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Here are some of the key aspects you need to look into. ” Ensure Quality Training : When you spot any mistakes in messaging, objection handling, or how to react to competitors, there should be someone training the SDR, and the training should be good. How many people actually listened to your calls, what were their objections?
And of course, a strong sales comp plan needs to motivate reps to hit goals that grow the company while still maintaining a profitmargin. This could be anywhere from a first SDR job focused on inbound, to a senior SDR calling on key accounts with 1-4 years of experience. The Process for Creating a Sales Compensation Plan.
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