Job responsibilities
Posted: Sun Dec 22, 2024 6:55 am
This section of the job description of the head of the sales department includes all of his/her functions:
drawing up a sales plan and its timely adjustment;
decomposition of the plan and setting tasks for employees, daily monitoring of their activities;
providing assistance to colleagues in exemplary situations: periodic support of their meetings with key clients; resolution of conflict situations;
organizing events to train managers and maintain their high level of motivation;
monitoring the receipt of payments from clients (in conjunction with the accounting department), and, if necessary, taking measures to ensure their timely receipt.
Responsibility
The Head of Department is fully responsible for:
fulfillment of the sales plan by the employees of his department;
organizing the work of the department in accordance with internal documents and regulations;
maintaining confidentiality of information about the employer company and clients;
material assets entrusted to him;
compliance with the provisions of the job description and other internal regulations of the organization.
How to achieve multiple growth in traffic and sales from your website?
Alexey Boyarkin
Dmitry Svistunov
Head of SEO and Development
Read more posts on my personal blog:
I have always been concerned about the issue of moving to a fundamentally new level. So that the indicators would grow not by 2 or 3 times, but by several orders of magnitude. From a thousand visits to ten thousand or from ten thousand to a hundred thousand, if we are talking about a website, for example.
And I know that such leaps are always the result of painstaking work in five areas:
Technical condition of the site.
SEO.
Collection of site semantics.
Creating useful content.
Working on conversion.
And at the same time, every manager needs an increase in sales and the number of applications from the site at the moment.
To get this growth, download our step-by-step template for increasing sales from the site:
Download template
Already downloaded
153114
Rights
The head of the sales department must be given a certain range of powers to effectively perform his functions. He should be given the right to:
make suggestions and take measures to improve the sales organization in the company;
select candidates for the department’s employees, organize their training and advanced training;
independently set tasks for subordinates and demand that they be completed.
raise issues with the company's management regarding the imposition of penalties and incentives for employees.
Organization of service interaction
The head of the department has the right to certain information about the activities of other departments of the company, for example, the accounting department or the marketing department. The job description must separately describe his powers in this area in the form of a mechanism for requesting and receiving official information.
Document for download:
Sample job description for the head of the sales department
Where to find a sales manager
The above-described requirements for knowledge, skills, abilities and personal qualities are so extensive and high, and the significance of the position itself for any commercial company is so important that it is clear by default how careful the selection of candidates should be. Where is it most likely to find a candidate for the position of head of the sales department?
Among sales managers
The company manager is already familiar with the specifics of the business, the company's history, structure and employees from the inside.
Among sales managers
Source: shutterstock.com
Training a candidate on the job guarantees results. It also vietnam telegram saves time on searching for a suitable manager from outside. But a successful manager and a department head must have different personal qualities. And this is a problem with this method of selecting a candidate.
Appointing someone from within your company to a position illustrates the elevator pitch promised when you were hired and motivates others to work harder.
Poach from competitors/similar businesses
If there is no suitable candidate within the company, you will have to look for a candidate on the side or “hunt” and invite a manager who does not have the opportunity to grow within his company, but is professionally suitable.
In headhunting, it is important to change the approach "employee for the company" to "company for the employee". This will help to build the company's offer of a vacancy for a specialist. Such a candidate should feel that leaving the comfort zone, changing the usual environment will be compensated by a significant benefit for him.
Posting information about a vacancy on the Internet
There is nothing to add to this standard method, except for the remark that in this case it is difficult to look closely at the candidate in advance and get to know him better. Therefore, it will be necessary to organize several stages of testing, including an interview.
Read also!
"B2B Marketing: Key Features, Promotion Channels"
Read more
Performance evaluation of the head of the sales department
It is important to objectively evaluate the work of the head of the sales department. If, for example, his KPI is evaluated in the same way as his subordinates, then such indicators as:
Number of calls that resulted in an appointment.
Number of meetings held.
Number of completed questionnaires.
The disadvantage of this approach is obvious. It considers the activity of the manager as an ordinary salesman, but not as a manager. Meetings with key clients who will bring the company good profits are rare. There are always few such clients, so there is little point in taking into account the number of calls and questionnaires in this case. There is a high probability that the manager will be underestimated, his output may decrease, and he will start looking for moral and material satisfaction in another company.
