Predictable growth is the name of the game, and you need the right tools, tips, and techniques to make it happen.
That’s why we tapped frontline sales leaders to help us map a new path to success. Their advice on finding (and keeping) top talent, managing remote teams, and leveraging data for big wins is the secret sauce you need right now.
No more struggle. This is a time for making the most of what you have, maximizing ROI, and ensuring predictable revenue, even when times are tough. It all starts with these tactical insights.
There’s been so much uncertainty over the last couple of years. If you spend all of your time trying to control everything, you’re not spending time on what’s most important. Embrace the ambiguity — don’t fight it.
Also, hold tight to your values. It doesn’t matter how much your circumstances change, it’s important to hold on to what you really believe in. This will be your anchor when everything else is shifting.
We’ve learned that sometimes, in order to increase revenue, you need to pause, slow down, and reevaluate your business to really understand and explore new opportunities, new products, new platforms. Data is at the heart of that innovation. It helps us understand in real-time what’s working and what’s not. How can we be better at what we do? That’s really the home run.
The war for talent is real. You have to approach your recruiting strategy like your prospecting strategy. Who’s your ideal employee? Define it. Know what experience you need. Then, go after the best candidates. These folks are getting outreach from recruiters all the time, and you have to be different. My recommendation: Bring your CRO, COO, CEO in to help. There’s nothing more impactful than a C-level reaching out directly to talent.
Also, be honest and transparent. This creates a culture of trust. We have a weekly meeting where we share updates from across the business, which fosters honesty at all levels, from C-suites to the entry-level associate, ultimately permeating to all client and partner relationships as well.
If we’re going to move the needle and drive change for diversity and inclusion in sales, our leaders have to be intentional. They have to walk their talk. Take a look at your policies — the most important of which is paid maternity leave. Aim to create an environment where everyone can thrive, not just hit their sales quota. The success of your sales team, individual contributors, sales leaders, and organization depends on your willingness to create a culture where everyone can thrive.
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AI (artificial intelligence) is this big fluffy, amorphous nice-to-have but its usefulness depends entirely on the quality of your data — and where it lives. Too often, data gets siloed in certain teams or is inconsistent. Before you roll out AI, make sure your data is clean, assimilated, and funneled up to a single source of truth. Only then can you use AI tools to identify customer behavior patterns, opportunities for new sales and cross-sells, and a ton of other insights.
If you spend all of your time trying to control everything, you’re not spending time on what’s most important. Embrace the ambiguity — don’t fight it.
After you identify the accounts you want to target, examine the titles of the buyers at those companies. Then, fold in C-levels from your own company to connect with C-level buyers at target accounts. If you’re selling to CTOs, for example, the CTO at your own company has a lot of insights they can share with other CTOs. They can also share similar challenges and strategy perspectives.
It’s less about what the format of the marketing content is — email, paid campaigns, phone calls — and more about how you execute. In other words, having C-levels deliver your marketing message cuts through the noise of competitor campaigns.
Show up to educational webinars and events geared to the audience you’re targeting. You can catch the names of those who show up and use these for prospecting, but more importantly, you can engage in conversation when you’re there (either virtually or in person). You’ll be able to go beyond what you think you know about the prospect audience and build relationships based on curiosity and empathy. This will make it easier to navigate future sales conversations.
Build customizable dashboards, review pipeline updates in real time, and identify new sales opportunities all on one intuitive platform.
The war for talent is real. You have to approach your recruiting strategy like your prospecting strategy. Who’s your ideal employee? Define it. Know what experience you need. Then, go after the best candidates.
Take things like standard sales activities — emails, calls — and create gamification around them. Reward your reps for doing these things well with a point system. Track it on a leaderboard so they can engage in friendly competition.
Gamify nontraditional actions, too. For example, give reps an extra 100 points if they make someone laugh on a cold call. This creates intrinsic value to an action that helps a sale while also rewarding the rep.
You have to be authentic if you want to connect with customers. How? I’d say you need guardrails for your team. What do you want them to do and not want them to do? How should they communicate in a way that’s both genuine and representative of your brand?