Le membre de votre équipe de vente n’atteint pas ses objectifs. Comment pouvez-vous les coacher vers le succès ?

1) Sales Process Understanding: Confirm they comprehend the sales process, including lead qualification, nurturing, and closing techniques. Are they able to identify and prioritize high-potential opportunities? 2) Metrics Analysis: Look at key performance metrics such as conversion rates, sales cycle length, and average deal size to pinpoint specific areas where they are falling short 3)Customer Interaction Review: Analyze recordings or notes from their sales calls or meetings to identify strengths and weaknesses. Are they asking the right questions? Are they actively listening and responding to customer needs?

Es importante que reconozcan todas las etapas del proceso de ventas y tengan estrategias comprobadas y técnicas específicas para cada una de ellas. 1. Revisa en conjunto ¿en qué etapa se genera el cuello de botella? Por lo general a los vendedores se les dificulta: a. lidiar con objeciones b. realizar una excelente presentación de valor de su producto o servicio c. inducir al cierre al cliente en cada etapa. 2. Lo que no se mide no se puede mejorar. Establece un sistema de medición de desempeño y ayuda a tu equipo a identificar sus puntos de mejora con mayor facilidad. 3. Con esa información crear ejercicios específicos y direccionados a superar esos cuellos de botella en tu proceso. Tu equipo necesita practicar esas situaciones.

3 important Goals to set 1) Activity-Based Goals: Identify daily and weekly activities that will lead to achieving the overall sales target. For example, set goals for the number of cold calls, follow-up emails, or client meetings. 2) Outcome-Based Goals: Determine specific outcomes, such as the number of qualified leads generated or the value of proposals submitted. 3) Behavioral Goals: Focus on developing positive sales behaviors, such as active listening, asking open-ended questions, and effectively handling objections.

Establece metas para tu equipo y también motiva a cada integrante a tener metas personales claras. El propósito de las personas siempre tiene que acompañar el propósito de la empresa para tener un mejor desempeño. ¿Las metas se están alineando con los objetivos personales de tu equipo?

Continuous Feedback Loop is critical to ensure that the progress is not only tracked but required adjustments are made Encourage the below 2 points 1) Constructive Feedback: Provide balanced feedback, highlighting both strengths and areas for improvement. Ensure feedback is specific, actionable, and delivered in a supportive manner. 2) Feedback Solicitation: Encourage the team member to provide feedback on your coaching methods and support. This creates a two-way dialogue and fosters a collaborative coaching relationship.

Pienso que el objetivo de un líder no es sólo supervisar o monitorear el progreso y resultados y sí acompañar para que cada integrante alcance su máximo potencial. Acompañar con retroalimentación constructiva, con coaching y El equipo tiene que sentirse retado, motivado y reconocidos. Lo último es lo que muchas empresas olvidan, reconocer esfuerzos y logro de objetivos.

Regular check-ins are key. I schedule weekly meetings to discuss progress and challenges with my team members. During one session, we identified a pattern in lost deals and adjusted the approach. By providing continuous support and celebrating small victories, I ensure my team remains focused and motivated.

Understanding what drives your team members is crucial. One of my sales reps was highly motivated by recognition. We implemented a 'Salesperson of the Month' award, which significantly boosted their performance. By aligning personal motivations with sales goals, we saw a noticeable increase in effort and results.

Identify individual motivators & engage in one-on-one discussions to understand what truly motivates your team member. Is it career advancement, financial rewards, recognition, or personal achievement? Utilize motivation assessments tools to uncover intrinsic and extrinsic motivators. These insights can guide your approach to motivating them effectively. Help them see how their role and achievements contribute to the broader vision and purpose of the organization. A sense of purpose can be a powerful motivator. Give the team member autonomy in how they approach their work and achieve their goals. Empowering them to make decisions fosters a sense of ownership and responsibility.

Motivate him to focus on target, enable his skill through training to meet his performance. Which will enable his productivity automatically

Eu o convidaria para participar de reuniões de prospecções junto a novos clientes da minha região com o objetivo de treiná-lo em sua área de atuação.

Assign them to particular stages of the sales process where their strengths can be most impactful. For instance, if they excel at building relationships, focus them on the initial prospecting and relationship-building phases. Provide training that enhances their natural abilities further. For instance, if they are strong in analytical thinking, offer advanced courses in data-driven sales strategies. Mentorship Programs: Pair them with mentors who can help them refine their strengths and apply them more effectively in various sales scenarios.

Every individual has some unique skill and telant which need a trigger, once you trigger it he will perform automatically. Good manager has to deploy people according to their skill and strength, target.

Muitas vezes não temos noção dos nossos pontos fortes e fora da curva - muito por que são elementos naturais do nosso perfil. Aponte os fontos fortes do indivíduo e mostre como esses pontos podem ajuda-lo a bater a meta.

Alimentar e trazer os pontos fortes do colaborador em conversas recorrentes traz maior senso de pertencimento e gera autoconfiança, que por si só, irá traduzir em maior engajamento para além de buscar aprimorar ainda mais seus pontos fortes, o motivará a buscar se desenvolver em pontos mais críticos, mitigando o mindset fixo.

Uncover Root Causes & Personalized Coaching: While assessing skills and setting goals are important, take a deeper dive to uncover the root cause behind the missed targets. Is it knowledge of the product, objection handling techniques, lead generation struggles, or something else entirely? Once you identify the root cause, tailor your coaching to address it specifically. A one-size-fits-all approach won't be as effective as personalized coaching that directly equips the team member for success.