Consistency and structure in our weekly staff meeting, along with weekly sales training, have made a huge difference in sales performance. And another practice I’ve seen major payoff from has been rolling my sleeves up and getting on the sales floor and teaching by example. We team-sell together, and other times employees observe from the outside. Another important technique we practice is setting individual and team quotas and keeping them updated almost daily on a dry-erase board on
—Chae Carter, owner, Carter’s Jewelry, Petal, Miss., cartersjewelry.com
Ask yourself what you want out of this team. Then identify the most important results you insist on—but make your communications part of a team effort for success for you both. Make sure employees truly understand your business. Consider multiple strategies for you and the employee, such as benefits, salary, hourly pay, results-based commission steps, retirement plans, and automobile expense coverage. And get them involved in community projects and committees.
—Wayne Addessi, owner, Addessi Jewelers, Ridgefield, Conn., addessijewelers.com
Commit your entire sales process to writing, and make sure to include measurables like time to follow up with a client, method for following up, and frequency for follow-ups. Salespeople perform best when they know what’s expected of them and realize that expectations are being measured in real time.
—Malcolm Koll, president, Charles Koll Jewellers, San Diego, charleskoll.com
All staff members, regardless of position, need to understand the brand, its values, and points of differentiation. A phenomenal sales team needs to be able to create, maintain, and increase sale opportunities for a spectrum of clients. Managers need to lead by example with open communication and expertise—encouraging collaboration and always celebrating successes
as a team.
—Chance Carpenter, goldsmith, Big Island Jewelers, Kailua-Kona, Hawaii, bigislandjewelers.com