Before you even think about starting the sales recruitment process, your organization has to establish a proven, step-by-step process for managing the sales cycle. Not only does this help your salespeople know what kind of steps they should take, but it also helps them know how to measure their success. Plus, without developing this cycle, you’ll end up with salespeople who like to do things their own way. When this happens, you’ll have a tough time figuring out what progress is and determining if your sales team is really getting results for your business.
2. Recognize the Role You Play
As a sales manager, you can’t ever forget that one of your core responsibilities is coaching your sales team beyond the initial sales recruitment phase. Although it may not seem like that much fun, a large part of this responsibility involves getting out there in the field with your people. A general guideline to follow is that you need to spend at least 30 percent of your time every week with your reps to have a positive impact on the sales performance of your team. Remember, it’s easy to say that you’ll put in this time later when you have other things that have an impact on your personal job performance. However, making the time to coach is what will make or break your sales department.
3. Know You Have to be the Leader
To see success as a sales manager, you have to know how to lead people the right way. A large part of this is earning the respect of your sales team, which involves being willing to do some of the tasks you ask them to do on a regular basis. Not only does this earn your team’s trust and respect, but it also ensures that you remain better at doing these tasks than them. If you aren’t sure where to start, try making phone calls to prospective clients while your team observes you. Or, have your reps take notes while you negotiate a deal or lead a sales call.
4. Be Fair
In the world of sales recruitment, far too many sales managers don’t know where to draw the line between subordinate and supervisor. While it’s great to become friends with your reps, this can lead to problems with performance over time. Don’t fall into the trap of needing to be popular, even if it’s a natural habit that resulted from your own time spent selling. Instead, make it clear that you are the supervisor and your reps need to respect what you have to say. However, as you train your new reps, don’t feel like you need to lay down the hammer too hard. Be frank with your team about your expectations and make it clear that you’re there to help instead of hinder them. Developing good working relationships with your sales team can be tough, but it’s well worth the time and effort.
5. Hold Your Team Accountable
Even though you might feel like a taskmaster, an important part of the sales recruitment training process involves clearly communicating what expectations you have for your team, and what happens if these expectations aren’t met. For example, if your reps aren’t meeting minimum sales expectations, you might say that you put them on probation with termination being a possibility if things don’t improve. However, keep in mind that this doesn’t mean you’re going to fire anyone and everyone who isn’t perfectly meeting your goals. This is where setting realistic expectations come in, which involves letting your team know that you are committed to helping them reach their goals. By being a mentor instead of a taskmaster, you’re more likely to get good results from your team.
Find Out More
When all is said and done, investing in your new sales reps, as far as training is concerned, will continue to generate benefits for your organization time and time again. If you want to know more about helping your sales team be successful, take a few minutes to check out the resources Mighty Recruiter has to offer.