Most common problems experienced by Sales-Managers

·         Failed to understand and focus on the needs of the salespersons.

Sometimes the salespersons are doing their work in good ways but not using their full potentials and abilities. The sales-managers need to provide enough time to support their salespersons by increase the communication and interaction to create better relationship through better understanding between him and salespersons (Reveal Group, 2008). The sales-managers might spend their time to review or evaluate and give feedback to the salespersons of their job achievements. Sales-managers might need to stimulate their salesperson’s mind with organization goal and objectives frequently. Focus on improving their performance, give attention individually as there might be variations of people that deserve the attention.

·         Inappropriate in recruiting the right person for the right job.

Sometimes sales-managers are not detailed in confirming the new salespersons are qualified into the organization practices. Sales-managers need to consider the salesperson’s personality that meets their kind of jobs. Salespersons that being hired in the organization, that do not match their needs and wants in their new job, might not be happy and dissatisfied which will lead to poor work performance and results in inefficiency (Zahorsky, 2011). The sales-managers also need to hire the salespersons that they like, so they will be happy to hire the salesperson and have a good atmosphere in the organization. Sales-managers will be comfortable to build up the relationship between the sales-managers and the salespersons to show their concerns and able to build strong motivational for the salespersons.

·         Lack of sales management plan.

Sometimes in an organization, the policies, organization’s procedures and unstated rules are there and shape the salesperson’s behavior. It will have the impact on their productivity and effectiveness of the salespersons. Salespersons might not discipline and not followed the procedures which lead to poor anticipations and unstable job performance (Kahle, 2004). The sales-managers need to provide a well organize organization plan and measured sales objectives properly. It can be happen by introducing the new version or the new procedures to create a new discipline in daily activities of the salespersons, for example, apply regular reporting. High focus will expand a well design sales management plan and it might be the company considerable asset as it shapes the behavior of the salespersons.

·         Lack of sales support and training provided.

Sometimes sales-managers are too confident in hiring the salesperson without giving them standard training requirements to survive in new organization (Zahorsky, 2011). Sales-managers sometimes forget that each of every organization might have different objectives. In result, the salespersons might struggle and find it hard to adapt and lead to poor job performance. Even the experts might still need guidance to make them familiar with the new environment. If possible, the sales-managers can provide sales support and sales training regularly, to make the salesperson more expert and adaptable to job expectations that keep changing and rising. Promote excellent sales practices into habits will guarantee success in job effectiveness. 

Sales Management Take Home Exam

Rebecca Licacristi Budianto

15359111

Curtin University

2011