Feras Nasr
Partnerships Advisor at Technology for Youth and Jobs Project-TechStart
Technology Professional with a diverse background working in various industries in the US, Canada and Middle East. Experience in IT Management, System and Network Administration, Security,...
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- Advanced Project Management: Managing complex projects for successful outcomes
- Governance of IT: Oversight and compliance in information technology
- Operations Management: Streamlining processes for efficiency and effectiveness
- Quantum Computing Basics: Understanding principles of advanced computing technology
- FinTech Innovations: Exploring financial technology applications and trends.
Meet the mentor
TALK SHOW VIDEOS
Tricky Workplace Situation Handled
- They bombard the customer will jargon and technical details and options to try to pressure and confuse the customer so they can keep upselling
- Customers will lose trust in the company, and while they might make the sale, they will lose the customer. Customer experiences (good or bad) propagate to friends, families and acquaintances, resulting in lost opportunities as a result of bad customer experiences.
- 1. He didn't listen to the customer's needs (pain points). Sales is more about listening than talking. 2. He cares only about making the most expensive sale regardless of the customer's best interest. 3. He isn't creating any customer loyalty. 4. His attitude with the customer in being annoyed.
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- As an example, imagine you were in a restaraunt and wanted to order. How would you feel if the waiter brought you the most expensive steak without asking you? To make matters worse, assume for a moment that you are vegetarian. The waiter in this case is a salesperson. You can ask them details about the dishes or the ingredients, but they will never order for you because they don't know what you like or eat. In addition, their cleanliness, attitude and accuracy will make an impression on you (the customer). A happy customer comes back again, tells their friends about the experience, and leaves a generous tip. The same is true for any sales process.
- The second email. It is more empowering and rather than placing blame on the team, Brian wants to hear ideas on how to improve. By listening to his team, he may understand why they didn't perform well last year and find ways to improve.
- Not tolerating abusive language or bullying. Ensure that everyone is asked for their feedback, whether in public or in private. Create a communication channel directly to the manager for anyone that has a concern related to the work enivronment. Awareness sessions for all employees on the importance of creating a positive work environment and its impact on productivity and the company.
- Yes, I agree. Leading by example is the best way to create the culture you want. In most cases, the leader I wish I had is probably the leaders my team wishes they had.
- Clear in defining goals, delegates responsibility and appreciates creativity. Most importantly, a good human being who cares about others, even those outside their team.
- I enjoy where I work now. In my previous company, the environment was very toxic. Everyone was trying to escape responsibility and blame others for problems. There was no room for creativity or even to express opinions openly and the communication was military style where orders were passed down from the top to the bottom. My role was trying to understand why decisions were made and to explain them to others in my team, even if I didn't agree with them. Providing a small amount of explanation comforts employees in a small way even if they disagree with the task they are required to do.
- The first step is to identify it by looking to see if people are happy and smiling at work or not, and whether employee turnover is high. Assuming the environment is toxic, it's important to understand why, which can be through anonymous surveys to identify the key problems. Discussing the problems and potential solutions with employees is critical and it is important they everyone speaks and expresses themselves. While all problems might not be resolved immediately, it is important to resolve what can be fixed to gradually improve the environment and to encourage employees to speak out and recommend additional positive changes. Allowing employees to easily reach you and have a sincere discussion with you is the most effective way to understand what they are feeling and why.
- To document for use for future interviews with the same company or other companies. To send a thank you note to the interviewer stating the main points they discussed and reiterating how she would be an ideal candidate for the position.
- It shows appreciation for the interviewers time. It offers the opportunity for Tom to reemphasize his strengths and remind the interviewer of them. A well written email can demonstrate Tom's written communication skills and attention to detail.
- 3. There were no spelling or grammar mistakes. The email summarized what happened during the interview. Tom could have used the opportunity to show why he was impressed with the culture (what did he notice that impressed him). In addition, he could have explained why his skills and experience are a match for the role.
- During the interview and before leaving, I recommend asking the interviewer what the process is and if and when they will notify me of their decision. What is under my control is how I prepare and conduct myself during the interview. After I finish the interview, there is little I can do so I leave it up to the higher manager. If they did not feel that I was a fit, then I will assume they are right and not selecting me is for the best, and that I should focus my efforts on other positions and/or companies.
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- The company is a community. If you're not a fit, regardless of the reason, and even if it's not fair, you will not be happy if you join the company. You may enjoy receiving the offer and the paycheck, but if you're not truly happy and connected with your coworkers and supervisor, you will feel like an outcast and depression. It's better to keep searching and to be liked and respected professionally and personally in any role that you are accepted into.