Forget The "Sandwich" Technique
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link to "How to get More Sales by Motivating Your Team"
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Forget The "Sandwich" Technique by Alan Fairweather
(c) Alan Fairweather - All Rights reserved
http://www.howtogetmoresales.com/
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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.
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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
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