Archive for the ‘Leadership’ Category

Top 3 Performance Evaluation Questions

Sunday, April 18th, 2010

The objective of a performance evaluation is to boost the employees motivation and to learn ways to improve your business.

Hopefully the following are already part of your performance evaluation process. If so, congratulations. Your are in the Top 5% when it comes to effective performance evaluations.

  1. Ask your employees what the top three goals are for the business. Many times employees can’t answer that question. Your employees can’t be on the same page unless they understand the goals. Often we assume everyone understands the goals to achieve our mission.
  2. Next, ask employees how they would take business away from your company if they were competing with you. This gives employees the chance to identify any weaknesses the company has. Managers are often surprised how quickly employees can identify weaknesses or shortcomings, especially hourly employees.
  3. See if employees can identify “business changers.” Ideas that can make a significant difference in how you conduct business. Ask employees what they would change to take your business to the next level. What they would do if they could change anything. Your objective to to help employees think of ways to do your business differently. Another way to ask the question is to ask them what parts of their job drives them nuts. Follow-up question of course is what they would do to fix it.

We are all busy. It’s easy to just concentrate on immediate performance when giving an evaluation. Many managers view performance evaluations as “unpleasant” or “a waste of time, the employee already knows how they are doing and where they stand.”

Human Resources Departments need to remind managers of the objective of the performance evaluation is to improve employee motivation and improve the business.

How does HR make that happen? Add a Standard of Performance that states each manager needs to gain one idea per employee on how to make the company better. Then, when you send them an email on the date of their next performance evaluation remind them to ask the employee of ideas on how the business can be made better. Don’t assume they remember. Like all of us, your managers have a lot on their minds. It’s easy for details to slip. Especially on portions of their jobs they don’t do often.

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Tom’s Take: Innovations for Second Quarter

Thursday, April 8th, 2010

Yesterday in Business is Better, Closing In On Good, But Not Great “http://www.securemploy.com/blog/2010/04/07/business-is-better-closing-in-on-good-but-not-great/” I indicated that most companies we have talked to did slightly better than planned for the first quarter. Some felt they were overly conservative in their projections. Others felt they didn’t get as big a “share” as they wanted. Etc. Bottom line: many companies are not as happy about first quarter as they should be. Congratulate yourself if you achieved NOP!

Innovative Thinking for Second Quarter.

Had a delightful conversation with a progressive thinking VP Sales & Marketing early this week. He really got me thinking. I asked if I could share his ideas. He agreed.

He introduced me to:

Zero Based Marketing & Sales Projections Increase Revenues 11%

All of us are familiar with Zero Based budgeting that was all the rage a few years ago. (Incidentally, a number of progressive management companies are still using the concept and seem to be beating the industry profit averages by 5-7% every year.)

This VP sits down with sales teams at each hotel, every quarter. They analyze all the booked business. What has been booked. At what rate. What additional services/products were added to the sale. What F&B is included. Then they go through a check list of 97 things they can offer to any group or guest to identify what they did not sell. Now they re-analyze each piece of business to identify how to get additional revenue from the group.

They have been doing this for 9 months. On average they have increased revenue from existing bookings by 11%.

The VP takes this a step farther. Before each sales call the sales person studies the list of 97 items that can be sold and charged. Which will benefit this group or corporate account the most. They look at what will provide the most benefit to the customer. Not what will give the hotel the greatest profit margin. This VP understands the key to sustained long-term profits is to keep all the accounts. VP knows that only happens if you meet the clients needs first.

Can It Really Be This Simple?

VP Sales and Marketing said they learned early that they always left money on the table. Sales people are trained to close the sale. It’s tough to be in the middle of that process and remember everything you can sell. By analyzing what was missed, from the customers perspective, they can go back to the customer and help the customer better meet their needs.

I asked if the customer always “traded up.” The answer? “Almost always, but typically at a fraction of what we suggest.” It’s easy to identify ways a customer can significantly increase their results by spending 20% more. That’s rarely in the budget. “Customers always appreciate our suggestions, even when they don’t use them. They appreciate our thinking about their business. By concentrating on how our suggestions will benefit them, they “get” that we are not just trying to re-negotiate the deal.

Sweetening the deal.

