I want to tell you something crucial when it comes to hiring account managers.
You want to make sure they’re not just good but also a perfect fit for your team.
Now, here’s the catch:
Sometimes, the only time you’ll find out if someone’s a perfect fit or not is when you’ve already hired them.
And at that point, you’d already have a vested interest in making things work.
Otherwise, it’s back to the hiring board once again.
So, how do you give your newly hired account manager a better chance at fitting in?
Here’s the lowdown.
First off, map out those KPIs.
In our agency, we make sure our account managers are meeting with their clients regularly.
It’s all about those meaningful monthly sit-downs…
Going through reports and discussing the next steps…
And sharing the vision.
We’ve noticed that when we keep those meetings consistent, client retention skyrockets.
And that’s a big deal because we always aim for a solid 98% monthly retention rate.
Now, onto training and onboarding.
It’s a game-changer, for real.
These are not just about teaching them the basics of SEO, pay-per-click, and social media.
Account managers need to get the vibe of your niche.
If you’re into servicing plumbing and HVAC companies, your account manager should know the ins and outs.
What jobs do they handle?
What’s the average transaction value?
All those nitty-gritty details that make the business tick.
Setting up a training portal is also an awesome idea.
Here, they can learn the ropes, client expectations, and all that jazz.
So, let’s say you’ve taught your account managers everything they need to know.
What next?
Well, time for roleplay!
You’ve got to help them practice those monthly review calls.
Act as a client and roleplay with your account managers.
See how they represent your agency.
But don’t expect perfection; aim for progress.
Give feedback, tweak, and repeat until it’s smooth sailing.
Without these simulations, you might run into trouble.
But if you do all these things?
Watch your account managers thrive.
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