Empower your sales team: 10 impactful sales team management strategies

Managing a successful sales team requires a thoughtful, strategic approach: One that’s built upon a foundation of rep engagement, a collaborative culture, and achievable goals.

But, in the wake of the COVID-19 pandemic and an ever-changing sales landscape, sales managers and leaders frequently struggle to implement effective management strategies that set their teams up for both short- and long-term success. Inefficient workflows, limited transparency, and inadequate tools all threaten a manager’s ability to leverage a strong strategy. The result is often a team of reps who can’t meet their sales quotas, high rates of rep turnover, and low levels of employee engagement — all of which impact a company’s bottom line.

To properly manage a sales team and ensure high rep performance, managers and leaders must develop modern strategies that take into account their team’s (and the broader industry’s) challenges, shifting workforce dynamics, constantly-evolving technology offerings, and rising employee and customer expectations. This might seem like a steep hill to climb, but with the right tips for getting started (and some crucial tools for support), sales managers can build a holistic management strategy that empowers reps to succeed.

Here, we’ll take a close look at 10 impactful sales team management strategies, including what they entail, how to put them into action, and how they can benefit both your sales team and overall organization.

10 Sales Management Strategies to Empower Your Sales Reps

As organizational and industry-wide priorities shift, it’s crucial for businesses to invest their time and resources into management strategies that help them remain efficient, competitive, and profitable. While managers should consistently revisit and tweak their approach to ensure success, here are 10 strategies to start empowering reps today:

1. Develop a transparent culture

Transparency has become somewhat of a trendy workforce buzzword as of late, especially as it becomes more and more difficult to achieve in a remote or hybrid environment. But sales organizations and managers shouldn’t neglect the importance of fostering a fully transparent work culture. Not only is this an important factor for reaching business goals; it’s also vital for engaging reps and reducing employee turnover.

Digital transformation initiatives can get the ball rolling here, as a modern revenue intelligence practice backed by powerful sales-tech solutions helps teams gain transparency into pipeline health and accurate deal and quota reporting. In turn, forecasting becomes more predictable and leaders can more easily identify strong growth strategies. Reps always know what they’re working towards and how their actions impact their goals and broader business objectives.

But the buck doesn’t stop there: Equally — if not more — important is an organization’s investment in diversity, equity, and inclusion (DEI). In fact, nearly 80% of workers want to work for a company that values DEI, so businesses that fail to prioritize these initiatives will likely lose top talent and, ultimately, high-value deals. Likewise, customers want to conduct business with organizations that are committed to employing, valuing, and supporting people who represent the world around them.

Focus on demonstrating your company’s dedication to understanding and resolving social issues. Ask reps, other internal team members, and existing and prospective customers to share what’s important to them and act on it. Develop a culture of transparency and mutual respect by updating your teams on key business decisions, process adjustments, new tools, and more; and don’t forget to explain the reasoning behind those changes. Leverage technologies that provide reps with real-time insights into broader company updates, pipeline health, deal status, and more — all of which will help reps feel more engaged, comfortable, and confident in their leadership, regardless of where they work from.

2. Incentivize your sales reps

Sales incentives aren’t a novel idea by any means. Managers have used them for years in an effort to boost rep performance and meet sales quotas. But successfully incentivizing the modern rep requires two things: Creativity and a deep understanding of what motivates each specific seller.

Some reps are inherently inspired to perform at their best all the time, with the promise of satisfied customers and the possibility to make a larger impact enough to keep their sales wheels turning. Others need something more monetarily-focused (e.g. a new iPad, gift cards, bonus checks, etc.) to light their fires. Public recognition — in the form of shout outs, team dinners, or appreciation days — can go a long way for reps who want to feel valued by leadership and colleagues alike. Don’t be afraid to ask reps for some unique reward ideas that they’d enjoy working towards: So long as it aligns with the budget, of course!

No two reps are exactly alike, so take the time to ask and understand how each salesperson prefers to be recognized and motivated. Flexible rewards and incentives programs boost employee engagement; a benefit that managers shouldnt ignore, since a highly engaged workforce results in 21% greater profitability. Plus, you’ll likely be surprised by the effort team members will exert to reach their goals when there’s an incentive they actually want at stake.

3. Commit to ongoing coaching and training

Successful sales leaders and managers know that coaching and training aren’t static, one-and-done exercises to check off a to-do list: They’re part of an ongoing process designed to fine-tune reps’ skills and reach larger goals at-scale.

