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Digg it UP - Effective Rewards and Incentives for Your Team
A client of ours recently asked us to help his company increase sales revenue. "Our sales are okay, but not what we need them to be," he said. "I just have to believe we could be closing more business. Once we get in the door, the sales process goes very well. It's getting in that's the problem."What else is new?Many companies have the goal of sustaining existence by selling what they make. Great companies focus on delivering unique value -- even before a single product or service is purchased. It's an old saw that is still ignored by f
Just a few more basic guidelines: 1) Be sure your salespeople understand what’s expected of them, whether any reward is given or not. It is not wise to reward a salesperson for bare-minimum work. Once base requirements are consistently being met, then you have a starting point from which you can set higher goals. 2) Make the incentive program’s timeline is clear so everyone knows exactly when it starts and ends and exactly what’s required in the interim. 3) Establish the reward up front so people have a clear vision in their minds of what they are working toward. Remember that while cash is exciting, often other incentives can be more powerful. The actual dollar amount of an item and the value placed on that item by the recipient are two different things. If money were enough, why wouldn’t
THE EYE OPENERChange is the word used to describe the transition that occurs from same to different. This transition can effect different things in different ways. If you move a house plant from one location to another the plant may get plant shock. When seasons change from summer to fall many people will become ill with the flu. Moving ones place of residents is described as the most radical of changes in a persons life. Another change is the inducing chemicals to the human body coursing an imbalance thus creating an adverse reaction. Bu
First of all, always remember that what is considered a great reward can vary according to the individual and the particular circumstances. Many successful managers suggest mixing individual incentives with team rewards. This way, you are meeting individual needs while still fostering cooperation and maintaining attention on company goals. Incentives that are based on group performance also help salespeople become better team players and feel a sense of ownership in company goals. This way, they can feel some internal motivation and personal satisfaction in seeing the job done well instead of always depending on some external, temporary factor to motivate them.
Fair warning, however, that incentives often lead to a warning of the diminishing returns trap. What I mean by this is that a certain reward will lose its impact over time if it is used too much. That is, instead of feeling rewarded, people will come to expect the incentive as an automatic return for their efforts. The other side of this issue is that when the reward is taken away, the good behavior will also disappear. Motivation based on rewards is an external influence instead an internal one. It is worth pointing out here that the big, tangible rewards can definitely give your salespeople something to keep their eyes on the whole year long, but don’t neglect the smaller incentives. Saying thank you, noticing a rep’s extra effort, helping a rep through a slump and just day-to-day acknowledgements can count big and will contribute to your teambuilding efforts just as much as huge year-end bonuses will.
With any great incentive program, you have to devote time to promoting it. Obviously, a big, year-long incentive program is going to flop if you only mention it one time. If you want an incentive program to produce maximum return, you’ve got to promote it by giving your team members weekly updates, newsletter blurbs, short-term incentives, etc. Find ways to keep the momentum going to make sure the program pays off. Anything creative, fun or different that you can do will make your program more effective. It’s also very helpful if there is prominent visual reminder whereby the team can see the countdown to the program’s end.
Below is an extensive list of reward ideas you can incorporate into your motivational efforts. Some can be applied short term, others long term. Some are team rewards; others can be adapted to individuals. Some will work great for your team; others will not. See what fits your team’s situation best. Often, it is just a matter of finding something fun that will break the tedium of the sales cycle. In terms of physical merchandise, remember that the value in the salesperson’s eyes will be much more than the actual price tag. Cash disappears, but your customer will always remember that her/his laptop, TV or whatever it is came from your company.
