Of course you want more sales. Most businesses do. But finding a new salesperson who can produce on par with your best is one of the most difficult hires to make. And the truth is, you might not even need to.
Before you invest a ton of time and energy into launching a search, take a moment to think about what it is you truly need.
With a slight shift in thinking and strategy, you may be able to increase sales without the stress of hiring and training another salesperson.
Sounds impossible, right?
Wrong. Think of your most successful sales producer. When she first came onboard, she had all the time in the world. Time to prospect, time to make sales presentations, time to close deals. It’s no wonder she was so successful!
But with that success has come other demands on her time. Now she’s spending more and more time taking care of her clients and protecting the businesses she’s built, which naturally leaves her with less and less time to spend on prospecting, presentations, and closing. At this point in the game, she may only be spending only 10% to 20% of her time on sales-related activities.
Meanwhile, you want to keep increasing sales. So you decide to go looking for another salesperson just like her. Someone who can prospect, present, and close on par with what she was doing back in the day. But the truth is, your star salesperson could already be doing that for you. If you found a way to free up more of her time.
Time is money
Instead of hiring someone to replace you star salesperson’s revenue, why not hire someone to take on her non-sales related work instead? You know, all of those day-to-day service and process activities that are taking away from her ability to do what she does best: keep selling!
If you hire someone to take those responsibilities, you’ll get your old salesperson (and her amazing numbers) back in no time flat. Without the expensive talent search and time consuming learning curve.
Evaluate the various demands on your top salesperson’s time. When you come across tasks and activities that don’t have to do with prospecting, presenting, and closing, move them to a separate To Do list, then package them together to create a job description for the new person you want to hire.
Based on how prolific your salesperson is, the new position could be relatively high level job. Perhaps even a relatively expensive one. But it will also be easier to fill and execute with predictable success. And the main advantage here is that it will free up your proven talent to get back out there and start closing deals and increasing revenue.
Let your high performer shine
Imagine what your best salesperson could do if you were able to give her back the 70% – 90% of her time that has slowly been taken over with non-sales related issues. Even if you only recapture 50% of that time, it will be a huge return on your hiring investment.
The next time you find yourself wishing for another gifted, knowledgeable, and charismatic salesperson, and think for a moment. Do you really want to launch a search for your company’s next great sales talent, and invest the necessary time, energy and resources needed to bring them up to speed? Or do you just want to unleash your current superstars and let them do what they do best?
Give your top performers the support they need to live up to their full potential, and you’ll quickly discover you have all the salespeople you need.
Running into challenges with employee engagement, turnover, and retention? At Raffa Financial, we’ve got ideas to help you address these issues and more. Get in touch with Raffa to find out what working with a true employee benefits consultant feels like.
Photo by Oksana Mironova