Black Sales Journal

I think you deserve to get paid!  Read this post, as well as the post at the bottom of the page to find out how.  Don’t get a new job and be regretful about the major reason that you are there….your money!

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On the 6/12 edition of Black Sales Journal we discussed “knowing the landscape” as you prepare to negotiate your salary for a new job (that post is at the bottom of this page).  The objective was to have all of the homework done so that a target can be achieved, and there is likelihood of success.

In this edition of Black Sales Journal, we will spend a little time dealing with the actual negotiations themselves.  This includes receiving and responding to an offer(s).  This is far from a science, and is probably best classified as an art.  The art of how to get what you need in a dignified manner, while maintaining the deportment necessary to keep respect.

Remember, if you are sales professional, it is not unlikely that your prospective employer expects you to do some negotiation.  They won’t be offended by it, yet it should be done correctly.

The Golden Rule – The One With the Most Options has the Most Power!

Power is important in negotiations.  It does not need to be displayed; yet it defines the activities that either side employs.  Knowledge is important as well.  That is why we spent time last week on being firmly aware of “the landscape”.  You would feel totally different about your current or past salary numbers if you knew what all of your colleagues were being paid.  You might be satisfied, happy, or dismayed, but probably would feel totally different.

Options are important.  When I mention options, I speak of viable alternatives to an action.  If you have five job offers, and all are in the field you want and have robust salary offers, you have an amazing number of options. No matter what you ask for from any one of these potential employers, you can be steadfast in getting a good deal.  You have five viable options, and you have “the juice” (power).

However, if your prospective employer has 5 candidates, and although they are not identical (of course they could not be), they each are strong and would make solid sales professionals.  The prospective employer, in this case, has the power.  They have options and will use their “superior” position to their advantage.

There is nothing nefarious about any of this; it is the use of options resulting in the position of power in a negotiating relationship.

Power for the Black Sales Professional

This is a sensitive subject, yet relevant.  As a Black sales professional can you transform what has historically been to a disadvantage to an advantage?  Can you take advantage of the relatively low number of proven Black sales professionals in your quest for this next job?  The answer is solid “maybe.”

Most larger operations are looking for accomplished Black sales professionals.  The numbers are just not that large, and accomplished Black Sales professionals are still a small subset of all accomplished sales professionals.  You won’t know enough about the organization, or the candidates you compete against to be able to use any gambits to enhance your positioning.  I suggest that if you are the best candidate in the competition, and negotiate well, then you have done all you can do to get the job.

Remember, as I have mentioned in Black Sales Journal on several instances, you are being made an offer by an individual, not a corporation.  Realize the importance of that statement.  Someone (the hiring manager) will make the decision, with the guidance of Human Resources and company guidelines as to what the range is.  You are trying to get the most out of that salary range from the negotiating manager.

Some Useful Techniques

These are simple, and can be remembered.  Always try to negotiate salary by itself, apart from all other work benefits.  It may not be possible, yet it is advisable.   The natural progression of the process is as follows:

Step 1. Evaluate the offer

Step 2. Give a suitable response (note below)

Step 3. Deliver a counter offer or receive a counter offer

Step 4. Make a decision

Here are some things that remember.

• Always remember what you stated as your salary expectation in your application process.  It can come back to haunt you.
• Know the landscape before the application process.  Use the tools and your intuition before giving a salary expectation.
• Give your salary expectation, as well as your discussions in the form of a range and use the term “…depending on the accompanying conditions and benefits.”  This allows you some flexibility.  Example: “I would expect between $60,000 and $75,000 depending on the nature of the bonus plan.”  The bonus plan represents a variable, and you don’t know enough about it, for the most part to be concrete.  This gives you the flexibility.
• Know the number you want!  Use your tools and experience to have that number.  Have a solid idea, but stay flexible.
• When the offer is made, always advise you will get back to them and mull it over.  This is an important decision.

As you evaluate the offer, and it comes up well short of your number, your response should be respectfully done.  I suggest: “I was hoping for a stronger salary number.”  Or you could say, “This is a wonderful opportunity, yet the salary number is disappointing.”  Now, here is where having options is important.  But, if you have no options, you should still say it.  If they don’t give up any of their negotiating room, you can still say, “I will take the job!”  Their answer would likely be either:

• We will take a look at it.
• This is the best we can do!
• What are you thinking about? Be realistic in your expectation.

One way or another, their objective will be to keep salary parity with other sales professionals.  If they started low, estimating that you will “come back”, you will get their final offer.  If they won’t negotiate, and it is a good offer, then you should accept.

Negotiating the “Other” Things

These items are easier, and more palpable.  Know what you want and ask early.  Get them to thinking about your needs.  If you will lose a car from you other job, they should know coming in that you are expecting a company vehicle, or an allowance.  Human Resources can help you with some of these items early on.  Ask them about the transportation and the benefit issues, and ask the hiring manager about other important work issues.

