Heres a Proven Method to Target Sales Skill Training to end Sales Performance Issues In move 1 we went over the steps to uncover sales performance issues and decide which are applicable at a high priority for pin-point sales skill training. We first documented the main sales performance issues. There are (4) distinct sales performance silos that will effect the overall outcome of any sales team year in and year out. They are:% of Sales reps to Quota Average New-hire Ramp-to-Quota in months Sales Employee Turnover evaluate Time spent versus Result achieved Next we listed (4) steps to sight out if you have any sales performance issues in each individual sales performance silo and if so to what degree. They were:Step 1: Run the Numbers for any realistic ROI opportunityStep 2: Run the Numbers hypothetically for a Specific improvement Step 3: Run the Numbers for a Reality analyse Step 4: Set the Goal and Train to ItIn our first example we looked at a sales organizations performance silo of New-hire Ramp-to-Quota and determined (1) a sales performance issue and (2) a worthy sales training objective and (3) a realistic sales training return on investment. Lets act that same sales force and utilizing our (4) step process look at the remaining two Sales performance issues; Sales Employee Turnover rate and Time spent versus Result achieved to see what the X2 Evaluator system turns up. go 1: Run the Numbers for any realistic ROI opportunityOur example sales force has 350 sales reps that are responsible for securing new business each month. They currently have a sales employee turnover rate of 45% or 155 reps per year. Ive found in the sales industries I partner with my clients add up between 30%-70% sales employee turnover per year so these folks are right in norm. But the norm doesnt have to be the Future. Heres another important point. In the sales arena. 95% of sales employee turnover is due to Low 1st appointment activity. And in our example sales force it was nearly 100%. Simply if youre not creating enough sales appointments each month you either go out the door or you are Shown the door. Now lets run the numbers to see exactly what this sales employee turnover is costing them and attach a charge of priority to consider pin-point sales performance training. Here are the numbers relevant to costs:Average Salary: $30,000 Recruiting Costs: $ 2,000 Training Costs: $ 3,500 Monthly Sales Quota: $ 3,500 In sum this sales management team is looking eye to eye to a be.
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