Be Human - Not A Ghost
Recently I saw a few comments from a prominent Human Resource Professional, where he bragged about Ghosting Sales Professionals; while he didn't use the term ghosting, the same resulted. It was stated, "I just stopped responding." You know karma can be, well, you know what karma can be. So just a few weeks later, that same HR person was complaining about job applicants and how unprofessional it is not to show up for an interview. WOW!
Maybe this hasn't happened to you, and chances are it hasn't, but for many people, ghosting has haunted millions. Various studies and surveys have been conducted in recent years that shed light on the prevalence of ghosting in dating, relationships, employment, and even business. One study conducted by the dating app Plenty of Fish found that 80% of millennials have been ghosted at least once, while a survey conducted by the dating site Match.com found that 95% of users have experienced ghosting in some form.
So, what is ghosting? The ghosting phenomenon was initially widespread, particularly in the era of online dating and social media. Ghosting context refers to the sudden and complete disappearance of one party from communication with the other without any explanation or closure.
The origins of ghosting in dating are unclear, but it has emerged as a byproduct of the rise of online dating apps and the increased prevalence of digital communication. With so many options available, individuals may find it easier to disappear than have a complicated or uncomfortable conversation with a potential partner.
In relationships, ghosting may occur when one partner decides to end the relationship but is unsure how to do so directly and respectfully. Rather than confront the other partner, they may stop responding to messages or calls, leaving the other person feeling confused, hurt, and rejected.
The impact of ghosting in relationships and dating can be significant, causing emotional distress and contributing to insecurity and self-doubt. It can also damage trust and communication, making it more difficult for individuals to establish healthy relationships in the future.
I spoke recently with my good friend Jacqueline Whitmore, an international etiquette expert and author. She said, "It's essential to establish clear open lines of communication with potential partners, both personal and professional, and be respectful and honest in all interactions." She went on to say, "Individuals can also benefit from a more mindful approach while building genuine connections; any form of ghosting is an etiquette no-no."
While ghosting may be a common phenomenon in dating, it is not a healthy or respectful way to treat others, and striving for more compassionate and honest communication in all relationships is essential. What it comes down to is having emotional intelligence.
Ghosting In The Hiring Process
Candidate ghosting is when a job applicant stops responding to an employer's communication without any explanation or notice after having initial interactions with the employer or even participating in the interview process. This trend has been increasingly prevalent in recent years, confusing and frustrating many recruiters and HR managers.
Candidate ghosting is when a job applicant stops responding to an employer's communication without any explanation or notice after having initial interactions with the employer or even participating in the interview process. This trend has been increasingly prevalent in recent years, confusing and frustrating many recruiters and HR managers.
There could be various reasons for this phenomenon. One common reason could be that the candidate has received a better job offer or decided to accept a position elsewhere, and they want to save time and energy communicating this to the employer. Another reason could be that the candidate feels uninterested or unimpressed by the company or position after more careful consideration. Still, they need to be more comfortable or open to rejecting the offer directly.
In some cases, ghosting could also result from poor communication or a lack of engagement on the employer's part. For instance, if the company takes too long to respond to a candidate's application or fails to update the hiring process, the candidate might assume they are no longer being considered or have already been rejected.
To combat this phenomenon, I recommend maintaining consistent communication with the candidate and being transparent about the hiring process, including timelines and next steps. I've helped numerous organizations accelerate their selection process by implementing a solid assessment program that helps employers quickly and accurately match candidates to their job openings. It's also important to acknowledge that ghosting may be unavoidable in some cases and to not take it personally or hold grudges against candidates who engage in this behavior. Overall, recruiters and HR professionals must be adaptable and patient when dealing with this increasingly common trend in the hiring process.
Employee Ghosting
Employee ghosting is when an employee disappears without notice or explanation, leaving their employer and colleagues uncertain about their whereabouts or status. It's a phenomenon that is becoming more common in the workplace and can significantly impact the organization.
There could be various reasons why an employee might ghost their employer. For example, the employee may have found a better job opportunity and decided to leave without notice. Alternatively, the employee may have become dissatisfied with their job and the company and opted to quit without following proper protocol. Other reasons for employee ghosting may include personal issues or unforeseen circumstances that require the employee to leave without notice.
Employee ghosting can have several negative consequences for an organization, including disruption to workflow and productivity, increased costs associated with replacing the employee, and damage to company morale and culture. It can also create difficulties for HR departments, who may need to track down the employee to collect company property or address any outstanding issues.
