Finding a great sales person for your team in Germany is one thing. Keeping that person motivated is another.
Sales is a constant roller coaster of highs and lows. Working with a team that performs well is great. But what do you do when standards start to slip and people switch off? Below are the tips that have worked for me.
Why money alone won’t motivate a German sales team
As a sales leader, I first assumed that everyone was driven by the same thing: money. Of course, pay is one of the main reasons people work in sales. However, money itself is rarely a strong motivator day to day. So you need to look at what sits behind it.
What financial rewards mean to your sales team in Germany
This sounds simple. Even so, you need to know the personal goals of each person in your team. Commission is more than money. For example, it can pay for a first house, a long-planned trip, or support for family back home. So find out what sits behind the number. Then remind your team of those goals, especially in a difficult quarter.
- Ask each person what they are working towards
- Remind them about those goals on a regular basis
- Keep your commission plan simple, so everyone knows exactly what to do to get there
Lead from the front
Your team mirrors what you do. This matters even more in a German sales team, because trust is earned slowly and inconsistency gets noticed fast. In other words, if you are not motivated and not hitting your own goals, you will struggle to convince anyone else. Actions speak louder than words.
Show appreciation
Everyone wants to feel appreciated. At first, I assumed a big bonus did that job for me. In fact, I was wrong. People want to work in a place where they feel valued. Above all, make sure your kind words are honest. Otherwise your team will see through them quickly.
Build trust
Be honest, direct and straightforward. As a result, your team gets to know you as a real person. They will also respect a leader who admits mistakes and gives clear, constructive feedback. So never beat around the bush. Say things as they are.
Be creative with your incentives
Not every incentive has to involve cash. For example, I have seen people work much harder for an extra day off than for vouchers or a bottle of champagne. Therefore it pays to ask. In your next team meeting, talk about what people would actually like for hitting their targets. Then build your incentives around those answers.
Start with the right hires for your German sales team
These small, personal touches often matter more than any bonus structure. Still, motivation is far easier when you hire the right people in the first place.
If you are building a sales team in Germany from scratch, take a look at the roles we recruit for, or tell us about your vacancies. And if your people work remotely, this may help as well: how to manage a remote German sales team.
My personal recommendation on leadership:
Playbook: A Coach’s Rules for Life