Category : Staff Management

How To Build Resilience In Your Sales Team

Forging a resilient sales team will help you to build an effective sales force capable of driving your company forward to greatness.

But how do you teach your team resilience?

Here are a few simple ways of forging sales success.

What is resilience?

Resilience is the crucial difference between a sales team which gives up after getting knocked down and one which learns from its mistakes and moves past them to bigger and better successes.

Resilience is about more than simply distancing yourself from rejection, it is about understanding what happened and why – enabling a salesperson to rebound from their failures with a new and improved mindset which fuels success.

Anticipate failure

Failure is an inevitable stop-off on the path to success.

When seen through this frame, you can teach your sales team that instead of expecting instant success they should learn to see their failures as a gateway to subsequent opportunities.

Encourage self-motivation

Of course you will want to motivate your team – but an essential cornerstone to sales success is the ability to self-motivate.

Encourage behaviours which are conducive with self-development, independent of their role within the company.

Whilst exterior motivation is a key component of generating sales, it could also make your team overly dependent upon it if they are not provided with the knowledge of other avenues of self-support.

Provide resources

A burn-out is the worst thing which can happen to your sales team, as it will not only lead to fewer sales in the short-term, but it will also affect the team’s ability to be resilient in times of trouble.

It’s vital to encourage positive conversations regarding performance and development in order to help develop more effective ways of getting the job done.

Restore a sense of control

A key factor of building resilience is encouraging your staff to understand that the power to succeed or fail is in their hands.

This habit can be encouraged by coaxing more timid team members to participate in discussions, while keeping your workforce informed about sales targets or changes in the business will help to reduce short-term stress and encourage your staff to stretch themselves and continually generate new ways of making that all important sale.

Build a strong community

Surround your sales team with those who push them forward – a supportive community will help fuel future success and encourage a dominant culture of resilience.

5 At-Home Activities You Can Do To Improve Your Managerial Skills

Managing a team can be tough.

Fortunately, it’s a skill that can be learnt and anyone, whether a natural manager or not, can take steps to improve their ability and get more out of their colleagues.

While leadership skills can be built up in the workplace, there are ways to further improve at home.

1) Hit the books

If you want to learn from the experts there’s one simple way to do it – pick up leading managerial books.

Whether you read a chapter as you eat breakfast in the morning or on a lazy Sunday, you can pick up some excellent tips and techniques.

Among ones to consider trying first are Marcus Buckingham’s First, Break All the Rules, One-Minute Manager by Spencer Johnson and Kenneth Blanchard, and John Kotter’s excellent Leading Change.

2) Get out and meet new people

Your team at work will be made up of different personalities and learning how to effectively communicate with each can boost your managerial skills.

Outside of work creating opportunities to meet new people from different backgrounds can give you a chance to improve communication techniques and the art of building relationships with a huge range of individuals.

Communication is key to driving your colleagues towards your mission.

3) Develop a presence

Part of communication is the words that we speak, but our presence plays a big role too.

This can include body language, tone of voice, and facial expressions.

Being more aware of your presence outside of work and taking up an activity, such as a sport, can help you develop this.

You can then translate this to your managing position, helping to better portray your vision, instructions, and meaning when speaking to staff.

4) Get organised

If your home life is generally a bit unorganised it can reflect in your work too.

Managers are required to juggle many different aspects and keep on top of long-term projects and daily tasks.

Making organisation part of your everyday routine at home will mean that you’ll be doing it at work without even thinking about it in no time.

5) Be creative

As a leader, you’ll typically be faced with problems throughout your position.

Getting into a creative frame of mind outside of work can boost your critical thinking, problem solving skills, and inspire some innovation.

Being creative can not only act as a positive outlet but improve your operations at work too.

How to build trust at the workplace - Trevor McClintock

Building Trust In The Workplace

Do you trust your employees?

Do they trust you?

Do your employees trust each other?

Trust is an essential element of a great workplace.

With trust, there’s cohesion and effective team work, and company goals can be achieved and even surpassed.

Employees need to trust each other to build harmony and a sense of security among themselves.

Trust is also vital for healthy management-employees relationships.

The employees need to trust the management to have their (employees) best interest at heart.

Both parties need to believe in each other’s ability to effectively carry out their duties without fail.

Without trust, people become self-cantered, suspicious of each other, respect is lost, and productivity is hampered.

How can managers and employees build trust at the workplace?

Here’s how:

1) Be honest

Honesty not only earns you trust at the workplace but also respect.

Employees who are honest with each other trust each other.

Also, people respect leaders who don’t lie to them, even when it’s time to discuss difficult matters.

Employees will see through the seemingly harmless lies you tell and lose their trust in you.

