Marketing Report: Sales Team Job Description and Strategies

This marketing report provides a comprehensive analysis of a sales team, focusing on their job description, organizational structure, and strategies. The report begins with a formal job description for the new sales team, outlining essential and desired skills, as well as required qualifications. An organizational chart is included, visually representing the eight sales representatives and their roles. Furthermore, the report features an email drafted to the Vice President of Sales and Marketing, discussing strategies for motivating the new sales team. Supporting paragraphs are provided to explain each component of the analysis, emphasizing the importance of strategic prospecting, rapport building, and active listening. The rationale behind the analysis is to identify ways to guide International Herb Express (IHE) to become a leading spice and herb supplier. The report concludes with a bibliography of relevant sources.

Running head: MARKETING
Marketing
Name of the Student
Name of the University
Author Note

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Table of Contents
The formal job description for the new sales team....................................................................2
An organisational chart highlighting the 8 sales representatives...............................................4
An email to the Vice President of Sales and Marketing............................................................4
Supporting paragraphs used to explain each piece....................................................................5
Bibliography...............................................................................................................................7

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The formal job description for the new sales team
The job description for the new sales team includes identification of top, new
potential customers and to provide education to the team for conducting proper marketing
and sales. The goal of the team is to ensure that 10% increase of the current customer base is
made within a year. For this reason, it is necessary that the 8 member team possess necessary
skills and qualifications.
Essential skills required
The essential skills that is required for a sales representative includes:
Product knowledge: The product knowledge is essential for a sales representative
mainly because it can help the person to provide responses to the questions asked by the
customers. It can also help in crafting the sales pitch in an effective manner.
Strategic prospecting: Prospect of strategic sales can improve the connections that are
being made with the customers and the products. It is essential that the strategic prospect
exist through the connection made with the customers in a proper manner.
Rapport building: Steady and good relationship with the customers need to be made
by the ability to speak with them. The speaking with the customers need to be done either via
call or in-person. This can help in the development of proper customer relationship.
Buyer-seller agreement: Buyer-seller agreement increases the chances for the
development of an effective customer relationship. It allows customer to remain comfortable
as well as ensure that questions regarding the business can be considered as vital for its
development.

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Active listening: It is essential that sales representative possess active listening skills
so that focus can be made towards the demands of the customers. It is essential that the
listening skills be implemented so that business plans as well as effective solution be
provided in an effective manner.
Desired skills
The desired skills of a sales representative include:
Time management: Time management can be considered as essential but not limited
to necessary skills since it can be difficult since pitching within a limited time frame to a
particular customer may not be made all the time.
Objective handling: It is necessary to ensure that the objectives be handled and
managed in a manner that can be easier to obtain so that the sales team can be able to perform
effectively in the organisation.
Demo skills: Possess the ability to provide demo to the customers about the use of a
product or the effectiveness of the service. In this case, the effectiveness of the health crop for
the customers’ needs to be promoted.
Qualifications
The qualification required to become a sales representative includes:
 Bachelor’s degree in business, marketing, economic and related fields
 Experience in sales
 Understanding of the sales process and dynamics
 A commitment to provide excellent service

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An organisational chart highlighting the 8 sales representatives
Figure: Organisational structure
(Source: Created by author)
An email to the Vice President of Sales and Marketing
To
The Vice President of Sales and Marketing
Subject: Motivating the new sales team
Respected madam,
This email is to congratulate you on the success of the success that have been
encountered for bringing together a team of 8 people that can be an asset in the sales
department. However, it is necessary that more time be spent with the members so that they
can be motivated to continue to perform in an excellent manner. For example, it is essential to
CEOVicePresidentSalesTeam1LocalregionSalesTeam2CityspecificSalesTeam3CountryspecficSalesTeam4GenderspecificSalesTeam5ProductspecificSalesTeam6SalesTeam7IndustryspecificSalesTeam8Customerspecific

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ensure that each of the representatives manage to continue with the required activities that are
necessary for the development of commandeering sales.
Motivation can be provided as per the shared stories of sales triumph undertaken by
you so that the team members can gain confidence. At the same time, it is essential that the
sales representative understand the overall goal of the organisation and this can be done by
ensuring that the team members are briefed about the product that are being served. This can
help to understand the capabilities of the team and the manner in which the new spices can be
blended with the marketing.
Therefore, it can be recommended that time spent with the employees can help in
enhancing the performance of the employees. The motivational tools that are to used includes
empathy so that the problems faced by the employees can be recognised and based on the
realisation actions can be taken which may include training the employees.
Supporting paragraphs used to explain each piece
The reason behind the conduct of the analysis is to ensure that requirements of the
sales representatives are made. The rationale of the research is to identify ways by which the
sales team can guide the International Herb Express (IHE) to become a leading US based
spice and herb supplier within a year. At the same time, it is necessary to understand the
manner in which cultural and ethnic flavour profile can help in the development of the spices
in the market and provide the company with the required recognition. In the words of Kim
and Jung (2018) the fact that the raw prices of the goods fluctuate on a daily basis can be
accounted for the classic demand and supply of the ingredients in the market.
The division of the organisational chart show that the sales representatives are based
as per the regions, customer industry as well as the size of the market. Thus, as stated by

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Terziev and Arabska (2017) proper care need to be taken of the representatives based on
providing them with the tools required for development. Hence, it can be said that the sales
representatives need to be classified in a proper manner so that regional development can take
place.
At the same time, motivation needs to be provided so that the new sales team gain the
confidence of remaining highly effective in business. It is necessary that the motivation be
provided as per goal and objective of the sales people so that effective results can be obtained
(Schwepker Jr and Ingram, 2016). Thus, the activities of the sales project are justified.

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Bibliography
DeCarlo, T. E., & Lam, S. K. (2016). Identifying effective hunters and farmers in the
salesforce: A dispositional–situational framework. Journal of the Academy of
Marketing Science, 44(4), 415-439.
Kang, J. H., Jeong, E. H., & Lee, J. S. (2016). Comparison study on perception of job
importance, job performance, and job difficulty in clinical dietitians at small and
medium hospitals in Busan. Journal of the Korean Dietetic Association, 22(1), 26-40.
Kim, S. K., & Jung, Y. S. (2018). Regaining control of salesforce. Industrial Marketing
Management, 73, 84-98.
Nolte, M. (2015). The Impact of Sales and Operations Planning Implementation on Supply
Chain and Financial Metrics.
Ogilvie, J., Rapp, A., Agnihotri, R., & Bachrach, D. G. (2017). Translating sales effort into
service performance: it's an emotional ride. Journal of Personal Selling & Sales
Management, 37(2), 100-112.
Richard, O. C., Stewart, M. M., McKay, P. F., & Sackett, T. W. (2017). The impact of store-
unit–community racial diversity congruence on store-unit sales performance. Journal
of Management, 43(7), 2386-2403.
Schwepker Jr, C. H., & Ingram, T. N. (2016). Ethical leadership in the salesforce: effects on
salesperson customer orientation, commitment to customer value and job
stress. Journal of Business & Industrial Marketing, 31(7), 914-927.
Terziev, V., & Arabska, E. (2017). Examining social enterprise business advisors job profiles
and qualifications.