Comment reconnaissez-vous et récompensez-vous votre équipe de vente sans argent?

We always tend to under estimate the motivational value of achieving something together. If the goal is set together with the team and we make sure that everyone truly owns the SMART goals that are defined together and feels personally responsible them, some level of motivation is ensured. Furthermore, building a culture of camaraderie helps team members work together to achieve a common goal, which in itself can be extremely motivating. Having a clear, no-nonsense vision for the company / team and a motivational / inspirational leader or culture is also instrumental in making this a reality.

Collaboratively set goals with your sales team. You have to involve them in the goal-setting process to ensure their goals are aligned with their strengths and the company's objectives. Meeting to have these types of discussions early on enhances ownership and motivation to achieve those goals.

Don't wait too long before providing feedback. Instead, aim to offer it in real-time, focusing on both what went well and what could be improved. Remember to be specific and offer actionable suggestions for improvement but also provide a window of opportunity to discuss additional challenges or situations related to performance which might be faced but you are totally unaware of. Let your feedback flow from a place of support without being judgemental as this encourages your sales team to want to continuously learn and grow together.

"That's what the money is for!" This is what most managers, non-sellers, and executives think. The truth is, more than half of sellers are motivated intrinsically. Meaning they are not coin operated, the money is a by-product of doing the job well, but it is NOT why they do it. Learn to recognize and celebrate small and big success. Sales can be a stressful role and as a leader it's your job to get as much as you can out of each seller and I promise it won't happen unless you can motivate, coach and hold them accountable to things they agree are important.

Many Sellers love to share success (and really great ones are also fine talking about lost deals and lessons learned openly). Give them airtime and a platform to share with peers what they are proud of, what obstacles they overcame, what worked, what didn't, what they advise Sales enablement should not be an isolated organisational function, but ideally a community effort. However this requires a trusting team culture and no cutthroat competition between sellers, so you may need to work on that first.

Know what motivates your sales team because not everyone is motivated by money! This is a fact! If money forms an integral part of your Reward & Recognition Incentive programme then fine, but add other motivating mechanisms which encourage going above and beyond e.g. online and physical 'Shout Out Boards', spa days, paid PTO, free groceries or fuel top ups ... there are things that can be done that won't break the budget yet still foster a genuine culture of appreciation for a job well done.

It doesn't quite fit here but should IMHO rather be it's own section: make sure your customer facing colleagues know what they are actually asked to sell. Easy for tupperware, less easy for complex tools and software. That should be part of the "learning and growth" opportunity in an ongoing fashion as well.

"Skill Swaps' where team members teach other new skills and share their expertise works wonder for encouraging continuous learning and peer-to-peer development. It's also a great activity for building stronger more cohesive teams.

Empower your team to take ownership of their responsibilities, but let them know that part of their growth and development includes your delegation of additional tasks designed to flex their decision-making muscles. Consider a fun informal 'contract signing' event where they agree to step up to the plate and you agree not to micromanage, interfere or judge 😁