Sales recruits often struggle to meet performance expectations due to a variety of reasons. Here are the top 10 reasons why they might not perform as well as expected:
- Inadequate Training
- Many sales recruits do not receive sufficient training to fully understand the product or service they are selling, or the sales process itself. One of the strongest tools available to a salesforce is to know more about the product/service than any prospect could possibly know. Create a 90 day onboarding program that includes a substantial about of time and resources in training. If your new recruit has a strong history of sales success and you add on unrivaled product knowledge you have just improved capabilities exponentially. Also, when you support product knowledge training you up the personal emotional investment your team has in winning.
- Lack of Relevant Experience
- Inexperienced sales recruits might not have the necessary skills or knowledge to effectively engage with customers and close deals. Many people are of the opinion that great salespeople can sell anything to anyone but this simply is not true. Some great closers can do lead generation. Some great lead generators can’t close. Some sales people can close quickly but struggle with a more complex enterprise sales process. Some salespeople can sell things but not services. Maybe the product is just not a fit?
- Poor Fit for Sales Role
- Sometimes individuals are not well-suited for sales roles, either because they lack the intrinsic motivation, personality traits, or the resilience required in a high-rejection field like sales. Selling is a combination of ego and a drive to win. An individual may have great people skills but just not the internal motivation, drive and grit to sell.
- Unrealistic Expectations
- Companies sometimes set unrealistic targets or expectations that are difficult for even experienced salespeople to meet, leading to demotivation among new recruits.
- Insufficient Support
- Without adequate support from management or team members, sales recruits can feel isolated and struggle to overcome challenges. Some companies fell that all a salesperson needs is an internet connection to sell but this is an oversimplification. Salespeople need tools – solid websites, case studies, white papers, company brochures. Do you salespeople have every tool they need to stand out and sell? Do your salespeople need lead generators and appointment bookers to really be effective?
- Ineffective Sales Strategy
- A company’s sales strategy might not align well with market demands or customer needs, making it difficult for sales recruits to succeed. To be effective, a sales strategy must be customer-centric, data-driven, and flexible enough to adapt to changing market conditions. It should enable the sales team to understand customer needs deeply, engage with them meaningfully, and build lasting relationships that lead to sustained revenue growth.
- Lack of Quality Leads
- If the leads provided to sales recruits are not well-qualified, they will have a harder time converting them into sales. Companies should invest in robust lead generation and qualification processes that include market research, customer profiling, and predictive scoring to ensure that the leads passed on to sales recruits are of the highest quality. Additionally, regular training and the right tools can help sales recruits better identify, nurture, and convert quality leads into sales.
- Inadequate Compensation and Incentives
- Lack of proper incentives or compensation can demotivate sales recruits, leading to lower performance levels. A balance between base salary and commission is crucial; too much weight on either side can lead to negative outcomes, from aggressive sales tactics to a lack of drive to close deals. Compensation plans should be dynamic, adapting to market and economic shifts to remain relevant and motivating. Additionally, incentives should encourage continuous professional development, which is essential for adapting to market changes and achieving long-term success. Regularly updating compensation structures ensures they remain effective, equitable, and transparent, maintaining sales team motivation and aligning with company objectives.
- Poor Company Culture
- A toxic or unsupportive company culture can negatively impact the morale and performance of sales recruits. Environments that lack trust, clear communication, or foster excessive competition can lead to disengagement and stress. Without a culture that encourages and acknowledges their efforts, sales recruits may struggle to reach their potential and could ultimately seek more positive workplaces. It’s essential for companies to cultivate an environment that values teamwork, recognizes achievements, and supports professional growth to keep a sales team motivated and successful.
- Inadequate Tools and Resources
- Without the right tools, resources, and technology, sales recruits may struggle to efficiently manage their sales processes and customer relationships. Sales recruits depend on effective tools, resources, and technology to manage their workflows and customer engagements. Without these, they may find it difficult to track leads, analyze sales data, and maintain communication with potential clients, leading to inefficient sales processes. The absence of adequate tools can also hinder their ability to respond quickly to customer inquiries, tailor their sales approach to individual needs, and ultimately close deals. Thus, providing the right technological support is critical for enabling sales recruits to perform optimally and achieve their sales targets.
Understanding and addressing these factors can help organizations improve the performance of their sales recruits and ensure they are better equipped to meet their sales targets.
Secret Success Tips:
Success Secret One. Assign every new sales hire and senior sales mentor from your sales or management team and make it the mentor’s responsibility for the new hire to clear probation successfully.
Success Secret Two. Develop a 90-day Sales Success On-Boarding plan to minimize failure and fully support success.