The essence of the model is that sales managers receive a bonus only when the business owner receives money from the buyer for the purchased product.
Methods of material motivation of sales department employees
The advantages of this scheme include the fact that it motivates the specialist to control accounts receivable and timely payment. Among the disadvantages, it is worth noting that receiving money from the buyer in no way depends on the professional qualities of the manager, since the client has the right not to pay anything extra to the supplier at all, and, as a result, the latter's specialist loses his bonuses.
Salary + KPI
To motivate a sales manager why choose vk database to increase the client base and sales volumes, it is necessary to establish a direct link between his income and work efficiency. This is the meaning of this model: the owner introduces a bonus depending on the performance indicators (number of applications/calls, transition of clients from potential to regular, average purchase receipt, etc.), which the manager receives every month. There should be from one to three key performance indicators, and all of them should be realistically achievable, so that the incentive does not become demotivation.
Advantages:
focus on achieving results based on indicators that are important for the company;
increase sales;
the ability to change indicators taking into account the company's goals.
Flaws:
additional time will be required for KPI calculations and planning;
Unachievable targets demotivate employees.
Case: VT-metall
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Step-by-step implementation of a motivation system in the sales department
The employee motivation system should be understood as all the methods used in a particular company. There are two levels of staff incentives:
Global , which involves using uniform methods for all employees.
Individual, when motivation methods are applied to a specific employee taking into account his personal needs.
It is necessary to start working on creating a motivation system at the global level from the very beginning of the business. This process includes several main stages.
Designation of goals
What specific actions should employees perform in accordance with the company's corporate strategy? Tasks and responsibilities are clearly described in job descriptions.
For a company to successfully enter the market with a new product, it is necessary for various departments to perform their tasks. The marketing department must conduct market research and develop a promotion strategy, sales managers must actively offer this product to potential customers, and consultants in sales offices must be well acquainted with the range and ready to immediately provide answers to any questions from consumers.
Development of an assessment system
Identify key performance indicators that you will use to evaluate employee performance. Determine rewards for KPIs achieved and exceeded. When a new product enters the market, create a clear digital plan for each department: number of sales, percentage of increased awareness, number of positive customer reviews.
Step-by-step implementation of a motivation system in the sales department
Testing
Large companies usually test the employee motivation system on an experimental group. To do this, various methods are implemented for a couple of months, after which a comparative analysis of the obtained indicators with the results of other employees is carried out. This allows you to make changes/additions in a timely manner, test again and only then implement the system on a full scale. This way you can evaluate its effectiveness, identify problem areas and mistakes. Let's look at an example of how two different motivation systems were tested in one company.
First diagram:
salary amount – 18,000 rubles;
the bonus amount for achieving all KPIs is one salary;
bonuses for additional sales – one salary;
overtime pay – 1 hour * 2.
Second scheme:
salary amount – 24,000 rubles;
the bonus amount for achieving all KPIs is one salary;
bonuses for additional sales – one salary;
overtime pay – 1 hour * 2.5.