-------------------------------------------------------
While most people are wasting time complaining about $4.10 gas or close to it all over the country.. I'm making record profits..
So are a lot of people..
Here is why.
1) More people are feeling the pinch $4 gas is having on their budget. That means just a $100 - $200 jump in their budget is effecting them.. I think a lot of this is mental.. but people are looking for ways to make or save more money...
2) Almost everyone is cutting back on marketing now. Times are "tough" is the mindset of most business owners.. sadly cutting your marketing is like pulling life support when your business is hurting.. a no no.. So those of us who aren't cutting back are making more because there are fewer firms advertising to compete..
3) With the doom and gloom in the news.. higher priced gas and uneasy feeling with many consumers.. people are staying home to save money and not going out as much.. nor are they traveling as much.. what this means is people are watching TV.. and more importantly for us.. they are on the web more than normal.. so it is easier to reach people with web marketing..
I'm building a collection of marketing methods and reviewing them to share with everyone for free in my marketing group. If you aren't in it - you're missing out.I am revamping this group but will reopen a limited time free registration very soon. SO STAY POSTED!!!
Wednesday, July 2, 2008
Tuesday, June 24, 2008
So Where do I Start Marketing
This is a pretty common question -- for almost everyone.
Newbies ask it because marketing either seems incredibly
overwhelming if you don't know what you're doing... or
because you just don't think it works (no one's going to
fall for that, right?).
And if you're a seasoned veteran you want to know this
because you've probably spent a small fortune on marketing
that's yet to offer you any kind of meaningful return -- if
any return at all, even.
There are so many moving components of any marketing
campaign though, so for now, let's just stick to the "big"
global basics.
First thing you need to do is to figure out WHO your target
market is. Like we talked about on last week's call, most
Recruiter's knee-jerk reaction to this is "jobseekers." But this
isn't true any more than a Vet who thinks his market is animal lovers.
Just because you like dolphins doesn't mean you're going to
a Vet, and similarly, just because your prospect needs a
job doesn't mean he or she is a qualified prospect.
If you're looking for Developers, they need hands on skills... if
you're looking for PMP's, they need certifications... if you're
looking for big deals only, then you need a high paying positions...
So the first thing you need to do is figure out, is WHO your
prospect is.
Then you must know what their biggest problems are, that you
can solve for them. "Getting a job" isn't the solution,
by the way. It may be a means to an end, but it's not the
solution any more than "not working" is a solution to
avoiding stress. "Not working" may or may not be part of
the mix, but it's not THE answer.
Lastly, once you know who they are and what their biggest
problems are, you've got to figure out the best ways of
communicating with them. So for example, if you want
.net Developers, yes you can get lists of Microsoft Employees but will they be qualified to write code. Or will you be better off putting on some local
seminars for programmers qualifying them by admission in
some manner?
This is a critical issue that most people don't think about.
They mistakenly believe "it doesn't matter," as long as
you're putting your message out there, but it DOES matter,
very much. Targeting your leads correctly can make the
difference between a wasted effort and one that produces
more business then you can handle. (I've done both, so I
can speak from experience.)
It also usually makes a big difference as to how much time
you wind up wasting with "looky-loos" and tire-kickers.
Since I have the patience of a gnat, this is important to
me, but you may have the patience of Job and feel
otherwise.
To me, time is the most precious commodity in the world. It
sure is the only one you can't buy more of, anyway.
Now go close some deals!
Newbies ask it because marketing either seems incredibly
overwhelming if you don't know what you're doing... or
because you just don't think it works (no one's going to
fall for that, right?).
And if you're a seasoned veteran you want to know this
because you've probably spent a small fortune on marketing
that's yet to offer you any kind of meaningful return -- if
any return at all, even.
There are so many moving components of any marketing
campaign though, so for now, let's just stick to the "big"
global basics.
First thing you need to do is to figure out WHO your target
market is. Like we talked about on last week's call, most
Recruiter's knee-jerk reaction to this is "jobseekers." But this
isn't true any more than a Vet who thinks his market is animal lovers.
