Team Motivation, Ideas How To Motivate A Team

Team motivation is one of the most important factors for better sales efficiency. Here you can learn the basics of team motivation.

I received a call from a Sales Director recently who told me that his Sales Managers fail to hold their salespeople accountable.

He said: "My Sales Managers are too soft on their salespeople 95% of the time and too hard on them 5% of the time." He went on to explain that when attempting to hold their salespeople accountable, the Sales Managers "soft sell" the conversation.

They don’t firmly communicate the facts about the salespersons actions or the reality of the pending consequences. On the other hand, when the Sales Manager lets the poor performance go on too long, they allow their emotions to build up, eventually exploding and then losing control in front of the salesperson. Neither scenario is effective.

Fear has a nasty way of controlling even the most well intentioned Sales Managers. Although many may not want to admit it, fear of not being liked, rejection, or being talked about behind their backs by their sales team is a fate worth avoiding at all costs.

The importance of team motivation. How does a Sales Manager effectively hold salespeople accountable? Here are five things you can do to aid you in having difficult conversations focused on accountability.

Clearly Define Expectations - You cannot hold someone accountable unless they know and understand the expectations by which they will be measured. Defining expectations means the salesperson knows what it means to be successful or not.

When they know what’s expected of them, then you simply point to the expectations as the standard when they fail. This way, you remove the emotion from the situation and can stick to the facts. This removes the fear of "attacking" someone. Instead, it measures their performance against a pre-set standard.

Focus on the Issue - You may be fearful of coming across as too harsh or overbearing. Here’s an easy tips: Be easy on the person but firm on the issue.

Don’t allow yourself to get caught up in an emotionally charged situation or feel you must defend your position. Just stick to the issue – failure to meet quota, lack of prospecting effort, poorly qualified pipeline, insufficient follow-up, etc. Don’t be afraid of what they might say – just focus on their activities and how you can help them redirect their actions toward more productive means.

Connect Behaviors with Outcomes - Sometimes, the salesperson may not know that they are engaged in unproductive activities. Help the salesperson see the "effect" of their actions. Good behaviors drive positive results, and bad behaviors drive negative results.

Your salespeople need their sales coach to open their perceptions to the impact their actions make on their performance as well as the teams. For example, If they continually fail to qualify buyers, then help them connect that to why they have low closing ratios and unproductive sales calls.

Control Personal Neediness - As a Sales Manager, you must control your impulse to be liked. Stay conscious and "mentally present". You must have that conversation with yourself that keeps you focused on speaking truth, staying in control and managing your emotions. Don’t let negative thoughts permeate your mind and erode your responsibility to maintain performance within your sales team. Remember, you control your mind – not the other way around.

Do Your Job - In the end, it’s your job responsibility to meet a sales quota. If your salespeople are not meeting their individual quotas, it’s ultimately your fault – whether it was a bad hire, ineffective training, or poor management. The buck stops with you. If you inherited a poor performer, then you have to exercise your authority to either attempt to fix the situation through development or terminate them. Again, either way, it’s your job.

Salespeople must be held accountable for their results. This is a fact of Sales Management. Ideally, you’d like for them to do it themselves… absolving you of that unenviable responsibility.

In a perfect world, that would be an option. However, that’s not reality. What helps is hiring good salespeople with good products and services to sell. Also, managing and leading them well is an asset.

In the end, how you handle that difficult conversation is entirely up to you. Hopefully, you’ll see that you can do it and can garner even more respect when you do it well.

Other such blogs:

seminarians on motivation
The placing of an article hereupon does not necessarily imply that the CW Team agree or accept the contents of the article as being necessarily factual in theology, dogma or otherwise. CW Team SIC: II. EDITED BY CW Team.

How To Motivate A Sales Team
How to motivate a sales team? The one thing you need to know about team motivation is that – there’s no such thing! Okay, so the football manager ‘motivates’ the team by getting them together at half-time and ‘explaining’ how they’re about to lose the game unless.

The Strongest Team In The Streets
We just released our Motivation Spring 2010 collection and now here is the lookbook for the collection. After 2 1/2 years in business, this is our first ever in-store line and it features staple t-shirts, crewnecks.

Getting the Best from your Employees
As such, employee engagement involves addressing any issue which impacts on an individual’s ability or willingness to give their all and concerns a range of factors such as individual motivation and commitment, team effectiveness.

Motivation Plr Articles
Student Motivation – (664 Words); Team Motivation – (675 Words); Understanding Motivation And Emotion – (635 Words); Words Of Motivation – (659 Words); Work Motivation – (620 Words); Workplace Motivation.