Another approach takes into account a number of indicators that will allow one to evaluate his work as a manager:
Fulfillment of set plans by the department as a whole and by each employee in particular.
Increasing the customer base.
Growth rates of product sales.
Rhythm of work is the uniformity of the plan’s implementation over a certain period of time.
The presence of accounts receivable, measures taken to reduce it.
Reliability and relevance of the provided reports.
Work on personnel selection.
Number of staff training events.
To provide material incentives to the manager, you can use the well-known scheme for calculating bonuses:
If the plan is fulfilled by less than 80%, the department head and managers receive only an official salary.
If the plan is completed by 80-100%, an increasing coefficient is applied.
If the plan is fulfilled over 100%, payments can increase several times, depending on the result.
Often, maximum restrictions on bonuses are used against deliberate underestimation of planned figures. The bonus system should develop together with the situation on the market and in the company, key standards should be regularly reviewed: the level of sales in recent months, prices in the company and competitors, expansion or reduction of the offered assortment.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Clients
Frequently Asked Questions About Head of Sales
The head of the sales department in a commercial structure is a key position with a wide range of tasks and responsibilities. This requires good professional skills and excellent personal qualities.
How is it different from a sales director?
The Sales Director, in addition to managing all of the company's sales, develops a general sales strategy, defining goals and priorities, building appropriate relationships with key clients, conducting market and competitor analysis, and managing sales through various channels and partners.
How much should a sales manager be paid?
An owner who wants to ensure high profitability of his company highly values the work of an effective manager. Specific amounts vary greatly from region to region, but it should be a payment several times higher than the average in a given area. The payment system takes into account the overall performance of the department. A good sales manager will ensure significant growth for your business and justify all your investments.
How to increase the efficiency of a sales manager?
It is worth analyzing its functionality and, if possible, unloading it by delegating some of the responsibilities to other employees. This depends on the capabilities of the enterprise. If it is a small business or a startup with 1-5 employees, then the manager most often does everything on his own. If the department has 6-10 employees or more, then you can assign a deputy to the manager or delegate some of his tasks to sales managers. It is advisable to automate work processes as much as possible.
A competent approach to selecting a candidate will ensure increased activity in the department and, as a result, the company’s profit.
drawing up a sales plan and its timely adjustment;
decomposition of the plan and setting tasks for employees, daily monitoring of their activities;
providing assistance to colleagues in exemplary situations: periodic support of their meetings with key clients; resolution of conflict situations;
organizing events to train managers and maintain their high level of motivation;
monitoring the receipt of payments from clients (in conjunction with the accounting department), and, if necessary, taking measures to ensure their timely receipt.
Responsibility
The Head of Department is fully responsible for:
fulfillment of the sales plan by the employees of his department;
organizing the work of the department in accordance with internal documents and regulations;
maintaining confidentiality of information about the employer company and clients;
material assets entrusted to him;
compliance with the provisions of the job description and other internal regulations of the organization.
How to achieve multiple growth in traffic and sales from your website?
Alexey Boyarkin
Dmitry Svistunov
Head of SEO and Development
Read more posts on my personal blog:
I have always been concerned about the issue of moving to a fundamentally new level. So that the indicators would grow not by 2 or 3 times, but by several orders of magnitude. From a thousand visits to ten thousand or from ten thousand to a hundred thousand, if we are talking about a website, for example.
And I know that such leaps are always the result of painstaking work in five areas:
Technical condition of the site.
SEO.
Collection of site semantics.
Creating useful content.
Working on conversion.
And at the same time, every manager needs an increase in sales and the number of applications from the site at the moment.
To get this growth, download our step-by-step template for increasing sales from the site:
Download template
Already downloaded
153114
Rights
The head of the sales department must be given a certain range of powers to effectively perform his functions. He should be given the right to:
make suggestions and take measures to improve the sales organization in the company;
select candidates for the department’s employees, organize their training and advanced training;
independently set tasks for subordinates and demand that they be completed.
raise issues with the company's management regarding the imposition of penalties and incentives for employees.
Organization of service interaction
The head of the department has the right to certain information about the activities of other departments of the company, for example, the accounting department or the marketing department. The job description must separately describe his powers in this area in the form of a mechanism for requesting and receiving official information.
