Sales manager hires aren’t something you do every quarter, and the choice reaches well past the next set of numbers. Yes, the right person hits their goals. But they also create a place where reps want to stay, keep improving, and put in real effort. A lot of companies stumble here. They pick the best closer they can find and figure the leadership part will sort itself out. More often than not, it doesn’t.
Getting this right means reading between the lines of a resume. What counts is how a person leads, how they speak to their team, and whether they can help the people around them get better. This guide covers what to look for, how to check for it during interviews, and the warning signs you shouldn’t wave off.
What Qualities Make a Great Sales Manager?
The best sales managers mix results with genuine people skills. Communication matters, and listening matters even more. A manager who picks up on what’s bothering the team earns trust, and can sort out small issues before they grow into someone handing in their notice.
A track record of beating targets counts too, though it can’t be the whole picture. Some terrific sales leaders were never the standout rep. Their gift was drawing that kind of performance out of other people.
Look for someone who can coach a team over the long haul. In practice, that means:
- Building growth plans tailored to each rep
- Spotting where someone’s skills need work
- Recognizing the small wins, not just the headline ones
Emotional intelligence runs underneath all of it. A strong manager works out what actually motivates each person, instead of hoping one pep talk lands with everybody.
Strategy rounds it out. Markets shift, quotas change, and something you didn’t plan for tends to show up most weeks. A manager who can rework the plan without unsettling the team will quietly outperform the one who locks up when things get messy.
How Can You Assess Leadership and Motivational Skills During Hiring?
A candidate’s past team results tell you a lot, but not the whole story. Push for detail. Ask about turnover, who earned promotions on their watch, and how teams performed both before and after they arrived.
Situational questions are where you learn the most, since they reveal how a person thinks under real pressure. Have them walk you through turning around a struggling rep, or a stretch when morale had sunk. Listen for the specific steps they took. Fuzzy answers usually point to fuzzy experience.
Watch how they talk about coaching, too. Do they mention steady, regular check-ins? Or does feedback only surface at review time? The good ones describe ongoing conversations, clear expectations, and real interest in where each rep is headed.
What Red Flags Should You Watch for When Hiring a Sales Manager?
Some warning signs slide past you when your eyes are glued to sales figures. Be wary of the candidate who talks endlessly about short-term metrics and never once brings up helping someone grow. That blind spot tends to resurface as churn.
On that note, high turnover across past teams deserves a hard look. A little turnover comes with the territory. But a steady pattern of reps leaving under one leader usually signals something deeper, whether it’s culture or communication.
Thin enthusiasm for training is another flag. If a candidate can’t point to how they’ve helped reps improve, coaching probably won’t move up their priority list once hired.
Keep an eye out for micromanagement. Managers who describe controlling every last detail often build teams where people feel boxed in and quietly disengage. And go carefully with candidates who’ve never led a varied team, since that gap tends to leave blind spots they can’t see themselves.
Build a Sales Team That Lasts
Finding someone who can motivate and develop a team takes more than scanning quota attainment. Look hard at how they communicate, how they coach, and how they hold steady under pressure. Weigh those things during hiring, and you’ll end up with a sturdier, more resilient team, the kind that stays motivated and grows together.
David Lee is a seasoned writer specializing in filming locations. With a keen eye for detail and a passion for cinema, David explores the stories behind iconic sites and shares unique insights that bring your favorite films and series to life.
