60 Employee Benefit Ideas.

1.     Match employee RRSP contributions up to xx%.

2.     Guarantee performance based reviews.

3.     Post job open positions on intranet/notice board.

4.     Performance incentive & recognition programs.

5.     Summer BBQ’s.

6.     Supplier discounts.

7.     Negotiated car & home insurance discounts.

8.     Fitness centre memberships.

9.     Employee & family counseling.

10. Annual employee survey.

11. Employee autonomy to develop benefits programs. ie smorgasbord..

12. Employee skills upgrading programs.

13. Hotel & food deals when traveling.

14. Direct employee access to the president/owner.

15. Management employee “listening” sessions.

16. Opportunities for worker promotion to management positions.

17. Speaker presentations on life balance issues.

18. On site fitness facilities.

19. One day a year employee paid leave for community volunteerism.

20. Unique service awards.

21. Monthly draws for concerts & shows.

22. Christmas ham/ turkeys for staff.

23. Birthday cards signed by the president/owner.

24. Summer hours.

25. Educational assistance.

26. Subsidized loans for staff.

27. Rewards for healthy living choices.

28. Flex hours.

29. Formalized employee development plans.

30. Leadership training for managers.

31. Negotiated employee banking discounts.

32. Full benefits for part-timers.

33. Share ownership plan for employees.

34. Health & dental benefits.

35. Employee committees to feedback to management.

36. Contributions to employee pension plans.

37. Job sharing.

38. Computer loans.

39. ‘Times of hardship’ employee loans.

40. Back up daycare.

41. Culture of trust & respect.

42. Job competency profiles.

43. Career streams for all positions.

44. Salary fill up to xx% for maternity leave.

45. Visiting massage therapist.

46. Casual dress Fridays.

47. Early close on Halloween.

48. Children’s Christmas party.

49. Dancing & yoga lessons.

50. In house financial counseling.

51. Out of town conferences.

52. Comprehensive orientation for new hires.

53. Birthday day off.

54. Flu shots & cardio screening.

55. Cash prizes for new hire referrals.

56. Child scholarship program.

57. Full safety program.

58. Employees recommend/assist in HR policies.

59. Dry cleaning discounts.

Generous pension benefits.

Working with you.  

Chris Wilkinson.

Certified Business Behaviour & Attitudes Analyst.

Business Coach.

Tel: (905) 275-2907 (Mississauga--Canada).

                  E-mail: buspilot@bell.net

Seven-Point Sales Prospecting.

 

For more consistent sales prospecting success, search according to a

system. Make these tips part of your prospecting plan and expand your sales possibilities.

1. Choose three sources of quality leads. Your leads may come from two different sources: people (current customers, prospects, community or service organizations, etc.) or data (advertising responses, industry trade directories or the Internet).

2. Research first. Before you call prospects, make sure you know what you're talking about by studying up on their industry, financial situation, market conditions, problems, etc.

3. Know titles of top contacts. Know who has influence and who makes the buying decisions, whether it's the president, CEO, COO, general manager or someone else.

4. Perfect your contact methods. Third party introductions are ideal ways to meet new prospects, but if you make your message memorable and unique, a phone call, email message or fax may be equally effective. 

  

 5. Get past gatekeepers. Treat gatekeepers (secretaries, personal assistants), with respect and courtesy. Make your call important, call early or late in the day to avoid the gatekeeper entirely and don't be shy about politely asking questions that can help you learn more about your buyer.

6. Pick your three best benefit statements. Your initial approach has just one critical objective: to create interest, so your prospect will invest time with you. Use benefit statements with the words increase, improve, gain, grow, maximize, enhance, or manage.

7. Use an effective follow-up system. Schedule follow-up visits and phone calls and have objectives for each follow-up contact.

Chris Wilkinson.

Certified Business Behaviour & Attitudes Analyst.

Business Coach.

Tel: (905) 275-2907---- Mississauga, Canada.

Contact e-mail: buspilot@bell.net.

Do you have a mediocre employee?

High performer/low performer, the action steps are clear, but how do you re-connect

with the employee who scores 4-7  out of 10 (about 50% of your labour pool!)

Recommended action steps:

1..     Do a head count of your mediocre employees. Pull out all job appraisals and other documents relevant to each employee? Performance. Determine which employee’s performances warrant immediate termination and which employees would benefit from coaching. Pinpoint problems that may be a result of poor or uninspiring leadership and address those issues, too.

2..     Request from direct supervisors a written performance summary that outlines problem areas, concrete action plans for improvement and a turnaround timeline.

3..     Meet with each problem employee privately to discuss the performance issues. Solicit feedback on how the employees view their performances and what would motivate them to do better jobs.

4..     Consider lateral moves or demotions as options. The outstanding technician who was promoted and became a frustrated mediocre manager might be delighted to go back and be a class-A technician.

5..     Ensure that each direct supervisor is monitoring the employees and following up with feedback as to how they are progressing toward the goals for improvement. 

6..     Review your termination policy and set performance bench-marks with all managers. Be prepared to terminate employees properly, complying with provincial and federal laws.

7..     Define quality work versus mediocre productivity in your workplace. Devise methods that immediately address any deficiencies. Create a set of guidelines for employees and their managers to use as a reference.

8..     Review your recruitment methods. Bone-up on tactics that will help you recruit with better results. Use professionally applied behavioural assessments as a predictor of hiring success.—see FREE offer at top of page.

9..     When you have openings, be sure you offer enough pay to attract top-level applicants. Evaluate likely work behaviour styles, then be sure you select the best candidate.

Sincerely,  

         Chris Wilkinson.                                                                                                                                                       

Certified Business Behaviour & Attitudes Analyst.               

Business Coach.

Tel: (905) 275-2907 (Mississauga).

E-mail: buspilot@bell.net