A candid look at sales team dynamics, leadership challenges, and practical solutions for business growth

The Elephant in the Room

Let's get real for a moment. Here's something many CEOs think but rarely say out loud:

"Honestly, I'm not a fan of salespeople. They're prima donnas. Overpaid. Demanding. Sometimes sloppy. Not team players. Full of drama. Honestly, if I could do without them, I would."

Sound familiar? While this might be an extreme view, the underlying frustration is more common than we'd like to admit. And it's costing companies millions in lost revenue and missed opportunities.

The Common Complaints

In my work with executive leadership, I frequently hear variations of these grievances:

• "They're not reaching C-level buyers"

• "They aren't hunters"

• "They never use the CRM system we invested in"

• "We're bleeding money on underperformers"

• "They ask too few questions and just push product"

• "Their paperwork is sloppy"

• "I can't count on them"

• "Sometimes it feels like I'm their babysitter"

• "They're overpaid"

These aren't just gripes, they're red flags signaling deeper organizational issues.

The Reality Behind the Frustration

Recent data tells us something interesting: Sales reps spend only 28% of their week actually selling [hs]. The rest gets consumed by administrative tasks, meetings, and CRM updates. Is it any wonder productivity suffers?

A Cautionary Tale: When Process Trumps Performance

Here's a story that illustrates the real cost of misaligned priorities:

I knew a top producer who was simply slow to embrace technology. He outperformed 90% of the sales organization but became "dispensable" because he wasn't in the CRM enough. When he left for a competitor, it took three new hires to try to match his production numbers — and they still couldn't close the gap.

Breaking Down the Challenges: A Solution-Focused Approach

1. Not Reaching C-Level

The Reality: Many reps lack the training or confidence for executive conversations The Fix: Invest in executive-level sales training and mentorship programs

2. The "Hunter" Problem

The Reality: Compensation plans often inadvertently reward farming over hunting The Fix: Redesign comp structures to prioritize new business acquisition

3. CRM Adoption

The Reality: It takes most teams 3+ months for reps to fully adopt a new CRM [cso] The Fix:

• Simplify required fields

• Gamify the experience

• Show direct correlation to commission

• Provide consistent training support

4. The Hiring Challenge

The Reality: Sometimes the biggest sale a rep makes is getting the job The Fix:

• Implement thorough assessment tools

• Request detailed 90-day plans

• Act quickly when red flags appear

5. The Administrative Burden

The Reality: Top performers often struggle with paperwork The Fix: Streamline processes and provide administrative support where needed

Leadership's Role in the Solution

The path forward requires a shift in perspective and approach:

1. Clarity - Define what success looks like

2. Compensation - Align rewards with desired behaviors

3. Coaching - Provide consistent guidance and support

4. Culture - Build trust and accountability

The Path Forward

Remember: Great salespeople are creative, scrappy, and quick to find the path of least resistance to income. These same traits that can frustrate leadership are often what make them successful at bringing in revenue.

Final Thoughts

For every sales challenge you've experienced, there is a solution. The question isn't whether salespeople are worth the effort, it's whether your sales leadership strategy truly sets them (and your business) up to win long-term.