Sales Presentation

for
Lakshmi Projects
Team : Aayush, Akash, Anurag, Lakshmi, Sachin & Jaspreet - 17PT001,03, 04, 08, 13, 23 PDM-PT (17’20)
Inception 1997

Owner Naresh Nangia

Business Offering turnkey solutions for

businesses for bulk material
handling systems

Products Conveyor Systems & Elevator

System

Industries Food Processing , Automobile ,

Infrastructure , Real Estate

No. Of 1997- 2 , 2013 – 58(field force)

Employees

Capital & Initial Capital – Rs. 2 million

Income Net Income – 184 million (in 2013)
 Issues

• What Should be the

• Analyse various • How could company strategy to
issues in the case reduce inter-
Lakshmi Projects
departmental
divide its sales friction between
force to meet its sales & after sales
objectives team
• What is the right mix • What Should be the
of sales , after sales , Company’s Strategy
service & quality for its new product
teams roles given
their dynamic roles
in the company
Problem Definition
Top Management so far has failed to find out the right structure
f for sales , after sales & quality team in the organization .
•

The product strategy for new product set to be launched

has not been decided yet i.e. How Lakshmi Projects should
pitch this product – Dumb waiter

Fluctuating and growing industry dynamics , financial stress ,

increasing field sales & service requirements means all complex
decisions which holds larger consequences for the company’s
future
 Cause of the Problem

CUSTOMER ENHANCED PRODUCT INTERDEPARTMENTAL

CENTRIC FOCUS TRAINING FRICTIONS

Due to too much Due to enhanced & As the heads of

customer centric specialized training it various
focus as company was difficult for sales departments failed
policy ,the company representatives to
remember the to arrive at
failed to take care consensus on key
technical details of all
of its employees issues and also due
products leading to
and thus the sales poor satisfaction to lack of co-
representatives felt levels of customer & ordination the
neglected leading thus leading them to productivity of
to high attrition switch over to other company suffered
rate in the company companies
 Desired Goals for Future

Company should focus The sales process

on skill development & The organization should be compatible
effective use of sales system should with Company policies
resources who are a recognize successful & its diverse product
value addition to the sales performance line
company
Skill Development
Training and development in the workplace has emerged as
paramount factors determining the success of businesses today.
• Lakshmi Projects to invest in good and committed employees and
then train them suitably in the specific skills required

While it’s only natural for functional heads and HR managers to look
at hiring experienced resources, it is important to remember that no
employee will ever be ready for everything that the future can throw
their way. Hence training and development in the workplace will
determine the success of businesses for Lakshmi Projects.

There is actually no set skills gap definition, but the general

consensus is that these are deficiencies in performance caused by
lack of skills for the workplace hence for Lakshmi Projects the short-
term strategy as organization’s goal is to bridge these gaps through
different interventions, while long term strategy should be to
address these gaps using performance metrics and taking corrective
actions.
Organization Systems and Processes
COMMUNICATION &
FOCUS
The top managers should
Communicate company
and sales organization
goals, vertically and
horizontally
Make sure to address the
selection process to give clear profile
competencies stress
performance management
behaviors, such as setting
clear expectations, observing
salespeople in the field,
coaching, addressing
performance problems, &
developing talent.
REVIEWING & LINKING
SALES EFFORTS
Communicate the
changes in product
specifications clearly to
the sales team as
Confused SP = Confused
customer
A rigorous, competency-based
of each candidate’s strengths and
development needs. When you do
make your hiring decision, use the
selection process data to help you
create a development plan for the
salesperson
BEHAVIOR FOCUS &
ACCOUNTABILITY /
MOTIVATION
HOD – sales, after sales
& quality should also
talk about Visions &
missions along with
numbers
Accountability should
not only be on paper
but also in practice
with a reward &
recognition system to
keep the teams
motivated
 Financial Analysis
YoY Growth Rate for Lakshmi Projects
40.00%
35.00%
30.00%
Growth percent

25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
2009 2010 2011 2012 2013
YoY growth of Net
0.00% 13.04% 34.62% 18.57% 15.06%
Expenses
YoY growth of Net
0.00% 23.56% 28.84% 19.86% 12.95%
Income
Signify Classified - Internal

Recommendations
 Sales Management Process

Pre-approach Approach
Pre Sales Prospecting
before the the customer
Preparation
interview

Closing the Handling Sales

Follow up deal Customer Presentation
action
objections
 Sales Management Process (Contn….)
After the initial preparation & identification of prospects , the technical team to
accompany sales team

Cost estimate to be prepared by technical team Quotations / organized presentations by sales team

The sales team along with technical team negotiates together with the customer

Customer objections are handled by sales team Sales team closes the deal upon client’s satisfaction

Quality team to ensure delivery compatible with production design before work starts

The sales team follow up with the client by visiting

Post sales concerns handled by after sales team
the site
Signify Classified - Internal

Organization Structure
Signify Classified - Internal

Sales Force Division

Based on region and product, specific sales force division to be done.
Customer satisfaction should be dealt keeping in mind High employee
satisfaction.
Experienced and competent sales representatives for new product
category targeting existing market.
Right mix of beginners and experienced sales representatives for each
product category and region.
Sales incentive system fixed to the monthly sales target.
Training and incentives to be assigned based on sales experiences of the
team
Signify Classified - Internal

Mix of Sales, After-sales and Quality

Teams

Regional After sales representatives were still less as compared to sales

representatives due to which most of the after sales work still fell onto
the Sales Representatives.
The 2013 figures indicate that there were only 7 after sales
representatives. This number should go up to at least 15-20, as per the
business growth.
Signify Classified - Internal

Reducing friction between

Sales and After sales service
Moving from defined to aligned.
◦ If the market is moving towards customization, the sales force will need to
upgrade its skills.
◦ The heads of Sales and After Sales may want to build a more aligned
relationship and jointly add new skills.

Encourage disciplined communication.

◦ Simply increasing communication is not enough.
◦ Hold regular meetings between Sales and After Sales.
◦ The discussions should be focused on action items that will resolve
problems, and perhaps even create opportunities.
Signify Classified - Internal

Reducing friction between

Sales and After sales service (Contn…)
Appoint a liaison from After Sales to work with the sales force.
◦ The liaison needs to be someone both groups trust.
◦ He or she helps to resolve conflicts and shares with each group the tactic
knowledge from the other group.

Set shared revenue targets and reward systems.

◦ Sales people historically work on commission and After Sales. To
successfully integrate the two functions, management can review the overall
compensation and rewards system.
Signify Classified - Internal
New Product Strategy
Quality leads by targeting
builders, and qualification
of them by enhancement of
call efficiencies.
Adopting separate sales
team for the new product,
following the Product
Specialist Structure,
resulting in:
Exemplary Customer
Development of new
Relationship Management
business areas, and
and increased Customer
increased accountability.
Delight.
Signify Classified - Internal

Thanks..