Please Don’t Extend End of Year Discounts Sales and Selling |
- Please Don’t Extend End of Year Discounts
- SaaS Sales Account Mapping
- Personalize your script with industry speficic verbiage
- Does that part of an organization you sell to matter based on your personality?
- When to follow up with a potential client after initial meeting (holiday season)
- What kind of gift/gift basket should I send?
- Question about picking “top” companies to work for
- What was the most motivating commission-only plan you've ever worked under and how was it structured?
- Electrical Supplies Sales Position
- What has been your favorite deal you have closed? Would love to hear some stories from some sales folks!
- Questions about becoming a good sales man/progressing in career
- Looking for tips on how to start off right with a new manager/new team
- What time of the year is busiest for you?
- Anyone heard of/worked for Toptal?
- Christmas B2B
- Payroll Software Reseller
- Need Advice to Negotiate Salary during Management Change
- How do you deal with self doubts?
- Role change, with a view towards B2B
- Strategy when deals go silent
- Need advice on how to prepare for this sales/management interview.... am I doing too much? Not enough? Help
- SaaS sales
- Burned out. What's next?
- Looking for help pitching my boss. Please come poke holes in my idea!
| Please Don’t Extend End of Year Discounts Posted: 20 Dec 2018 05:06 AM PST For everyone offering end of year discounts, please don't extend them past Dec 31! Every time you extend a discount you reinforce bad buying behavior and ruin it for the rest of us! If no sales person ever extended beyond the deadline we would have buyers doing everything they could to get it done by our deadlines instead of knowing they will most likely get it extended and get it done whenever they want. Sales People of Reddit....UNITE! What do you think? Any good reasons to extend? Any good stories where you didn't and the buyer paid more? [link] [comments]  |
| Posted: 20 Dec 2018 09:29 AM PST Hey Guys, I'm an AE that sells contact center software in northern California. I'm curious to hear your strategies for account mapping with partners, or other reps, etc. Most of my territory is greenfield so I don't have a lot of existing customers I can intro potential partners into. Do you share lists? I would think the best way would be to pick 10 accounts that we want to get into together and jointly prospect. Thoughts? Thanks for the feedback. Eric [link] [comments]  |
| Personalize your script with industry speficic verbiage Posted: 20 Dec 2018 07:56 AM PST Ive noticed that sales management and even marketing can create rather generic scripts. And example is: "We work with construction companies increase their revenue.." On the surface this seems good, but we arent in the business of being top 10% we want to be top 1% so I suggest hyper personalization. Industry specific lingo, more personalized wording and making more relatable examples can separate you from the rest. Now remember the example above, change to something like this: "We help commercial contractors win more private bids with higher profit margins..." You are being more specific, and therefore more credible and trustworthy. I use the construction industry as an example: Clients = Projects Prospects = Bids Sales Rep = Estimator This is true for several industries and something that isnt taught but learned by researching and experience. Apply this to your lead generation but also for objections and personalizing your demo to your clients. The words you choose can help you tip the needle just the rest of the way. [link] [comments]  |
| Does that part of an organization you sell to matter based on your personality? Posted: 20 Dec 2018 04:51 AM PST For example if your product is one that is sold to the IT side of a company will a nerdy, technical, introverted personality have an easier time selling it because of the typical buyer persona? And thus you should work for companies like Dell, VMware, HP, AWS, Splunk, Can technologies, Micro Focus On the flip side, if your more outgoing and charismatic will you be more successful in roles selling to the sales and marketing persona at a organization? And thus you'd be a better fit for companies like Salesforce, Adobe, Google, Facebook, Marketo etc [link] [comments]  |
| When to follow up with a potential client after initial meeting (holiday season) Posted: 20 Dec 2018 11:46 AM PST I've had some initial new business emails that went out last week where a client responded and then we replied to set up time. We've yet to hear back. Normally I follow up a week later, but with Christmas and New Year's coming up, is it better to just wait until 2019 starts when people are more in "work mode" again? Similarly, I've had new business meetings last week and this week where people haven't responded back yet. Should I wait until 2019 to follow up given the timing of the holidays? [link] [comments]  |
| What kind of gift/gift basket should I send? Posted: 20 Dec 2018 10:53 AM PST I had a site visit to a professional sports team yesterday, and while there he gave a us a full tour of the facilities he's responsible for as well as a tour of the team facilities and arena. He also introduced us to people he has contracted work out to and mentioned he could get us introductions into other major sporting organizations. What would be an appropriate gift to send him? I'm thinking more along the lines of something he could share with his team. Note: I've known this guy since he was a baby, and our families go waaay back. [link] [comments]  |
