Search CompleteMarkets

... Please consider the following: 1. Would you recommend this company? 2. What about this company do you like/dislike? 3. Why did you choose this rating? Submit This Anonymously Submit Cancel Contact Us contact_phone Click to call Unfollow First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Employee Performance Rewards 4/30/2013 10:36:15 PM by CompleteMarkets Editor , Carol Hammes This content has not been rated yet. &# 160EMPLOYEE PERFORMANCE REWARDS by Carol Hammes More than 14% of all full-time workers in the United States switched jobs this past year. Turnover hits the bottom line of a business very hard, with more than $9 ,000 in direct costs associated with finding and training a replacement. The indirect costs of recruitment fees, management time, and possible signing bonuses can more than double that amount. Some experts in personnel management estimate that a firm may spend $50,000 or more for the loss and replacement of an employee that makes a salary of more than $30,000. Add this expense to the difficulty in finding good people ...

... x No Thanks Loading.. Tracking Staff Performance 4/30/2013 by CompleteMarkets Editor This content has not been rated yet. TRACKING STAFF PERFORMANCE Insurance agents have always benefited by tracking performance. Tracking the number of leads generated in a month, sales calls made in a week, and new policies written in a quarter, for example, creates standard-setting measurements for managing sales performance. As discussed in the book Managing Your Human Resources, standard operating procedures and job descriptions, communicated to the staff, form a basis for measuring performance in all staff positions. Performance tracking involves four interrelated activities: Setting goals Setting and communicating standards Measuring performance against goals and standards Managing people, resources, and work based on progress or lack of progress You can use these same performance-measurement activities in agency operations to monitor the establishment and continued employment of automated, cost-effective workflow procedures. To incorporate performance measurement and monitoring into both day-to-day supervisory responsibilities and the agency's performance appraisal system, several aspects should be considered. MEASURING AND MOTIVATING STAFF ADHERENCE TO PROCEDURES Your agency's achievement of service goals and its protection from E&O exposure depend on whether staff members conform to standard operating procedures. Say you want to ensure you're getting the results you want-for example, to increase customer satisfaction through rotational servicing. Monitor for consistent use of system diary notes and suspense. Managing the differences between the standard procedures and individual performance will keep your staff on track to meet service goals. Another benefit of monitoring for consistent adherence is that it helps ensure that your computer records will be admissible in court. Courts are primarily concerned with the ...

... following: 1. Would you recommend this company? 2. What about this company do you like/dislike? 3. Why did you choose this rating? Submit This Anonymously Submit Cancel Contact Us contact_phone Click to call Unfollow First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back A Common-Sense Approach To Performance Management 7/3 /2014 12:00:00 AM by Don Phin This content has not been rated yet. Sometimes we make things sooo complicated. Performance management provides an excellent one example. In the old days, we gave people a job description, told them what to do, and graded them annually on a scale from 1 to 5 in a number of categories, depending on how well they "performed." This approach was based on the notion that managers can control an employee's performance — and it doesn't work anymore! In fact, more than thirty years ago, Dr. Edward Deming stated, "Performance evaluations are more destructive than beneficial of performance." So what does work? Here's a common sense approach to consider. If you think I've missed anything ...

... x No Thanks Loading.. How To Get Extraordinary Performance From Ordinary People 5/15/2015 by Don Phin This content has not been rated yet. According to Dr. Rollin Glaser, a specific formula can be followed to improve employee performance. It affects five basic areas: Goal setting Delegating Training and development Coaching and counseling Performance appraisal interviewing Having litigated performance issues for the past 15 years, I can tell you that Glaser is right on the money. Let me touch on what he has to say about each of these subjects. GOAL SETTING Having a shared sense of direction is paramount to building powerful employment relationships. According to a summary of 110 goal-setting experiments reviewed by Edwin Locke and Gary Latham, goal setting results in a median improvement in performance of 16%, with a range of 2% to 58% . In setting goals, it's important to: Focus on measurable results Tie individual goals into organizational goals Put the goals into writing Make sure they're periodically reviewed When setting goals for an employee, inform them of your organizational goals, and then ask them to prepare four to six goals that they think may be useful. DELEGATING One of the greatest paradoxes of our time is that the less you control, the more you can do. Basic delegation requires you to understand fully the employee's level of skills and character traits, appreciate the specific nature of the task you're delegating, go through the goal-setting process, provide checks and balances, and show trust and support through the process. TRAINING AND DEVELOPMENT In practice, I find very little difference between training and development ...

... x No Thanks Loading.. A Common-Sense Approach To Performance Management 7/3 /2014 by Don Phin This content has not been rated yet. Sometimes we make things sooo complicated. Performance management provides an excellent one example. In the old days, we gave people a job description, told them what to do, and graded them annually on a scale from 1 to 5 in a number of categories, depending on how well they "performed." This approach was based on the notion that managers can control an employee's performance — and it doesn't work anymore! In fact, more than thirty years ago, Dr. Edward Deming stated, "Performance evaluations are more destructive than beneficial of performance." So what does work? Here's a common sense approach to consider. If you think I've missed anything, please let me know: Make sure the employee's skill sets and personality match the task at hand. In the hiring process, we have to use skill tests and character assessments to understand the strengths and weaknesses of any candidate. This avoids jamming round pegs into square holes. Assuming that we've created the right "fit," the process continues from there as the employee develops. Periodic skill testing and character assessments continue to make sense. We can match our training programs to help improve perceived weaknesses or enhance strengths. Know the plan and have a plan. Peter Drucker stated that management tends to recycle ignorance. Dr. Deming said that most employee problems are management problems. The starting point is for management to communicate with specificity the vision, mission, values, ...

