Posts in category: Sales Incentives

Business values can heavily influence your brand identity and how outsiders view your company. It is therefore imperative that a company has very firm values and the same is embodied in all aspects of their business.  

Let’s begin with a quick recap of what we know about values. Values are individual belief systems that motivate people to act one way or another. They serve as a guide for human behaviour. Generally, people are predisposed to adopt the values that they are raised with. Ethical decision-making often involves weighing values against each other and choosing which values to elevate. Conflicts can result when people have different values, leading to a clash of preferences and priorities. Some values have intrinsic worth, such as love, truth, and freedom. Other values, such as ambition, responsibility, and courage, describe traits or behaviours that are instrumental as a means to an end.  

As an individual, values essentially serve as a guide to growth and development. They help us create the future we want to experience. Much like individuals, organizations also need values directed towards a specific purpose, be it growth, development or business success. These cannot be attained in the absence of a strong value-based organizational culture that embodies it’s core values. 

Strong value-based work culture is a precursor to business success 

Organisations are involved in making hundreds of decisions every day. The decisions they make are a reflection of their values and beliefs, and they are always directed towards a specific purpose. That purpose is the satisfaction of organizational needs. Organizational values reflect how your organization operates in the business world. Successful organizations develop and follow their organizational values. 

For instance – Walt Disney; it is not just among the most recognizable brands in the world, they also are the kindest community on the planet. A brand which is almost synonymous with magic, Disney extends the magical experience even to its employees as a part of the company’s culture. (quoted from surveysparrow blog-7 Fabulous Organizational Culture Examples You Can Learn From!) 

What Sets Them Apart: Unparalleled heritage, pride and culture, wonderful community, amazing growth opportunity, and a creative atmosphere sets them apart, says a Disney employee.  Disney only hires people who align with what their brand stands for. The organizational benefits of being a Disney employee include access to Mickey’s Retreat (an exclusive area accessible only to Cast Members and their families), generous discounts on Disney parks, hotels and merchandise, incentive schemes and private healthcare. Takeaway:  Disney strives to make every place the happiest place to work and is compassionate towards each other. People can tell when their company cares for them and in Disney’s case, employees care back! 

It was Peter Drucker who famously said that Culture eats strategy for breakfast’. No kidding. A work culture can absolutely be the deal-breaker or decisive factor when it comes to defining a company’s success. Great company culture just doesn’t happen on its own. It’s more than mere fun and games. It’s beyond the inspirational quotes and artwork chalked onto the pillar, glowing customer recommendations lining the walls, and bean bags littered across the floor. All that is nice and makes life more pleasant, but it does not change the core of who you are as a company. Great organizational work culture is more than paychecks, fun, and perks. 

HOW TO CREATE A CULTURE AROUND YOUR CORE VALUES 

Company culture is a difficult concept to put into words but it is synonymous with your business environment. Good company culture takes years to develop, but there are some steps that you can take today to get this plan in motion: 

1. Pin Down your core values:

Alright! First things first, you need strong core values to set up the base for your company’s culture. Your core values need to be established and ingrained in your company if you are to have a successful company culture. If your core values are not defined, there will be no culture. In the absence of a defined culture, organizations usually form their own culture, which is not based on values and best practices. This can be detrimental to the business image in the long run.

“When I began my startup, I did not have any set values. Personally yes, I had a set of values I operated upon, but however, it didn’t seem necessary to establish company values at such an early stage. Eventually, my business grew and so did my team. I now started seeing the challenge of encouraging the team to make decisions, based on the values I personally embody as guidelines. This became an even bigger challenge with employees who operated remotely. I finally realized the importance of having set company values. However, I kept putting it off since I didn’t know where to begin. But once I sat to actually pen down Moneyjar’s values, it didn’t take more than 15 mins” – Rohan Agarwal (Co-Founder Moneyjar) 

 To create your business values, think about your personal values, business objectives and align them to match it with your workforce potential. See which value-based decisions have kept you on your growth track and which have helped your employees perform better. Keep the ones that serve your indicators of success and match the goals you have chalked out for your business. A quick search on google with also reveals a great set of values you can imbibe.  Go ahead if that suits you, however, remember your values must be tailor-made and should not be more than 3-4 in number. 

