YOUR COMMENTS.
agreed to most of the points.
NOw , Mr. Leo. i am again confused, these terms sound good and i wish i could propose most of them to the management , but i have to give facts about what could be the ROI's for these trainings.
Because sales people are most of the time out of the office, far from headoffices, multilocation, so doesn't these training hamper their daily training.
Actually, these sales and marketing people in my company have worked and working only and only sales. I found that things like trainings and retrainings are hardly a matter of their concerns and everybody , be it a junior ar asenior are running after increasing sales and business.
So, firstly analysing the need for training and then the process, not hamper it. Then what should i do make management turn their attention towards this...
Here i would again like to tell that i have recently joined this comapny and am the only person in HR. Secondly my company is going for mass expansion. So recruitment is also going on...
================================================== =============================
Your situation is not unique. In a number of cos. when sales are surging fast forward, training
is the last thing they think about.
But the current sales achievements could be due to a number of factors
-growth in demand, outstripping supply
-new customers coming into the market
-new new products
-new applications
-new market segment appearance
etc
There are many reasons why sales are booming.
It is also possible, your company could be spilling more than it is drinking,
due to lack of sales competence.
=============================================
My suggestion, at this junction
-focus on the new entrants
-provide sound induction, which includes training in sales,
which is tuned to your cos. product / markets.
=============================================
Then , you have to find out the weak links in the sales team.
For this , you should do a quick needs analysis.
FIRST,
SIT down with your sales manager [ national or all india sales manager]
and discuss the needs as seen by him.
-what is the market size
-what is your cos. share [ market share]
-what market segments are we strong -why
-what market segments are we weak-why
-what is the market growth rate
-what is your sales growth rate
-what is the nature of competition
-how do we stand against competition
-how do we gain new customers
-how good are we in prospecting
-do we have a prospecting system
-how do we rate our sales people in prospecting
-how do we rate our sales people in market knowledge
-how do we rate our sales people in competition knowledge
-how do we rate our sales people in product knowledge
-how do we rate our sales people in sales introduction
-how do we rate our sales people in sales approach
-how do we rate our sales people in determining customer needs
-how do we rate our sales people in probing questions
-how do we rate our sales people in locating product applications
-how do we rate our sales people in advocating our products
-how do we rate our sales people in selling benefits of our products
-how do we rate our sales people in motivating customers
-how do we rate our sales people in managing objections from customers
-how do we rate our sales people in closing sales
-how do we rate our sales people in managing KEY CUSTOMERS
-how do we rate our sales people in managing MAJOR CUSTOMERS
-how do we rate our sales people in managing regular customers
-how do we rate our sales people in customer servicing
-how do we rate our sales people in sales planning
-how do we rate our sales people in territory planning
-how do we rate our sales people in customer profiling
-how do we rate our sales people in developing / implementing
sales strategies for the terrirtory
-how do we rate our sales people in developing/ implementing
sales strategies for individual customers.
-how do we rate our sales people in negotiation skills
-how do we rate our sales people in relationship marketing
-how do we rate our sales people in business partnering
etc etc etc
==========================================
AS YOU DISCUSS/ ANALYSE HIS REPLIES, YOU WOULD
SEE A FEW RINGS OF GAPS APPEARING, WHICH
ARE THE REAL/ PERCEIVED NEEDS.
Based on the above discussion, and with the sales manager's
approval , design a needs analysis questionnaire for the
sales team.
The inputs from the team / sales manager could be the first
starting point for determining the sales training needs.
Here you may use some of the headings I have provided
you.
======================================
Because of the good sales position, you need not rush
for a sales training program but prepare the ground for sales training.
================================================== ==
NOW TO YOUR QUESTION OF ''ROI'',
this could include such outcomes as
-improvements in market knowledge
-improvements in customer penetration
-improved customer retention
-improved customer relations
-quality selling
-incremental sales volume in units
-incremental sales in rupees
-improvements in gross margins/ total sales ratio.
THESE '' ROI'' can be worked out, if you are sensitive
to the market/ sales situation.
================================================
I have another suggestion,
-spend couple of days with salespeople in the field, locally.
-at least two reps, randomly selected.
-see exactly what / how they are performing.
This would give you a good insight into what they perform.
I AM SUGGESTING THIS, BECAUSE
-I CARRY THIS OUT WITH EVERYONE OF THE TRAININGS
I HAVE CONDUCTED.
-IT HELPS TO BUILD YOUR CREDIBILITY TOO.
regards
LEO LINGHAM
From India, Mumbai
260agreed to most of the points.
NOw , Mr. Leo. i am again confused, these terms sound good and i wish i could propose most of them to the management , but i have to give facts about what could be the ROI's for these trainings.
Because sales people are most of the time out of the office, far from headoffices, multilocation, so doesn't these training hamper their daily training.
