3 Tips To Get More Payroll Prospects
To Open Your Next e-Mail Campaign
(Print And Share At Your Next Sales Meeting)
By Glenn Fallavollita, President - SellMorePayroll.com

• Word Count: 371
• Read Time: 90 Seconds

The people who buy what you sell spend 40% - 50% of their day dealing with their inboxes. That being said, e-mail marketing is a great way to reach your database of prospects, clients, and referral partners, i.e., CPAs.

To help your business get more people to open your next e-mail marketing campaign, I have listed below a few tips you might want to read and share.

Tip #1: Segment Your List - The first thing you need to do is segment your list by the target audience, as this will help you deliver messages that are more relevant to a reader. Plus, it will make it easier to track the success of your campaigns and identify which groups are most interested in your products or services.

Here are a few ways to segment your e-mail databases:

• Prospects – X Industry Association Members
• Prospects – Sales Rep #1
• Prospects - Received a Proposal In 20XX
• Prospects – Uses A 3rd Party Payroll Service
   
• Referral Partners – Enrolled Agents
• Referral Partners – CPAs
• Referral Partners – Bookkeepers
   
• Clients - Active
• Clients - Inactive

Tip #2: Send e-Mails At The Right Time - The day and time that you send an e-mail campaign has a direct correlation to its open rate. With that in mind, it’s a good idea to use a tool to help you send a campaign between 8:00 am to 9:00 am or 2:45 pm.

IMPORTANT: We’ve had the most success sending our clients’ campaigns on a Tuesday with a follow-up campaign to the subscribers who didn’t open the original campaign on a Friday. Sure, there are exceptions to this rule, but after sending 131 million e-mail messages, I am sharing what works for our clients.

Tip #3: Use A Great Subject Line - A subject line is a headline for the reader; therefore, it’s crucial to write a subject line that will get someone's attention. Here are some tips for your next subject line:

• Personalize a subject line with the person’s name or company name.
• Make your subject line relevant to the majority of readers.
• Consider using a subject line that is either negative or positive. 

About The Author:

Glenn Fallavollita is a nationally recognized keynote speaker providing money-making advice to help owners, sales pros, and marketing gurus build more profitable relationships with their database of prospects, referral partners, and clients.

Additionally, Glenn is the president of SellMorePayroll.com and Drip Marketing, Inc. and has written 50+ whitepapers and three sales/self-marketing books, Supercharge Your Payroll Sales NOW!, Stop Whining AND Start Selling, and Drip Marketing: A Powerful New Marketing Strategy That Gets Prospects To Buy From You. He also writes blogs for LinkedIn and other national websites.

To hire Glenn for your next conference, visit DripMarketingSpeaker.com.

© Drip Marketing, Inc.  All Rights Reserved May Not Be Used Without Written Permission.

e-Mail Marketing: Why It's A
Great Marketing Tool For Your Payroll Service
By Glenn Fallavollita, President of SellMorePayroll.com | Drip Marketing, Inc.

• Word Count: 196
• Time To Read: 48 Seconds

A proactive e-mail marketing strategy has proved to be more cost-effective than social media marketing.

Don’t get me wrong; social media is still a great way to connect with your audience; however, e-mail marketing remains on top when it comes to the positioning of you / your payroll service as a subject matter expert.

5 Benefits To e-Mail Marketing.

• 1. It’s Cost-Efficient: e-Mail marketing is the best when you look at the cost of acquisition. 
• 2. Customize Your Messages: Unlike the one size fits all social media ad, e-mail marketing allows you to customize the relevant message, i.e., chamber member, association member, CPA, etc.
• 3. Everyone Checks Their Inbox: Your target audience checks their inbox 5 - 6 times a day; therefore, you will have a greater chance to be noticed than a pop-up or banner ad. 
• 4. It’s Measurable: With e-mail hosting services like Constant Contact, you can measure trends with just a few keystrokes. 
• 5. Helps Your Salespeople BIGTIME: You can give a list of people who received, opened, or clicked on a link and then call them with an "Oh, by the way" call within 4 – 36 hours of receiving a campaign.

