Tag Archives: Sales

By Debra Wheatman

While not getting an annual raise can be a big disappointment, it can also be an opportunity to ask for other benefits that may improve your quality of life. Typically health benefits and 401K programs are not negotiable, but the following list may give you some ideas of perks the company should be able to provide at no additional out of pocket expense.

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Your boss has told you her hands are tied this year; salary increases are out of the question. When you meet for your annual performance evaluation she informs you that you are doing outstanding work! She truly wishes she could give you a raise, but the company is trying to stay afloat in a tight economy. You like your job and are ever so slightly sympathetic, but what can you do to get what you deserve?

While not getting an annual raise can be a big disappointment, it can also be an opportunity to ask for other benefits that may improve your quality of life. Typically health benefits and 401K programs are not negotiable, but the following list may give you some ideas of perks the company should be able to provide at no additional out of pocket expense.

1. Additional Vacation Time – Consider asking for an extra week or two of vacation time. This is worth its weight in gold! Think summer; think waterpark; think beach – or whatever! A week’s vacation is a week of pay for you to relax and have some fun.
2. Title Change – Another area that you can negotiate is your job title. While a change in title will not yield immediate financial results, it can position you for future career advancement and result in long-term positive economic gain.
3. Half Day Fridays – If taking a half day off on Friday does not interfere with your productivity, why not?  Who doesn’t like to start the weekend a bit early?
   Telecommuting – How about asking if you can stay home a day or two during the week and work remotely? Just think about it – you can get up at a more reasonable hour and have your coffee in your jammies and bunny slippers before embarking on your day. Or, if you are like me, you can hit the gym early! By telecommuting, you will save on gasoline or travel expenses too.
4. Flextime – Would changing your hours make your commute more pleasant and provide you with more family time? Possibly you could come in at 7 and leave at 3 rather than working 9-5. Maybe you aren’t an early bird and you would rather start at 11 and leave at 7.  Either way, discussing a more flexible schedule may be in order.

If you are a senior executive, you may also wish to discuss a larger office, a better parking spot, or a membership to a gym or coveted club. Some companies offer clothing allowances and other things that might be desirable! Depending upon your personal situation and the company you work for, there are other perks you can request as an alternative to a raise. Training and education benefits, dress code, and quarterly/year-end bonuses may be items worth discussing.

No ask – no get, I say!  Be assertive and go to the bargaining table with a variety of perks that you would like to negotiate. You will not get everything; but you might be surprised by what you do get. If you are valued and have been told as much, it is likely that your boss will go to bat for you to accommodate at least a few of your requests. Decide what your priorities are and ask for the perks you think you are most likely to get and the ones that will make you happiest!

By Michael Pedone

Do you have a few once “hot” but now “not” prospects still in your pipeline? Do you feel that if you call or even email them one more time, you would cross over from a value added resource, to just another pesky sales person?

You might want to try sending the following email to see if this could help get the answer you need (notice I didn’t say the answer you want, but one that you need)

Email Subject: How to Get Rid of Pesky Sales People

Salutation: Mr./Mrs. PROSPECT:
No one likes a “pesky” sales person and I’m slightly concerned that I may be approaching that category with you. If you’ve ever wanted a sure fire way to shut down a sales person and get rid of them for good, here are two ways that won’t disappoint:

Option 1: Stop what you are doing and sign / fax back the order. In fact, if you do it right now, I’ll bet they’ll stop what they’re doing and will go send you a Starbucks gift card.
Option 2: Let them know what’s holding you back (I mean what’s really holding you back from moving forward) and give them one final shot at offering a solution you may not have thought of and would be really happy with.

Sales people don’t want to waste your time because it makes no sense for them to continue to call on a prospect who isn’t going to buy from them. But we are conditioned since birth to be persistent.

However, as soon as we understand that there is nothing to be had here, we move on. Ignoring us makes us dig our heels in deeper (Yes, I know it makes no sense but it is what it is)

Common road blocks sales people may be able to help you with:
- Boss turned it down
- Budget / Too expensive
- Can’t get everyone on board
- Timing isn’t right
- Not sure this will really improve our current situation

Here’s The Best Part:
Both options do not require a phone call…
For option 1: Our fax number is 888-264-0562
For option 2: Simply shoot me an email if you’re more comfortable with that. I look forward to your response.
PS… Choose option 1.

Michael Pedone, founder and CEO of SalesBuzz.com, is a name well known to many in the world of online business. He launched an internet marketing company during the dot com meltdown and defied the odds by turning it into a massively successful venture. A large factor in its success was Michael’s ability to teach his proven phone sales techniques to his ever-expanding staff, creating swift growth for the company.

By Dr. Chris Croner

Listening skills are critical for all salespeople, whether they are focused on finding new customers, or searching for opportunities in existing accounts. A good salesperson knows how to give the floor to the prospect/customer and allow them to do most of the talking. On the other hand, we have all dealt with salespeople who focus on their own agenda, irrespective of the customer’s unique needs.

Although listening skills can be taught, it is important for many hiring managers to assess them effectively in the interview, to obtain a clear picture of the candidate’s development needs. The most effective way to determine a sales candidate’s ability to listen carefully is simply through observation. Remember, during the interview, the candidate is on his best behavior. So, the tendencies you notice here would likely play out in front of a prospect as well. Here are a few things to look for:

Does the candidate interrupt you? Some candidates may be over eager, but a consistent habit of interruption suggests that the candidate puts his needs and agenda first.

Is the candidate a motormouth? If you have a long-winded candidate, see if you can get them to be more succinct. Gently ask them if they have ever received the feedback that they can be long-winded at times. Remind them of the time constraints of the interview process, and politely ask them to shorten their responses.  Note whether they can do this. If so, you know that they will be amenable to feedback on their listening skills. If not, then be aware of this developmental need if you bring them on board.

Ask the candidate, “Tell me about a time when you were with a customer and had to read between the lines to find out what was important to that customer.” Look for the candidate’s degree of cleverness in both identifying the customer’s real needs, and asking sharp follow-up questions to go deeper.

If you determine that the candidate needs to develop his listening skills, make sure that you consider this carefully in your hiring decision, and provide the necessary developmental resources to those whom you hire.