Rewards card for leveling up customer service

PAGSASANAY SA TAGUMPAY

Rizal Philippines
April 28, 2017

Recent experiences can help us level up our customer service.

This is inspired by 1.  Rewards card system before for NBS,     2.  The suki cards of Mercury   3.  The Rewards of SM, and the 4.  Prestige card. of SM   5.  The CRM

Pre requisite:

1.   A computer system, a CRM
2.  We need to encode the names of the customer
3.  We will issue cards to the customers (a card system tied up with # 1)

Holy Gardens:

1.  Payment rewards to save on collection fee

    1.   A buyer who pays at the office gets points every time he pays, say 1 point every time he pays
     P500 -  1 point.  The customer can exchange this for discounts  or goods.    1 point  is P5.00

    2.  The card holder gets priority in promo items

    3.  He becomes member of the group and gets announcement for new promos new products, or new projects where the customer can make money

2.  Preferred card:

    Titanium   -  Purchase of P1 m or more

     Gold             Purchase of P500t to P999t

     Silver            Purchase of 101 up to 499t

     We build prestige lounges where the customer gets free coffee, tea or news paper.  etc.

     We think more on this one.

Majorem Lending

   MLII lists down the customers of Holy Gardens

  It issues Majorem Express Credit Access (MECA) to Holy Gardens customer who have fully paid lots

  We send letters to these customer with the card, and with terms and conditions for the credit:

        1, That the card holder has ready access to Majorem Lending credit facilty

        2   Up to 50% of the NLP of the lot

             Preferential interest

             Payable in 1 to 2 years

            Processed in 7 days.

     3.  The credit is available when the customer signs the card, and sends back the term and condition

    4.  The customer applies and gets loan in the usual manner.

     This serves to  market the majorem loan faster and in a prestigious manner.


   

: Memorandum Circular for Implementation of Performance Evaluation System

CONFIDENTIALITY NOTICE/disclaimer:   The information contained herein is strictly confidential in nature and is the property of Holy Gardens Group and intended only for the intended recipient and its  reuse,reprinting or taking action other than the intended party is strictly prohibited. Holy Gardens assume no responsibility liability arising from such unauthorized use.

RRURAC:    Read, Respond, Understand, Reflect, Apply and Check

BIDDA:    BELIEVE INSPIRE DREAM DO ACHIEVE

Google.com+/HolyGardensGroup

---------- Forwarded message ----------
From: Holy GardensGroup <holygardens.group@gmail.com>
Date: Fri, Jul 22, 2016 at 11:54 AM
Subject: Draft Memorandum Circular for Implementation of Performance Evaluation System
To: Helen Naval <bpi.hr2016@gmail.com>

Here is the explanation on the execution of the Performance Evaluation System:

Memorandum Circular No  2016 00x

Title:    Guidelines for the Performance Evaluation System

I   Objectives:

    1.  To encourage performance and serve as a leg for strategy and corporate planning;

    2. To reward the doers in an objective manner and remove/minimize politics through SMART  criteria

    3.  To help employees get promoted:  avail of salary increases and allowances which are substantial

   4.  To weed out misfits early on, and reduce expenses

   5.  To encourage:

       1.  leaving old mindsets and adopt corporate and new ones

       2.  embracing beliefs and principles of Holy Gardens group

II   Reality  Background

  1.  Some SBUS (there are at least two who are brave enough) who complained and narrated that their staff are demotivated and it shows in mediocre sales performance.  They are content with receiving the salaries despite the fact that our current salary scale is  above the industry, the wage orders and some received substantial incentives for last years sales performance.

    While we managed to sell more than 3,000 plots last year, we only managed to get 1/10 of that:  about 425 (?)   plots

2.   The conformance of many sbus on routine behavior sucks:

     1. Phone calls are not answered nor acknowledged.  Same thing with text messages.   Emails are unacknowledged or unread.

         Routine reports :   text reports are neglected

                                       kaizen reports and best pictures are not sent

                                       email reports

     2.  Most staff fail when given routine exams;

     3.  Tasks are pending undone, if at all submission are incomplete and very much delayed.  This is up and down the organization even at 3ffb

     4.  Beliefs as excellence, customer service, learning seem to be a strange thing to many of the staff.  

WTDN:   REINSTATEMENT AND IMPLEMENTATION OF THE PERFORMANCE EVALUATION SYSTEM;

Who :      HR  -   the coordinating office 

                           1. will send out form

                           2.  collect and check the form

                           3.  verify HR related data:

