Structure, Roles, and Rewards in Sales Team of Telemast Company - Example

Sales Team Structure, Roles, and Rewards Name Course Instructor Date Contents Executive Summary 3 Introduction 4 Background of the company 5 Management team of Telemast Company 5 Sales Team Structure 6 The sales team organisational structure 8 Inbound and outbound sales team 9 Inbound sales team 10 Outbound sales team 10 External Roles 11 Independent Sales Agents 11 Call center and online sales 11 Geographical location 12 Roles of the team members 12 National sales manager 12 The training manager 14 The district sales managers 14 The regional sales managers 15 Sales representatives 15 Outbound sales representatives 16 Inbound (retail) sales representatives 16 Outbound team leaders 17 Inbound team leaders 17 Outsourced staff 18 Independent sales agents 18 Call center 18 Online sales team 18 Costs and revenue 18 Remuneration package 19 Salary package of the staffs chart 21 Other costs 22 Meeting expenses chart 22 Employee expenses subsidization chart 22 Prices and incentives chart 23 Incentives and awards 23 Conclusion 23 Reference list 24 A sheet for an outbound sales team to capture client’s details 25 Distribution of Population 27 Executive Summary Business to business (B2B) has become a common trend and method to do business across the world. The principle behind this type of business is that a business transacts business with another business. As a national sales director of a company that deals in provision of telecommunication services to other businesses, is paramount to understand appropriate team structure, define the roles of the team and come up with the reward systems that will motivate employees to ensure that they achieve the set goals. The team should remain formidable and should be competent and knowledgeable on what to do. They must meet the threshold set for them to execute their duties well. The roles must be clear and precise. Employees, regardless of their roles, require proper remuneration. Good remuneration can take various incentives programs such as provision of both monetary and non-monetary rewards. Allowing flextime can help motivate employees, hence increasing their level of performance and productivity and at the same time reducing turnover. However, it is important to ensure that the costs involved do not surpass forecast sales. Introduction Nowadays, venturing in B2B also known as Business to Business by selling products or services to other business has gained root across the world. As a sales director of an Information Technology Company, is important to have an appropriate team structure, assign roles and rewards systems to employees to gain a competitive edge. B2B business I serve as national sales director provides telecommunication services including wireless, voice, and, data to various businesses in Australia. This business report addressed to the Company Chief Executive Officer (CEO) provides in-depth information about team structure, allocations, roles, rewards, and cost budget allocations among other aspects. Background of the company Telemast Company offers services in the field of Telecommunication. The company aspires to become one of the leading companies that will offer a range of telecommunication services such as data, wireless, and voice to various businesses operating in different states and territories within Australia. The company business is B2B because it aims to offer its services to other businesses. Management team of Telemast Company Name Position Degree Special Arnold Yan National Sales Director Masters in Business Administration and degree in Business from Harvard Business School Management of business and other areas Peter Hale District Director of Sales (Victoria) Bachelor of Marketing. University of oxford Customer Relationship Management Bardley Kush Director of Sales (NSW) Bachelor of Economics from Colombia University Sales forecasting Jessica Anne Director of Sales (South Australia) Bachelor of Information Technology from University of Queensland Technology and product utilization Joyce Rose Director of Sales (Western Australia) Bachelor of Business administration from University of South Australia Business management Rebecca Marsh Director of Sales (Tasmania) Bachelor of Business administration from University of Sydney Marketing and sales forecasting Andrew Kim District Director of sales (Queensland) Bachelor of Business Administration Organizing and goal setting Harn Josh Outsourcing Manager Bachelor of Human Resource Management from University of Sydney Employee recruitment Sales Team Structure Sales department is one of the most important departments of Telemast. The company has to devise appropriate techniques and strategies to reach to its potential businesses to sell their services and accrue profits. According to Muylle, Dawar & Rangarajan (2012) in B2B businesses, buyers are trained professionals, hence care about the quality of the services or products provided and are more concerned about cost-saving and revenue producing benefits as well as services that host company render. On this backdrop, it is important to have trained and experienced employees in the team to persuade various businesses to use company’s services. To minimize costs and at the same time increase profitability of the business, it requires that the team structure be designed with deep thought. The members of the team need to have skills, knowledge, and expertise to execute their responsibilities well. Organizational structure of Telemast is relatively flat. Benefits of such approach include, improve communication and creativity, teamwork, adaptability, and reduce costs. Because of few layers of management, the company incurs small expensive in terms of wages and salaries. Focus of the staff is to develop teams through advancement