2. Identify behaviours that demonstrate these values:

Once you have nailed down your core values, you must bring it into action. Sometimes organizations may be operating under unspoken core values, communicate them formally to the workforce and practise it daily. Daily reinforcement is the best way to form a habit. Identify touchpoints to remind them of these values. Everyday things like setting business hours, determining employee benefits and internal communication with employees, reflects your culture. So, ingrain your values in these decisions from the start. 

Establish Key Behavioural Indicators that demonstrate your core values. For instance, If you are a customer service based company which has adopted “Going the extra mile to achieve customer satisfaction” as a core value, your employees must embody the same value and must be willing to go that extra mile whenever the opportune moment surfaces. 

For example, you have probably heard of the Ritz-Carlton, a hotel chain known for their great customer service. On one particular visit, a mother together with her two children had spent a few days there on vacation, and when they got back home, her son discovered that his beloved stuffed giraffe, Joshie, had gone missing. The boy was devastated, so his parents decided to tell him that “Joshie is just taking an extra-long vacation at the resort.” This conversation was overheard an attendant at the front desk and he took it upon himself to ensure they leave happy. That very same night, the Ritz-Carlton called to tell them that they found Joshie. The relieved parents asked if the staff would mind taking a picture of the giraffe at the hotel to authenticate a fabricated “long vacation” story. After a couple of days, the parents received a package with Joshie and a bunch of pictures that proved Joshie’s prolonged holiday. (quoted from Brand24 blog) (once again keep the formatting same across sections and while quoting another blog also add the link) 

Organizational culture depends largely upon the behaviour of its employees. So you must ensure that employees behave in a fashion that resonates your core values. Not just existing employees, but even new hires should be done keeping in mind the core values, so it becomes easier to integrate them into the organizational setup. Many companies have started carrying out an interview with a culture fitment angle to ensure the right candidate is hired.
 

3. Induct all employees into the values: 

When bringing on new employees or when you update your company values, don’t skip onboarding and training. These are great opportunities for you to set the tone. Talking about your core values periodically can also help you to implement them in your corporate culture. You can send out monthly newsletters that showcase employees who are successful in following your business’s values. Also, you can bring up core values in goals meetings and determine whether you are reaching goals., You can discuss core values during employee performance reviews. Don’t let them get cosy in the corner of your small business. Frame them and hang them on the wall for employees and customers to see. Post them on your website, on your social media pages, and on any other digital front, you can. Many companies proudly display their core values on video walls or television screens in the frontal view of the office, to ensure both employees and customers understand them. Customers/ employees can get an idea of what the organization’s culture will be like basis the values displayed and take decisions accordingly. 

4. Reward employees when they act as per the desired behaviour:

So the values are set, the employees are inducted and business is great! It’s no wonder these thoroughly thought out core values worked like a charm. If you’re thinking you’ve created your business Utopia, think again! Is it enough to just establish a successful culture? Employee Recognition plays an important role when it comes to building a company culture. Once the values are set and let’s say employees strive to adhere to them, then as an organization, it becomes your responsibility to recognize these efforts and reward these behaviours. These values help gauge the performance of employees and recognize their efforts in order to keep them engaged. Acknowledging and rewarding value-based behaviour encourages the employee to perpetuate this behaviour throughout his/her tenure with the organization. When these behaviours are rewarded it creates an emotional connection between the employee and company and they achieve a state of synergy and eventually attain employee engagement.  

 In today’s day and time, employee recognition can be also done digitally which also allows business owners to track individual performance and measure it against core values and reward employees. Such unique platforms provide superior employee engagement, not just among superiors and subordinates but also enhance peer-to-peer engagement. For instance, Let’s Buzzz platform allows peer-to-peer employee appreciation model, where employees across departments and ranks appreciate and recognize fellow employees for demonstrating certain behaviours by buzzing about it and thereby creating a chain reaction of acknowledgement and occasionally nudging whenever a core value is displayed, which in turn leads to driving a value-based culture. Core values are beliefs your business must follow in all aspects of its operations, be it marketing, human resources, administration and finance. They guide decision-making and define what your business stands for. But, if you and your employees fail to uphold your core values, you could face bemused or disappointed customers.  

