You might have heard the term RevOps mentioned in the boardroom or on your favorite business blogs lately. It’s a powerful new structure that more and more companies are using to streamline their processes and become more efficient in how they manage both sales and customers. The idea is to eliminate silos between departments so your entire organization can operate more efficiently.
As with most business strategies, to get the most out of the RevOps structure, you need a great team. Building your team takes careful planning and hiring to ensure maximum efficiency and productivity. In this article, we’ll go through a few key considerations when building your first RevOps team.
Before you post any job listings you need to solidify your management structure. The goal of revenue operations is to seamlessly integrate your sales and marketing teams. So the leaders of both need to be able to work together and have a clear understanding of their roles and responsibilities.
It helps to have someone overseeing each aspect of the collaboration. Namely: operations, teams and tools. The operations manager would ideally be your point person. They’ll take a bird’s eye view of the business and ensure everything in your RevOps department is working toward your overall goals.
Your team managers will look after the sales and marketing teams. They should also be capable of working together to identify new strategies and how they can support each other. Collaboration is key in this business model.
Lastly, it’s helpful to have someone who can manage your tools and analytics. This might be one person or a few people, but you’ll be happy to have the technical know-how supporting your everyday operations. They can relay important information, suggest strategy changes and keep all the data in a central spot.
Now that you know what you need from your team, you can start hiring! As you sift through candidates, there are a few key qualities you can look out for:
- Technical knowledge of the software and platforms you use to support your business
- Highly collaborative personality
- Understand of how RevOps works and what their responsibilities will be
- Open to learning new things and adhering to company processes
- Takes responsibility for their tasks and follows through
Granted these qualities can be hard to identify on a resume, which is why it’s important to structure your interview questions to address them. You can ask candidates about their previous job performance, what their attitude toward work is and if their previous company used a RevOps structure.
Evaluate Your Current Process
Odds are you want to move into RevOps to improve on what you’re already doing. To do this you have to clearly identify the areas that need help and create a plan to support them. Take a look at your marketing funnel, sales cycle, closed/won ratio, workflows and deals pipeline to get an idea of how your business is currently performing.
With that data gathered, you can look deeper and find the areas that are hurting your bottom line. Think of ways you can resolve those issues and create a plan for how your RevOps team can deliver those solutions.
Align Your Team
Now that you figured out the management structure, hired your team and evaluated where you need to take your business, you can start aligning your team. This means getting everyone on the same page about business goals and expectations from their department.
It can help with alignment to train everyone together and conduct regular touch-base meetings. The frequency will depend on the size of your team and the scope of their work. Let your managers work out when is the best time to come together and brief everyone on their progress and next steps.
Building a RevOps team takes time and planning, but with the right people on board, it can take your business to new heights. Just remember to follow this process!