Actually, these sales and marketing people in my company have worked and working only and only sales. I found that things like trainings and retrainings are hardly a matter of their concerns and everybody , be it a junior ar asenior are running after increasing sales and business.
So, firstly analysing the need for training and then the process, not hamper it. Then what should i do make management turn their attention towards this...
Here i would again like to tell that i have recently joined this comapny and am the only person in HR. Secondly my company is going for mass expansion. So recruitment is also going on...
================================================== =============================
Your situation is not unique. In a number of cos. when sales are surging fast forward, training
is the last thing they think about.
But the current sales achievements could be due to a number of factors
-growth in demand, outstripping supply
-new customers coming into the market
-new new products
-new applications
-new market segment appearance
etc
There are many reasons why sales are booming.
It is also possible, your company could be spilling more than it is drinking,
due to lack of sales competence.
=============================================
My suggestion, at this junction
-focus on the new entrants
-provide sound induction, which includes training in sales,
which is tuned to your cos. product / markets.
=============================================
Then , you have to find out the weak links in the sales team.
For this , you should do a quick needs analysis.
FIRST,
SIT down with your sales manager [ national or all india sales manager]
and discuss the needs as seen by him.
-what is the market size
-what is your cos. share [ market share]
-what market segments are we strong -why
-what market segments are we weak-why
-what is the market growth rate
-what is your sales growth rate
-what is the nature of competition
-how do we stand against competition
-how do we gain new customers
-how good are we in prospecting
-do we have a prospecting system
-how do we rate our sales people in prospecting
-how do we rate our sales people in market knowledge
-how do we rate our sales people in competition knowledge
-how do we rate our sales people in product knowledge
-how do we rate our sales people in sales introduction
-how do we rate our sales people in sales approach
-how do we rate our sales people in determining customer needs
-how do we rate our sales people in probing questions
-how do we rate our sales people in locating product applications
-how do we rate our sales people in advocating our products
-how do we rate our sales people in selling benefits of our products
-how do we rate our sales people in motivating customers
-how do we rate our sales people in managing objections from customers
-how do we rate our sales people in closing sales
-how do we rate our sales people in managing KEY CUSTOMERS
-how do we rate our sales people in managing MAJOR CUSTOMERS
-how do we rate our sales people in managing regular customers
-how do we rate our sales people in customer servicing
-how do we rate our sales people in sales planning
-how do we rate our sales people in territory planning
-how do we rate our sales people in customer profiling
-how do we rate our sales people in developing / implementing
sales strategies for the terrirtory
-how do we rate our sales people in developing/ implementing
sales strategies for individual customers.
-how do we rate our sales people in negotiation skills
-how do we rate our sales people in relationship marketing
-how do we rate our sales people in business partnering
etc etc etc
==========================================
AS YOU DISCUSS/ ANALYSE HIS REPLIES, YOU WOULD
SEE A FEW RINGS OF GAPS APPEARING, WHICH
ARE THE REAL/ PERCEIVED NEEDS.
Based on the above discussion, and with the sales manager's
approval , design a needs analysis questionnaire for the
sales team.
The inputs from the team / sales manager could be the first
starting point for determining the sales training needs.
Here you may use some of the headings I have provided
you.
======================================
Because of the good sales position, you need not rush
for a sales training program but prepare the ground for sales training.
================================================== ==
NOW TO YOUR QUESTION OF ''ROI'',
this could include such outcomes as
-improvements in market knowledge
-improvements in customer penetration
-improved customer retention
-improved customer relations
-quality selling
-incremental sales volume in units
-incremental sales in rupees
-improvements in gross margins/ total sales ratio.
THESE '' ROI'' can be worked out, if you are sensitive
to the market/ sales situation.
================================================
I have another suggestion,
-spend couple of days with salespeople in the field, locally.
-at least two reps, randomly selected.
-see exactly what / how they are performing.
This would give you a good insight into what they perform.
I AM SUGGESTING THIS, BECAUSE
-I CARRY THIS OUT WITH EVERYONE OF THE TRAININGS
I HAVE CONDUCTED.
-IT HELPS TO BUILD YOUR CREDIBILITY TOO.
regards
LEO LINGHAM
From India, Mumbai
Hello Mr. Leo,
Now you have got me going crazy for your replies. What should I say, simple and to the point answers, i wish I could meet you and ask my all the queries.
Thanx a tons.
I will do allthese things and will let you how i am performing all these. thanks for providing such small and important points.
I am sure your help and suggestions will increase my credibility in my company..
thanx once again.
dips
From India, Delhi
Now you have got me going crazy for your replies. What should I say, simple and to the point answers, i wish I could meet you and ask my all the queries.
Thanx a tons.
I will do allthese things and will let you how i am performing all these. thanks for providing such small and important points.
I am sure your help and suggestions will increase my credibility in my company..
thanx once again.
dips
From India, Delhi
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