2021 - Sales Team getting Redundant & likely to be quaked

                                              The Sales Guys are Quaked 

I am now nearly 60 years of age and am engaged in several fields ie A practicing Executive Coach & Mentor, Director in a Recruitment Firm, Sales Trainer, Business Consultant, supporting a logistics company for Business Development & a Marketing Consultant for a Mid-size FMCG Company . 

                                       In a nutshell, doing nothing . 
  

                                             

The Trigger:

  A few days back one of my previous boss in one of his usual calls started discussing about Post Covid scenario. Their industry has done a remarkable recovery post Quarter 1 and had cracked the impossible ie breaking the preceding year’s Turnover As such there was happiness & glee all around and they had also been able to reward the employees by giving back the deducted salaries of Q1 & Q2.

Current status 

  The Sales team was working indoors ie WFM all these months and much of the volume was coming naturally from customers . Production was somewhat hampered The agriculture business was booming and had broken the glass ceiling. The channel partners were added so much that it had broken all records of the previous and even old/existing  employees were opting to enter the trade on their own.

Environment Support

  With great support from Govt Policy changes ie import restrictions the Indian manufacturers were on a roll  Even smaller ones grabbed the opportunity & enhanced the bottom and topline without any interruptions nor roadblocks . The export market flourished – restrictions on Chinese brands in other foreign lands helped the Indian Manufacturers to exponentially increase both the Top and Bottom line more than they could ever have imagined.

Cost savings & Financial Impact     

  Q1 was a grim qtr and the results as expected were worrisome with no sight of improvement and the industry was reeling with Labour shortage/encountering unprecedented crisis during lockdown & post/ and market sentiments were at its lowest ebb .

  Salary cuts/reduction of manpower/blocking annual increments & promotions/squeezing of credit terms/reductions of Incentives/slashing of Market support budgets/freeze on CAPEX investments/slashing of travel & demand generation activities budgets/calculated postponements  of vendor payments etc etc was executed without any thought of any pain occurring to the affected stakeholders

Work from Home Scenario : 

Technology Buster:  While the Top management got exposed to technology the lower rung also got introduced to Zoom/MS Team/Google Meet/Webex  etc. It was gratifying for the lower ranks to note that even the top management were at times fumbling with technology  However, on a positive note the majority of them upgraded their wifi subscriptions- or got new ones and got acquainted with new  terminologies like bandwith/speed tests etc . 

Common Challenges:  

  Being uncomfortable to face the camera and superiors throughout the day in and out the usual trick adopted was to “close the camera” so that others cannot see that you are either playing with your pet or getting a shelling from your “superior half”.

  On the positive side the husbands were keen to impress their spouses that how important are they to their organizations and that without them their company will probably collapse . Needless to point out the spouses were “starstruck” to say the least.

  And yes the serious challenge was the frequent powercuts esp in Tier 2 & 3 Towns shutting down all video communication.

  Back to back meetings initially were exciting as it allowed the sales team to stay at home for a change/ no travels (Thereby reducing their savings) but very soon it wore them down . Not used to such sessions they got frustrated though several companies tried to motivate the team to keep them engaged but didn’t help .

  For the top management – managing daily agenda and content was in itself challenging and reviews though was being done but half heartedly  and for them organizing and expected changes everyday was quite taxing.

Impact on the sales Team:

  The first quarter of the Year was a shocker not only for Top Management but more so for the Field team . They had completely no idea how their jobs will continue, what will be the riders, each day news was coming that either some were being laid off or that there is going to be severe salary cuts . In short, it was a chaotic mind and the only way forward was to do exactly what your immediate superior was asking for ie to be on the right side of the coin .

  Then came the shocker in the second quarter . Retails shot up, demand escalated, exports shot up and suddenly the companies were back in action . However the happiness of the salesman was short lived as they realized that almost all sales was natural demand, no persuasive or selling skills were needed nor travel was necessary and personal visits was completely pointless. Even the demand generation activities which used to consume so much time and energy was completely prohibited due to the ongoing pandemic . Very soon the realization dawned on the salesman that they were now getting  irrelevant and have become more of a liability rather than an asset . 

