Payroll & HR

TRAINING BOOKLET

Distinctions........................................................................................3-5

30 Second Intro...............................................................................6-7

Objections..........................................................................................8-9

The Wheel.............................................................................................10

Brief Elaborations................................................................................11

Face to Face.........................................................................................12

Forecasted Appointment (Needs Analysis)......................13-20

Payroll Implementation..................................................................21

The Coffee Date Forecast..............................................................22

TABLE OF CONTENTS

Heartland Distinctions are the foundation of everything we do; the competitive differences of Heartland’s services. When understood and positioned appropriately, they transform our services from a commodity to a solution, maximizing margin and retention. While some of these distinctions are not exclusive to Heartland, we are the only processor that offers all of these benefits to our merchants with the utmost integrity, regardless of their size.

PAYROLL DISTINCTIONS

NRA, Association Endorsements & Affinity Partners

Heartland is exclusively endorsed for Payment, Payroll and Marketing Services by the National Restaurant Association, one of the nation’s largest business associations. In addition, more than 250 national & state business associations recommend or endorse Heartland’s various offerings because they recognize our value and our honest treatment of our customers.

Relationship Management

Heartland’s sales channel operates uniquely in the payroll industry compared to most of our competitors. We strive for long-term client relationships due to our compensation model, which is weighted heavily on the retention of our client base. Much like a CPA, Financial Advisor, or Insurance Agent, our success is dependent on long lasting relationships. Most business owners are familiar with payroll salespeople who sign up their account with little and even poor response after the initial sale. Additionally, many of competitors have several sales divisions that will prospect within the current client base at an aggressive rate, which leads to many interruptions and appointments from other sales divisions that aren’t familiar with their account or needs. Heartland’s “Relationship Management” approach controls additional sales contact to introduce ancillary services from Heartland. This results in a high level of customer care, and protects the client from unwanted solicitations, ultimately giving the business owner peace of mind without distraction.

Single Point of Contact (SPOC) Service Model

Our clients are assigned to a personal service representative for the best in client care, who will serve as their point person for all service related needs. Our clients are given the direct extension and email address of their SPOC so they’ll never experience a confusing phone menu or wait time to access support. Additionally, their local SPA or Relationship Manager, who is compensated for retention, will provide on site assistance if needed to ensure our clients are receiving the service they deserve.

Customizable, User-Friendly, Web-Based Payroll

Heartland’s proprietary web based payroll service was designed to operate like a “plug and play” service so our clients benefit from a logical and smart payroll solution that is easy to navigate. Each account is customized to accommodate the specific needs of each client, supporting them in their present stage while providing flexibility for future enhancements as the need arises. Heartland has a robust suite of inclusive services, and has the ability to integrate with other solutions to improve other areas of Payroll/HR management.

Payroll & HRDISTINCTIONS

Simple Pricing - “No Nickel & Diming”

Heartland provides a simple pricing structure for our payroll and HR services. Unlike many service providers, Heartland provides clear payroll pricing covering our all inclusive service offerings. Our invoices match our agreements, and there are no hidden or surprise fees for any extra attention or customization that our clients may need.

3 Year Price Lock

Many businesses have experienced frustrating price increases from payroll companies once or even twice per year. These regular increases defeat the purpose of the originally agreed upon price, and result in lost time and money. Heartland values strong relationships with clients and is the only payroll provider that offers a 3 year price lock, that’s written in our agreement, which allows our clients to focus on revenue generating areas of the business, rather than monitoring payroll invoices.

HR DISTINCTIONS

HRIS System Integration

Heartland’s HR service offering includes a Human Resource Information System that supports our client’s HR infrastructure, which also integrates and enhances our payroll service. Typically HR support and HRIS technology can be too expensive and/or complicated for many businesses to use effectively. Our HRIS system is designed to allow customization in order to fit the needs of each individual client, at an affordable price that is trend-setting within the industry.

