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Even the best salesperson can fall short of targets if they’re not organized. If you’re a sales manager, strategies for helping disorganization are crucial to employee success and retention.
Handling disorganized staff can be a significant hurdle to overcome as a sales manager. Strategies to address disorganization, however, can help a struggling employee become successful. Indeed, the initial burden of disorganization often does fall on a manager to help rectify, though, in the end, the employee needs to do the bulk of the work. Still, having managerial support is undeniably important.
Not all sales manager strategies for dealing with employee disorganization will work for everyone. Still, if employee success and retention are hot topics for your business, you may find it to be worth the investment of your time and perhaps a little money to get the employees you believe in on track.
Not sure where to begin? Here are a few helpful sales manager strategies that address employee disorganization and give all of your teams a chance to succeed.
5 Sales manager strategies for getting your team organized
1. Time management training
Often, disorganized employees have more trouble with their time than they do with actually keeping their notes and records in order. By offering time management training, you’ll empower employees to take control of their calendars and ensure that they’re making the most of their days by prioritizing, re-prioritizing, and sticking to a schedule rather than being all over the place. Some employees may need refreshers on this as well, so it could be a good thing to offer more than once a year unless you’re a very small business. Either way, revisiting this kind of training even once a year may help eliminate disorganization.
2. Take advantage of technology
Using a CRM tool like AutoRaptor is a tremendous help with staff organization, and may be one of the best sales manager strategies for eliminating disorder. Software like ours not only allows for clean, easy management of client profiles, including notes, contact information, and regular updates, but you can also do things like automating tasks, which give your employees more time to focus on other areas where they need to get organized. Using this technology will surely bring about improvement in most disorganized staff members. If it doesn’t, you’ll know that the problem runs deeper than the surface and may require more aggressive interventions.
3. Morning huddles
If your business is small enough, have a morning huddle with all staff members so you know what each person is working on. This also allows each of them to think about their priorities for the day and how they’re going to tackle all they have to do. Some people may push back on this, but as far as sales manager strategies go, this approach can bring about much success, especially if you help each employee understand the value of the huddle. Even if people don’t feel they need it, if they understand that one of the points is to help their colleagues improve, they may become more engaged and help you bring about more success from other staff members who’ve been falling short.
4. Create a foundation for universal organization
Getting people organized is tricky because, among other reasons, everyone has a different organizational style. Some people organize themselves very well, and some don’t. While the ones who like to do things their own way may find this intrusive, it can be helpful to set a universal standard for how you’d like to see your team members organized each day. Ask them to update project plans, schedule out their days in their calendars, share each others’ calendars so everyone can see who’s up to what, etc. This gives structure to those who need it and increases accountability, which can help motivate those who struggle with staying on task.
5. Create individual performance plans
Finally, suppose none of these sales manager strategies prove effective in addressing disorganized employees. In that case, it may be time to create individual performance plans for those who are falling short of your expectations. Don’t present this as a warning or a threat to end their employment; instead, use it as a tool and resource for struggling employees to fall back on. It should include a timetable for expected results and measurable goals an employee can take to achieve those results. These plans can be hard to deliver, but they can often help people turn around quickly and be more successful at their jobs.
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