• Laura Hall

The Conversation You Can’t Afford To Miss With Your Sales Reps

Updated: Feb 23

Trying to motivate an entire team of sales reps to achieve the best possible outcome is not an easy task. One size doesn’t fit all and those managers that understand this are far more likely to have high performing and happy teams then those that don’t.


Running a weekly sales meeting is simply not enough. If you want to have a team that is motivated and fired up to hit their targets month after month, then one-on-ones should be conducted every week.


When you take on a role as the Sales Manager, one of the most important shifts in mindset is to understand that you now work for your employees, not the other way around. You are there to help and support them, and to deliver whatever they need to generate the results the business requires to be profitable and successful.


So how should you do this?


The first thing you should do, if you don’t already have regular meeting rhythms in place, is take out your calendar or diary, and block out the time you need to see each person every week.


According to the Bridge Group Saas AE report, the average Sales manager looks after 4-7 reps so if we were to use this as an example, and allocate 30 minutes per week to each rep, you’d be looking at blocking out 3 1/2 hours a week on the top end. Not so bad, right?


Even if you manage a team larger than this, chances are not every rep will require the full 30 minutes each time and as you get into a regular rhythm with this, the meetings will flow much more easily.


How should you structure your conversation?


This conversation is always about them. The purpose of the first meeting is to find out what makes this person tick. What motivates them: is it money, title, time off, professional development. What gets them out of bed in the morning and where do they need your help the most. Where do they want to be three years, five years from now.


This information, if you don’t already know it, will absolutely change everything. Your relationship will be strengthened and you’ll know so much more about each of your employees to be able to read them more clearly, setting up incentives and structured training around exactly what each person needs.


Ongoing coaching


Once you have an understanding of the needs and desires of your team, your weekly meetings will begin to inspire results and give everyone a voice to communicate with you consistently. No more wondering why someone is having a bad month or seems to be unhappy. Stick to a structured framework to keep these meetings on track and generate actions for the week ahead.


Example Meeting Agenda:

  • Evaluate the previous week’s performance

  • Discuss problem areas and what could be done to solve them

  • Discuss what they need from you this week, and moving forward, in terms of help and development

  • Agree on 3 key action points to be worked on and revisited the following week.


As the very wise Gary Vaynerchuk says:


‘100% accountability and 100% about them, is how you build a big thing long term’


This is how you’ll build a team that thrives and performs at their best when they feel listened to, and can see a pathway to achieving their goals and dreams set out in front of them.


To learn more about how to manage a team that thrives, download my FREE EBOOK today to hear my top tips for getting it right first time.

  • Laura Hall Consulting

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©2019 by Laura Hall