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Struggling to Close? These Steps Will Help You Land More Deals

Closing a sale is the pinnacle of any marketing cycle, but before you reach this ultimate goal, you need to invest a lot of time and effort into prep work.

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how to close more sales
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Closing a sale is the pinnacle of any marketing cycle, but before you reach this ultimate goal, you need to invest a lot of time and effort into prep work.

Besides, if we’re completely objective, a closed sale is not the end of the line yet — with many products and services, it is the beginning of a relationship with a customer, and that relationship is to be maintained and nurtured. 

Still, nurturing relationships with existing clients is somewhat easier than converting leads into customers — which is exactly what a closed sale is about. 

While many sales reps aim for a 30% close rate as their ultimate goal, the factual reality is that most departments manage to close 20% of their sales-qualified leads. 

Still, even closing one deal in five can be a challenge, especially if there is a flaw in the sales cycle formula.

Below, we will analyze the essential steps that usually result in higher close rates and discuss a few sales tactics and steps will help you land more deals and help you during that final negotiation.

Essential Steps that Lead to a Close

Identifying decision-makers

The first step that often goes wrong for so many sales reps is identifying the right decision-makers in a company. Depending on the type of products or services offered (as well as their cost), there can be several people with the power to say ‘yes’ to your offer. 

There is no step-by-step guide on how to identify the right decision-makers — generally, it’s all about common logic. If you offer programming solutions, you need to look for a tech expert; but when dealing with financial services, you should be looking for a CFO. 

The size of the company matters, too. For example, when selling to businesses with less than ten employers, your ultimate decision-maker is the company CEO. 

The larger the company gets, the more complicated its hierarchy becomes, which means sales reps will need to look for heads of departments or even regional representatives. 

A pro tip is to always use professional software when looking for corporate decision-makers because a simple Google or social media search may not be enough. 

But a quality email-finding tool backed up by a professional database can give you access to contact details of all top executives within a company, carefully listed in one place. 

As a rule, such software supports both bulk and individual search and is designed to minimize effort in this initial research stage. 

Qualifying your leads’ pain points

After you’ve identified the decision-makers and their contact details, it’s time for that first pitch. 

Identifying your leads’ pain points is one of the primary sales manager’s responsibilities, and there are plenty of ways to accurately assess the challenges your leads are facing that your product can solve. 

With cold pitches, a lot will be left to guesswork and common logic, but once your conversations with a lead warm up a little, you will get a chance to ask important qualifying questions, such as:

  • Specific challenges faced; 
  • Results the decision-maker plans to achieve; 
  • Short- and long-term goals;
  • Current solutions used;
  • Current and planned budgets.

All this information will be necessary by the time you draw up to closing a sale, so make sure you pay attention and ask as many questions as possible. 

To make sure the questions are answered, apply the principles of consultative selling — a highly effective, customer-centric approach that shortens the sales cycles and boosts close rates. 

We will not get into all the intricacies of consultative selling here, but the basic principle is to offer leads ‘free’ consultations that address their factual problems — that is, educating your prospects and showing that you care more about them than just making a sale.  

Still, as effective as consultative selling may be in the long run, it is not the only effective sales strategy that can help you close more deals. So, as promised, let’s look at a few other techniques that work.

Examples of Successful Closing Techniques

Focusing on results, not benefits 

When selling B2B products and services, it’s all about the results — not just for the sales reps, but for the end-payers, too. The same logic applies to B2C marketing, too, but the power of future rewards truly shines in business sales. 

That is why it is so important to identify your prospects’ pain points — during your first conversations, you will be discussing potential solutions but as you draw up to a close, it makes sense to emphasize the results. 

The trick is to make it specific, though. Instead of pitching ‘our project management tool increases productivity by 30%’ — a statement that does not explain anything, consider giving more details, i.e.:

  • Built-in version control and code review features save up 30% (over two hours) of developer’s daily billed hours;
  • Real-time updates on the cloud-based platform eliminate delays and ensure everyone stays on the same track, which allows for minimizing the number of face-to-face consultations, etc.

Creating a sense of urgency

Another classic sales technique that works both in the B2B and B2C segments is creating a sense of urgency. Also known as Fear of Missing Out (FOMO), this tactic encourages prospects to make use of a limited-time opportunity — a short-term discount, some free features available for a limited time, etc.

Sure, when pitching products or services to other businesses (whose decision-makers are usually aware of this common sales technique), you will not get away with something as simple as ’30% off only today, so buy now.’ 

On the other hand, you can apply the same logic to speed up the decision-making process. 

For example: “If I told you I could give you an extra layer of services free of charge for a month, would you sign today?” 

The basic logic here is based on the same FOMO principle most B2C marketers use, but the level of detail (and sophistication) is different. 

Presenting alternatives

A great example of a sales technique that is especially effective in B2B sales. The alternative close is about offering leads several products (or service packages) to choose from but gently pointing them in the direction of a plan sales reps are advertising. 

The benefit of this technique is that it creates an illusion of full control —prospects believe they are fully in charge of the situation. Consider this example:

“Our CRM can be customized to align perfectly with your team’s workflow. Would you like to start with the standard plan and make adjustments later, or do you prefer a tailored approach from the start?”

Managers who want to automate team workflows prefer a tailored approach — so this seeming alternative is not an alternative at all. 

At the same time, it puts decision-makers in the ‘driver’s seat’ and helps sales reps convey a better impression — which is still the cornerstone of successful selling. 

These are some of the most effective sales close techniques, but of course, the list does not stop here. Depending on the type of products or services offered, there can be many other approaches that work. 

Still, you can never go wrong with building trust with your leads — even if you do not close a deal right away, investing time into educating your prospects usually pays off in the long run. 

In a nutshell, the basic process goes down to correctly identifying the pain points and offering effective solutions tailored to each customer’s needs.

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Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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