Sales tools help you improve your sales efficiency. That’s it. They can’t do magic
Past few years have a seen a dramatic rise in the number of CRM (Customer Relationship Management) tools that claim to help you increase the sales. Billions of dollars are spend per year by the companies to provide these tools to their sales team.
But one often question arise can these tools provide return on investment to customers. The answer is both ‘Yes’ and ‘No’.
What exactly do these tools do?
These tools work as repository of large sales information about the prospects. These tools help the sales team members to manage their contact and organize their communication with the customer. They also help sales teams to analyze their sales data like their pipeline, probability of sales etc. To a large extent they automate the sales process.
Can they do a magic? No.
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Loading ...Good bosses in a not so good world
It pays to be a good boss!
Employees like the boss who shares their problem and stress with them. It makes juniors feel good. The fact was revealed in an interesting discussion “What’s good about your Boss? “ initiated recently on CiteHR, a community forum for Human Resource Management. Quite a few respondents were enthusiastic about being given a chance to express their positive views about their boss.
This brings out the fact that if a boss is good, he will be appreciated and liked by employee. Junior of a ‘short tempered’ boss revealed that he helped him progress through negative motivation.
The following is the list of opinion of employees about their bosses.
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My boss hates micromanaging. He gives an assignment to me and wait for me to finish it (do not keep irritating me by forcing deadlines). If he likes it, he praises it. If he doesn’t like it, he discuss it with me and guides to improve it. His insight is useful. That’s one of the good things about my Boss!
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(No Ratings Yet) Loading ...Switch Jobs Carefully
Often candidates/employees come to HR Managers/ HR Consultants to seek advise while making a new career move. Many career moves are driven by the ‘hurt emotions’/ ‘unrealistic expectations’ in the existing job or ‘inflated promises’ by a desperate hiring manager seeking a candidate to fill an important position etc. Such ‘wrong’ moves can hurt both the career of the candidate and the organization (by losing a talented and competent employee).
Many candidates often look at only one or two aspects of the job-change which is not sufficient to make a career move. Here is a list of 15 + questions that I prepared while advising a candidate, a Sr. Sales Manager with a large corporation in telecom industry, making a move to a smaller corporate, but a leader in Tours and Travel industry. I asked the candidate to answer each question himself. I would not disclose what happened after the candidate read and answered these questions though it made a significant impact.
If you have an employee resigning from his current job, give the following questionnaire to them. In many cases, you may check attrition and stop a ‘wrong career move’.
(No Ratings Yet) Loading ...Bad employee separation sucks those who stay..
John (a fictious name) worked for a small sized software development company. John was considered an excellent performer and has won many accolades from the leadership for doing some extra-ordinary work for the company. However after three years, John started feeling disenchanted with the company partly due to its policies, partly due to his manager and partly due to the future prospects in the company. Finally, one day he decided to bid adieu to the company. So he started looking for the options and finally one day accepted an offer from one of the employers.
When he submitted his resignation, his manager (who was one of the key leader in the company) was caught off guard. He tried to persuade him to stay back, but John was too demotivated to stay back. Within an hour, manager accepted the resignation, but what followed after was a bad experience for John.
(No Ratings Yet) Loading ...Recruiters Worry No. 1 : Candidates do not turn up
Do you still wonder why good candidates hesitate to join your company? Why candidates do not turn up for interviews? Or why many don’t join even after getting offer letters? Unless you are a top and coveted brand to work at, your recruitment depart face these challenges very often.
While there can be many reasons for candidates not joining, one of my friend declined to join a company because of the company’s poor online presence and an out-of-date recruitment process. He tried hard on google to know about the company, but more he searched , more his trust in the company weakened. Further during the interactions with the company, the recruitment process failed to impress him.
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(No Ratings Yet) Loading ...One of the Biggest HR Questions of First decade of 21st Century?
The world economics went through a big turmoil during the last quarter of September 2008. The news of debacle of major financial giants like Lehman Brothers, AIG and Merrill Lynch scared event the most patient investor across the world. And now there is Satyam in India and so many everywhere!
In the middle of the same turmoil (whether somebody noticed or not) TT Ram Mohan, Editor , The Economic Times of India, asked one of the most critical questions of the era:
How on the Earth did the Boards, the top management and the collection of brains down the line MANAGE to bring top three firms (Bear and Sterns, Lehman Brothers and Merrill Lynch) to their Knees?
Mohan continues, “Most of the blame is being laid at the doors of the CEOs. Bear Stearns’ chairman, Jimmy Cayne, and Lehman’s CEO, Richard Fuld, have gone swiftly from being iconic figures to arch villains.”
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