Keeping Management Happy (And Off Your Back!) In 2 Emails

All managers have expectations, and you need to keep your manager happy.  In sales, this happiness is often measured daily or weekly.  Some managers tell your right out what their expectations are.  Others hint around it.  Still others say nothing, and hope for good numbers.  It is important to understand what the expectations are, because they will keep you from trying to reinvent the wheel.  No matter what your manager's style is, get clear on the expectations, and adjust when they change.

Most management expectations are built on history in your market, and they’ve discovered which ratios and activities yield the desired results.  Do as they ask.  Eventually, you may discover that management isn’t as married to each activity as much as it is to hitting their numbers, and you can change tactics to get there.  Maybe you’ll discover that the only thing that works is following their formula.  The point is, the decisions you make about how to plan your work need to take management expectations into consideration, and meet their needs.  If you don’t meet their needs, you will be replaced.  It’s harsh, but it’s true.

 

A very effective tool for spending time efficiently is to keep management in the loop is to write the broad strokes of your plan for the week in a simple email, and send it to your manager.  “I have follow ups with A, B, and C companies for sales calls.  X, Y and Z have closing appointments scheduled.  I’ll be cold-calling in Bergen County in the mid-week.”  Send it on Friday night or Monday morning.  No, telling her in a quick moment in the hallway isn’t enough!  If your manager has specific expectations, you’ve told her the highlights of how you’re planning to meet them.  If your manager has no expectations, she knows what you’re doing.  And when your manager wants you to focus in a different area, she’ll write back or tell you.  You’ll know before you blow your time on the wrong stuff.

This approach also seems to keep micro-managers off your back.  Just remember to send a follow-up email at the end of the week explaining your accomplishments.  If something went badly, admit it, and indicate how you plan to remedy the situation.  This should not be in the same email as the “Plan” email!  Identify each with the specific dates they cover so you can quickly reference them over time.  Ex: “X and Y closed as expected.  The contracts are in fulfillment.  Z is shopping the competition, and has concerns about the sales agreement.  Another meeting is scheduled next week.   Cold calls yielded 6 follow-up calls in Bergen County.  Company A was a one call close, and the contract is on your desk!  B scheduled a presentation for Monday morning.  C has a closing appointment with us Tuesday.”  This simple summary shows your boss what your piece of her team is doing, and helps her make effective management decisions. 

All of this communication creates a paper (email) trail that will be helpful to you at review time, as it will be easy for you and your manager to quantify your efforts and your results.  You'll also be able to look back and see patterns emerge around certain sales approaches and subsequent success or failure. All this in two emails a week!  Get writing!  

How To Get Promoted - 3 Simple Steps

In our careers few things feel as good or mean as much as getting a promotion.  We're not talking about a better title - we're talking about different responsibilities, managing staff, and making more money. We love when it happens, but it doesn't seem to happen often enough.  Why?  What is the secret formula for getting promoted?  There's no secret formula, just basic criteria.  Most of us don't understand the criteria most managers use to move people up the ladder.  

1) The Right Priorities - Sometimes it's easy to let our focus become so narrow that all we see is our own task, and we ignore all the other pieces of the process.  This habit will cost you at promotion and review time.  Managers have very specific priorities.  They want the work to come in well done, on time, and under budget.  But there are two priorities even above that: keep customers happy, and keep the team working at its best.  If you can keep the customer service component and the team component in the forefront, you'll be positioning yourself well for good reviews and possible promotion.  Be an asset to your team by exhibiting a good mood, a can-do attitude, and a willingness to help.

2) Prove You Can Do More - Most good management teams try to maximize the efforts of those on their staff, and leave you very little time for going the extra mile.  How do you show you can do more, when you're barely keeping your head above water?  You need to stop drowning and make your time more effective.  Reach out to team members whenever it's reasonable, and look for any time-saving or streamlining techniques they're using.  Streamline your own process wherever possible. Read articles and books about your industry.  Attend seminars out of your own pocket if you can.  The more you know about your industry beyond your own level, the better you'll be at seeing the big picture.  As you learn more, help your team members do a great job.  When management sees that you're the "go to" guy who can fix anything, they'll start grooming you for the next level.

3) Excel In Your Current Position - This is one of the most overlooked steps toward advancement.  If you are so focused on being in the executive suite that you think your own work is beneath you, you've missed the boat.  Managers want you to make their job easier by doing your job well.  If you can do it well, but only do it well sometimes, this is a big red flag for your manager.  The ability to motivate and manage yourself shows your boss you have focus and discipline.  Do your job well, and do it with a great attitude. 

These three steps will help you move up the ladder. Remember, your team is an important part of the process. If you get along with and motivate your colleagues, you'll increase the odds of being promoted to being their boss.