About The Author:

Glenn Fallavollita is a nationally recognized keynote speaker providing money-making advice to help payroll service owners, sales pros, and marketing gurus build more profitable relationships with their database of prospects, referral partners, and clients.

Additionally, Glenn is the president of SellMorePayroll.com and Drip Marketing, Inc. and has written 50+ whitepapers and three sales/self-marketing books, Supercharge Your Payroll Sales NOW!, Stop Whining AND Start Selling, and Drip Marketing: A Powerful New Marketing Strategy That Gets Prospects To Buy From You. He also writes blogs for LinkedIn and other national websites.

To hire Glenn for your next conference, visit DripMarketingSpeaker.com.

© Drip Marketing, Inc.  All Rights Reserved May Not Be Used Without Written Permission.

Why Your Payroll Company’s VP of Sales
Needs To Be A Great Salesperson
(Print And Share At Your Next Sales Meeting)
By Glenn Fallavollita, President - SellMorePayroll.com & Drip Marketing, Inc.

• Word Count: 563
• Time To Read: 2.1 Minutes

When hiring a sales leader for your payroll service, you want to ensure your VP of Sales is a great salesperson. If not, there is a good chance they won’t perform well for you.

“But Glenn, Aren’t All VP of Sales Great At Selling?”

No! Here’s why: Let’s say you are interviewing 10 candidates who claim they have increased sales tenfold at XYZ company.  What they aren’t telling you is this: They worked for a larger, more well-established payroll, HR, PEO, or tech company that had a large client base and a loyal referral partner base (AKA sales lead machine).

Unfortunately, if you are a smaller payroll/HCM business with only a handful of salespeople, you want to avoid hiring a sales leader that can’t sell, no matter how strong their resume or LinkedIn profile looks. Trust me when I say, “small payroll services are not like Fortune 1,000 businesses or companies with a large client/referral base.”

If Your VP of Sales Can’t Sell, Here Is What Will Happen.

• They are poor sales trainers.
• They don’t know how to create a competitive sales team.
• They don’t know how to create sales tools and marketing messages that will resonate with your target audience.
• They don’t know what top talent looks like.
• They focus on non-revenue producing reports, i.e., how many calls a salesperson is making.
• They won’t be able to dissect a sales call to help improve a salesperson’s sales skills. 
• They won’t be able to land the bigger deals or be brought in on deals with their salespeople (now read the next bullet point).
• They won’t gain the respect of their salespeople.

8 Tips When Hiring A VP of Sales:

1. Ask for three customer/client references. 
2. Ask them to give you an elevator pitch on what they are currently selling.
3. Ask them to make a PowerPoint presentation on what their current employer sells.
4. Ask them to role play with you (with you being a prospect for what they are selling).
5. Ask to talk with a past owner (as a reference).
6. Ask to talk with three salespeople they hired.
7. Don’t hire a VP of Sales who is also responsible for marketing your business.
8. Ask the candidate what they would do in their first 60-days on the job.

What Their Answer Should Be On Question #8:

• Develop a client survey, client referral program, CPA referral program, and a lead nurturing (drip marketing) system.
• Get in the field to determine the salespeople who can sell.
• Go talk with your clients and referral partner.
• Learn your payroll/HCM platform.
• Review your marketing campaigns to determine if the messaging is based on the buying triggers of your target audience.
• Review your sales staff’s compensation plan.
• Set up a sales pipeline report for each salesperson.

Summary:  Sales leaders who aren’t great salespeople tend to be a costly endeavor for the smaller payroll service bureaus – and blame the poor sales on their sales staff and how nobody knows who your company is.  Conversely, the VP of Sales who is both a great manager and a solid salesperson will figure out your problems fast and correct your revenue problems. 

P.S. Be careful of hiring a VP of Sales who only worked at a large company with a larger client/referral partner database. Although they are good for many things, they just won't be good for your business.

About The Author:

Glenn Fallavollita is a nationally recognized keynote speaker providing money-making advice to help payroll service owners, sales pros, and marketing gurus build more profitable relationships with their database of prospects, referral partners, and clients.

