IRVINE, Calif., Oct. 5 /PRNewswire/ -- Many business owners struggle when trying to motivate their sales superstars—those reps who routinely exceed quota by a wide margin. At times, the typical sales contests and accompanying prizes don't seem to appeal to them.

"Inspiring top producers takes effort and creativity," says Suzanne Paling, sales management consultant and author of The Accidental Sales Manager: A Survival Guide for CEOs (or owners or presidents) Who Find Themselves Managing Salespeople. "They tend to respond most positively to rewards geared toward them and their interests in the areas of training, sales contests and recognition."

Paling offers the following ideas to help sales managers give their superstars a profitable push.

Customized Training

Superstar salespeople appreciate investments in their career – like sales training. They do not always respond positively to typical classroom style instruction, though. It's sometimes too generalized. They flourish with training tailored specifically to their needs.

Some may want to enhance their objection handling or product demonstration techniques. Look for advanced level courses that offer the particular skill they want to improve.

If you cannot find the right training course, one-on-one sales coaching offers another alternative. The coach and superstar can work together on specific sales competencies without distraction.

Individualized Sales Contests

One week in a condo overlooking the best golf course in the Caribbean. Who wouldn't want to win a trip like that, right? Well, not everyone.

What if your superstar designs jewelry, hikes, or enjoys stock car racing? For whatever reason, a week at the beach offers little allure.

Together with the sales rep, design a contest that would really excite them. If the contest and corresponding prize means something to them, they'll be as motivated as you've seen them in a long while.

Personal Recognition

Top producing sales representatives close most of their company's larger sales. These major sales sometimes create or even save jobs. Non-sales employees might realize larger year end bonus checks. Prestigious accounts are added to the company's client roster.

Yes, closing these sales is a salesperson's job and they're compensated accordingly. Superstar reps often feel, though, that their greater overall contribution gets lost or glossed over because they earn more money than many of the other employees.

When they close a sale that impacts the entire company, ask other non-sales executives, like the head of Engineering or Production, to show their appreciation by picking up the phone and congratulating them. These calls really motivate the superstar.

Some business owners balk at having to cater to their top tier performers. They feel the generous compensation should be enough, but superstars need that added incentive, just like every one else, to help with the rejection and setbacks that are part of a career in sales.

Suzanne Paling, author of The Accidental Sales Manager (Entrepreneur Press), is the principal consultant of Sales Management Services, founded in 1998. She has more than 20 years of experience in sales, sales management, and sales consulting. Working with both field and inside sales organizations, she has helped clients in a vast number of industries including software, construction, medical, telecommunications, manufacturing, delivery, and recruiting.

The Accidental Sales Manager

Entrepreneur Press - $19.95

ISBN 13: 9781599183985 - ISBN 10: 1599183986

SOURCE Entrepreneur Press

Back to top

RELATED LINKS
http://www.entrepreneurpress.com