Giving feedback to the sales team should be one of the main missions of a commercial manager . After all, there is no point in complaining about missed goals, unconverted calls , poorly served customers and unproductive salespeople and not taking action to reverse the bad results. And feedback can be very helpful in that regard. It is important to keep in mind that feedback is not only used to point out mistakes, but also to reinforce strengths and find ways to further improve what is already being done well . So there should be no excuses for not giving feedback to the sales team – not even if your team's results are enviable (you'd want to keep it that way, wouldn't you?). Developing a feedback culture for the sales team Were we able to convince you to give feedback to your sales team? Great! However, don't think that your job now is just to call them one by one and talk about the work they've been doing.
This is not giving feedback! Feedback is a structured process. For this reason, it follows its own format, has a defined periodicity, must be based on a planned script … in short, feedback is not a hallway conversation; it is a development tool and needs to be taken seriously! Therefore, if you want feedback to be really useful, you need to worry about building a true feedback culture in your company. This will make your team understand, incorporate and respect Greece Phone Number List this initiative. The long-term results will be evident. The first thing you need to do to ensure your feedback to the sales team is effective is to avoid these mistakes: Don't base feedback on data, just guesswork A well-structured feedback starts from the evaluation of indicators, actions and attitudes . The indicators depend a lot on the reality of your company, its goals and objectives.
There are telephone sales metrics that you need to observe and use as a starting point to define which indicators will be included in your sales team's performance evaluation agenda. b) Actions are everything that the professional does on a daily basis to reach the results that the indicators show. Therefore, in order to make a correct assessment of this aspect, you need to be close to your team. c) Attitudes are related to the professional's behavior, and each leader has a list of attitudes that he believes need to be improved among his salespeople. You can, for example, look at focus, proactivity, creativity, resilience, emotional intelligence, and so on. Only after you've evaluated all of these are you ready to give feedback to the sales team. Some technologies, such as Speech Analytics and Call Tracking can be great starting points to get out of guesswork.
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