Business values can heavily influence your brand identity and how outsiders view your company. It is therefore imperative that a company has very firm values and the same is embodied in all aspects of their business.  

Let’s begin with a quick recap of what we know about values. Values are individual belief systems that motivate people to act one way or another. They serve as a guide for human behaviour. Generally, people are predisposed to adopt the values that they are raised with. Ethical decision-making often involves weighing values against each other and choosing which values to elevate. Conflicts can result when people have different values, leading to a clash of preferences and priorities. Some values have intrinsic worth, such as love, truth, and freedom. Other values, such as ambition, responsibility, and courage, describe traits or behaviours that are instrumental as a means to an end.  

As an individual, values essentially serve as a guide to growth and development. They help us create the future we want to experience. Much like individuals, organizations also need values directed towards a specific purpose, be it growth, development or business success. These cannot be attained in the absence of a strong value-based organizational culture that embodies it’s core values. 

Strong value-based work culture is a precursor to business success 

Organisations are involved in making hundreds of decisions every day. The decisions they make are a reflection of their values and beliefs, and they are always directed towards a specific purpose. That purpose is the satisfaction of organizational needs. Organizational values reflect how your organization operates in the business world. Successful organizations develop and follow their organizational values. 

For instance – Walt Disney; it is not just among the most recognizable brands in the world, they also are the kindest community on the planet. A brand which is almost synonymous with magic, Disney extends the magical experience even to its employees as a part of the company’s culture. (quoted from surveysparrow blog-7 Fabulous Organizational Culture Examples You Can Learn From!) 

What Sets Them Apart: Unparalleled heritage, pride and culture, wonderful community, amazing growth opportunity, and a creative atmosphere sets them apart, says a Disney employee.  Disney only hires people who align with what their brand stands for. The organizational benefits of being a Disney employee include access to Mickey’s Retreat (an exclusive area accessible only to Cast Members and their families), generous discounts on Disney parks, hotels and merchandise, incentive schemes and private healthcare. Takeaway:  Disney strives to make every place the happiest place to work and is compassionate towards each other. People can tell when their company cares for them and in Disney’s case, employees care back! 

It was Peter Drucker who famously said that Culture eats strategy for breakfast’. No kidding. A work culture can absolutely be the deal-breaker or decisive factor when it comes to defining a company’s success. Great company culture just doesn’t happen on its own. It’s more than mere fun and games. It’s beyond the inspirational quotes and artwork chalked onto the pillar, glowing customer recommendations lining the walls, and bean bags littered across the floor. All that is nice and makes life more pleasant, but it does not change the core of who you are as a company. Great organizational work culture is more than paychecks, fun, and perks. 

HOW TO CREATE A CULTURE AROUND YOUR CORE VALUES 

Company culture is a difficult concept to put into words but it is synonymous with your business environment. Good company culture takes years to develop, but there are some steps that you can take today to get this plan in motion: 

1. Pin Down your core values:

Alright! First things first, you need strong core values to set up the base for your company’s culture. Your core values need to be established and ingrained in your company if you are to have a successful company culture. If your core values are not defined, there will be no culture. In the absence of a defined culture, organizations usually form their own culture, which is not based on values and best practices. This can be detrimental to the business image in the long run.

“When I began my startup, I did not have any set values. Personally yes, I had a set of values I operated upon, but however, it didn’t seem necessary to establish company values at such an early stage. Eventually, my business grew and so did my team. I now started seeing the challenge of encouraging the team to make decisions, based on the values I personally embody as guidelines. This became an even bigger challenge with employees who operated remotely. I finally realized the importance of having set company values. However, I kept putting it off since I didn’t know where to begin. But once I sat to actually pen down Moneyjar’s values, it didn’t take more than 15 mins” – Rohan Agarwal (Co-Founder Moneyjar) 

 To create your business values, think about your personal values, business objectives and align them to match it with your workforce potential. See which value-based decisions have kept you on your growth track and which have helped your employees perform better. Keep the ones that serve your indicators of success and match the goals you have chalked out for your business. A quick search on google with also reveals a great set of values you can imbibe.  Go ahead if that suits you, however, remember your values must be tailor-made and should not be more than 3-4 in number. 