| Question about picking “top” companies to work for Posted: 19 Dec 2018 01:44 PM PST I've met a lot of great, good-hearted salespeople with tremendous potential fall into "traps". They join an organization that underneath the surface is a wreck. Or with hardly any salespeople crushing it. Or a bunk product that nobody buys. On other other hand, I've seen fewer reps get lucky. They join a company with a great product, are having many great meetings, and the company's trajectory is positive. I'm curious, what are some obvious and non-obvious "green flags" you've learned to lookout for when joining a new company? Here are some I've discovered on my own + through experiences other colleagues have shared with me on how to judge whether a company is good or not: Obvious: - Glassdoor reviews filtered by sales roles. - Asking during interview what percentage of reps are hitting quota or exceeding. - Asking during interview about what type of sales support exists (whether its training, software tools, or product marketing/sales ops). - Does the company give a sneak peak video of the product on the website? If yes, you can assume they're very confident in what they're delivering. (SaaS oriented). Non obvious: - How much revenue they're making versus how big they are as an org on Owler.com - Checking out their employee growth rate over last two years. (45-75% growth is great, but 300% growth might seem like there's too much change). - Looking on LinkedIn company profile to determine which departments are growing. For example, a company hiring many engineers would tell me that they're highly focused on creating a quality product. - Looking at their list of customers. Is it a diverse set of sectors or is it highly specified? The more diverse, the better. If we get enough ideas crowdsourced here, I'm hoping we can pin this and make it an evergreen resource for every salesperson in this subreddit. Cheers 🥂 [link] [comments]  |
| Posted: 19 Dec 2018 12:30 PM PST I run a small design and software engineering agency. I want to bring on two of my business acquaintances who've both had a very successful career in various technical sales positions. It would be commission only to start. I was wondering what commission-only plans you've enjoyed working under and what about them motivated you? Could you provide some detail as to how the plan was structured, how often you were paid out, and what sort of metrics you were measured by? I appreciate the advice. I want my salespeople to enjoy working with our agency and be aligned with our mission. We are very selective which projects we take on and focus on quality and impact, over quantity and low prices...From a sales perspective, I feel like our approach takes some of the pressure off the salespeople because they can go into the field confident that they are selling something that works, something that helps their prospects, and something that won't blow-back on them in a negative way. This approach also makes closing the right accounts easier, while closing tire-kickers and price-hounds nearly impossible. To combat this we have a pre-screening process in place so sales don't waste their time on accounts that will never buy. Thanks! [link] [comments]  |
| Electrical Supplies Sales Position Posted: 20 Dec 2018 09:12 AM PST Hello, everyone! I am interviewing with a few electrical supply companies for a sales position, but I know absolutely nothing about the industry. I would like to learn anything and everything I can about products and processes. I am wondering if anyone can point me in the direction of YouTube videos, websites, books, search engine topics, ANYTHING. Take me to school. Thank you all so very much for your help. [link] [comments]  |
| Posted: 20 Dec 2018 08:46 AM PST Obviously very common interview questions but would love to hear some good stories. [link] [comments]  |
| Questions about becoming a good sales man/progressing in career Posted: 19 Dec 2018 10:52 PM PST I come from an engineering background so alot of my family/ friends pretty much get a job as an engineer out of college and just do the same thing for 30-40 years as they go up the engineering ranks within the field 1) How long does it take to make it from that SDR- AE jump 2) What separates AE's in companies who are making OTE (lets say 120k) from those within the same company making 300k. And what im looking here for is (Are they working 80 hours a week, is their sales technique +EQ just impeccable? , is there luck on their side? ) 3) Around how many years of experience would you recommend before moving to the remote role as an AE? I would like to eventually keep my job offer for a bay area company but live in a cheaper area. 4) As someone going in for their first SDR job starting 2019, what are the biggest takeaways you would recommend me to focus on so that I can A) Be able to secure a good job at another company should the situation arise B) Be a successful AE when the time comes? [link] [comments]  |