Additionally, Glenn is the president of SellMorePayroll.com and Drip Marketing, Inc. and has written 50+ whitepapers and three sales/self-marketing books; Supercharge Your Payroll Sales NOW!, Stop Whining AND Start Selling, and Drip Marketing: A Powerful New Marketing Strategy That Gets Prospects To Buy From You. He also writes blogs for LinkedIn and other national websites.

© Drip Marketing, Inc.  All Rights Reserved May Not Be Used Without Written Permission.

Before You Sell Your Payroll Service
To Your Kids, Read This Article
By Glenn Fallavollita, President - SellMorePayroll.com & Drip Marketing, Inc.

• Word Count: 714
• Read Time: 2.9 Minutes

So, you have built a successful payroll service, and you are now considering the idea of selling your business to one of your children(s). And as with many decisions in life, you need to think through the process to ensure a smooth transition to this transaction.

Staggering Facts To Consider:

According to Businessweek.com, 2010…

• ~40% of U.S. family-owned businesses transition to a second-generation business.
• ~13% are passed down successfully to a third generation.
• ~3% survive to a fourth generation or beyond.

In an article by Beau Ruff, Cornerstone Wealth Strategies, he wrote the following:

Gift Rules Apply

"A business can be gifted, but how does one determine if any part of the business transition is a gift?

• Any time a person sells an asset (including the family business) below fair market value to a child, the seller must analyze the application of gifting rules (and the associated gift tax).
• Gifting applies to the total sale price but could also apply to other parts of the transaction, such as the interest rate charged on an installment sale note (where the parents effectively loan a portion of the purchase price to the child buyer)."

To read this article in full, CLICK HERE.

Reasonable sale price?

• The responsible solution is to get the business appraised by a qualified business valuation expert. This allows a competent third party to evaluate business metrics for an unbiased view of value. Once a clear value is established, it can then be used to later drive other components of the business transition strategy.
• Whether the interest rate charged by the seller parent to the buyer child is a gift is more straightforward. The IRS monthly publishes the Applicable Federal Rate (AFR) which is used to determine if the interest rate charged gets into gift territory. The long-term (over nine years) AFR for May 2022 is 2.66% (compounded annually).

Accordingly, this sets the floor for the minimum long-term interest to be charged on the sale of the business to avoid the implication of the gifting rules.

Favorable timeline

Parents often structure these sales with the minimum amount of down payment, carry the loan for a period longer than a typical third-party sale, and charge lower interest on the contract balance.

• For example, a parent trying to avoid the implication of gifting (but still create favorable terms for the child) might require no down payment, a 10-year installment plan, and 2.66% interest on the declining balance (based on the May 2022 AFR).

Partial gift

A common misunderstanding regards the limits of gifting.

• The federal gift annual exclusion allows parents to make gifts of up to $16,000 without any reporting requirements, but parents can gift much more than that.
• For example, under current law, a couple can gift a total of $22.12 million during their lifetimes before being required to pay any gift tax, but that couple would be required to file a federal gift tax return.
• And, if a couple made a gift that large, it would entirely eliminate their estate tax credit thus pushing all assets remaining to the 40% tax level at death. Accordingly, a gift that large should be heavily scrutinized.
• More likely, the parents might choose to gift, say $1 million, out of a total business value of $5 million. Then, the child has instant equity in the business and the parents can help to finance the remaining $4 million purchase price. This too would require filing a gift tax return, but no gift tax would be owed.

To read this article in full, CLICK HERE.

About The Author:

Glenn Fallavollita is a nationally recognized keynote speaker providing money-making advice to help payroll service owners, sales pros, and marketing gurus build more profitable relationships with their database of prospects, referral partners, and clients.

Additionally, Glenn is the president of SellMorePayroll.com and Drip Marketing, Inc. and has written 50+ whitepapers and three sales/self-marketing books; Supercharge Your Payroll Sales NOW!, Stop Whining AND Start Selling, and Drip Marketing: A Powerful New Marketing Strategy That Gets Prospects To Buy From You. He also writes blogs for LinkedIn and other national websites.

© Drip Marketing, Inc.  All Rights Reserved May Not Be Used Without Written Permission.

4 Money-Making Phone
Prospecting Techniques
(Print And Share With Your Sales Leader)
By Glenn Fallavollita, President - SellMorePayroll.com & Drip Marketing, Inc.

