Sales Management 12 Motivation and Rewards. Motivation Motivation: Intrinsic vs. Extrinsic When...
Transcript of Sales Management 12 Motivation and Rewards. Motivation Motivation: Intrinsic vs. Extrinsic When...
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Sales Management 12Sales Management 12
Motivation and RewardsMotivation and Rewards
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MotivationMotivation
Motivation: Intrinsic vs. Motivation: Intrinsic vs. ExtrinsicExtrinsic
When When rewards rewards
such as pay such as pay and formal and formal recognition recognition
act as act as motivatorsmotivators
When doing When doing the job is the job is inherently inherently motivatingmotivating
IntrinsicIntrinsic ExtrinsicExtrinsic
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Noncompensation rewards:Noncompensation rewards:Those beneficial factors related to the Those beneficial factors related to the work situation and well-being of each work situation and well-being of each salesperson.salesperson.
Two Basic Categories of Two Basic Categories of RewardsRewards
Compensation rewards:Compensation rewards:Those given in return for acceptable Those given in return for acceptable performance or effort. They can include performance or effort. They can include nonfinancial compensation.nonfinancial compensation.
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Types of Sales Force Types of Sales Force RewardsRewards
MotivationMotivation
_________
_________
PayPay
PromotionPromotion
Sense of Sense of AccomplishmentAccomplishment
Personal Growth Personal Growth OpportunitiesOpportunities RecognitionRecognition
Job securityJob security
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Aptitude:Aptitude:
Enduring personal Enduring personal _________that that determine individual’s overall determine individual’s overall ability to perform a sales jobability to perform a sales job
VariablesVariables IntelligenceIntelligence Cognitive AbilitiesCognitive Abilities Verbal IntelligenceVerbal Intelligence Math AbilitiesMath Abilities Sales AptitudeSales Aptitude
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PersonalityPersonality Enduring personal traits that Enduring personal traits that
reflect an individual’s reflect an individual’s _________ _________to situations encountered to situations encountered in the environment.in the environment.
VariablesVariables ResponsibilityResponsibility DominanceDominance SociabilitySociability Self-EsteemSelf-Esteem Creativity/FlexibilityCreativity/Flexibility Need for Achievement/Intrinsic Need for Achievement/Intrinsic
RewardsRewards Need for Power/Extrinsic RewardsNeed for Power/Extrinsic Rewards
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SkillSkill Individual’s Individual’s learnedlearned _________at at
performing necessary tasks.performing necessary tasks. NB: Skills can be trained!NB: Skills can be trained! VariablesVariables
Vocational skillsVocational skills Sales Presentation skillsSales Presentation skills Interpersonal skillsInterpersonal skills General ManagementGeneral Management Vocational EsteemVocational Esteem
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Sales Role PerceptionsSales Role Perceptions
Role Role _________: _________: Knowing what is expectedKnowing what is expected
Role Role _________: _________: Incompatible demands from Incompatible demands from different role partners (firm, boss, customer, family)different role partners (firm, boss, customer, family)
Role Role _________: _________: Believe that they don’t know Believe that they don’t know what is expected, how they should meet what is expected, how they should meet expectations, or how they will be evaluated & expectations, or how they will be evaluated & rewardedrewarded
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Sales Role Perceptions II:Sales Role Perceptions II:ConsequencesConsequences
Role Inaccuracy, Conflict, and Role Inaccuracy, Conflict, and Ambiguity lead to:Ambiguity lead to: DissatisfactionDissatisfaction Mental AnxietyMental Anxiety Salesperson TurnoverSalesperson Turnover AbsenteeismAbsenteeism Poor Job PerformancePoor Job Performance
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Sales Role Perceptions III:Sales Role Perceptions III:ImprovementImprovement
Close (not stifling) supervisionClose (not stifling) supervision
TrainingTraining
Salesperson experienceSalesperson experience
Include salesperson when Include salesperson when
establishing expectationsestablishing expectations
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Sales QuotasSales Quotas
Goals assigned to salespeople Goals assigned to salespeople for specific time period.for specific time period.
Three PurposesThree Purposes _________salespeople_________salespeople _________performance_________performance _________salespeople’s effort_________salespeople’s effort
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Problems with QuotasProblems with Quotas
Not apples/applesNot apples/apples Different levels of difficulty in Different levels of difficulty in
territoriesterritories May be tough to apply to teamsMay be tough to apply to teams Can be expensive to establishCan be expensive to establish If not done well, may focus efforts If not done well, may focus efforts
too much in one area.too much in one area.