| Looking for tips on how to start off right with a new manager/new team Posted: 20 Dec 2018 08:08 AM PST Hey guys, Been lurking and learning a lot on this sub. I did some searching and couldn't find what I was looking for so I thought I would ask: my role in our company is to qualify cold/semi warm leads and set meeting for our sales specialist team so they could close the deal on our online platform/service. Our company has 12 different teams of sales people and every year we get shuffled around to new teams to keep things fresh. I got assigned a new team and am excited to see a different management style! I have only been at the company 7 months so have never had a change in manager before. I recently hit my stride and the past two months have been my best months at the company thus far so I am excited to keep the upward trend and become a top performer with my new squad! I am looking for tips on how to have a great first impression and to start off right with my new team and manager. I want to come out hot and use this fresh start to my advantage. Thanks guys :) [link] [comments]  |
| What time of the year is busiest for you? Posted: 20 Dec 2018 07:13 AM PST |
| Anyone heard of/worked for Toptal? Posted: 20 Dec 2018 07:03 AM PST I keep seeing their job posts, I like the remote infrastructure they offer, and I believe I'm highly qualified, but I'd like to hear from someone who has first-hand experience. I'm always weary of remote jobs like this, that in reality end up being work from home customer service for $10/hr. [link] [comments]  |
| Posted: 20 Dec 2018 01:49 AM PST Anyone making the most of the Christmas run-in in some way? I've been cold calling because so few others are and it seems to be working. Email is having the opposite effect. Thoughts, /r/Sales? [link] [comments]  |
| Posted: 20 Dec 2018 04:34 AM PST I am thinking about starting a payroll software reseller by partnering with a vendor and I would like recommendations for good payroll companies to partner with and do you think it's a good business to start? [link] [comments]  |
| Need Advice to Negotiate Salary during Management Change Posted: 20 Dec 2018 12:47 AM PST My company is undergoing management changes in the next few months and I am wondering if now is the right time to bring up salary increase. I believe that it would be done anyway maybe a bump for the retained employees if not all; this is just a hunch, no real case here. I have brought this up with my current boss before about 4 months back and it has been a wait and see response. My current boss is not going to be part of the company after management change but rather someone else. The incoming boss is someone I am comfortable speaking with but I don't know if it is okay to bring up salaries at this point. The incoming boss is someone who understands that I am grossly underpaid as he made a remark about my salary level being same with someone who doesn't have as much responsibility as me such as a waitress.. Another friend who joined the workforce (auditing) recently just got paid a little above what I am making for entry level. And I feel that to right this salary level I should have at least 100% bump of salary. I work in B2B sales for building industry. Following this change, I will be the only sales person of the team; but we plan on hiring more. I have been with this company 1.5 years now. is this enough leverage to negotiate? I am planning on asking for about 100% bump in salary and other benefits like health insurance/ workforce training development perks/ work from home/ allowances for calls and transport. Is this reasonable or too much. To understand; there's a lot of inflation to think about and the market average of a receptionist is what I am currently making. Long story short; I need to ask for a salary increase and perks and I have no idea where to start or if I am being unreasonable with expectations. To be clear: I cannot afford to lose this negotiation or walk away from the company. I really like working with the incoming boss and I want to work here long term. [link] [comments]  |
| How do you deal with self doubts? Posted: 19 Dec 2018 02:16 PM PST Specially when you are starting in sales or in a new industry? Or when you don't meet your quota. Sales is hard and I find it difficult not to spiral into the loop of questioning myself and if sales is the path for me. [link] [comments]  |
| Role change, with a view towards B2B Posted: 19 Dec 2018 10:38 PM PST I've been doing sales over the phone for just under a year now. I make outbound and take inbound calls in the insurance industry. It's heavily scripted with little autonomy and I'd question the role description in 'sales' but I do well, capping the incentive pot most months and scoring in the top 3 or 4 nearly every month (months not have included a couple of weeks of holiday or training). A new internal position was offered recently which is interestig. It's consulting, meaning exposure to senior management and heads of department, and a more business-focussed outlook. We'd take direction from senior management then, through independent work streams, try to improve the efficiency of departments and processes by working with the department leaders towards implementation, whether that's through changes in venders or suppliers, or changing processes down the operational chain. It's interesting and I'm curious about it, given it's basically designed as a feeder programme for catapult high potential staff into senior positions. My end-goal is still complex salex, though. I figure that exposure to business mechanics might be useful and would mean that if I do apply for B2b roles I have a solid sales record, experience with "C-suite" and decision makers, advising and problem solving with them, with a clear promotion in my time here. There are two things that I'm not so clear about when optimising this decision:
