How can you identify areas for improvement when coaching remote and hybrid sales teams?

When it comes to using data to improve sales, the old adage once again applies: “You can only manage what you measure”. If you aren’t using this to ensure you’re on the right track, you’re destined to fail sooner or later. As a sales leader, it’s your job to distill what data is most relevant to achieving your goals, and using that data to set KPIs that are relevant to the business objectives of your department. Even if you don’t have a CRM (which is more common that it should be) you can use data like: - How many cold calls per appointment set? - How many appointments per sale made? - What is our best selling product, and why? - Are there specific times, and days that cold calls are most successful?

To identify areas for improvement in remote and hybrid sales teams, utilize regular performance reviews, feedback loops, observation through technology, data analysis of sales metrics, surveys, and assessments for feedback, one-on-one coaching sessions, peer learning opportunities, and continuous training and development. These strategies enable coaches to pinpoint weaknesses, address challenges, and provide tailored support to enhance team performance and success.

Solicit feedback from multiple sources to identify areas for improvement when coaching remote and hybrid sales teams. Gather insights from team members, managers, and clients to gain a comprehensive understanding of performance gaps and opportunities. This multi-dimensional approach ensures a well-rounded perspective, enabling targeted coaching interventions to enhance team effectiveness.

I find on the ground time with my sales team some of the most valuable. This not only helps you understand the way they are selling, and identify any coaching opportunities, but it also allows you time to learn about your clients, the struggles your team are facing day to day, what clients say about your product and service, and allows you to get to know your team much better. Rockstars are often discovered when you see them interact with clients, not necessarily just by the figures they bring in.

Coaching needs to be specific for the team, and desired outcome. Make sure you understand what you’re want out of this and the people you’re coaching and what they’ll benefit from before diving into it. It is an incredibly useful tool, and something I’ve always seen tangible results from. Make sure you do your research to find out what is going to fit your team best, and it what timeframe it needs to be implemented by.

To identify areas for improvement when coaching remote and hybrid sales teams, customize your coaching approach. Recognize that each team member may have unique challenges and strengths in a remote or hybrid work environment. Tailor your coaching style to address individual needs, preferences, and circumstances, fostering greater engagement and effectiveness in the coaching process.

To spot improvement areas with remote or hybrid sales teams, start with regular one-on-one check-ins to gauge individual challenges and strengths. Utilize surveys or feedback forms to gather insights anonymously, promoting honesty. Celebrate successes publicly, whether through virtual team meetings or recognition boards, fostering motivation. When failures occur, conduct constructive post-mortems as a team, focusing on lessons learned rather than blame. Encourage open communication channels to address issues promptly. With a balanced approach to feedback and recognition, remote and hybrid teams can thrive.

3 simple suggestions: 1. First is, if you track the “right” metrics, to use data to inform your coaching strategy. For example Seller A books a lot of demos, but completes less than half. Clearly there is a coaching opportunity there and you have clear evidence to use to spark that conversation in a way the seller will probably be happy to discuss. 2. The next is through conversation during 1-1 meetings and pipeline reviews. Stress test the plans and goals of your reps and you will find areas for improvement. Dig deep during pipeline reviews and you will spot coaching opportunities. 3. Using technology to review calls and real-life situations provides an excellent way to identify coaching needs for your sales people wherever they are.

Although the aforementioned points comprehensively outline the structure of sales coaching, establishing a platform for teams to come together and exchange authentic experiences, seek support, and collectively engage in critical thinking and problem-solving is a fantastic way to keep everyone involved in learning process. Embracing such an approach enables teams to learn from live situations, maintain engagement, and cultivate camaraderie, particularly in remote work settings.