Not by money alone: types of non-financial motivation for sales managers
Money is hands down the best incentive for the personnel, especially in the sales. That is a limited resource, though, and top results are always expected from the workers. Therefore, it is important to find alternatives – ways to motivate sales managers atop the financial bonuses. And we would like to offer several options to help.
Commendation is the simplest and most cost-effective way to give credit to the best seller and encourage others to become his/her match. Commending, however, requires skill. There is no point in commending someone just for show. It is easy to see through insincerity and it never strikes an impression. Besides, a commendation should aim a specific quality rather than be a broad-brush one. This way, a director can show he/she is aware of the details of employee’s work. Secondly, being specific can allow a sales manager to portray the impacts expected from him/her in the future. To facilitate the effect, you can come up with a symbolic rewarding system such as a roll of honor. It can either hang in a hall or serve you as a soft copy, whichever you prefer. An alternative is to award your employees with diplomas and symbolic prizes or cups. The latter are cheap but highly valued as they are a material reflection of the status and merit. A public commendation for the best employee made during a meeting or even during a meeting specifically called for such an occasion is also a wonderful way to motivate.
This tool can be used in a plethora of ways. For example, you can introduce flexible schedules allowing the best sellers to spend a week working from home or leave the work earlier. Or you can also give one additional day-off per month and allow to chose the date.
Skills development is one more way to motivate your professionals. Send your best seller of the month to an insightful training session, workshop, or conference and you kill two birds at once: a rewarded employee and investment in personal development, which will affect his/her performance in the future.
Life quality improvement
This method is somewhat non-conventional and hardly inexpensive. The idea is that a company assumes control over the staff’s household chores. As a rule, this duty is assigned to a specific specialist, who assists colleagues with household chores such as a leaky faucet, electrics malfunctioning, or faulty home appliances. Having this specialist on board would require investments, sure, but this way you can reduce the number of PTOs due to household chores. At the same time, you can show employees that you care about them, gain their gratitude, which by itself can become a powerful encouragement to work.
Key Performance Indicators is a system of indicators reflecting the sales department performance (can be implemented in other departments as well, not only at the sales). In essence, it is a work plan with details on the tasks to be taken per day, week, month, year. It also keeps account of all the performed and pending tasks, which allows for better controls over the staff’s productivity.
This system gives a clear understanding of what and how work should be done. That also contributes to the motivation of employees, because once you figure what to do, working comes easier and productivity grows as opposed to situations when one is swamped with assignments and not a single person explains on their performance. And the fact that a director can easily track the daily productivity can hold the staff from any potential desire to slack and work half-way.
Audit of sales systems
In this case, you do not have to scratch the head over a motivation system for the sales department. Let the qualified specialists do this job for you. With their help, you will be able to conduct a comprehensive analysis of the sales system and even identify minor flaws at each and every performance stage.
By engaging the experts, you can find more than just a solution for accumulated problems and get a well-judged sales development strategy for the nearest future that takes account of production subtleties, business profile, and other factors.
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