I recently had a client who was falling victim to employee ghosting. After a full review, I suggested implementing a prescreening assessment to measure work ethic, integrity, and reliability. It didn't take long to all but eliminate the problem. The added benefit also helped across numerous other work-related issues leading to termination.
I also recommended that the company establish clear and open lines of communication with its employees. This included providing regular feedback and recognition, ensuring that employees feel valued and engaged, and being responsive to any concerns or complaints that they may have. Additionally, I recommended that the company create policies and procedures that outline expectations for employee behavior based on the assessment results, including protocols for resigning and providing notice from day one of orientation.
The company also started to address the situations when an employee ghosts proactively. This involved contacting the employee through email, phone, and social media. It's also crucial to keep detailed records of any attempts to contact the employee and any communications. Ultimately, while employee ghosting can be frustrating and disruptive, companies can take steps to minimize its impact and ensure that they are prepared to handle the situation effectively.
Professional Ghosting
Professional ghosting tends to be more in the vendor-prospect relationship. As a business owner who runs a sales organization, I've been on both sides of the spectrum. Trust me; I get it; I receive numerous sales organizations reaching out to me by every means possible, phone, email, social media, LinkedIn, and even unannounced drop-in's my office.
However, ghosting from a potential buyer who suddenly stops responding to a salesperson's attempts to contact or follow up leaves the salesperson wondering if the attempts are even getting through. This phenomenon is becoming increasingly common in the sales world and can significantly impact a sales team's success.
There are several reasons why a decision-maker may ghost a salesperson. One possible reason is that they may have lost interest in the offered product or service or found a better alternative elsewhere. Another reason could be that they need to be more relaxed or focused on responding to the salesperson's communications or may not see the salesperson's attempts to follow up as a priority.
Sometimes, a decision-maker may feel overwhelmed or frustrated by the salesperson's approach or may feel that the salesperson is too pushy or aggressive. This can lead them to avoid further contact with the salesperson rather than engaging in a potentially uncomfortable or confrontational conversation.
领英推荐
As a decision-maker, I understand that someone would like to meet with me, and if the timing is right or I need their service, I'll respond favorably to a professional approach. But what do I do if I don't need their particular offering? I usually make every attempt to respond professionally. Here is what I use:
Dear [Salesperson's Name],
Thank you for reaching out to me with your offer. I appreciate your time and effort; however, after careful consideration, I am sorry to inform you that I do not need your (product/Service).
While I understand the value and benefits it may provide, my current priorities and circumstances do not align with your proposed (product/Service).
I appreciate your understanding; I will let you know if my circumstances and needs change.
Thank you again for your consideration and efforts in reaching out to me. I wish you the best of luck in your endeavors.
Kind regards,
[Your Name]
You may be surprised how this simple email can help someone in sales bring closure to their sales attempts, allowing the salesperson to move to someone that may need their services. To simply Ghost someone or decide they aren't worth a response? I have to give that a "C'mon man" and show some kindness and professionalism.?
On the other hand, I run a sales organization, and to prevent prospects from ghosting my team, we attempt to establish clear lines of communication and be responsive to their needs and concerns. This can include taking a more personalized approach, tailoring our offering to our prospects' specific needs and interests, and ensuring they feel heard and valued.
When a member of my sales team doesn't receive any reply to our attempts (ghosted perhaps), we make every attempt to be professionally persistent but respectful in our attempts to follow up. This may involve sending polite reminders or offering additional resources or information that may interest. While ghosting can be frustrating for any sales team, it's important to remember that it's a natural part of the sales process and that steps can be taken to minimize its impact and improve the likelihood of success.
Bottomline
Ghosting, in general, is detrimental because it disregards fundamental principles of respect and communication, causing emotional harm, confusion, and frustration for the other person involved, and by treating one another with respect, honesty, and open communication, we foster healthier relationships and contribute to a more compassionate society, and having some degree of emotional intelligence rather you are in a personal relationship, an employer, employee, decision-maker or in sales.
For more information, contact John Beck and The Assessment Company Team at 1-800-434-2630 or visit?www.theassessmentcompany.com
Jacqueline Whitmore is an international etiquette expert, author, and certified speaking professional.?
In 1998, she founded The Protocol School of Palm Beach, the etiquette industry’s leading coaching and training company. Jacqueline is a highly sought-after speaker whose seminars have taken her worldwide, including Europe, India, Australia, China, Japan, Malaysia, Thailand, Singapore, Canada, and the Caribbean.
For information, visit www.etiquetteexpert.com or call?(561) 510-1029.
Copyright ? 2023 John P. Beck, Jr
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Copyright John P. Beck, Jr
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ISBN: 00860005724369
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