Randy Clark's Blog, page 30

Someone’s Creating the Content You’re Not (and winning customers)

Someone’s creating the content people are searching for, is it you? If you’re creating content regularly, if you post new content on your blog (minimum once a week, but two to five is better, much better), if you share checklists, case studies, guidebooks, and video—then this post isn’t for you. But if you think content creation is overrated, that it doesn’t mean anything in your industry, or the lack of content won’t hurt you. You. Are. Wrong.

What’s the Big Deal about Creating the Content? 

Many articles detail Google’s algorithms and how they affect search, such as this post from Semrush. But here’s the skinny: when you share more good content consistently, Google’s little bots are trained to rank you higher on searches. You know that SEO (Search Engine Optimization) stuff? Remember when it was all about something with long tails? It was kinda like smoke and mirrors back then. Well, forget most of that. It no longer works that way.

I heard someone say the best place to hide a body is on the second page of a Google search. Now, combine this with the fact that most consumers vet organizations on the internet before contacting them directly, and you get the picture. If you don’t create content, you’re most likely not easy to find on the internet, and if you’re not easy to find on an organic search, then folks better know your name. You can forget those organic searches because you’re dead, languishing on page two or three.

Not Convinced Yet? 

Every day millions of people are on the internet searching for answers, such as, “How to do this or that, where’s the nearest and best, what does it look like, and is there a checklist, case study, guidebook, or white paper?” According to this Entrepreneur infographic, “Some 329 million people read blogs each month, and 27 million pieces of content are shared daily.” Nearly 330 million people are looking for answers; if you don’t have them, I guarantee someone does. Who do you think the consumer is most likely to contact when they’re ready to buy?

Still Not Convinced?

A friend lamented another friend’s business that was closing. It was an offset print facility that had been in business for more than 25 years. When the owner was asked why he was going out of business, he said it was because he hadn’t kept up with the internet and consumers were ordering products online from someone else. He was a good businessperson with a good product. He never thought he’d need the internet, content, and social media to survive.

Okay, You’re Convinced, but Where Do You Begin?    

You’re thinking, “I DON’T have time.” Before you close that door read this, How to Create Content When You Don’t Have Time.

I’ll wait while you read; it only takes a minute or two. After reading this post, do you think you may have the time to create content? If so and you need advice, contact me. If not, you have two more options. One—hire a copywriter. Believe me, they can pay for themselves in the long run. Two—hire a marketing firm to create your content. If you’d like a quote on content creation for your organization, I’d be happy to discuss it with you.

 How Can I Help You? 

Let me know if I can offer any help or advice. If this post struck a nerve, you might want to check out my book, How to Stay Ahead of Your Business Blog Forever. The book is full of action plans for you to create a blogging/writing system that works for you.

If you enjoyed this post, you might also like, How to Defeat Writer’s Block.

Photo by Nick Morrison on Unsplash

 

 

 

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4 Keys to Great Customer Service

There are more than 4 keys to great customer service but it starts with these 4. Without these 4 basic keys you’ll fail and the nightmares will begin.

You were awakened last night from a sound sleep by a nightmare. In your dream, a disappointed customer posted a not too complimentary video on Facebook. It went viral. There you were, all over the world, millions of shares. Nightmares that could become true are the worst, aren’t they? Customer service is more critical to your business’s well-being than ever because consumers have a more prominent voice.

A few years back, I was privileged to lead the service team of one of the top 50 home remodeling companies in America. This industry isn’t known for its customer service. Home remodeling is a 300 billion dollar per year industry in the USA. There are tens of thousands of providers and just as many stories of unhappy consumers. Our team was recognized nationally during my tenure, winning prestigious awards for our customer service. We were also the only Indiana company from any industry to win the BBB Torch Award for ethics in business for four consecutive years. Here’s how we did it.

4 Keys to Great Customer ServiceWe Were Honest

We didn’t make unrealistic promises to appease a consumer. If a part would take two weeks to procure, we told the customer 2-3 weeks. Our philosophy was under promise and overdeliver.

Communication Was Critical

We didn’t wait for the customer to contact us. Our installation and service people completed a signed written survey when work was completed with the customer, and then our staff followed up by calling every new installation and service customer the next day.

