Seeing the good in dark hours…..

From a friend in Boston… said to his team…
When trying to help children understand disaster, someone once said “Look for the helpers….there are always people helping.  That’s God reaching down and guiding us to recovery”  I remember 9-11 and watching the heroic police/fire and EMT run into the buildings as everyone was running for safety…..those were the helpers.  I remember hearing about the teachers of Newtown barricading their classrooms and hiding the children.  When the shooter came to one teachers door, she said the children were @ gym class and not there…fully knowing she would lose her life in order to protect the kids hiding in the cabinets behind her….Those were the helpers.  And I watched yesterday’s news many times, not to see the explosion, but to see the immediate reaction of civilians of Boston running to help.  Not running away, but running to help……Those were the helpers.  First it was emergency personnel running to help, then it was teachers stepping into action and yesterday we had civilians as first responders.  What I have learned from these tragic events is that Evil is not winning.  We are not paralyzed in fear.  In fact the opposite is happening, we are getting stronger and more united.  The good in people will always trump the evil in the world.  It always has, and it always will.  We are asking ourselves what we can do to help today?  And the answer is live your life.  Go to work…play with your kids…love your family…keep moving forward and enjoy life.  Be positive, be resilient, be your best….at the end of the day that is all you can ever do

Fostering a Culture of Engagement!

Employee engagement is a hot topic in the business world and for good reason. Engagement can not only make a difference on employee satisfaction and productivity, but it can also increase employee loyalty—resulting in less turnover—and positively impact the bottom line. Organizations are realizing the need to create a culture of engagement that maximizes the potential of each employee.

According to the bestselling book

First, Break All the Rules, authors Marcus Buckingham and Curt Coffman assert that one out of every five employees is actively engaged in his work. This means that 80% of employees are disengaged with their work. How much productivity is your organization losing from these employees?

One out of every five employees is actively engaged in his work.

Are your employees engaged in their work? Are they loyal to your business? How do you know these things? And if you don’t, how do you find out?

Any attempt to change the culture and processes of an organization can be difficult and challenging. In this report, we also discuss how to implement new processes that can significantly improve employee engagement. As you go through this report, consider the current state of your organization and how your organizational culture can be modified to create a lasting model of engagement. As the title suggests, the entire DNA of your organization may need to be altered to lead to more engaged, active employees.

There are many benefits and advantages to understanding engagement levels. Companies with this knowledge have higher retention rates, superior customer service, and realize enhanced bottom‐line results. Leaders at all levels of the organization strive to create a work environment that results in highly engaged employees.

Engaged employees provide immeasurable benefits to your organization

The importance of hiring and managing engaged employees is significant to the success of your business. If you have tried to improve engagement for years and still aren’t seeing the results you expected, you need to look at creating a culture of engagement within your organization.

Organizational—In order to foster engagement at this level, you need to encourage and implement strategies that lead toward employee engagement. Take a good look at the core values and mission of the organization and see if you are fostering engagement.

Managerial—Leaders and managers are the key drivers of employee engagement. If they are not motivating employees to be engaged, then there is a great chance that your organization will always struggle with employee engagement. Knowing your managers and assessing the characteristics of the leaders in your organization will help you promote engaged employees who can motivate others to be engaged as well.

Employee—Find target employees who are engaged in their work and make sure that they stay engaged and motivate others to be more involved in their work as well. Consistently challenge and train your employees so that they take on new tasks that provide opportunities for growth and creativity.

It is impossible to create a culture of engagement without knowing the personality and characteristics of your employees and managers. Leaders must be aware of the engagement levels of their employees. Assessments provide an opportunity to learn more about each employee and how they fit into their job and the organization.

To Learn more about engagement visit: http://www.assessmentspecialists.com/workplace_engagement_survey.html

call or email us at 877-855-1179 or JohnCaspole@AssessmentSpecialists.com

And the Award Goes Too…

CARLSBAD, CA (March 2013) — John and Michelle Caspole of Assessment Specialists, Inc.  received Profiles International’s Top Five in the Nation Award for 2012 among over 400 representatives.  Assessment Specialists provide pre-employment systems which include talent management, selection, applicant tracking and leadership development. They are active members of SHRM, Carlsbad Chamber of Commerce and  ASTD. To learn  how to avoid costly hiring mistakes and promote the right leaders call (877) 855 – 1179 visit http://www.assessmentspecialists.com/profile.html to request a sample or learn more about how job fit makes the difference!

