is more casual, make an effort to walk around the room and interact with some of the people who are watching you. You will be surprised how this will help you become more "at ease" during the presentation.  

Executive Summary:  As you can see, enthusiasm plays a huge part in giving a great presentation, but it also needs to be combined with a number of other components.  Once you master this, you will quickly become great at presenting and winning your audience over and over again.  

For more information, visit our website!

Tip #471: 8 Tips For Establishing An Employee Mentoring Program

Establishing an employee mentoring program is a great way to properly engage and involve your employees. Not only will this encourage connections but also help with open discussions within your company. Plus, it puts an established employee in a leadership role and allows those newer to the role to learn from someone who understands the job first-hand. But here's the ultimate benefit: Employee mentoring programs often result in increased productivity, lower training costs and higher retention.

Click here to read about Dale Carnegie Training's Employee Engagement Study.

Consider These 8 Tips To Plan Your Employee Mentorship Program.

Tip #1: Try It Out - A solid employee mentorship program works on any scale. You can test out your idea by asking an experienced employee to train a new hire. Monitor the training and ask both employees for constructive feedback.

Tip #2: Provide Structure - A bit of structure will help your mentors and mentees understand what they are expected to cover. Additionally, you can use this step to catch inconsistencies in what you think is important versus your employees' focus. Structure means planning out training time and plotting specific objectives.

Tip #3: Set Expectations - Make sure that your mentors understand what you expect of them. How long should they spend on mentoring? Once a new employee is established, the mentoring relationship should continue. Mentors and mentees should get together for an hour every couple of weeks at the minimum.

Tip #4: Pair Appropriately - Provide a good match when it comes to selecting mentors and mentees. A good match is indicated by:
  

• Compatible skill sets and job requirements
• Positive social interaction
• Similar schedules and shifts

Tip #5: Prepare Documentation - The employees mentoring and being mentored should have a copy of all necessary documentation at the beginning of the training. This includes a printed training manual, reference forms, computer login information and a list of your expectations for training.

Tip #6: Stretch The Benefits Of Employee Mentorship -Employee mentorship doesn't simply help new employees - it trains existing employees by helping them refine their leadership skills. Just as they mentor new individuals, you must shape the management potential of the employee mentors.

Tip #7: Align Training And Corporate Values -Mentorship is a natural way to instill the culture of your company into your new employees. After all, they can learn from a primary example of your corporate culture.

Tip #8: Use A Survey Tool - Provide those involved in your program with a survey asking what they hope to obtain out of the mentoring relationship. This will allow you to understand your employees' goals and engage them in the future. Furthermore, it will allow you to make a good match when it comes to selecting mentors for your new employees.

Executive Summary: Employee mentorship programs provide many benefits to your company. Learning is thorough and organic. To succeed, make sure to plan and organize properly, check in with your employees and provide the necessary documentation. Additionally, you must set clear expectations.

For more information, visit our website!

Tip #470: How To Lead In Employee Engagement

It's no secret that engaged employees benefit the companies that employ them. In fact, organizations with engaged employees experience better production, an increase in goal-oriented behavior, lower turnover and higher profits.

Unfortunately, two-thirds of your employees are most likely disengaged. To reduce this percentage, a company needs to provide genuine means of fulfillment.

Click here to see the results of the Dale Carnegie Training Employee Engagement Study.

 

9 Tips For Getting More Of Your Employees Engaged

Tip #1: Provide Social Interaction And Space For Discussion - Feeling engaged means feeling connected. Anything you can do that provides a feeling of connectivity will encourage loyalty and satisfaction in your employees. Additionally, once employees feel like the company cares, they will be more likely to provide you with valuable feedback, suggestions for process improvements and other information only achieved in an environment of mutual trust.

Tip #2: Employ Empathy Instead Of Sympathy - Being sympathetic means recognizing a concern. Displaying empathy means you demonstrate a relational understanding. Most companies employ managers who are sympathetic, but empathetic leaders truly encourage employees to become more engaged. You can do this in a few ways:
* Demonstrated positive reaction to employee concerns and suggestions
* Intranet, LinkedIn or private Facebook group interaction
* Town hall-style meetings

Tip #3: Establish A Corporate Culture And Encourage Participation - Perks like flexible hours or a company gym demonstrate your commitment to the well being of your employees, and that inspires loyalty and engagement in return. Be clear about your corporate culture and ensure that it is reflected in the way you treat your employees.

Tip #4: Recognize Positive Contributions - Instead of simply recognizing your top performers, make sure you recognize your employees' contributions to your corporate culture and community. Additionally, this means ensuring that your employees understand their job beyond its function - they should know exactly why their role is valuable to the corporation, and you should make sure to demonstrate that you value it.

Tip #5: Encourage Mentoring - Most companies have workers and management - but have you considered what would happen if you presented your managers as mentors or encouraged employees to mentor each other? This prompts employees to create career advancement goals and to discover and share their talents.

Tip #6: Provide Community Service Opportunities - Some amount of employee engagement happens outside of the office. Community service opportunities provide new ways for your teams to work together for a greater goal. This reinforces a connection with other employees and the community, and that is proven to increase employee engagement.

Tip #7: Be Consistent - Employee engagement is not an annual initiative driven by only one department. It's a constant, intentional effort that you must support. Everyone experiences a fair share of instability in their lives; by showing that you care, your company can earn genuine commitment from its employees.

