2/23/2016 Sales is a difficult job, and one that not everyone is cut out for. So, when you have a great sales team in place it’s essential to consistently set goals, in addition to providing the motivation they need to achieve them.
Before you can motivate your team to win more business, you have to set attainable goals as a benchmark for success. Nothing will set your team up for success or failure more than how realistic and attainable their goals are on a monthly and quarterly basis.
Some basic but essential goal setting tips for sales managers:
- Find the sweet spot – set goals that are too easy and your team might become bored and lazy; set goals that are too lofty and you will likely stress and discourage your team. Set goals between the two and watch your team aggressively meet them.
- Use history – review the past several years of sales data and identify highs, lows, and trends, use the information you gathered to set your new goals.
- Keep on top of it – don’t be afraid to examine goals throughout the year and work together to implement strategies to step things up if needed, realizing at the last minute that there’s no way to meet your target leaves you no recourse to turn your progress around.
The main ingredient for motivation is knowledge. Knowing your sales team and what makes them tick will make finding and maintaining techniques to motivate them for a stronger performance much easier.
- Be flexible – every employee is different, monetary rewards might get one member of your team going, while another prefers paid time off and yet another wants recognition and praise. Realizing that cookie cutter motivators won’t work for every individual is the basic building block you need to provide adequate motivation.
- Be consistent – rewards won’t be effective unless you are consistent. Be accountable for ensuring the team gets rewarded in a timely manner.
- Provide opportunities for team bonding – helping your sales team build a rapport outside of the office will help them relate to one another and make them more likely to work together for success as a group.
- Allow for individual advancement – offering your team chances to attend trainings, conferences, and other meetings and events show them that you are committed to their professional growth and development. Feeling valued and invested in will give your team confidence that they are secure in their roles and have ample opportunity for promotions and raises
Finally, whatever you do, DO NOT micromanage your sales team. There is no better way to demotivate and frustrate an employee than micromanaged. Doing so demonstrates that you don’t trust in your team, it undermines your employees’ confidence, and more often than not, thoroughly annoys them and pits them against you.
An excellent manager knows their team inside and out, sets realistic, attainable goals and enables their team to do their jobs and supports them. If you take the time to set up a tailored, lucrative motivational model and follow through with it, your team will flourish!
Originally appeared on TheListInc.com