Post on 18-Dec-2015
Sales Motivation is Critical
• Influenced by Sales Manager• Even More Important for Salespeople• Freedom of Supervison• Lack of Faith in Themselves• Lack of Faith in Their Brands
Motivation Includes
• Drive to Initiate Action on a Task• Drive to Put Forth Sufficient Effort on a Task• Persistence to Maintain Effort Over Time
Motivation is INTERNAL
• Manager Influences• Manager Cannot Create• Can Increase Chances• But Easier to Destroy• People are not Motivated =
Maslow• You have had this before• Physiological and Safety/Security Needs are
First – For Good Reason• What Motivates Changes Over Time (and
Environment)• Salespeople satisfied by pay are less interested
in higher pay
Herzberg
• Dissatisfaction must be removed before motivation
• Perceived Inequity in Pay, Company Policy, Working Conditions or Relationships kill motivation
• Removing Dissatisfaction Motivation
Herzberg #2
• Motivation is associated with:– Achievement– Recognition– Challenging Work– Advancement
Herzberg Useful?
• Have Clear Policies and Procedures– Don’t have to be equal but must be seen as “fair”
• Pay is not a great motivator – but is a great demotivator (Do Not Make Salary Info Public)
• Non Pay Factors are Key to Motivation
Expectancy Useful?
• Working Stupid Kills Motivation• If Salesperson Thinks the Goal Cannot Be
Reached they Give Up or Cheat• The Performance + Goal Link is Essential• Are The Rewards Even Important to the
Individual?
Expectancy Useful?
• Working Hard & Smart Are Both Critical• Skills Training is Vital• Do Not Ever Over-Promise• Be Sure Everyone Has the Chance to
Succeed• Give Rewards People Want
Goal Theory
• Difficult Goals, if accepted, Have the Best Performance
• Difficult & Specific Goals are Optimal• Feedback on Performance Towards the
Goals is Essential• Individual Must Think Goal Can Be Reached
Goal Theory Useful?• Specific Sales Quotas are Good• Salespeople Must Think the Goal Can Be
Reached – Must “sell the goal”• Put goals in Writing. Tie Performance to
Rewards• Give Regular, Specific Feedback• Positive Feedback is 1st (but not only) Choice
Career Stages & Motivation
• What Motivates People Depends on Age & Experience of Salespeople
• 4 General Stages
Exploration Stage
• Do I really want to do this?• High Stress & lots of job changes• Give Realistic Job Descriptions• Provide rapid feedback & short term goals
– 30, 60, 90 days etc….
• Benefits for Reassuring or Releasing
Establishment Stage
• What I want to do (or forced to do)• Focus on Getting Ahead• Likely to Change Jobs if Not Hitting
Expectations• Incentive Pay, Promotions are key
Maintenance Stage
• Midlife Crisis or What I want to Do• Advancement no longer desired (usually)• Backbone of the sales force• New Challenges & Appreciation are Helpful
Disengagement Stage
• Everyone Has This Eventually• Less Pay Motivation Hurts• Be Sure They Hit Quota• DO NOT, DO NOT Punish Prior Success!!!• Noticing Quickly & Asking Why Can Help
Incentive Programs
• What Are They?• Goals & Timing• Have to Sell the Program• A Grand Prize is a Mistake• Range of Prizes is Better• Cash has benefits & problems
Incentive Programs
• Themes• Progress Should Be Regularly Reported• Publicize The Winners• Varied Timing is a Must
Cars
• Company Cars?• Motivational Tool!• Competitive Salespeople• Trash Talk Factor• See What You Drive• Not Where You Live