Urgency is your nemesis when it comes to the hiring process. Before you make any moves, ask yourself these five questions and start your hiring strategy with focus and intention.
#1 What are our revenue targets?
Consider how you want your new hires to contribute to your revenue goals. What kind of salespeople will you need to do that? Farmers, hunters, or challengers? Inside or outside salespeople?
#2 What customer type are we targeting?
Your sales strategy should identify strengths and skills that make a candidate stand out. Hire those who have what it takes to connect with your customers authentically.
#3 What culture do we want to create in our sales team?
Whether you need an aggressive and competitive team or a collaborative and relationship-oriented one, knowing the culture you’re creating is key to a successful sales hiring strategy.
#4 What does sales success mean to us?
Define to align. Explore your explanation of sales success so that when your candidates share theirs, you can easily check for motivational alignment.
#5 What does our sales organizational structure look like?
Consider team fit and the role you need to hire to maximize your current team and expand your sales results.
A clear hiring strategy will keep you from rushing into a hire that isn’t a great fit for your goals. We’d love to help you create and stick to yours. Contact us today to get started.
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What’s the easiest way to lose half a million dollars by the time you’re 60? By never proactively negotiating your salary as a sales professional.
Decide on a salary negotiation strategy as soon as you begin your job search.
Avoiding negotiations could keep you working about eight years longer to make the same amount as your counterparts who do negotiate. So why wait?
Most winning salary negotiations happen through a competing or collaborating strategy. In a study from Harvard Business Review, those who chose to negotiate their salary using these methods — rather than accepting the offer on the table — increased their starting pay by an average of $5,000.
Be ready to articulate exactly why you deserve a higher salary.
Do your research and understand what other professionals in the same position you seek are making. Think through what you bring to the table that other professionals in your industry don’t, then practice how you’ll address your salary and initiate the conversation in the interview process. Know when and how to counter, and be prepared to walk away if the final offer doesn’t represent your value.
Save your time, increase your income, and evolve your sales career alongside other top-tier sales professionals → Join our network here.
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Before Peak, Brent worked in sales and sales-leadership positions for 18 years. He has considerable experience building and running high-performance teams, which consistently won awards and exceeded sales targets. He was Vice President of Sales for a financial management consulting company, and served with Borland Software as a Regional Sales Manager.
Prepare to make an impression. With these interviewing tips, you’ll be able to elevate an average interview and become unforgettable.
#1 Let your numbers speak for themselves.
Before your interview, gather your past sales records. Knowing exactly what your selling numbers are will help you show your competency in objective and professional terms.
#2 Be ready to share specific wins.
A few powerful stories go a long way. Identify which stories about overcoming past challenges and optimizing results will provide a potential employer with the most comprehensive view of your skill set.
#3 Breakdown ‘why’ and ‘how’ you win business.
Develop a concise purpose statement of the ‘why’ behind what you do. Add to that ‘how’ you do it. Include what’s unique about your strengths and your sales approach.
Practice writing out your answers to questions you’ll likely encounter in your interview. Then, practice reading them out loud or find a mock interview partner. The more comfortable you present yourself, the smoother your interview will go.
#5 Stand out with a prepared sales plan and five-year plan.
Research the company’s product or service and develop a sales plan for accomplishing individual, team, and company goals. Additionally, prepare your own five-year plan to show how your aspirations align with the goals you want to help the company achieve.
Every team adapts to remote work differently. As a manager, it’s your job to adapt to keep your team from becoming disjointed and isolated.
Here are our favorite ways to better manage remote sales reps so you can reconnect your team:
#1 Make time for informal, spontaneous check-ins.
While formal, scheduled check-ins are essential, these casual interactions can create authentic team bonds and help sales reps feel seen and heard even when they are working remotely.
Body language is nearly non-existent in an online workspace, so paying attention to sales reps’ verbal tone and written words is crucial. Emotional cues show how a sales rep feels about their work and wellness. They also signal a need for extra support.
#4 Consistently uplift your team members.
When your sales reps regularly hear their own success and that of their colleagues celebrated, overall team motivation improves.
