Você está gerenciando uma equipe de desenvolvimento de vendas. Como mantê-los motivados?

Motivate your team by sticking to these four key steps: - Communicate your goals clearly, and always focus on the “why”. When setting goals, try relate them to the SMART criteria. - Always ask your team for feedback, and encourage them to take part in projects that can further the departments success. People want to feel like they are actively contributing to the greater whole. - Always provide your team with ongoing training so they can do their job efficiently and to the best of there ability - And lastly, always recognise and praise good work. This is easily the most important step.

Remember that Motivation works differently for different people. Set simple achievable goals for your team and make sure the achievements are rewarded once achieved. By this, I don't mean give them a bonus, but even a simple gesture of a lunch reward or a dinner reward should get their fire going. Once you can gain your team's trust, it becomes easier to tackle the harder challenges. It is a process, nothing changes in a day.

Clearly define the goals, targets, and expectations for the team. Ensure that objectives are specific, measurable, achievable, relevant, and time-bound. This helps team members understand what is expected of them and gives them a sense of purpose. Build a positive and supportive work environment where team members feel valued, respected, and appreciated. Keep open communication, and settle any conflicts or issues promptly and constructively. Implement a performance-based incentive program to reward top performers, including bonuses, commissions, prizes, or other incentives tied to meeting or exceeding sales targets.

I will keep it crisp and clear- 1. You need to be a good listener. Only then can you assess the concerns of your team, make them feel heard and motivated. 2. Define clear and attainable goals. Always back the numbers with support for the sales. 3. Celebrate small wins and acknowledge the misses. They are all a learning after all. 4. Identify and create a growth trajectory for every staff. Motivation comes from growth. 5. Give them authority. This boosts their satisfaction and increases accountability.

To keep morale high, reps need to know that their targets are reachable. Seeing others be successful can help other team members understand that they too can do it. Likewise, making targets as clear as possible helps reps see how much work and effort is required to fulfil them. If goals aren't clear and realistic, the team may risk lacking direction and focus. Without a north star, there is less to incentivise and drive momentum.

This one is really important, I can’t stress enough on this fact. You need to be dearly invested in your team’s individual growth and success to be able to provide relevant feedback. This coaching exercise should have some measurable impact on not only their current role but future career path so that they drive focus. It also needs to be continuous in nature and hands-on in learning.

It's not really like coaching, I tend to focus on constructing a sales process for efficient tracking. For instance, it might involve steps like initial outreach, categorizing leads, and updating our CRM. I usually share methods and insights for project success, but I'm mindful not to impose my approach. Each salesperson has their own style, some prefer a professional tone, while others thrive with a more casual approach. My role is more about offering insights and letting them choose what fits best while ensuring their method brings good results. Whenever they seek guidance, I step in as a consultant, offering tailored advice and solutions to enhance their performance and achieve better outcomes.

No to coaching. YES to leading by example. Show your team by example how to cope with difficulties, find innovative solutions and work as a team. Your example is the best persuasion tool

For the rep, it's important to have an open mind to new approaches and techniques. Managers should be careful not to directly create carbon copies of themselves and instead try to match the rep's personality and support them in developing their own style. While there are best practices, successful sellers don't fit a specific template. Meaning that it's more crucial to work with reps rather than directly telling them what to do.

Reúna-se periodicamente com a sua equipe de vendas. Isso porque é importante que o funcionário saiba se ele está indo bem ou se ele precisa melhorar. Uma coisa que não deve ser feita, no entanto, é oferecer feedbacks apenas quando algum erro é identificado ou quando a equipe não conseguiu atingir uma meta, por exemplo. Feedbacks positivos também são uma forma de motivação para a equipe de vendas, ao servir como um reconhecimento pelo bom trabalho realizado.  Portanto, procure fazer críticas construtivas e lembre-se: o feedback negativo deve ser feito de maneira individual, ao passo que os elogios podem ser em público, mas sem exageros.

Use incentives that matter to the reps. Offering a gift voucher or a pizza works much better than a pat on the back. They should be used sparingly and proportionately: for example, if the prize for most bookings in a day is a 5-star holiday, it may well damage team cohesion as well as pushing reps forward.