Once in a while, the customer just can’t add anything. Before we make our suggestions the sales team at the property has identified 1-2 things they would be willing to “throw into the existing deal” to improve things for the customer. These customers are blown away by our offer. It stops them cold if they were thinking we were just trying to renegotiate after the deal was signed.

The Best Part-90% Re-bookings.

That’s right. This company has re-booked 90% of the business that has been exposed to the above. “Customer loyalty is the name of the game for any business. I always remind our teams that it’s easier to get additional dollars from existing customers than to find new customers. We all know it. In our zeal for additional business, I found we were pushing our sales teams so hard they were not giving our existing customers the attention they deserved.”

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Reaching Your Goals…Everyday

Thursday, April 8th, 2010

John Giusti, VP Small Business Marketing for Staples recently stated “You’re 80% more likely to reach a goal if there’s a commitment with some level of incentive and accountability.”

John’s quote got me thinking on what each of us can do to be more effective. Following are things we have started.

Each of us has more to do in a day, than there is day. Give yourself incentives to complete items on your “To Do” list. Give yourself larger incentives for the strategic tasks on your daily list.

Hold yourself accountable to the critical items on the “to do” list. Carefully evaluate which tasks will impact your business and career the most.

Now pass along the above tips to your employees and then have some fun comparing results and offering a prize to the team member that does the best job staying on task for the week.

It’s not easy. Our business world has lots of interruptions we can’t control. We each need assistance in “staying on task.

Share what works for you.

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Business is Better, Closing in On Good, But Not Great

Wednesday, April 7th, 2010

This week I’ve started to hear some pessimism from a number of companies. When I ask how business was the first quarter they all say “slightly better than in 2009.”

This year the economy is supposed to grow about 3.5% (3/10ths of a percent per month.) Most of that growth is supposed to occur the second half of 2010. I know we all hoped our business would be the exception and that we would grow faster than the economy as a whole.

If most of you are doing slightly better than in the first quarter of 2009 , be thankful. You are moving in the right direction. Just not as fast as hoped. Did your business grow faster than the economy as a whole? If so, congratulate yourself, and your team.

Business is slightly better and it is closing in on good.

What happened to Great? Ahh, that’s where the rub comes in. Any of us that want “great” have to be significantly more nimble in adopting new ideas, strategies, entering new markets, etc. In a word, we have to be better “innovators.

This has to be a long slow recovery for the country as a whole. We have a huge country with lots of people. We have a country that wants to provide more socially for our citizens. That requires a lot more taxes than we are paying today. Majority of employment increases are coming from the public sector. That sector has never contributed to the economic growth of the country. None of our businesses can grow as fast as we would like if we continually have to pay more to the government before we can invest in our companies.

Saw an interesting quote earlier in the week that summarized what’s happening. “The government cannot give to anybody anything that the government does not first take from somebody else.” Our country is slowly exhausting the credit limits China and other countries are willing to extend. I understand interest on the debt we owe China now exceeds a billion dollars a day.

It does not matter if we agree or disagree with the above, it’s happening. Our role as business people is to identify ways to grow our business faster than the government can figure out ways to confiscate our profits.

None of us can afford to wait for the economy to turn around. Start by realizing we had a good first quarter if we exceeded 2009 and our first quarter’s NOP. Now let’s tackle the second quarter and see if we can do slightly better than planned, again. If so, we should end the first half of the year a percent or more ahead of our first half projections.

Historically that would be good, it’s only been in recent times that we have started expecting double digit increases in business year after year.

Don’t get me wrong. We all should be shooting for double digit increases every year, 20%+ is ideal. But those types of increases rarely happen unless we are very innovative with our business.

Innovations for the Second Quarter coming April 8th.

Had great conversation with dynamic VP Sales & Marketing. He agreed I could share his ideas. Watch for tomorrow’s blog.

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Economic Fundamentals-Making Them Work for You:Tom’s Take

Monday, April 5th, 2010

US became a world power based on our manufacturing prowess. Our world role as a manufacturer of products has greatly decreased.

This recession is the first instance that the government is creating most of the jobs (since the Great Depression.) Their attempt of course is to restart the economy.

Unfortunately, the loose spending policy and stimulus by the Federal Government, and the willingness of State, County, and City Governments to continue overspending does not contribute to a sustainable recovery. Our government continues to deal in microeconomics instead of macroeconomic fundamentals. The governmental policies continue to create asset bubbles. Sooner or later, like all bubbles, they will pop.

