Within any business, the motivational level of the sales impact in 80% of other departments, if the sellers walk heads down, or unmotivated, the work environment becomes tense and spreads uncertainty and demotivation.

Having a motivated sales team is the key to any company because it means keeping sales and thus the productivity in other areas. But the motivation of a seller is not a constant but is a variable that is influenced by many factors, some external to the organization and other inmates.

business seller

When we talk about an unmotivated seller, we refer to a vendor that has lowered its performance, which starts to be late to meetings, do not keep appointments or making negative comments about the company before the peers or the most serious symptom of all which is the non-compliance with sales quotas.

The first thing to do is to know and understand the cause of their motivation, although the origin is a personal problem, no longer worth what it used to be called to stop the problems outside the office, whether in the home of a person there are problems , these are reflected in the work and back. If this is the case, the seller must offer our support, keeping careful not to interfere in their private lives.

If the factor is related to the job, then under our level of influence the ability to handle it. The causes of demotivation may be multiple, but is key to identify them before trying to solve the problem. To do so, making a preliminary diagnosis of the situation will allow us to prepare a plan of action. At least indicated in these cases is to stop believing that the problem involved is transient or will be solved alone in most cases the problem is aggravated and discouraged seller tends to contaminate others with their negativity.

Once we have found that motivation is a problem with a vendor and we decided that we must do something to rescue and return to their usual positive state, we must exercise our leadership and use communication as the main tool to attack the problem.

A very effective way to initiate this process is implementing the one-on-one, in these meetings, we create the conditions for there to be open and sincere dialogue aimed at detecting the reasons for the changed attitude of the seller, offer support and create together an action plan to exit this bump, eventually the seller must agree to follow the plan of action and the leader should commit to provide support and monitoring.

Many times, just the fact of sitting with the seller and give you the opportunity to speak and express their fears and frustrations to help vent and express the reasons for their motivation and return to work more relaxed and eager to recover their levels usual performance. That is why these sessions are so important by the way, must be personal and private.

Before the meeting you should do an evaluation of its vendor, to know what were the results and performance of the last month, highlighting the positive aspects of the past and areas for improvement in the future, that is, this session will not can be improvised, but carefully planned so that the result is expected and, if documented, we can create a very effective feedback process for our entire sales force, as this session applies unmotivated seller and the seller that is working.

The ultimate goal of the session is to improve the motivation of the seller, regardless of the level you came, if your motivation is low, do not scold, nor try to make you feel bad, your goal is to identify the reasons for their motivation to reclaim the good salesperson, you must show that he cares and is willing to listen together to find a way out of the doldrums it is. If the seller is paying off, then praise him! And that it is documented, because the seller deserves the recognition and also needs our attention.

If we have developed our session properly one by one, has been defined an action plan which is seller’s responsibility to fulfill it, but now are two important tasks for the leader: Monitoring and positive reinforcement. The follow-up action plan demonstrates to the seller that our commitment to improvement is genuine and positive reinforcement is like gasoline it will continue to drive to reach the performance levels used.

Obviously the expected result is an improvement in motivation, performance and results of the seller, but what if you do not get the expected results? We give another chance? Or take a more drastic decision? That only you can answer. Remember that there are always two points of view: every person deserves an opportunity, especially in the past has proven that works, but on the other hand, there is nothing more frustrating and disheartening for a team of sales people working with infected your negativity to others and yet are paid at the end of the month.

If we are aware that we have done everything possible to recover from the seller, we have given time and support to improve their performance, but he has not on his side, we should shake the hand to make a drastic decision. If instead the results are positive and our vendor recovers or improves your results, we have the satisfaction of duty done, we are strengthened against other sellers and enhances our leadership inclusive.