  The salesman imagined that this would just be a bubble and will be short lived but when the Q2 results were announced the photograph became clearer that this trend is going to continue . To make matters worse – the Govt imposed restrictions on imports thereby allowing “Make in India” initiative to flourish. This left a gap in the Indian Market by about 25% and lo & behold suddenly there was an availability crisis,.  This was the last nail in the coffin of the salesman who had some hope that when things normalise at least they would still be relevant . With capacity constraints, production & labour crisis the best strategy was to increase the bottom line and the easiest route was to increase prices.

Quarter 4 : This was the most crucial and deciding quarter ,. Inspite of low QTR 1 performance - by the time Q3 results were declared it was abundantly clear that all the Top four companies would be beating the previous year’s performance .              

2019 vs 2020  - Field Force an eyesore 

By end of Qtr 3 the Companies started their Budget Exercise for the next Year and one of the most common agenda on the list was “Cost Cutting” . There was a unanimous decision to go slow on CAPEX investments and the most crucial of all was the urgent need to assess the rationalization of the field force . The past nine months learnings were startling that no marketing efforts were required , travelling was not so important and demand generation activities were obsolete or completely not required . With the import policy restrictions supporting the Indian Manufacturers the Industry was on a roll and the sales force was now becoming an eyesore .

Expectation in 2021  

  Capex reductions 

  Cautious  steps to leverage capacities 

  Leveraging unused capacities of others 

  Cutting Marketing Budgets 

  Outsourcing manpower instead of keeping them on Payrolls 

  Holding annual increments and promotions 

  Companies having own offices/branches in various locations across the country to experiment with            3PL Operations efficacy.

  Reduction in Logistics operations 

  Leveraging social media for advertising instead of Electronic media 

  AND ABOVE ALL CONSIDERING CUTTING DOWN SALES FORCE STRENGTH AND                    MAKE   DO WITH OUTSOURCED RESOURCE. 

  

 Advice to all Sales Guys :

  Instead of getting a kick on getting sales numbers alone, focus on adding one skill every year 

  Instead of getting upset with poor increments/no promotions,  focus on adding a skill every year .

  Instead of trying to be busy and considering yourself a Hercules – thinking that the Co is standing on          your shoulders – think of your future and add one skill every year 

  I guarantee that in case you will add some skills in first 10 years of your career  you will probably              get more than you ever desired and the jigsaw puzzle of promotions/ increments will come running            behind you .   

  Life is very simple the best way to measure your performance is to check how many skills have you            learnt this year . Even if you have not done anything so far it is never too late . 

All the Best 

Tarun Srivastava 

Email : taruns007@gmail.com

Linked In : https://www.linkedin.com/in/tarun-srivastava-30aa13a

Lucknow (India) 

Dated the 17th April, 2021 

Feedback - The Protein for Leadership

Importance of a Feedback: The Protein for Growth

 

Many times I have heard or observed that potential leaders do not really make it and end up cursing either their Bosses or the lack of opportunities given to them .

 

But is it the real reason?

 

I have also observed that many Employees on hindsight say “My Last Boss was very tough and I had a very bad time with him but given a chance I would still like to go and work him, because I learnt so much from him”.

 

So what exactly is the problem?  Where did he mess up ? Which forces played a pivotal role? External or Internal?

 

My take is:

 

·       Feedback is usually Small: The Cruucial Aspect of a high potential leader is that he should constantly seek feedback . The feedback is not 10000 words but is usually  just a few lines..

 

·       Oprah Winfrey Example: Let me explain it further , during a Oprah Winfrey Show who is credited for having interviewed the maximum no of celebrities than anyone else and it is considered  a matter of honour to be invited on stage. Now Oprah Winfrey had interviewed  so many of them but on asked by someone as to, what was common in each Interview she immediately remarked, that all of them, after the show was over had one common question. , ‘How did it go?’ including one of the world’s most prolific public speaker Mr Barack Obama .   

