In a previous post, we discussed that although many organizations’ sales departments are often aggressive in their training efforts, the fact that salespeople are generally not held accountable for applying the skills they learn acts as a barrier to training retention.
Not every training program is designed to serve every employee’s unique learning needs. Different job functions and different departments obviously have different purposes and roles, meaning these employees’ training needs are going to vary.
In two previous posts, we’ve been discussing the concept of red flags in the business-to-business (B2B) context.
In a previous post, we discussed the importance of identifying red flags in a company’s business to business (B2B) relationships. A red flag, as we’re using the term, is a sign that losing a customer may be imminent. Specifically, we talked about the cost of losing a customer.
When many people think about revenue generation, they often think first about the process of acquiring new sales. And new sales are certainly important. But a huge amount of a company’s revenue–and the most reliable portion–comes from existing customers.
Organizations typically spend more money on their sales training programs each year than they do on any other type of training program—sometimes millions of dollars more.
In a previous post, we discussed the importance of having relationships in place at the management level with your business-to-business (B2B) customers and partners.
In business to business (B2B) relationships, the stakes are often much higher than in business to consumer (B2C) situations. Typically, when your customer is a business, it is going to be spending a larger amount of money and representing a greater percentage of your overall revenue than if it was an individual consumer. Additionally, businesses […]
Adding to yesterday’s post, here are more questions you should ask as you’re measuring your sales training program’s return on expectations (ROE) and return on investment (ROI).
U.S. companies spend over $70 billion annually on training and an average of $1,459 per salesperson, which is almost 20% more than they spend on workers in all other departments and functions. Most of that sales training and learning material (nearly 80% in some cases) isn’t retained because it’s curriculum-based. And it’s consistently not yielding […]