{"id":1552,"date":"2018-11-11T21:46:51","date_gmt":"2018-11-12T02:46:51","guid":{"rendered":"https:\/\/www.peaksalesrecruiting.comblog\/sales-meeting-templates\/"},"modified":"2021-12-11T19:39:08","modified_gmt":"2021-12-11T19:39:08","slug":"sales-meeting-templates","status":"publish","type":"post","link":"https:\/\/www.peaksalesrecruiting.com\/blog\/sales-meeting-templates\/","title":{"rendered":"One-on-One Meeting Templates"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">We\u2019ve collected wisdom from sales leaders on how to run efficient and performance-focused one-on-ones with reps.<\/span><\/p>\n<p><span style=\"color: #000000;\"><b><i>One-on-One Agenda Template<\/i><\/b><\/span><\/p>\n<p><a href=\"https:\/\/go.pardot.com\/l\/70542\/2018-11-09\/5yg7l4\/70542\/233423\/One_on_One_Meeting_Agenda___Peak_Sales_Recruiting.pdf\" rel=\"noopener\" target=\"_blank\"><b><i>Download the template as a PDF<\/i><\/b><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Jump to:<\/span><\/p>\n<p><a href=\"#meeting-agenda\">One-on-One Meeting Agenda Template<\/a><\/p>\n<p><a href=\"#sample-questions\">Sample One-on-One Questions for Managers<\/a><\/p>\n<h3><b>The importance of one-on-ones for sales teams<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">One-on-ones are an important platform for developing trust and rapport between sales reps and managers. They\u2019re a chance for leaders to engage in a personal dialogue, understand individual strengths and weaknesses to best guide and motivate reports, and keep the team focused on sales results.<\/span><\/p>\n<picture class=\"size-full wp-image-17047 aligncenter\" decoding=\"async\" fetchpriority=\"high\">\n<\/picture>\n<picture class=\"size-full wp-image-17047 aligncenter\" decoding=\"async\" fetchpriority=\"high\">\n<p><img alt=\"One-on-One Meeting Template for Sales Managers\" decoding=\"async\" fetchpriority=\"high\" height=\"400\" sizes=\"(max-width: 600px) 100vw, 600px\" src=\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/business-picture-id905954160.jpg?strip=all\" srcset=\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/business-picture-id905954160.jpg?strip=all 600w, https:\/\/www.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/1_business-picture-id905954160-300x200.jpg 300w, https:\/\/www.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/business-picture-id905954160-500x333.jpg 500w\" width=\"600\"\/>\n<\/picture><\/p>\n<p><a href=\"https:\/\/www.mckinsey.com\/business-functions\/marketing-and-sales\/our-insights\/for-top-sales-force-performance-treat-your-reps-like-customers\" rel=\"noopener\" target=\"_blank\"><span style=\"font-weight: 400;\">Rep productivity increased by 25%<\/span><\/a><span style=\"font-weight: 400;\"> in under 18 months at one consumer services company as soon as a sales leader stopped issuing blanket sales directives and started implementing one-on-one sessions and ride-alongs. Managers focused on nurturing specific skills and set concrete goals to enforce rep development. The human element to management had been missing, but once the company prioritized it, it made an undeniable impact on revenue.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Interestingly, there\u2019s a discrepancy between how much sales leadership believe they coach, and how supported reps feel. Leaders at another Fortune 500 company <\/span><a href=\"https:\/\/hbr.org\/2015\/05\/a-high-percentage-move-to-increase-revenue\" rel=\"noopener\" target=\"_blank\"><i><span style=\"font-weight: 400;\">perceived<\/span><\/i><span style=\"font-weight: 400;\"> that they spent enough time coaching<\/span><\/a><span style=\"font-weight: 400;\"> their direct reports, scoring themselves in the 80th percentile. Meanwhile, their direct reports believed they receive little to no coaching from their leaders, scoring them at the 38th percentile. Could there be a similar gap on your team? This guide will help you close the rift.<\/span><\/p>\n<h3><b>Coaching style influences revenue results<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">A sales leader who is dedicating just the right amount of time to coaching and one-on-ones may still be able to improve their coaching <\/span><i><span style=\"font-weight: 400;\">style. <\/span><\/i><span style=\"font-weight: 400;\">Formal and dynamic coaching styles are correlated with a <\/span><span style=\"font-weight: 400;\">13% and 27% increase in win rates<\/span><span style=\"font-weight: 400;\">, respectively, as co<\/span><span style=\"font-weight: 400;\">mpared with random and informal approaches.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Random coaching: Coaching is \u201cleft up to managers,\u201d and there are no top-down guidelines.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Informal coaching: Guidelines are available, but no defined process has been formally implemented.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Formal coaching: Leaders are expected to coach according to a structured process; there is a formal effort to develop their skills; there are periodic reviews to optimize process and guidelines.