How to Create a Success-Oriented Sales Culture

business, startup, gesture, people and teamwork concept - happy

Success in sales remains an elusive goal for many companies, partly because the sales process can’t be configured or engineered in a way that guarantees closing a deal with every prospect. Too many variables are involved.

However, building a success-oriented sales culture within the organization can tilt the odds in your favor. The key is paying special attention to sales management in a way that’s positive, instills confidence and rewards sales activity, not just results.

Here are action steps you can take to boost the success rate of your sales team:

Honour the role of salesperson. If you come from a sales background, you know first-hand what a difficult job it can be. Failure and rejection come with the territory and it takes a strong individual to bounce back from these challenges and start fresh all over again.

For this reason, it’s good to “promote how honorable it is to be a sales rep for your company,” notes small business expert Megan Totka. “Put the importance of their position on a pedestal, and highlight how pivotal it is to the success of your business.

Automate repetitive tasks. Salespeople thrive on high energy and welcome the unpredictable nature of their jobs. That’s why they often find repetitive sales-related tasks so draining and demoralizing. It’s up to you to free them up to do what they do best—sales. Wherever possible, employ technology to handle routine customer relationship management tasks (such as sending customized messages to prospects), thus giving your team more latitude to focus on other key responsibilities.

Enforce a consistent sales process. Yes, we all know about rock-star salespeople who “act on a gut feeling” or otherwise go it alone. That’s not the path to a success-oriented culture. Instead, every business should establish a consistent sales process, says sales expert Alana Nicol, with “specific steps that everyone takes so each person knows clearly what it takes to identify, qualify and close an opportunity.”

Want additional insight? Download Hiring a Business Coach for Your Small Business now

DOWNLOAD

Train for the results you want. Businesses do the best they can to hire talented salespeople who can get results out of the gate. But for the best results, sales training is the most effective strategy. Such training can emphasize a variety of techniques and attitudes, including how to:

  • Stop talking to the prospect and ask questions instead
  • Position yourself less as an expert and more as a problem-solver
  • Hone your company’s unique selling proposition
  • Focus on sales activity as much as on results

For sales veterans and rookies alike, it’s helpful for the manager and/or CEO to occasionally sit in on phone calls and/or face-to-face meetings with prospects, and offer constructive feedback afterward. Most salespeople welcome such feedback, as long it’s framed in a positive way.

Offer opportunities for learning. Training is one thing, continuous learning something else entirely. As part of honoring your sales team, give them every opportunity to participate in webinars, attend sales conferences and engage in other learning activities that help them hone their skills and network on behalf of the company. When they can collaborate and share new ideas, they’ll come away re-energized and excited about incorporating new strategies into the sales process.

Avoid micromanagement. Perhaps the best way to instill self-confidence in your team is by not micromanaging them. Delegating responsibilities and leaving them alone to do their job is another way of saying you trust in their judgment and abilities, and that you expect them to give their very best with every prospect. Sometimes they’ll succeed and sometimes they’ll fail. It’s up to you to avoid casting blame, but emphasize instead the value of learning from experience and doing better the next time.

By honoring their efforts and giving them the tools and responsibility to succeed, you can build a culture of sales enthusiasm and energy unlike anything you’ve seen before.

Want to learn more about building a successful sales culture? Find out if a TAB Board is right for you!

 

5 Common Recruiting Mistakes and How to Avoid Them

You don’t need us to tell you—the goal of hiring talented, qualified job candidates is now a lot harder to achieve than it once was. Businesses are pursuing a wide range of strategies in order to replenish their workforce, and to build new talent for the future.

At the same time, companies often make key recruiting mistakes that not only cost them a great candidate but leave them farther behind the competition. In today’s red-hot job market, such mistakes must be avoided at all costs.

Here’s a look at common recruiting mistakes and how to avoid them:

  1. Inadequate or misleading job descriptions. If your job postings are poorly worded or inaccurate, you’ll attract the wrong type of candidate. Every job posting should clearly delineate the tasks and responsibilities involved, the types of skills and experience required, and some description of the ideal personality for the job. This will help cull responses and get you closer to the “perfect” candidate.
  1. Failing to “sell” your company. Some businesses still don’t understand that the best candidates can pick and choose among many options. They fail to promote their own company’s culture, opportunities for growth, upbeat work environment, and so on. Look at the situation from the job-seeker’s perspective and develop compelling answers to these questions:
  • Why should I want to work for your company?
  • What does your company offer that I can’t find at one of your competitors?
  • How do you foresee the company growing in the near future in ways that benefit me and other potential employees?

You’ll see greater interest among job applicants if you answer these questions in an authentic and inspiring manner.

Want additional insight? Download Harness the Power of Social Media to learn more

DOWNLOAD

  1. Not making recruitment a systematic process. While every job candidate is different, the recruiting process itself shouldn’t be. A systematic process that encompasses sending resumes, taking personality tests, conducting background checks, undergoing interviews, etc., is far more likely to yield great results than a haphazard approach.
  1. Neglecting to leverage social media. If you’re not already using social media to promote your business and attract new talent, now’s the time to get on board. It’s a powerful recruitment tool if you go about it the right way. Here are tips:
  • Everything you post on your company’s website and social media platforms—from blog posts to company news, images and videos—should be filtered through the lens of brand awareness and company culture. Always gauge the potential impact of your content through the eyes of prospective employees. Is what you’re posting likely to attract them or turn them off? Are you portraying your business as a place where people would like to work or are you discouraging further interest?
  • Boost your recruitment efforts by building ties with social media influencers.Seek out industry influencers with sizable networks, share their content and offer high-quality content of your own. As the relationships grow, you can begin touting job opportunities in your company—reaching a far greater audience than might otherwise be possible.
  • Get active on millennial-focused platforms. Explore Snapchat, Instagram and other sites where millennials “hang out.” Building your presence on these sites can result in greater brand awareness among the job-seekers you most wish to attract.
  1. Rejecting candidates the wrong way. Inevitably, not every candidate will be right for your business. But avoid ending the relationship on a sour note. No one wants a disgruntled job applicant tweeting and posting unfavorable comments about your company based on a bad interview or recruiting experience. You never know when a candidate who wasn’t the right fit might (because he or she remembers how pleasant and approachable your recruiters were) refer a friend or colleague who turns out to be precisely the A-player employee you’re looking for.

All of these recruiting mistakes can be avoided, thus upping the odds in your favor of finding the right candidate for the job.

Want more great tips on recruitment? Download our free whitepaper on how to effectively recruit and hire new talent for your company.

 
Show Buttons
Hide Buttons