Remember, if you don’t have agreement before you say “yes”, you will have little chance of getting it in the end.

Also remember, your salary is not as important as your total compensation package.  Believe in yourself!

We welcome your comments.

Terminations – No one wants to think about it, yet it happens.  It does not end your quest to support your family and to move forward so think about it as what it is… a part of life.  How you handle it will be the key to what happens in your next position.

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Terminations happen in all occupations.  Most of what is said here in this journal applies to more than the sales profession, but the situation of a job not working out transcends sales as an occupation.

Once a termination does happen, your future is not terminated, just the relationship with that employer.  You will be seeking gainful employment in a sales position again, and your level of comfort dealing with the termination of employment from your last employer will certainly be tested, and sometimes spotlighted.

The question is simple:  Should you hide a termination from a prospective Employer?  The Answer is simple: No!

The Truth Will Set You Free

If you have read Black Sales Journal, you will remember one of my favorite suggestions:“Always tell the truth!” The key in this situation is not to focus on it.

Terminations happen and there is nothing pleasing about them.  What you don’t want to do is to relive bitterness and the trauma of a termination while you are in an interview looking for a fresh start.  One simple reason to tell the truth is that it is easier to remember.  The other is that you need to start this new relationship off on the firm footing of the truth.  In the world of sales professionals, many have had terminations for legitimate reasons, even though they endeavored to make it work.  Terminations do happen.

This is the information age and that gives prospective employers an ability to “uncover” you previous work history cheaply and fairly easy.  Note, that finding your history does not mean that a prospective employer would be uncovering the facts and details of what happened such as what your reasons for leaving.  Any hiring manager knows that a sales job followed by a prolonged absence of several months may well denote that a job action took place.

If you have been let go from your previous job because of performance issues, you need to be prepared to discuss reasonable reasons why you parted company.

Your resume needs to match up with any job history investigation that an employer can conduct.  The prospective employer checks this information through a service, such as Equifax,  or other services, and certainly with any on-line information that you might post such as LinkedIn.

Consistency eliminates questions and doubts.

What Should You Say?

There are sales jobs (and any other jobs) that just do not work out.  Your objective is to be able to tell the story in a cogent fashion.  There should be no accusations or disparaging remarks, but a clear story of why selling widgets for ABC Company in Columbus, Ohio did not work and resulted in you leaving after fifteen months.

Cover the issue of what the problem was.  Whether that was pricing, marketing support, sales support, a problematic territory, or a product that was inferior.  Do it in a professional manner, and always cite what actions you took to improve your fate.  If you do not have a solid and believable story, it may appear that you just cannot sell.

If you are a sales professional selling widgets and in your last job you were terminated because you did not meet your quota/goals, you need to own up to the fact that you were terminated.  I give below an example:

“I was let go because of not meeting the quarterly sales targets in two consecutive quarter.”  You can then give clarification of the most important issues (an example)… “I had difficulty meeting the goals as we promised delivery dates that were 4 weeks to a month longer than our other competitors.”

Places You Should Never Go!

You never want to go into an interview saying that your previous employer (or any employer you have had) is prejudice or discriminatory, even if you believe it to be true.   This is a sure way not to get a second interview and a possible hire.

The “well” will be poisoned if you make statements that allude to disparate treatment, as a prospective employer will immediately put themselves in the position of the previous employers.  Remember, they do not know you!

Instead, compliment the best aspects of the previous employer as difficult as it may seem.  If it is true a compliment such as: “There is no organization that does training like ABC Corporation”, shows your respect for the company.

.Additionally, there should be no disparaging comments about your previous manager.  You are on fair ground if you cite the fact that you did not have much support, but disparaging comments are out of bounds.

Compensate For the Weak Areas

If you have been terminated for not reaching goals, you will do well to have some support from your former co-workers.  You should get letters of recommendation citing your accomplishments.

We have covered before in Black Sales Journal, that you need to fully be prepared when you go to the interview including customer testimonials and all of your sales numbers.  Don’t share proprietary information which would jeopardize your past employer’s customers or information, but do be prepared to support your effort and accomplishments.  A customer testimonial helps to illustrate your affinity for customers and the sales process but you still may have some work to do to show that you effectively prospect.  Cover all of the bases and give yourself a chance to win.

You should provide good focus on your strong points and accomplishments as well as tout your specialties.  You need to be prepared to talk about your weak points that caused you the termination.  They may not apply to the new job, and thus lose relevance, but something like door-to-door prospecting might still be a part of the job, and you need to be prepared to show how you are going to change things.

Above all, you need to walk or run the road to continuous improvement, and be prepared to enunciate this also.  Your ability to tune-up your sales career (Black Sales Journal 8/15/2011 – Tuning Up Your Sales Career) may have some relevance to a prospective employer, but it is for you.

Thanks for reading, and your comments are always welcome