success concept ladder with glowing light bulb

Sales Motivational Quotes You Can Use

Sales Motivational Quotes You Can Use

Sales Motivational Quotes You Can Use

The job of a salesperson is pretty difficult, to say the least. Of course, no job is easy and we do not mean that either. Marketing, production, HR, admin, Finance, Manufacturing, Supply Chain, Procurement, Logistics, Warehousing, Front Office, Back Office – none of these domains have ‘as easy as pie’ jobs. But since the sales team needs to fetch business, get leads, prospect, and convert them, the going gets tough most of the time.  

Dejection, rejection, failures, etc., etc., are a part and parcel of a salesperson’s everyday routine. The grinding mill can become pretty suffocating often. Sometimes, a simple sentence, a sales motivation message, or a phrase is enough to get your team charged up and ready for the kill. Even the most motivated and enthusiastic team member needs a bit of motivation, pumping up, from time to time. And those team members who are prone to experience a dip in their self-esteem regularly, need to be inspired more often.  

As a manager, it is a good idea to have a repository of ready-to-use motivational quotes for the sales team. These are inspirational and realistic quotes; quoted by industry leaders who have worked their way through the ladder fighting the tribulations faced by salespeople routinely.  

Sales motivation quotes 2022  

Motivational quotes for the sales team for success  

  1. “Success is the sum of small efforts, repeated day in and day out.” – Robert Collier  
  2. “I never lose. I either win or learn.” – Nelson Mandela  
  3. “If you really look closely, most overnight successes took a long time.” – Steve Jobs  
  4. “If you want to succeed you should strike out on new paths, rather than travel the worn paths of accepted success.” – John D Rockefeller  
  5. “Success looks a lot like failure up until the moment you break through the finish line.” – Dan Waldschmidt  

Inspirational sales quotes for attitude  

  1. “Don’t bother telling the world you are ready. Show it. Do it.” – Peter Dinklage  
  2. “Quality performance starts with a positive attitude.” – Jeffrey Gitomer  
  3. “Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time” – Thomas Edison  
  4. “Your attitude, not your aptitude, will determine your altitude.”- Zig Ziglar   
  5. “If it scares you, it might be a good thing to try.” – Seth Godin  
  6. “Faith is taking the first step even when you don’t see the whole staircase.” – Martin Luther King Jr.  
  7. “Once you replace negative thoughts with positive ones, you’ll start having positive results.” – Willie Nelson  
  8. “I fear not the man who has practiced 10,000 kicks once, but I fear the man who has practiced one kick 10,000 times.” – Bruce Lee  
  9. “I don’t like that man. I must get to know him better.” – Abraham Lincoln  
  10. “Most of the important things in the world have been accomplished by people who have kept trying when there seemed to be no hope at all.” – Dale Carnegie  
  11. “Success is the sum of small efforts, repeated day in and day out.”- Robert Collier   
  12. “Please think about your legacy, because you’re writing it every day.” – Gary Vaynerchuk  
  13. “How you sell is more important than what you sell.” – Andy Paul   
  14. “You don’t have to be the smartest person in the room. You don’t have to rely on luck or get a better territory. You just have to plan your work and work your plan. It works every time it’s tried.” – Kelly Riggs  
  15. “The focus from years of negative conditioning is to look at weaknesses or talents ranked lower instead of focusing on those strengths or talents ranked higher. To increase sales leadership, we must begin with knowing one’s talents not one’s weaknesses.” – Leanne Hoagland-Smith  
  16. “The top salespeople are usually the ones with the most activity; it doesn’t guarantee you will close more deals, but if you have no activity, you won’t be closing any deals.” – Colleen Honan  
  17. “What differentiates sellers today is their ability to bring fresh ideas.”- Jill Konrath  

Sales motivational quotes related to sales processes  

  1. “Treat objections as requests for further information.” – Brian Tracy  
  2. “You don’t close a sale; you open a relationship if you want to build a long-term, successful enterprise.” – Patricia Fripp  
  3. “If you don’t believe in what you’re selling, neither will your prospect.” – Frank Bettger “Buyers don’t believe anything you have to say to them about your product or service until they first believe in you.” – Deb Calvert  
  4. “It’s not about having the right opportunities. It’s about handling the opportunities right.” – Mark Hunter  
  5. Buyers do business with you, not with your company and not with your technology.” – Joanne Black  
  6. Humanize the sales process or perish – Steli Efti   
  7. “Sellers who listen to buyers carefully and then give them the missing ingredients – those are the ones who stand out.” – Deb Calvert  
  8. “Every sale has five basic obstacles: no need, no money, no hurry, no desire, no trust.”– Zig Ziglar    

Your sales team needs to be motivated, yes. Inspirational sales quotes are a wonderful way to pep them up. But for results, you might need some more things than simple quotes. Ensure that your sales incentive program is failproof. Find innovative ways to boost employee engagement. Use a high-tech platform like Buzz and My Incentives for result-oriented performances.  

The job of a salesperson is pretty difficult, to say the least. Of course, no job is easy and we do not mean that either. Marketing, production, HR, admin, Finance, Manufacturing, Supply Chain, Procurement, Logistics, Warehousing, Front Office, Back Office – none of these domains have ‘as easy as pie’ jobs. But since the sales team needs to fetch business, get leads, prospect, and convert them, the going gets tough most of the time.  

Dejection, rejection, failures, etc., etc., are a part and parcel of a salesperson’s everyday routine. The grinding mill can become pretty suffocating often. Sometimes, a simple sentence, a sales motivation message, or a phrase is enough to get your team charged up and ready for the kill. Even the most motivated and enthusiastic team member needs a bit of motivation, pumping up, from time to time. And those team members who are prone to experience a dip in their self-esteem regularly, need to be inspired more often.  

As a manager, it is a good idea to have a repository of ready-to-use motivational quotes for the sales team. These are inspirational and realistic quotes; quoted by industry leaders who have worked their way through the ladder fighting the tribulations faced by salespeople routinely.  

Sales motivation quotes 2022  

Motivational quotes for the sales team for success  

  1. “Success is the sum of small efforts, repeated day in and day out.” – Robert Collier  
  2. “I never lose. I either win or learn.” – Nelson Mandela  
  3. “If you really look closely, most overnight successes took a long time.” – Steve Jobs  
  4. “If you want to succeed you should strike out on new paths, rather than travel the worn paths of accepted success.” – John D Rockefeller  
  5. “Success looks a lot like failure up until the moment you break through the finish line.” – Dan Waldschmidt  

Inspirational sales quotes for attitude  

  1. “Don’t bother telling the world you are ready. Show it. Do it.” – Peter Dinklage  
  2. “Quality performance starts with a positive attitude.” – Jeffrey Gitomer  
  3. “Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time” – Thomas Edison  
  4. “Your attitude, not your aptitude, will determine your altitude.”- Zig Ziglar   
  5. “If it scares you, it might be a good thing to try.” – Seth Godin  
  6. “Faith is taking the first step even when you don’t see the whole staircase.” – Martin Luther King Jr.  
  7. “Once you replace negative thoughts with positive ones, you’ll start having positive results.” – Willie Nelson  
  8. “I fear not the man who has practiced 10,000 kicks once, but I fear the man who has practiced one kick 10,000 times.” – Bruce Lee  
  9. “I don’t like that man. I must get to know him better.” – Abraham Lincoln  
  10. “Most of the important things in the world have been accomplished by people who have kept trying when there seemed to be no hope at all.” – Dale Carnegie  
  11. “Success is the sum of small efforts, repeated day in and day out.”- Robert Collier   
  12. “Please think about your legacy, because you’re writing it every day.” – Gary Vaynerchuk  
  13. “How you sell is more important than what you sell.” – Andy Paul   
  14. “You don’t have to be the smartest person in the room. You don’t have to rely on luck or get a better territory. You just have to plan your work and work your plan. It works every time it’s tried.” – Kelly Riggs  
  15. “The focus from years of negative conditioning is to look at weaknesses or talents ranked lower instead of focusing on those strengths or talents ranked higher. To increase sales leadership, we must begin with knowing one’s talents not one’s weaknesses.” – Leanne Hoagland-Smith  
  16. “The top salespeople are usually the ones with the most activity; it doesn’t guarantee you will close more deals, but if you have no activity, you won’t be closing any deals.” – Colleen Honan  
  17. “What differentiates sellers today is their ability to bring fresh ideas.”- Jill Konrath  

Sales motivational quotes related to sales processes  

  1. “Treat objections as requests for further information.” – Brian Tracy  
  2. “You don’t close a sale; you open a relationship if you want to build a long-term, successful enterprise.” – Patricia Fripp  
  3. “If you don’t believe in what you’re selling, neither will your prospect.” – Frank Bettger “Buyers don’t believe anything you have to say to them about your product or service until they first believe in you.” – Deb Calvert  
  4. “It’s not about having the right opportunities. It’s about handling the opportunities right.” – Mark Hunter  
  5. Buyers do business with you, not with your company and not with your technology.” – Joanne Black  
  6. Humanize the sales process or perish – Steli Efti   
  7. “Sellers who listen to buyers carefully and then give them the missing ingredients – those are the ones who stand out.” – Deb Calvert  
  8. “Every sale has five basic obstacles: no need, no money, no hurry, no desire, no trust.”– Zig Ziglar    

Your sales team needs to be motivated, yes. Inspirational sales quotes are a wonderful way to pep them up. But for results, you might need some more things than simple quotes. Ensure that your sales incentive program is failproof. Find innovative ways to boost employee engagement. Use a high-tech platform like Buzz and My Incentives for result-oriented performances.  

Email network communication perforated paper letter

5 Motivational Emails for the Sales Team

5 Motivational Emails for the Sales Team

5 Motivational Emails for the Sales Team

For frontline salespeople, motivation is the fire that keeps that spark on. It is the duty of the team leader to keep their team motivated. As a manager, you are responsible for using the right motivational words and emails to lift the spirits of your team. It is said the right words at the right time can make or break teams. So, why not use them to make that difference? 

Is motivating people complicated? Of course, it is. You need to time it well, say the right things to inspire them, and keep them stimulated for collaborative efforts. In this article today, we’ll talk about motivational emails and share templates for 5 motivational emails for the sales team. Emails are formal devices and can be used at any point in time. You can send in an upbeat message before the start of a new project or send regular motivational mails to the team to encourage them to achieve targets. 

Tips to write motivational messages for the sales team 

  • Keep the message or the email positive with a happy undertone 
  • Greet them with a grateful tone 
  • Your message should express faith in their abilities 
  • Reassure them in your email, giving them the confidence that the managers are there to take care of any issue 
  • Ask them for their feedback 
  • Reinforce the company values and give your team the flexibility to work on their own. That way, they’ll always try and give their best

Without further ado, let’s get to the templates for 5 motivational emails for the sales team.  

Monthly sales target email to employees  

Dear Team, 

We have been really working hard each day to convert the leads into confirmed businesses. It gives me immense pride to watch all of you going after your weekly targets with so much enthusiasm. Each of your concerted efforts matters as we inch closer to our monthly targets. I am sure with this zeal we will close this month way higher than the previous months and over-achieve the goals for this month. 

In case you are stuck at some place and are finding it difficult to resolve any issues, please do let me know. I will be more than happy to help. 

Till then, keep up the good work, just as the way you have been doing till now. 
 

Proud to be your manager. 

XXXX 

Weekly motivational email for your sales team

Hi everyone, 

I am impressed with the way all of you are working and collaborating together to make every day work so much more fun and interesting. The results are speaking about the dedicated efforts being put in by all of you. I appreciate your sincerity and hard work. Keep it up. 

As we start a new week, let’s take out some time to pat each other’s back and exchange a few motivational quotes, and messages with one another. Every word can inspire our team to do better. Let’s do this earnestly this week.

Regards 

Your Manager 

XXXX 

Final quarter motivational email to internal staff (sales team) 

Dear Team, 

We have moved into the final quarter of this year. So far, the results have been good. Let’s give our best these three months to make it even more impressive. I have full faith in my team and I know that each one of you is giving your best.  

I support you in your efforts and decisions. I know you can make it happen. Your efforts to date have been noticed by the senior management and all of us are very proud to have you as a member of this team.  

Let’s go all out, put our best foot forward, and make our company proud of us. 

As always, in case of any help, you can reach out to me 24×7. 

Happy Selling, 

XXXXX 

End-of-the-year sales motivational email 

Dear Team, 

We have done it once more and must I say that I am so very proud of you. You people are the best. We have done impressively well this year and over-achieved our targets. It’s a great feeling to lead a dedicated team like this.  

