Category: Sales Performance

How to Onboard New Salespeople 100% Virtually

Posted on by hiredna

Largely fueled by COVID-19, a growing number of companies are making the shift to a fully remote workforce. According to a recent Willis Towers Watson report, “Employers expect 19% of their workforce to be full-time employees working from home post-COVID-19” — nearly three times what it was in 2019 at just 7%.

Just like with any other type of position, new salespeople who will be working remotely need effective onboarding. Here’s how to tackle this process 100% virtually and set your salespeople up for success. 

Start By Amassing the Right Combination of Tools

The success and efficiency of your digital onboarding largely hinges upon the tools you use. Therefore, you need to find the right combination and make adjustments along the way. 

One of the best platforms for creating a streamlined onboarding process is Kissflow. It allows you to easily manage every aspect of onboarding and make it systematized for a homogeneous experience for all of your reps. 

Or as they put it, “Keep the onboarding process paperless and free from human intervention with online onboarding and workflows.”

Among its many features, there’s an employee self-service area where new salespeople can submit documents, find information, speak with other team members, and more. 

For basic communication, there’s Slack which allows you to conveniently send messages, share files, and keep new salespeople in the loop. Create different channels and ensure new reps are on the same page with your sales leaders every step of the way. 

And for all of your video conferencing needs, there’s Zoom, which is the most popular option with nearly 43% of the market share as of mid-2020. This is the perfect platform for holding video calls during the onboarding process and building strong rapport (something we’ll discuss in more detail later on). 

For an exhaustive list of other tools you can use to facilitate smoother virtual onboarding, check out this resource from Time Doctor. 

Send Out a “What to Expect” Email

Since there will never be any in-person interaction, it’s easy for miscommunications to happen. So, soon after a new salesperson has officially been hired, send them an email welcoming them to the team along with a detailed outline of what to expect from that point until they’re actually selling. 

For instance, you’ll want to include the exact date and time onboarding will begin. And you’ll want to provide an outline of what will happen throughout each day of onboarding. Here’s a quick example of how LinkedIn approaches their virtual program.

You may also want to mention the technology you’ll be using, both for onboarding and for day-to-day activities, along with login information so new salespeople can get familiar with it ahead of time. The more transparent you are, the smoother the onboarding should go and the less potential for glitches there will be. 

Create a Robust Online Learning Hub

Another essential part of providing streamlined onboarding is developing a robust online educational resource that’s available 24/7 to answer a new rep’s questions and direct them to helpful content. This is a growing trend where “many of today’s leading cloud-based companies, such as Uber, Shopify, Airbnb, Salesforce, and HubSpot, are strengthening their businesses with effective online learning resource centers,” explains Dan Westmoreland of eLearning Industry. 

Some common types of content that are featured in these hubs include:

  • Sales courses
  • Educational videos 
  • Webinars
  • Media files
  • Blog posts
  • eBooks
  • Answers to FAQs

Some companies even have discussion boards and forums where salespeople can share their experiences with one another and sales leaders can offer insights.

So, how do you get an online resource hub like this set up? Use a learning management system like TalentLMS or LearnUpon to create a fully customized library. 

Break Down Training Sessions Over the Course of a Week

Most experts agree that trying to jam a ton of in-depth training into a single day is ineffective, especially when it’s online. If possible, it’s much better to break down your virtual training into multiple sessions throughout the week. 

“Spreading the process over a longer period of time enables hiring managers to address issues and make improvements if something is not working,” says Vicki Chabot of The Enterprisers Project. “It also reduces the stress that a new hire might feel working from home, especially if they are juggling responsibilities with children, partners, and pets while also attempting to absorb new information.”

You might, for example, spend the first day going over the basics like a salesperson’s role, job description, and your company culture. From there, you could move on to more advanced topics like the products you sell, the specific sales techniques your company uses, and so on. 

Have Sales Leaders Speak Regularly with New Salespeople Through Video

Earlier, we touched briefly on using Zoom as a platform for video conferencing. While email and messaging apps like Slack are generally fine for basic communication, experts recommend making it a point to have sales leaders maintain contact with new reps via video throughout the duration of the onboarding process.

That’s because “using video can improve engagement during calls and helps managers/trainers pick up on non-verbal cues (i.e. facial expressions and body language) which is important throughout training and gauging comprehension,” writes Angela Hughes of Acceleration Partners. 

Onboarding in a Remote Sales World

With nearly a fifth of all salespeople being fully remote in 2021 — and no doubt more in the future — many sales leaders need to make some radical changes to the way they onboard. And often that means making the onboarding process 100% virtual. 

