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6 Things Junior Sales Reps Can Do To Advance Their Careers

6 Things Junior Sales Reps Can Do To Advance Their Careers

For sales reps who hope to advance into management one day, the biggest mistake they make is assuming that if they focus on their sales performance and consistently exceed their quotas, a promotion will be all but guaranteed in the future. What the junior sales reps fail to understand is that selling and managing are two very distinct skill sets, and that success in one does not indicate competence in the other.

In addition to being a rockstar with their sales responsibilities, junior reps need to demonstrate to the leadership team that they will be able to transition into management smoothly if they hope to move up the ladder.

Luckily, there are numerous opportunities to prove this capacity in the course of an average sales rep’s day-to-day work.

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1. Request cross-training opportunities with the finance team

If you’re interested in moving up to a sales manager and director position one day, you’ll need to become familiar with the overall financial workings of the company, including how revenue collected from sales activities affects the organization’s margins and cash flows.

Managers and executives use this information to help them make high-level strategic decisions about the direction of their unit. And there’s no better way to get a crash course than by shadowing members of the finance and accounting team.

You’ll have the opportunity to see how collecting receivables, paying invoices, payroll management, forecasting, and budget control all work in concert to affect every function of the organization.

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2. Take advantage of all possible professional development opportunities

If you’re lucky enough to work for a company that offers employees the opportunity to attend professional development training courses, whether they are online or in-person, attending them whenever possible will help you build the skill sets you need to advance your career.

While many companies will mandate courses related to your core duties, they also frequently provide optional access to content that teaches skills outside your normal function, including management training. If your company doesn’t offer ongoing development opportunities, let your supervisors know that it’s something that you feel is important to your future with the organization and take the time to seek out resources on your own.

3. Study the relationship between the sales and marketing functions

As the realities for B2B buyers continue to evolve, the necessity of harmony between the sales and marketing units crystallizes. The average B2B buying cycle is now fraught with complexity, yet many organizations are still lacking in the level of alignment they expect between the two departments: upwards of 80% of marketing leads can go unused by sales reps, and only 27% of leads sent down the pipeline are sales qualified.

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While many reps are content to take what marketing gives them and make up the gap on their own, sales professionals who work to understand the role of marketing on a deeper level and strengthen the bond between the two departments could help the company significantly increase revenue and productivity.

4. Commit to a leadership role within your team

What many sales reps don’t understand is that you don’t have to wait for someone to offer you a promotion to demonstrate your capacity for leadership. Every employee in the company, regardless of their job function or place on the organizational chart, has opportunities every day to act like a leader without being asked.

For sales reps, this can mean becoming a knowledge hub for some program that the sales team relies on or some skill that is useful in the company’s sales process. Your colleagues can then come to you for help or additional training, lessening the burden on the management staff and positioning you as someone who can coach your fellow reps to success.

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5. Research various selling styles

Most reps learn early on what selling style works for them personally and many are uninterested in deviating from their process. If it works for them, the clients, and the company, they don’t need to spend time learning about how other reps sell, but sales managers and directors don’t have that luxury.

They have to manage, mentor and coach a variety of different personalities and employees with vastly divergent methods for selling, and they have to understand how best to motivate each one.

6. Demonstrate your dedication to the company culture

Most forward-thinking leaders inherently understand that building a strong company culture throughout the organization is a key factor in sustained success.

A well-defined and positive culture leads to more satisfied employees and increased profits over the long term. As a sales rep who is eager to advance, you have to show your leadership team that you are committed to strengthening and fostering the organizational culture no matter where you fit in the hierarchy.

Attend optional events, encourage your team members to participate in activities, and always embody the principles that your company culture values.

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Last Updated on March 29, 2021

5 Types of Horrible Bosses and How to Beat Them All

5 Types of Horrible Bosses and How to Beat Them All

When I left university I took a job immediately, I had been lucky as I had spent a year earning almost nothing as an intern so I was offered a role. On my first day I found that I had not been allocated a desk, there was no one to greet me so I was left for some hours ignored. I happened to snipe about this to another employee at the coffee machine two things happened. The first was that the person I had complained to was my new manager’s wife, and the second was, in his own words, ‘that he would come down on me like a ton of bricks if I crossed him…’

What a great start to a job! I had moved to a new city, and had been at work for less than a morning when I had my first run in with the first style of bad manager. I didn’t stay long enough to find out what Mr Agressive would do next. Bad managers are a major issue. Research from Approved Index shows that more than four in ten employees (42%) state that they have previously quit a job because of a bad manager.

