I had a discussion yesterday with a client about hiring an out of territory sales rep. The company has never done it before and is skeptical a salesperson could be effective in this role.
In the current state, that may be true for them, but continued growth - particularly in niche industries - is eventually going to demand it. Being able to do so earlier will open a wider and more skilled talent pool to the company.
Here are four things that can make it easier and more likely to be successful:
Upgrade Core Technology
This does not need to be expensive. The odds are you already own most of these things, you're just not using them. The following tools are critical:
- VOIP Telephony: The phone system should have the ability to have a phone with an internal extension anywhere with internet access and should have a mobile app that allows
- Cloud Apps: Ideally these are web-based, but if you have a Citrix environment or a terminal server, that's just fine. The point is, people should be able to access all of your core applications from the field at any time.
- Instant Messenger: You already own this, your employees probably just aren't using it yet.
And the following tools are nice to have:
- CRM: If you aren't using it yet you should be anyway - no matter how many salespeople you have. If you are onboarding remote salespeople, CRM will be critical to making them successful - particularly if there are backoffice or internal sales and service folks they will be working on the same customers with.
- Collaboration tool like Slack which is a great way to organize subject or project-specific internal conversations
- Video Conferencing: You may already own something that offers this as well (Google Hangouts, Microsoft Skype) but it takes some heavy management to get people to use it regularly. Video can really shrink the distance between a central team and remote workers.
Organize Your Content
Odds are your information is fragmented across the company. Using a tool like Google Drive, Microsoft SharePoint, or even Box or Dropbox, organize the information that the prospective employees will need to do their jobs. Your employees should get away from storing things in their own hierarchies and on their own devices anyways.
This exercise will also force you and your employees to rationalize what's really important and identify clear gaps in your documentation. Work to fill these gaps over time as you on-board new employees and get them up to speed.
Institute Management Reporting
"Management by walking around" is a great discipline but in the modern work environment it needs to be paired with some level of regular reporting and data-based analysis.
Work with management to develop the core, key management report - both activity-based and output based - that gives them an understanding of what's happening in their department at a macro level. Ideally, generate these from a centralized system (e.g. CRM, order management, production management) rather than asking people to compile them manually.
Once again, this is just a good management discipline. Regardless of whether you're adding remote workers you should be doing this; but in order to be able to manage remote workers this is absolutely critical.
That's right. Seek out and hire millennials.
They will challenge you in some ways - they'll ask for more flexible schedules, they will want more feedback from their managers, and they will want a collaborative and fun work environment. Embrace it.
They will also show you how they can be effective under these alternative arrangements. You will need to work with them to find the balance between flexible and traditional.