Just because you like dolphins doesn't mean you're going to
a Vet, and similarly, just because your prospect needs a
job doesn't mean he or she is a qualified prospect.
If you're looking for Developers, they need hands on skills... if
you're looking for PMP's, they need certifications... if you're
looking for big deals only, then you need a high paying positions...
So the first thing you need to do is figure out, is WHO your
prospect is.
Then you must know what their biggest problems are, that you
can solve for them. "Getting a job" isn't the solution,
by the way. It may be a means to an end, but it's not the
solution any more than "not working" is a solution to
avoiding stress. "Not working" may or may not be part of
the mix, but it's not THE answer.
Lastly, once you know who they are and what their biggest
problems are, you've got to figure out the best ways of
communicating with them. So for example, if you want
.net Developers, yes you can get lists of Microsoft Employees but will they be qualified to write code. Or will you be better off putting on some local
seminars for programmers qualifying them by admission in
some manner?
This is a critical issue that most people don't think about.
They mistakenly believe "it doesn't matter," as long as
you're putting your message out there, but it DOES matter,
very much. Targeting your leads correctly can make the
difference between a wasted effort and one that produces
more business then you can handle. (I've done both, so I
can speak from experience.)
It also usually makes a big difference as to how much time
you wind up wasting with "looky-loos" and tire-kickers.
Since I have the patience of a gnat, this is important to
me, but you may have the patience of Job and feel
otherwise.
To me, time is the most precious commodity in the world. It
sure is the only one you can't buy more of, anyway.
Now go close some deals!
Tuesday, June 17, 2008
What Do You Do!
I talk alot about differentiation one of the easiest ways to differentiate yourself is to answer typical inquires with unexpected or a-typical answers. Sure I could sound like every other recruiter or HR bozo out there when someone asks me what I do for work.EX. when meeting someone new) So what do wo do for work? I'm a recruiter(boring) as much as folks hate the term headhunter it's certainly more exciting than recruiter! I choose some thing a little flashier. A USP if you will. Try this......
Introduction & branding with a unique selling proposition
Prospective Candidates:
While giving card to prospective candidates separate yourself with a U.S.P.!
Answer the what do you do question like this.
“I help talented folks like yourself define, locate, and get hired for your dream job and I don’t charge you a dime!”
I would love for you to simply jot down a few things that would make you feel as though you had landed the ideal career situation.
Prospective Clients:
I help busy folks like yourself locate, qualify, and hire the top talent in your field, which will allow you and your company to be more efficient, productive, and profitable.
I would love for you to jot down on the 2 or 3 of the needs that you have right now and what skills are critical to their success with your firm.
once info is swapped take a look and say....
These seem like reasonable requests and I know I can find what you’re looking for. What I’d like to do is give you a call and talk further about how we can get this taken care of for you. When would be a good time for us to touch base?
This tactic can be used regardless of your field just exchange the routine I'm a web developer or stock broker response with what you truly do that makes you different from the next web developer or broker they may encounter.
Another important aspect of this differentiation approach is your business card, which should include a picture, unusual size, and rave reviews. After initial contact I would also send them a “you in the box” kit.More on these tools later and how to set off your branding and marketing approach.
Introduction & branding with a unique selling proposition
Prospective Candidates:
While giving card to prospective candidates separate yourself with a U.S.P.!
Answer the what do you do question like this.
“I help talented folks like yourself define, locate, and get hired for your dream job and I don’t charge you a dime!”
I would love for you to simply jot down a few things that would make you feel as though you had landed the ideal career situation.
Prospective Clients:
I help busy folks like yourself locate, qualify, and hire the top talent in your field, which will allow you and your company to be more efficient, productive, and profitable.
I would love for you to jot down on the 2 or 3 of the needs that you have right now and what skills are critical to their success with your firm.
once info is swapped take a look and say....
