Some Of The Most Common Sales Management Mistakes
At my company, we never like to use the word "manager" as it implies somebody who
sustains a business, thus failing to make a concrete, tangible impact on the company that they work for and everybody around them. Managers produce results, but not extraordinary results.
Of course, this is opposed to an individual who grows a business, creates a very positive, collaborative environment within the office and guides a firm and, subsequently it's people to execute tasks and achieve was thought to be the impossible. Leaders motivate; they inspire others to achieve goals and reach accomplishments that they can have never imagined could been done.
The aforementioned type of manager is what is referred to as a "leader." Looking back at history, nobody ever describes George Washington, Abraham Lincoln, Martin Luther King, Jr. or Ronald Reagan as people who "managed." They are labeled as leaders. During your lifetime, if someone ever refers to you as a leader, this is a far more distinguished compliment or perception than calling someone a manager.
Everybody is human, and despite the fact that leaders make mistakes, they speedily fix these conundrums and take full responsibility for their actions. Accountability is a big part of becoming a leader.
Conversely, managers don't want to admit when they are wrong, they have a sizable difficulty analyzing and accurately pinpointing the majority of the office issues that currently prove to be setbacks to the organization and its people. In lieu of taking responsibility and proactively fixing the aforementioned problem(s), managers like to ignore that facet of their job.
They pretend as if it doesn't exist anymore and continue maintaining the job aspects that really don't need fixing. Managers take the issues, sweep it under the rug and, even worse, they are swiftly prepared with excuses if and when they are confronted regarding the hindrances that they have been continuously ignoring.
In the corporate world, it is widely agreed that turnovers can lead to a firm's quick and painful demise. Therefore, sales managers, or "sales leaders," as we refer to them, must make sure that they make the best decisions possible while keeping the core goal in tact - moving their team and company forward to a set goal. It is at this crucial juncture when leaders push forward and managers make mistakes that, over time create never ending hurdles for business success.
Below, you will find a list of "don'ts" or actions that sales managers want to actively avoid upon their professional journey.
Training Excuses: "I Don't Have Time To Train"
As a manager, you must always be making your team better. This means being a professor of sorts, thus helping (guiding, mentoring, etc. - synonyms) the employees better themselves via proven, learned and ongoing training tactics. However, what many do not fully grasp, is that as a manager, to train properly and transition into a leader, you must have a trainer yourself. This person should not be in your office.
Setting Bad Examples
Managers have messy offices, take 45minute lunches, scoot at 5:00 p.m., dress poorly, have little to no passion, allow mediocrity to go unnoticed and, due to these factors, set very bad examples and fail to grow a team both professionally and personally.
Slow Trigger to Fire, Slower Trigger to Hire
Managers, many times are too afraid to use their gut sense when hiring a new employee. Thus, their hiring times are delayed and they never truly attract the people who would be a good fit.
Passing On Stress
Often, when managers get stressed, they lose their cool and take it out on their employees in an angry, malicious way. This separates the trust barrier between the employees the manager and will not allow the manager to ever truly lead the people under him or her.
Visualizing Employees As Simply "Revenue Generators"
This concept is quite simplistic. Many managers don't care about the people who are under them. Instead, they look as their employees as if they were numbers. If employees feel uncared for, they are quite apt to leave as soon as a better or, sometimes even parallel opportunity arises.
by: kas ksundheim
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