Summary
Sales force incentives, motivations, compensations and guidelines are the best strategies and weapons for the productivity of the workforce in the sales area. There are different principles and modalities that are implemented in each of the strategies to be applied.
There are two types of sales force incentives, which are financial and non-financial resources, the first of which are high salary compensation, bonuses, loans. And the second are the recognitions, the honor roll, employee of the month, trips.
All this is done under the guidance of a guide, a leader who can and knows how to lead the sales force to achieve objectives.
Introduction
Robbins (1999) defines the motivation of the sales force:
The desire to make a great effort to achieve the goals of the organization, conditioned by the need to satisfy some individual need. While overall motivation refers to the effort to achieve any goal, we focus on organizational goals to reflect our primary concern with motivational behavior and the value system that governs the organization.
The Royal Spanish Academy defines motivation:
Preparatory mental test of an action to encourage or encourage you to execute it with interest and diligence.
Armstrong (1991) defines the motivation of human resources:
"The motivation of human resources is fundamentally to maintain corporate cultures and values that lead to high performance."
Gestiopolis defines motivation as:
The process that drives a person to act in a certain way or at least creates a propensity for specific behavior. That impulse to act can come from the environment or it can be generated by the individual's internal mental processes.
Cynthia Pérez (2013)
Give wings to fly people in the realization of their own person.
Development of the topic
The general objectives of the topic are:
- Know the tactics of incentives, compensations, motivations and guidance in the context of sales. Understand what it takes to be a successful leader. Apply the tactics of compensation, motivation and guide. Set sales goals. Meet the goals as real as possible.
Compensation
The specific objectives:
- Compensation plans are designed to achieve fixed organizational objectives. To improve market share. To increase profit margins. To introduce new products or services. Reduce costs of sales.
There are seven clear steps in the process of developing a compensation plan.
- Prepare job descriptions. Set specific goals. Determine overall levels of compensation. Develop a mix of compensation. Test the plan in advance. Manage the plan. Evaluate the plan.
Motivation
Analyzing and inquiring I can say that it is not always money that motivates the sales force. Recognition and the work environment are the essential keys to motivating today's sales force. To get the maximum effort from your group in terms of motivation, the salesperson must be made to feel so comfortable that they themselves want to give that extra.
Eighty-five percent of the workforce is said to be weakly motivated, although effective personal motivation offers one of the most powerful and direct means of increasing organizational performance.
This is where non-financial incentives come in that are rather psychological rewards not so physical that relate to the individual needs of the seller with payments so to speak that are experienced internally.
- Job security - Relationships with superiors and coworkers - Working conditions - Challenging sales tasks - Higher responsibilities - Recognition of special achievements such as reaching sales quotas or earning sales quotas
Motivation has a lot to do with production because in the way that they are motivated by something or something they will be more productive.
I admit that appreciation, admiration and recognition is a key factor that the sales manager must analyze to keep his sales force well motivated.
Development of the recognition program:
- Objective program and only based on performance. Everyone should have a chance to win. The reward should be presented in public. The ceremony should be in good taste. The program should have a lot of publicity.
"Motivation is the thread that pulls and the guide is the direction that the thread takes."
conclusion
I think and am sure that motivating salespeople is a fairly detailed and complex task for managers. Many salespeople do not need external stimulation to work hard, their own needs motivate them to do so, however, all must be externally motivated to carry out actions related to the strategic objectives of the company.
I think knowing how to lead and motivate a sales force is one of the biggest challenges facing the commercial director. Without a doubt, the best way to keep a company's employees productive is through motivation, which should not be based only on the economic aspect as many companies still believe (a benefits and remuneration package is important), but it is not the only thing required to reach and maintain the expected performance indices in organizations. Motivated always motivated.
“Without passion, you have no energy; without energy, you have nothing. There is nothing great in the world that can be achieved without passion. ” Donald Trump.
Reference sources
- Rolph E. Anderson. Joseph F. Hair. Jr. Alan J. Bush. "Sales Administration" second edition. Mc Graw Hill.David Jobber. Geoff Lancaster. "Sales Administration" eighth edition. Pearson.
