Print Friendly

Who’s up for the Pot of Gold?

Last week we started exploring a key topic for all organisations:

For Companies: How to improve sales?

For NGOs: How to improve fund raising?

We talked about a simple calculation:

  1. Order the sales force by performance from top to bottom
  2. Call the top third: 100%
  3. Divide the middle third into the top third and the bottom third into the top third.
  4. This creates a team sales productivity curve (SPC)

We suggested that an ideal curve looks like the green one below and a less ideal curve, like the red one.Improving Sales

The difference between the two curves is anything from 20-30%. A pot of gold for any sales manager.

If you do the calculations or think your team might be on the red line, here’s the next step:

Define the capability of your top people: What makes them capable of good performance?

If you want to improve sales, think about some or all of the following questions:

  1. Do they have a certain level of education? Matric, Certificate, Diploma, Degree or Post Grad?
  2. Have they attended specific certificated non-sales training that you think makes a difference to their performance?
  3. Have they attended specific certificated sales training that you think makes a difference to their performance?
  4. How many years of experience do they have in your industry or in a similar industry?
  5. How many years of experience do they have in sales?
  6. How many years of experience do they have in your company?
  7. How many prospecting call sessions do they attend monthly?
  8. How many sales appointments do they complete monthly?
  9. How many proposals do they write monthly?
  10. How well do they present to an audience of a few people or more?
  11. Are they particularly professional in their approach to work?
  12. Do they keep their promises and deliver OTIF (on time, in full) most of the time?
  13. What technical competencies do they have?
  14. What software tools are they proficient in using?
  15. Do they adhere to company systems, processes, and values?
  16. Are they confident, outgoing, impatient, target oriented, happy to ask for the business, not scared of rejection?
  17. Do they lead, own their work, handle conflict and frustration, solve problems and build relationships?
  18. Are they quick, resilient, responsive, disciplined, altruistic and self-confident?
  19. Are they co-operatively or assertively involved at work?
  20. Do they have a track record of prior performance?
  21. What did previous employers say about them?
  22. What do colleagues in the sales team say about them?
  23. What do staff from other departments say about them?
  24. What do clients say about them?
  25. What do you say about them?

If you struggle to answer all of these questions, ask HR for help. They have access to the tools, assessments, surveys, and methods to answer all of these questions.

A strategic partnership with internal or external HR Business Partners has a big impact on performance.

You can improve sales by 20-30%. That’s appealing. Isn’t it?

Thanks for reading this. If you have time to comment, please do. I value all comments and feedback.

Next week: An example of a scorecard that summarises many of the questions above into one scorecard on one page.