Thank you for all your efforts. Some celebrations are being arranged by HR. Meanwhile, I personally wanted to thank each one of you. Looking forward to a great year next year too! 

Regards 

XXXX 

A general motivational email to the sales team 

Hi Everyone, 

I am writing this to remind you that you are a valuable asset to the company. Your hard work is the basis of the company’s growth and success. Keep up the good work. Each one of you is the backbone of this organization.  

Let me know in case there is any scope for improvement in the processes that we are currently following to work on the field.  

The company supports you in all that you do. Keep up the spirit. 
 

Regards 

XXXXX 

Use these free templates to keep motivating your sales team because they look up to you for inspiration and that much-need pat on the back (literally). There are no hard-and-fast rules though; you can create your own emails to keep your team driven and stimulated. 

 
 

For frontline salespeople, motivation is the fire that keeps that spark on. It is the duty of the team leader to keep their team motivated. As a manager, you are responsible for using the right motivational words and emails to lift the spirits of your team. It is said the right words at the right time can make or break teams. So, why not use them to make that difference? 

Is motivating people complicated? Of course, it is. You need to time it well, say the right things to inspire them, and keep them stimulated for collaborative efforts. In this article today, we’ll talk about motivational emails and share templates for 5 motivational emails for the sales team. Emails are formal devices and can be used at any point in time. You can send in an upbeat message before the start of a new project or send regular motivational mails to the team to encourage them to achieve targets. 

Tips to write motivational messages for the sales team 

  • Keep the message or the email positive with a happy undertone 
  • Greet them with a grateful tone 
  • Your message should express faith in their abilities 
  • Reassure them in your email, giving them the confidence that the managers are there to take care of any issue 
  • Ask them for their feedback 
  • Reinforce the company values and give your team the flexibility to work on their own. That way, they’ll always try and give their best 

Without further ado, let’s get to the templates for 5 motivational emails for the sales team.  

Monthly sales target email to employees  

Dear Team, 

We have been really working hard each day to convert the leads into confirmed businesses. It gives me immense pride to watch all of you going after your weekly targets with so much enthusiasm. Each of your concerted efforts matters as we inch closer to our monthly targets. I am sure with this zeal we will close this month way higher than the previous months and over-achieve the goals for this month. 

In case you are stuck at some place and are finding it difficult to resolve any issues, please do let me know. I will be more than happy to help. 

Till then, keep up the good work, just as the way you have been doing till now.

Proud to be your manager. 

XXXX  

Weekly motivational email for your sales team

Hi everyone, 

I am impressed with the way all of you are working and collaborating together to make every day work so much more fun and interesting. The results are speaking about the dedicated efforts being put in by all of you. I appreciate your sincerity and hard work. Keep it up. 

As we start a new week, let’s take out some time to pat each other’s back and exchange a few motivational quotes, and messages with one another. Every word can inspire our team to do better. Let’s do this earnestly this week.

Regards 

Your Manager 

XXXX  

Final quarter motivational email to internal staff (sales team) 

Dear Team, 

We have moved into the final quarter of this year. So far, the results have been good. Let’s give our best these three months to make it even more impressive. I have full faith in my team and I know that each one of you is giving your best.  

I support you in your efforts and decisions. I know you can make it happen. Your efforts to date have been noticed by the senior management and all of us are very proud to have you as a member of this team.  

Let’s go all out, put our best foot forward, and make our company proud of us. 

As always, in case of any help, you can reach out to me 24×7. 

Happy Selling, 

XXXXX 

End-of-the-year sales motivational email 

Dear Team, 

We have done it once more and must I say that I am so very proud of you. You people are the best. We have done impressively well this year and over-achieved our targets. It’s a great feeling to lead a dedicated team like this.  

Thank you for all your efforts. Some celebrations are being arranged by HR. Meanwhile, I personally wanted to thank each one of you. Looking forward to a great year next year too! 

Regards 

XXXX 

A general motivational email to the sales team 

Hi Everyone, 

I am writing this to remind you that you are a valuable asset to the company. Your hard work is the basis of the company’s growth and success. Keep up the good work. Each one of you is the backbone of this organization.  

Let me know in case there is any scope for improvement in the processes that we are currently following to work on the field.  

The company supports you in all that you do. Keep up the spirit.

Regards 

XXXXX 

Use these free templates to keep motivating your sales team because they look up to you for inspiration and that much-need pat on the back (literally). There are no hard-and-fast rules though; you can create your own emails to keep your team driven and stimulated. 

 
 

Business and motivation concept with wooden blocks on wooden background side view.

Motivating Sales Team: What Really Works?

Motivating Sales Team: What Really Works?

Motivating Sales Team: What Really Works?

Your sales team, without a hint of doubt, is one of your biggest assets. Being on ground zero, day in and day out is not an easy job. Mounting internal and external pressures make things even more difficult. Achieving targets, at times being pushed to over-achieve, a fiercely competitive market, difficult-to-please customers, a not-so-easy work-life balance, and so many other factors can make their life challenging.   

Amidst all this, what is it that they need to keep them going? Better salaries, rewards, recognition, growth opportunities, promotions, offsites, trips abroad, what?   

Read on to know more about what motivates a sales team – what works and what does not.  

Motivating the sales team  

Do you need to motivate your sales team, in the first place? Is it worth the effort, money, and time? What would happen if the team is let to itself without a word of encouragement, a pat on the back, or a message on an e-platform socially acknowledging their hard work and zeal?   

Typically, most salespeople are innately motivated individuals. They are passionate and pretty ambitious, have high self-esteem, are good at communication, are great networkers, and above all, are quite confident. This is not a thumb-rule but in most cases, you’ll find salespeople to have these common characteristics. There are variations too but that’s usually a small percentage.  

Having said this, even the most self-motivated and confident person needs some kind of appreciation and acknowledgment from time to time to keep their motivational levels intact. You need to celebrate their achievements and socially accept their contributions to value their work so that their self-pride and confidence never wavers.   

Thus, motivating the sales people who are directly responsible for selling your products and services and promoting your brand is crucial. If you want your business and returns to grow positively, then, as an organizational head, you need to work on this psychological aspect of human behavior from the beginning.   

It should be an integral part of your work culture. And, it needs to be done on a regular basis and not as a yearly event.  

“People often say that motivation does not last. Well, neither does bathing – that’s why we recommend it daily.” by Zig Ziglar  

What can happen if your salespeople are demotivated and feel unappreciated, they will look for the earliest opportunity to leave and join the competition.  

Now that we understand that motivation is a necessity for your sales team, what is the best way to motivate a sales team? What to say, do, and how to do all of these? 

Ways to inspire and motivate your sales team  

1. Get to know your team  

Motivation is more of a personal need than anything else. To ensure that your team remains sincerely yours, make an effort to know them at a personal level. This goes for team leaders, managers, higher management, and even CEOs, CXOs, etc. For family-owned businesses, this endeavor should be undertaken by owners too.  

Regular one-to-one meetings, the occasional team meets, get-togethers, and involving team members in big decisions that will affect their lives and performances, etc., should be a part of the company culture. Such opportunities give you the chance to know what inspires each individual and how you can gain their trust and loyalty in the workplace. When you understand and know your team members, you are bound to work out techniques and processes that drive them to achieve their best.   

2. Build a collaborative environment  

“Collaboration is Multiplication.”  

  • John C. Maxwell 

Collaboration always helps. In organizations where the sales team might be working in siloes, problems creep up in no time. Blame game become a part of the sales teams’ culture before long. This is because in siloes, salespeople work all alone and have no idea what the others are up to or aren’t aligned to the team’s collective vision. 

If you want your sales team to give their best, and stay motivated all through, bring them at par with the rest of their team. Let them be a part of the table where they can converse, communicate, flag bothering issues, and more. This becomes a platform for everyone around the table to cross the hurdles together, to break prejudices, and work as a team for better productivity.   

3. Goals  

Sales teams everywhere are about targets and goals. There’s no contention about this. Segregating the goals further is one of the practical ways of motivating a Sales Team. 

Give them goals for the day, week, and month. Daily goals are short-term and accomplishment should be associated with a pat on the back, accolading in a team meeting, etc. Weekly goals are much meatier and more tangible. Achievement of these goals can be tied to social appreciation on your internal sales incentive platform like My Incentives wherein everyone from the organization can join in to appreciate the person. Monthly goals should be associated with value-added rewards like gift vouchers, memberships, subscriptions, recommendations for professional workshops, etc, all of which can again be accomplished using a sales incentive software. 

4. Reward them 

What is the best way to motivate a sales team, you may ask? 

This is it. Rewards.  

Not just cash and money, increments and promotions – these are essential, of course. But, more than that, devise attractive reward schemes. Free lunches or dinners, a day off, a movie break for the entire team, going out to attend a sports match as a team, Friday BBQs, participating in a philanthropic cause, a foreign trip, etc. There’s no end to innovating newer ideas to make your sales folks feel appreciated and valued.  

5. Multi-tiered rewards  

If you keep rewards only for the winners, you may end up motivating only a select few. Some assume that they will never win or achieve their targets and therefore will not try hard. Some feel that the winner is already pre-decided and will never try hard enough to get to the crossing line. Multi-tiered rewards ensure wins for multiple winners and therefore, there’s always something for someone. Everyone will try to be that someone. Consequently, the performance of the team is bound to get better. 

6. Recognition  

Another crucial aspect of what can motivate a sales team is recognition. It is a basic human need and for the people who are selling your products and services in a highly volatile and competitive environment, recognition can do wonders. Email blasts across the organization recognizing team members with their photos, awarding salesperson of the month, an Employee Hall of Fame for consistent achievers, callouts from colleagues, etc., are simple ways to recognize.   

My Incentives, for instance, lets you automate all the above ways, thereby, minimizing manual work and making things way more exciting and fun for everyone in the sales department.  

What to say to motivate your sales team?  

Earlier in the article, we spoke of patting the back, appreciating the person, saying positive things to the salespeople, etc. But what are things that can be said to the team to keep them pepped up always? Try some of these. These are very, very simple yet most of us forget it amidst the day-to-day toils of work and life.  

  • Thank You. If not every day, say it when they make small but significant contributions. 
  • What is your opinion about this? It shows that their views matter and not just yours.  
  • Wonderful, that’s great. Highly motivating words from a boss to the person who is toiling hard on the ground.  
  • Is there anything that I can help with? This shows that you are there to fall back on in case the team is facing any issues.  
  • It’s a ‘We.’ Together as a unit you will stand and win, but as solos and individuals, there are more chances of failure.  

Your sales team, without a hint of doubt, is one of your biggest assets. Being on ground zero, day in and day out is not an easy job. Mounting internal and external pressures make things even more difficult. Achieving targets, at times being pushed to over-achieve, a fiercely competitive market, difficult-to-please customers, a not-so-easy work-life balance, and so many other factors can make their life challenging.   

Amidst all this, what is it that they need to keep them going? Better salaries, rewards, recognition, growth opportunities, promotions, offsites, trips abroad, what?   

Read on to know more about what motivates a sales team – what works and what does not.  

Motivating the sales team  

Do you need to motivate your sales team, in the first place? Is it worth the effort, money, and time? What would happen if the team is let to itself without a word of encouragement, a pat on the back, or a message on an e-platform socially acknowledging their hard work and zeal?   

Typically, most salespeople are innately motivated individuals. They are passionate and pretty ambitious, have high self-esteem, are good at communication, are great networkers, and above all, are quite confident. This is not a thumb-rule but in most cases, you’ll find salespeople to have these common characteristics. There are variations too but that’s usually a small percentage.  

Having said this, even the most self-motivated and confident person needs some kind of appreciation and acknowledgment from time to time to keep their motivational levels intact. You need to celebrate their achievements and socially accept their contributions to value their work so that their self-pride and confidence never wavers.   

Thus, motivating the sales people who are directly responsible for selling your products and services and promoting your brand is crucial. If you want your business and returns to grow positively, then, as an organizational head, you need to work on this psychological aspect of human behavior from the beginning.   

It should be an integral part of your work culture. And, it needs to be done on a regular basis and not as a yearly event.  

“People often say that motivation does not last. Well, neither does bathing – that’s why we recommend it daily.” by Zig Ziglar  

What can happen if your salespeople are demotivated and feel unappreciated, they will look for the earliest opportunity to leave and join the competition.  

Now that we understand that motivation is a necessity for your sales team, what is the best way to motivate a sales team? What to say, do, and how to do all of these? 

