I go early in the morning and am usually the first one at work. I like to have a leisurely breakfast and check my calendar to see what I can do. I like that no two days are exactly the same. Sometimes there are a lot of meetings, other times I have more time for salespeople.
Sometimes it happens and I have to write a sales call script, go to meetings, prepare a report and even train in one day. But I like days like that. You feel better when you manage it and, most importantly, that it was useful. But it can't be every day.
How do team leaders at Laba Czech work to build long-term customer relationships?
I can only speak for the sales department. For us, this relationship is key. We are not your typical salesperson who is pushing to sell at all costs. Our goal is to talk to the person and understand what made them sit down and fill out the form.
We try to find the problems they face and the needs that can move them forward. germany phone number data By not pushing the saw so much and talking to customers more and listening to them , we in sales specifically build a long-term relationship. Of course, there are other things, but I won't reveal all the know-how. (smile)
What tools help you analyze and evaluate team performance?
I use Power BI and Excel . When you have those two tools and you have data to put into them, you can measure and analyze anything in the world.
I think it's not so much about the tools, but rather about realizing what you want to analyze. There are a lot of tools, but if you don't know what you want to do with them, you don't have to do anything and it will come out the same.
To make sure it's not just empty talk, here's a little tip on how you can monitor performance.
I have come up with my own sales rating . It is based on 4-5 basic pillars that people on my team have to do and that I expect from them. I monitor each pillar separately and distribute points according to a pre-set scale. For example, you monitor the sales conversion rate pillar and your goal is to reach 15%. So you set the rating so that for 16% achieved, the seller gets 5 points. In the range of 14-15%, he gets 4 points, etc.
This is how you set it up for other activities that are important to you, and evaluate them twice a month. You add up the points you get for each pillar, and the total score divides people into ratings A, B, C, D, E. You can then see a comparison of individual sellers with each other and know exactly who has reserves and who dominates where . You can change these pillars as needed, but they must be the same for everyone and everyone must have the same conditions.
You can then work with it beautifully as part of development and it can also be motivating, because no one wants to be a "C" for a long time. And if they are, the question is whether they are in the right place. It's like a recipe from a cookbook, but it works. (smile)