At this time of the year, business leaders are starting to really knuckle down on just how they’re going to hit their numbers in the final quarter.
After all, there’s ample time to sign up new clients and customers before the end of the year and for many it’s their busiest time. Perhaps you’re rolling out special offers on your services to entice using-up-of-budget spending? Have lined up a email marketing campaign that even the most hardened buyer cannot ignore? Or maybe you have an exciting new line of products whose features just sell themselves…
Whatever your goals are, these strategies can work, for sure. But if you’re serious about really upping the ante and ending 2016 in the best position possible, then don’t ignore your greatest chance of hitting those numbers – your people. Here, we’re going to share some practical hints and tips that you can start implementing right away.
Consider whether you need to roll out refresher training
At this time of the year, exemplary customer service and focussed sales skills can make a huge difference when it comes to your profits. Are your staff comfortable with talking about your products and services? Can they pinpoint opportunities to offer an up-sell? And are they really firing on all cylinders when it comes to their day-to-day work?
Take the opportunity to consider how you can offer training to drill down on key points you need to change, and take performance up to that next level. You don’t necessarily have to spend a fortune on bringing in external providers, so think like a bootstrapped startup when it comes to how you can deliver any development needed. Perhaps pairing up members of the sales & marketing team to hone in on the key value proposition your product/ service is offering to clients and customers would give a much needed boost to those who are struggling to bring prospects along the sales pipeline? Many sales tools record your calls and can be used to immediate feedback to people that can be started as soon as this morning…. Or how about some e-learning courses to give some focus and boost skills? Bitesize courses can be found on all manner of topics from customer service to google Analytics on sites such as Lynda.com & Alison.com
Make sure that everyone has goals to be working towards
If your staff have been in their positions for a while, then they can really easily fall into a mundane routine. Particularly in the run up to Christmas. After all, everyone’s a bit well, knackered? They turn up to work, do their bit, and then go home.
Could it be the case that they’re feeling complacent? If so, now’s an excellent time to get your leadership team together and ensure that everyone has realistic but stretching goals to be making progress towards. So gather them all in a group huddle if you don’t have time for individual meetings this week and make it crystal clear what you need from everyone and what you need to deliver by the end of the year. Word to the wise however: now is not the time to be beating people up over performance: think ‘motivate’ rather than ‘denegrate’…..
Everyone should understand and recognise the contribution they make to the bigger picture, so make sure they understand the part they play and are recognised, though it’s also sensible to think about how you can encourage staff to work together to achieve bigger things.
Work out how you’ll incentivise this fabulous performance
If you’re after a short sharp focus to hit specific targets, then bonuses could be the answer here. Although not scientifically proven to help in all cases, behaviour can be changed if the task is simple, the rewards understood and the task not too difficult – so get to work on creating an incentive scheme that says ‘thanks’ a lot to the team but makes sure you hit the right goals.
Again, this doesn’t have to be something that puts a strain on your budget. There’s a ton of things that you can do to offer an attractive incentive for outstanding performance, even if you’re on a tight budget & for more ideas on how to do this with your sales team, check out Katy Cracknell’s article How To Motivate Your Sales Team Without Focussing On Just The Money And, of course, you should never underestimate the value of of rolling out a Blue Peter-Style Thermometer to really visualise your sales. In addition of course, to simply saying thank you….
The year’s speeding to an end, but if you start taking action right away on the points that we’ve outlined above, you can make a big difference to your final results. So what are you waiting for?!
If you need some help with managing that final push, then pick up the phone. We’ll be looking forward to having an initial chat about how we might be able to work together, without any obligation or pressure. Get in touch at email@example.com, or give us a call on 0203 627 7048.
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“Still stuck at East Croydon…. Be in as soon as I can…”.
This type of text (with insert variation of town thereof) is a familiar one to be received by most managers on an almost daily basis this Summer. It’s annoying for all parties: those stuck on the platform/ carriage who are desperate to get where they want to go to as well as those who make it into the office and have to rearrange schedules around them.
Added to this annoyance is some analysis undertaken by the TUC and the Action for Rail campaign which has found that fares have rocketed by 25% over the past six years, while average weekly earnings have only seen a 12% rise. In other words, the cost of travel is increasing at more than double the rate of wages leaving people could quite feasibly be paying through the nose for going nowhere. And given that just under 10% of the workforce commutes to work by rail, it’s something which might pose some serious issues for businesses.
If your staff commute from a distance, what would happen if they started to seek out opportunities closer to home? Could they be forced to seek out a higher pay packet, to cover their costs? And could the stress of the daily commute leave your workers feeling frazzled and demotivated?
When you scratch the surface, it’s easy to see how the issue could start to create real headaches in terms of how you manage your workforce and so it’s definitely worth thinking about how you could take a more proactive approach…
First of all, let’s consider for a second whether you actually need to have your staff in the office, every single day of the week. In some businesses, it’s a very obvious prerequisite to your ability to offer a quality service to your customers and clients. In other companies though, a more flexible approach could bring about huge benefits.
If your staff can work from home, their travel costs may be cut. They’re also going to be spending less time in cramped train carriages, and this can have a positive impact on morale and productivity. Alternatively, letting your staff choose their start and finish time, within a designated window, could mean that they miss rush hour. Plenty of business owners have reservations about offering flexible working practices, but it could be time for you to bring your business up to date.
Some employers decide to take a different approach, and provide financial assistance to help with travel costs. You could add season tickets to your employee benefits, or cover a chunk of the yearly fee. Or you might offer an interest-free loan so your staff can afford to take advantage of the savings that often come with booking a chunk of travel in advance.
You might jump to the assumption that you can’t afford to fork out for extra expenses & want people in the office all of the time, but it’s sensible to take a step back and consider the bigger picture. Can you afford to have your staff leaving your business because of escalating travel costs? It might be a balancing act, but it could be worth it.
Would you like the opportunity to discuss your challenges and concerns with an expert, without any obligation? If so, pick up the phone and give us a call. We can arrange a suitable time for an initial consultation, and help you to establish how you can up your game as an employer.
Get in touch today by dropping us a line at firstname.lastname@example.org, calling 0203 627 7048, or book in here for a no-obligation chat about how we can help you improve your on boarding and performance management process.
For more reading on how else you can tackle thorny issue with confidence, then download our new eBook: Leadership 101: The Ultimate Guide to Being an Inspirational Leader.
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We all know that a motivated sales team is critical to the success of any business. The relationships they build with your clients and customers create the foundation of your business — not just in terms of individual sales, but also your overall reputation and growth.
So how can you motivate your sales team without just focussing on money? There are many different ways to motivate a sales team. Some companies use a traditional sales structure with set targets and commission paid in line with reaching these. Others go the “fun” route with contests, trips, tickets, dinners and other innovative rewards. All of these things are great and have their place but in my experience sales professionals need more than gift cards or event tickets: they also want to succeed in their chosen profession by climbing up the ladder whilst having a fun and dynamic environment to work in.
In the past traditional rewards of lower base salaries with a commission structure sitting alongside it (typically based on number of sales) have been commonplace. The majority of salespeople are used to a system that rewards only the top sales performers, however the tide is turning (and arguably has already turned). More recent trends show that employers are becoming much more savvy and imaginative when it comes to rewarding their sales teams.
Some companies are now following the trend of using reward systems that reward the individual that tries the hardest. Dan McGraw, founder and CEO of Fuelzee, said that one of the best ways his company learned about motivation was by rewarding the sales team for ‘no’s. “Every time someone got a ‘no’, we tracked it in our system, and the person with the most ‘no’s received a $100 gift card every week”, McGraw said. ”This might sound crazy, but you get a lot of no’s when doing sales. The more no’s you get, the closer you are to getting a yes. The prize of getting a yes is way larger than $100, so you still wanted to get there. This nearly doubled our outbound calls and motivated the whole team.”
