Article Source: http://EzineArticles.com/?expert=Troy_Netreba

Here’s some so great news for you: your potential customers have got too many additional vendors to buy from.

Your own sales team is usually way too savvy (as well as a little bit spoiled) too…they are simply a product of a “feel good” era of unlimited success.

There are tons of solutions almost exactly like the ones you have which are simply a mouse click away. Even worse is that chances are your current product or service is likely bordering on a being a commodity!

Now in this kind of super competitive, price-driven business universe most of us reside in, precisely what can a sales manager do regarding this?

The vital thing you will need to try to is to decide on a strategic sales approach which optimizes your own sales results while maximizing and bettering your prospects satisfaction with your products or services.

Seems like a mouthful…but allow me to explain.

With information simply a mouse click away, if you sell a product to a person and they are unhappy with it, the swiftness which that knowledge will get passed from the let-down customer to a would-be client is faster than you can say “Follow me on Twitter”…

For that reason, your own sales team’s sales tactics need to evolve with the times.

What your sales managers need to do is position your product or service under the ultra-high powered electron microscope of scrutiny and determine precisely what “features” of your products and services are TRULY better-quality than the competition.

Several examples are:

* Your expanded support is longer
* Your consumer support number is open a bit longer
* Your price is a little bit cheaper
* Your product or service saves office time because it delivers fewer errors when used
* Your replacement items are built with better quality material

When you figure out those 1 or 2 features you are genuinely outstanding at then implement the 5 key techniques to beating sales quota below:

1. Identify which of those “feature” distinctions between you and your competition are actually significant
2. Figure out precisely what the “benefit” of that particular feature is
3. Figure out the “benefit behind the benefit” of that benefit
4. Coach your salespeople on the correct way to articulate this “feature – benefit behind the benefit” tactic in a sales call
5. Settle back and enjoy your sales budgets getting blown out

In our next post we’re going to train your sales managers specifically what questions they need to ask to complete #1 above, in addition to how to find out exactly what the “benefit behind the benefit” actually is.

Article Source: http://EzineArticles.com/?expert=Ralph_Burns

Did you ever lose a sale that you thought was “in the bag?” You nurtured the prospect and all the signs were good, only to find out that they bought from someone else? Did a client or customer stop buying from you “all of a sudden” and you don’t know why? Very often the client may provide a reason but it really doesn’t sound plausible?

These situations are happening more and more often and vendors are struggling to truly understand why.

Recently our company was retained by a few vendors to call the lost customer/client on their behalf, but as an independent company, acting on behalf of the board of directors/management team, to attempt to find out the real reason behind their decision. It was incredible how open the prospect/former customer was when we positioned ourselves as:

1. not looking to make a sale
2. providing high level feedback to management so that they could improve their sales process.

In talking with us – an independent firm – they were happy to provide the real reason behind their decision. Often, they didn’t provide this reason to the selling company themselves because they didn’t want to hurt anyone’s feelings. While this is understandable, it often prevents a company from making changes that would make them a better selling organization.

By knowing the real reasons behind lost sales, companies can improve their processes and planning and implement proper sales and marketing to be more successful. It could also lead to improved training, help to evaluate salespeople and get an honest evaluation on products and services. An independent viewpoint often creates perspective that is sometimes hidden behind emotions, attitudes, loyalties and (dare one say it?) a lack of caring on behalf of the customer/prospect.

It is possible to break-through and find the real truth behind the lost sale if you use an independent company to do the questioning.

Article Source: http://EzineArticles.com/?expert=Neville_Pokroy

People often ask me “What’s a Sales Animal? “ Over the course of my 30+ year career in sales, I have come to the conclusion that the answer is very unique.  A true Sales Animal is many things, both tangible, and intangible.   Their persona encompasses a lifelong molding process that is constantly being refined and honed.  This is what makes them into the person that they are.  Because of this their characteristics are vast.

To begin, a Sales Animal is driven. They are intensely motivated, both by money and by fame.  This gives them endless amounts of energy.  The term “long hours “doesn’t exist in their vocabulary.  They work to accomplish what they set out to.  Nothing less is acceptable.  A Sales Animal is hungry.  They crave challenges.  They are aggressive survivors who play to win.  Tough competition is the norm for them.  It pushes them and they thrive on this pressure.  Failure or losing are never options.

