5 Types of Motivation for Salespeople – Leadership Techniques for Sales ManagersOn September 20, 2019 by Raul Dinwiddie
Well in the next few minutes I’m going to talk to you about the different types of motivation. There are five different ways to be motivated. It’s really important as a sales leader and a sales manager that you actually know all five. If you know all five, then you can help people get where they need to go, and let me explain what those look like. When we talk about motivation, each person is equally motivated to do something or not? So if you think of motivation as a full tank, it can work against you, or for you, it depends on the balancing act of what’s holding you back or what’s moving you forward. So when you think about your employee, or the salesperson that you’re working with, you really need to know two things: One is which what is holding them back? (and that’s I’ll explain that in another video), but I want to talk to you today about the things that motivate individuals. So let me explain what they are: the first one is the guy that’s “goal motivated”. When you think about a goal, goal motivated people, they turn around and they get turned on by achieving great things. They’re usually the people that will keep track of every sale that they make and sometimes will push it so hard that they’ll actually step on other people’s toes, because they are so after their goal. They’re gonna see a graph, but yeah, I mean if you ask them where they are for totals for the year, they know you don’t even have to get them to track, they track. They are goal motivated. They’ve set a goal to do a certain volume or achieve a certain great thing and they’re going after it. That in itself is what they’re after. They don’t need your pat’s on the back, of course if that happens that’s wonderful, If they get the acclaim up front that’s fine, some of them don’t even want that. They won’t even show up for an awards dinner or anything of that nature. But what they really want, is they want to achieve it and know that they did it. It’s personal, and that’s what’s in it for them. Those individuals, all you have to do is help them get clear about their goal. How do you know when they’re not really moving forward, or what’s really going on if they’re it seemed to be demotivated? Well, two things can happen with a goal motivated type of person. If they’re demotivated, or down, one or two things takes place. It’s either they’re getting burdened with personal stuff on the outside of their life, a business life, and it’s slowing them down. So it’s causing them distraction, number one, or number two is they don’t have a goal set and it’s the biggest thing that I saw in performance goal-setting when I started to work my clients. They would achieve a great goal, and they would not set a new goal. They would hit the goal and immediately drop back down within about two or three months down on the previous level of performance that was not producing results for them prior to actually sitting and going after a goal. So one of the first things, I tell folks is this: is as a sales manager, you got to know when somebody hits a great quarterly goal. That’s awesome. Give them a little bit of time to celebrate it, you know pat them on the back, and then, you know, two or three days and then bring them back in the office and get them set for the next goal, because it’s critical to reset the next goal. If you don’t reset the next goal you’re probably not likely to get them to produce any results and before you know it, you know, the person that was so on target, so self-managed and doing such a great job, is no longer doing a great job, and they’re gonna show up on one of your reports. It’s like way down. You know why is that happening? Well? That’s what happening. They didn’t reset their goals. It’s always good to check in with them, that’s your job, check in with them to see what kind of goal they’ve got. Now the second way that people actually you know get their information, or get their goal set, when it comes to motivation is they’re “learning motivated”. So number two is learning. Learning motivated individuals don’t care about goals, particularly, unless it’s a goal to learn something they love to learn and most of them love to share it and they’ll be the great teachers in your midst. They’ll be the person that’ll turn around and ,you know, be in the sales process, and you gotta give them all of the information, because they are a wealth of knowledge. And so they’ll always be reading books. They’ll always be doing things, and they’re very good leaders because they’re always learning. We just want to get them to actually put it to use which in most cases not a problem, but it’s about learning so a great way to motivate that individual is sending them to a course if they hit a goal. A particular level of accomplishment, or giving them something to shoot for that gives them status in the organization where they can train others, as long as their performance is doing quite well. So they understand that that they need to use that as a mechanism to actually move forward. From a motivational perspective, its very unique. Does it work exceptionally well? Well, it’s got triple the benefits when you think about it, because if they’re training other people, or raising other people up in the organization that you have, you’re gonna find it not only are other people improving, but this individual who’s learning