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Casual Articles - Tough Reprimands -- How To Handle That One On One Discussion With A Sales Person
Many people plan to start their own business some day. Many of these people have a specific kind of business they'd like to start and spend many years thinking about it. Others are looking simply to quit working for other people and will do almost anything that they feel they might succeed at.Assuming you do wish to start your entrepreneurial life then you may be lucky enough to know exactly what you want to do. This is great as such passion is important if you're going to persist until you achieve success.But that leaves the remainder of us who wish to start some kind of new venture but have no idea what it might be.Something I learned recently when looking for a new venture to pursue is that it's worth trying out a number of ideas on a small scale and seeing what actually works and what doesn't.I chose a couple of ventures that fulfilled the following criteria: They could be started with very little money and effort I could easily drop the ideas if they didn't show promise early on They were scalable, so that I could grow them if I wished I was passionate enough ab
III. Fundamental Steps to Address Attitude Issues
There are a number of fundamental steps that can be taken to improve the attitude of the employee. Some of these are:
1. Encouragement of maximum participation in sales meeting and other training opportunities.
2. Creation of enthusiasm by demonstrating support and enthusiasm.
3. Creation of confidence in the program by providing support and resources
4. Giving success examples – documenting case studies
5. Asking thought provoking questions (without prying into their personal life) with the hope that they will open up and
Postage stamps are the proof that the proper fee has been paid to send a piece of correspondence. If a postage stamp is not present on a piece of mail being sent, the recipient becomes responsible for paying the postage due. If the recipient does not wish to pay the postage due, then the item is returned to the original sender.Postage stamps can be purchased in a variety of ways. They can be purchased individually, in a book (usually 20) or in a larger roll, if a significant amount is needed. Stamps can be found at the local postal office, in a machine, or at certain locations that provide the service of selling stamps. Keep in mind that most of these remote locations, which are not affiliated with the postal service, tend to charge more per stamp. For example, an establishment that cashes checks and provides other similar services charges 50 cents for a stamp that costs only 39 cents if purchased elsewhere.Postage stamps have come along way since their initial introduction. No advancement is more appreciated than the birth of the self-sticking stamp. Along with this clever, and much appreciated, advancement, there ha
How often have any of us stopped to consider the fact that good salespeople, the kind who can help a company really grow, don’t just happen to come along by chance or fate. There is no such thing as a “born salesperson,” because selling ability is much more than an intangible given that a person either has or doesn’t have.
Selling does require certain attributes in a person. He or she should, for example, be basically outgoing in manner and capable of making a genuinely favorable impression almost immediately. Also, the person must be intelligent, able to grasp ideas and details easily, retain them and recall them for use whenever necessary in selling situations. These factors and many others relating to personal and emotional characteristics are contributing elements in the makeup of the successful salesperson.
Non Performance ---- Now What?
So, all that being said, what do you do when one of your sales people just isn’t performing up to standards? The key to answering that question is determining the cause of the non performance. Start by reviewing the obvious. A sales person must have adequate tools, resources and leadership to maximize their effectiveness.
The review process is a critical component of sales effectiveness. This review should occur monthly for regularly performing sales representatives (reps) and even more frequently for those reps that are under performing. This review enables the sales manager and the sales representative to discuss, plan and measure success. In addition to possessing and capitalizing on certain natural talents and traits, the review process should encompass the following issues:
1. Knowledge of products, customers and customer organizations.
2. Skills in the application of this knowledge.
3. Development of a favorable attitude as it pertains to that knowledge and those applied skills.
4. Review of all Target Growth Accounts, Prospects and Long Term Target Accounts
5. Review of all opportunity reports or lack of
6. Review of specific territory objectives including sales to plan and gross profit to plan
Instructional Guidelines for the Under Performing Review:
I. Preparation
The sales representative (sales rep) and the sales manager should prepare ahead of time by reviewing territory objectives. Preparation should include reviewing personal performance on each target account, opportunities, sales to plan and gross profit to plan. A quick checklist of what went right and what went wrong for each objective will prove very helpful during the review.
More and more, the sales rep is becoming all things to the customer. Pressed for time, customers tend to require quicker and more complete answers to their inquiries, and they look to the salesperson to provide solutions, not just products. Selling skills tend to center on the ability of a salesperson to translate product features into customer benefits as they apply directly to the prospect’s problems. This in effect is the value proposition.
Lastly, a generally positive attitude is necessary to promote the maximum and optimum use of knowledge and skills in the selling situation.
