Creating a training plan for sales managers

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To organize sales management training, a step-by-step action plan is needed, which can be developed by the entire HR department team, or this task can be delegated to one specialist. Let's list the main stages:

Defining the goals and objectives of sales managers .

The main goal of the sales department is to fulfill the plan and thereby increase the organization's profit. This activity is also associated with maintaining documentation, monitoring hotel email list the receipt of payments, etc.

Create a list of skills that every salesperson must have .

In order for sales staff to achieve their goals, they must be able to perform certain tasks, namely:

search for customers;

working with incoming requests;

conducting negotiations;

making transactions;

product presentation;

work on customer loyalty;

incentives for repeat purchases;

regular updating of the customer base;

participation in various projects, drawing up plans and developing strategies;

market analysis;

filling out documents and reports.

Employees are introduced to responsibilities such as document management and reporting during the adaptation period. But sales training is necessary to improve professional skills, such as the ability to make calls correctly, conduct negotiations, close deals, etc.

A sales manager, in addition to professional qualities, needs to develop personal ones. We are talking about communication skills, resistance to stress, discipline, creative thinking, and the ability to plan a working day.

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We determine how well an employee has developed a particular skill .

Create a table in which you assign grades to each manager based on their level of mastery of a particular skill. You also need to analyze personal qualities. Use five- or ten-point scales. As a result, you should have an Excel table that reflects approximately ten professional competencies and up to five personal qualities of employees.

Prioritizing tasks .

Once you have done the analysis and seen the whole situation, you will understand which employees need to be trained in what. For each of them, you need to determine two to four areas in which they should develop during the year. You cannot train everything at once - it will be of little use, and it is difficult to measure the effectiveness.

In practice, it most often happens that 70-80% of department employees need to develop the same skills. Therefore, you can safely organize the same trainings, business games, analyze cases and teach sales standards for everyone.

Finding a trainer and creating a sales training plan .

Of course, you can conduct training events yourself. As a last resort, buy professional literature or attend free trainings. Naturally, engaging an expert will allow you to see the full picture and set priorities differently. His help in implementing the project can be invaluable.

How to choose a trainer? Watch videos, read information on the Internet, ask your friends. If the teacher's reasoning is close to you, and he is an expert in the topic you are interested in, contact him to discuss the main points. If the conditions suit you, then sign the contract.

Finding a Trainer and Creating a Sales Training Plan

Source: Matej Kastelic / shutterstock.com

There is another option. You can make a training plan and choose open trainings and seminars in accordance with it. But you need to understand that then you will not have an individual approach, and you will have to implement the program yourself. At the same time, money will still need to be invested in employee development.

A sales manager is required to be able to solve many problems at once, so he must be a developed personality and be able to do many things. However, there are qualities without which it is impossible to become a good salesperson:

Ability to make cold calls and active sales.

Negotiation skills.

Ability to conduct presentations.

Ability to identify needs.

Skills for handling objections.

Ability to retain customers and achieve their loyalty.

When starting to analyze the competencies of employees, first evaluate these main qualities. But do not forget that for a manager, such personal characteristics as organization, stress resistance, leadership skills, creativity, ability to work in a team, and developed emotional intelligence are no less important. However, professional skills are still a priority. Everything else should be considered as an addition.