of careers. Studies as well indicate that flat structures record low turnover, hence saving money and time on recruitment. At Telemast all employees have a right to voice their ideas as this improves creativity and innovation. Members must also respect one another to encourage cooperation and to foster growth and development. Flat structure is more productive as it ensures teamwork and collaboration as sales staffs are often involved with operations. Through responsibility, people will feel a sense of pride in getting involved in the company activities as well as in the company’s success. Because Temast adopts a geographical based flat structure shifting interstate will be easier hence adapting to economic changes will be quick helping the company maximize on its employee utility value. Telemast will help in external roles by raising awareness and sell. Online sales team will as well provide online services such as website development and technical support. Independent sales representatives will earn commission hence they would not incur huge cost on the company. They can sell other products from other entities as well. The sales team organisational structure As illustrated in the organisational chart, it is no doubt that the sales team has a hierarchical structure. One benefit of this kind of a structure is that it will ensure efficiency when performing selling activities. The team is selected to achieve the target annual sales of US$ 50,000,000 led by a National sales director. There will also be a sales training manager whose responsibility is to train the sales people on various skills, and knowledge to enable them conduct their duties with efficiency. In the hierarchy, regional sales managers follow the national sales director. These regional managers are in charge of six states in Australia. The states include Queensland, New South Wales, Tasmania, South Australia, Western Australia, and Victoria. Under the regional managers are the district sales managers. The last in the chart are the sales representatives both inbound and outbound teams across Australia. Inbound and outbound sales team Number of members on sales team across the states will be assigned in accordance with the population of the state. State Outbound Sales members Inbound Sales Members Total Victoria 15 15 30 New South Wales 15 15 30 Western Australia 10 10 20 South Australia 10 10 20 Tasmania 15 15 26 Queensland 10 10 24 Example of inbound and outbound sales Team Structure of Queensland Inbound sales team Outbound sales team Structure of inbound and outbound sales team across the states will be similar. The only difference will be in the total number of members in every region. External Roles Contrary to internal employees, Telemast will also outsource sales personnel to bolster sales force. Independent Sales Agents The company will send these agents in their regions/rural areas to reduce cost. They will be given commission and the company will not subsidize food, travel, and accommodation expenses because they work on their own accord and have the freedom to work for others. Since they will not have a sales leader, outsourcing manager of Telemast will assign them duties and collect sales reports from them. Call center and online sales A team of online and telemarketing division will also be outsourced to help market the company. Using these staffs will reduce the costs of operation. The number of staffs as illustrated from the organisational chart is selected based on the provided budget. Furthermore, the number has the potential to ensure that the business achieves its set objectives. It would not make sense to have many employees as part of the team if they cannot add value to the business even though, increasing the number of sales representatives increases the sales revenue. However, at certain point, this revenue starts to diminish leading to loses. Therefore, one way to avoid such incidences is to have a formidable team with the right competencies to execute the tasks assigned. Geographical location It is as well prudent to put into consideration the geographical location when constituting a sales team. The services provided are wide spread and this requires that all areas in Australia be covered. This is therefore, the reason for having regional and sales representatives across Australia. The sales team covers all the states in Australia to ensure that they maximize their potential. All these states are in need of these services that the company offers, hence present potential markets. Closely related to geographical location is the aspect of distribution model. It is evident from the chart that the distribution model for the business is hierarchical. Offices are going to be located in all Australia territories to ensure easier accessibility to services. Businesses that will require our services will have no problem in accessing the same. Sales representatives on the ground will liaise with the regional managers for appropriate services to be provided in all their territories. Roles of the team members National sales manager The national sales manager is the highest-ranking job in the sales department. The major role for me as the national sales manager is to build and maintain high performance sales organisation for the achievement of the target set. The national sale manager will as well perform many other roles and responsibilities in the business. I will be responsible for creating and implementing direct sales strategies as well spearheading nationwide direct sales personnel to achieve business objectives, and come up with processes and competencies to create effective and efficient sales organisation. I furthermore, have the role of providing sales management, compensation plans; budget controls and incentive planning provide effective leadership through active