Employees will perform at 100% capacity if they feel motivated. Examine their motivations and behaviors to understand what drives them. If they are excited, passionate, and experience genuine emotional reward, they will commit to doing whatever it takes to achieve the desired end goal.
One may ask, aren’t all sales people motivated by money? Well, yes, compensation is important and maybe more with this group of people than any others. However, far many other intangible rewards drive motivation and efficiency.
We strongly believe that the development of a sales performance review framework inspires extraordinary sales performance achievements and leaves little room for under-achievers to hide. This framework should be based on:
Achievement. Set clear sales goals that are challenging yet achievable and acknowledge results. The highest performing organizations set quotas that enable 80% of their salesforce to achieve them.
The Work. People want to see the result of their work, not just a subset of a process that offers very little meaning. Design projects so your sales team can be involved from start to finish and see the result of their efforts.
Autonomy. Once your team knows what is expected, give them the freedom and flexibility to perform using their own methods and style of measurement. People perform best if micro-managing leaders are not standing over their shoulder.
Recognition. Recognize your team for their great work. Formal recognition programs are important. However, informal and “experiential” recognition make a greater impact. If you see someone doing something right, immediately recognize him/her for it. Acknowledgment goes a long way.
Support. Provide the necessary support so your sales team can get the job done. Some of this requires soft skills – i.e., your willingness to listen and provide executive coaching. Employees need leaders who can provide both. Yet this is often where most improvements are required from a sales management standpoint. When you give your people the tools they need to be successful, they will deliver on challenging assignments.
A work and performance management environment built on the above foundation will motivate and empower your sales team and enhance their commitment to do well. Add to this a solid onboarding process, a low tolerance for unwanted behaviours and non-performance, and you’ll have the start of a winning formula.
