How to motivate salesmen to create dreams

Principle 1: Incentives should vary from person to person Due to the different needs of different employees, the incentive effect of the same incentive policy will be different. Even the same employee, at different times or in different circumstances, will have different needs.

Since motivation depends on internal factors and is the subjective feeling of employees, incentives should vary from person to person.

Principle 2: Appropriate rewards and punishments Improper rewards and punishments will affect the incentive effect and increase the incentive cost. Excessive rewards will cause employees to feel proud and satisfied, and lose the desire to further improve themselves; Rewards that are too light will not motivate them, or make employees feel unvalued.

Excessive punishment will make employees feel unfair, or lose their identification with the company, and even produce feelings of sabotage or destruction; Punishment that is too light will make employees downplay the severity of the mistake and may make the same mistake.

Principle 3: Fairness of Incentives Fairness is a very important principle in employee management, and any unfair treatment felt by employees will affect his work efficiency and work mood, and affect the incentive effect. Employees who have achieved the same results must be rewarded at the same level; Similarly, employees who make the same mistake should be punished at the same level.

If this is not done, managers prefer not to reward or penalize. Managers must have a fair mindset when dealing with employee problems, and should not have any biases and preferences. Although some employees may be liked by you and some you don't, at work, you must treat everyone equally, and there must be no unfair words and actions.

Principle 4: Reward the Right Things If we reward the wrong things, the wrong things will happen often. Although this problem seems simple, it is ignored by managers when it comes to implementing incentives.

Principle 5: Timely incentives Don't wait until the year-end bonus is paid before you plan to reward employees. When employees perform well, they should be rewarded as soon as possible. The longer you wait, the more likely it is that the effect of the reward will be reduced.

No matter how good the dream is, there is a time to wake up.

Improving the performance of salesmen is not just by dreaming, if only dreaming, it is fooling.

We must improve the business skills of the salesman, help the salesman solve the difficulties in the work, reasonable incentive mechanism, promise business fulfillment, material + spiritual double incentives, in order to improve the business.

What is the person's need, you give it, and then draw a blueprint for him to go home and imagine.