Does Your Sales Team Hate CRM? Make Them Love It In 3 Easy Steps
Choosing a CRM solution is a time-consuming and a tedious affair. Implementing it is another ball game and an equally complicated process. And, what makes business owners happy is to see how all the effort that was put in selecting and implementing the CRM has benefited the business. But, what if your employees abandon the CRM solution or fret about it all the time. This sounds like a nightmare but then this happens all the time.
It is not difficult to do a root cause analysis (RCA) and understand why your team absolutely loathes the CRM solution. The revelations of the RCA mostly revolve around a few primary reasons. It is not difficult to take care of these problems but yes being informed about them at the right time can save a lot of effort and time that you might end up spending on it at a later stage. This blog centers around the primary reasons that demotivate your sales team to use the selected CRM solution and also the ways that you can motivate them.
The Problem—Watch the Prefixes
Uninvolved: The most common reason why teams fail to embrace the CRM solution is that they are often uninvolved in the whole process. The teams are informed about a CRM solution at a level when they are supposed to start working on it right away. At this stage, the teams face the same challenges that pertain to change management. Sales representatives at times feel that the chosen solution is not helping them in any way and therefore, they might choose to ignore the CRM.
Unequipped: Sometimes, the chosen CRM solution is good but the teams might require a training to get used to it because the solution might be complicated or the transition from existing solution to the chosen one is difficult. The teams feel that it is too much of a task to work on the CRM solution and refuse to incorporate it in their daily routine.
Misinterpreted: A company’s intention in adopting a new solution is to make work easy and to derive maximum benefit from the solution. But, employees might view the new system as a tool for micromanagement where supervisor can keep an eye on everything. At times, the team might end up thinking that the solution is being imposed on them making them reluctant to work on that.
The Solution—Get Rid of the Prefixes
Involve: This is a simple solution. Involve your team in the CRM selection process and if that is not possible that at least interact with them and keep them informed about the progress, selection criteria, etc. This will make them be a part of the change that is about to be implemented and help the team be mentally prepared to handle a change that will affect their routine work.
Equip: This should not be a difficult thing to do. If employees are not willing to adopt the new system because they need any special training, then arrange for a few sessions to make the employees confident about the system. You can always connect with your CRM service provider for arranging the necessary trainings. This also involved providing them the necessary hardware and Software to make their work easy. For example, if your sales team in on the move constantly, then consider mobile CRM solutions like Microsoft Dynamics CRM Development.
Interpret: This point suggests that employees’ reluctance to adopt a CRM should not be interpreted as a change management issue naturally. The intent should be to communicate with them understand the grievance and work toward helping them in transitioning. For example, if employees feel that micromanagement is the concern, then communicate with them to convey the actual intent rather than letting the interpretation prevail.
As a company, you would already have experts dealing in solutions like Microsoft Dynamics CRM India implementing and taking care of the CRM initiative. But, as a manager, you need to communicate with your team and act as a facilitator to keep your team motivated by complying with the company initiative. Effective performance of a team relies on the motivation level as well and therefore it is important to keep them involved by informing them about the happenings and also equipping them to handle the changes.