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We are proud to announce that First Data has awarded Cydcor the Top Tier Partner Award for delivering outstanding results in growing First Data’s market share in Canada. First Data, headquartered in Mississauga, Ontario, is a global leader in commerce-enabling technology solutions, serving approximately six million business locations and 4,000 financial institutions in more than 100 countries around the world.
With the help of Cydcor’s network of independent sales offices, First Data has seen an acceleration of its impressive growth within the past year. Cydcor is First Data’s largest sales partner, when it comes to reaching out to potential clients and making connections on First Data’s behalf.
“Cydcor has helped grow our business tremendously in Canada, reaching out to potential clients and making connections on First Data’s behalf,” said Marco Antico, Vice President Indirect Sales at First Data.
According to Cydcor’s President, Vera Quinn, this achievement is just the beginning. “We are determined to make a significant contribution to the growth of our client’s business," and we are proud to have exceeded First Data’s expectations in the first year of our relationship with them. We look forward to continuing to build a long and prosperous future together for our companies,” said Vera.
Building great teams starts with great leadership. As a manager, your job is about more than just delivering results. Your team members depend on you to help them keep their eyes on the prize. They look to you for support, encouragement, and most of all, for the motivation to deliver more than what is expected of them. Your passion for the work will inspire theirs, and by helping your team stay energized, positive, and driven toward your shared goals, you can position yourself and your team members for unprecedented success.
1. Listen Up: It’s easy to make assumptions about what employees want and who they are, but to truly motivate your employees, you’ll have to start listening. Spend one-on-one time with each team member to learn more about their goals, dreams, and challenges. Take a pause before responding with your own ideas to ensure you’ve fully absorbed what they’ve told you.
2. Ask Questions: Ask team members questions to help figure out what motivates them and what is holding them back. Instead of telling them why they should care, help them discover for themselves what drives them.
3. Create a Positive Work Environment: It’s simple. Happy employees are motivated employees, and unhappy employees find it challenging to stay engaged. Examine the culture at your office, and ask yourself if you were a team member, would you feel supported and excited to come to work? If the answer is no, start brainstorming ways you might be able to change things. If you get stuck, enlist the help of your employees. The simple act of including them in the process may motivate employees to work even harder.
4. Take a Personalized Approach: One size does not fit all when it comes to motivation. Relate to your employees on an individual level and adjust your leadership approaches according to what works best for each of them.
5. Set High Expectations: It’s hard to feel motivated when your supervisor does not seem to believe in you and expects you to fail. Instead of focusing on what the employee is doing wrong, reassure your team member that you know he or she can blow it out of the water.
6. Earn their Trust: Employees need to believe you when you say you have their interests at heart. Managers who expect employees to work hard just because it makes them look good, quickly foster resentment that can infect and demotivate the whole team. Make it clear that you want them to succeed, not for your benefit, but for theirs.
7. Offer to Help: Setting clear expectations is great, but employees also like to know that their managers have their backs. Let employees know you’re there to support them in any way they need.
8. Focus on Growth: Studies have shown that money alone, is not an effective incentive to drive performance. While it may seem counterintuitive, employees are far more motivated by autonomy, mastery, and purpose. To get your employees charged up, talk about their hopes and dreams for the future, recognize their improvements, and rally around your purpose as an organization.
9. Check in Often: Motivation is not something you can set and forget. Let employees know you’re paying attention. Acknowledge progress, praise accomplishments, and help team members look for potential solutions to their challenges.
10. Be a Good Example: Wanting your team to perform is a no brainer, but are you leading by example? You can’t expect your employees to feel motivated if you’re not fully invested too. Give employees something to aspire to by maintaining a positive attitude and by constantly looking for ways to go above and beyond.
Remember that high-performing, motivated teams start with great leaders. Most employees want to do well. They just need good managers who can help them keep their eye on the things that matter. Following these simple steps can help fuel your team members’ drive to succeed.
Learn more about Cydcor, based in Agoura Hills, CA, by visiting our profile on CrunchBase.
About The ONE Thing: The Surprisingly Simple Truth Behind Extraordinary Results by Gary Keller
In today’s fast-paced world, people often try to improve every aspect of their lives at once, but usually aren’t as successful as they’d like to be. Author Gary Keller proposes a simple and powerful concept in this book: focusing on what matters most in our personal and work lives first. Most people want fewer distractions, fewer things on their plate, and fewer things to stress them out. The ONE Thing proposes a new way of looking at things we want, and provides an action plan to achieve them.
Why Cydcor Recommends This Book
This is an excellent read for anyone who enjoys multi-tasking but still feels like they aren’t attaining their goals as fast as they would like to. Focusing on multiple things at one time doesn’t necessarily mean more productivity. To achieve effectiveness, we need to narrow our focus and take things one at a time. The ONE Thing suggests pausing before starting a new project and asking yourself what can be prioritized. This will ultimately make things easier and help you avoid focusing on things that are unnecessary distractions.
Our Favorite Part
Early in the book, Keller outlines six popular beliefs that most people think are the “right way,” but that might be hindering their success: everything matters equally, multitasking is good, success requires a disciplined life, willpower is always on will-call, a balanced life is required, and big is bad. Each belief is thoroughly addressed and shown to be not be as helpful as people think. To achieve success, according to the author, it’s about doing the right thing, not about doing everything right. Finding true success requires less discipline than you think.
Have you found success by focusing on one thing at a time? Be sure to follow Cydcor on LinkedIn for even more tips on finding success.
We are Cydcor, the recognized leader in outsourced sales services. From our humble beginnings as an independent sales company based in Canada to garnering a reputation as the global leader in outsourced sales, Cydcor has come a long way. We’ve done this by having exceptional sales professionals and providing our clients with proven sales and marketing strategies that get results.
I had a conversation with an employee the other day concerning self-development. He believed it was vital at this stage in his career to get to the next level and asked me for my advice. My suggestion was for him to have an intense student mentality right now and to ask for and follow suggestions from his mentors, whether he agrees with the advice or not, as long as he feels the advice is ethical.
Why follow advice that you disagree with? A well known and respected CEO, and friend of mine, has been coaching me for about four years now and is often giving me suggestions that I feel will lead to a bad result. I will give him reasons why I feel his advice is bad but after a conversation if he still believes I should follow his suggestion, I will.
The reason I follow his advice is because I want to learn to grow. If I always do what I think is best or what I feel comfortable with then I will not grow. I will just be doing the same thing over and over, like a hamster on a wheel. The key is not the result I get from following his suggestion, but what I learned in the process.
If I follow my coach's suggestion and get a positive result, that is great and I will have learned new skills that will last me a lifetime. However, if I follow his suggestion and get a bad result, not all is lost. I will first review the process and results with my coach to see if I executed properly, but if I find that in the end the suggestion just doesn't work, then I learned a valuable lesson in what not to do in the future.
A good or a bad result is not important. What is important is what is learned along the way. Getting a good result, but not learning from the process, won't serve you as well long-term as getting a bad result, but learning the lessons from it.