                                 1.  attendance

                                 2.  punctuality

                                 3.  communication:  emails, text

                                 4.  book reports/journals

                           3.  have the PE noted approved by the GM SMD

                           4.  file the PE

                           5.  submit memo for increase in salary and allowance

               CMO in charge -   the one who will fill up the PE form

                                             sign the PE and the recommendation

              Accounting Audit:   will verify the sales and collection report;  will initial                    PE form

When:   1 Frequency  .  Every 6 months for regular employees to be done within                   30 days after end of reference semester

                For trainees:  

For RI to be R2 to be started at the 70th day after hiring for RI and to be completed on the  80th day.  On the 80th day, we should know if the employee shall continue to the Prob 2 period or will be dismissed

For R2 to be R3 to be started on the 160th day after start of employment  to be completed on the 170th day.  By then we should know if the trainee will be dismissed or allowed to be a regular employee.

Rewards and recognition

To :   Helen

Thru  GM Madel

Rewards and recognition for SBUs and Sellers

As we discussed this afternoon, let us have project of giving rewards and recognition to SBU and Sellers

In connection with this, let us gather stats:

1. Sales of SBU for 2015 and H1 2016;   if we have record of CSS I sales, let us do so.

2.  Sales of Sellers (execs) for same period

     Let us rank them and we give recognition like certificates,. trophies and some prizes

For compliance

Jorge  U. Saguinsin

The Holy Gardens Group - "THE MEMORIAL EXPERTS"

Please view the following sites  to be updated on latest trend on memorialization and for shared learning

Holy Gardens Memorial Crypts (Body, Ash, Bone)

Memorial Marketing and Management

Holy Gardens Chapel and Memorial Service

Landscaping ideas

FB Pages Holy Gardeners

CONFIDENTIALITY NOTICE/disclaimer:   The information contained herein is strictly confidential in nature and is the property of Holy Gardens Group and intended only for the intended recipient and its  reuse,reprinting or taking action other than the intended party is strictly prohibited. Holy Gardens assume no responsibility liability arising from such unauthorized use.

RRURAC:    Read, Respond, Understand, Reflect, Apply and Check

BIDDA:    BELIEVE INSPIRE DREAM DO ACHIEVE

Google.com+/HolyGardensGroup

Submission of Marketing Plan

Memorandum:

June 20, 2014

Your marketing plan and that of SBU which are due tomorrow must conform to the following

1.  You have  a consolidated (universal plan which covers the following) up to November
  

     1.  Events

      2.  Promotions:

           Tarps

           Promo items (tokens, memorabilia

      3. Agency

         1.  Rates

         2.  Rewards and prizes (you said like 25 kg of rice for every 3 lots sold,  50 kg for 5 lots sold)  raffles

         3. Sales meeting at special venue

         4.  Eating out/celebration for job well done

         5.  Beautification/maintenance projects

    4.  Enumerate the budget (with schedule for each SBU with returns indicated.

More ideas to generate sales for Holy Gardens Park benchmark from other MemPark

To        :   Ms. ASR

There are plenty of things we have missed that we can adopt from this facebook account of Loyola Memorial Park:

https://www.facebook.com/pages/Loyola-Memorial-Parks-and-Gardens/164764576888663

l.  Sales meeting

2.  Rewards , rice, and recognition to agents

3.  Products pictures and description at facebook

4.  Events (kite flying, lantern release, coloring contest etc)

5.  For new products:   columbarium (simple design)

We can share this post.

--
Jorge Saguinsin

151 quick ideas on building a winning team from Slideshare

"Pag gusto, may paraan; pag ayaw, maraming dahilan "

This is another of the l51 series quick ideas to by Jerry Wilson.   This is about rewards and recognition

151 quick ideas to inspire your staff from sam seyla hun

151 quick ideas to recognize and reward employees from sam seyla hun

Reward of one car if you sell all ash crypts or sell l,200 lots in one year's time

TO          :   Brenn, Danica

Rewards

I will offer the same challenge given to Cynthia by Mr. Tanedo ie that a car (worth 500t to 600t a hatch probably) will be awarded to her if she sells (with the CSS or agents) 100 lots a month or 1,200 lots in  a 12 month period beginning this month.

Do your best to expand your sales force, think of more ways to increase sales.

--
Jorge Saguinsin

A SPECIAL PLACE WHERE OUR LOVED ONES ARE REMEMBERED IN A VERY SPECIAL WAY

holygardensgroup.blogspot.com

holygardensgriefsharing.blogspot.com