From reduced revenue to poor employee morale, there’s one situation that creates heightened anxiety among sales managers and CEOs, and that’s an open position that goes unfilled for too long.

“Somebody is better than nobody”—we’ve all said it when it comes to our sales team. There’s pressure to fill open jobs quickly, and with good reason, but what brings us to this point of desperation? Hiring quickly and rushing through the recruiting process often leads to a bad hire, and a bad hire leads to costly damages.

So that you’re not hiring out of desperation, you need to learn how to build a strong talent bank. Here’s how you can start today.

The job of a sales manager is a challenging one. One of the biggest challenges they face is how to keep their salespeople motivated and producing quality results.

Some of the best ways to help salespeople become more productive doesn't include spending a fortune or sending them through another training class. A few of the best ideas are ones that help to reduce administrative burdens and increase time in the field or on the phone. 

“People don’t leave jobs; they leave managers.”

“I quit.” It’s what a record-breaking 4,478,000 workers told their employers in August 2019. The reasons for quitting varied from compensation to lack of engagement, but one in two employees left their job to get away from their manager.

At one point in our life, we’ve all worked under a superior that could make or break our day. When it comes to sales leadership, there’s a big different between being a boss and a leader. Which one are you?

LinkedIn is the most popular professional social networking site out there, which means if you have a B2B business or cater to other professionals in a specific industry, it could be the ideal platform for growing your business.

By now, you’ve updated your LinkedIn profile using the Ultimate LinkedIn Profile Checklist. Now you want more engagement, you want your LinkedIn posts to attract more viewers and increase shares—but where do you even start?

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"I am who I am today because of the choices I made yesterday."

-Eleanor Roosevelt

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As a sales manager, how can you do more teaching and less telling?

It's not uncommon for salespeople to get frustrated when the only thing they hear from their sales manager is that they need to have more activity, increase the number of asks they have, and boost the dollar amount of the asks they have. Salespeople know this. They want to be taught how to do that. They want training and teaching, and not just telling.

While recently chatting with a new salesperson about setting appointments with new business target accounts, the seller said, “I never leave a message if my call goes into voicemail. I don’t want to waste time leaving a message.”

It’s no secret that leaving a good sales voicemail is hard. Even the most well-crafted messages often get ignored by prospects. However, leaving a voicemail is a wise investment and a critical part of the sales process that enables sellers to stand out and connect with prospects, and here are four reasons why.

Fortune Magazine reports that 46% of new sales employees leave or get fired within 18 months. Additionally, the average ramp-up time for salespeople is between six and nine months. Both alarming statistics that cost your company a lot of revenue.

What are new hires looking for to make their first days and weeks successful in sales? When talking with several new hires, there are interesting commonalities that resonate across multiple companies. Take a look at how you can help minimize the risk of an early departure, accelerate ramp-up time, and maximize the investment you’re making in sales new hires by giving them what they want.

- MOTIVATION -

"Many receive advice, only the wise profit from it."

-Harper Lee

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