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Dynamic coaching: A formal process is connected to the sales enablement approach to ensure reinforcement and adoption of the initiatives by salespeople.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Sales leaders should evaluate their company\u2019s coaching process to implement a system that is structured and predictable, yet flexible enough for a personal approach that\u2019s effective in driving results.<\/span><\/p>\n<h3><b>Create a agendas to provide structure to your one-on-ones<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Agendas bring this proper structure to one-on-ones, help squeeze more value out of every minute, and provide continuity across meetings week to week.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Asking the right questions in one-on-ones clarifies actions and expectations from both sides and opens the discussion to wider problem-solving and troubleshooting. One-on-one meetings are a <\/span><i><span style=\"font-weight: 400;\">dialogue<\/span><\/i><span style=\"font-weight: 400;\">, and an agenda can help you stay on track.<\/span><\/p>\n<h3><b>Do\u2019s and Don\u2019ts of One-on-Ones<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">There are a few ground rules for sales managers to ensure the best outcomes.<\/span><\/p>\n<h4><b>Do:<\/b><\/h4>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Come to the meeting prepared, and have your rep prepare as well. A good place to start is to share an agenda (a sample template is included below).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Review performance metrics, but take a holistic approach. <\/span><a href=\"https:\/\/www.bridgegroupinc.com\/laurie-page\" rel=\"noopener\" target=\"_blank\"><span style=\"font-weight: 400;\">Laurie Page<\/span><\/a><span style=\"font-weight: 400;\">, Managing Partner at Bridge Group, says, \u201cGo beyond the metrics. For example, as a Sales Leader, I always had reps come with responses to the following questions:\u201d <\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Top 2 accomplishments (from our last meeting or the week)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Top 2 challenges with a proposed solution (from our last meeting or the week)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What you\u2019d like from me (as your leader)<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Document the outcome at the end of each meeting. Agree on action items and deadlines, and record them in writing in an email summary or shared document. Writing them down ensures accountability and eliminates misunderstandings. <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Strategize with reps and help them identify solutions. Page recommends, \u201cInstead of saying, \u2018you need a bigger pipeline,\u2019 brainstorm with reps on actual strategies and tactics to increase pipeline.\u201d<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Schedule regular, recurring one-on-ones with every member of the team. They can be weekly, biweekly, or monthly, but place them at the same time and on the same day. This predictability helps the rep to deliver on action items from the previous meeting by creating clear deadlines. <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Be on time or early. This demonstrates that you value and care about the employee.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Schedule 5\u201315 minutes of buffer time at the end of a one-on-one to privately synthesize your thoughts and notes about team needs. (If your one-on-one is 25 minutes, schedule 30; if it\u2019s 45 minutes, schedule 60.) <\/span><\/li>\n<\/ul>\n<h4><b>Don\u2019t:<\/b><\/h4>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Never cancel one-on-one meetings, and reschedule only if absolutely necessary. This supports accountability.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Never use phones during the meeting. It\u2019s crucial that you are 100% present. Taking brief notes on a laptop is fine, but discussion and connection are the priorities, and they should take precedence over everything else.<\/span><\/li>\n<\/ul>\n<p><b>A few advanced tips:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Salesforce\u2019s Colin Nanka <\/span><a href=\"https:\/\/www.salesforce.com\/quotable\/articles\/sales-manager-checklist-successful-rep-one-on-ones\/\" rel=\"noopener\" target=\"_blank\"><span style=\"font-weight: 400;\">suggests<\/span><\/a><span style=\"font-weight: 400;\"> that <\/span><b>employees can send their manager an agenda in writing<\/b><span style=\"font-weight: 400;\"> 24\u201348 hours ahead of the one-on-one. This helps them identify high-priority discussion meetings and lets you get up to speed in advance so the meeting stays concise but provides maximum value.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">He also suggests to <\/span><b>schedule one-on-ones for the beginning of the week<\/b><span style=\"font-weight: 400;\">, preferably on Mondays and Tuesdays. This allows reps to plan their week according to the priorities identified in the meeting. