Optimize your human resources in India for both B2C and B2B business
Human resource management in India is a constant challenge, especially for European companies. Because India is different. For your Indian subsidiary to be successful in India, you, as a foreign HQ, must understand these differences. [See also Blog article on human resources in India]
India's cultural idiosyncrasies are particularly relevant in the sales sector. In addition to the usual skills that salespeople worldwide should possess, the following specific skills are of greater importance in India – both in B2B and B2C business:
Particularly relevant skills for Indian sales
1. Negotiation skills and problem-solving skills
Sales staff in India must demonstrate outstanding Negotiation skills and excellent Solution selling skills bring.
Indian customers place great importance on understanding the true value of a product relative to its cost before making a purchase decision. While factors such as service quality and total cost of ownership are certainly considered in the West, these aspects are less valued in the Indian market. Furthermore, the product landscape in India is larger and extremely diverse, both in terms of pricing and specifications. Your sales staff must be able to overcome these sales hurdles with confidence.
2. Empathy and networking skills
Furthermore, a salesperson in India needs more Skill in building personal relationships and establishing contacts than in Europe.
As already explained several times, India belongs to a "high context culture." The personal relationship level plays a much greater role in business communication here than in the more business-oriented Western world [See also Blog article about our network in India].
3. Perseverance and patience
This results in the cold calling and arranging pitch appointments in India greater endurance than is required in the West. Hierarchies must be respected more, and a foundation of trust must be painstakingly established.
4. Professional network
Likewise, a good professional network more important in India than in Germany, especially when it comes to sales.
Tips for your HR department in the European HQ
In addition, the HR department of your parent company should also keep the following aspects in mind:
- Within the Selection of a new sales manager As a European parent company, you must always consider how this company may have made sales in the past – unfortunately, many sales staff in India still use the Instrument of briberyto generate sales.
- Indian sales professionals are less receptive to the strict separation of Fixed and bonus salary than their Western counterparts. While in Germany, for example, a 70/30 split between base salary and bonus is common, sales managers in India often strive for a significantly higher ratio of 90/10.
- In India, external recognition plays a significantly larger role than in many Western countries. While in Europe or the USA, people often already know that they are doing a good job without being constantly reminded of it, in India, validation from others is perceived as particularly valuable.
- Likewise, Designations and titles more valued in India than in the West. Therefore, the official position held within the company is of fundamental importance to a sales employee's success.
A customer service survey in India is often a useful tool for identifying the strengths and weaknesses of your own sales team. Only with unvarnished knowledge of your customers' perceptions can you make effective decisions. Get in touch with us. We are your strategic partner for India.
