Motivating Your Inside Sales Staff - part 2

Here are guidelines to creating a motivating work environment that will allow any firm to achieve their goals.

¨      Be respectful. One of the best ways to get great work from your inside sales staff is to treat them with respect. Respect means speaking to them without yelling, without sarcasm, without belittling. It means talking politely in an “inside voice”. Respect means respecting their time. People are not employed in a vacuum. They work in order to provide for the needs in their private lives. Everyone has to work overtime or change their hours from time to time but management should always be considerate of how it’s asked of the staff as well as being cognizant of arrangements that may need to be made for care of children or parents.

¨      Don’t shout. Nothing is more de-motivating than being yelled at. If corrective action must a taken, a quiet talk in a private or semi-private place will be much more effective.

¨      Play fair. Do not play favorites with the staff. Learn the hidden talents of the people in your area.

¨      Assume that everyone wants to succeed. Be positive in your dealings with others. Let people know that you believe they are capable of excellent work.

¨      No surprises.  Inside sales people should always be aware of expectations and goals. They should also be aware when they exceed them or need improvements.  When performance evaluations are given, nothing in them should ever be a surprise. All areas should have been covered or addressed during the normal course of doing business.

¨  Learn individual’s goals. Some people in sales are only motivated by money while  others want to advance. Still other people will simply want to be in situations that challenge them and give them opportunities for learning and development. Spend the time with your inside sales people to find out what’s important to each individual.

¨      Ask for feedback. In the 1980’s former New York City mayor Ed Koch liked to ask “How am I doing?” Managers and supervisors should do the same. Asking for feedback should be sincere. People should never feel they are being “punished” for giving feedback.  Some firms like to give management 360° reviews, letting everyone from superiors to subordinates weigh in. Often, it can be difficult for us to see ourselves for who we are or any weaknesses in the projects or programs we oversee, since management can be too close to it. Often, another person in an organization can give a fresh perspective.

¨      Ask for Suggestions/Improvements. Suggestion boxes should always be taken seriously. However, many times suggestions will come to the manager just by keeping an open mind about them. When management lets people know their ideas are valuable, people are more inclined to contribute. When an employee makes a suggestion that cannot be put into action, take the time to explain why. Sometimes, an employee will have a great idea, but the resources or current situation in a company keep it from being implemented. Write the idea down – along with the name of the person who submitted the idea – and keep it on file for when it can be used.

 It really isn't hard to motivate others - providing you know what to look for!