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Meanwhile, Cameron Herold, author of<\/span><a href=\"https:\/\/www.amazon.com\/Meetings-Suck-Cameron-Herold\/dp\/1619614146\" rel=\"noopener\" target=\"_blank\"><span style=\"font-weight: 400;\"> Meetings Suck<\/span><\/a><span style=\"font-weight: 400;\">, recommends that managers<\/span><b> schedule one-on-ones on the same day as sales leadership meetings<\/b><span style=\"font-weight: 400;\">, in which managers review numbers, dashboards, and goals. That way, all sales leaders are on the same page and bring the same core priorities to their one-on-ones later.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One-on-ones are easy to neglect or get wrong, but they\u2019re not difficult to get right when you follow these core principles and rules of etiquette. A little thought and planning will quickly enable you to get the most out of your relationships with reps.<\/span><br \/>\n<a name=\"meeting-agenda\"><\/a><\/p>\n<p>\u00a0<\/p>\n<h2><b>One-on-One Meeting Agenda Template<\/b><\/h2>\n<p><span style=\"font-weight: 400; color: #000000;\">This agenda template provides a high-level structure for your one-on-ones, which you can customize using our sample questions below (or write your own). <\/span><\/p>\n<p><span style=\"font-weight: 400; color: #000000;\">How long the meeting lasts is up to you, but they\u2019re usually in the range of 30\u201360 minutes. Sixty minutes allow you to dig into the issues at hand. Thirty minutes forces you and your rep to be more efficient and may be more manageable if you have a large number of direct reports.<\/span><\/p>\n<p><span style=\"color: #000000;\"><b><i>One-on-One Agenda Template<\/i><\/b><\/span><\/p>\n<p><a href=\"https:\/\/go.pardot.com\/l\/70542\/2018-11-09\/5yg7l4\/70542\/233423\/One_on_One_Meeting_Agenda___Peak_Sales_Recruiting.pdf\" rel=\"noopener\" target=\"_blank\"><b><i>Download the template as a PDF<\/i><\/b><\/a><\/p>\n<table>\n<tbody>\n<tr>\n<td>\n<p><b>Schedule 30\u201360 minute calendar block for a 25\u201345 minute meeting.<\/b><b>1. Meet with rep (25\u201345 min):<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">5 min: Open-ended starter question (\u201cHow was last week?\u201d)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">15\u201330 min: Structured questions (see examples of questions below)<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Evaluate previous week\u2019s performance<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Problem-solve specific situations<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ask the rep for feedback about the manager<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Assess areas for personal and professional growth<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Set up next week\u2019s goals and expectations<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">5 min: Define action items in writing<\/span><\/li>\n<\/ul>\n<p><b>2. Transition (5\u201315 min)<\/b><span style=\"font-weight: 400;\">: Buffer time for the manager to consolidate high-level thoughts and jot down notes, take a short break, and make it early to the next meeting.<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><a name=\"sample-questions\"><\/a><\/p>\n<h2>\u00a0<\/h2>\n<h2><b>Sample One-on-One Questions for Managers<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">To encourage this dialogue, we\u2019ve developed these open-ended questions to help open up the discussion and to stimulate the rep to think critically about the points raised.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To encourage this dialogue, we\u2019ve developed these open-ended questions to help open up the discussion and to stimulate the rep to think critically about the points raised.<\/span><\/p>\n<h3><b>Evaluate the previous week\u2019s performance<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What was last week\u2019s goal?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Did you hit it?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ask about specific selling activities:<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Calls<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Emails sent<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Demos<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">In-person meetings<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Proposals<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What happened during these activities?<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Dig into the details and ask for any data available. For example, when discussing calls, look into the number of calls attempted, how many connections were actually made, the call lengths, and the results.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3><b>Set up next week\u2019s goals and expectations<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What are your plans and priorities for the coming week?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What are next week\u2019s targets, in terms of the selling activities discussed above?