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Income payments under this Disability Income policy is provided to wage earners when their income is interrupted or stopped due to illness, sickness or accident. This can remain in effect at the insurer's option until the insured reaches a certain age.
Insurance Industry News from ProgramBusiness.com9 Reasons People Don’t Make Their Goals
1. THOSE GOALS ARE NOT MY GOALS! Without a sense of “ownership” and making something theirs to work towards, employees will not likely attain goals set for them. Get your staff involved in setting goals and developing a company vision.
2. I’VE GOT GOALS, BUT NO TIME TO GET THEM DONE. Goal setting can become an exercise in futility when employees are left with expectations to achieve something they will never have time to work on. After all, goal achievement should be the priority. Don’t let every urgent project get in the way, or you’ll find yourself empty handed at the end of the year.
3. THE GOALS WEREN’T WRITTEN & TIME PHASED, JUST THOUGHTS, WISHES & ASPIRATIONS. Having something in writing helps you see what you’re working towards. With information overload at an all time high, having a set of goals with a BY WHEN date will go a long way in helping you make expectations a reality.
4. THEY WERE NEVER REALISTIC IN THE FIRST PLACE. In an effort to project great strides, sometimes goals are set too high, and can actually discourage progress. Find a balance between the extremes.
5. THE MANAGEMENT TEAM HAS NOT EFFECTIVELY MONITORED PROGRESS. Lack of facilitation and direction from management leaves employees feeling like they are on their own without any genuine interest from company leaders. Get involved in the progress – send e mail inquiries or lead discussion groups to talk about progress.
6. WRONG FIT FOR THE CUSTOMER OR THE INDUSTRY. There was an old saying about sheep ranchers and cattle ranchers not mixing company. IF you have a salesperson assigned to a particular industry he/she can not identify nor has interest in, consider reassigning for a period of time, or ask the employee what area they have interest or prior experience in.
7. MOTIVATION IS SEEN FROM OUTSIDE VS. INSIDE. Motivation truly comes from the inside. Even if external factors give one a boost, the decision to move ahead comes from within. Help encourage honest discussion about what motivates each member of your team. Don’t guess, just ask. Most of us know.
8. INADEQUATE (OR NO) TRAINING. Developing a training program at hire is critical to setting your staff up to succeed. Have other members of your staff assist in creating a realistic plan that is specific, “By the end of DAY 1 we will have accomplished…” Do this daily, then weekly for (4) four weeks. Ask the new hire to write a synopsis of what they have learned, by category or department, and what areas they still feel inadequate in.
9. THEY ARE INDIFFERENT/DON’T CARE ABOUT ACHIEVING THEIR GOALS IN THE FIRST PLACE. Unfortunately, some people are just not happy where they are. In fact, they may not even be happy with a reassignment. Have an honest conversation with this person. Ask them if they are happy in their position and ask them for specifics of why or why not. Be open to the feedback they offer. In truth, perhaps you as a manager can make positive changes to help affect change in your organization.
Brandie Jensen is the president of P.A.C.E., Inc. For more information about various services available and free interview and coaching tools,
call (877) 303-7223 or visit http://www.settingthepace.biz.
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