coaching, effective communication of vision, and development and at the same time comparing the sale results to the aims and goals of the organisation and taking amicable course of action to rectify the situation as need arises. I will also be in charge of preparing monthly, quarterly, and annual sales forecasts in the organisation, and managing or exceeding the expected sales volume. The manager must as well work closely with other regional managers to ensure that the organisation achieves the set objectives. The manager as well has a duty to establish positive and effective relationship and collaborations with other departments such as customer service, finance, and marketing. I will also maintain competitive knowledge and ensure effective hiring, orientation, employee training and development and their retention. Other roles include creating of an ethical practices in sales strategy, and preparation of sales forecasts among others. Being the national sales director, I have met the minimum requirements that make me eligible to serve and execute the duties and responsibilities assigned. I have a master’s degree in business and have served in the capacity of national sales manager for other companies for a period of more than 10 years. I have as well managed to build strong sales team and created positive working relationship between other department and businesses we have served over the years. Therefore, my educational levels, skills, knowledge, and experience make me a suitable candidate to execute the duties well. The training manager The training manager is also part of the team in this organisational chart. The training manager role is to design, implement training programs for our sales representative. The training manager will also ensure that the organisation adopts high professional techniques of hiring, orientation, selection and training, and development to ensure that the organisation achieves the set goals. The district sales managers The managers are going to be in charge of managing workflow on both the outbound and inbound sales staffs. This is an important role as the company depends on the selling abilities of the representatives. The distinct sales manager will be deployed in various parts in Australia. Their role is to serve clients. They will ensure that they adopt suitable strategies to record exemplary performance in sales. They will also be in charge of creating monthly reports about the sales activities. They will assist sales representative and allocate roles to them, forecast sales and set financial objectives, organize supply logistics for region and solve disputes and enforce ethics, update sales database, and report results to me-national sales director. The district sales manager has to meet the minimum requirement for them to be considered for the position. One of the requirements is to be holding a bachelor’s degree in business field; marketing, economic or finance among others provided they contribute to the success of the company. Director Region Special Peter Hale Victoria Customer Relationship Management Bardley Kush NSW Sales forecasting Jessica Anne South Australia Technology and product utilization Joyce Rose Western Australia Business management Rebecca Marsh Tasmania Marketing and sales forecasting Andrew Kim Queensland Organizing and goal setting Harn Josh Outsourcing Manager Employee recruitment The regional sales managers The organisation will have six regional sales managers that will be in charge of the six states in Australia. Every regional manager has to meet the minimum requirements to be given an opportunity to serve. They must have master’s in any business field, and must have served for more than six years and performed exemplary. Their role will be building and maintaining high performance sale in regions they operate. They will also adopt suitable strategies to ensure that they achieve the set targets, and even exceed these targets. They will liaise and ensure that the organisation gets businesses and establishes positive relationships in the states. Assistants in the company, the national sales manager, as well as management team will be assigned personal assistants. Duties of the personal assistants will include, assist in decision making, accounts and budgets, assist n administrative tasks, scheduling and organizing events in the company Sales representatives Business to business sales representatives are very important employees’ and members of the sales team. The sale representatives will work across the states. For consideration, sales representatives must have a bachelor’s degree in business administration, and marketing. This role as well will require sales people that have had between two to five years of experience in the field of B2B sales environment in Australia. They are very important as they perform an array of roles. They will be responsible for implementing the marketing plans designed for the services the company wants to provide to the targeted businesses. They must as well develop and maintain positive relationships with the potential clients in Australia. This therefore, requires them to have good communication and interpersonal skills. Their communication skills should be strong to connect with different people they come across (Marketing-schools. Org. 2015). They also need to have interest, passion, and talent in negotiation, sales, and decision-making. The sales representative, will therefore, work closely with the district managers to ensure that clients receive their services in time. Outbound sales representatives They will be assigned to four major retailers in the states allocated. There role is to initiate negotiations such as present a business proposal and to maintain a positive healthy relationship with customers. Duties they will do will include, negotiate sale of