The role of a sales manager is a multifaceted one. You are, alternately, the disciplinarian, the architect, the teacher, the cheerleader and the camp counselor. And you do all this in service of keeping your team motivated.  

To help you maintain the absolute best sales team, one that’s happy and profitable, here are four motivation tips you can use.  


Give Them the Necessary Tools to Succeed

This might be something as simple as a quote written on the whiteboard, or it might be something as comprehensive and involved as a sales engagement platform. They are both tools for success, and reps need both of them.  

Provide your new team members with thorough onboarding, be sure to regularly dispense with insights to help them grow, offer up quotes that will inspire sales teams to success and equip them with a sales engagement platform that will make them more effective salespeople. The more tools you give them, the stronger your team’s foundation will be.  


Set Clear Goals


Here’s a ten-dollar word for you: Disambiguation. Put plainly, disambiguation is the process of clarifying and fully explaining your intentions. It’s a crucial tenet of good management. The clearer the goals are that you set for your team, the better chance they will have at successfully following them.  

Not knowing what to do is a frightening state to be in. If your reps are uncertain about what’s expected of them, they will become stressed and dispirited with the work. Unsure whether the goals you have set are clear or vague? Simply check in with your reps from time to time – they will be more than willing to let you know.   


A Little Recognition Goes a Long Way 

From kindergarten classrooms all the way up to the C-Suites of Fortune 500 companies, people need positive reinforcement. Feeling that your hard work has been recognized, that your successes have been applauded, makes you want to keep working hard. While someone might tell you they only work for the paycheck, in actuality just about everyone craves the acknowledgment and respect of their peers.  

One of your reps just had a banner month? Publicly congratulate them. There’s nothing wrong with cultivating a so-called “gong culture.” Conversely, if one of your team members is struggling, privately work with them on what they can change in order to do better.   


Create a Community


Sure, you could structure a team full of individual mavericks in competition with one another for the top spot. Or, you could create a team of people that help each other close sales, celebrate each other’s victories and brainstorm when something goes wrong. The latter, it probably won’t shock you to learn, is the better motivator.  

It’s one thing to sit in your office poring over reports and metrics (a necessary facet of the job, to be sure,) but you also have to play the role of motivator. That might involve giving them the right tools, setting clear goals for them, recognizing their efforts or encouraging them to work together – but in all likelihood, it will involve a combination of all four.