Find super salespersons for your sales: 3 reasons always look further!


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You are not looking for a new seller? 3 reasons why you as Company Nevertheless, you should always be on the lookout for good sales people.

Find super sellers for your sales: 3 Reasons to keep looking! Find super sellers for your sales: 3 Reasons to keep looking!

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Here writes for you: Dirk Kreuter is one of the most influential thinkers on sales, sales and acquisition. Profile

Looking for the super seller: 3 reasons

Overview

The first Monday after the holidays, 11: 00. Now is the time when the online job exchanges have the most traffic. Now many people come from the Christmas holidays and find that they do not want to do what they just do, at least not with this employer!

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As a sales executive, now is the best time to expand or optimize your sales team. Or do you have objections such as

  • However, you are not looking for new sellers?
  • Your team is complete?
  • Are you sure?

If not, you should read the following:

Basic number 1

Overview

They always have a basic fluctuation in a sales team: pregnancy, parental leave, illness, burnout, termination, retirement. As a leader, it is your job to ensure a permanent replacement. They know what unrest is in the market when an area is not occupied. Your competition is waiting for you!

In principle, we can learn a lot from the football clubs of the Bundesliga: Here, the team does not travel exactly with eleven players. A few substitutes are always there. And the squad of a team usually comprises more than double the eleven players.

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This leads to the following questions:

Overview

  • How many substitutes do you have for your sales team?
  • Or do you mean that the "gap", which rips a failed "player", is to close fast?
  • How long does your setup and on-boarding process take?

The following instructions are given:

Overview

  • Create a request profile
  • Display text and online
  • Collecting applications (four weeks, eight weeks?)
  • Interviewing, tests, trials (four or eight weeks?)
  • Employment
  • Notice of the applicant's notice period (four weeks or three months to the quarter?)
  • Incorporation (How systematized is this process in yours Company? Six months, or at least a year until the seller reaches the "altitude"?)

If but…

Overview

  • And what happens if the candidate jumps?
  • Or have you been wrong and now have to bring a new competitor to the start?

Well, let's just assume that these points are not relevant to you - which I do not believe you to be - then you should read the next reason:

Basic number 2

Overview

With a team of ten sellers, you still have two or three that do not bring the performance you expect. If it is not the "ability", but the "will", then you should exchange it!

If you do not have any personal alternatives, do not change them, you can not. They hope that the salesman still has an inspiration and his performance improves. Yes, hope dies last!

"You're not only paid for what you do, but for what you do not do!"

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Basic number 3

Overview

What are the most expensive costs in our lives - and especially in sales? The "lost opportunity costs". The cost of missed opportunities! And these "missed opportunities" can be found in an incredibly large amount in sales.

You can never make up for lost quality again!

Overview

An example: the beat number. If a telemarketer only makes 60 calls in one day instead of 80, or if a field sales representative only sees four instead of six customer visits, then these "punches" (in terms of stroke rate) can never be made up again. As a result, you lose two to twenty sales opportunities.

In this example, the question is only the quantity, the diligence, which is simple and objective to evaluate. When it comes to the quality of sales talks, missed opportunities can only be assessed by professionals. The amateur usually does not recognize what all potential is left behind!

Aging instead of reacting!

Overview

Perhaps you can now understand that I'm made statements such as "Our sales are good" or "My salespeople know how to do it" to make you smile. I think then mostly: "How would the sales only if he knew how he would do it right!"

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My tip: act instead of react! Build your substitute players in the long term! Always have a few players on the replacement bench! Always have an action alternative! Never rely on yourself! Do not offer the competition a gap! Recognize Recruiting as one of your core tasks and make it one of your core competences!


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