“If you hit these four items, I think that you are doing all you can to set your salespeople up for success.” – Zeeshan Hafeez in today’s Tip 760
How do setting your sales team up for success?
Join the conversation below and check out the full interview with Zeeshan!
All Things Sales Success – Zeeshan Hafeez on Sales Team Success
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Scott Ingram: You’re listening to the Daily Sales Tips podcast. And I’m your host Scott Ingram. The audio on this might not be at the usual level because I haven’t had power in over 30 hours, but the show must go on. Today’s tip comes in the form of a clip from my recent webinar interview on All Things Sales Success with Zeeshan Hafeez, Chief Revenue Officer at VeeMed and one of the best most innovative sales leaders I know. Here he is.
Zeeshan Hafeez: I think that bringing people into our culture adds is very important. I think building a foundational element, that’s going to set salespeople up for success is very important. My sales system is unique, Scott. You know that. It’s based off, of four fundamental items that I think are important to every single salesperson. I think that if you hit these four items, I think that you are doing all you can to set your salespeople up for success. I think things like not micromanaging them, giving them flexibility, allowing them to work from home. These are all table stakes. These are things that we don’t really need to talk about. But I think when we talk about the four major hallmarks of my system.
One is compensation. I think that this is something that sometimes people don’t want to talk about it. They don’t want to really say, Hey, salespeople are in it for the money while the fact is yes. Money matters. And so we shouldn’t be afraid of that. It’s not a bad word. It’s nothing wrong with making money in sales. And I think that on top of that, talking about, you know, some top performers, I’ve talked to top performers that were at Oracle that did mega deals. I’m sure you might even know who I’m talking about. One of the reasons they leave these companies is because they get capped on their commissions. And so why they’re closing mega deals should they get capped on commission? So create a system that has uncapped commissions that allow you to make as much money as you contribute to the organization. I talked to a lot of sales reps that are disappointed in their careers because they get leveled up or they don’t get compensated fully for what they’re doing. So that’s number one.
Number two is rewards. You know, not just warning people from a compensation perspective, but finding other ways to award them as well, to keep them engaged, awarding them for the right behaviors, rewarding them for hitting targets as a team that will allow you to align them to success.
Number three is recognition. Recognizing salespeople, salespeople need to be recognized for their achievements when they do something good salespeople. I think if you recognize them for small wins, big wins, getting. At early stages, it’s about calling out the early meetings or the early deals that get into the pipeline. When you start to build this momentum, people start to get excited and builds positivity. The best thing you can do in a locker room is have positivity around teammates, having success, and then building on that success.
The fourth thing, I think that’s unique to my system, but it is something that’s missing from most sales organizations as a whole. I wish this is something that people would really fix is the ability to promote and advance your premiere career to a very fast pace. My system provides unlimited career growth at extremely accelerated pace. And most companies I’ve been at Scott. A lot of people leave companies like Google and Microsoft because they get leveled to a point where they can’t really grow, or it takes them too long to increase their levels.
To be honest, I had a great rep on my team at Google. One of the best reps I had, he left to go to Amazon because he was able to jump two levels, which would have taken him years to do approval, and do it would never give that to him. And that’s just silly. If someone is performing at a certain level, you should reward them. And that’s why I look at promotions on a quarterly basis. There’s no limits, how many promotions you can get in my system. And at the same time, people that joined my system are able to have unlimited critic growth potential. That’s something that’s very important to their careers and keeping them at the company as a whole.
Scott Ingram: You can hear my full interview with Zeeshan, on yesterday’s bonus episode of Sales Success Stories. Check that out and come on back tomorrow to see if my power is back on and for another great sales tip. Thanks for listening.