The Dream Type Of Manager

My best manager was a total opposite. A man who had been the head of the UK tax system and was working his retirement running a company I was a very junior and green employee for. I made a stupid mistake, one which cost a lot of time and money and I felt I was going to be sacked without doubt.

I was nervous, beating myself up about what I had done, what would happen. At the end of the day I was called to his office, he had made me wait and I had spent that day talking to other employees, trying to understand where I had gone wrong. It had been a simple mistyped line of code which sent a massive print job out totally wrong. I learn how I should have done it and I fretted.

My boss asked me to step into his office, he asked me to sit down. “Do you know what you did?” I babbled, yes, I had been stupid, I had not double-checked or asked for advice when I was doing something I had not really understood. It was totally my fault. He paused. “Will you do that again?” Of course I told him I would not, I would always double check, ask for help and not try to be so clever when I was not!

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“Okay…”

That was it. I paused and asked, should I clear my desk. He smiled. “You have learnt a valuable lesson, I can be sure that you will never make a mistake like that again. Why would I want to get rid of an employee who knows that?”

I stayed with that company for many years, the way I was treated was a real object lesson in good management. Sadly, far too many poor managers exist out there.

The Complete Catalogue of Bad Managers

The Bully

My first boss fitted into the classic bully class. This is so often the ‘old school’ management by power style. I encountered this style again in the retail sector where one manager felt the only way to get the best from staff was to bawl and yell.

However, like so many bullies you will often find that this can be someone who either knows no better or is under stress and they are themselves running scared of the situation they have found themselves in.

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The Invisible Boss

This can either present itself as management from afar (usually the golf course or ‘important meetings) or just a boss who is too busy being important to deal with their staff.

It can feel refreshing as you will often have almost total freedom with your manager taking little or no interest in your activities, however you will soon find that you also lack the support that a good manager will provide. Without direction you may feel you are doing well just to find that you are not delivering against expectations you were not told about and suddenly it is all your fault.

The Micro Manager

The frustration of having a manager who feels the need to be involved in everything you do. The polar opposite to the Invisible Boss you will feel that there is no trust in your work as they will want to meddle in everything you do.

Dealing with the micro-manager can be difficult. Often their management style comes from their own insecurity. You can try confronting them, tell them that you can do your job however in many cases this will not succeed and can in fact make things worse.

The Over Promoted Boss

The Over promoted boss categorises someone who has no idea. They have found themselves in a management position through service, family or some corporate mystery. They are people who are not only highly unqualified to be managers they will generally be unable to do even your job.

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You can find yourself persistently frustrated by the situation you are in, however it can seem impossible to get out without handing over your resignation.

The Credit Stealer

The credit stealer is the boss who will never publically acknowledge the work you do. You will put in the extra hours working on a project and you know that, in the ‘big meeting’ it will be your credit stealing boss who will take all of the credit!

Again it is demoralising, you see all of the credit for your labour being stolen and this can often lead to good employees looking for new careers.

3 Essential Ways to Work (Cope) with Bad Managers

Whatever type of bad boss you have there are certain things that you can do to ensure that you get the recognition and protection you require to not only remain sane but to also build your career.

1. Keep evidence

Whether it is incidents with the bully or examples of projects you have completed with the credit stealer you will always be well served to keep notes and supporting evidence for projects you are working on.

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Buy your own notebook and ensure that you are always making notes, it becomes a habit and a very useful one as you have a constant reminder as well as somewhere to explore ideas.

Importantly, if you do have to go to HR or stand-up for yourself you will have clear records! Also, don’t always trust that corporate servers or emails will always be available or not tampered with. Keep your own content.

2. Hold regular meetings

Ensure that you make time for regular meetings with your boss. This is especially useful for the over-promoted or the invisible boss to allow you to ‘manage upwards’. Take charge where you can to set your objectives and use these meetings to set clear objectives and document the status of your work.

3. Stand your ground, but be ready to jump…

Remember that you don’t have to put up with poor management. If you have issues you should face them with your boss, maybe they do not know that they are coming across in a bad way.

However, be ready to recognise if the situation is not going to change. If that is the case, keep your head down and get working on polishing your CV! If it isn’t working, there will be something better out there for you!

Good luck!

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