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Characteristics of Good Characteristics of Good QuotasQuotas
__________________ Motivation requires reasonable Motivation requires reasonable
chance of attainmentchance of attainment
Easy to _________Easy to _________ Too complex Too complex suspicion and suspicion and
mistrustmistrust
__________________ Cover all criteria to avoid imbalanceCover all criteria to avoid imbalance
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Types of QuotasTypes of Quotas
VolumeVolume Units, Dollars, PointsUnits, Dollars, Points
ActivityActivity # cold calls, proposals, displays, # cold calls, proposals, displays,
service calls, meetings, collections, service calls, meetings, collections, demonstrationsdemonstrations
FinancialFinancial Expenses, Gross Margins, Net ProfitExpenses, Gross Margins, Net Profit
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How to Set QuotasHow to Set Quotas VolumeVolume
HistoryHistory Territory PotentialTerritory Potential
ActivityActivity Sales reps and managers; sales Sales reps and managers; sales
reports; researchreports; research FinancialFinancial
Based on financial goals of firmBased on financial goals of firm Adjust to meet needsAdjust to meet needs
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Performance CriteriaPerformance Criteria
Total Sales Volume; Increase over last Total Sales Volume; Increase over last year.year.
Percentage of Quota Attainment.Percentage of Quota Attainment. Selling Expenses; Decrease from last Selling Expenses; Decrease from last
year.year. Profitability of sales; Increase over last Profitability of sales; Increase over last
yearyear New AccountsNew Accounts Improved administrative duties Improved administrative duties
(paperwork)(paperwork) Improvements in customer serviceImprovements in customer service
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RewardsRewards Money: salary, bonus, commissionMoney: salary, bonus, commission PromotionPromotion Non-financial: (Contests, travel, prizes, Non-financial: (Contests, travel, prizes,
etc.)etc.) Special Recognition (clubs, awards, Special Recognition (clubs, awards,
etc.)etc.) Job securityJob security Feeling of self-fulfillmentFeeling of self-fulfillment Feeling of worthwhile accomplishmentFeeling of worthwhile accomplishment Opportunity for personal growth and Opportunity for personal growth and
developmentdevelopment Opportunity for independent Opportunity for independent
thought/actionthought/action
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MotivationMotivation
Motivation leads to effort.Motivation leads to effort. Effort leads to performance.Effort leads to performance. What leads to motivation?What leads to motivation?
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MotivationMotivation
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Expectancy Instrumentality Valence Motivation
Unmotivated
Yes HighYes
No No Low
Expectancy Theory
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Expectancy TheoryExpectancy Theory ExpectationExpectation
Effort Effort _________
InstrumentalityInstrumentality _________ Reward Reward
ValenceValence Reward has Reward has _________
Must have all 3 to be motivated!Must have all 3 to be motivated!
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ExpectationExpectationMust expect thateffort will lead toperformance outcome
Practice ≠ Jimi Studying = Knowledge
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InstrumentalityInstrumentalityResults must beinstrumental inachieving reward
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ValenceValence
Low Valence High Valence
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Expectancy Theory in SalesExpectancy Theory in Sales If I make ten cold calls/day, I will get If I make ten cold calls/day, I will get
2-3 new customers per week, leading 2-3 new customers per week, leading to higher sales.to higher sales.
If I get 2-3 new customers/week and If I get 2-3 new customers/week and have higher sales, I will make more have higher sales, I will make more commi$$ion$.commi$$ion$.
I like money. I want to make more, so I like money. I want to make more, so I am motivated to make the cold calls.I am motivated to make the cold calls.Note: People have different values, so they Note: People have different values, so they are motivated by different rewards.are motivated by different rewards.
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Major IssuesMajor Issues People have different personal People have different personal
characteristics and different characteristics and different valances for various kinds of valances for various kinds of rewards.rewards.
Ideally want to have unique Ideally want to have unique compensation program for each compensation program for each person.person.
It ain’t gonna happ’n!!!!It ain’t gonna happ’n!!!! Too complex to administerToo complex to administer Question of fairnessQuestion of fairness
Changes over timeChanges over time Need to update continuouslyNeed to update continuously
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Designing a Compensation Designing a Compensation PlanPlan
Compensation plan is intended to have Compensation plan is intended to have the sales force do what management the sales force do what management wants, how it wants it, and within the wants, how it wants it, and within the desired time.desired time.