A Sales Animal is both confident and humble.  They have achieved a working balance between these two characteristics.  A Sales Animal believes in themselves and their abilities, but understands and accepts the value of self assessment.  They know that true leaders are not born, they are self made.  Consequently they are addicted to self improvement and personal development.  Even though they may need it the least, they seek it out the most.  Their thirst for knowledge is unquenchable.

A Sales Animal is a meticulous planner.  They are very detailed oriented.  They set high goals, never looking to just hit them but always looking to surpass them.  And they know exactly what they need to do to accomplish them.  A Sales Animal has a systemic approach to success.  They have a method to their madness and their success rarely comes from good fortune.  Rather it is a byproduct of preparation and execution.

A Sales Animal is anything but normal and maybe even a little off centered.  They are risk takers but they are always shrewd.  They have a keen sense of risk vs. reward.  The rewards they garner most times outweigh the risks they take.  A Sales Animal has total control of their emotions.  They keep themselves in top mental shape.  Excellence coarses through their veins, separating them from the rest of the pack.

In sum, a Sales Animal is someone who encompasses a multitude of traits that makes them the true King of the Business Jungle.

You know the type – the person who never shuts up, disagrees with everyone, and hogs the attention. They’re typically oblivious to the fact that everyone around them wants them to shut up. But, there are also those who are aware of what they’re doing and thrive on being antagonistic and annoying.

So, how can you control this idiot? Here are a few tactful tips that can work almost as well as a muzzle:

DON’T rise up to their level of obnoxiousness. You certainly don’t want to be pegged as someone with similar bad behavior, nor do you want to give any ammo to the idiot to attack you personally.

DO acknowledge them sweetly and say things like “that’s a good point”, “interesting that you bring that up”, and “I understand why you think that”. You would probably rather gag than say such niceties, but sometimes acknowledging them is all they need to tone it down.

DO call for a break if they are getting increasingly out of control despite your attempts to rein them in.

DO pull them aside and speak to them privately to express your concerns.

DO try to get them on your side and ask for their support on certain issues that you will be discussing in the class.

DON’T hesitate to ask them to leave the session if they refuse to participate in a productive manner.

It’s an unfortunate reality of life that there are certainly obnoxious individuals among us. And, meetings and training sessions can bring out their worst behavior. However, by beating them at their own game and not tolerating their ego-focused nonsense, you can effectively minimize their ability to irritate you and your fellow attendees.

Adrian Miller is the President of Adrian Miller Sales Training, a training and business consulting firm that she founded in 1989. Adrian Miller Sales Training designs and delivers sales-level performance training and executive-level business development consulting for your unique business.  To learn more about Adrian please visit her website at www.adrianmiller.com

For salespeople, it is instrumental to understand where that line is drawn between persistence and nagging. This requires the ability to recognize when a request or a question is self-serving and doesn’t offer a benefit for the person being queried. Persistence is a good thing. However, to be perceived as persistent, yet not a nag requires the mastery of the following skills.

Respect

Persistent salespeople are very aware of their prospects’ and customers’ time. They respect others’ time constraints and understand that their priorities most likely don’t include listening to lengthy sales pitches.

Value

When reconnecting with someone in a persistent mode, it’s absolutely necessary to have something of value for them. Don’t be tempted to just “follow up” or “check in”. Instead, have information, an invitation, or an introduction to present to them. You’ll be deemed far less self-serving by bringing something of value to their table, and they’ll be far more receptive to your repeated attempts to get them to buy something.

Sensitivity

Knowing when to rein it in is essential. Even though you can’t lose what you don’t have, you can irritate prospective customers so much so that they will nix you from all forms of communication. Once again, respect and consideration are the rule.

The best salespeople are skilled in remaining persistent and not getting discouraged while never crossing the fine line of being a nag or nuisance. Being able to do this is one of the most valuable skills that a sales professional will learn and it requires ongoing practice to refine and master.

 As the economy heats up staffing firms again are hiring sales reps to bring in the business.  Regarding the specific task of hiring sales personnel, staffing firms have the exact same challenges of their clients.  They hire sales people they like.  Not a prudent practice.  There are many practices a staffing company can do to increase the success of hiring sales reps.  The results are worth thousands of dollars…, in your favor.

 When to hire a Sales Personnel

Astute business owners typically use an economic model to assist them in deciding when to retract staff or add on staff.  An economic model is not a budget or a particular profit and loss format.  Rather, an economic model is a financial model that one uses to stand one’s business up against to help make hiring decisions from a financial perspective. 