Tip #8: Do Not Forget About The Metrics - While it is important for you to measure employee engagement and its benefits, it is even more important for your employees to see how their extra effort produces real results and benefits the company. This encourages pride, support and creates an atmosphere conducive to employee engagement.

Tip #9: Provide Resources - Once you determine your employees' goals, you can engage them by supporting them in their goals. This could mean additional training, educational reimbursement or frank discussions about your employees' futures in the company.

Executive Summary: With consistency, outreach and encouragement, you can provide a corporate culture that attracts and retains engaged employees. Activities and opportunities that provide feelings of connection are among the best ways to create a corporate culture of such values.

For more information, visit our website!

Tip #469: 4 Employee Engagement Survey Mistakes (And How To Avoid Them)

    

   

     

Knowing how many employees are engaged is an important component for any size company.
 

To help you quantify your company's employee engagement issues, many leaders tend to survey their employees; however, if this is survey is done incorrectly, it could cause many issues internally.
 

4 Employee Engagement Survey Problems (And Solutions).

Problem #1: Your Responses To Surveys Is Negative - If employees point out an inefficiency in production and you respond by giving them more unpleasant work, that does not provide much of an incentive for them to give positive feedback.

Solution #1: Promote Positive Results - Instead of issuing negative responses, try addressing the concerns in a positive and enthusiastic way. If production results are inefficient, offer a reward or bonus for the team showing the most improvement.
 

Problem #2: Disengaged Employees Ignore The Survey -Chances are your disengaged employees already feel like you do not care about how they think. You've already lost them - so why are they going to take the time to fill out the survey? This means you do not hear from those who you need to hear from the most - your disengaged employees.

Solution #2: Provide An Incentive For Taking The Survey -Offer something extra - and make sure it is something that will be appreciated by engaged and disengaged employees alike, such as leaving a half hour early on a Friday.
 

Problem #3: You Distribute The Survey At The Wrong Time -Most employees are familiar with the ever-popular "exit interview," which usually occurs when an employee is leaving your company. If you find out why the employee was disengaged only at that point, then you have obviously already lost your chance to engage them.

Solution #3: Actively Encourage Feedback At All Times - It takes work to have an open door policy, but it pays off if a disengaged employee speaks up and you can assist them with their problems. This will help productivity, profit and team morale as well.

Problem #4: Your Survey Is Too Limited - If your survey simply requests yes/no responses or asks for ratings on a scale, you are actively disengaging everyone who takes the survey. While these tools will help you obtain solid metrics, it looks like a cold ploy to figure out engagement numbers.

Solution #4: Ask Open-Ended Questions - Ask questions that will encourage employees to think in ways they have not before. You could ask questions such as:
 

• If you could make one change in the culture of our company, what would it be?
• If you had the power to change one process, what would it be and why?
• If you could pick who to work for in this organization, who would you pick and why?

Executive Summary: Employee engagement requires constant focus. It takes time (and resources, such as your employees' time) to distribute an employee engagement survey and analyze the data. Make sure you use effective tactics that allow you to further engage your employees. The wrong survey could create more disengagement.

For more information, visit our website!

Tip #468: 6 Quick Business Growth Tips

It may seem difficult to grow your business in today's challenging economic climate; however, it is possible. 

To help you and your staff expand your sales, we have listed below a number of tips for any size business to consider - tips that will help you look beyond what you are doing today.   

Expand Your Business By Focusing These Quick Business Tips.

Tip #1: Remind Your Customers - Your business will not move forward or increase in value if your customers are unsatisfied. As you grow your business, continue to cultivate your existing customer relationships. Consider rewarding your current customers (even past clients) with discounts, vouchers and loyalty benefits. Additionally, don't forget to reward them if they "refer" someone to your business as well.

Tip #2: Avoid Selling On Price - Every member of your business should be able to understand and define what makes it different from the competition. This will help you drive sales and keep focused as you continue to grow your enterprise. Coach new and existing employees on an appropriate "elevator speech" that describes your business with concise clarity.   
Tip #3: Market Your Business To Its Customers, Prospects And Partners - Marketing is about telling your clients, prospects and business partners over, over and over again the value that your business brings to their business. The key to your marketing is this: Make sure you are sending slivers of information on a consistent basis (not one campaign with a list of all the products and services you can offer them). 

Tip #4: Add Complementary Lines of Products And/Or Services - To expand your sales, you should consider a formal (e-mail or through written communications) customer survey on an added product or service. Here is a question that you may want to use: What type of product and/or of service would be of value to you and your business? (List possible items below and an open space for a variable answer.)

Tip #5: Create A Formal Sales Follow-Up System - After a marketing campaign has been released, make sure your salespeople are calling the recipients to follow-up on the risk-free offer, i.e., call to action, that you used on the campaign. To ensure that this is being done, measure how many calls each person has made and the results of their calls.  Do this and you will see an immediate increase in sales activity. Remember this: 50% of most salespeople stop calling a prospect after their first unsuccessful attempt at moving the sales process forward!

Tip #6: Look For Financial Opportunities And Risks -Finances can make or break an expanding business. Carefully consider all investments - which are necessary and which are luxuries? Consider the details such as:

• Business grants

• Employee-related costs (orientation, benefits)

• Financing expansion

• Tax penalties and/or write-offs

Executive Summary: While there is much to consider when it comes to expanding a business, your core values should remain the same. As the business leader, you are ultimately responsible for retaining focus on these values - as well as the responsibility to see them through and pitch in when more help is required.

For more information, visit our website!