How do we protect our businesses?

Understanding the above is the first step. Second step is protecting our companies by minimizing the business we do with asset categories that are bubbles, like commercial backed mortgage securities. If we have to deal with them, then we each need to recognize we are dealing with risky markets and we need to develop alternatives as fast as we can.

There’s nothing wrong with doing business with risky sectors of the market as long as we understand them and don’t depend on them.

How do we protect our businesses? If government at all levels is taking a larger role in all aspects of society, then we need to structure our businesses to attract more government business.

Some of that business will be directly from the government. More business can come from various businesses and organizations that do business with governmental agencies close to you. Identify and market to those companies to encourage them to do business with you when they are in town.

Be proactive identifying business opportunities based on today’s market conditions.

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Tom’s Take: What Do Transient Guests Want?

Saturday, April 3rd, 2010

We all assume we know what our guests desire when they stay with us. Do you really know or are you assuming you know?

Do you need more or less amenities?

Some hotels and companies do an excellent job surveying their guests. These hotels have advance knowledge on their customers changing tastes.

When was the last time you surveyed your guests when they checked in or out?

Start by giving guests a 4″ x 6″ card at check in that asks: Please indicate the 3 things we can do to make your stay enjoyable. Then have 3 lines. At bottom ask them if they would like you to remember these for their next visit. If so please enter their name and email address.

At check out give them a second 4″ x 6″ card asking them to list the 5 most important amenities you can offer. At bottom ask them if they would like you to remember these for their next visit. If so please enter their name and email address.

Giving guests blank cards enables them to tell you exactly what is most important to them. After the guest has left have your front desk staff indicate on the card whether the guest is traveling on business or pleasure. If possible identify the business the guest is in.

Several hotels are starting to survey their customers each time they check in. The hotels have developed follow-up mini-surveys for repeat customers. Better service starts by understanding each of our guests. The above program cost is typically less than $25 per month. If you don’t have the ability to print on 4″ x 6″ card stock, then use 8 1/2″ x 11″ 28 pound paper stock. Run it through your photocopier and cut it into quarters.

To run efficiently, we each need to apply “zero based” practices whenever possible. This means starting without preconceptions. Several hotels that have done this have found they could eliminate some of the room amenities they provide “as a matter of course.” Of course these hotels have to meet brand standards. They have also been able to suggest to brands that some amenities need to be available. That doesn’t mean they need to be in the room.

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Keeping the Pipeline Full

Wednesday, March 31st, 2010

Sales has always said that if the pipeline isn’t full not much will come out as confirmed bookings. Another analogy that is used is the sales funnel.

How do you know if your sales staff is making enough of the right calls to generate the business you have projected?

Start by looking at your historical bookings over the last 4 years by market segment. How many sales calls in each market segment did your sales staff make to achieve those bookings? Are you satisfied with that booking pace? If not, identify the percentage increase you expect from each market segment. Then simply increase the number of sales calls for each segment by the percentage increase you desire.

    Test your market segment expectations.

    It’s easy to set goals and expectations. Making sure they are realistic is a separate issue. Your sales team has to “buy into” your sales goals and expectations.

        Can your sales staff realistically make enough calls on former or potential customers to meet the sales call goals by market segment?
        Are there enough potential customers coming to your area in each market segment? If not, how can you increase sales from existing customers in the market segment to meet your booking target for the segment?
        Test the assumptions on both of the above with your current sales team. Then sit down with them and assess the results and where they feel modifications are needed in the targets. Then ask them what additional market segments they feel the hotel should sell. The sales team can’t just say the targets are unrealistic, they need to be responsible for identifying other sources that could generate the business in the time they have to sell.

    Now step back and identify what additional training your sales team needs to meet the goals. We are all familiar with “order takers.” Today we need people who can find business and then sell the business at the rates we need. Our customers still want to get the best deal possible, but most also know that the markets are starting to change. They are willing to listen when your sales staff sell the value your hotel offers for the price you want to charge.

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Economic Analysis: Tom’s Take

Sunday, March 28th, 2010

Where’s US economy heading and how do you make it work for you personally and in business?

US economy has never dealt with a recession like this one. We hear lots of talk about U shaped or V shaped recession, with few others thrown in. Appears to me we are closest to recession that has held Japan down for many years. Plain old stagnation. Can it switch to a stagfation? Yes, but the way we need to react as individuals or businesses is the same.

