Your sales team member feels undervalued and resists coaching. How can you motivate them to excel?
When a sales team member feels undervalued and resists coaching, motivation is key. Here's how to inspire them to excel:
How do you motivate your team members when they feel undervalued or resist coaching?
Your sales team member feels undervalued and resists coaching. How can you motivate them to excel?
When a sales team member feels undervalued and resists coaching, motivation is key. Here's how to inspire them to excel:
How do you motivate your team members when they feel undervalued or resist coaching?
-
Dealing with a demotivated salesperson can be as challenging as herding cats. But fear not, with the right approach, you can reignite their passion & drive. Active Listening: Truly understand their concerns & frustrations. Emotional Intelligence: Show empathy & compassion. Celebrate Successes: Acknowledge their achievements, no matter how small. Public Praise:Recognize their contributions in team meetings or public forums. SMART Goals: Set specific, measurable, achievable, relevant, & time-bound goals. Progress Tracking: Regularly monitor progress & provide timely feedback. Personalized Coaching:Tailor your coaching style to their individual needs Skill Development:Offer training & development opportunities to enhance their skills.
-
Firstly acknowledge the contribution and gain an understanding of why they feel undervalued. Set a goal to address that issue and then look at what they need to achieve. Thats where the coaching would come in. Coaching should be something that is demanded by the sales team not necessarily imposed.
-
Acknowledge their feelings: I’d start by validating their concerns. Let them know their feelings are valid. Sometimes, just being heard can lift a huge weight off their shoulders. Say something like, “I can sense you’re feeling a bit undervalued, and I want to understand what’s going on." Focus on their strengths: Shift the conversation to their strengths and potential. Remind them of the unique value they bring to the team and the impact they’ve made so far. When people feel recognized for what they’re good at, they’re much more open to improvement.
-
To motivate an undervalued sales team member, start by actively listening to understand their frustrations and acknowledge their contributions. Recognize specific achievements publicly and set clear growth goals tailored to their strengths and aspirations. Show empathy by providing individualized coaching that feels supportive, not directive, and foster a collaborative approach by involving them in setting benchmarks. Small wins, celebrated along the way, can renew confidence and trust. When team members feel valued and see a path for advancement, they’re more likely to engage positively with coaching and commit to reaching their potential.
-
These are very separate issues and need to be addressed separately. The highest priority is to address their feeling of being undervalued. Probe to understand why they feel this way, get specific examples, engage them in a conversation to help address the issues (this BTW is a coaching conversation.) Their feeling this way is probably a root cause of why they resist coaching. So you have to focus on that issue first. The resistance to coaching may melt away later, or you can address it at the appropriate time.
-
This is a very common situation in any sales team. Sometimes it is evident from a person’s emotions, and sometimes it is not. In my opinion, the team leader or manager should be empathetic towards every team member during coaching and at other times. They should ensure the work atmosphere is comfortable for their subordinates and address any concerns the subordinates may have. This approach helps build trust between the leader and the team member, which can lead to more effective coaching
-
I've found that resistance often masks a deeper need for recognition and purpose. Like that plant, they need the right nutrients (validation) to grow. I would first schedule a private coffee chat to understand their perspective and acknowledge their past wins – this builds trust. Next, I'd collaborate with them to create personalized growth goals that mix their strengths with areas for development. Key Action Points: - Listen deeply first - Celebrate small wins openly - Create shared vision - Make coaching conversational Think of every demotivated salesperson as a champion in waiting – they just need the right key.
-
Acknowledging the achievements of your sales team, no matter how small, can greatly boost their morale. It's essential to recognize their efforts publicly to foster a sense of worth and motivate them toward continued success. This approach not only validates their hard work but also cultivates a positive team environment.
-
When a sales team member feels undervalued and resists coaching, it's essential to shift focus from merely correcting behavior to understanding their emotional and motivational needs. Recognizing their achievements, offering personalized support, and creating a clear path for growth can reignite their drive. Coaching should feel like an opportunity, not a burden. By aligning their goals with the team’s vision and fostering a culture of open communication, you can transform resistance into collaboration, making them feel seen, valued, and empowered to excel.
-
To motivate a sales team member who feels undervalued and resists coaching, start by understanding their perspective on what makes them feel undervalued. Quantify what specific "value differentiators" matter most to them—whether it’s leading sessions, mentoring, sharing skills, or receiving recognition from leaders. Empower them to actively contribute in ways that align with these needs, such as leading a training session or mentoring a peer. This approach builds trust, appreciation, and respect, showing them that their expertise is valued and helping them feel recognized and inspired to excel.
Rate this article
More relevant reading
-
Business CoachingHow do you change your coaching niche over time?
-
Life CoachingHow do you choose a coaching niche that aligns with your passion and skills?
-
Executive CoachingHow can you show appreciation for a coachee's progress and achievements?
-
Personal CoachingWhat are the most effective strategies for setting achievable goals outside your comfort zone?