Your team member is struggling with sales performance. How can you ignite their motivation to improve?

Not every sales person wants the same thing. The common misconception among managers is everyone wants more money. This assumption usually leads to a specific way of leading, which demotivates the sales person. A great manager needs to identify WHAT motivates the person. Is it money? Awards? The Hunt? Once this is identified, then you adjust your leadership tactics to give them what they want most.

When you start the motivation journey with your team member, it's essential to focus on stepping into their shoes. Help them with the what and the how, yes, but the *why* is just as important. This is the only way you'll be able to tailor your advice and support to their needs, in a way that makes deep-rooted sense for them. The most effective way of uncovering true and inherent needs in your team members or coachees is to ask questions that dig deep. Lack of motivation is typically sitting somewhere in limiting beliefs or narrative, so focus on those.

Motivation comes from within. So the first step is to understand where people are stuck (or 'feel' stuck). This is where an in-depth 1:1 conversation works best. Consider 3 parts to your conversation with your team member. Uncover, Understand, Unlock. What do they think is the issue? (Uncover) What is holding them back? (Understand) Which choices can they make (Unlock) You can't determine what 'boosts' or 'blocks' your people. But you can certainly use your coaching skills to help pinpoint struggles and get them back on track.

Your team member is clearly struggling with their sales performance, which can be frustrating for both of you. The best way to ignite their motivation is to have an open and empathetic conversation. Understand the challenges they are facing - is it a lack of confidence, resources, or clear goals? Provide constructive feedback and work together to set achievable targets. Recognize their efforts and celebrate small wins along the way. Offer additional training or coaching if needed. Most importantly, show that you believe in their potential and are committed to supporting their professional growth. With the right encouragement and guidance, they can turn this slump around.

In goal-setting it's easy to fall into the trap of focusing on the goals that make sense for you. However, the more your coachee can participate in iterating the goals, the stronger their motivation will be to achieve them. This way, the goals make sense to them and are meaningful to them. Once the goals have been iterated, apply the SMART method to ensure the goal matches the coachee and so will serve the aim of increasing their motivation.

Setting goals utilizing the SMART framework is an effective way to point your team in the right direction. Remember: 'Achievable' can vary from person to person. It can be effective to have an acceptable range of KPIs that allow you to support up-and-coming team members, while pushing those top performers to reach for the stars! Every goal should be comprised of what I like to call 'micro goals'. These micro goals should be action oriented to allow for celebration with the team on metrics that are in the sales team's control. When setting micro goals, think 'x amount of calls', or 'y number of emails', etc.

Help your team member set clear, achievable goals. These should be specific, measurable, attainable, relevant, and time-bound (SMART). Clear goals provide direction and a sense of purpose, helping the team member stay focused and motivated. Regularly review and adjust these goals as necessary to keep them aligned with their progress and development.

El establecimiento de objetivos es una herramienta poderosa en el coaching de ventas. Colabora con el miembro de tu equipo para establecer objetivos claros y alcanzables que estén alineados con sus ambiciones personales y los objetivos de la empresa. Estos objetivos deben ser específicos, medibles, alcanzables, relevantes y con plazos limitados (INTELIGENTE). Al establecer objetivos SMART, proporcionas una hoja de ruta para el éxito que puede motivar a los miembros de tu equipo dándoles una dirección y un propósito claros. Celebrar peque?as victorias a lo largo del camino puede mantener la motivación y el impulso hacia metas más grandes.

Invest in training and development opportunities to enhance their skills. This could include workshops, online courses, or one-on-one coaching sessions. Providing access to training not only improves their competencies but also shows that you are committed to their growth and success. Continuous learning opportunities can reignite their enthusiasm and confidence in their abilities.

El aprendizaje continuo es clave en las ventas. Brinda a los miembros de tu equipo oportunidades de capacitación para desarrollar sus habilidades y conocimientos. Esto podría incluir talleres, cursos en línea o seguir a colegas más experimentados. La capacitación no solo mejora el rendimiento, sino que también muestra tu compromiso con su crecimiento profesional. Cuando los miembros del equipo ven que estás invirtiendo en su desarrollo, puede motivarlos a esforzarse y aplicar lo que han aprendido para mejorar sus resultados de ventas.

Feedback is most powerful when it comes from a place of true empathy. This places the feedback on a foundation of trust and understanding, which makes the coachee far more likely to retain and act on the feedback you are giving them. The aim here is, as always, to help your team member gain an outside perspective on their motivation struggles, so that they become better equipped to tackle the days and situations where the motivation dips (which is inevitable on any sales journey).

La retroalimentación constructiva es esencial para la mejora. Ofrece comentarios regulares que destaquen tanto las fortalezas como las áreas de desarrollo. Esta retroalimentación debe ser específica, procesable y entregada de manera de apoyo. Es importante asegurarse de que el miembro de tu equipo entienda que el propósito de la retroalimentación es ayudarlo a crecer, no criticarlo. Cuando ven la retroalimentación como una herramienta de mejora en lugar de una forma de juicio, puede motivarlos a trabajar en sus debilidades y mejorar su rendimiento de ventas.

Regular, constructive feedback is crucial for motivation. Recognize their achievements and provide specific guidance on areas for improvement. Constructive feedback should be timely, actionable, and supportive, aimed at fostering growth rather than criticism. Positive reinforcement helps build confidence, while constructive advice guides them towards better performance.

Feedback sollte regelm?ssig stattfinden. Egal, ob es nun was zu verbessern gibt ode rnicht. Wenn alles top ist, sollte ich auch das unbedingt sagen. Diese Aufmerksamkeit motiviert und derjenige fühlt sich gesehen. Bei inhaltlichem Feedback zu Verbesserungen ist neben den bekannten Regeln auch wichtig nicht 100 Tips zu geben, sondern erstmal nach dem Schritt zu suchen, der den Seller einen entscheidenen Schritt weiterkommen l?sst. Dann 1-2 kleinere, leicht umsetzbare tips dazu. Das reicht. Den Rest dann gerne in Folgecoachings.

Encourage your team member to take ownership of their performance and development. Empower them to set their own goals and create action plans. By involving them in the decision-making process, you foster a sense of responsibility and accountability. Ownership motivates them to invest more effort and take initiative in improving their sales performance.

Pair your struggling team member with a more experienced mentor. A mentor can provide guidance, share insights, and offer practical advice. The mentor-mentee relationship can foster a supportive environment, helping the team member feel more confident and motivated.

Was immer man tut, es ist die Individualit?t der einzelnen zu beachten. Ebenso hilft der Blick auf die Gruppendynamik. Wer sind die Meinungsführer? Am besten gewinnen wir die zuerst für uns als Unterstützer.