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What Value Do You Bring?

TheCustomer Value Proposition” is providing convincing reasons why a customer should buy a product, and also differentiate your product from competitors.

The same works for our “internal customers”, our employees. The “value” one brings to their organization is not easily measured but can, and usually does, make itself known very quickly within the process. This is the quality that creates success.

Once you hire the new employee and throughout the training process, there should be brief doses of clarity where we realize this employee has qualities that we may not yet possess through others. As time passes the benefits of this new hire should be clear. What value do you bring? For example:

  • Does he/she have the skills needed to become a leader or one that can be quick to assess the situations at hand and come up with a correct and proper response?
  • Has he shown the experience to understand and anticipate the needs of your customers in a way that is cost-effective to your business?
  • Can you be assured that tasks will be completed properly and on time as directed?
  • Will this employee help you grow your business and increase profits?

Remember, those you hire are a direct reflection of you and your beliefs. Hire those you are confident will represent you as intended.

Only proven and demonstrated actions and ideas will create value for those who seek success – and ultimately, your customer’s satisfaction!

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Steve DiGioiahttp://stevedigioia.com/blog/
WITH 20+ years in the hospitality industry and a lifetime of customer service experience, Steve DiGioia uses storytelling to share real-world tips and tactics to improve your customer service, increase employee morale and provide the experience your customers’ desire. As a customer service trainer, coach, author & speaker, Steve was recently voted one of the “World’s Top 30 Customer Service Professionals” by Global Gurus.org, a “Top 50 Customer Thought Leader” by ICMI and is a featured contributor to many hospitality and customer service websites. Steve continues his pursuit of excellence on his award-winning blog sharing his best tips on customer service, management, and leadership. Follow Steve on all of his social media channels below.

7 COMMENTS

  1. It takes a great deal of commitment to remain a valuable employee for the company, it’s true. But don’t put yourself under too much stress either. No one is perfect in every aspect of their job, but certainly being open to new ideas and new challenges will help improve along the career path.

  2. A great discussion here Steve,
    It is with great sensitivity and insight a new relationship unfolds with a new employee. Much observation is happening on both parts. It evolves with feeling the sense of value not of the employee, but what that employee also feels. The idea of A probation period usually is a the Grace period to see if this is a good fit for the organization. The employee also has this in their mind all. Clarity of the role and getting to know the team s taking place. Finding the competencies and skills added to the table are sometimes surprising. A keen leader will hone in on this and guide this skill set. Proper training may include updating or it might be more insightful where the new employee has some significant contributions too. Overall, how your internal staff is treated will overflow into the external. A sense of pride in all is going to be the value added that is significant. And as you mention, the hiring of certain individuals reflects on the hiring committee, that represent the organization. It is important to provide the right example of what you seek a well.
    Thanks for this article and discussion here. Much appreciated.

    • Thank you, Paula. Sadly, training a new team member focuses too much on learning the “how to” versus the “whys” we do as we do and how the new member can best fit within the group. We lose a great amount of time before we can see the value one brings to the organization.

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