2. Identify behaviours that demonstrate these values:

Once you have nailed down your core values, you must bring it into action. Sometimes organizations may be operating under unspoken core values, communicate them formally to the workforce and practise it daily. Daily reinforcement is the best way to form a habit. Identify touchpoints to remind them of these values. Everyday things like setting business hours, determining employee benefits and internal communication with employees, reflects your culture. So, ingrain your values in these decisions from the start. 

Establish Key Behavioural Indicators that demonstrate your core values. For instance, If you are a customer service based company which has adopted “Going the extra mile to achieve customer satisfaction” as a core value, your employees must embody the same value and must be willing to go that extra mile whenever the opportune moment surfaces. 

For example, you have probably heard of the Ritz-Carlton, a hotel chain known for their great customer service. On one particular visit, a mother together with her two children had spent a few days there on vacation, and when they got back home, her son discovered that his beloved stuffed giraffe, Joshie, had gone missing. The boy was devastated, so his parents decided to tell him that “Joshie is just taking an extra-long vacation at the resort.” This conversation was overheard an attendant at the front desk and he took it upon himself to ensure they leave happy. That very same night, the Ritz-Carlton called to tell them that they found Joshie. The relieved parents asked if the staff would mind taking a picture of the giraffe at the hotel to authenticate a fabricated “long vacation” story. After a couple of days, the parents received a package with Joshie and a bunch of pictures that proved Joshie’s prolonged holiday. (quoted from Brand24 blog) (once again keep the formatting same across sections and while quoting another blog also add the link) 

Organizational culture depends largely upon the behaviour of its employees. So you must ensure that employees behave in a fashion that resonates your core values. Not just existing employees, but even new hires should be done keeping in mind the core values, so it becomes easier to integrate them into the organizational setup. Many companies have started carrying out an interview with a culture fitment angle to ensure the right candidate is hired.
 

3. Induct all employees into the values: 

When bringing on new employees or when you update your company values, don’t skip onboarding and training. These are great opportunities for you to set the tone. Talking about your core values periodically can also help you to implement them in your corporate culture. You can send out monthly newsletters that showcase employees who are successful in following your business’s values. Also, you can bring up core values in goals meetings and determine whether you are reaching goals., You can discuss core values during employee performance reviews. Don’t let them get cosy in the corner of your small business. Frame them and hang them on the wall for employees and customers to see. Post them on your website, on your social media pages, and on any other digital front, you can. Many companies proudly display their core values on video walls or television screens in the frontal view of the office, to ensure both employees and customers understand them. Customers/ employees can get an idea of what the organization’s culture will be like basis the values displayed and take decisions accordingly. 

4. Reward employees when they act as per the desired behaviour:

So the values are set, the employees are inducted and business is great! It’s no wonder these thoroughly thought out core values worked like a charm. If you’re thinking you’ve created your business Utopia, think again! Is it enough to just establish a successful culture? Employee Recognition plays an important role when it comes to building a company culture. Once the values are set and let’s say employees strive to adhere to them, then as an organization, it becomes your responsibility to recognize these efforts and reward these behaviours. These values help gauge the performance of employees and recognize their efforts in order to keep them engaged. Acknowledging and rewarding value-based behaviour encourages the employee to perpetuate this behaviour throughout his/her tenure with the organization. When these behaviours are rewarded it creates an emotional connection between the employee and company and they achieve a state of synergy and eventually attain employee engagement.  

