by Raghu Nandhan | May 26, 2021 | Blog, Company, Sales and Marketing
Soft skills, such as communication, empathy, critical thinking etc., play a significant role in any professional career, especially when it comes to sales. Even though you may not find these as eligibility criteria in job descriptions, these soft skills serve as an important parameter in recruitment as well as in retaining the job. Emotional Quotient (EQ) or emotional intelligence is one of the most critical elements that can impact your performance and career drastically.
EQ refers to the awareness of one’s own and others emotions. Empathy has come to the limelight in this pandemic situation as one of the essential values in professional life. EQ is just the parameter of empathetic behavior. In sales, it is important to adopt an empathetic approach to understand the buyer and close the deal. Therefore, EQ has been recognized as an essential parameter to judge performance in sales. Fortunately, EQ is one of the rare soft skills that can be developed with the help of guidance. Most sales leaders are instructed to teach their teammates the virtue of emotional intelligence in order to drive productivity.
5 Ways Sales Leaders can strengthen EQ of their team
Emotional intelligence has been forecasted as one of the most significant job skills for the near future. It has been observed that higher EQ has proportional relation to high performance. Sales leaders can help their teammates develop EQ to drive performance.
Emotional Awareness of Intelligence
Most employees hardly know the definition of EQ. It is important to make the sales reps understand the meaning and importance of emotional intelligence. Sales leaders can organize online training or provide useful links to their teams to acquaint them with the concept of emotional intelligence. Leaders may also purchase some popular books on EQ. Some of the popular yet pocket-friendly books on EQ are Emotional Intelligence: Why It Can Matter More Than IQ ( Daniel Goleman), Emotional Intelligence: Mastery – A Practical Guide To Improving Your EQ (Eric Jordan) and EQ Applied: The Real-World Guide to Emotional Intelligence(Justin Bariso). These books will help your sales team articulate the fundamentals of EQ and how it can affect their performance.
Teach Through Application
Tough challenges can invoke an emotional response. Building scenarios to bring forward emotional response is a great way to develop EQ. These scenarios can be rejection or objections. Sales leaders can demonstrate the importance of EQ and how to apply it to deal with such situations. It is undeniable that the EQ application can help when a client is derailed from the buying journey. Therefore, sales leaders must pinpoint where EQ comes into play in their sales process.
Show your EQ as an example
Sales leaders are great when it comes to leading by example. Leaders should keep practicing what they preach. You cannot teach someone something that you don’t master. Analyze your EQ skillset gaps through stress tolerance, reality testing, empathic approach and decision making. Sales leaders must know their EQ skill gaps and work to improve them. Sales reps learn from how sales leader handle or deal with specific situations.
Assessment of EQ through relevant metrics
If you do not measure a skill through appropriate metrics, that skill cannot be analyzed and improved. Build metrics to judge the EQ of your team through actions and outcomes. Quantifying EQ-based actions will help you in setting the correct metrics. Keeping a scoreboard open to your teammates can help develop EQ, improve sales behavior and enhance buyer experience. Consequently, this will contribute to revenue generation.
Develop a Sales culture that prioritizes EQ
Company culture plays a significant role in driving employee productivity. Similarly, sales culture in a sales team is undeniably important. Prioritizing EQ as an integral part of your sales culture will help your team develop EQ and apply it to enhance their performance.
Emotional Intelligence is such a soft skill that can fetch profits more than you can expect. This skill can not only help sales reps to bounce back from setbacks but also help in building strong internal and external connections. Sales leaders can strengthen the EQ of their teammates through simple exercises to make them resilient and top performer.
by Raghu Nandhan | May 24, 2021 | Blog, Company
Trust means working in a team of people to constantly work on their skill set to reach the goals of the company and to find their roles. Everyone tries to work hard to fill the roles effectively to know “if everyone is aligned, everyone succeeds”. Trust is also freedom and motivation to put your imagination, creativity, and passion at work.
One word: trust. It is absolutely necessary to establish not only your reputation but also a strong network of people who will assist you in all your work. It is clear that: No one is responsible for the success of the company; it is a team effort. “There are a number of woven events that need to happen in any organization in order to achieve results,” said Kathy Robinson, founder of Career Advisors Network, a national nonprofit organization. “People are honest at work. “But that dependence cannot exist without trust.
Most of the important projects take more manpower to complete the task, while the urge is to stay strong and motivated by trusting your teammates. It is one of the ways to let go of the urge in you. Some important projects require multiple teammates’ effort; oftentimes you must rely on other teammates to accomplish their tasks for you to complete yours. This creates a lot of stress in most of the workplaces, because of less visibility.
Cases in Businesses to Trust:-
- Teammates trusting each other doesn’t expand as much as their time and energy watching their backs because they often redirect their time and energy toward innovation and Productivity.
- When the teammates are given the trust to execute, they are more likely to become engaged with the organization and align more with their goals. A team with high trust inspires its members to retain that trust through excellence.
Reliance on work has a profound effect on how employees work together and work together on similar projects. With the majority of workers still working from home these days, employers are beginning to see the importance of building trust.
In many cases, poor employee communication is the first reason for poor co-operation. The first step in building reliable and cooperative workplaces is to promote transparent and honest communication in the workplace.
C o-operation and trust in the workplace
Self-confidence enhances organizational alignment, When employees trust their employers, they are more likely to work together to achieve common business goals. However, such corporate coordination is not easy to achieve, especially in large corporations with offices around the world. In order for all employees to be on the same page, organizations must make every effort to communicate with their companies, their policies, and their opinion of their employees.