HR Support Center with HR on Demand

Heartland provides a single-source solution to either begin a foundation for HR infrastructure or support and enhance what is already in place for a business. Our clients will have access to current labor laws, job descriptions, policies and a database of guides related to hiring, termination, performance reviews, etc. Additionally, we’ll customize handbooks or any other documents specific to our clients’ needs. Like our payroll service, our clients benefit from a single point of contact to support the HR component of the service, and we are there to help guide our clients based on their needs.

My Info Center

Heartland payroll is integrated with our Human Resource Solutions and allows a client to communicate new policies, procedures and company updates through the employee self-service portal – much like a company internet. Additionally, employers can receive electronic acknowledgment/signatures through the portal from their employees for any document or message, such as a new handbook or policy, for additional accountability.

My Employee Files

Heartland’s Human Resource Solutions provide a safe and secure place where a client can customize employees’ files and help them organize a private area for document storage. All the data organized and filed is backed up on three different servers in three different time zones, creating a fully redundant storage system.

Business Partner Reporting

Not only will Heartland provide mutual business partners with access to payroll reports with their own secure logins, but these business partners also can benefit from providing service to our mutual clients by using the Info Center to provide important documents and links these clients may need for their employees. This rounds out the solution, ensuring more than just the client benefits from our unique services.

Personal HR Support

Human resources consultation and/or hiring an employee to handle human resources can be unaffordable, and often times won’t cover the spectrum of needs related to HR. Heartland meets this need by providing our clients access to SHRM (Society of Human Resource Management) certified HR professionals that are available for guidance on HR issues, state specific and industry related labor law questions/needs, and customization of documents. Additionally, this personalized support can be utilized to review policies and existing handbooks as frequently as needed.

Building a 30 Second Intro

When calling a prospect by phone, your introduction should immediately answer the following questions that are on the business owner’s mind:

Who are you?Who do you work for?What does your company do and Where are you located?Why do I care?Why are you calling me?

You can answer all of these questions in 4 simple steps…

Step #1 - Give Your Name and Company (Who are you and Who do you work for?)

“ Hi_______, my name is ______________ and I work for Heartland.” Step #2 - Tell them What We Do (What does your company do and Where are you located?)

“Heartland is a payroll and HR company located right here in ________________.” Step #3 - Insert the Sizzle (Why do I care?) [Sample Sizzles on next page]

“You may have heard of us. We’re the company that’s ______________________________.” Step #4 - Give the Reason for Your Call (Why are you calling me?)

“The purpose of my call is to set a quick appointment so I can tell you more about (insert name of Sizzle) and how it can benefit your business.”

STOP HERE! DO NOT ASK FOR AN APPOINTMENT

Payroll & HR30 Second Intro

Sample Sizzles to Insert in Step #3

3 Year Price Lock“We are the company offering a 3 year price lock allowing our clients to focus on revenue generating areas of the business, rather than monitoring payroll invoices.”

Single point of contact service model“Heartland is the company that is offering a Single Point of Contact support model, which provides a personal representative as your point person for all service related needs.”

HR Infrastructure“Heartland is the company helping the local business community with keeping in compliance with frequently changing labor laws and guiding them through the updates and changes that will impact their business.”

User Friendly Web based payroll service“Heartland is the company that offers premier payroll services through a user-friendly web-based system that is customized based on your needs.”

Sample 30 Second Introduction, using the above guidelines:

“Hi Joe, my name is Bill and I work for Heartland. Heartland is a payroll and HR company located right here in Smallville. You may have heard of us. We are the company helping the local business community with keeping in

compliance with frequently changing labor laws and guiding them through the updates and changes that will impact their business. The purpose of my call is to set a quick appointment so I can tell you how it can benefit your business.”

Objections are a part of selling. The process below will allow you to hold Heartland Distinctions high and lead to more appointments.

THE PROCESS OF HANDLING OBJECTIONS

Step #1 – Acknowledge Authentically • Avoid debate; Seek to understand vs. defend. • “I understand.” (I get it; I hear what you’re saying…)

Step #2 – Be Curious • Preface with a Curiosity Elicitor (“I’m Curious…”) • Redirect with a question related to a Distinction.