II. Attitude Is the Foundation
It is agreed that the attitude of the sales rep is a key factor in their success. It is really the foundation for success. The critical question then becomes how to ensure that the best possible attitude exists on the part of the non-performing rep. If the individual is not receptive and has a poor attitude to begin with, very little can be done to create an atmosphere conducive to learning. This attitudinal problem must be corrected before another step is taken. If it can not be corrected then termination may be the best answer for both the rep and the company. However, don’t give up too soon. Sometimes the “devil you know is better than the devil you don’t know.” In other words, turnover is very costly. Besides, if it is something you as the sales manager or something about the culture of the company that contributes to the employee’s attitude and lack of success, then termination will only temporarily solve your problem.
III. Fundamental Steps to Address Attitude Issues
There are a number of fundamental steps that can be taken to improve the attitude of the employee. Some of these are:
1. Encouragement of maximum participation in sales meeting and other training opportunities.
2. Creation of enthusiasm by demonstrating support and enthusiasm.
3. Creation of confidence in the program by providing support and resources
4. Giving success examples – documenting case studies
5. Asking thought provoking questions (without prying into their personal life) with the hope that they will open up and a
Creating and maintaining customers is the key to success in the $460 billion dollar hospitality industry.One way to create and maintain customers is to offer hospitality promotional products. They are a cost-effective medium that say, “We appreciate your business.” Customers want high levels of service and the hospitality industry is all about service – quality service to its customers.When choosing a hospitality promotional product you need to think about your industry and target market. What travel agency do you think creates and maintains more customers? The one that hands out a business card and thank you note to customers who book a vacation or the one that gives out disposable cameras & mini-photo albums with their customized message and logo imprinted on them.The latter agency is the one that expressed appreciation by its thoughtful hospitality promotional product. Any customer getting ready to go on vacation would find great value in receiving a disposable camera and a mini-photo album. Do you think those customers would come back again? Do you think they would tell their friends about this agency? You b
Non Performance ---- Now What?
So, all that being said, what do you do when one of your sales people just isn’t performing up to standards? The key to answering that question is determining the cause of the non performance. Start by reviewing the obvious. A sales person must have adequate tools, resources and leadership to maximize their effectiveness.
The review process is a critical component of sales effectiveness. This review should occur monthly for regularly performing sales representatives (reps) and even more frequently for those reps that are under performing. This review enables the sales manager and the sales representative to discuss, plan and measure success. In addition to possessing and capitalizing on certain natural talents and traits, the review process should encompass the following issues:
1. Knowledge of products, customers and customer organizations.
2. Skills in the application of this knowledge.
3. Development of a favorable attitude as it pertains to that knowledge and those applied skills.
4. Review of all Target Growth Accounts, Prospects and Long Term Target Accounts
5. Review of all opportunity reports or lack of
6. Review of specific territory objectives including sales to plan and gross profit to plan
Instructional Guidelines for the Under Performing Review:
I. Preparation
The sales representative (sales rep) and the sales manager should prepare ahead of time by reviewing territory objectives. Preparation should include reviewing personal performance on each target account, opportunities, sales to plan and gross profit to plan. A quick checklist of what went right and what went wrong for each objective will prove very helpful during the review.
More and more, the sales rep is becoming all things to the customer. Pressed for time, customers tend to require quicker and more complete answers to their inquiries, and they look to the salesperson to provide solutions, not just products. Selling skills tend to center on the ability of a salesperson to translate product features into customer benefits as they apply directly to the prospect’s problems. This in effect is the value proposition.
Lastly, a generally positive attitude is necessary to promote the maximum and optimum use of knowledge and skills in the selling situation.
II. Attitude Is the Foundation
It is agreed that the attitude of the sales rep is a key factor in their success. It is really the foundation for success. The critical question then becomes how to ensure that the best possible attitude exists on the part of the non-performing rep. If the individual is not receptive and has a poor attitude to begin with, very little can be done to create an atmosphere conducive to learning. This attitudinal problem must be corrected before another step is taken. If it can not be corrected then termination may be the best answer for both the rep and the company. However, don’t give up too soon. Sometimes the “devil you know is better than the devil you don’t know.” In other words, turnover is very costly. Besides, if it is something you as the sales manager or something about the culture of the company that contributes to the employee’s attitude and lack of success, then termination will only temporarily solve your problem.
