What Makes A Good Sales Manager?

 

A Good Sales Manager Does These 8 Things

Every sales manager, supervisor, director or otherwise frontline sales team leader, wants to have and develop a great sales force. Everyone wants to have a sales team made up of superstar salespeople.

However, I am continually surprised at how many of those sales managers are not willing to treat their sales team like that which they want them to become. They don’t develop them, praise them, coach, or even help them at times.

There is a big difference between the average sales manager and the top performing ones. So, let’s look at what the good sales managers are doing.

Good Sales Managers Trust Their People

Start by trusting your salespeople to do what they say they will do and believe that they will. On one hand, you say you believe in the salesperson. You say you have confidence that they can achieve their targets. Then, you watch them like Big Brother! You establish rules and regulations that clearly demonstrate that you do NOT trust or believe in them at all. When you do this, you can easily stifle their potential. If you say you believe, then act accordingly. If you do not trust them then it will likely demotivate your sales team.

Good Sales Managers Do Not Pile On The Pressure

If you tell your people that you truly believe that they will hit their quota by the end of the month, then don’t start jumping on their back after the first week. You may think you are helping to “remind” them of their goal and commitment.

However, what you are really saying is, “I really don’t believe you can do this, and I must therefore keep reminding you of your commitment every 15 minutes.”

Such micromanagement of good salespeople will cause animosity and an anti-productive atmosphere.

Good Sales Managers Flex Their Leadership Style

In motivating and leading your sales team, it is easy to overlook the individuality of each salesperson. After a time, you can find yourself treating everyone the same way if you’re not careful. While there are some areas where they should receive the same and equal treatment like HR matters etc, how you lead each salesperson should be as unique as each individual is.

You must recognise the personality differences, skill levels and potential of each member of your sales team and treat them accordingly. Below are just a few thoughts to keep in mind as you build a strong sales force and lead your team to success.

Lead or Direct?

With some, you need to take them by the hand and walk them through their responsibilities and procedures step-by-step. Some people need a bit of handholding, and you must show them exactly what to do. For some salespeople, such close guidance helps them perform better.

Alternatively, for others, the “self-starter” type and the experienced professional, this kind of handholding and guidance has the reverse effect. For some the worst thing you can do is try to lead them step-by-step.

For these team members, you are best to give them direction, and then leave them alone. Let the salesperson know what you want done, what the goals are and what you expect from them, and then get out of the way.

Don’t Micromanage

Even if you are having to provide support as close quarters do not micromanage. I don’t’ know one salesperson who likes this. As mentioned earlier it shows a lack of trust. Check in, sure. But don’t be a control freak.