Ways to inspire and motivate your sales team  

1. Get to know your team  

Motivation is more of a personal need than anything else. To ensure that your team remains sincerely yours, make an effort to know them at a personal level. This goes for team leaders, managers, higher management, and even CEOs, CXOs, etc. For family-owned businesses, this endeavor should be undertaken by owners too.  

Regular one-to-one meetings, the occasional team meets, get-togethers, and involving team members in big decisions that will affect their lives and performances, etc., should be a part of the company culture. Such opportunities give you the chance to know what inspires each individual and how you can gain their trust and loyalty in the workplace. When you understand and know your team members, you are bound to work out techniques and processes that drive them to achieve their best.   

2. Build a collaborative environment  

“Collaboration is Multiplication.”  

  • John C. Maxwell 

Collaboration always helps. In organizations where the sales team might be working in siloes, problems creep up in no time. Blame game become a part of the sales teams’ culture before long. This is because in siloes, salespeople work all alone and have no idea what the others are up to or aren’t aligned to the team’s collective vision. 

If you want your sales team to give their best, and stay motivated all through, bring them at par with the rest of their team. Let them be a part of the table where they can converse, communicate, flag bothering issues, and more. This becomes a platform for everyone around the table to cross the hurdles together, to break prejudices, and work as a team for better productivity.   

3. Goals  

Sales teams everywhere are about targets and goals. There’s no contention about this. Segregating the goals further is one of the practical ways of motivating a Sales Team. 

Give them goals for the day, week, and month. Daily goals are short-term and accomplishment should be associated with a pat on the back, accolading in a team meeting, etc. Weekly goals are much meatier and more tangible. Achievement of these goals can be tied to social appreciation on your internal sales incentive platform like My Incentives wherein everyone from the organization can join in to appreciate the person. Monthly goals should be associated with value-added rewards like gift vouchers, memberships, subscriptions, recommendations for professional workshops, etc, all of which can again be accomplished using a sales incentive software. 

4. Reward them 

What is the best way to motivate a sales team, you may ask? 

This is it. Rewards.  

Not just cash and money, increments and promotions – these are essential, of course. But, more than that, devise attractive reward schemes. Free lunches or dinners, a day off, a movie break for the entire team, going out to attend a sports match as a team, Friday BBQs, participating in a philanthropic cause, a foreign trip, etc. There’s no end to innovating newer ideas to make your sales folks feel appreciated and valued.  

5. Multi-tiered rewards  

If you keep rewards only for the winners, you may end up motivating only a select few. Some assume that they will never win or achieve their targets and therefore will not try hard. Some feel that the winner is already pre-decided and will never try hard enough to get to the crossing line. Multi-tiered rewards ensure wins for multiple winners and therefore, there’s always something for someone. Everyone will try to be that someone. Consequently, the performance of the team is bound to get better. 

6. Recognition  

Another crucial aspect of what can motivate a sales team is recognition. It is a basic human need and for the people who are selling your products and services in a highly volatile and competitive environment, recognition can do wonders. Email blasts across the organization recognizing team members with their photos, awarding salesperson of the month, an Employee Hall of Fame for consistent achievers, callouts from colleagues, etc., are simple ways to recognize.   

My Incentives, for instance, lets you automate all the above ways, thereby, minimizing manual work and making things way more exciting and fun for everyone in the sales department.  

What to say to motivate your sales team?  

Earlier in the article, we spoke of patting the back, appreciating the person, saying positive things to the salespeople, etc. But what are things that can be said to the team to keep them pepped up always? Try some of these. These are very, very simple yet most of us forget it amidst the day-to-day toils of work and life.  

  • Thank You. If not every day, say it when they make small but significant contributions. 
  • What is your opinion about this? It shows that their views matter and not just yours.  
  • Wonderful, that’s great. Highly motivating words from a boss to the person who is toiling hard on the ground.  
  • Is there anything that I can help with? This shows that you are there to fall back on in case the team is facing any issues.  
  • It’s a ‘We.’ Together as a unit you will stand and win, but as solos and individuals, there are more chances of failure.  
Bonus Special Extra Incentive Payment Reward Concept

Sales Incentives: Everything you need to get started

Sales Incentives: Everything you need to get started

Sales Incentives: Everything you need to get started

If you wish to boost productivity and keep your sales employees engaged, you need to invest in a viable sales incentive program.  

But what is meant sales incentive, though?   

When designed and planned the proper way, a sales incentive program can increase a sales employee’s performance manifold times. Incentivizing helps boost the morale of your team.   

Wish deciding the right incentive program was an easy task, though. It isn’t. On the contrary, it is an uphill battle because you need to know what appeals to and motivates your people continuously. That is why we have prepared this sales incentive guide program so that you can get started on the right note.  

What is sales incentive?  

Incentivizing your sales team means rewarding the professionals in your team who are able to meet their given targets or exceed them. You can consider monetary or non-monetary rewards for your team or a combination of both.   

Sales incentives are given over and above the standard compensation or salary structure. Identifying the need for an incentive program is based on the organization’s objective to keep the ground team motivated. The Incentive Research Foundation or IRF mentions in one of its studies that almost 90% of the top companies today have non-cash incentive programs to get the best out of their sales teams and channel partners.  

What is the best sales incentive?  

The best incentive supercharges your sales team. The right incentive program should be designed thoughtfully weighing the changing trends and the requirements of a modern workforce.   

Incentives can be cash-based, non-monetary, or a combination of both.     

Cash has been one of the traditional incentives for sales teams. Such incentives can be paid out annually, monthly, or quarterly. Non-cash incentives include company-sponsored trips, gift cards, concert tickets, gifting appliances, gadgets, etc. The best part about non-monetary rewards is that there’s a whole gamut of creativity that can be put to use to make the program innovative and novel. While designing non-monetary programs care should be taken to make it fun and enjoyable for your team.  

  

A combination of cash and non-cash rewards has been observed to give the right push to the team.  

Types of Sales Incentive Programs  

  1. Role-specific incentives are given as per the salesperson’s role in the organization, and capabilities. In this case, organizations need to first identify the different roles that are involved in a sales process, and considering the importance of each of these roles, the incentives are decided. This way, you can prevent internal competition to turn into conflicting situations.                             
  2. Split Incentive programs are mostly used where employees need to work as teams. The incentives are split as per the pre-decided proportions or into equal parts, depending on the hierarchy or contributions of team members in achieving the results.                         
  3. Pre-sales incentives are rewards given to sales representatives at different stages of the sales process. This is essential today to keep the sales personnel motivated enough in a fiercely competitive market scenario.              
  4. Omnichannel incentives work best in a digital scenario where there are human sales reps and computers working together to close deals. Rewards, in this system, are awarded based on the part sales reps play in the complete sales process.  
  5. Incentivizing based on analytics-derived targets involves using analytical tools to make sales forecasts and projections. With advanced technology, these projections are usually pretty accurate. In such an ecosystem, incentives are metrics-based and value-driven mannerisms of the salespeople.  

Best practices of Sales Incentive Programs  

When designing sales incentive programs, care should be taken to ensure that these are productive. Here are some points to remember:  

  • Sales incentive programs are fallible. No program is perfect. Therefore, it is essential to revisit the programs every now and then.  
  • Communicate the sales incentive programs, in their entirety, to the concerned people. Ensure transparency. Hiding key and crucial parts is not a healthy practice. There should be SOPs and guidelines for the programs to ensure fairness to all.  
  • If possible, get your sales employees to sign the sales incentive plan so as to block out the possibility of conflicts in the future.  
  • Do not assume that sales reps are after monetary rewards only. Consider giving them non-cash rewards too.   
  • Take your salespeople in confidence so that they can give you feedback on the incentive plans. This will help tweak it effectively from time to time.  
  • Hire a neutral third party to review the sales incentive program to enhance it.  
  • An effective incentive program should be linked to the behavior of the salesperson and not just to the end results.   
  • Don’t just incentivize the top performers. Yes, it is important to do so to set a precedent and encourage others. But remember to have a program that rewards everyone, even underachievers so that they stay motivated.  
  • In the case of team achievements, remember to reward the entire team and not just the team leader or key people.  
  • When your salespeople are using novel and innovative ways to achieve their targets or go beyond, ensure that you highlight these creative ideas and award them accordingly.    

Features of a good Sales Incentive Program  

These are some of the embodiments of the best sales incentive program:  

  1. Relatable, and easy to understand with specific details. The objectives are clearly stated. Salespeople have an unhindered view of the program. 
  2. The program should be agile, relevant, and adaptable to evolve continually.  
  3. Integrated with technology to automate all functions.  
  4. Incentives should be realistic and attractive enough to motivate salespeople to give their best. It should include monetary and non-monetary incentives. 
  5. The goals must be SMART (Specific, Measurable, Attainable, Relevant, and Time-based). 

What are some examples of good sales incentives?  

Some of the types of incentives with incredible results are:  

  1. Hard Cash: This is basic and should be a part of all sales incentive programs. Your salespeople do look for cash pay-outs as an incentive; so, why deny them when they are toiling hard for your business? Rewards, in this case, need to be target-based and a clear structure needs to be set up.  
  2. Physical Gifts & Prizes: Beginning from the latest tech gadgets to home appliances, hobby products like a guitar or a bicycle, etc., are good options to keep the team motivated. Present choices so that the team members can choose for greater satisfaction.  
  3. Training & Development: Your salespeople are as keen to grow professionally as they are in cash and prize rewards. Offering them opportunities to get trained and move ahead in their career can be a big motivator for the team. Ensure that the training programs are professional courses that have a direct bearing on their present job.  
  4. Entertainment: Tickets to a rock show, theatre play, hotel stays, restaurant vouchers, etc., are also good to motivate the sales team and gain their loyalty.  
  5. Offsites and Adventure-activities: Rewards in the form of corporate offsites, and activity-based awards are also good considerations for incentivizing your sales team. These activities could be solo events or in groups like river rafting, ziplining, sky diving, etc.  
  6. Subscription Boxes: You can infuse an element of excitement in your sales team by offering them subscription boxes. Some examples include gourmet food, skincare products, eco-friendly clothing, personalized treats, etc.  
  7. Paid Leaves: Over and above the leaves your team gets annually, give them extra paid leaves to let down their hair and enjoy. After all, they do deserve a good break after toiling so hard.  
  8. Recognition: Unlike all the others, this reward system does not need money or investment. It can be made into a company culture without too much effort. All human beings love to be socially recognized. When you offer recognition to your top performers using a platform like My Incentives, you empower them to work even better.  

  

Summing it Up  

Make the sales incentive program a part and parcel of your system. Remember to do so happily so that your people on the ground feel valued and look forward to boosting sales innovatively and energetically!   

  

Keen to know more about My Incentives? Call us today for a one-to-one demo 

If you wish to boost productivity and keep your sales employees engaged, you need to invest in a viable sales incentive program.  

But what is meant sales incentive, though?   

When designed and planned the proper way, a sales incentive program can increase a sales employee’s performance manifold times. Incentivizing helps boost the morale of your team.   

Wish deciding the right incentive program was an easy task, though. It isn’t. On the contrary, it is an uphill battle because you need to know what appeals to and motivates your people continuously. That is why we have prepared this sales incentive guide program so that you can get started on the right note.  

What is sales incentive?  

Incentivizing your sales team means rewarding the professionals in your team who are able to meet their given targets or exceed them. You can consider monetary or non-monetary rewards for your team or a combination of both.   

Sales incentives are given over and above the standard compensation or salary structure. Identifying the need for an incentive program is based on the organization’s objective to keep the ground team motivated. The Incentive Research Foundation or IRF mentions in one of its studies that almost 90% of the top companies today have non-cash incentive programs to get the best out of their sales teams and channel partners.  

What is the best sales incentive?  

The best incentive supercharges your sales team. The right incentive program should be designed thoughtfully weighing the changing trends and the requirements of a modern workforce.   

Incentives can be cash-based, non-monetary, or a combination of both.   

Cash has been one of the traditional incentives for sales teams. Such incentives can be paid out annually, monthly, or quarterly. Non-cash incentives include company-sponsored trips, gift cards, concert tickets, gifting appliances, gadgets, etc. The best part about non-monetary rewards is that there’s a whole gamut of creativity that can be put to use to make the program innovative and novel. While designing non-monetary programs care should be taken to make it fun and enjoyable for your team.  

A combination of cash and non-cash rewards has been observed to give the right push to the team.  