Do you think that B2B companies would prefer to see 2 years of solid sales in a retailing capacity, or a year of solid sales and a year of consulting and showing a capacity for higher level business decisions, autonomy, and presenting to and negotiating with senior staff? Would appreciate any advice you might have. [link] [comments]  |
| Posted: 19 Dec 2018 08:04 PM PST Hey all! Do you ever have a huge sale say they will sign by end of the week then go radio silent? Then you get a hold of him 2 weeks later and says he will sign that day again and never does.....? The person even requests to add you on LinkedIn and tells you everyone in company that needed to sign off on it did. What do you guys do in this situation? I don't want to just harass him , which probably been. There is a lot of pressure to get this sale in as if this sale gets in then then I beat my record and my team does too! Oh and also his phone goes straight to voicemail no matter who's phone you use - I have used 4 [link] [comments]  |
| Posted: 19 Dec 2018 09:22 PM PST Okay guys, I feel like I found my dream position. As someone who has a passion for fitness/sales/management, an opportunity opened up at a fitness center as a manager/sales role. It is a group class that focuses on low impact on your muscles (perfect for me, a former gymnast with bad knees) but produces great results. It's a huge chain in the US and according to social media and other websites and reviews, people love it and get great results. I talked to the owner today and she said it was going to be about 70% sales and 30% management, which I have some experience with anyways. We talked for 15 minutes and I learned she was also a former gymnast and that's what made her love the class as well so I feel like we clicked. She invited me for an in person interview in 2 weeks, and because I haven't tried the classes, she gave me an entire month for free ($170 value!!!) and told me to go as many times as I'd like before the interview. I signed up for my first class (tomorrow) and I intend to take as many as I can before my interview (8-10 classes) to really get the best understanding of the process so I can explain this to people I'm going to recruit. I've also read a lot about the history of the company and I'm pumped and praying I get this job. Am I doing too much? Or should I be doing more? If you run/were running a company would I seem like I'm doing too much? What more should I be doing/could I be doing to really prove to the owner I'm the best fit for this position? Thank you in advance. [link] [comments]  |
| Posted: 19 Dec 2018 03:51 PM PST I had a really good interview for a company in Canada looking to expand into the US. I have years of selling experience, however, not in the SaaS industry. Any tips in case I do get the job? [link] [comments]  |
| Posted: 19 Dec 2018 07:29 PM PST Been in sales for four years, it was my third career. Started with a startup in the Bay Area. After a year or so, I switched to a retail store for a tech company. Did well with sales, was promoted to manager after a year. It's a rough company to work for. I'm burned out, tired and unmotivated. I need a change. This company has killed my love of sales. It's not fun anymore because every time I sell a product, I expect something to go horribly wrong with it. At this point, I want something different. What are some roles that sales skills can transfer to? [link] [comments]  |
| Looking for help pitching my boss. Please come poke holes in my idea! Posted: 19 Dec 2018 05:49 PM PST Hey everyone! Thanks for coming in. I'm going to list the problem my company is currently experiencing and the solution I propose - I intend to pitch this to my boss so that I might be able to create a solution to the problem and take over the role to help fix it. I work in processing sales, and one of the biggest issues our floor has is with incomplete deals / abandoned files, which I believe is largely due to our comission structure. We have a minimum number of files to bring in on a monthly basis, and if we don't hit that number, all commissions are forfeited for that month. We also have accelerators which multiply our margin for each successive deal brought in over the minimum. Because of this, Closers who don't think they will hit comission have a tendency to abandon their incomplete files as there is no financial incentive to chase them down when they could focus on bringing in new deals to try and salvage the month. Closers who did not hit comission on a given month will not be incentivised to fix that months incompletes as they will not be paid for those deals anyways. ( Ps: I know the obvious answer to this problem is HIRE BETTER SALESPEOPLE or change comp structure, but for this excercise let's just assume that isn't an option ) The other side of the problem is that our f'king underwriter