Other Added - Business

All You Need to Know About Classified Advertising - from a South African Perspective
Compiling your classified advertisement1. Even though these adverts are routine and limited in style, you can still use striking words or phrases.2. Present your facts in as complete a manner as possible. Give a full but brief description of the goods, service or vacancy on offer.3. State the price where products are involved.4. Always make sure your contact details are correct, check again if you have to it is important.Placing your classified advertisement1. You can place your advert by visiting the newspapers office where trained staff will assist you in compiling the advert.2. You can make use of any computerised outlet where standard forms are provided by the larger newspapers.3. If you are a telephone subscriber,

ep the end date secret. Decide on it. Write it down and seal it up so it can be revealed to all at the end of the contest. This keeps the sales staff in a constant state of performing rather than running on cruise control at various times during a long contest. Try to keep major contests away from advertised sales events.

Management will set targets based on the objectives of the organization.

Contests can certainly be used to stimulate sales but they can also be used to stimulate the actual performance of members of the team on a sustained basis. This concept will become clearer in a moment.

Management will choose the 'rewards'.

Where merchandize prizes or 'experience' prizes are offered, consider awarding the option for the salesperson to choose a cash equivalent, if possible, since the cash option might be more attractive to some team members.

Do not post results where all the sal

Does Your Marketing Pass This 10-Point Test?
Good marketing, whatever form it takes, always meets certain criteria. That's what makes it good. The following 10-Point checklist will help you determine if your marketing passes the test. I challenge you to evaluate one of your recent ads, promotions or other marketing activities to see how it measures up.1) Does it focus on the solution or benefit you provide?Too often ads simply list product or service features. Don't make your prospects work that hard to figure out how your product or service can help them. Tell them straight out.2) Does it have one, clear message?What's the ONE message you want to communicate? Make sure it's not buried in too much information or it may not get across.3) Is it focused on one, specific group of prospects?Do you know who you are talking (and marke

