What's the Cost of a Misfit Sales Manager?

It's a fact that salespeople will always sell more and feel happier when they're working for a truly remarkable sales manager. That's how much impact an effective person can make for a team. But nothing is easy, and finding that perfect fit can be exhausting and almost impossible. A common mistake executives make is promoting a high-performing seller into a management role. Sure, that individual is great at sales, but that doesn't mean sales management excellence. And often times, they're not. What does that cost you?

You've just removed an effective seller from the field.
The time it takes to replace a salesperson can be six to nine months even in the best of organizations. Great salespeople are hard to find. Meanwhile overall team performance suffers and customers go underserved.

One of your teams is now reporting to a manager that just isn't good at the job.
A Gallup poll of one million employed U.S. workers concluded that a bad manager is the #1 reason people quit their jobs. Unfortunately, this is true in sales more than any other organizational function. And it's not those who are struggling that resign. It's your best.

Frustrated and feeling ineffective, the manager who was once a great producer now leaves for a competitor.
While losing an ineffective manager isn't bad, remember, they were a great salesperson for you at one time. Eventually they self-realize they are an ineffective manager, and they move on. They end up back in a sales role and back to high performing, but with your competitor.

So what's the cost? Fewer sales, a hole in your management team, and the burden that comes with finding both a gifted salesperson and a new truly remarkable sales manager. Have you thought about how to prepare an internal sales manager candidate to move into their new role without it having a negative impact? We have. And we have a way to make that happen quickly and effectively. Let's talk if you're interested in learning how.