Como motivar seus principais representantes de vendas sem quebrar o banco?

I've found some people learn better by example. Show your team what you can do, and how to do it. Sometimes it's easier for them to emulate what you're doing, then trying to picture the idea you have in your mind of how it should be done. Over time your team will begin taking initiative with confidence, relieving the bottleneck in the process. My reasoning for starting from the basics is to develop even more Top Performers. Experience can build confidence, consistent successes can build egos, and egos can encourage competitiveness, and activity breeds activity! Sometimes Top performers can lose their drive because of their status with minimal effort. "If your lonely at the top, then your on the wrong team. My team is full of winners!"

Treat salespeople with respect and recognize their dedication and knowledge. Too often salespeople are treated as if they are money hungry and expendable when they are professionals highly knowledgeable in their field and are the "face" that represents the company to your client base.

Tiger Woods, Michael Jordan, Muhammad Ali, and Serena Williams all had a coach. The elite performers are always looking to get better. One of the biggest mistakes managers make is forgetting to coach their top performers. Ask them where they want to improve, and then offer solutions to help. If you know their goals, and help them get there on their terms, you're going to inspire a lot of loyalty.

When people know you have their back, they'll want to do their best with you. The top performers have likely earned your trust, so the key is to ask them "How often would you like me to check in?" or "How would you like me to coach you?" While you might coach in a standard way for 80% of your team, your top performers deserve the right to be asked for their input in how you coach them. Its likely to go even higher, they need something new and different than the rest of the team.

I like this approach. I will often suggest they lead the daily sales training session. I also suggest they take one of the people and mentor them.

We like to motivate our top sales performers in two ways. First, we challenge them to set a big, hairy, audacious goal with a huge reward. For example, hit 250% of quota, get your car payment covered for 6 months or a year. Its meant to be fun, but it also sets a goal to serve as a "glass ceiling" to break through. Second - We give them access to "behind the scenes." In terms of finance, marketing, hiring, and more, when you ask for a top reps opinion or share information they might not normally see, they feel growth.

Wow! What a great way to keep them underpaid. Keep exploiting them and keep giving them free gift cards. More significantly, do not even let them realize that these gift cards are costing them their careers. Wonderful insights.

I’ve found culture to be the engine that drives the business. Any top performer is driven by other top performers, especially in the same environment. When building a team, it’s important to look for those who compliment your other sales associates. Are they passionate and driven? Do they set goals and gear their minds on how to reach them? Do they display integrity and character? Are they willing to learn? These attributes are capable of turning anyone that possesses them into a top sales performer.

This is and will always be a important and meaningful component to Modern Sales Leadership. I had my team build a live sales report that tracked all Team Members sales. Then had a million dollar club. At every million dollars the Team Member would receive a trophy. The trophy was a bit fancier at every million dollar threshold. The trophy’s cost less than $50. That was not the point… it was bragging rights! A page on our intranet showed how close they were to the next million threshold. Huge motivator! This was a huge success with little cost. I would always make a person call to champion them and in a company communication. Simple, easy to manage, low cost… and effective!

Not sure why we’re not talking about monetary benefits. I have a process I like to call “reverse Robin Hood” Our commission only reps can hit 20%, 25% or 35% depending on their monthly sales.

Too many people who are supposed to be running a sales team will be afraid of getting rid of their worst performing sales person. That brings the standard of the whole team down. If you've got an 8-person team and the 7th person isn't performing, they won't feel any 'heat' if you continue to tolerate even worse sales volumes from the person who is 8th.

If the top Salesperson is bringing in that much revenue hen surely they deserve to get recognised for it financially? What thus article is saying to ne is 'how to keep your top performer h apoy whilst I make more money....'