- Ensure you have a mentor in place (that doesn’t mean the MD)
- Information is key – encourage attendance at conferences and seminars as well as subscriptions
- Performance related bonus schemes motivate no end – KPIs don’t just mean financial targets though
- Money is it’s own reward so give time in lieu, buy books and of course, drinks – maybe even set up an Amazon wish list for the company
- Regular team meetings should be more than catch ups – encourage debate and brain storming – but keep them short!
- Make reporting simple and ensure the whole team knows about successes and don’t niggle about expenses
- Set quarterly tasks – rethink your approach to presenting, or the newsletter focus or even target sectors. Trust their brains and get genuine buy in
- One to ones are essential so take the time to spend an hour together – a drink after work or a lunch will build bonds and spend the time listening not talking
- Training on the job is one thing but make sure there is a plan! If not write one together – set targets and stick to time lines
- Get outside experts to come in and train your team – every pound spent on training will see a return on investment tenfold! Even refreshing objection handling techniques will reap results.
If any of my previous managers had done just half of the above properly I probably wouldn’t be writing this post, I’d still be working at an agency! If you choose to follow this path be consistent and deliver – human beings are more disappointed when they are promised change that isn’t then delivered than if they know for certain things are just going to remain the same.
If you’d like to have am informal chat about any of the above, about our training offer or even how to set up a development plan for your sales team then get in touch.