You might think that a scheme like this could detract from your biggest sellers, but don’t worry, managed properly it won’t and it will simply act as a motivator to those who have the potential to get to a top spot in your business by providing them with recognition as they progress through the business.
Create a fun working environment. For some salespeople, the ability to have a little fun during work time is as much of a motivator as money (remember that your salespeople are working long hours and are in the office for a large proportion of their week) Common rewards for reaching sales goals or benchmark include leaving work early, attending a happy hour or maybe giving a trip to reward success over a long period of time.
Fun in small spurts can be just as rewarding as the financial rewards you offer. Rick Hanson, VP at Hewlett- Packard has said that his company uses Fantasy Sales Team to award points to “players” (sales reps) for carrying out their daily tasks, like increasing a pipeline or closing a deal. The unique twist is that the reps don’t just compete as individuals, Hanson said: they build teams just as in fantasy football. “Reps earn points for their FantasySalesTeam based on the performance of their chosen peers and friends, and this creates an environment of encouragement and pressure amongst the players” he said. “To win the game, they must rely and push on each other to perform. Even more exciting is just how many reps in our sales organization can, and want to, participate”.
Personally in businesses where I have worked you ‘hear’ when a sales representative succeeds. For instance, a closed deal results in the playing of a song of the salesperson’s choice, and sometimes a subsequent team dance (!).
Create Competition and take advantage of your team members’ natural competitiveness as a way to engage your people, boost morale, and make work more fun. Competitions are also excellent for improving performance during slow periods. Focus on a strategic business goal that you all need to meet. Devote a wall in the office to the contest, and post news about wins, display real-time updates and standings, and celebrate achievements. To make it more interesting and valuable, offer a small prize or reward.
Ask your team members what they would like to receive, or use your own judgment to come up with something creative and remember that it doesn’t have to cost the earth!
Take time to celebrate the good times and recognize success publicly. Jeremy Hudson, director of sales at Logic Supply’s motivational secret is “When the wins come, we celebrate them. It can be as simple as a shout- out on the sales floor, an email message to the whole company to recognize the efforts, or on occasion I will request that the CEO take them out for lunch.” Getting the ‘big dog’s’ involved in some of the rewards and incentives can work wonders as your sales team are likely to value some dedicated face to face time with a Director.
Career progression is a simple cost effective way to motivate your sales team too. Although the fun and financial rewards often work, for some sales employees, the ultimate reward is the opportunity to get ahead in their careers. Intrinsic motivators such as development and personal growth play a huge part with a competitive sales team and so don’t underestimate the power of offering training, and development opportunities, showing that you are supportive of allowing them to develop their skills to help move them to the next level or win that promotion (download our complimentary E-book on rewards for more information on intrinsic and extrinsic here).
The simple things can also have an impact on your sales team’s motivation. The majority of employers now offer table football, ping pong tables and similar activities to their staff. And although you might not think that a Ping-Pong table for the office would push people and drive behaviours, I would recommend that you try it, from my experience these types of incentives can make a real difference.
Try to think outside the box and try simple, one off recognition schemes. Colleen Stanley, president of SalesLeadership Inc., believes that email is nice, but a handwritten note is much more meaningful because it shows you’ve taken time to find a card and write a personal note. “I have seen cards sitting on a salesperson’s desk, however, have never seen an email propped up.”
You could also consider sharing content across your sales team. If you have intellectually curious salespeople on your team share with them a cool book, podcast, video or blog – something that you have personally found helpful and really enjoyed. Just be sure to pick topics that are relevant to the jobs or your industry to keep it ‘on point’!
When it comes to understanding how to motivate your sales team there is no simpler approach than asking them. You can do this via a survey, face-to- face or through team meetings but make sure that they understand that by giving their suggestions does not mean that you will put the reward in place. Gather ideas and suggestions and consider what works best for your business, employees and your culture.
