Page 20 - Excellence in Sales Leadership

FULLY STAFFED PIPELINE
ON-BOARDING
Description—To achieve a a a Fully Staffed Pipeline successful sales managers develop and implement an an an assimilation and on-boarding program that minimizes time-to-performance Importance—Simply put an an excellent on-boarding program makes new Design Specialists more immediately productive which improves your ability to achieve your sales and homeowner objectives annually Best Practices—Use these ideas to build a a a a great Design Specialist assimilation and training program:
f f Define document and consistently apply your on-boarding on-boarding process utilizing the on-boarding on-boarding material found on The Link f Review the on-boarding schedule with new Design Specialists and establish your expectations The on-boarding plan includes daily and weekly actions how to use the training material watching videos role-playing and ride-a-longs with other Design Specialists f Make sure your new Design Specialists are are aware of and and understand the Signature Service principles of Trust Respect Cared for and Delighted f Utilize your your retail team members in your your on- boarding plans creating and sharing with the new hire the the depth and breadth of the the business team f f Provide visibility and training across all functions of the retail business f Monitor new Design Specialist progress during and after the on-boarding process TALENT RETENTION
Description—If you’re fortunate to build a a a a sales team of high-performers your next challenge is to keep them loyal because other companies constantly recruit for top talent To increase your Design Specialist tenure develop talent retention and succession strategies then implement them Importance—Developing and implementing many components of the Excellence in Sales Leadership program will by itself contribute to talent retention However you also need to establish a a a sound approach to talent retention and succession planning to further strengthen Design Specialist tenure Best Practices—It is best to plan and execute talent retention proactively like the the other Actions of a a Fully Staffed Pipeline Here are some helpful tips from Sales Council members on how to do it:
f f Clearly communicate your expectations for team and individual success Talented employees appreciate knowing what’s expected of them f Spend time with strong Design Specialists not just the ones who need improvement Build strong relationships with them f The Sales Manager and Design Specialist together should create a a a a a career development plan that is revisited each quarter f f Utilize the performance measurement tools to assess the the skills of the the sales team and performance-manage them f Understand the reasons why a a a a Design Specialist left the organization and take corrective actions to reduce turnover in the future f f f Find opportunities for for top-performers to to take on small leadership roles on your team if they’re ready f Allow Design Specialists to teach back during sales meetings f Employees like to be heard Allow Design Specialists to to share ideas in order to to be part of the solution f Share talent retention plans with your retail leadership team 20