Types of Sales Incentive Programs  

  1. Role-specific incentives are given as per the salesperson’s role in the organization, and capabilities. In this case, organizations need to first identify the different roles that are involved in a sales process, and considering the importance of each of these roles, the incentives are decided. This way, you can prevent internal competition to turn into conflicting situations.    
  2. Split Incentive programs are mostly used where employees need to work as teams. The incentives are split as per the pre-decided proportions or into equal parts, depending on the hierarchy or contributions of team members in achieving the results.   
  3. Pre-sales incentives are rewards given to sales representatives at different stages of the sales process. This is essential today to keep the sales personnel motivated enough in a fiercely competitive market scenario.  
  4. Omnichannel incentives work best in a digital scenario where there are human sales reps and computers working together to close deals. Rewards, in this system, are awarded based on the part sales reps play in the complete sales process.  
  5. Incentivizing based on analytics-derived targets involves using analytical tools to make sales forecasts and projections. With advanced technology, these projections are usually pretty accurate. In such an ecosystem, incentives are metrics-based and value-driven mannerisms of the salespeople.  

Best practices of Sales Incentive Programs  

When designing sales incentive programs, care should be taken to ensure that these are productive. Here are some points to remember:  

  • Sales incentive programs are fallible. No program is perfect. Therefore, it is essential to revisit the programs every now and then.  
  • Communicate the sales incentive programs, in their entirety, to the concerned people. Ensure transparency. Hiding key and crucial parts is not a healthy practice. There should be SOPs and guidelines for the programs to ensure fairness to all.  
  • If possible, get your sales employees to sign the sales incentive plan so as to block out the possibility of conflicts in the future.  
  • Do not assume that sales reps are after monetary rewards only. Consider giving them non-cash rewards too.   
  • Take your salespeople in confidence so that they can give you feedback on the incentive plans. This will help tweak it effectively from time to time.  
  • Hire a neutral third party to review the sales incentive program to enhance it.  
  • An effective incentive program should be linked to the behavior of the salesperson and not just to the end results.   
  • Don’t just incentivize the top performers. Yes, it is important to do so to set a precedent and encourage others. But remember to have a program that rewards everyone, even underachievers so that they stay motivated.  
  • In the case of team achievements, remember to reward the entire team and not just the team leader or key people.  
  • When your salespeople are using novel and innovative ways to achieve their targets or go beyond, ensure that you highlight these creative ideas and award them accordingly.    

Features of a good Sales Incentive Program  

These are some of the embodiments of the best sales incentive program:  

  1. Relatable, and easy to understand with specific details. The objectives are clearly stated. Salespeople have an unhindered view of the program. 
  2. The program should be agile, relevant, and adaptable to evolve continually.  
  3. Integrated with technology to automate all functions.  
  4. Incentives should be realistic and attractive enough to motivate salespeople to give their best. It should include monetary and non-monetary incentives. 
  5. The goals must be SMART (Specific, Measurable, Attainable, Relevant, and Time-based). 

What are some examples of good sales incentives?  

Some of the types of incentives with incredible results are:  

  1. Hard Cash: This is basic and should be a part of all sales incentive programs. Your salespeople do look for cash pay-outs as an incentive; so, why deny them when they are toiling hard for your business? Rewards, in this case, need to be target-based and a clear structure needs to be set up.  
  2. Physical Gifts & Prizes: Beginning from the latest tech gadgets to home appliances, hobby products like a guitar or a bicycle, etc., are good options to keep the team motivated. Present choices so that the team members can choose for greater satisfaction.  
  3. Training & Development: Your salespeople are as keen to grow professionally as they are in cash and prize rewards. Offering them opportunities to get trained and move ahead in their career can be a big motivator for the team. Ensure that the training programs are professional courses that have a direct bearing on their present job.  
  4. Entertainment: Tickets to a rock show, theatre play, hotel stays, restaurant vouchers, etc., are also good to motivate the sales team and gain their loyalty.  
  5. Offsites and Adventure-activities: Rewards in the form of corporate offsites, and activity-based awards are also good considerations for incentivizing your sales team. These activities could be solo events or in groups like river rafting, ziplining, sky diving, etc.  
  6. Subscription Boxes: You can infuse an element of excitement in your sales team by offering them subscription boxes. Some examples include gourmet food, skincare products, eco-friendly clothing, personalized treats, etc.  
  7. Paid Leaves: Over and above the leaves your team gets annually, give them extra paid leaves to let down their hair and enjoy. After all, they do deserve a good break after toiling so hard.  
  8. Recognition: Unlike all the others, this reward system does not need money or investment. It can be made into a company culture without too much effort. All human beings love to be socially recognized. When you offer recognition to your top performers using a platform like My Incentives, you empower them to work even better.    

Summing it Up  

Make the sales incentive program a part and parcel of your system. Remember to do so happily so that your people on the ground feel valued and look forward to boosting sales innovatively and energetically!   

  

Keen to know more about My Incentives? Call us today for a one-to-one demo 

Ideas-to-Improve-the-Sales-Motivation-of-Your-Retail-Employees

5 Ideas to Improve the Sales Motivation of Your Retail Employees

Ideas to Improve the Sales Motivation of Your Retail Employees

Ideas to Improve the Sales Motivation of Your Retail Employees

In the modern digital age, the retail industry has newer challenges and roadblocks, especially with e-commerce and online sales registering phenomenal results. Besides, in the physical space, there’s increased competition and the never-ending battle to squeeze prices. In many ways, customers today are not completely dependent on retail associates to help them during the buying process. Most of your consumers today have enough knowledge about the product or service giving rise to the self-sufficient shopping trend.  

The scenario for the global retail industry is pretty grim. Amidst all this, WorldatWork mentions that for store employees, the average turnover is about 65%. Hiring new staff, training, and replacing costs work out high and are not a viable option for most business owners.  

And to top it off, a survey in 2019 mentions that about 58% of retail professionals are not too happy with their employees. 60% of the respondents mention that their salary is crucial for them while 55% said that they wish to develop their skills in the workplace. 

Taking all of this into account, it is imperative to put together an improved, realistic, and adaptable sales motivation program for your retail team. Here are six proven ways to do so.  

Infuse family-friendly features into the ecosystem  

Retail workers generally need to work long hours. Their shift times are often extended, they fill in for other team members many a time, etc. The on-the-job stress levels are pretty high unquestionably. Plus, customer service in a retail ecosystem is a pretty demanding job with most customers expecting personalized services.  

Therefore, it is a good idea to make the workplace friendly for your workers. For example, during break time, workers can be allowed to catch up with their kids, siblings, or parents and de-stress. There could be creche facility for working mothers or special restrooms for workers that can be created for rest, a quick nap, etc. The restrooms can be equipped with comfortable beds, chairs, sofas, serviced with drinking water, tea/coffee stations, fruits, snacks, etc. Or, retailers could let their staff members have flexible work hours so that they can balance work-life appropriately.  

Steps like these can drive higher employee engagement in retail stores. Initiatives like these can make your workforce stay happy and relaxed offering them a level playing field to give their best performance. 

Challenge your retail team with a well-designed monetary incentive program 

An essential aspect of retail employee motivation is to bestow them with interesting R&R (Rewards & Recognition) programs. Yes, salary is the most relevant monetary incentive. But other financial benefits should be also weaved in to keep employees completely motivated. Why? Because the retail staff expects this. Not just that, robust financial incentives help retain employees for a longer time. 

Pay raises at periodic gaps, promotions, retirement benefits, travel allowances, yearly bonuses, etc. are common and effective aspects. However, for top-of-the-line performances, especially for workers who are consistent, something beyond this is required. Consider options like commission percentages, OTE or on-target earnings, stock options, profit sharing, etc.  

Employers need to take care that the reward system is fair and the right people are getting incentivized. Besides, the incentive program must be open to all. While the top performers get the best raises, it is important to keep providing monetary benefits to all who participated. This is to keep everyone pepped up and motivated. 

Non-monetary rewards play a significant role too 

The best is a combination of monetary and non-monetary rewards. Along with financial benefits, offer a strong recognition program because today employees are not just looking at monetary compensation. Yes, money is the bottom line but that is not going to fetch you loyalty. The work culture should be healthy and progressive to take your retail staff along with you for long. 

Non-monetary recognition programs are the best way to appreciate the staff for their work. These programs go beyond the normal to seal the employee-employer bond. Things like Employee of the month, team outings, discounts on products and services of other retail stores, discounts on in-house products & services, movie tickets, weekend breakfasts, lunches or dinners with seniors, etc. are some brilliant ideas to keep the retail staff engaged.  

Take the case of Arby’s. They have a ‘Halfway There’ campaign where employees are given gift cards presented to them by their managers when they reach the halfway mark of their targets.  

Other forms of non-monetary rewards that should be integrated into the system include recognition initiatives like sharing good comments from customers for everyone to see, getting peers to vote to rank the best performers, sharing success stories of retail sales members with pictures, and videos, etc. 

Take the help of digitised platforms like My Incentives that integrate end-to-end all these functionalities with real-time access for one and all. Helps streamline your R&R initiatives maintaining transparency and ensuing retail employees to stay connected across different geographical regions. 

Development opportunities 

Your employees will stick around when they see professional development opportunities in your organization. Everyone wants to move up the ladder and you need to give them the right opportunity to do so.  

Learning new skills, training workshops, sessions to reinforce skills, etc. can make a difference in their onward progression journey. When your organization makes sincere attempts to train and develop staff members, turnover rates are also going to be positively impacted. 

Make it all about teamwork 

In the retail store, teamwork can make team members bond better. Therefore, work schedules should be such that everyone is assigned multiple rotating tasks rather than them doing one task all the time. This will make them collaborate better. 

Assigning work in this manner also makes it all fair and drives out the mystery aspect of what others are doing. Every staff member has an idea of what each of them is involved in. Nobody feels sidelined that they are doing anything less important than their peer. 

Work schedules should include the entire spectrum of jobs and duties in the retail store. For example, tasks like keeping the store organized and clean should be part of everybody’s day-to-day activity. Keeping the items back on the correct shelves, maintaining a stock of things, maintaining the cash register, tracking sales for the day, addressing customer complaints, meeting and greeting customers, showing them around, etc., should be made a part of all on-the-floor staff. It can do wonders to employee engagement and motivation levels. 

In the modern digital age, the retail industry has newer challenges and roadblocks, especially with e-commerce and online sales registering phenomenal results. Besides, in the physical space, there’s increased competition and the never-ending battle to squeeze prices. In many ways, customers today are not completely dependent on retail associates to help them during the buying process. Most of your consumers today have enough knowledge about the product or service giving rise to the self-sufficient shopping trend.  

The scenario for the global retail industry is pretty grim. Amidst all this, WorldatWork mentions that for store employees, the average turnover is about 65%. Hiring new staff, training, and replacing costs work out high and are not a viable option for most business owners.  

And to top it off, a survey in 2019 mentions that about 58% of retail professionals are not too happy with their employees. 60% of the respondents mention that their salary is crucial for them while 55% said that they wish to develop their skills in the workplace. 

Taking all of this into account, it is imperative to put together an improved, realistic, and adaptable sales motivation program for your retail team. Here are six proven ways to do so.  

Infuse family-friendly features into the ecosystem  

Retail workers generally need to work long hours. Their shift times are often extended, they fill in for other team members many a time, etc. The on-the-job stress levels are pretty high unquestionably. Plus, customer service in a retail ecosystem is a pretty demanding job with most customers expecting personalized services.  

Therefore, it is a good idea to make the workplace friendly for your workers. For example, during break time, workers can be allowed to catch up with their kids, siblings, or parents and de-stress. There could be creche facility for working mothers or special restrooms for workers that can be created for rest, a quick nap, etc. The restrooms can be equipped with comfortable beds, chairs, sofas, serviced with drinking water, tea/coffee stations, fruits, snacks, etc. Or, retailers could let their staff members have flexible work hours so that they can balance work-life appropriately.  

Steps like these can drive higher employee engagement in retail stores. Initiatives like these can make your workforce stay happy and relaxed offering them a level playing field to give their best performance. 

Challenge your retail team with a well-designed monetary incentive program 

An essential aspect of retail employee motivation is to bestow them with interesting R&R (Rewards & Recognition) programs. Yes, salary is the most relevant monetary incentive. But other financial benefits should be also weaved in to keep employees completely motivated. Why? Because the retail staff expects this. Not just that, robust financial incentives help retain employees for a longer time. 

Pay raises at periodic gaps, promotions, retirement benefits, travel allowances, yearly bonuses, etc. are common and effective aspects. However, for top-of-the-line performances, especially for workers who are consistent, something beyond this is required. Consider options like commission percentages, OTE or on-target earnings, stock options, profit sharing, etc.  