We Came Prepared

Our teams had the tools and training for nearly every service contingency we might face.

We Did Great Work

In the home remodeling industry, things can go wrong regardless of how professionally something is installed.. Glass windows break, bath connections leak and siding doesn’t stand up to 150 MPH winds. There are enough potential service issues without sloppy, unprofessional work.

You’re probably not in the home remodeling business, so what’s this got to do with you? Good basic customer service is the same in any industry, whether B2B, B2C, or NFP. Although providing excellent customer service is hard work and takes dedication, it’s not complicated. Be honest, communicate, come prepared, and do great work upfront.

No matter what, you’ll have customer service challenges. Like I said, stuff breaks, but you can eliminate self-inflicted service issues. And when you do, you’ll sleep better. Are you a master of customer service? What sets you apart.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Businesses and universities use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Image by Tumisu, please consider 

 

 

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Why is the 4th of July a Day of Fireworks & Fun?

Tomorrow, the 4th of July is Independence Day. A day for fireworks, cookouts, and concerts. It’s a day of parades, speeches, and special events held by municipalities all over our nation. So, how did the celebration become what it is today?

The first skirmishes of the revolutionary war began in April of 1775. The American fighters were considered radicals and not largely supported by the populace. By June of 1776, when the Continental Congress met in Philadelphia, public opinion had been swayed to support the effort by such patriots as Thomas Paine and his widely read pamphlet, Common Sense. Thomas Jefferson, John Adams, Benjamin Franklin, Roger Sherman, and Robert Livingston were chosen to draft the Declaration of Independence.

Moved by the committee’s efforts, Jefferson’s pen, and Franklin’s edits, with such words as the famous “We hold these Truths to be self-evident that all Men are created equal, that they are endowed, by their Creator, with certain unalienable Rights, that among these are Life, Liberty, and the Pursuit of Happiness…”, the Continental Congress voted in favor of the resolution, and issued a formal statement of independence to Great Britain. It became official on July 4th, 1776.

Why is the 4th of July a Day of Fireworks & Fun?What Do Firecrackers and Hot Dogs Have to Do With it?

In a letter to his wife, Abigail, John Adams wrote, “It ought to be solemnized with Pomp and Parade, with Shews (shows), Games, Sports, Guns, Bells, Bonfires and Illuminations from one End of this Continent to the other from this Time forward forever more.” I think we owe much of the traditional celebration to our 2nd president, Mr. Adams.

Independence Day Celebration MilestonesIn 1777, Philadelphia celebrated with speeches, music, parades, and fireworks. They decorated in red, white, and blue. It’s not so different 237 years later.In 1781, Massachusetts became the first state to make July 4th an official holiday.Sometime in the late 18th century, July 4th became referred to as Independence Day.In 1870, the US Congress declared the 4th of July a holiday for federal employees.In 1941, Independence Day became a national holiday.

Regardless of how you celebrate, the 4th of July should be a day to reflect on the gifts of freedom and independence our forefathers bestowed upon us. We should cherish their vision, determination, and sacrifice. If you’d like to learn more about the history of this celebration, check out History Channel 4th of July Topics.

Happy 4th of July!

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Businesses and universities use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Image by Deidre Burton from Pixabay

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Is There a Website, Blog, or Social Network for Your Hobby?

Yes, Is there a website, blog, or social network for your hobby? If not—you should start one. I know thousands of networks are floating out there on the inter-webs because my friend Kevin Mullett told me so, and he’s joined most of them. But I wondered, are there networks and sites that fit my interests? What about someone whose interests may not be mainstream, are networks in place?

Is There a Website, Blog or Social Network for Your Hobby?I love Cats

Yes, I know, I know, it’s become a cliché, but I’ve loved cats longer than I’ve owned a computer, let alone fawned over their photos on Facebook. I knew of Catster and a few other networks dedicated to feline fanciers but hadn’t heard of Catmoji. That was until I read a Mashable post by Chris Taylor, Cat’s Get Their Own Social Network “We want to be Facebook for cats,” creators Matthew Phiong and Koekoe Loo Wan Koe told Betabeat. It’s not a network about cats; it’s a network for cats. This may explain where Guy and Joe (our two cats) have been spending their time there.