products to the retailer head office, maintain positive relationships, facilitate supply of the products and services and meet sales targets. Inbound (retail) sales representatives This team will consist of people that will work closely with major retailers because they have in-depth understanding of the products. They will act as product specialists and will be deployed in areas with few people. This help to increase the pace of product movement off the shelves increasing reorder levels. Their roles include product capabilities demonstration, advertising the products, closing sales, and advising customers about the company products and services. Outbound team leaders Their roles resemble those of sales representatives with few additional on top. Additional responsibilities they will perform is motivate and train for their team, enforce ethical practices, and advise and facilitate sales representatives when need arises. Inbound team leaders They will execute similar roles as those done by the sales representative. Other roles will include, motivating and teaching the team. Region Inbound Sales Distribution Victoria Peter Hale 15 New South Wales Bardley Kush 15 Western Australia Joyce Rose 10 South Australia Jessica Anne 10 Tasmania Rebecca Marsh 15 Queensland Andrew Kim 10 Outsourced staff Independent sales agents They will work in remote areas and will be paid commission to reduce expenses. They are also independent. Their duties include, locating direct customers or customers in retail stores Call center They will target customers with small stores as well as individual consumers. Their duties will include, make sales, and call households to increase or raise awareness Online sales team These will target consumers that purchase through online and will respond to their questions. They will also offer online sales and technical support. The sales representative’s role is to interact and look for business clients. There are many businesses in Australia that may be in need of telecommunication services. Sales representatives therefore, must use various strategies to ensure that they persuade these businesses to use their services. The use of social media such as facebook and internet has gained root and approval. They will as well use social media to reach to their clients and to look for more clients. Costs and revenue Budgeting is one of the most important aspects to consider for effective implementation and functioning of the sales department. It is important to carry out a cost-benefit analysis as well to determine whether it is a viable idea to invest in some of the positions in sales department. The cost of operational should not be more than the forecasted sales. The expenses incurred should not be more than the revenue for the business to accrue some profits. The areas of expenditures in this case, include remunerations, benefits, and bonus that will be given to the staffs, cost of operating such as selling costs and advertising, and promotion costs. Even with these costs, at the end of the year the business should have made some sales. The company annual sales is estimated at $50, 000,000, the gross margin is at 25 percent. The company net profit is estimated at 10 percent which is equivalent to US$ 5,000,000. The selling costs that the company will spend average at US$7.5 million and the cost of the goods sold is estimated at $37,500,000. The fact that the business will accrue a net profit of US$ 5,000, 000, is a positive thing. Therefore, this indicates that the business will be trending on the positive side Remuneration package We all know that, “Work without pay makes Jack a dull boy”. This proverb indeed is true when it comes to dealing with employees. Compensating employees well for the work they do, is one of the ways to motivate them, and even a key contributor to high performance and their retention. If employees are not remunerated well, they become de-motivated exhibited through increased absenteeism, reduced morale, and low productivity. The business therefore, has to place concerns of their employees first to reap from their hard work (Senn, Thoma & Yip, 2013). The remunerations that employees are entitled must be well budgeted to avoid losses to the company. Furthermore, it is prudent that the business considers making comparison of the packages they give to employees with what other companies in the related field are offering their employees. Comparing is important to ensure that the gap is not so wide. For instance, many employees may feel demoralized and even may get other jobs if they realize their salaries are far below their counterparts in other companies. Therefore, this comparison is important to provide insights about remunerations in other fields to make appropriate decision. The business can use various incentive programs to rewards employees. The business will provide both monetary and momentary rewards to its employees to motivate them and to ensure that they remain committed to the organisational objectives (Andersson, Idvall, Perseius & Elg, 2013). Different theories have been formulated that provides insights on the important and the structure or ways organisations can provide different motivation to their employees. For instance, Maslow’s hierarchy of needs theory that distinguishes needs into five categories as physiological, safety, love, sense of belonging, self-esteem, and self-actualization is important in providing this motivation. At the base, it is important to provide physiological needs such as food, shelter, and clothing, which in this case require better remuneration. As one moves up on the pyramid, the needs continue to change as employee want self esteem and self-actualization needs fulfilled. Therefore, employees have to be well compensated for them to perform well. Those that perform well as well