... : 1. Would you recommend this company? 2. What about this company do you like/dislike? 3. Why did you choose this rating? Submit This Anonymously Submit Cancel Contact Us contact_phone Click to call Unfollow First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Boring Or Soaring? Great Performers!4/30/2013 10:42:27 PM by CompleteMarkets Editor , Michael Manes This content has not been rated yet. BORING OR SOARING? GREAT PERFORMERS! by Mike Manes IMMS Consultant Mike Manes strives to facilitate change, communication, learning, and positive results. To that end, Manes has written this powerful, substantial document that will help you build your skills and achieve your goals. PREFACE You're a leader. You own or manage a business. You're responsible for results success. Your role is multifaceted visionary, organizational architect, environmental engineer, coach, and cheerleader. You love what you do and you're great at it. Unfortunately today you're in a funk sad, frustrated, and confused. Usually you're the bright light on dark days in your organization ...

... recommend this company? 2. What about this company do you like/dislike? 3. Why did you choose this rating? Submit This Anonymously Submit Cancel Contact Us contact_phone Click to call Unfollow First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Compensation Programs That Attract, Retain, And Motivate Top Performers 4/30/2013 10:36:15 PM by CompleteMarkets Editor , Suzy Hammet This content has not been rated yet. &# 160 COMPENSATION PROGRAMS THAT ATTRACT, RETAIN, AND MOTIVATE TOP PERFORMERS by Suzy Hammet Don't jump to the conclusion that you have to offer top-dollar salaries to attract the most talented employees. In this document, Suzy Hammet describes how today's candidates seek a more rounded benefits package — allowing you to exercise creativity and flexibility to nourish more than just their wallets. Even with the downturn in the economy, the competition for talent will continue for at least another decade. Agencies and brokerage firms must understand compensation trends to design and implement programs that will retain and attract the best employees. With the average expense for replacing an employee running 100% -150% ...

... x No Thanks Loading.. How Not To Hate Performance Evaluations 4/30/2013 by CompleteMarkets Editor , Emily Huling This content has not been rated yet. HOW NOT TO HATE PERFORMANCE EVALUATIONS by Emily Huling Emily Huling explains that a properly executed performance evaluation can help both individuals and organizations improve. &# 160 My stand-out memory of a formal performance appraisal — as the reviewee, not the reviewer — was as a young, inexperienced production underwriter at Aetna Life & Casualty. I'd been promoted from a Casualty desk underwriter to a field marketing and underwriting position. Up until this time, my reviews had gone well. Aetna offered a highly structured education program for underwriting trainees. Expectations were clear and feedback frequent, with monitoring and measuring employee progress according to schedule. We trainees knew where we stood at all times. This new job was different. It had more freedom to set priorities and plan work, schedule agency visits, and make independent decisions. After six months in my new job, I had my first review. It went like this: Boss: "So, Emily, how do you think you're doing?" Me: "Great!" Boss: "Well, you're not." I burst into tears. I don't remember much else about that meeting. But I do remember having a career-changing "aha!" moment. I learned two things. First, I learned how not to conduct a performance review. Second, I learned I'd better find out what I was supposed to be doing and do it well or risk losing my job. ...

... Please consider the following: 1. Would you recommend this company? 2. What about this company do you like/dislike? 3. Why did you choose this rating? Submit This Anonymously Submit Cancel Contact Us contact_phone Click to call Unfollow First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Employee Performance: You Get What You Focus On 5/15/2015 12:00:00 AM by Don Phin This content has not been rated yet. Whether children or adults, people will live up to others' expectations of them. What are your employee evaluations telling your employees? How are these appraisals affecting their performance? In this document, Don Phin examines how employees react to performance evaluations, personally and professionally. A famous experiment many years ago involved telling a group of blue-eyed students in front of their class that they were smarter than brown-eyed students. Not surprisingly, the blue-eyed children performed better during the next few months. Then one day the teacher told the class that she'd made a mistake, and in fact brown-eyed students were smarter than blue-eyed ones. Predictably, the scores ...

... consider the following: 1. Would you recommend this company? 2. What about this company do you like/dislike? 3. Why did you choose this rating? Submit This Anonymously Submit Cancel Contact Us contact_phone Click to call Unfollow First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Develop Job Performance Standards 4/30/2013 12:00:00 AM by CompleteMarkets Editor , Troy Campbell This content has not been rated yet. Successful companies have documented expectations of their associates' performance. They also have staff members who continually strive to do their best to live up to the company's expectations. A person can only work toward objectives and standards which have been clearly defined and communicated. It's important to review and update job performance standards periodically. Design job performance standards with management's input by identifying in writing: WHAT (quality) does a good job look like when completed? Describe the characteristics of finished tasks. HOW MUCH (quantity/volume) should be completed within specified time frames - per hour, day, or week? WHEN (speed and timeliness) should each job ...