Doing so effectively requires sales leaders to use the right combination of technology, set clear expectations right from the start, provide new salespeople with comprehensive online resources, spread out training sessions, and use video to stay in close contact with reps.

See how HireDNA can help you build a stronger sales team by using cutting-edge technology to find ultra talented reps. Book a demo today. 

An Employer’s Step-By-Step Guide to Developing a Sales Performance Improvement Plan

Posted on by hiredna

When a sales rep is noticeably underperforming, you have two choices. 

1) Let them go and find a replacement, or 2) create a sales performance improvement plan (PIP) to help them get back on track. 

Considering the average cost of hiring a new sales rep is about $15,000, plus $20,000 in training, choosing the latter option is often the best choice, especially when a person shows promise.

Here’s an actionable, step-by-step guide to developing a rock solid sales PIP to maximize a rep’s potential, help them boost their confidence, and coach them into a sales powerhouse. 

Step 1 – Examine Their Sales Funnel

In some cases, the main reason for underperformance is simply a leak in their sales funnel. If there’s a particular stage where a large number of leads are dropping out, you’ll want to identify it. 

Maybe, for example, you find that after providing a demo, the rep’s leads aren’t converting like they should. When done correctly, “a demo video can increase conversions by 85%.” But if it’s not hitting the mark and is low quality, doesn’t fully explain the benefits of your product, or is too long, it can result in leads backing out prematurely. 

Research has found that nearly 40% of leads lose interest once a video hits two minutes in length. 

So, the first step is to get a bird’s eye view of your sales funnel and see if there are any changes you can make to put your rep in a better position to succeed. 

Step 2 – Look at Lost Opportunities

Next, you can gain insight by analyzing key opportunities a rep has lost in the past. Examine at least five situations, and patterns should emerge. 

For instance, maybe there’s a trend where using a particular sales technique, like being too pushy and trying to force the sale, is turning leads off. 

Step 3 – Get to the Root of the Problem

The data gathered on lost opportunities combined with leaks in the sales funnel should provide you with a clear vantage point on the exact cause behind a sales rep’s low performance. 

Beyond that, you’ll want to see if there are any other factors behind it, such as:

  • The rep is experiencing personal issues that are negatively impacting their performance
  • They didn’t receive adequate training and coaching
  • They don’t have the right incentive to operate at their best 
  • Their confidence was shaken after losing a major deal 

To streamline the evaluation of your sales team, you can use a tool like HireDNA to identify weaknesses and generate concrete data for crystal clear insights. 

Then, put all of this information together to get to the root of the problem, as this will shape the specific path you take with the rest of your sales PIP. 

Step 4 – Set Quantifiable Goals

At this point, you’ll want to clearly state where your rep is currently at in terms of their sales performance and where they need to be. To do this effectively, you’ll need to set quantifiable goals so a rep knows what your expectations are. 

Here’s a simple example. Say that the rep has a volume-based sales quota, which is measured by the number of products they sell or the total revenue they generate for a particular period. They’re currently only selling an average of 30 products each month, but they need to sell 40. 

This would mean they’re only hitting 75% of their quota, so they need to increase their sales by 25%. Having a clear number like this shows a rep exactly how much they need to improve, which eliminates any ambiguities or confusion. To make this process more manageable, it’s wise to break large goals into smaller sub-goals.

Here are some examples:

  • Connect with at least 35 leads per week — 7 per day 
  • Show at least 10 demos per week — 2 per day
  • Spend at least 3 hours each day speaking with leads over the phone or on video conferencing software 

Step 5 – Provide Reps With the Right Tools and Resources

Once you’ve outlined the level a rep needs to get to, it’s up to you to help them get there. For instance, you could provide them with continuous sales training by assigning them a mentor and giving them access to an online education portal. This alone, can result in up to 50% higher net sales per employee. 

Or, you could give them a cutting-edge sales tool, such as a mobile CRM, that helps reps manage leads more efficiently, so they can spend less time on redundant tasks like data entry and more time selling. Research has found that for companies that use a mobile CRM, 65% of reps hit their sales quotas, whereas only 22% of reps reach their target without one. 

Step 6 – Motivate

Another integral part of the process is figuring out how to effectively motivate each rep. At the end of the day, much of their output hinges upon motivation, so you need to know what they’ll truly respond to.

