There is a proven way to grow your best sales talent and keep them producing
Why is one Regional Sales VP able to keep more than 2x the sales performers on his team than the rest of the Managers in his company?
Paul Mason, a Leverage Coaching client, is a Regional Sales VP for a nationwide, local driven marketing company. He has a successful region and is multiplying his results. His retention rate of sales performers is 70% compared to an average of 30% in the rest of the company. Over 2x higher retention of top sales talent, and they continue to kick butt.
- Paul Mason has a 70% retention rate of producers on his sales team. His team is consistently top-performers
- While his company has a 30% retention rate average
When you hire new sales people you have an obligation to equip them with the tools and the training they need to get a successful start.
Sinking or Swimming?
- Does your onboarding process ensure a new hire’s success?
- Do you initially train them with clear Processes, Tools and Best Practices to help them get early traction and feel successful in the first 30 days?
- Or do you hire fast, throw them out there and basically say… “sink or swim?”
- How often are your new hires sinking?
Know your TRAINING CAPACITY
There are many situations where the existing training capacity needs to be addressed prior to recruiting. If we out-hire our ability to train competently the results will break down. Through disciplined hiring I can focus on my high payoff talent while increasing my training capacity at the same time.
The Training Capacity we build is why we have faster sales growth in the end. By focusing on the top talent that’s currently on my team, we’ve built a huge capacity to EFFECTIVELY onboard.
How could that have happened if I was hiring over my capacity at the early stages of the build?
So it’s important to ask… WHAT IS YOUR TRAINING CAPACITY?
Paul says it is two key words: Disciplined onboarding!
This requires counter intuitive thinking and actions. This approach appears to be slower at building results, but actually is faster to build sales and KEEP a consistently higher performing team!
“The Sucker’s Choice – Hire Fast = Slow Growth”
A robust hiring and onboarding process is disciplined!
You have to stick to the principles that work and then implement! The work is strategic, not just tactical. This will save you tons of time and produces more in the long run. If I hire right and get them producing better on their own – it is so much easier downstream for me as a Manager to manage and motivate them to perform consistently at high levels.
Hire the right people! Get them in the right seats! Doing the right things!
Profile the Position. You MUST know exactly what THIS job requires from someone to excel and win at a high level. If you don’t know the “critter” you’re after… you can’t know the “bait” you need to attract them. Using Personality Profiling/talent assessment tools helps identify your right fit employee.
“Know your critter and use the right bait”
If you’re onboarding your new hires in an undisciplined way, you will hire faster and you will get the selling quicker. And then you will spend a LOT more time, working harder to get them truly trained, producing on their own… and keeping them motivated!
HOWEVER… if you’re disciplined in hiring only the right people that actually fit what is required on THIS job then you properly invest in training and ramping only in that solid-fit new hire.
Be demanding of them upfront
They want the Challenge and will respond to it IF they are the right people! Put them with top sellers to mentor them early.
Set clear expectations immediately
“You now have been trained enough on the lay-of-the-land and enough basics to understand what we do and how we sell it. You will need to know this 9-minute presentation by tomorrow and have it down cold when we meet. If you do not know this 9-minute presentation really well, it’s your way of telling me you’re not serious about excelling in this job.”
They need to know the presentation by their 1st day. Usually giving them 2 weeks to practice and memorize. This is reasonable and mutually agreed upfront so it is perfectly ok to hold them accountable. Now, you have to bounce them out the next day IF they don’t have the 9-minute presentation down cold.
The principle is this that you need clarity and need to see people for who the really are… early! Either they will or they will not step up. Take this clue about who they are and stick to it!
Put them on Notice – “My hiring efforts won’t stop…”
A) “I can’t stop hiring until your ‘check clears the bank.’ That is until you’ve proven you’re producing and capable of performing to our early expectations in this territory.”
B) “I look forward to the day I’m no longer hiring in _(this territory)_. The big opportunity for you is here, but you’ll have to take it. It won’t just be given to you.”
C) “When you show me you can do it – I have more opportunity to give you.”
Understand your high-caliber seller’s style, their preferences and “what they eat for breakfast.” They want to take on a challenge that is worth pursuing! So FEED them!
Building trust with them 1:1
Give them the opportunity to learn to trust you. Let them know and see that you’re working for them and looking out for them. They need to know that you’re on their side, and they can believe in you.
Many managers that don’t onboard this way have to push and even struggle to keep their people motivated. When you onboard correctly, you don’t have to motivate them! Instead, you will .need to talk to them about work/life balance.
Love them and Challenge them early and ongoing!
Provide the tools, create best practices and continue coaching. You will get more than you ever expected of payback in performance. But you need to be willing to invest high-quality hiring and onboarding in your people.
Paul knows that his most important role is to grow his sales team in quality and quantity. He has a coaching process that shares tools and best practices that he uses to get early wins that then compound into winning habits.
Ultimately, hiring and onboarding inverts the whole game of sales managing. If you get this part wrong, you will be hiring fast and growing slow. Then you can’t spend enough time and energy downstream to get them performing on their own.
But, if you do it right… Hire slow, onboard well, you will grow fast!
Huge payoffs for you company and your employees!
A note from Andrea, one of Paul’s top performers:
“It is because of the opportunity that the company that I (we) work for that made it possible for me today to close on the house that I have been living in for just over a year. It is now my home! Having never bought a home before, this is a dream come true. It hurt my feelings just a little bit when I was informed that I didn’t qualify for the first time home buyers discount because last year I made over the $79,000 maximum to qualify. I weighed it out. And I will take a higher income and pull $4400 from my checking account to pay at closing.
Saying that, I also would like to point out that my daughter is getting married in October. Her dad and I are splitting the cost. So far I have written checks totaling $3000. And I know we aren’t done.
I also made another big purchase for myself today and wrote out an additional $5500.
As a high school drop out (I made thru the 9th grade) a single mom of 3 daughters, I found myself living in Cleveland, Tn, working at a sewing factory pulling threads from men’s suits in 1996. My tax return that year was a little over $13,000. This week alone I have written $11,000 in checks that has come from my sole income here with Adcart. Can you say I have arrived?
I am so blessed to have an opportunity to make the income that I now have. They say money can’t buy happiness. I disagree. When you are able to pay for everyday living expenses, put money into savings for your future, have extra money to take the family out to dinner just because, go shopping for an outfit or two and SHOES whenever you feel like it, purchase big ticket items that aren’t in your regular budget, help a family in need, give to your church and causes that are near and dear to you, and still have several thousands of dollars in the bank, that in itself can buy you peace and security. Which in turn buys you happiness.
Thank you AdCart, Paul, and my team. I would not be here today had it not been for the support that is given to make us all successful.