And I Love Beer

I subscribe to All About Beer magazine; I have over 100 different beers in my beer fridge, but until today, I’d never considered searching for a beer enthusiast social network. So, I found one and joined. I’m in heaven; Untapped shares reviews, blogs, pubs, and more. This is a deep rabbit hole.

But What if Your Interests Are a Little More Refined?

I decided to search for something less common, so I googled taphophilia, the love of cemeteries. I found networks for the dead, gatherings of ghost hunters, headstone rubbers (not robbers), and this site, Vampire Rave, which shares information on taphophilia while promoting forums and blogs about everything vampire-ish.

Have you joined a special interest social networking group? If, like me, you’ve never searched for networks that fit your hobbies and interests, what are you waiting for? And, if your search doesn’t return a suitable network for your interests—it’s high time someone started one.

Are You a Good Networker?

I’d always considered myself an effective networker. I’m friendly, easy to talk to, and I’ve never met a stranger. However, none of that makes me a good networker – it makes me outgoing. I needed a plan to be an effective networker. That’s how my networking workbook, Help Networking started.

My plan probably won’t be your plan. That’s why throughout the book there are worksheets, checklists, and simple CTA’s. Use these to create a networking plan that fits your needs.

If you liked this post you might also enjoy Networking Doesn’t End at the Event

Image by Brian Cragun from Pixabay

 

 

 

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Employee Reviews Should Be an Ongoing Process

Employee reviews should be an ongoing process. For example, you’re responsible for conducting employee reviews for your department, and a direct reports annual or semi-annual review is past due. It’s not that you don’t want to complete the review—it’s because you’re so busy, and it takes a lot of work to prepare for a review properly. You want to be sure your evaluation is fair and honest. But what message are you sending by being late, especially if salary increases are attached to the review?

Employee Reviews Should Be Ongoing Process

A review shouldn’t be annual or semi-annual. It should be continuous, ongoing, and constant. If it’s been six months or a year since you looked at the previous review, a year since you analyzed improvement areas, and a year since you considered the employee’s pay structure, the review preparation becomes a time-consuming task. And I’m not certain a fair evaluation can be accomplished when it hasn’t been looked at for so long. However, if you consider the review a process of improvement to be revisited throughout the year, preparation becomes manageable because you’ve been preparing for the review all year.

The review process should be year long

Look at the previous performance review at least once per month. Choose areas where improvement is needed and where improvement has been made and share these with employees throughout the year.

Set benchmarks for improvement

Continuously concentrate on areas of improvement, setting expectations, and the activities required to achieve them.

Don’t surprise anyone

An employee should have an understanding of their level of performance before the review. If you’re interacting and mentoring throughout the year, they’ll know where they stand.

Now You’re Ready to Conduct the Review… AlmostCome prepared

Know the positive performance areas and areas that need improvement based on observable behavior, objective criteria, and results within their control.

Budget 30-45 minutes

Give the employee your full attention. Don’t allow interruptions.

Start with positives

If you begin with negatives, you take the chance of the employee shutting down. If they’ve earned a pay increase, that can be a positive place to start.

Be honest but not negative

Use tact and professionalism, maintain a professional tone, and base critiques on facts.

Use activities based performance improvement

Set activities to reach goals. You can’t do goals you need to outline activities. Begin with activities to continue, improve, or stop.

In the opening paragraph, I asked what kind of message you send to an employee when you’re late on reviews. If this has happened to you, you already know the answer. The message is that you don’t care about the employee, are inconsiderate, and lack organization. Do you conduct performance reviews? What have you learned?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Businesses and universities use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Image by mohamed Hassan from Pixabay

 

 

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Would You Buy From You?

Would you buy from you? It’s a good question. Unfortunately, it’s not one that most businesses consider. However, businesses are richly rewarded when they take the time to think about how their processes affect their customers. It’s a step towards becoming a customer-centric organization, a better company with a loyal customer base. So, would you buy from you? So, where do you start?

