Only give them one thing to work on

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What’s more, it won’t likely have a positive effect on the person or their future performance. The place to start is in the field. You can’t coach to what you can’t see! If you spend time in the field with your team, you’ll gain a real understanding of how your company is represented in the marketplace.

When riding with salespeople, I use a pretty simple method of capturing notes. When I observe or hear something they do well, I write it down. Same goes for things that aren’t so good. I usually jot down keywords and use a smiley face or frowny face. Think of it as an old school emoji.

At the end of the call, or at the end of a full day bahamas telegram data of multiple calls, I take a few minutes to review my notes before I start my coaching session.

Here are the Three Steps to Giving Critical Feedback to Your Salespeople
Lead with critique and end with praise
Start with what needs fixing, and then tell them what they did well. This method is proven to be the most effective way to give and receive effective feedback. Think of it this way. If someone started a conversation by asking you “I have good news, and bad news, which do you want first?” you’ll likely always want to hear the bad news first. It is how we are wired. We want things to end on an upbeat or positive note. So do your sales people. Don’t sugar coat your message, or try and hide in soft praise.

Even if I observed multiple areas that need to be addressed, the best bet is to give them one piece of coaching. I usually start the conversation like this: “We had a full day, and I made lots of notes. If I were to give you one piece of coaching it would be…” It’s essential to provide training or give specific examples of how to improve along with your coaching.

If the feedback, for example, is “I noticed at the end of all of your calls you closed by saying ‘Thank you, and you’d follow up.’ You’ll shorten your sales cycle, likely close more business and spend less time trying to reconnect if you get in the habit of closing each call by gaining agreement on next step(s), date and time. Let’s get in the habit of planning in advance what the next step should be, or at the very least, ask them ‘So, what’s our next step?’”