Sales Motivation: The Motivating Power of Progress

The Problem

Seventy percent of workers are disengaged from their work employer. Leaders everywhere are looking for an answer to the question: “what makes employees engaged with and motivated to do more work, and how can we address low motivation?” There is a lot of research around this question. External rewards, such as bonuses and incentives, are often used to motivate employees, similar to how individuals might initially exercise to lose weight, but they may not be as effective as intrinsic motivators in the long term. Five workplace factors regularly pop up as having an impact on employee motivation. They are recognition, incentives, interpersonal support, support for making progress, and clear goals. Managers regularly rank “Recognition for good work (either public or private)” as the number one way to motivate employees to do more activities at work.

According to Harvard Business Review those managers are wrong.

Understanding Motivation

Motivation is a complex and multifaceted concept that plays a crucial role in driving human behavior. At its core, motivation is the driving force that initiates and sustains goal-directed behavior. It is the reason why we take action, make decisions, and strive to achieve our goals. Understanding motivation is essential for individuals, organizations, and societies to drive success, achieve goals, and improve overall well-being.

When we understand what motivates us, we can harness that power to propel ourselves forward. For instance, a sales manager who understands the motivating factors for their sales team can tailor strategies to boost motivation and drive success. Similarly, individuals who recognize what drives their future self can set meaningful goals that align with their personal growth and aspirations.

Theories of Motivation

Motivation is a complex and multifaceted concept that has been studied extensively in various fields, including psychology, education, and business. Several theories attempt to explain why people behave in certain ways and what drives them to achieve their goals. Understanding these theories can provide valuable insights into personal growth and how to boost motivation within a sales team.

1. Maslow’s Hierarchy of Needs: This theory proposes that human beings have different levels of needs, ranging from basic physiological needs to self-actualization needs. According to Maslow, people are motivated to fulfill their lower-level needs before moving on to higher-level needs. For a sales manager, this means ensuring that the team’s basic needs are met before expecting them to reach their full potential.
2. Herzberg’s Two-Factor Theory: Herzberg suggests that there are two types of factors that influence motivation: hygiene factors (such as salary and working conditions) and motivators (such as recognition and personal growth). While hygiene factors prevent dissatisfaction, true motivation comes from factors that fulfill an individual’s need for achievement and recognition.
3. McClelland’s Acquired Needs Theory: This theory proposes that people have three types of needs: achievement, affiliation, and power. These needs are acquired through experience and influence motivation. For instance, a sales team member with a high need for achievement will be driven by challenging goals and opportunities for personal growth.
4. Self-Determination Theory: This theory suggests that people have three innate psychological needs: autonomy, competence, and relatedness. Motivation is influenced by the extent to which these needs are satisfied. A sales manager can boost motivation by providing team members with autonomy in their roles, opportunities to develop their skills, and fostering a sense of belonging within the team.

By understanding these theories, managers can tailor their strategies to meet the diverse motivational needs of their team, driving success and personal growth.

Walk a Mile in an Employee’s Shoes to Boost Motivation

Harvard researchers conducted a “multiyear study tracking the day-to-day activities, emotions, and motivation levels of hundreds of knowledge workers in a wide variety of settings”. The study also highlighted the importance of emotional wellbeing in enhancing motivation and performance, showing that employees who feel emotionally supported are more likely to be engaged and productive. They wanted to answer the question from an employees perspective. They found that the top motivator of performance was progress.

Employees want to leave their job at the end of a day knowing they achieved something. They relish knowing they have advanced towards a target, overcome challenges and helped the company achieve its business goals. This is when their drive to be successful is at its highest. Motivation is at its lowest when they feel they cannot make more steps towards their goals, they are stopped by red tape or other obstacles and they have no idea how the company is progressing.

Fostering a Positive Team Culture

A positive team culture is essential for boosting motivation and driving success. Here are some strategies for fostering a positive team culture:

1. Encourage Open Communication: Create an environment where team members feel comfortable sharing their thoughts, ideas, and concerns. Open communication builds trust and fosters a sense of collaboration, which is crucial for a motivated sales team.
2. Recognize and Reward Achievements: Regularly acknowledge and reward team members for their achievements and contributions. This not only boosts motivation but also reinforces positive behavior and encourages continued effort.
3. Promote Work-Life Balance: Encourage team members to take breaks, use their vacation time, and prioritize their well-being. A balanced approach to work and life helps maintain high levels of motivation and prevents burnout.
4. Celebrate Milestones and Successes: Regularly celebrate team milestones and successes. This not only reinforces positive behavior but also boosts motivation by providing a sense of accomplishment and progress.

By implementing these strategies, managers can create a supportive and motivating environment that drives their sales team to achieve their goals.

How this Research Helps Managers

There is clearly a difference in what managers think is important for motivation and what employees want to happen in their work day. Both views sit within the five key factors for motivation. Understanding what motivation means is crucial for managers, as it encompasses the various forces that drive individuals to take action and achieve their goals. Better than this is that the key to motivation is within a manager’s control. Best of all motivation is not dependent on elaborate and costly incentive plans.

So there are some Do’s and Dont’s around how managers can facilitate or hinder their employees progress

Managerial Motivational Do’s

• provide meaningful goals, that are clear, concise and help define purpose for their role within the company
• allocate enough resources to get a project or a task done
• be generous with encouraging individuals and teams so they feel supported to undertake and complete the activity,
• remove obstacles so they can perform at their peak level, and
• most of all, protect them from unnecessary distractions to their time and work effort.

Managerial Motivational Don’ts

• change goals so that staff are unclear of what they should try and achieve
• re-prioritize tasks so that employees find it difficult to develop proficiency in certain areas
• focus on the negatives. Employees will go the extra mile for a manager who helps them develop their skills and offers praise for a job well done.

