Task Culture

Task Culture

Salespeople have it rough. We have to take products we didn’t invent, services we don’t completely understand, and ideas that are not our own, and convince people it is the best thing to buy in that category. Oh…and we have to do it while reading a script we didn’t write. Also, in an environment with other people, who would love nothing more than to have a little piece of the commission if it means less work for them.

 

With all this going on, who has the desire to be in sales?

 

Many people maintain a sales job from year to year, and even more look to enter this difficult but profitable industry if they can find the right fit for them. Companies are always competing to win employee favor with SPIFs, comfy furniture, cool perks and benefits, and really anything else they can add to the plate for a prospective representative. Most of these things are designed to do nothing more than distract you from one fact; that your actual job sucks and is the least desirable part of coming to work. Task culture looks at the individual way you feel about the tasks you have to perform in the day-to-day functions of your job. It can be a breaking point for many, but they aren’t aware it has a presence in everything they do on the job. I want to urge you to look for these top four culture triggers:

 

  • Not filling the workspace with culture, but the work itself:
    • You should be excited to do your work or you will look for any reason to leave the culture for something you prefer to do.
  • Diversifying what you can do and what you know:
    • Finding tasks that you have to complete in your work that aren’t one dimensional is a key factor to happiness. Making 100 cold calls a day is one dimensional. Making sales calls, building proposals, working with finance and fulfillment all have perks that make you better as a person. Look for this flexibility.
  • Can you say what you want about the culture:
    • Establishing a company culture is difficult and should be protected once it is acknowledged. The last thing that company should do is limit the growth or forming of that culture through employee reputation. Allowing this to grow as your organization does may give you more to watch and manage as a owner or high level manager. However, the alternative is a stale business that grows out of need only, never innovation.
  • Lastly, decide your breaking point:
    • Knowing what you are willing to live through, and what is too much, can help you from adopting a culture you don’t fit into as well as you could other places. Check in with yourself from time to time to decide what you need, and if you can’t change it, someone else is looking for exactly you.

 

Good luck finding what works best for you!

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