Fact: The majority of salespeople hired today will fail.
As B2B sales consultants we can change this sad but true reality by improving the sales performance of new salespeople. Here are seven things we can do to help sellers succeed.
1. Teach managers how to hire talented sellers.
The best managers understand that hiring people with the talents to succeed is job one. Here’s a process used by world-class sales organizations who build teams of superstars:
- Build a recruitment process and plan and recruit all the time—even when fully staffed—to establish a talent bank
- Identify the talents required to succeed
- Use a screening process that involves a statistically reliable assessment during the selection process
- Evaluate the whole person and consider innate talents, developed skills and work experience
2. Make sure organizations employ talented managers.
Talented salespeople will not go to work for or stick around if the sales manager is a dunce. Simply put, hiring talented salespeople starts with hiring talented managers. Help organizations do these two things and B2B sales success will follow!
3. Provide B2B sales training.
World-class sales organizations understand that training is important and do not cut corners in this area. Here are some important things to consider:
- Training takes time! Aaron Ross—the author of Predictable Revenue—believes new sellers should receive training for an extended period of time (1 to 3 months for inside sellers and 6-18 months for outside sellers)
- New sellers should be trained in all areas related to the sales process (even support areas)
- Sellers learn differently; be sure to vary the training methods and include online sales training as well as onsite workshops
- Consider these topics for training early in the process:
4. Avoid compensation plans based on 100% commission.
This type of old school plan demonstrates a lack of commitment on the part of the organization. Talented sellers will demand a plan that shows commitment and provides incentive to earn additional money. Here are some better alternatives:
- Salary + Commission
- Salary + Bonus
- Salary + Commission + Bonus
5. Help managers set clear expectations from day one.
It important to note that day one is the first day a manager meets a seller, not the first day on the job. Clear expectations minimize confusion and pave the way to success. Here are some tips on setting clear expectations:
- Put expectations in writing
- Tie some of the expectations to the compensation plan
- Talk about them often
- Ask the seller if they understand them
6. Coach managers to develop a relationship with their sellers.
Sales talent develops when a relationship exists between the seller and the manager. Here are five questions a manager can ask a seller on day one to lay the foundation of a solid relationship:
- Imagine for a moment, that you were managing you: What would be your top three priorities for managing you?
- What should I avoid doing as your manager?
- Will you tell me if something is bothering you or will I have to ask?
- If we need to talk about things that you're not getting done, how would you like me to handle it?
- What is an important non-financial goal you would like to achieve in the next year?
7. Urge managers to assign a mentor.
Success improves when a mentoring program exists, here are some reasons why:
- Mentors provide a safe haven for new sellers to ask questions
- Mentors are often more available than managers
- Mentors are in the same role so they know things from a real world perspective
- Mentors are usually in a similar stage of life so they better understand what is going on in a new seller's head
You can help new B2B salespeople succeed! Subscribe to the Partner blog to receive tips and information about B2B sales consultant resources that help new sellers succeed.