According to The Harvard Business Review, here are some specific motivation strategies that work best:

  • Don’t place a cap on commissions – A study found that this keeps most salespeople motivated and increases revenue by around 9%. 
  • Offer quarterly bonuses rather than annual ones – “They help laggards contribute to the bottom line without detracting from the performance of other groups.”
  • Make employee recognition part of your company culture – Nearly 70% of reps say they would work harder if they felt more appreciated. 

Step 7 – Measure

And finally, track their progress at logical intervals. For example, look at KPIs two weeks after implementing the sales PIP, after one month, after two months, and so on. 

This will let you know precisely how much progress a rep has made and if additional improvements are necessary. 

Developing a Winning Sales PIP

Firing a rep for underperforming is seldom a recipe for success, and is both costly and time-consuming. Instead, it often makes more sense to enhance a rep’s performance by creating a sales PIP. 

In many cases, this not only gets them up to par with the rest of your team, it allows you to extract their full potential, which improves your company’s bottom line. 

HireDNA is a platform that’s designed to optimize recruiting and build a stronger sales team. Learn how HireDNA’s assessment tools can help you perform individual performance evaluations, while taking a science-based approach.

Easily Beat 55% of Your Competitors By Accelerating Your Lead Response Time

Posted on by hiredna

What if there was a surefire way to beat more than half of your competitors?

Better yet, what if it didn’t involve making any major changes to your product or brand, or a massive overhaul to your website?

There is, and it’s dead simple. Accelerate your lead response time. 

A Competitive Snapshot

According to Vendasta, 55% of companies take 5+ days to respond to a lead. Of those 55%, 12% never respond at all. 

Talk about letting opportunities slip through your fingers. This lax approach means the majority of companies end up shooting themselves in the foot. 

But that’s good news if you’re a brand that focuses on increasing your speed to lead time. 

Theoretically, responding to a lead in 4 days or less means you’ll reach out to leads quicker than over half of your competitors. That alone leaves you much better positioned to close more deals. 

Being the First to Respond

Beating out 55% of your competitors is a good start and should have a noticeable impact on conversions. But what about the remaining 45%?

To truly be at the top of your industry, you need your response time to be lightning fast — ideally being the first company to respond. After all, a study by Lead Connect found, “78% of customers buy from the company that responds to their inquiry first.”

It’s simple mathematics. 

Even the slightest bit of sluggishness can have disastrous consequences, and this is a big reason why brands that are slow to respond have such a hard time gaining traction. If, however, you fine-tune your lead response process so that a sales rep makes contact before any other brands do, you’re instantly in a position to thrive. 

The Golden Window

But let’s take it one step further and look at some specific data to better understand the correlation between response time and lead qualification. 

A study from Lead Simple found that responding within 5 minutes is the ideal timeframe and can have a dramatic impact on the number of leads you’re able to qualify. This is known as “the golden window.”

Wait 10 minutes, and that number drops significantly by 80%. Wait 15 minutes or longer, and that number continues to decline. This graph really helps put things into perspective. 

Making the effort to respond within 5 minutes gives you an immense advantage over the competition. And if you can respond within a minute, sales conversions spike by a staggering 391%!

Although this is easier said than done, these statistics illustrate the impact of accelerating your lead response time. Even if you can reach out within 5 hours, this is still 40% more effective than waiting 24 hours. 

Developing a Realistic Formula 

At this point, we’ve established the importance of a fast lead response time and that keeping it under 5 minutes is optimal. In a perfect world, your sales team could do this with no sweat, and you’d have someone available around the clock to reach out whenever a lead expresses even the least bit of interest. 

But that isn’t always realistic, especially for smaller companies with limited manpower. Fortunately, there are tools available that allow you to contact a lead automatically to schedule a meeting. 

One of the best examples is inbound lead conversion and scheduling app, Chili Piper. Whenever a lead initiates a trigger action, like requesting a demo, they can select a meeting time that’s convenient for them. 

Chili Piper then routes the lead to the appropriate sales rep based on customizable rules, instantly adding the meeting to their calendar. From there, the rep can reach out later to provide a product demonstration, answer questions, and fully engage the lead. 

You can even schedule auto-reminders so a lead remembers the upcoming meeting and has time to prepare, which greatly reduces the odds of a no-show. 

Or, if the lead is ready to talk right away and a sales rep is available, you can use Chili Piper to route a live call to the correct rep. It integrates with major video conferencing platforms like Zoom and GoToMeeting, so reps can have video chats as well. 

Another option is free online scheduling software, Calendly. 