III. Fundamental Steps to Address Attitude Issues
There are a number of fundamental steps that can be taken to improve the attitude of the employee. Some of these are:
1. Encouragement of maximum participation in sales meeting and other training opportunities.
2. Creation of enthusiasm by demonstrating support and enthusiasm.
3. Creation of confidence in the program by providing support and resources
4. Giving success examples – documenting case studies
5. Asking thought provoking questions (without prying into their personal life) with the hope that they will open up and
Corporate party is a challenging task. If you are the person who is to plan everything for the corporate party then you need to define a theme at first so that all your ideas and planning will be focused around it and it would become a lot easier for you as to where do you need to spend. Planning a corporate party requires a lot of creativity and innovation unlike any other party. For example you can theme your party as a vacation trip to Hawaii, the gents can wear shorts and Bermuda shirts and the ladies can wear colorful dresses.Your corporate party must be something that just keeps everyone upbeat as if the participants start feeling down then that party can clearly be categorized as a failure. It is really important that you inquire all your colleagues that whether they want it to be a truly exclusive party for all the colleagues or do they want to bring a friend along, this is something that needs to be done before you give order to print invitations. It would be great if you are thinking out of the box, as this will make you come up with spontaneous ideas and will make your party a success.For your corporate party,
3. Development of a favorable attitude as it pertains to that knowledge and those applied skills.
4. Review of all Target Growth Accounts, Prospects and Long Term Target Accounts
5. Review of all opportunity reports or lack of
6. Review of specific territory objectives including sales to plan and gross profit to plan
Instructional Guidelines for the Under Performing Review:
I. Preparation
The sales representative (sales rep) and the sales manager should prepare ahead of time by reviewing territory objectives. Preparation should include reviewing personal performance on each target account, opportunities, sales to plan and gross profit to plan. A quick checklist of what went right and what went wrong for each objective will prove very helpful during the review.
More and more, the sales rep is becoming all things to the customer. Pressed for time, customers tend to require quicker and more complete answers to their inquiries, and they look to the salesperson to provide solutions, not just products. Selling skills tend to center on the ability of a salesperson to translate product features into customer benefits as they apply directly to the prospect’s problems. This in effect is the value proposition.
Lastly, a generally positive attitude is necessary to promote the maximum and optimum use of knowledge and skills in the selling situation.
II. Attitude Is the Foundation
It is agreed that the attitude of the sales rep is a key factor in their success. It is really the foundation for success. The critical question then becomes how to ensure that the best possible attitude exists on the part of the non-performing rep. If the individual is not receptive and has a poor attitude to begin with, very little can be done to create an atmosphere conducive to learning. This attitudinal problem must be corrected before another step is taken. If it can not be corrected then termination may be the best answer for both the rep and the company. However, don’t give up too soon. Sometimes the “devil you know is better than the devil you don’t know.” In other words, turnover is very costly. Besides, if it is something you as the sales manager or something about the culture of the company that contributes to the employee’s attitude and lack of success, then termination will only temporarily solve your problem.
III. Fundamental Steps to Address Attitude Issues
There are a number of fundamental steps that can be taken to improve the attitude of the employee. Some of these are:
1. Encouragement of maximum participation in sales meeting and other training opportunities.
2. Creation of enthusiasm by demonstrating support and enthusiasm.
3. Creation of confidence in the program by providing support and resources
4. Giving success examples – documenting case studies
5. Asking thought provoking questions (without prying into their personal life) with the hope that they will open up and
Pens are used by almost everybody, from students, professionals, housewives, company executives and virtually any type of job. Therefore making a promotional pen that contains the company logo, a product name, a company design and any marketing idea that a company wants the public to see is definitely effective. It reminds your customer of your company each time the pen is used. Promotional pens could be used as low-cost promo pens at the point of sale or better-quality promo pens a consumer will keep and use everyday. Promotional pens are perfect giveaways for corporate events, launchings, tradeshows, exhibits and other marketing activities.The business of making promotional pens is very challenging. It should answer the very question a prospective client will ask you. “Why would we choose your company to make promotional pens for us?” or “What makes you different from others who are also into promotional pen business?” Likewise, if you are part of a company that is looking for potential suppliers of promotional pens, you should be very careful in choosing one.The goal should always be to develop a promotional pen that will
Lastly, a generally positive attitude is necessary to promote the maximum and optimum use of knowledge and skills in the selling situation.
II. Attitude Is the Foundation
It is agreed that the attitude of the sales rep is a key factor in their success. It is really the foundation for success. The critical question then becomes how to ensure that the best possible attitude exists on the part of the non-performing rep. If the individual is not receptive and has a poor attitude to begin with, very little can be done to create an atmosphere conducive to learning. This attitudinal problem must be corrected before another step is taken. If it can not be corrected then termination may be the best answer for both the rep and the company. However, don’t give up too soon. Sometimes the “devil you know is better than the devil you don’t know.” In other words, turnover is very costly. Besides, if it is something you as the sales manager or something about the culture of the company that contributes to the employee’s attitude and lack of success, then termination will only temporarily solve your problem.
