ACTG Sales Management Blog

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Why Are My Salespeople Not Perfoming as Expected?

Posted by Tony Cole on Fri, Jun 26, 2020

Why do so many of my salespeople fail to perform as expected?  It's a loaded question.  Or, is it?  In our corporate sales training experience, we've seen that evaluating underperforming salespeople in the pre-hire sales assessment is crucial for success in your business.

From poor diagnosis of the right contributing factors for success, to other candidates being eliminated due to weaknesses rather than hiring on sales STRENGTHS, there are specific reasons that not all of your salespeople are performing the way that you thought they would.

Did you hire them this way or did you make them this way?  Let's take a look...

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If you are a sales leader and you look at your numbers and the people producing those numbers, do you ever scratch your head in confusion over why you are looking at a lack of sales results?

Certainly, you didn’t hire these people to be in the middle of the pack or at the tail end of the conga line, but that is right where they are.  I know you don’t believe you hired them that way, but it’s either that, or you made them that way.

Don’t get upset with me here.  The reality is that your team’s performance is a result of who you’ve hired or what you’ve done (or not done).

So, in general, why do so many salespeople fail to perform? I have detailed answers to that question that you will be hard pressed to find anywhere else besides right here.

  • Underperformers have 80% of the desire of top performers. *Note – not all performers have off-the-chart desire – that is about 7% of all top sales people.
  • Those that underperform have about 44% of the commitment to succeed in selling that top performers do.
  • These two factors combine to measure motivational level. Underperformers have about 60% of the motivation of your top people.

SUMMARY – Underperformers just are not as motivated to succeed.

SOLUTION – STOP hiring people that are not motivated to succeed at the highest level of performance!

Using the Objective Management Sales Evaluation, there are over 100 data points to measure the opportunity for sales growth of a sales team/organization.  Additionally, this data helps us to predict the likelihood of success of new sales people and managers. 

Here are some interesting findings based on the raw data I have from assessing salespeople (as well as firsthand knowledge of some of the people in the study).

  • Top performers are trainable and coachable
  • Top performers have a high figure-it-out factor
  • Top performers have a low need for approval and…
  • Top performers score an average of 86.8 (higher score is better) and underperformers score 39.6 for handling rejection!
  • Top performers are hunters, consultative sellers and closers (average score for skills is 55% of required skills while underperformers average 39.6% of required skills)

SUMMARY  Salespeople – regardless of tenure or previous success - need training and coaching. Also top performers handle rejection extremely well and move on.

SOLUTION  Do not hire based on past performance. (It’s like investing in a mutual fund – past performance is not a guarantee of future returns.)  During the interview process, reject the heck out of the candidate – the strong ones will recover and attempt to close you over and over again!

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The following data indicates that sales strengths are better indicators of success rather than sales skills:

  • Underperformers have 85% of the sales skills of top performers and have…
  • Only 71% of the sales strengths that support execution of sales skills and…
  • The severity of their sales weaknesses are 52% higher than that of top performers

SUMMARY – The skills are about the same, but those with strong strengths of desire, commitment, outlook and responsibility win.

SOLUTION – Make sure your pre-hire assessment process looks for strengths and “will sell” rather than just skills, personality and behavioral traits.

So, back to the original question:   “Why do so many of my salespeople fail to perform as expected?”:

  • Poor diagnosis of the right contributing factors for success
  • Candidates eliminated due to weaknesses rather than hiring for sales strengths
  • Too much credit given to sales skills exhibited during interview process
  • Lack of solid training and development on the root causes of poor performance

Now that you have the answers to the question, what will you do about it?