Listen

Let me begin by saying you’re not your customer and every one of your customers doesn’t think, communicate, or have the same problems you do. So, the first step to becoming a company that customers want to buy from is to listen to them. Don’t toss a one-size-fits-all sales or marketing pitch at your clients. Instead, ask questions, learn about their needs, and solve their problems. “If you spend your client time pitching your customer rather than determining and fulfilling their needs — they’ll pitch you — out the door.” — How to Keep Your Customers Happy or Lose Them 

Build Trust

How do you build trust? You build trust by honoring your promises. You break trust when you overpromise, mislead, or withhold the facts. Trust isn’t given; it’s earned. If you want to earn your customers’ trust, you must deliver what they need. One of the best ways to build trust is to say politely no and explain why you’re saying no. If your product or service isn’t what the customer needs, then say no. If the customer wants you to do something that may not be good for them – say no.

Is there such a thing as a positive relationship without trust? We trust our friends and take their advice. And when a provider earns trust by their words, deeds, and actions, we listen. Only when trust is established between vendor and customer can a long-term partnership be built. How important is trust in sales? When trust is broken, the last sale has been made.

It’s pretty simple. Tell the truth. Don’t under or over-promise. Don’t tell the customer what they want to hear if it’s not deliverable, and don’t hedge your bet and hold back on your promise. Listen to the customer, know what they expect, check with your team, and give the prospect accurate and honest information.

Communicate

Communicating well with your clients and prospects begins by learning how they want to communicate. You need to learn what media they prefer and the information they expect. Customers want updates, and they don’t want to have to initiate the contact. Customers have communication preferences, and it’s up to you, the provider, to find out if they prefer an email, call, zoom, in-person visit, or other. They don’t want to be put off or ignored; when a client asks for information, they wanted it an hour ago.

Good communication includes follow-up. Your customer shouldn’t have to ask you for information because you should be ahead of them, sharing the information they need before they ask for it.

Would You Buy from You?

It’s a question you should be asking yourself regularly. Are you a consultant or a salesperson? Do you solve problems or cause your customers pain, and do you understand your target audience’s needs and then deliver solutions? Step back, take a hard look at what you look like to your customer, and then answer the question, would you buy from you?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Businesses and universities use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

 

Image by mohamed Hassan from Pixabay 

 

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14 Motivating Tips for Improving Employee Morale

It may be more important than ever to consider these 14 motivating tips. The world and workplace have been on a roller coaster the last couple of years. The pandemic changed how we lived and worked and caused many of us to look at the world and workplace differently. And to add to our woes, the economy has been volatile. Even when it seems to be going well, many are waiting for the next shoe to drop. For example, did you think you’d ever be paying this much for a gallon of gas?

The great resignation has left companies short-staffed, and the remaining employees are often asked to do more without added compensation. During these times, morale is more important than ever. Improving morale when people have more responsibilities, raises are non-existent or minimal, and many are concerned about their future, is tough, but you can accomplish it.

First, you must realize not everyone is motivated by the same rewards. Employees may be motivated by recognition, being part of a team, having a boss they can talk to, money, flexible schedules, benefits, etc. You might be surprised by what motivates your team. It can be difficult but don’t give up because employees can be motivated during challenging times.

Where To Begin

The best place to start is to ask employees what motivates them. Sit down with team members one-on-one, hold group discussions, and send out a survey. You might not learn everything you need to know, but it’s a good start.

14 Motivating Tips:Begin a campaign of catching others doing the right thing, where employees “catch” and mention others and the good thing they did.We all desire recognition, yet we don’t always do a good job of giving recognition to our team. I cannot tell you how many times I’ve heard a manager brag on one of their people to find out they’ve never told the employee. Share the love.You improve morale when you give direction to your team. For example, consistent routines with a clear vision, and a meaningful mission statement, improve morale. Show your team how to get things done, and they will cherish the feeling of accomplishment.Volunteer to support a charity as a team.Involve team members in planning. Ask for opinions and advice from employees and use them where applicable.Supply employees with the tools they need to get their jobs done.Have an open book policy. Honestly share the state of the organization. Have an open-door policy for your direct reports, then listen to them.Offer flex schedules, provide time to put the kids on the bus, take a class, etc. Search for additional and non-traditional benefit options.Offer a performance bonus based on improving net profit — a win-win.Start a newsletter focused on positives in the organization and recognize employees in every issue of the company newsletter.Start a “thank you” initiative where employees recognize and thank co-workers.Leave a positive note on an old school card for a team member or a short handwritten note. Send a card to an employee’s spouse or partner expressing the character trait you admire most about the employee.Hold an occasional team meeting in an open, “let’s talk” round-table forum.Create a one-page handout titled “Another Good Job” and recognize all departments and team members involved.Call To Action

