Performance is the first thing to look at when discussing pay raise

How have you performed throughout the year? What are you proud of? Can you genuinely say you’ve made a difference to your company? These are all questions to ask yourself before asking a pay raise.

Performance is so important as it highlights multiple values about yourself. It shows how much you care about your job; how driven you are and your attitude towards career progression. After running my business for over ten years now, I always look at how my team has performed, whether that’s the number of PR leads they’ve generated or their general attitude towards work. 

It’s important to recognize that performance doesn’t solely mean the money or profit you’ve generated for your employer. It might be that you’ve stayed an extra half an hour on occasions, demonstrating the dedication you have towards your work, or the fact you’re always willing to help your colleagues out when possible.

Without good attitude and work ethic, there’s no pay raise

When I’m recruiting, I examine the interviewee’s personality and general attitude. For example, gauging a positive response to a particularly tricky scenario I may put to them or assessing their enthusiasm toward more menial tasks they may have to carry out. It’s easy to see who will fit the dynamic of our team.

Being a team player is one of the criteria for salary increase

Going above and beyond isn’t something in your job description, it’s a choice. It’s a choice you make off your own back which signifies the passion you have for working for the business. While it’s not something you might recognise as a personal achievement, more a personality trait, as an MD, it is something I would recognise and take note of.

Employees who are proactive have better chances for a pay raise

It’s important to highlight the fact that how I would determine my employees being worthy of a pay rise, may not be other MD’s definitions. Equally, team members may also have their own contributing factors as to why they feel a raise is warranted.

There are few encouraging things you can do that might aid in a positive outcome:

Putting yourself forward

Assess how you’re viewed within the company

In a business, as MD, my opinion is not the only one that matters. Who I promote and give more responsibility to has to be selected carefully so that it benefits the dynamic and growth of the team. Team members that are selected for pay rise or more responsibility tend to be those that encourage others and build strong and solid relationships with both clients and staff.

As an employee, being aware of your interpersonal skills and how you are viewed and valued by your other team members is a good indication that you are the right fit or ready for promotion or pay rise.

Recognising the bigger picture

Opportunity for a pay rise can be affected by external factors that are totally out of a business owner’s control. A company may have planned for particular pay rises one year but when a recession hits, for example, finances may not be as readily accessible.

For employee’s looking for a raise, it’s all in the timing. Be aware of the current climate and other external factors that may mean a conversation about pay could be less productive.

Conclusion

Sarah Kauter, Founder of VerriBerri

The strategic shift to streaming

Netflix’s move to streaming was driven by an understanding of changing consumer behaviors. The rise of high-speed internet and increasing dissatisfaction with late fees in traditional rental models created the perfect environment for innovation. By introducing a subscription-based model with unlimited streaming, Netflix offered a convenience that resonated deeply with audiences. The decision to pivot was not without risk, but Netflix’s leadership, under Reed Hastings and Marc Randolph, proved visionary.

The company’s early investment in proprietary algorithms to recommend content further distinguished it from competitors. Netflix’s data-driven approach turned viewer preferences into actionable insights, ensuring its catalog resonated with users. This model of personalization quickly became one of its strongest assets, keeping subscribers engaged and reducing churn rates.

The content creation revolution

A turning point came in 2013 when Netflix debuted its first original series, House of Cards. The success of this show marked the beginning of Netflix’s evolution from a content distributor to a content creator. The ability to produce exclusive, high-quality programming gave Netflix a competitive edge and helped establish its reputation as a leader in storytelling. Hits like Stranger Things, The Crown, and Squid Game followed, drawing millions of viewers and cementing the platform’s global appeal.

Original programming also allowed Netflix to gain independence from studios and distributors, reducing its reliance on licensed content. However, this strategy came with challenges, particularly skyrocketing content creation costs. The race to produce blockbuster shows and films has led to billion-dollar budgets, putting pressure on Netflix’s profitability.