Imagine Great People!

Executive’s globally are faced with the challenge of hiring the right people for the critical positions they need to fill. They are also faced with the task of increasing the bottom line, engaging management setting expectations and meeting with the owners. Through the process of delegation an interesting factor is exhibited.

Executives will delegate there most important tasks to their busiest people. Executives have a clear vision of who can handle what task and who can they depend on to deliver results. In reflecting on this trend; two very simple concepts arise. You have already begun succession planning through your delegation hierarchy and it would be more productive if you could replicate more top performing employees.

By testing top performers in your organization and discovering what common characteristics make them successful we are able to establish a benchmark to measure future candidates against.

Studies show that using job match increases the chances of hiring the most qualified candidate.

Executives and Managers spend most of there time dealing with people problems. Image alleviating that pain and hiring candidates who will outperform the rest. Imagine Great People!

To Learn more give us a call today! 877-855-1179

To Learn more about Job Fit Visit: http://www.assessmentspecialists.com/profile.html

All the best to you and your team!

Tracking Sales Performance with the Sales 180 New Product Release!

The purpose of the Sales CheckPoint is to identify sales behaviors as viewed by you and your salesperson.  There are 79 sales behaviors presented as survey items.  These 79 items are grouped into 19 Skill Sets which further group into 7 Universal Sales Competencies.  Both you and the sales representative will provide your ratings of the sales behaviors on each of the items.  When a salesperson frequently displays certain behaviors which are a part of these Sales Competencies, they are typically identified as effective and successful in sales. Sales consultants will rate them selves and their manager will rate them also looking for strengths and opportunities to better serve the need of prospects, clients while achieving the sales goals on a consistent basis. We expect to repeat this process in 6 months looking for more opportunities as appropriate. The survey is done online in about 30 minutes with results then shared with Sales Manager and Sales Consultant for discussion and an action plan on areas of opportunity for both.

Below are the areas we measure on the Sales 180!

1. Entrepreneurial Approach • Reflects entrepreneurial attitude • Time optimization • Sets effective goals

2. Understands the Prospect • Recognizes buyer behavior • Understands the purchasing process

3. Develops Appropriate Solutions • Uses feature and benefit solutions • Knowledge of products

4. Prospects Proactively • Identifies prospects • Gets appointments

5. Manages Selling Process • Understands client-centric selling • Establishes rapport • Identifies prospect’s needs • Counsels prospect

6. Closes the Sale • Explores prospect’s options • Presents ideal solution • Overcomes objections • Closes effectively

7. Manages Sales Relationships • Secures the relationship Builds and maintains relationships

If you would like to discuss a demontration of the Sales 180 give us a call at (877) 855 – 1179

Email us to request a sample Individual and Management Sales 180 report.

Happy Holidays!

 

A Tale of Poor Customer Service

We have all had poor experiences with customer service. Some customer service representatives over promise and under deliver, others are scattered and in need of some serious training.  Is it me or does this seem to be a theme among companies across the board.  It is generally understood that poor customer service experiences spread like wildfire. Websites like glassdoor.com and yelp.com are littered with bad reviews and horror stories from customers that were so turned off by a company they took the time to post their story on the web.

Companies need to take a time out and consider how to hire the right customer service staff the first time. Customer service is not easy.  It takes empathy, tact, focus and flexibility.  Not everyone is cut out to be in customer service.  Think of your customer service staff.  If you had to rank them in order of top performer to your weakest link, it is likely that you can instantly name the top three. Why? Because you are able to delegate very important critical projects to those individuals and you know, without a doubt, they can deliver what you need in a timely professional manor.

Think about alignment for a moment. Managers have certain expectations of their customer service staff.  But is management aligned with each other? How can we expect the front line to agree with management’s vision for excellent customer service if the executive team is not aligned to begin with? What is the solution? How do we all get on the same page? We the answer is simple… hire those who behave like your best.  Test for those qualities and begin to see rave reviews!

To Request a sample of our Customer Service Profile visit: http://www.assessmentspecialists.com/custsvc.html

If you would like to discuss how to hire or improve your customer service staff and managers give us a call at 877-855-1179