Five Tips to Generate Sales in Any Economy

One cardinal rule of effective selling is 'Don’t say no for them.'

September 22, 2010
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4. Reduce the risk. With the lack of job security today, members might be reluctant to acquire new debt. Again, don’t say no for them. Instead, offer loan products and terms that match members’ needs and budgets. When appropriate, your credit union’s loan officers might be able to help members rework or modify loans to meet specific needs.

Mark Waller, vice president of business development at Associated Credit Union, Atlanta, says his credit union is encouraging members to refinance auto loans held by other financial institutions. In some cases, the credit union is reducing loan rates by as much as 2% and putting members in better financial situations. By reducing the risk of acquiring additional debt, Associated is building trust. Reduce the risk. Establish trust. Ask for the business.

5. Create a sense of urgency. Encourage staff to ask questions that propel the member to act. For example:

  • When would you like to start making lower car payments?
  • How important is it to you that your transactions be posted immediately?
  • What would it take for us to complete this transfer?
  • Who else needs to be involved in this decision?

Get the business now, not after the tough times. And remember: Don’t say no for them.

BECKY McCRARY, CSP, is a national expert in member service, relationship networking, and business communication. Contact her at 800-576-6709.

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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory ( will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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