Challenges in a crowded market

Despite its dominance, Netflix now faces intense competition from established players like Disney+, Amazon Prime Video, and HBO Max, as well as new entrants in the streaming market. Each competitor brings unique advantages: Disney’s extensive library of beloved franchises, Amazon’s bundling with Prime memberships, and HBO’s reputation for premium storytelling. This saturation has made subscriber retention more challenging, forcing Netflix to continuously innovate to maintain its edge.

Content costs are another significant hurdle. The demand for fresh, exclusive programming has led to a content arms race, with Netflix spending over $17 billion annually on production. While this investment fuels its global reach, it also raises questions about sustainability.

Additionally, Netflix’s global expansion strategy has encountered mixed results. In established markets like the United States, subscriber growth has slowed, pushing the company to focus on untapped regions. In countries like India, however, competition and pricing challenges have made it difficult to replicate the success seen elsewhere.

Staying relevant

To remain on top, Netflix is leveraging its brand recognition, vast content library, and data analytics. Features like mobile-only plans and localized content aim to attract and retain subscribers in emerging markets. Shows and movies tailored to regional tastes, such as Money Heist or Sacred Games, demonstrate Netflix’s commitment to catering to diverse audiences.

Netflix is also exploring new revenue streams, including the introduction of ad-supported tiers. While a departure from its traditional model, this strategy aims to make the platform more accessible while generating additional income.

Technological innovation continues to be a cornerstone of Netflix’s strategy. The company is experimenting with interactive content, such as Black Mirror: Bandersnatch, and gaming, signaling its intent to diversify beyond traditional streaming.

The road ahead

Netflix’s journey is a testament to the power of adaptation and innovation. Its ability to anticipate and respond to industry shifts has kept it ahead of the curve, but the challenges of rising costs, fierce competition, and evolving viewer expectations cannot be ignored. To secure its position as the streaming leader, Netflix must continue to balance creative risk-taking with financial discipline, all while staying attuned to its global audience.

For viewers, whether binge-watching the latest hit or discovering hidden gems, Netflix’s story reflects the broader evolution of entertainment itself. In places like New Zealand, where streaming has become a staple of modern life, the company’s influence is a reminder of how rapidly technology can reshape our cultural world. Platforms like New Zealand Daily provide insight into how these changes impact local and global audiences, keeping us informed about the trends.

Conclusion

If Netflix’s history teaches us anything, it’s that they thrive on disruption. Whether they’ll keep their crown in tomorrow’s entertainment world depends on their ability to spot the next big shift before anyone else does. After all, in the streaming world they helped create, standing still is the fastest way to fall behind.

10 most common poor leadership qualities

Unfortunately, bad leadership qualities are very common in the business world. This often happens due to people being promoted to roles that they cannot fulfill. Or because a business owner can’t understand that being the owner doesn’t make you a quality leader by default.

The following are the most common poor leadership qualities you should not adopt if you want to become a good leader. 

Poor communication skills

Poor communication skills are one of the first poor leadership qualities to watch out for. Bad communication can destroy an organisation and the relationships among its people, and the number of issues that can emerge are endless. It can create misunderstandings, bottlenecks, failures and dissatisfied customers and employees. I

f a leader cannot effectively communicate the company’s goals, vision and strategy, the company will never achieve its mission and will miserably fail. Good written and verbal communication is a must for any leader. 

No adaptability

It is no longer possible for one management style to fit with every situation or person. Adopting a non-adaptable and inflexible style is a typical poor leadership quality. Authoritarian bossing around is no longer welcomed and accepted by the employees and it also limits the company’s ability to progress and evolve. 

A good leader must understand how and when to adapt their management style. Being flexible is no longer an option, rather it’s a must if you want to create a successful company. 

Micromanagement

Micromanagement is up there among the worst poor leadership qualities. It is a highly inflexible approach and never delivers results to be proud of. Leaders that tend to micromanage their employees are doomed to failure as this doesn’t work in the long term. With micromanagement, you are essentially limiting the growth of your team. 