But traditional coaching and training methods likely won’t cut it in today’s hyper-hybrid landscape of buying and selling. Reps need highly focused, enhanced skills that they can stack on top of their more conventional techniques. That’s why many sales leaders have invested (or plan to invest) in internal sales training for their managers (85%) and sales reps (89%).

Upskilling your sales talent will likely become a competitive differentiator in today’s complex global and sociopolitical environment. As a sales organization operating in this modern landscape, leaders and reps need to be technology and data fluent, capable of data- and insights-backed conversations, and possess strong relationship-building skills. It’s also your responsibility (and in your best interest) to empower your leaders and reps with everything they need to conduct their jobs with empathy and accountability.

Implementing a shiny new tool that captures all your key data is a start, but you also need to provide continuous training that helps managers and reps transform that data into meaningful insights. A digital-first approach is the key here, so invest the time and resources into ensuring managers and reps are fully competent in today’s selling environment and are prepared for whatever comes next.

Modern sales enablement tools can help, since they facilitate real-time coaching that won’t derail productivity. What’s more, some solutions help managers instantly identify areas for improvement at-scale, so they can quickly resolve issues and improve rep performance individually or across the entire team.

4. Provide detailed and one-one one feedback

Strong sales leaders know that performance feedback should be highly personalized — both in terms of content and delivery. Some reps are motivated to make improvements when they receive constructive criticism, for example, while others prefer a softer, more indirect approach.

It’s vital to conduct one-on-one meetings with each sales rep to first determine how they prefer to receive feedback. Discuss meeting cadence, feedback format (e.g. in-person chat, email, written document, etc.), and any management issues they may have had with previous supervisors. Then, tailor your feedback technique to each individual rep. This high level of personalization demonstrates that you respect and value your reps and are willing to go the extra mile to help them succeed.

Once you’ve nailed down the best format for delivery, focus on preparing specific, comprehensive feedback for each rep. Sweeping observations (e.g. “The team isn’t closing enough deals this month”) or comments that only take metrics into account (e.g. “Your performance is subpar because you haven’t booked enough meetings”) usually aren’t that helpful. Instead, take a holistic approach to evaluating each seller by assessing metrics against their specific goals, asking open-ended questions about what’s contributing to their successes and failures, and practicing a culture of coaching for continuous improvement.

This can seem daunting and time-consuming for managers who don’t have the proper tools for support. But powerful sales technologies lighten the load, with tools that help track and analyze metrics, offer full transparency into reps’ deals, and align sellers with short- and long-term goals.

Even better if your platform offers sales call analytics, which use AI-driven guidance to pinpoint exactly what each seller should work on to reach those goals. This allows managers to turn sales calls into a training resource, with transcriptions and recordings for easy feedback review and sharing. Reps can then share those insights and any best practices with other team members, so even the greenest of salespeople can nail their next sales call. Now that’s putting feedback into action.

5. Empower reps with powerful sales tools

In an effort to boost the productivity and performance of managers and reps, many sales organizations have implemented a variety of tools into their tech stacks. But those well-intentioned initiatives often create more issues than they resolve, as multiple, disconnected systems create data silos, workflow bottlenecks, and a frustrated workforce. Managers and reps waste time toggling between myriad apps to complete their daily work, valuable data is lost, and the business misses out on key insights that could otherwise drive better decisions.

Competitive sales companies have instead taken a more strategic approach to their salestech stacks, with powerful tools that offer sales-minded capabilities — and can be seamlessly integrated with existing systems. Robust sales engagement platforms, for example, optimize a sales team's existing workflows across all of their disparate tools (e.g. CRM, email, CMS, and more), making them more efficient and productive. They provide a centralized system for communication between team members and prospects and enable reps to automate and customize their messages; all while tracking and measuring their results.

As you consider your options, make sure the engagement tool you choose also offers:

• Sales intelligence - A strong platform tracks and monitors every call, email, and prospect a rep follows on connected social media profiles, which helps them understand which actions work, and which ones they should tweak.
• Robust analytics - Managers and reps need a tool that helps them course-correct before it’s too late, and modern tools help them do just that. With real-time analytics that offer insights into each sales activity, managers and reps can quickly create innovative solutions to get back on track.
• Automated tasks - Reps are busy people. Enable them to focus on higher-value tasks (ahem, selling) by automating those mundane, administrative tasks that hinder productivity and efficiency.

The right tools ensure reps are fully supported and prepared to perform at their best. And since 70% of employees say that being empowered to succeed is a critical part of their engagement, arming them with the proper technologies is absolutely essential.

