Turning Rough Diamonds into Sales Gems: How to Develop Junior Salespeople
Hey Friends,
I'm not sure you know this, but I was rough and unprepared as a salesperson.
I realised how much I loved selling and (yet) how unprepared I was when I landed my first job at LinkedIn EMEA HQ in Dublin.
I was surrounded by gifted minds, top graduates from elite schools, and people exposed to success in various ways.
On the other side was me - a rough young boy who wanted to be great at sales.
I felt inadequate most of the time, but I kept going.
I started learning and upskilling, reading books, taking courses and certifications, and asking top performers to walk me through their processes.
Most importantly, I surrounded myself with incredible people.
I started friendships with people who were better than me to enjoy their company and learn from them.
I worked with my managers to fill my skills gap and play my strengths.
And suddenly, I started getting better.
I wasn't born good, and I wasn't exposed to sales greatness or shiny universities, but I learned day by day.
This experience has taught me something essential: Sales skills are teachable.
Fast forward 15 years later, I love working with people who are like I was for multiple reasons:
They are more affordable, and there is less competition for the talent.
They learned the hard way and are more resilient.
They are committed, and ultimately they play better within a team.
But they are not easy to identify, grow and manage.
It's not easy to turn a rough diamond into a sales gem.
That's why, based on my experience and after many years of leadership, I'd like to give you a simple and practical framework for working with junior and rough salespeople. Just like me.
Step: 1 Identifying The Rough Diamonds
The first step in managing junior and inexperienced salespeople is recognising their potential.
These individuals may lack polish and experience but have the raw traits essential for success - enthusiasm, resilience, and a willingness to learn.
When I look at new hires, I don't just see their resumes or educational backgrounds. I see their energy, eagerness, and hunger to grow. Make sure to have a recruitment process wired for that that doesn't disqualify based on bias or logos on a resume.
Make it open to anyone.
Step 2. Build Training and Development Plans
Consider that these people have had limited sales training. Once you've identified your rough diamonds, the next step is to invest in their development.
This can include everything from understanding your product and market to mastering the art of cold calling and closing deals.
One practical approach is to create a structured onboarding process when new employees join your company (see this article on creating stellar onboarding).
Pair them with a buddy who has been through the trenches and can offer insights and advice.
Step 3. Building a Collaborative Culture
Sales can be a competitive field, but fostering a collaborative culture can significantly improve the development of junior team members.
Encourage experienced salespeople to share their knowledge and strategies.
Promote a place where team members celebrate each other's successes and support each other through challenges.
This boosts morale and creates a sense of belonging, making new hires feel more integrated and motivated to contribute to the team's goals.
Step 4. Setting Clear Goals and Expectations
Clarity is crucial when managing junior salespeople. They are, by definition, unstructured and tend to get caught in the weeds.
Set clear, achievable goals that provide direction and motivation.
Break down larger objectives into smaller, manageable tasks that allow them to track their progress and celebrate small wins.
Make sure they understand the key performance indicators (KPIs) and what success looks like in their role.
Providing a roadmap helps them stay focused and aligned with the company's objectives, giving them a sense of purpose and direction.
Step 5. Celebrate and Reward
Most of the time, these personalities need positive reinforcement.
They also need to be recognised and acknowledged for making progress.
Acknowledge their hard work and progress, even if they haven't reached top performance levels.
Celebrate their achievements, no matter how small, and provide incentives encouraging them to keep pushing forward.
Rewards can take various forms - bonuses, public recognition, professional development opportunities, or even a simple thank-you note. The key is to make them feel valued and appreciated for their contributions.
Summary
Transforming rough diamonds into polished sales professionals requires patience, dedication, and a well-structured approach.
I wouldn't be here if those LinkedIn managers had not bet on me and if LinkedIn had not created the environment of trust, learning, and competitiveness that helped me grow.
But I also worked my way up, running more than others to beat those more talented.
Build a competitive yet compassionate place where people learn, grow, and fall together.
Your team will thank you.
Your leadership will thank you.
Your revenue goal will thank you.
But most importantly, you have potentially changed the life of an individual who wasn't born with everything ready.
You gave them a chance, and they will be grateful for life.
Thanks for reading this far. See you all next week!