<\/span><\/li>\n<\/ul>\n<h3><b>Coach and problem-solve specific situations<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What\u2019s working?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Where are you getting stuck?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If there is a problem, what do you think it is? (This question-and-answer-based, collaborative style of \u201cargumentative\u201d dialogue is known as the \u201cSocratic method,\u201d and it helps you work more closely with the rep to identify the root causes of any issues and get buy-in for change.)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What might you do differently?<\/span><\/li>\n<li style=\"font-weight: 400;\"><a href=\"https:\/\/blog.hubspot.com\/sales\/magic-questions-for-your-one-on-one-meetings\" rel=\"noopener\" target=\"_blank\"><span style=\"font-weight: 400;\">Kelly Riggs<\/span><\/a><span style=\"font-weight: 400;\"> of The Business LockerRoom recommends asking the rep to detail one thing that worked and one thing that didn\u2019t in the previous week, and to name:<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">One thing to start doing<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">One thing to stop doing<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">One thing to keep doing<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Utilize the following types of sales coaching to guide the rep through real-world scenarios they\u2019re currently engaging with:<\/span><\/p>\n<ul>\n<li><i><span style=\"font-weight: 400;\">Sales skills coaching<\/span><\/i><span style=\"font-weight: 400;\">: Troubleshoot sales skills and a rep\u2019s ability to communicate value.<\/span><\/li>\n<li><i><span style=\"font-weight: 400;\">Lead and opportunity coaching: <\/span><\/i><span style=\"font-weight: 400;\">Examine a specific lead or account to determine its position in the buyer\u2019s journey. Discuss the optimal activities for the rep to move it forward.<\/span><\/li>\n<li><i><span style=\"font-weight: 400;\">Pipeline coaching:<\/span><\/i><span style=\"font-weight: 400;\"> Together with the rep, assess their pipeline and determine the most promising accounts. Collaboratively define where they should focus their energies.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Laurie Page shares a tactic she loves to use, developed by Larry D\u2019Angelo, SVP of Sales at LogMeIn. \u201cThe idea is that a leader should go through their reps\u2019 forecasts deal by deal. You\u2019ll do another layer of sales qualification by asking:<\/span><\/p>\n<ol>\n<li><span style=\"font-weight: 400;\"> Why does the the prospect need to buy anything?<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> What\u2019ll happen if they do nothing?<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Which of our key differentiation have they locked on to?<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">If the reps can\u2019t answer all three questions clearly, don\u2019t report that opportunity up into your forecast.\u201d<\/span><\/p>\n<h3><b>Ask for a rep\u2019s feedback about you as a manager<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do you have any feedback for me?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Feedback for you as a manager is just as important as the feedback you give to your rep. Ask what you\u2019re doing well, or what you can do to provide better support. Kelly Riggs suggests asking the rep to use the<\/span><a href=\"https:\/\/blog.hubspot.com\/sales\/magic-questions-for-your-one-on-one-meetings\" rel=\"noopener\" target=\"_blank\"><span style=\"font-weight: 400;\"> SBI model (Situation, Behavior, Impact)<\/span><\/a><span style=\"font-weight: 400;\"> when delivering this feedback.<\/span><\/p>\n<h3><b>Assess areas for personal and professional growth<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">How are you doing?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What is one thing I can help you with this week to support your growth?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Asking insightful and incisive questions during one-on-one will yield a large amount of information and direct your attention to areas where your rep needs the most development.<\/span><\/p>\n<h3><b>Evaluating Employees During One-on-Ones<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">One-on-ones are not a forum for berating or badgering a rep; on the contrary, their primary purpose is to nurture and benefit the employee. According to Kelly Riggs, the chief idea of a one-on-one is for sales leaders to ask open-ended questions and listen carefully to the answers so they can <\/span><a href=\"https:\/\/blog.hubspot.com\/sales\/magic-questions-for-your-one-on-one-meetings\" rel=\"noopener\" target=\"_blank\"><span style=\"font-weight: 400;\">properly evaluate their employees<\/span><\/a><span style=\"font-weight: 400;\">. Being attentive will alert you to particular patterns and behaviors that need work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As you work through an employee\u2019s performance reports during one-on-ones, ask yourself these questions:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Does she create an effective plan each week? Is it consistent with her overall sales plan?