First, need to decide what it is that First, need to decide what it is that management wants.management wants.
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Assessing Assessing Situation/ObjectivesSituation/Objectives How are salespeople allocating How are salespeople allocating
time?time? How good are the current How good are the current
outcomes?outcomes? Job AnalysisJob Analysis Recruitment and selectionRecruitment and selection Company recordsCompany records Company marketing & sales Company marketing & sales
objectivesobjectives Account managementAccount management
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What do you reward?What do you reward?
Performance outcomesPerformance outcomes BehaviorsBehaviors Need to align the sales forces’ Need to align the sales forces’
objectives with that of the objectives with that of the company.company.
Can strive to achieve multiple Can strive to achieve multiple objectives, but not too many at objectives, but not too many at once.once.
Use mixed-incentive planUse mixed-incentive plan
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Behaviors & Activities to Behaviors & Activities to RewardReward Higher $ volume Higher $ volume
salessales Increase sales of Increase sales of
more profitable itemsmore profitable items Push new productsPush new products Higher penetration: Higher penetration:
products, customersproducts, customers Larger average order Larger average order
sizesize New customersNew customers
Service/Maintain Service/Maintain existing customersexisting customers
Retain customersRetain customers Encourage team Encourage team
cooperationcooperation Balanced (full-line) Balanced (full-line)
sellingselling Lower sales costsLower sales costs Increase callsIncrease calls Prompt paperworkPrompt paperwork
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ValanceValance
Need to determine what drives the Need to determine what drives the current sales force at this time.current sales force at this time.
SurveySurvey Conjoint analysisConjoint analysis Managers don’t necessarily have Managers don’t necessarily have
an accurate perception of their an accurate perception of their salespeople’s valances for different salespeople’s valances for different rewardsrewards..
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Appropriate Compensation Appropriate Compensation MixMix Determine gross amount Determine gross amount
necessary to attract, retain, and necessary to attract, retain, and motivate right type of salespeople. motivate right type of salespeople.
Then allocate to salary, Then allocate to salary, commission, bonus, benefits, commission, bonus, benefits, prizes.prizes.
Varies with type of sales job, size Varies with type of sales job, size of company and sales force, and of company and sales force, and policies.policies.
What do competitors pay?What do competitors pay? Pay low, high, or average?Pay low, high, or average?
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Dangers of Paying Too Dangers of Paying Too MuchMuch Increases selling costs Increases selling costs lowers lowers
______
Can cause Can cause _________and low and low _________among non-sales among non-sales employees and managersemployees and managers
Not necessarily a motivatorNot necessarily a motivator MaslowMaslow Prospect TheoryProspect Theory
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Dangers of Paying Too Dangers of Paying Too LittleLittle You get what you pay for.You get what you pay for.
Attract only weak peopleAttract only weak people Leads to poor resultsLeads to poor results
High turnover, especially among High turnover, especially among good people. Only the less good people. Only the less capable will stay.capable will stay. Leads to higher costs for recruiting, Leads to higher costs for recruiting,
and training.and training. Lost salesLost sales Managers always recruiting and hiringManagers always recruiting and hiring
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Compensation Compensation ComponentsComponents
__________________
__________________
__________________
__________________
_________ __________________ _________
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Compensation: Compensation: CommissionCommission Payment based on short-term Payment based on short-term
resultsresults Usually a % of $ sales, or $/volumeUsually a % of $ sales, or $/volume Direct link between performance Direct link between performance
and paymentand payment Motivates high level of selling Motivates high level of selling
efforteffort Encourages sales successEncourages sales success
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Compensation: SalaryCompensation: Salary
Fixed sum of money paid at set Fixed sum of money paid at set intervalsintervals
How most of the country is paidHow most of the country is paid Function of experience, competence, Function of experience, competence,
tenure, past performancetenure, past performance Motivate effort on non-sales activitiesMotivate effort on non-sales activities Adjust for differences in territory Adjust for differences in territory
potentialpotential Motivate investment in long-term Motivate investment in long-term
salesale
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Compensation: Incentive/BonusCompensation: Incentive/Bonus
Additional commission tied to sales Additional commission tied to sales or profitability (e.g. + 1% after or profitability (e.g. + 1% after $2,000,000)$2,000,000)
Bonus for meeting or exceeding Bonus for meeting or exceeding targettarget
