I have always been concerned about the issue of moving to a fundamentally new level. So that the indicators would grow not by 2 or 3 times, but by several orders of magnitude. From a thousand visits to ten thousand or from ten thousand to a hundred thousand, if we are talking about a website, for example.
And I know that such leaps are always the result of painstaking work in five areas:
Technical condition of the site.
SEO.
Collection of site semantics.
Creating useful content.
Working on conversion.
And at the same time, every homeowner database manager needs an increase in sales and the number of applications from the site at the moment.
To get this growth, download our step-by-step template for increasing sales from the site:
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BOFF
Features: The name of the model is an abbreviation of English words denoting the 4 stages of this method: Behavior – Outcome – Feelings – Future.
Situation: Evgeniya, who was recently hired to work in the customer service department, constantly violates service quality requirements: she doesn’t greet visitors, doesn’t pay attention to their requests, is rude in communication, is late for work after lunch, and doesn’t answer calls.
Example:
Behaviour. Tell Evgenia your observations about her attitude to work. Be specific, with facts, details and exact dates when incidents occurred. Try to discuss possible reasons. It happens that an employee has a rather weak idea of what the employer expects from him.
Outcome. Discuss with Evgenia the impact of her behavior (rudeness to customers, ignoring phone calls, being late for work) on the company's profits, the increase in customer complaints, and the decrease in the number of customers.
BOFF Model for Employee Feedback
Feelings . Tell us how you feel about the way Evgenia works. It really upsets you. You can discuss what other employees think when she is absent from her workplace for a long time and they have to work under increased pressure. This way, you can make Evgenia realize that her behavior is unacceptable.
Future. Talk to Evgeniya about what needs to be done to make changes in the future. The best option is to ask leading questions and wait for the employee to respond. This technique will help her take responsibility for further actions. To summarize, you should agree on exact deadlines and specific actions. Be sure to schedule the next meeting, where the results of Evgeniya's work on herself will be summarized.