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Recruiting: 10 Ways To Judge Your Sales Manager

Because the sales management position within any organization if so vital to the company’s health, it is hard for the executive not to occasionally second-guess his or her choice. Though, when it comes to hiring, the devil we know is a lot better then the sales manager whom we have to replace that individual with. This rule proves to be true the majority of the time.
Despite this, there should be some set parameters within your company to determine the sales aptitude of the individual managing your organization’s sales force. Below, you’ll find some of these measurements of sales management competency and, in following each you should be able to determine whether a sales manager is going to become the future of your company or hinder the future of those under them.

Do They Justify Their Worth?


With sales managers it’s all about numbers as sales is one of the few quantifiable positions if not the only quantifiable within the majority of organizations. At the end of the day, sales managers have to make quota and have to ensure that they are teaching those under them how to properly implement business development techniques in order to gain autonomy and drive revenue themselves.

Are They Constantly Upbeat?


Effective sales managers can stay positive even in the most stressful situations as they firmly understand that their subordinates will not do well in a pressure cooker environment. For any manager, positivity and a bright outlook starts with them and either resonate throughout the company or fails to create an atmosphere that breeds leaders.

Do They Dress Nicely To The Office?


I know this sounds like it would a bit of an asinine judgment parameter, however good sales managers ensure that those under them look and dress appropriately around the office as this rule goes back to creating a positive atmosphere because cleanliness and the clean-cut look is an important variable in a company’s success.

Can He or She Implement A New Process Without You? 

Autonomy should be given to every sales manager upon starting with the organization which will help the executive team decipher whether he or she can implement a new process without handholding. This means that the sales manager commands enough respect from those under them that they could change current processes that are not working and alter them into streamlined solutions that will make a difference within the company. Getting a sales team on board with new processes is quite hard, though proves to be a good test regarding the aptitude of the sales manager.

How Do You Describe Their Interaction With Subordinates?  

A problem with some sales managers is that they have little to zero interaction with her subordinates when effective, game changing sales manager will be hands-on implementing consistent, effective training with the end goal of growing those under them.  Some sales managers are afraid to do so.

When they distance themselves from their subordinates it leaves the company open to insubordination which eventually leads to turnovers which will eventually lead to the demise of the company. Out of all variables in which you could use to judge her sales manager, this is probably the most important gauge as to how the individual is doing and their future as a sales leader within the company.

 

Do They Implement Formal Trainings?

Implementing formal trainings as a sales manager is key even though sales cannot be completely taught out of a book, but business development techniques can be improved. The job of a leader is to grow those under them and make them achieve results that they once thought were not possible. Additionally, these trainings should have the sole purpose or target goal of allowing future leaders to mold and grow other future leaders within the organization.

 

There are not many comparable roles to a sales manager, even if it is a middle-management position as sales managers are directly responsible for one of the most important things within the company and that is the increased fluctuation of the corporate bank account.

 

 

8.  Do You Harbor Any Resentment Towards The Person?

9.  Do His Or Her Subordinates Really Trust Them?

10.  Using 5 Adjectives, How Would You Describe Your Manger?

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Ken Sundheim runs KAS Placement and his blog is KAS Write Job Search, Recruitment Articles, Entrepreneurship Advice, Headhunting Writing 

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