The document discusses strategies to keep Sales Development Representatives (SDRs) engaged and performing effectively, highlighting their critical role in the sales cycle. Key strategies include coaching, fostering a positive work atmosphere, setting achievable goals, utilizing technology for efficiency, stimulating competition, and aligning individual goals with company success. Implementing these interconnected strategies is essential for maintaining SDR motivation and performance over time.

1. How to keep your
SDRs happy and
performing longer
Based on webinar by Sean Kester, Head of Sales
Development, SalesLoft; Derek Grant, VP Sales, FullStory; Ali
Gooch, Senior Sales Manager, Pardot
Carlotta Failli
Asena Sonmez

2. Overview
 What are SDRs?
 Why their motivation is considered a topic so relevant?
 Strategies to implement:
• Coaching
• Strong system
• Good atmosphere
• Efficiency
• Achievable goals
• Competition as driver
• Glorification
• Align goals
 Conclusion

3. What are SDRs?
The Sales Development Rep (SDR) is a type of
inside sales rep that focuses entirely on the front
end of the sales cycle: setting qualified
appointments and demonstrations.
The concept of sales development and the use of
sales development teams is becoming increasingly
popular, even vital, to today’s successful sales
organizations.

4. Why their motivation is
considered a topic so relevant?
It is very important maintain them motivated and
performing for longer period of time, on one hand
because their role inside the company is
considered vital for the success and on the other
hand the fact that their work is quite repetitive and
so it is necessary to provide them with continuous
stimuli.

5. Strategies to implement:
The following strategies are those considered most
important for motivate and improve the
performance of Sales Development Rep (SDR).

6. 1. Coaching
It is important to support them with timely and
accurate measurement
 Sales rep need a lot of skills, not only technical skills
(complex role)
 importance of a plan (we are able to understand
immediately if there is a problem, otherwise risk to
intervene too late)
Avoid surprises
 benchmark to understand if good or bad
performance

7. Coaching means maintain people accountable
and recognize where they are falling down
 Not only the performance important but
understand what there is behind (people have to
understand how to use the tools and use them to
improve performance of the company as a whole)
 Figure out what are the best actions to take to
motivate them and to grow their professional
career

8. 2. Strong system
Not important to be best players but built a strong
system give them tools to work and leave them to
use those in a more personal way.
Collective experience= supervisor and salesmen
work together, important communication

9. 3. Create a good
atmosphere
In a good atmosphere, they enjoy more what they
are doing and as a consequence they will stay
longer.

10. 4. Efficiency
 It’s crucial to be efficient: it means to organize
better their time in a day and so be able to have
more appointment
 Efficiency is not to be the best player but a player
which every moment on field is more valuable for
statistics

11.  Important to find efficient people in a quick and
effective way
Use new tools and technology:
• Profile in social network (updated
method)
• Ashtag (reach people in mass)
• People in database

12. 5. Achievable goals
Make sure the goal is something possible to reach,
it will increase the self confidence and satisfaction
of workers

13. 6. Competition as a driver
 Stimulate workers to improve their performance
(position on performance ranking)
 Comparison with colleagues to stimulate
everybody to give their best
 They will work in team, promoting collaboration
and not individualism

14. 7. Glorification
 Career path (mini promotions)
 Glorify as much as possible, as publicly as
possible

15. 8. Align goals
 Measuring performance through revenue or
profit margin => LT vision
 Keep them motivated and aligned creating a
link between their results and their compensation
(moving in the next role)
 To keep they happy and performing is important
to demonstrate that what they are doing really
matters

16. Conclusions
Many different strategies and tactics are needed
to maintain SDRs happy and performing and so it is
very important to continue to implement them all
and together due to the interdependencies
among them.

17. Thanks for the attention!