The Playbook to Building a Thriving Sales Culture with Fmr. PatientPop SVP of Sales Justin Welsh
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The Playbook to Building a Thriving Sales Culture with Fmr. PatientPop SVP of Sales Justin Welsh
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The Playbook to Building a Thriving Sales Culture with Fmr. PatientPop SVP of Sales Justin Welsh
- 2. Who am I and why am I talking about sales culture?
- 3. About Justin Welsh • 2009: 10th employee at Zocdoc • 2015: Hired as the VP of Sales at PatientPop • 2015 - 2019: $0 to $55M in ARR • 2015 - 2019: 140+ sales employees • 2019: eNPS Sales score: 54 That’s considered a WORLD CLASS sales culture
- 4. Before I begin….What culture ISN’T
- 5. Before I begin….What culture ISN’T
- 6. Before I begin….What culture ISN’T
- 7. Before I begin….What culture ISN’T
- 8. Before I begin….What culture ISN’T
- 9. What culture IS Culture is the attitude and behavior that your team exudes each day in pursuit of your company objectives.
- 10. Creating Culture You create your culture by investing in your sales team with targeted, specific plans to improve their life & career.
- 11. The Agenda Step 1: Hire correctly Step 2: Cover goals & expectations Step 3: Provide learning & development Step 4: Build out a great career path Step 5: Get compensation right Step 6: Recognize often Step 7: Surprise & delight “generously” Step 8: Have a feedback loop
- 12. Step 1: Hire correctly • Aligned with your mission, vision & values - tie values to interview questions • Comes from the right velocity - hire in your "velocity lane” • Curious - look for good questions, layers, and relevance • Coachable - role play with every new hire 2x
- 13. Step 2: Cover Goals & Expectations • What EXACTLY are my goals and expectations? What are the behaviors you’ll be monitoring to achieve those goals? • Should begin during the interview process • Documented & shared the first day of training • Signed off on upon graduation
- 14. Step 3: Provide Learning & Development • The three keys: Provide the “how", the “well”, and the “why” • Onboarding coach - manager for first 90 days • Onboarding buddy - peer mentor for first 90 days • VP Engagement - Connect the dots to the company why
- 15. Step 4: Build out a great career path MDR SDR Sr. SDR AE AEII SAE SD
- 16. Step 5: Get the comp plan right • Pay back your base salary first • Pay 20%-25% of ACV after that • Paid when cash comes in
- 17. Step 6: Recognize Often • Daily mantra goals - daily team KPIs • Weekly & monthly leaderboards - emailed out and on monitors • Monthly Contests - incentivize great behaviors • Quarterly awards - take the time to promote
- 19. Weekly & monthly Leaderboards
- 20. Monthly Contests
- 21. Quarterly Awards
- 22. Step 7: Surprise & Delight “Generously” • My story • Collect hobbies - always have your ears open • Office hours - make yourself available • Reward “generously” - find personal gifts, not costly ones.
- 23. Step 8: Have a Feedback Loop • Anonymous Suggestion Box - solutions-oriented • Quarterly eNPS surveys - Look for consistent themes • Senate Team - An elected group of salespeople that aggregate feedback and present to leadership.
- 24. website: www.theofficialjustin.com email: hello@theofficialjustin.com Twitter: @JustinSaaS Thank you!
Hinweis der Redaktion
- Tell your story End with, “That’s considered a world class sales culture!” So that’s what we’re going to talk about… BUT….
- To start today, I want to remind everyone what culture ISN’T.
- Dogs! I love dogs, but I also like clean carpets and quiet client calls.
- Ping pong! Nothing like knocking my computer off of my desk with a return serve.
- Booze! Liquor + young people + work. Not always a great combination.
- Dress code! Lululemon and mesh tank tops don’t translate well on Zoom calls.
- In all seriousness, that’s not culture. Here’s MY definition of culture: Culture is the attitude and behavior that your team exudes each day in pursuit of your company objectives.
- So here’s today’s agenda. (Go through it) Let’s dive in.
- It’s nearly impossible to build a great sales culture, without great people. Aligned: Talk about importance of mission, vision, values - tie those to interview questions Velocity: Stay in the velocity lane - talk about mistakes people make Curious: How deep do they go in interview? Are questions relevant by role? Coachable: Simple, easy role play. Imagine how much better people can get in 90 days vs. 10 minutes
- Talk about the importance of communication. Communication can’t be vague, must be clear. Must start from the beginning and be continuous
- The How: How do I do my job? What are fundamental skills necessary to do it? ONBOARDING COACH - one of the only companies that has dedicated managers for the first 90 days of people’s careers. The Well: How do I do it well? What does it look like to do my job at a high-level? Who is doing it that way? ONBOARDING BUDDY The why: Why does what I do matter? Who benefits? How? How does my role impact the larger company vision? VP OF SALES
- Specialize and deliver on the job training.
- Cover your costs first. Pay the maximum commission past that Make sales reps focus on customer loyalty by paying them when cash is collected.