Your best reps can sometimes get bored, break the rules, set bad examples for the rest of the team... but on their best days they help you manage, motivate and drive performance from the rest of the team. This session from the AA-ISP Leadership Summit in Dallas explores specific examples, tools and stories of how inside managers are getting the most out of their best reps every day.

2. Managing & Motivating Top
Performers

3. Managing &
Motivating Top
Performers
Matt Heinz, President, Heinz
Marketing Inc

4. Agenda
• Hiring and identifying top performers
• Management best practices
• Metrics
• Discipline, course correction and incentives
• Additional best practice examples
• Q&A

5. Best practices guide

6. Tips for hiring more top performers
• Look for make-up, not just experience
• Hire for sales skills, not industry knowledge
• Find the good listeners
• Align with your commission structure

7. Identifying more top performers
• Are they hungry to learn?
• Are they coachable?
• Have they struggled and overcome obstacles?
• Do they know the difference between selling
and solving customer problems?
• Do they naturally mentor or inspire others?

8. 7 keys to inside sales
management
1. Creativity
2. Consistency
3. Curiosity
4. Conflict Management
5. Confidence
6. Can-Do, Will-Do Attitude
7. Calm

9. Managing top performers
• More selling, less paperwork
• Make more than the CEO
• No micromanagement
• Manage pipeline from bottom up

10. Bottoms-up management
• Start at the bottom of the pipeline, and work
up until you find the problem
– Opportunity review
– Lead review
– Activity review
– Intangible challenges/roadblocks

11. Use better metrics
• Customer lifetime value
• Addressable market size & penetration
• Sales cycle length
• Deal size
• Qualified leads

12. When top reps break the rules
• Find out why
• Demonstrate the path to bigger checks
• Reinforce & empower their leadership role
• Re-evaluate your rules
• Learn from them
• Get rid of them

13. Top performers need bigger toys

14. Getting back above quota
• Focus on the numbers
• Focus on what they can control
• Compare current & previous habits (watch the video
tape)
• Deal walkthroughs
• Evaluate effort, attitude & drive
• Make sure your comp plan requires consistent
performance
• Create longer-period contests contingent on
exceeding quota

15. Mentorship programs
• Responsible for new hire
• Play manager role w/out management
responsibilities
• Portion of new-hire comp back to top rep for
period of time

16. Recognition
• The power of tangible vs. intangible rewards
• Get your executive team involved
• Ask for advice on sales & non-sales issues

17. Questions?
• Matt Heinz
• matt@heinzmarketing.com
• @heinzmarketing