We have a person who is helping us with sales. He’s opening a lot of doors, but not closing much. We like this person a lot and would like to see him succeed. What should we do?
Thoughts of the Day: Sales is a multi-disciplined job. Look for bad habits that are getting in the way. Consider if fears are holding your sales person back. Think about the kind of training you’re willing to invest in. Use a formula to figure out what to expect.
We have an employee who we think, perhaps, is the wrong fit in sales — or is it too early to tell? Should salespeople have more experience? (Fortunately he’s doing well in account management.) What should we be looking for in a salesperson?
THOUGHTS OF THE DAY: Should you hire for experience or train from the bottom up? When it comes to sales positions, there is no one size fits all. Account management can be a great starting position for people who want to go into sales. Does your candidate want to go into sales?
We’re losing business because we’re not getting back to prospects and clients fast enough. We want to be careful that the right person follows up, and that we give out accurate information. All of that falls on my shoulders, and as the owner of the business I’ve got a lot on my plate. Not sure I can afford to add someone else to help me, but also know that if I don’t, we’ll never grow. Not sure who exactly to hire, or how much to pay that person, either. How do I get ahead of this problem?
Thoughts of the Day: Figure out what each new customer is worth. Build in a starting commission plan that incents your new player to deliver results. Use knowing what you want to accomplish this year as a yardstick. Look at what’s on your plate that you can offload to other people outside of sales, so you can focus on training your new sales support person.
Don’t know if my team can close the amount of additional sales that we need over the next several months. At least I’m worrying about it now. But the real question is, what should I do about it.
Thoughts of the Day: Figure out if you have the right goal in mind. Decide if your team can respond fast enough. Look at your marketplace. Make alternate plans.
If I haven’t learned anything else about managing sales, I’ve learned this: If you want people to help develop business, they have to have skin in the game. We’ve made mistakes along the way with how we’ve paid people for sales results. What’s the best way to compensate salespeople? Appreciate the suggestions!
Thoughts of the day: It’s about more than bringing in sales. Watch that your best salespeople can be top earners relative to other options they might come across. Be mindful that even salespeople who are knocking it out of the park may want to build a career.