Managing a successful sales team requires a thoughtful, strategic approach: One that’s built upon a foundation of rep engagement, a collaborative culture, and achievable goals.

But, in the wake of the COVID-19 pandemic and an ever-changing sales landscape, sales managers and leaders frequently struggle to implement effective management strategies that set their teams up for both short- and long-term success. Inefficient workflows, limited transparency, and inadequate tools all threaten a manager’s ability to leverage a strong strategy. The result is often a team of reps who can’t meet their sales quotas, high rates of rep turnover, and low levels of employee engagement — all of which impact a company’s bottom line.

To properly manage a sales team and ensure high rep performance, managers and leaders must develop modern strategies that take into account their team’s (and the broader industry’s) challenges, shifting workforce dynamics, constantly-evolving technology offerings, and rising employee and customer expectations. This might seem like a steep hill to climb, but with the right tips for getting started (and some crucial tools for support), sales managers can build a holistic management strategy that empowers reps to succeed.

Here, we’ll take a close look at 10 impactful sales team management strategies, including what they entail, how to put them into action, and how they can benefit both your sales team and overall organization.

10 Sales Management Strategies to Empower Your Sales Reps

As organizational and industry-wide priorities shift, it’s crucial for businesses to invest their time and resources into management strategies that help them remain efficient, competitive, and profitable. While managers should consistently revisit and tweak their approach to ensure success, here are 10 strategies to start empowering reps today:

1. Develop a transparent culture

Transparency has become somewhat of a trendy workforce buzzword as of late, especially as it becomes more and more difficult to achieve in a remote or hybrid environment. But sales organizations and managers shouldn’t neglect the importance of fostering a fully transparent work culture. Not only is this an important factor for reaching business goals; it’s also vital for engaging reps and reducing employee turnover.

Digital transformation initiatives can get the ball rolling here, as a modern revenue intelligence practice backed by powerful sales-tech solutions helps teams gain transparency into pipeline health and accurate deal and quota reporting. In turn, forecasting becomes more predictable and leaders can more easily identify strong growth strategies. Reps always know what they’re working towards and how their actions impact their goals and broader business objectives.

But the buck doesn’t stop there: Equally — if not more — important is an organization’s investment in diversity, equity, and inclusion (DEI). In fact, nearly 80% of workers want to work for a company that values DEI, so businesses that fail to prioritize these initiatives will likely lose top talent and, ultimately, high-value deals. Likewise, customers want to conduct business with organizations that are committed to employing, valuing, and supporting people who represent the world around them.

Focus on demonstrating your company’s dedication to understanding and resolving social issues. Ask reps, other internal team members, and existing and prospective customers to share what’s important to them and act on it. Develop a culture of transparency and mutual respect by updating your teams on key business decisions, process adjustments, new tools, and more; and don’t forget to explain the reasoning behind those changes. Leverage technologies that provide reps with real-time insights into broader company updates, pipeline health, deal status, and more — all of which will help reps feel more engaged, comfortable, and confident in their leadership, regardless of where they work from.

2. Incentivize your sales reps

Sales incentives aren’t a novel idea by any means. Managers have used them for years in an effort to boost rep performance and meet sales quotas. But successfully incentivizing the modern rep requires two things: Creativity and a deep understanding of what motivates each specific seller.

Some reps are inherently inspired to perform at their best all the time, with the promise of satisfied customers and the possibility to make a larger impact enough to keep their sales wheels turning. Others need something more monetarily-focused (e.g. a new iPad, gift cards, bonus checks, etc.) to light their fires. Public recognition — in the form of shout outs, team dinners, or appreciation days — can go a long way for reps who want to feel valued by leadership and colleagues alike. Don’t be afraid to ask reps for some unique reward ideas that they’d enjoy working towards: So long as it aligns with the budget, of course!

No two reps are exactly alike, so take the time to ask and understand how each salesperson prefers to be recognized and motivated. Flexible rewards and incentives programs boost employee engagement; a benefit that managers shouldn't ignore, since a highly engaged workforce results in 21% greater profitability. Plus, you’ll likely be surprised by the effort team members will exert to reach their goals when there’s an incentive they actually want at stake.

3. Commit to ongoing coaching and training

Successful sales leaders and managers know that coaching and training aren’t static, one-and-done exercises to check off a to-do list: They’re part of an ongoing process designed to fine-tune reps’ skills and reach larger goals at-scale.

