Rich Grof Business Coach

Finding Good Employees for Your Small Business is a Hassle – Tips from a Top Business Coach

Finding Good Employees for Your Small Business is a Hassle – Tips from a Top Business Coach

Overcoming Small Business Growth Challenges

Some small business owners make the decision, knowingly or unknowingly, to remain a “one-person-show”. If they’re happy with their income and the number of hours they put in, then this might be the right choice for them. But for anyone who wants their business to grow, the reality is they will need to hire more people. The decision to hire additional help is not with out its struggles. I have coached many solo-preneurs and small business owners through this transition and have heard their concerns of, “I have hired numerous people and none of them were any good” or “I can’t afford to hire people to grow my business”, they say. Is it really reasonable to suggest that there are no “good people” out there or that there is no one looking for a part-time opportunity to grow with your company? I don’t think so. Somehow the competition figures it out; from start up companies, established local companies to giant corporations, they all grew by hiring the right people. Growing your business is an achievable goal and is the foundation of a successful business – but how can you do this effectively?

Let me be your business coach for a few minutes and give you a few tips on how to grow your business effectively straight from our business growth coaching program.

The Perfect Employee for Your Small Business

Learning how to find and hire that first perfect employee takes time and commitment but it potentially DOUBLES your workforce. Imagine being able to take a vacation again. Imagine undisrupted evenings with your friends and family. Hiring that first solid employee is the gateway to owning a high performing, saleable business – at the end of the day isn’t that something every small business owner wants?

Steps to Hiring the Perfect Employee

1. What’s your budget? – First you have to have a clear idea of how much you can pay, since that will define the role/position of your new hire. The ‘need’ does not necessarily reflect the reality of ‘who’ you can hire. So maybe you start with someone that can perform many of the basic functions of your business in a part-time capacity. Down the road, when revenue increases, you bring on board the professional you envision who will help you really grow your business. One of the mistakes our small business growth coaching clients make is they look at the wages they pay to their employees as an expense. In real terms the actual money you pay will show up as a financial expense. But if it frees you up to do more of the things that will earn more money for the company, then it needs to be seen as an investment. Never miss the opportunity to hire someone at $20 or $30 per hour for support work if you can get three times that by doing more work with your clients.

2. Create a job description for the position – With the wage range in mind create a job description for the position. In most cases with the first employee, versatility is paramount, but don’t allow that to prevent you from specifically defining the responsibilities of the role. Remember to review each candidate to see how well they responded to change in their last positions.

3. Create the list of requirements for the candidate – Often defining the expectations can be best summarized by describing what you, or another person did in performing this role. When it comes to describing what ‘we’ do the tendency is to underestimate our skills and abilities which leads to the belief that anyone can do it. Be sure to clearly define the skills, experiences and education that would be most beneficial for the position within your company.

4. Post the advertisement – Choose the forum in which to post your job posting. Depending on your geographical location you may want to compare costs and audiences of each medium as well as where you believe your target candidates would be looking. While many online resources may be free they could also be very general and drive lots of unqualified applicants to your door. Quality is definitely better than quantity in this case as it takes time to process the submissions.

5. Screening resumes and interviewing applicants – This may seem like a daunting task especially if the number of applicants is greater than anticipated. The key is to be clear as to what education or experience is really valuable and quickly weed out those applicants that don’t meet the minimum requirements. You may want to bring in a third party during the interview process to help you assess each interviewee’s skills and motives.

Solid Small Business Growth Will Take Time and a Good Plan

Recognizing that the odds of that perfect employee being on the sidelines looking for work at the precise moment you are hiring is unlikely; hiring for your small business will take time but it is worth it. The point is that it will happen when it happens and working harder is not necessarily working smarter in this case. I always tell my small business growth coaching clients that a slow consistent game plan for advertising, screening and interviewing will pay off in the long run. Sometimes we need to slow down our business growth in order to speed up overall.

Rich Grof Sales Training Courses

Have Sales Managers Lost Faith in Sales Training Courses?

Have Sales Managers Lost Faith in Sales Training Courses?

Sales Managers are a very special breed of people. They dream of developing a highly efficient sales team and are driven to help each team member reach their peak performance. They invest themselves in the pursuit of increasing sales performance each and every day. Even though their passion is undeniable, they’re finding it more difficult each and every year to achieve their targets. Why? That’s a great question. It’s one we asked ourselves several years ago. Our research into this problem led us to create one of the sales industries top sales training courses.

Poor Results Plague Old Fashioned Sales Training Courses

The first thing we discovered was that sales managers and corporate management were disappointed in the poor results produced by the “old school sales mentality” of the former top sales trainers and their courses. The training courses rarely had lasting affects over the long term. Instead sales managers would see a bump in sales performance for a several days and then their sales team motivation deflated and everything went back to normal. This ‘pump them up and reset’ effect has been dubbed the ‘leaky ball effect’. If you want to use a ball that leaks, you need to pump it up regularly or it deflates: it seems that’s what has been happening in corporate sales training courses for years. Sales trainers would use motivation techniques to pump up a sales team only to watch them crash when it wears off. Obviously this can be extremely frustrating for sales managers and the V.P of Sales in any corporation.

