Learn how to give constructive feedback in Technical Sales for better team performance and collaboration.

Feedback is given with good intentions to improve, not criticize, our peers. However, when people are under pressure, such as tight deadlines or handling challenging customer problems, emotions can take over. When emotions dominate, conversations can escalate into arguments and, if not controlled, can lead to conflict. This is why choosing the right timing is important. When both we and our peers are in a relaxed emotional state, we can give feedback effectively because we want to build a conversation, not an argument.

Last updated on Jul 31, 2024

Here's how you can give constructive feedback to a peer in Technical Sales smoothly.

In technical sales, your ability to provide feedback to peers is as important as your sales acumen. Constructive feedback helps your team refine their strategies, improve their pitches, and ultimately close more deals. However, giving feedback that's both helpful and well-received can be a delicate balance. It's about ensuring that your peer sees your input as a catalyst for growth, not criticism. With the right approach, you can foster a culture of continuous improvement and collaborative success in your technical sales team.

Key takeaways from this article

Perfect timing matters:

Schedule feedback sessions when your peer is not preoccupied. This ensures they are more receptive and can engage in a meaningful conversation.### *Be clear and specific:Focus on particular behaviors or moments that need improvement. Providing concrete examples helps your peer understand exactly what to work on.

This summary is powered by AI and these experts

1 Choose Timing

When it comes to feedback, timing is everything. You wouldn't want to offer your insights when your colleague is rushing to meet a deadline or right after a challenging client call. Instead, find a moment when your peer is receptive and not preoccupied with other tasks. This could be during a scheduled one-on-one meeting or after a sales pitch when the experience is still fresh. By choosing an appropriate time, you're showing respect for their schedule and setting the stage for a productive conversation.

Add your perspective

Yusak Siswanto

Sales Professional | Full-Cycle & Strategic Sales | Tech-Savvy with a Passion for Emerging Technologies
Report contribution
Feedback is given with good intentions to improve, not criticize, our peers. However, when people are under pressure, such as tight deadlines or handling challenging customer problems, emotions can take over. When emotions dominate, conversations can escalate into arguments and, if not controlled, can lead to conflict. This is why choosing the right timing is important. When both we and our peers are in a relaxed emotional state, we can give feedback effectively because we want to build a conversation, not an argument.

Like
Holly Wilson

Head of Tech Sales at Cubiq
Report contribution
Timing is everything, and you don't want to come across like captain hindsight, so make it constructive and helpful for future calls and sales. Perhaps you could take the initiative of organising a weekly/monthly feedback session for the team. It's a two way street, where useful and productive feedback is welcome, but also a space where you can be respectful and in the right frame of mind for feedback. Not everyone will actively seek feedback and it's easy to get defensive, so having a diary block, particularly for more junior salespeople can be really useful.

Like

2 Be Specific

General feedback rarely leads to actionable results. For instance, telling a colleague they need to 'improve their sales technique' is too vague to be useful. Instead, focus on specific behaviors or instances. If you noticed they struggled with explaining a technical product feature during a demo, pinpoint that moment. Offer concrete examples and suggestions, like rehearsing key points or simplifying technical jargon for better client understanding. Specificity helps your peer understand exactly what to work on and how.

Add your perspective

3 Positive First

Starting with positive feedback can make your peer more open to hearing areas where they can improve. Acknowledge what they're doing well, such as their ability to build rapport with clients or their in-depth product knowledge. This 'positive sandwich' approach—where constructive criticism is nestled between positive comments—can reduce defensiveness and highlight that your intent is to support, not to undermine their confidence.

Add your perspective

4 Suggest Solutions

After pinpointing areas for improvement, it's crucial to discuss potential solutions. Rather than leaving your colleague to figure it out alone, collaborate on strategies they can use. For example, if they're struggling with handling objections, you might role-play different scenarios or share articles about effective objection-handling techniques. Offering solutions shows that you're invested in their success and provides them with practical steps to take.

Add your perspective

Yamparala A.

Asst. Mgr. - Business Development
Report contribution
When identifying areas for improvement, it’s essential to provide actionable solutions. Collaborate with your colleague to develop strategies rather than leaving them to solve the issues independently. For instance, if they’re having trouble handling objections, engage in role-playing scenarios or share resources on effective techniques. By offering tangible solutions, you demonstrate your commitment to their growth and equip them with practical tools to overcome challenges. This collaborative approach fosters a supportive environment and enhances their ability to succeed.

Like

5 Encourage Dialogue

Feedback should be a two-way street. Encourage your peer to share their perspective on the situation. They might have insights into why a particular sales approach didn't work or may offer ideas for improvement that you hadn't considered. By promoting dialogue, you create an environment where feedback is part of an ongoing conversation rather than a one-sided critique.

Add your perspective

6 Follow Up

Feedback doesn't end with the initial conversation. Follow up with your colleague after some time has passed to discuss their progress. This shows that you care about their development and are willing to assist them further if needed. It also gives them an opportunity to reflect on the changes they've made and to seek additional advice if they're still facing challenges.

Add your perspective

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

Add your perspective

Here's how you can give constructive feedback to a peer in Technical Sales smoothly.

1

2

3

4

5

6

7

1 Choose Timing

2 Be Specific

3 Positive First

4 Suggest Solutions

5 Encourage Dialogue

6 Follow Up

7 Here’s what else to consider

Technical Sales

Rate this article

Thanks for your feedback

More articles on Technical Sales

More relevant reading

Here's how you can give constructive feedback to a peer in Technical Sales smoothly.

1

2

3

4

5

6

7

1 Choose Timing

2 Be Specific

3 Positive First

4 Suggest Solutions

5 Encourage Dialogue

6 Follow Up

7 Here’s what else to consider

Technical Sales

Rate this article

Thanks for your feedback

Explore Other Skills