Question

Examine and research two of the issues presented. Discuss the nature of the issue and how to improve performance.

1. Ineffective handling of negative attitudes

2. Lack of preplanning for sales calls

Answer 1

1. Ineffective handing of negative attitudes

A negative attitude is a disposition, feeling, or manner that is not constructive, cooperative, or optimistic. It can affect anyone, just about anywhere. For some of us, it's at home. Perhaps you know of someone who has a bad attitude about doing chores. Or maybe it's happened to you at work.

A positive attitude means being optimistic about situations, interactions, and yourself. People with positive attitudes can remain hopeful and see the best even in difficult situations.

A positive attitude keeps everyone trying new things, feeling brave about brainstorming new ideas, and makes people feel excited to go to work with their co-workers.

For example: I like my job

Ineffective handling of negative attitudes means that wrong direction towards negative attutude people. Their are lots of reasons for the negative attitude. In the case of work place, the reasons behind the negative attitudes are:

• Feeling Unappreciated : It means that, many workers, bad attitudes arise when they feel unappreciated. If, despite your worker's efforts, you don't tell them often that you are grateful for all they do, you could lead them to feel unappreciated and, as a result, develop a negative attitude. Because you can make your workers feel appreciated by voicing your gratitude, this issue is one that is easy to overcome.
• Lack of Respect for Management : Some workers exhibit poor attitudes because they don't respect management. Handling this challenge requires changing the way you manage. If you attempt to lead by force, you may alienate some of your workers. Work to craft an environment of mutual respect and, in doing so, improving your relationships with your workers.
• Burnout : For always-hard-working employees, burnout can create bad attitudes. If some of your workers appear to be nearing the brink of the workloads they can handle, make modifications to their workloads. By reallocating the work you must have completed, you can take some of the work off the shoulders of your overly burdened employees.
• Poor Relationship Building : Happiness within the workplace often starts with the building of work relationships. If your workers don't act as a cohesive community, but instead as individual and largely unconnected workers, they may not have developed these healthy relationships. To correct this problem, arrange social gatherings for your workers or allow time during the day for them to build relationships, hosting lunches and similar social gatherings.
• General Job Dislike : Despite the fact that your workers all chose to work for you, some may simply not like their jobs. While overcoming this challenge is decidedly more difficult than correcting some other issues that may exist, you can deal with this if you are committed. If you see a worker who seems highly discontented with his current position, don't ignore the issue but instead speak to him and make any modifications to his job that you can to make him happier with his job– including placing him in a new position.

To know the reason for the negative attitude. Then to handle the problem. The ineffective handling and effective handlings are :

1. Not talk to the employee and talk to the employee : If you are not not talk to the employe, yo dont know the reason behind the problem. To know the reason is to take a better handling. Discussing the situation is the first step, but make it a problem solving session rather than a mandate to "clean up your act" and do it one on one.

2.Not look for root cause of the negativity and look for root cause of the negativity : If you not know the cause, not set a better handling. Some people are just negative as personalities. Letting the person talk about the situation will give you better information than firing questions at him or her.

3.Not Figure out what needs to change to change the attitude and figure out what needs to change to change the attitude: If you are not able to figure out need to change to change the attitude. it is an ineffective handling. Attitudes are not random. something is drawing the employee into that whirlpool. If its a legitimate problerm on the job, brainstorm ways to improve the situation.

4. Do not make the employee aware of the impact of the attitude and make the employee aware of the impact of the attitude : If you not make the employee aware of the impact of the attitude, its created more problems. Good employees see themselves as good employees. They are proud of their work and need to believe the company is as well.

5. Not set limits and set limits : If you are not set the limits, its an ineffective handling. Give the employee clear direction about what is and isn't acceptable. Explain why those limits are necessary.

6. Do not careful with personal problems and be careful with personal problems : Every peoples have their own problems. They are different in nature. If you are not careful with their personal problem, its create more bad situations. If you are consider the person a good friend , telling them how to solve personal problems is dangerous ground. That's not part of your role, and it can backfire big time. Encourage the person to seek wise counsel, be it via the company employee assistance program, a trusted friend, older relative, spiritual advisor or relevent support group.

2. Lack of preplanning for sales calls

Planning before you call is worth the time it takes. Knowing about your prospect, the company, and their competitors, having some questions prepared, and being able to anticipate and overcome objections makes sales calls more comfortable and productive

Lack of prepanning for sales call means not set a plan for the details. Its not create confidence, satisfaction, happiness.et...

Issues

• Not set Plan to obtain the information you need
• Do not anticipate and prepare
• Dot to add value to the conversation.
• Not to converse knowingly and effectively
• Not to demonstrates your competency and situational fluency
• Not Respects the prospect's time and yours.
• Not to develops a good selling habit.
• Not to give a potential for better and more efficient sales calls

How to impore

1. Research your prospect: The first to research your prospect.This may seem like a rather obvious step, but you might be surprised at how many reps neglect to do it. They go into a call completely, or almost, blind. Taking the time to research both the prospect and the company is time well spent.

2. Know the prospect’s competitors : Once you’ve learned about the prospect and the company, you should also learn about their competitors. By gathering information about what their competitors are doing ’ the good and the bad ’ you will be able to customize your selling strategy when offering solutions.

3. Know your objective for the call : You not only have to know and understand the ’’who’’ of the sales call you’re going to make but also the ’’why.’’ Defining your objective before making the call helps you stay on track. Make sure you are putting all your notes in your sales goal software. sired from the customer that moves the sales cycle forward.

4. Plan your questions : Asking the right questions of your prospect will get you the information you need to make informed and appropriate suggestions about solutions. While you never want it to feel like you are reading from a script, you should prepare questions to ask ahead of time that will help advance the conversation. Use open-ended questions, and be prepared with follow-ups as well.

5. Anticipate objections : Along with having questions prepared, you should also plan for any objections you might hear.

6. Don’t over-prepare : There are a couple of reasons you shouldn’t over-prepare. One is you don’t want to sound like a robot who has rehearsed too much. The conversation should flow and be natural. You want the prospect to feel like they are part of a dialogue, not that they are being talked at. Additionally, you don’t want to prepare too much because that can lead to you anticipating what your prospect’s responses are when what you should be doing is actively listening.