There are two different ways a company can approach their employee’s performance and surprisingly most don’t handle this in the best way they could. Most Employers’ subconsciously consider their sales personnel to be poor performers and expect them to work very hard to prove otherwise. This can make the office a very uncomfortable working environment, reduce productivity and increase staff turnover. Most importantly it could reduce the chance of people working in a team which would really make the best impact on sales targets. It can also increase the amount of pressure and stress that people are working under unnecessarily which can lead to an increase in sickness levels making the situation worse.
Rather than hiring a new employee or even when developing an existing member of staff and fitting a noose around their neck from the start which they will struggle to get off over the year and can only do if they work the way the company wants them to, a much more productive way is highlighted by one of our clients. They have been named one of the best companies to work for on numerous occasions. When a new sales person joins the team they are handed the rope – a year later when they meet to see how they have developed, they have either left the rope in their desk draw gathering dust or have hung themselves by taking advantage of the company’s ethos and not performing.
Whilst this might seem like a small difference as in both cases the team member is being measured against predefined targets the second way is much more conducive towards developing a person’s skills and letting them work the want which can only improve their performance and reduce stress and additional pressures. From a hiring managers view point this can be a fantastic selling point when seeking new people particularly if we are in a candidate short market. Offering flexible working hours, the chance to do the job however they wish – providing they get results and the ability to design their own career path will set the company above all other possible competitors. This is something to consider when seeking a new position and an area that if carefully worded can be discussed at the interview to see how your potential new employer handle this.
Too many people stress out about having to be in the office by a particular time – They have to do X, Y and Z before they go home, and even when they are home with their family they are on their laptop or smartphone trying to catch up with the work. Imagine this situation if you have started with the noose already around your neck, and then consider how different this would be if you had the flexibility we talked about earlier.
A good company will offer you the flexibility to work and this can be seen by a lower staff turnover, increased staff happiness and the desire to go the extra mile for their employer. Having more senior members of staff who have been promoted from within having joined at the bottom of the ladder is another indication of an excellent environment and you will be working for people who understand the stresses and strains of your job having done it for themselves.
So if you have an interview lined up consider these points you might want to raise with the hiring manager:
- Why the role is has become available?
- How long do people stay at the company?
- How do they handle staff development?
This is a great place to start and can show the hiring manager you are thinking long term and are really keen and focused on making this a long term relationship along with the fact that you want to improve your skills to benefit yourself and the company.
