Q2’s impact on your Q3 Sales, SE, and CS recruiting plans?
Below are the basics of reviewing Q2 and YTD performance on your Q3 recruitment plans. They should serve as “return to the basics” reminders of what you already know.
However, the real question: ARE YOU ACTING ON THE DATA or is blind faith in non-performers, inertia, or other “priorities” preventing you from making the required changes?
Change can be uncomfortable or painful but is often best for everyone, organizationally, emotionally, and financially.
Have a great summer!
Mark
Considerations for Sales, SE, and CS recruitment when reviewing Q2 and YTD:
Who is not meeting their performance metrics?
- Do they have sufficient leadership and resource support?
- Have they previously been informed of the required changes to their execution? Have they demonstrated a commitment to making those changes?
- Is their continued presence negatively impacting the morale of other team member or your integrity/consistency as a leader?
What changes in your market, solution offerings, pricing, and competition require new skills training or new personnel. Does your team need more talent capable of
- Going deeper into existing large accounts?
- Managing a lower price point and higher velocity sales process for middle market and SMB accounts?
- Reducing customer churn?
- Leveraging partners?
- Evangelizing new technology concepts, gaining early adopters?
- Demonstrating the specific ROI of your solution offerings to your prospect’s specific needs (as opposed to generic and potential ROI?)
- Gaining written agreement with your prospects’ executive teams on what a successful proof-of-concept will specifically look like, the timeframe for that evaluation, and the specific prospect commitments if the POC outcome is realized?