A stronger economy means more opportunities for you, and your staff. How do you keep them from looking for greener grass? Provide staff assistance, opportunities for enrichment, and an environment that increases enthusiasm. The processes of involvement, observation, interaction, and feedback build the foundation necessary for staff engagement, involvement, and motivation. The key is to create a staff-keeping environment now. Here are 8 key steps to take:
1.What you do vs. what you say. You are the company compass and barometer. What you say, indicate, espouse, or demand of others must match what you do. Being an involved, observant, available, and caring manager or owner sets the standard of behavior for others. 2.Share goals If you hate to be on the outside looking in, don’t you think others might feel the same? Bring staff in by sharing departmental or company goals. The journey you have in mind may be one that creates excitement and enthusiasm in them too. 3.Solicit feedback They say two heads can be better than one. Sometimes we can be too close to a situation to see it from multiple angles. Soliciting feedback can offer different perspectives. It also provides staff with an opportunity to actively participate in company planning and changes, and allows you to experience different aspects of them, and vice versa. 4.Observe “A picture is worth a thousand words." What you see when staff are working, relaxed, celebrating, or operating to meet a deadline are the scenes that truly describe how your organization works. The ways in which people act (and interact), speaks volumes about an organization. Observing, allows you to see what’s working, and where change may be needed. 5.Cross-training Walking a mile in someone’s shoes not only allows you to experience what they experience, but it can be the root of empathy. A cross-training program allows workers to experience other responsibilities and departments within the organization. It also prepares the organization for staff shortages, and allows workers to take a break from the routine of their regular tasks. 6.Relate to individual goals Organizational goals can often be in alignment with the goals of individuals within the organization. Support individuals toward attaining their goals. The direction they are headed, may be exactly where you have a current or future need. 7.Open communication It is important for staff to feel they can communicate their suggestions, concerns, successes, and misses, without fear of retribution. Assure staff they will be heard, acknowledged, and supported. Then, make sure you do exactly that. 8.The Final Piece In a recent study conducted by Nelson Motivation Inc, “78 percent of employees indicated that it was "very" or "extremely" important to them to be recognized by their managers when they do good work, and 73 percent said they expected that recognition to occur either "immediately" or "soon thereafter." Of the top 10 recognition factors staff ranked as important when they did good work, 4 were types of praise – personal, written, electronic, public – generated by those they hold in high esteem."
One Time Offers convey a sense of urgency to your prospects and motivate them to buy immediately. When done correctly, these offers have a high conversion rate. For example, let's say a marketer named Bob targets dog owners with his website and newsletter. His goal is, of course, to monetize his traffic as soon as possible, so he puts the OTO into action in three ways.
First, he uses the OTO as a Downsell. This targets those visitors who didn't respond to the original OTO immediately after they subscribed. Bob knows these people are interested in what he has to sell or they wouldn't have subscribed to his newsletter, so he crafts a different offer with the assumption that the $97 was just too much money for them to pay.
They may have wanted his Dog Training Kit but just couldn't afford it. So he shows them another OTO for less money. He makes it as close to the original offer as possible so he is able to deliver maximum value to this customer group. Here he sells all the ebooks in the kit with only the first section of the course for $47 and fewer bonuses. Once again, though, he creates a sense of urgency. This is the only place they could get just a section of the course. Everywhere else it's sold in its entirety for the full price.
Second, he uses the OTO as an Upsell. This targets the hyper-responsive customers, the ones who responded to the initial OTO. While they have their credit cards out and are in buying mode, Bob gives them a chance to get the absolute most for their money. Here he adds value to the original offer. Instead of the digital version of the course, they can upgrade to a hard copy and have it mailed to them.
Plus they get direct access to Bob for a live phone coaching session, something that normally costs hundreds of dollars but they can get the session as well as the Kit this one time only for $147. These are people who have shown immediate faith in Bob. They don't know who he is. They're not even sure if they like him or completely trust him yet. So Bob knows he has to continue to overdeliver for them. He shows them he cares by giving them the best deals possible even though they don't have a long history of doing business with him.
Finally, he uses the OTO as an Email Message. This targets current subscribers and customers. Anytime Bob launches a new product, he uses the OTO in his email sales messages. This message goes to people who know, like and trust him. He appeals to that relationship, letting his customers know he is giving them a deal-but they can only get it if they respond within a certain time period.
Or he makes only a certain number of products and thus creates a limited supply. Only those who take immediate action can hope to get the deal while enough supplies remain. Creating scarcity is a great option for the OTO as it creates a sense of urgency and convinces the customers to take immediate buying action.
Both Kennette Reed & are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.
Kennette Reed has sinced written about articles on various topics from Prospects, Management. Kennette Reed is the principal consultant with Kennette Reed & Associates. Her firm provides nationwide customer and staff retention, performance improvement, and executive coaching solutions. She is also a nationally know speaker and the author of seve. Kennette Reed's top article generates over 590 views. to your Favourites.
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