Even if your sales pipeline can bring you tons of qualified leads, many of those leads will fizzle out into nothing if your company’s culture isn’t conducive to quality work. Sometimes, even smaller divisions of a company, including a department or even a single team, can suffer from cultural issues, leading to reduced engagement and, in turn, reduced results. Below, we’ve listed some of the best tips available for creating a winning team culture as well as some statistics on the importance of this valuable metric.
Employees who care about their work, who are passionate about their jobs, generate loyalty as well as bring in consistent results. Workers who are less engaged, according to a Gallup annual report, not only perform poorly compared to their coworkers when seeking new sales opportunities, but erode the loyalty of current customers through weak customer service as well. When employees make suggestions, whether it’s about the sales process or the layout of the office, at least listen. Employees who feel like they have an active role in the culture of their offices will often create the better culture they seek all on their own.
Make your employees feel connected to one another.
One of the best indicators of engagement, and in turn of a winning company culture, is that employees feel as though others in their workplace care about them and what they do. Employees who feel that their coworkers and supervisors encourage their professional development, according to the Gallup report, also tend to be more engaged than their peers. Make sure someone regularly touches base with your employees to praise, mentor, or encourage them, and that employees feel they have friends at work.
Make sure the relationship between management and employees is positive.
Relationships with the boss are the number one way to build employee engagement and in turn strengthen the overall culture. A study by the London Business School indicated that as much as 60% of the variation in how employees feel about their jobs comes from one’s relationship with the management. Those who would recommend their boss as someone for a friend to work for were much more likely to be engaged.
Get everyone involved, including other departments, where reasonable.
Though changing the sales culture starts with the sales team, it’s important for other departments to be connected to the sales department. By involving everyone in the sales process at the steps that their department can supplement, you can encourage better customer service as well as increase camaraderie among employees in all departments. These connections will, in turn, enable sales people to feel they can rely on other employees and feel more confident and less anxious
Consider whether any disengagement issues start with team leaders and management.
Though some teams will inevitably outperform others, those which have consistent performance problems may have management issues. In the Gallup report, it was indicated that teams that face disproportionate performance issues are likely to have weak, untrained, or otherwise ill-suited management. If efforts to build a stronger sales culture work in some teams but not in others, consider whether the team leader is a good fit for the role.
What do you think?
Though further efforts to generate a strong sales culture will need to be tailored to your company, your brand, and your long-term goals, these tips will give you a start on strengthening your sales team’s culture. If you’ve had success in bringing a sales team out of a slump or taking it to the next level through cultural changes, or had trouble finding ways to encourage quality work, let us know in the comments.