Why don’t we care which it is?

In a stagnation, the economy just doesn’t have much recovery. In a stagflation, we add inflation to the mix.

What’s different from previous recessions?

In past recessions, small business has lead the recovery. This time government is trying to lead the recovery in the US, and internationally in those countries most affected. Many states in US are in serious financial trouble and are raising taxes. Likewise many counties, cities, and towns. In the past we have not experienced the severe budget shortfalls at all levels of government. As governments at all levels have to raise taxes to make ends meet, it significantly slows the ability of American business, especially small business, to recover.

Whether government overspending just slows the recovery or leads to inflation, the result will be the same. A very slow recovery for the US economy, and by extension, other countries that are severely impacted. Increased government taxes and programs adversely impact business two ways, directly from the taxes, and indirectly from time lost adhering to more governmental regulations.

What’s solution for individuals and businesses?

Reduce debt and increase cash reserves. The goal is to have sufficient funds to take advantage of an upswing in the economy, personally or as a business. Or to preserve existing personal or business lifestyle should inflation pick up.

Personally, people need to do everything they can to reduce their amount of debt. Reduced debt enables increased savings or simply paying cash for more future purchases.

Many businesses, especially small businesses have done excellent job of reducing debt and expenses. Now they need to identify ways to increase revenues while still holding costs down.

How can business increase revenues?

Find new sources of revenues. Existing sources of revenues will not be enough for most businesses. Then back it with great customer service. As an example, have real people answer the phones. Use voice mail only as a last resort. Biggest customer complaints is not finding a phone number for a business and then only getting voice mail, that often goes unanswered. Business can not afford to let any sales opportunity go by, and providing great customer service enables more sales opportunities.

Share your success stories.

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Attracting Millennials to your Hotel

Wednesday, March 17th, 2010

Millennials are more social than Baby Boomers. Staying in their room working all evening, or watching a movie doesn’t hold a lot of appeal. They would rather work in the lobby or an open business center, even if they are not conversing with others. A key is a roomy business center. They are not interested in seeing how many people can be crammed into a 10′ x 10′ “business center.” They’ll work in the lobby first.

What can you do to encourage them out of their rooms?

  • One hotel started offering popcorn from 4:30-7 PM weekdays. Guests checking in came back downstairs. Business travelers enjoyed the popcorn. The popcorn encouraged conversation. So this select service hotel got a permit to sell beer and wine. First month on the program beer and wine sales topped $10,000. Now they are looking to add simple sandwiches. Word is spreading, and the hotel picked up additional 221 room nights in Feb. They now lead their market segment by 20 points. (They were third in the segment.)
  • Another hotel had a very small lobby. They moved their fitness room which had been just off the lobby and next to the pool. They converted that room to a “great room” with a big screen TV, 3 computer work stations, 3 game tables, complete with decks of cards, backgammon, cribbage, etc. They also added 3 vending machines. First month, vending machine sales topped $1100. Now there are typically 5-10 people in the room from about 5-10 PM weekdays. Families use the room on weekends when kids games replace the cards, etc. No increase in repeat bookings yet, but no attrition either
  • Another hotel knew a retiree who loved to make homemade donuts. They convinced her to make her donuts in the hotel from 5-6:30 PM weekdays. She always baked up few so the smell greeted guests checking in. Then she would fry up donuts and dip them in the frosting of the guests choice. The program was so successful it quickly attracted local business people. She now has taken over two rooms and the donut operation is available from 6 AM to 6 PM. Occupancy in Feb. was up 11 points over 2009 and ADR was up $3.

Share your success stories with us.

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A Think Piece: How HR Caused Toyota to Crash

Monday, February 15th, 2010

Following is shortened version of  Dr John Sullivan’s views on how HR contributed to Toyota’s billion dollar direct loss and $30 BB decline in stock evaluation. Full article was posted on ERE.net today. Link is included at end.

Excellent process points for Executives, including those in HR, to remember/consider.

To Find the Root Cause of Toyota’s Problems, Look Beyond the Gas Pedals.

“In any situation where employees fail to perform as expected, investigators must determine if the human error could have been caused by factors beyond the employee’s control. Such external factors might include actions by senior management, lack of adequate information or job training, faulty inputs to the process, or rewards that incent actions not in line with documented goals.