These seem like reasonable requests and I know I can find what you’re looking for. What I’d like to do is give you a call and talk further about how we can get this taken care of for you. When would be a good time for us to touch base?
This tactic can be used regardless of your field just exchange the routine I'm a web developer or stock broker response with what you truly do that makes you different from the next web developer or broker they may encounter.
Another important aspect of this differentiation approach is your business card, which should include a picture, unusual size, and rave reviews. After initial contact I would also send them a “you in the box” kit.More on these tools later and how to set off your branding and marketing approach.
Friday, May 23, 2008
Here is a marketing lesson!
Color plays a pivotal role in a website's impact, and as such must be
carefully considered. This is especially crucial when the site in
question is used for business/professional purposes.
Before delving into the specifics of color selection for professional
sites, here are a few general rules for color usage in websites:
- Don't use yellow for web page backgrounds - it causes eyestrain
- Avoid black backgrounds - these essentially limit text color choice
to white and yellow, which can look garish and hard on the eyes
against black
- If in doubt, use black text on white background - while not very
original, this color combination ensures optimal readability. In any
case, choose a text color that constrasts with your background; this
is usually best achieved with dark text on a light background.
- Choose from the 216 "browser-safe" colors, codes for which can be found at
< http://www.wordnet.net/imc/palette.htm >. If you stray outside these
standard colors, your website colors may be distorted on some users'
systems.
With that quick primer behind us, let's talk business websites.
To lend a professional, organic appearance to your website, your best
bet is to choose a simple palette of a few matching colors. Advanced
Media Productions suggests limiting yourself to three colors, and
using these colors strategically to group related objects or indicate
relationships between objects or segments of the page(http://www.boston-website-design.com/web-design-strategy.html). The
BuildStar Business Builder's Network(http://www.ibuildstar.com/colors.htm) has a similar philosophy,
urging the business website designer to "create an identity through
all your marketing and products with one or two colors you use over
and over. This is a very basic and effective way to tie all your stuff
together in the minds of customers."
If you're not good at color coordinating, it's a good idea to consult
a color wheel such as that found at http://www.visibone.com/colorlab
. Complementary colors (that is, those found directly across from
each other on the color wheel - e.g. red and green) are safe choices,
as are neighboring shades. Which of these you choose, however, depends
on what mood you choose to evoke - the contrast of complementary
colors like orange and blue suggests excitement, while neighboring
colors like green and blue suggest unity and harmony.
According to one website, using different shades of the same color,
called the monolithic approach, is the superior choice for
professional website color schemes. The writer asserts that "single
colors or Monoliths work best for business sites because of their more
subtle suggestion," but cautions that this approach can be boring if
overdone and may require "adding a contrasting black [to make] the
color combo monochromatic and more interesting."
(http://createafreewebsite.net/website_workshop/choosing_colors.html).
But how do you choose the best starting color to work from? An
important consideration in choosing the foundation color for your
website is the emotional association it typically carries. While these
associations can vary somewhat from culture to culture, they generally
hold true for the majority of people. Here's a quick snapshot:
Red: Daring, persuasive. Also hard on the eyes. Red is especially
effective in highlighting key text on black and white sites, and also
works to liven up browns and tans.
Blue: Suggests quality, trustworthiness, success, seriousness,
calmness. A common choice for sales pages. In "What is the color of
your website?", Andrew Lapointe suggests highlighting phrases like
"Our history" or "Our mission statement" in blue
(http://www.dotfactor.com/artman/publish/marketing_31.shtml). Lapointe
also suggests avoiding purple, which connotes uncertainty and
ambiguity, and only using yellow to highlight key words and phrases.
Pam Renovato, in "The Psychology of Color and Internet Marketing"
(http://www.webmasterstop.com/articles/choose-website-colors.shtml),
has some interesting comments on the use of grays and browns:
"They suggest weight, or something heavy. This would provide your
visitors with a feeling of stableness and strength. Emotions like this
will help your visitors to associate your site with solidity and
confidence. Other colors such as burgundy, oyster, beige, blues will
also provide a feeling of solidity."
