Guest Post: Managing Salespeople: Compensation Survey!

December 10th, 2012

Guest Posts  for Your Sales Management Guru

Ken: We have two posts today, first How to Manage  Manipulative Sales Employees and a BONUS Sales Compensation Survey to help you plan.

How to Manage Manipulative Sales Employees

Employees come in all shapes, sizes and backgrounds. For this reason, things don’t always operate as smoothly as you’ve probably planned. There is rarely smooth sailing in sales. If you hit a storm with a manipulative employee, the whole ship could sink. Managing a manipulative employee isn’t always but it is an important skill set to have, especially in sales where profits are important. You don’t want someone manipulating coworkers or you. If you have a manipulative employee in your office you can’t, or don’t, want to let go of, take these steps to create a better working environment for everyone.

Plan Ahead

If you are going to sit down and talk with this employee, as you should, it is important to make sure you have a plan in place. Just as sales professionals practice their calls, you need to practice how you will approach the situation.

  • ·         Gather a few weeks to a month’s worth of evidence. Whether it is a complaint from someone on the sales team or interactions you’ve noticed, you want to make sure you have evidentiary reason to have a conversation such as this with them.
  • ·         Pay close attention to labor laws and the rights of your employee to ensure that they are not violated. Consider seeking legal advice, so that you are prepared in the event that the situation escalates to the employee’s termination.

Have a Conversation

Set a meeting time for the conversation about the employee’s behavior to take place. If your office has specific rules that have been broken, this is the time to discuss it.

  • ·         Remain calm. Be a professional. Even if their temper begins to rise, yours should not. If things become worse and you decide it is time for the employee to be let go, you don’t want a moment of retaliation to be called in to question.
  • ·         Show the employee the documented information and reiterate any company policies they may be violating. If their behavior has impacted a few employees or the company as a whole, make sure you describe what has taken place and the result.
  • ·         Listen. Give the employee a chance to explain. Manipulation is often not done to harm anyone, but is instead used as a cover for other emotions. Perhaps you will be able to uncover why an employee is acting in a certain way and come to a solution this way.
  • ·         Provide examples for how things can be done differently as well as actions that could take place if no change is made. Be firm and communicate clearly what your expectations are.

When managing an employee that uses manipulation in the workplace, it is important to remain level-headed and supported with evidence for when a conversation takes place. A manipulative employee can lower morale, which could damage the end goals of your sales team. Managing a sales team isn’t easy and manipulative employees make things more of a challenge. With an effective approach, you can put an end to manipulative employees in your office.

Author Bio: Erica Bell is a small business writer who focuses on topics such as effective sales software and human resource solutions. She is a web content writer for Media, Inc.

BONUS    Sales Compensation Survey

Service Leadership’s 2012/13 Annual Solution Provider Compensation Survey is Now Open!

Employee wages are any Solution Provider’s largest cost, risk and profit leverage point. Yet most Solution Providers find themselves addressing compensation issues with less objective data than they would like. This year you are invited to participate at no cost, in the exclusive and unique Service Leadership Index Annual Solution Provider Compensation Survey, normally $399.00. You must enter your data by December 31 to participate.

By participating, you’ll receive the 100+ page, $399.00 report at no cost. In it, you’ll find detailed compensation tables for over 50 of the most common Solution Provider positions, with three levels of seniority each. Included are total compensation, the incentive portion, average bill rate (if technical) and other data. The results are broken down by major metro area and by 1st, 2nd and 3rd tier metros. Departments include all services practices, sales and marketing, general and administrative and Owners. As always, you’ll also get in-depth Service leadership analysis, providing you critical insight and guidance for optimizing compensation structures based on your Predominant Business Model© to drive towards higher operational maturity and Best-in-Class profit performance.

You must enter your data by December 31 to participate.  

Profitability, growth and value creation resources for Solution Provider owners and executives: Total Profit Solutions for IT Companies


Acumen Management Group Ltd. “operationalizes” sales management systems and processes that pull revenue out of the doldrums into the fresh zone. During the past 12 years, our consulting, advisory, and platform services have illuminated, motivated, and rejuvenated the sales efforts for partners throughout North America. His latest book is titled: “Creating High Performance Sales Compensation Plans”.

Ken Thoreson provides Keynotes, consulting services and products designed to improve business performance. 

This entry was posted on Monday, December 10th, 2012 at 9:42 am and is filed under Uncategorized. You can follow any responses to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

2 Responses to “Guest Post: Managing Salespeople: Compensation Survey!”

  1. Sourcing3 Buyer & Supplier Magazine - Best of B2B Marketing Zone for Week of December 8, 2012 Says:

    […] Guest Post: Managing Salespeople: Compensation Survey! YOUR SALES MANAGEMENT GURU | MONDAY, DECEMBER 10, 2012 […]

  2. Wes Brumley Says: