Saturday, January 27, 2007

Getting the team moving
Incentives that work for the long haul!

It’s January in the North Country, as I board the plane I see some familiar faces, executives from one of my client companies.

“So where are you heading?” I ask him.
“Taking my team to Vegas for a week of golfing!”
“The whole group or just the top 20%?” I ask.
“Oh it’s wonderful, over 90% made the cut this year based on our production goals, the largest group we’ve ever taken!” (40 sales people on staff)

Apparently our training and their incentive program had a good effect!

What about your team’s performance?

Then late last week I had conversation with another client and discussed how they could set up an incentive program that would work.

During the conversation, the question arose as to whether he should spell out that the rules state the poorest perfromer gets fired as a way to put some teeth into the program.

I strongly suggested he not proceed down that path! I wanted him to look at what his real objectives and outcomes were in implementing a program.

Our discussion that followed, was very similiar to many others I have had with managers struggling with the same situation.

I have placed the recap of that conversation below.. .....More......
Big Fish or Little Fish
Managing sales quality versus quantity

Does this situation sound familiar?

Bob just made a career change from a stable salaried job with plenty of work to an independent contractor status on straight commission.

He sent me an email asking;

“How do you deal with all the ups and downs, handle the financial end when you don’t know what this month’s income is?”
Another question he had; “What about the size of the sale, should I just chase the big ones? But I feel I need to do some smaller sales too, which is better?”
Then he asked; “How do I find a balance?”

Would you say Bob is in a flux?
Or more like a pickle?
Can you relate?

Here is what I suggested to Bob: ...More....
Creating Your Own Business Culture
2 Key Basics

The big question that we get asked is,

“How do I go about changing our business culture?”

We believe in keeping it as simple as possible, even though this is not a simple process or issue. There are two very basic and core elements that every leader needs to concentrate on to change or build their business culture.

1. The first is their Vision and Mission, (yes you have heard this before, or have you?) What is it you want to be when you get there, but more importantly, who do you want to be on the way there? ....More...