It automates scheduling through your pipeline by instantly sending a scheduling link to a lead when they complete an action, such as filling out a web form. Again, the lead can choose a time that works best for them, while getting key info, like how long the meeting will last, what platform you’ll be using, and so on. 

This is done right from within your website, allowing you to automatically route the lead to a qualified sales rep without any friction. That way hot leads aren’t left hanging, and you can quickly get them to where they need to go. 

So, even if you don’t have a rep available to have a call right away, you can still schedule a meeting to strike while iron is hot and ensure qualified leads don’t get off the line. 

A Recap 

If you’re able to respond to a lead in under 5 days, you’re already ahead of the game and will have the edge on 55% of your competitors. But if you get your lead response time down to 5 minutes or less, you’ll be at the head of the pack.

While it may not always be possible to have a rep on standby at all times, using the right tools allows you to schedule meetings with leads at a time that’s convenient for them. This results in a better overall experience for leads and helps keep your response time to an absolute minimum. 

Looking to build a high-performance sales team? Learn how HireDNA can help, source, screen, and qualify candidates using science and data so you can make better hiring decisions, faster.

Better Sales Coaching Creates Measurable Results

Posted on by hiredna

Sales coaching is often listed as one of the top three priorities for sales managers – and with good reason. Sales coaching is an effective way to increase sales, retain employees, and create measurable positive changes for any organization. Coaching also offers managers an opportunity to not only get a firsthand look at the issues their reps are facing in the field, but also to share best practices that will assist reps in improving their performance. 

But despite the major benefits coaching can offer, research has shown that the majority of sales managers fail to provide effective coaching to their sales reps. In this post, we’ll highlight the impact of effective sales coaching, and show you how you can improve your own organization’s coaching efforts to maximize your sales team’s success. 

Better Sales Coaching Raises Sales Percentiles by 28% – 49%

While it seems fairly obvious that better coaching creates better results, research suggests that the potential for improvement may be significantly higher than many sales managers expect. 

In an evaluation of almost 2 million salespeople and sales managers, Objective Management Group (OMG) found that sales percentile scores were 28% higher for sales reps whose managers devoted at least 50% of their time to coaching. Reps who received coaching also showed higher scores in key sales competencies: 13% better in Qualifying and 24% better in Closing, compared to reps whose managers rarely provided coaching.

Interestingly, these numbers only factor in the time spent coaching – not the quality of the coaching itself. In a follow-up evaluation, OMG discovered that managers who spent extensive time coaching and have great coaching skills can increase their reps’ sales percentile scores by as much as 49%, compared to managers with weak skills who spent minimal time coaching.

More Than Half of Sales Managers Are Not Good Coaches

Unfortunately, further OMG research has indicated that the majority of sales managers do not possess the coaching skills needed to create this level of positive impact. According to OMG, 63% of all sales managers fall into the weak category and 24% of all sales managers fall into the serviceable category – leaving only 13% of sales managers with “strong” or “elite” coaching skills.

Poor coaching among sales managers may be attributed  to factors such as: 

  • Competing priorities – A sales manager’s role includes a number of varying responsibilities, and while coaching is often named as a key objective, few organizations reflect that prioritization in management KPIs. For many sales managers, personal sales and commissions may also outweigh management compensation, and influence the manager’s motivation to devote their time and energy to coaching.
  • Poor definition – Sales managers may also have a poor definition of what “coaching” involves. Some managers may believe that coaching is simply a matter of telling a sales rep what to do, or helping them with basic tasks such as lead identification or pricing. Others feel that listening to a sales call or observing a client visit in the field constitutes coaching. However, these activities require additional learning and engagement elements in order to be effective.
  • Inability to execute – In other cases, a sales manager may understand the various factors that go into effective coaching, but are unable to effectively implement them. In particular, many sales managers falter when it comes to role-playing activities – often considered one of the most important and effective elements of sales coaching.

What Makes Sales Coaching “Good”?

There are a number of ways to develop and implement successful sales coaching programs, but the most effective programs share the same basic qualities. In general, good coaching programs: 

  • Are individualized to the sales reps’ unique skills and learning preferences
  • Promote trust by creating a non-judgmental environment and allowing open discussion of challenges
  • Encourage self-evaluation that allows the sales rep to build self-awareness and guide the coaching discussion
  • Use the Socratic method, with effective questions that stimulate thinking and allow sales reps to have ownership in creating the solution
  • Focus on improving one area at a time versus addressing multiple points and potentially overwhelming the sales rep
  • Focus on improving skills and techniques rather than specific sales numbers

Improve Your Coaching Skills with HireDNA

The sales training and coaching experts at HireDNA can help you improve your sales coaching skills, develop an effective coaching and training program, and deliver high-quality sales training that works within the workflow of your sales team.

