Hunting Big Sales with Tom Searcy

3 Ways to Motivate Your Large Account Sales TEAM

In Daniel Pink’s important book, “Drive,” he convincingly shows that pay-for-performance is inversely related to complexity. Simply put, the longer and more complex a desired outcome is to achieve, the less pay-for-performance matters. A strong example is in the world of large sales. Large account sales require more time. If you want to keep sales people motivated in these longer and larger sales, you need to provide more compensation in salary.

There are also additional people- not just salespeople, but your whole team. To land a big deal, you’ve got to load up your team with people of all skill sets (subject matter experts who can speak the client’s language), because one person (a sales guy) out there on his own is not going to cut it. How do you keep those people engaged as well? If they’re not seeing their efforts translate into money in a meaningful way (commissions, profit-sharing, bonus, etc), they’ll too be distracted by the not-so-shiny-objects of their every day job.

How to Take Action

1. Pay more for big sales — and spread it around

The sales representative is not the only person involved in the hunt. The fact is, after the initial interest is generated, the internal subject matter expert team does a lot of the heavy lifting.

2. Put a trophy-bonus on the wall

Make it specific and personal. At one point in my career, I had a competitor for which I had a personal distaste. I wrote up on the wall that competitor’s top 10 clients and told my team, “I will pay a 20% premium on commissions for every deal we land from this list in the next 6 months.” We got 3 and it tasted sweet.

3. Cut out the money on little deals

You can’t get people focused on bigger targets if they get similar ratios of money for smaller deals. Cut little deal commission in half. This is about changing behaviors and time investment.

Posted by admin in Sales Strategy.



 

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