These are just some of the ideas you can use to motivate your sales team without just focusing on money. Try to keep things fresh in your business and consider what your employees want to see and use this as a basis to generate new innovative ideas. By offering a variety of rewards, you stand a greater chance of having a motivator for every personality type on your team and developing all of your salespeople into top-tier team players. When your goals and their goals align, only the best things can happen.
For further information or advice and support on motivating your sales team join us at www.thehrhub.co.uk.
More than a third of employees admit perks and benefits are amongst their top consideration before accepting a new job. They’re never likely to be the ultimate deciding factor (culture and opportunity will outrank for most in this regard) but they can show a lot about the company culture without even stepping foot in the building.
And companies are getting more and more creative when it comes to what they offer in order to attract top talent. So here’s our pick of the Top 10 in the UK which we feel deserve their own headlines:
It sucks working on your birthday, but at cloud services provider Rackspace you don’t have to – they give all employees their birthday off work.
In line with their “enrich not exploit” ethos, the cosmetics giant pays staff for five volunteering days per year allowing employees to satisfy their inner altruist.
Known as the ‘Huddle Cuddle’ – if you get a job at Huddle you’ll be welcomed with a golden hello of £5,000. Yup – you read that right – £5,000.
The annual ‘Christmas shopping day’ provided as a perk by Swinton Insurance is highly valued by its employees – particularly those who leave everything to the last minute….
AutoTrader UK has a wine club, giving employees discounted wine delivered to their door every month. My kind of club….
Peer 1 Hosting
The HQ at Peer 1 Hosting in Southampton has a giant helter-skelter slide, a tree house, a pub, pool table, a putting green, a giant swing, a cinema, and there’s even a place where putting your feet up is an office rule.
To appeal to those with itchy feet, comparisons website Skyscanner lets it staff work in one if its 10 overseas offices (including Miami and Barcelona) for up to 30 days every two years. The UK office has also negotiated employee discounts at the local pub and beauty salon.
Hip London startup Swiftkey invites guest speakers for lunchtime talks to keep their employee’s minds stimulated and inspired. Celebrities such as Stephen Fry have talked in the past.
London based Made.com now allow employees dogs in the office saving employees £s in annual dog-sitting fees and making everyone that little bit happier.
Gaming company Mind Candy has turned their place of work into a play den including every imaginable office toy. Staff can even unwind with a quick game of Guitar Hero.
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Lead Photo Credit: Playing With The Stars by Pedro Vasquez Colmanares
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Employee rewards needn’t cost an arm and a leg, but in this instance it’s not just the thought that counts. To effectively motivate against a target, or enhance individual (and team) morale by singling out a high performer – the reward counts too. But it’s definitely possible to find high impact incentives which have a relatively low outlay. Here’s how:
Let Them Choose Their Own Reward
To galvanise the team to work towards a target – you’ll need something that motivates everyone. So get them to thrash it out themselves. Steer the ship by offering a range of options. Christmas Eve off is always a good way of rallying the troops (and no one actually does any work then anyway).
While you might not be in a position to offer extravagant gifts like some of the ‘Big Boys’ – you have 2 huge advantages over them when it comes to incentive and reward selection: You know your employees and have the flexibility to allocate individual gifts. Whether it’s tickets to see their favourite football team, band or west end show – you’ve got the opportunity to find exactly the right thing, and in doing so demonstrate how much they mean to you.
Make A Fuss Of Them
Yes the reward is important but don’t forget the fanfare to go with it. Arrange for them to receive the gift and some choice words in front of the team at a Team meeting or weekly huddle if you have one. This isn;t just for the recipients benefit either. Seeing a valued team or team member given the appreciation they deserve can be hugely motivating for everyone.