HireDNA was recently recognized as an emerging leader in corporate training and coaching. Our experts can assist with any questions about building first-in-class, on-demand sales training tailored specifically for remote sales forces.

3 Keys to Boosting the Productivity of Remote Sales Teams

Posted on by hiredna

One of the biggest complaints we’re seeing from clients in the middle of this global pandemic is that the myriad interruptions to business operations are disrupting sales momentum. While day-to-day sales activities may be continuing, progress toward sales goals is often stalling.

But for savvy sales leaders, the global quarantine lockdown does not have to translate into a sales slowdown. While business interactions may be limited, creativity is not. For every obstacle that emerges, there exists a creative workaround to ensure your team can continue to work productively.

In previous discussions of what it takes for sales teams to thrive in a crisis, our experts highlighted steps like staying client-focused and taking your sales conversations online. In this week’s post, we’ll take a look at how successful remote sales teams can use the right tools and techniques to boost their overall productivity.

1.  Go Virtual

Virtual interactions have become a requirement thanks to the current coronavirus pandemic. While some companies have struggled to adapt their business models to remote operations, smart leaders are finding that virtual tools have allowed their teams to actually reach higher levels of productivity. This is a crucial discovery, because even when the global lockdown lifts, virtual business operations are likely to become part of the “new normal” for many organizations.

In our latest white paper on prospering during a crisis, we explained how can go on the offensive and take a proactive approach to managing the impact of a global crisis. With travel bans and quarantines forcing a shift to remote operations, this tactic includes the need to develop creative virtual sales presentations to present your solutions and demonstrate their value. This could include solutions like webinars, virtual office tours, or live product demonstrations using remote access tools or videos showing your product or team in action.

“Going virtual” can also apply beyond direct sales interactions. Virtual sales training has been a growing trend, well before the pandemic hit, with companies discovering a wealth of benefits to taking their training operations online. Virtual training has been shown to increase reps’ effectiveness, and outperform live classroom training in areas like increased pipeline and greater rep confidence.

2. Create Effective Sales Playbooks

A huge productivity killer is a daunting “to do” list that amounts to little more than a jumble of disparate tasks waiting for the next action. Reps get busy, actions slip into the “do it later” pile, and all the valuable time spent on prospecting is lost because they didn’t follow up in a timely manner. Having an effective sales playbook can help eliminate this common problem.

Playbooks are one of the most powerful tools in your sales team’s arsenal. They clearly outline your sales process, and arm your reps with all the content and strategies they need to navigate the sales cycle and close a deal. Operating without a well-defined playbook puts your team at a disadvantage, and can encourage a chaotic sales process that greatly reduces your ability to improve and scale your operations.

A playbook helps give your rep a comprehensive understanding of the entire sales journey, and allows your reps to clearly see the appropriate next action to take at every stage. This can help eliminate decision fatigue and ensure that your reps are making the right moves, at the right times, to move their sales conversations forward.

This is especially important in a remote sales environment when sales managers are not able to stand over their rep’s shoulder listening to calls and demos, and helping them take the appropriate steps to close the deal.

3. Use the Right Platforms and Tools

Rather than operating as a standalone tool, an effective playbook should be integrated with your CRM system and productivity tools, to help further automate your sales process and improve your team’s efficiency.

An effective CRM allows sales teams to automate tasks like meeting invites, email follow ups, and prospect monitoring. This is a key step in ensuring the next action dictated by your playbook is executed effectively.

Industry-leading CRM platforms, like HubSpot or Salesforce, also include productivity-boosting features like task sequencing, communication tools and templates, and call planning. These systems can be integrated with other productivity apps – including calendars, and prospecting tools – to create seamless sales operations and allow your team to operate at peak levels.

CRMs also offer remote dialer tools that will allow reps to automate the process of logging call notes, recording calls, and tracking their call activities, providing managers with full visibility into their team’s productivity despite being remote.

Expert Insights Help Move Your Team Forward

At HireDNA, we offer a range of solutions and services for businesses looking to scale their sales organizations. From sales performance evaluations and virtual training, to playbook development and CRM integrations, our team of experts can help you propel your business to success and accelerate your growth.

Contact our experts to learn how we can help you equip your sales force with the tools they need to improve their productivity and achieve peak performance.

