Restructuring for Success—A Sales Team Transformation

Restructuring a team is about more than redefining roles—it’s about fostering clarity, alignment, and motivation. Recently, we restructured our sales team, and the process has been transformational. By involving our team members in shaping the new structure and aligning clear metrics with meaningful incentives, we created an environment where everyone could thrive.

Here’s how we made it happen.

Step 1: Inviting Individual Feedback

Rather than holding team-wide meetings, we opted for a more personalized approach to involve our team members. By engaging in one-on-one conversations, we encouraged open dialogue and invited feedback that directly shaped the direction of the restructure.

What We Did:

? Individual Check-Ins: We met with team members individually to understand their perspectives on what was working, what wasn’t, and where they saw opportunities for improvement.

? Collaborative Approach: These conversations helped us identify roadblocks and craft a structure that addressed both individual and team needs.

Key Takeaway: Personalized feedback fosters trust and ensures that changes are made with the team’s input in mind.

Step 2: Defining Clear Metrics

Once we had a clear picture of what the team needed, we focused on creating metrics that were specific, actionable, and aligned with organizational goals. Clear expectations eliminate ambiguity and empower individuals to focus on what matters most.

What We Did:

? Role-Specific KPIs: We defined key performance indicators (KPIs) for each role to provide clarity and direction. These ranged from lead conversion goals to client retention metrics.

? Real-Time Tracking: A new dashboard was introduced to allow team members to track their progress, making success more tangible and visible.

Key Takeaway: Clear metrics provide a roadmap for success and help individuals see how their efforts contribute to the team’s overall performance.

Step 3: Aligning Incentives with Metrics

To motivate and reward the team, we revamped our incentive structure to reflect the new metrics. These incentives were designed to inspire both individual and team performance.

What We Did:

? Tailored Rewards: Incentives were personalized based on what motivates each team member—ranging from bonuses to extra time off and public recognition.

? Collaborative Wins: In addition to individual rewards, we introduced team-based incentives for achieving shared milestones, fostering a spirit of collaboration.

Key Takeaway: When incentives align with both individual and team goals, they drive motivation and build a positive, supportive culture.

The Outcome: A Thriving, Motivated Team

By welcoming individual feedback, setting clear metrics, and offering aligned incentives, we transformed the way our sales team operates. The results speak for themselves: improved morale, increased productivity, and a stronger sense of team alignment.

Apply It Today: Your First Step

? Step One: Schedule one-on-one check-ins with your team to gather feedback on their current roles and goals. Use this information to identify areas where clarity or alignment could improve.

Restructuring doesn’t have to be overwhelming or disruptive. With the right approach, it can be a game-changer that empowers your team to shine.

Here’s to building stronger teams and brighter futures—one intentional step at a time.

RESOURCE:

Pre-Restructure Feedback Check-In Template

This template is designed to guide one-on-one conversations with team members before implementing a team restructure. It focuses on gathering input to shape the vision, address existing challenges, and align the restructure with the team’s needs and goals.

1. Setting the Stage

Introduction:

“Thank you for meeting with me today. As we look at ways to improve our team’s structure and effectiveness, I want to gather your thoughts and feedback to ensure that any changes we make reflect the needs and strengths of the team.”

Purpose:

“This is an opportunity to share your insights, highlight areas where we can improve, and contribute to shaping the vision for our team moving forward.”

2. Understanding Current Experiences

? How do you feel about the current structure of our team?

? What aspects of your role or the team dynamic are working well?

? Are there any challenges or inefficiencies in your day-to-day responsibilities or workflows?

3. Identifying Opportunities for Improvement

? Are there areas where you feel the team could work more effectively or collaboratively?

? Do you feel your skills and strengths are being fully utilized in your current role? If not, how could we better align your responsibilities with your abilities?

? What tasks or processes within the team feel unclear, duplicated, or unnecessary?

4. Exploring Team Collaboration

? How would you describe the current communication and collaboration within the team?

? Are there opportunities to improve how different roles or departments work together?

? What would make it easier for you to do your job and achieve your goals within the team?

5. Vision and Ideas for Change

? What does an ideal team structure look like to you?

? If you could change one thing about how the team is organized or operates, what would it be?

? What specific roles, resources, or support do you think are missing and would make a meaningful difference?

6. Motivation and Alignment

? Do you feel that your personal goals and the team’s goals are aligned? If not, how can we better support that alignment?

? Are there any additional tools, training, or resources that would help you feel more empowered in your role?

? What motivates you most in your work, and how could that influence the way we structure the team?

7. Closing the Conversation

“Thank you for sharing your thoughts. Is there anything else you’d like to add about the team or your role before we move forward with planning?”

“Your feedback is essential in helping us create a vision for the future, and we’ll use it to guide the restructuring process.”

8. Follow-Up

? Document key insights from the discussion.

? Identify recurring themes or common suggestions across the team.

? Share updates with the team on how their feedback is influencing the planning process.