 In today’s day and time, employee recognition can be also done digitally which also allows business owners to track individual performance and measure it against core values and reward employees. Such unique platforms provide superior employee engagement, not just among superiors and subordinates but also enhance peer-to-peer engagement. For instance, Let’s Buzzz platform allows peer-to-peer employee appreciation model, where employees across departments and ranks appreciate and recognize fellow employees for demonstrating certain behaviours by buzzing about it and thereby creating a chain reaction of acknowledgement and occasionally nudging whenever a core value is displayed, which in turn leads to driving a value-based culture. Core values are beliefs your business must follow in all aspects of its operations, be it marketing, human resources, administration and finance. They guide decision-making and define what your business stands for. But, if you and your employees fail to uphold your core values, you could face bemused or disappointed customers.  

R&R or Rewards & Recognition is a complex gamut, whether you are using it to drive the in-house sales team’s performance, your channel partners’ loyalty, or employee productivity. Despite knowing the value a great rewards program can drive, companies don’t often have the expertise, tools, or resources to do justice to the work. That’s where roping in a holistic rewards program partner can help. A partner who can design, execute, and manage the entire program since they are specialized in the niche. These R&R partners will have the right tools, technology, and resources to make your rewards and recognition program truly successful. 

Of course, finding the right partner is no easy task.  

So, if you’re considering a rewards program partnership, here are a few things to consider depending on your budget, business objective, and the goals of your rewards program.  

But before we jump to that… 

Why Should You Have the Best Rewards Program Partner?  

A trusted rewards program partner can make a big difference in the success of your loyalty and rewards program. Here are some of the reasons to hire the best one:  

• Program Success: A rewards partner will always have an eye on the success of your rewards and loyalty program. Your program’s success is also ultimately their success. The right partner will not only define and ensure adherence to program objectives, they’ll also keep your business objectives at the heart of the rewards program.  

• Develop Programs for Every Target Group: A reward partner will have the expertise to design programs that drive higher engagement rates from the targeted groups. For example, the rewards program for your own sales team would be different from that of the channel partners. Every program will, therefore, be aligned with the target group’s nature of the job, targets, performance factors, etc. 

• Help Translate into Resource Retention: With the right R&R program, companies look at increasing retention rates, be it of their own employees or their network of channel partners. With the best rewards program partner onboard, there’s a lot that can be achieved in this sphere because the program will be designed for long-term engagements. 

• Contribute to Strengthening Your Brand Value: A strong and expert rewards program partner will work with the motto of strengthening your brand image and monetary value in the market. On the contrary, a not-so-well-designed program can be a disaster, not just internally but also lead to the deterioration of the brand value.  

How to Choose a Rewards Program Partner?   

Since the rewards program partnership is extremely important, you need to choose the best rewards program partner out there. But what are the things to look for?   

Expertise and Experience  

Without any doubt, these are the two most critical elements to look for in your potential R&R partner. Niche specialists can do an unparalleled job as they are well aware of the nuances and the nitty-gritty of the work and hence, never compromise on the program quality.   

Expertise, in this context, has to be more in terms of the partner’s understanding of the psychology of rewards, how channel partners or employees and sales teams work, what factors influence their loyalty preferences, how has the network changed in recent years, what is the competition doing, and so on.  

The Capability to Provide a Holistic Program  

This necessarily means that the partner has the capabilities to develop, manage, market, and optimize the program, all under one roof, as a turnkey provider. It shouldn’t be that they are working in bits and pieces and you need to find different partners to handle the various aspects of the program and also someone to integrate it. With one dedicated partner, there are minimal chances of gaps, and the program is guaranteed to work seamlessly. To add to it, a committed partner will work towards a strategic partnership and will take full charge of the program, taking the full load off you.  

Is the Partner Armed Enough to Provide the Latest Features?  

The niche of loyalty and R&R programs has been evolving dynamically in the last few decades. As a result, modern-day R&R programs are robust with interesting and excellent features like gamification, personalization, etc., that take the entire thing to another level. It is imperative to go in for a rewards program partner that has complete knowledge of the most advanced technology and tools in the niche.  

Data-Led Rewards Program 

A loyalty program can give the brand real-time & first-party data. To choose the best rewards program partner, understand their competence in offering data for analysis and reports. This data can offer rich insights into multiple aspects of your sales team and channel partners and help streamline the program further.  The program partner should be able to offer solutions that effectively help is data visualzation and putting up relevant reports.  

