Category: Happy At Work

How to be happy at work

  • 5 easy steps to better sales meetings

    Sale
    (sign from a Copenhagen shoe shop)

    I got sick and tired of sales people at one point. There seems to be some unspoken agreement among them that all sales meetings must run like this:

    1. Boring company presentation, including their org chart and last 5 years financial statements.
    2. A pre-planned presentation of all their products, including some that could never, ever interest me.
    3. 5 minutes at the end for them to try to figure out what I would like to buy. Which’ll be nothing.

    There’s gotta be a better way! And there is. Sales meetings don’t have to be an unpleasant affair in which pushy salespeople use every trick in the book to convince reluctant customers to buy their stuff.

    I developed a better format for The Happy at Work Project for two reasons:First of all, with our name and our products we were forced to come up with a way to make sales meetings fun, or we would have lost all credibility right there. (If you’ve never heard of us, we do workshops, presentations, conferences and board games to make people happy at work).

    Secondly I’ve tried being the victim target potential customer of many traditional sales pitches, and I just couldn’t bear the thought of inflicting that experience on potential, unsuspecting customers.

    When using the meeting format described below, I have repeatedly seen clients switch from a defensive, arms-crossed, you-can’t-trick-me-into-buying- nothing-buster posture to a relaxed, positive atmosphere where they’re asking me interested questions – rather than me trying to ram information down their throats. Simply speaking, sales meetings become fun.

    Here’s how I do it.

    1: You’re not there to sell

    First of all, we don’t call them sales meetings, we call them customer meetings. This is not just semantics, the point truly isn’t selling – the point is to meet a potential customer, to learn about that customer and to let them learn about what you can offer.

    You’re not there to sell – you’re there to help the customer make a wise decision (this idea is courtesy of my Iowan friend Mike Wagner). Of course you’re there in the first place because you believe in the quality of your products/services and you believe the customer needs what you can deliver. If this isn’t so, why did you approach this customer at all?

    And that is the fundamental difference: Is selling a matter of salesman vs. customer or is it a matter of working together. Our meeting format creates a setting where seller and buyer work together to create value for both.

    2: Frame the meeting

    I very briefly introduce myself and my company, and then take a little time to frame the meeting.

    Time: All our meetings are planned for a 1 hour duration, but I still always start by fixing the time frame, saying “I’d planned to finish no later than X o’clock. Is that OK?” Sometimes the customer will say, “That’s fine I have a meeting right after” and then I always offer to end our meeting 5 minutes early.

    Content: Then I explain that in my experience, the meetings go better if I can spend some time asking about them first. I can talk for a long time about our products, but if I don’t know something about the customer, I may not say anything that’s relevant to them. Then I ask if that’s OK.

    Agreeing to these things up front puts the customer in charge of the whole process. While you will of course be running the meeting, you do so with their full consent.

    3: Ask a lot of good questions

    This meeting is not about you. It’s about the customer. We have a list of good questions to ask, and the first question is always this: “What made you take time for this meeting?”

    This is an amazing question, because it goes right to the root of why you’re talking to that customer. We’re all busy people, and there’s a reason this person has taken an hour out to talk to you. The entire point of the meeting is to find that reason. So why not ask up front?

    Also, our last question “What benefits could your organization achieve, if people were happier at work???? is crucial, because right there, the customer will supply you with all the selling points. Substitute your own argument instead of “happier at work” here.

    Asking questions is important, because successful customer meetings are the ones where the customer does most of the talking. Also, this means that whether or not the meeting results in a sale, you will still walk away with new knowledge.

    4: Present your offerings on 1 (one) page

    We then present one sheet of paper that describes our work and our products. Yes, that’s right, one single, solitary sheet.

    At this point many customers are expecting (or dreading) a 20-slide corporate PowerPoint presentation, and they’re unfailingly relieved and happy when I pull out just this one piece of paper and explain our offerings based on that.

    “But my products will never fit on one page” I hear you cry. Oh, yeah? Well if you can’t describe yourself and your products simply enough to fit on one page, then you’re not ready to talk to potential customers yet. They deserve that level of clarity and simplicity.

    Our presentation focuses on what we do, i.e. the actual products and services we can deliver – and very little on who we are. The paper also contains a short description of how we work and some (great) customer quotes.

    Of course, having just learned a lot about the customer, it’s easy for met to connect our offerings to their business and to focus more on products they can use. It becomes a targeted presentation, tailored to that specific customer – and boy, do they ever appreciate that.

    Remember to constantly stop and ask the customer “How does that sound?” or similar. Don’t go into your entire spiel and then ask at the end. You might ask after every product: “How could you apply this in your business?”