#5 Give your reps autonomy.
Catch yourself when you’re micromanaging, and take a step back. Trust the work will get done, and your leadership will empower your reps.
Every sales team is a proprietary blend of sales team structure models. These models are designed to best serve the organization, product, sales cycle, and industry.
In this blog, we’re exploring eleven distinct sales team structure models. We’re also sharing the insights we’ve gathered from working with thousands of companies to build and grow their sales teams. You’ll find everything you need to know to get familiar with high-performance sales team structure models to align your team with your goals.
5 Key Factors to Consider When Deciding Which of the Sales Organizational Structures Is Right for Your Sales Team
Industry: We have seen some startups find success with inside sales while others lean towards outside sales. Tailor your sales approach to the unique demands of your industry.
Budget: Your budget directly impacts the size of your sales team and the resources available to them. Understand your financial constraints and work your sales team structure around them.
Company Size: Adjust the complexity of your sales organizational structures to make the most efficient use of your sales team. Smaller organizations may benefit from simpler structures. Larger organizations might require more specialized structures.
Sales Goals: B2B companies should remember that their specific sales goals and target audiences will require unique sales strategies and team structures. Choose the structure that will make achieving your goals as effortless as possible.
Organizational Structure: Evaluate how your sales team integrates into the overall organizational framework and existing hierarchies.
11 Different Types of Sales Team Organizational Structure Models
#1 Island Sales Team Structures
In industries where a high level of intimacy and familiarity would benefit each customer, the island sales team’s organizational structure provides dedicated attention and a strong sense of accountability.
In this sales team structure, each sales representative takes on the entire sales process for each client — from prospecting to closing, onboarding, and beyond. What the island sales team structure lacks in collaboration, it makes up for in creativity. Flexibility and motivational autonomy are also features of the island structure.
#2 Assembly Line Sales Team Structures
If your sales team requires individuals to develop extensive expertise and experience in their respective roles, an assembly line sales team structure could be a fantastic fit for your company. If your company has a clear B2B sales plan, this approach can help your sales process.
Done well, the rigidity of this structure can help streamline the sales process and ensure that clients are moved from one phase in the sales process to the next. Troubleshooting and improving sales outcomes in this structure can be more accessible in this structure since each sales professional has such clearly outlined responsibilities.
#3 Pod Sales Team Structures
Pod sales team structures are known for their collaborative and agile nature. Each pod in a sales team operates autonomously and cross-functionally. Within a pod, you’ll typically find several types of sales professionals, such as representatives, marketing specialists, and customer success experts. This structure works well when you need groups dedicated to specific goals, customer types, or products and services. This structure is also an excellent pick for markets that endure a lot of change, as the team can respond quickly, amplify creative solutions, and follow a customer journey from beginning to end.
#4 Outside Sales Team Structures
The outside sales team structure is particularly effective in B2B sales where face-to-face interactions are required to close sales. Outside sales teams often travel to client offices for meetings. SaaS sales that require on-site demonstrations or long sales cycles that demand a high-touch challenger approach might benefit from the personal relationship building that an outside sales team structure fosters. In this structure, trust is vital to success.
#5 Inside Sales Team Structures
An inside sales team is an effective model for industries where face-to-face sales are unnecessary. They are also good for companies who want to constrain costs by eliminating travel and on-site sales. Inside sales teams require more digital-savvy sales talent than the outside sales team structure, as this sales model leverages technology and uses phone calls, video conferencing, and email to build meaningful and profitable client relationships.
#6 Geographical Sales Team Structures
Where many sales teams focus on roles and goals to determine their team structure, a geographical sales team structure, also known as a territory organizational structure, divides salespeople regionally. This allows salespeople to learn the local industry and culture intimately.
Local expertise is particularly important when a product or service could be used differently in different regions. Companies that use a geographical sales team structure are also able to track results by location easily and determine which regions are most profitable.
#7 Product or Service-Specific Sales Team Structures
Communicating the value of a service or a product is always a crucial component of sales, but in a product or service-specific sales team, value gets an added emphasis. Salespeople in this structure are each dedicated to deeply learning a specific product or service so that they are experts in the nuances of that sales process. If your company has a wide range of offerings, this structure may be highly beneficial.