It is rather much more beneficial to give your employees ownership of their processes and projects. With little guidance, you can make it clear to them what the goals are and why are these important. This will challenge the employee and motivate them to outperform their past efforts and improve their skills. By eliminating micromanagement you’re opening the door to growth and evolution. 

Avoiding conflict

This is one of the bad leadership qualities as it leads to conflicts and serious situations to emerge in the company. Avoiding conflict merely postpones the inevitable and leaves room for issues to escalate. If there is conflict within your team or even departments, a good leader deals with it straight away. They know that it is impossible to please everyone and are comfortable with making hard decisions, as it is a crucial part of their role as a leader. 

A know-it-all attitude

No one can know it all, this attitude is yet another of the poor leadership qualities we must strive to eliminate. A good leader should accept that they cannot know everything and be open to find the right people for the right situation or project. It’s a poor leader’s quality to act as if they are the smartest person in the room or act as if they are always right. 

Moreover, this type of attitude demoralizes employees and leads to business failure. Good leaders know that they cannot do everything themselves and are open to asking for advice and opinions. They know the advantage that comes from having a large talent pool and rely on the knowledge of other people. 

Lack of ambition and vision

Lacking the ability to think forward is a bad leadership quality a good leader cannot afford to have. This signals that the leader is happy with the status quo and shows that the company is lacking the ambition to achieve a vision and other more challenging goals. 

This poor leadership quality is the one that stops progress and makes the company stagnate. When growth and progress stop, the future is clear, it only goes downwards from thereon.

In contrast, a good leader would be forward-thinking and always ready for change and improvement. A good leader acknowledges that innovation and constant evolution is the way to achieve even higher successes and inspire employees. 

Lacking customer focus

The lack of customer focus can sink a business. If a leader doesn’t acknowledge their customer and what their needs are then it is highly likely that the company will quickly fall behind their competitors that do that. Thus a good leader must be customer-focused, know who they are serving, what they need and how to fulfil their needs. Remember, the customer is king and you must always strive to deliver the best experience in order to gain high customer satisfaction. 

No accountability

Bad leaders embody one of the poorest leadership qualities and that is lack of accountability or ownership. Good leaders understand the value of taking responsibility for their actions. They don’t blame others and don’t claim credit for the team’s success and achievements. 

Great leaders show accountability to their teams. This is a noble quality that makes leaders human and shows their confidence and strength. If a leader is not accountable to their team, then they risk losing the trust and confidence of their people. This is one of the worst outcomes a company may have as it threatens to destroy its entire mission and achievements. 

No sense of priority or focus

Lacking focus is another example of bad leadership. A leader who is missing focus and sense of prioritization will fail to adequately allocate resources in an effort to achieve the company’s goals. These leaders fail their team and their company. Companies led by such leaders face a high risk of failure as there is no clear focus and intention to achieve the company’s goals. 

Good leaders must constantly double-check that the decisions they are making correlate and are aligned with the goals in order to effectively achieve the company’s goals. They know when and how to prioritize depending on the current situation of their organization. 

Inability to create a company culture

Companies with a clearly set company culture are able to empower and uplift their teams. If you’re striving to become a good leader you must not fall victim to this poor leadership quality. A good leader will recognize the value of the right company culture and will seek ways to support it. 

By developing the right culture for your organization you can easily focus your efforts on recruiting talent that will be in sync with your culture. Be careful who you hire as that is the first step in disrupting the harmony of your company culture. Good leaders create their company culture by design and poor leaders let it create itself. Having control over the culture inevitably helps you control the atmosphere and work environment. 

Conclusion

Bad leadership qualities threaten the success of a manager, their team and the company. In order to be successful in their role as a leader, managers need to adopt a flexible management style, open and honest communication, clear vision and focus, support the company culture, and stop micromanaging. 

