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AEs: What does your average one-on-one meeting with your manager entail?

We operate in a performance-based profession, obviously. Said another way, you all are the elite athletes of the business world.

It speaks to logic that true performance coaching, err, helps.

So, talk to me (us) AEs. What are your thoughts about those one-on-one's?

What do you love and appreciate?
What would you change or improve if you could?
Most importantly, are you growing and improving?

(I LOVE context, all. The more, the better. So, if you choose to weigh in with a comment, it'd be cool to also know if you're considered _enterprise_. YTD win rates are major too. Either personal or team stats are amazing. TY!)

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    • 2
      Profile picture of Trenton Engle
      @tengle
      ( 5.1k POINTS )
      2 years ago

      So my organization’s 1 on 1s consist of us going through our KPIs and then listening to a call. They try and keep it short, and the only thing I would change is maybe a more in depth breakdown of what we can do specifically to more successful. I would love to hear from others as to what they do, in hopes that one day I will be conducting such meetings

      • 3
        Profile picture of Amy Hrehovcik
        @amyhre
        ( 4.1k POINTS )
        2 years ago

        Yes, @tengle. Thank you.

        THIS: More of an in depth breakdown of what to do to be more successful.

      • 2
        Profile picture of Maria Bross
        @mbross
        ( 665 POINTS )
        2 years ago

        @tengle that’s awesome your manager is reviewing calls with you. To make the best use of your time, I’d manage up and ask based on that call – what’s the number 1 thing I can focus on for the week to improve my calls? (ie. setting an up-front agenda, asking more pain-related questions, pausing after sharing pricing etc.) Then they can share with you examples of recordings of peers who are doing that 1 thing well. Then every day, week you’ll get a tiny bit better.

        • 0
          Profile picture of Trenton Engle
          @tengle
          ( 5.1k POINTS )
          2 years ago

          Thanks for the info! I think being able to have example calls to show improvable aspects would be great!

    • 1
      Profile picture of Colin Campbell
      @colin-campbell
      ( 14k POINTS )
      2 years ago

      So I don’t know if this is good, but when I used to manage account managers (who had quarterly retention and upsell quotas), we had a monthly cycle:

      First 1:1 – Pipeline and risk triage and planning. Make the plan of what needs to happen, planning to open ~5x more in opportunities than remained in their quota.

      Second 1:1 – They set the agenda. Usually, this meant getting tactical on a specific pitch, review deck, risk reduction strategy. Almost always a working meeting.

      Third 1:1 – Where are we on progress to plan, and how do we need to adjust?

      Fourth 1:1 – I choose the agenda. Usually, this meant I spent time helping them develop a superpower.

      Caveat – Numbers two, three and four only happen that way if we both feel comfortable that the plan set out in the 1st is the right plan, and nothing material has changed.

      There were lots of caveats, where we changed the agenda of other 1:1s to be situation-specific. But this helped us overcommunicate about what we should be talking about in each one-to-one, and helped prevent us from going on autopilot.

    • 1
      Profile picture of Joe Benjamin
      @joe-cheetahiq
      ( 390 POINTS )
      1 year, 12 months ago

      Not an AE but…I think one on ones are too clinical and a lot of times they’re way too focused on metrics. All that stuff should and can be sorted out in advance and if there are issues with KPIs you should try to understand the why behind what is going on during the one on one.

      It should also be completely focused on the needs of the AE. Whether they’re having a personal issue that is impacting their role (often poor performance is directly related to their life outside of work) or need help with a deal/coaching or need their manager to push for something internally, it should be all about the AE.

      Too many managers are focused on getting them over quickly and use them as a pipe update so they can give a report to senior management. They don’t appreciate how many AEs look forward to them, either.

    • 0
      Profile picture of Amy Hrehovcik
      @amyhre
      ( 4.1k POINTS )
      1 year, 12 months ago

      Trying something new here, all.

      So this discussion is a spin-off of sorts that originated with a post about the advice you’d give to a VP of sales. During which the importance of one-on-ones came up repeatedly compliments of @mackybradley, @toby-y, @arianec, and @belal. (Thank you, you three.)

      https://www.saleshacker.com/community/users/amyhre/activity/53520/?rid=7178#acomment-54349

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