What do you do if your sales team is disengaged during times of change or uncertainty in Sales Development?

I've always said that change isn't hard, but it's adapting to the change. Time changes, seasons change, days change but we aren't always comfortable that the change is coming. Knowing that the change will be taking place, as leaders/managers we should prepare touch points prior to the change to make sure we are showing support to our teams due to the change that is coming. During your assessment, it should come out as solution based.

No solo debe haber claridad en el mensaje, deben existir espacios formales de comunicación y de retroalimentación; lastimosamente el inmediatismo del mundo actual, nos ha llevado a un espacio de hiper-conectividad, mandamos chats, emails y memes todo el día a los vendedores, pero no transmitimos los mensajes con la claridad y profundidad que se requiere. Tener un chat con los vendedores no es la solución para la comunicación, es una herramienta valiosa, pero no reemplaza un "management system", con reuniones grupales e individuales, de feedback, retroalimentación y coaching.

Thoroughly explain the change that is coming and then have a plan follow a detailed follow up. For example: - Understand the change, practice communicating the change - Delivery the message of change to your team - Schedule individual team member meetings - Rollout change - Follow up individual team member meeting access impact and creating a solution surrounding the change and involvement etc...

This is critical. There will always be change and distractions. But an effective leader gets their team through that by keeping everyone engaged with the ultimate purpose.

After accessing the feedback, reinforce the vision of the change and make sure the change is clearly connecting to career path and overall job performance impact!

If possible, the best support might be working hand in hand with your team to offer up the proper support. What part of the change doesn't work for the team? - Have you tried to understand how it affects their day to day by doing the job their doing? In your support, you should provide follow up to the questions and concerns. If a team member is stating an issue and your writing it down to take back to someone else, you should offer up clear feedback and follow up dates to ensure to your team you're providing great support! - "Thanks for this feedback! I'll be meeting with "..." on Wednesday about this matter and I'll make sure to follow up with the group by Friday before noon."

The transition of change is hard. Adapting to it takes a ton of effort. Even if a member (employee) isn't completely successful in whatever the change maybe, congratulate them on their effort to encourage them t continue and to encourage the rest of the team to continue to embrace said change.

Es crucial abordar la desconexión del equipo con un enfoque estratégico y comprensivo. Proporciona comunicación clara y transparente sobre los cambios y las expectativas. Brinda contexto y explicaciones detalladas para ayudar al equipo a comprender la razón detrás de los cambios. Reafirma la visión y los objetivos a largo plazo del equipo. Ayuda a los miembros del equipo a comprender cómo sus roles individuales contribuyen al éxito general y cómo los cambios actuales están alineados con esa visión compartida. Reconoce y valora la dedicación del equipo durante tiempos difíciles. Celebra los logros, por pequeños que sean, y brinda apoyo y reconocimiento a aquellos que están demostrando resiliencia y adaptabilidad.