Do you begin your sales meetings with an agenda that consists mostly of your telling your team what they need to know and what they should do? Well, think about your background in selling, where you learned to lead the customer to the best decision by asking smart questions, not by telling. In the same way, use questions to lead your sales reps to the best practices.
The trouble with interviewing sales reps is that the candidates are all in sales; they know how to present themselves in a way that may or may not reveal their true skills. Here are two simple questions you should ask every sales candidate — questions that will quickly and accurately separate those who have real sales talent from those who don’t.
Many of us do not have the benefit of a skilled sales manager to help us grow and to coach us through difficult selling situations. But even if you have a good manager, most of the time you are out there on your own making the difficult decisions as issues come up and developing your own strategies for each account. So you’d better learn how to be your own sales manager.
If even your most skilled salespeople are delivering poor sales results, the cause may not be a lack of skills, pricing or products. The problem may lie in multiple aspects of your overall sales and marketing processes. This may be a good time to conduct a top-to-bottom examination of every component and make incremental improvements in all areas.
As all sales managers know, motivation can be a fleeting thing. Some days, your reps are inspired to achieve more. They are engaged, laughing on sales calls, and there’s a spring in their step as they traverse the office, guiding meetings with insight and outlining new processes for the betterment of the team. If only you could bottle this exuberance!
All sales reps tend to get into ruts that prevent them from achieving their best. For senior reps, the problem can be much worse, as they continue to use methods that simply don’t work with today’s customers. If you’ve got one of these too-experienced-for-his-own good people on your sales team, you need to learn how to freshen their game.
With more information available to us on products and companies, plus the growing range of online shopping venues, customer loyalty retention has become more difficult to sustain. So senior management, and especially customer service departments, must have a greater understanding of what their customers really want.
Burnout is a common occurrence among salespeople. Rather than pace themselves for long-term results, many reps try for a sustained sprint. But then they fail to maintain this aggressive pace, and the result is exhaustion and loss of confidence. When this happens, you must know how to re-motivate a burned-out sales rep.
If delivering exemplary customer service is a cornerstone to building your business, revenue, referrals and client retention, then why do most companies invest more time on customer acquisition instead of retention, fail at meeting customer expectations and ultimately lose business to competitors? An increase in customer retention by as little as 5 percent can lead to 25% to 95% in increased profits.
Whether or not you achieve your sales plan this year will depend heavily on your ability to hire high-quality sales talent for every territory. The internet makes it easier than ever to locate large numbers of applicants, but it increases the need to carefully sort the best applicants from the crowd. Here are ten ways to hire top sales talent.