Here's some recommended reading to either wrap up your week, or kick off your weekend.
Let's start things off with a blog I published this week on my own website:
- The Thin Line Between Loyalty and Defection - You ever have a customer service experience so irritating that you just have to tell people about it? Yeah, me too. Here's a perfect example, along with a lesson or two to take away from the ordeal.
My Friday FOUR:
Four pieces of content I've consumed this past week that will influence my future blog material and challenge me to think differently about how I manage Cressey Sports Performance - as always, I'm looking to bring you some business-specific information from outside of the world of fitness. Enjoy:
- Why More Knowledge Won't Make You More Successful - Seems to me that everyone is discussing what they're reading on social media as of late (I'm as guilty as the next guy), but few are discussing exactly how they plan to apply the lessons learned prior to picking up the next book on the Barnes & Noble book shelf. If this sounds
like one of your bad habits, I'd encourage you to read this article.
- Mountain Dew Insulted Michigan’s Upper Peninsula, and its Cool Apology Won it 300,000 Fans for Life - This was a great example of the importance of engaging with your audience on social media. Mountain Dew messed up here, and chose to take their response far
above and beyond that which would be expected by a brand of its size. I especially appreciated this quote from their VP of Marketing when asked why they chose to make amends for a seemingly minor mishap on such a grand scale: “In our social media world, even the smallest spark can start a raging forest fire. You have to treat it very seriously.”
- Streaks (Godin Blog) - This one really resonated with me, as I've managed to drop a newsletter into your inbox every Friday of 2019 thus far, and my feelings surrounding the process are right in line with Godin's explanation for his success in showing up every day to blog for over a decade. If you're considering launching a blog
or creating a podcast, read this. And then go do it.
- If You Want Engaged Employees, Offer Them Stability - For the first ten years we were in business, employees of CSP were offered an hourly wage and an open-ended agreement that employment would remain in effect indefinitely. As a result, there was an underlying attitude that if/when someone moved on,
there was typically a good guy and a bad guy involved. Walking away felt difficult, and there was little to no defined path for growth within our operation. We've since transitioned all of our employees to two year contracts, and introduced a director level to our staff hierarchy that allows for a wage hike and a target to pursue for those who would like to stay with the business at the conclusion of their initial two year term. The result? Staff morale has increased
dramatically. Sorry for the long story, but it directly relates to this piece from HBR!
Make sure to let me know if you come across any material that you think I'd enjoy. More importantly, have a great weekend.
- Pete
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