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The document discusses common barriers to maximized productivity in sales organizations, including a lack of formal sales processes, limited training for salespeople, unrealistic expectations for new hires, inconsistent recruiting and hiring practices, and the absence of clear missions or priorities for the sales department. It notes statistics on the costs of bad hires and limited sales training. The presentation goes on to promote the services of A.C.T. Consulting & Training Inc. to help address these challenges through individualized training, coaching, and mentoring for business professionals.
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http://www.scoreinc.com/score-way.php
Hr Guide To Enhance Employee Moral And Productiveness
This document outlines 11 ways to increase employee loyalty and engagement. It discusses measuring engagement through surveys, promoting a sense of being helpful through empowering employees and secret shoppers, improving competence through training programs and mentoring, building acceptance through team building, and gaining respect through transparency, good management, and recognition. Technology can help understand employee feedback to better manage engagement. Overall engaging employees leads to higher productivity, retention, and positive business outcomes.
Digital customer service for the digital age 24th march indigo blue peer 1 ...
Power to Your People – The Death and Rebirth of CRM
Presentation title: Digital Customer Service for the Digital Age
Dominic Monkhouse describes how audiences are operating online and how to deliver outstanding service through online channels
As a self-service evangelist, Dominic will be speaking about the ways in which digital customer service can improve the satisfaction of members rather than reduce it. Using experiences from his own business background as well as those of some of the world’s most customer focused organisations, Dominic will bring into sharp focus what members really want, and how we should be helping them to help themselves.
Additional talking points / details:
· Applications of social media channels, such as Twitter and Facebook, to deliver a service message
· Engaging with consumer audiences to understand satisfaction through techniques such as Net Promoter Score
· Benefits of adopting channels for two-way, open and transparent communications; building communities and engagement through social media
2014 Hiring & Training The Strongest Originators [B. Harmon & S. Wheeler San ...
The document discusses best practices for recruiting, hiring, and training sales professionals in the commercial equipment leasing industry. It emphasizes the importance of having an executable recruitment, hiring, and training (RHT) plan to find top talent ("eagles") and avoid poor performers ("turkeys"). Successful companies recruit continuously, hire based on a well-defined profile, and provide structured initial and ongoing training to new hires and veterans alike through internal and external sources. Training focuses on product knowledge, sales skills, and adapting to changes in the industry.
Retention Management in the Era of Healthcare Reform
The document discusses strategies for improving employee retention in the healthcare sector. It notes that employee turnover is extremely high, costing the industry billions per year. The key to improving retention is effective leadership that identifies high performers, sets clear goals and evaluations, challenges employees with career growth, and removes underperformers. Leaders must acknowledge that poor retention is due to mismanagement rather than external factors like workforce shortages, and make changes to implement strategies like training, recognition programs, and standardized hiring practices. Doing so can help organizations stay ahead of competitors in attracting and keeping talent.
insidesales.com-15-time-wasters
This document discusses 15 common time wasters in inside sales and lead generation departments. It provides examples of each time waster and a best practice for addressing it. Some of the major time wasters discussed include poor sales and marketing strategy, poor hiring practices, low motivation among salespeople, and slow response to lead inquiries. The document advocates for investing in quality lead generation resources and sales coaching or mentoring to help eliminate inefficiencies.
Managing salesforce
The document discusses various aspects of designing, managing, and motivating a salesforce, including:
1) It discusses the importance of carefully designing the salesforce structure, objectives, strategy, size, and compensation. It also covers recruiting, selecting, training, supervising, and evaluating sales representatives.
2) It provides details on recruiting and selecting sales representatives, including creating job descriptions, identifying critical skills, conducting interviews using evaluation grids, checking references, and using aptitude tests.
