Disolwer

Years ago I worked as a computer technician for a large shipping company. Basically, I drove to client sites and installed or upgraded computer hardware and software. I liked the job. During March of 2000, gas prices started to rise in the U.S. The federal mileage reimbursement was not really compensating for the cost of gas. The majority of the technicians in the office wanted our employer to help us make up the difference in the cost of gas. Our supervisors were sympathetic. However, the general manager was not sympathetic at all. He said, that the cost of fuel was affecting everyone especially the company. He said the company had to fuel hundreds of trucks and planes. And customers did not expect the cost of shipping to increase due to an up tick in gas prices. Of course, everyone grumbled about what he said.

Over the next three months, the price of gas rose .27. Now the grumbling had turned into complaining. Our supervisors attempted to shorten our routes as to save miles. It worked as long as a technician did not have to drive to multiple client sites.

Normally we had to return to the office to clock out. Sometimes a client site would be near a technician’s home or after work destination but he would have to drive back to the office to clock out. The trip could cost an additional fill up per week.

By July, the complaining had reached the general manager. He called a meeting described as resolving our gas issues. Every technician in the group attended the meeting. There were rumors that we would receive gas cards, coupons for oil changes, or just be heard. The day of the meeting came. The general manager walked in and said, we would not receive anything but the federal gas mileage allowance. He also said, “You vote with your feet”. You vote with your feet. What did he mean by that? He explained that the company was not going to change its position on gasoline reimbursement. So, if we did not like it then we should do something about it. Oh, I got it. Since the company would not change then I would have to change. I decided to find another job that didn’t require me to use my personal vehicle.

By September the price of regular unleaded had rose to $1.79. But that didn’t affect me for long because I got a new job by the end of the month.

During my last two weeks on that job in early October, our department held its monthly meeting. During this meeting, my supervisor announced that I would be leaving the company to pursue another opportunity. My colleagues were shocked and even gasped out loud. After the meeting, several of my coworkers approached me to get the scoop on my departure. And what follows is what I told them. Do you remember that meeting with the general manager last summer? Yes, they replied. Do you recall what he said? Well, he said a lot of things. Yes, he did. Well I distinctly recall him saying, “You vote with your feet”. And that is what I did. And it feels good. Needless to say, one of my colleagues said I am sure that’s not what he meant. No, that is what he meant.

Anyway, I spent the next three years taking public transportation to work. And I sold my car because I drove it only twice in 16 months, escaping the cost of gas for three years.

So how do you know when its time to leave your job? Or vote with your feet? You have to take an inventory of yourself and work conditions. You may have to inventory yourself and work conditions because things change constantly. Let’s examine these factors in depth.

Your employer hired you to do a job. What are the duties of that job? Are you fulfilling your job duties? Don’t just answer off the top of your head. Think about it. Are you fulfilling your job duties? Your last performance review should help you answer this question from your employer’s perspective.

Based on your last review, how has your employer characterized your performance? Did you receive any praise? Are there areas for improvement? Is it balanced, fair and objective?

Your annual review is a snap shot of your performance over the last year. Everyone enjoys approval and acceptance. However, your areas for improvement may hold the key to advancement, greater opportunities and professional growth. In rare instances, your performance review may indicate areas for personal growth.

In the past, two annual performance reviews noted my allowing things to fall through the cracks and not following through. And I admit that following through has been a challenge for me at times. And I have experienced the consequences of failing to follow through in my personal life. That is why I attempt to resolve issues the first time around.

You can learn from your accomplishment too. Does your review praise your skill, knowledge, motivation, and or abilities? If so then maybe you’re ready for new challenges that another employer can offer.

Is your review balanced, fair and objective? How can you tell? During the review, ask who contributed to your appraisal. You may be surprised by the answer. In the past, I have been surprised by who has contributed to my reviews. And I have been surprised by who was not a contributor to my review.

If your review is on the mark for better or worse then there are other ways to know when its time to vote with your feet.

Things are constantly changing in the workplace. Has the working conditions changed? In my case, the cost of gasoline and the employer’s decision not to intervene changed the working conditions. Anything and everything can change the working conditions.

Do you have a new boss? Has your work load increased due to attrition? Do you have to retool to do your job? Are you still personally comfortable in the workplace? Are you being under utilized? Do want new challenges? Do you want a higher salary? Anyone one of these reasons can cause you to vote with your feet.

