Making decisions based on data is no longer a novel idea. Academicians as well as senior industry experts have authored a tonne of books, papers, and blog posts on this subject. This guide’s discussion will be limited to matters related to sales performance management.
Today, sharing opinions on past performance is the main goal of sales performance reporting. Whenever possible, 360-degree data access will be used to provide transparency. Transparency is possible with this strategy, but it is more reactive. Sales representatives receive incentives for reaching their goals in terms of sales. The goal of the incentive, whether monetary or non-monetary, is the same: to motivate your sales staff to achieve their objectives.
The world has been altered by Covid and it is anticipated that the workplace will remain hybrid. Digital interfaces have become crucial as a result of this decreased real-world interaction. The process of sales performance management has become considerably more complex due to changes in the selling environment, which is now more virtual and collaborative. To prevent top salespeople from leaving during the great resignation, organizations must speed up the process of digital transformation and enhance continuing salespeople’ engagement, enthusiasm, clarity, and fairness. The newest workforce is technologically adept and seeking opportunities significantly to alter the world. The traditional reactive messaging plan can serve as a fine place to start, but the new proactive information sharing needs to be included in the entire communication strategy.
The previous method concentrated on disclosing information on sales performance management from each of the specific product lines, related sales trends, incentives that might be earned, top clients, reporting salespeople’s success, etc. You may have noticed that the emphasis is more on assisting salespeople in comprehending where they are right now. The new strategy should additionally emphasize other crucial components like:
– Providing more data-driven insights that motivate people to do better, such as
Alterations in customer demography
Changes in customers, stakeholders
Customer market circumstances shift
Additional units to sell in order to reach goals or move up a performance tier.
Comparisons between the top and average performers
– Give access to what-if calculators or simulators so they can create their own performance scenarios depending on their sales pipeline
Depending on the sales performance, you can use What-If Analysis capabilities to explore all potential outcomes by using various separate sets of variables in one or more formulas. You can use what-if analysis for creating two budgets, each of which makes a specific revenue assumption. Alternatively, you can indicate the outcome you want to achieve and then work out which combinations of variables will lead to that outcome.
– Incorporating gamification components and social validation features to encourage the next generation of workers to be self-motivated
Gamification can be used to encourage employees to perform activities that result in increased sales, leads, and discussions with qualified candidates. Positively reinforced behaviours, using methods such as incentives or applause, are more likely to repeat. By properly adding game elements, you can raise the team’s sales performance. Employees enjoy their work more thanks to gamification, which also increases a company’s productivity, innovation, and prosperity.
– Access to more individualized, built-in, and long-lasting contests. A person is four times more engaged in a programme if they receive something from it
Organize long-lasting contests which are more engaging which help the salesperson to achieve their targets and also improve their personal growth. As a result, you can send nudges to the reps as early warning signals to encourage them to reach a specific goal within a specific time frame in order to receive the desired rewards.
– Qualitative incentives such as trips, mysterious performance workshops, and dinner with C-level executives
Financial rewards may be a bit on the pricey side. Non-monetary incentives are not only more cost-efficient than cash-based prizes, but they have also been shown to be more effective since they provide employees with memorable, enjoyable experiences. Engaging in non-monetary incentive activities, such as dinners with C-level executives, tickets to an upcoming sales event etc. motivates them to meet their goals. Rewards can be delivered in many different ways, such as trips and other experiences.
– Introduce a system that allows customers to select their own prizes
Reward options are given to employees which will help them to select the suitable reward which they like. The rewards can be in the form of monetary or non-monetary. The level of rewards is also equal to avoid any complications in the distribution.
– Monthly team feedback is requested
- What do they hope to discover?
- How do they want to develop their skills?
- What did they like last month?
- What type of prizes they would like to win?
– Encouraging them to achieve more
Rewards are an investment in the engagement and productivity of employees. It is impossible to foster a successful, self-sufficient workplace that draws great talent without them. Incentivate helps sales reps in exceeding their baseline performance levels by helping them achieve goals, according to an extensive examination of data from thousands of participants.
Key Takeaways
The effectiveness of an organization’s sales performance programme management can be increased with the aid of this innovative strategy. The data-driven individualized nudges can assist salespeople in taking prompt action and altering the direction of their performance curve while enhancing the organization’s top line. The sales team likely consists of individuals with various levels of motivation, just like in a typical classroom. There are high achievers, backbenchers who want to take it easy or simply don’t know how to get where they want to go, and others who are eager to rise to the occasion and demonstrate their mettle.