Step #3 – Elaborate Distinction • Keep it brief and avoid slipping into a “pitch.” • Offer a little more information without giving them the goods.

Have you earned an appointment? (Did your Elaboration interest them?) • If Yes: Suggest “that we get together.” • If No: Redirect with another question.

Example: “Send Info”

Step #1 - Acknowledge Authentically “I could send you a truckload of information, but our service is unique for every client.”

Step #2 - Be Curious “...why your fees tend to creep annually, and sometimes even semi-annually?”

Step #3 - Elaborate Distinction Many businesses have experienced frustrating price increases from payroll companies once or twice per year.... .

Heartland values strong relationships with clients and is the only payroll provider that offers a 3 year price lock...

Have you earned an appointment? (Did your Elaboration interest them?) • If Yes: Suggest “that we get together” • If No: Redirect with another question

Payroll & HROBJECTIONS

COMMON OBJECTIONS (Acknowledge Authentically)

CPA/Bookkeeper “I understand, many businesses trust their accountant to process their payroll. I’m curious though, have you

considered.…”

What’s Your Price? “I could say we’re cheaper than your current provider… But I’m not going to say that...”

Happy with our Provider “I understand...If you don’t mind, I’d like to ask you a quick question before we go...”

Conversion Objection “I understand. Every conversion requires a custom approach...”

Bad Time/Busy “I understand… I really want to honor your time. If it is okay, I’d like to ask you just one quick question…”

Time of the year/Quarter start “I understand… We typically hear this concern from someone who experienced a problem with conversion in the

past...”

Send Info “I could send you a truckload of information, but our service is unique for every client. Has it ever occurred to

you…”

Just Switched “I understand, that happens from time to time…”

The 30 - Second Intro1. My name is....and I work for...

2. Heartland is a...located right here in...

3. We’re the company...SIZZLE

4. The Purpose of my call is...appt...SIZZLE

Sizzle Samples3 Year Price Lock: “We’re the company

o�ering a 3 year price lock allowing our

clients to focus on revenue generating

areas of the business, rather than

monitoring payroll invoices.”

Single Point of Contact Service Model:

“Heartland is the company that is o�ering

a Single Point of Contact support model,

which provides a personal representative

for all service related needs.”

HR Infrastructure: “Heartland is the

company helping the local business

community with keeping in compliance

with frequently changing labor laws and

guiding them through the updates and

changes that will impact their business.”

User-Friendly Web-Based Payroll Service:

“Heartland is the company that o�ers

premier payroll services through a

user-friendly web-based system that is

customized based on your needs.”

When in doubt, suggest �we sit down to discuss�

...why your fees tend to creep annually, and sometimes even semi-annually?

...why quarterly and annual service charges can be unreasonably high?

...why you don’t always communicate with the same person when you have questions about your payroll?

...how your current provider will handle the reporting to keep you in compliance with the A�ordable Care Act?

...why some service providers aren’t capable of handling a mid-year or mid-quarter conversion?

...why you are still paying shipping fees to deliver a hard copy payroll packet?

I'm Curious, Have you ever wondereD

I'm Curious, are you aware

"I understand, many businesses trust their accountant to process their payroll.”

CPA/Bookkeeper

"I understand... I really want to honor your time. If it is

okay, I’d like to ask you just one quick question.”

BAD TIME/BUSY

"I understand. Every conversion requires a

custom approach.

Conversion Objection

"I could say we’re cheaper than your current provider, but I’m not

going to say that.”

What’s Your Price?

"I understand.... If you don't mind, I'd like to ask you a quick question

before we go."

Happy With Our Provider

"I could send you a truckload of info. But our program is

unique for every client.”

SEND INFO

"I understand...that happens from time to time.”

JUST SWITCHED

"I understand... We typically hear this concern from someone who experienced a problem with conversion in the past.”