#8 Key Account Sales Team Structures
Some companies emphasize a select group of high-value customers or clients in their sales process. If this is your organization, your sales team’s organizational structure should reflect the priority status of these relationships. A key account executive team focuses on managing and growing these accounts.
#9 Hunter-Farmer Sales Team Structures
Common in B2B sales, the hunter-farmer sales team assigns salespeople with unique sales talent, skills, and approaches to sales into respective roles. Hunter sales types handle more lead generation, cold leads, and sales that require an aggressive approach, while the farmer sales types nurture very warm leads, onboard new clients, and upsell current clients. This balance keeps new clients coming in and existing business growing.
#10 Matrix Sales Team Structures
If your company is a large organization with complex product lines, a matrix sales team could be a great fit. In a matrix organizational structure, salespeople report to both a functional sales manager and a product or geography-specific manager. This dual reporting process keeps authority within a hierarchical structure and relies less on the employee’s autonomous decision-making abilities.
#11 Specialized Sales Team Structures
When tracking very specific metrics is important to an organization, the specialized sales team structure excels. In this organizational structure model, sales teams are divided based on roles. This increases efficiency, leading to high-performing sales teams since, for example, everyone in lead generation is focused only on their internal goals and what they contribute to them. Specialized salespeople can focus better when they are not distracted by sales goals they can’t control.
5 Most Common Team Structure Mistakes Sales Managers Make
Taking a One-Size-Fits-All Approach: Creating your sales team structure isn’t as simple as picking one model and running with it. Any sales team structure should be thoroughly designed and tailored to your company’s unique needs and goals.
Ignoring Market Changes: When changes in your industry or the market you’re selling occur, some companies will get ahead while others fall behind. Failing to adapt your structure will leave you playing catch up.
Convoluting Communication: Team roles, responsibilities, and expectations are often left to ‘assuming’ instead of being clearly outlined, communicated, and understood by team members.
Overcomplicating Team Structure: Complex structures can hinder efficiency and create confusion. As you customize your team structure, keep simplicity in mind.
Underutilizing Technology: Failing to leverage technology and data analytics leads to an uninformed and under-optimized structure.
8 Ways to Ensure a Successful Sales Team Structure
High-performing sales teams are positioned for success long before their achievements result in tangible outcomes. To help your team succeed and grow, remember these tips when combining sales structures to create your own model.
Set Clear Objectives for Your Team: When you know what you’re trying to accomplish, clarity on your sales organizational structures will emerge. And no matter the structure you decide on, clear, measurable objectives will help you keep your team focused.
Invest in Team Training: When you decide on the structure of your sales team, look for opportunities to grow the sales skills of your team that are most relevant to your structure. For example, training for an outside sales team could include public speaking and relationship building.
Use Technology to Increase Efficiency: Leverage CRM and sales enablement tools to streamline your chosen sales organizational structures and improve your processes.
Measure and Analyze: Define your KPIs and gather data on these regularly. Taking note of your team’s performance not only shows areas for improvement but it also can signal a need for a structural reevaluation.
Regularly Review and Adjust Your Structure: As market conditions and company needs change over time, you’ll want to remain agile in your sales structure. Assess your team on a regular basis and be prepared to pivot.
Foster a Collaborative Culture: A successful sales team structure maintains a healthy balance of friendly competition and collaboration. Pay attention to ways you can make information-sharing easier within your team.
Provide Ongoing Feedback for Ongoing Improvement: It is the sales manager or sales leader’s job to take in the big picture and address gaps in the sales team. Providing regular feedback can keep your sales organizational structures cohesive while fostering growth.
Incentivize and Motivate Your Team: Get to know what motivates and inspires your team. Use this insight to customize and implement an effective compensation and incentive plan.
Whether you’re looking to add structure to your sales team or just need to fill specific roles within your structure, we’d love to help. Contact us today to gain access to our global network of top talent and get your sales team success journey started.