Another important factor is the age of the target audience. Neutral
tones work best with sites designed for an older audience, the target
demographic for many business websites. You'll obviously also want to
select shades appropriate to your business, if any - as Ralph Hilliard
points out in "How to choose your web site colors"
(http://www.prowebsitemanagement.com/articles/websitecolors.html), a
web designer who creates a black and green website for the Red Cross
will be out of business quickly. Hillard further stresses the
importance of color selection in marketing:
"The BEST color for selling is the color that captures your primary
audience emotionally," he posits. "If my audience is new mothers and
I'm selling baby clothes, I guarantee you I can sell more clothes with
soft pinks, blues and purples than I could using bright reds, greens
or black."
When it comes down to it, choosing a professional website color scheme
is as simple as the common sense guideline provided at the 1stsitefree
Design tutorial (http://www.1stsitefree.com/design_colors.htm): "Use
colors that compliment your subject matter and are relatively pleasing
to the eye."
It seems, then, that classic, rich, conservative, "serious" colors
like blues, browns, burgundies and grays are your best bets for
business websites.
On a final note, however, there's always an exception that breaks all
the rules; according to "Website Colors That Sell" at the BuildStar
Business Builder's Network (http://www.ibuildstar.com/colors.htm),
"one study showed that the color combination with the most powerful
psychological effect was yellow title, white text, on a dark blue
background."
Here's a final link for you:
Cobalt Multimedia - Choosing colors for your website
< http://www.cobaltsystems.com/advice/colortips.html >
carefully considered. This is especially crucial when the site in
question is used for business/professional purposes.
Before delving into the specifics of color selection for professional
sites, here are a few general rules for color usage in websites:
- Don't use yellow for web page backgrounds - it causes eyestrain
- Avoid black backgrounds - these essentially limit text color choice
to white and yellow, which can look garish and hard on the eyes
against black
- If in doubt, use black text on white background - while not very
original, this color combination ensures optimal readability. In any
case, choose a text color that constrasts with your background; this
is usually best achieved with dark text on a light background.
- Choose from the 216 "browser-safe" colors, codes for which can be found at
< http://www.wordnet.net/imc/palette.htm >. If you stray outside these
standard colors, your website colors may be distorted on some users'
systems.
With that quick primer behind us, let's talk business websites.
To lend a professional, organic appearance to your website, your best
bet is to choose a simple palette of a few matching colors. Advanced
Media Productions suggests limiting yourself to three colors, and
using these colors strategically to group related objects or indicate
relationships between objects or segments of the page(http://www.boston-website-design.com/web-design-strategy.html). The
BuildStar Business Builder's Network(http://www.ibuildstar.com/colors.htm) has a similar philosophy,
urging the business website designer to "create an identity through
all your marketing and products with one or two colors you use over
and over. This is a very basic and effective way to tie all your stuff
together in the minds of customers."
If you're not good at color coordinating, it's a good idea to consult
a color wheel such as that found at http://www.visibone.com/colorlab
. Complementary colors (that is, those found directly across from
each other on the color wheel - e.g. red and green) are safe choices,
as are neighboring shades. Which of these you choose, however, depends
on what mood you choose to evoke - the contrast of complementary
colors like orange and blue suggests excitement, while neighboring
colors like green and blue suggest unity and harmony.
According to one website, using different shades of the same color,
called the monolithic approach, is the superior choice for
professional website color schemes. The writer asserts that "single
colors or Monoliths work best for business sites because of their more
subtle suggestion," but cautions that this approach can be boring if
overdone and may require "adding a contrasting black [to make] the
color combo monochromatic and more interesting."
(http://createafreewebsite.net/website_workshop/choosing_colors.html).