Do you ever run sales contests to reward and motivate your sales team? Contests have been around in sales organizations for years, haven't they?
The standard contest runs something like this. They work and they don't work, at least the way most organizations run them.
Management will choose a contest period, usually a month, a week or a weekend.
Management will set targets based on the objectives of the organization.
Management will choose the rewards.
Management will post sales results where all the sales staff can see them.
Management will run contest when sales are weakening.
Management is promoting 'healthy competition' within the sales team.
Let's examine these elements and the possible consequences of them, shall we? Remember, it's not about whether these elements are right or wrong but rather whether they work or they don't work to get you and your organization paid in the long run and contribute to operating a sales floor at mastery.
Management will choose a contest period.
When the date and the duration of the contest is announced in advance, there may actually be a drop in business prior to the contest starting as some salespeople actively hold back sales in hopes of having that business qualify for the contest. Therefore, it would be beneficial to hold off on the announcement until the last minute if you run traditional contests. This is not possible, of course, if the contest is tied to an advertised sales event.
The end of the contest will also almost always guarantee a drop in sales as well, often to a level that is below average production because salespeople have been aggressive in beating the bushes to bring in that extra business.
Management will set targets based on the objectives of the organization.
I do not see any problems here unless salespeople are encouraged to push particular products or services without regard to the prospect's needs and objectives. The customers come first. When the customers' need are met, the organization's need to get paid will certainly be met by happy, loyal and referring customers.
Management will choose the rewards.
Merchandize prizes and experiences, (dinners, trips, etc.) prizes do work with many but can actually de-motivate some people who do not want or need the prize. Cash works for others.
Management will post sales results where all the sales staff can see them.
This may be convenient for management perhaps and may be considered a motivator by many managers, but it is potential poison on the sales floor. For everyone who is in any position except first place in the contest, this can have the same psychological effect as management criticizing a salesperson in front of another employee.
Management will run contests when sales are weakening.
This happens seasonally in many businesses. Since management often puts on contests in response to seasonal downturns, many salespeople will withhold business in anticipation, much like when a contest is announce with too much lead time.
Management is promoting 'healthy competition' within the sales team. Every sales team has its range of performers. As a result, the outcome of many contests is known before it even begins. I have witnessed an actual fist fight take place on a sales floor based on contest competition. I have also seen salespeople actively work to sabotage another salesperson's business during contests. Somehow this does not seem healthy to me.
Now let's consider an alternate strategy, the 'Sales Contest at Mastery' strategy.
Management will choose a contest period.
Unveil the start date at a special meeting or with a memo as close to the contest as possible. Keep the end date secret. Decide on it. Write it down and seal it up so it can be revealed to all at the end of the contest. This keeps the sales staff in a constant state of performing rather than running on cruise control at various times during a long contest. Try to keep major contests away from advertised sales events.
Management will set targets based on the objectives of the organization.
Contests can certainly be used to stimulate sales but they can also be used to stimulate the actual performance of members of the team on a sustained basis. This concept will become clearer in a moment.
Management will choose the 'rewards'.
Where merchandize prizes or 'experience' prizes are offered, consider awarding the option for the salesperson to choose a cash equivalent, if possible, since the cash option might be more attractive to some team members.
Do not post results where all the sale
Steps to True Internet Success
I am not going to try and sell you on some Hokie-Pokie way of starting a business. Nor am I going to get you to check out some fabulous business opportunity.What I am going to tell you is not being done. In fact, what you want to know about internet marketing and what professionals want you to know are two different things.If you are think about buying into some membership site that promises to teach you how to cut the corners and quickly get you to untold millions; think again. What works best in this field are three things; willingness to learn, hard work, and diligence.Here are three basic facts that you need to wrap your brain around and be committed to:Fact # 1 - Have the attitude that you want to learn. Two items that the pros do not mention is that there is a learning curve in this busine
ntribute to operating a sales floor at mastery.
Management will choose a contest period.
When the date and the duration of the contest is announced in advance, there may actually be a drop in business prior to the contest starting as some salespeople actively hold back sales in hopes of having that business qualify for the contest. Therefore, it would be beneficial to hold off on the announcement until the last minute if you run traditional contests. This is not possible, of course, if the contest is tied to an advertised sales event.
The end of the contest will also almost always guarantee a drop in sales as well, often to a level that is below average production because salespeople have been aggressive in beating the bushes to bring in that extra business.
Management will set targets based on the objectives of the organization.
