Sales support personnel include customer service reps, account coordinators, sales assistants, and others whose efforts have a critical impact on a sales forces success. The chapter discusses motivation from the perspective of the sales force.
How would you apply the concepts discussed in the chapter to sales support personnel?
What can a company do to motivate sales support personnel?
Initial/Original Post
Please post what you view as the appropriate responses to the above prompts. Your initial post should be 250 words. Please provide response with a clear, well-formulated thesis; sentence structure, grammar, punctuation, and spelling count. Support ALL posts with appropriate rationale and citations from readings; document sources using APA format.
REFERENCE:
Please use: Sales Force Management 13th Edition, Johnston + Marshall
After login, go to Sarahs Bookshelf and then to the Sales Force Management Book.
After, please provide responses to the following two prompts.
Responses to at least two classmates postings should be approximately 50 words and should be thoughtful, substantial, polite and more extensive than a simple “well done” phrase or “I agree” Consider points of agreement, disagreement, assumptions, and value judgments. You will be able to respond to others after you submit your initial post.
RESPONSE #1) (50-60 words)
Motivating personnel is a complex task because there are no to employees that are motivated by the same rewards. Some are motivated by financial rewards while others are motivated by non-financial rewards. It is key to have a reward system that takes this into account, a one size fits all method will be very limited in effectively motivating as many employees as possible. Allowing all employees to have a say in the structure in the reward system is key, this allows for the integration of different methods of motivation that reaches all employees.
As a base to the structure, I would start with the financial incentives. This being the easiest to measure and distribute. There would be alongside promotions and raises I would use a staged structure to the reward system the better an employee performs the higher the financial reward. Starting off with a $25 gift card and ending with $500 grand prize. Using metrics such as average response time, resolution rate, and top performers. Although there are many employees that would be motivated with financial incentives. To start the reward scale, I would use paid time off as the main reward because it would be easily measured against performance. The same metrics could be used to measure the performance of employees as were used for the financial incentives.
Creating a work environment that is positive is key. Allowing for employees to have recognition for work archived and having their voices heard will create an environment that allows for growth and advancement within the company. This would be environment that allowed employees to feel as those they are essential to the sales process giving them a boost in self-esteem and give employees a sense of achievement.
RESPONSE #2) (50-60 words)
Sales support personnel may not be the most important part of a company, but their role and role can go a long way towards the success of the entire sales team. The most effective way for a company to encourage or motivate its sales enablement staff is to understand their motivation. According to the textbook, a salesperson’s motivation to expend effort on a given task is determined by three sets of perceptions: (1) expectanciesthe perceived linkages between expending more effort on a particular task and achieving improved performance; (2) ) instrumentalitiesthe perceived relationship between improved performance and the attainment of increased rewards; and (3) valence for rewardsthe perceived attractiveness of the various rewards the salesperson might receive. better salary. Therefore, the company should carry out corresponding incentive measures from the satisfaction of employees with the current incentives.