If you believe in accountability, you have to accept that human errors that lead to corporate catastrophes could be the result of faulty HR processes, most notably those related to acquiring, developing, motivating, and managing labor.”

“The Eight HR Processes That Contributed to Toyota’s Downfall”

“If the root cause of the problems Toyota is facing are failure by employees to make good decisions, confront negative news, and make a convincing business case for immediate action, then the HR processes that may have influenced those decisions must be examined. The HR processes that must at least be considered as suspect include rewards processes, training processes, performance management processes, and the hiring process.”
  1. “Rewards and recognition — The purpose of any corporate reward process is to encourage and incent the right behaviors and to discourage the negative ones. Key questions — Were rapid growth (sales have nearly doubled recently) and “lean” cost-cutting recognized and rewarded so heavily that no one was willing to put the brakes on growth in order to focus on safety? Were the rewards for demonstrating error-free results so high that obvious errors were swept under the table?”
  2. “Training — The purpose of training is to make sure that employees have the right skills and capabilities to identify and handle all situations they may encounter. Toyota is famous for its four-step cycle — plan/do/check/act — but clearly the training among managers now needs to focus more on the last two.  Key question — If Toyota’s training was more effective, would the managers involved have been more successful in convincing executives to act on the negative information received?”
  3. “Hiring — The purpose of great hiring is to bring on board top-performing individuals with the high level of skills and capabilities that are required to handle the most complex problems. Poorly designed recruiting and assessment elements can result in the hiring of individuals who sweep problems under the rug and who are not willing to stand up to management. Key questions — Did Toyota have a poorly designed hiring process that allowed it to hire individuals who were not experienced in the required constructive confrontation technique? Were their hires poor learners that did not change as a result of company training?”
  4. “The performance management process — The purpose of a performance management process is to periodically monitor or appraise performance, in order to identify problem behaviors before they get out of hand. Key questions — Was the performance appraisal and performance monitoring process so poorly designed that they did not identify and report groupthink type errors? Did Toyota’s famous high level of trust of its employees go too far without reasonable metrics, checks, and balances? Did HR develop sophisticated metrics that produced alerts to warn senior managers before minor problems got out of control?”
  5. “The corporate culture — The role of a corporate culture is to informally drive employee behaviors so that it closely adheres to the company’s core values.  Key questions — Did HR’s failure to measure or monitor the corporate culture contribute to its misalignment? Was the corporate culture (the Toyota Way) so biased toward positive information that employees learned not to make waves, in spite of their professional responsibility to be heard on safety issues?”
  6. “Leadership development and succession — The purpose of leadership development and succession planning processes are to ensure that a sufficient number of leaders with the right skills and decision-making ability are placed into key leadership positions. Key question — Was the leadership process at Toyota so outdated that it produced the wrong kind of leaders with outdated competencies, who could not successfully operate in the rapidly changing automotive industry?”
  7. “Retention — The purpose of a retention program is to identify and keep top performers and individuals with mission-critical skills. Key question — Did the retention program ignore people that brought up problems and as a result, did these whistleblowers often leave out of frustration?”
  8. “Risk assessment — Most HR departments don’t even have a risk assessment team whose purpose is to both identify and calculate risks caused by weak employee processes. Clearly HR should have worked with corporate risk management at Toyota in order to ensure that employees were capable of calculating the long-term actual costs of ignoring product failure information. Key question — Should HR work with risk-assessment experts and build the capability of identifying and quantifying the revenue impacts of major HR errors, including a high hiring failure rate, a high turnover rate among top performers, and the cost of keeping a bad manager or employee?”

“Final Thoughts”

“Toyota’s problems are not the result of a single individual making an isolated mistake, but rather due to a companywide series of mistakes that are all related to each other. So many corporate functions were involved, including customer service, government relations, vendor management and PR, that one cannot help but attribute the crash of Toyota to systemic management failure.

The key lesson that others should learn from Toyota’s mistakes is that HR needs to periodically test or audit each of the processes that could allow this type of billion-dollar error to occur.”

To view the complete article, or to post comments directly to John Sullivan:

http://www.ere.net/2010/02/15/a-think-piece-how-hr-caused-toyota-to-crash/#more-11718

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