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Most job seekers know that an unprofessional appearance will count against them at an interview. Here are six MORE factors that can help you remain in the unemployment line:

(1) Being unprepared for the interview. Prepare, plan, and practice! In today’s tough job market, you MUST do everything you can to give yourself an edge… preparation is the key.

(2) Not being able to communicate clearly and effectively. This is important during the interview and on the job. Being nervous can really mess up your communication skills, so being well prepared and practicing what you’re going to say are always your best bet.

(3) Being aggressive, arrogant, or acting in a superior way. No one wants to hire or work with people who think they’re better than everyone else. Be careful with your attitude, even if you think you’re surrounded by incompetent fools. Being confident is good. Being an arrogant jerk is bad.

(4) Making excuses for failings. Your teacher never bought “The dog ate my homework!” and your boss isn’t going to buy “The finance department gave me the wrong figures!” In the grown-up world, you have to take responsibility for what you are responsible for! You’ll never earn respect by blaming others when things go wrong.

(5) Saying unfavorable things about previous employers. Even if you left a job because the boss was an egomaniac who took credit for all of your hard work, verbally abused you in front of others, and poisoned the plant on your desk, don’t say anything bad about him/her during an interview. When asked “Why did you leave your last job?” say something like “My manager and I both agreed that my advancement opportunities were limited there and obtaining another position was the best option for me and my career goals.”

(6) Having a poor/limp handshake. Why do people think you’ll be a lousy employee if you have a lousy handshake? That’s not really logical, is it? Doesn’t matter. It just turns people off and gives them a bad impression of you. So make your handshake firm and confident but not bone-crushing. (It’s not a competition to see who winces first!)

If you DON’T want to be unemployed, don’t let any of those traits apply to you!

The other day a reporter call to interview me on the “Death of Customer Service”. My first reaction was to deny that charge and claim that customer service is very much alive and well. But upon further thought of the service I’ve received over the past few months and what others have related to me about their experiences, I had to admit that the quality and level of service has decreased. Upon further thought I realized that it has been on a decline for quite a while.

I finally admitted to the reporter that yes, I have to agree that customer service is not doing as well as I’d like to think it is. Of course his next question was, “Why is that?”

I believe there are 4 basic reasons for the demise of customer service.

1. The booming economy of the 90′s created an atmosphere where management took the stance that if one customer didn’t like what they were doing, there were plenty lined up behind him/her that had their credit card ready to be processed. Why go the extra mile for someone who was so easily replaceable? This attitude is still pervasive which adds up to poor customer service.
2. Poor hiring practices are what I believe to be another reason why customer service is so poor. Unemployment has been so low that finding new employees has been a major challenge for companies. They hired marginal people, people with poor attitudes, people with poor work ethics, and people who don’t care. Put these employees in a position where they interact with customers and you have a formula for poor customer service.
3. Lack of training of these marginal employees is another problem. Managers have the philosophy that since the employee won’t last that long in the position, why put the time, money and effort into training them. Of course the lack of training leads to low morale, confusion on the part of the employee and costly mistakes. The employee doesn’t last in the position because they don’t feel supported by management, then management feels justified for the lack of training they give. This all adds up to poor customer service.
4. Profit driven decisions of management as the criteria for solving all problems is another reason for the death of customer service. Rather than do the ‘right’ thing, decisions are weighted by what it will cost the company. Scheduling is planned by what it costs in dollars rather than what it costs in poor service. Customer complaints are judged by the impact on the bottom line rather than on the impact on customer satisfaction. This short-term thinking gives out the clear message to employees that the company’s needs are more important than the customer’s. This justifies the attitude of employees of not caring about the customer which again adds up to the delivery of poor customer service.

Here’s a productivity tip that will save you a lot of time and trouble if you need to collate responses from staff for any reason, especially if you work for an organisation with a lot of staff.

Case Study: I worked for a financial institution with 3,000 plus employees and had to identify how many employees needed compulsory training in certain legislation so that we could plan and resource the training.

