One of the few positive aspects of the current recession is that there is a flood of new business growth. Entrepreneurial-spirited individuals, frustrated with the business world, test the water with their new ideas and start-ups challenging are large, slow-moving organizations through the development of innovative products and services.
http://www.salesforce.pannipa.com/2009/11/top-tips-for-building-a-salesforce/
While many of these smart companies will be streamlined to be successful, others not. Why? There are many reasons for business failure. However,it is almost always by the absence of building a successful sales force.
Some entrepreneurs believe that they are the only ones who can possibly be yours. Giving to sell their products or services to someone else is like handing over their babies. Others get so immersed in day-to-day running of their business, they do not make it easy, not time for big-picture projects such as the work on the company’s growth and a successful sales team.
TheThe reality is that at some point, entrepreneurs need to spread the sales effort and their talent when they go to be successful. It is not about the attitude of a person who will only support the overflow sales “scum.” Instead, it comes to employing one or more sales superstars who raise their vision of the organization, distribution and use of their experience and professionalism to the business on a higher level.
The finding of the superstars can be a challenge, but they are madethere. In fact, since the series of layoffs in the past year there has never been a better time to hire a vendor. Many skilled professionals would jump at the opportunity of working with a company that is larger rather than smaller is on the brink of failure simultaneously. How can the best sales force specifically for your needs? Here’s how:
Find someone who is compatible with the company culture
Startups can be chaotic, and not every cut is to work in one. Verifythat each country you plan to be comfortable with multi-tasking and pitching-in in a variety of levels and thrives in an environment where there may not always be much structure. Often successful “big companies” sellers are like fish out of water if they do not have around multi-layer of management and corporate structure to it. Others are willing to spread their wings in a startup. Find out their comfort level before making the commitment to spreading onBoard.
Look for someone with connections and contacts
Apart from the desire to prepare themselves for an emerging company, your potential new hire will have much more success if he or she has a thick Rolodex of connections and contacts. Where can you find such a person? Go out to see into the field and participate in some events in the industry who might be interested in another chance.
Do not micro-manage the New Hire
If you have hired the right person, they should be able to hitGround running, without the need of hovering over a longer period. Sure, you must make sure that it was selling up completely on what they will speed. But as soon as they are, it’s time to give some control, and let them go and run on the ground.
http://www.salesforce.pannipa.com/2009/11/top-tips-for-building-a-salesforce/
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