But how do you choose the best starting color to work from? An
important consideration in choosing the foundation color for your
website is the emotional association it typically carries. While these
associations can vary somewhat from culture to culture, they generally
hold true for the majority of people. Here's a quick snapshot:
Red: Daring, persuasive. Also hard on the eyes. Red is especially
effective in highlighting key text on black and white sites, and also
works to liven up browns and tans.
Blue: Suggests quality, trustworthiness, success, seriousness,
calmness. A common choice for sales pages. In "What is the color of
your website?", Andrew Lapointe suggests highlighting phrases like
"Our history" or "Our mission statement" in blue
(http://www.dotfactor.com/artman/publish/marketing_31.shtml). Lapointe
also suggests avoiding purple, which connotes uncertainty and
ambiguity, and only using yellow to highlight key words and phrases.
Pam Renovato, in "The Psychology of Color and Internet Marketing"
(http://www.webmasterstop.com/articles/choose-website-colors.shtml),
has some interesting comments on the use of grays and browns:
"They suggest weight, or something heavy. This would provide your
visitors with a feeling of stableness and strength. Emotions like this
will help your visitors to associate your site with solidity and
confidence. Other colors such as burgundy, oyster, beige, blues will
also provide a feeling of solidity."
Another important factor is the age of the target audience. Neutral
tones work best with sites designed for an older audience, the target
demographic for many business websites. You'll obviously also want to
select shades appropriate to your business, if any - as Ralph Hilliard
points out in "How to choose your web site colors"
(http://www.prowebsitemanagement.com/articles/websitecolors.html), a
web designer who creates a black and green website for the Red Cross
will be out of business quickly. Hillard further stresses the
importance of color selection in marketing:
"The BEST color for selling is the color that captures your primary
audience emotionally," he posits. "If my audience is new mothers and
I'm selling baby clothes, I guarantee you I can sell more clothes with
soft pinks, blues and purples than I could using bright reds, greens
or black."
When it comes down to it, choosing a professional website color scheme
is as simple as the common sense guideline provided at the 1stsitefree
Design tutorial (http://www.1stsitefree.com/design_colors.htm): "Use
colors that compliment your subject matter and are relatively pleasing
to the eye."
It seems, then, that classic, rich, conservative, "serious" colors
like blues, browns, burgundies and grays are your best bets for
business websites.
On a final note, however, there's always an exception that breaks all
the rules; according to "Website Colors That Sell" at the BuildStar
Business Builder's Network (http://www.ibuildstar.com/colors.htm),
"one study showed that the color combination with the most powerful
psychological effect was yellow title, white text, on a dark blue
background."
Here's a final link for you:
Cobalt Multimedia - Choosing colors for your website
< http://www.cobaltsystems.com/advice/colortips.html >
Wednesday, May 7, 2008
Tell You What We'll Do!(If you hear this run!)
Congratulations, it appears you are getting close to securing that awesome new position. Hopefully you've learned to expect the counteroffer once you receive an acceptable proposal from the new company and turned in your notice. While I work diligently to warn candidates of the danger of this "stall tactic" your current employer is using and explain that there is very rarely a positive outcome, It may be valuable to provide a 2nd opinion or an outsiders take on counteroffers so that you hear the facts from neutral party who has nothing to gain by addressing the subject.
Paul Hawkinson has been in the recruiting industry for over 20 years and while he works for a competing firm I have chosen to use his sound explanation because I feel he has eloquently and thoroughly delivered the truth in regards to what actually happens.
A raise won't permanently cushion thorns in the nest
By Paul Hawkinson
Matthew Henry, the 17th. century writer said, ''Many a dangerous temptation comes to us in fine gay colours that are but skin deep.'' The same can be said for counteroffers, those magnetic enticements designed to lure you back into the nest after you've decided it's time to fly away.
The litany of horror stories I have come across in my years as an executive recruiter, consultant and publisher, provides a Iitmus test that clearly indicates counteroffers should never be accepted...NEVER!
