Your MSP sales efforts will come against many obstacles; not least of which getting sales teams started with motivated, skilled individuals who serve your operation as it needs to be served. Several considerations to help ensure you hire the right people in sales include:
Clearly Define Duties and Incentives for First Sellers
MSP sales duties for your first sellers will be different than for subsequent teams. Initial salespeople are blazing a trail, and they’re apt to become core figures in forward operations, eventually being responsible for finding new salespeople, managing leads, and the like. You need to have incentives appropriate for the right kind of skilled, personally motivated, effective individuals. Additionally, you need to inform them of what is expected of them in terms of duties. Don’t be vague— exercise specificity.
Ensure an ROI-Date: A Time When Effectiveness is Expected
You need to have a date where return on investment (ROI) is expected. Well, a range, more appropriately. With IT sales, this is probably going to be inside a year, but might be right at around the annual mark. Take advice from selling agencies that facilitate MSPs and figure out where competition is at in this regard.
Develop Compensation Strategies that are Appropriate and Uncomplicated
Compensation needs to be properly motivational for initial sellers. Likely, you’ll compensate them more than subsequent hires, but if operations are going well enough, downsizing incentives may not be necessary. Regardless, ensure such compensation is straightforward and easy to understand.
MSP sales will be better enabled with the right people from the start. Your initial sellers are like the captain and crew of a pioneering sales vessel, while your MSP is the military branch managing it. To ford the seas of ROI-rich selling, you must compensate properly, have goals of effectiveness, and clearly define what’s expected of initial sellers.