So far, we have discussed building a team and motivating each salesperson. But one thing to be aware of is that the market is always in motion, and your salespeople have to learn to adapt to the changes, or you can equip them with more knowledge and sharpen their sales skills to bring more success to the whole organisation.
A sales team needs cohesion to motivate them to work and achieve. That’s what we discussed in the second part of this Build, Retain and Develop Your Sales Force blog series. Nevertheless, while the team as a whole must not be ignored, experts advise that personal motivation should also be considered due to its positive effect on the salesperson’s drive to achieve and to even go the extra mile for the job.When it comes to salespeople, a steoreotype exists that they are only interested in cash rewards. That’s why the word “commission” may be the only thing popping up in your mind when we mention motivating and rewarding salespeople. But is it the only possible and effective motivator? And is it necessary to do something else if you have already provided a high commission rate?
In part one of our series about building, retaining and developing a sales force, we discussed how your first and foremost objective is to recruit salespeople who satisfy all of your organisation’s aptitude and attitude requirements. We hope you answered the question we raised at the end of the previous part on your own: “Suppose that you successfully hired the right employees. Will your salesteam inevitably run well?”
A sales team is like a bridge. You would never know what your potential customers need, or whether your products or services fit their demands, without your sales team. Along the same lines, building and managing a sales team is no easier than constructing and operating a bridge.