In the past, I have left two jobs because they would not pay me what we agreed upon.

You have to take into account your industry when making a decision based on working conditions. For instance, if your career requires you to work outside then leaving your current employer may be of ill effect. You may have to change careers to escape working outside. The same applies to working shifts, weekends, and holidays. If you don’t want those work conditions then avoid them from the beginning. Working conditions vary from employer to employer, so find out about the work conditions before you accept the position. You will be happy that you did.

Deciding to leave your job is never to be taken lightly. Your job impacts your relationships, lifestyle and overall health. You have to be selective about the employer you hire. Yes, the employer you hire. The phrase denotes you’re selecting employers based on meeting your personal needs. There is nothing wrong with this type of thinking. People do this all the time. You want the employer of your choice to meet your salary, scheduling, benefits, and commuting needs.

Finally, you vote with your feet. When is it time to leave your job? Ultimately, you have to decide. Take an inventory. You may be surprised by what you discover.

Sean Caruthers builds computer networks and teaches others to do the same at a local community college. He also shares his passion for computers through writing and consulting. You can visit his websites at http://www.youwouldwanttoknowthat.biz or email him at sean@caruthers.biz .

Most of us at some point in our career have experienced the frustration of being unable to “close the deal”! We’ve walked away wondering what else could have been said, shown or done in order to GTC (Get The Check).

Well, I’m here to suggest to you that sometimes it’s simply not the right time for the prospect to “get in”, “do the deal” or “sign up”. For some unknown (or known) reason, the timing just doesn’t seem to fit their lifestyle right now. We’ve all heard the expression, No doesn’t mean NO … it just means, not right now!

I submit to you that people don’t care how much you know, until they know how much you care! It is up to you (the seller) to communicate to your prospect with every means of communication you have, to become their friend. That’s right … their friend!! No one wants to buy from a stranger; everyone prefers to buy from someone they know, someone they feel they can trust. It’s our job to get from stranger to friend as quickly as possible.

Three reasons why people won’t buy:

1 – No Money
2 – No Need
3 – No Trust

When responding to someone’s interest, we must first determine at what “level” his or her interest lies. Simply put, there’s a big difference in someone who is just “interested” as opposed to someone who is “committed” .If you are working over the phone or through email, the following three questions may help you in determining a person’s interest level and assist you with qualifying your prospect.

You may open up your memo or conversation with …”I’m responding to your request for more information about the ecommerce opportunity found on our website”.

1 – What kind of work are you in now?

You are wanting them to say (or write) something to the effect of “… they are tired of what they are doing or looking for some sort of change …” Most likely if they are not unhappy with what they are presenting involved in, there may not be enough motivation to commit to another opportunity. They at least need to want to supplement what they are currently doing with an additional plan.

2 – Are you looking for something full-time or part-time?

This will give you a good idea of their commitment level (if any). Everyone has his or her own definition of what part-time means as opposed to full-time. Most would agree that full-time is anything over forty hours in a single week. However, keep in mind that a great number of individuals wind up treating a part-time position as a hobby and therefore, getting paid as if it were a hobby! Someone who is truly hungry for a change in his or her lifestyle may need to under go a complete paradigm shift.

3 – What do you see yourself doing five years from now?

Listen to their answer, it may be a bit undefined but you will sense in their “story” whether or not there’s a fit for them in your business.

Begin to tell them a little bit about your business. Give them the “sizzle message” about what’s hot with your deal and why they need to be a part of the team. Include several “buzz words” to describe your opportunity and allow them to feel your excitement and level of energy!

Most important! Ask them a direct YES or NO question. Preferably a call to action of some sort, that will enable you to take them to the next step of your system and lock them into a commitment. A question such as “Does that sound like something you would like to hear (or receive) more information about?

A lot of times people want YOU to answer more questions at this time. They may ask you things like:

1 – How much is it?
2 – What do I have to do?

My suggestion is to plug them into a “system” and let the system answer their questions. Even if you know the answers, it’s still better to let the system do the work for you. Why? Simply put … it’s duplicatable! You may be a super savvy salesperson but your prospect may not have your talent or skill level. Therefore, they think they have to be like you in order to make things work for them. If you have a “system”, everyone can do it!! It’s the old KISS method, (Keep It Simple Sweetheart).

Become their friend and service them again!

See ya sometime …

About the Author

Aubrey Richardson is the founder of LogoFax and Clipart247 FREE members