Motivating Sales force :
Motivation is essential for the sales force as they always need to set higher levels of goals and achieve those in a given time frame. A good combinationof motivators keeps the team on track and sets higher standards of performance,too.
1. Expectancy theory : Motivation is a function of expectation, valence and instrumentality M = E*V*I
Expectation : Will closing sales give me decent incentives or sales conference in Dubai?
Instrumentality: Is making regular calls and follow ups will lead to closing sales ?
Valence: Do I really value incentives or sales conference in Dubai?
If these three things work then only I have a motive to perform.
2. Theory X & Theory Y
X people - negative motivation, hire and fire threats, target compliance
Y people - Incentives, conferences, gifts, perks and recognition
3. Herzberg's 2 factor theory
Hygine factors - Salary should be decent, effective sales tools, well defined sales rout, acheivable sales quota, good boss, good TA & DA
Motivators- Incentives, best sales awards, recognition, career growth prospects, vertical growth, participative management
4. Job design theory-
Job engineering- decent work place, internet connectivity, ease of reporting, telecommutation and flexi hours
Job rotation- work on different clients, differnt products, differerent markets
Job enlargement - extended territorry, extended product ranges, handling end to end clients
Job enrichment- Sales planning, forecasting decisions, promotions, challanging assignments, designing marketing schemes and strategies
5. Management by Objectives (MBO) :
Working closely with the supervisor in a diad leads to very higher level of motivation and sense of importance to the sales person. He / she is able to achieve the sales quota per moth with minimum deviation and deviation if any , supervisor knows the reasons for it.
Prof. Prasanna Shembekar
Asst. Professor, Tirpude Institute of Management Education, Nagpur (India)
ref : Anca -Mihalea, Revista Română de Statistică Trim. I/2013, accessed from: Revista Română de Statistică Trim. I/2013
Motivation is essential for the sales force as they always need to set higher levels of goals and achieve those in a given time frame. A good combinationof motivators keeps the team on track and sets higher standards of performance,too.
1. Expectancy theory : Motivation is a function of expectation, valence and instrumentality M = E*V*I
Expectation : Will closing sales give me decent incentives or sales conference in Dubai?
Instrumentality: Is making regular calls and follow ups will lead to closing sales ?
Valence: Do I really value incentives or sales conference in Dubai?
If these three things work then only I have a motive to perform.
2. Theory X & Theory Y
X people - negative motivation, hire and fire threats, target compliance
Y people - Incentives, conferences, gifts, perks and recognition
3. Herzberg's 2 factor theory
Hygine factors - Salary should be decent, effective sales tools, well defined sales rout, acheivable sales quota, good boss, good TA & DA
Motivators- Incentives, best sales awards, recognition, career growth prospects, vertical growth, participative management
4. Job design theory-
Job engineering- decent work place, internet connectivity, ease of reporting, telecommutation and flexi hours
Job rotation- work on different clients, differnt products, differerent markets
Job enlargement - extended territorry, extended product ranges, handling end to end clients
Job enrichment- Sales planning, forecasting decisions, promotions, challanging assignments, designing marketing schemes and strategies
5. Management by Objectives (MBO) :
Working closely with the supervisor in a diad leads to very higher level of motivation and sense of importance to the sales person. He / she is able to achieve the sales quota per moth with minimum deviation and deviation if any , supervisor knows the reasons for it.
Prof. Prasanna Shembekar
Asst. Professor, Tirpude Institute of Management Education, Nagpur (India)
ref : Anca -Mihalea, Revista Română de Statistică Trim. I/2013, accessed from: Revista Română de Statistică Trim. I/2013
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