Pick one of the 14 tips, implement it, and let me know how it worked.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Businesses and universities use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Image by StockSnap from Pixabay

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Networking Doesn’t End at the Event

Networking doesn’t end at the event. At least it shouldn’t. Unfortunately, it does end when the clock chimes all too often. As I’ve said many times before I know this to be true because it’s what I did with far too many networking opportunities. Have you clocked out when an event was finished?

The title seems like a silly thing to say, doesn’t it? But the truth be told, most of us have missed connecting with someone who could have helped us or we could’ve helped, because we didn’t follow-up. Of course, we’ve stayed in touch with people who expressed a direct need for our product, service, or talents, but unfortunately, in most cases that’s the exception. Think I’m misinformed? You know that place you throw business cards? Go grab ten random cards from the pile and tell me what you recall about meeting the person who gave you the card. I’ll wait. Did you remember seven out of ten? Five? Three? Get my point? Most of us suck at networking follow-up.

Networking Doesn’t End at the EventHere’s a Follow-up Plan for Your Next Networking EventPick three to five – Pick the top three to five connections for follow-up.Don’t wait – Make the first follow up the same or next day.Use multiple media – If possible ask their communication preference. Follow-up by email, wait a day or two then make a phone call and follow that with a snail mail card or note.Don’t stop – Continue occasionally following up as unobtrusively as possible. Follow the person or business on social media and share their posts. Invite them to an event. Seek their advice. Keep your name in the hat.Help them – Look for ways to assist them. Send customers their way, offer free help within your expertise, be an advocate.Don’t Leave it to Chance

Networking doesn’t end at an event. However, without a follow-up plan your efforts are relying on luck. You hope they remember you. Maybe they’re good at follow up and will contact you. Why chance it? Pick who you can help that might help you, keep your name in front of them, finds ways to be of service to them, and good things will happen. How do you follow-up networking connections?

Are You a Good Networker?

I’d always considered myself an effective networker. I’m friendly, easy to talk to, and I’ve never met a stranger. However, none of that makes me a good networker – it makes me outgoing. I needed a plan to be an effective networker. That’s how my networking workbook, Help Networking started.

My plan probably won’t be your plan. That’s why throughout the book there are worksheets, checklists, and simple CTA’s. Use these to create a networking plan that fits your needs.

Image by SNCR_GROUP from Pixabay

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How to Set Team Goals in 15 minutes

How to set team goals may be easier than you think. For example, a few years ago I spent 15 minutes each with two production departments. The department managers and I had previously discussed improving teamwork by developing team goals. We wanted the team to be integral in creating the goals. We started small. Our first goal for both departments was to improve work area cleanliness. Both teams were good at keeping their workplace tidy, but they wanted to be even better. They wanted to go from good to great.

How to Set Team Goals in 15 minutesWhere Do You Begin?

After deciding on the goal, which was improving departmental cleanliness and organization, we set a time to meet with the teams. We set the tone of the meeting as follows:

Team members stood around a high tableWe introduced the goal topic and purposeEach member was given a goal sheet (below) and penWe explained activity based goal setting. You cannot do a goal. To achieve results one must identify activities to continue, improve, or stopThe group chose objective criteria to define improved housekeeping, for example, a clean and uncluttered work area floor.Each team member was called upon to contributeThe team chose activities to implementA review schedule was set to revisit the goalExample Goal Setting Form

Team Member: _____________ Today’s Date: ______________Goal Begins: _______________

Review Dates: ______ _______ ______ ______Ends: ____________

 

The goal

_______________________________________________________

________________________________________________________

Activities to stop

________________________________________________________

________________________________________________________

Activities to improve

________________________________________________________

________________________________________________________

Other activities

________________________________________________________

________________________________________________________

________________________________________________________

Activities to add

________________________________________________________

________________________________________________________

Aiding and/or hindering conditions

________________________________________________________

________________________________________________________

 

Team member x_________________________Date___________

It’s a Team Goal!

