Manage Your Salespeople by Working Smart, Part 1: The Behavior Board
Do you want your salespeople to be “self-motivated?” Try this: It’s called the Behavior Board, and it’s 180 degrees opposite traditional sales management advice. So exactly what is this behavior board? Each salesperson writes in (or phones in) how much behavior they have completed for that day. What is “behavior?” Dials, Walk-ins, Referrals Received, First appointments, Futures, Second Calls, Closing Appointments, or any other positive, pay time selling activities required for your business. Create a community behavior board to post in the sales office so that all team members can track their own efforts and see what their colleagues are doing in comparison. A spirit of competition among team members to perform the right behaviors can only help your team’s success.
Manage Salespeople One at a Time
Salespeople are a funny breed because selling is a crazy business. The good ones have quirks and idiosyncrasies that make them difficult to manage unless you know how to manage them one at a time. In fact, do you know what motivates each and every one of your salespeople? It’s not just the money, although that may be high on the list. Most crave recognition, although no one will admit to it. Many just want to do a good job judged by their own standards. Some run hard for fear of loss (loss of visibility, loss of status, loss of income, even loss of employment). Learn their personal goals, so you know why they work.
How to Hire a Champion Sales Team, Part 4: Hire to Fit the Job
What’s the secret to developing a stronger sales force? Change the sales culture YOU put in place. Do what the Fortune 500 companies do: Not only should you write out a detailed job description, but include exactly who fits the bill. Remember to include traits the ideal candidate needs to have, like “Doesn’t externalize failures but takes responsibility for the problem,” as an example. The tighter your job description, the better shot you have of finding a good, strong match. Hire to fit the job, not the other way around.
How to Hire a Champion Sales Team, Part 3: Avoid Rose-Colored Glasses
What’s the secret for developing stronger salespeople? Unlearn your present interviewing system. Avoid the “rose-colored glasses” syndrome, especially if you are in a hurry to fill a vacated territory or slot on the team. If you like a candidate, make sure someone else in your company (who understands sales) conducts an interview, too. Of course, make sure you both conduct “negative” interviews. Neither of you should “blue-sky” the job. Let the applicant sell you on why he or she belongs, instead of you selling your company to this applicant. Ask the applicant how he or she would generate leads if none were provided by the company. Listen carefully as he or she tells you how much cold calling he or she is willing to do: anyone who says “I’ll work referrals” is NOT the person you want opening new accounts. Avoid hiring through rose-colored glasses.
How to Hire a Champion Sales Team, Part 2: Unlock the “Real” Applicant
What’s the Sandler secret for developing a strong sales team? Unlearn your present interviewing practices which may rely on your gut and intuition more than hard facts. This applicant was someone else’s salesperson. Salespeople who turnover get good at giving you the answers you like to hear. They morph into a “professional interviewee” while you remain a “part-time interviewer.” Learn Sandler’s “Rule of Three Plus”: It takes three or more questions to learn the truth. The interviewee’s first response will always be intellectual. To “unlock the real applicant” you need to hear his or her real, emotionally-based, answers. (Sounds just like a sales call, doesn’t it?) Next, instead of using your bonding skills, try “anti-bonding.” Make the applicant work extra hard to bond with you. After all, isn’t that what your prospects will do subconsciously to him or her in the field? Why do you attempt to “bond” with this individual on that first interview? It’s a mistake made by millions of sales managers; due to human nature, you want to impress the applicant personally and with your company. Get good at unlocking the real applicant.
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Welcome Sales Professionals!
Thank you for taking the time to visit my blog, I'm Bill White. I'm a professional sales trainer and consultant, practicing in Harrisburg, PA and south Central Pennsylvania. Here you'll find useful sales tips and advice. Please leave comments so we can start a dialog. You can check out my sales training business, Dynamic Sales Consulting if you are interested in gaining advanced selling skills.
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