In the sales activity a series of paradigms subsist that most of the times slow down access or stop the development of those who decide to enter this commercial activity. We often meet people who are "recruited" as vendors even though internally they think "this will be a temporary, temporary job, while another job opportunity appears in an activity other than sales."
Others, looking for a comfort zone, “try” to dismiss this work because “it is subject to results. And if these are not satisfactory, they fire you, I prefer a less stressful one ”. But since they have a financial need, they accept it. After a time, "the transitory work" begins to spread over time. And the "comfort zone" stoically endures the pressure of sales.
Of course, those who reach this situation after a period of three to five months are no more than 30%. The rest "withdrew voluntarily or involuntarily." In another post we can talk about this high dropout rate.
We know that, among others, motivation, goal fulfillment, planning, and direction (leadership), make people who believed it was a temporary job and others who thought they could not bear the stress of the activity, Remain, because their results are giving them economic benefits that they did not have before.
But, even so, several of the above (not to mention a high percentage), live in fear of not being able to keep up with the pace of results and being "fired". And in the short term, many of them become a "headache" for their leaders, as their constant "complaints" and "excuses" begin to undermine the unity of the team.
It is true, it is an almost absolute truth that a seller that does not produce is not fulfilling its main objective: to sell. And if after exhausting the instances for its improvement, this is not achieved, it has to "withdraw".
In the title of this post we insert the word "employability", a concept that emerged in the late nineties and refers to the potential of an individual to be requested by a company to work in it (Wikipedia). And it is that nowadays, not only is it enough to "comply with sales", but it is sought, desired, that this seller develops a potential. That I succeed in being a professional in this activity.
And what potential is it that is sought? - Ideally it is about our sellers being people who:
- Have a high taste for challenges; Have a high tolerance for frustration; Be listening and assertive communication; Be persistent; Be easily related; Have a clear orientation towards achieving and exceeding your goals; Be optimistic; Be automotiven; Be concerned for increasing their knowledge; Be empathetic; Proactive; Be interdependent; Disciplined;
In truth, we would like to have each and every one of these skills and qualities in any job, as they are the catalysts of all activities that will lead the individual to success. Therefore, if a sales agent owns them, she is an "employable" professional, she is someone who could carry out her work here and in any other activity in a responsible and successful way.
The golden question is, how can a person possess all or several of those qualities and abilities?
From my very personal point of view, I believe that this requires "believing in yourself", having confidence, having defined our short, medium and long-term goals, based on goals, being eminently empathetic, and especially, being persistent.
But it is not easy to develop the above alone, the ideal is to count on help, with the guidance of a leader who knows how to identify and appreciate the willingness to be more than what you are today. If you are lucky to have that Leader, the path will be much easier.
Having all (the ideal) or several of those qualities and skills, gives the individual enough "confidence" that leads him to develop his activity with better results than those who have not cared (or have not been able or not). know) for having this potential. That "confidence" in their potential is what makes that person become "employable", that is, in any other job they will have almost the same results, so their concern is not rumors, they are not complaints, the regrets of the rest, but to fulfill its objectives, and for this it has the strengths created from those qualities and abilities, which are capable of isolating it from negative environmental conditions.
That "employable" person is the one we all seek to have in our teams, as that condition is "contagious", helps to raise the status of the team, and can be easily "imitated" by the other components.
Be careful though! There are some nearsighted and / or pseudo-leaders, who consciously do not want their collaborators to be "employable" for fear that "they could go to the competition." That pettiness is easily identifiable, since it is a matter of observing the results that these teams have versus those in which the Leader is concerned with motivating them and helping them in the development of their potentials.
