Go here for numbers 1 to 6 of Price’s phrases to avoid. Price (www.wellsaid.com) is the author of the book Well Said! Presentations and Conversations That Get Results.
7. AVOID: “… don’t you think?” and “… isn’t it?” and “… OK?”
To convey a confident, commanding presence, eliminate validation questions. Make your statement or recommendation with certainty and avoid tacking on the unnecessary approval-seeking question. Don’t say, “This would be a good investment, don’t you think?” Instead say, “This solution will be a wise investment that provides long-term benefits.” Don’t say, “I think we should proceed using this proposed strategy, OK?” Instead, make a declaration: “We’ll proceed using this proposed strategy.”
8. AVOID: “I don’t have time for this right now” or “I don’t have time to talk to you right now.”
In addition to being abrupt and rude, this phrase tells the person they’re less important to you than something or someone else. Instead say, “I’d be glad to discuss this with you. I’m meeting a deadline at the moment. May I stop by your office (or phone you) this afternoon at 3 p.m.?”
9. AVOID: “… but …”
Simply replace the word “But” with “And.” The word “but” cancels and negates anything that comes before it. Imagine if your significant other said to you, “Honey, I love you, but …” Similarly, imagine if a software salesperson said, “Yes, our implementation process is fast, easy, and affordable … but we can’t install it until June.” The “but” creates a negative that didn’t exist before, offsetting the benefits of fast, easy, and affordable. Replace the “but” with “and” and hear the difference: “Yes, our implementation process is fast, easy, and affordable, and we can install it as early as June.” Most of the time, “and” may be easily substituted for “but,” with positive results.
Are class action lawyers peering at your comp practices? It’s likely, but you can keep them at bay by finding and eliminating any wage and hour violations yourself. Our editors recommend BLR’s easy-to-use FLSA Wage & Hour Self-Audit Guide. Click here for details.
10. AVOID: “He’s a jerk” or “She’s lazy” or “They’re stupid” or “I hate my job” or “This company stinks.”
Avoid making unconstructive or judgmental statements that convey a negative attitude toward people or your job. This mishap tanks a career quickly. If a genuine complaint or issue needs to be brought to someone’s attention, do so with tact, consideration, and nonjudgment. For example, when discussing a coworker’s tardiness with your boss, don’t say, “She’s lazy.” Instead say, “I’ve noticed Susan has been an hour late for work every morning this month.” This comment states an observable fact and avoids disparaging, language.
Bottom line, top leaders and successful managers avoid these phrases, says Price. Whether you’re making a formal presentation, wooing a client, or proposing an idea, persuasive communication can make the difference between success and failure, she adds.
Saying the right thing is part of the battle, and doing the right thing is the other part.
In fact, the numbers suggest that it’s likely that there are wage/hour violations in your workplace. Are some of your employees working off the clock or not getting the overtime to which they are entitled? There’s only one way to find out—audit before ”they” do.
“They” might be the feds, your employees’ lawyers, or even bankers deciding you don’t get that loan because improperly classified workers represent a huge potential liability.
Yes, there’s only one way to find out what sort of wage and hour shenanigans are going on—regular audits.
To accomplish a successful audit, BLR’s editors recommend a unique checklist-based program called the Wage & Hour Self-Audit Guide®. Why are checklists so great? It is because they’re completely impersonal, and they force you to jump through all the necessary hoops, one by one. They also ensure consistency in how operations are conducted. And that’s vital in compensation, where it’s all too easy to land in court if you discriminate in how you treat one employee over another.
Experts say that it’s always better to do your own audit and fix what needs fixing before authorities do their audit. Most employers agree, but they get bogged down in how to start and, in the end, they do nothing. There are, however, aids to making FLSA self-auditing relatively easy.
What our editors strongly recommend is BLR’s Wage & Hour Self-Audit Guide®. It is both effective and easy to use, and it even won an award for those features. Here are some reasons our customers like it:
- Plain English. Drawing on 30 years of experience in creating plain-English compliance guides, our editors have translated FLSA’s endless legalese into understandable terms.
- Step-by-step. The book begins with a clear narrative of what the FLSA is all about. That’s followed by a series of checklists that utilize a simple question-and-answer pattern about employee duties to find the appropriate classification.
All you need to avoid exempt/nonexempt classification and overtime errors, now in BLR’s award-winning FLSA Wage & Hour Self-Audit Guide. Find out more.
- Complete. Many self-audit programs focus on determining exempt/nonexempt status. BLR’s also adds checklists on your policies and procedures and includes questioning such practices as whether your break time and travel time are properly accounted for. Nothing falls through the cracks because the cracks are covered.
- Convenient. Our personal favorite feature: a list of common job titles marked “E” or “NE” for exempt/nonexempt status. It’s a huge work saver.
- Up to Date. If you are using an old self-auditing program, you could be in for trouble. Substantial revisions in the FLSA went into effect in 2004. Anything written before that date is hopelessly—and expensively—obsolete. BLR’s Wage & Hour Self-Audit Guide includes all the changes.