#5 Richard $3,754.68
#6 Brent $3,587.40
#10 Jason $2,605.20
#13 Alan $2,282.88
#19 Guillermo $1,181.76
#21 Aubrey $1,094.40
#28 Ben $540.00
DSC:
#5 Josh 161.55% MPI
#6 Georgianna 121.60% MPI
#11 Ted 42.82% MPI
#13 Marie 29.56% MPI
#14 Ellyne 14.23% MPI
RSC:
#2 Regina 122.23% MPI
All of you rock! Great work for week 46!
I talked with Marie on Friday and she told me that Francine and Faye are rockin' at their first group! They did paper apps so the business didn't get counted for week 46. However, they will be on the board for week 47! Congrats!
Congrats to Alan for hitting his fast start!
In the world of ebay...
Up for bid is a Long Sleeve T-Shirt given to employees only during the 2001 Employee Appreciation Week. This is probably one of the oldest items I've seen for AFLAC. This is the first 2001 shirt I've seen on ebay. The current bid is $1.99 plus $7.55 for shipping.
Today I went to watch Ben coach his son's soccer team in a big playoff game.
This picture was taken through the chain link fence at Golden Gate Park's Polo Grounds. Ben is in the back in the red hat. His wife is the team mom and is helping the boys with their gatorade. Ben's son, Adam is on the far left in the foreground.
Their team lost 2-1 to a team that was comprised of boys one year older than all of them. It was a battle to the end. This was a picture of the team listening to Ben as he celebrates a great season and great teamwork.
I found this article on the internet that ties in sports management with business management. It is based on a book called "Management: What Professional Baseball Can TEach Professional Managers."
"Part 3 - THE RECOMMENDATIONS
My recommendations to the senior management (manager and coaches) of the baseball team on how to improve the efficiency, quality, and profitability of their operation.
1. Act decisively.It is imperative that the president and vice-presidents (manager and coaches) immediately take action to demonstrate to the employees, customers, and stock holders that they recognize that there is a problem and that they will take necessary action to correct it.
2. Publish performance standards and hold all employees accountable.You cannot expect employees to perform to the required level without knowing what that level is. Nor can you discharge an employee for failure to perform adequately if you have not specified what minimum performance level is required.
3. Train, develop, and coach employees. After you have established minimum performance standards, give employees the help they need to meet or exceed those standards. If a salesperson is unable to meet quotas, you might send that person to a course in lead generation. Accordingly, if a hitter is batting .097 he may need more time in the batting cage or to review film of his swing with the hitting coach.
4. Be patient - to a point. Nobody is perfect. We all make mistakes. A shipping clerk might send a package by UPS to the Federal Express headquarters (yes he really did). A batter might have an 0 for 22 slump. However, it is not fair to the team, or to the non-performing employee themselves, to allow it to go on forever.
“He’ll come around in time” is not an appropriate answer when you know it has dragged on too long already. As a manager, you get paid to make the tough decisions. Being “mister nice guy” has to give way, at some point, to doing what is right.
A customer service representative who only handles 80 percent of the average number of calls, but has been in the job for six years, is never going to reach the norm. A relief pitcher with ten years of experience who has an 0-4 record and an earned run average (ERA) of 24.31 isn’t going to be a closer.
5. Don’t put employees who are struggling into critical situations.You wouldn’t ask a sales manager who has failed to close his last six opportunities to handle the biggest potential sale in company history. Nor would you use a relief pitcher who has blown his last 5 save opportunities, and has given up more home runs than the rest of your pitchers combined, as your closer. Use them in non-critical situations for awhile. If they handle those, they can work back into the closer’s spot.
"Management is nothing more than motivating other people. " Lee Iacocca
"I have yet to find the man, however exalted his station, who did not do better work and put forth greater effort under a spirit of approval than under a spirit of criticism." Charles Schwab
"The way you see them is the way you treat them and the way you treat them is the way they often become." Zig Ziglar
Have a great week! And eat a lot of turkey on Thursday!
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