“Poor companies, companies that do not hire effectively, place greater weight on the specific experience, that the person has been there and done that before, and they stray away from the leading indicators of whether or not that person is going to be a successful employee.”Andrew LaCivita, internationally-recognized recruiter, career coach, speaker, and author.
They aren’t “kids”. Some have kids of their own who are in college.
They aren’t actually “entitled”. Many of them had to suffer the worst recession in generations while they were just getting started, and they thrived at it. They took all the jobs you wouldn’t. Waiting tables, pouring coffee, bagging groceries, mowing lawns, many times being paid by folks living off their 401k or unemployment. They paid their dues.
They aren’t “new in their careers”. That 14-year old at Starbucks 20 years ago is 34 now, after gaining a decade of experience in customer service, cash management, personnel management, and operations while putting themselves through college.
Many have one or more college degrees and decades of work history.
Many are CEOs and executives at multi-million dollar companies.
A handful are running unicorn startups.
Others rode the cryptocurrency, Amazon pro seller, “influencer”, or online business/fitness/marketing guru/coach/podcaster waves to riches.
They are no different than you or me. They want to be happy, have a fulfilling career, and do great things.
The sooner you recognize this, the sooner you’ll realize the positive impacts of everything they bring to the table.
If you’re in Revenue Operations the chances are high that you wear fifty different hats. Fifty might be an understatement.
Before you lose your marbles and hit burn out, how can you go about asking for more people resources? The good news is you can make this a math problem.
By how much do you impact productivity and revenue? That’s X. If X is net +1 sales executive or more, you’re already paying for yourself.
Next, how much additional productivity-impacting work is on your plate? If it’s 100%, meaning you’ve got twice the work ahead of you than you’ll ever be able to output, a second “you” also pays for herself.
The articles below go into more detail and helped equip us to double the size of our team at Zerto.
Dominique’s formula for Sales Ops hiring is simple: you expand the team each time the aggregate productivity gain (%) of the number of quota carrying reps (#) is greater than or equal to 100%.
As Dominique writes, “if you’re delivering a 20% boost in productivity, and you have a 10 person team, then hiring another Sales Ops pro would give you a 2 FTE equivalent boost in productivity, meaning that you probably should have hired them a while ago.”
#2 “The Right Ratio of Sales Ops to Salespeople“, by the fantastic team at SellingBrew.
#3 “In the Best Sales Teams, About Half of the People Are in Support Roles“, by a team of sales pros turned partners at McKinsey.