The cost of a new sales rep can be half or more of their annual base salary, plus advanced commissions — not a small price to pay, especially if they don’t stick around. One of the best ways to improve retention is to look at your onboarding process. When you make onboarding sales reps more effective and efficient, you’ll have better-trained employees and save on training costs.
Two Simple Ways to Speed Up Your Onboarding Process
#1 Immerse new hires in your key product or service.
Do this before any other training takes place. When your new sales reps deeply understand what they’ll be selling, they can integrate the rest of their into their product knowledge. If you start with sales skills instead of this immersion, it’s more challenging for employees to find their flow.
#2 Engage your sales reps with quick wins.
Most people who become sales reps do so because they’re highly motivated and thrive on a system of rewards. They don’t want to spend months in training without any opportunity to perform. Providing lower-stakes opportunities for them to ‘win’ will pay off in higher engagement and prime them for closing enterprise sales deals down the road.
Ready to onboard your next sales superstar? Contact us today. We’d love to help.
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Salespeople aren’t all extroverted and enchanting. Some bring a bit of warmth to their role. These are the farmer sales types, and you’ll want to look for them in your hiring process intentionally.
Values that Drive Farmer Types
Farmers are typically different from your front-line salespeople. They are more customer service oriented and enjoy sales within a long-term customer relationship container. They are motivated by increasing the lifetime value of customers to the company — and increasing the company’s value to the customer!
Telltale Signs the Candidate You’re Interviewing is a Farmer Type
When a job candidate shares past experiences of nurturing long-time relationships, there’s a good chance you have a farmer type on your hands. Farmer sales professionals aren’t as aggressive as hunters in their job search, which carries over into their work style.
You can see the farmer’s sales DNA coming through when a salesperson talks about how they maximized account values and brought a standard of excellence to the service their customers received. These types will also be more interested in a high base salary and lower commission.
Are you looking to hire a dedicated farmer salesperson for your team? Contact us today. We’d love to help you find the perfect fit!
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Top-performing sales professionals often have the hunter sales type DNA. They’re achievement-driven and willing to be incredibly agile to reach their goals — and meet sales quotas.
How to Pick Out the True Hunter Sales Types
If you know you want to hire hunter sales types, you might think listing this requirement in your job posting would be sufficient. But, many farmer types will still apply, assuming they have what it takes to become a hunter on the job. True hunters are very strategic, solution-oriented, and risk-tolerant. They will show personality traits that align with extroversion and charisma.
How a Hunter Shows Up For Interviews
In an interview, hunter types will talk in detail about how they have taken unique and effective paths to win challenging clients. At the same time, these types will show you that they know just when to walk away from an unprofitable opportunity.
Regarding salary negotiations, hunters will be open to lower base pay and higher commissions.
Are you on the search for your next sales hunter? Contact us today. We’d love to help you find the perfect fit!
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Psychometric assessments provide deeper insights into a job candidate’s natural tendencies. They are a great way to bridge the gap between interview answers and how a person will behave on the job. They can provide valuable insights into a candidate’s intelligence, values, motivators, and natural behaviors.
A few of the most popular psychometric tests are:
DISC Assessment
The DISC assessment reveals how people handle challenges and work with others. This assessment mainly focuses on self-concept and personality. Great sales representatives usually have a high “D” profile.
Myers Briggs
Myers Briggs measures four distinct personality traits: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. Many salespeople are ESFJ, ESTP, and ENTJ types.
The Clifton Strengths Analysis measures 34 personality themes that indicate your innate talents. Strengths like Belief, Relator, Achiever, Communication, Strategic, and Learner could indicate that someone is naturally a motivated and agile salesperson.
We recommend psychometric assessments only be used in the final stages of the interview process to differentiate between top candidates. These assessments should contribute to 20% of the hiring decision.
Ready to make your next hiring move? Contact us today. We’d love to help!
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Before Peak, Brent worked in sales and sales-leadership positions for 18 years. He has considerable experience building and running high-performance teams, which consistently won awards and exceeded sales targets. He was Vice President of Sales for a financial management consulting company, and served with Borland Software as a Regional Sales Manager.
You send one sales email with a surge of hope that you’ll hear back from your prospect. And then? Crickets!
