Looking for the super seller: 3 reasons
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!
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
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.
This leads to the following questions:
- How many “substitutes” do you have for your sales team?
- Or do you think that the “gap” that a failed “player” tends to close quickly?
- How long does your setup and on-boarding process take?
The following instructions are given:
- Create a request profile
- Display text and online
- Collecting applications (four weeks, eight weeks?)
- Interviewing, tests, trials (four or eight weeks?)
- 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 a year until the seller has reached the "flight altitude"?)
- 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
With a team of ten salespeople, you still have two or three that are not performing as expected. If it is now not because of the “ability”, but because of the “want”, then you should replace 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 are paid not only for what you do, but for what you don't!"
Basic number 3
What are the most expensive costs in our life - and especially in sales? The “Lost Opportunity Costs”. The cost of missed opportunities! And you will find these "missed opportunities" in unbelievable large quantities in sales.
You can never make up for lost quality again!
An example: the beat number. If a telephone salesperson only makes 60 instead of 80 call attempts in one day or a sales representative in the field only receives four instead of six customer visits, then these "strikes" (in terms of strike rate) can never be made up again. As a result, you lose two to twenty opportunities to make sales.
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!
Perhaps you can now understand that statements like "Our sales are good" or "My sellers know how to do it" make me smile. I usually think then: "How would the sales be if you knew how to do it correctly!"
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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