How to Turn Your Customers into your sales team - TEC 401Iven Frangi
Customer Exprerience presentation called "How to turn your customers into your sales team' by Iven Frangi - April 09. Contact Iven to speak or coach you in customer experience creation and installation in your business. iven@cxm.com.au
In this file, you can ref useful information about sales performance appraisal such as sales performance appraisal methods, sales performance appraisal tips, sales performance appraisal forms, sales performance appraisal phrases … If you need more assistant for sales performance appraisal, please leave your comment at the end of file.
How to Turn Your Customers into your sales team - TEC 401Iven Frangi
Customer Exprerience presentation called "How to turn your customers into your sales team' by Iven Frangi - April 09. Contact Iven to speak or coach you in customer experience creation and installation in your business. iven@cxm.com.au
In this file, you can ref useful information about sales performance appraisal such as sales performance appraisal methods, sales performance appraisal tips, sales performance appraisal forms, sales performance appraisal phrases … If you need more assistant for sales performance appraisal, please leave your comment at the end of file.
The Sales Manager's Guidebook contains all the information you will need to become a top performing sales manager.
Volume 3 will teach you…
- How to effectively solve problems
- How to improve your decision-making skills
- How to manage both your own and your teams time effectively
- How to improve your negotiation skills
- How to conduct a successful appraisal of your sales teams’ performance
A version of the Conflict Resolution Diagram / Evaporating Cloud talk/workshop I prepared for a SCiO Open Day in Manchester: http://www.scio.org.uk/node/760
The presentation touched upon the various personalities, knowledge and motivations that are critical for a sales professional and the need to assess these attributes while hiring.
The Presentation delivered at MBA Institutes deals with
1. Basis of Sales Territories Allocation
2. Basis of Sales Quota/ Target Allocation
Rich insights with interesting presentation made so that no participant can sleep
OpenSymmetry - Maximize the benefits of your SPM StrategyOpenSymmetry
OpenSymmetry Breakout Session during the 2013 Xactly CompCloud Conference in San Franciso - May 2013. Presenter: Laura Roach, Chief Marketing Officer with OpenSymmetry
Building a Talent Pipeline That Connects Businesses With Future Employees - K...Kuder, Inc.
Establishing productive partnerships with businesses and organizations allows students and adults to get prepared for the workforce and gain future opportunities in their communities. Kuder has a one-of-a-kind solution that matches student and adult career aspirations with local employers and their available opportunities.
• • •
http://www.kuder.com
Get More Information: http://www.kuder.com/contact-us/inquiry-form/
Request a Demo: http://www.kuder.com/contact-us/request-a-demo-form/
Customer Testimonials: http://www.youtube.com/playlist?list=PL6EDA60EA1D1AFFCD
Blog: https://www.kuder.com/blog
Facebook: https://www.facebook.com/KuderCareerPlanningSystem
Twitter: https://twitter.com/kuder
LinkedIn: http://www.linkedin.com/company/kuder
Pinterest: http://pinterest.com/kuderinc/
The Sales Manager's Guidebook contains all the information you will need to become a top performing sales manager.
Volume 3 will teach you…
- How to effectively solve problems
- How to improve your decision-making skills
- How to manage both your own and your teams time effectively
- How to improve your negotiation skills
- How to conduct a successful appraisal of your sales teams’ performance
A version of the Conflict Resolution Diagram / Evaporating Cloud talk/workshop I prepared for a SCiO Open Day in Manchester: http://www.scio.org.uk/node/760
The presentation touched upon the various personalities, knowledge and motivations that are critical for a sales professional and the need to assess these attributes while hiring.
The Presentation delivered at MBA Institutes deals with
1. Basis of Sales Territories Allocation
2. Basis of Sales Quota/ Target Allocation
Rich insights with interesting presentation made so that no participant can sleep
OpenSymmetry - Maximize the benefits of your SPM StrategyOpenSymmetry
OpenSymmetry Breakout Session during the 2013 Xactly CompCloud Conference in San Franciso - May 2013. Presenter: Laura Roach, Chief Marketing Officer with OpenSymmetry
Building a Talent Pipeline That Connects Businesses With Future Employees - K...Kuder, Inc.
Establishing productive partnerships with businesses and organizations allows students and adults to get prepared for the workforce and gain future opportunities in their communities. Kuder has a one-of-a-kind solution that matches student and adult career aspirations with local employers and their available opportunities.
