Quality TM's22 Oct 2019 07:38
I am more than a little puzzled by the appalling progress made by our TM's.
Many post suggest that there is a difficulty getting the right kind of staff on board, that if we had, we would be in a more positive position. I cast my mind back to the time three or four months ago when we decided that the time had arrive to employ ten TM's and go for a national roll out. Once the procedure was put into place and applications for the vacancies arrived I distinctly recall that a tweet was issued to inform us that the company had received over one thousand applications for the ten positions. Further, the company told us that the quality of the applicants was high and included a top man from a company in a similar marketplace.
I am afraid I find it completely implausible that we were, from so many high quality applicants unable to find ten, 1% of applications, capable of selling the concept and producing "hyper growth" for the company. Given that we have missed our targets with absolutely abysmal results, I wonder if there is any point in firing and replacing sales staff. After all if from so many applicants we cannot employ capable persons what chance of finding replacements. Very little I would suggest!!
It is very clear that those responsible for the final selection process are not up to the task and therefore cannot be relied upon to find replacements. Further the induction and training programme has been hopelessly inadequate as evidenced by results.
If we are to make any progress we need to get rid of those who are not able to train TM's and give them a coherent presentation which gives them the tools and confidence to achieve positive results. Failure to do this will result in the eventual demise of Bigdish.
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