Are you seeing less enthusiasm in your sales force? You are not alone.
With each and every solution selling training workshop that we deliver, we hear tales of how much harder it is these days for sales teams to succeed – both internally and externally. Not only is the global economy more complex and intertwined but also the more local sales landscape has shifted. More and more customers are buying differently—they are better informed, expect more and arrive farther along in their buying process when they finally connect with a sales rep.
Many sales teams have not adjusted well to this new way of selling solutions. As a result, their sales reps are having a difficult time differentiating their offerings and selling unique solutions or value. The lack of enthusiasm you observe in your sales force is the result of their becoming disengaged due to unclear sales strategies, undifferentiated value propositions and increased internal and external administrative and legal hurdles. The sooner you can harness the full potential of your sales force by upgrading their ability to meet today’s challenges, the more enthusiastic and engaged they will be.
Our employee engagement survey uses three main drivers to measure sales force engagement.
Would it surprise you to know that our employee engagement research shows that sales forces consistently lag behind almost all organizational functions in terms of advocacy, discretionary effort and intent to stay? Perhaps not – high performing sales professionals typically have exceedingly high expectations regarding pay-for-performance, product and solution quality, future outlook and the effectiveness of related sales tools, processes and systems. If those expectations are not satisfied, they are at risk for disengagement.
As the growth engine and face of an organization, companies cannot afford to have a disengaged sales force. For every drop in advocacy, discretionary effort and intent to stay, there is a corresponding and direct drop in sales productivity. While the rate of sales productivity decline varies by company and industry, on average, a 10% drop in engagement equates to a 4% drop in sales productivity. This does not even include the hard and soft costs associated with the related sales turnover.
Sales leaders and managers cannot afford to disregard employee engagement as an “HR Thing.” It is a revenue growth, sales productivity and customer satisfaction thing. If you are concerned about sales engagement and performance, here are three steps we recommend you take:
Develop top sales talent: To effectively sell solutions, make sure that you identify and quantify the top few sales scenarios that matter most for your unique value proposition and sales strategy along with the critical few sales skills, behaviors and attitudes most likely for client success. Then use experiential-based solution selling training, targeted sales performance coaching and training measurement to drive sales performance.
Read more about developing top sales talent
Engage and Retain Top Sales Talent: Frequently measure the levels of employee advocacy, discretionary effort and intent to stay within your sales force and visibly take the steps necessary to become a highly engaged sales force that retains top sales talent.
Read more about engaging and retaining top sales talent
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