Are you looking for the tactics for managing a sales team? If yes, then you have arrived at the right location. In this post, you will receive actionable insights from some of the best experts who have done it multiple times.

It is definitely a challenge to manage a sales team until you start to build revenues at a 20%. It may be a rude awakening and for a swift.

Here, we will give you 12 sales management on the basis of practical knowledge that attained by developing companies from 0- $100 million from some of the world’s most popular sales leaders.

12 Professional Tips to Manage a Sales Team successfully

1. Be results driven- David Baga

The people should be hired with determination and positivity. Develop an environment that should be extremely transparent and initiated on the major sales metrics. If you put some competitive individuals together in a crystal clear environment, it will boost up the whole company from top to the bottom. Ensure that you focus on the results for prevention of the people to get confused by activity instead of productivity.

David is working as the SVP in the Revenue & the Operations department for Rocket Lawyer. His team has increased the revenues from just $2 million to more than $40 million in a short period of 4 years. Previously, he worked at Oracle to build and lead the sales teams that give excellent outcomes.

2. “Find out where you are and what you require”- Aaron Ross

Prior to learning the technique for managing a sales team, you have to create one. You have to find out the category that you think has the greatest potential, builders vs. growers. They begin with almost nothing. Once everything reaches the place, the growers grow that. The majority of the individuals aren’t good on both these things. Remaining aware of the stage you have reached and what kind of sales individual you require and ask questions for separating the builders from the growers.

Aaron is the founder of Predictable Revenue Inc. Consultancy and worked as a sales guru at in the past where he assisted in increasing the company’s revenue by almost 100 million. Furthermore, he is the number one selling author of Predictable Revenue: Turn Your Business into a Sales Machine.

3. “Managing expectations accordingly”- Navid Zolfghari

Your desire is to make your team excited and perform all the things needed for supporting them. I believe everyone understands what is the definition of over-performance, but there is few person who has defined how under-performance looks like. Do you feel comfortable by working with a salesperson who consistently gives 90% revenue or one who can be at 170% and way more?

Navid has founded the Pinpoint Mobile and work at Wildfire Interactive that was bought by Google for more than US$ 400 million. He was also the former founder of TriFame, which is an online talent discovery site.

4. “Coach Ability is the main thing”- Mark Roberge

You should ensure that your hires are perfect to take feedback. Figuring out by performing a role play under which a demo should be conducted for your item. After that, think about the technique it is performed. After that, feedback should be given. It shouldn’t be graded just how the demo went through, but the professionalism of the team towards self-assessment should also be checked. Then take feedback and implement it.

The author Mark is working as Chief Revenue Officer in Hubspot. In the year 2011, the company was positioned on 33rd position in the list of Fastest Growing Companies whereas he was ranked on 19th position on the list of Top 30 Social Sellers in the World published by Forbes.

5. “Setting the level high”- Andrew Riesenfeld

If sales objectives are high, then there will be something for the team to go for and there is a need for a belief in the team that anything can achievable. If only 3/4th target gets achieved, it means you are performing better than attaining complete mediocre objective as long as there is a trusted approach regarding what’s being created for boosting the success.

Presently, Andrew is working as the Vice President of Sales team at Guide Spark. Along with that, he was a former VP at Responsys. In that company, he assisted the organization for an acquisition for US$ 1.6 billion by Oracle.

6. Incentivize your group- Arjun Dev Arora

For instance, investing your funds in some dashboards across the office show a live result of closed deals and present monthly value of dollar or deals closes for all the individuals. It develops transparency across the company and group and a desire for success and urgency.

Arjun is the founder of ReTargeter and acting as Chairman of the Board. He led the organization to list of top 100 Fastest Growing Companies created Inc. in 2013.

7. “Training Matters a lot”- David Baga

One of the most important components of the culture is made continuous learning and spend proper time in training as well as professional development. There is a regular cadence of training in all the successful sales companies that create the fundamentals of competitive intelligence, opportunity management, product knowledge, professional communications, and territory planning.

8. Utilizing the volume of value ratio- Aaron Ross

It is pretty important that most expensive individuals in your organization should invest some time in the below volume work, such as securing referrals, developing relationships, and partnerships. Some higher volume activities should be targeted on the lower value, such as transforming approach into leads. It is true for leads and that’s why you should go after better prospects.

9. “There is nothing that a single thing can suit every solution”- Navid Zolfaghari

In your group, there will be several personalities that work for you. Your duty is one of the enabler and mentor. Your desire is to protect your group from the internal politics so that they can target on their work at hand and attain much success. Every person needs to be managed in a unique way and figuring out what is the real motivation and pushing those button to create better sales individuals.

10. Early specialization for growing sales- Mark Roberge

Every person in your sales team shouldn’t be treated in a similar fashion. They should be grouped according to the positive points, skills, and preferences. Check out whether they prefer to go after bigger components of industry or they focus on smaller ones? Is there understanding in them about the particular sectors better as compared to the others? Prospects should be segmented and sales teams should be capable to check them, especially when it grows.

11. Designing a transparent company- David Baga

What is the meaning of transparency, it means every member of your team understand how you are working. The objective of every team member is always acknowledged by the best sales companies and their progress should be tracked.

For instance, the number of calls made daily, the time used for taking on the mobile, what is the design of the pipeline of every person and what’s its availability. All the work ethic should be displayed.

12. Though out how accounts should be distributed- Navid Zolfaghari

It is a common thing that you look to offer your best chances to your most professional salespeople. However, it is pretty important to make system balanced. You desire that all the team members must feel that there are equal opportunities for everyone to become successful. That’s why never back down to invest your resources in a new talent and giving them a opportunity.