Well first of all, the answer is NOT a pizza party or a box of donuts. Just FYI. The highest performing sales reps know how to build relationships that allow them to honestly and openly consult with their clients. They don’t just take every deal and max it out - they do what makes sense for the client and the problem they are solving for them. Motivational is individual. I would talk to them about what their needs are and where they see that they need help. Some might like to be paired up with a mentor, some might want to be given some Personal Development budget, but it could also just be as simple as discussing their targets! Help them take it back down to basics.

To boost a sales rep's performance, create a culture of recognition by celebrating small wins. Set clear, achievable goals that align with their personal aspirations, making targets feel attainable. Conduct regular check-ins for tailored feedback and support, and invest in their development through training. Finally, foster collaboration by encouraging the sharing of strategies, aligning individual success with team goals to ignite motivation.

1. Lo primero que sus objetivos estén estructurados en base a objetivos smart, para que tenga claro cuál es su meta en tiempo y número a alcanzar de manera realista. 2. Explicar el enfoque del objetivo Smart con la motivación extrínseca e intrínseca, aquí hay que entender que ambas motivaciones son necesarias para alcanzar los objetivos, pero también que una depende de la otra. 3. Un ejemplo es lograr un objetivo smart de alcanzar una meta de venta de 60 productos en 30 días, donde tengo que vender 15 productos por semana y dar un seguimiento constante, esto permite cumplir mi meta y ganar comisiones, reconocimientos, lo cual cumple mi motivación extrínseca y a la vez está cumple mi motivación intrínseca de viajar con mi familia. #RG

To boost a sales rep's motivation, start by understanding what's holding them back. Have an open conversation to identify challenges and set clear, achievable goals. Provide regular, positive reinforcement for small wins, and offer extra support or training if needed. Align their personal goals with company targets, making the work more meaningful. Lastly, create a healthy sense of competition or reward system to keep them engaged and excited about hitting their targets.

Conecta con su propósito: Ayúdale a redescubrir por qué eligió esta profesión, recordando que las ventas son una forma de ayudar a los demás. Establece metas claras: Define objetivos alcanzables que le den un sentido de dirección y logro. Reconoce el progreso: Celebra cada avance, por pequeño que sea, para construir confianza. Ofrece apoyo constante: Practica la escucha activa y proporciona herramientas que refuercen su confianza. Inspira con ejemplo: Comparte historias que muestren cómo superar desafíos.

A candid 1:1 approach to identify their purpose. Once that is done, help them achieve their goal that fulfils the purpose. I personally believe that setting goals without a purpose has little/no meaning. Furthermore, enticing with a higher compensation also may not work, as money by itself never motivates. It is like fizz in a can of soda. A few minutes after opening the can, all that is left is sugary water. To help them achieve their goals, I would apply the GROW model of Executive Coaching: 1) Goal/s Defined? 2) Reality Checked? 3) Options Evaluated? 4) Way Forward Implemented?

Relationships are what drives revenues. Relationships with your customers. Relationships with your staff. The truth is that there are no relationships that are without mutual expectations and rewards. All relationships are with customers. And customers are not only those outside the company. The customers inside the company are as important if not more so than the customers to whom we sell our products or services. If the tree that bears the fruit is not cared for and nurtured, the fruit will be of poor quality and eventually the tree will die too. Boeing is learning that lesson now. Others too have had to pass through that darkness and have survived, while others have perished. If your staff feel that they have value you will too.

To ignite motivation, start by clarifying their "why." Dig into what truly drives them—whether it's career growth, recognition, financial rewards, or personal development. When they have a clear sense of purpose behind their targets, they'll feel more driven to achieve them. This personal connection to their goals can be the spark that shifts their mindset and energizes their efforts.

Independiente de la persona, debemos entender que la motivación es intrínseca en su mayoría, entonces el primer lugar para buscar la motivación de un vendedor se trata de indagar dentro de sí mismo, a través de la escucha activa e indaga para conseguir pistas para encontrar su motivación, intentando que sea él mismo quien dé las respuestas. Verás que las pistas pueden ser muy diversas: superación personal, reconocimiento, familia, etc. etc., lo importante es conocer uno o dos aspectos que puedan estar alineados con el vendedor y con los objetivos empresariales y trabajar a partir de ello. No se trata de darle las respuestas al representante, sino que él pueda darse cuenta de ellas y alentarlo a tomar acción y automotivarse.

Igniting a sales rep's motivation isn't just about carrots and sticks—it's about rekindling their passion for the job. Start by having a candid conversation to uncover underlying issues. Are they facing personal challenges? Feeling overwhelmed? Understanding the root cause is crucial. Next, set clear, achievable goals together. Break down big targets into smaller milestones, celebrating each win along the way. Provide targeted training and resources to boost their confidence and skills. Pair them with a high-performing mentor for inspiration and guidance. Lastly, align their personal aspirations with company objectives. When reps see how their success contributes to their own growth, motivation naturally follows.