    5: Wrap up the meeting

    We always end the meeting a few minutes before the agreed time. This shows respect for the customer’s time, and avoids that fidgety few minutes at the end where the customer is subconsciously wondering whether the meeting will end in time for her to make her next meeting/appointment.

    There seems to be an unstated belief among sales people that long meetings = good meetings. That the longer you can keep the meeting going, the more interested the customer must be. Wrong, wrong, wrong.

    At the end of the meeting, we ask:
    “How did you like the meeting? Did you get all the information you need????
    “Would you like to be added to our mailing list so you get our newsletter????
    “How would you like me to follow up on the meeting? Should I call you in X weeks????

    This ensures customer commitment on whatever follow-up we decide on.

    Step 2 takes just a couple of minutes, while step 3 (asking about the customer) should take about 25 minutes of a one hour meeting. You then have 20 minutes to present your products and let the customer ask questions about them and 5 minutes to end the meeting.

    If you find yourself dreading sales meetings or find yourself uncomfortable in a traditional salesman role, give this method a shot. Not only will you enjoy meeting customers this way – you’ll also sell more.

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  • The lazy way

    Fred Gratzon is

    an entrepreneur who hates hard work. In fact, I refuse to do it. Yet two of my businesses grew like Jack’s beanstalk. Each made Inc. magazine’s list of the 500 fastest growing companies in America. One of those businesses appeared three times and was even ranked #2.

    His blog is excellent. Check out his run-in with jackal investment bankers or this story of financial growing pains solved by the question “Does it feeeeeeeel like you’re making money?”.

    I could write a long piece on the value of laziness, but I can’t be bothered right now, so I’ll just point to this excellent quote by Mark Twain who says it much better anyway.

  • IPO? Hell, no!

    Against IPO's

    In the previous post CEO Jim Goodnight explained why he won’t take SAS Institute public. He believes that:

    There is no trust anymore in public companies. I think it’s an excellent time to be private.

    And this article in the CEO Refresher by Steve Kayser backs him up. IPO’s are a bad idea for many reasons including that:

    • Being a private company, you are not under pressure to grow by merging or acquiring companies to meet shareholder expectations.
    • Section 404 of the 2002 Sarbanes Oxley Legislation (which governs how public companies report their finances) is 180 words. Yet estimates of costs for publicly traded companies to comply are between $10 billion to $20 billion ? yes, $10 billion to $20 billion, or approximately $55 million to $111 million per word.
    • Senior management now, instead of concentrating on planning a future, building a business, filling customer needs, creating jobs and becoming a valuable cog in the economic engine of prosperity, is tasked with design, implementation, assessment, controls and auditing results.
    • Public ownership can make any unique culture difficult to sustain if one bad quarter forces you to lay off 20% of your workforce, or the market drives pressure for meeting certain results regardless of their long-term implications

    I can definitely see the lure of the IPO. The massive amounts of money. The chance to grow the organization quickly. The ability to cash in on your initial investment and hard work. The validation of seeing your company highly valued on the stock exchange. So it’s good of Goodnight and Kayser to remind us of the downside.

    One company did manage to go public and keep their identity: Google. When they announced their IPO, founders Brinn and Page made it very clear that they would continue to run the company their way. They promised to go on treating their employees extremely well and making long-term decisions rather than living from quarter to quarter. If investors didn’t care for that, they were kindly requested to take their money elsewhere. Google being Google, investors flocked to buy the stock anyway – less famous companies might not get away with this model.

  • Perks gone wild

    PianoIt started with free M&M’s. Now there’s a country club, on-site Montessori daycare, on-site doctors and nurses, 35-hour work week, live piano music during lunch, 50.000 square foot fitness center, swimming pools, no dress-code, masseur, on-site car detailing. And more. If you need assistance in adopting a child or finding a college for your child or a nursing home for a parent, they have people to help you with that too.

    SAS Institute’s perks are legendary, and the Software Company’s 9.000 employees certainly know they have it good. Normally IT companies have employee turnover rates of 20%. At SAS it’s 3% which saves them an estimated $80 million a year in recruting costs alone. Conservatively.

    Why do they do it? Are they naïve altruists? Jeff Chambers, director of human resources at SAS, puts it like this:

    No, we’re not altruistic by any stretch of the imagination. This is a for-profit business and we do all these things because it makes good business sense.

    There are four interesting points to notice about what SAS is doing:

    1: It works

    Their annual report for 2004 rightly brags about their 28th consecutive year of growth and prosperity, a record unmatched in the software industry. Their revenues in 2004 was $1.5 billion. That’s pretty impressive.

    2: It’s possible because they’re privately owned

    CEO Jim Goodnight refuses to take the company public because it might change the way employees are treated and destroy their ability to make long-term plans:

    You can’t just have a weak quarter and then all of a sudden start bailing out and cutting things. I am basically my own board. So, I don’t have to worry about pressure from the board or being fired if I don’t improve earnings.

