Scaling a Sales Team: An In-Depth Guide

Measure the candidate's work ethic by how quickly they respond to your initial outreach.

“You can test work ethic by how quickly they get back to you because you are a lead to them.”

Evaluate the candidate's intelligence and communication skills.

“If somebody sounds like an idiot then it's the impression that they're going to be giving of your brand.”

Assess the candidate's ability to listen and understand the prospect's needs.

“You want somebody who can listen... kind of an ambivert somebody you can listen and can talk when it's time and socially aware.”

Determine the candidate's coachability through a role-playing exercise and feedback session.

“You want someone who's coachable and so you can measure coachability by saying Hey I want you to role play with me in this situation... I don't care about how well you sell me I just want to hear you talk through things and then what you'll do is you'll give them feedback and then ask them to try again.”

Immerse new hires in successful sales calls to understand best practices and company standards.

“We want them to listen to sales calls that are good... you want them to be bathing in good sales all they're doing all day long is listening to sales calls listening to sales calls listening sales calls...”

Develop and internalize a question-based sales script framework that guides conversations naturally toward a close.

“In between those watchings you want them to work on the script... the script should be in my opinion a question based framework... a framework of questions that lead someone naturally to the conclusion.”

Practice and refine sales skills through daily role-playing sessions with management.

“What you want to do is you want to role play with them... you want to role play with them every morning during that process so they get better at it.”

Managers review sales calls, provide targeted feedback, and drill reps on areas for improvement.

“You need to be reviewing sales calls with written notes prioritizing where they can improve the most and then communicating and drilling them on those things.”

Practice handling common customer objections to build confidence and improve closing rates. Frame this exercise as a loss-aversion exercise to avoid losing potential deals.

“When someone says I got to think about it when someone says I have to talk to my spouse or when someone says that's a lot of money let's drill this overcome this is what I need you to say.”

Maintain a visible and up-to-date leaderboard to foster competition and recognize top performers. Promote team cohesion by celebrating collective achievements in addition to individual successes.

“Maintaining the culture of the team through three things one is having a leaderboard that is Visual and up to date at all times sales people are competitive you want to Foster that competition”

Implement clear KPIs and a bonus structure to incentivize performance and reward achievement.

“You want to have clear kpis and some sort of bonus and we like every 30 days to 42 days every four to six weeks having some sort of big little thing that they can brag about winning some sort of sales competition...”

Conduct quarterly performance reviews to identify areas for improvement and growth. Provide support resources and frame the review as an opportunity for development.

“You have to cut the bottom 10 on a quarterly basis if you're not cutting you're communicating with the team that's okay to suck and it will drag down the culture of the team.”