Ep. 266 Connect with Your Workforce & Gain Fresh Perspectives
Discover what will help you move the needle. Joe Pici introduces best practices for performance management and metrics.
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Joe Pici (JP):
Many articles that I’ve studied in all of my experiences of top Performance Management Consultants. They all agreed.
The importance of performance, Matt management and measurement system is it will improve group and individual productivity? It will reduce opportunity cost. It will align your activities with the plans. You’ve established. It provides necessary feedback for Best Practices. A performance management system is the best way to manage and improve your business organization when it’s done effectively and efficiently it. Drives business. Success. Welcome to the sales, edged podcast. This is podcast. Number 266. I want to thank our sponsors Pici and Pici, which is a speaking coaching training consulting firm recapturing lost Revenue realigning. All of the sales processes procedures, negotiating higher fees, getting in front of your target market and sell more virtual e.com. That is our membership platform every 13, nighttime out there. Live doing a group coaching a group training downloads e-courses, that Mega e-courses. Now, visit sell more virtually.com. And the first thing you’ll see, is a free 9 Essentials of sales. Success, webinar. We want to thank you for helping us grow around the globe, your loyalty and just continue to share this thing. It is vital today.
That we measure our best practices and Performance Management, you know, here are some of the things we should definitely be focused on as we move into Performance Management metrics and performance itself, you know, work performance is how well an individual performs in their own business or at their jobs with respect to their role assignment or task completion to T this includes tangible things such as Revenue targets and tangibles, seeing such as negotiation and Communications performance is evaluated with respect to the documented responsibilities, objecting of goals and reasonable expectations. Associated with your role assignment, your profession, your business, in your industry, some of the things that really glare out there as needing to
Measured is so if you look at this as a complete work performance study, if you look at your business, if you look inside of your business, if you look into your department, here’s some ideas on, what are the things that we need to pay attention to Performance, which is the action or process of carrying out, accomplishing an action. So let’s talk about some of the things that We should measure metric work to improve within Performance Management. Number one is revenue revenue related to Performance such as your ability to close sales and to develop products to sell. This is the complete sales process. This is lead generation. This is appointment setting. This is your core story. Your proposal is your follow-up, your closing. This is the whole aspect of development and selling the next one.
Live free on our commitment. You hear me talk about getting your projects in on time, on scope on budget. But do we measure these things? How good are we at delivering within the clients budget within the client schedule? The next area that we should be evaluating in our Performance Management is our consumer or customer or client satisfaction in many cases. Pleasing the client is a key accomplishment. It’s often productive to the view performance in terms of client experience. This is where you get your repeat clients. If you have poor client satisfaction, not only is it going to hurt you in retaining those clients? It’s going to go on the Google. It’s going to go on all posted areas and you’re going to lose business that client retention that client satisfaction.
Becomes massive in a way of growing your bottom line. So this includes every aspect of how your client views your interaction and delivery that can be direct and indirect. What does that mean? Joe will director the people in your company or yourself that actually touch the client. Indirect are the people in your company that support you in your actions with that client, but it has a direct result. So as we’re moving through here, we’re not going to look at communications. This is another piece of Performance Management. This is the effectiveness of verbal or written Communications. You also hear Dawn and I talked emphatic, lie about becoming masters of communication Styles. We used a disc model of human behavior, but this works not only internally, but externally are we Masters in the way we speak? Are we Masters in the way we live?
And but how about this, are we Masters in a way, we write the spoken word, the written word, all either going to build in your Communications metric or it’s going to destroy the next part of Performance Management is the team, you know, contributing to the success of others and growing the culture of your business. Avoiding counterproductive actions. Are we cohesive, you know, You almost two years ago. Now, when covid hit and cultures, just really took a dive because it was so hard to do. Team building. It was so hard for people to do a lot of interaction, but there are ways that you can continue to grow your culture even in a virtual world, but the team performance metric is vitally important. That we’re studying consistently. The next one is design.
How good are we at creating useful things for our clients? Do we bring them new ideas? Do we bring them new insights? Do we bring them new products? Everything about design is so important. And so that’s another Performance Management metric. We need to be paying attention to, it’s going to affect our bottom line. As we move down. The list. We’re looking at management, dig dis is directing and controlling. Rolling the resources of your organization. How do we say this? Never managed people manage processes, but lead people, but are you managing your processes? Do you have a management methodology and strategy for how your projects are managed, how everything that goes on inside? Your company is managed. This is very important. Now, another one that’s kind of overlooked is the Candor in difficult conditions.
Four Seasons that are necessary inside of a company being candid but polite to provide feedback including difficult conversations become so important. These need to be done expediently, you don’t need to wait until something gets out of hand. We and we don’t need to do things out of anger, but we have to be willing to have those candid tough conversation. So we could mitigate Gate risk. We could keep the communications line over now, this moving to another Performance Management process here. That’s strategy, that’s developing and evaluating a documenting you’re selling your marketing your lead generation strategies. These strategies have to play in line and everything has to be vertically aligned. So many times. I think I may do a podcast on this is when your
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