Raise the bar in 2012
by Catherine Welborn
Problem: Despite your team’s efforts, it looks like you’re not quite going to reach your goals for the year. You know that part of the problem is the economy, but you’ve seen other organizations thrive under the same conditions, so you know you can’t blame it all on that. You want to make sure that you finish stronger in 2012, but you’re not sure how to make that happen.
Solution: Yes, the economy is struggling, but that doesn’t mean you can’t lead your organization to success. Commit to these actions in the New Year to boost your bottom line:
- Go to your potential customers. If your organization has been relying on the same marketing methods for years, be the manager who moves it forward. Offer to take the lead on a social media project by creating—and maintaining—an active Twitter, Facebook and/or LinkedIn account for your organization. Research which mediums are most popular among your customers and focus your efforts there. Another option: Attend industry events where you can network and meet potential customers.
- Pay attention to what others are doing. Observe what competitors, industry leaders and other local organizations are doing. Visit their websites and brick-and-mortar stores to see what changes they’ve made. Sign up for their newsletters. Check their Facebook pages. Follow their Twitter accounts. You’ll be rewarded with a plethora of insight about what’s working—or not working—for everyone else.
Studying top-notch organizations, whether they’re in your field or not, can be hugely beneficial too. Best-selling author Joseph Michelli will be leading a live audio conference on Jan. 5, titled “Using ‘The Zappos Experience’ to Create an Engaging, Inspiring Workplace Culture.” It’s a great opportunity to learn the secrets of a very successful organization, so you can apply those lessons at your workplace.
- Re-evaluate your rewards system. Numerous studies have shown that traditional methods of motivation—the “carrot and stick” methods—aren’t the most effective for today’s workers. Instead of bribing your employees with trophies and bonuses, reward them with extra autonomy. By giving your employees more freedom over their work, they’ll be more creative and committed to their assignments. Better yet: Ask your employees directly what motivates them. You may be surprised by how simple their requests are.
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INVEST IN YOURSELF
This two-day workshop will help you navigate the difficult transition from peer to supervisor, avoiding the most common mistakes new managers make!
In January 2012, we’ll bring that training to you at these locations:
- Jan. 17-18: Charlotte, NC.
- Jan. 23-24: Sacramento, CA.
- Jan. 26-27: San Diego, CA.
- Jan. 30-31: Hilton Head, SC.
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