quit her job. Meaning that for 50 closers bringing in loads of deals everyday, we have 2 "apps" people combing through hundreds of agreements each week to check for completion, as well as submitting them to "UW". If something is not complete, the closer will see it marked as "incomplete" in their CRM. It takes a VERY long time for apps to process a new deal as they are constantly swamped, and once they have, it may take hours or even days for the closer to even notice it is tagged incomplete, as they may be out sick, on vaca, focusing on new deals, etc. Oftentimes, the incomplete deal can be fixed in 2 seconds by the closer, once they're aware it needs to be fixed. The apps people are scared of phones and refuse to call the client to try and fix the issue. HERE IS WHERE I COME IN. Here's my proposal: * Deals come in, ranked on binary Y/N completion scale (either 100% complete, else incomplete). Completion percentage per closer is monitored and published. * Deal is COMPLETE if basic checklist is completed (docs, VC, social, etc; fundamentals.) * Once deal is "complete", taken out of closers name -> apps dept * If the completed file needs additional docs, change in set-up, signatures, etc NOT immediately obvious when submitting -> taken care of by completion team (completion team will ask closer if they require assistance) * Closers can opt out of incomplete teams help on a per deal basis * Regarding "abandoned" files -> when time elapses, file automatically forfeited to completion team to be completed * End goal - Closers only closing, focused on bringing in new paper, details and specifics taken care of by completion team. Apps ONLY submits completed deals. *Completion Team acts as a relay between back end and front end. Significantly lower turnaround time - Completion team knows immediately if something is incomplete, either makes closer aware, or fixes it themself. No ambiguity, no waiting for closer to notice in CRM, get back from vaca, sick day, prioritize new deals, etc * Closers overall completion % dictates something; maybe quarterly bonus? (If completion % >=X% for the quarter, $1k bonus / quarter ?) * If no traction on an incomplete file for X business days, X% margin automatically forfeited, deal goes straight to completion team to be completed. Same applies for BTC's ( Back To Closer) * Files in which closer opted for completion team's assistance that object to moving forward with completion team will be BTC'd to the closer * In a case where comission NOT hit at E.O.M by closer, incompletes and BTC's automatically forfeited to completion team * Closers will make the decision to work their files or have it handled by completion team on a per deal basis. (Possible Crm integration? Closer opting to offload deal to Completion team triggers a task in CRM to completion team automatically?) * If closer chooses to delegate responsibility, they assume the risk of completion team fucking their deal up. * In the event that a file is abandoned by closer and "repossessed" by the completion team, it's important not to focus only on how that closer should have just done it right the first time, as dwelling on that will not un-abandon the file. Of course, in an ideal world, all closers would bring in complete deals 100% of the time, but that isn't the reality, currently. NOTE: This is not a crutch to fix shitty closing habits. This is an attempt to minimize time between sale and setup, while allowing closers to focus on selling instead of chasing, maximizing company ROI on each closer (my bosses likely objection ) Wouldn't closers just abuse this and bring in shit files, leaving the completion team to deal with their mess? There is no abuse here - this is the exact purpose of the completion team. Deals must be COMPLETE before being touched by completion team. In offloading the closers minutiae onto the completion team, closers are free to work on new deals and generate revenue for the company. Expect an immediate decrease in dials and talk time, due to closers no longer needing to "chase" files. Perhaps encourage the efficient use of this newfound spare time by reinstating CNS on a per-request basis. (Closer No Sale - No sale'd leads sitting unworked.) Incentivize the efficient use of time by compensating these CNS deals at face value regardless of if closer hits monthly commission or not. (If closer already hitting commission, CNS acts as standard deal.) Finding out if this is a good idea or not: Opportunity cost: My average monthly rev = X Average monthly compensation = Y My overall average ROI to (company)= X-Y = Z ************************************************** $ Value of overall outstanding incompletes = A $ Value of BTC's currently outstanding = B % of incompletes / BTC's Completion Team could immediately push through? = C Overall immediate value of incompletes and BTC's = (A+B)/C ************************************************** If Z > C, Opportunity cost dictates I am a more valuable closer than Completion team Can you guys please help me poke holes in this? Is there any reason I shouldn't pitch this to my boss? Also, those of you managing sales floors, how do you make sure your closers don't focus all of their time chasing simple additional documentation requests from apps/uw? [link] [comments]  |
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