if you’re a sales or marketing manager, you know how important it is to have a team of people who are excited about making sales and helping your customers. But it’s not always easy to build that kind of team—and it can be even harder to keep them around.
Most entrepreneurs don’t realize that they make terrible salespeople. They are passionate about their product and services, so they can easily convince themselves that other people will be equally enthusiastic.
But when it comes to convincing another person, many founders struggle to close the deal. Often it is because they lack experience in sales and marketing. If you have enough resources, you can hire a dedicated sales team; otherwise, if your startup has just been launched and you are on a tight budget, consider hiring a single sales manager who will be responsible for the first hires and establishing the basic operational processes of your sales department.
In this post, we’ll discuss how to build a top performing sales team from scratch and achieve early success with it by focusing on three areas: hiring strong candidates, training them properly and retaining your best performers.
Hiring the right sales team
- Make sure you have a good product
- Make sure you have a good sales process
- Make sure you have a good sales team
- Make sure you have a good sales leader or manager
Define your ideal candidate
The first step in building your sales team is to define the role. Think about what you’re looking for and create a job description that matches your ideal candidate’s skills, experience and personality.
- What are the responsibilities of this position?
- What kind of skills does it require?
- How much experience is needed?
- What kind of personality traits do you want to see in a person who fills this role?
When creating the job description, think about what qualities would make a good candidate for your company – things like reliability, honesty or commitment may be important considerations. Once you’ve defined these traits as part of their ideal profile, write up a short paragraph describing what it’s like working with someone who exemplifies them (this will help convince people that they should apply).
Competencies of winning salespeople
A salesperson has to be able to sell. That is, they must be able to convince a prospective buyer that they are providing value in some way. A person who can’t do this isn’t going to make it as a salesperson. There are many different ways of obtaining value—for example:
- Selling yourself
- Selling your product or service
- Selling your company or employers (if you work for someone else)
- Selling ideas and concepts that are important for the customer to understand before agreeing upon any kind of purchase agreement
Recruiting a new salesperson
Recruiting is the most important part of building a sales team. In fact, you could argue that there’s no such thing as a bad salesperson—just an untrained one. The good news is that recruiting isn’t hard if you know what to look for in candidates, and how to get them excited about joining your team.
Recruiting is a process, not an event: You’ll want to start by thinking about what kind of person would be best suited for your company culture and mission statement (if you don’t already have one). If you’re hiring someone who needs to sell products door-to-door or over the phone immediately after they’ve been hired, make sure they understand how their job will fit into larger goals at work; otherwise they might become frustrated or demotivated by their daily tasks instead of enjoying them!
You should also look into what kind of background these types tend to come from—and where else they’ve worked before. For example if someone has experience working as an accountant then it’d be easier for him/her than someone without any accounting knowledge whatsoever; however this doesn’t mean he/she won’t benefit from additional training later on down the line either way.”
Retaining your top performers
- Recognition and rewards.
- Training and development.
- Company culture.
- Community involvement in your company, such as events or volunteering with a non-profit organization to help them promote their cause, is a great way to attract talent because it shows that you care about more than just profits: you really want to make the world a better place! This will also help keep top performers engaged by giving them the opportunity to feel like they’re part of something bigger than themselves—and who doesn’t want that?
Developing a sales team is an evolutionary process.
So, you’re ready to build a sales team that will help your business grow. You have a good product or service to sell, but it takes time and money (and patience!) to develop a productive and profitable sales team. In order for your venture to be successful, think of building your team as an evolutionary process.
- Build slowly: Don’t rush into the hiring process without first thinking about what kind of people you want on board. Look for individuals who are self-motivated and driven by success rather than status or perks. They should also be flexible enough to adapt easily as you evolve over time as an organization.
- Don’t hire anyone yet! Before placing any job ads or interviewing candidates in person, write down all the qualities that would make someone ideal for this position—everything from skillset requirements down through personality traits like reliability and compassion—and put together a checklist of key characteristics that every candidate must meet before being considered qualified for employment with your company or organization (or even interviewing). This will help ensure that each new hire not only has all needed skills but aligns with company values too!
We’ve laid out a lot of information here that can help you get started on hiring, motivating and keeping the best sales team for your business. Examine each area carefully so you know what to look for in your next hire, and how to make sure their skills are the perfect fit for your company.
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