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1)
Write an article of 500
words on the topic –
“How to motivate your sales team”
Sales
play a vital role for any organization's growth and the sales team is the face
of the organisation. Sales force develops most loyal clients and turns new
prospects into clients. But at the same time sales is hard. The role challenges
your Sales executives and Sales Managers’ confidence and can drain their
energy. So, at such instances how can you motivate sales team and maintain its
motivation to get the best results?
Not
all minds think same, different things motivate different people: money,
recognition, or even fear of losing their job. As a leader, it’s difficult to
create an environment that will appeal to everyone, so it’s your job to find
what motivates each employee. Motivation usually has two elements: fear and
desire. Let's look into few simple ways of motivating Sales force:
Restructure your compensation plan
The
sales compensation plan is an important part of motivation as it relates to
sales performance. Many times you’ll see a compensation plan compiling all the
concessions given over the years. In the end, this plan is more difficult for
your sales force to understand than it is a motivational tool.
To
initiate this process, evaluate the situation carefully so you can fix your
compensation plan permanently!
Try
to think some questions about current compensation plan:
Is
your plan attractive and retain top salespeople?
Are
your compensation plans aligned with the company’s strategies?
Is
your plan giving you liberty to adapt to the changes in the motivation of your
salespeople?
At
last, is your compensation plan helping you to sustain steady growth?
If
answers are “no” then your compensation plan isn’t bringing out the best in
your players.
Try to acknowledge employee’s
personal goals:
Once
you review the compensation plan, motivate your team by taking the time to
learn more about their objectives. Money is not always an end in itself, you
can also motivate people by gifts, rewards, satisfaction in job, and the most
important source is usually the personal goals your representatives set for
themselves.
You
must ask sales team what they want, where they see themselves later in life and
provide them incentives to help them achieve their goals. Acknowledge their
performance the times they meet or exceed expectations, or do something as
simple as mentioning a member’s success in front of the rest of the team during
a meeting.
Replace the bottom 10%
If
nothing works then it’s time to evaluate an individual’s performance and dismiss
the bottom 10%.
You
can’t have salespeople who want to remain in a state of conditional commitment
regarding success -- people who will only do what they are comfortable with or in
agreement with. You need salespeople who want to be the best; individuals who
aim to become the next sales superstar and who are ready to do whatever it
takes (legally and ethically) to get there. You can usually discern those who
want to succeed from those who are just looking for extra money in their
pocket.
Naturally,
in dismissing the least performing salespeople, there will be a positive impact
on the motivation of those other salespeople who will want to excel, for fear
of being the next ones to be dismissed.
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