Time of Year/Quarter Start

Brief Elaborations for Wheel Questions

Remember to keep answers brief. This is not a time to sell - only to create interest and curiousity. The prospect should want to know more, which you will share when you meet for an appointment.

“…why your fees tend to creep annually, and sometimes even semi-annually?”Heartland values long-term relationships with clients and is the only payroll provider that offers a 3 year price lock, which allows our clients to focus on revenue generating areas of the business, rather than monitoring payroll invoices.

“…why quarterly and annual service charges can be unreasonably high?”Often times business owners are surprised by undisclosed pricing from their payroll company long after they’ve agreed to a per pay period cost. These practices can lead to a consistent cycle of disappointment. Heartland provides fully disclosed pricing upfront and eliminates these costly surprises for clients.

“...why you don’t always communicate with the same person when you have questions about your payroll?”“A lot of payroll providers use a phone tree or a queue and the client is unsure of whom will handle their call. Heartland’s Single Point of Contact is like each client’s own ‘payroll manager’ who fully understands their unique payroll needs. You benefit from a personal representative as your point person for all service related needs.”

“…how your current provider will handle the reporting to keep you in compliance of the Affordable Care Act?”With the recent changes to healthcare legislation, and additional pending requirements, you can keep costs down and potential penalties in check by proactively monitoring your payroll for ACA compliance requirements.

“… why some service providers aren’t capable of handling a mid-year or mid-quarter conversion?”Many payroll providers are using antiquated technology, or don’t have the checks and balances in place to ensure accuracy for the entire year when clients board their service. Heartland has a proven method for mid-year payroll conversions that includes balancing the payroll data so we can guarantee accuracy, which is why our client retention rate is so high.

“…why you are still paying shipping fees to deliver a hard copy payroll packet?”Many payroll providers are using antiquated technology, which limits options for eliminating costs and improving efficiencies that their clients need. Heartland offers our clients more control of processing and delivery methods through the customizable web based service we provide.

Payroll & HRBrief Elaborations

The goal of a successful Drop In is to secure an appointment. This is not a time to sell, but a time to separate yourself from the competition and create interest in meeting with you in order to learn more. If a Drop-In doesn’t lead to an appointment,

gather some information that will help with your next attempt.

STEPS TO AN EFFECTIVE DROP-IN

Step #1 – Be Authentic • Be yourself, not a sales rep. • Personable – Approachable – No sales pitch

Step #2 – Be In Transit • You can’t stay long. • When you have to leave, they cannot be too busy to talk with you; you are busy working with their neighbor who is

anxious to buy from you.

Step #3 – Be Curious • Ask one or two questions. • When you are curious, they can be, too. Lead them where you want them to go. Being curious is rarely perceived

as a negative thing.

Step #4 – Be Gone! • Set the Appointment and move on. • Stay in rapport; get out of there if you said you are leaving, and schedule time to come back when you can have

their full attention.

Example“Hi! I was on my way to Rocky’s down the street and I just wanted to drop in real quick to introduce myself. I’m John… I work with several businesses in the area, and haven’t had a chance to meet you.

I sometimes hear from business owners that they’re frustrated with all of the changing labor laws, such as the Affordable Care Act, and with trying to keep up with all of them. I’m curious, how do you stay on top of compliance as those laws are changing? [Prospect answers]

At Heartland, we help business owners keep costs down and potential penalties in check by pro-actively monitoring your payroll for ACA compliance requirements. Like I said, I’m on my way to Rocky’s so I can’t stay now. Would you be free later today so that I can show you how to protect your business?”

Payroll & HRFACE-TO-FACE PROSPECTING (DROP-IN)

INTRO - Forecast the Appointment

1. “First I want to tell you a few quick things about Heartland.”2. “Then I want to ask you some questions to learn more about your operations, as we want to understand the entire picture

of how we might be able to help.”3. “Then I’ll share with you our business model, and how it applies to your overall picture. I’ll share why businesses get stuck

in an endless cycle shopping for payroll services, and how our business model relates to our success in retaining clients and ending unhealthy cycles.”