III. Fundamental Steps to Address Attitude Issues
There are a number of fundamental steps that can be taken to improve the attitude of the employee. Some of these are:
1. Encouragement of maximum participation in sales meeting and other training opportunities.
2. Creation of enthusiasm by demonstrating support and enthusiasm.
3. Creation of confidence in the program by providing support and resources
4. Giving success examples – documenting case studies
5. Asking thought provoking questions (without prying into their personal life) with the hope that they will open up and
What is the biggest obstacle to making a sale? Here’s a clue:"Thinking is easy, acting is difficult, and to put one's thoughts into action is the most difficult thing in the world."- Johann Wolfgang von GoetheThe answer is customer inertia. It’s relatively easy to convince a prospect of the value of your product or service (assuming your product offers a genuine value to customers). Tell your story, give the facts, present the benefits and you’ll soon have your prospect thinking. “This is a good product.” You might even have you prospect thinking “It’s worth the cost.”Now get your prospect to act. Not so easy. And no matter how convinced your prospect may be, he or she isn’t a customer until he or she takes action.There are many reasons for customer inertia: fear of making a wrong decision, complacency, hope that a better product will come along. People resist change; people resist taking action. Whatever the reason for the inertia, your prospect will only take action when you overcome his or her resistance.What's the best way to create urgency and influence people to take action?The
III. Fundamental Steps to Address Attitude Issues
There are a number of fundamental steps that can be taken to improve the attitude of the employee. Some of these are:
1. Encouragement of maximum participation in sales meeting and other training opportunities.
2. Creation of enthusiasm by demonstrating support and enthusiasm.
3. Creation of confidence in the program by providing support and resources
4. Giving success examples – documenting case studies
5. Asking thought provoking questions (without prying into their personal life) with the hope that they will open up and allow the exploration that points to the real cause of their poor attitude and non performance
6. Personal skill development training that addresses people skills
If you can discover the cause and correct the attitude issue then hope exists for this employee. The proper attitude at the very least can help you determine if this employee is worth the investment of your personal coaching time, additional training and the deployment of other company resources. If the root cause of the attitude problem can not be determined and corrected, probation and termination certainly enter into the equation. Sometimes we just don’t hire right and need to correct our mistakes.
IV. Is Training the Issue
Generally, if you are good at the hiring process, non-performance can often be traced to a lack of or improper training. The training program should be designed to achieve maximum participation on the part of the sales rep; as much time as possible should be devoted to realizing this goal. This is especially true if you need to set up a special training program to help a non-performing rep. It has been proven time and again that active participation in sales training is one of the most effective methods of developing both an attitude for learning and an attitude for successful salesmanship.
V. Coaching for Non-performance
To help a poor performer the coaching process would include these five steps:
• Define the Situation Clearly - gather facts and identify performance results. Don’t sugar coat this or pull your punches. It is important that the rep understands the critical nature of this process and the necessity to improve on performance.
• Counsel - meet with the rep and make it clear that your goal is to help them improve their performance. Avoid blaming, reprimanding or delivering ultimatums. Show support and a belief that you can help the rep improve their performance.
• Ask the Sales Rep – Many times the sales rep knows better than you do how to solve the problem. Get their opinion on what they think they need to change. Don’t command an answer or give them instructions on what to do. Help them find the answers with your guidance
• Develop an Action Plan Together – Focus on the activities that are necessary to create the expected results. Make sure the plan has clarity; it’s all encompassing, comprehensive and achievable. In other words, look for short term wins and set up success milestones to encourage the rep to be persistent.
• Continuous Review – Once you have established a success plan it is essential to establish regular follow-up meetings to monitor the activities and make course corrections when necessary. This review process is outside the scope of the normal territory review process as it should occur much more frequently (perhaps even on a weekly basis).
• Take It Seriously -- When a sales rep is under-performing, the manager needs to hold them accountable. In some cases it may be necessary to reestablish expectations. However, if the expectations are not unreasonable and all the other reps seem to be able to meet expectations and additional training and coaching just isn’t working then “Termination” is a decision the rep himself makes for the sales manager. It’s usually better for the rep, better for the manager and better for the company. That is exactly why this process must be taken seriously.
The sales manager is not personally responsible for sales. However, he is directly responsible for the development of the sales force which generates sales growth. The sales manager is charged with the responsibility of setting proper expectations, developing systems to track and record sales activities and results and eliminating any excuse making when results are not achieved. A sales rep cannot perform without knowing what is expected of them. Expectations spell out what is required to succeed, and believe it or not but the majority of sales reps do want to be held accountable. The single biggest key to success is d
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