We define a counteroffer simply as an inducement from your current employer to get you to stay after you've announced your intention to take another job. We're not talking about those instances when you receive an offer but don't tell your boss. Nor are we discussing offers that you never intended to take, yet tell your employer about anyway as a ''they-want-me-but-l'm-staying-with-you'' ploy.
These are merely astute positioning tactics you may choose to use to reinforce your worth by letting your boss know you have other options. Mention of a true counteroffer, however, carries an actual threat to quit.
Interviews with employers who make counteroffers, and employees who accept them, have shown that as tempting as they may be, acceptance may cause career suicide. During the past 20 years, l have seen only isolated incidents in which an accepted counteroffer has benefited the employee. Consider the problem in its proper perspective.
What really goes through a boss's mind when someone quits?
''This couldn't be happening at a worse time.''
''This is one of my best people. If l let him quit now, it'll wreak havoc on the morale of the department.''
''I've already got one opening in my department. l don't need another right now.
''This will probably screw up the entire vacation schedule.''
''I'm working as hard as I can, and l don't need to do his work, too.''
''lf l lose another good employee, the company might decide to 'lose' me too."
''My review is coming up and this will make me look bad.'' ''Maybe I can keep him on until l find a suitable replacement.''
What will the boss say to keep you in the nest? Some of these comments are
common.
"I'm really shocked. l thought you were as happy with us as we are with you. Let's discuss it before you make your final decision.''
''Aw gee, I've been meaning to tell you about the great plans we have for you, but it's been confidential until now.''
''The V.P. has you in mind for some exciting and expanding responsibilities.''
''You're going to work for who?''
''Your raise was scheduled to go in effect next quarter, but we'll make it retroactive to the beginning of this quarter.''
Let's face it. When someone quits, it's a direct reflection on the boss. Unless
you're really incompetent or a destructive thorn in his side, the boss might look
bad by ''allowing'' you to go. His gut reaction is to do what has to be done to
keep you from leaving until he's ready. That's human nature.
Unfortunately, it's also human nature to want to stay unless your work life is
abject misery. Career changes, like all ventures into the unknown, are tough.
That's why bosses know they can usually keep you around by pressing
the right buttons.
Before you succumb to a tempting counteroffer, consider these universal
truths:
Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion or better working conditions, is suspect.
No matter what the company says when making it's counteroffer, you will always be considered a fidelity risk. Having once demonstrated your lack of loyalty (for whatever reason) you will lose your status as a ''team player'' and your place in the inner circle.
Counteroffers are usually nothing more than stall devices to give your employer time to replace you.
Your reasons for wanting to a leave still exist. Conditions are just made a bit more tolerable in the short term because of the raise, promotion or promises made to keep you.
Counteroffers are only made in response to a threat to quit. Will you have to solicit an offer and threaten to quit every time you deserve better working conditions?
Decent and well-managed companies don't make counteroffers...EVER! Their policies are fair and equitable. They will not be subject to ''counteroffer coercion'' or what they perceive as blackmail. If the urge to accept a counteroffer hits you, keep on cleaning out your desk as you count your blessings.
Paul Hawkinson has been in the recruiting industry for over 20 years and while he works for a competing firm I have chosen to use his sound explanation because I feel he has eloquently and thoroughly delivered the truth in regards to what actually happens.
A raise won't permanently cushion thorns in the nest
By Paul Hawkinson
Matthew Henry, the 17th. century writer said, ''Many a dangerous temptation comes to us in fine gay colours that are but skin deep.'' The same can be said for counteroffers, those magnetic enticements designed to lure you back into the nest after you've decided it's time to fly away.
The litany of horror stories I have come across in my years as an executive recruiter, consultant and publisher, provides a Iitmus test that clearly indicates counteroffers should never be accepted...NEVER!
We define a counteroffer simply as an inducement from your current employer to get you to stay after you've announced your intention to take another job. We're not talking about those instances when you receive an offer but don't tell your boss. Nor are we discussing offers that you never intended to take, yet tell your employer about anyway as a ''they-want-me-but-l'm-staying-with-you'' ploy.
