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Thursday, October 30 2014

3 Things Every Payroll
Sales Leader Needs To Inspect

 

By Glenn Fallavollita, CEO – SellMorePayroll.com | Author | Keynote Speaker         

 

  • Word Count:  351
  • Time To Read: 1.5 Minutes [Based On 250 Words Per Minute]

In my book “Supercharge Your Payroll Service’s Sale NOW!, I outlined more than 500 sales and marketing ideas to improve your payroll service bureau’s sales performance.  However, I want to put those ideas to the side and focus on three core things winning payroll sales leaders do to improve their sales. 

 

#1: They Take Charge And Measure Their Sales Team’s Performance Metrics. If you are an owner or sales leader, take charge of your sales team's performance metrics on an objective basis (it is amazing what happens when you do).

 

Here are some non-subjective reports you should consider tracking for your sales staff: 
 

  • Number of proposals presented (date driven)
  • Proposal close ratio
  • Prospect database size (e-mail list)
  • Referral partner database size (e-mail list)
  • Sales pipeline report (prospect BS report)
  • Tracking the # of first time appointment (FTAs) meetings each week (with decision makers)

#2: They Have Mandatory Phone Time. The #1 thing you can do with your sales team is to get them to spend more time on the phone calling prospects and referral partners. Specifically:

 

  • If a salesperson is 80% or less of their sales quota. Have this salesperson come into your office to make calls three days a week for four to five hours each day.
  • After a major marketing campaign was released. After you send (mail or e-mail) a campaign to a prospect, client or referral partner, every salesperson would be required to attend a "phone blitz" session.
  • Have your salespeople profile their sales territory: Have each salesperson start keeping track of the businesses in their sales territory that are using a third-party payroll service and WHOM they are using! 

#3: They HIGHLY Reward A Hunter's Mentality. Pay a salesperson for their sales success with a commission plan that rewards over performance. Additionally, run monthly sales bonuses for hitting certain level of sales, i.e., first sale over $X, first sale of the month, most new sales for the month, etc.

 

Executive Summary: At the end of the day, salespeople need to be managed and measured just like everyone else at your payroll service.  In an industry where 66% of all salespeople quit or are fired within 9- to 12-months of their hire date, it is imperative to measure what you inspect. 



About The Author

 

Glenn Fallavollita is the President of SellMorePayroll.com, a Division of Drip Marketing, Inc.  He founded Drip Marketing, Inc. in 2002, and serves as CEO, lead copywriter and strategist.  He is also instrumental in developing the curriculum, format and expansion of Drip University - the training arm of Drip Marketing, Inc. and SellMorePayropll.com.  His work, insight and creative talent has been the catalyst for the delivery of more than 35 million e-mail campaigns on behalf of his clients.

 

To learn how we can help your payroll service increase its sales, visit us on the web at www.SellMorePayroll.com or call us directly at (856) 401-9577. 

Posted by: Glenn Fallavollita AT 07:12 am   |  Permalink   |  Email