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. Builders Beware Builders Beware by Danny TangrediConsidering Building Your Own Software Solution – Read This First!Every now and again a shop owner decides to take on the challenge of building an estimating/business management system from scratch. The one’s I have come across usually have a little bit of technical knowledge, maybe some previous program writing experience, and that friend/employee who assures them “A system built from scratch, no problem.” These owners tend to think that if they build a system t… 2. Management Coaching: Inside the Eight Steps By Chris Stowell We are sometimes asked why our coaching model at the Center for Management and Organization Effectiveness has eight steps. “Why so many?” some wonder.Given the pace at which most people live and work these days, we can certainly understand the question. Here is a general answer, based on the research of our founders.The general answer:Our research identified 47 qualities that distinguished great coaches from their opposites. To make the findings usable and practical, we chose the key themes th… 3. Are Your Meetings Smart? By Doug Smart Soon after I finished a brief seminar on how to accomplish more in less time every day, Roger shook my hand and said, “I can use what you said. But there is one thing you didn’t talk about. It is something that drives me crazy. I can’t get anything done because I’m in meetings all day long. We have gone overboard on meetings. We discuss practically everything as a team before making decisions.” I asked Roger for his card and I called him later that afternoon with some ideas that could help ge… 4. How to Select and Benefit from Using a Professional Speaker at your Conference If you're considering bringing in a speaker at any point during your next conference, there are a few things to bear in mind that will make the experience more beneficial for everyone, from the conference booker through to each audience member and the bottom line profits of the company. Any public speaker worth his/her fee will see the task as not simply delivering a talk. Those worthy of patronage will also undertake prior research into the client's desired outcomes, industry competition and th… |
||||