4. “Then I’d like to construct & present a solution for us to discuss and clearly share all the ways it will impact your business.”5. “If it makes sense for us to move forward today, it’s easy to get started. I’ll just need a voided check and a copy of your

federal tax ID to begin the process.”

Step #1 - Tell Them About Heartland

1. “I’d like to start by sharing some things about our company – things that we believe are important to your business.” a. We basically do three things: Payroll and HR, Payment Processing, and Marketing Solutions. b. We founded Heartland on the premise of helping people like you simplify these parts of your business. c. Due to our commitment to long term relationships with our clients, providing a unique pricing model, and high

expectations for client care; we are endorsed by over 250 associations, trade groups, and affinity partners. d. I’m not telling you this to impress you, but I’d really like for your business to be a part of what we’re doing.

Step #2 - Conduct Discover/Needs Analysis

“Now, I’d like to ask you some questions to learn more about your business and see if it makes sense to both of us to continue talking.”

Payroll & HRFORECASTED APPOINTMENT

INTRO - Forecast the Appointment

1. “First I want to tell you a few quick things about Heartland.”2. “Then I want to ask you some questions to learn more about your operations, as we want to understand the entire picture

of how we might be able to help.”3. “Then I’ll share with you our business model, and how it applies to your overall picture. I’ll share why businesses get stuck

in an endless cycle shopping for payroll services, and how our business model relates to our success in retaining clients and ending unhealthy cycles.”

4. “Then I’d like to construct & present a solution for us to discuss and clearly share all the ways it will impact your business.”5. “If it makes sense for us to move forward today, it’s easy to get started. I’ll just need a voided check and a copy of your

federal tax ID to begin the process.”

Step #1 - Tell Them About Heartland

1. “I’d like to start by sharing some things about our company – things that we believe are important to your business.” a. We basically do three things: Payroll and HR, Payment Processing, and Marketing Solutions. b. We founded Heartland on the premise of helping people like you simplify these parts of your business. c. Due to our commitment to long term relationships with our clients, providing a unique pricing model, and high

expectations for client care; we are endorsed by over 250 associations, trade groups, and affinity partners. d. I’m not telling you this to impress you, but I’d really like for your business to be a part of what we’re doing.

Step #2 - Conduct Discover/Needs Analysis

“Now, I’d like to ask you some questions to learn more about your business and see if it makes sense to both of us to continue talking.”

Payroll & HRFORECASTED APPOINTMENT

Payroll and HRDISCOVERY QUESTIONS

Introduction to Discovery Questions:1. How do you currently process payroll? # of Employees, Pay Frequency, # of FEINs

2. Walk me through your payroll routine (how and when submitted, when paid)

3. Tell me what you like or dislike about your current payroll process.

“My goal is to look for ways we can make life easier for you... Let’s review some areas of your payroll to see if we can help...”

Service: Do you have an assigned service rep or do you call into a group?

If you could grade customer service 1-10? Response, Competence...(What is keeping them from a perfect score?)

Have you ever had to re-explain a problem when calling into customer service?

Have you ever had to work through a project with multiple people? What was that like?

Have you ever received contradictory information?

Delivery: Do you have one location to deliver the payroll package or multiple locations? (ex: checks/vouchers

delivered to store and reports delivered to corporate office)

Has your payroll ever been late or lost?

The goal: To be thorough in uncovering pain for which the SPA can provide solutions. The mindset of the SPA should be “What can we do to make your life easier?”

AREAS TO REVIEW:

Accuracy: How is the accuracy of your payroll?

Have you ever wished you could review your payroll before you sent it?

HR (Human Resources): Do you have an HR component with your current provider (ex: Employee Handbook, Job Descriptions,

Regulatory Updates, HR Advisor. Etc.)? If so, are you using it? If not, why?