Just a few more basic guidelines: 1) Be sure your salespeople understand what’s expected of them, whether any reward is given or not. It is not wise to reward a salesperson for bare-minimum work. Once base requirements are consistently being met, then you have a starting point from which you can set higher goals. 2) Make the incentive program’s timeline is clear so everyone knows exactly when it starts and ends and exactly what’s required in the interim. 3) Establish the reward up front so people have a clear vision in their minds of what they are working toward. Remember that while cash is exciting, often other incentives can be more powerful. The actual dollar amount of an item and the value placed on that item by the recipient are two different things. If money were enough, why wouldn’t a
FEAR! To what extent does fear rule your life? How is fear controlling or motivating you? Bring up the topic and watch people react. Our lives incorporate so many beliefs about fear- reinforced by what we tell ourselves and what we hear from others. Is it any wonder that finding peace and serenity becomes such a challenge within a strong climate of negativity?Does fear have any positive value? Yes! Alerting us to danger, exercising discernment to insure safety, and weighing the consequences to impulsive actions. Fear can be a motivating energy
Fair warning, however, that incentives often lead to a warning of the diminishing returns trap. What I mean by this is that a certain reward will lose its impact over time if it is used too much. That is, instead of feeling rewarded, people will come to expect the incentive as an automatic return for their efforts. The other side of this issue is that when the reward is taken away, the good behavior will also disappear. Motivation based on rewards is an external influence instead an internal one. It is worth pointing out here that the big, tangible rewards can definitely give your salespeople something to keep their eyes on the whole year long, but don’t neglect the smaller incentives. Saying thank you, noticing a rep’s extra effort, helping a rep through a slump and just day-to-day acknowledgements can count big and will contribute to your teambuilding efforts just as much as huge year-end bonuses will.
With any great incentive program, you have to devote time to promoting it. Obviously, a big, year-long incentive program is going to flop if you only mention it one time. If you want an incentive program to produce maximum return, you’ve got to promote it by giving your team members weekly updates, newsletter blurbs, short-term incentives, etc. Find ways to keep the momentum going to make sure the program pays off. Anything creative, fun or different that you can do will make your program more effective. It’s also very helpful if there is prominent visual reminder whereby the team can see the countdown to the program’s end.
Below is an extensive list of reward ideas you can incorporate into your motivational efforts. Some can be applied short term, others long term. Some are team rewards; others can be adapted to individuals. Some will work great for your team; others will not. See what fits your team’s situation best. Often, it is just a matter of finding something fun that will break the tedium of the sales cycle. In terms of physical merchandise, remember that the value in the salesperson’s eyes will be much more than the actual price tag. Cash disappears, but your customer will always remember that her/his laptop, TV or whatever it is came from your company.
Just a few more basic guidelines: 1) Be sure your salespeople understand what’s expected of them, whether any reward is given or not. It is not wise to reward a salesperson for bare-minimum work. Once base requirements are consistently being met, then you have a starting point from which you can set higher goals. 2) Make the incentive program’s timeline is clear so everyone knows exactly when it starts and ends and exactly what’s required in the interim. 3) Establish the reward up front so people have a clear vision in their minds of what they are working toward. Remember that while cash is exciting, often other incentives can be more powerful. The actual dollar amount of an item and the value placed on that item by the recipient are two different things. If money were enough, why wouldn’t
"The other part of outsourcing is this: it simply says where the work can be done outside better than it can be done inside, we should do it." ~~ Alphonso Jackson -- Secretary of the United States Department of Housing and Urban DevelopmentUnderstanding OutsourcingOutsourcing is a practice which has garnered a huge deal of attention lately. In spite of the growing tendency in companies relying on outsourcing there are still some individuals who do not clearly grasp what is meant by the term outsourcing. This
With any great incentive program, you have to devote time to promoting it. Obviously, a big, year-long incentive program is going to flop if you only mention it one time. If you want an incentive program to produce maximum return, you’ve got to promote it by giving your team members weekly updates, newsletter blurbs, short-term incentives, etc. Find ways to keep the momentum going to make sure the program pays off. Anything creative, fun or different that you can do will make your program more effective. It’s also very helpful if there is prominent visual reminder whereby the team can see the countdown to the program’s end.
