You are at the social hour of a business function and during the cocktail hour, and another sales professional takes an opportunity to give you, your manager, and the other individuals in your conversation group his “two cents”:

“I believe that this thing with Black athletes in the NBA is sickening. They are selfish tattooed animals that make money from bouncing a ball and shooting it into a basket.”

You might not even like the NBA, but you immediately feel your temperature increasing because it was an overtly racist statement.  Statements like this do happen, and are not only offensive but also very revealing about the one who speaks them.

How should you react?  What actions should you take?  Are you in jeopardy when you make a complaint?  We will examine these issues in this post as you have probably heard comments that are offensive more than once.

Measured Reactions When it Comes from “the Side”

What do you do when these comments come from a coworker?  That is why I am referring to it as “the side” as opposed to “from the top” which would be management.

This may sound like a pretty simple question, yet it should be discussed.  Above is an example of an overt racist comment.  He specifically noted Black NBA athletes in his comments, and made a blanket statement about a league which is approximately 80% to 82% Black with an average annual income of $2.4M.  Regardless of his reasoning, he said it.  Additionally, whether he was right or wrong, the statement should not have been made.

Statements like this are “baiting” and designed to get you to move to the defense. In some situations they are clear indications that they forgot who was in the audience.  I aver that regardless of the reason, our response should be a simple and demonstrative as what I will describe shortly.

I certainly believe that any comment that disparages race, ethnicity, gender, sexual orientation, or religion affiliation should be met with an immediate response.  Whether they are veiled or not, you have the right to remove yourself from that conversation, and by doing so you will send a clear signal to the individual and the rest of the group that you are a professional.

At the first utterance, my suggestion is to not legitimize the comment by engaging in conversation or argument.  Comments like this are offensive and designed to get a reaction.   Having a discussion or even a moment of argument about it gives them what they want.  Even if you are incensed, I urge you not to legitimize it, but to take the following actions after the comment:

Think about the comment briefly and if it is racist, or darn close to it then I suggest you state one of the following, or something you have crafted for this type of occasion:

• “I have no desire to discuss this issue”, then exit the conversation.
• “I will not legitimize your comments with discussion or my presence”, then exit the conversation.
• “I am as surprised that you have views like that and even more surprised that you would be insensitive enough to state them.  You will excuse me?”

Everyone in the group will know why you exited the conversation.  As a matter of fact this will give you a good chance to see how many of those individuals you work, including those you consider friends, have the intestinal fortitude (guts) to do the same thing.  These types of comments have no place in a work setting, and you cannot be selective about which ones to listen to, they need to all be met with the same response.

When someone makes comments like this in your presence, you can imagine what they say when you are not present.  Remember, you probably have the right to “go off” about the issue.  The problem is that you don’t want to give someone the power to be able to “push that button. “   They have shown their ignorance; now your demonstration of the fact that you will not listen to that garbage puts that individual’s action, as well as the actions of others that you work with in the spotlight.  Will they listen to these disparaging comments?  Will they partake of this type of racism (or sexism, or religious intolerance)?

If It Happens Again…

You must remember that everyone that you work with is not your friend.  You should show respect initially, yet that can change if they continually abuse it.  Note that if there is a second instance, then a discussion with Human Resources should be the action taken.

Any discussion with HR should be factual and clearly state the your objection to the comments as well as who was present as witness to the comments.   This is not “tattling” it is working to correct a wrong.  We know that sales people sometimes push the “envelope” in their comments and views.  Regardless, this type of scenario is unacceptable.  It should be clearly discussed that this is not the first time, and the date and time, and witnesses to the initial comment.  If you are truthful about what has happened you should not create any jeopardy for your job in this action.

I have seen jobs endangered, and terminated for comments that disparage racial groups, genders, and other items.  Your comfort should come in that you had the courage to speak up because chances are this is not the first time that a disparaging comment was made.

A Calculated Response when it Comes From the Top

The next post Thursday, August 24 will clearly examine what happens if the comment comes from your manager, another senior manager, or another company executive.

We hope you will be joining us for the Thursday post as well – Dealing With Improper Remarks From Managers.

We appreciate your comments.

Click here for an important note about Black Sales Journal!

There should be no negative implications for a topic like this.  We attempt to manage time, territories, expenses, production, and performance outcomes as a natural course in our jobs.  I would hope that understanding how to “manage” your sales manager would be just as important.