• Word Count: 436
• Read Time: 1.7 Minutes 

The majority of payroll/HCM salespeople find phone prospecting intimidating; therefore, I have listed four money-making tips below to help you/your salespeople generate more sales opportunities, client referrals, and CPA referrals.

Phone Prospecting Made Easy (And More Effective).

#1: Learn How To Get Past The Gatekeeper - Gatekeepers are called this for a reason, as they are the ones who stop salespeople from wasting their boss’ time, i.e.,

• “My name is Sam with XYZ Payroll Company. Has John made it back from lunch yet? If he has, would you be kind enough to transfer me to him?”

#2: Know Exactly How You Can Help A Prospect - For a decision maker, there is nothing worse than a salesperson who immediately goes into their sales pitch. Instead, think like your prospect and ask yourself, “How can I help this CFO, business owner, office manager, etc.? By the way, you will not create any interest by saying, “Do you need a new payroll service?” Here's why: When they will hear that statement they will think, “I already have a payroll service. I don’t need a new one.”

#3: Create Immediate Interest - Once you have a prospect on the phone, say their first name and then ask a business question/statement.

• If your company name isn’t well-known, tell them the results you have achieved, i.e., “Hi John, this is Karen from XYZ payroll service. We work with a lot of manufacturing companies like yours, and we recently lowered one of our client’s HR costs by about $15,000 and reduced their payroll costs by 5.7% in only 21 days with our new time clock system …Do you have 5 – 7 minutes to see if we might be a good fit for you/your business.”

#4. Have Some Good Business Questions Ready - When you prospect on the phone, your primary goal is to start a conversation. Therefore, I suggest beginning with one to two sentences that demonstrate you understand the prospect’s business/industry. Try this one: “From what our clients are telling me, many of them in the manufacturing industry are experiencing X, Y, and Z. Is that something you are too?” Also, keep your question open-ended.

Executive Summary:

• Think of your phone as an ATM machine.
• Use my 2/4 call strategy when making your Oh, by the way, calls. What is it? It’s two calls in four days, i.e., leave a message on a Tuesday and then call back again on Friday.
• A “No, we are not interested” from a prospect only means a “no” today. That said, call the prospect back every 100 days to see if things have changed.

About The Author:

Glenn Fallavollita is a nationally recognized keynote speaker providing money-making advice to help payroll service owners, sales pros, and marketing gurus build more profitable relationships with their database of prospects, referral partners, and clients.

Additionally, Glenn is the president of SellMorePayroll.com and Drip Marketing, Inc. and has written 50+ whitepapers and three sales/self-marketing books, Supercharge Your Payroll Sales NOW!, Stop Whining AND Start Selling, and Drip Marketing: A Powerful New Marketing Strategy That Gets Prospects To Buy From You. He also writes blogs for LinkedIn and other national websites.

© Drip Marketing, Inc.  All Rights Reserved May Not Be Used Without Written Permission.

21 Reasons Why Most Payroll
Salespeople Miss Their Quota 

(Print And Share With Your Sales Leader)
By Glenn Fallavollita, President - SellMorePayroll.com & Drip Marketing, Inc.

• Word Count: 291
• Read Time: 1.2 Minutes 

Based on my 30+ years of sales and consulting experience, I have determined there are some core reasons why a salesperson will consistently miss their sales quota.

1. Poor discovery asking question skills.
2. Stops calling a prospect after hearing, "No, we are not interested."
3. Poor work habits and/or lacks self-discipline.
4. Doesn't know how to prospect for new business. 
5. Dislikes or doesn’t respect their sales leader (yes, this is a very real issue).
6. Has poor communication (oral and written) AND poor computer skills.
7. Doesn’t know how to differentiate themselves/their business in the marketplace.
8. Doesn’t know or understand the value of what they are selling.
9. Doesn’t know the competition.
10. Doesn't have a passion and/or interest in what they are selling.
11. Lacks networking skills.
12. Lacks urgency in the sales process.
13. Not willing to change or accept suggestions to modify their current method for selling.
14. Projects a poor or disingenuous image.
15. Sends their proposals via e-mail versus in person. Additionally, they send a proposal based on a “quote and hope approach.”
16. They are burnt out from selling.
17. They are disengaged from their company (due to the reasons found on this list).
18. They are satisfied with the guaranteed money they are making from their base salary, benefits received, phone/car reimbursement dollars, and/or residual commissions.
19. They don’t have a large enough database of prospects/referral partners to target.
20. They received little to no product and sales training from their sales leader.
21. They took a sales job to “give it a try” or until a better job offer comes along.

