1. Sales Management Motivating Sales People Topic 22

2. Sales Motivation is Critical Influenced by Sales Manager Even More Important for Salespeople Freedom of Supervison Lack of Faith in Themselves Lack of Faith in Their Brands

3. Motivation Includes Drive to Initiate Action on a Task Drive to Put Forth Sufficient Effort on a Task Persistence to Maintain Effort Over Time

4. Motivation is INTERNAL Manager Influences Manager Cannot Create Can Increase Chances But Easier to Destroy People are not Motivated =

5. Maslow You have had this before Physiological and Safety/Security Needs are First – For Good Reason What Motivates Changes Over Time (and Environment) Salespeople satisfied by pay are less interested in higher pay

6. Herzberg Dissatisfaction must be removed before motivation Perceived Inequity in Pay, Company Policy, Working Conditions or Relationships kill motivation Removing Dissatisfaction Motivation

7. Herzberg #2 Motivation is associated with: –Achievement –Recognition –Challenging Work –Advancement

8. Herzberg Useful? Have Clear Policies and Procedures –Don’t have to be equal but must be seen as “fair” Pay is not a great motivator – but is a great demotivator (Do Not Make Salary Info Public) Non Pay Factors are Key to Motivation

9. Expectancy Theory Fancy Psych Professor Words Follow Along in the notes

10. Expectancy Useful? Working Stupid Kills Motivation If Salesperson Thinks the Goal Cannot Be Reached they Give Up or Cheat The Performance + Goal Link is Essential Are The Rewards Even Important to the Individual?

11. Expectancy Useful? Working Hard & Smart Are Both Critical Skills Training is Vital Do Not Ever Over-Promise Be Sure Everyone Has the Chance to Succeed Give Rewards People Want

12. Goal Theory Difficult Goals, if accepted, Have the Best Performance Difficult & Specific Goals are Optimal Feedback on Performance Towards the Goals is Essential Individual Must Think Goal Can Be Reached

13. Goal Theory Useful? Specific Sales Quotas are Good Salespeople Must Think the Goal Can Be Reached – Must “sell the goal” Put goals in Writing. Tie Performance to Rewards Give Regular, Specific Feedback Positive Feedback is 1st (but not only) Choice

14. Career Stages & Motivation What Motivates People Depends on Age & Experience of Salespeople 4 General Stages

15. Exploration Stage Do I really want to do this? High Stress & lots of job changes Give Realistic Job Descriptions Provide rapid feedback & short term goals –30, 60, 90 days etc…. Benefits for Reassuring or Releasing

16. Establishment Stage What I want to do (or forced to do) Focus on Getting Ahead Likely to Change Jobs if Not Hitting Expectations Incentive Pay, Promotions are key

17. Maintenance Stage Midlife Crisis or What I want to Do Advancement no longer desired (usually) Backbone of the sales force New Challenges & Appreciation are Helpful

18. Disengagement Stage Everyone Has This Eventually Less Pay Motivation Hurts Be Sure They Hit Quota DO NOT, DO NOT Punish Prior Success!!! Noticing Quickly & Asking Why Can Help

19. Behavioral Self Management Optimal – for Some Clear Rules Needed Don’t Mess With Success

20. Incentive Programs What Are They? Goals & Timing Have to Sell the Program A Grand Prize is a Mistake Range of Prizes is Better Cash has benefits & problems

21. Incentive Programs Themes Progress Should Be Regularly Reported Publicize The Winners Varied Timing is a Must

22. Recognition Programs Regular Overall Performance Recognition is Key Part of Company Culture?

23. Leader Boards

25. Cars Company Cars? Motivational Tool! Competitive Salespeople Trash Talk Factor See What You Drive Not Where You Live

26. Chevy Spark = Miss Quota

27. Malibu = Hit Quota

28. Impala = +25% of Quota

29. 100%+ of Quota!!!! U Da Man!

30. Don’t Forget Dale! Give Regular Praise Minimize Criticism Positive Reinforcement Works on All What is the Cost Here????