The other day I ran into this article from Harvard Business Review, Motivating Salespeople: What Really Works.

Photo credit: zooboing

 
It is a sales truism that we've been given two ears and one mouth and they should be used in roughly that proportion. This is the classical sales ratio - 2:1.

In recent years, there has been tremendous discussion and discovery around Sales as science, not art. I believe this to be true - at least in part. Sales is no longer a black box; a magical alchemy known only to the Sales illuminati.

(Take a look at HubSpot VP of Sales, Mark Roberge’s Scalable Predictable Sales & Marketing presentation for great perspective on metrics-based management)

The new sales ratio

Selling certainly isn't unknowable wizardry, but neither is it a chemical reaction.

That's why I'd like to suggest a new sales ratio. 1:1. 

A brief example

I'm lucky enough to have seen Jill Konrath present. Jill argues the case that buyers’ realities have changed (doing more with less, risk and change averse, using the web to self-educate) and this means our sales approaches must adapt.

 
Hiring great Inside Sales reps has never been harder.

Increased competition for top talent and supply lagging behind demand means that when we land that great rep we have to make their experience with us outstanding! It is as much about retention as recruitment, right?

Our recent hiring infographic noted that 41% of reqs take 45+ days to fill. This is creating quite a revenue gap.

I recently shared my thoughts about how you have to be interesting and different to draw talent to you. But let’s say you are successful, what then?

• How do you close the revenue gap by onboarding these reps as quickly as possible?
• How do you ensure a great experience for them and for the buyers that are going to be working with them?

Let’s start with the underlying problem

A few weeks back, I came across this scenario on LinkedIn (slightly anonymized to protect identities).