sl ti dm i thselecting and managing the sales forcesales...
TRANSCRIPT
S l ti d M i thSelecting and Managing the Sales ForceSales Force
Bowl Expo 2012
Rick Heim Cornerstone Cons lting & Beth Standlee TrainerTainmentRick Heim-Cornerstone Consulting & Beth Standlee-TrainerTainment
Assumptions
40% 40% -- SUPERSTARSUPERSTAR
30% 30% -- Get realGet realhealthyhealthyhealthyhealthy
20%20% benchmarkbenchmark20% 20% -- benchmarkbenchmark
Selection
Sales ManagerParty Specialist
G S l S i liGroup Sales Specialist
30% outside sales calls30% outside sales calls10% PR and Networking
Selection
Job AdsJob Ads• FT/PT• Inside/Outside
Selection
Job Descriptions
Expectations
Job Descriptions• Department• Reports to• Summary• Qualifications
Selection
The Interview
M k THEM ll tMake THEM sell to YOU!YOU!
emailphoneIn person
Selection
Assessments
Selection
Assessments
Selection
Selection-References
Definitely NOT Child’s Play!y y
Selection-References
Career references only!Supervisor or Peer
Start with fact-seeking
Supe so o eeBest Options
Rapport EstablishedStart with fact seekingQuestions – increase
the comfort & trust level
Rapport EstablishedAsk open-ended
behavioral questions
How did (candidate) organize & prioritize their
On a scale of 1-10, rate (candidate)’s CRM skills,g p
days/weeks?(candidate) s CRM skills, presentation skills, etc.
Training
CustomerI’m interested in a group eventgroup event
Sales RepI’m so glad you called Scripts and
Next Steps
Professional HelpOn Line ResourcesJeffrey www.actionselling.com
eLearningTestingus-please tell me a little more about your group
Scripts and GuidelinesProfessional HelpOn-Line Resourcesy
Gitomer Newsletter
eLearningTesting
CustomerThere are about 40 of us who just want some f
Duane Sparksfun
Sales RepWonderful-What have you done in the past?
Training
pitch pitch pitch blah blah pitch blah blah pitch pitch sell blah blah blah sell pitch
Be curious. Think about how you can help.Ask Great Questions!Who plans your events?How often do you attend
company outings?How many people normally
attend?Where have you gone
in the past?How do you decide
where to go?pitch pitch sell blah blah blah sell pitch pitch blah blah blah blah sell sell blah sell pitch sell pitch pitch pitch pitch blah blah pitch blah blah pitch pitch sell blah blah
Ask Great Questions!p y gattend?in the past?g
pitch blah blah pitch pitch sell blah blah blah sell pitch pitch blah blah blah blah sell sell blah sell pitch sell pitch blah pitch pitch sell blah blah blah sell pitch pitch blah blah blah blah sell sell blah sell pitch sell pitch
Accountability
Outside Sales
Accountability
Inside Sales
Accountability 121 with Sales Manager
Accountability Sales Meetings
O
Sales
Operations
GM/Owner needs to be presentBoth Operations & Sales
Sales Team Compensation
Inside OutsideInside Outsideby hour by salary
Baseid t l b dBase
Bonuspaid quarterly based on the excess of the target
Commissions
g
Team Bonus Pool
Sales Team Compensation
S l M 38K 57KSales Manager 38K 57K
Sales Specialist GRP
26K 34KSpecialist‐GRP
Sales Specialist BD
20K 27KSpecialist‐BD
TOTAL 84K 118K
700K in Reserved Business Example
Sales Team Compensation
400K Group Business @ 4% = 16,00040K Birthday Upsells @ 10% = 4,000y p @ ,
Amount to get to variable ratio = 14,000
TOTAL 34,000
Pay 4% of all sales over target—no cap!
Conclusion
Top Points
Select the right folks‐Invest in the time, testing, & training
Establish the goals and expectations clearly from the
job ad
job descriptions
Accountability Formula
Communicate on a weekly basis
Drive the performance‐compensation based on results