• • •
http://www.kuder.com
Get More Information: http://www.kuder.com/contact-us/inquiry-form/
Request a Demo: http://www.kuder.com/contact-us/request-a-demo-form/
Customer Testimonials: http://www.youtube.com/playlist?list=PL6EDA60EA1D1AFFCD
Blog: https://www.kuder.com/blog
Facebook: https://www.facebook.com/KuderCareerPlanningSystem
Twitter: https://twitter.com/kuder
LinkedIn: http://www.linkedin.com/company/kuder
Pinterest: http://pinterest.com/kuderinc/
Carolyn Betts (CEO, Betts Recruiting) - How to Hire Top Sales Talent That Doe...Sales Hacker
Carolyn Betts (CEO, Betts Recruiting) - How to Hire Top Sales Talent That Doesn't Suck and Won't Get You Fired
Visit SalesHacker.com for more sales hacks, tips, and tactics.
FITCH's Christian Davies and PIRCH's Jeffery Sears presented at IRDC in Miami, FL on Wednesday, September 3, 2014. The presentation details the working relationship between FITCH and PIRCH, the evolution of the PIRCH brand, and the experience PIRCH offers shoppers that has completely transformed the appliance category.
This eBook is a proverbial shot-in-the-arm, intended to help HR executives and recruiters understand what it takes to leverage the latest networking and online engagement tools, and get out in front of your peers. We’ll offer the “why” and “how” of employer branding in a new media environment by looking at the adaptions marketers have made in the last five years. We’ll also look at innovative recruiting strategies that use new media to attract and engage knowledge workers.
Training centers need to develop a Business plan to succeed. This set of PPTs provides step by step development process for an effective business plan.
7 Steps to Maximize the Value of Your BusinessCBIZ, Inc.
This presentation discusses the Seven Steps to Increase the Value of your Company
• How is Value Influenced - Pricing
• How is Value Influenced – Transaction Type
• Strategic Sale vs. Leveraged Recapitalization
• How is Valued Influence – Tax Considerations
For more information, please visit http://www.cbiz.com
Many small and medium sized enterprises [SME] owners already know what needs to be done to grow their business but lack the time and/or resources to bring about the necessary changes.
Others may simply be reluctant or restrained by tradition to make a shift.
Change is difficult.
This series attempts to help answer the question, "How will owners [like me] make the necessary changes to aggressively grow their business in 2014 — and beyond?”
Stepping into a role which requires business finance knowledge? Here is a short guide offering advice, tools, and expertise that you will need to equip yourself with to be successful. Check out our Diploma in Business Finance for more.
Driving a Customer Success Culture in Your Enterprise (Subscribed13)Zuora, Inc.
Gainsight - Nick Mehta, CEO
With subscription businesses focused on building profitable customer relationships and reducing churn, Customer Success needs to permeate your company as a mindset and a formal function. Many companies in the Subscription Economy have elevated it to a VP-level organization. Come and learn practical tips for how to drive the right people and process changes in your company and take Customer Success to a new level.
Strategies for Managing Sales Teams: How to find, select and compensate these...MaRS Discovery District
Hiring, managing and compensating effective salespeople is one of the biggest challenges faced by young companies, it can also be the area where most executives have the least experience and the most discomfort from a management perspective. This practical, experience based session will work through the importance of identifying, sourcing and hiring the right person for the needs of your business, considerations in managing them, and structuring compensation plans to incent the right results, and protecting the company's ability to turn a profit.
Helen Robert and Lynn Cameron, Managing Partners of TechEdge, and
Margo Crawford, President & CEO, Business Sherpa
Sales compensation expert Mike D’Amico, VP of Human Resources at Stratford managers shares his deep experience in implementing successful sales compensation programs.
Exploring a representative case study, you will learn how to assess your organization's readiness to implement a sales compensation program. You’ll then get practical tools to help launch a pilot program and transition sales staff into an effective program.
Understand and maximize the Value of your Business.David C. Smith
This presentation outlines basic information used to value a business and identifies the 4 points of Sellability that can be used to increase the businesses value.
1. How to Hire
Exceptional
Sales Talent
Lee Porter
Sales Maven
2. What role are you trying to fill
An aggressive outside or outbound
salesperson to drive new business
A nurturing salesperson to attend to
the needs of your existing customers
Or both?
3. The Hunter
Hunters are impatient, action
oriented, persistent and focused
on goal attainment.
They dislike paperwork, but enjoy
being turned loose to operate
independently.
Most are highly social risk takers. They
are motivated by and respond to
rewards.
4. The Farmer
Farmers like developing and nurturing
customer relationships, attending to
ongoing customer needs and helping
solve problems.
Farmers are great at follow up, most are
detail oriented and good at paperwork.
6. Most companies need both
Don’t expect Hunters to be great at
customer service (although some are),
follow up (outside the sales process) or
paperwork. Don’t expect Farmers to
spend their days cold calling.
Many organizations have successfully
teamed Hunters with Farmers.
◦ Hunters bring home the bacon
◦ Farmers fry it up in the pan
7. What salespeople do
Prospecting
◦ Acquire names, contacts, referrals
◦ Research and prepare for calling
◦ Make the call
Get through to the decision-maker
Assess interest or need
Make the appointment for consultation
8. Consulting
◦ Conduct an assessment of needs and
analyze situation.
