Customer loyalty is the gold quality of any company. Loyal customers have a higher lifetime value, refer more businesses and become advocates. They will not shop or leave you at a price and they will give you another shot if you screw up. Customer satisfaction is not the same. Sufficient customers do not have to buy again. The Holy Grail for any company is creating loyal customers. There is one catch. You can not build loyal customers without hiring employees.
Why is this important to me?
I'm not doing this summary to waste your time. It's my vision to provide detailed features that you can accept now to improve your life. People spend over 30% of their work time. This is a time away from family, friends and other activities. Gallup shows that 91% of employees are either unrelated or active solutions, which means they hate their jobs.
One of the main causes of emissions is the fact that managers do not trust their people. This is terrible because customers want action now, and if your progress is not empowered to make decisions then this process goes very well and causes customers to get frustration.
It's a human nature to want to do a good job. If you got a choice, do you want to do a normal job or a magnificent job? Everyone wants to do a good job but most people are in the wrong places so they need to use their weakness as a base. Managers have wrong people in wrong positions.
Strength lasts more than one minute is a short book with a good message. I will discuss some key issues in this summary.
1. Strength – The strength is simply to let people do what they already know how to do. People want to do a good job but are afraid they are not chosen. Sharing information is key to creating an organization.
2. Occupational Safety – Managers sometimes think that if they give too much power to the people they will not be at work. I've seen this in all departments throughout my career. It does not matter whether it's Sales, Service or Development, people work hard to protect themselves. It is the leader of leaders to practice the vision, so people understand it when they let go of work as they want to get more work that weighs and grows.
3. Independence – People want independence and freedom to do a good job. The problem will be balanced because managers usually want to keep short of their direct reports. The way around this is to define what is expected in terms of goals and achievements for your people and share the importance of what they do. Each team member must have personal points as they measure their tasks every day.
4. Team – The authors talk about a self-governing team. I agree that you need to reduce the hierarchy and I would make one mind about the teams. They need to be responsible, defined and small. A big team will get a lot of inefficient communication problems. Small teams are much more efficient and should be stored for 5 people or less.
Strength is something that can transform an organization if used correctly. This book is a good guide to why it is important. Implement culture as it takes work. We are working to improve this to our software company. The first thing we did was to work with each team member and share their important role and ask them about things they could recommend every day. All our departments have a weekly step-by-step card, but sometimes there are individual measures for each job different from the league arrangements.
I hope you have found this summary summary helpful. The key to new ideas is to work it in your daily life until it becomes a habit. The habit is formed for as little as 21 days. One thing you can take away from this book is the unique score tables. Engage your people about the importance of each job and especially theirs is a great start and the individual bulletins will allow them to track important measures in their work.