3 Steps to Build a Great Sales Team
A winning sales team cannot be established overnight, but there are easy steps to take to build a killer sales force. Your sales team should be the best it can be!Recruit Well build sales team
In this article:
Simple Steps to a First-Rate Sales Team
Recruit Well build sales team
Skillful and accomplished salespeople are a crucial asset for all organizations; their primary role is to build value for the business. Often the first main contact for your customers, salespeople must have a certain set of skills and traits to succeed. Recruiting for a high-quality sales force is not always easy, and significant investment is required.
Recruitment referral programs work well in an already established sales team. People connect in various jobs and roles, and a salesperson will know what kind of person is needed for the job.
Establish a continual recruitment process that doesn’t lie dormant when there are no vacancies within the business. We all know that recruiting someone can take months, and hiring to fill the shoes of a great salesperson can mean decisions can be rushed. Don’t compromise on talent and attract salespeople on an ongoing basis.
This can be done by promoting your organization’s values and cultures on your website or social media. Looking at your competitors can result in head-hunting great salespeople whom you know are already well experienced.
If you have specific ideas for the types of salespeople you want to hire, take a hands-on approach to recruitment. Outsourcing to a recruitment agency can be costly, and they don’t always get it right.
Scrutinize resumes and weed out the people who don’t fit your company. Your job description should reflect precisely what you want from a candidate. The recruitment process should involve multiple stages, including, for example, a phone interview to qualify candidates, a video call, personality test, aptitude test, face to face interview (possibly a two-stage process involving a panel of recruiters), demo presentation, etc. Ensure you ask for proof of past performance and set various tests to confirm figures.
Also, look at what transferable skills the candidate has. Not all great salespeople come from an obvious ‘sales’ background.
Offer Extensive Onboarding, Training & Coaching
It’s paramount to get a salesperson up to speed as quickly as possible, and top-performing organizations do this well by providing the best in class onboarding and training processes. Retention rates can be high for businesses that don’t immediately look after their staff.
Consider starting your onboarding process before the salesperson’s first day, in fact, to a certain degree; this would already have begun because of the recruitment process. You want your salespeople to hit the ground running and to send out welcome packages are an excellent way to enable this. Content should include your company’s values, mission, offerings, and relevant information, such as background, hierarchy, and leadership.
A formal onboarding and training program should give a solid framework with clear milestones that need to be achieved. Salespeople should have regular 1:1’s, which communicate progress and expectations but ultimately provide support.
Success must be defined so employees can strive to achieve SMART goals. Quality online training programs should be relevant and up to date with the organization’s methods and processes. If you have the luxury of established sales reps, use them to mentor new starters.
Build an Excellent Sales Culture build sales team
Culture is the foundation of every sales team and is intrinsic to your company’s longevity and profitability. It reflects what you aspire to achieve and reflects the personality of the organization. It keeps momentum, motivates employees, and engages a positive environment.
Hire the right people to fit your culture. There’s no point hiring the most experienced salesperson when their character will be completely out of place, and they won’t respect your mission. Look for people who are team players, who can adapt to change and have a great work ethic.
Ensure staff are motivated through recognition but don’t encourage negative competition. You can build a strong team who are driven but be cautious when competition causes rivalry. Communicate standards, targets, and revenues, but facilitate knowledge sharing so colleagues can work together to achieve personal and group objectives.
Each employee will want to know their worth, so understand their motivational forces and let staff know their contribution really matters.
Promote good rapport and trust within your team through fun activities. Content staff will always work their hardest for the business and be less distracted by adverse events.
Move on from failure quickly; it will happen; you will get rejections, so get tactical. Share experiences and allow staff to learn from mistakes. Allow staff to implement new practices, methods, or equipment to increase sales.
Communication is essential to build trust in leadership. Establish excellent communication channels and use good platforms for communicating include a reliable CRM system and company intranet. Share goals and visions but involve employees to collectively contribute to the success of your business.
Invest in Good Technology; more so than ever, we are seeing what technology can do for us. As much of the nation work in a remote environment, salespeople are adapting the way they pitch and close deals.
Summary build sales team
Always assess your organization and continuously improve standards. Business culture changes so often, it would almost be impossible not to change with the times and continually improve your processes. Successful sales teams will already have a mindset of continuous improvement and will adapt well to changes.
As a leader, you must always lead from the front, understand your employees, and be an exemplary example.
Have you built a sales team from scratch before? What tips can you share? Please comment in the section below.