America's largest healthcare recruiting firm.

 



For over fifteen years, I have utilized Buckman Enochs Coss to hire over one hundred individuals for Sales and Sales Management positions for a variety of healthcare technology firms. Whether it’s been for Fortune 500 companies or early stage, VC backed start-ups, BEC has always done a terrific job in sourcing top-talent.

Scott Schlesner
Vice-President of Sales
Elsevier

Five Tips to Implement Effective Sales Training

Sales training is an integral part of life in your workplace; that goes without saying. When new employees — especially those who lack experience — come through your doors, they’re immediately exposed to some form of training in the art of sales and client relationship building. You’ve had your current program in place for a long time, and as the industry changes, your program evolves. 

But is it evolving fast enough to keep your company ahead of the competition? And more important: does your program actually result in better sales numbers? You may have a training strategy, but your approach may not be bringing the best possible returns to your organization. Here are a few ways to bring things up a notch. 

Get rid of the cookie cutters. 
Not all employees learn the same way. And not all of them need extensive training in the same areas. Allow room in your program for customization; it makes no sense to put some employees through sessions that only waste their time while subjecting others to a learning style that doesn’t work for them. Encourage your trainees to provide feedback as they go through the program. Allow them to do this anonymously if they’re new to the workplace and reluctant to rock the boat. 

Bridge the gap between theory and application. 
Fundamental theories and principles can lay the groundwork for effective learning, and all good training begins with sound underpinnings in the art and science of salesmanship. But make sure these principles are delivered along with practical coaching. Theoretical training won’t be very valuable unless your employees can apply it during presentations and negotiations. 

Don’t stop the training process after a few weeks. 
Employees need an initial round of training to find their legs in the sales world and to understand the culture of your company and its brand. But after this initial training program ends, employees still need check-ins, progress monitoring, coaching, and refresher courses. Make sure that mentoring and resources are available at all times and employees feel comfortable accessing them. Even better, plan regular sessions and training meetings between employees and their managers, even when things are going well. 

Conduct regular debriefing sessions. 
During the employee’s first year or two with the company, conduct regular debriefing sessions and breakdowns after each significant presentation or client interaction. Employees should receive clear feedback on everything they did right, plus any pointers that can support success in the future. 

Encourage teamwork and collaboration. 
Create a culture in which employees support each other during the learning process. Trainees should come away from each session with meaningful guidance on the sales process, but they should also come away knowing that if they make mistakes, they’ll receive positive feedback and input from the team so they can regain their footing quickly.   

If your company is looking for employees ready to fit your company culture, work with a leading medical sales recruiter and contact Buckman Enochs Coss and Associates.