Is it time to give up? Hardly. No matter your industry or offering, most sales require five to twelve contact points in the sales pipeline before a deal is made.
A friendly follow-up email can make all the difference.
In this blog, we’re covering the foundational tips you need to understand why you’d want to send a follow-up email after no response, what best practices to follow, the most crucial information to include in your follow-ups, and the top mistakes to avoid.
We’ve also gathered five follow-up email templates from top-performing salespeople in our network to give you a head start on your follow-up email strategy.
5 Answers to the Question, “Why Send a Follow-up Email After No Response?”
Reason #1 to Send a Follow-up Email After No Response:
Reason #2 to Send a Follow-up Email After No Response:
Prospects appreciate quality customer service — that starts before the sale. How you speak to and treat your prospects shows them how you’ll speak to and treat them after a sale, too. Sales follow-up emails create more than an opportunity to make a sale. They also establish your professional reputation with prospects.
Reason #3 to Send a Follow-up Email After No Response:
Polite persistence shows your genuine interest in the prospect. If you don’t follow up, chances are someone else in your industry with a similar product or service will. A little determination goes a long way in keeping you top of mind.
Reason #4 to Send a Follow-up Email After No Response:
Customized sales follow-up emails give you a chance to clarify. Suppose you find areas where a prospect might have misunderstood you or been left with unanswered questions after reading your initial email. In that case, this is your opportunity to offer answers. Be mindful of using an automated follow-up sequence that doesn’t allow for customization.
Reason #5 to Send a Follow-up Email After No Response:
Nurturing relationships takes time, and a polite follow-up email starts the building process early on. Maintaining respectful contact makes an impression on prospects and develops rapport, a priceless asset as you move forward in your sales process.
5 Best Practices for Sending a Follow-up Email After No Response
Follow-Up Best Practice #1: Start With a Compelling Subject Line
The one determining factor for whether or not a prospect will open up your follow-up email — or any email for that matter — is a relevant and curiosity-piquing subject line. Your goal is to encourage the prospect to open your email with genuine interest, not with their defenses already up. Keep this line cordial and inviting.
Follow-Up Best Practice #2: Assume the Best of Your Prospect
Throughout your email, maintain a polite and respectful tone. This is much easier to do if your mindset about the prospect is positive and assumes the best of them. That means expressing an understanding that they’re busy and not taking their lack of initial response personally.
Follow-Up Best Practice #3: Value Your Prospects Time
A simple follow-up email can be just 50 words long. Anything over 100-200 words could be too long for your prospect. Keep your email concise so that your prospect doesn’t waste their time guessing who you are, why you’re emailing, or what you want them to do next.
Follow-Up Best Practice #4: Highlight the Benefits
Keeping the content of your email value-oriented will help your prospects quickly understand the benefit they will gain by responding. Highlight why this conversation or opportunity to connect with you might be important to them.
Follow-Up Best Practice #5: End with a Clear CTA
The easier it is for a prospect to reply to your email or respond to your next steps, the better. All you’re looking for is a ‘yes’ to getting on a call with you (or whatever action comes next in your sales follow-up email strategy), so don’t distract your prospect from the action you want them to take.
→ How Long Should You Wait to Follow Up After No Response?
The timing of your follow-up email can vary based on the context. However, a general guideline is to wait about 3-7 business days before sending a polite follow-up email. If it’s a time-sensitive matter, you may want to follow up sooner, but be mindful not to appear overly aggressive.
5 Key Pieces of Information to Include in a Follow-up Email After No Response
Key Follow-Up Info #1: A Clear Connection
When you write your first email to a prospective customer, keep your follow-up in mind. It should be easy for the recipient to connect your first email to your second. Mention the subject and date of the last email in your follow-up.
Key Follow-Up Info #2: A Gentle Reminder of Your Reason
Don’t assume that the recipient read or remembers your first email. Restate briefly your purpose and what you’re hoping to accomplish so that the email stands on its own and, hopefully, inspires a response or a re-read of your first email.
