SalesManiac

Manager - Sales

Valued Contributor

Rant - New Team!

Recently appointed 3 SDRs to my team and I can say, that the zeal we used to work with is definitely missing in these new age "Gen Z" SDRs.

Showing up late to work, rescheduling meetings, not taking things on priority. Before you guys say, that I should hire better, trust me I hired them after 4-5 rounds and all were top-notch in the rounds.

I don't know if they're lost somewhere or feel as if even product training is not that important.

I remember when I started working as an SDR, not only was I super excited about the role but also respected my Managers, figured out new ways of outreach, got more meetings than anyone, and created OPPS gave me the energy to get up and start the new day.

Where is that lost? I have seen this laidback attitude in many now. Either the jobs are easily available or the attention span of people has actually reduced to 3 seconds.

Have you ever mentored SDRs that lack energy? What did you do?

🎈 Mentorship

✌️ Growing Pains

10

17 comments

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poweredbycaffeine

WR Lieutenant

8

☕️

GenZ doesn’t care about the company, product, customers, or you. They care about creating security for them so they can do the things that excite them.

Millennials (and some GenX) care deeply about missions and tying identity to work—that’s dead and gone.

Impressing the importance of performance = greater financial dominance is going to be your best route. Illustrate why the inputs matter to the outputs AND what is possible if they succeed. This is the fuel for the fire to burn for this generation.

jefe

Arsonist

7

🍁

This generally rings true from my experience. There are always exceptions, but the generational divide is real.

FinanceEngineer

Politicker

3

Sr Director, sales and partnerships

This is it to a very large degree.

oldcloser

Arsonist

2

💀

Wish I didn't have to agree here. They generally just have more important things to do, if not perpetual crises. That's a fine dissection, PBC. I've had no success in turning one around.

FinanceEngineer

Politicker

3

Sr Director, sales and partnerships

That’s the thing, the group has a large range of capabilities and tends to be more adept than millennials and gen X. With that said - constant positive feedback and reinforcement is needed, and I don’t see a willingness to adjust/change from experience.

SalesManiac

Valued Contributor

1

Manager - Sales

True, but in this case I think we chose poorly. haha.

FinanceEngineer

Politicker

2

Sr Director, sales and partnerships

Yeah, when you bring the wrong people on, you need to be able to pivot fast. I have a couple of newer people who work on deals with me. I literally have to just take control and scrutinize work to make sure errors don’t become apparent.

Then again, you don’t really learn or master something without scars.

Sunbunny31

Politicker

3

Sr Sales Executive 🐰

Really appreciate the thoughtful carrots to drive success here.

SalesManiac

Valued Contributor

0

Manager - Sales

Bang on!
One is still in training, still so much of shit to escape it's unreal!

Pachacuti

Politicker

8

They call me Daddy, Sales Daddy

Showing up late is an easy reason to fire someone. If they don’t respect you time and the company’s time, they should find another gig.

And firing one should motivate the others to either live up to expectations or leave.

3

Founding BDR

Agreed. Set an example early

Justatitle

Big Shot

2

Account Executive

showing up late in person or virtually? if it's virtual there's really 0 excuse

Sunbunny31

Politicker

1

Sr Sales Executive 🐰

Really kind of no excuse in either case - particularly if it’s a pattern.

Justatitle

Big Shot

1

Account Executive

you right

Sunbunny31

Politicker

1

Sr Sales Executive 🐰

We all know there are exceptions- but a habit?

SalesManiac

Valued Contributor

0

Manager - Sales

Virtually! I mean, yeah! Everyone in the team is done with lame excuses like no electricity and stuff.

SaaSguy

Tycoon

0

Account Executive

Younger generation, myself included, aren't motivated by bullshit organization serving hoorah.
My first sdr role we pretty much all worked way too hard because of fear of senior leadership and job security.
What motivated me at better organizations was having leadership that invested, cared, and treated me as more than just my results.
Create incentives that matter to your team - usually money or upward mobility in the org will motivate.

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