Employers need to take care that the reward system is fair and the right people are getting incentivized. Besides, the incentive program must be open to all. While the top performers get the best raises, it is important to keep providing monetary benefits to all who participated. This is to keep everyone pepped up and motivated. 

Non-monetary rewards play a significant role too 

The best is a combination of monetary and non-monetary rewards. Along with financial benefits, offer a strong recognition program because today employees are not just looking at monetary compensation. Yes, money is the bottom line but that is not going to fetch you loyalty. The work culture should be healthy and progressive to take your retail staff along with you for long. 

Non-monetary recognition programs are the best way to appreciate the staff for their work. These programs go beyond the normal to seal the employee-employer bond. Things like Employee of the month, team outings, discounts on products and services of other retail stores, discounts on in-house products & services, movie tickets, weekend breakfasts, lunches or dinners with seniors, etc. are some brilliant ideas to keep the retail staff engaged.  

Take the case of Arby’s. They have a ‘Halfway There’ campaign where employees are given gift cards presented to them by their managers when they reach the halfway mark of their targets.  

Other forms of non-monetary rewards that should be integrated into the system include recognition initiatives like sharing good comments from customers for everyone to see, getting peers to vote to rank the best performers, sharing success stories of retail sales members with pictures, and videos, etc. 

Take the help of digitised platforms like My Incentives that integrate end-to-end all these functionalities with real-time access for one and all. Helps streamline your R&R initiatives maintaining transparency and ensuing retail employees to stay connected across different geographical regions. 

Development opportunities 

Your employees will stick around when they see professional development opportunities in your organization. Everyone wants to move up the ladder and you need to give them the right opportunity to do so.  

Learning new skills, training workshops, sessions to reinforce skills, etc. can make a difference in their onward progression journey. When your organization makes sincere attempts to train and develop staff members, turnover rates are also going to be positively impacted. 

Make it all about teamwork 

In the retail store, teamwork can make team members bond better. Therefore, work schedules should be such that everyone is assigned multiple rotating tasks rather than them doing one task all the time. This will make them collaborate better. 

Assigning work in this manner also makes it all fair and drives out the mystery aspect of what others are doing. Every staff member has an idea of what each of them is involved in. Nobody feels sidelined that they are doing anything less important than their peer. 

Work schedules should include the entire spectrum of jobs and duties in the retail store. For example, tasks like keeping the store organized and clean should be part of everybody’s day-to-day activity. Keeping the items back on the correct shelves, maintaining a stock of things, maintaining the cash register, tracking sales for the day, addressing customer complaints, meeting and greeting customers, showing them around, etc., should be made a part of all on-the-floor staff. It can do wonders to employee engagement and motivation levels. 

Happines cheerful perforated paper smiley face

Super-charge your team with these employee engagement methods

Super-charge your team with these employee engagement methods

Super-charge your team with these employee engagement methods

“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees satisfied customers, which leads to profitability.” These are the words of the former CEO and Chairperson of Xerox, Anna Mulcahy.  These words should be the gospel for all managers for all organizations, irrespective of business scale and industry type. These words should be resonating in their attitude and approach when dealing with their team members. 

Unfortunately, organizations have always tended to focus more on their customers and fairly so because their customers drive sales and revenues. Employees are usually taken for granted! Or, let’s say that organizations are not too ready to spend time, money, and efforts on employees. It was the common state of affairs in the last century. However, in 1990, Kahn introduced a unique concept called ‘Employee Engagement‘ in his article titled “Psychological Conditions of Personal Engagement and Disengagement at Work.” It kind of laid the foundation for modern-day employee engagement, as we know though the term was coined much later. 

Employee engagement has been defined in hundreds of different ways. Simply said, it is about employees being genuinely positively connected to their work. As a result, their level of engrossment in their work is unmatched – almost inducing envy in the competition. Such employees are people who would not mind replying to an email at 6 PM, taking it in their stride, invested as much as they would be to any such demand in their personal life. 

Is employee engagement a saga for modern corporates, or does it really work?

Data from different studies prove that employee engagement is not a whiff in the air – an unnecessary commotion created by HR experts. No, it is something that is subtlety present – waiting to be recognized and addressed meaningfully by managers. The more prompt you are in understanding it, the better opportunity you have to stimulate it positively and redeem its benefits. 

Does ABBA’s “Money, money, money” apply to employee engagement?

Many managers think that their team members are driven by money. But, coincidentally, a study reveals that about 36% of your employees would happily give up money equivalent to 5,000 dollars per annum just to work peacefully at work. The Pyramid of Employee Needs lists four things that engaged employees to want from the employer/manager:

  1. Enjoy independence at work
  2. Have the genuine feeling of being a part of the team.
  3. Feel that they are making a difference to business performance 
  4. Get real opportunities to learn in the workplace and grow professionally. 

What can managers do to support building high employee engagement?

1. Support the personal growth of team members

Personal growth is crucial for each individual, for everyone wants to grow. In his book Drive, Daniel Pink mentions that there are three components of personal growth – autonomy, purpose, and mastery. 

  • Autonomy – Each team member of yours wants to feel in control. That is basic human nature.
  • Purpose – syncing with the organization’s mission and vision arouses the right passion in employees.
  • Mastery – learning how to get better at things. 

How to support personal growth? 

  • Offer your team the opportunity to learn and grow. 
  • Micromanaging can be harmful – give space to your team.
  • Keep your mission clear and simple for everyone to understand and work in accordance.
  • Talk to your team members continuously to understand what is stressing them at work. 

2. Thanking team members

Employee recognition is all about acknowledging work well done. It is very simple, but leaders and managers over complicate things. Sometimes, they are too engrossed in their work to notice who’s doing good. And, when they notice someone doing good, they are usually unsure about how to handle it. In the process, they lose a great opportunity to leverage team engagement. 

Having an effective recognition program can resolve these issues optimally. 

What can managers do to recognize productive workers?

  • Keep rewards and recognition separate. They could be interlinked, but each has a separate entity. 
  • Recognition is as simple as patting the back or giving public applause before the daily meeting. 
  • Invest yourself in becoming a mindful leader. 
  • Use a high-tech platform that has a dashboard for public acknowledgment of good work.
  • Sending an email or a handwritten note can be done too to engage team members. 
  • The big question – how often should team members be recognized? As per Gallup, it should be once a week, at least.

3. Integrating feedback

What is feedback? It is a form of communication where the team members are informed about their performance. Ambiguity is uncomfortable, and it creates unrest and distrust in the team. The truth is that feedback is over-amplified so much so that most managers do not know how to give feedback or are scared to put things into perspective. Typically, in most cases, it is the annual performance appraisal when team members get to know about what the manager feels about their performance. 

What can managers do about feedback?

  • Keep it a continuous and regular process.
  • Give corrective feedback. 
  • Avoid negative feedback. Make your feedback system constructive.
  • Ensure that your tone, words, and body language are not negative. 
  • Ensure that the feedback has a specific outcome attached to it. Try not to leave it open-ended, confusing your team member even more. 
  • Keep neutral. Managers should avoid bias of all types.
  • It is the behavior of the person that the feedback is all about, not the person. 
  • Be straight, to the point while giving feedback.

4. Focus on becoming a good leader

In various studies, most people leave their jobs or are unhappy at their workplace because of the manager. Organizations need to be responsible when they hire managers. 

What can managers do?

At their individual level, managers need to work on three aspects to create a positive environment in the office:

  • Create a work setting where your team members are comfortable approaching you and communicating with you.
  • Focus on regular reviews and not annual ones to gauge how your team members are performing.
  • Get into the learning mode – attend leadership training and workshops to acquire skills and better understand team management.
  • Learn to see the strength of your employee rather than the weakness.
  • Connect one-to-one with your team members, and do so regularly.
  • Instead of encouraging negative competition amongst your team members (some managers believe it works), focus on arousing a spirit of friendship in your team.
  • Practice flexibility to promote quality work-life balance. A little understanding does not hurt, and the pros will reflect in the year-end performance. 
  • Do not look for big wins – those will anyway happen. Focus on the smaller ones. Small wins are always the foundation stone for bigger wins. 

5. Making your team members your brand ambassadors

When your team members become your brand ambassadors, you can be sure that you do things right. For example, if someone was to ask them for a good job opening, would your team members refer your organization! If they do, they are your brand ambassadors. If not, there is a lot to do.

How to convert your team into brand ambassadors?

  • Use proactive tools to measure how likely they are to recommend the brand to peers, vendors, customers, and more and measure the metrics.
  • Conduct focus groups to understand what stops them from being your brand spokesperson.
  • In brand evolvement campaigns, ensure that your team is involved to whatever lengths possible. 

6. Show your care for your team members’ well-being

It is essential to make your team members feel that their well-being is very important for the organization. It can fuel employee engagement and accelerate it beyond discernible results. Your team needs to have a good work-life balance to come recharged to the office every day. 

What can managers do to ensure the well-being of their team?

  • Do not set unrealistic expectations from your team.
  • Do not assume that they are available 24×7 for work. 
  • Respect their right to personal time and space.
  • Encourage your team members to follow healthy food and lifestyle habits.
  • Look for ways to bring calmness to your workplace. It can make work a lot more peaceful and stress-free.

7. Getting your team on the same platform 

Many organizations play the policy of hide-and-seek. They are not transparent and honest about what is happening, about the bigger picture. On the contrary, as managers, you can push employee engagement by following transparent and ethical methods. 

What can managers do to keep everyone on the same level?

  • Integrate company values in day-to-day activities and workflows.
  • It is good to remind your team about the values during weekly meetings and Town Halls.
  • Reinforce the company values and mission during onboarding sessions.

Employee engagement is not a farce, the imagination of a psychologist, or the fancy of an HR manager. It is real; it is something that your competition is addressing dynamically. Engaging employees results in a productivity boost, better innovation, better services to your customers, and fewer chances of leaving the organization.

Remember, highly engaged organizations are listening better, are more purposeful and inclusive than those that are not. If you are looking at driving employee engagement with purpose and inclusiveness, consider the resourceful buzz platform.

“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees satisfied customers, which leads to profitability.” These are the words of the former CEO and Chairperson of Xerox, Anna Mulcahy.  These words should be the gospel for all managers for all organizations, irrespective of business scale and industry type. These words should be resonating in their attitude and approach when dealing with their team members. 

Unfortunately, organizations have always tended to focus more on their customers and fairly so because their customers drive sales and revenues. Employees are usually taken for granted! Or, let’s say that organizations are not too ready to spend time, money, and efforts on employees. It was the common state of affairs in the last century. However, in 1990, Kahn introduced a unique concept called ‘Employee Engagement‘ in his article titled “Psychological Conditions of Personal Engagement and Disengagement at Work.” It kind of laid the foundation for modern-day employee engagement, as we know though the term was coined much later. 

Employee engagement has been defined in hundreds of different ways. Simply said, it is about employees being genuinely positively connected to their work. As a result, their level of engrossment in their work is unmatched – almost inducing envy in the competition. Such employees are people who would not mind replying to an email at 6 PM, taking it in their stride, invested as much as they would be to any such demand in their personal life. 

Is employee engagement a saga for modern corporates, or does it really work?

Data from different studies prove that employee engagement is not a whiff in the air – an unnecessary commotion created by HR experts. No, it is something that is subtlety present – waiting to be recognized and addressed meaningfully by managers. The more prompt you are in understanding it, the better opportunity you have to stimulate it positively and redeem its benefits. 

Does ABBA’s “Money, money, money” apply to employee engagement?

Many managers think that their team members are driven by money. But, coincidentally, a study reveals that about 36% of your employees would happily give up money equivalent to 5,000 dollars per annum just to work peacefully at work. The Pyramid of Employee Needs lists four things that engaged employees to want from the employer/manager:

  1. Enjoy independence at work
  2. Have the genuine feeling of being a part of the team.
  3. Feel that they are making a difference to business performance 
  4. Get real opportunities to learn in the workplace and grow professionally. 

What can managers do to support building high employee engagement?

1. Support the personal growth of team members

Personal growth is crucial for each individual, for everyone wants to grow. In his book Drive, Daniel Pink mentions that there are three components of personal growth – autonomy, purpose, and mastery. 

  • Autonomy – Each team member of yours wants to feel in control. That is basic human nature.
  • Purpose – syncing with the organization’s mission and vision arouses the right passion in employees.
  • Mastery – learning how to get better at things. 

How to support personal growth? 

  • Offer your team the opportunity to learn and grow. 
  • Micromanaging can be harmful – give space to your team.
  • Keep your mission clear and simple for everyone to understand and work in accordance.
  • Talk to your team members continuously to understand what is stressing them at work. 

