Sales Training Manager

Sales Training & Development Conduct regular training, refresher training, and coaching sessions for the sales team. Prepare structured training programs based on the team's current requirements and performance gaps. Train sales executives on: Sales process and SOPs Lead qualification Client communication Pitching and presentation Discovery/questioning techniques Objection handling Negotiation skills Follow-up methodology Closing techniques CRM/process compliance Conduct onboarding training for newly joined sales employees. Conduct refresher sessions whenever gaps or process deviations are identified. Sales Call Auditing Regularly audit sales calls to evaluate the quality and effectiveness of sales interactions. Review calls to identify: Communication gaps Incorrect information shared with clients Poor discovery/questioning Weak sales pitch Lack of product/service understanding Improper objection handling Missed sales opportunities Poor follow-up commitments Deviation from the defined sales process Closing and conversion issues Maintain a structured Sales Call Audit Scorecard for every audited employee. Performance Gap Identification The Sales Training Manager will analyse both call quality and sales performance to identify the root cause of underperformance. For example: Low Conversion → Call Audit → Identify Gap → Training/Coaching → Re-Audit → Measure Improvement The role should distinguish between: Knowledge gap Skill gap Process gap Communication gap Behavioural/performance gap Product/service understanding gap Individual Coaching & Corrective Training Provide one-on-one coaching to sales employees based on their audit findings. Share constructive feedback with employees and clearly explain areas requiring improvement. Conduct targeted re-training where required. Provide practical examples, role plays and mock calls to improve sales capability. Re-audit calls after training to determine whether the employee has implemented the feedback. Sales Performance Monitoring Monitor sales performance in coordination with the Sales Manager/Team Lead. Track whether training interventions are resulting in measurable improvement. Compare performance before and after training. Identify employees requiring additional coaching or performance intervention. Escalate recurring performance or process issues to management. Training Program Development Prepare monthly/quarterly training calendars based on: Call audit findings Sales performance Conversion ratios Feedback from Sales Managers Common employee mistakes Changes in products/services New sales processes Client objections Market requirements Training programs should be data-driven rather than generic. Reporting & Documentation Prepare and maintain regular reports including: Sales Call Audit Report Individual Performance Gap Report Training Attendance Report Training Effectiveness Report Employee-wise Improvement Report Monthly Training Report Re-training / Coaching Tracker Pre-training vs. post-training performance analysis Reports should clearly highlight: Employee → Gap Identified → Training Provided → Action Taken → Re-Audit → Improvement Status Training Effectiveness The responsibility does not end with conducting training. The Sales Training Manager must ensure that the training is implemented and reflected in actual performance. The process should be: Audit → Identify Gap → Train → Practice → Re-Audit → Monitor → Measure Improvement If there is no improvement after training, the concern should be highlighted to the relevant manager for further action.