It is not easy to eliminate all the poor leadership qualities we mentioned above, especially not all at once. So our advice is to constantly evaluate yourself and identify ways you can improve your leadership style. By tackling each of these bad qualities one by one you are sure to achieve progress and growth. 

Understanding the role of direct mailing in real estate

Direct mailing refers to the strategy of sending physical marketing materials, such as postcards, newsletters, or brochures, to targeted addresses within a specific area. Despite the rise of digital marketing, direct mail remains a crucial tactic for professionals seeking a tangible connection with potential clients. 

It delivers messages directly to recipients, often generating higher engagement rates compared to purely digital campaigns. This approach is particularly valuable in the real estate industry, where location-based marketing is critical. 

By focusing efforts on specific neighborhoods, agents can establish credibility, create trust, and create a recognizable presence within the community.

Key features of effective direct mailing

Agents need to incorporate key features into their direct mailing campaigns to achieve success. Here are the most critical elements:

Targeted distribution

The effectiveness of direct mailing relies heavily on targeted distribution. This means selecting the right geographic area based on turnover rates, demographics, and local market trends. Focusing on areas with high turnover rates or growing demand ensures that mailers reach prospects who are more likely to be interested in buying or selling properties.

Agents can refine their targeting further by segmenting audiences based on property types, income levels, or buying behavior. Targeted distribution not only maximizes the impact of each campaign but also ensures a better return on investment.

Compelling design

Design plays an important role in capturing recipients’ attention. A visually appealing mailer is more likely to be read and remembered. Agents should use high-quality images, clear fonts, and bold headlines to create engaging designs.

To make designs more effective, include elements like the agent’s photo, branding, and a solid call to action. A clean layout with well-organized content enhances readability and ensures that the message gets across quickly.

Personalized messaging

Personalization is a key factor in successful direct mailing. Recipients are more likely to engage with materials that are relevant to their needs. By addressing recipients by name and tailoring messages to reflect local market trends or recent sales, agents can create a more meaningful connection with prospects.

For example, a postcard featuring recent sales in the neighborhood or offering a free property valuation can motivate recipients to respond. Personalization not only increases engagement but also builds trust, as it shows that the agent understands the recipient’s specific needs.

Clear call to action

Each direct mail piece should feature a clear and engaging call to action (CTA). The CTA guides recipients on the next steps, whether it’s scheduling a consultation, visiting an open house, or signing up for a newsletter.

Consistent campaigns

Consistency is essential for building brand recognition and trust within the target area. Successful agents maintain regular mailing campaigns, sending materials monthly, bi-monthly, or quarterly. Consistent campaigns help agents stay top-of-mind and reinforce their presence in the community.

Strategies for maximizing direct mailing success

To make the most of direct mailing, real estate professionals should implement the following strategies:

Integrate with digital marketing

While direct mailing is effective on its own, integrating it with digital marketing can enhance overall results. Agents can use multi-channel campaigns to ensure consistent messaging across different platforms, increasing engagement and response rates.

For example, agents can follow up direct mailers with email campaigns, reinforcing the message and encouraging further interaction. Incorporating QR codes or website links on mailers can also drive recipients to online resources, creating a seamless evolution between offline and online marketing.

Use analytics to track results

Measuring the success of direct mailing campaigns is crucial for making informed adjustments. Agents should track key metrics such as response rates, conversion rates, and return on investment. This data-driven approach helps agents understand which elements of their campaigns are working and which need improvement.

By analyzing metrics, agents can refine their targeting, messaging, and design to optimize future campaigns. For instance, if a specific type of mailer generates more leads than others, agents can allocate more resources to that format.

Leverage seasonal themes

Seasonal themes can make direct mailing more engaging and timely. Agents can create mailers that align with holidays, back-to-school events, or market-specific seasons like spring selling. Seasonal themes add a sense of relevance and urgency, increasing the likelihood of a response.