Using Narrative to Motivate

Narrative is a powerful tool for motivating people. Here are some strategies for using narrative to motivate:

1. Use Emotional Appeals: Connect with your team on an emotional level by sharing stories that evoke feelings of passion, determination, and commitment. Emotional appeals can inspire action and foster a deeper connection to the team’s goals.
2. Create a Sense of Purpose: Explain why your team’s work matters and how it contributes to a larger goal. Creating a sense of purpose helps team members see the value in their efforts and stay motivated to achieve their objectives.
3. Make it Personal: Share your own experiences and struggles to make the narrative more personal. This authenticity can inspire your team and show them that success is achievable through perseverance and hard work.

By using narrative as a powerful tool, managers can inspire their sales team to stay motivated and focused on achieving their goals.

How to Show Progress Through Goal Setting

Leaderboards are an effective way to show an individual employees progress against a business activity. The progress can show as a percentage on a progress bar as well as a raw score for activities completed, be they lead activities such as phone calls or lag indicators of success such as sales or deals won. The leaderboard can also highlight employees who are doing great work by singling them out from the pack and highlighting their good work. Leaderboards can be set up to celebrate milestones and achievements along the way, so that individuals and the team feel good about what they are doing.

Setting specific, measurable goals can significantly increase motivation by providing clear direction and a sense of purpose.

Displaying this information on a TV in the office enables all company stakeholders to be included in the progress of business results and to celebrate with the team.

Setting Goals

Setting goals is a powerful tool for boosting motivation and achieving success. For instance, setting a goal to lose weight can provide individuals with a clear target and a sense of purpose, helping them stay motivated and driven. Goals provide direction, focus, and a sense of purpose, which can help individuals stay motivated and driven. Effective goal-setting involves setting specific, measurable, achievable, relevant, and time-bound (SMART) goals that align with one’s values and priorities. By setting meaningful goals, individuals can increase their motivation, enhance their performance, and achieve their desired outcomes.

For example, a sales team might set a goal to increase sales by 20% over the next quarter. By breaking this larger goal into smaller, manageable tasks, such as daily sales calls or weekly sales contests, the team can stay motivated and focused on achieving their target. This approach not only boosts motivation but also fosters a sense of accomplishment and progress.

Celebrate Progress, Not Just Results

Celebrating progress, not just results, is essential for boosting motivation and driving success. Here are some strategies for celebrating progress:

1. Set Milestones: Break down larger goals into smaller, manageable milestones. Celebrating these milestones provides a sense of accomplishment and keeps motivation high throughout the journey.
2. Recognize Effort: Acknowledge and reward the effort put in by team members, not just the final results. Recognizing hard work reinforces positive behavior and encourages continued effort.
3. Provide Feedback: Offer specific, timely, and actionable feedback. Constructive feedback helps team members understand their progress and areas for improvement, keeping them motivated and focused.
4. Celebrate Small Wins: Regularly celebrate small wins to reinforce positive behavior and boost motivation. Small celebrations can have a big impact on morale and drive continued success.
5. Make it Fun: Incorporate games, challenges, and rewards into the celebration of progress. Making the process fun keeps the team engaged and motivated to achieve their goals.

By celebrating progress, managers can boost motivation and create a positive, encouraging environment that drives success.

Maintaining Momentum

Maintaining momentum is critical for sustaining motivation and achieving long-term success. Momentum refers to the energy and motivation that drives individuals to continue working towards their goals. To maintain momentum, individuals can use various strategies, such as breaking down large goals into smaller tasks, celebrating small wins, and creating a supportive environment. Additionally, individuals can use external motivators, such as rewards and recognition, to boost their motivation and stay focused on their goals.

For instance, a sales manager might implement a reward system where team members earn points for each sale, which can be redeemed for prizes. This not only serves as an external motivator but also helps maintain momentum by providing regular, tangible rewards for progress. By understanding motivation, setting goals, and maintaining momentum, individuals can drive success, achieve their goals, and improve their overall well-being. Whether it’s personal growth, sales performance, or organizational success, motivation is the key driver of achievement. By applying the principles outlined in this section, individuals can unlock their full potential and achieve their desired outcomes.

Using Sales Contests to Boost Morale

Sales contests can be an effective way to boost morale and drive sales performance. Here are some strategies for using sales contests to boost morale:

1. Make it Fun: Design sales contests that are engaging and enjoyable. Incorporate games, challenges, and rewards to make the competition exciting and motivating for the team.
2. Set Clear Goals: Clearly define the goals and expectations for the sales contest. Clear goals provide direction and help team members understand what they need to achieve.
3. Provide Feedback: Offer specific, timely, and actionable feedback throughout the contest. Regular feedback helps team members stay on track and make necessary adjustments to their strategies.
4. Recognize and Reward Achievements: Acknowledge and reward the achievements and contributions of team members. Recognition boosts morale and encourages continued effort and participation.
5. Make it Team-Based: Design contests that promote collaboration and teamwork. Team-based contests foster a sense of camaraderie and collective effort, boosting overall morale and performance.

By using sales contests strategically, managers can boost morale, drive performance, and create a motivating environment that encourages success.

Pathways to Personal Growth

As a manager you are responsible for the engagement and motivation of your employees. You are accountable for their task completion inline with business goals and objectives. Understanding where they get their motivation is part of your role as a manager. Enabling their progress is also part of your role as a manager. Ensure the time for the task matched the effort required so people do not feel under pressure. Also be prepared to be a doer as well as a manager and pitch in to help the individual or the team on some occasions.

What about recognition? Managers thought was the prime motivation factor. It is in fact very important. Managers should celebrate progress, even the small milestones along the way to a bigger target. Engage, Motivate and Excite your team.