ROLE OF EMPLOYEE ENGAGEMENT & MENTORING OF SALES PERSONNEL(part 12)

Related to retention and engagement, mentoring is used to engage and coach employees to grow to their full potential. Mentoring helps in the identification and focus of specific needs for development, and it pairs employees with others who are dedicated to developing in a truthful, safe, one-on-one work relationship. These relationships, based on low cost experiential learning, expand professional networks, promote diversity and inclusion, and increase engagement. This heightened sense of associate commitment results in reduced turnover, which allows Yum to build a stronger talent bench. Mentoring is one of the main reasons why Yum happens to be an employer of choice. (Emelo, 2011)

Read more »

ROLE OF EMPLOYEE ENGAGEMENT & MENTORING OF SALES PERSONNEL(part 11)

SALES PERSONNEL(part 11) In an article titled, “Conversations with Mentoring Leaders”, Emelo (2011) discusses three companies having three different mentoring approaches, but all agreeing to the fact that mentoring shares knowledge and builds skills competency while increasing employee engagement and developing connectivity. From creating a culture of speed to opportunity, creating strategic alignment, building organizational capability, and delivering results by engaging the hearts and minds of their employees. Mentoring at Agilent Technologies allows for people connections to achieve their business goals. Ultimately, it’s about increasing speed to competence and breaking the intrinsic challenges that come with matrix organizations. Read more »

ROLE OF EMPLOYEE ENGAGEMENT & MENTORING OF SALES PERSONNEL(part 10)

In a 2009 AIMD study, researchers discovered critical factors that can hinder or facilitate the effectiveness of the program. Whether an organization is launching a new program or modifying a mature one, the following program traits are important considerations for an organization seeking to improve employee engagement.

Recent research on the mentoring program at Sun Microsystems demonstrated that mentoring had a much higher impact on the bottom 60 percent of performers than on the top 40 percent. The greatest impact was found to be for the bottom 20 percent, leading to the conclusion that investing in the mentoring for lower performers would be a better investment for Sun Microsystems.

Read more »

ROLE OF EMPLOYEE ENGAGEMENT & MENTORING OF SALES PERSONNEL(part 9)

SALES PERSONNEL(part 9)

The emerging business landscape necessitates a dynamic mentoring process that is available in a variety of shapes and sizes to fit the needs of an organization, its mentors and their partners. Furthermore, a multi-generational workforce demands mentoring approaches that create inclusion and diversity and support quick transitions to different assignments while new skills and knowledge are acquired (Kaye, 2009). Mentoring remains a critical path to success for the overwhelming majority of today’s organizational leaders. (Harrington, 1986).

With respect to the above mentioned changes, the practice of mentoring has also changed during the last decade, expanding into the world of virtual relationships and multi-participant interactions. Those who lead mentoring programs need to help reposition the user mindset around what mentoring is, what it can be, and how it can affect participants. Today’s definition of mentoring allows for a richer experience and more utility than mentoring of the past. Five significant shifts in the practice of mentoring can help lay the groundwork for creating a new mentoring mindset (Emelo, 2011).

Read more »

ROLE OF EMPLOYEE ENGAGEMENT & MENTORING OF SALES PERSONNEL(part 8)

Mentoring – High Impact Low Cost Strategy to Engage Employees

Adult development and career theorists have long espoused the benefits of having a mentoring relationship for an individual’s personal and professional development (Dalton, Thompson, & Price, 1977; Hall, 1976; Kram, 1985; Levinson et al., 1978). Since these seminal studies, quite a lot has been learned about the nature and benefits of traditional forms of mentoring. A “traditional” mentoring relationship is one in which a senior person working in the protege’s organization assists with the protege’s personal and professional development (Fagenson, 1989; Ostroff & Kozlowski, 1993; Ragins & McFarlin, 1990). Moreover, the “mentor” generally provides high amounts of both career and psychosocial assistance (Thomas & Kram, 1988).

Read more »

ROLE OF EMPLOYEE ENGAGEMENT & MENTORING OF SALES PERSONNEL(part 7)

SALES PERSONNEL(part 7)

Several researches have highlighted the startling costs that employee disengagement may bring to the organization in terms of employee turnover and reduced productivity.

According to a 2003, Towers Perrin study of 35,000 employees, employee disengagement may be the best predictor of turnover. Two-thirds (66 per cent) of highly engaged employees have no plans to leave their current jobs, versus just a third (36 per cent) of the moderately engaged and only 12 per cent of the disengaged.

Read more »

ROLE OF EMPLOYEE ENGAGEMENT & MENTORING OF SALES PERSONNEL(part 6)

Effect of Disengagement

Over recent years there has been seen a significant shift in the employee-employer relationship.

With increasingly competitive markets, globalisation, a volatile economic climate, demands for constant change and the war for talent, organisations face significant challenges in their pursuit for business success. The psychological contract is now different to what it once was; for many, there is no longer a job for life, and indeed redundancy is a very real possibility. There is also evidence that expectations of employers and employees differ from those of the past.

Read more »

Pages: Prev 1 2 3 4 5 6 7 8 9 10 ... 26 27 28 Next

Representative APR 391%

Let's say you want to borrow $100 for two week. Lender can charge you $15 for borrowing $100 for two weeks. You will need to return $115 to the lender at the end of 2 weeks. The cost of the $100 loan is a $15 finance charge and an annual percentage rate of 391 percent. If you decide to roll over the loan for another two weeks, lender can charge you another $15. If you roll-over the loan three times, the finance charge would climb to $60 to borrow the $100.

Implications of Non-payment: Some lenders in our network may automatically roll over your existing loan for another two weeks if you don't pay back the loan on time. Fees for renewing the loan range from lender to lender. Most of the time these fees equal the fees you paid to get the initial payday loan. We ask lenders in our network to follow legal and ethical collection practices set by industry associations and government agencies. Non-payment of a payday loan might negatively effect your credit history.

Calculate APR