Present your prospect with one action you would like them to take in response to your email. Whether that’s replying, scheduling a call, or something else — be specific and stick to one CTA per email. Open-ended emails or those with too many options can be overwhelming and get your messages ignored.
Key Follow-Up Info #5: Your Contact Details
Ensure your name, phone number, email, and any other contact information relevant to your follow-up email strategy is easy to read and find in your email signature and, if appropriate, in the body of your email.
5 Mistakes to Avoid When Sending a Follow-up Email After No Response
Mistake #1: Coming across as rude
Your tone is fundamental in writing because even a few words that imply disrespect can instantly turn off a potential customer. Avoid any language that seems pushy, demanding, or aggressive, and opt for respect and patience in your words instead.
Mistake #2: Focusing on YOU
Your recipient is focused on themselves — what they want and need. If your email just talks about your company or credentials, you’ll likely lose your lead. Share how your message benefits them if you want to engage your potential customers in a genuine and helpful exchange.
Mistake #3: Copying-and-pasting generic messages
Business owners get cold emails every day, and generic messages are likely to get deleted before they’re even fully read — they’re easy to spot! Tailor your follow-up to reflect the context and any connection you have with the recipient.
Mistake #4: Spamming with emails
Sending too many follow-ups, sending them too soon, or in too close of succession almost guarantees you’ll be seen as annoying spam instead of the advocate of a valuable service. Err on the side of discretion and be politely persistent.
Mistake #5: Using high-pressure tactics
Express your frustration to a friend, not to your potential client. Any undertone of disappointment, shame, or blame in your follow-up email won’t gain you any traction with a prospect. Avoid negativity and high-pressure tactics. Maintain your professionalism.
5 Follow-Up Email Templates
Copy the text in the box to simplify your next follow-up email.
Follow-Up Email After A Meeting
Dear [CUSTOMERS FIRST NAME],I wanted to touch base and follow up on our recent conversation about [INSERT SERVICE] with [YOUR COMPANY NAME]. In our discussion, we highlighted some key areas where we can assist:
[INSERT LIST]
At [YOUR COMPANY NAME], we’re committed to [INSERT SERVICE] that exceeds your expectations. Our reputation for delivering results speaks for itself, with numerous success stories in similar industries. Please feel free to reach out with any questions or to schedule another discussion at your convenience.
Warmest regards,
[YOUR NAME]
Follow-Up Email After The First Discussion
Hello [CUSTOMERS FIRST NAME],Thank you for taking the time to speak with me [INSERT WHEN CONVERSATION HAPPENED]. It was great learning more about [CUSTOMER PAIN POINT] and how we can potentially work together.
I wanted to follow-up and see if you’ve made any decisions on pursuing this partnership further? If not, I’m happy to discuss further and provide any information you need to make your decision.
Best,
[YOUR NAME]
Follow-Up Email After No Response
Dear [CUSTOMERS FIRST NAME],I’m writing to follow up on my last communication. I wrote to you via email on [DATE] and left a voicemail on [DATE].
I believe [INSERT SERVICES] at [YOUR COMPANY NAME] could help your company achieve [INSERT RESULTS]. Please feel free to reach out with any questions or to schedule a discussion at your convenience.
Looking forward to hearing from you,
[YOUR NAME]
Follow-Up Email After A Proposal
Hi [CUSTOMERS FIRST NAME],I’m following up on our discussion about [CUSTOMER PAIN POINT]. I wanted to see if you had a chance to consider the proposal I sent over? Let me know if there are any questions I can answer or concerns I can address.
Thanks,
[YOUR NAME]
Follow-Up Email After A Missed Call
Hello [CUSTOMERS FIRST NAME],I got your voicemail when I called today but I wanted to follow-up about [INSERT SERVICES]. I believe [YOUR COMPANY NAME] could help your business achieve [INSERT RESULTS]. If you’re not the right person to talk to, who should I reach out to?
Thanks,
[YOUR NAME]
Ready to take your sales email strategy to the next level? Our network of top-performing sales professionals is ready to help, and we’re ready to connect you with the perfect new team member. Contact us today, share a little bit about your sales staffing needs, and we’ll be in touch soon!
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