World-class SDRs Have This One Thing in Common

For the SDRs out there who are trying to kill it at their job—ever wondered what it is that sets the best SDRs apart? We checked out a recent episode of Outbound Squad and Jason Bay shared an interesting take: 

The best SDRs aren’t career SDRs. This means they have a knack for climbing the ladder and putting themselves in positions that allow them to move up—sometimes quickly.

Being a great SDR doesn’t mean you have to stay in the same place. Keep scrolling, we’ll show you exactly how to keep it moving 👇🏻

Disclaimer #1

A lot of Bay’s advice was geared towards sales managers/leaders, telling them how to create an environment that fosters rapid growth in their SDRs. But we thought it would be wise to take his advice and apply to your situation whether you’re a manager or not. After all, even if your manager is offering you minimal help, your career is your own responsibility.

Disclaimer #2

If you’re an SDR at a company that has no room for progression, the first step here is probably to find a new job. Fast-performing SDRs should be able to move up in as little as 12 months. But limited AE roles are resulting in SDRs sticking around in that post for as much as 3 years.

If there are available roles at the company that offer great opportunities, then consider adjusting the picture you painted of your future at the company. An AE role would be great but it’s not the only way to contribute to a good organization.

Employing The Belt System

No, this doesn’t have anything to do with subjecting your employees to corporal punishment. This is a system of progression that allows SDRs to feel fulfilled in their roles while they wait for that coveted position. Managers simply:

• Create a tier system. This can help to boost morale and not allow employees to feel stagnant.  With each tier you add SDR 1, SDR, 2 to their titles, accompanied by upgraded pay, responsibility, career development, etc. 

• Find them a new home/position. If hell would freeze over before an AE role opens up, why not present them with a different but equally good opportunity? Our careers don’t always pan out the way we intended, but that doesn’t mean it has to suck.

• Offer junior leadership roles. If your top SDRs can’t transition into the coveted AE role, give them the next best thing—make them a team lead. Again, you don’t want sellers—especially top-performers—feeling stagnant and underappreciated.

“My Manager Sucks, No Belt System For Me”

If your manager never throws you a bone, there are steps you can consider before moving on from the company. Keep in mind, you have to be killing it at your job for this to work.

• Meet with management. Explain to the appropriate senior employees and detail your plans i.e. where you see yourself being in the company in X time.

• Understand what it takes. Find out exactly what they need from you, to make your dream a reality.

• Come to an agreement. Ensure everyone is on the same page: what you want out of the company, what it takes to get there, and if possible, a timeline that makes sense.

• Then it’s time for that email. Once you’ve done everything you set out to do, email your superiors. Raise notes from the meeting you had in advance, attach proof of your numbers, and ask to schedule another meeting to confirm your ascension in the company.

Sales Q&A

How Do I Move Up in Sales?

Read more here.

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