2. Thanking team members

Employee recognition is all about acknowledging work well done. It is very simple, but leaders and managers over complicate things. Sometimes, they are too engrossed in their work to notice who’s doing good. And, when they notice someone doing good, they are usually unsure about how to handle it. In the process, they lose a great opportunity to leverage team engagement. 

Having an effective recognition program can resolve these issues optimally. 

What can managers do to recognize productive workers?

  • Keep rewards and recognition separate. They could be interlinked, but each has a separate entity. 
  • Recognition is as simple as patting the back or giving public applause before the daily meeting. 
  • Invest yourself in becoming a mindful leader. 
  • Use a high-tech platform that has a dashboard for public acknowledgment of good work.
  • Sending an email or a handwritten note can be done too to engage team members. 
  • The big question – how often should team members be recognized? As per Gallup, it should be once a week, at least.

3. Integrating feedback

What is feedback? It is a form of communication where the team members are informed about their performance. Ambiguity is uncomfortable, and it creates unrest and distrust in the team. The truth is that feedback is over-amplified so much so that most managers do not know how to give feedback or are scared to put things into perspective. Typically, in most cases, it is the annual performance appraisal when team members get to know about what the manager feels about their performance. 

What can managers do about feedback?

  • Keep it a continuous and regular process.
  • Give corrective feedback. 
  • Avoid negative feedback. Make your feedback system constructive.
  • Ensure that your tone, words, and body language are not negative. 
  • Ensure that the feedback has a specific outcome attached to it. Try not to leave it open-ended, confusing your team member even more. 
  • Keep neutral. Managers should avoid bias of all types.
  • It is the behavior of the person that the feedback is all about, not the person. 
  • Be straight, to the point while giving feedback.

4. Focus on becoming a good leader

In various studies, most people leave their jobs or are unhappy at their workplace because of the manager. Organizations need to be responsible when they hire managers. 

What can managers do?

At their individual level, managers need to work on three aspects to create a positive environment in the office:

  • Create a work setting where your team members are comfortable approaching you and communicating with you.
  • Focus on regular reviews and not annual ones to gauge how your team members are performing.
  • Get into the learning mode – attend leadership training and workshops to acquire skills and better understand team management.
  • Learn to see the strength of your employee rather than the weakness.
  • Connect one-to-one with your team members, and do so regularly.
  • Instead of encouraging negative competition amongst your team members (some managers believe it works), focus on arousing a spirit of friendship in your team.
  • Practice flexibility to promote quality work-life balance. A little understanding does not hurt, and the pros will reflect in the year-end performance. 
  • Do not look for big wins – those will anyway happen. Focus on the smaller ones. Small wins are always the foundation stone for bigger wins. 

5. Making your team members your brand ambassadors

When your team members become your brand ambassadors, you can be sure that you do things right. For example, if someone was to ask them for a good job opening, would your team members refer your organization! If they do, they are your brand ambassadors. If not, there is a lot to do.

How to convert your team into brand ambassadors?

  • Use proactive tools to measure how likely they are to recommend the brand to peers, vendors, customers, and more and measure the metrics.
  • Conduct focus groups to understand what stops them from being your brand spokesperson.
  • In brand evolvement campaigns, ensure that your team is involved to whatever lengths possible. 

6. Show your care for your team members’ well-being

It is essential to make your team members feel that their well-being is very important for the organization. It can fuel employee engagement and accelerate it beyond discernible results. Your team needs to have a good work-life balance to come recharged to the office every day. 

What can managers do to ensure the well-being of their team?

  • Do not set unrealistic expectations from your team.
  • Do not assume that they are available 24×7 for work. 
  • Respect their right to personal time and space.
  • Encourage your team members to follow healthy food and lifestyle habits.
  • Look for ways to bring calmness to your workplace. It can make work a lot more peaceful and stress-free.

7. Getting your team on the same platform 

Many organizations play the policy of hide-and-seek. They are not transparent and honest about what is happening, about the bigger picture. On the contrary, as managers, you can push employee engagement by following transparent and ethical methods. 

What can managers do to keep everyone on the same level?

  • Integrate company values in day-to-day activities and workflows.
  • It is good to remind your team about the values during weekly meetings and Town Halls.
  • Reinforce the company values and mission during onboarding sessions.

Employee engagement is not a farce, the imagination of a psychologist, or the fancy of an HR manager. It is real; it is something that your competition is addressing dynamically. Engaging employees results in a productivity boost, better innovation, better services to your customers, and fewer chances of leaving the organization.

Remember, highly engaged organizations are listening better, are more purposeful and inclusive than those that are not. If you are looking at driving employee engagement with purpose and inclusiveness, consider the resourceful buzz platform.

5-things-to-consider-before-buying-channel-sales-incentive-software

5 things to consider before buying channel sales incentive software

5 things to consider before buying channel sales incentive software

5 things to consider before buying channel sales incentive software

In our last blog, we explored how channel sales incentive programs can fail if there is a lack of communication and if the program isn’t monitored from end-to-end. Now, one way to easily ensure an effective channel sales program is a well-made sales incentive software system. But not all the software out there will have the same capabilities.   

In this blog, we will list five must-have features in the sales incentive software that you should be looking out for. Being the decision-maker, this will ensure that you empower your business by choosing the right tool available in the market. 

So, what are the things to consider when buying channel sales incentive software? 

Even though it is imperative to a business’ success, many still depend on traditional methods especially using the spreadsheet to drive their channel sales. This could be detrimental to business growth and the scaling of the incentive program itself.

Investing in the right software is of utmost importance. It is one of the key pillars of your channel sales incentive program. So, what are the things to consider when investing in one? 

1) Is the software secure?  

Overlooking security-related concerns can be a big mistake. This is because security breaches have become pretty frequent these days. As the digital landscape grows, so does the world of cybercriminals.   

The automated incentive program for your channel partners needs to have the right security features in place. This is critical to safeguard company data. When considering buying a software system to help expedite the channel program and make it effective, ensure that the platform is impregnable.   

2) Comprehensive dashboard for analysis and reporting for real-time visibility

A modern-day sales incentive software cannot be effective minus the dashboard. Every good system will have a payee dashboard that will keep the sales teams informed about their performance, reward status, targets assigned, achievement information, etc. All of this information will also be captured in real time.   

Introducing hierarchy is also important in the dashboard view. Can an area manager see data of channel partners in their area? Can a zonal manager be given a similar but more detailed view? Besides this, individual sales representatives with targets should have access to the details of the commission plan and calculations for better clarity. Plus, if the system comes with built-in forecasting features, it can work as a motivator for the team members of the channel partner.

3) Gamification features to drive better engagement

To ensure that the incentive program keeps the channel partners engaged, including gamification is an interesting option. Such features usually include things that you would expect from an online game. Examples include leaderboards, chatrooms, quizzes, target meters, and more. Such features keep the program interactive and fun. It can help create a healthy competitive spirit amongst team members.   

4) Mobile access 

If the software system is accessible from a handheld device like a smartphone, it can make things further engaging for the ground team. On-the-go access is an essential parameter if the majority of your channel sales team is on the road.   

Be it the redemption of awards, checking status, or getting a real-time report on key parameters, the team feels empowered. As you look to increase your sales and revenues, mobile accessibility can help the channel sales incentive program robustly.  

5) Well-designed administrative functionalities 

Another pre-requisite for the software program is related to making the system accessible on a role-based module. Managers, payees, HR, Finance, Operations, Support Help Desk, and the admin-in-charge should be able to access the system seamlessly. The system should have in-built functionalities that help send emails, messages to phone numbers, SLACK integrated, and so on.  

In a nutshell … 

A channel sales incentive program’s performance can be further boosted with the help of a well-designed software system. My Incentives is one such customizable platform that helps collaborate across distributed teams, provides authentic analytical insight, and is accessible from mobile phones. A versatile and multi-faceted software system that makes automation of your incentive compensation program a comfortable and seamless journey.  

Interested to know more about My Incentives? Get in touch for a detailed demo! 

In our last blog, we explored how channel sales incentive programs can fail if there is a lack of communication and if the program isn’t monitored from end-to-end. Now, one way to easily ensure an effective channel sales program is a well-made sales incentive software system. But not all the software out there will have the same capabilities.   

In this blog, we will list five must-have features in the sales incentive software that you should be looking out for. Being the decision-maker, this will ensure that you empower your business by choosing the right tool available in the market. 

So, what are the things to consider when buying channel sales incentive software? 

Even though it is imperative to a business’ success, many still depend on traditional methods especially using the spreadsheet to drive their channel sales. This could be detrimental to business growth and the scaling of the incentive program itself.

Investing in the right software is of utmost importance. It is one of the key pillars of your channel sales incentive program. So, what are the things to consider when investing in one? 

1) Is the software secure?  

Overlooking security-related concerns can be a big mistake. This is because security breaches have become pretty frequent these days. As the digital landscape grows, so does the world of cybercriminals.   

The automated incentive program for your channel partners needs to have the right security features in place. This is critical to safeguard company data. When considering buying a software system to help expedite the channel program and make it effective, ensure that the platform is impregnable.   

2) Comprehensive dashboard for analysis and reporting for real-time visibility

A modern-day sales incentive software cannot be effective minus the dashboard. Every good system will have a payee dashboard that will keep the sales teams informed about their performance, reward status, targets assigned, achievement information, etc. All of this information will also be captured in real time.   

Introducing hierarchy is also important in the dashboard view. Can an area manager see data of channel partners in their area? Can a zonal manager be given a similar but more detailed view? Besides this, individual sales representatives with targets should have access to the details of the commission plan and calculations for better clarity. Plus, if the system comes with built-in forecasting features, it can work as a motivator for the team members of the channel partner.

3) Gamification features to drive better engagement

To ensure that the incentive program keeps the channel partners engaged, including gamification is an interesting option. Such features usually include things that you would expect from an online game. Examples include leaderboards, chatrooms, quizzes, target meters, and more. Such features keep the program interactive and fun. It can help create a healthy competitive spirit amongst team members.   

4) Mobile access 

If the software system is accessible from a handheld device like a smartphone, it can make things further engaging for the ground team. On-the-go access is an essential parameter if the majority of your channel sales team is on the road.   

Be it the redemption of awards, checking status, or getting a real-time report on key parameters, the team feels empowered. As you look to increase your sales and revenues, mobile accessibility can help the channel sales incentive program robustly.  

5) Well-designed administrative functionalities 

Another pre-requisite for the software program is related to making the system accessible on a role-based module. Managers, payees, HR, Finance, Operations, Support Help Desk, and the admin-in-charge should be able to access the system seamlessly. The system should have in-built functionalities that help send emails, messages to phone numbers, SLACK integrated, and so on.  

In a nutshell … 

A channel sales incentive program’s performance can be further boosted with the help of a well-designed software system. My Incentives is one such customizable platform that helps collaborate across distributed teams, provides authentic analytical insight, and is accessible from mobile phones. A versatile and multi-faceted software system that makes automation of your incentive compensation program a comfortable and seamless journey.  

Interested to know more about My Incentives? Get in touch for a detailed demo! 

Four-tried-and-tested-ways-to-improve-channel-sales

Four tried and tested ways to improve channel sales

Four tried and tested ways to improve channel sales

Four tried and tested ways to improve channel sales

Channel sales is a game-changing and viable model where organizations involve channel partners to sell, market, and promote their products instead of hiring a sales force directly.   

What makes channel sales a practical option for your business? 

Trusting a third party can be a tough call. That is why it is imperative to seek answers to specific key questions. For example, is my business resourceful enough to go in for the expansion in your sales force, indirect, of course. Next, you might need to find out if your business has an effective sales process in place or not. If the process is refined, you can effectively leverage the potential of channel sales. To add to it, you should be okay letting go of some of the control by trusting people outside the company to sell your products and services.  

Four tried and tested methods to improve channel sales  

1) Pursue increased mindshare of your channel partners  

Mindshare, often used for describing the degree of consumer awareness, is a limited resource. In the case of channel partners, it denotes the time and energy the partner uses in selling your products and services. The channel partner may not necessarily be working with one brand at a time – most of them work with multiple brands. As a result, your brand gets a certain percentage of the total mindshare of the channel partner.   

Your goal should be to derive a bigger chunk of the mindshare. To do so, it is essential to treat each channel partner as an ally, a friend offering them the landscape to work as true partners. Coaching and training them and being ever-present are critical to making their work easy. Your channel managers need to be accessible at all times, and you need to ensure that you design a win-win rewards and incentives program.   

