For any sales manager, holding on to your top performers is vital which means they need to remain engaged and motivated at all times. But this doesn’t happen on its own, it takes planning and investment.
A good manager should be defining clear goals for employee engagement and also examine the challenges they face.
They need to ask themselves if the sales team is highly motivated, driven and achieved the desired targets, or do they need a motivational boost?
Does everyone buy-into the company mission statement; your vision and are they excited by the employer brand?
Are they 100% loyal to the company? If the answer is no, then the employee engagement process needs some work.
Below is my 5-step action plan on how to go about motivating employees.
1. Explore Solutions
The first step is to accept that you can't always motivate people however, you can create an environment in which they feel inspired and confident that they can be their best. So focus on what is working in the company, give regular positive feedback and put success stories as the first agenda item in all meetings. Shift away from discussing problems to exploring solutions.
2. Separate morale from motivation
Good leaders are quick to separate the concept of ‘morale’, which is how employees are feeling, from ‘motivation’, which is the ability to turn talent into productivity. Even employees who have low morale can remain highly productive and engaged.
3. Canvas your employees
Use your staff as a sounding board. Find out what makes them tick. You could try an anonymous survey asking them what motivates them; what team building events they enjoy and what employee benefits matter most to them.
4. Team building events – be clear about your goals
A dedicated conference or event can work wonders in terms of motivating sales staff, solving specific business issues and boosting morale. However, these events can be expensive, so be clear about your objectives and make sure the format of the event will deliver your goals.
5. Set up a rewards programme
Another way of motivating staff throughout the year is to implement a well planned rewards programme, which can be positive and profitable. However, do your research first and make sure the correct rewards are being offered – financial remuneration is not always the answer!
By Stephen Archer, Director, Spring Partnerships