 In an economic mode, a business would have financial line item goals, and would be managing the business to or within these specific goals.  For example, the business may not want the general and administrative expenses to exceed a certain percentage of revenue or they may not want the sales expense to drop below a certain percentage of revenue.  Below are two economic models: one for a low margin staffing business unit and one for a fair margin staffing business unit. 

 In example 1, the “sales” expense is listed as 3% of revenue.  If the actual “sales” expense is 5% of revenue, then under this model, one will not be adding on sales executives.  Why, because the existing sales team has not reached full production levels and has additional capacity to generate revenue.  If the actual “sales” expense is 3% of revenue, then under this model, one will be adding sales personnel.  Why, because the existing sales reps are running at full production levels.  (One word of warning is, if the business’ compensation plan is too rich, than this dynamic will throw off the economic model.)

 In example 2, we are shooting for the 25% gross margin levels.  This is a staffing firm offering niche services.  We have more raw dollars to allocate toward the “sales” expense.  Great!  And because it is a staffing firm offering special niche staffing services, we generally end up paying healthy salaries plus a commission structure to sales reps.  All that said, the same guidelines will be in play.  In example 2, if the actual “sales” expense is 7% of revenue, than the business will not be adding on sales staff.  Why, they are under producing.  If the actual “sales” expense is 4% of revenue, the sales team is producing at above average levels.   It is time to add on the sales staff. 

 Another time to hire sales reps, beyond the economic models, is when the company has built out a strategic plan and has the plan, intent and money to open up in new markets.  Yes, we develop performa’s to assist us in making good decisions and managing how we are spending money in a new venture or new market.  But we are adding sales personnel based on strategic intent and our desire to grow the business. 

 Another time to hire sales reps is when our intuition over rides our logic.  Business people working in markets have a “feel” for the market.  They know when business is retracting or when business is picking up not based on the stock market but based on living and moving and operating in that particular business market.  We cannot shun this intuitive messages.  Therefore, a good time to hire a sales rep is when one has that certain feeling that buyers or the local market is beginning to move and shake in a good way. 

 Hiring Process

Process makes perfect.  The main benefit of having a hiring process is that the company ensures that no critical hiring steps are missed when the company is hiring personnel.  Many hiring mistakes are made when an owner or VP of Sales meets a prospect, likes this individual and hires them outside of standard operating procedures.  This is not unique to the staffing industry.  In general, small business struggle with establishing and remaining committed to a standard hiring process. 

Another main benefit of having a hiring process is that one person within the organization can in fact drive the process and be totally responsible for the execution of the hiring process.  If no one person is responsible for the execution of the hiring process then it is a simple case of too many cooks in the kitchen.  Typically, the human resources department assumes responsibility of facilitating the hiring process and making sure that all steps in the process have been fulfilled.  But this does not mean the human resources department would not work hand-in-hand with a Vice President or Regional Manager or Branch Manager. 

 A brief but adequate hiring process might flow as follows:

 Step 1 – Develop a hiring profile: a hiring profile includes particular job experiences and/or characteristic traits.  For example, we hire no candidates right out of college, candidates must have three plus years of selling experience, candidates must have experience selling services not products, candidates must have a college degree, etc.  The hiring profile will also include certain competencies the company is seeking in a suitable candidate such as computer skills, researching skills, phone prospecting skills, face-to-face selling skills, account management skills, etc.  Start with the end in mind and work your way to that outcome in a candidate. 

 Step 2 – Develop a job description: a job description includes specific job task duties that a sales representative has to perform in order to be awarded the job.  Some of these tasks in the staffing industry include researching, phone prospecting, face-to-face meeting with clients, making reference checks, problem solving, attending daily huddle meetings, working with the fulfillment team, etc.  What is going to increase your hiring matches?  Clearly articulating job task duties prior to hiring personnel. 

 Step 3 – Develop a job posting: A good job posting will include all vital information such as industry, job title, salary range, a couple of “must have’s” to apply, and a hook (what’s in it for them) to lure in candidates.  Some staffing firms do not put an email address in the posting, only the mobile number of the Branch Manager or Sales Manager.  Why?  Good sales candidate will weed out companies before the company has the opportunity to sell the candidate on the job.  It is best to have the first point of contact be the sales manager who can (a) hear how the candidate sounds on the phone and (b) close the candidate on a face-to-face interview .