require bonuses and other benefits such as housing, medical, and traveling allowances as additional benefits. On a yearly basis, the organisation can sponsor employees by giving them travel rewards. Non-monetary rewards will also be provided for employees that exhibit exemplary behaviors and those that show commitment, and dedication to their duties. The organisation will as well provide flexible working hours. Employees will be required to report to work any time between 7 and 9 am provided they work for the eight hours. They will also be provided with training and will be allowed to participate in health savings. Training of employment is part of the company initiative to ensure that they continue to growth and pursue their career dreams to develop themselves. The company will therefore, sponsor some of them that pursue higher training as part of their personal development. All these incentives will be provided putting in mind the available funds. They also aim at ensuring that the employees are motivated; hence remain committed towards achievement of the organisational objectives. The salary scale for employees will vary depending on the jobs they handle. The national sales manager is the leader and therefore, will have to earn more salary package, then followed by the regional sales manager, then the district sales manager and lastly the sales representatives. The salary and allowances and other benefits are also dependent on the job scale and the roles that the person does. The experience as well as the educational level of employee plays a key role in their pay package. Regardless, of these, salaries will be similar across the regions to ensure equality. The salaries of the staffs will subject to review every after two years. Some staffs such as assistants and outsourcing mangers will receive lower salaries because the role they perform is not based on performance, hence are not exposed o fluctuations in sales. They also experience low pressure in comparison to other staffs. Salary package of the staffs chart The amount shown is for a single staff Position Salary in US $ Commission National sales manager 120,000 - District directors 100,000 - Outsourcing managers 50000 - Training manager 45000 - Outbound team leader 40000 - Outbound sales reps 40000 - Inbound sales reps 35000 1000 Inbound team leaders 35000 - Assistants 40000 - Online tele-marketing 20000 - Independent sales agent 10000 1000 Other costs The company will also incur other costs such as meeting expenses. The expenses are for 80 staffs and covers three nights. Meeting expenses chart Cost in US $ Food and drinks 200000 Hotel 120000 Start of the year meeting 10000 Flights (Return) 30000 Awards and ceremony at the end of the year 15000 Leadership development program 20000 Total 375000 Because sales role will involve constant communication, the company will subsidize phone bills and fuel feels. Employee expenses subsidization chart Subsidization Total in US$ Fuel fees 300000 Phone bills 40000 Total 340000 Prices and incentives chart The company will also offer various prices and awards for those that show exemplary performance. Prize Cost in $ Cash prize for the best performers 20000 Excellence award- a trophy to the national manager 10000 Vacation voucher 30000 Total 600000 Incentives and awards The company will also provide cash bonuses for achieving certain benchmarks. It will also motivate employees by providing awards. These will include national director’s excellence performance award, certificate of excellence as we as voucher to those that perform well. Conclusion It is important for the company to utilize available opportunity through the department of sales. Business to business also B2B will enable the company achieve its set objectives if the process of designing and implementing the team structure is done appropriately. The national sales directors must provide good leadership and set the threshold to ensure that the business achieve its objectives. Employee roles require proper definition. It is also important to remunerate employees well for them to remain motivated and committed to the organisation goals and objectives. It is however, important to ensure that the amount provided or the budget is properly utilised to allow the business to accrue profits. Reference list Andersson, A, Idvall, E, Perseius, K, & Elg, M 2013, 'Sustainable outcomes of an improvement programme: do financial incentives matter?', Total Quality Management & Business Excellence, 24, 7/8, pp. 959-969, Business Source Premier, EBSCOhost, viewed 19 September 2015 Marketing-schools. Org. 2015, ‘Business to business marketing’. Retrieved from: http://www.marketing-schools.org/types-of-marketing/b2b-marketing.html Muylle, S, Dawar, N, & Rangarajan, D 2012, 'B2B Brand Architecture', California Management Review, 54, 2, pp. 58-71, Business Source Premier, EBSCOhost, viewed 19 September 2015. Senn, C, Thoma, A, & Yip, G 2013, 'Customer-Centric Leadership: How to manage strategic customers as assets in B2B markets', California Management Review, 55, 3, pp. 27-59, Business Source Premier, EBSCOhost, viewed 19 September 2015. Appendices A sheet for an outbound sales team to capture client’s details Clients Queensland team Team leader Sales Representative 1 Sales Representative 2 Sales Representative 3 Sales Representative 4 Sales Representative 5 Sales Representative 6 Victoria team Team leader Sales Representative 1 Sales Representative 2 Sales Representative 3 Sales Representative 4 South Australia team Sales Representative 1 Western Australia team Team leader Sales Representative 1 Tasmania Team leader Sales Representative 1 New South Wales Team leader Sales Representative 1 Distribution of Population Source: Austtourism. Retrieved from: https://austtourism.wordpress.com/2011/08/18/graph-pie-chart/ Read More