JOB TITLE: Business Development Manager

REPORTS TO: Functional Leader: Business Development

SUMMARY:
Business Development Manager is the front-line manager for inside sales representatives. Manager will
broadly be responsible for performance management, relationship management and financial/revenue
management within the team

RESPONSIBILITIES:

Performance Management

1. Be responsible for the Overall Performance of all team members with respect to the goals/KPIs
set for them.
2. Monitor and Maintain SFDC Hygiene including tracking logged activities
3. Monitor all tools used by team like mighty call, partner portal for permissions and usability
4. Monitor team productivity for example chat/Email/calls handled/presentations to partners
5. Monitor and track closed lost reasons, churn reasons
6. Ensure that incoming volume including but not limited to chats, Emails, leads, Partner Care cases
are handled within SLA.
7. Regularly conduct variation management to constantly standardize the performance of the
team by reducing variation in performance levels between individual team members.
8. Proactively inform higher management on any abnormal swings in performance
9. Prioritize tasks shared by direct manager/functional leader and closes loop on them proactively

Relationship Management & People Development

1. Act as bridge between the team and other departments to constantly align team against
business goals and direction of the organization.
2. Attend assigned number of calls with partners and end customers in order to understand their
needs
3. Coordinate with cross functional teams including sales enablement, marketing and reporting to
increase the skills and knowledge levels of the team.
4. Work closely with Marketing team to collaborate on opportunities for BDR team to make
outreach to new and existing prospects
5. Perform regular 1 on 1 with team members to understand their personal and professional
aspirations and align then with organizational goals.
6. Continuously communicate metrics/KPIs to the team
7. Recruit, select, onboard, and train new sales reps
8. Coach individual team members to help them improve sales performance. Minimum 5 coaching
sessions per week should be delivered
9. Deliver deep performance reviews and development plan for each individual rep once or twice
per year. Individual development plan for each team member, who completed 11 months in the
role, should be created covering the potential growth areas and career path. It should contain
clear action items and milestones
 10. Motivate and engage the sales team with monetary and non-monetary (intrinsic) motivational
tactics
10. Issue CIP and PIP plans in line with the organization’s policy and work towards enabling the
team member to successfully come out of such plans
Annexure B for frequency cycle of activities

Financial/Revenue Management

• Supervise pipeline of team members to ensure set KPIs with respect to leads created, leads
transferred to ISR teams and opportunities closed won are met.
• Drive initiatives aimed at achieving sales targets.
• Forecast, analyze and mitigate risks of missed targets
• Develop sales strategies to acquire new customers
• Analyze sales results and develop plans to address gaps
• Participate in regular business review meetings or forecast calls.
• Identify areas and ways to promote Acronis cloud usage in the region.
• Attrition management: Perform regular attrition analysis to keep it under check. Highlight any
probable attrition cases proactively to HR and management.
• Conduct regular sales reviews for pipeline and forecasted revenue growth. of , Highlight focus
areas and define action plan.