![]() ![]() These customers speak poorly of your team and create problems that others do not. If you poll your team, I bet they already know who these five terrible customers are. What might it do to your organization’s energy level if you dropped your bottom five customers? What might it do to your bottom line? You would gladly pass off that high-maintenance customer to your biggest competitor.Īs business owners, it’s easy to confuse gross revenue with profitability. Would you do it? You might if the client or customer in mind caused you so much upset or so many refunds or hassles in order to deliver service. Imagine handing business to your biggest competitor. If those vendors were your employees, would they be fired? If that’s the case, then why do you spend money with them?Ĭonsider investing an hour in weeding out those who don’t measure up and replacing them with vendors who adhere to your values and help grow your business. How about the aggravation cost that goes along with vendors or suppliers who either don’t fit your values, or worse than that, simply provide lower than acceptable levels of basic service?Ĭhances are, if you apply your team’s highest core values to your vendors, some simply won’t measure up. Well, you can pay the aggravation cost or make the small investment to change an obsolete system. Which one system or process in your organization comes at a big price that could be avoided with the investment of some capital and/or innovation? How long would it take your team to redesign a poorly performing system or process that would benefit the team members and/or customers? Aggravation taxes all of us in this way - it casts a widespread, general nausea throughout the members of your team in a way that interferes with talent, ambition and great ideas. H ow about your systems? You may have a system or process currently in use, or perhaps two or three, that produces upset, aggravation, inefficiencies and bad moods in your team members. If a poor performer has been quietly forcing you to pay a high cost, who or what else might be doing the same thing in a different area of your business? Now ask yourself this simple question: If we upgraded that one position with a person who fits the role, the culture and the talent level much better, what might our team achieve? Do they feel like they are making a contribution, or do they sense that they are failing?.Do they suffer in their role as the underachiever or poor performer? For most people, that status creates stress. ![]()
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