1, competition. Who wants to live downstream in a competitive atmosphere full of pressure? (1) Hold a sales competition in the off-season of the market, and the winner will get additional rewards: bonus, opportunity to visit relatives, etc. 2) Hang the performance schedule of each employee in a conspicuous place in the office; (3) Establish some individual awards, such as customer satisfaction service award, new market development award and best management award (statements, reports, market information, contracts, agreements, etc.). ) Encourage employees to actively innovate and develop in an all-round way.
2. promotion. Needless to say, promotion is an incentive for your employees! In addition to salary increase, promotion brings more satisfaction with one's sense of accomplishment, sense of responsibility and the value of the organization.
3. Express appreciation and recognition. (1) When he makes some achievements, don't spare your praise, pat him on the shoulder and tell him with a smile that he has done a great job. (2) Let everyone in your marketing team know his achievements, and let others in the company know as much as possible. (3) Let him take on more responsibilities.
4. trust. (1) Give employees with good performance greater rights to handle business. For example: the formulation and implementation of some marketing promotion plans; The optimization of some customers, the establishment of secondary distribution outlets and so on. (2) When a subordinate encounters some difficulties in his business, he should believe that he can handle it well and give necessary guidance and help.
5. Fairness. Stacy Adams, an American psychologist, believes that employees' work motivation is not only influenced by absolute remuneration, but also by relative remuneration. Comparatively speaking, if they think that their efforts and rewards for their work are equal, they will feel fair and work hard, otherwise they will feel unfair and dissatisfied; At the same time, they will compare their input and output with their colleagues. If they think that their colleagues have less input and more output, they will also feel unfair and dissatisfied. No pains, no gains. The team should create a level playing field for everyone, improve the assessment mechanism, realize distribution according to work, and get more for more work!
6. training. It is very attractive for an employee who is determined to make a difference in the sales industry to improve marketing skills, broaden his horizons and increase his talents through training.
7. Negative incentives and behavior correction The so-called rewards and punishments, in addition to helping subordinates correct their behaviors, sometimes give certain punishments-negative incentives. B.F. Skinner's reinforcement theory holds that employees will choose their behaviors according to the consequences of their actions. If there are no negative consequences, employees may repeat the same behavior, which is called "negative reinforcement". 8. Emotional motivation. Everyone hopes to get the care and love of the leaders. The following methods can be adopted: (1) Organize a team to celebrate the birthday of employees. (2) When employees encounter difficulties in life, they should give them help and convenience within their power. (3) Be brothers and friends of employees, treat each other sincerely, and be intimate friends and life consultants of employees.
9. behavioral motivation. Teaching by example is more important than teaching by example. The exemplary leading role of regional managers has a great incentive for employees.
The elite sales team will be ready to go.