Incentives and rewards are both ways to motivate employees to perform well and achieve their goals. Incentives are motivating factors that are announced in advance, while rewards are given after a goal is achieved. Both can be tangible or intangible benefits.

SDRs are often not rewarded every time their sourced deal closes. Hence, it definitely makes sense to include incentives and recognition for their efforts to keep up the good work.

Saber reconhecer e recompensar os funcionários pelas metas alcançadas é uma maneira de incentivá-los a continuar desempenhando um bom trabalho. Por isso, procure conhecer as necessidades dos seus colaboradores para que você possa oferecer benefícios mais assertivos. Nem sempre a remuneração será a melhor forma de motivação para uma equipe de vendas. Uma das saídas para motivar equipes de vendas e incentivá-las a terem boas performances é por meio do Funil dos Sonhos. O Funil é uma ferramenta exclusiva, desenhada para conectar os sonhos dos vendedores com os objetivos da empresa, mostrando as atividades de vendas diárias que precisam ser realizadas para alcançá-los.

When it comes to culture, remember this is set from the top down. Get your team involved in setting values that resonate with them, and make sure you lead from the front.

Sales culture is a must to have sustainable growth. To build it the organization must be aligned on its strategy and be able to have a 3-5 year (rotating) vision. From this targets have to be aligned to avoid department friction. This is the foundation from which to can build the habits that will define your sales culture.

One simple rule: Empower them to make sound selling decisions! It means faster response times to customers, enhances innovation, increases morale, allows them and the business to adapt to change, can actually save money, and shows the company values autonomy and trust in its employees.

Providing consistent feedback, coaching, and unwavering support to your sales team is instrumental in fostering improvement among every member. While not everyone may become a sales star, we can elevate individuals from lagging performers to core contributors and from core contributors to star performers. This transformation occurs gradually, step by step, with daily efforts and dedication.

Allow the team to grow as individuals, empower them to deliver, the results provide the right support, no micromanagement and share breast practice with all of the team members. You will get a happy incentivized positive team, wanting to work and deliver the numbers, with the right environment and if the culture is correct and you work as a team not as a dictatorship

Invista em Treinamento. Como aplicar uma campanha de motivação para equipe de vendas, sem antes treiná-la? Sendo assim, é preciso mostrar os caminhos para alcançar as metas e os objetivos. Investir em treinamentos é importante para ensinar aos vendedores as melhores técnicas e fazer com que eles entendam as necessidades e o perfil do público que o seu negócio quer atingir. A equipe comercial precisa estar 100% preparada para lidar com todas as etapas de um processo de venda. Além de prepará-los, ao investir na capacitação da equipe comercial, a empresa mostra que, de fato, valoriza as pessoas que fazem parte dela.

This is huge and applies to many different types of management positions. People are more receptive to listening to someone who is willing to hear their voice and take their feedback positively. Especially when you are leading a team of young reps who have lots of thoughts and ideas, it's critical to ask for feedback and suggestions, because you might discover a strategy that works better for your reps than something you might have done in the past.

Toujours ! Tous doivent sentir qu’ils participent aux changements de faire que demande leurs organisations et qu’ils se sentent entendues car ils font la différence au final ☀️ Féliciter leurs initiatives au lieu d en prendre le mérite . Une équipe c’est un complément 💕

A motivação de uma equipe de vendas é um dos aspectos de maior relevância e impacto para os resultados comerciais de uma empresa. Afinal, assim como um colaborador engajado realiza com mais afinco suas atividades individuais, aquele que está desmotivado pode ter sua produtividade comprometida, além de influenciar negativamente o clima organizacional da empresa.

Um exemplo que acompanho diariamente é sempre atualizar a equipe no atendimento personalizado ao cliente. Mesmo em pequenos detalhes da rotina de atendimento devemos sempre treinar a escuta ativa para entendermos sempre as dores e dificuldades dos clientes para que possamos realmente prestar um serviço de consultoria para o cliente. A venda é a ponta do funil do atendimento. Considero esse atendimento completo como um verdadeiro serviço de costumer experience.