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Change is like a new recipe: for a dish to be successful, you need the right ingredients, follow the steps, and avoid a few common pitfalls. Are you about to modify your sales organization? Here are the 3 main mistakes to avoid and our tips to ensure a smooth transition.
1. Not involving your team in the process 💔
🤔 Why this is a mistake
Golden rule number 1: always involve the team! The sales organization isn’t just about management or leadership. Your salespeople are your eyes and ears on the ground. They interact with your customers, they know the cool and not-so-cool things about your system, and they offer a valuable, everyday perspective on the inner workings of your company.
If you decide to overhaul everything without letting them have a say, expect some disapproving looks and maybe even a few small rebellions. Yes, just like in the movies.
📚 The importance of feedback
Involving your employees in the process also means valuing their feedback. It’s a way to show them that they are an essential part of your company. You might be surprised by the innovative ideas they can bring!
🚀 What to do instead
Nothing could be simpler: get together, chat, and put ideas on the table. Tools like Trello can help you collect brilliant feedback in real time.
This project management platform, based on boards and cards, can be particularly effective. Create a board dedicated to the sales reorganization and add lists for each step or discussion topic.
Team members can in turn add cards with:
- Their ideas;
- their feedback;
- their concerns.
These cards can be commented on, enriched, or moved, thus facilitating collaboration and real-time feedback collection. It’s THE visual and interactive way to keep everyone on the same page and show that their opinions are not only heard, but also taken into account.
And don’t forget to show that their perspective on the sales organizational change really matters by acting on their feedback!
🎉 Imagine this: by organizing participatory workshops, you discover that most of your salespeople find your reporting tool as complex as making a cheese soufflé! By taking this feedback to heart and simplifying the tool, not only do you boost your team’s motivation, but you also improve the quality and accuracy of their reports. A win-win situation!
2. Neglecting training and support
🤔 Why this is a mistake
Every change, whether small or monumental, requires a certain level of adaptation. Imagine moving to a new city without a map or GPS: it’s disorienting, isn’t it? Similarly, introducing a new system, a CRM or a new structure without properly training your team is like throwing them into the unknown.
📚 The importance of good support
Good support goes beyond a simple training session. It means tracking your team’s progress, making adjustments along the way, and continuously supporting them. Remember: the success of a new organization largely depends on your salespeople’s ability to adapt.
🌟 Alto to the rescue! With , transform your sales team’s training into a gamified experience. Not only can you create tailored training programs, but you can also integrate them into your favorite tools.
In just a few minutes, assign your teams, notify them, follow up with them, and most importantly, measure their progress in real time. Thanks to the detailed reports provided by Alto, identify the skills that are posing problems for your team and act with precise data.
🚀 What to do instead
Beyond using innovative tools to reinforce your team’s learning, consider creating a human dynamic at the heart of your teams. How? By setting up moments for exchange and by valuing your internal leaders.
Schedule Q&A sessions, ideally weekly at first, to answer all questions. You’ll soon notice that over time, these Q&A meetings become less frequent—a sign that adaptation is well under way.
And to top it all off, why not identify and train change ambassadors? Identify those who are most receptive, who have strong communication skills and a good level of technical expertise. They will be your field ambassadors and will embody the new dynamic!
3. Not anticipating resistance to change 🌊
🤔 Why this is a mistake
Change means stepping out of your comfort zone, and as we all know, human beings are creatures of habit. Even if a change is beneficial in the long run, it can generate short-term fears and concerns. If you don’t take these natural resistances and feelings into account, you risk ending up with a demoralized, even hostile, team.
📚 The importance of the psychology of change
Understanding the psychology of change can give you a definite advantage. For example, the Kübler-Ross model outlines the different emotional stages people go through when faced with change:
- Denial – The initial reaction is a refusal to believe in the change: “This can’t be happening, there must be a mistake!” Information is blocked or even ignored at this stage.
- Anger – As the change imposes itself, frustration and anger can arise: “Why now?”
- Bargaining – This is the phase where one tries to find a way to avoid or delay the change: “Maybe if we did this or that, we could avoid this situation!”
- Depression – Once the change is here, a sense of resignation may set in: “How am I going to handle this?”
- Acceptance – The new reality is embraced, and teams learn to work differently: “I’m going to learn how to work with it.”
By acknowledging these stages, you can better support your team through them.
🚀 What to do instead
Come on, let’s lay all our cards on the table from the very start! Be transparent about the reasons for change, its benefits, but also its challenges. Use a straightforward message like: “Our organization is taking a new turn. We want you to be the first to know. Feel free to share your concerns or suggestions – we’re all in the same boat.”
Schedule casual meetups where everyone can express their fears or suggestions. And finally, be flexible. A little secret between us: if you sense something isn’t working, be ready to adjust course.
📌 Tip: organize "change coffees". The idea is to create a relaxed atmosphere, far from formal meeting rooms and PowerPoint presentations. These informal gatherings are held in a friendly space (a break room, a coffee corner, or even off-site at a real café!).
The goal: to allow everyone, coffee cup in hand, to join a free discussion about the company’s evolutions or transformations. You will be able to gather valuable field feedback and defuse tensions or concerns.
Every sales organizational change is an opportunity to learn, adapt, and grow. With the right approach and by avoiding these common pitfalls, your organization is on the path to success. Stay tuned, be proactive, and above all, remember that every step is progress toward your final goal.
Safe travels!
