Having a recruiting strategy and an initial training program in place is only half of the equation. The other essential component that completes this formula for making a successful hire is a retention strategy.

After you evaluate your salespeople, what process are you going to have in place to ensure that your salespeople stay on track? How are you going to identify and handle the weak links in their sales process that need continued improvement or development? Weekly meetings, seminars, follow up training and coaching? How are you going to continually support, motivate and manage them to ensure they are sharpening their skills and are on the right path to attain their goals and objectives?

If you don't have an answer to this question, Keith would be happy to assist you in developing a talent development, sales coaching and incentive program to ensure that you are getting the greatest ROI for your team.

Aside from providing them with these tools for continued success, developing certain incentives will keep your salespeople motivated to perform. What type of incentive or bonus programs will assist them in maximizing their selling potential?

Tip From The Coach:
Here's a quick tip on how to develop the most effective incentive program: If you want to create a bonus program, have the salesperson develop one rather than taking the time to do it yourself. This way, the salesperson will not only have a deeper sense of ownership but he is the best person to uncover what motivates and drives him to excel. Additionally, this is a great way to establish full accountability.

After you review, refine and approve the incentive that the salesperson created, there's only one person he can turn to and blame if he doesn't achieve his bonus. After all, if the salesperson is the one who created his incentive program, then he is the person who believes that he can achieve it! This way, the salesperson can't blame the company for designing an incentive that he feels is too high to reach.