How to attract great Salespeople…… and keep them!

1. How to attract great Salespeople……and keep them! Presented By Bill Bernick Daimler Management Services October 2013 (214)-632-4499 bbernick@daimlermanagement.com

2. Agenda Finding and Hiring Great Employees • Know what and who you are looking for! • Have an interview process and work the process • Selecting the Best: A-C-P • Utilization of outside tools to confirm your selection • Buy In from key members of your team. Developing and keeping a great team • Using a Performance Management Process • Including a personal development plan • Quarterly Review Process—this is the magic of the process! • Communicate/Communicate/Communicate What do you hope to accomplish today?

3. What and Who are you looking for? • Develop a job outline of what you want this position to accomplish. • Identify the key attributes of the ideal candidate. • Develop an interview guideline to use to interview the selected candidates. • Determine the hiring team—work through the above prior to sitting down with the first candidate.

4. Selection Process A-C-P • Attitude • Chemistry • Potential Hire based on these three and you can’t go wrong!

5. Tools to help • Kurlan Sales and Sales Manager profile • Meyers Briggs • Change Style Indicator • Wonderlic Tools can help you confirm your hiring decision!

6. Kurlan Sales Profile

7. Developing and Keeping Great People • Performance Management • Including a personal Development Plan • Quarterly Review Process • Communicate/Communicate/Communicate

8. Goals and Objectives Using the Key Job Requirement (KJR) Process • Establish 5-6 key objectives that you and your supervisor would like to accomplish. • These should be substantial accomplishments that help support your success in your position. • They MUST be measurable. (You should be able to describe how you could exceed this objective—if you can’t, it may not be measurable) • They MUST be simple and easily understood. One sentences that most anyone could understand what the goal is. • They MUST be something that both you and your supervisor. /boss would like accomplish. • You should have one Objective that is dedicated to your personal/professional development.

9. Sales Person KJRs • Bookings in Service Revenue of$1.0m • S/A Bookings of $200k • Quoted work bookings of $250k • Projects bookings of $600k • Implement Service CRM in 2013. • Participate in one monthly Industry event (BOMA, HPMA, other)

10. Using the KJR process

11. Individual Sales Plan builder

12. KJR Process Magic • Quarterly Reviews with each direct report • Take them to breakfast or lunch…away from the shop. • Give them 100% of your focus for this 60-90 minutes! No phone, no interruptions. • They will prepare for the meeting by evaluation how they are doing on each objective and how each strategy and tactic is working. • You will facilitate the conversation by asking them how they are doing? Take notes that you can give them on their KJR forms during the conversation. Give them positive and constructive feedback! • The last question you should ALWAYS ask is “What can I do better to help you be more successful?” Sit on your hands and listen to what they tell you! There can be gold in this part of the conversation!

13. Quarterly Review process for non KJR employees Quarterly breakfast or lunch meetings for non KJR employees Ask three questions: • What have they done well over the past 90 days? • What do they need to improve in the next 90 days? • What can I do to help you be more successful as your leader?

14. Using a Sales Process • If you and your salespeople are not using a sales process, then you are using the customers’ process…which usually isn’t designed to help you in any way! • There are lot of great ones out there; • Sandler • Miller Heiman-Strategic Selling • PSS • Counselor Selling

15. Communication • This is the single most important aspect to developing and keeping great people. • You can’t over communicate! • Review the 7 Questions to answer in all communications. • People will always be harder on themselves than you will be. • Be consistent. Give great feedback…positive and negative…. AND ASK FOR FEEDBACK FROM YOUR PEOPLE!

16. 7 Step Communication Process 1. Do I have a job? 2. How am I doing? 3. Does anybody care about me? _______________________________________________ 4. How do I contribute to the team 5. How is the team doing? 6. How does the team contribute to Kahn Mechanical? ______________________________________________________ 7. How can I help? • Employees’ hierarchy of communication needs

17. Bill BernickDaimler Management Servicesbbernick@daimlermanagement.com Complete the index card with your name and email address if you’d like to receive a package with the presentation and tools! I can be reached at bbernick@daimlermanagement.com or 214 632 4499 www.daimlermanagement.com

18. What does Daimler do? Additional Services that Daimler Management offers: • Strategic Planning • Succession Planning • Leadership Development • Sales Training • Sales Management Development • Profit Enhancement • Executive Coaching

19. KJR Process