Both departments improved there areas cleanliness and organization. Progress was made because the entire team was invested. They suggested the activities, and formed the plan.

When team members are asked for their ideas and opinions, when they’re tasked with forming a plan to improve the team, ownership is created. And teams that take ownership excel. How does your team set goals?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Businesses and universities use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Image by Gerd Altmann from Pixabay

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Has Ageism Become Acceptable in the Workplace?

Has Ageism Become Acceptable in the Workplace? I recently clicked on an infographic posted on LinkedIn claiming to explain generational differences.

That’s not what it did; it stereotyped people by the year they were born. It claimed Gen Xers were independent, Millennials selfish, and Boomers were hard-headed. Like a daily horoscope, it was general enough to fit many people. I’m confident I could find Millennials who are hard-headed, selfish Boomers, and Gen Xers who aren’t independent.

Has Ageism Become an Acceptable in the Workplace?

Categorizing people by age is misleading and dangerous. Unfortunately, it’s also acceptable. Almost daily, I hear generations, whether Boomer, Gen X, or Millennial referred to stereotypically. Millennials are like this, Boomers are that, or Gen Xers all think alike. Consider this; if someone said all Latin Americans do this, African Americans do that, all Asians are whatever, and all women feel this way, what would we call those statements? So, would we call that prejudice?

Why is it acceptable to post an ageist infographic on LinkedIn and share it at the office? How about racist or sexist infographics in the workplace? Would that be okay?

There are Differences

Yes, there are generational differences, but it’s not so much age as experience. For example, the technology each generation has grown up with affects communication. I’m a Boomer; I saw my first computer as an adult. My eldest is a Gen Xer; she didn’t have a cell phone as a teenager. Is it any surprise that my youngest, a millennial, texts more than her sister and I?

Life Stages

Life stages, environment, and culture account for more differences between human beings than birth year. For example, a married 25-year-old with two small children might have more in common with a married 40-year-old who also has two small children than a 25-year-old unmarried, childless co-worker.

Background and Identity

Experience, sexual orientation, upbringing, and education might have more to do with how people relate to each other than what generation they belong to. As Robby Slaughter outlines in his book, the How-to Guide for Generations at Work, individual personality, professional experience, perceived relationships, current conditions, culture, and identity contribute to who we are. As Robby says, “Everyone may work in the same organization, on the same projects, but each has their own point of view.” And that point of view isn’t exclusively defined by age.

The Law 

The ADEA (Age Discrimination Employment Act)  prohibits employment discrimination against persons 40 years of age or older. Human Resource professionals understand this legislation’s significance, but corporate leadership often does not. They should because the streets are littered with six-figure lawsuits awarded to employees based on ageist remarks.

How to Avoid Age Discrimination

It begins with setting down policies. Letting workers know that any discrimination, including age, will not be tolerated. One way to do this is to institute sensitivity training. What’s the Difference Between Sensitivity and Diversity Training? However, policies alone aren’t enough. The guidelines have to be shared, trained, and enforced. One of the best ways to accomplish this is through continuous leadership training of front-line managers combined with a Human Resources department that supports the initiatives.

Is Ageism the New Workplace Bigotry? 

Has Ageism Become Acceptable in the Workplace? When I was researching this post, I found several instances of Millennials being called out by their bosses for being young. One asked for help and advice. Her boss friended her on Facebook. The employee felt she couldn’t say no. Her boss frequently published disparaging remarks about Millennials. I don’t know if the worker has grounds for a lawsuit, I’m not an attorney, but I’d be surprised if her heart was in the job or if she was giving her all. More likely, she’s looking for a new position. The next time you begin to say all Millennials are this, and Gen Xers all do that, or those Boomers, stop and think about it before you speak.

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

Does your business have a management training plan? Businesses and universities use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. I’m also available to conduct training.

Photo by Redd on Unsplash

 

 

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