Even though most job descriptions for sales roles typically say that the candidate most be “self motivated”, as a business owner you’ve probably realized by now it is wishful thinking that merely hiring “self motivated” people will by itself, lead to creating high performing sales teams.
Whether you have just one or two sales representatives or you have several dozen, either you as the business owner, or your sales manager (if you have one) need to play a vital role in keeping your sales force highly motivated.
Holding regular, effective sales meetings with your team is one way of keeping your team highly motivated. The key word here is “effective”. So, how does one make sure your sales meeting is effective?
This was the question asked recently but one of my email subscribers:
Q: “I have a team of 11 sales reps who have all been working for me for the past 5-10 yrs. I know I should be holding regular meetings with them, but I’m stuck on what to talk about each week.” ~ Bob Kelly from Austin, Texas
A: Bob, you are absolutely correct on having regular meetings with your team. Regular sales meetings is an essential key to grow your business. Every member of your team is expected to be better each day. I have come up a meeting structure for you which you can use to help motivate your sales force. I have used this same method myself in planning 1,000+ sales meetings I’ve delivered over the years.
Part I: RECOGNITION
Whether you’re have a team of 11 people, 80 or just 4 sales people, it sets a positive tone and energy to kick off your sales meeting with sincere recognition. Find something to recognize in some or all of your meeting attendees. In addition to verbally recognizing people it’s important to add visuals. People like to see their names in writing. It can be as simple as writing congratulation messages on poster boards and plastering them throughout your conference room or as formal as having a new name engraved each week or month on a sales award plaque.
You can reinforce that recognition in bi-weekly emails to your sales team as well as including it in the printed version of your sales meeting agenda.
Recognition is especially addicting for sales people, so make sure you apply generously to your team. When you recognize positive behavior you attract more of that same positive behavior.
Avoid falling into the trap of negative thinking like — “why should I recognize them for just doing their job?” Because when you take that philosophy you will likely end up going many weeks without giving any recognition at all.
As a mother, anytime my husband or kids tell me I made a great dinner it not only makes me feel appreciated (even though it’s my job to feed them) it also motivates me to make an even better dinner the next meal.
Making your sales people feel appreciated goes a long way.
Part II: INFORMATION
This is the housekeeping tid-bits — FYI kind of stuff you want everyone to be aware of and note in their calendars, project folders, etc.
This part of the sales meeting is for you to share things like:
Here are two new marketing resources now available to you.
Here are upcoming deadlines in our company…
Part III: INSTRUCTION
Never undermine the importance of ongoing training. Sometimes I hear from some grow your business that they don’t need to train their top sales people because they’ve been doing their jobs for 10 years, and they know what they’re doing.
I emphatically disagree!
That’s like expecting pro football players to skip the training camp and send them right into the kickoff game – bad idea! Spend 30-45 min during your weekly sales team meetings to help your people improve one specific skill they use and need, so they can better perform in their jobs. Trust me, even for your seasoned sales reps you’ll never run out of drill-for-skill content.
Part IV: INSPIRATION
It’s often more effective for your people to be inspired by the milestones achieved by their own colleagues than just being talked at the entire meeting by their boss.
You want to leverage the fact that sales attracts people who tend to have a competitive spirit, so inviting the week’s top performer to teach their peers is a powerful motivation for both for the person teaching and for their peers taking notes.
The person teaching ends up feeling like they now have a reputation they need to keep. And, their peers end up thinking — “hey, if they can do it, so can I” or “I can do even better than that”.
So, invite one of your sales leaders to share for 5-15 minutes on how they achieved ______.
How I got 85% of my leads to return my calls this week. How I got 200% more referrals this month. How I got all the decision makers to attend the 1st presentation meeting. How I have my best sales month ever.
This is the fifth and final part of your sales meeting. You, as their boss/sales manager make a big impact in either motivating or de-motivating your sales team. We see this happening all the time in sports. A football team won’t play their best if they’re constantly barked at by a dictatorship style coach or by a coach who appears hands off and indifferent.
They have to want to excel. Even the people who insisted they were self-motivated will still perform far better with a deliberate dose of motivational words from you each week as their leader.
I always like to see a weekly sales meeting end with a motivation piece with what I call a wind up talk.
People don’t really get passionate about the products and services you sell as a company (sorry to break that news to you!)
But, what they do get passionate about resonating with why you do what you do. They rally around what you believe as a company, but more importantly, that you believe in them.
People inherently, want to be great and do great things. Your motivational wind up talk should serve to helping them become the champions they have the potential to be.
