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July 2006

Following his recent appointment to National Sales Manager with ALK-Abello, Pf asked Mark Kneen for his perspective on Representative-Manager relationships.

What attracted you to ALK-Abello?

Before considering a new role, it’s important to stop and think about exactly what it is that you want. It is all too easy to move in the direction you think, or your manager thinks, you should rather than in the direction that you actually want. For me, ALK-Abello offered a Sales Manager’s dream job, the opportunity to be part of a specialist team, launching a new product within a relatively small company.

What do you feel are the benefits of working for a smaller company?

At ALK-Abello we have an open and honest culture where everyone is expected to impact on our future. Anyone who has the desire and the ability can make a very big difference.

What do you find rewarding about working in sales?

A sales position is one of the few roles where it is totally clear what impact you are having on a business. I find it rewarding to be working with a team of people who not only have a genuine desire to achieve, but are also not afraid to challenge me or put forward their own ideas.

What advice would you give on how to build a successful relationship with a manager?

It’s not just the salesperson’s responsibility to make the relationship successful! As a manager, if the relationship with one of my team is not so good, I analyse where I may have gone wrong. Everyone is different and my ‘inputs’ can be interpreted in many different ways.

The key to any successful relationship is communication. Make sure you understand what your manager expects of you. Don’t be afraid to ask if you are not clear and don’t be afraid to question ‘Why?’ You are more likely to commit to something with enthusiasm if you fully understand why you are doing it! Don’t be afraid to challenge ideas, but try not to be confrontational. Before you do challenge anything, make sure you have a clear alternative that you think could achieve the same, or better, results. Diplomacy is the key.

Don’t be afraid to tell your manager if you are having problems, either at work or at home. Any good manager will be entirely sympathetic and even grateful that you have approached them early on.

Don’t forget that your manager has a manager too. They will also be asking for information. Missing deadlines, submitting expenses late or forgetting your monthly report can all bring unwanted attention not only onto you but also onto your manager.

How would you advise a representative on how to approach a disagreement with their manager?

Always head on. Allowing things to niggle away is the worst thing to do and can affect your performance as well as that of fellow team members. I would rather people told me directly if they have an issue. Your manager should take it as a compliment if people in the team feel that they can raise a disagreement, it’s a sign that they are encouraging an open and honest culture.

Lucy Randle comments on how to create and maintain a mutually beneficial relationship with your manager.

Communication

Always be open with your manager. Try to match your manager’s communication style. To help identify this, ask yourself the following questions:

• Is it better to approach my manager spontaneously or book an appointment?
• Does my manager like to discuss matters face to face or by e-mail?
• Is it better to appeal to my manager’s emotion (i.e. with an energetic approach) or their logic (i.e. a researched, more formal approach)?
• Is humour appropriate or should I just cut to the chase?

Your manager

Be a resource for your manager: always have a ‘can do’ attitude and be willing to take on additional tasks. If you are bringing concerns to your manager’s attention, ensure you have an alternative solution to hand. Be aware of the constraints that your manager is working within, and be sympathetic to their needs.

You

Know your own strengths and weaknesses. Consider your attitude to authority have you found it difficult to deal with managers in the past? If so, think about how you can avoid future clashes. Encourage feedback and advice. Create your own development plan, update it and share it with your manager. Keep abreast of industry news and share your knowledge with the rest of your team. By doing this, you will build confidence in your ability and earn your manager’s respect.

TIP

The STAR team is constantly exposed to useful and innovative ideas relating to all aspects of employment and recruitment. Each month, a member of the team will share a favourite tip with you.

Jodie Cattermole, Recruitment Consultant for London & South East

“Always include Personal Interests on a CV. They show the client the real you if you are competitive or creative, tell them! This is often looked at before your current position!”

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