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Motivating Your Sales Team
In this specially commissioned and short eight-page PDF, you will learn:
- Why Does Motivation Matter?
- What Motivates a Sales Person?
- Is Money the Only Motivator?
- How You Can Sustain Performance and Boost Motivation
- How You Can Motivate on a Low or No Budget
This white paper is free to download to all visitors. Download here
To sign up is simple, just a name and email address. If you’re an active job seeker and would like to utilise the services of Aaron Wallis Sales Recruitment, there is also the facility to add your CV.
Download the White Paper: Motivating Your Sales Team: How to Get the Best Performance
14 Different Ways to Motivate Your Sales Team
- Hold team-building activities: Regularly holding team-building activities can bring staff closer and build trust and morale.
- Offer professional development opportunities: Offering staff the chance to develop their skills and take on new challenges.
- Offer flexible work hours: Allowing staff to work flexibly can help to reduce stress and make them feel more in control of their work-life balance.
- Recognise employees: Rewarding employees for their hard work and accomplishments is a great way to make them feel appreciated.
- Celebrate successes: Celebrating successes, both big and small, can help to create a positive atmosphere and motivate staff to work harder.
- Provide feedback: Providing feedback and constructive criticism can help staff to improve and stay motivated.
- Create an open and supportive work environment: Creating a work environment where staff feel supported can help to foster motivation and creativity.
- Offer non-monetary incentives: Offering incentives such as gifts for reaching specific targets can be an effective way to motivate staff, and they don’t need to be expensive. We offered a box of chocolates at the end of each week, and the team competed to win as if it was £1,000.
- Empower employees to take ownership of their goals: Allowing them to set their own targets and measure their progress. It is a modern way of management thinking but has yielded strong results in some organisations. Some firms even allow their employees to set their basic salary, and colleagues silently vote on whether or not they are worth it, and it’s adjusted accordingly.
- Consider OKRs rather than KPIs: OKR stands for Objectives and Key Results. It is a goal-setting system that helps organisations set ambitious goals for their staff and measures their progress towards meeting them. The objective defines the desired goal rather than the indicators required to complete the goal. An example could be ‘Objective: Increase customer satisfaction’ with the ‘Key Result: Increase Customer Satisfaction Survey Scores from 6 to 8’. OKRs are also frequently used for non-financial corporate objectives to all align teams and departments to meet criteria such as Corporate Social Responsibility targets.
- Utilise technology to streamline processes: Make tasks easier for the sales team and free them up to have conversations with clients.
- Share the History: Share stories from successful salespeople across the years, highlight their success and lessons that everyone can learn from. Perhaps create photobooks for the staff room detailing their achievements across the years.
- Coach for Success: Provide regular feedback and coaching sessions to help employees grow and develop their skills. Encourage staff to detail their development areas.
- Remote Work: Offer the opportunity to work remotely, perhaps from home or even from a holiday home paid for by the firm.
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Date published: 26th February 2024
by Darren Dewrance
Founding Director
About the author
Darren Dewrance
Darren spent six years in sales and field sales before joining the original sales recruitment specialist, Austin Benn, in 1998. After achieving the status of top consultant, out of about seventy at the time, Darren rose from Senior Consultant to Operations Manager of the commercial sector before leaving to join a London based Headhunter in 2003 before setting up Aaron Wallis with Rob in October 2007.
With a natural leadership style, Darren is an expert on putting his finger right on the heart of the problem. His natural commercial instincts have helped hundreds of employers make better recruitment decisions. Darren is married with two children, and when not at work or with his family, he likes nothing more than to be on the side of a river or a lake with a rod in his hand.
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