Human resources and sales don’t always agree on everything. When it comes to breaking the law to close more deals, sales teams are typically very eager to do so, much to the chagrin of HR’s rule-following sticklers.
However, the emergence of data, insights, and KPIs as performance indicators has honed these divisions’ communication and cooperation, enhancing the efficacy of the sales force. Sales may find that HR is their best ally. Recruitment, training, and pay are crucial HR tasks that all contribute to an organization’s ability to increase sales.
Here are a few of the most important thing’s HR can do to boost sales in your business.
Hire the Right One
In the end, you need good people if you want your firm to succeed, which is where HR comes into play.
In terms of values, skill sets, abilities, or personality qualities, HR can recruit top sales professionals and ensure that these new hires are a suitable fit for both the culture and the requirements of your sales team.
Understanding the various responsibilities in the sales process is crucial for HR. Sales teams now do other tasks other than those performed by BDRs and AEs. Businesses need to grow and keep customers, which is where functions like customer success and sales engineering come in.
Train New Hires for Better Jobs
Following orientation, training continues. If sales firms want their salespeople to remain at the top of their game, they must encourage a learning culture. This can be accomplished by providing course reimbursements, holding training sessions, or putting in place a learning system
By giving your sales force an opportunity to learn about the goods and services your company provides, you can further guarantee that they are knowledgeable about your product mix. This is essential in complex sales organizations in order to increase cross-selling opportunities.
A Clear Path to Growth
In order to stimulate feedback from staff members about what they want for themselves, their employment, and the firm, HR can also serve as a liaison between the company and its employees.
This could take the shape of mentorship programs that link new sales representatives with seasoned sales representatives or leadership development programs for staff members wishing to advance in their professions.
Clear direction will keep reps motivated in the face of difficulty and keep your sales machine running.
Create a Plan for Competitive Sales Compensation
The importance of compensation as a sales incentive cannot be overemphasized. For the strategy to be successful, it must have the proper commission structure, be simple for reps to understand, and generously reward their efforts.
To maintain rep motivation, your plan must strike the proper balance between commission rates and targets. Targets should be high enough to be difficult but not so high that reps feel they can slack off, and commissions should be generous enough that reps perceive value in their work.
Finally, if you’re an employer who offers benefit packages through payroll deductions, such as healthcare coverage or retirement plans, always keep things current to prevent your staff from making judgments based on stale information.
This includes making sure that your 401K plan is comparable with those offered by other businesses in your sector.