A Futuristic Partner 

It is not enough that the rewards program partner knows what works best right now, they should also have an idea of what will work in the future. You must collaborate with a rewards partner that invests in state-of-the-art processes, learning, training, and development activities.   

The best rewards program partner will work as an extended arm of your brand. They must be aligned with your business and brand goals. They will always go the extra mile willingly for your program’s bottom lines and have a collaborative mindset in the best interest of both companies.  

All the best!  

If you’d like to engage with us as your rewards partner, please drop us a note right here. 

Considering that the customer is the king, and the sales team – in-house, franchised, or dealer network – are typically the first, second, and the repeated points of contact for your brand, it is crucial to know how effectively they are working in creating value in the customer’s mind. In other words, not letting the customer forget ‘you.’ Are they doing their job of listening to the customers effectively, and if they are, how fruitfully is the organization listening to them!

Employers expect their in-house sales team, including inside and outside sales, remote and onsite teams, to work at their optimal best! That is fair – after all, the team is being paid to do so. However, sadly, sales representatives, in many cases, spend half their day complaining about their targets being too high, or the unjustified division of the sales territory, or being overworked vis-a-vis salary and sales incentives, being unhappy and demotivated with their commission structure and payout systems, and so on. It is a tough job and · As per a recently conducted The State Of The Global Workplace survey, sales, office staff, and construction workforce is the most disengaged employees in the workplace.

• It mentions only a 12% engagement rate for these three sections of people.
• Employee engagement in the sales team is a universal issue – at a given time, only one-third of your sales executives are engaged and motivated. On the other hand, things can be way more challenging when it comes to your extended sales team like distributors, agents, your franchised and dealer networks.

• About 73% of channel partners in an engagement program feel that channel programs are too complex.

What makes channel incentive programs complicated is that your organization does not directly employ them – they are a part of a distribution network that resells your products and services. In many cases, they are selling not just your products but that of the competitors too. For dealers and agents, customer preferences make a difference, not your sales targets and profits as much. Hence, as a brand that aims to grow, you need to have a robust sales incentive program to have middlemen selling your products heartily. While you may want to directly reward and recognize the salespeople of your extended network for their hard work, the middlemen in between can act as a big resistance to an external-sponsored incentive program. Some, however, give all their support because they are unable to afford such top-of-the-line incentive programs.

Why Incentivizing and Engaging Your Sales Team is so crucial?

The relationship is simple – the sales team is responsible for earning revenues for the company. There is enough data to prove that only a motivated and engaged team can fetch the desired results that establish that the sales team’s motivational levels and performance are directly proportional.

While many organizations do not have properly defined sales team engagement modules in place, the others use very basic incentive modules without considering factors outside their control. Many use the generic employee engagement tools to drive the performance of their sales teams and incentive them. But, is it enough?

Unquestionably, automated employee recognition and sales incentive platforms are the need of the hour. A futuristic customized performance-driven solution can boost the sales team’s excitement levels and push them meaningfully out of their comfort zone.

But, what parameters should be assessed when choosing these platforms for seamless integration and yielding the desired results? In this article, we will cover the nine top features to look for when deciding on an employee recognition platform or a sales incentive tool.

1. Choose a highly secure, cloud-based solution that is SSO certified

Broadly speaking, businesses can choose from cloud variants versus on-premise platforms. The former is a better option for multiple reasons – easy management, minimal administration and maintenance hassles, numerous flexible and scalable options to choose from, minimal upfront investment, 24×7 accessibility, remote access, and more. Cloud-based tools are good to go with, especially for a scattered sales network, including channel partners, while ensuring that these are equipped with enhanced security features and compliance. It is advisable to look for a tool that is SSO-certified. Single Sign-on options come with innumerable benefits:

• The application can be accessed from one portal with a single log-in. The user can access all the required resources from the portal or the app with a single click. Helps expedite tool access for one and all and saves time.
• Removes the risk of typing or remembering passwords every time. Helps companies in strong password enforcement.
• Both the above points stimulate end-user adoption rates of such applications making it apt for a heterogeneous sales structure.

