Directors and managers plan how revenue goals are to be achieved and correlate those with the headcount of the sales team. If there are empty spaces in the team, the math doesn’t work. Each member of the sales team may meet their annual revenue goal, but if you are 20% short on headcount, the teams number is in jeopardy.
When sales people get busy, the first thing thrown out is prospecting. However, we all know that when sales people stop prospecting, the pipeline eventually runs dry. The same principle holds true for sales leaders. When they stop prospecting for sales talent, they run with empty spaces in their team which means they have little chance of hitting the revenue goals.
Panicked, they rush to recruit sales people to fill spaces instead of making good choices. Further compounding the issue, once they recruit the sales people, they do not have a plan in place to quickly get these new recruits up to speed so they can generate revenue fast. Some of the sales people make it, and others fail, leaving the cycle to repeat itself once again. Not having a healthy sales person recruitment
pipeline has a major impact on both the top and bottom-line of your business.
Hold yourself accountable for maintaining a healthy sales talent pipeline just as you hold your sales people accountable for keeping a strong prospect pipeline
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