Start by defining a clear revenue target. This figure should be written down as a concrete goal. Engage your leadership team in a regular review process, ideally quarterly, to monitor progress and make necessary adjustments. Work backwards from this revenue goal to understand the steps and resources needed to achieve it.

Evaluate your current team's performance by analyzing average monthly sales and comparing them to top performers. Assess the current sales quota and calculate the number of reps needed to meet your revenue target at their current performance level. This step is fundamental in understanding what needs to change or improve in terms of team performance and size.

Create a detailed profile of your ideal sales representative, incorporating traits observed in your top performers. Use personality and psychological assessments to identify patterns of success. This profile should guide your hiring strategy, aiming to recruit individuals who exhibit the potential to meet and exceed quotas.

Design a straightforward compensation plan that combines a fair salary with commission based on gross profit generated. Avoid overly complex structures that can confuse and demotivate. Instead, focus on a clear, fair compensation system that rewards top performers, incentivizing them to exceed their quotas.

Develop a consistent, structured training program, preferably conducted by a professional third party. Regular training sessions should focus on sales skills enhancement. Leadership participation in these sessions is crucial to demonstrate commitment to the sales team’s development.

Continuously evaluate and improve your sales system. Stay actively involved in integrating new hires, conducting ongoing training, and reinforcing successful practices. Regular involvement and commitment from leadership are key to achieving and maintaining your sales objectives.