As managers we spend a lot of our precious time locating and hiring the “right people”. Performing interview after interview until we finally find that person that will help take our team to the infamous next level. We onboard them with sales tools and send them on their way. We are fired up and believe they are going to make the difference desired. Then over time things have changed unfortunately. We are now less than impressed and not sure without micromanaging we can trust them to bring in the needed sales. We stopped believing.
Items that give a manager pause:
- Promises that were made during the interview process not happening.
- Hard to get in touch with and low activity during the week.
- They went from “confident sales pro” to now they seem like a “deer in the headlamp”.
- Resting on deals that were given to them and bringing in nothing on their own.
- “Lone wolfing” with deals not closing.
- And the list goes on…
I had an executive come to me and ask if I would watch a couple of my sales people and as they were walking out the door during the day to spontaneously volunteer to go with them. The trust had disappeared for these salespeople. This executive no longer believed in them. Big problem!
Starting with a new sales team is always a challenge with some teams more than others. Day one I like to find out what makes each member tick and see what hand I have been dealt. Many times it’s pretty clear that many of my new team members aren’t feeling the “love” so to speak. They are pretty sure that they are no longer trusted to be a productive team member no matter what they do. So I ask probing questions to root out their fear. I want to know if they have given management reasons to not believe in them any more. Almost in every case they have and didn’t realize it. So now I work with them to get that trust and belief back.
“Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.” – Sam Walton
The plan to get the belief back:
- Work together on their branding. They need to become the topic of success in sales meetings.
- They need to understand what has given management reason to doubt them and change immediately.
- Clear performance expectations and accountability needs to take place. A sales plan is needed.
- Get them off the “pity party” and stop blaming others.
- Help them become a raving fan and evangelist.
Once this is done then it’s time for management to step up and stop treating these sales professionals as a less than part of the team. Many times management and executives have a real problem with this. Regardless, it needs to happen to show others the path to success and belief by their leaders. The good news is ultimately we get the sales people back that we hired and believed in and we get the sales needed. This, of course, is the real bottom line for everyone. Take some time and believe in your sales team members. The loyalty and performance will astound you!© 2006-2018 SalesBlog! | Photos courtesy of 123RF | Posted on