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Sales Training Objectives, Techniques and Evaluation PowerPoint Presentation

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About This Presentation

Slide 1 - Sales Training: Objectives, Techniques, and Evaluation Sales Force and Distribution Management Marketing 3345
Slide 2 - Training Investment Mark W. Johnston and Gary W. Marshall, Sales Force Management, McGraw Hill, 2006
Slide 3 - Sales Training Issues Who should be trained? What should be the primary emphasis in the training program? How should the training process be structured? on-the-job training and experience? formal and more consistent centralized program? web-based? instructor-based?
Slide 4 - Sales Training Objectives Increase productivity Improve morale Lower turnover Improve customer relations Improve selling skills
Slide 5 - Obstacles to Introducing Training Top management not dedicated to sales training Lack of buy-in from frontline sales managers and salespeople Salespeople’s lack of understanding of what training is supposed to accomplish Salespeople’s lack of understanding regarding application of training to everyday tasks
Slide 6 - Well-Designed Training Program Analyzes sales force needs Sets specific, realistic, and measurable training objectives Allows for adequate development and timely, effective implementation Subjects itself to evaluation and review What do we want to measure? When do we want to measure? How do we do it? What measuring tools are available? Modifies to achieve greater effectiveness
Slide 7 - Mark W. Johnston and Gary W. Marshall, Sales Force Management, McGraw Hill, 2006 Well-Designed Training Program
Slide 8 - Recent Shifts in Training New Sales Recruits Companies with less than $5 million in annual sales are spending more on sales training per new hire - $5,500 worth of training per salesperson. Training in smaller companies has increased from 3.3 months to 4.4 months. Smaller companies are placing more emphasis on training than several years ago. Companies are spending time and money on training experienced salespeople Companies with more than $5 million in annual sales, are spending less money on training Source: Christen P. Heide, Dartnell’s 30th Sales Force Compensation Survey: (Chicago: Dartnell Corp., 1999)
Slide 9 - Training Costs and Duration Mark W. Johnston and Gary W. Marshall, Sales Force Management, McGraw Hill, 2006
Slide 10 - Recent Shifts in Training Experienced Sales Personnel Experienced sales reps are given, on average, 32.5 hours of ongoing training per year at a cost of $4,032 per rep Continuing increasing amounts of training reflects a commitment to provide ongoing learning opportunities for senior salespeople Companies are spending an increasing amount of time on product training and less on training in selling skills Source: Christen P. Heide, Dartnell’s 30th Sales Force Compensation Survey: (Chicago: Dartnell Corp., 1999)
Slide 11 - Training Costs and Duration
Slide 12 - Sales Training Topics Product or service knowledge Market/Industry orientation Company orientation Selling skills Time and territory management Legal and ethical issues Technology Specialized topics
Slide 13 - Product Knowledge Enables a salesperson to provide prospects and customers with the critical information for rational decision-making Involves Knowing how the product is made How the product is commonly used, and How it should not be used. Customers often want to know how competitive products compare on price construction performance compatibility with each other Companies that produce technical products spend a greater amount of time on product knowledge
Slide 14 - Market/Industry Orientation Topics How a particular industry fits into the overall economy Knowledge of the industry and the economy Economic fluctuations that affect buying behavior and require adaptive selling techniques Customers' buying policies, patterns and preferences in light of competition Customers' customers and what satisfies them Needs of both wholesalers and retailers
Slide 15 - Company Orientation Topics Company polices that affect their selling activities How to handle customer requests for price adjustments, product modifications, faster delivery and different credit terms Sales manuals that cover product line information and company polices A well-prepared sales manual gives a sales representative quick answers to a customer's questions
Slide 16 - Time and Territory Management Sales trainees need to learn to manage time and territories 80/20 rule applies: 20% of the customers account for 80% of the business and Require a direct proportion of time and attention
Slide 17 - Legal/Ethical Issues Federal law dictates corporate action or avoidance of action in areas of marketing, sales and pricing Sales personnel need to understand the federal, state and local laws that constrain their selling activities Statements made by salespeople carry both legal and ethical implications Lapses in ethical conduct often lead to legal problems
Slide 18 - Technology Notebook computers Presentations connecting to company intranet or extranet delivering documentation quickly and accurately Home offices eliminate the need to go to another office Salesperson can be almost totally self-sufficient with high-speed network connection computer printer cell phone Effective computer use affords sales personnel more face-to-face customer contact time
Slide 19 - Specialized Training Topics Overcoming price objections Holding the line on price Working the trade show Problem solving
Slide 20 - Training Methods - How Mark W. Johnston and Gary W. Marshall, Sales Force Management, McGraw Hill, 2006
Slide 21 - Training Methods - Where Mark W. Johnston and Gary W. Marshall, Sales Force Management, McGraw Hill, 2006
Slide 22 - Keys for Effective OJT Teaming - Bringing together people with different skills to address issues. Meetings - Setting aside times when employees at different levels and positions can get together and share thoughts on various topics. Customer interaction - Including customer feedback as part of the learning process. Mentoring - Providing an informal mechanism for new salespeople to interact and learn from more experienced ones. Peer-to-peer communication - Creating opportunities for salespeople to interact together for mutual learning. Source: The Education Development Center (www.edc.org)
Slide 23 - Classroom Training Trainee receives standard briefings in product knowledge company polices customer and market characteristics selling skills Formal training sessions avoid wasting executive time Classroom sessions permit use of audiovisual materials and technical resources Interaction between sales trainees builds camaraderie
Slide 24 - Measuring the Costs and Benefits Sales training consumes substantial time, budget and support resources Relationship between sales training and revenue is difficult to measure
Slide 25 - Broad Benefits Improved morale Lower turnover Higher customer satisfaction Management’s commitment to quality and continuous improvement Measuring changes in skills, reactions and learning assists both new and experienced sales personnel
Slide 26 - Training Evaluation Mark W. Johnston and Gary W. Marshall, Sales Force Management, McGraw Hill, 2006
Slide 27 - Training Evaluation Mark W. Johnston and Gary W. Marshall, Sales Force Management, McGraw Hill, 2006
Slide 28 - Key Terms sales training analysis on-the-job training (OJT) role-playing electronic training methods sales training costs
 

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