Using Feedback to Grow

November 26th, 2012

Communicating with anyone can feel like a guessing game at times; your mother may say she doesn’t need any help in the kitchen, for instance, but you know what she means is that she doesn’t want you in the kitchen getting in her way. When speaking with job seekers or clients about the service your company provides, it is important to be able to read between the lines and to identify what they actually mean so that you can maximize your use of that information to improve your company.

“You need an app.”

Interpretation: Yes, you may actually need an app. But be sure to ask several follow-up questions to interpret if customers would actually use an app in conjunction with your business, or if they are saying that because everyone seems to have an app, regardless of whether or not it is good or smart business.

“I like this.”

Interpretation: “I like this–but I don’t love this.” Ask customers why they like your service, but be sure to follow up by asking what kinds of changes would have to be made to ensure love and loyalty.

“I frequently use your service.”

Interpretation: “I’ve heard of you.” Use data analytics to determine if people really are using your company frequently–check online or service information to determine if your customers really are taking advantage of what you’re offering as often as they think. And if they aren’t, use similar data to figure out why and how to entice them to keep coming back.

“Your website should be more like __________.”

Interpretation: “I prefer ___________’s site to yours.” Don’t immediately jump to the conclusion that you should make changes to your website to more closely compare to your competitors. In fact, it is an even better idea to create your website in a way that there can be no comparison drawn between the two. Yours must be different enough to be noticeable, but interesting and user-friendly enough to hold customers’ attention and convert them to your brand.

 

Often, people do not say what they mean without putting it through a wringer, which changes context, meaning and intention. When you are interpreting your clients and job seekers comments, it is important to pay attention to subtext as well as what they are really intending. Contact the experts at Olympic Staffing today, to find you great employees that know how to interpret feedback and grow your business!

Organizational Structure Discussion | Arcadia California

November 15th, 2012

No matter what industry you are in, your employees are more likely to benefit from a hierarchical company organization than an egalitarian one. While it may seem archaic and unnecessarily structured to many within the paradigm working toward global equality, it has been observed in numerous studies that people are most responsive to the proverbial “pecking order.” As a company owner or manager, it may become your prerogative to use this to your advantage.

In a thesis on social hierarchy, Joe Magee and Adam Galinsky of New York University, pose that,

The reason that people prefer hierarchical order, as opposed to other types of order, is that hierarchy is particularly effective at facilitating coordination within social groups. … As a mechanism of coordination, hierarchy provides clear lines of direction and deference that maximize the coordination of action for many kinds of tasks, especially in comparison to more egalitarian structures.

In short, your staff is likely to be more productive in a hierarchical office than in one where there is little or no chain of command. What is vital here is the clarity that hierarchy provides–the clear and accepted roles each person plays in an office create a sense of order, which in turns creates a more comfortable, less chaotic atmosphere. If your employees are operating calmly, without underlying structural anxiety, their output is likely to improve.

In a recent article published in the Journal of Personality and Social Psychology, the data of five studies was compiled a reported to indicate that subjects in the studies felt more confident in a company with hierarchy in its organizational chart, and they also showed that they were more readily able to quickly process and recall employees and their relationships given a structured illustration to study, rather than viewing several names group together without any linear connections. These conclusions support the hypotheses of Magee and Galinsky as mentioned above.

Ambiguity often breeds anxiety, and the lack of clarity that looser or non-existent company structures provide is likely to breed a less than stable work environment.

No matter the structure of your company, having the right employees is important. Contact the experts at Olympic Staffing to help find you the best employees for your structure and your business today!