Direct effort to strategic objectivesDirect effort to strategic objectives Provide additional rewards to top Provide additional rewards to top
performersperformers Encourage sales successEncourage sales success
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Compensation: Sales Compensation: Sales ContestsContests Encourage extra effort at specific Encourage extra effort at specific
short-term objectivesshort-term objectives Can offer: Can offer:
CashCash Merchandise Merchandise (TV, Car, Shopping, Golf, (TV, Car, Shopping, Golf,
Dinner)Dinner) Travel Travel (Can also be a team building event)(Can also be a team building event)
Offer multiple opportunities for prizesOffer multiple opportunities for prizes Needs to be achievable to be Needs to be achievable to be
motivatingmotivating Cannot be too easy, or won’t be Cannot be too easy, or won’t be
motivatingmotivating
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Compensation: BenefitsCompensation: Benefits
Health insurance, sometimes Health insurance, sometimes disability and life insurancedisability and life insurance
Pension planPension plan Not everyone offers, especially if Not everyone offers, especially if
contract (real estate agent) or contract (real estate agent) or manufacturer’s repmanufacturer’s rep
Salespeople are then forced to buy Salespeople are then forced to buy plans through professional plans through professional associationsassociations
Provides security, especially Provides security, especially important to people with families, important to people with families, or getting olderor getting older
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Compensation PlansCompensation Plans
Straight SalaryStraight Salary
Straight CommissionStraight Commission
Combination Plan (most common)Combination Plan (most common)
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Straight SalaryStraight Salary If non-short-term sales goals are If non-short-term sales goals are
importantimportant If difficult to measure individual’s If difficult to measure individual’s
contribution to the sales effort contribution to the sales effort (missionary, team selling)(missionary, team selling)
Provide salespeople with steady Provide salespeople with steady incomeincome
Easy to manage and administerEasy to manage and administer
$ not tied to performance$ not tied to performance Lowers/clouds instrumentalityLowers/clouds instrumentality No motivation to performNo motivation to perform
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Straight CommissionStraight Commission Direct link between selling and Direct link between selling and
rewardreward MotivatingMotivating
Inherently fair: rewards to best Inherently fair: rewards to best performersperformers
Usually easy to compute/administerUsually easy to compute/administer Vary directly with sales volume & $Vary directly with sales volume & $
Lose control over sales forceLose control over sales force No motivation for non-selling No motivation for non-selling
activitiesactivities Milk existing customers, no serviceMilk existing customers, no service
Unstable income, tough to predictUnstable income, tough to predict Can establish draw, but may be deep Can establish draw, but may be deep
holehole
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Combination PlansCombination Plans
Most common form of compensationMost common form of compensation Smaller commissions, but with base Smaller commissions, but with base
salarysalary Can also offer bonuses for reaching Can also offer bonuses for reaching
target (e.g. % of quota)target (e.g. % of quota) Can manipulate (not often, or too Can manipulate (not often, or too
much) to motivate performance or much) to motivate performance or activitiesactivities
Gives salespeople both security and Gives salespeople both security and incentive to work hard and performincentive to work hard and perform
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Other IssuesOther Issues
Appropriate size of incentive/base Appropriate size of incentive/base (25%+)(25%+)
Incentive Ceiling: Incentive Ceiling: Arguments on both Arguments on both sidessides
When is a sale a sale?: order acceptance, When is a sale a sale?: order acceptance, allowances or returns, shipment, payment?allowances or returns, shipment, payment?
Group incentive? Allocation? Group incentive? Allocation? Can pay Can pay both group and individual components: both group and individual components: Linkages Linkages
How often to pay incentive? How often to pay incentive? Monthly Monthly (52%), Quarterly (24%), or Annually (21%)(52%), Quarterly (24%), or Annually (21%)
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Sales ContestsSales Contests Clearly define and specify the Clearly define and specify the
objectivesobjectives Have an exciting Have an exciting _________ Have a Have a ________ __________that that
most/all salespeople can win a most/all salespeople can win a prize.prize.
_________prizesprizes Promotion and follow throughPromotion and follow through
_________salessales Hurt Hurt _________& & _________ Necessary if good compensation Necessary if good compensation
plan?plan?
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Non-Financial RewardsNon-Financial Rewards
PromotionPromotion Career DevelopmentCareer Development Valence declines with ageValence declines with age Add perquisites (perks) with Add perquisites (perks) with
position:position: CarCar Better working conditions (hours, Better working conditions (hours,
facility)facility) Compensation, Profit-sharingCompensation, Profit-sharing