D2D sales - Business Plan PDF

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ECO SOLAR SYSTEM Door to Door Business – Business Proposal

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Contents Overview............................................................................................................................................2 The Objective..................................................................................................................................2 The Opportunity..............................................................................................................................3 The Solution....................................................................................................................................3 The Proposal......................................................................................................................................4 Team Composition & Structure.........................................................................................................4 Team Roles.....................................................................................................................................4 Salient features of the Proposed Structure.........................................................................................6 Execution Strategy...........................................................................................................................7 Step 1: Setting team size and boundaries......................................................................................7 Step 2: Recruiting.........................................................................................................................7 Staff Training...............................................................................................................................9 Staff payment and incentive structure............................................................................................9 Performance Indicators for Team...................................................................................................9 Required Support...........................................................................................................................10 Direct Requirements...................................................................................................................10 Indirect Requirements.................................................................................................................10 Project timeline.................................................................................................................................12 Team Logistics..................................................................................................................................12 Areas to target..................................................................................................................................13 Most important things to do:..............................................................................................................13

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ECO SOLAR SERVICE PROPOSAL FOR D2D SALES TEAM For Re sidential, Commercial & R egional Areas of Victoria Residential, Regional

OVERVIEW Eco Solar Service is a trusted name in the Solar Energy sector, with a strong presence in Australia for over 10 years. We understand and appreciate the growing need and demand for alternative sources of energy, driven by a rise in the social consciousness of Australian public and companies. We also realize that switching to Solar from fossil fuel based energy sources is a difficult decision for people to make, owing to the lack of direct contact they have with industry experts and the capital investment required to set up a solar system. In the existing environment, there is a growing need not only raise awareness about the benefits of using Solar energy, but also to convert environmentally conscious individuals and companies to buyers. Therein, comes the role of direct marketing and sales, specifically, Door to Door sales. This document lays out a strategy and roll out plan for the launch of a Door to Door branch within the Eco Solar Service sales team.

The Objective Eco Solar Service can benefit greatly from Door to Door sales. In Australia, energy companies make up the major bulk of D2D market. It is a very competitive market. Having worked in the sector, I have identified that a Door to Door team will help us mitigate the following needs of the business:     

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The Opportunity Eco Solar Service is ideally placed to enter the Door to Door sales business. In Australia, most of the door to door business is centered around Energy companies. According to ACCC, over 50% of all energy sales are made through D2D. Door-to-door sales are regarded as the most effective channel for customer acquisition, especially since other potential sales channels have been restricted by legislation. In particular, the outbound telemarketing channel has been significantly restricted by the introduction of the Do Not Call Register. Door to Door Sales provides us with the following opportunities: 

It allows a new entrant retailer to build up a critical mass of customers in a relatively short period.



Door-to door sales enable particular groups of customers to be targeted unlike other sales and marketing approaches which are more blanket in their coverage. This enables us to focus on potentially more valuable customers or customers who may be more likely to make a sale.



Door-to-door sales require relatively low investment when compared to other sales channels, and hence they are appropriate for companies with relatively limited marketing budgets.



Research suggests that door-to-door sales result in consumers who are generally interested in the service finally making a decision to purchase; in other words, it triggers a final purchase decision and shortens the customer acquisition time

The Solution  Create a Door to Door Sales Team to operate in Commercial, Residential and Outback regions of Victoria  Conduct extensive but quick Sales Training o

Product and Service

o

Pitch

o

Compliance

o

Grooming

o

Problem Solving

o

Objection Handling

 Map out the territory and commence D2D sales.  Create a feasible feedback and CRM system to ensure customer retention and resolution of any sales related issues.

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THE PROPOSAL I propose that we begin with a small sales team and based on how they perform and grow, expand the size and scale of our operations. Based on the company directives, we also propose that the region of Victoria is categorized into Metro-Commercial, Metro-Residential, Regional-Commercial & RegionalResidential areas, and that we begin our project in Regional-Commercial areas as they remain largely untapped.

Composition Team Compos ition & Structure The D2D sales team would be led by Team Leader who reports to the Sales Manager. Working in coordination with the Team leader would be a 10 person strong sales team. The diagram below outlines the basic structure of the team.