Dishonesty weakens the team and ultimately affects productivity.

2) Lead from the front

Managers must always remember that the team feeds off their energy.

Don’t tell your team where to go, lead the way and they’ll follow.

This not only earns you their loyalty but also their trust.

Avoid blaming them when something goes wrong and recognise each member’s effort when the team succeeds.

Difficult as it may be to do, building trust calls on you to be one with the team, to rise and fall with them.

3) Effective communication

Whether among employees or between employees and managers or supervisors, effective communication is vital to cultivating trust at the workplace.

Share important information with the team on time, which proves that you have no hidden agendas.

Adopt a culture of holding regular face to face meetings where the team can discuss the progress of their teamwork or individual projects.

Open communication also gives individuals the opportunity to appreciate divergent views and respect each other’s opinion without feeling disrespected or intimidated.

4) Be consistent

Do what you say you’ll do and people will learn to trust your word.

For example, as a manager, you must work hard to maintain company standards so employees can trust your leadership skills.

When employees find you trustworthy, they’ll even go the extra mile to support you in achieving company goals.

5) Fairness

Respect all employees and recognise each team member’s contribution, regardless of their position.

The company driver needs to feel as important as the chief accountant.

Unfairness makes you as the manager/leader untrustworthy and this negatively affects the motivation of the team and individuals which leads to low productivity.

6) Admit your mistakes

Managers often find it difficult to admit their mistakes because they think it makes them look weak.

Ironically, it only makes you look strong, strong enough to swallow your pride and accept your faults in the presence of your subordinates.

Taking responsibility for your mistakes makes you appear more human and approachable to your employees and thus trustworthy.

If you want even more information, read this post.

Boss With Employees

How To Build Strong & Lasting Relationships With Your Employees

The key to building strong and lasting relationships with your employees is all about making them feel important and valued.

A company is no greater than the sum of its parts and to cultivate a good company ethos is to add inestimable value to the company that money cannot buy.

Staff retention is a pressing problem that all companies face, in the modern world where high staff turnover is a problem, with some industries suffering from this more acutely than others.

Different companies take their own approaches to improving staff trust and creating that mutually beneficial partnership between employer and employee.

Different approaches will work for different people and it’s important to recognise that all your employees require different management approaches to establish that value and trust.

Rewards/perks scheme

Make your staff feel like they are being rewarded for their hard work and introduce a benefit scheme to help monetise effort.

When receiving little surprises when they produce good quality work, employees will feel spurred on to achieve bigger and better things.

Recognition of the smaller things produces a feeling of community in a company.

Frequent pay reviews

This is an important one that can sometimes be overlooked.

It’s important to recognise when someone is deserving of a pay rise.

This helps provide targets for your staff and builds the bridge of trust that helps raise levels of motivation amongst your staff.

When staff feel they have a clear pathway to follow they will be motivated to improve themselves and provide a good service to the company to achieve greater financial rewards.

Flexi-hours

Companies which provide the capacity for flexible working have higher levels of staff satisfaction than those which don’t.

Flexible working helps your staff to plan their days with greater autonomy which demonstrates trust.

Allowing staff the freedom to work from home and monitoring success through output rather than hours worked builds good relationships.

Compensation for overtime

Some companies are not good at compensating people when they go above and beyond.

To do so creates a two-way street of respect between employer and employee.

Employees can become resentful of an expectation to do overtime without sufficient compensation.

Making sure employees are feeling appreciated and valued when they offer to undertake extra work reaps benefits for the company as people are more likely to offer and provide dedicated support.

Being approachable

Approachable bosses make a difference to company culture.

Employees feel more at ease to make requests and provide feedback which creates a strong working relationship between both parties.

Those in charge should make sure they have an open door policy for employees concerns to allow people to make themselves heard and provide feedback without feeling they will be penalised.

Being family-oriented

Good employers recognise the importance of a good work-life balance and enable working mothers and fathers to balance the needs of their family life with their working life.

Being amenable to personal circumstances creates a good two-way relationship between employer and employee.

Everyone has family commitments that they need to attend to and it’s important to many people to have a job which fits in well with their family life to minimise stressful situations.

Follow this advice and you will be well on your way to establishing a strong working relationship between your management team and your employees.

Make sure these points are communicated effectively throughout your management team to establish a clear vision of best practice and how requests from employees should be dealt with.

Remember that a happy team is a productive team and all the focus on building relationships with your employees will inevitably contribute to the future success of your team. It is worth investing in your human capital!

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For more tips and advice follow me on Twitter, or, if you have any burning questions about managing people and developing your business to become the success it has the potential to be, why not drop me a line?