I do not see any problems here unless salespeople are encouraged to push particular products or services without regard to the prospect's needs and objectives. The customers come first. When the customers' need are met, the organization's need to get paid will certainly be met by happy, loyal and referring customers.
Management will choose the rewards.
Merchandize prizes and experiences, (dinners, trips, etc.) prizes do work with many but can actually de-motivate some people who do not want or need the prize. Cash works for others.
Management will post sales results where all the sales staff can see them.
This may be convenient for management perhaps and may be considered a motivator by many managers, but it is potential poison on the sales floor. For everyone who is in any position except first place in the contest, this can have the same psychological effect as management criticizing a salesperson in front of another employee.
Management will run contests when sales are weakening.
This happens seasonally in many businesses. Since management often puts on contests in response to seasonal downturns, many salespeople will withhold business in anticipation, much like when a contest is announce with too much lead time.
Management is promoting 'healthy competition' within the sales team. Every sales team has its range of performers. As a result, the outcome of many contests is known before it even begins. I have witnessed an actual fist fight take place on a sales floor based on contest competition. I have also seen salespeople actively work to sabotage another salesperson's business during contests. Somehow this does not seem healthy to me.
Now let's consider an alternate strategy, the 'Sales Contest at Mastery' strategy.
Management will choose a contest period.
Unveil the start date at a special meeting or with a memo as close to the contest as possible. Keep the end date secret. Decide on it. Write it down and seal it up so it can be revealed to all at the end of the contest. This keeps the sales staff in a constant state of performing rather than running on cruise control at various times during a long contest. Try to keep major contests away from advertised sales events.
Management will set targets based on the objectives of the organization.
Contests can certainly be used to stimulate sales but they can also be used to stimulate the actual performance of members of the team on a sustained basis. This concept will become clearer in a moment.
Management will choose the 'rewards'.
Where merchandize prizes or 'experience' prizes are offered, consider awarding the option for the salesperson to choose a cash equivalent, if possible, since the cash option might be more attractive to some team members.
Do not post results where all the sal
Business Expansion Plan For Small Entrepreneurs
Every small business will eventually feel the heat and find the need for expansion. The time will come when the small plans that worked when first starting the business may no longer be sufficient.Understanding What to ExpandThe buzzword ‘business expansion’ may be catchy to outsiders but as a business owner you need to understand precisely what to expand in order that the scarce resources that you do have are optimized.1. You feel increasing personnel helps increase production to meet growing demand.2. Maximized labor can’t cope with the market demand and you have identified that automating business operations would both reduce costs and increase efficiency.3. International demand cannot be met as the business is operating now. Diverse markets need localized service points.4. You need
ular products or services without regard to the prospect's needs and objectives. The customers come first. When the customers' need are met, the organization's need to get paid will certainly be met by happy, loyal and referring customers.
Management will choose the rewards.
Merchandize prizes and experiences, (dinners, trips, etc.) prizes do work with many but can actually de-motivate some people who do not want or need the prize. Cash works for others.
Management will post sales results where all the sales staff can see them.
This may be convenient for management perhaps and may be considered a motivator by many managers, but it is potential poison on the sales floor. For everyone who is in any position except first place in the contest, this can have the same psychological effect as management criticizing a salesperson in front of another employee.
Management will run contests when sales are weakening.
This happens seasonally in many businesses. Since management often puts on contests in response to seasonal downturns, many salespeople will withhold business in anticipation, much like when a contest is announce with too much lead time.
Management is promoting 'healthy competition' within the sales team. Every sales team has its range of performers. As a result, the outcome of many contests is known before it even begins. I have witnessed an actual fist fight take place on a sales floor based on contest competition. I have also seen salespeople actively work to sabotage another salesperson's business during contests. Somehow this does not seem healthy to me.
Now let's consider an alternate strategy, the 'Sales Contest at Mastery' strategy.
Management will choose a contest period.
Unveil the start date at a special meeting or with a memo as close to the contest as possible. Keep the end date secret. Decide on it. Write it down and seal it up so it can be revealed to all at the end of the contest. This keeps the sales staff in a constant state of performing rather than running on cruise control at various times during a long contest. Try to keep major contests away from advertised sales events.
Management will set targets based on the objectives of the organization.
Contests can certainly be used to stimulate sales but they can also be used to stimulate the actual performance of members of the team on a sustained basis. This concept will become clearer in a moment.
Management will choose the 'rewards'.
Where merchandize prizes or 'experience' prizes are offered, consider awarding the option for the salesperson to choose a cash equivalent, if possible, since the cash option might be more attractive to some team members.