2) Equip the partnership with an appropriate sales channel partnership tool  

Improving channel sales can be effectively done when you have the right tool to streamline channel data. This is especially true if you plan to scale up your channel sales. A platform like My Incentives that helps organize data gives you a holistic insight into revenues generated and the performance of different sales partners, help you run multiple incentive programs, and more. Such a platform has numerous features that help accelerate sales – for example, sales contests, training materials, learning resources, online webinars, etc.   

Simply introducing such new-age platforms is not enough, though. You need to make sure that your channel partners are trained to use the platform and are using it as a routine. One of the ways to ensure this is to focus on two-way communication. Your business should be open to listening to the channel partners so that their issues can be resolved instantaneously. Similarly, you need to keep your channel partners informed about new updates, announcements, etc., so they are always well-equipped to act as your extended arm.  

3) Innovate your Rewards & Incentive program 

Your channel partners are here to earn commissions and incentives. How can you make your R&I programs more appealing and attractive to get better traction from your partners? There are different ways to do it, and it is clever to design a comprehensive program.   

One amazing way is to categorize your channel partners in a tiered format – basic partners fulfill only the basic requirements of the partnership, higher partners who can fulfill higher targets, and superpartners who are your main revenue churners. With the tiered level comes the need to offer support accordingly to your partners. For example, superpartners get advanced marketing support, get premium listing, etc. 

Remember, your channel partners will give their best efforts to push your products and services when they are incentivized effectively. It is crucial to make it a well-structured robust program where sales expectations, KPIs, and related metrics are explicitly defined. Communicate to the sales partner and ensure that your channel partners understand the same clearly. Also, tying the goals of the channel partner with your business goals can make the process more effective.    

4) Quality should get precedence over quantity  

More partners or better partners? Your choice, in this case, can significantly impact your channel sales performance. Going in for the former can look lucrative, but it is always better to go with the latter option. It’s like choosing between retaining old customers and going in for new ones. Retaining the existing ones is always cost-effective. If your business has just entered the channel sales strategy, invest in finding good credible partners and then work towards making them stick by you. 

If yours is an established business with a proper setup of channel partners, go back and research to find the qualitative ones. These are the partners you should take along with you because they will help your business perform better. Leave the slow and low performers behind as they might become obstacles to increasing channel sales. 

Conclusion  

Channel sales have great potential if leveraged effectively. Ensure that you choose the right ones and do everything possible to keep them with you. Keep the communication channels open and be accessible for them. Give them the resources and tools to perform well and incentivize them wholeheartedly and, of course, timely. Ensure their excitement levels towards your products and services are as much as yours! 

Channel sales is a game-changing and viable model where organizations involve channel partners to sell, market, and promote their products instead of hiring a sales force directly.   

What makes channel sales a practical option for your business? 

Trusting a third party can be a tough call. That is why it is imperative to seek answers to specific key questions. For example, is my business resourceful enough to go in for the expansion in your sales force, indirect, of course. Next, you might need to find out if your business has an effective sales process in place or not. If the process is refined, you can effectively leverage the potential of channel sales. To add to it, you should be okay letting go of some of the control by trusting people outside the company to sell your products and services.  

Four tried and tested methods to improve channel sales  

1) Pursue increased mindshare of your channel partners  

Mindshare, often used for describing the degree of consumer awareness, is a limited resource. In the case of channel partners, it denotes the time and energy the partner uses in selling your products and services. The channel partner may not necessarily be working with one brand at a time – most of them work with multiple brands. As a result, your brand gets a certain percentage of the total mindshare of the channel partner.   

Your goal should be to derive a bigger chunk of the mindshare. To do so, it is essential to treat each channel partner as an ally, a friend offering them the landscape to work as true partners. Coaching and training them and being ever-present are critical to making their work easy. Your channel managers need to be accessible at all times, and you need to ensure that you design a win-win rewards and incentives program.   

2) Equip the partnership with an appropriate sales channel partnership tool  

Improving channel sales can be effectively done when you have the right tool to streamline channel data. This is especially true if you plan to scale up your channel sales. A platform like My Incentives that helps organize data gives you a holistic insight into revenues generated and the performance of different sales partners, help you run multiple incentive programs, and more. Such a platform has numerous features that help accelerate sales – for example, sales contests, training materials, learning resources, online webinars, etc.   

Simply introducing such new-age platforms is not enough, though. You need to make sure that your channel partners are trained to use the platform and are using it as a routine. One of the ways to ensure this is to focus on two-way communication. Your business should be open to listening to the channel partners so that their issues can be resolved instantaneously. Similarly, you need to keep your channel partners informed about new updates, announcements, etc., so they are always well-equipped to act as your extended arm.  

3) Innovate your Rewards & Incentive program 

Your channel partners are here to earn commissions and incentives. How can you make your R&I programs more appealing and attractive to get better traction from your partners? There are different ways to do it, and it is clever to design a comprehensive program.   

One amazing way is to categorize your channel partners in a tiered format – basic partners fulfill only the basic requirements of the partnership, higher partners who can fulfill higher targets, and superpartners who are your main revenue churners. With the tiered level comes the need to offer support accordingly to your partners. For example, superpartners get advanced marketing support, get premium listing, etc. 

Remember, your channel partners will give their best efforts to push your products and services when they are incentivized effectively. It is crucial to make it a well-structured robust program where sales expectations, KPIs, and related metrics are explicitly defined. Communicate to the sales partner and ensure that your channel partners understand the same clearly. Also, tying the goals of the channel partner with your business goals can make the process more effective.    

4) Quality should get precedence over quantity  

More partners or better partners? Your choice, in this case, can significantly impact your channel sales performance. Going in for the former can look lucrative, but it is always better to go with the latter option. It’s like choosing between retaining old customers and going in for new ones. Retaining the existing ones is always cost-effective. If your business has just entered the channel sales strategy, invest in finding good credible partners and then work towards making them stick by you. 

If yours is an established business with a proper setup of channel partners, go back and research to find the qualitative ones. These are the partners you should take along with you because they will help your business perform better. Leave the slow and low performers behind as they might become obstacles to increasing channel sales. 

Conclusion  

Channel sales have great potential if leveraged effectively. Ensure that you choose the right ones and do everything possible to keep them with you. Keep the communication channels open and be accessible for them. Give them the resources and tools to perform well and incentivize them wholeheartedly and, of course, timely. Ensure their excitement levels towards your products and services are as much as yours! 

Your-channel-sales-incentive-program-will-most-likely-fail.-Heres-why

Your channel sales incentive program will most likely fail. Here’s why.

Your channel sales incentive program will most likely fail. Here’s why.

Your channel sales incentive program will most likely fail. Here’s why.

Are you investing in a program to incentivize your channel sales team without seeing strong results or ROI? Here are some of the reasons why we have seen channel programs fail 🚫📈

A channel sales incentive program is a proven method of driving and engaging your channel partners to achieve higher sales. However, that said, having a channel incentive program is one thing, and making it successful is another ballgame altogether. In 2020, SiriusDecisions which is now a part of Forrester Research carried out a survey covering 10,000 business leaders in the US. The purpose was to understand how their channel partner incentive programs are faring. The results are eye-opening:

  • 58% of the incentive programs had failed miserably
  • Only a mere 5% achieved the set objectives
  • The remaining 37% could only achieve the objectives partly

Unfortunately for us, there are no such detailed surveys conducted in India or data available for easy reference.

But it won’t be wrong to assume that, even in India, many channel sales incentive programs are failing miserably.

The solution then isn’t in abandoning your sales incentives programs completely. If you understand the possible reasons behind the failure of your channel sales incentive programs, you’ll be able to curate a more efficient program. Explore the requisite best practices in the designing and deployment of a futuristic incentive program for better ROIs, payoffs, and of course, increased sales and that’s what we’ll help you with here!

Five reasons your channel incentive program is likely to fail

  1. Your channel partners lack knowledge of the program

Maybe you do have an excellent program in hand. It’s designed by the best of the brains. It promises fair rewards to the ground team. But unfortunately, it has turned into a recipe for failure because somewhere down the line, someone forgets to inform the concerned people about it.

Globally, one of the top reasons for the failure of a channel partner incentive program is that the partners do not have complete information about the program. 

Communication or the lack of it is the real culprit in such cases, not necessarily the program itself. Organizations unwittingly miss sharing important product and campaign information with their dealer networks and other channel partners. As a result, in the absence of the right tools and resources, the programs become ineffective.

Therefore, the clearer the communication, the better empowered the team would be to deliver. Emailing may be one of the ways to inform your partners but we encourage you to look beyond traditional channels. Take the help of modern communication tools including text messages, desk drops, WhatsApp groups, and Slack messaging, to keep broadcasting the program on a continued basis.

You could possibly also use an app like My Incentives. This will not only automate the sales incentives program for you, it will also enable communication and sharing of information with your channel partners on a single platform.

 

  1. Assuming that everything is fine with the incentive program

You have built a great incentive program and also invested in the right tools so that your channel partners are informed, motivated and empowered to sell. The communication channels are open, and you have ensured that there is no lag between the actual incentive program and how the ground team interprets it. So far, so good. 

Your team too may be happy with the design of a stellar incentive program and making sure that the last person from the channel sales team is well aware of the details. But, if you become complacent thinking that everything will now run on auto-pilot, it would be a big mistake. 

Assuming that the program needs no revisiting in between or needs no tweak here and there can very well become one of the reasons for its failure. Ongoing and persistent monitoring is necessary to ensure consistent results. Your admin needs to work towards the optimization of the program on a regular basis so that it becomes a result-driven endeavor.

 

  1. Unrealistic targets & unmeasurable results

If the targets assigned are unachievable and too idealistic, the program is doomed. While your team would be eager to allocate bigger targets to channel partners for increased sales and revenues, doing so without an understanding of the capabilities of the channel partner can be an unwise decision. In many cases, manual or semi-automated systems make measuring a tough challenge. 

Targets and rewards should be such that they resonate with your partners. Not only should the program be fair, but it also needs to be realistic. Else, channel partners can become disheartened pretty soon and switch to selling your competitor’s products with renewed aggressiveness, thus, causing your sales to downslide with a spiraling effect. 

Here’s an idea. Ensure that the targets are SMART for your incentive program to be a success.

 

  1. One program made to fit all sizes

Another common mistake that organizations commit when designing their incentive programs is that they launch a generic program for all. In most cases, this may not work. If you are not tailoring your channel sales incentive program as per the operations of the channel partner, you could be making a big mistake. Personalized programs are the need of the hour. Ensure that key people from the channel partners’ side are involved while the program is being designed for them. 

This level of partnership can make the incentive program truly effective.

  1. Lastly, the incentive program is not engaging and motivating

Engagement is the key that can make a difference between a successful and failed channel sales incentive program. If the rewards and incentives lack to thrill the people on the ground, then, however modernized the program is, it will definitely fail. 

Try to add elements of gamification with leader boards, target meters, quizzes, etc., to keep the sales team motivated and inspired.



Final note…

To make your incentive program for channel partners successful, ensure that you go slow in the beginning. Pick up speed as the program starts to generate results. And, accelerate even faster when you are sure that the program is moving as per expectations and all set to achieve the grand goals. 

Want to evaluate your sales incentive program for channel partners and also automate it? My Incentives can help. Book a one-on-one demo today.

Are you investing in a program to incentivize your channel sales team without seeing strong results or ROI? Here are some of the reasons why we have seen channel programs fail 🚫📈

A channel sales incentive program is a proven method of driving and engaging your channel partners to achieve higher sales. However, that said, having a channel incentive program is one thing, and making it successful is another ballgame altogether. In 2020, SiriusDecisions which is now a part of Forrester Research carried out a survey covering 10,000 business leaders in the US. The purpose was to understand how their channel partner incentive programs are faring. The results are eye-opening:

  • 58% of the incentive programs had failed miserably
  • Only a mere 5% achieved the set objectives
  • The remaining 37% could only achieve the objectives partly

Unfortunately for us, there are no such detailed surveys conducted in India or data available for easy reference.

But it won’t be wrong to assume that, even in India, many channel sales incentive programs are failing miserably.

The solution then isn’t in abandoning your sales incentives programs completely. If you understand the possible reasons behind the failure of your channel sales incentive programs, you’ll be able to curate a more efficient program. Explore the requisite best practices in the designing and deployment of a futuristic incentive program for better ROIs, payoffs, and of course, increased sales and that’s what we’ll help you with here!

Five reasons your channel incentive program is likely to fail

  1. Your channel partners lack knowledge of the program

Maybe you do have an excellent program in hand. It’s designed by the best of the brains. It promises fair rewards to the ground team. But unfortunately, it has turned into a recipe for failure because somewhere down the line, someone forgets to inform the concerned people about it.