As Vince Lombardi so famously said: “Treat them as champions, and they play like champions.”
As you plan out your motivational wind up talk think about:
Why this week is different? What is at stake this month?
What is the target you want them to stretch to reach and why should they care?
How can you help your people get out of their comfort zone?
What’s it all for this quarter?
What personal success skills do you want to help them develop? The power of perseverance, tenacity, positive expectation, resiliency, resourcefulness, etc.
Ok, so to summarize what you’re aiming to accomplish using this 5-part sales meeting formula:
Part 1: RECOGNITION = “I feel appreciated” [I work hard for me because I’m addicted to recognition]
Part 2: INFORMATION = “I feel focused and organized”
Part 3: INSPIRATION = (Peer proof) “If they can do it; I can do it too” [I work hard for my peers because I’m competitive]
Part 4 INSTRUCTION = “I feel equipped to succeed.”
Part 5 MOTIVATION = “I believe I can achieve higher” [I work hard for you because I know how much you care about my success]
In closing, if you need more guidance on creating high performing sales teams I invite you to book a complimentary discovery callwith me here: ► https://paramountbusinesscoach.com/coaching-call-sign-up/
QUESTION: How often do you run sales meetings with your team and how do you know it was effective? Please share your comments in the comment box below.
If you don’t know how to create high performing teams then managing a staff will quickly feel like a burden and drain your time, energy and money. But, the alternative is just not acceptable either.
You don’t want to resort to wearing all the hats in your business or you’ll quickly burn out and so will your sales. Trying to grow your business all by yourself is definitely the LONG, SLOW way to go. Even if you are running a solo practice you’ll grow your business much faster with a small team of just you and one other person.
When you create high performing teams you no longer have to “babysit” your staff or waste precious hours each week chasing after them to meet deadlines.
If you want to know the secret to creating high performing teams — onsite employees or a virtual team, then don’t miss this week’s Q&A episode.
This might sounds like a simple question, but it is definitely not a one answer solution.
In this week’s Q&A episode you’ll discover:
* Strategies for holding your virtual assistant (and onsite team) accountable, so you don’t have to constantly follow up with them.
* How to build team morale even when everyone is living thousands of miles away from each other.
* Plus! I have a special free 11-point checklist you can download to help you create your very own high performing team!
Click the audio or video below.
Then, be sure to share your questions and comments below. I’d love to know what your biggest challenges are when it comes to managing your team.
PS. Ok, I gotta tell you … I am loving recording these Q&A episodes for you!
This feels so much more interactive for me to hear your questions directly from your voice messages. The feedback I’ve gotten so far is that you love being able to listen on the go. And, many of you shared you like that I do a much deeper dive on the audio than I can typically cover in a text only blog.
I have to say, it’s definitely a win-win because these audio and video sessions are so much faster for me to record than writing everything out on a regular blog. (Believe it or not, I am a painfully slow writer!)
So, as long as you guys keep sending me questions I will keep sending you the mini lessons through the audio blog and vlog format.
Signs you need to find right virtual assistants: You’re drowning in an endless to-do list … you feel overwhelmed all the time … you always feel behind in hitting your goals … you’re stuck spinning your wheels … you’re exhausted and feeling burned out … you wear every hat in your business.
If any of those sound like you, then it’s definitely time to hire help!
Oh, and by the way, in case you’re not familiar with the term “virtual assistant” it’s just someone you hire who works virtually. So, they can work from their home and you don’t need to dedicate a full office space to bring on more help.
So, this week’s Q&A episode I answer Morgan Robinson’s question about how to find right virtual assistants. You’ll discover key tips on how to figure out what type of VA you need, best places to find right virtual assistants, my simple process for determining the right and wrong hires and how to set yourself up for success working with a new virtual assistant.
NOTE: If you prefer to hire someone to work at your physical location, these same tips actually apply to both scenarios.
I also shared different answers on this similar topic in this previous episode. Listen to Hiring Tips here
This week’s Q&A episode is for you if:
you’re ready to hire your first virtual assistant, but you don’t know how to start
you’ve tried hiring people before with frustrating results
you know you just can’t do it all by yourselfOk, now let’s dive into this week’s Q&A episode.Grab a pen and paper and get ready to take some notes. Then be sure to share your comments and questions below. I’d love to know your greatest take-aways or specific points you’d like to get more clarity on.
Click the play button below to listen to the
AUDIO BLOG on How to Find Right Virtual Assistants:
Watch the VLOG on How to Find Right Virtual Assistants Here:
If you’re looking for great hiring tips, sales and marketing strategies then you’re in the right place! Growing a business is always full of new challenges at every stage of growth. The good news is you don’t need to struggle with these challenges alone.