If you can relate to what I listed above, help yourself by addressing these issues head-on. If you do, it can and will make a big difference in your sales performance.

About The Author:

Glenn Fallavollita is a nationally recognized keynote speaker providing money-making advice to help payroll service owners, sales pros, and marketing gurus build more profitable relationships with their database of prospects, referral partners, and clients.

Additionally, Glenn is the president of SellMorePayroll.com and Drip Marketing, Inc. and has written 50+ whitepapers and three sales/self-marketing books, Supercharge Your Payroll Sales NOW!, Stop Whining AND Start Selling, and Drip Marketing: A Powerful New Marketing Strategy That Gets Prospects To Buy From You. He also writes blogs for LinkedIn and other national websites.

© Drip Marketing, Inc.  All Rights Reserved May Not Be Used Without Written Permission.

4 e-Mail Marketing Tips to Grow Your Payroll Service's Sales
By Glenn Fallavollita, President - SellMorePayroll.com & Drip Marketing, Inc.

• Word Count: 356
• Read Time: 1.4 Minutes

Developing an e-mail marketing strategy is a challenge for most payroll services as many owners get caught up in expensive social media marketing, blog content, video marketing, video-sharing platforms, and digital advertising. 

Although there are many ways to market a payroll service, don’t neglect the power of e-mail marketing. Why? A business averages $36 for every $1 invested, according to Direct Marketing Association (DMA).

4 Ways To Grow Your Payroll Service Via e-Mail Marketing.

#1: Vary Your e-Mail Marketing Content - Blasting a generic e-mail newsletter was cutting-edge marketing 20 years ago. In today’s information-overloaded inboxes,  you need to ensure you are offering valuable content to a reader. If not, your open rates will suffer. 

Here are some attention-grabbing ideas:

• Promote An Event. Invite local prospects/CPAs to an event you are hosting at your business.
• Product / Service Upgrade. Send an e-mail campaign informing your target group of a new product, service, or new hire.
• Newsletters. Make sure your newsletters are filled with timely and hot payroll, HR, IRS, timekeeping, etc. content.
• Free Trial. 

Click Here To Read How This Payroll Service Saw A 61.4% Newsletter Open Rate.

Your database of CPAs and prospects don’t want nonstop promotional material; however, year-end deals are definitely an eye-catcher.

#2: Segment Your e-Mail Databases - The best way to maximize your e-mail messaging is to write to the audience you are targeting (see list below).

• Clients
• CPAs
• Chamber Members
• BNI Members
• Prospects

Four Examples:

1. Chamber Members: Member-To-Member Discount
2. CPAs: Refer Us To A Business Client
3. Clients: Refer Us To A Friend
4. Prospects: Free Webinar On New Timeclock Technology

#3: Add A Low-Risk Offer - Every email campaign needs a visible low-risk offer (LRO); even if a sale isn’t the e-mail’s primary goal. Some suggestions:

• Make your offer compelling.
• Make your offer visible; however, don’t let it distract from your campaign.
• Use compelling copy.
• Use a three to six-word offer headline.
• Use action-oriented copy, i.e., “Click Here” or “Download Now.”

#4: Pick Up The Phone - If you want more sales leads and referrals, you need to pick up the phone to follow up. Do this, and you will see sales magic happen (I prove it all the time to my clients).

About The Author:

Glenn Fallavollita is a nationally recognized keynote speaker providing money-making advice to help payroll service owners, sales pros, and marketing gurus build more profitable relationships with their database of prospects, referral partners, and clients.