motivated will also be very much engaged and producing great results. Now what does it look like when they’re not producing? It’s really hard to understand that you have to be motive that you’re motivated by learning, and if you understand that it helps. So as a sales manager, you need to understand that that individual may not be aware, because it’s not culturally normal, unless you’re very academic, and then that’s the goal, is you’re going after certain degrees in university or your occupation and then that becomes very academic, but in sales, we don’t really necessarily have credentials that, you know, give a status. So it’s your job to make sure that you’re acknowledging the work that they’re doing, and asking where the next focus is in making that part of their goal. It’ll make them a happier person. It’ll make them more productive. They’ll contribute more you’re gonna find that they’re gonna be finding themselves excited to come to work. It’s just exactly what you want as a sales manager. So they’re very uniquely motivated, you need to help them with that, and that’s an easy job to do, if you know that they’re learning motivated. And how do you tell that? Well, they’re the person that’s always coming up and telling you about the latest book they’ve read. If you want to know anything, that’s a person you’ll go to. They know everything about everything, and even stuff that’s not even relevant to the occupation. They just love to learn, they take a course all the time. I’ve got a good friend of mine. She is always in a course. She is a walking encyclopedia. Or ,if you will, she’s almost knows just everything! It’s really amazing. So it’s wonderful to talk with that individual, because she’s always got great insights, and great things to bring to the table. She’s learning motivated, and so can your people in your office be motivated as well, and your salespeople can help them get really clear about that so they can move forward. Now the third one that we’re going to talk about is what we call “people motivated”. People motivated are lovers of people, are awesome to work with because they just love the relation part of it. They love to sell because they get to talk to people, help people achieve great things, or make an impact in people’s lives. They are focused in on relationship. So let them have that and you need to spend time with them to develop the relationship. A great way to motivate that person when they’re people motivated, is to give them your time when they achieve goals. So you take them out for lunch, right? When they hit the goal, or you put that on top or you take them to a course with you, or you do something where you’re spending a little bit more face time with them. Based on how they’re doing. The danger here that you can run into when they’re demotivated, is when they’re starting to you know not produce, is that you’ll give them what they want.. time. Time will give them that connection that they’re looking for, but it’s a negative motivator. It actually is the opposite of what you want to do. So you may be causing yourself this problem, where you are turning around having to dedicate time watch this individual spending time talking with them because they’re not producing, and it’s exactly what they’re is motivating them. So it’s motivating them not to do anything, because every time they don’t do something you’re giving them time. So you got to turn around and actually really be aware of that for that individual, so you can spin it around and actually work it the other way ,and just say “great, when you get those calls done, or when you contact that account, we will spend a few minutes together.” So at least it’s moving them forward, but you don’t create the problem, and unfortunately, these types of people most sales managers don’t pick this up And that’s exactly what they’ll do. They’ll start dedicating time helping this person get going, and this person becomes what I call “enabled to be ineffective”. And strictly because they’re getting what they need in a negative format by being dysfunction-ally inapt, and what they’re doing. So you know, that’s just not going to work if you’re trying to produce great results. So be aware of that it’s a little bit sneaky. That it’s creeps up on you, and it’s not being aware, but you need to know that for every person that you’re working with. What’s number four number four is what we call intrinsic Now, what’s number four? Number four is what we call “intrinsic”. Intrinsically motivated individuals are people that are motivated internally by things inside of them. It’s like a spiritual thing that I have to do, and it has nothing to do with you, or someone else. So if you’ve got a salesperson that is motivated at that level, what you want to do is you want to just ask them? What it means to them to achieve? You want to be aware of it. And they’ll have some goal of something that they’re becoming, someone that they want to accomplish, and they’ll say things like “I want to be a master salesperson.. .. I want to be the best that I can be… I want to hit this level of accomplishment..” It doesn’t necessarily have you know, specifically it may have a goal number on it, but it’s probably more about exactly how that number relates to their internal feeling ,and you’ll know because they’ll say “I want to hit (x) number of dollars in sales”, and that’s one way they’ll say it, and that’s a goal-oriented person, I will say