Manager’s Tip 5
May 31st, 2010 | Written by: Level FiveWhilst your top performers are the ones who will receive the bonuses and major recognition on an annual basis, bear in mind that your top performers will respond to more simple rewards as well. Top performers typically need constant recognition which can be in the form of tough assignments which they typically enjoy, resources that will enable them to sell more or even a simple email or one on one lunch. Don’t wait until the annual awards dinner to recognise your best salespeople, do the little things along the way which will help your “eagles” maintain motivation and momentum.
Manager’s Tip 4
May 27th, 2010 | Written by: Level FiveSales meetings need to be highly activity- and opportunity-oriented to be of genuine value to sales people. The majority of time should be spent on analysing, discussing and workshopping competitive issues, opportunities, deals, strategies and tactics in a pro-active and positive manner. This delivers knowledge and technique outcomes and has the net result of pipeline impact which is what you and your time should always be most focused upon.
Manager’s Tip 3
May 23rd, 2010 | Written by: Level FiveAsk yourself, ‘Am I using my own performance as a yardstick to measure others?’
You’ve probably progressed in your career by setting high expectations and achieving high levels of success.
Assuming that others have identical motivations or strengths may well be unrealistic or unfair.
Manager’s Tip 2
May 13th, 2010 | Written by: Level FiveFrequent feedback that is delivered during a discussion is more effective than infrequent feedback given at the end of a session.
Manager’s Tip 1
April 29th, 2010 | Written by: Level Five Admin“When inducting new sales staff, ensure that they have a clear market and segment focus; and the support tools to generate the required activity from the outset. Manage activity under performers out within 60 – 90 days on that basis alone.”