Set relevant goals to weaken disengagement

Were you ever asked to reach a sales goal in your career? This could have come to you as a monthly or a quarterly target and mostly had a yearly component to it. So, what was your reaction to it? Usually, people have one of the below mentioned responses:

1. How did they even come up with a number like this? I am not sure if there were two of me, I could reach this sales goal.

2. This is a reasonable number. I can do this.

3. I can do this very quickly; it is a ‘cake walk’ for me.

Your reaction to the goal can determine the probability of your engagement and success in the program.

Relevance is not taken into accordance for many incentive programs. They use the same goal for everyone (i.e. 10% lift to achieve the award). This can be a hit if you are on the underside of the sales rankings. But, it would not be tough for you to raise your sales by 10% if you are a top achiever. This leads to disengagement!

Here comes a question, why should you worry about disengagement? Disengagement can mean the difference between meeting a sales goal and missing it completely. If the goals are germane, then majority of the team will ‘buy in’ and perform well to achieve the goal. This issue needs to be fixed for better show.

Rank your sales people and divide them into similar groups (segments). Followed by that, look at each segment and create a relevant goal for each of them. This will mostly take on a larger part of your audience than you ever have before, thereby, leading to better results.

Learn about the most innovative programs that can make the difference in your sales results, participants’ responses and in overall success by contacting us.