Have A Staff Jolly
An annual party/function it’s one of the most tax efficient ‘rewards’ you can give. Employers can proved functions/parties to a total cost of £150 a head with no tax liability. And remember legally this doesn’t always have to involve alcohol… Family days, for example are becoming more and more popular.
A Personal Loan Could Be Just What They Need
As of 6 April 2014, the interest-free beneficial loan limit went up to £10,000, with no tax implications. Such loans are most commonly used for commuter season tickets but can also be used for employee incentives.
Random Acts of Kindness
Rewards don’t have to be for anything specific. A little something to show you care always lift the mood in camp. And you get extras points if you personalise it. For more ideas here, check out our post ‘Personalisation For Your Internal Customers: 5 Easy Ways To Make Your Employees Feel Special’.
And while we’re on the subject general gift-giving…..
Don’t Forget Your Older Crew Members
Those in their 20s and 30s often clean up when it comes to company gifts. Weddings and births are of course excellent opportunities to show individuals you care. But I’ve always felt this is rather unfair on older members of the team – who may have been ploughing away for years without so much as a gift voucher. So make sure you acknowledge important milestones for them too such as a special wedding anniversary or birth of a grandchild. Gift equality is a smart move!
For a more indepth look at how to structure your overall reward, download a copy of our FREE eBook: Show Me The Money! The Ultimate Guide to Reward and Recognition in an SME
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So, you’ve wrestled your way through the first Quarter: the team are doing okay; customers seem to be happy; all going well-ish. But you still feel that there’s something more that you could be doing. That the team could pull more out of the bag than what you’ve done so far. That there’s still a little left to give…..
And it’s understandable. There’s a lot to get done and only a certain amount of hours in the day. The targets are stretching but you’ve made some really promising progress so far. You just need to inject a little bit of pizzazz to help things along.
We all feel like that occasionally. After all, we’re human. We get tired. So here are top tips for kickstarting your team again, to get them revved up and raring to go towards the middle of the year:
- Remind the team of the Vision: you know the one I mean. ‘Why’ you are all here in the first place. ‘Why’ it’s important to them that you hit those goals. ‘Why’ the company is in existence. Without this connection to the purpose, they could be working for anyone….
- Spend time giving a little feedback: it’s one of the best (and cheapest) ways to help someone grow. Raise their self awareness by praising the things they have done a great job on.
- Listen to what the team have got to say: they may seem tired, grumpy, lazy or any other seven dwarves, but you can bet they’ll be feeling motivated after some time spent with their leader and the given the opportunity to have their say.
- Hold a 30-day Check-in: meet with all the team, communicate what progress has been made and what a difference this has made.
- Allow trust to flourish & go easy on the micromanagement: it’s tempting when things aren’t going as we like to jump in and start holding meetings every day to see how you’ve progressed, but If you set out clearly what you are looking for your team to deliver, give them support to do so, then allow them some breathing space to do just that, without their diaries being clogged up by meetings and their autonomy jeopardised.
- Add a little extra incentive: we’ve all read that the evidence for complex bonus structures and remuneration packages driving motivation is not present ( even decreasing it in certain areas..) however incentives which are offered for a simple and easy to understand and achievable task are a different kettle of fish all together. So offer a meal out, front row tickets to the Donmar or whatever floats the particular boat of your team to get them focussed on a short term competition.
- Hold a 60-day Check-In: reward any progress which has been made (publicly and privately) to reinforce the behaviour you want to see
- Wheel in your best client : have one of your customers/ clients come in to talk to the team about what a difference your product/ service has made to their business. Get’s straight to the point of ‘Why’ they’re here and helps instil a sense of pride.
- Give them a break: It doesn’t have to be an expenses trip to Dubai; but a Friday afternoon/ early evening jaunt to somewhere local to get a bit of downtime will be something to look forward to for all
- Cut yourself some slack: With all this focus on other’s it’s easy to forgo the progress you have made, so re-visit where you were this time last year and give yourself a pat on the back.
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