Sales Training Courses:

Sales Training America is a world class sales training and custom development training company specializing in sales training and sales skill development of our client's sales force. At Sales Training America we help our clients improve their sales profitability through the development of their sales management and sales efforts through SalesForce.com implementation. Sales Training America offers both public (open enrollment) sales training courses well as the development of customized sales systems and sales courses for Fortune 1000 companies across United States and Canada.

Are you one of the many corporations now focusing on core sales activities while implementing SalesForce.com while outsourcing non-core functions in response to intense competition?

If you are, Sales Training America can help there too. If you simply want to outsource some of your sales or sales management training or if you want to redefine yourself completely to survive mergers, acquisitions, leveraged buyouts, downsizing, or corporate restructuring we can help you.

For free, no obligation information on how we can help you with your sales training needs please contact us today.

Sales Training Tips:

Sales Courses: Why Losing a High Performing Salesperson Equals a $250,000-$500,000 Hit to Your Bottom Line

One of the responsibilities of sales management is to keep high performing sales professionals. These are the folks directly responsible for generating revenue that pays all those other bills from salaries to utilities. However, when those individual leave, there is a whole heck of a lot of cash attached to their backsides. In many cases, much of those greenbacks are underestimated.

Examining a typical high performer, he or she may have a base salary of $50,000 with a $500,000 quota. Now when you factor in the first six months where production is not at the necessary levels along with salary and benefits, the recruiting and training fees, you can easily reach an investment of over $40,000. This hard cost pales in comparison to the soft costs of lost opportunities both externally and internally.

For example, what are the other members of your sales team thinking about the person who left or the new hire especially if she or he is not pulling her or his weight? Are you losing opportunities because your current employees have notched down their performance especially if they have met their targets?

How about your existing customers? Did any leave with your recently departed "pro?" What is the value of each of those lost customers and any partly disengaged ones? (Sales Coaching Tip: Disengaged customers are those who reduced their average purchases for no validated reason such as declining economy, etc.)

Have you looked at your reputation in the marketplace? Has the lost been noticed? What are potential customers (a.k.a.prospects) hearing about your company? Is this decline keeping potential high performers from applying for that now vacant position?

Looking again internally, how much time are you now as a sales manager investing with the new person compared to the one who walked out the door? If you are earning $100,000, this could easily equal $15,000 to $20,000 (15%-20% of your time). Sales Coaching Tip: New hires take time even if they are proven performers because each organization is different.

If you did rehire, once again recruiting costs, termination costs for the one who left, training costs all come back to play. This hard cost again is at least $40,000. And, heavens forbid, what happens if you hired the wrong person? If that happens, you can easily double all of those soft costs.

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