As you go to a smaller company, let’s say they have 10 sales reps, and for you to know when you say “Hey, let’s turn you into an A type of company first.” And that’s always kind of my motto. Like, let’s lay the foundational systems and actually, polish your company so that you start to attract A players. How do you help a business owner or a leader who’s maybe attached relationship-wise and income-wise to that level of sales? They’re like well, if I lose half my sales guys due to us forcing this whole new uptick of a business. Do you feel like a lot of them have this scarcity mindset where they’re like, “Oh crap, I can’t. I’m not going to fire these people because they’re not complying.” Like you said, the inmates run the show. So how would you handle that situation? You’re like okay, we’re moving into an A-type company, but some people aren’t coming along with the train. How do you handle that situation so the owner has to make that decision to move forward?
Set Up The Process
Basically, the owner has to make the decision for themself. They have to decide whether they’re going to go down that path, or not. The transition should not be really fast, that’s part of the challenge. A lot of owners. most owners, were salespeople, right? So, they’re used to the “right now” process. Their mindset is that we have got to have it done right now. They are looking to close the deal. But, in this case, they have to set up the processes in order to attract the right talent. Anybody who’s an A player is going to get in there and go, man, this isn’t going to be a supportive environment for me to actually achieve what I’m going to. They’re going to have churn very quickly. A lot of times top players check out that glass door rating and if they don’t see that they’re a top-playing company, they’re not going to even apply. There’s a small percentage of people who are at the top. You know, the one, two, and three percenters are the ones who companies want to attract. So, if they’re not set up correctly to actually adequately handle the top three percent. It’s like this- you know, I love hockey, right? If I go try to play for the Boston Bruins, I’m not going to survive more than probably a minute and a half on the ice with those guys because I‘m not an A player in hockey. If you want to attract an A player to a team, make your team an A team. You have to have a team that can manage an A player. Those players are going to look for the right management and systems in place that will support their progression.
The Sniff Test
I think a lot of people want to recruit a manager or a new VP. They want to recruit top talent. They want to poach a number one sales rep from a different company or XYZ. But, it’s like well, the problem is there’s a there’s a two-edged sniff test. They’re sniffing you out as much as you’re sniffing them out. The reality is, that without the right processes in place and without weaning out your team, you automatically fail your sniff test. But, now you also have to understand what you need to look for and how to spot an A player. So many salespeople are going to talk a big game. Everybody wants to show off and pretend like they’re an A player, right? A true A player will see through your crap. They will be able to ask questions like- “Tell me about the CRM you use and how you use it.” “What’s the sales process like?” The B players and C players are like “So, what’s your pay scale? How much am I going to get paid?” The A players are asking the question that will show them if you can support the volume they are going to bring in. They’re asking those questions and that’s the sniff test that you should be looking for. Like, is there a sophistication to these questions? The interviewee or the guy I’m going after is trying to ask questions to find out what my company can handle. They’re going to ask questions to find out what your top earner makes. If you’re like well, my top guy made 60 grand last year. The A player is going to immediately be like you don’t have a system to get guys producing or you can’t handle if I were to come and make 300 grand. Like, we’re not even in the same universe. This ends up being a bigger recruiting issue than going and finding the top talent. It’s more so that they’re going to weed you out quickly. I’m not going to go to work for some company I’m going to break. I’ve been there. I want to go to some company that’s going to handle as much volume as I’m going to bring them.
Quick Onboarding Process
If you think about it in terms of let’s say they’re the prettiest gals in the room. They’re at a dance. Well, most of the men are trying to go after a date that night and they’re going to cue in on the prettiest gal. Well, the prettiest gal has her pick of whoever. She can be very discriminating at that point and A players are very much like this. The other thing is if they don’t have a recruiting system that’s quick or an onboarding system that’s going to be able to onboard these people very quickly, A players can tell right away. They’re going to avoid it because they’re looking for leverage. They’re looking to sell as much as they can possibly sell and have the back-end support so they don’t have to deal with customer service headaches and all of the other things behind the scenes. They want to expand the sales. So, if the system supports expanding the sale i.e. getting referrals, i.e. getting repeat business, getting calls out of the blue. We all love those, right? “Hey, I need 1,500 units of this.” That’s what A players look for and they also look for the ability for them to be able to promote the company so that they can leverage the brand and they can leverage more sales. If the company is not set up to handle the person who has options and can handle those quickly, then A players don’t hang around. They’re not just interviewing with one company at a time. A players have options in front of them. They have people approaching them. True A players, like you just said, are the hot chicks of the dance.