3) It discusses training sales representatives to improve their knowledge of the company, responsibilities, products, sales skills, and morale. It also covers supervising representatives through fieldwork, technology, and providing direction, guidance, encouragement,
Going Further, Faster: Signs & Symptoms of Misalignment—and What to Do About It
The document discusses employee and customer alignment. It describes typical situations that companies face such as growth, sales, marketing execution, and culture issues. It then outlines a self-test for diagnosing alignment problems within an organization. The document also discusses Gallup's Q12 engagement survey, which identifies 12 key factors that predict employee performance and business outcomes. Engaged organizations have significantly higher earnings growth compared to less engaged firms. The document concludes by noting various impacts of high employee engagement, such as increased customer loyalty and productivity.
Recruit the best team slides for 1 hour webinar
This document provides information and advice for recruiting and hiring sales team members. It discusses looking for specific traits in candidates like attitudes, motivations, character, personality and sales skills. It emphasizes measuring these qualities using questions that get candidates to provide stories about themselves. High-scoring traits include strong work ethic, honesty, concern for others and personal responsibility. The document also discusses using a sales profile tool called the CTS Sales Profile to further evaluate candidates and provide sales coaching once hired. The goal is to attract and hire the best candidates who are driven to succeed in a sales environment.
Pcb Cpresentation Final
This document summarizes a workshop on raising the talent bar by aligning organizational strategy, values, and leadership with competency definitions, recruiting, hiring, orientation, and leadership development. The workshop objectives are to define competencies, find and grow talent through effective recruiting, hiring, and orientation processes, and achieve business results by investing in people.
Talent attraction for the modern recruiter
The document provides an overview of talent attraction strategies for modern recruiters. It discusses trends like the increasing demand for talent outpacing supply. Effective talent attraction involves understanding business needs, benchmarking current employees, and developing clear differentiation from competitors. The marketing cycle for talent includes researching needs, planning recruitment messaging, and communicating the brand where candidates can be found. Case studies show how aligning recruitment with business goals and getting candid employee feedback can improve hiring and retention.
Similar to Linked In Mission Possible1 (20)
Customer experience and employee engagement strategy
Customer experience and employee engagement strategy
The Power of Stay Interviews for Employee Engagement & Retention
The Power of Stay Interviews for Employee Engagement & Retention
2010 Seattle SMA Presentation - Conference Room Or Cubicle, What type of recr...
2010 Seattle SMA Presentation - Conference Room Or Cubicle, What type of recr...
Hr Guide To Enhance Employee Moral And Productiveness
Hr Guide To Enhance Employee Moral And Productiveness
Digital customer service for the digital age 24th march indigo blue peer 1 ...
Digital customer service for the digital age 24th march indigo blue peer 1 ...
2014 Hiring & Training The Strongest Originators [B. Harmon & S. Wheeler San ...
2014 Hiring & Training The Strongest Originators [B. Harmon & S. Wheeler San ...
Retention Management in the Era of Healthcare Reform
Retention Management in the Era of Healthcare Reform
Going Further, Faster: Signs & Symptoms of Misalignment—and What to Do About It
Going Further, Faster: Signs & Symptoms of Misalignment—and What to Do About It
Linked In Mission Possible1
- 1. Facts to Consider…. Before you view our brief presentation. Here are a few facts that A.C.T. believes you should consider….. FACT: According to a recent Gallup poll, the cost of a bad hire is approximately 3.2 times that person’s annual salary! FACT: According to the Bureau of Labor Statistics less than half of all Sales or Customer Service employees have received any formal job related training within the last 12 months. FACT: According to the Bureau of Labor Statistics within the last 6 months Sales and Customer Service employees have received on average .6 hours of formal sales or customer service related training FACT: According to the Bureau of Labor Statistics total wage and salary costs of training employees by company size formally and informally are: 50-99 employees: 1.3M Formal Training 4.3M Informal Training Costs 100-499 employees: 5.5M Formal Training 11.2M Informal Training Costs 500+ employees: 5.9M Formal Training 8.6M Informal Training Costs (Press Enter to Advance Slides)
- 2. Mission Possible!: Psychology-Process-Technique Why Your Company Needs to CALL A.C.T. NOW ! Aguilar Consulting & Training Inc. www.callactnow.com (760) 521-5998