◦ Gather all needed information.
◦ Assess and interpret buying signals.
◦ Move the process forward by securing a
commitment for presentation.
9. Presentation
◦ Develop a proposal that matches the
needs revealed by the customer in the
consultation.
◦ Make the presentation TO THE
DECISIONMAKER in a professional,
polished and persuasive manner.
◦ Answer all questions and objections.
◦ Secure a commitment for decision.
10. Closing
◦ Negotiate program/product mix.
◦ Secure agreement on terms for delivery,
payment, and other details.
◦ Get contract signed, paperwork
completed.
◦ Initiate any internal processes
◦ Follow up with client, internal
stakeholders, etc.
12. What’s the cost of making a poor
hire?
Wasted management resources
(time, training effort, etc)
Wasted salary and other hiring costs
Risking customer relationships
Damaging morale on the team
13. Effect of eliminating low-performers and replacing them with mid-
performers
Analysis of team performance--team
size=10
Individual Sales Number of Individual Total Sales 10% increase 20% mid- Replace quot;No-
Target = $100,000 Salespeople in Sales Revenue for across the performers only hopersquot; with
Category Revenue Team board mid-performers
Over target
(130%) 2 $130,000 $260,000 $286,000 $260,000 $260,000
Near Target (85%) 6 $85,000 $510,000 $561,000 $612,000 $680,000
Below Target
(30%) 2 $30,000 $60,000 $66,000 $60,000 $0
Total $830,000 $913,000 $932,000 $940,000
14. What’s the candidate’s track
record?
◦ Success in past sales is the primary
indicator of future sales success, with
one caveat: motivation.
◦ Great sales people are passionate
about their product. Is your sales
candidate highly motivated, excited
about the possibilities and ready to
commit wholeheartedly?
15. What’s the candidate’s track
record?
•What obstacles has this person
overcome in their past experiences?
•Attitude is EVERYTHING in a
salesperson. How does your candidate
manage their attitude on a daily basis?
16. How goal-oriented is your
candidate?
Do they have personal goals, how are
they managed?
How have they felt about goals set for
them in past sales positions?
What is their process to achieve goals?
18. How long will it take?
◦ How much training will the candidate require
to be fully functional in the sales position?
◦ Is there a steep learning curve to your
products or processes, and if so, is this
person a quick study or will they need lots of
handholding along the way?
◦ Are you prepared to provide the training they
will need in order to be successful?
◦ Are your expectations realistic as to how long
this will take?
19. How long will it take?
Have you analyzed your own sales cycle well
enough to set appropriate targets and goals?
Is there an existing pipeline for your
salesperson to work or will they be starting
from scratch?
21. How does your compensation
package fit?
◦ Hunters and Farmers have very different
perspectives on the risks associated with
compensation. Hunters generally have a
higher tolerance for risk (and a higher taste
for reward). Farmers’ personality usually
means they are happier knowing they can
perform consistently and get consistently
compensated.
◦ Many companies have moved away from
straight commission sales, and for good
reason. Managing behavior is much easier
when your plan allows you to compensate
for desired outcomes.
22. The death of
commission only
sales?
Disadvantages
Emphasis is on volume not profits
Little or no loyalty to the company is
generated
Wide variances in income between
salespeople
Tendency for some salespeople to skim
their territories
Advantages
Service aspect of selling bypassed or
ignored
Pay relates directly to performance
Pay is often excessive in boom times and
and results achieved
very low in recession periods
System is easy to understand and
Strong tendency for salespeople to sell
compute
themselves rather than the company and to
stress short-term rather than long-term
Salespeople are provided with the
Reluctance on the part of high-paid
greatest incentive possible
salespeople to move up to management
Company's selling investment is
Turnover of sales personnel tends to be
reduced
excessive when business turns bad or as
the company searches for sales staff who
can deal with the commission only
environment both professionally and
personally (income ups and downs)
23. Base + commission model
Improved ability to manage behavior
Better security, harmony and
teamwork
Sliding scales according to Hunter or
Farmer designation
◦ 80-20 for Farmers
◦ 70-30 for Hunters
Additional bonus pool for rewarding
specific behaviors or successes
24. Results?
Lower overall turnover
Greater cooperation and intra-team
mentoring
Unintended consequence? Loss of top
performers due to ceilings (these folks
were probably overpaid)
25. In summary
Hire to fit your company culture
Commit in advance to providing
adequate training
Set realistic goals
Establish adequate accountability
measures
Manage for success
26. For additional help
Sales Training (classroom and customized)
One-on-One Coaching for Sales
Sales Management Coaching
Sales Processes/Systems Consultation
Leadership and Executive Coaching
Lee Porter
lee@trebuchetgroup.com