Globally, one of the top reasons for the failure of a channel partner incentive program is that the partners do not have complete information about the program. 

Communication or the lack of it is the real culprit in such cases, not necessarily the program itself. Organizations unwittingly miss sharing important product and campaign information with their dealer networks and other channel partners. As a result, in the absence of the right tools and resources, the programs become ineffective.

Therefore, the clearer the communication, the better empowered the team would be to deliver. Emailing may be one of the ways to inform your partners but we encourage you to look beyond traditional channels. Take the help of modern communication tools including text messages, desk drops, WhatsApp groups, and Slack messaging, to keep broadcasting the program on a continued basis.

You could possibly also use an app like My Incentives. This will not only automate the sales incentives program for you, it will also enable communication and sharing of information with your channel partners on a single platform.

 

  1. Assuming that everything is fine with the incentive program

You have built a great incentive program and also invested in the right tools so that your channel partners are informed, motivated and empowered to sell. The communication channels are open, and you have ensured that there is no lag between the actual incentive program and how the ground team interprets it. So far, so good. 

Your team too may be happy with the design of a stellar incentive program and making sure that the last person from the channel sales team is well aware of the details. But, if you become complacent thinking that everything will now run on auto-pilot, it would be a big mistake. 

Assuming that the program needs no revisiting in between or needs no tweak here and there can very well become one of the reasons for its failure. Ongoing and persistent monitoring is necessary to ensure consistent results. Your admin needs to work towards the optimization of the program on a regular basis so that it becomes a result-driven endeavor.

 

  1. Unrealistic targets & unmeasurable results

If the targets assigned are unachievable and too idealistic, the program is doomed. While your team would be eager to allocate bigger targets to channel partners for increased sales and revenues, doing so without an understanding of the capabilities of the channel partner can be an unwise decision. In many cases, manual or semi-automated systems make measuring a tough challenge. 

Targets and rewards should be such that they resonate with your partners. Not only should the program be fair, but it also needs to be realistic. Else, channel partners can become disheartened pretty soon and switch to selling your competitor’s products with renewed aggressiveness, thus, causing your sales to downslide with a spiraling effect. 

Here’s an idea. Ensure that the targets are SMART for your incentive program to be a success.

 

  1. One program made to fit all sizes

Another common mistake that organizations commit when designing their incentive programs is that they launch a generic program for all. In most cases, this may not work. If you are not tailoring your channel sales incentive program as per the operations of the channel partner, you could be making a big mistake. Personalized programs are the need of the hour. Ensure that key people from the channel partners’ side are involved while the program is being designed for them. 

This level of partnership can make the incentive program truly effective.

  1. Lastly, the incentive program is not engaging and motivating

Engagement is the key that can make a difference between a successful and failed channel sales incentive program. If the rewards and incentives lack to thrill the people on the ground, then, however modernized the program is, it will definitely fail. 

Try to add elements of gamification with leader boards, target meters, quizzes, etc., to keep the sales team motivated and inspired.



Final note…

To make your incentive program for channel partners successful, ensure that you go slow in the beginning. Pick up speed as the program starts to generate results. And, accelerate even faster when you are sure that the program is moving as per expectations and all set to achieve the grand goals. 

Want to evaluate your sales incentive program for channel partners and also automate it? My Incentives can help. Book a one-on-one demo today.

Why-it-is-High-Time-You-Stopped-Using-Excel-Sheets-for-Incentive-Calculations

Why it is High Time You Stopped Using Excel Sheets for Incentive Calculations

Why it is High Time You Stopped Using Excel Sheets for Incentive Calculations

Why it is High Time You Stopped Using Excel Sheets for Incentive Calculations

Microsoft Excel is one of the most remarkable software innovations – agreed!

Sales teams use it to track their leads, sometimes even when they have a CRM. HR teams are using it. And so are Marketing, Finance and almost everyone else. But Excel sheet with its gridded boxes is not the best idea for a lot of things.

For example, when calculating sales incentives.

Excel doesn’t just fall short on various parameters of calculations; it just makes it more complex and cumbersome. That is why a lot of companies serious about their worker incentive programs go in for specialized software systems that automate most of the process. They either end up building a bespoke software or seek a SaaS product that can serve the purpose.

So what exactly is the problem with using Excel sheets?

The downside of using Excel sheets for incentive calculation

Excel is an excellent tool for calculations, and there is no second opinion about this. Not just that, it helps store data with millions of rows available and is an excellent tool for data visualization, data cleaning, analysis, and reporting.

But when it comes to sales incentives, you need more than just that.

Incentive programs are based on specific rules and logic. Excel sheets, unfortunately, have not been coded to handle such complex computations with layers of logical reasoning embedded into the system. One can still argue that they can use nested ifs and indexes to build logic to their calculations but that’s too tedious.

And, what if there is an error in the nested ifs?

The entire compensation program can go for a toss.

Plus, there are issues with scalability, shareability, and real-time visibility.

Understandably, most people are pretty much used to spreadsheets, so it is natural to have a temptation to rely on them for all purposes. However, here are these six reasons that will convince you to look out for a new-age tool that will speed up your workflow and aid you effectively in calculations and compensations.

Let’s jump right in.

Manual updates

Back in 1985, when Microsoft introduced Excel, it was to improvise on calculators and mental computations. The spreadsheet is amazing in formulas. But there are limitations, and you will feel it as you keep depending on the sheet for incentive programs. One of the most significant drawbacks is that Excel must be manually updated. With one or two salespeople, you may be fine with the spreadsheet, but depending on Excel can become frustrating when business and team sizes grow. This means that Excel has scalability issues tasking & overburdening your employees in the process.

Error-prone

With manual-driven processes, the risk of error is always high. Since Excel operations need a person to feed in data, it is vulnerable to costly mistakes. While the contention of many Excel lovers would be that a mistake here and there definitely should not be counted as a con, we would like to remind here that when handling complex ecosystems like incentive programs, one slight mistake can lead to a chain of errors, thereby impacting the program dramatically. On the other hand, automated systems minimize risk phenomenally, also playing a vital role in making the process transparent and fair.

Knowledge transfer is a challenge

Individuals control spreadsheets. They design the workspace as per their convenience and understanding. One fine day, when the individual leaves the office or is absent from work, it can be pretty daunting for a new person to interpret the equations, formulas, etc. This means that in the absence of the person who has created the sheet, Excel sheets can become obstacles leading to delays, inaccurate reporting, etc.

It is not a live system

Excel sheets are not live and cannot be integrated with real-time enterprise-based systems. Until and unless someone updates the sheet on a shared mode in real-time, workflow on Excel mostly happens in solo mode. The data is primarily redundant and, over a period, becomes obsolete. Additionally, sharing Excel sheets mostly means sharing as an attachment on an email, denting the performance of your incentive program.

Compare this with modern software tools like My Incentives. It is on the cloud and accessible to every concerned person anytime, anywhere.

Tracking is an issue

One formula that gets changed by multiple team members, and there is no way of tracking who did what – sounds familiar? It is pretty frustrating trying to locate the source, especially in case of an error. Such issues are easily avoidable in automated tools because there is always a history, a digital footprint left behind by the user. This makes Excel less accountable, and when there are legal compliances and finances associated with the program, like in an incentive process, this can be a huge issue.

Manual release of payments

In incentive programs, one essential process is the payout. With Excel, payments are always manually released. This is because it cannot be integrated with any payment gateway or financial system for automated payments. New-age systems like My Incentives digitalize the entire process; therefore, there is no stress about manual payouts. If your business has remote teams, the system has in-built algorithms to take care of tax implications and legal compliances depending on geographical locations. Different payout options like gift cards, wallets, etc., can be easily woven into the system, offering exciting payment options to your sales force.

In conclusion: If not Excel sheets, then?

In response to the changing times and the exclusive demands of incentive programs, it is crucial to transition from basic spreadsheets to dynamic automated systems like My Incentives.

My Incentives, for example, can automate your complex calculations, run multiple incentive programs, and the disbursement too can be managed from the same platform.

If you wish to know more about My Incentives, we can give you a customized one-on-one demo.

Microsoft Excel is one of the most remarkable software innovations – agreed!

Sales teams use it to track their leads, sometimes even when they have a CRM. HR teams are using it. And so are Marketing, Finance and almost everyone else. But Excel sheet with its gridded boxes is not the best idea for a lot of things.

For example, when calculating sales incentives.

Excel doesn’t just fall short on various parameters of calculations; it just makes it more complex and cumbersome. That is why a lot of companies serious about their worker incentive programs go in for specialized software systems that automate most of the process. They either end up building a bespoke software or seek a SaaS product that can serve the purpose.

So what exactly is the problem with using Excel sheets?

The downside of using Excel sheets for incentive calculation

Excel is an excellent tool for calculations, and there is no second opinion about this. Not just that, it helps store data with millions of rows available and is an excellent tool for data visualization, data cleaning, analysis, and reporting.

But when it comes to sales incentives, you need more than just that.

Incentive programs are based on specific rules and logic. Excel sheets, unfortunately, have not been coded to handle such complex computations with layers of logical reasoning embedded into the system. One can still argue that they can use nested ifs and indexes to build logic to their calculations but that’s too tedious.

And, what if there is an error in the nested ifs?

The entire compensation program can go for a toss.

Plus, there are issues with scalability, shareability, and real-time visibility.

Understandably, most people are pretty much used to spreadsheets, so it is natural to have a temptation to rely on them for all purposes. However, here are these six reasons that will convince you to look out for a new-age tool that will speed up your workflow and aid you effectively in calculations and compensations.

Let’s jump right in.

Manual updates

Back in 1985, when Microsoft introduced Excel, it was to improvise on calculators and mental computations. The spreadsheet is amazing in formulas. But there are limitations, and you will feel it as you keep depending on the sheet for incentive programs. One of the most significant drawbacks is that Excel must be manually updated. With one or two salespeople, you may be fine with the spreadsheet, but depending on Excel can become frustrating when business and team sizes grow. This means that Excel has scalability issues tasking & overburdening your employees in the process.

Error-prone

With manual-driven processes, the risk of error is always high. Since Excel operations need a person to feed in data, it is vulnerable to costly mistakes. While the contention of many Excel lovers would be that a mistake here and there definitely should not be counted as a con, we would like to remind here that when handling complex ecosystems like incentive programs, one slight mistake can lead to a chain of errors, thereby impacting the program dramatically. On the other hand, automated systems minimize risk phenomenally, also playing a vital role in making the process transparent and fair.

Knowledge transfer is a challenge

Individuals control spreadsheets. They design the workspace as per their convenience and understanding. One fine day, when the individual leaves the office or is absent from work, it can be pretty daunting for a new person to interpret the equations, formulas, etc. This means that in the absence of the person who has created the sheet, Excel sheets can become obstacles leading to delays, inaccurate reporting, etc.

It is not a live system

Excel sheets are not live and cannot be integrated with real-time enterprise-based systems. Until and unless someone updates the sheet on a shared mode in real-time, workflow on Excel mostly happens in solo mode. The data is primarily redundant and, over a period, becomes obsolete. Additionally, sharing Excel sheets mostly means sharing as an attachment on an email, denting the performance of your incentive program.

Compare this with modern software tools like My Incentives. It is on the cloud and accessible to every concerned person anytime, anywhere.

Tracking is an issue

One formula that gets changed by multiple team members, and there is no way of tracking who did what – sounds familiar? It is pretty frustrating trying to locate the source, especially in case of an error. Such issues are easily avoidable in automated tools because there is always a history, a digital footprint left behind by the user. This makes Excel less accountable, and when there are legal compliances and finances associated with the program, like in an incentive process, this can be a huge issue.

Manual release of payments

In incentive programs, one essential process is the payout. With Excel, payments are always manually released. This is because it cannot be integrated with any payment gateway or financial system for automated payments. New-age systems like My Incentives digitalize the entire process; therefore, there is no stress about manual payouts. If your business has remote teams, the system has in-built algorithms to take care of tax implications and legal compliances depending on geographical locations. Different payout options like gift cards, wallets, etc., can be easily woven into the system, offering exciting payment options to your sales force.

In conclusion: If not Excel sheets, then?

In response to the changing times and the exclusive demands of incentive programs, it is crucial to transition from basic spreadsheets to dynamic automated systems like My Incentives.

My Incentives, for example, can automate your complex calculations, run multiple incentive programs, and the disbursement too can be managed from the same platform.

If you wish to know more about My Incentives, we can give you a customized one-on-one demo.