Motivation is one of the most important factors for a successful sales team. Sure, there are various skills that help to make each individual salesperson or employee successful, but these qualities will only take them so far if they are lacking motivation.
For businesses that rely on a sales department, keeping top sellers motivated should be one of the key goals of management. While there are several different strategies that can be used to motivate employees, there are few that can match the results of simple appreciation.
Whether that happens during an objectives and key results meeting or during the company retreat, there are many opportunities for showing employees the recognition they want and deserve. In this
post, we are going to look at why appreciation is so important for keeping a sales team motivated.
Why Appreciation Matters
Employees want recognition for their work. It is one of the key factors in increasing workplace happiness, and it is also important for maintaining high levels of job satisfaction. When employees are
happy and satisfied in their work, they are more likely to be engaged and productive.
With more than 200,000 participants from around the world, a study from the Boston Consulting Group lists appreciation as the top factor that affects an employee’s happiness in their work. This not only
ranked ahead of factors like workplace relationships (second) and work-life balance (third), but it was also well ahead of things like job security and salary, which are commonly viewed as key drivers of employee happiness.
In a study from the Society for Human Resource Management, only 35% of employees said they were very satisfied with the recognition they were receiving from management. For something that is so important for job satisfaction and happiness, this is a number that is surprisingly low. It shows that
employers need to do more to express appreciation in a way that is more effective.
Showing Appreciation the Right Way
With about 81% of workers reporting that their employers provide some level of recognition, it shows that this lack of success with employee appreciation is not for a lack of trying. The issue is more in how appreciation is being shown.
Many companies have formal appreciation programs. The employee might get a certificate or some type of gift for meeting a specific metric that qualifies them for a reward under the program. On its face,
these programs seem like a good way to express recognition to employees. The problem is that they lack the personal touch that comes when one person expresses appreciation for another.
When a manager gives a reward to an employee because they hit a specific target that is listed in a program, it does not feel like they are really getting recognition. In other words, it feels like the manager
is only doing it because the appreciation program requires it.
It can be something as simple as saying thank you, and telling employees that you appreciate their work. But don’t just show appreciation for meeting sales targets: thank your team just for showing up and
putting in the effort.
Show your team that your appreciation extends beyond the bottom line, and let
them know that you are glad they are present and trying.
You also want to take the time to get to know individual team members. Remember, workplace relationships ranked right behind appreciation as a factor that impacts workplace happiness. When
employees feel like their leaders actually know them, it makes every interaction that much more meaningful. Team members will feel like you actually care about them as individuals, and when you
show appreciation, it will feel more personal.
Employees want genuine appreciation that comes from the individual. A personal expression of gratitude will be more effective than some gift or reward that comes from a program. Employees might
appreciate the gift, and it might inspire them to try to meet the targets in the appreciation program, but it does not have the same motivational benefit that comes from recognition that is expressed on a
personal level.
Feedback and Communication
Employees also need to know that they are being heard. When a person feels like they have no avenue for expressing their feeling about their job or that their leaders don’t even care to listen, it is another
factor that can lead to employees feeling underappreciated.
You have to provide your employees with different ways to communicate with management. Let them know that you are open to hearing their concerns, and that they are safe in expressing their feelings
about the job. When employees know that their leaders will be supportive and accepting of feedback, it expresses that you value them as more than just cogs in the machine. Instead, it shows that you also value their opinions and you want to hear their input.
Appreciation is critical for maintaining engagement and motivation on a sales team. Times can often get tough for a sales team, and if they don’t feel like they have the appreciation and support of their
leaders, it can be difficult to turn things around. Remember, it’s not just about having a program that mandates appreciation; you have to express appreciation and show recognition that connects on a personal level.
One way to encourage a culture of appreciation is to embed it in regular performance review processes
and 15five.com is an exciting new tool that helps with that.
