Engage, Retain & Maximize Sales team performance HOW WHY WHEN WHOM WHO WHAT & WHAT NOT ??????????
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Engage, Retain & Maximize Sales team performance HOW WHY WHEN WHOM WHO WHAT & WHAT NOT ??????????
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Transcript of Engage, Retain & Maximize Sales team performance HOW WHY WHEN WHOM WHO WHAT & WHAT NOT ??????????
Engage, Retain & Maximize Sales team performance
HOW WHY WHEN WHOM WHO WHAT& WHAT NOT ??????????
WHO IS THE BEST SALES MANAGER ?
THE LEADER WHO ENGAGE THE TEAM BETTER
THE LEADER WHO RETAIN THE TEAM BETTER
THE LEADER WHO MAXIMIZE SALES BETTER
IT’S A STATE ACCOUNT
GDP CONTRIBUTION IS 06.43%
4TH POPULOUS ACCOUNT IN THE COUNTRY
HELD BY COMPETITION FOR LONG 34 YEARS
CUSTOMER COULD NOT EVEN DREAM ABOUT CHANGE
KEY ACCOUNT BREAK IN
FORMATION OF TEAM
SET THE COMMON OBJECTIVE
DETAILED PLANNING
CONSISTENT PREPARATION
HIGHER LEVEL OF ENGAGEMENTS
CONSTANT TRUST BUILDING EXERCISES
COMMUNICATION & DEMONSTRATION
FOCUSSED ON SMALL WINNINGS & INSPIRED TEAM FOR THE BIG
KEY ACCOUNT BREAK IN
DYNAMIC COACHING
KEY ACCOUNT BREAK IN
RESULT - 13TH MAY 2011
SHE BROKE IN THE ACCOUNT THE ACCOUNT – WEST BENGAL
FORMATION OF TEAM
SET THE COMMON OBJECTIVE
DYNAMIC COACHING
DETAILED PLANNING
CONSISTENT PREPARATION
HIGHER LEVEL OF ENGAGEMENTS
CONSTANT TRUST BUILDING EXERCISES
COMMUNICATION & DEMONSTRATION
FOCUSSED ON SMALL WINNINGS & INSPIRED TEAM FOR THE BIG
KEY ACCOUNT BREAK IN
SET THE COMMON OBJECTIVE
HIGHER LEVEL OF ENGAGEMENTS
DYNAMIC COACHING
TRUST BUILDING
HIGHER LEVEL OF ENGAGEMENTS
ALIGNING TO COMMON OBJECTIVES,VALUES & ASPIRATIONS
HIGHER LEVEL OF ENGAGEMENTS
FULL ENGAGEMENTOccurs at the alignment of maximum Job satisfaction & maximum contribution
CRASH &BURNERS
11%
HONEY MOONERS
13%
ENGAGED 34%
ALMOST ENGAGED 29%
DISENGAGED 13%
ENGAGEMENT LEVEL
Blessing White,Inc survey
HIGH LEVEL CONTRIBUTIONHIGH LEVEL SATISFACTION
HIGH LEVEL CONTRIBUTIONMED LEVEL SATISFACTION
LOW LEVEL CONTRIBUTIONMED LEVEL SATISFACTIONMEDLEVEL CONTRIBUTION
LOW LEVEL SATISFACTION
LOW LEVEL CONTRIBUTIONLOW LEVEL SATISFACTION
ME & MY MANAGER
ENGAGEMENT LEVEL
TRUST FACTOR
ME & MY MANAGER
ENGAGEMENT LEVEL
EMPOWERMENT
ME & MY MANAGER
ENGAGEMENT LEVEL
COACHING
OBSERVELISTENPROBEFEEDBACK
ME & MY MANAGER
ENGAGEMENT LEVEL
REWARDS & RECOGNITION
ME & MY MANAGER
ENGAGEMENT LEVEL
COMMON OBJECTIVE
ENGAGING THE TEAM
COMMON OBJECTIVE
TRUST FACTOR
EMPOWERMENT
COACHING
RESOURCES
REWARDS & RECOGNITION
ALIGN…ALIGN…ALIGN…
CRASH &BURNERS
HONEY MOONERS
ENGAGED
ALMOST ENGAGED
DISENGAGED
INTEND TO STAY BY ENGAGEMENT LEVEL
Blessing White,Inc survey
27% YES
70% YES
40% YES 60% YES
RETENTION
HIGHER LEVEL OF ENGAGEMENTS
SMART GOALS
WORK CULTURE
CAREER GRAPH
COMPENSATION
CONSTANT COACHING
CANON INDIA
KICK OFF MEETORG GOAL TO DIV GOAL TO DEPT GOAL
PMS REVIEW/SET SMART GOAL/MUTUAL AGREEMENT
KNOWLEDGE/SKILLS/WISDOMSTRATEGY /GOAL SETTINGLEADERSHIP SKILLSMANAGERIAL CHARECTERISTICSSOCIAL RESPONSIBILITES
Concentration
Consistency
Co-operation
Constraints
Creativity
Clarity
Continuous Learning career growth
CanonMAXIMIZING SALES
CanonMAXIMIZING SALES
0
100
200
300
400
500
600
700
800
900
1000
Rs
. Mill
ion
1997 1999 2001 2003 2005 2007 2009
510 Cr
1257Cr
378 cr
2010
Canon’s Growth Phase
SUMMING UP……
ALIGNING TO COMMON OBJECTIVES
COACHING IS THE KEY FACTOR
TRUST & CULTURE FOR RETENTION
