Ask Clients How to Increase Your Success – Guide


You have a stack of customer complaint calls on your desk, or your company has hired a mystery shopping vendor, and the reports from the most recent round of evaluations you conducted for your company have arrived. Some of the feedback has been very positive. Any of it is helpful. But, oh no, some of the feedback is really negative. So, what’s next? Check more about it.

When it comes to thanking our employees, most of us have no qualms. It’s never difficult to deliver good news. This is a part of our work as managers that we all enjoy. But the part where we have to coach and counsel people who have fallen short of our standards is the part we despise. For most of us, approaching those who need to improve is an unpleasant job. Let’s look at how we handle customer reviews and how it can classify us as wimps or heroes in terms of management style.

Managers have a tendency to act in predetermined ways when they receive negative client feedback. Some individuals may be categorised as wimps. These are the bosses who are afraid of their workers, particularly those who are outspoken and difficult. They believe the reasons that the clients are to blame, that the system is set up to fail them, or that the organization’s client feedback systems are faulty. We hear these and other excuses all the time as administrators. Although it’s necessary to consider your employees’ problems, don’t get caught up in the blame game. This just depletes everyone’s resources, which is needed to find constructive solutions.

The hero boss is the one who gets giddy when faced with a new challenge. These are the administrators who have a strategy and an action plan in place for coping with underperforming teams and workers. The part of the hero manager’s role that includes coaching and mentoring the staff is one of his or her favourite aspects of the job. They see this process as informative for those who look to them for guidance, rather than confrontational. The hero boss wants his or her staff to advance both professionally and personally. They take advantage of every opportunity to promote this growth. They see this as a means of grooming the organization’s potential managers. This is one of the most critical aspects of their work, according to them.