Archived Insight | July 30, 2018
Properly motivating your sales team involves more than offering them a nice set of steak knives. Learn how we can help you build and maintain a sales force that will take your organization to the next level.
It's not enough for your sales team to simply show up to work — they need to constantly push themselves to give your organization the edge over the competition. But if you think you can increase sales force effectiveness by throwing money at your team without any sort of plan, you're sorely mistaken. Our experts will help you draft a comprehensive plan involving incentives, clearly-defined goals and more that will help your team not only achieve your goals, but exceed them.
Our team has decades of experience in helping organizations get the most out of their sales team, and can help you either design an entire new strategy from scratch or tweak an existing process to make sure it's still effective. No matter what, we'll develop tactical methods of reinforcement to drive sales strategy and ensure that your sales force is in a position to succeed through post-sales support capabilities.
Some of the factors of sales force effectiveness we'll help you evaluate include:
Here's an example of how our team helped one organization increase their sales force effectiveness and succeed in a highly competitive market.
A major utilities company engaged Sibson Consulting on a sales force effectiveness project to cut nearly 20 percent of their baseline cost. Revenues in this industry are relatively fixed but costs are variable. These costs are passed directly on to customers who may choose to reduce energy usage as their bills increase. Therefore, as costs increase, revenue may decrease. This utilities company wanted to get ahead of the utility “death spiral,” a term used for businesses leaving the operating area due to economic pressures.
The fundamental problem for this client was determining how to cut costs without reducing service levels or capabilities. The client needed us to validate or disprove their theories on the potential inefficiencies in staffing ratios, go-to-market strategy, and organizational structure.
Our team focused on the core capabilities supporting the organizational mission, then recommended the removal and allocation of unnecessary resources. We recommended a number of different opportunities for cost reduction, including a new go-to market strategy and reorganized workforce.
The approved go-to market strategy hinged on a more sophisticated form of customer segmentation that was supported by a highly skilled team of experts to address key customers. Our approach aimed at increasing customer satisfaction and energy efficiency results by using fewer resources in targeted accounts. The reorganization used a spans and layers assessment to apply consistent best practice staffing ratios across the organization.
The client continues to work with us to clearly articulate their mission and define their talent management program. Because the company was able to reduce headcount and costs by using this project as a platform, it prevented deeper reductions in the most recent layoffs and allowed the company to maintain key capabilities.
This page is for informational purposes only and does not constitute legal, tax or investment advice. You are encouraged to discuss the issues raised here with your legal, tax and other advisors before determining how the issues apply to your specific situations.
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