Every business needs a skilled sales team to generate a positive ROI, but on-the-job performance is rarely the product of training alone. In fact, a marketing novice could keep up with an unengaged expert provided they use the right motivation and productivity strategies.
However, it’s much harder to motivate staff than it is to train them. There’s no one-size-fits-all approach to motivational tactics, as every employee is unique and requires wildly different incentives to sell. Understanding these differences will allow you to use your talent effectively.
In this Quick Take episode, we’re breaking down how to keep your sales team happy and productive.
You’ll not only learn why employee happiness and productivity go hand-in-hand but also actionable ways to increase morale and sales numbers at the same time.
1. Create an Effective Onboarding Process
The way you enter a business or a company is so important. So, creating an effective onboarding process is key.
It’s estimated that 90% of employees decide whether they want to stay with a company within their first six months. And 16% actually leave within their first week!
Given the time and effort that’s invested in the recruitment process, it’s crucial to ensure new team members feel welcomed and supported from day one.
A well-structured onboarding program can significantly improve employee retention and engagement.
2. Establish an Open-Door Communication Policy
Blind optimism can sometimes frustrate people. When they hear, “Everything’s fine,” when it really isn’t, they may perceive this as tone deaf.
By letting your team know that, “Hey, bad things are happening,” or “sales aren’t where they need to be,” or “expenses are out of control,” you’re letting them know what’s really happening. That’s a good thing.
If all you hear is the really good stuff, people will not be as happy and engaged as you’d like them to be.
You need to let them know that you have an open-door policy regarding both good news and bad news.
3. Ask Employees How They Want to Be Managed
At first, it might seem a little weird to ask someone how they want to be managed, but here at The Center for Sales Strategy and Up Your Culture (our company culture and employee engagement division), we use a tool called the Growth Guide.
The Growth Guide actually encourages you to sit down with your folks and ask them:
- How they want to be managed
- What’s important to them?
- What would they want a manager to do or not do?
Asking your team how they want to be managed is key.
4. Eliminate Unnecessary Tasks
A lot of times, we have tedious steps in our organizations simply because they have been “Frankensteined” into our processes over the years. “That’s just the way we do it here” or “because that’s the way we’ve always done it.”
Cut down on any of the tedious tasks or minutia that get in the way of allowing your sellers to get out there and sell more.
It’s good for you. It’s good for them. They’re happier that they’re producing more. And you’re happier that they’re producing more as well.
5. Get to Know Your Staff Individually
Knowing what motivates and drives your team is key to setting them up for success.
Maybe one person is good with project management, and another isn’t. Maybe there’s a way to pair people together so that you’re getting the most out of everybody’s talents.
Investing time in understanding what motivates each team member can pay dividends in terms of productivity and engagement.
6. Keep Your Team Updated on Changes
You must keep your sales team (or any team) in the loop.
Whether it’s upcoming product changes or service changes, whatever it may be, you don’t want them to be caught off guard. You want them to be the first to know, not the last to know.
By keeping them in the loop, you’re showing them that they matter. They feel as though they’re an important part of the process.
When you don’t include them, or they find out through the grapevine, it can lead to frustration and disengagement.