it with that kind of tonality. And then the intrinsic person is going to go “I want to hit that level”, and then You know it’s got a different tone to it when they’re talking about it because it means something very big on the inside. It’s not rah rah rah, it means that they’re becoming someone. And it could be a stepping stone to the next position for them. It could be a number of different things, but it’s more about internal satisfaction, and that’s what you need to understand to help them work. The fifth way that people are motivated is really quite different. It’s all about thrill and excitement. People that are motivated by thrill and excitement love to have something that gets their blood going. So that’s the opportunity to do things that they wouldn’t normally do. So a thrill seeker, you know, hits a goal, they may want to jump out of a plane. They may want to turn around do a high-five and do a little bit of a scream, dance or something like that, But they want to have some kind of thrill that’s going to get them going. Then the bigger the goal is, the more likely they’re gonna pull it off. With a thrill seeker, if they’re not having a large motivation it’s usually because there’s nothing at stake. There’s no risk. There’s nothing that’s gonna, you know, get their blood pumping. It’s not even a big enough goal to get them going. So they’re actually finding themselves just a 10% increase is not doing it. They want to accomplish something that everybody will notice and that everybody will do the “high five”. It’s got to push them way out of their comfort zone. Thrill-seekers are those individuals that will turn around and get things going in a way that you can really appreciate, because they’re gonna create an energy. They’re gonna create a momentum. They’re gonna create all kinds of things that are going to take place that are going to add-in to the environment at your office. They’re going to probably bring some people in, and people are gonna start to get motivated as well. They’re gonna turn around and make it so that’s a big audacious goal. Go after it and really dig into it. If you’ve got a thrill seeker in your midst, you’ll know, because they’re very outgoing, and they’re very gregarious. If they’re not feeling gregarious, that means they’re demotivated because the goal is not big enough. I’ve done seminars where I’ve talked to individuals that are thrill seekers, and I’ll ask them what their goal is and they’ll go “yeah that’s my goal for year.” And I look at them and go “you’re not even motivated to do that goal. So the likelihood you’re doing is pretty slim right?” And they go on ” I don’t know, whatever”. I go, “You could probably do that in your sleep right? It’s like 10% increase over last year.” “Yeah, no big deal”, Well it doesn’t take your breath away, so it doesn’t really, you know, you can’t even remember what the goal is, do you? And then they start to laugh. They said, “well probably not”. And so what would be the big scary goal that would actually get you motivated to do something that’s unbelievably exciting? You know and what would that look like for you? That’s when their ears will you know perk up, their eyes will get wide open, now they’re engaged, because now it’s worth chasing after. So those individuals you know, have a certain type of personality. A little hard to understand but I got to tell you, they can produce phenomenal results in a short order when you need the miracles to happen. They can pull bunnies out of the hat. They are wonderful for that. You want to make sure that they’re on your team. So I’ve given you five different ways to be motivated. It’s really important as a sales leader and a sales manager that you actually know all five. If you know all five, then you can help people get where they need to go. It’s really important that you don’t treat people the same way. One to the next to the next to the next because we’re all motivated differently. What you do for one person to motivate them, doing the same thing to that next individual will might demotivate them, and so that’s just important for you to know because you need to fine-tune your skills for each person that’s available, so you’re giving them what they need. One-on-one for those few moments a day that you can talk to them and get them focused in a way that’s going to get the results that you’re looking for as a team, and making sure that they get what they need so they can produce results. Think about it from this perspective: If you had a fleet of trucks and some were gas and some were diesel, you would not put diesel in the all of them, because that would kill the motors on some of them. And so you know we take care to make sure the good input is coming out, going into the unit that we’re working with. The same thing applies in sales management. You have to make sure that you’re giving good input to those individuals so they can use that input as motivation, and yes, they do want to produce great results for you. Please take this information, put it to use. My name is Rich Grof, if you’ve got other questions like this on motivation check out some of my other videos on motivation, because we’re going to get into it in great detail for sales managers and leaders, and if you’ve got other questions that pertain please put them down on the bottom comments, and I’ll definitely get a video going for you. Again, Rich Groff, RG Performance Sales Coaching. It’s been my pleasure.