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Is she executing her plan?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Does she have a strong understanding of our sales process?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Is her sales pipeline full of qualified opportunities?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Riggs advises against knee-jerk reactions and instant results-oriented decisions. \u201cI resist the need to correct and criticize every problem I see,\u201d he says. \u201cDon\u2019t jump into major correction during the first two or three one-on-one meetings, because you\u2019ll want the pattern to surface and become apparent through observation.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Similarly, it\u2019s often a good idea to ask for permission to give advice when behavior correction <\/span><i><span style=\"font-weight: 400;\">is<\/span><\/i><span style=\"font-weight: 400;\"> necessary\u2014for example, there may be occasions when more serious issues simply can\u2019t wait until an annual review. \u201cIn those situations when I most definitely want to offer specific advice, I actually ask permission,\u201d Riggs notes. Wording the advice diplomatically\u2014and asking permission to do so\u2014will usually yield better results than laying down the law. \u201cYou will be surprised at the difference it makes to ask rather than simply dictate next steps,\u201d he says.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Take brief notes during or after the meeting, to which you can refer during future one-on-ones, and which will help you evaluate the rep\u2019s planning abilities and how they\u2019ve achieved their goals from the previous meeting (or not).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Throughout the process, the focus needs to be on the rep and the development of their potential. <\/span><\/p>\n<h3><b>Make one-on-ones happen <\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Every sales force is judged on its performance. But every team is also made up of individuals, and great sales leaders make sure that they connect personally with every member of their team to meet their unique needs and help them reach their highest potential. By holding effective, meaningful one-on-ones, you can have tangible effects on sales results, as well as employee morale and retention.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Every organization has a different culture and philosophy, but sales leaders can customize one-on-ones to suit their team\u2019s environment and temperament. The meetings\u2019 frequency and length, as well as the type and number of questions discussed, can be continuously refined and adapted, growing and evolving with the team and the business.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What\u2019s most important is consistency, and ensuring that the meetings happen in the first place. If you don\u2019t yet have a practice of regular one-on-ones, it\u2019s up to you to make it happen. Instigate your first meetings straight away and optimize them from there.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The\u00a0<\/span><span style=\"font-weight: 400;\">data<\/span><span style=\"font-weight: 400;\"> reveals the value of these meetings, but your team\u2019s morale\u2014and sales results\u2014will speak for themselves.<\/span><\/p>\n<p> relpost-thumb-wrapper <\/p>\n<div class=\"relpost-thumb-wrapper\"><!-- filter-class --><\/p>\n<div class=\"relpost-thumb-container\">\n<h3>Related posts<\/h3>\n<div style=\"clear: both\"><\/div>\n<div style=\"clear: both\"><\/div>\n<p><!-- relpost-block-container --><\/p>\n<div class=\"relpost-block-container\"><a class=\"relpost-block-single\" href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/sales-team-names-list\/\"><\/p>\n<div class=\"relpost-custom-block-single\" style=\"width: 150px; height: 215px;\">\n<div aria-label=\"List of sales team names\" class=\"relpost-block-single-image\" role=\"img\" style=\"background: transparent url(https:\/\/g9d6c5a5.rocketcdn.me\/wp-content\/uploads\/2016\/09\/Ultimate-Sales-Team-Names-List-150x150.jpg) no-repeat scroll 0% 0%; width: 150px; height: 150px;\"><\/div>\n<div class=\"relpost-block-single-text\" style=\"font-family: ProximaNova, sans-serif;;  font-size: 15px;  color: #6eba57;\">60 Sales Team Names: A Comprehensive List<\/div>\n<\/div>\n<p><\/a><a class=\"relpost-block-single\" href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/onboarding-sales-reps\/\"><\/p>\n<div class=\"relpost-custom-block-single\" style=\"width: 150px; height: 215px;\">\n<div aria-label=\"Sales rep being onboarded.