About the position
Our Client is looking for a Sales Manager to join their team
Area: Midrand
Team coaching and effectiveness management:
- Appoint, build and maintain a first class cohesive sales team and provide ongoing motivation
- Agree Rep’s roles, performance criteria, objectives and standards of work execution and monitor performance on an ongoing basis
- Foster the development of individuals with the appropriate level of needs analysis, coaching and support; Ensure the coaching process is firmly entrenched and coaching plans are effectively implemented:
- Assess reps against sales calls best practice
- Identify strengths and areas for improvement
- Coach reps on sales and submit coaching plans and reports
- Plan career and succession paths; formulate and action tailored Key Performance Indicators (KPIs) that underpin employee development and growth and are aligned to Leadership Capabilities
- Implement appropriate recognition and incentive schemes to align the team with company goals and drive performance
- Facilitate departmental and interdepartmental collaboration’ participation, communication and support to maximise performance
- Availability of skills and expertise in region to achieve long term objectives i.e. right person in right job
- Annual performance agreements; KPI’s; quarterly coaching plans and career/succession actioned
- Established culture of accountability; every employee has a meaningful stake in performance outcomes
- Effective coaching and development process resulting in growth in subordinates’ scope and/or depth of competence; positive feedback from reps on coaching provided; comprehensive coaching plans and reports
- 70% of time allocated to co-travel and coaching of reps; coaching reports submitted timeously
- Effective recognition and reward system, regular meetings with each sales person, monthly meeting with team, CEO and Sales Director.
Developed Territory Action Plan (TAP) and provision of leadership:
- Adjust territory call plans and create rep call plans aligned to the segmentation and targeting exercise; team resources and capabilities; and company requirements
- Think strategically - develop and implement a territory action plan (TAP) that reflects focused analysis and the longer-term objectives for designated product ranges within Nicola J’s business strategy
- Allocate appropriate resources across sub-territories and customer groups and prioritise actions based on sales impact, national segmentation and targeting.
- Work collaboratively with the CEO to execute marketing strategies.
- Drive performance through successfully communicating the territory action plan as agreed; define actions to build rep and team capabilities
- Comprehensive and SMART TAP approved by CEO (completed quarterly) to be presented at quarterly business review meetings
- Action plans, budgets and responsibilities in place for reaching regional targets and achieving long-term goals
- Reported sales figures vs. targets of designated product ranges
- Reports on TAP implementation issues and reported achievement of TAP objectives quarterly
Managed and achieved Territory Action Plan:
- Ensure that objectives and standards of performance are understood and owned by sales reps.
- Leverage existing business relationships and loyalty to the Nicola J brand -engage customers in the development of solutions, seek to understand underlying issues/needs and pro-actively engage the customer in identification of solutions
- For sales targets, budget, KPI’s and Smart actions
- Assess the performance against targets
- Explain the gap and route cause
- Act decisively and quickly based on analysis of data; take corrective actions/ provide support as required to achieve targets
- Ensure proper management of resources creating maximum return through continuous monitoring and analysis; adapt plan as required
- Provide an appropriate and satisfactory system for effective communication with all members of the team; communicate performance progress during field visits and team meetings
- Continuously seek input from the cross functional team and incorporate diverse views into decisions and proposals
Measurement criteria:
- Sales team members understand how they drive performance, linked to clear metrics they can control
- Actions and decisions reflect needs of the customer and build and leverage business relationships
- Key performance indicators clearly defined; performance by sub-territory is actively monitored on a daily basis, using financial and other performance indicators
- Reported sales figures vs. targets; quarterly review of strategies completed and actioned
- Entrenched internal communication systems ensure pro-active communication and information sharing, to ensure team members are kept informed
- Daily monitoring of Sales Force Effectiveness metrics: calls vs. budgets; coverage; frequency; days in and out of field
- Work collaboratively with cross functional team
- Effective and accurate monitoring sales performance results in pro-active decision-making and action
- All admin requirements met and the CRM program is implemented.
- Demonstrated skill levels and leadership effectiveness
- Implementation of agreed developmental plan
- Team members display behaviours consistent with the Nicola J culture and leadership capabilities
- Feedback from team
- Evidence of reporting within SOP timelines
- Accurate and complete reports of matters relating to SHE and implementation of all points.
Maintained administrative systems and control:
- Effectively use tools and data for monitoring and controlling the sales team performance against business plan and budget including:
- Sales reporting
- KPI control
- Coaching system
- Implement and Manage the CRM requirements:
- Logging of calls
- Accuracy and currency of data on SAGE
- Ensure team members meet all admin requirements e.g. expense reports, business reviews, sales gap analysis, budget achievement.
- Report as required on territory action plan implementation and budget spend and take corrective action as required
Alignment of personal and company values:
- Align with the values and vision of the Company
- Develop and role–model a culture recognising need for work-life balance
- Facilitate the development of a diverse and harmonious working environment and actively encourage the development of the Company’s culture
- Display and drive the development of leadership capabilities in the region
Customer complaints reporting:
- Report any customer complaint in line with our SOP.
Safety Health and Environment:
- Maintaining a safe and healthy workplace and identifying and understanding the specific SHE risks and requirements for staff and team
- Maintaining a reliable process for setting up, delegating responsibility for, and reviewing the effectiveness of risk-management decisions and controls
- Making sure the staff understand the full range of their SHE responsibilities and are trained against identified needs to perform their jobs safely, in a way that protects the environment and otherwise in line with Policies and applicable laws, regulations and procedures
- Supervising the staff, making sure that they take personal responsibility for managing the SHE risks associated with their roles, and that their performance against SHE responsibilities is built into the job appraisal and appointment process
- Making sure that any accidents, incidents and non-compliance with the policy or any legislation issue are reported and investigated and that appropriate corrective action is taken.
Desired Skills:
- Sales Manager
- Sales Director
- Regional Sales Manager
