This article originally appeared in the September 2024 issue of Security Business magazine. Don’t forget to mention Security Business magazine on LinkedIn and @SecBusinessMag on Twitter if you share it.
During one of my consulting projects, a VP of Sales asked me what he should do with one of his salespeople. This salesperson reached his goal every year but did just enough to reach that number without going above and beyond. As a salesperson in the same role for many years, it was easy for him to reach his goals without working very hard.
“I don’t know what his problem is – he hardly works on Fridays, makes his number every year, but doesn’t want to put in more effort,” the VP told me.
I remember thinking: It sounds like he doesn’t have a problem at all.
5 Keys to Motivation
The “problem” here was with leadership; not with the salesperson. They did not motivate the salesperson to want to grow. They gave him a challenging quota every year and he reached it. Why work any harder? They presented a culture of work, not a culture of achievement, excellence, or loyalty.
How do leaders motivate seasoned and successful salespeople? How do you get them to leverage that experience to blow past sales records instead of being content with meeting goals year after year? Here are five ideas:
1. Recognize them publicly.
No matter how successful we become, everyone likes to be recognized publicly. When someone has worked at one place for a long time, this type of appreciation goes even further. Whenever you have a chance, make sure you recognize the efforts and success of your seasoned salespeople.
2. Thank them privately.
Sometimes thanking a successful salesperson in a public setting may look artificial or forced; instead, recognize your star performer publicly for their success, but then in a private setting let them know how much you appreciate them.
3. Pay accelerators for production above quota.
Many organizations pay a flat rate of commission regardless of volume, or they might pay a bonus for the achievement of a goal. These types of compensation plans do nothing to motivate salespeople to work hard after achieving their goals; in fact, they could encourage them to sandbag until the next year. We recommend providing a commission accelerator after reaching a sales goal – for example, if you pay 4% commission, then pay 6% after salespeople reach their goals. This type of accelerator will incentivize them to continue working hard until the end of the year.
4. Involve them in decisions.
Nothing shows appreciation like asking someone for advice, especially when the advice will lead to a business decision. There are two benefits to this idea: First, your seasoned pro will feel valued; second, you gain insight from an experienced and bright salesperson.
5. Help them achieve a personal goal.
Instead of only promoting business goals with seasoned salespeople each year, ask them to share a personal goal with you. Then, work hard to hold them accountable and achieve that personal goal. Examples could be losing 20 pounds, spending more time with their kids, or paying off credit cards. Whatever it is, embracing their interests as much as you embrace your company’s interests will gain significant loyalty.
