now here i would to discuss does the company should provide them training again. if no, why??
heya Dips a good query , see i think it depends on company and the product we are in to , the curent situation wch i can relate to is my company i had recently Joined "SHAREKHAN" as Sales Executive, now my training is nearly over , but but i havent been on Field, i think in this case there is a need of training sessions for a while , wch i can say POST Field training, where i am very thorough with the companies product but now facing problem raised by the Clients Query. obviously the training cant go for longer time, but ia day session or may b half day session every month will definately boost Confidense and make us presentable in frnt of Clients
I think the market is dynamic and hence every good company has to come up with new product with time , so tht it alwasy remain connected to Client. however ther are instances wer there are no new product coming then i guess only initial training is enuf, but agn in the name of Training session one get definately get the sales team together and try to figure out wer is the lackin part coz everytime ther are issues wch need to b discused , we can call it a kinda training.
A) Product know-how
B) Profession know-how
Product know-how: Is the category of training which includes information on the product, which is the subject of the sales process. Accordingly, every single detail about the product should be given to the salesperson, as the following;
1. Product specification (size, weight, color, formation etc...)
2. Product usage (how to use the product, handling, storing etc…)
3. Product Sales Tools (catalogues, samplers etc.…)
4. Product Marketing Tools (benefits of using the product, what would the customer get if he/she buys that product)
This is what is related to the product, now the second important part is the Profession know-how. If you were not born with the sales talent you can never acquire the skills. This term is true. A sales person is someone born with the sales talent within. Thus profession know-how then comes as an addition to that talent. It includes the following;
1. Presentation skills (self presentation & product presentation)
2. The market where the sales process should take place
3. Types of customers targeted with the sales process
4. handling customers objection
5. closing deals
6. Follow-up and customer services.
In addition to the above trainings, and periodically the salesman should be trained on self motivation, reporting systems and feedbacks, analysis of situations and career build-up.
Training is an on-going process all during the period of employment. It is not related to a one-time when a new product is there only. Morning meetings with the Sales force are very important and are the cheapest trainings that a Sales Manager at a firm can do for his staff. Other in-house trainings should also take place such as, clerk work, using the computer programs for feeding information of the market and obtaining analysis, filing of Sales reports etc...
Nowadays training budgets at major companies form a big portion of the budgets, and are taking part of the managers’ concern. Human factor is the most important asset of a firm, thus developing that factor will ensure the firm growth and expansion in the market.
From Kuwait , Kuwait
Interesting are your thoughts, I would like to stress upon training in small organisations, where one can not primarily invest on training to leverage mounting sales result. subsequently most of the employees go in for on the job training which increases the level of overhead too.
My question would be rather than investing time would it be viable for small organisations to provide training of any kind other then on the job?
Second, if this is not workable what other options do small organisations have to meet there training requirement, keeping all the limitations in concious?
I await your thoughts on this
From India , Delhi
I have joined the network last Friday. Am a marketing and sales professional and currently work inthe services industry.
Sales training is not a one time activity. Thing that matters is not how much you spend on training, how much of knowledge your employees have gathered. like our other member described, training can be product related and skills related.
For product related training, you can have a daily meeting or a weekly meeting with all the sales people. this is the most effective way of training as they can share their experience, doubts etc through which the others can learn. the management can also use the same meeting to explain on new products.
for a sales person, apart from the knowledge of selling, they need to know the backend process. for this, you can have fortnightly or monthly meeting with colleagues in the other depts and the sales people. this would enhance their knowledge in terms of the process, problems etc which would help them while taking orders and confirmation to the orders. the only thing here you need to take care is that this meeitng with the other dept should be a healthy one and no one should start discussing on what mistake people made and also should not make personal statements against the sales people. all set and done, the back end is to support the sales team. what i mean to say here is that the discussion should bring out ways to have process and easy work environment for the sales team as well as the fulfillment team.
for training on skills, these days trainers are available, who work as consultants, and they would customize their training according to your employee profile and needs.
you can also keep regular meeting within the office and ask people to talk about/present on certain topics, do mock meetings etc, mock situations etc which add value to your day to day operations.
From India , New Delhi
In fact firms are not always obliged to outsource training. Although outsourcing with training professionals usually gives better results, but on the other hand it is an additional cost to be added to the operating cost of the firm.
For that reason, a Manager who always should have better knowledge may assign a daily meeting, most likely in the morning to orient his staff. This orientation should be programmed in a way that targeted purpose of the training could be achieved.
The benefits of such “morning-meetings” especially if repetitive; will implant the views and targets of the firm, policies, applications and also products know-how. To outsource training; the program should be very beneficial and rare as well as difficult to be transmitted by the firm or department manager/s.
For example, daily sitting with Sales-force for 15-20 minutes in the morning will conclude the following;
• Motivating the team for better output.
• Discussing market issues and problems, and try finding solutions in a group discussion that will enable everyone to benefit for the experience of the others, hence from the experience and knowledge of the manager himself.
• Discussing new products / services, as well as new methods for implementing sales in the market.
Most of the morning meetings gave better results than sending one or two staff members for training abroad or at another firm. The main issue is that training centers do not have customized training sessions unless asked to prepare them. Accordingly, sales staff will find it more beneficial to attend an In-house training which is also more feasible to the firm.
From Kuwait , Kuwait