What are some of the components of your HR application?

Do your employees have online access to their payroll information? (ex: view and print copies of their pay stub, W2, etc.)

Who prepares your Employee Handbook?

Who insures that you’re compliant with the most current employer policies, such as sexual harassment, discrimination, etc?

If an employee were to accuse you of discrimination, what’s your process for handling the situation?

Do you have up-to-date job descriptions for your employees?

What types of HR reports do you receive or create?

Reports: Are there reports you would like to have, but don’t currently have access to? Are you paying for additional reports? What are the names of these reports?

Do you use a custom report writer?

Do you save reports as CSV or XLS file to further manipulate or interface with other systems?

(For Tipped Environment) Do you receive a Tip Allocation Report?

Would it make it easier for your accountant to have a user ID & access to your reports?

Are you paying for access to your history/dowloads? How do you feel about that? (ex: ADP Super Data Access Fees)

Checks/Direct Deposit/PayAdvantage: Are you using Direct Deposit? If yes, how many employees use it? If no, why not?

Are you being charged for Direct Deposit?

Do you currently have access to an employee payroll debit card program? If yes, how many employees use the program?

How many of your employees receive a printed check?

Are these checks drawn individually on your business checking account? If no, please explain.

Time & Attendance System or POS Time & Attendance Interface: Are you currently using an automated time and attendance program (or POS system) to track your

employee’s time? If yes, what is the name of the product?

Does the time and attendance program interface with your payroll program or do you key the time and attendance data into payroll?

Taxes: Have you ever had tax questions - How quickly does your current provider respond?

Have you ever had a penalty?

If you get an IRS notice about a tax issue, what is the process for handling it?

Does your current provider assume full liability for the accuracy and timeliness of your payroll taxes?

Would you benefit from a Full Tax Service program? (If not currently using)

Workers Compensation: Do you have a pay-as-you go workers comp program or do you work with an agent and make quarterly/

annual payments?

Benefits: How are you tracking Vacation, Sick or PTO hours/day?

How often do you get inquiries from employees asking for their vacation, sick or PTO balance?

Have you ever had an employee dispute the # of vacation/sick days?

How does your current system handle (report) these benefits?

Garnishments / 3rd party check: How do you handle/create third party checks? (ex: garnishments, 401k, health insurance)

How much are you being charged for third party checks?

Do you mail the garnishment to the appropriate court or does your payroll provider send it?

Departments: Do you have different departments that employees work in?

Do you have employees working in more than one department in a pay period?

Do you pay them differently when they work in different departments?

GL Report / GL Interface: What is the name of your current accounting/General Ledger system?

How are you posting your payroll information into your accounting/GL software? Manually or interfaced? Walk me through the process...

Other: Do you have a 401k program through your current payroll provider?

Do you have health insurance through your current payroll provider?

Do employees contribute toward premiums? Are they paying with pre-tax or post-tax dollars?

Price: How does your current provider inform you of price changes?

Do you feel you are getting the best value with your current provider?

Step #3 - Share Business Model (not your proposal), 3 year price lock, and how our sales channel is tied to retention & relationship

“Now, I’d like to share with you our business model, and how it applies to our conversation. I believe you’ll find our way ofdoing business to be a refreshing change from the typical payroll and HR company.”

1. Discuss the value of the price lock vs. other competitors a. Sales relationship with our clients is a big distinction and ends the cycle of changing providers every year due to

empty promises and price increases. Business owners can relate to Heartland’s compensation model. When they have a new customer or client, typically this means they have repetitive business transactions or recurring revenue from that relationship over time. Unlike our competitors (paid commission once on a new payroll sale and move on), our sales channel benefits from retaining the business relationship.

Step #4 - Present Solution

1. Do analysis of existing payroll and HR to create an offer2. Review relevant, enrolled distinctions and how they can benefit the business.3. Present Offer of relevant services.4. Determine price by level of rapport/value. Aim for holding 2/3 to ALL available margin.