 

·       Swallow your Ego: To seek a feedback – one has to swallow your ego, and set it aside . The feedback can be just a few lines, a feedback needs to be something in which you can relate to, it has to be constructive hence search for such people , don’t be shy to ask for feedback. Believe you in me, there is no greater joy than improving your self.

 

·       Recognise Blind Spots & self Awareness: Asking for feedback can give leaders insight into their blind spots, ensuring greater self awareness & a deeper understanding on how to improve your performance. The more senior a person is , the more important it is for you to ask for feedback because people don’t tend to offer it you freely.

 

·       More Examples:We have also seen several Questionaires from Call Centres , mail surveys asking for feedback . Needless to add the purpose is purely to seek  improvement measures.

 

High Potential Leaders – focus more on growth rather than  sitting on own egos and they  do not mistake it for criticism . It helps them to formulate strategies by taking informed decisions . 

Who on Earth is a Coach?

 

                     Who on Earth is a Coach:

 

Stumped - Have you ever felt like this ? When you are caught outside your crease in your most important Match

Nonplussed - Have you ever felt like this esp when you are beaten by a beauty of a ball.

Wet Pitch : Have you ever found yourself in the midst of a wet pitch? where you are not able to perform to your best?

Sledging Impact: Have you ever been impacted by sledging? Eg Inzaman Ul Haque or the French Soccer Player Zidane who lost his cool in the World Cup Soccer Match.

If you have ever been in this kind of a situation - can you think what happened in your mind? Did you find yourself in a fix or on hindsight thought had you done some kind of specialised working on the unexpected, you could have outshone?

Remember Sachin Tendulkar's first match when he was hit on the nose by a Paki Fast bowler. And instead of retiring hurt he came back to bat successfully and spoke the famous words "Ham khelega"(I will play).

What do you think was the difference between Sachin and Inzy or Zidane? Think, Think and Think. In all likelihood it was the mind of Sachin which was tuned to face such adversities by someone and that someone was none other than Sri Ramakant Achrekar . Ramakant Achraker was his Coach and many a times Sachin has acknowledged that had it not been "Achrekar Sir" he would have never reached the pinnacle of glory .

Michael Jordan: Much of his success is owed to his Coach . "You should be embarrassed by the way you played: were the words of his Coach which brought MJ to tears but gave him the fire in his belly to perform a miraculous feat in the Olympics .

Enough of Sports - Coming to the Corporate world who has not heard of Eric Schmidt. On several occasions and in public statement too Eric has shown his regard for his Coach Bill Campbell who had according to him, a magical power of observation . Eric was so much influenced that he also wrote a book : 'The Trillion Dollar Coach' . Strongly recommended for reading

So what exactly does the Coach do? Any why should I hire one? I am Doing and earning well & I know my future . And above all how the hell will an unknown person be able to read me and guide my professional or personal life . I don't like being judged and frankly its all a waste of time and money .

Let's face it guys - this is exactly what goes around and around in our minds as soon as the word "Coaching"Pops up esp in the Corporate and Personal lives . Since in sports or in Gyms having a Coach is considered acceptable.

Let's define the Job Profile of a Coach : Suggest to read at least twice or thrice and understand its deeper meaning:

Coaching focusses on helping your client learn in ways that let him or her keep growing within their career. It is based on asking and providing guidance rather than telling, provoking thought rather than giving directions & on holding his client accountable for his goals"

Coaches to avoid the following:

(1) Don't answer the question "What should I do?"

(2) No Mentoring/ No Telling

(3) Never look disengaged as if you are not listening

(4) No Judging the Client

(5) Never assume or at any point of time ever sound presumptous.

(6) Never, never discuss about other clients - Must respect their privacy and confidentiality

(7) Don't be lacklustre or at any point of time or exhibit a lazy body language

(8) Don't focus solely on result but on the pathway to reach the goal

(9) Don't ever try to dominate

(10) Don't get too personal - Respect their personal space

I do hope that you will find this of some interest and shall be indebted for any feedback

Best Wishes and Happy Independence Day