5 Ways To Scale Your Sales Teams Effectively

5 Ways To Scale Your Sales Teams Effectively

Article Source: Randy Abbe via LinkedIn

When you finally get to the point where you need to scale your sales teams within your company, well that’s a great problem to have. It’s an exciting milestone to reach. From now on your leadership style needs to change in order to reflect this new phase and you no longer can make decisions and expect people to follow on every aspect of the business. The progress these changes bring means that the core values and culture in your business now make a stronger impact than the directives and mandates.

When you’re looking to successfully scale your sales process you need to have the right people on board first. Creating a mix of different characters in your sales team will help you carry your vision forward and experience a real progress when it comes to your company’s growth.

There are proven techniques and practices to help you scale your sales process and sales team without jeopardizing the quality of the working environment within the team and the company as a whole. Following these 5 steps can massively help scale your sales organization. These tips and techniques are your guidance into scaling your sales team and process effectively and smoothly

1. Find Real Team Players

For a sales team in any company to function well and bring in results, it first and foremost needs to consist of people who know how to work well in a team. Sure, you also want employees who are independent and thinking for themselves but the key to creating a successful team is in fact, finding people who work on bringing value to the team as a whole. So, in order to scale your sales team, you need people who will know their team success is measured as a part of a whole not individually.

2. Hire People Who Fit the Company

This one can actually serve for all of the HR managers who are looking to hire new employees. You see, sometimes there are people with the right skills, background, experience, and education for the job position, however, they don’t quite match the spirit and politics of the company. On the other hand, you may find yourself interviewing a person whose resume does not shine as much as the one before, but this person shares the same values and the same spirit that your company is built on. Don’t hesitate to give this person a chance because if you want to scale your sales process, you need people who will share the same core values you have for selling, not just the knowledge for the job.

3. Give Your Employees the Right Training

Regardless of the speed with which your team is scaling, it is your responsibility as a leader to give each person the right knowledge about the product or service they are selling. They should know the process of creation inside and out. The internal processes, the methodology, the reason why you’re doing what you’re doing and on top of it all, they should know how to implement your sales techniques into their own growth plan.

In order to know if you really have the right people by your side, you should recognize that high-quality salespeople are eager to constantly improve and have a tendency to be curious about all the nooks and crannies when it comes to the product/service they are working with. If you don’t have enough of these people around, it will be harder to successfully scale your sales team.

4. Measure Their Progress

Even if you’re satisfied with your team as a whole, you need to measure each person’s performance regularly. This won’t only motivate your employees to work harder and prove their skills, but it’s a base on which you can set your team scaling later on. By measuring their results you see who’s performing well and who’s being outperformed. Who can be on top and who should follow.

As a measuring tool, take real numbers related to their performance at work such as their activity numbers, hit rate, their turnaround, and sales cycle. This is a simple equation that can help you put things into perspective: Multiply the sales opportunity your employee has had by their average deal value and also win rate percentage. The value you get should be divided by their length of the sales cycle. The end result should be measured and compared over time in order to track the success of each one in the team.

5. Keep Tabs on But Don’t Micromanage Your Team

Last but certainly not least, after the measuring tip above, this next step will inevitably help you scale your sales process within the team. We know that change within a company is just part of business. The same goes for the sales savages (hopefully). No one stays the same and it is possible that an employee you’ve once considered to be of great potential is now failing to meet your expectations. The opposite is true as well, people who you were hesitant of, may find motivation and improve over time, which is why measuring the pulse of the team regularly can help you discover and track these changes easily.


Ultimately, you want to scale your sales process and scale your sales team between people who share the same core values as the ones your company is built upon, people who are fully dedicated to the cause and most importantly, people who are flexible enough to welcome the company’s growth and changes over time and follow those respectively.