Step #5 - Enrollment & Boarding

“Lastly, is our boarding process – how you become a customer. It takes about 10 minutes to complete. I just need somebasic information and we’ll get you approved by our onboarding department. Then, I’ll personally ensure that you have asmooth transition to Heartland.”

1. Gather information for enrollment2. Recommend Credit Card no-cost review by a Credit Card Specialist

• Any accounts submitted after 3:00 pm will be reviewed by On-Boarding the next business day.

• Within 3 hours you will get an approval email or pended email from the On-Boarding Team. If o�ce is closed then you will receive it the

next business day.

• The timeframes listed above begin once everything is completed including the setup questionnaire.

• Please submit everything at once, rather than individually as this will only delay the approval process.

• Please do not call or email the On-Boarder for the status of approval as this will all be included in the notification email.

• Any exceptions to the above implementation timelines would need to be discussed with a supervisor prior to approval.

**This timeline varies due to the specific business requirements & complexity (ex. Multiple state/local tax agencies PA, NJ, NY Metro, OH, KY) Interface to general ledger, POS, and HR programs. CPA/In-House implementation timeline will vary based on data received.

No Wages

EmployeeCount

Employee CountBusiness Days needed to Setup* Business Days needed to Setup*

With Wages

Must be discussed and reviewed by Supervisor before timeline can be established

Must be discussed and reviewed by Supervisor before timeline can be established

≥ 151

< 25 2 3< 25

3 426-50 26-50

3 551-75 51-75

4 676-100 76-100

4 7-11101-150 101-150

≥ 151

IMPLEMENTATIONPayroll

#1 Intro HPS (2 mins) “I’d like to start by sharing some things about our company – things that we believe are important for you to know.” * We basically do three things: Payment Processing, Marketing Solutions, and Payroll & HR. * We founded Heartland on the premise of helping people make sense of these parts of their business. * Due to our commitment to long term relationships with our clients, providing a unique pricing model, and high expectations

for client care; we are endorsed by over 250 associations, trade groups, and affinity partners. [Add your local associations here _________________]

* I asked to sit down with you because I am building a portfolio of customers in the area – and it is growing

#2 Ask Questions (30 mins.)Do not engage in Heartland conversation here, wait for #4, you are looking to discover how you can help them, BUT also how they’ll be a help to you. Be Professional! Take Notes! Who’s your ideal client? Who is your contact (owner/GM, manager, receptionist)? What else are you currently doing for networking sources? Who are 3 of your favorite clients/ types you currently work with? What are your company’s biggest distinctions over your competitors? What’s your biggest objection to overcome in the initial sale? Why do clients end up signing with you? Where do you get most of your current referrals from (Partners, clients)?

#3 Share our model (3 mins)Make the point that we get approached all the time to partner with companies and we’re looking for the best, hardest working, most credible names to align with. “We recognize that being a big impact on your business can and will benefit us both, and with our already large accreditation

we are constantly looking for new innovative ways to bring value to our clients. That’s why I wanted to spend this time learning about your business today, not only to bring value to our clients but to make our clients yours.”

#4 Present Solution (5 mins)Apply information regarding their needs/ wants from #2 here, remember the notes you took? Introduce our distinction in the payroll industry on Relationship Management and how we differ from the competition. The

integrity of each sale will be more in line with how business partners are compensated/retain clients. Introduce Associations functions that apply. Introduce other appropriate meetings/chambers opportunities, etc… that are within your network/ portfolio and other main

points from information you previously gathered. Introduce how Heartland can provide additional resources for networking partners by providing access to customized reports

and tools to communicate to the employee base of their clients through Heartland Payroll and HR.

#5 Enroll them to Commit (10 mins, engage them in our process) Similar to the paperwork process, spend the next 10 mins using today’s new found information to dig up 3 “GOOD,

QUALIFIED” leads for each other, or commit to a regular time, place, and date to reconvene and trade leads.

Payroll & HRTHE COFFEE DATE - FORECAST