How to Create an Effective Sales Performance Improvement Plan (PIP)

Posted on by hiredna

Your sales team’s performance is crucial to your organization’s bottom-line. Every underperforming salesperson represents missed opportunities and lost revenue that could have contributed toward your business. While the most straightforward fix may appear to let the salesperson go, think again.

Rather than spend time and resources on ramping up a new hire, it may be more cost-effective to work to improve the underperforming rep’s performance. That’s where a sales performance improvement plan (PIP) comes in.

Evaluate performance gaps and develop a highly successful training program to boost your sales team’s output. Contact a HireDNA expert today.

5 Ways To Create An Effective Sales Performance Plan

A sales performance plan, also known as a performance improvement plan (PIP), is a detailed strategy that outlines the steps underperforming sales reps need to take in order to regain their optimal performance levels.  

This plan defines clear goals and growth metrics along with the roadmap to achieve those goals. With a timeline added to the strategy, your salesperson has a fair chance to improve their performance.

So, how do you create an effective sales PIP? Here are some key tips to building the right PIP:

Evaluation Your Team’s Performance

Before building out your PIP, it’s important to evaluate your salespeople and understand why they are underperforming. Once you do that, you’ll have the groundwork you need to understand what it will take to help them improve in those areas and ultimately increase their performance altogether.

Start with an evaluation to understand your reps’ strengths and weaknesses to determine where you should focus your time and attention. An evaluation will also help to determine if your rep is capable of improving their skills and ultimately their results. 

With thorough sales team evaluations, HireDNA can help you identify KPIs, uncover skill gaps, and discover opportunities for future growth. Learn more.

Provide A Precise Overview

Your performance improvement plan should not include vague statements and motives. Instead, it should clearly state what has been lacking in the sales rep’s performance.

For increased clarity, consider restating their job description and provide a comparative overview of what has been missing. For instance, if a sales rep is expected to meet a minimum of 70% of their quarterly quota and they have failed to do so, mention that with their exact figures in your performance plan.

Remember to include specific examples such as missed projects, exceeded deadlines, or incidents where the sales rep did not meet their role’s expectations.

Outline Tangible Goals

To provide further clarity in expectations, sales managers should provide highly targeted breakdowns of goals and objectives. Consider setting specific activity-based goals, like appointing a minimum number of leads per week or imposing minimum demonstrations per quarter. When defining your goals, be sure to prioritize what you want to accomplish first, and outline incentives for meeting smaller objectives.

For more tips here, read our blog post on How to Set Measurable Sales Goals & Objectives.

Make Your PIP Realistic

The entire performance improvement plan should include steps, learning procedures, and relevant metrics that can be achieved in the apportioned timeframe. If a sales rep is struggling to generate leads, they might require additional training and further time to put that into practice. Cramming the entire strategy into a week is unlikely to bear any fruit. Make sure you work closely with the rep and compare with other reps to help ensure the goals you set are realistic.

Establish Timely Follow-Ups

Once you have presented your sales performance plan to the salesperson, it is essential to schedule periodical follow-ups. As a sales manager, you should remain up to date on the progress your underperforming team members are making.

Regular coaching is key for a sales manager to help reps improve performance. Check-ins will allow you to stay at the forefront of any issues or troubles they may be facing with the plan. Be careful not to make these check-ins overly negative. They should be encouraging and include coaching to uncover obstacles and provide advice to help the salesperson meet their objectives. By showing that you are dedicated to helping them improve their performance, you can build loyalty and motivate them to put in more effort.

Effective coaching can also help to prevent the need for a PIP, as a sales manager can work closely with their reps to improve skills and ensure performance is on track with expectations.

Keep It On The Low

The enactment of a sales performance plan does not have to be a team-wide affair. Particularly in the case of veteran salespeople who are struggling to meet their targets, a publicized sales performance improvement plan can have a dampening effect on their morale. It is okay and often-times preferred to have the PIP remain a matter between the sales manager and the underperforming salesperson.

As a sales manager, it’s important to ensure that the entire process remains a positive experience. Outlining the advantages of the plan and providing positive encouragement can go a long way to boost a rep’s morale and performance.

Develop A High Performing Sales Team

Finding and recruiting talented sales reps is one of the toughest tasks for sales managers. An underperforming sales rep can become a highly successful performer if provided with a meticulously designed performance plan.

At HireDNA, we help organizations build high-performance sales machines. With science-backed sales performance evaluations, we can help you uncover skill gaps on both the team and individual level. Then, through customizable training programs, we can target those gaps and help you to ramp up performance in no time. Let us help you build a winning sales team!

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