DM Training Blog
No matter what you're selling, you can always get better. Learn the sales insights, tips, and trends you need to know to improve your sales behavior and grow your pipeline.
Let’s start by admitting the enormity of the challenge - onboarding and getting sellers up to speed is a huge task. On average, new sales hires spend 10 weeks in training and development and only become productive after nine months or longer. And guess what? Even after you find and develop these new sales hires into great professionals, they are hard to keep. The annual sales force turnover rate is 20% according to CSO Insights. If that wasn’t enough, turnover is exceedingly expensive. According to a study from DePaul University, it costs organizations $97,960 to replace the average sales rep. That’s a lot of wasted time, money, and resources, which means developing an effective sales onboarding program is critical to the success and retention of your sales force. Your new hire training and sales onboarding process shouldn’t be thought of as a one-time event. It should be thought of as an ongoing process and journey that will continually evolve and develop over time. In each wave of new hires, you’ll deal with different personalities, experiences, preferences, and perspectives. Your onboarding and development process must be flexible and adapt to these factors. Here are 7 ideas for every sales manager to get the training and development process started:
All management roles are stressful to some degree, but managing a sales force is arguably one of the toughest jobs out there. With so many competing priorities and interests, pressures from key stakeholders across the organization, and not to mention the burden of the company’s financial success on your shoulders. And that’s just the beginning.
The right sales training for your employees is integral to the success of your business. Before you invest, make sure you have all of the information you need to make a smart decision.
According to Salesforce, 61% of organizations engaged in social selling report a positive impact on revenue growth. Increasingly, B2B customers want to gather information online about potential partners before making a buying decision. Business leaders agree that digital can provide the opportunity for disruption as sellers are able to reach customers directly, but knowing how to drive digital growth remains a challenge for many businesses.
Have you ever been in a situation where a customer has said to you, “I like what you’re selling, I like the product or service, and I’m all in favor of it. I’m going to talk to my boss, and I’m going to tell her that I think this would be a valuable investment. Let’s see where that goes.” So often, we hear these kinds of things and we assess how much potential this new opportunity has, how much time we should be spending on it, and how many resources should be applied towards it.
As we discussed earlier this month, digital transformation is opening the door for increased transparency and improved collaboration. As businesses rethink their approach to organization and communication, it is essential for salespeople to adopt a strategy of lifelong learning.
As a kid your biggest goal was probably something along the lines of riding your bike without training wheels. In high school, maybe you were focused on making the varsity basketball team as a freshman. During your college years perhaps your greatest ambition was to land a prized internship or graduate Summa Cum Laude. Different goals capture our attention at different stages of our lives. Now, your goals are likely more career oriented. This means you must learn how to become your own career coach. If you know what your number one desired career outcome is, all you need to do is commit and then get started! ....Easier said than done. Once you've committed to becoming your own career coach, the very next thing to think about is identifying your priorities and uncovering your next steps. So, what can you do to start being your own coach?