Your sales team is demotivated. What can you do to get them back on track?

If the team is demotivated, there is a chance that the psychological safety isn't good enough. My best way to identify the causes has been to: 1. Gather everyone in a meeting room. 2. Use Mentimeter where people can submit anonymous answers. 3. Ask candid questions. Example: "I feel that we don't have a fighting spirit, why is that"? 4. Let people discuss the different answers without saying who said what. This has open up a lot of discussions and broken the tension for a lot of teams.

Have the leaders of each team address issues that arise on a constant basis. Perhaps there is a procedure that was not completely understood and needs a review or an update. Fostering constant communication is key, to making workers feel heard and informed. Empower team members with the skills and knowledge they need to excel in their roles, fostering a sense of progress and personal achievement.

La base de toda relación es la comunicación, considerando esto, es ideal tener reuniones períodicas con el equipo además de 1 a 1, donde podamos levantar los inconvientes y situaciones que causan la desmotivación, por consiguiente es crucial tomar cartas en el asunto, es decir abordar la situación con soluciones específicas e ir haciendo seguimiento a estas acciones, de forma que podamos obtener resultados positivos.

As a leader, if you're dealing with a lack of motivation in your team and the causes aren't clear as to why this is, then it could well be that YOU are the problem. In my experience, creating a culture of openness and honesty is key here (provided the team know to come with solutions and not simply start bitching) Are your team meetings conducive to open discussion? Who is talking the most in those meetings? You, or your team members? Apply the same approach to your 121s.

Motivation often has to do with leadership and lack of a servant mentality. The manager should start with having individual one-on-ones with the following goal in mind: how can I help you in your career? Maintain the focus on how to help and align individual goals with company strategies.

A mistake that I've seen leaders make is to come up with the solutions themselves. After identifying the causes I've instead let the team have discussions on what they think would be the solutions. Their solutions must be put in place (with common sense). During the implementation and execution of these solutions, it is important that you follow up with the team on a regular basis. And, iterate if you together feel it's not making the change that you want.

Ofrece retroalimentación regular y constructiva a tu equipo para ayudarles a mejorar su desempe?o y crecer profesionalmente. Involucra a tu equipo en la toma de decisiones que afecten su trabajo. Esto les hará sentirse valorados y les dará un sentido de pertenencia. Respeta el equilibrio entre el trabajo y la vida personal de tus empleados. Ofrece flexibilidad cuando sea posible y promueve un ambiente que valore el bienestar integral de cada miembro del equipo.

Los equipos de ventas deben anticiparse a recibir negativas ocasionalmente, dado que interactúan constantemente con clientes. En estos casos, es crucial incentivarlos con recompensas, contribuyendo así a mantener buenas prácticas y a cultivar un equipo motivado y feliz, lo cual se reflejará en mejores resultados.

El estar disponible para tu equipo hace la diferencia entre un "Jefe" y un "Líder", claramente todos queremos ser el segundo, el apoyarlos con herramientas no sólo contribuirán a su cargo actual, sino que serán métodos que se pueden reforzar toda la vida, por otro lado, al ense?ar y capacitar estamos aprendiendo; formas, etapas, métodos. Todos aprendemos de distintas maneras y ayudar en a fortalecer los conocimientos del equipo de ventas no sólo mejorará el ratio grupal, sino el performance de la empresa completa.

No team can feel motivated, thrive or perform at its best without one thing. Psychological safety or what was known as 'trust' in old money. This safety means there is a shared belief that it’s OK to take risks, to express ideas and concerns, to speak up with questions, and to admit mistakes — all without fear of negative consequences. We all deal with many different personalities in the workplace but to provide this and make it your priority as a leader will motivate and set your team, department, and company up for success now and long into the future.

Create an environment that celebrates trust and trials. 2 things I've done that's been successful: 1. Fail Friday Everyone brings a fail of the week and votes on which they think was the "biggest". Super fun and lets the team know it's okay to make mistakes 2. Lunch-n-learns Once a month we had one member discuss something that they were really passionate about. This gets the team to feel close to each other. Connect with me to get more ideas like this :)

Leverage Frederick Herzberg’s two dimensions - hygiene and motivation. Once you unpack this with your team you’ll become aware of which buttons to push and which ones will provide demonstrable change ps. Quick hint it’s not ￡￡￡￡. Once you’ve identified this, you’ll want to determine an agreed ‘track’ for the team to run on. Quite simply it’s built of skills which you can support through training and coaching! If a leader role models the behaviour you might get an increase in discretionary effort !!! Winning formula

Proporcionar etapas de desarrollo, talleres, coaching, mentoring o feedback contínuo es ideal para los equipos de ventas, fija una reunión mensual mínimo para poder potenciar a tu equipo y verás el cambio.