Are your peak performers as committed to your company today as they were 18 months ago when the job market was much more difficult? Recent research found that today’s peak performers are twice as likely to have plans to quit and move on than they were in 2008.
So, take time to check in with your peak performers on an individual basis soon. What are their personal goals? What motivates each of them to succeed?
Many sales managers don’t ask their salespeople what their personal motivators are. One of the reasons why is that many sales managers think they already know how a salesperson would answer the question… make more money.
And even if the manager does take the time to ask the salesperson about personal motivators, the rep will often answer “money” because that’s what the rep thinks the manager wants to hear.
But consider this… motivation experts say that money, in and of itself, is not a major motivator. The motivator, your peak performer’s “hot button,” is one step past the money. It’s the salesperson’s answer to the following question:
If you were to work extra hard in 2011 and increase your income by X percent, what would you do with the extra money? Take a vacation? Pay down your mortgage? Gain the recognition of being # 1 on the team?
If you lose a peak performer it will be devastating to your entire sales team. And, if and when you lose a producer you will be the last person on the team to know about it. That’s the scary part. Find out what their personal motivators are, then incorporate those motivators into your sales training plans.
