I recently read a post about how the gig economy is affecting business, productivity and profits. If you are experiencing employees who seem unmotivated and not as fresh or on top of their game as previous times, they may be moonlighting well into the night. This can be especially damaging if it’s impacting your sales team because they’re not continuously working to fill their pipelines and find potential deals.
The post gave an example of a salesman who went from earning $200,000 annually in his base + commission position, to just over $50,000. His sales leader discovered that he traded the long-term success that required planning, persistence and effort for the short-term gain that he could bring in small dollar doses from Uber after each ride.
I was curious, is this an anomaly or something more widespread? I speak to sales candidates on a regular basis. I shared this story with them and many were quick to jump in with their own stories of someone on their team who was doing the same – essentially, some sales execs are treating their jobs now as gigs with benefits.
What should you do to prevent your sales team from getting caught up in this phenomenon?
Keys to keeping your sales team engaged:
- It starts with communication. Make regular communication with the team, individuals, keeping your door open and being aware of changes in their communication patterns a priority.
- Set sales goals at the beginning of the year, making sure your team understands how they were set, have given their buy-in and are rallied to do their part to meet them.
- Set metrics to measure the right things and review them individually and with the team regularly.
- Provide tools and training to keep your sales execs sharp, focused and successful.
- Experience makes me a fan of sales comp that includes a fair base, an individually-based commission, team-based commission component plus a year-end bonus potential for extra achievement.
- If someone on the team seems checked out, check in with them. They may have something going on in their personal life that would benefit from your support. If they’ve lost their motivation and drive, don’t let them pull the team down. Move them out or reassign them, if they no longer fit your sales team’s culture and winning attitude.
- If you do find yourself in a position to expand your team or replace someone, invest well in hiring. If your hiring track record could be higher or you don’t have the experience, time or resources to hire well, consider working with an expert.
- Finally, go the extra step of using an assessment that measures competencies to ensure and validate that the candidate’s background and skill set match your candidate profile and job requirements, before finalizing your hiring decision.
Invest in your team to keep the best and help the rest to move on to the gig that fits for them!