Additionally, Glenn is the president of SellMorePayroll.com and Drip Marketing, Inc. and has written 50+ whitepapers and three sales/self-marketing books; Supercharge Your Payroll Sales NOW!, Stop Whining AND Start Selling, and Drip Marketing: A Powerful New Marketing Strategy That Gets Prospects To Buy From You. He also writes blogs for LinkedIn and other national websites.

© Drip Marketing, Inc.  All Rights Reserved May Not Be Used Without Written Permission.

9 Tips To Help Avoid Hiring
A Payroll Salesperson Who Can’t Sell
By Glenn Fallavollita, President - SellMorePayroll.com & Drip Marketing, Inc.

• Word Count: 446
• Read Time: 1.8 Minutes

There is an epidemic failure in the payroll industry when it comes to salespeople, as 66%* of all payroll service salespeople quit or get fired in their first 4 to 12 months of employment. In fact, I saw one payroll service owner hire and fire four salespeople and one sales leader at the cost of $200,000+. By the way, each person was employed, on average, for 6.4 months. Ouch!

9 Tips To Help You Avoid Hiring The Wrong Salesperson.

If you want to hire a sales professional, I have listed several tips for you to consider below.

Tip #1: Review Your Hiring Process – Before you hire a salesperson, review the following:

• What are your interviewing, reference checking, and onboarding processes?
• What type of marketing database do you have on file for them to leverage?
• How do you plan on training the person?
• What sales reports do you want them to use (which will help you manage them)?

Tip #2: Pay A Bounty - Go to your staff, database of contacts, and vendors and say, “I will pay you $5,000 if you can help me recruit a salesperson.”  By the way, you will only pay the $5,000 if the salesperson produces $X in revenue in their first 12 months of employment (a lower amount based on employment/revenue produced).

Tip #3: Check References – Reference checking is critical when hiring a salesperson as 57% of all people embellish their resume when it comes to their “skill set,” according to a careerbuilder.com survey.

Tip #4: Ask Their Past Employer(s) This Question - “If you had the chance, would you hire <first name> again?” Their response, or lack of an answer, will be eye-opening.

Tip #5: Look Deep Into Your Rolodex, LinkedIn Contacts, And Vendors - When you have an open sales position, reach out to your contacts to see if they know of anyone who might be interested in a sales position at your company.

Tip #6: Test Candidates On The Computer – Before you hire a salesperson, test every candidate on their ability to type as there is a direct correlation between technology skills and sales success. 

Tip #7: Don’t Hire Salespeople Who Will Work From Home - If you can avoid it, hire a salesperson within a reasonable driving distance from your office. 

Tip #8: Develop A Formal Onboarding Process - BEFORE you hire a salesperson, make sure you have a formal onboarding process (sales training manual, sales tracking reports, databases, sales scripts, etc.). 

Tip #9: Mandatory Things To Do - BEFORE you hire a salesperson, do these two things:

1. Ask the candidate to role play with you so you can test their discovery question-asking skills.
2. Ask them to give you a presentation on what they are currently selling.

About The Author:

Glenn Fallavollita is a nationally recognized keynote speaker providing money-making advice to help payroll service owners, sales pros, and marketing gurus build more profitable relationships with their database of prospects, referral partners, and clients.

Additionally, Glenn is the president of SellMorePayroll.com and Drip Marketing, Inc. and has written 50+ whitepapers and three sales/self-marketing books; Supercharge Your Payroll Sales NOW!, Stop Whining AND Start Selling, and Drip Marketing: A Powerful New Marketing Strategy That Gets Prospects To Buy From You. He also writes blogs for LinkedIn and other national websites.

© Drip Marketing, Inc.  All Rights Reserved May Not Be Used Without Written Permission.

Why Payroll Salespeople Need To Keep Score
By Glenn Fallavollita, President - SellMorePayroll.com & Drip Marketing, Inc.

• Word Count: 197
• Read Time: 56 Seconds

There is no getting around it; the payroll sales profession is a numbers game. And as with all games, you need to keep the score of your wins, losses, and other vital sales performance statistics.

Unfortunately, many salespeople (and their sales leaders) don’t have the discipline to track their sales activity or performance. Specifically, they do not:

• Keep score of what they are doing each day/week.
• Track the right type of sales metrics, i.e., proposals sent, proposals closed, order value, etc.