 Step 4 – Posting the position: One can go the route of posting an open job on the well known job boards.  Keep in mind that there are 100’s of job boards that allow for free postings for specific job positions.  Don’t just post on a couple of job boards.  The company has to advertise the job via several job board mediums.  The lesson, cast the net wide. 

 Step 5 – Sort and prioritize candidates: As candidates come in, stand these candidates up against the “hiring profile”.  Now, the established hiring profile will act as the key criteria that will assist the hiring manager or the human resources department in prioritizing top candidates.  Smart sales reps don’t wait around.  If your response is too slow, then you are communicating to candidates that your organization is sluggish and not well managed.  Companies that have their act together make decisions, move on these decisions and make things happen.  And good candidates know it and will act accordingly. 

 Step 6 – Conduct phone interviews: phone interviews are very brief.  The company simply wants to make sure that the candidate has a good phone voice and good phone presence.  The company wants to validate a few items that are in the hiring profile to ensure that the candidate does in fact have these competencies and qualities.  Then the company will want to set up a face-to-face interview.  The key goal of the phone interview is to quickly reach out to the top candidates and get them in the office for a face-to-face. 

 Step 7 – Conduct face-to-face interviews: Face-to-face interviews can last anywhere from an hour to three hours.  The traditional “walk through the resume” technique is an easy way to get started but it wastes a lot of time forgoing more critical interviewing techniques.  What is important in a face-to-face interview is to get a really good feel about the candidate’s in-depth experience in particular competencies.  For example, “Tell me about your problem solving skills?”  “Give me an example where you faced a problem or conflict with another team member.  What did you do?  How did you resolve the conflict?  Where were the outcomes?”  The interviewer wants to dig deep and find out the details of how a candidate performed a certain competency.  Any candidate can say, “Yes, I have sold services.”  You want to have the candidate talk through several examples of how they in fact sold services…and a lot more of course.

 Step 8 – Utilize personality profiles: Industrial psychologists have been developing and validating “sales aptitude” surveys for years.  An acquiring company can purchase such tools for a relatively low price point.  $100 for a personality survey can save a company thousands of dollars on the back end by avoiding bad hires.  In any case, have the candidate take a personality profile.  Process the results with the candidate either in a second face-to-face interview or phone interview after the initial face-to-face interview.   Some EEOC laws do apply with these profiles, but nothing any staffing firm cannot handle.  The organizations selling the tools will guide any customer through these issues. 

 Step 9 – Make a verbal offer: Once the company locks in on a couple of candidates, a verbal offer is made.  A verbal offer is just that, verbal, not in writing.  The company doing the hiring will get a better feel of the candidate in this step.  It is not uncommon for candidates to put their best selling foot forward while interviewing.  When a verbal offer is made, many candidates will put down their guard and show more true colors.  Take note here.  It is critical to not ignore any intuitive hints that may emerge at this point in the hiring process. 

 Step 10 – Negotiate details: If things are positive and move forward, then negotiate all the details verbally on the front end.  First, this gives the candidate ownership in the employment relationship right from the start.  Secondly, the hiring company will also experience firsthand how the candidate performs negotiating skills.  Don’t be put back by a hard negotiator.  If a candidate is negotiating hard for a good deal, chances are that this candidate will negotiate just as hard for your company.

 Step 11 – Run back ground checks: Standard background checks include drug tests and background verification checks which include past employment compensation verification.  Again, many organizations provide this service and in today’s day and age. 

 Step 12 – Make a written offer: The written offer is the last piece.  It is a formality more than anything else.  All the negotiating should be completed prior to a written offer being sent.  There should be no surprises on either side of the equation.  If your firm does not have a standard offer letter, a simple internet search will offer plenty of reliable examples. 

 All said and done, hiring sales reps is not an easy task.  There is an art to the job of hiring sales reps.  Even if one has years of experience, mistakes are still had.  Nobody bats a thousand in this category.  However, a strong economic model and a solid hiring process can really help in minimizing mistakes and truly save the company thousands of dollars on the back end…, in your favor of course.