2. Look for robust analytics and dashboards

A robust analytical dashboard helps in the rapid understanding of various pre-defined performance parameters and metrics. The dashboard aptly offers a synopsis, a true representation of how things are, offering a bird’s eye view. Besides analytical insight, such dashboards are interactive, helping managers and team leads effectively interpret the trends for deeper analysis of sales performance.

3. Insist on a native mobile app

Native mobile apps are designed and optimized for specific use and platform. Such apps are responsive, fast, and powered with robust APIs and programming languages for superior performance. One of the best aspects of native apps is the high-security features. The apps can be customized, offering the end-user a smooth and superior experience. The apps are intuitive and interactive, minimizing the end-user learning curve and fastening the adoption rate for your extended sales team. The usual complexities involved in being a part of a channel sales program get removed with easy-to-understand and easy-to-use native mobile app features.

4. Link to global rewards and fulfillment

An effective sales incentive program needs to have a power-driven and well-balanced reward and recognition scheme. The best way to inspire and motivate the team is to devise ways to reward them fairly, proportionally, aligned with their performance. While cash incentives are a great motivator, organizations can look at other global reward types. Some such options of non-cash rewards are:

• Gift cards where the team strives for a physical prize.
• Tech gadgets are another great option. With the millennial and Gen Z crowd spending handsomely on digital devices like smartwatches or tablets, offering such products as incentives can be a great motivator.
• Perks like choosing from a variety of shopping and discount cards.
• Learning opportunities where organizations can sponsor classes or workshops or training programs related to a specific hobby or skill of the best performers.

5. Explore budget management and tracking

For the sales team, targets and budgets are integral tools that help them maintain their performance. Instead of the conventional budgeting and tracking methods, it is good to consider an incentive or an employee engagement platform that helps them manage and track their budgets at a single platform.

6. Lean towards gamification and fun elements

More and more organizations use gamification strategies to coach their workforce and sales teams to remain focused on their goals. Gamification is strategies used in online games but can be used in non-game situations to inspire desired actions. The techniques used involve real-time coaching blended with fun elements and consistent feedback. The right platform will include a combo of well-designed incentives with sales contests. Focus on platforms with game mechanics for encouraging salespeople to fulfill high-value activities in the form of missions.

7. Ensure both leader and peer-to-peer recognition

Reward and recognition work best for all employees. While one cannot dispute the significance of monetary rewards, honoring people for their outstanding work or consistent performance is a good way to keep the team motivated. Look for a platform that applauds top performers on a social-media kind of a platform, posting compliments, feedback, and videos to recognize their efforts. People from all levels can use an effective platform to pat the performer, be it their team leaders, managers, CEOs, or peers.

8. Look for quick and easy setup

Complicated setup processes that require high-end technical skills can be a big demotivator. Choose platforms that can be installed within minutes and do not involve intricate processes. Simple, straightforward, easy, user-friendly, intuitive, and smart – these features are a must-have for an effective employee engagement platform.

9. Access to run programs and campaigns

Engaging employees and the sales team involves running different campaigns and programs by different teams and departments. Using a platform that offers easy access to employees at different levels to initiate, create, track and monitor specific campaigns gives a lot of flexibility to your workforce. Individual team leaders and managers who know their team members the best can design programs and implement the same to inspire their teams, being accountable for the campaign goals and the overall results.

These are nine generic ways to shortlist the best-suited sales incentive and employee engagement platforms for your organization. Businesses are different; they vary in scales and organizational goals and culture; industries differ, and their targeted customers differ. But, the common thread is the presence of inspired and motivated employees and salespeople. Since innate human nature remains constant, the way to motivate and engage your workforce, more or less, remains the same. Even though the factors that determine the right sales incentive and employee engagement platform are business-specific, these nine factors mentioned here can help you choose a robust platform that makes every team member intense, focused and persistent in their performance.

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.  

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. 

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.  

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.