The COVID-19 pandemic forced many companies to quickly shift to remote work out of necessity. While some sales teams have transitioned back to the office, remote and hybrid work is likely here to stay.
Managing a sales team remotely comes with unique challenges but can also provide advantages if done right.
This guide covers strategies and best practices for leading a productive and successful remote sales team.
With remote employees scattered across locations, clear communication and expectations are essential. Set performance goals tied to sales quotas, such as daily cold calls or weekly meetings booked. Use a leaderboard to track activities and motivate healthy competition.
Define expectations for availability and communication norms. Be transparent about work hours and schedules.
Establish primary channels for different types of communication – email for non-urgent messages, chat for quick back-and-forth, video calls for discussions requiring full attention. Over-communicate to ensure alignment.
The best tools streamline workflows and facilitate collaboration.
A CRM centralizes data and automates repetitive tasks. Phone and video conferencing platforms enable seamless communication. File sharing and project management systems keep everyone on the same page. Collaboration apps like Slack allow for quick communication and team discussions.
Sales enablement platforms provide on-demand access to training materials, presentations, and other resources reps need to succeed. They also allow managers to track asset usage. Enable reps to share best practices with each other.
A well-defined sales process is even more critical for remote teams. Document each stage and the key activities that move leads through the funnel – outbound call scripts, follow-up email templates, demo instructions, etc.
Refine regularly based on results and rep feedback. A repeatable process allows new hires to ramp up quickly.
Remote managers must work harder to build personal connections and trust with each team member. Have regular 1:1 video calls to check in on work and emotional health. Discuss challenges openly and brainstorm solutions together.
Share key metrics, reports, and leaderboards so reps have insight into individual and team performance.
Transparency helps remote staff feel in the loop and prevents micromanagement. Encourage peer feedback and collaboration.
It’s vital for remote workers to feel connected to colleagues. Schedule regular non-work virtual activities, like virtual coffee breaks or co-working time over video. Incorporate icebreakers or team-building exercises into meetings.
Send care packages or gifts to celebrate milestones.
Get to know reps’ work styles and personal motivations. Use video calls instead of just voice calls whenever possible. Identify opportunities for informal mentorship and growth. A little extra effort goes a long way in developing strong relationships.
Hire candidates with qualities suited for remote work, like self-motivation. Ask interview questions that assess comfort with remote collaboration, tools, and independent work.
Onboarding should cover communication norms, key platforms, and working effectively remotely. Provide ongoing sales training over video conferences to leverage visuals.
Roleplay video calls and refine presentation skills. Teach advanced selling skills crucial for virtual engagements.
Provide flexibility for reps to balance work and personal life. Encourage them to find schedules and locations that maximize their productivity rather than mandating set hours or workflows.
Foster individual accountability by having reps own goals, create meeting agendas, and track their own progress. Solicit their ideas to improve processes.
Enable peers to exchange tips and tricks. Autonomy and initiative are key for remote engagement.
Public recognition and celebrations build morale and unity for distributed teams. Call out great performance in meetings or team chat channels. Send thoughtful gifts or rewards for hitting goals.
Gather periodically for virtual happy hours or activities.
Gamification elements like leaderboards and contests encourage friendly competition. Peer mentoring and coaching provides growth opportunities. Surveys supply feedback reps can act upon. A little creativity keeps remote teams connected, energized, and continually improving.
What works well for one virtual team may flop for another. Be prepared to experiment with meeting formats, tools, recognition methods, and schedules to find the optimal approaches. Conduct anonymous surveys to identify areas for improvement. Be willing to pivot approaches quickly based on feedback and results.
Managing remote sales teams has unique challenges but following these strategies can set you up for success. With the right tools, well-defined processes, and focus on relationships, a distributed team can thrive. Pay attention to rep feedback, foster transparency, and continually refine your methods.
You’ll build an empowered, aligned, and motivated sales team equipped to hit their targets regardless of location.