This document summarizes a presentation about resolving issues in a company's sales department. It describes the company profile, current sales structure and processes, identified problems, and proposed actions. Specifically, it notes ineffective recruitment and attraction systems, low morale among frustrated sales representatives facing unrealistic quotas and lack of career development, and aggressiveness and unethical practices. Proposed actions include standardizing recruitment, establishing realistic sales targets, restoring a sense of justice, adopting healthy practices from both reps and administration, and strengthening training, communication, and the company's vision.

2. Presentation Structure
• Company Profile
• Sales Department
• Attraction And Recruitment System
• Sales Position Description
• Problem Definition
• Indicative Actions For Resolving

4. Company Profile
• Founded: 1933
• U.s. market share: 40%
• Turnover: $ 1.5 billion (2004)
• Characteristics:
– General partnership company
– Combination quality at low prices
– Aggressive selling strategy
– Wide range of product
– Proprietary distribution channels

6. Valley’s Sales Department
Liquor Stores Restaurant &
Chain Division
& Bars Hotels
• Male • Woman • Male
• Commission • Salary & Car • Salary &
• Older Bonus
• Career-Type Acquisition of San
Francisco Distributor
Chain Division Sales
x2 Organizational Pyramid
x18
Sales Rep: Responsible for a number
of key account’s shop. x50

7. Attraction system
Personnel Manager: Mike Wehner
Attracting Methods:
• College graduates (15reps)
• Newspaper ads & Web sites (10reps)
• Six Employment agencies (20reps/40.000$)
• Employee’s recommendation (10reps/2.000$)

8. Recruitment System
Screening of Résumés and Selection
Fill out the application and initial interview by
the head staff (30 ', look for Motivation)
Interview with distributors-ship’s top manager
(10 ’, searching for physical characteristics)
Interview with Sales Manager and field job
presentation
Recruitment
Total cost of recruitment and education: 25.000
$ per person For 40 Reps year 1,000,000 $

9. • Reaching monthly quotas
• Preprepared sales sheets
• Servicing the shelves
• Resetting the cold box
• Sales presentations
• Interacting with the area distributors
• Participating in training programs
• Aggressive & Unethical behavior
– Relocating competitive displays
– Damage competitive products

10. Graphical representations
Product: Cool Valley
Store: Safeway 711
140
120
100
80
60
40
20
0
Quotas Real Sales
Product: Santo Rey
Store: Albertson 42
800
700
600
500
400
300
200
100
0
Quotas Real Sales

12. The Career Path of Sellers
6 months = veteran!!!!
Πηγή: Αυλωνίτης Διαφάνειες

13. Προβλήματα και αιτίες
Challenge To Hierarchy
• “District Managers are often considered to be no more than baby sitters”
• Rude Behavior sellers in Waller-Administrative Hubris
• Possible reactions due to origin of manager from a non-machimo division
Ineffective recruitment procedure
• Old School approach of choice (physical characteristics, youth)
• Non-standard norms
• An appropriate way of presentation by Wine and Dine “ ”
• Lack of supervision (mentoring – coaching)
Inefficient way of attracting
• Agencies
Emotional insecurity
• Frequent organizational changes
• Non-emergency communication for change
• Survivors' effect

14. Problems and Causes
Frustrated sellers – Low morale
• Not achievable and constantly changing Quotas
• Late Night calls
• Sense of Justice (higher and another division)
• Lack of career development
• Non-constant administrative structure
• Lack of vision
• The company covers only the Physiological needs of sellers.
• Lack of job security, recognition, self – integration
• Lack of supervision (mentoring – coaching)
Aggressiveness & Unethical Practices
• Modus Operandi Bound Immoral (Outgoing John Rupert)
• Το Της Πόλεως Όλης Ήθος Ομοιοφται Τοις Άρχουσι (Ισοκράτης)
Volume of Sales in cost of Customer Relationship

15. Proposed Actions For Achieving
Objective
In the process of attracting:
• Renegotiate terms of cooperation with Agencies (criteria for-fee)
At the stage of recruitment:
• Standardization Process
• Emphasis on qualitative characteristics and reduced gravity physical characteristics
• Product knowledge (confidence)
• Sales Reps role clarity
• Combination actions HR and Management
• Proper training
When you run the task:
• Supportive Leadership
• Establish realistic targets and sales for each salesperson activity and evaluation based on achieving
(difficulty, clarity, acceptance)
• Restoration of a sense of Justice via the new wage system
• Adopting healthy practices from both their front liners and administration
• Team - selling
• Using appropriate means of communication with Reps
Strengthening of corporate image
• Training
Building and communicating vision
• Symbolic activities

16. emai:nkfilikos@yahoo.gr