“Managing” your sales manager involves important issues such as training, performance evaluations, potential merit increases, territory allocations, participation in sales calls, and the allocation of valuable resources such as prospect distribution, house accounts, and major accounts.

This is not anything nefarious, yet is respectfully making sure that you get the attention you need, and in some cases the space you need to do your job to the fullest.  It also would be designed to give you resources you need in a competitive atmosphere to be the premier sales professional in your unit.

As a Black sales professional, you are quite visible.  You need to be calculated in your performance, and how you frame that performance.  Your manager should be active with you as well as an observer in your performance and work activities.

Relationships

The most important relationship you have at your job is the one you have with your manager.  Your ability to ask questions, seek assistance, and suggest improvements should be natural.  Likewise, your ability to get feedback, accept criticism, and be generally evaluated should be a given.

This relationship is a give and take.  He or she is still the boss, and you have expectations of each other.  You need to work at this relationship if you are not the premier performer.  The premier performer has his/her results to support the relationship.  Until you get to that status, you need the manager a little more.

‘Fair Game’ Tactics

Here are some ways to effectively manage your sales manager:

Communicate Upward – Keep your sales manager knowledgeable of your activities, and the status of major clients and prospects.  Your managers should always be kept abreast.  Sales managers communicate upward to their managers regarding major prospects and clients, sales projections, and goal attainment.  The last things they want are surprises.  By communicating these things frequently, it will keep them from making projections and claims that cannot be met.

Request Assistance and Sales Manager Presence – Request your sales manager’s help for profile and difficult prospect/clients.  Remember, you will be in the boat by yourself to get the attention or negative attention depending on the results.  Sharing the attention when you win is better than ending up with the sole negative attention “spotlight” if you blow it.  You can more easily manage your sales manager if you make him or her look good.  Have the sales manager attend calls that you need help on, but also calls that put you in a good light.   You can choose calls that display the strength of your relationships, showcase your strong technical abilities, and calls that reveal your technical sales ability.

Be The Expert on You – Your manager can have as many as 12 direct reports, and the responsibility for getting results from them, and a particular territory.  He cannot possibly know you, your accomplishments, and your strengths, the way you want.  It is easier for the focus to be on your weaknesses.  You must be the expert on you!  Know the following:

• Your goals vs. current production
• Your upcoming prospects and their status
• Know your ratios (prospected to quoted, quoted to sold, etc See Black Sales Journal 2/28 – How Many Prospects Do I Really Need? for some specifics)
• Know as best you can your status versus the other sales professionals

Know Your Sales Manager – Knowing as much as you can know about your manager without being invasive is good business.  It will help you understand the motivations and better be able to answer questions and complete tasks.  Know where your manager went to school and the composition of his/her family.  Know his/her previous jobs, and what motivations are present.  A sales manager who was formerly a financial person may have a focus on the numbers and metrics, and you should know this.  The more you know, the better off you are.  Know the background and feel comfortable discussing it with him/her.  You will notice that the manager will be flattered.  Information from Linked-In, or your company’s website can help you here.  You may even use Google for this purpose.

Volunteer with a Purpose – Every manager needs some help, and you should be prepared to give some assistance and learn in the process when it benefits you.  I certainly am not suggesting that you be ‘oily’ and kiss “you know what”, yet when you can add something you should step-up.  Those that don’t step-up will probably get the items they would not have chosen.

Always be Prepared – Repeat after me “I will never go into a meeting with my sales manager and be unprepared!”  This is important.  When you go in to any meeting with this most important relationship you have at that company, you should go in with a solid agenda.  No rambling and no scrambling but a meeting with a purpose that you requested and are in control of. Have your questions written down, and stick to your appointment time.  Your manager will realize your efficiency and effectiveness.

Always Perform

Here is where you start to make the distinction between you and your counterparts.  To be most effective at this, you need to consistently produce sales results.  It is a given that you need to be in good standing, yet it always helps to be exceeding goals and be a sales leader.

If you do this, you will be “shining” the light on yourself.  This type of self-promotion is totally ‘legal’.  Make sure your managers sees what is necessary and knows your value.  This is something that you can do without seeming like a “weasel”.

‘Manage” this relationship wisely.  It can make a difference in your compensation and your future.

We appreciate your comments.