My Q&A episodes is a free resource I offer to help you get quick wins you need to boost your sales, productivity and profits.
If you’d like to submit your question simply leave me a voice messagehere.
Here’s what you want to say in your voice or comment message:
1. Your name
2. City and state you’re from.
3. Your question. (what is the result you want to achieve, your challenge?)
4. Your website url (OPTIONAL, but this will help me give you better feedback based on learning what business you’re in)
I’ll share my tips and advice in response. Be sure to share this great free resource with your friends!
This week’s question comes from Jeremy Robinson who asks great questions like: who to hire? … how to define his company’s organizational structure? … who to hire first? … how to define roles clearly and more.
You may be ready to hire additional full time employees to grow your team, but keep in mind if you are a solopreneur these same hiring tips also apply to you too! If you’re a self employed business owner, taking your business to the next level needs to include hiring part time or full time freelancers / virtual assistants.
Watch the video episode here:
Listen to the audio here:
Grab the free resource mentioned in this episode:
QUESTION: What is one strategy you will commit to implementing that I shared in this Q&A episode? I want to hear from you! Share your comments and questions below.
If you’ve been feeling overwhelmed, drowning in emails or you’d just like to work less hours in your business this year, it’s time to hire an admin assistant and follow these hiring tips. An administrative assistant has often been referred to as the office juggler — managing several tasks and wearing many hats at once. Whether you’re a startup company or you are a seasoned entrepreneur, hiring the right person for the administrative assistant position is crucial. Here are four basic criteria to assess when interviewing potential candidates. This will help you save time, money and headaches from hiring the wrong person.
Hiring Tips # 1 – Consider the Appearance
The first person clients see when they walk into the office is likely going to be your assistant. This means whoever you hire for this position needs to make a good first impression, as well as effectively represent your company’s ethos and brand.
The old rules ofoffice dress code — pantyhose, pencil skirts, neckties — no longer apply, in most work environments at least. But he or she needs to understand your corporate culture and embody it, dress included. This persona is hard to teach, but invaluable to have, so consider your candidates carefully before selecting one.
Clothes and accessories say a lot about how candidates feel about themselves, and what they value in life. Outward appearance speaks to who is inside.
Hiring Tips # 2 – Take Note of Verbal & Nonverbal Skills
When someone has good verbal skills, it’s easy to tell. And having the qualified candidates interview with several different people on your team will give you a quick look at how each applicant adapts to different people, personalities and situations.
Non-verbal cues are a bit more difficult to detect, but can be even more revealing. A great assistant will make eye contact often, mimic your body language and smile regularly. You want someone who will make everyone at your business feel at ease. Your administrative assistant needs to, above all, be approachable and inclusive.
Hiring Tips # 3 – Personality
Not only does apersonality test reveal things about ourselves that we were unaware of, it can also provide insight into how an employee learns, functions and grows. Great leaders create other leaders, not worker bees. If you can figure out what makes your prospective administrative assistant tick, what makes him passionate or what makes her react positively, then you can get a better idea of how the person will fit into your corporate culture, interact with co-workers and handle stress. While you don’t want to be hiring a mini you, you also don’t want to hire someone whose personality clashes with you and your team.
Hiring Tips # 4 – Preparedness
One of the best ways to weed out the less serious candidates is to make a very simple request before the interview. An example email request: “Please bring a copy of your résumé to the interview.” Or “Please review our company website prior to your interview.” With just one question during the interview, you’ll be able to discern how detail-oriented the candidate is and it’s a great starting off point for an honest, productive hiring atmosphere. QUESTION: What is your biggest challenge when it comes to finding a great admin assistant? Please share your comments and questions below.
Summer is a great time to take off to explore new destinations, experience new adventures or just enjoy lazy afternoons poolside.
But, I meet business owners all the time who are either too buried in the business to get away at all or they take their work with them on vacation — which doesn’t feel like a real vacation. Growing a successful business does not mean you have to be a workaholic. You can easily work less, so you can play more this summer … all while still growing your business.
This freedom is possible when you learn how to outsource and/or hire effectively. If you have a higher level salaried position that you are struggling to fill, let me say you should first check out some staffing agencies who can provide you with an abundant supply of potential candidates.
But for those times when you’re just trying to fill an hourly job or an entry-level position, here are 9 tips to help you find your next great hire and build more freedom into your business:
Hiring Tip #1: Hire part time freelancers.