These are merely astute positioning tactics you may choose to use to reinforce your worth by letting your boss know you have other options. Mention of a true counteroffer, however, carries an actual threat to quit.
Interviews with employers who make counteroffers, and employees who accept them, have shown that as tempting as they may be, acceptance may cause career suicide. During the past 20 years, l have seen only isolated incidents in which an accepted counteroffer has benefited the employee. Consider the problem in its proper perspective.
What really goes through a boss's mind when someone quits?
''This couldn't be happening at a worse time.''
''This is one of my best people. If l let him quit now, it'll wreak havoc on the morale of the department.''
''I've already got one opening in my department. l don't need another right now.
''This will probably screw up the entire vacation schedule.''
''I'm working as hard as I can, and l don't need to do his work, too.''
''lf l lose another good employee, the company might decide to 'lose' me too."
''My review is coming up and this will make me look bad.'' ''Maybe I can keep him on until l find a suitable replacement.''
What will the boss say to keep you in the nest? Some of these comments are
common.
"I'm really shocked. l thought you were as happy with us as we are with you. Let's discuss it before you make your final decision.''
''Aw gee, I've been meaning to tell you about the great plans we have for you, but it's been confidential until now.''
''The V.P. has you in mind for some exciting and expanding responsibilities.''
''You're going to work for who?''
''Your raise was scheduled to go in effect next quarter, but we'll make it retroactive to the beginning of this quarter.''
Let's face it. When someone quits, it's a direct reflection on the boss. Unless
you're really incompetent or a destructive thorn in his side, the boss might look
bad by ''allowing'' you to go. His gut reaction is to do what has to be done to
keep you from leaving until he's ready. That's human nature.
Unfortunately, it's also human nature to want to stay unless your work life is
abject misery. Career changes, like all ventures into the unknown, are tough.
That's why bosses know they can usually keep you around by pressing
the right buttons.
Before you succumb to a tempting counteroffer, consider these universal
truths:
Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion or better working conditions, is suspect.
No matter what the company says when making it's counteroffer, you will always be considered a fidelity risk. Having once demonstrated your lack of loyalty (for whatever reason) you will lose your status as a ''team player'' and your place in the inner circle.
Counteroffers are usually nothing more than stall devices to give your employer time to replace you.
Your reasons for wanting to a leave still exist. Conditions are just made a bit more tolerable in the short term because of the raise, promotion or promises made to keep you.
Counteroffers are only made in response to a threat to quit. Will you have to solicit an offer and threaten to quit every time you deserve better working conditions?
Decent and well-managed companies don't make counteroffers...EVER! Their policies are fair and equitable. They will not be subject to ''counteroffer coercion'' or what they perceive as blackmail. If the urge to accept a counteroffer hits you, keep on cleaning out your desk as you count your blessings.
Thursday, May 1, 2008
Tuesday, April 29, 2008
Give Them Something to Cheer About
You Gotta Beleive!!! Well, here I am a lifelong Hawks fan in total disbelief. The reason for my astonishment is that we are tied with arguably the best team in the NBA. I'm not the only one who is suprised. Un fact nobody gave us a chance against the Celtics. Apperently Vegas didn't even have a line on the series because it was such a one sided bet. It just goes to show you can never be to sure. It also got me thinking about how it relates to life and certainly work.
First, you can turn anyone into a RAVING fan if you get them excited and deliver unexpected surprises. (I have'nt heard Phillips Arena rocking so loud since I saw KISS play a concert there back in the 80's.
Second, if everyone executes to the best of their ability you ussually rise to any challenge.
Third, There is never a better time to be a star, than right now (thanks Joe Johnson)
and Lastly, just because everyone says it can't be done you ultimatly control the result. You just need to have a gameplan, make neccasary adjustments, play both offense and defense and most importantly don't listen to the critics. Just Win!
GO HAWKS! Let's bring it Home.
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