Sales Manager Team Leader Team A

Team B

Team C

Team D

Team E

Roles Team R oles  Sales Manager o

The Sales Manager, in association with the business heads sets the direction for the team. This entails setting broad annual goals, overall sales strategy, compensation structure, etc.

o

Monitors the activity of the team by taking weekly reports from the Team leader.

o

Arbitrates any issues arising between the team and team leader.

o

Communicates the “Big Picture” to the team.

o

Ensures compliance from team.

o

Guides and motivates Team leader (s)

o

Signs off on all administrative issues

5 o

Signs off on all team expenses

o

Signs off on all marketing and training collateral.

 Team Leader o

Formulates the D2D team in conjunction with Sales Manager

o

Communicates company vision, strategy and objectives to the team.

o

Creates tactical goals (SMART) for the team.

o

Determines, in association with Sales Manager, which areas to target for Door Knocking

o

Conducts and manages sales trainings

o

Monitors compliance and behavior

o

Principal motivator and voice for the team.

o

Rotates team members and appraises their performance.

o

Pick/Drop team members from their patches

o

Looks after the hiring/firing decisions within the team in conjunction with Sales Manager

o

Troubleshoots issues within the sales team and/or technical issues with sales.

o

Has clear and defined lines of communication with the customer service, marketing and HR teams.

o

Devises incentive programs for approval from Sales Manager

o

Creates and consolidates sales reports, sales forecast and other reports for the Sales manager.

o

Builds new competencies within team members

o

Steps in to do D2D sales if/when required.

o

Works constantly to improve the morale of the team

o

Makes sure that the latest trends in the industry are known to the team, and keeps up to date with everything that may affect the D2D business.

o

Provides feedback to higher management regarding expansion/downsizing of team.

o

Ensures all team members have adequate marketing collateral and are 100% prepared when they step on the field.

 Team Members o

Primary Sales representatives who act as brand ambassadors for the company in addition to being salesmen.

6 o

Work in rotating teams whereby one member is marked as “senior consultant” and one is marked as “junior consultant”.

o

Responsible for conducting sales, forwarding costumer complaints to the responsible departments.

o

Act as KEY ACCOUNT MANAGERS for the clients they sign, as well as others that may be transferred to them.

o

Create basic sales reports and feedback reports

Salient feature e featuress of the Proposed Structur Structure Working in pairs o

At the beginning, I recommend that the six-member team be subdivided into rotating teams of two members each. Recent research into the door knocking business has revealed that working in pairs has a lot of benefits. Not only does it serve to make the potential client more agreeable, but it also helps build competencies within the team members as they feed off each other. It also has a direct and positive consequence on team morale and helps minimize time wastage.

o

As the team grows in confidence, we can do one of two things: 

Promote a junior consultant to a senior consultant and recruit a new junior member.



Allow high performing salesmen to work in an individual capacity.

From D2D salesmen to Key Account Managers o

Salesmen are more motivated to work when they feel empowered and are viewed as more than sales reps selling a product/service.

o

It is much easier to generate a sale from an existing customer than a new customer.

o

It is in the company’s best interest to build new competencies in its sales staff, ideally transforming them to Sales and Accounts Managers.

Clear lines of communication o

The proposed structure defines the communication lines within the team and facilitates and fosters a team atmosphere whereby all members are accounted for.

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Strategy Execution Str ategy Our execution strategy incorporates proven methodologies, qualified personnel, and a highly responsive approach to managing deliverables. Following is a description of our project methods, including how the project will be developed, a proposed timeline of events, and reasons for why we suggest developing the project as described.

Step 1: Setting team size and boundaries  We will limit the size of the team to 7 members in the beginning (6 salesmen and 1 team leader) in the development stage.  In terms of recruiting, we want to ideally hire a unique blend of experienced door knockers and socially conscious, enthusiastic and well-spoken professionals.