I emailed everyone within the centre with a request that if they had not completed the training within the last three months, they were to reply to my email without changing the subject line. They were to reply by a certain deadline … any queries were to be sent via a new email addressed to me and I explained why.

I created a folder called ‘Legislation Training’ and used Rules Wizard to divert any email received with the subject line: ‘Legislation Training Requirement’ into the folder. Every time a new email arrived it automatically went into the folder and Outlook incremented and displayed the number of unopened emails in the folder in brackets at the end of the folder name. It looked like this: ‘Legislation Training (125)’.

By the deadline all I had to do was look at the end of the Legislation Training folder to see how many people needed the training. No counting … all done automatically by our productivity tool Outlook 2002.

As the fast talking salesman on the television said, ‘And there’s more!’

When I was asked for a list of the names of those who had responded, all I had to do was export the Legislation Training folder emails to MS Excel. Excel allows you to choose the fields you export. I chose the ‘From’ field and finished up with a list of names since all email addresses were in the format WILLIAMS Royston. Once in Excel it was a simple matter to sort them into alphabetical order.

Not only that, I could now email 20 people at a time and advise them when and where they had to attend this mandatory training.

This is an excellent way to deal with large numbers of people and, although Outlook does have options for creating forms with yes/no buttons and so on in them, it is more complex than this option.

I hope this short article has been of interest to you and that it helps you improve your work performance.

If you’re looking for a successful salesperson to hire — a salesperson who not only CAN sell but WILL sell — look for a salesperson with PRIDE.

PRIDE is an acronym for 5 characteristics that will help ensure that the salesperson you hire will get the job done for you and make the revenue results you desire a reality.

PRIDE stands for:

o Proven

o Respectful

o Innovative

o Decisive

o Enthusiastic

Proven

Proven refers to the candidate’s track record. Have they delivered results? More importantly, who else says so besides them? As you know, resumes can be fact, or they can be fiction. How can you tell the difference?

A person who has been successful producing results should be able to provide you with third party proof. Have the candidate bring in their sales awards, including plaques, trophies and pictures from the trips they’ve earned. Have them show you the stack-ranked sales reports showing their name at or near the top of the field.

More importantly, what do their customers have to say about them? Can the candidate produce testimonial letters from their customers, indicating they were satisfied with the buying experience? Candidates should be able to furnish written recommendations proving that they were able to deliver tangible results.

Respectful

Salespeople should approach being Respectful from two positions. First, they need to be respectful of others. Careful listeners, these salespeople would never be regarded as pushy because they take the time to hear their prospects out. They keep their egos in check, remembering that everyone can make a valuable contribution in their own way and that other team members deserve respect, too.

Second, your salespeople need to respect themselves. Expect them to have a quiet confidence in their own abilities, and a strong desire to use their time, talents, and skills to produce optimal results. They’ll respect their health, physical needs, and family commitments, and as a result be refreshed, well-balanced, and ready for work each day.

Self-respect allows salespeople to be assertive, ensuring that they won’t allow themselves to be used as a doormat by prospects who want to waste their time or abuse a relationship.

Innovative

An Innovative salesperson is a problem-solver. They’re able to quickly assess a prospect’s situation, and then come up with an approach to help the prospect accomplish their objectives. Reactive salespeople need not apply. Proactive salespeople spontaneously look for ways to do the job better, to improve on past successes, to show better results even faster than before.

Innovative salespeople are easy to manage, because they don’t require instructions. They’re pretty much point and shoot; give them an objective to aim for, and they can creatively approach obstacles and move past them.

Because they are innovative, they tend to look at the world through fresh eyes, and hence have a good sense of humor. A willingness to be playful and funny is a good clue that you’re talking with an innovator. Good news! Your buyers would prefer to do business with someone who can make them chuckle and lighten up their day.

Decisive

A Decisive salesperson can make up their mind. They have effective critical thinking skills that allow them to rapidly size up a situation and decide how to best approach it. Decisiveness is truly important for a salesperson, for how can they expect the buyer to make a decision when they can’t make one themselves?