Although a proposal pipeline report is the lifeblood of a salesperson, all payroll salespeople need to track:

1. Proactive sales activities, i.e., outbound calls made and networking meetings.
2. The number of appointments, demonstrations, and/or webinars scheduled/completed each week.
3. Proposal/quote closing ratio.
4. The prospects that represent their short-term sales opportunities.
5. The size of their e-mail marketing database (this is critical to a salesperson's sales success).

Here’s The #1 Reason Why You Need To Keep Score.

Tracking the right sales activities exposes all the under and over-performing areas for a salesperson as it's critical to a salesperson's short/long-term success; therefore, I recommend having an accountability friend or team leader to help a salesperson stay laser-focused on their sales goals/quota.

About The Author:

Glenn Fallavollita is a nationally recognized keynote speaker providing money-making advice to help payroll service owners, sales pros, and marketing gurus build more profitable relationships with their database of prospects, referral partners, and clients.

Additionally, Glenn is the president of SellMorePayroll.com and Drip Marketing, Inc. and has written 50+ whitepapers and three sales/self-marketing books; Supercharge Your Payroll Sales NOW!, Stop Whining AND Start Selling, and Drip Marketing: A Powerful New Marketing Strategy That Gets Prospects To Buy From You. He also writes blogs for LinkedIn and other national websites.

© Drip Marketing, Inc.  All Rights Reserved May Not Be Used Without Written Permission.

How To Quickly Generate More Payroll
Sales Leads With e-Mail Marketing
By Glenn Fallavollita, President - SellMorePayroll.com & Drip Marketing, Inc.

• Word Count: 307
• Read Time: 1.2 Minutes

Do you want more sales leads and client/CPA referrals from your e-mail marketing campaigns? If you do, I have listed several tips below for you to implement in the next 7 to 10 days.

Tip #1: Segment Your Databases – The #1 thing you need to do is segment your e-mail databases by clients, prospects, and referral partners.

Tip #2: Develop An e-Mail Marketing Strategy By Target Audience – After segmenting your databases, you need to develop an e-mail strategy for your database of clients, prospects, and referral partners.

Tip #3: Develop A 30-Day e-Mail Marketing Calendar – Create a 30-day calendar of what you plan to send each database on file, i.e., prospect press releases, general newsletters, referral partner refer us to a business client campaign, etc.

Tip #4: Set Follow-Up Expectations – Tell your salespeople that they will be required to follow up on a particular campaign (see below).  

Tip #5: Give Your Salespeople Sales Tools – As you are creating your e-mail campaign, i.e., educational webinar, give them the following:

• Day, date, and time for ‘mandatory’ follow-up calls.
• Sales scripts/talking points to use.
• Voicemail talking points.
• Post voicemail follow-up e-mail campaign.

Tip #6: Always Add A Low-Risk Offer/Call-To-Action – When developing an e-mail campaign, always add a low-risk offer to it as it makes the follow-up process easier for your salespeople.

Tip #7: The Day You Send A Campaign – After hitting the send button, wait 90 minutes and give your salespeople an Excel file of the people who opened the campaign, i.e., send the campaign at 8:30 a.m., print databases @ 10:30 a.m., and then start calling at 10:45 a.m.

Summary: Your database of clients, prospects, and referral partners spend 4 – 6 hours a day in their inbox; therefore, e-mail marketing is a great tool to help build trust, credibility, and brand recognition for your business in the marketplace.
 

About The Author:

Glenn Fallavollita is a nationally recognized keynote speaker providing money-making advice to help payroll service owners, sales pros, and marketing gurus build more profitable relationships with their database of prospects, referral partners, and clients.

Additionally, Glenn is the president of SellMorePayroll.com and Drip Marketing, Inc. and has written 50+ whitepapers and three sales/self-marketing books; Supercharge Your Payroll Sales NOW!, Stop Whining AND Start Selling, and Drip Marketing: A Powerful New Marketing Strategy That Gets Prospects To Buy From You. He also writes blogs for LinkedIn and other national websites.

© Drip Marketing, Inc.  All Rights Reserved May Not Be Used Without Written Permission.