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Best coaching advice for working with your SDR/BDR

I am curious how people work with their SDRs/BDRs.


I have a 1:1 with my SDR and sometimes it feels like a big waste of time. Most of the time he cancels. I hear "I don't really have any meetings for you..." I don't want to inspect his activity. That feels less collaborative to me.


On good calls I show him emails or tell about conversations I had during the week and the different approaches I took with each prospect. I tell them, "Get me meetings that ends up with closed business and I'll campaign to get you a closing role." and "I'll Venmo you $50 if you get me a meeting in X company. " I pump them up when they bring me good meetings. I tell them about industry trends. I tell them to go looking at old inbound leads from a few years ago. Etc..


How do people approach to working with your sales junior to get more meetings? What are some best practices people can share?

2
salesnerd
WR Officer
+16
Head of Growth
Honestly, it sounds like you're doing a great job with the coaching. One of the more painful things I had to learn when coaching SDRs was that sometimes they just can't be coached up. 

Pretty much anyone who has the heart and drive to be successful in their job can do well, even if they don't have the natural talent.

There are also some people who are good at their job without really trying. 

When you encounter the person who doesn't have the natural talent AND doesn't have the grit to become good at their job... don't beat yourself up. It's not your fault they suck.
Zeb
Opinionated
+5
Business Development Executive
I appreciate that feedback. He's been in that role for a few years and I think he's burned out. 
MSPSales
Notorious Answer
+5
Account Executive
You're doing a great job man. I’ve had a similar experience with my last SDR.

My thought process was maybe he is not getting enough support from his sdr manager to preform well.

So I tried doing a call blitz with him. Where he would make a call and I would make a call in the same room on speaker.

That we he could hear how I was able to book meetings for myself and learn from it and I could identify gaps in his sales approach.

There were a lot of gaps and I wrote a very long and thoughtful follow email highlighting his strengths and what he could do to improve. It basically was for nothing and this person didn’t want to make any effort.

Before you put so much time into coaching your SDR realistically ask yourself if the person even wants to succeed.
Zeb
Opinionated
+5
Business Development Executive
Great insight I appreciate the comment. We can't light that fire for you. It has to come from within. 
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