But traditional coaching and training methods likely won’t cut it in today’s hyper-hybrid landscape of buying and selling. Reps need highly focused, enhanced skills that they can stack on top of their more conventional techniques. That’s why many sales leaders have invested (or plan to invest) in internal sales training for their managers (85%) and sales reps (89%).

Upskilling your sales talent will likely become a competitive differentiator in today’s complex global and sociopolitical environment. As a sales organization operating in this modern landscape, leaders and reps need to be technology and data fluent, capable of data- and insights-backed conversations, and possess strong relationship-building skills. It’s also your responsibility (and in your best interest) to empower your leaders and reps with everything they need to conduct their jobs with empathy and accountability.

Implementing a shiny new tool that captures all your key data is a start, but you also need to provide continuous training that helps managers and reps transform that data into meaningful insights. A digital-first approach is the key here, so invest the time and resources into ensuring managers and reps are fully competent in today’s selling environment and are prepared for whatever comes next.

Modern sales enablement tools can help, since they facilitate real-time coaching that won’t derail productivity. What’s more, some solutions help managers instantly identify areas for improvement at-scale, so they can quickly resolve issues and improve rep performance individually or across the entire team.

4. Provide detailed and one-one one feedback

Strong sales leaders know that performance feedback should be highly personalized — both in terms of content and delivery. Some reps are motivated to make improvements when they receive constructive criticism, for example, while others prefer a softer, more indirect approach.

It’s vital to conduct one-on-one meetings with each sales rep to first determine how they prefer to receive feedback. Discuss meeting cadence, feedback format (e.g. in-person chat, email, written document, etc.), and any management issues they may have had with previous supervisors. Then, tailor your feedback technique to each individual rep. This high level of personalization demonstrates that you respect and value your reps and are willing to go the extra mile to help them succeed.

Once you’ve nailed down the best format for delivery, focus on preparing specific, comprehensive feedback for each rep. Sweeping observations (e.g. “The team isn’t closing enough deals this month”) or comments that only take metrics into account (e.g. “Your performance is subpar because you haven’t booked enough meetings”) usually aren’t that helpful. Instead, take a holistic approach to evaluating each seller by assessing metrics against their specific goals, asking open-ended questions about what’s contributing to their successes and failures, and practicing a culture of coaching for continuous improvement.

This can seem daunting and time-consuming for managers who don’t have the proper tools for support. But powerful sales technologies lighten the load, with tools that help track and analyze metrics, offer full transparency into reps’ deals, and align sellers with short- and long-term goals.

Even better if your platform offers sales call analytics, which use AI-driven guidance to pinpoint exactly what each seller should work on to reach those goals. This allows managers to turn sales calls into a training resource, with transcriptions and recordings for easy feedback review and sharing. Reps can then share those insights and any best practices with other team members, so even the greenest of salespeople can nail their next sales call. Now that’s putting feedback into action.

5. Empower reps with powerful sales tools

In an effort to boost the productivity and performance of managers and reps, many sales organizations have implemented a variety of tools into their tech stacks. But those well-intentioned initiatives often create more issues than they resolve, as multiple, disconnected systems create data silos, workflow bottlenecks, and a frustrated workforce. Managers and reps waste time toggling between myriad apps to complete their daily work, valuable data is lost, and the business misses out on key insights that could otherwise drive better decisions.

Competitive sales companies have instead taken a more strategic approach to their salestech stacks, with powerful tools that offer sales-minded capabilities — and can be seamlessly integrated with existing systems. Robust sales engagement platforms, for example, optimize a sales team's existing workflows across all of their disparate tools (e.g. CRM, email, CMS, and more), making them more efficient and productive. They provide a centralized system for communication between team members and prospects and enable reps to automate and customize their messages; all while tracking and measuring their results.

As you consider your options, make sure the engagement tool you choose also offers:

• Sales intelligence - A strong platform tracks and monitors every call, email, and prospect a rep follows on connected social media profiles, which helps them understand which actions work, and which ones they should tweak.
• Robust analytics - Managers and reps need a tool that helps them course-correct before it’s too late, and modern tools help them do just that. With real-time analytics that offer insights into each sales activity, managers and reps can quickly create innovative solutions to get back on track.
• Automated tasks - Reps are busy people. Enable them to focus on higher-value tasks (ahem, selling) by automating those mundane, administrative tasks that hinder productivity and efficiency.

The right tools ensure reps are fully supported and prepared to perform at their best. And since 70% of employees say that being empowered to succeed is a critical part of their engagement, arming them with the proper technologies is absolutely essential.