Trust is built through employee loyalty and retention
Workplace fatigue is often followed by employee benefits. In addition, according to an Accenture study, the likeliness of fired employees to leave their current employers is 2.5 times more. The same study shows that 67% of US workers feel burned out sometimes, often, or often, and have a 63% chance of taking a sick day. Such feelings are often triggered by fears and anxieties about their job, and employees may not feel comfortable talking about them. In addition, one-third of employees said they would stay longer at the employer if their leaders kept their promises, and 28% said they would extend their working hours if made public at all levels.
Four Things to TRUST
- Display (T) with your group. Demonstrating this indicates responsive communication. Honesty, risk-taking, accountability, and expectations for all forms of public display. Without being visible, people tend to build their truth around something. For example, if you don’t provide feedback after they make a mistake, they believe it’s okay to repeat that same mistake again. If you don’t mind saying, “good job,” they think you didn’t like the results they gave.
- Respect (R) Respect your work time, their ideas, and their opinions. If you say your meeting is at 9 am, do not show up at 9:15. If you say you have an open-door policy, do not close the door just because you do not agree with someone’s opinion. Remember, great leaders, are great listeners. Showing respect does not mean that you have to agree with everyone, but when you respect their feelings, it builds trust, and they feel safe to open up often. Respect is a simple golden rule: “Do to others as you would have them do to you.”
- Join (U) your team. The first step here is to let people know that you will not tolerate groups and gossip within your group. Gossip is like cancer; it kills the character of the group. Trust, however, is a solution. The second step is for them to work toward a single point of view. Give them a group project that they should complete together. If they fail, they all reap consequences, and if they succeed, they all reap rewards. A team that fights together and wins together with a team that unites.
- Trust-building activities(T) build character. It has been proven that when a person enjoys his fellow workers, he is happier and more productive — and that does not happen by accident. One of the best ways to build morale and build trust at the same time is to provide services that build team-based trust. When I was training for Princess Cruises, I put in a few tests of confidence. When we finished, each team member carried an index card full of compliments that they did not know their colleagues were thinking about. The group said that there was one job that brought them closer together than before.
by Raghu Nandhan | May 13, 2021 | Blog, Industry Trends, Offshore Recruitment
RPO solutions is a new concept to many companies. An experienced HR fully understands the struggle of competing for talent while being efficient. Whether you need seasonal workers, have recrudescing projects requiring skilled people, or cannot maintain a big in-house recruitment team, at some point, you may need to hire more employees. If you want to refine the whole recruitment processes and efficiently manage your talent acquisition needs, it is time to consider Recruitment Process Outsourcing (RPO). So what RPO is exactly and what are its benefits?
In simple words RPO is when an organization moves all or part of its permanent recruitment to an external provider. Competitive advantage and business results depend on access to the greatest talent within the market. While selecting any product or service, one of the main cogitation is always ‘how is this going to aid my company?’ Choosing a RPO provider that best fits for them, one that understands their culture, values and hiring goals, can benefits both long and short term enormously.
The benefits of recruitment process outsourcing (RPO) are remarkable. This holds true whether you’re planning to outsource complete recruitment cycle, or only a part of it. We’ve identified the top 5 benefits of RPO. They include
Advice from subject matter experts for RPO Solutions
Recruiting and on boarding the folks to grow your business requires consistent efforts, time and skill. Seasonal demands or new projects can generate urgent and high volume hiring needs. Facing with such situations is always challenging. An RPO’s core expertise is recruiting. They can right away address your recruiting and hiring desires without you worrying or panicking.
Scaling down expenses for Recruitment Process Outsourcing
Many organizations land up paying big quantity of money on recruitment agencies. They also tend to spend a huge amount on online job boards which are often underutilized due to various reasons. These indirect costs are invisible but adversely affect the annual turnover of the organization.
RPO is the best key for companies wanting great talent in a systematic and profitable way. It can help reduce costs by supporting three business objectives:
1. Developing efficient and robust recruitment processes
2. Creating proactive sourcing blue print
3. Focusing on the quality hires every time.
Access to automation and tools
There are a various tools available in the market to track down the effectiveness of a company’s recruiting and hiring processes. RPO solution providers utilize the most updated technology and search tools to discover active talent in the market. Their buying potential can also enable you to induce integrated solutions, saving you both assets and resources.
Minimizes the Need for Advertising
Advertising can be costly. When a company engrosses with an RPO provider they radically cut back on those costs. The need to advertise is eliminated. The RPO provider assumes responsibility for finding the best talent. They reach out to candidates, instead of them coming in search of you. They are quite resourceful in tracking the out individuals.
The average time take to fill a vacant position, adversely impact the organization’s performance. Filling vacancies in lessened hours could be a key feature of a RPO model. Developing and driving superior talent attraction strategies can result in significant reductions in the time a role is filled. The RPO solutions service providers are adroit and equipped at balancing the hiring pace with quality to ensure the right outcome every time.
To summarize whether you need to respond to hiring in flux, or are exploring new ways to improve talent processes, recruitment process outsourcing (RPO) is worth considering. Urgent hiring needs can be stressful. Organizations can be understaffed which results in costly consequences, like revenue loss, lower production and low staff morale. An RPO solutions can manage inevitable peaks and it gives you access to the best talent when you need it.