Below is an extensive list of reward ideas you can incorporate into your motivational efforts. Some can be applied short term, others long term. Some are team rewards; others can be adapted to individuals. Some will work great for your team; others will not. See what fits your team’s situation best. Often, it is just a matter of finding something fun that will break the tedium of the sales cycle. In terms of physical merchandise, remember that the value in the salesperson’s eyes will be much more than the actual price tag. Cash disappears, but your customer will always remember that her/his laptop, TV or whatever it is came from your company.
Just a few more basic guidelines: 1) Be sure your salespeople understand what’s expected of them, whether any reward is given or not. It is not wise to reward a salesperson for bare-minimum work. Once base requirements are consistently being met, then you have a starting point from which you can set higher goals. 2) Make the incentive program’s timeline is clear so everyone knows exactly when it starts and ends and exactly what’s required in the interim. 3) Establish the reward up front so people have a clear vision in their minds of what they are working toward. Remember that while cash is exciting, often other incentives can be more powerful. The actual dollar amount of an item and the value placed on that item by the recipient are two different things. If money were enough, why wouldn’t
Going out for your fist job interview can be a bit terrifying and intimidating. You have probably heard a lot of advice on how to write a resume, but job interview advice on calming nervous applicants is almost unheard of. If you want to make a good impression to a potential employer, it’s important that you know what to do before and during a job interview.Consider taking advantage of job interview advice as a common sense way to of getting a stable job. The job market in today’s economy is extremely competitive, which mean means that you nee
Below is an extensive list of reward ideas you can incorporate into your motivational efforts. Some can be applied short term, others long term. Some are team rewards; others can be adapted to individuals. Some will work great for your team; others will not. See what fits your team’s situation best. Often, it is just a matter of finding something fun that will break the tedium of the sales cycle. In terms of physical merchandise, remember that the value in the salesperson’s eyes will be much more than the actual price tag. Cash disappears, but your customer will always remember that her/his laptop, TV or whatever it is came from your company.
Just a few more basic guidelines: 1) Be sure your salespeople understand what’s expected of them, whether any reward is given or not. It is not wise to reward a salesperson for bare-minimum work. Once base requirements are consistently being met, then you have a starting point from which you can set higher goals. 2) Make the incentive program’s timeline is clear so everyone knows exactly when it starts and ends and exactly what’s required in the interim. 3) Establish the reward up front so people have a clear vision in their minds of what they are working toward. Remember that while cash is exciting, often other incentives can be more powerful. The actual dollar amount of an item and the value placed on that item by the recipient are two different things. If money were enough, why wouldn’t
I know that everyone has heard about online business and that people make money online but you don’t know how they do it. Many people get interested in online business but soon quit trying due to all the “get millions in 24 hours” scams. I’ve fallen to these types of traps myself and paid money for their programs. In return?...NOTHING! Just hang on there for a minute longer. Because what I’m about to introduce you to will bring a whole new level of online business.I have studied, tried, attempted all sorts of programs but unfortunately found a
Just a few more basic guidelines: 1) Be sure your salespeople understand what’s expected of them, whether any reward is given or not. It is not wise to reward a salesperson for bare-minimum work. Once base requirements are consistently being met, then you have a starting point from which you can set higher goals. 2) Make the incentive program’s timeline is clear so everyone knows exactly when it starts and ends and exactly what’s required in the interim. 3) Establish the reward up front so people have a clear vision in their minds of what they are working toward. Remember that while cash is exciting, often other incentives can be more powerful. The actual dollar amount of an item and the value placed on that item by the recipient are two different things. If money were enough, why wouldn’t a salesperson working on commission already be excited and motivated enough every day? 4) Whenever possible, use rewards that can be shared with friends or family. For example, such a reward could be a free dinner for two at a nice restaurant. If the rep can share the results of her/his efforts with others, the incentive will be more exciting and will drive them to do better.
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