I find the biggest obstacle for many small business owners when it comes to hiring is often the fear of taking on a full time employee. If you’re just getting started, start small. You can work with someone virtually either on a one time project basis and/or just 5-10 hours a week.
Hiring Tip # 2. Post an ad in your local Craigslist.
If you prefer hiring local workers Craigslist is a cheap and effective way to get the word out online for people who are looking for work locally. Not only do you want to post the ad on Craigslist, you want to take a look at how you’re wording the ad.
Hiring Tip #3. Place an ad in your local print newspaper in the classified section.
If you’re in a hurry to find the right employee consider implementing a multiple prong approach to get the word out both online and offline. You can also post an ad in your industry newspaper or magazine in the classified section. That way your opening is being seen by a niche audience of other professionals who are already in the industry.
Hiring Tip #4. Establish a finder’s fee program.
You can write up a simple handwritten poster to explain your finder’s fee program. Offer a bonus. For example, $50 will be paid to the person who refers an applicant you end up hiring.
I would wait 30 days before you pay their finder’s fee to make sure the person is going to work out for you and doesn’t quit after the first two weeks.
You can also make it even better by making it a $100 finder’s fee with the stipulation that they would be paid $50 after the employee’s first 30 days and then they would be paid another $50 on that person’s six-month anniversary of working with you. That way you’re helping and motivating others to send you candidates who are likely to be more long-term for you.
A simple way to put this information out there is by putting it on a poster where they can tear off the phone number. That would be the guerrilla marketing approach. You can also transfer that same information and have it printed on a postcard, so when you meet people who would have a possible candidate in mind or perhaps even be that potential candidate, you can hand them a postcard that explains the opening and the finder’s fee offer.
Hiring Tip # 5. Promote the Finder’s Fee program at your place of business.
If you have a brick-and-mortar business for customers where they are coming into your building, you can promote the opening to your customers. Have signage where they can see that you are offering a finder’s fee program for your opening.
For example, you can offer your customers $50 in free services as a finder’s fee after 30 days, and $100 or $50 after the first six months. Let your customers, who love you already, help you fill the position that you need.
Hiring Tip # 6. Poster locally.
You can do a simple marketing approach and create posters – the kind with phone numbers you can tear off at the bottom that promote your help-wanted position along with the finder’s fee offer.
You might as well kill two birds with one stone and create a second poster that really describes your business. This one would be addressed to appeal to your customers. Keep a bunch of copies in your car and as you go throughout your day, you can post them at some key places where there’s a lot of traffic. Write down what those key places are so it will help trigger the reminder for you when you are in the car.
Grab an index card and write things like grocery stores, health clubs, coffee shops, churches, YMCA bulletin boards, community college bulletin boards, etc. Of course, your target list of locations will depend on the type of opening that you have and where it makes the most sense where those Ideal applicants may be hanging out.
If you want to boost this passive approach, you can either hire some high school students to go and blanket your town with these posters, or even utilize non-paid high school or college interns to do things like this for you.
Hiring Tip #7. Post your opening as an update in your LinkedIn feed.
Let your connections know that you have an opening and let them know about your finder’s fee program. You can even post the same update several times a week to have that message to catch different people who log on at different times of day.
Another thing you can do, is utilize the specific targeted LinkedIn groups. It doesn’t cost anything when you post in the groups under the job discussions tab. If you wanted to boost visibility, yes, you can pay to purchase under the LinkedIn recruiting program.
Hiring Tip #8. Look for local job boards online.
You can do a search using a variation of keywords like the name of your city, help wanted, and job openings. You can also search the exact position that you offer and see where competitors have posted their ads.
There are many Facebook groups, as well, that may have targeted communities of business owners in your local area. Share your post or your announcement about your finder’s fee program to other business owners who would likely also have past and current applicants that they have in their files.
Hiring Tip #9. Direct recruiting.
You may have a hard time filling a position, particularly if it requires a degree of industry specific experience. In this case, you can go out and meet those types of people directly as a customer.
You can do direct recruiting right in LinkedIn by searching for variations of the job title you are looking to fill. LinkedIn is a great way for you to view people’s resumes for free. You can short list your top picks and then reach out to the ones you’re most interested in to invite them to apply for your position. This is a great practice because statistics have shown that often the best hires are the people who were not actively looking for work, but were recruited.
Utilize these nine steps listed above, you will be well on your way to not only filling your position quickly, but finding a candidate that is a good fit for you and your business. It is possible to easily work less, play more and earn more through your business.
Outsourcing your tasks and hiring other people is your pathway to building a thriving freedom business you love.
QUESTION: What is your biggest challenge when it comes to finding and hiring great help?