Average Performance In The Workplace

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I recommend that you take the time to create your own Justification Statement — your “because” reason — and use it regularly.

Ask questions. You can ask about the basic, factual material for which you might not have information yet. But don’t limit yourself. The quality and quantity of information people will share with you if you just ask might surprise you. This depends both on what you sell, and the level of person with whom you’re speaking. In general, the higher up you go, the better the quality of information.
Smart Calling Exercise
Prepare your own script for social engineering using the process above. Be panama telegram data sure you have a justification statement you are comfortable with.
Brainstorm for the questions you will ask at all levels of an organization, and write them out.
Use your newly-found intel to personalize and customize your emails, voice mails and call openings so that you can be more relevant and targeted with your value messaging.Years ago, a wise mentor of mine shared these words: “When you change how you look at things, the things you look at will change.”

His words echoed the thoughts of French novelist Marcel Proust who wrote, “The true voyage of discovery is not seeking new landscapes, but seeing with new eyes.”

In business, being able to look at what has always been and imagine it differently is a challenge.

In no context is this more evident than in the word, “average”.

What does average mean, especially in today’s workplace, where the lack of employee engagement drains profits? Where it drains the performance of hard-working employees who go beyond expectations?

Ongoing employee engagement research conducted by Gallup continues to suggest that approximately:

1 in 4 employees are actively engaged
2 in 4 employees are disengaged
1 in 4 employees are actively disengaged
Another way to find the answer to what is average is to ask:
What does it mean to give a 110 percent?