It was a tense boardroom. The top-level executives and managers had come together to discuss a strategy to boost sales in a recession-ridden market that was risk averse to trying their new product. Revenues were down and the management had to take a critical call on yearly budgets.
While everyone was on board with the decision to rescind the sales incentives and commissions given the receding bottom line, Shreya had a different view. She sat through the entire meeting without saying a word. But towards the end, after everybody had walked out of the room, she gathered the courage to go up to the CEO and told him how she felt—that reducing the commissions and incentives will have a negative impact, not just on morale but also sales numbers. The CEO heard her viewpoint and called out to everyone to get back inside the boardroom. He asked her to make a quick presentation about her idea and put it up for debate.
While some disagreed with it, Shreya was able to show the merit in not only increasing the incentives, but extending them to non-sales employees as well. By the end of the discussion, the CEO decided to increase the payout on sales and include the entire organisation in the incentive structure. This led to an increased rigor in the employees and gave the message that despite the slowdown, the management had faith in its people’s abilities.
Traditional work cultures have been that of ‘violent agreement’ with our seniors. This hierarchical mindset creeped into workplace dynamics and has been the norm for many organisations.
この記事は Indian Management の September 2019 版に掲載されています。
7 日間の Magzter GOLD 無料トライアルを開始して、何千もの厳選されたプレミアム ストーリー、9,000 以上の雑誌や新聞にアクセスしてください。
すでに購読者です ? サインイン
この記事は Indian Management の September 2019 版に掲載されています。
7 日間の Magzter GOLD 無料トライアルを開始して、何千もの厳選されたプレミアム ストーリー、9,000 以上の雑誌や新聞にアクセスしてください。
すでに購読者です? サインイン
Trust is a must
Trust a belief in the abilities, integrity, values, and character of any organisation is one of the most important management principles.
Listen To Your Customers
A good customer experience management strategy will not just help retain existing customers but also attract new ones.
The hand that feeds
Providing free meals to employees is an effective way to increase engagement and boost productivity.
Survival secrets
Thrive at the workplace with these simple adaptations.
Plan backwards
Pioneer in the venture capital and private equity fields and co-founder of four transformational private equity firms, Bryan C Cressey opines that we have been taught backwards in many important ways, people can work an entire career without seeing these roadblocks to their achievements, and if you recognise and bust these five myths, you will become far more successful.
For a sweet deal
Negotiation is a discovery process for both sides; better interactions will lead all parties to what they want.
Humanise. Optimise. Digitise
Engaging employees in critical to the survival of an organisation, since the future of business is (still) people.
Beyond the call of duty
A servant leadership model can serve the purpose best when dealing with a distributed workforce.
Workplace courage
Leaders need to build courage in order to enhance their self-reliance and contribution to the team.
Focused on reality
Are you a sales manager or a true sales leader? The difference, David Mattson, CEO, Sandler® and author, Scaling Sales Success: 16 Key Principles For Sales Leaders, maintains, comes down to whether you can see beyond five classic myths that we often tell ourselves about selling.
