January 2, 2015 — We’ve all heard someone say about themselves or another salesperson that they are so damn good they “could sell ice to an Eskimo”. I suppose you could make the case that someone is that talented and why an Eskimo would purchase the ice but since we’re in the vacation business I’ll say that it is equally challenging to sell a TS plan to a full time worker with no paid vacation time off from work as it is to, well, sell ice to an Eskimo. Consider the following.
So Here’s The Scoop: Various studies often offer conflicting percentages when they provide information on a particular topic and when it comes to full time employees who are provided paid vacation time by their companies, it seems likely that around 30% of all full time workers have no such perk.
If that is true it raises this question: Are those hard working folks w/o paid vacation time off from work really good prospects for purchasing and committing to a TS vacationing plan that costs tens of thousands of dollars with additional ongoing annual owner/member costs in perpetuity?
I also read other reports recently that indicate that the percentage of full time employees with no paid sick leave or holidays is even higher than those full time employees with no paid vacation time off from work.
When you add those into the mix I’d go out on a limb and suggest that somewhere between 25% and 45% of every vacation sales guest in every timeshare sales center – just in the USA – fall into the category of having full time jobs with no paid vacations, sick leave and holidays.
Hence, it is reasonable to conclude that of all the sales guests it is likely that 35% (+ -) of the total may fall into that group; and to my way of thinking they mostly represent that “selling ice to an Eskimo” maxim.
Equally interesting and more important is that, as I learned in other reports, those full time workers in that ‘class’ are also on the lower end of the annual gross earnings spectrum as well.
But the overall scenario becomes a little cloudier when you further add to the mix all the ‘self-employed’ sales guests who are not structured in such a manner whereby they provide themselves paid vacation time, sick leave or paid holidays.
Hmmm, there must be some good use of this info and/or data?
Surely increasing the minimal annual income requirements for all timeshare sales guests would eliminate a percentage of those “on the lower end of the annual gross earnings spectrum” – who have no paid vacation time off from work, etc.
And that’s not such a bad idea because increasing the number of sales guests with higher incomes AND paid vacation time from their employers’ means our industry’s’ vacationing presentation is geared to more people who actually plan and budget, often, well in advance, their annual vacations.
They are also, unlike a ‘worker’ with no paid vacation time, incentivized and encouraged by their ‘boss’ to take those vacations; they must make arrangements far in advance for the time off from the ‘office’; they spend more time thinking about exotic destinations and travel experiences, etc.; and of course they tell all their friends, relatives and other co-workers, etc. where they’ll be going on their next jaunt to paradise.
Yep, now we’re talking real prospects’ for what we’re peddling in the first place!
People with higher incomes who like to and are encouraged to travel – do vacation often – and want the good life and/or to ‘Live The Dream’ that we can provide them.
Of course some may disagree with my conclusions, but you developers and other deciders who do disagree ought to ask your top closers (producers) what they think.
And equally important how, in many cases, they often incorporate paid-vacations during the ‘close’ when dealing with sales guests who have the benefit –– Vs those sales guests who don’t have paid vacation time off from work.
Good Luck Out There!
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Contributing sometimes extravagant, bombastic, emotional, pompous or even pretentious writings about the timeshare industry, Scoop covers an array of industry related subjects each week including inside information, tips, scandals, interviews, forecasts as well as new (good or bad) products and services — and, of course, all the ‘Good’, the ‘Bad’ and the ‘Ugly’.
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