Sales leaders don’t seem to check on their salespeople anymore, and it is for multiple reasons – not wanting to be viewed as a micromanager, avoiding conflict, believing that they “hired adults that shouldn’t need babysitting”, etc.
Many sales leaders don’t hold their salespeople accountable to anything but a number, and I believe one of the main drivers to this type of passive management is that no one has taught them how to hold their salespeople accountable.
Here are six ways to hold your salespeople accountable:
1. One-on-one meetings
Most sales managers hold team meetings, but they rarely schedule recurring one-on-one meetings with their salespeople. These dedicated times can be the difference between success and failure for many salespeople. Don’t fall into the trap that meetings waste time. Bad meetings waste time. Conduct productive 30-minute meetings every other week with each salesperson and watch their accountability soar.
2. Document clear non-negotiables
Many salespeople feel like they have an infinite number of tasks to complete each week. As their manager, create a simple list of non-negotiable things that must be done. Things like updating the CRM system once a week, attending a bi-weekly team call, completing a sales-to-operation turnover document for every project, etc. Keep the list reasonable – it shouldn’t have more than about six items. Defining this list will take stress away from your team, empower you to hold them accountable without feeling like a micromanager, and the salespeople will complete these non-negotiable tasks.
3. Automate
Whether it is via a CRM system, quoting tool, or a simple KPI scorecard, make your accountability tracking as easy as possible. Do not use Word documents explaining the week’s activity or open-ended questions like “What did you learn this month?” Make all processes easy and they will get done.
4. Set short-term activity goals
When I started my career, my boss used the term “break it down to the ridiculous.” Do that with each of your salespeople. How much should they be quoting each week? How many demonstrations should they be giving every week? How many outbound calls should they be making every day? By breaking down goals to the ridiculous, salespeople will see manageable expectations that encourage consistency rather than a few home run swings each year.
5. Check in throughout the week
You know what salespeople hate more than their bosses bugging them? They hate it when their bosses neglect them. Send a quick text. Leave an encouraging voicemail. Make sure they know that you know they are out there – they will appreciate it and will mysteriously start doing more of the things they’re supposed to do.
6. Use the best phrase in the sales management dictionary, “Let’s figure it out”
Ask them why they haven’t met expectations. Instead of saying something like “Don’t let that happen again,” use this magical phrase. Don’t just use the words but go through the entire process: Roll up your sleeves, walk to a white board, pick up a marker, and then enthusiastically announce: “Let’s figure it out.” Your solution is secondary. Your caring is primary.
