Forget The "Sandwich" TechniqueLearn Management Articles on management-info.biz. Forget The "Sandwich" Technique article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
character width: 60 resource box:6 lines + web link to 'How to get More Sales by Motivating Your Team' ===================================================== Forget The 'Sandwich' Technique by Alan Fairweather (c) Alan Fairweather - All Rights reserved http://www.howtogetmoresales.com/ ========================================================== Forget The 'Sandwich' Technique Do you remember being told to use the 'sandwich' technique when you needed to reprimand someone? Let me give you an example: 'Fred, I'm really pleased with how you've been progressing since you joined us and you're doing a great job. However you're not getting your reports in on time and we're missing deadlines. I'd like you to tighten up a bit on this. Anyway,thanks for all you've done so far and keep up the good work.' Have you ever said something along these lines? You probably needed Fred to sort out his reporting but you didn't want to upset or demoralise him. The only problem is that Fred may not get the message. The importance of it may be seriously diluted. He may hear it as, 'Fred, you're doing a brilliant job, you just need to sort out the reporting bit but it's not really that important.' What happens then is, Fred continues to fail with his reports. The 'sandwich' technique doesn't work, it lets you off the hook and it's mealy mouthed. Be direct with your people and they'll respect you more for it. You are also much more likely to get a change in behaviour. If you are unhappy with some aspect of an employee's performance then you need to tell them so. The skill is in doing it in a way that's effective and doesn't lower the morale of the individual. Firstly, it's not acceptable to speak to your people just when you're unhappy about something. Tell them the good news as well. As Kenneth Blanchard and Spencer Johnson say in their book The One Minute Manager - 'Catch people doing something right' and tell them about it. Some managers and employers still have this daft notion that if people are doing things right then that's what they're paid for and they don't need complimented. Ask almost any employee in Industries throughout the world and they'll tell you that they don't feel appreciated by their manager. When you notice someone doing something you do like, tell them about it. When you notice them doing something you don't like, tell them about it. Whether it's good news or bad, the same rules apply. Do it as soon as possible. Acknowledgement of a job well done is not much good six months later. Also, if you don't immediately call someone's attention to something you are not happy about, then they'll assume it's okay. Either that or they'll think you didn't notice or you don't care. Do it in private. Why is it that some managers still feel it's okay to reprimand someone in front of their colleagues? Even the mildest rebuke can have a negative effect on morale. When you speak to the person use 'I' messages. Say things like 'I liked the way you did that' or 'I think there is another way to do that.' Avoid 'You' messages such as 'You're doing great.' That can come across as patronising or insincere. 'You're doing that all wrong' may cause conflict, lower morale and may not sort the problem. When your giving feedback, focus on one or two things. You'll only confuse the person if you run off a whole list of attributes or misdemeanours. Be specific about job behaviour, focus on what the person did or didn't do, don't make a personal attack. Allow time for the message to sink in and allow the person to respond. You can then seek agreement as to what will happen in the future. If the person does not agree to take corrective action then you need to move to another level. When they do agree to take corrective action then make sure that you monitor it and give encouraging feedback. Being direct with your people is better for you, better for them and better for you business, so save your 'sandwiches' for lunchtime. =========================================================== Discover how you can generate more business by motivating your team! Alan Fairweather is the author of 'How to get More Sales by Motivating Your Team' This book is packed with practical things you can do to get the bset out of your people . Click here now =>http://www.howtogetmoresales.com/Without%20Selling.htm ========================================================== **Attn Ezine editors/Site owners** Feel free to reprint this article in its entirety in your ezine or on your site so long as you leave all links in place, do not modify the content and include our resource box as listed above. If you need additional articles, check out my article archive for fresh, new content you can use on your website or in your ezine - FREE http://www.howtogetmoresales.com/Free%20stuff.htm ============================================================
|
More Articles:1. Leadership Defined By Barb McEwen The buzz almost everywhere these days is about valueless leaders and corporate deception. As Allan Greenspan so aptly puts it, we are living through an era of "infectious greed." Whether what has gone on was either illegal or unethical, I'm content to let that be determined by the courts and regulators. But, there is no doubt that CEO's have been looking out for No. 1 at great expense to shareholders and the country. We are dismayed and rightly so. Too often we have witnessed those caught up … 2. A Renewed View of the Modern Business Culture By Stephen Ainsah-Mensah Life can sometimes be unexciting if not refreshed by the will to create according to one's own conscience and freedom. Often, the power of passion fuses into unexciting or appealing activities. One sometimes expects to be free from the demands, the macro-strings of the society, so that one could do what one wishes. In many different ways, one could say that freedom of this nature may bring about towering creativity though it can also breed chaos. How to find a method that could encourage a ple… 3. New Leadership For A New War PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required: mail to: brent@actionleadership.comWord count: 1465===========================================Summary: The author observes that the war on terror calls for a new kind of leadership. Just as the war is 'asymmetrical'… 4. Lean manufacturing implementation is a challenge Lean manufacturing offers many mental challenges for all levels in an organization. First of all believing there are wastes in the system is a challenge. People have a safe territory. They do not want to leave it. People are very comfortable in this territory, whether it is truly good or assumed to be good. Understanding the fact, there are wastes to be removed from the system offers a threat to the safety of this comfort zone. People therefore are not willing to come out of this, unless… |
||||
