How does an organisation manage sales force ?

It will do if someone directs me to the source of any knowledge site.I want my answer to be more practical and less theoretical.

For sales reps to be successful, they must have a plan.

If they are quota driven then have their quotas broken down into weekly and daily quotas and motivate them to achieve it.

You might want to ask for written reports (to include names and addresses of prospects, clients and time of visit).

You can also make follow up calls based on the reports given by sales reps. This will determine if they really saw the client.

Have your reps do a time table of their weekly schedule in order to get them more organised.

At times you should go out in the field with reps without warning
them before hand. Use a random selection method for this process.

Monthly /weekly sales meetings are important in order to discuss what is happening in your industry especially as it relates to your stakeholders. Discuss opportunities and threats in the industry and how to deal with each.

Last but not least motivate, motivate, motivate and give incentives for outstanding performance.

Divide in your territory into smaller regions and zones and give charge to the sales managers.

well when i was working in sales in hotel; we had this system; each member of the team should enter all the details of each meeting he had in the day with the results or what results he is expecting from each client; this data each sales person can see along with the upper management; this way you can monitor the daily work for each sales person; and their will be no duplication in talking to the same clients.

1.by daily planning
2.daily report
3.targets
4.incentives
5.look after their personal family problems
6.suitable managers to boost them, not to manage
7. daily meeting disussions, direct interaction and immediate action

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Every successful organization relies on an effective sales force. For a sales organization to be successful they must have a strong sales manager. It is up to the sales manager to see that the sales force reaches it's sales goals or objectives. It is his job to see that the sales force remains motivated and successful. It takes a certain personality to be a successful salesman. A good sales manager should know what attributes to look for and be able to foster those attributes into a successful sales executive. One of the primary functions of the sales manager is to recruit sales personnel. Once recruited, it is his/her responsibility to train and continue to keep that individual motivated and productive. If the organization is large enough, there could be regional and even local sales managers to manage the sales force. A larger sales force will have a national sales manager and regional sales managers under his direct supervision. Those regional sales managers will have local sales managers under them. The local sales managers will directly oversee the local sales force.

There are a number of incentives sales managers can use to motivate their sales personnel. These can include cash, trips and simply recognition. Typically, most sales organizations have individual sales goals which must be met by each salesman. If the salesman fails to meet those minimum goals, then the salesman is usually worked with by the sales manager to assist the individual in honing their skills and helping them to be more productive. If the individual fails to get their sales up to an acceptable level the individual will be replaced. The sales manager will continually recruit, train and motivate his salesmen.

Whether the sales force is a direct sales force such as Tupperware which sells to consumers in the home, or those dealing with business to business sales, the sales force structure will usually be the same. If the organization is small, the owner of the business may also act as the sales manager. Again, the basics are the same regardless of the size of the organization.

Most sales organizations pay sales personnel on commission. Some may pay either a draw against commission, or a base salary with a performance bonus or commission once the salesman exceeds their sales quota.

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