Topics: improve sales, sales management secrets, sales meetings, individual sales success, sales management responsibility, humor, inspect what expect, sales management skills, 8 Steps for Closing, hiring salespeople, sales practice, sales management, sales results, sales management success, improving sales results, sales metrics, inspiration, sales problems, hiring sales managers, sales management, sales success, keys to selling, sales pitch, sales performance management, sales prospects, how to manage salespeople, sales onboarding, hiring better salespeople, sales menagement, sales management tools, #1 sales assessment, hunting for sales prospects, how to improve sales results, initial sales meetings, how to get a commitment to buy, how increase sales, hiring top salespeople, sales recruitment, sales motivation, how to close a sales deal, how to hit goals in sales, sales skill assessment, consultative selling, 5 keys to coaching sales improvement, how to prospect, sales productivity tools, professional sales training, consultative sales coaching, insurance sales training, 5 keys to sales coaching, online sales management training, insurance prospecting system, consultative sales coaching cincinnati, consultative selling cincinnati, sales management training cincinnati, sales productivity tools cincinnati, hiring sales people cincinnati, increase sales cincinnati

Call a Sales Audible!

Posted by Mark Trinkle on Thu, Jun 11, 2020

In today's blog post, we discuss the importance of calling a sales audible at the line of scrimmage.  Like an elite Quarterback, an elite salesperson must be willing to change things up when they're not working and be open to trying something completely different in the field.

We've all been there before and we all know the definition of insanity by this point.  So, what can you do about it when things aren't going your way and you are ready to increase sales?

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An audible is, "A change in the offensive play called by the Quarterback at the line of scrimmage."

A few years ago , I thought of that definition in Chicago, IL, as my Uber driver made several deviations from her GPS directions in transporting me from the Midway Airport into downtown.

As I rode along with the windows down on a beautiful and sunny day in the Windy City, my thoughts turned from sightseeing to salespeoplespecifically, the need for salespeople to make changes on the fly, whether that be during the initial phone call, the first meeting, or even at the time they present their solutions.  

Is there a better time than right now to try something different in your sales approach?

Anyone and everyone who has had any exposure to our company knows that we are completely sold on the importance of process.  We have table-pounding conviction around how important it is for a business driven by sales to have certain key processes in place regarding their sales infrastructure. 

And, of course, we believe that sales training creates the most return on a client’s investment when the salespeople and sales managers are following a sales process where opportunities are moving through the funnel in a stage-based and milestone-centric manner. 

We believe that firms who don’t have a consistent sales process (everyone following the same steps and using the same terms to describe stages in the sales process) but who implement such a process can often see a 15% to 20% increase in new business sales.

But, here is something worth rememberinglife is complicated.  Ferris Bueller (I can’t come to Chicago and not think of him) told us to slow down or we might miss something

And the same is true with selling.  Sometimes you just need to slow down and do something unconventional.  Sometimes you need to do something that is contrary to what even your training has taught you to do. 

Sometimes you just need to call an audible.

To be clear, usually your training is going to be correct.  But, sometimes, you will need to remember that selling is both science and art, and the art part means you might need to listen to your heart and occasionally let that heart override your mind. 

Of course, the best in the business know when to listen to their head and when to listen to their heart.  And if they get it wrong every so often, so what? 

They get back up and they keep going.

So, listen to your heart.  Sometimes you will need to call an audible to get back on the saddle and to increase sales within your organization.

Topics: sales performance, sales management secrets, sales succes, sales meetings, sales performance poll, sales plans, sales talent, sales priorities, sales management responsibility, sales professional, sales systems, sales skill improvement, sales thinking, sales trainers, sales myth, sales practice, sales management, sales results, sales prospecting, sales techniques, sales tips, sales improvement, sales success, sales leadership development, sales problems, sales recruiting, sales onboarding, sales menagement, sales management tools, sales productivity, sales recruitment, sales skill assessment, sales madness, sales training courses, sales training workshops, sales training seminars, sales training programs, sales team evaluation, sales training programs cincinnati, sales training workshops cincinnati, sales performance management cincinnati, sales training cincinnati, sales training courses cincinnati, sales training seminars cincinnati

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    About our Blog

    Founder and CLO Tony Cole has been working with financial firms for more than 25 years to help them close their sales opportunity gap.  He is a master at using science based data and finely honed coaching strategies to help build effective sales teams.  Don’t miss his weekly sales management blog insights.

     

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