For example, a winter-themed mailer offering tips on preparing a home for the colder months can be both helpful and memorable. By aligning messages with the season, agents can enhance engagement and build stronger connections with recipients.

Ensure follow-ups

A single direct mailing campaign is often not enough to convert leads. Agents should have a follow-up system in place to maintain contact with potential clients. This can include follow-up calls, emails, or even additional mailers.

Regular follow-ups keep agents top-of-mind and show recipients that the agent is proactive and engaged. By maintaining consistent communication, agents increase the likelihood of converting leads into clients.

Direct mailing remains a vital tool for success in the real estate industry. Its tangible, personalized nature allows agents to establish a strong local presence, generate leads, and build lasting client relationships. By incorporating essential features like targeted distribution, compelling design, and consistent messaging, agents can maximize the impact of their campaigns.

Conclusion

When used strategically, direct mail for real estate can deliver impressive results, especially when integrated with digital marketing and backed by a data-driven approach. In a competitive market, this traditional yet powerful strategy can significantly enhance visibility, credibility, and profitability.

24 business culture quotes that will give you the much needed motivation

Here are some quotes to reflect on in times when you need extra motivation:

1. “Culture is simply a shared way of doing something with a passion.” – Brian Chesky
2. “We have a culture where we are incredibly self-critical, we don’t get comfortable with our success.” – Mark Parker
3. “Being a great place to work is the difference between being a good company and a great company.” – Brian Kristofek
4. “Customers will never love a company until the employees love it first.” – Simon Sinek
5. “Hire great people and give them freedom to be awesome.” – Andrew Mason
6. “Assume the best but hire paranoid people.” – Evan Williams
7. “True leadership stems from individuality that is honestly and sometimes imperfectly expressed… Leaders should strive for authenticity over perfection.” – Sheryl Sandberg
8. “Corporate culture is the only sustainable competitive advantage that is completely within the control of the entrepreneur.” – David Cummings
9. “Transparency starts as a mindset change.” – Kevan Lee
10. “Everyone on the team plays an equal role. My role is to create the wave and everyone on our team keeps the wave going.” – William Wang
11. “There’s no magic formula for great company culture. The key is just to treat your staff how you would like to be treated.” – Richard Branson
12. “Performance more often comes down to a cultural challenge, rather than simply a technical one.” – Lara Hogan
13. “Shaping your culture is more than half done when you hire your team.” – Jessica Herrin
14. “Our secret weapon for building the best culture is open and honest feedback.” – Gina Lau
15. “It’s about getting the best people, retaining them, nurturing a creative environment & helping to find a way to innovate.” – Marissa Mayer
16. “Make sure everybody in the company has great opportunities, has a meaningful impact, and is contributing to the good of society.” – Larry Page
17. “If we really want to be effective with communication, we have to humanize our brands.”– Amy Jo Martin
18. “Culture is what happens when the CEO isn’t in the room.” – Peter Drucker
19. “A company’s culture is the foundation for future innovation. An entrepreneur’s job is to build the foundation.” – Brian Chesky
20. “Your company culture is your brand.” – Tony Hsieh
21. “The way a team plays as a whole determines its success. You may have the greatest bunch of individual stars, but if they don’t play together, the club won’t be worth a dime.” – Babe Ruth
22. “Great leaders create a vision, articulate the vision, passionately own the vision, and relentlessly drive it to completion.” – Jack Welch
23. “In a world of constant change, it’s the culture that keeps the company anchored and aligned.” – Satya Nadella
24. “Take care of your employees, and they will take care of your business. It’s as simple as that.” – Richard Branson

Conclusion

A great workplace culture can turn ordinary teams into powerhouses of innovation and creativity, but it only happens when everyone believes in and lives by those shared values every day. When you get your culture right, everything else tends to fall into place, from employee happiness to business success. So we really hope that these business culture quotes will boost your motivation to take a fresh look at your workplace culture and ask yourself what kind of environment you’re really creating.