Do not post results where all the sal
Tools To Improve Workflow
Workflow is a tool that is used to maximize the efficacy of any process. It ensures this by giving the right task to the correct person. Implementing a workflow in any business process incorporates remodeling of the entire process and then automating it. Workflow tools are an assortment of tools that manage information as a workflow. These workflow tools are typically web-based designs that are generally created on HTML form, SQL dumps or on a XML map.It is possible to improve the workflow by incorporating tools such as business process management basics and six sigma basics to it. This involves mapping the entire process from the beginning to the end. This is implemented by utilization of both people and automated applications and granting them specific responsibilities for every step. It also manages the functioning o
ning.
This happens seasonally in many businesses. Since management often puts on contests in response to seasonal downturns, many salespeople will withhold business in anticipation, much like when a contest is announce with too much lead time.
Management is promoting 'healthy competition' within the sales team. Every sales team has its range of performers. As a result, the outcome of many contests is known before it even begins. I have witnessed an actual fist fight take place on a sales floor based on contest competition. I have also seen salespeople actively work to sabotage another salesperson's business during contests. Somehow this does not seem healthy to me.
Now let's consider an alternate strategy, the 'Sales Contest at Mastery' strategy.
Management will choose a contest period.
Unveil the start date at a special meeting or with a memo as close to the contest as possible. Keep the end date secret. Decide on it. Write it down and seal it up so it can be revealed to all at the end of the contest. This keeps the sales staff in a constant state of performing rather than running on cruise control at various times during a long contest. Try to keep major contests away from advertised sales events.
Management will set targets based on the objectives of the organization.
Contests can certainly be used to stimulate sales but they can also be used to stimulate the actual performance of members of the team on a sustained basis. This concept will become clearer in a moment.
Management will choose the 'rewards'.
Where merchandize prizes or 'experience' prizes are offered, consider awarding the option for the salesperson to choose a cash equivalent, if possible, since the cash option might be more attractive to some team members.
Do not post results where all the sal
Branding Blunder—Creative Technology's Mistakes
Recently I was interviewed by Marketing Magazine, a local magazine in Singapore that keeps close tabs on the marketing strategies companies of all sizes use to reach out to their consumers. I thought that this is an excellent case study of how important positioning, branding and marketing are for your business.For their feature story on Branding, the magazine asked for my comments on Creative Technology’s (renowned for its sound card and MP3 players, and most recently for its legal tussle with Apple) branding efforts. While I’m a fan of Creative, I have to say that their branding leaves much to be desired. In particular, comparing the arch rivals of Creative Tech’s MP3 players vs. Apple’s iPod, it is easy to see where Creative’s branding efforts had gone wrong. Below is a simple comparison of its r
ep the end date secret. Decide on it. Write it down and seal it up so it can be revealed to all at the end of the contest. This keeps the sales staff in a constant state of performing rather than running on cruise control at various times during a long contest. Try to keep major contests away from advertised sales events.
Management will set targets based on the objectives of the organization.
Contests can certainly be used to stimulate sales but they can also be used to stimulate the actual performance of members of the team on a sustained basis. This concept will become clearer in a moment.
Management will choose the 'rewards'.
Where merchandize prizes or 'experience' prizes are offered, consider awarding the option for the salesperson to choose a cash equivalent, if possible, since the cash option might be more attractive to some team members.
Do not post results where all the sales staff can see them.
In addition to the reason stated above, the reason will be clear in a moment.
Run contests when sales opportunities are the greatest.
Get your team fired up when there are lots of ducks flying by. Everyone will eat better and have more fun in the process.
Here is the 'Real Key' to the contest. Avoid the 'heathy competition' among members of the sales team. Rather than challenging your sales staff to compete against one another, creating winners and losers among your people, build a contest where individuals are challenged to compete against their own benchmark and measured historical performance.
For example, reward staff members who increase their performance by 10, 20 or 25 percent above their norms. Spread the prizes around rather than declaring one or two winners and a number of losers. This will eliminate any attempts at sabotage on the sales floor.
Perhaps you could create a 'win as a team or lose as a team' event where the entire sales team works to a common goal. I have seen awesome results with this strategy.
Have negative consequences for salespeople who generate negative customer feedback. This will keep poor sales tactics off your sales floor.
Keep individual results private, at least during the contest, in order to avoid ego and self esteem issues.
These types of contests encourage individuals to develop sustainable selling techniques and continuous career growth. That has to be a good thing which will be around long after the sales contest is a distant memory. Try a contest based on these principles. I think you will find the results very rewarding.

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