Step 2: Recruiting

Joining Final Decision is taken

HR shortlists profiles

Preliminary Interview with Sales Manager

Shortlisted candidates are called in for a second interview

Place Ad

The following job ad lays out the job description and competencies required to make the right hire:

Job title: Sales Consultant Reporting to: Sohaib Siddiqui (Team Lead, D2D Sales team) Salary: Fixed + Commission based. ($15/hour base + uncapped commissions) Qualification: N/A, experience in Sales preferred but not required Employment Type: Part Time & Casual

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Industry: Solar Energy Hours: We are looking for people who are willing to commit to a minimum of 20 hrs/week, and up to 35 hrs/week

Location: Melbourne (Selected candidates may be required to travel in-state. The company will take care of living and travelling costs during in-state trips)

Key responsibilities & duties You will work 4 days a week and will usually be paired with another team member. Our days start and end early! Approximately 80% of your time at work will be spent outdoors, and your primary duties will entail generating leads, setting appointments, making sales and building a network of relationships in your allotted areas. Duties of the role

Time spent

Competencies sought

Must have or optional (can be

Engage customers face-to-

70%

face and pitch to them Processing sales (intra and

15%

Objection Handling, Active Listening Good organizational skills and

Must have

attention to detail, Communication 10%

(Relationship Management) Data entry and database

train traine ed) Must have

Direct Selling, Conflict Management,

interdepartmental communication) Account Management

Public Speaking, Personal Selling,

Skills, Team orientated approach Scheduling, Relationship building,

Must have

talking over phone, email 5%

Excel database skills

Optional

management

About us : We are a well-established name in the Solar Energy sector looking to broaden our horizons even further. We are currently looking to hire driven, positive and vibrant individuals with a real talent for sales and customer relationship management for our sales team. Thoroughly committed to reducing Australia’s over reliance on Fossil Fuel based energy sources, we are seeking someone who is as driven as we are to changing the landscape of the Australian energy market for the better! Our company is growing and boasts a team of hungry and enthusiastic people. We have a shared vision and desire to bring about a revolution in the Australian Energy Market, and to make money doing so. If this is a vision you want to be a part of, apply away! Email us at x@y [email protected] .com

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Notes:  To make your resume stand out, please place equal emphasis on your qualifications and experience AND your personality.  Only shortlisted candidates will be contacted for an interview  Fluency in a foreign language is preferred, but not required.  Immediate Availability preferred  Females are highly encouraged to apply!

Staff Training Once the team is recruited, it is of utmost importance that they are trained effectively and efficiently in the following domains: 

Sales Training



Training on company policy and behavioral policies



Training on Industry Compliance and Ethics

These trainings will be conducted over the course of three days, with an online quiz marking the end of every training. Once the trainings are completed, the team members can then begin work. The trainings will be directed by the Sales Manager and conducted by the Team Leader. In the long run, a dedicated trainer will be required to train new hires.

Staff payment and incentive structure We need to establish a salary structure that:  

Rewards team members individually Incentivizes Sales



Values team performance over individual performance

Therefore, it is proposed that the salary structure should have:  

A Base Salary at hourly rate (suggested rate: $15/hr) A percentage of Sales OR a fixed amount of bonus per sale

 

If team achieves its monthly targets, every member gets a 10% performance bonus “Employee of the month” should receive a $150 monthly bonus.



Discounted Myki



The salary structure should be in accordance with company policy

Performance Indicators for Team The following performance indicators have been chosen:  

Sales Figures (50% weightage) Team Support (30%)



Punctuality (20%)

We will add more performance metrics as the team grows and develops further.

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Required Support To effective run and control this team, we require the following support from the company’s end. Some of the elements are directly consequential to team performance and others are important for the successful implementation of the project.

Direct Requirements Our sales staff will require:

Uniform The company will provide the following uniform to sales staff: 

Polo T-Shirt with Company logo

 

A blue, green or black jacket with Company log A staff ID card mentioning o

Name of Employee

o

Company Name

o

Employee ID

Marketing Collateral Our sales staff will need to carry some marketing collateral with it. 

Company Brochure and Welcome pack o



A small brochure that details the company’s profile, products and services offered, brands associated with it, testimonials from past clients and contact details

Privacy collectio collection n statement o

This is an essential one-page document that we need to provide (due to statutory reasons) all customers who share their information with us.



Contract/MOU o



We can do both paper sales and online sales and need to build an agreement document.

Gadgets o

We need to provide our team members with an I-Pad or Android tablet, loaded with MS suite and PDF versions of the marketing collateral.

Training space 

We require a small conference room that seats at least 16 people, equipped with a projector.

Petty Cash Budget 

A small petty cash budget must be allocated to TL to provide drinks and minor refreshments to team members to keep them motivated through the day.

Indirect Requirements After a careful analysis of the company’s online presence, I have concluded that we need to do the following to ensure ...