Decisiveness is often related to owning a clear set of key moral values. It’s easy for salespeople to consistently do the right thing when it’s clear to them what the right thing is. You want decisive salespeople who know when to walk away from a bad deal, and can separate good prospects from the time-wasters.

Enthusiastic

Enthusiastic salespeople have become a cliché for all the wrong reasons. Enthusiasm must be more than an induced rush spawned by a rah-rah motivational pep talk. If you want enthusiasm that lasts, you need to find salespeople who are eager to help your customers.

You want salespeople who are excited about what they do and how they do it, so their curiosity is stimulated and they are inspired to continually learn on their own. Enthusiasm comes from believing that you can make a difference, that you can improve someone’s situation when they do business with you.

Enthusiastic salespeople are motivated when they understand the strategy that will help them succeed, when they have access to all the tools they need to allow them to do their job and serve the customer, and when tactical training is available to allow them to skillfully serve the customer as well as the company. Enthusiastic salespeople have every right to believe they can win. And they do.

Hire a Compete Package

From the salesperson’s perspective, PRIDE is about feeling good about your job. It’s about believing in yourself and your ability to deliver. It’s about enjoying yourself, helping the customer, and making the most of your God-given talents and abilities. It’s about recognizing individual contributions and abilities while respecting the value of the team. When you hire salespeople with PRIDE, you, your salespeople, and your customers all win.

Copyright 2007 Paul Johnson

Note: This article is available for reprint at no charge. We only ask that you include our copyright notice in your reprint, along with the About the Author information we provide at the end of the article.

One of the keys to success is to have successful relationships. We are not islands and we don’t get to the top by ourselves. And one of the key ways to grow successful in our relationships is to be “life-giving” people to others. Every person we meet, we either give life to or take life from. You know what I mean. There are people who encourage you and when you are done being with them you feel built up. Then there are others who you feel torn down by. Successful people are people who have mastered the art of building others up.

One of the ways we build people up is to praise them. There is power in praising people! Something begins to happen in them, in you, and in your relationship when you praise someone. Remember a time when someone told you something about yourself in a praising manner? It was great, wasn’t it? You probably liked that person more after they praised you, didn’t you?

Now I am not talking about praising people for the sake of praising people. I am talking about honestly looking for and praising positive character traits and action of others around you. Don’t lie to people. If they have done something wrong, correct it, but when they do something right, Praise it!

With that said, here are benefits of and ways to start praising people.

Benefits

Your relationship grows. Life is about relationships. Family relationships, friends, and co-workers. When we begin to praise people for their positive aspects, our relationships grow. It puts them, and us, on the fast track.

Your leadership and influence grows. Who is going to have greater leadership and influence capacity in the lives of their followers, the one who tears down or the one who builds up?

Stronger relationships and loyalty. When the person is appreciated and praised, they become fiercely loyal, because they know that you care for them, love them, and appreciate them. This will take you to success.

Happier, more fulfilled people. I truly believe it is our job to build others up and that they need it. It is a good thing, in and of itself to invest in the lives of others by praising and encouraging them. Even if we never get anything in return, it is the right thing to do to build up other people. Someone else will always come along to tear them down; the successful person will instill in them the power of praise!

Some ways to praise

Character traits. Is there someone you know who is joyful? Hard-working? Honest? Then let them know how much you appreciate that in them. You can do it with a word or a card, or a phone call. Say something like this, “You know Tom, I think it is great that you are such a hard-worker. It seems like you are always the first one here and the last one to leave. You really set a good example and I want you to know how much I appreciate that.” Simple!

Action.

Same idea as above. “Sue, I don’t know if anybody else has told you this, but your work on the Johnson account was excellent. You have a wonderful ability to communicate the vision of the project and that helps all of the rest of us out in our roles and tasks. Thanks for that. It is greatly appreciated.”

Other ways you can show praise and appreciation is with a card, a gift, or time off from work.

Make it your goal to praise at least five people a day. If you can, praise ten people a day. Or perhaps you can try to praise everyone you come in contact with. It will take work but it is possible. It just takes discipline and a little work.

Any way you cut it though, there is power in praising people. First for them, then for you!