Document for download:
Sample job description for the head of the sales department
Where to find a sales manager
The above-described requirements for knowledge, skills, abilities and personal qualities are so extensive and high, and the significance of the position itself for any commercial company is so important that it is clear by default how careful the selection of candidates should be. Where is it most likely to find a candidate for the position of head of the sales department?
Among sales managers
The company manager is already familiar with the specifics of the business, the company's history, structure and employees from the inside.
Among sales managers
Source: shutterstock.com
Training a candidate on the job guarantees results. It also vietnam telegram saves time on searching for a suitable manager from outside. But a successful manager and a department head must have different personal qualities. And this is a problem with this method of selecting a candidate.
Appointing someone from within your company to a position illustrates the elevator pitch promised when you were hired and motivates others to work harder.
Poach from competitors/similar businesses
If there is no suitable candidate within the company, you will have to look for a candidate on the side or “hunt” and invite a manager who does not have the opportunity to grow within his company, but is professionally suitable.
In headhunting, it is important to change the approach "employee for the company" to "company for the employee". This will help to build the company's offer of a vacancy for a specialist. Such a candidate should feel that leaving the comfort zone, changing the usual environment will be compensated by a significant benefit for him.
Posting information about a vacancy on the Internet
There is nothing to add to this standard method, except for the remark that in this case it is difficult to look closely at the candidate in advance and get to know him better. Therefore, it will be necessary to organize several stages of testing, including an interview.
Read also!
"B2B Marketing: Key Features, Promotion Channels"
Read more
Performance evaluation of the head of the sales department
It is important to objectively evaluate the work of the head of the sales department. If, for example, his KPI is evaluated in the same way as his subordinates, then such indicators as:
Number of calls that resulted in an appointment.
Number of meetings held.
Number of completed questionnaires.
The disadvantage of this approach is obvious. It considers the activity of the manager as an ordinary salesman, but not as a manager. Meetings with key clients who will bring the company good profits are rare. There are always few such clients, so there is little point in taking into account the number of calls and questionnaires in this case. There is a high probability that the manager will be underestimated, his output may decrease, and he will start looking for moral and material satisfaction in another company.
Another approach takes into account a number of indicators that will allow one to evaluate his work as a manager:
Fulfillment of set plans by the department as a whole and by each employee in particular.
Increasing the customer base.
Growth rates of product sales.
Rhythm of work is the uniformity of the plan’s implementation over a certain period of time.
The presence of accounts receivable, measures taken to reduce it.
Reliability and relevance of the provided reports.
Work on personnel selection.
Number of staff training events.
To provide material incentives to the manager, you can use the well-known scheme for calculating bonuses:
If the plan is fulfilled by less than 80%, the department head and managers receive only an official salary.
If the plan is completed by 80-100%, an increasing coefficient is applied.
If the plan is fulfilled over 100%, payments can increase several times, depending on the result.
Often, maximum restrictions on bonuses are used against deliberate underestimation of planned figures. The bonus system should develop together with the situation on the market and in the company, key standards should be regularly reviewed: the level of sales in recent months, prices in the company and competitors, expansion or reduction of the offered assortment.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Clients
Frequently Asked Questions About Head of Sales
The head of the sales department in a commercial structure is a key position with a wide range of tasks and responsibilities. This requires good professional skills and excellent personal qualities.
How is it different from a sales director?
The Sales Director, in addition to managing all of the company's sales, develops a general sales strategy, defining goals and priorities, building appropriate relationships with key clients, conducting market and competitor analysis, and managing sales through various channels and partners.
How much should a sales manager be paid?
An owner who wants to ensure high profitability of his company highly values the work of an effective manager. Specific amounts vary greatly from region to region, but it should be a payment several times higher than the average in a given area. The payment system takes into account the overall performance of the department. A good sales manager will ensure significant growth for your business and justify all your investments.
How to increase the efficiency of a sales manager?
It is worth analyzing its functionality and, if possible, unloading it by delegating some of the responsibilities to other employees. This depends on the capabilities of the enterprise. If it is a small business or a startup with 1-5 employees, then the manager most often does everything on his own. If the department has 6-10 employees or more, then you can assign a deputy to the manager or delegate some of his tasks to sales managers. It is advisable to automate work processes as much as possible.
A competent approach to selecting a candidate will ensure increased activity in the department and, as a result, the company’s profit.