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Lead an inside sales team of 15 12 are on-site, 3 are remote 14 out of 15 are Generation Y #15 is pretty close Average age is about
25 years old
Don’t want to get rid of anyone Very low turnover - the good people are
staying On budget financially
At our current pace, we have the opportunity to have a better bottom line, percentage wise, than outside sales
Overview of Who Gen Y is
What Motivates Gen Y
Gen Y in Inside Sales
Specific Ideas on How to Drive Results
There is no consensus over the exact birth dates that define Gen Y, but the broadest definition includes the more than 70 million Americans born from 1977 to 2002.
Also known by some as Echo Boomers and Millennials.
Estimated to be 25% of the total U.S. population.
High Expectations of Self High Expectations of Employers Management Style Expectations Programmed & Nurtured High-performance & High-maintenance Immediate Responsibility & Impact
Ongoing Learning Goal-oriented Total Comfort with Technology Conflicts Over Casual Dress Value Work-life Balance About Constant Change
Friendship is a strong motivator for them - Gen Y workers will choose a job just to be with their friends.
They want to spend their time in meaningful and useful ways.
Source: Bridge Group, Inc.
Inside Sales by Generation:
Boomers – 23%
Gen X – 43%
Gen Y – 34%
Source: Bridge Group, Inc.
In July 2010, youth unemployment reached 19.1%, the highest ever recorded since the rate was first tracked in 1948.
The average student loan debt among students graduating with a four year degree is $23,186, according to FinAidn
By Design, Not Default Work Hard, Play Hard Positive Environment Challenges vs. Problems Good or Great Day Only Fun x 3 Always End the Day with a Good Call “It is like a cult.”
Specific Candidate Profile Over 90% of Team Came from Referrals Referral Bonus Paid Big Check Picture Team Landing Page Personality Assessment “A” Players Only
Open Door Policy MBWA One-on-one Coaching Positive & Supportive Been in Their Shoes Job is to Help Them
Advance in Their Career
Talk About it: In Job Ad During Interview Process At Every Employee Interview On Page 1 of On-boarding Guide
Ask them what they want and how you can help them get there.
Promote your people to other departments. Make it part of your team culture.
The #1 Question. What to Do?
Put it in the job ad. Talk about it in the interview process. Make it ongoing, not an event. Do it everyday! Have mentors involved.
Sales Meeting Every Morning Agenda Numbers Recognition & Reward Call / Article / Email of the Day Meetings that Day Upcoming Events
Lunch & Learns Once a Month, Any Subject
Personal Team Member Introductions Welcome Card and Letter Office Tour with Introductions First Day Outline On-boarding Guide All Set Up (Desk, phone, business cards, etc.) Email Announcement to Office Taken to Lunch Every Day 1st Week Nordstrom Gift Card
Dual Monitors Wireless Headset BlackBerry that receives
office VMs Floating Laptops All Calls Recorded and
Accessible
Local Area Codes Call Software / Lead Management CRM TV Monitor on Wall with real-time results Team Landing Page on company website Videos for testimonials & team promotions
Breaks & Lunch Not Scheduled Freedom of Vacation Time 20% of the Year –
Travel, training, mentoring & job shadowing Exposure to Variety
Subjects Geographic Regions
Travel 4 times a year to other offices
Go on appointments with outside sales people
Converse with outside sales people on a daily basis
Guest office in our work space (visitors)
Training at Corporate office Introductions to EMT Monthly team e-mails sent to company Quarterly newsletter sent to EMT Periodic training from SME’s Attendance at industry conferences
Base salary Monthly bonus
Paid on the 30th of every month
Paid on sales and activity from prior month
Comprehensive benefits plan
Spiffs Contests
