Motivating Salespeople

What is Motivation?
Internal &external factors that stimulate desire and

energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent/ constant effort in attaining a goal
Motivation is the driving force by which humans

achieve their goals

Reasons for Motivating Salespeople

Frequent rejection

Physical separation from company support

Direct influence on quality of sales presentation Indirect influence on performance

Maslows Hierarchy of Needs

Self-Actualization
Self-Esteem
Intense job challenge, full potential, full expression, creative expansion. Achievement, respect, recognition, responsibility, prestige, independence, attention, importance, appreciation. Belonging, acceptance, love, affection, family and group acceptance, friendships. Security, stability, dependency, protection, need for structure, order, law, tenure, pension, insurance. Hunger, thirst, shelter, clothing, air, rest.

Love-Belonging

Safety-Security

Physiological

Maslows Theory
We each have a hierarchy of needs that ranges from
"lower" to "higher." As lower needs are fulfilled there is a tendency for other, higher needs to emerge.

Maslows Theory
Maslows theory maintains that a person does not feel a higher need until the needs of the current level have been satisfied. Maslow's basic

needs are as follows:

Basic Human Needs

Food Air Water Clothing

Physiological Needs

Safety and Security

Protection

Stability
Pain Avoidance Routine/Order

Safety Needs

Love and Belonging

Affection Acceptance Inclusion / addition

Social Needs

Esteem Need Esteem

Self-Respect

Self-Esteem
Respected by Others

Self-Actualization
Achieve full potential Fulfillment

Summary

Self-Actualization

Esteem

Belonging

Safety

Physiological

Maslows Needs & Related Sales Force Motivators

Maslows Hierarchy Of Needs SELFACTUALIZATION ESTEEM BELONGING SAFETY & SECURITY PHYSIOLOGICAL Motivators

Challenging tasks calling for creativity

Recognition programs, respect by others

Clubs, Affection, Acceptance

Job security and fringes

Cash wages and bonuses

The Six Step Motivation Process

Recognise need deficiency

Process begins

Needs reassessment SALESPERSON

Search for ways to satisfy needs

Provide punishment or rewards

Establish goal directed behaviour

Performance

WHY MOTIVATION IS IMPORTANT

Plays an important role in performance
Is often a result of praise or financial reward Requires that the ten basic needs of Representatives

are met

WHAT ARE THESE NEEDS:

Basically, there are ten major needs: Security Recognition Usefulness Opportunity Belonging

WHAT ARE THESE NEEDS:

(Continuation)

Challenge
Communication Correction Status Respect for leader

HOW CAN YOU MEET THESE NEEDS:

Security: Job security Financial security Personal security Recognition: Representative need to feel worthwhile and important Recognize and praise the business and personal success of Representative Take a personal interest in your Representative

HOW CAN YOU MEET THESE NEEDS:

Usefulness:
Representatives must feel that they are contributing both

to the company and to their customers Involve Representatives in decision-making, problemsolving, conventions and extra responsibilities Opportunity: A real opportunity for advancement must exist beyond just the chance to make more money Let your Representative know how you feel about their future Remind them of the opportunities that exist within the company

HOW CAN YOU MEET THESE NEEDS?

Belonging:
The instinct / sense to join and the desire to be accepted by

the group is one of mans greatest needs Let Representatives freely share thoughts and feelings in training meetings Usefulness is reduced if a Representatives stop to identify with the company Create sales groups Communicate frequently with your Representatives so they dont feel left out Plan activities outside the office

HOW CAN YOU MEET THESE NEEDS?

Challenge: Continual challenges are necessary for increased competence Representatives are motivated by successfully completing challenges Give a Representatives a new or enlarged territory Express confidence in a Representatives ability

HOW CAN YOU MEET THESE NEEDS?

Communication:
Open communication helps a job maintain its appeal

A Representative must have access to the boss

A Representative must know whats going on Get to know your Representative personally Keep your Representatives fully informed about plans

that affect them Have a periodic appraisal with a free exchange of ideas Keep your door open whenever possible

HOW CAN YOU MEET THESE NEEDS?

Correction:
People need to know exactly what they are supposed to

be doing Correcting your Representatives will motivate them to work harder to prove themselves At the very beginning, draw lines between what the Representatives can and cannot do

HOW CAN YOU MEET THESE NEEDS?

Correction: Criticize promptly and justly Make sure you know all the facts before correcting a Representatives Be honest and straightforward, not evasive Follow-up your criticism with something positive

HOW CAN YOU MEET THESE NEEDS?

Status: Representatives want respect that largely grows out of their jobs and company Show your own respect for the company Give a Representatives a new title to indicate increased competence

Here are academic theories about motivation. Acquired Needs Theory: we seek power, achievement or affiliation. Activation Theory: We have a need for arousal. Affect Perseverance: Preference persists after disconfirmation. Attitude-Behavior Consistency: factors that align attitude and behavior. Attribution Theory: we need to attribute cause, that supports our ego. Cognitive Dissonance: non-alignment is uncomfortable. Cognitive Evalution Theory: we select tasks based on how doable they are. Consistency Theory: we seek the comfort of internal alignment. Control Theory: we seek to control the world around us. Disconfirmation bias: Agreeing with what supports beliefs and vice versa. Drive Theory: We seek to satisfy needs. Endowed Progress Effect: Progress is motivating. ERG Theory: We seek to fulfill needs of existence, relatedness and growth. Escape Theory: We seek to escape uncomfortable realities. Expectancy Theory: We are motivated by desirable things we expect we can achieve. Extrinsic Motivation: external: tangible rewards. Goal-Setting Theory: different types of goals motivate us differently. Intrinsic Motivation: internal: value-based rewards. Investment Model: our commitment depends on what we have invested. Opponent-Process Theory: opposite emotions interact. Positive Psychology: What makes us happy. Reactance Theory: discomfort when freedom is threatened. Self-Determination Theory: External and internal motivation. Self-Discrepancy Theory: we need beliefs to be consistent. Side Bet Theory: aligned side-bets increase commitment to a main bet. The Transtheoretical Model of Change: Stages in changing oneself.