7 Points to Consider When Picking Your Next Sales Training Course or Seminar

1. Old School Sales Training Techniques Aren’t Enough

Although the fundamental skills of selling have not changed, the application has. The current sales environment is faster paced, buyers are savvier and they have different needs. Sales professionals must have the proper training on how to adapt their skills to these new conditions.

2. Social Media Skills DO Matter

Whether we like it or not, social media is here to stay. It is very important to understand how it affects your industry and what training you need to equip your sales team. From what form of social media you use to communicate with your clients or Buyers to how you use social media to showcase your products or to sell yourself.

3. “New School” Skills Training is Required

Our research has shown that the overall ability of sales peoples is declining. Even the most experienced sales people are struggling with these new conditions in both the market place and with the consumer. Make sure to pick from some of the well rounded top sales training courses and seminars so your whole team will benefit.

4. Motivation is NOT Enough

The old saying of “motivate before you educate” still applies but it’s not enough. This is a problem we’ve been facing over the last number of years; lots of motivational fluff and not enough substance. If you want results long term, you’ll need both!

5. Contests and Other Incentives Have a “Net Zero” Effect

The standard practice of using incentive programs to boost sales have a ‘net zero’ effect when you consider the dip in sales after the contest is over. Boosting compensation or using incentives to push up results temporarily creates a yo-yo affect in sales person motivation and psychology. It’s much more effective if you help build up a sales person’s self confidence in their accomplishments than to continually having to motivate them.

6. Sales Training without an Ongoing Follow-up Coaching Program is Useless

A sales training course without a follow-up coaching program is like going to a fancy restaurant for a fantastic night on the town, having a few appetizers and leaving hungry; it’s just stupid!  Real change only happens over time and you need to have a consistent program that helps sales people learn how to make the new skills work for themselves.

7. Even the Best Sales Managers Need the Latest Resources They Can Get From the Sales Industries Experts

Sales managers are busy managing their sales teams, handling corporate responsibilities, and doing their best to stay current on the latest trends in sales. Having all these responsibilities can be overwhelming for even the most competent sales managers. Allowing them to leverage the expertise of specialists in the industry will amplify the results they can produce while they stay focused on the day to day activities that produce the results.

How Can I Motivate My Employee? Leadership Development & Management Techniques

If you are a leader, you have wondered how to motivate your employees. Motivating people is a difficult problem that many managers and leaders struggle with. In this video, Master Sales Coach Rich Grof, explains what you need to know to get the best production out of any employee.

How to STOP the Sales Prospect Follow Up Chase – Sales Techniques

If you have ever had the misfortune of having to chase a sales prospect to follow up on a presentation or proposal you have given, you know how frustrating this is. Worse yet, it usually stops the sale from happening. In this video Master coach Rich Grof, gives a sales technique to help improve our ability to close sales when we use our phone to communicate and eliminate the follow up chase.
If you are a business owner or sales person who uses an interview, estimate or discovery process to find out what your prospect needs during your sales cycle, and you’ve been working your butt off to offer great value and service, and you’re still walking away without a signed sales agreement, then this is the answer to your question…

Why Won’t My Prospects Get Started with Me Right Now?

And even better than that, learn exactly what you can do to radically change your approach.

Hi everyone! I am Rich Grof, founder of Rich Grof Performance Sales Coaching. I’ve spent my business career coaching solopreneurs, business owners, and sales people like you to achieve impressive breakthroughs in their performance and production.

I’m excited to tell you that by having a proven system and developing a few new skills, you can change your sales conversion from hit-and-miss to a solid 80-90% without spending any extra time or money putting it into action.

If you have been talking to your prospects and it seems terribly hard to get them started, or if you feel like you are on and off and can’t manage to put your figure on the winning formula to get people to start working with you today,

Stop Wondering What the Magic Formula is…

When I started in sales, I acted like most people—and I had little to no success. Nothing seemed to work so I kept testing new ideas, went to seminars and talked with the top producers. Eventually I started getting new clients, but it wasn’t on a regular basis, sound familiar?

Then I got fed up and started to get deliberate about every step of the process. I discovered that…

Being Knowledgeable and Capable Doesn’t Get You New Clients, but
Having an Unstoppable New Client Enrollment System Will!

Make sure to check our website and let us know if you have questions about your sales success.


Selling Without Selling – Great Customer Service Leads to Sales- Sales Tip

Master Coach Rich Grof talks about how using great customer service as a sales technique can produce great results for business owners and sales people.

Rich and the team at Rich Grof Performance Sales Coaching offer sales training programs that are buyer focused and take the slimy feeling out of sales. If you would like to know more contact us.

What are your thoughts on using customer service skills vs sales skills. We would love to hear from you below.