Theyve been there and theyve done that, or theyd not have been promoted to a sales manager level.
Using the same model as above, lets look at whats in it for the Sales manager to promote a Prospecting system to reduce new-hire employee turnover.
So why should a sales organization consider establishing a prospecting certification course for their Sales Managers? In order to consider this argument, lets first take a look at standard criteria within a sales manager job description:
Responsible for managing Sales activity for new and existing Account Executives
Now lets break this job criterion into individual elements and look at it as a professional Investor would look at a Business Case. If you decided to organize a prospecting system, become certified in it and help others with it, would that drive that number down? Will that allow your sales team more time to pursue higher-value, solutions-based selling opportunities?
One definition of Best practice is the sum of everything everybody in your sales organization knows that gives you a competitive edge in the market place.
The last thing a sales manager wants to do is to go through a certification course in Sales Prospecting. Thats why they are hired on.
Now back to our sales manager job description criteria of Responsible for managing sales activity for new and existing Account Executives.
First of all, what percentage of your existing sales team is reaching or exceeding quota each month.
Secondarily, what percentage of your sales reps time is spent on securing new business appointments? JDH Group clients spend on average 50% of their weekly hourly rate on prospecting. If 100% of your sales team is 100% effective at professional prospecting; meeting or exceeding the necessary activity standard, supervising will do the trick. The quicker they do that, the quicker they will ramp to quota with the proper Cross clamp mentor support of course.
And enabling your sales team to share knowledge and insight stimulates Targeted sales activity that will drive new business and help you reach your desired results more often. For a sales rep working 45 hours per week, thats over 22 hours dedicated to front end activity. Here are some synonyms for the word Responsible:
- AccountableIn chargeTo blameLiableGuiltyAnswerableDependableConscientious
I dont know about you, but if I understand the Kings language here, I am beginning to feel I have some Skin in the game as a sales manager already.
But to the extent that they are not is the extent you will need to organize, put in order a best practice prospecting system to support new sales appointment activity.
Heres a (1) rep Hard-number example. If they dont do it, we fire them and find some that will.)
Now lets peel back the phrase new and existing account reps. Lets investigate the term existing account managers and what managing sales activities by supervising or organizing means to our career. Putting in place a Prospecting system with best practice components and elements, becoming independently certified to it as a manager/leader and mentoring it throughout your sales team will ensure that nobody is left behind.
And that brings us back to the leadership choice between choosing to Supervise versus electing to Organize. Its the fuel in the tank. Simply put, the quicker a new-hire ramps to Quota the better for both parties; the new-hire and the sales manager. Both get more credit, earn more recognition and receive more commission. In fact, I recently asked a Vice President of Sales in a competitive industry if hed be open to looking at a Sales Prospecting System for his sales managers his remark was Thats what we hire sales reps for. Most sales employee turnover occurs with the first 8 months of bring a new sales employee onboard.
. After all, thats up to the sales rep.In a sales manager dictionary, new means New-hires and New-hires reflects Ramp-to-quota. My studies also tell me that 90% or more of that turnover is directly related to low sales activity; not setting enough new appointments to meet the quota ramp criteria.
Reducing annual turnover for just (1) new-hire sales rep returns back to the sales manager $44,633 in additional sales revenue and recovered costs. Of the percentage that is not, what percentage of them are not achieving quota due to sub-par sales activity? When you uncover that sales performance number and understand the ramifications to revenue result, you will move another notch closer to your ultimate answer of supervise or organize.
Well, by definition, I guess thats China ground rod Manufacturers fair. (Or start over like the sales executive fore-mentioned. Because if you take a look at any outside sales representative job description, youll see experience criteria listed such as: Excellent cold calling and lead generation experience, or Must be able to identify Target Prospects and maintain an appropriate activity funnel, or Must meet or exceed activity standards. You can choose to Supervise or you can elect to Organize.
The other and sometimes forgotten performance silo within the term New-hire is sales employee turnover. Multiply that out by your own sales employee turnover number. Youre dismissed.
There are (2) different ways to manage. And what is the most important facilitator in getting a new-hire sales rep to Quota in the least amount of time?
Its making sure they secure the necessary amount of new appointments. Lets investigate a little further by pulling out the phrase managing sales activity.
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