Current Issue

  • A Local Flavor

    Tim Gordon uses his northeastern roots to deliver a neighborhood feel at Niblick GolfRead More

  • A Strong Hand On The Brand

    Tanglewood Resort–set on the Texas-Oklahoma border–isn't like other golf facilities in its region, and longtime golf director Mike Fish makes sure it stays that way through a service philosophy focused on memorable experiencesRead More

  • Selling Green‭,‬ Seeing Green

    By selling a portion of its land to developers, Greenacres Country Club in southern New Jersey bought itself a new lease on life that's given the once-struggling facility a bright, sustainable futureRead More

MORE CONTENT

Online Exclusives

  • Insight from the Insider, Part II
  • Insight from the Insider, Part II

    In the second half of this two-part interview, Jaws discusses how both football and golf are similar in how they’re operated, how competition breeds success in his management style and what golfers can expect from his facilities in the future.Read More

April 2017

The Right Investment

therightinvestment.jpg‭A CEO and department head were having a conversation after a monthly strategy meeting, where the focus was on employee training. The CEO said, “What if we spend all this money training staff and they leave us?” The department head replied, “What if we don’t train and they stay?”

A simple, but pointed response. If you spend a lot of money on people and they leave, that’s not an optimal outcome. But if you don’t train your employees and they stay, it costs you a lot more.

A franchise group, comprised of more than 2,000 stores, experienced this training quandary first-hand. The head of sales had a simplified approach to hiring: he simply hired salespeople who had worked at other stores that sold the same kind of products sold at his own stores. His assumption was the experienced salespeople he hired were “pretrained,” and hiring them would save a lot of time and expense. Plus, there would be no need to acquire the tools and systems necessary to implement a training system.

His decision to hire experienced salespeople made sense, but it was flawed. The fact those salespeople had experience didn’t mean they came armed with the best selling skills or factual product knowledge. But after a few years of using his “hire the experienced” approach, he realized he wasn’t achieving the kind of results he wanted. He sensed the size of each average transaction on the selling floor was too small. Buyers weren’t becoming repeat customers. Plus, his stores were receiving negative comments online about the quality of their customer service.

Because he could see the skills of his salespeople needed improvement, he took the plunge and brought in an experienced training development firm that developed a program of e-learning for salespeople that trained them to increase the size of the average ticket size, to improve their closing percentages and to provide better customer service.

The performance of salespeople his company trained was dramatically better than that of the experienced sales people he hired. Plus, he soon realized training was giving him another benefit; because he could hire high-energy, high-potential employees, he was building a much stronger and enthusiastic salesforce.

After a year, the average annual sales made by company-trained salespeople had, in many cases, outperformed seasoned professional hires by $200,000 or more. When he factored in sales and contribution margin improvement, the people trained in-house produced about $80,000 a year more in profit. With an average five-year tenure for each employee, the training was worth $400,000 more in profit dollars.

That’s another way of saying the cost of not training each salesperson amounted to $80,000 a year for that company. So what really happens if you don’t train people and they stay? It means you’re going to be losing a lot of money.

So why do trained salespeople usually produce more income? There are many reasons. Trained salespeople close more sales, generate larger average sales, sell fewer products at discounted prices and make fewer mistakes. They also sell the right products—reducing the cost of returns and product replacements—and build customer relationships that result in more repeat business.

What is having poorly-trained salespeople costing you? A lot of money.

Training has a major impact on customer service practices across a variety of industries. Consider the often headache-inducing business of at-home product installation—one that would certainly benefit from customer service-focused training. The basics, such as explaining to customers the details of the installation process, an emphasis on crystal-clear communication prior to the start of the job, and of course, conveying the importance of punctuality can boost customer retention. Training staff to be cognizant of their customer service practices can also increase referral business, which can be worth extra hundreds, thousands or even millions to your bottom line.

Return on investment on training is dramatically greater than most company executives believe it will be. In simple terms, if a trained worker becomes 100 percent productive and an untrained worker is only 60 percent productive, you’re losing $40,000 in value on every $100,000 of business you conduct.

Not training is hugely expensive—far costlier than training. In your company, you should look for all the opportunities where proper training can dramatically increase profits, reduce waste and provide an outsized ROI for every training dollar you spend. If you start to look, it’s nearly guaranteed you will find many more opportunities than you expect.

Evan Hackel is the CEO of Tortal Training, a firm that specializes in developing and implementing interactive training solutions for companies in all sectors.

Share/Bookmark

Leave a Comment

Trojan

JACOBSEN

Featured Resource

Owner's Manual

Owners Manual IconBrought to you by Yamaha
Visit the Owner’s Manual library within the GB Archive for practical, small business insights and know-how for your golf operation.Read More

April 2017 Issue
  • CONTENTS
  • DIGITAL FLIPBOOK


Connect With Us


facebooktwitterNGCOABuyers GuideYouTube