\" class=\"relpost-block-single-image\" role=\"img\" style=\"background: transparent url(https:\/\/g9d6c5a5.rocketcdn.me\/wp-content\/uploads\/2023\/10\/onboarding-150x150.jpg) no-repeat scroll 0% 0%; width: 150px; height: 150px;\"><\/div>\n<div class=\"relpost-block-single-text\" style=\"font-family: ProximaNova, sans-serif;;  font-size: 15px;  color: #6eba57;\">Cut Your Costs: Onboarding Sales Reps<\/div>\n<\/div>\n<p><\/a><a class=\"relpost-block-single\" href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/hiring-outside-salespeople\/\"><\/p>\n<div class=\"relpost-custom-block-single\" style=\"width: 150px; height: 215px;\">\n<div aria-label=\"Two professionals shaking hands.\" class=\"relpost-block-single-image\" role=\"img\" style=\"background: transparent url(https:\/\/g9d6c5a5.rocketcdn.me\/wp-content\/uploads\/2023\/11\/outside-sales-150x150.jpg) no-repeat scroll 0% 0%; width: 150px; height: 150px;\"><\/div>\n<div class=\"relpost-block-single-text\" style=\"font-family: ProximaNova, sans-serif;;  font-size: 15px;  color: #6eba57;\">Outside Salespeople: Our Quick-Start Guide to Hiring<\/div>\n<\/div>\n<p><\/a><\/div>\n<p><!-- close relpost-block-container --><\/p>\n<div style=\"clear: both\"><\/div>\n<\/div>\n<p><!-- close filter class --><\/div>\n<p> close relpost-thumb-wrapper <\/p>\n<div class=\"abh_box abh_box_down abh_box_business\">\n<ul class=\"abh_tabs\">\n<li class=\"abh_about abh_active\"><a href=\"#abh_about\">About<\/a><\/li>\n<li class=\"abh_posts\"><a href=\"#abh_posts\">Latest Posts<\/a><\/li>\n<\/ul>\n<div class=\"abh_tab_content\">\n<section class=\"vcard abh_about_tab abh_tab\" style=\"display:block\">\n<div class=\"abh_image\"><img decoding=\"async\" alt=\"\" class=\"avatar avatar-80 photo\" height=\"80\" src=\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/1_ccd08f1de76ba2f1cf820b18e69dc158s80ampdmmamprg.jpg?strip=all\" srcset=\"https:\/\/www.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/1_ccd08f1de76ba2f1cf820b18e69dc158s160ampdmmamprg.jpg 2x\" width=\"80\"\/><\/div>\n<div class=\"abh_social\"> <\/div>\n<div class=\"abh_text\">\n<h3 class=\"fn name\"><a class=\"url\" href=\"https:\/\/www.peaksalesrecruiting.com\/author\/ebebbtcorp-com\/\">Eliot Burdett<\/a><\/h3>\n<div class=\"abh_job\"><\/div>\n<div class=\"description note abh_description\"><\/div>\n<\/div>\n<\/section>\n<section class=\"abh_posts_tab abh_tab\">\n<div class=\"abh_image\"><img decoding=\"async\" alt=\"\" class=\"avatar avatar-80 photo\" height=\"80\" src=\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/1_ccd08f1de76ba2f1cf820b18e69dc158s80ampdmmamprg.jpg?strip=all\" srcset=\"https:\/\/www.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/1_ccd08f1de76ba2f1cf820b18e69dc158s160ampdmmamprg.jpg 2x\" width=\"80\"\/><\/div>\n<div class=\"abh_social\"> <\/div>\n<div class=\"abh_text\">\n<h4>Latest posts by Eliot Burdett <span class=\"abh_allposts\">(<a href=\"https:\/\/www.peaksalesrecruiting.com\/author\/ebebbtcorp-com\/\">see all<\/a>)<\/span><\/h4>\n<div class=\"abh_description note\">\n<ul>\n<li> <a href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/sales-follow-up-statistics\/\">31 Must-Know Sales Follow-Up Statistics for 2024 Success<\/a><span> &#8211; December 21, 2023<\/span> <\/li>\n<li> <a href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/7-success-characteristics-that-define-top-performers\/\">7 Success Characteristics That Define Top Performers<\/a><span> &#8211; December 19, 2023<\/span> <\/li>\n<li> <a href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/5-reasons-your-top-employees-quit-stop-doing-this-to-stop-them-leaving\/\">5 Reasons Your Top Employees Quit (Stop Doing This to Stop Them Leaving)<\/a><span> &#8211; December 14, 2023<\/span> <\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/section>\n<\/div><\/div>\n<p><span class=\"et_social_bottom_trigger\"><\/span> <\/p>\n","protected":false},"excerpt":{"rendered":"<p>We\u2019ve collected wisdom from sales leaders on how to run efficient and performance-focused one-on-ones with reps. One-on-One Agenda Template Download the template as a PDF Jump to: One-on-One Meeting Agenda Template Sample One-on-One Questions for Managers The importance of one-on-ones for sales teams One-on-ones are an important platform for developing trust and rapport between sales<\/p>\n<div><a class=\"text-primary mt-2\" href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/sales-meeting-templates\/\">&#8230;continue reading <span class=\"sr-only\">&#8220;One-on-One Meeting Templates&#8221;<\/span><\/a><\/div>\n","protected":false},"author":10,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"limit_modified_date":"","last_modified_date":"","cybocfi_hide_featured_image":"","footnotes":""},"categories":[11,15],"tags":[],"class_list":["post-1552","post","type-post","status-publish","format-standard","hentry","category-onboarding","category-sales-management"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/posts\/1552"}],"collection":[{"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/comments?post=1552"}],"version-history":[{"count":0,"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/posts\/1552\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/media?parent=1552"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/categories?post=1552"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/tags?post=1552"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}