A study by:

Christian Filsouf
Marta Castaeda
Alexandra Georgescu
Part I:
Sales Process
Mapping
Current Layout

Prospect Connection Client

Representative Client signed LOA Client signed LOR

contacted the - authorized - signed Energy
prospective representative by 5 as
client to pull usage exclusive
data energy advisor

3
Suggested Layout
Connecti
Prospect Client
on
Initial Contact Proposal Implementation
Qualification Presentation Maintenance
Needs Letter of
Identification Representation
Letter of
Authorization
4
Prospecting - Forecasting
Initial contact - 5%

Qualification - 10%

Needs Identification - 30%

Letter of authorization - 60%

5
Connections - Forecasting

Presentation - 70%

Proposal - 80%

Letter of Representation - 95%

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Why?

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Part II:
Sales Recruitment &
Retention
Sales Recruitment
Network-based

Strong cultural influences

Prefer seasoned sales people

Relationship based 9
Ideal Candidate
Match core values
Communicate openly and honestly, define excellence, do
the right thing, be a team player, and have fun

Individual thinker
Highly autonomous
Focused on encouraging growth within the
organization
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Compensation Structure
Performance based company
Compensation includes quarterly awards, acrylic
hands called high 5 hands, and a $3000 trip
anywhere in the world
Once an employee has done $500,000 in sales, 5
will pay for certification in anything related in
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sales
5s Current Issues
Recruitment is one of the most important tasks for 5.
Currently, recruitment is a lengthy process. Its hard to
fully analyze an individual in a time-saving manner. Time
is a huge precious resource.
Jeff and Taylor feel like they lack a bigger presence in their
recruitment process.
Once hired, some individuals require more hand-holding
with others, those people are more problematic. Looking
for an extremely adaptable individual. Someone must be
inherently a good fit for the company. 12
Suggestions
Referral Incentives Program
Offer a monetary incentive for every
employee referral that remains with the
company for longer than a year
i.e. Bonus of $2,000
Encourage referrals at a management level
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Historical Successes
2009 JPMorgan- Chase and Bank of America revamped
their referrals process to incorporate incentives for
referrals within their networks whose candidates
stayed with the company for more than 1 year
following the initial hire.

These companies saw retention rates increase

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Final Recommendation
Lets consolidate and define 5s sales process.
Rewards: Gains time in the long-run, gives employees
a well-defined picture of the sales process from
beginning to end. 5s retention thus increases.
Risk: Would take some time to consolidate and create
the roadmaps . Unique methods of handling the
sales process are now standardized.
Costs: Time and opportunity costs associated with 15
Implementing the Solution
1. Pool your applicants from your incentivized
network of referrals
a. By having a great incentive system in place, your referrals will
already have been analyzed and pre-screened to ensure that
they are the best cultural fit for 5. A great way to save time.

2.Create your defined language and process for

selling
a.A scheduled workshop for the interested employees to create
the dictionary for the company as well as the defined sales
process. 16
 5s Sales Process
1. Initial Prospecting:
a. Best Practices
b. Initial email
c. Warm call *Qualifying is KEY
d. Site visit
e. Arrange meeting(s) *Needs
Identification
2. Connection
a. Best Practices
b. Proposal
c. Presentation
d. Letter of Representation
3. Client
a. Best Practices
b. Implementation
c. Maintenance 17
Thank YOU!

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