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Kirsty X UK | I have inherited an inept and lazy sales team - how do I get them to knuckle down or ship out??!? |
Unfortunately they have been left un-managed for over a year and have got used to taking breaks when they want, chat and mess about at will, surf the net and generally do as they please when they please! Is it best to pick them off one by one, or sit them down as a group and read them the riot act? I need to deal with this quickly and efficiently and want the simplest most effect way to do it - any suggestions? |
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Gone fishin'
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You can change their pay to commission only and that will separate the men from the boys. Or provide incentives for sales to get them to work for more money. |
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Anchor Cranker
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Go in to work tomorrow morning, the worst offender sack on the spot.
Give the rest the benefit of an appraisel / one sided interview and read them their horroscopes ie - if they insist on carrying on the way they are, they will joining the guy / girl who has just been handed a P45.
Once they know you can be a complete B###### when you need to be then ease off and go lightly. They will soon come around. |
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Bad Mother Clucker
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Sit them all down at once and read them the riot act. They may be good workers who just need a little direction. They probably need more work too, which is why they got lazy. Sit them down, set some new guidelines. After a few weeks talk to the individuals who aren't shaping up. |
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Raffles
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I think you need to sit them down as a group and go through the results for the last 12 months with them.
Stick to objectivity and numbers and even the most reluctant will have to accept that things need to change.
If you look at the sales results for the trading period ending 12 months ago and compare that with the last 12 months that should illustrate that they have gone off the boil.
You need to show them that each one has a sales target and how that contributes to the whole.
Comparison figures for the the last two years should tell all.
You then need to break down the next 12 months budgeted sales and show them how that relates to their own personal targets.
You can do that in total in a group meeting but you need to follow up with 1:1s showing their individual performance comparisons and how you are expecting that to improve.
Obviously anyone who fails to meet their targets consistently will need to understand there is no place for them in your team.
I assume their pay is performance related so if they are happy with the status quo maybe the basic element (guarantee) is set too high. This might be difficult to change.
After you have had your 1:1s then each month you need to have a group meeting (maybe even weekly) showing the league table.
Noone likes to be outperformed by their chums so this should give you some immediate improvements - good luck |
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Chianti Man
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Where are you? I can come and work for you. |
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Jen G
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Sit them all down and talk to them, tell them that this is your only warning, shape up or you will be shipped out, then start picking them off one by one. |
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jsawgirl
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I don't know what you sell but I was in sales for a number of years here's a couple of things that may help.
1) The person with the least amount of sales at the end of each month is fired.
2) The person with the most sales at the end of the month gets a $$$$ bonus.
3) Have a sales contest, sell a certain number of items on a Monday, and get a $$$ bonus, or double sales credit
4) You need to get your sales team enthusiastic about selling something. they don't need your anger, they need your approval. Focus on the things they do right, not what they are doing wrong.
5) divide them into teams, and have sales challenges, the winning team gets lunch free at a nice restaurant while the other sale people cover for them.
I can give you lots of ideas to get your sales staff motivated and energized. email me, what are you selling??? |
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wang eyed lil
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Read them the riot act....
set sales targets with incentives and those that dont achieve get rid of them and let them know thats the score..
After all its your job that they are jepordising aswell...
There are aload of people out there who need the work and this lot have had it too easy and now they think that they can take the pish....
Let them know whos boss, its the only way...
Good luck...... |
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simoncrann
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Depends on your managerial skills. Do you feel up to setting the records straight?
My suggestion would be to first sit them down in a group meeting: set sales targets and strategies, discuss individual responsibilities, pinpoint unnecessary behaviour that must be quickly tamed and focus on team spirit, team work and all-round improvement.
Remember: be assertive, not aggressive. You're looking for their immediate respect (bear that in mind). Know exactly where you're going with this meeting and have your answers to their questions at the ready.
At the end of this meeting set up a second meeting with them for a few weeks later. Analyse whether changes have occured and which. This is the point where you give out any deserved written disciplinary warnings. You're not that to be liked, but to be respected as a manager. You don't want to be dealing with personnel issues for the next couple of years, do you?
Keep me posted on this!
Good Luck! |
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zion
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make an example of one of them |
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qprbone
 |
try whipping them |
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qmstr725
 |
I have had to deal with the exact same situation. Reading them the riot act as a first measure is the wrong approach. You will just end up alienating yourself and they won't want to work for you.
You should sit them down and let them know that after being in charge a while you have noticed some things that you think may help the team run more smoothly. Have a list ready of required behaviors. Make no threats, implied or otherwise, at this meeting. You should reserve any punishment talks for employees on an individual basis in a private setting. Make it more of a pep talk at first, especially mentioning how you hope to really increase sales thus making them more money. Everyone responds to that.
When individuals deviate from the standards you have set, you need to let them know immediately in a private setting that the behavior must change. The second time, provide a written warning that lays out a corrective plan of action for the employee to commit too. The third time is when it is time to get rid of them.
It is a difficult situation to be in but if you handle your employees this way, without taking it personally, you will have a much more pleasant environment. You probably will still have to let some people go, but the ones who stay will be grateful that you handled the situation in this manner. You will also be able to recruit new employees that are entering an office where they know the expectations. Good luck! |
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gee man
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its best to sit them down all at once "as a team" then let them know what is expected of them and your plan to accomplish this gold being that you are the leader take charge of the team lead by example .there is one employee in the bunch that is the so called "leader" the one that everyone talks to or follows his advice .find him ,tell that person your plans,and that he is needed to help turn things around .if this person is on your side the rest should follow ,if not and he goes against the grain ,then this is the person you have to make make the example of , or "cut the head off the dragon "so to speak . but give them something to work for. try to be part of the team not just the boss. |
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Chris H
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Firstly, did your predecessor get get the boot? Were you brought in to move things along? If so, then you need to look at what was being done right before, and what was not. Take the best, and leave the rest. You'll have to be a bit direct with them sayong you're here to move things along, and don't want to lose any of them, but it's your duty to get results. Any takers? See what that does! Of course, you'll have to get from them what was working well before, so just ask, but don't be afraid to let them know that positions are on the line........ |
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colo_madmechanic
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Sounds like its time for an all hands company pow-wow
suggestion #1
gather everyone and set down the rules, explain to them what is expected of them, layout the goals for the next month
(keep it short term for now, until you see what it is your dealing with)
ask for and collect suggestions and concerns.
install an open door policy; tell them to feel free to approach you with anything they need
(careful here, people who have been allowed to be lazy for long periods of time don't respond well to iron fist tactics unless you are prepared to deal with poor morale and are ready to "clean house" and replace the whole crew)
keep note of who is the most attentive during your meeting that person is likely to be the one that will prove to be the most helpful to you with worker/management relations and is probably most willing to see change in the office
(just make sure that person isn't simply a "yes man" or a "brown-nose")
If the improvements/results are too slow in coming or the crew is simply too far gone you should bring each employee in for an private Employee evaluation ...... that will allow them to sweat their job for a couple of weeks
most important: follow through! if there is someone that is just not cutting it,... fire him!
never fails, once somebody gets the axe everyone else bucks up (sorta like hunting, one deer falls dead, the rest of the heard runs) |
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