Entrepreneurs
3 Immediate Follow-Up Ideas to Close More Sales
If you are in sales then you know the follow-up is crucial to your business and the paycheck you are wanting to earn. The crazy thing here is that most simply stink at following up or don’t even follow up at all. Then these sames individuals are the ones living payday to payday or complaining about the lack of money they are making. Seeing the disconnect yet?
There are so many ways you can follow up but I wanted to take a moment and focus on three specific ways you can immediately follow up with a prospect to ensure the closure of more sales and opportunities to present your product or service.
1. Make The “In Advance” Call Back
Setting your calendar reminders are important. Don’t get me wrong here; however, what can be a more powerful tool to ensure your prospect shows up to the meeting scheduled than by placing another call back to them 24 hours in advance? How many of you are doing that? It’s simple you know you have a call scheduled for the next day.
While you should send a calendar reminder or email reminder, you should make the call and verify with that person on that meeting. One, this is personal and shows even more commitment and conviction on your end that the meeting is important. Two, it is another way to recap, reclose, and even refresh your prospect on what the meaning of the call is all about. Be the aggressor there.
“Most people think ‘selling’ is the same as ‘talking’. But the most effective salespeople know that listening is the most important part of their job.” – Roy Bartell
2. Send A Video Message
This is key personal touch that very few do. Prospects or potential customers like to be engaged. They are used to phone calls, emails, and even mailers. However, what they aren’t used to is when they are done talking with someone who is offering them a product or service sends them a personal video message. This message could be something simple as a “thank you” or even to confirm another meeting that was set at the initial conversation.
What will make this even more impactful as a follow up tool is the speed of implementation that you use with it. Don’t wait days after your prospect and you have spoken before sending them a video response. Do it within minutes and set the tone early that you are someone that will follow up and set the expectation of how you want the interactions to take place moving forward. Take control and be the professional.
“Nobody likes to be sold to, but everybody likes to buy.” – Earl Taylor
3. Send The Calendar Invite In Real Time
It drives me nuts when I hear my sales staff tell a prospect that “as soon as we hang up” I will send you a calendar invite for our meeting. Don’t do that. Send it right then with the prospect on the phone. At the same time, instruct them to go ahead and check the ACCEPT button on the invite so both of your calendars match the date and time for the follow up call or meeting.
This is important to start your prospect on the path of commitment. You also are taking control of the process at the time of conversation. How many other emails or calls is your prospect getting that day? You don’t know. What you do know is what and how your call goes while you have their attention. Keep their attention and ask for the acceptance while you know they are looking at their emails. Don’t just trust the process you are working in, verify it.
What are some follow up tips you do in your business? Comment below!
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The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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