Here's how you can assertively communicate sales managers' expectations effectively.

Na dinamica competitiva do mercado, a clareza nas expectativas é fundamental para garantir o sucesso da equipe de vendas. O time que tem conhecimento do objetivo e as condi??es para alcan?ar, irá ter mais eficácia, para isso podemos adotar as seguintes estratégias: - Utilize indicadores de desempenho (KPIs) específicos; -Estabele?a metas SMART (específicas, mensuráveis, alcan?áveis, relevantes e temporais); -Mantenha um canal aberto para feedback e esclarecimentos; - Garanta que sua equipe tenha as ferramentas e o treinamento necessários para atingir as metas. - Aprecie e recompense conquistas e esfor?os. Uma comunica??o eficaz é a chave para alinhar a equipe e alcan?ar resultados excepcionais.

Setting clear goals is crucial when communicating sales managers' expectations assertively. Define specific, measurable, achievable, relevant, and time-bound (SMART) objectives for your team. Clearly articulate these goals, ensuring each member understands their targets and how they contribute to overall success. Use concrete metrics and KPIs to quantify expectations, making it easier to track progress and provide feedback. Regularly review goals in team meetings, one-on-ones, and evaluations. Encourage open dialogue about challenges and opportunities. By establishing clear goals, you create a framework for effective communication, motivation, and accountability, driving better performance in your sales team.

Sales leaders sometimes have a tough time clearly laying out both individual and company goals, which can lead to confusion and misalignment. When goals aren’t specific or measurable, it’s hard for teams to stay on track. By breaking goals into daily tasks and setting clear targets, everyone knows exactly what’s expected and how their work contributes to the bigger picture. This clarity helps everyone stay focused and ensures that individual efforts align with overall company objectives, making it easier to drive results and stay accountable.

1. Help sales team to understand the Company’s Objectives & Align Goals with Business Strategies with rewards to the team. 2. Set SMART Goals Specific: Clearly state what is important goals clearly Achievable: The goal must not be sky shooting but realistic. 3. Break Down Goals into Actionable Steps Monthly/Weekly Targets: Break down the main goal into smaller, manageable targets that can be tracked more frequently. 4. Incorporate Key Performance Indicators (KPIs) New Client Acquisition: how many leads /day Conversion Rate: Percentage of leads converted into customers. 5. Provide the Necessary Resources and Support 6. Regular Review and Feedback Have regular meetings to review progress, address challenges, and improvised.

Foster open dialogue in sales teams. Create a safe environment for sharing ideas and concerns. Encourage active listening and mutual respect among team members. Schedule regular meetings and one-on-ones to keep everyone connected. Use open-ended questions to stimulate productive discussions. Address conflicts constructively, seeking solutions together. Implement anonymous feedback channels to ensure all voices are heard. Recognize and celebrate individual and collective contributions. Lead by example, demonstrating transparency and openness. Open dialogue builds trust, improves problem-solving and collaboration, boosting overall team performance.

1. In our regulars meeting, we always encourage open discussion but sticked to important goals with understanding what are the current deals are low hanging fruits easy win and seek for quick wins in every angles 2. For some challenges, we all understand not all or everything we faced can be resolved immediate but rather focus on what's matter to achieved in short term. For those difficult clients, try to rebuild the negotiation skills / strategies to resolved it. 3. Create HOPE / Solution to the team rather than focusing too much on problems/challenges to achieved the number. Be creative and keep the safe and positive feedback from the team by threatening the team definitely won't helped in creating top performing team especially in SALES.

Consistency in setting and communicating goals is key to fostering collaboration and sharing knowledge. When sales leaders consistently articulate clear, measurable objectives, it creates a shared understanding and aligns efforts across the team. This consistency helps everyone stay on the same page and supports a collaborative approach, as team members can easily share insights and strategies that contribute to common goals. By maintaining a steady approach to goal-setting and communication, leaders can build a more cohesive team, where knowledge is exchanged seamlessly and collective efforts drive better results.

Provide Context and Rationale. When communicating expectations, explain the "why" behind them. Understanding the reasoning can motivate your team and help them see the bigger picture. For example, if you're implementing a new sales strategy, share how it aligns with the company's overall objectives.

Be consisted in decision making and making RULES / bottomline to all sales team what are things/decision cannot be crossed and must established from very beginning of their career with the company. This is can be seen in many industries or within the sales team which their pricing, their promises, their way of dealings. Personally, I think the Head of Sales/ Sales Head must be FIRMED and STICK the bottomline to be consistent therefore, there will be no cannibalising others sales colleagues or clients within the organisation. With proper guideline or what we said "Black Book Rules" must sticked in any dispute or communication with clients or among the teams to avoid conflicts and clients/ sales team will be more consistent and trustworthy.

Use Positive Reinforcement. Recognize and reward achievements when expectations are met. This not only boosts morale but also reinforces the behaviors that lead to success. Acknowledging individual and team accomplishments can create a culture of accountability and motivation.

RECOGNITION and SHARING Personally, I have coached many sales person and managed sales team in any size of the organisation but there are blindsides of recognition and rewards. In reality, not every single sales person are motivated or super performers but how we can create a "WINNING team" that's crucial.Let's start with recognition by individual but also recognised the whole team as well. to tackle the issue of under performed sales guy, I will definitely "parked" a weak guy pairing with super / good sales guy for weeks to learnt and get trained. to tackle "fairness in recognition" I will allocate some % of rewards for the TOP-GUN but also to recognised those under performed guy in appreciation of their efforts too to create TOP team.

Never attack on someone with personal angle but focus on their skillsets. 1. Negotiation skills 2. Skills set to handle leads and convert leads 3. Ability to analyse market competitiveness, competitors data, competitors strategy, and etc 4. How you handle rejection and how to handle follow up of rejected leads and how to build cool, warm leads to convert sales leads. 5. How to work with other department liked marketing to worked as a team and create some relevant sales funnels or demand creation 6. Focus on his/her personal achievement to achieve with the company in next 6-months and 2 years down the road. 7. Lastly, provide some good feedback on his personal side for him/her to improvised on work basis and positive advise / appraisal too

Leading by Example: Essence of Effective Leadership Key aspects: Integrity Work ethic Continuous learning Respect Clear communication Accountability Positivity Innovation Benefits: Builds trust Motivates team Improves performance Retains talent Challenges: Requires constant self-awareness Can be mentally demanding Strategies: Seek feedback Reflect daily Invest in development Practice mindfulness Find a mentor Leading by example is consistent effort, not perfection.