Tips for Setting Goals that Motivate Your Sales Team & Drive Revenue Growth

Tips for Setting Goals that Motivate Your Sales Team & Drive Revenue Growth

Sales is a tough job and one that not everyone is cut out to do. So, when you find great sales team members it’s essential to set goals for them to reach and provide motivation for them to get there.

Before you can motivate your team, you have to set goals for them to be focused on.  Nothing will set your team up for success or failure more than how realistic and attainable the goals they are seeking have been set up.  Some basic but essential goal setting tips:

  • 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 a goal in 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 team.  There is no other way guaranteed to de-motivate and make an employee question their abilities faster than being 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.

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!

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