    There’s no possible way I can tell you what my earnings are going to be to the penny each quarter. There’s only one way to get there to the penny — you have to cook the books.

    3: They’re committed to treating their people well

    Goodnight says it very simply:

    If the employees are happy, they make the customers happy. If they make the customers happy, they make me happy.

    4: It’s not the perks

    SAS employees are happy and stay at the company for years doing good, creative work. But that’s not because of the perks – because no amount of perks can make up for lousy leadership, a bad atmosphere or a lack of respect for employees.

    The truth is this: The perks, combined with Goodnight’s and the company’s attitude, make people feel valued – and that’s what’s making them happy.

    This is good news for companies that don’t have as much money in the bank as SAS. It’s not the (expensive) perks, it’s the commitment to your employees’ happiness that makes a difference. And that doesn’t take country clubs and Montessori schools but can be done on a much tighter budget.

    Most of the information in this post comes from the piece 60 minutes did on them back in 2003.

  • Startup vs. corporate

    Kathy Sierra nails it yet again with a laugh-out-loud funny list of differences between the startup and the corporate mindset.

    I added a few examples of my own in the comments:

    Startup Corporate
    When we screw up Admit it, apologize, fix it, compensate customers, move on. Hide it. When that fails, blame the customers.
    Meetings Fun, chaotic, everyone is heard. The boss talks, you listen.
    When you disagree with management You’re valued. You’re fired.
    Work-time Whatever works for you 9-5. On paper. In reality: 9-9.
    Having children Congratulations! Come back in 6 months. Or when you’re ready. Are you sure you want to jeopardize your career?
    When you succeed The whole company celebrates with you. “Employee of the month” certificate.
  • Thank you, Istanbul

    A great big thank you to:

    • The conference team from MCT and Eventus who were an amazingly nice bunch of people
    • The other speakers for many great conversations
    • And especially to those who attended my presentation on happiness at work in Istanbul
    Istanbul audience
    See – they look happy already!
  • Back from Istanbul – and the future of HR

    I’m now back in Copenhagen after a nice, sunny flight home from Istanbul. Most of the way, I could look down on a snow-covered Europe which looked amazingly beautiful from 10 km up.

    The conference was a great experience which touched on the many themes that are (or are becoming) central to HR, such as:

    • Innovation
    • Talent development
    • ROI
    • Organizational culture
    • Eliminating bureaucracy
    • Leadership

    I went out to dinner thursday evening with a group of other speakers and we ended up talking about what the common, unifying theme of the “new HR” might be.

    It will probably surprise noone, that I believe that unifying theme to be happiness at work. The basic challenge of modern business is to activate the full potential of the people who work there. For this to happen, peope need to be happy. It’s that simple.

    This makes happiness both a goal and a tool, and it is my claim that happiness at work will become the most important strategic goal of modern businesses over the next few years.

    I also predict that we will see a trend, where happy companies will put unhappy companies out of business, simply because happy businesses are much more efficient and profitable. It’s no contest.

    What does this mean for the future of HR? I think it mainly requires a new focus, namely this:

    The role of HR is to make people happy

    If businesses make this conceptual leap and start prioritizing accordingly, we will see HR becoming an even greater asset than it already is and we will see many workplaces change for the better. And it’ll help the bottom line.

  • Happy at work slides

    Click here to download the slides from my presentation at the MCT HR conference in Istanbul on february 23 2006 (8 Mb .ppt-file).

    A big thank you to everyone who participated! If you have any comments or questions, please write a comment here and I will try to answer.

  • Istanbul HR conference

    I’m writing this from the VIP room at the MCT HR conference in Istanbul (it’s good to be a speaker). The conference was kicked off by some good presentations:

    • Lars Kolind launched his crusade against bureaucracy
    • Elisabet Sahtouris used her background in evolutionary biology to show us that businesses are living organisms
    • Ricardo Semler spoke via satellite from Sao Paulo on how Semco manages to do things incredibly different and incredibly well

    After a very nice lunch, there are several sessions to choose from this afternoon – we’ll see who wins the race.

    And of course the best part of any conference is making new friends and having great conversations – and this conference certainly doesn’t disappoint. More updates later.

  • Podcasts from the WorldBlu Forum

    A short while ago I spoke at one of the best conferences I’ve ever been to: The WorldBlu Forum on Organizational Democracy. Previous coverage here, here, here and here.

    The organizers have put up podcasts with many of the speakers including Dan Pink, David Weinberger and … me (7 min., 8 Mb mp3) being interviewed by the charming and delightful Susanne Goldstein. I somehow manage to go all the way back to Aristotle and the Dalai Lama and then talk about happiness at work and how it relates to democratic workplaces.

    Find all interviews from the forum here.