 Tom Kosnik assists staffing companies improve employee performance, corporate revenues and net income profits.  More can be learned at www.visusgroup.com.  Tom can be reached at 312-527-2950 or tkosnik@visusgroup.com

Over the last decade or so the profession of selling has gone through significant changes.  Whether you’re selling software, financial services, or BMWs the art and science that is sales has shifted from being a purely product or commodities driven industry to much more of a value based consultative industry.  The sales reps that have adapted with these changes have continued to be highly successful.  Those that have not are now doing something else with their lives.

Having said that, it’s vital to remember the importance of the mental aspect of selling.  You see it’s not just about having the best offerings or the best relationships.  That won’t insure you of success.  The great sales rep needs to go above and beyond with their effort.  But how do we do that?  How do we keep our drive?  Our motivation?

One of my first mentors in sales taught me something I have never forgot.  He said being a success in sales takes a “distinct winning mentality.”  It’s not just about preparation and hard work.  It’s also about having the proper mindset.  You need to be selling yourself every day on making the extra effort.  He taught me that if you look at your opportunity in sales like “a job “, you will be paid like an employee.  But if you look at your opportunity in sales like “a business “you can be paid like a business owner.  And if you look at your opportunity in sales like a “sport or a game “, you can be paid like a professional athlete.  And we all want to be paid like Lebron James!

The proper mindset will enable you to make an extra follow up call, send one more follow up email, and knock on one more door.  I have always said “ 5:30pm on a Friday afternoon are when heroes are made! “   Many years later and many deals later, I still believe that.  To turn that belief into activity and that activity into production requires the proper winning mindset.  Remember the movie Stripes the next time you need a professional pick me up.

“Selling…………it’s not just a job……it’s an adventure! “

Becoming unemployed often means more than losing your job. As the initial shock begins to wear off, you may very well start to experience emotional and financial stress. Worse yet, as this stress builds within you, your unemployment may affect your relationships with family and friends. The longer unemployment lasts, the greater the stress may become. If you are to survive, you need to read these 7 steps on coping with unemployment stress.

1. DON’T BLAME YOURSELF

If you were laid off due to budget cuts, you may initially feel responsible and that you did something wrong, or even wonder why they picked you above others. For all you know, your name was picked from a hat, so don’t start by blaming yourself. An employer making budget cuts has to pick someone. They weight many facts, look at everyone’s qualifications, and then have the difficult task of choosing. You won, but the prize just wasn’t a very good one.

2. ADJUST YOUR LIFE STYLE

You immediately need to sum up your current financial situation. Unless you have a lot of money saved up, you will need to start living on a reduced income for a while; so start preparing for it. Begin by cutting the unnecessary luxuries in your life like high speed internet, pay movie channels and extravagant phone services. Sit down with your family and decide what adjustments need to be made. If you got severance pay, don’t spend it like a bonus; you’re going to need it to survive until you find employment.

3. TAKE CARE OF YOUR BODY

Getting regular sleep, eating properly and exercising are very important for keeping your head clear and your stress levels down. Don’t let the unemployment stress beat you into the ground; you’ll need to be in good shape and frame of mind to get your next job.

4. TAKE CARE OF YOUR MIND

This may not be for everyone, but you need to keep your spiritual mind strong. Pray, read the Bible, and have faith that God has a new path for you to follow. Faith goes a long way in helping you cope. A friend once told me; “When God takes something from your hand, He is just making room for something greater”

5. COMMUNICATE

Discuss the situation. Don’t carry the burden alone. Your family and friends are your support system. Networking with others may land you an interview somewhere. Please don’t under estimate the need to network. Over 70% of jobs are landed through networking, not via online resume submission! Get out of the house and start participating in networking groups. Be sure to let everyone know you are in the market for a job.

6. CREATE A SCHEDULE

Organize your day around the task of finding a job, but set limits. Get up, shower, get dressed just like you were going to work. Your new job is finding a job; treat it like one. Evenings and weekends should be for family, relaxation and recreation.

7. START YOUR NEW JOB

Looking for a job is a full-time endeavor and the most important thing you can do right now. You are most attractive to other employers when you are first laid off so don’t start by taking a few months off before the job searching starts.

So remember, don’t fall prey to unnecessary stress. Follow the 7 steps to coping with unemployment stress by not blaming yourself, getting control of your finances, and taking care of your body and mind. Then don’t forget to communicate with those close to you. Let others help you carry the burden. Finally, make sure you schedule your time wisely so you can plan your job search, network with others, and land that next job.

Article Source: http://EzineArticles.com/?expert=T_Campanaro