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Did you know that some two-thirds of sales reps miss quota? And that it can take up to a year for a new rep to hit full productivity? This means, after investing in reps for twelve months, on average, only a third will hit quota.
How can sales organizations ramp reps up faster and ensure they all hit quota? Let’s take a look at leading online service provider Angie’s list. Over two million households turn to the company to find reliable and trustworthy service providers, from contractors to babysitters.
Angie’s list has seen a rocket ship of growth from the beginning. As a result, their need to implement sales performance processes also increased along the way. Using Work.com, Angie’s list was able to improve the number of sales reps who meet quota by nearly five-times, while reducing the ramp time for new sales managers by up to ten months.
Keep reading for the three important ways Work.com helped Angie’s list improve its sales organization’s performance and get big results:
1. Building a high performing coaching culture
Angie’s list leverages six coaching disciplines from, Pathways to Growth, co-authored by sales performance experts Walter Rogers and Tony Robbins. The disciplines are the framework for how the company’s sales managers conduct their monthly and weekly sales meetings. All the notes, follow-up activities, and metrics are captured in Work.com and used to guide meetings and keep everyone accountable to deliver results.
The six coaching disciplines are:
2. Ramping up new sales reps faster
“We were growing fast at Angie’s list, adding about 50 salespeople every month to the advertising sales team alone,” says Amanda Jack, Senior Director of Account Management at the company. “In two years, my team went from five managers and 61 reps, to 16 managers and 202 reps."
Jack adds, “When you grow that fast, there is lack of visibility, transparency, recognition, and communication, and you have a hard time maintaining your culture. You also have a lot of managers that have never been managers before and a lot of reps that have never sold before, but you expect them to produce very quickly.”
Sales reps need to know what is expected of them and when it is expected. But without the integrated coaching tools in place to deliver it in a consistent way, rather than as a separate process, it was hard for Angie’s list to keep expectations defined and measurable, and communication clear.
With Work.com, Angie’s list’s reps now have a record of coaching notes from their manager and managers have insight into tasks they’ve given reps. With this new visibility into a rep’s actions, sales managers can help all their sales reps learn the strategies of top performers.
3. Turning sales managers into sales coaches
It’s not just about making better sales reps, though. By placing all coaching in one place like Work.com, Angie’s list can also identify who the best coaches are, learn what makes a coach effective, and then share what they’ve gleaned. With Work.com, Angie’s list has reduced the time it took to onboard a manager from 15 months, to between four and six months.
In addition, the key objective of sales managers at Angie’s list is not making sales quota, it’s coaching their salespeople to make quota. With Work.com, sales managers are empowered to coach their reps consistently, in the moment, and when it matters most. Managers can track sales team performance in dashboards that support coaching activities and recognize reps socially when they do great work.
To learn more about how Work.com can bring this winning playbook into your organization, click here.
Read how managers can become world class coaches and consistently achieve their business objectives faster by downloading this free e-book.
