Comments on: How to Be a Better Sales Manager, Part 10 – Bring out the Best in Everyone http://www.wordsellinc.com/blog/sales/sales-management/how-to-be-a-better-sales-manager-part-10-bring-out-the-best-in-everyone/ Content Marketing, SEO Copywriting, Blog Consulting Thu, 29 Jul 2010 13:22:04 +0000 hourly 1 By: Hiring For Integrity. | 7Wins.eu http://www.wordsellinc.com/blog/sales/sales-management/how-to-be-a-better-sales-manager-part-10-bring-out-the-best-in-everyone/comment-page-1/#comment-7616 Hiring For Integrity. | 7Wins.eu Sun, 07 Sep 2008 15:14:09 +0000 http://www.wordsellinc.com/blog/sales/sales-management/how-to-be-a-better-sales-manager-part-10-bring-out-the-best-in-everyone/#comment-7616 [...] [...] [...] [...]

]]> By: 10 Ways to Be a Better Sales Manager | Word Sell, Inc. http://www.wordsellinc.com/blog/sales/sales-management/how-to-be-a-better-sales-manager-part-10-bring-out-the-best-in-everyone/comment-page-1/#comment-2752 10 Ways to Be a Better Sales Manager | Word Sell, Inc. Wed, 19 Mar 2008 11:00:15 +0000 http://www.wordsellinc.com/blog/sales/sales-management/how-to-be-a-better-sales-manager-part-10-bring-out-the-best-in-everyone/#comment-2752 [...] 10. Bring out the best in everyone [...] [...] 10. Bring out the best in everyone [...]

]]> By: Brad Shorr http://www.wordsellinc.com/blog/sales/sales-management/how-to-be-a-better-sales-manager-part-10-bring-out-the-best-in-everyone/comment-page-1/#comment-2607 Brad Shorr Fri, 14 Mar 2008 11:33:14 +0000 http://www.wordsellinc.com/blog/sales/sales-management/how-to-be-a-better-sales-manager-part-10-bring-out-the-best-in-everyone/#comment-2607 Andrew, that's probably one reason why psychological screening is a growth industry. I met someone recently whose firm is extremely busy helping corporations identify the type of issues you talk about. Unless an employer has incredible intuition, it's hard to do that kind of screening without special training. Andrew, that’s probably one reason why psychological screening is a growth industry. I met someone recently whose firm is extremely busy helping corporations identify the type of issues you talk about. Unless an employer has incredible intuition, it’s hard to do that kind of screening without special training.

]]> By: Andrew http://www.wordsellinc.com/blog/sales/sales-management/how-to-be-a-better-sales-manager-part-10-bring-out-the-best-in-everyone/comment-page-1/#comment-2605 Andrew Fri, 14 Mar 2008 10:12:14 +0000 http://www.wordsellinc.com/blog/sales/sales-management/how-to-be-a-better-sales-manager-part-10-bring-out-the-best-in-everyone/#comment-2605 Hi Brad, I think the point you make about setting clear expectations up front under the 'work habits' section also applies to the 'ethics' section as well. In terms of attitude, work habits and ethics, if problems occur frequenty in any of these areas, then hiring practices and proceedures should be closely examined. Diligent and effective hiring practices are, I believe, the first step in preventing the above problems. It's far better to screen out prosective employees who have poor attitudes, work habbits or ethics than it is to deal with these problems once the person has been employed. Also, if remedial action in relation to the above problems unsuccessful, then termination of the employees concerned should be considered. Cheers Andrew Hi Brad,

I think the point you make about setting clear expectations up front under the ‘work habits’ section also applies to the ‘ethics’ section as well.

In terms of attitude, work habits and ethics, if problems occur frequenty in any of these areas, then hiring practices and proceedures should be closely examined. Diligent and effective hiring practices are, I believe, the first step in preventing the above problems. It’s far better to screen out prosective employees who have poor attitudes, work habbits or ethics than it is to deal with these problems once the person has been employed.

Also, if remedial action in relation to the above problems unsuccessful, then termination of the employees concerned should be considered.

Cheers

Andrew

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