How do regional managers motivate employees?

How do regional managers motivate employees?

In addition to salary and bonus, regional managers should also choose some methods to stimulate employees' work enthusiasm according to the psychological needs of front-line personnel.

Generally speaking, salespeople value the following four aspects most:

(1) Improvement of marketing skills and level; (2) the acceptance of the team and the appreciation of the leaders; (3) promotion and training opportunities; (4) Be competent in the work and gain a sense of accomplishment from the work, and accumulate self-confidence.

1. salary

Competitive salary can attract excellent front-line personnel and motivate them to continuously improve their performance. There are two main sources of sales staff in a company's regional market: one is dispatched by the headquarters, and the other is local recruitment. At the initial stage of operation, the income of the employees at the same level dispatched by the headquarters was significantly higher than that of the external staff, which made the enthusiasm of the external staff very low for a period of time. Later, after consultation between the regional manager and the headquarters leaders, the salary and bonus base of the external employees were increased, and the telephone charges, business trip subsidies and transportation expenses were also increased. The annual salary and bonus income of outstanding external employees even exceed those dispatched by the headquarters, which has well stimulated the work enthusiasm of external employees.

2. Competition

Who wants to live downstream in a competitive atmosphere full of pressure?

(1) competitive sales. Use bonuses and other rewards to encourage front-line personnel to achieve a short-term specific goal. July and August are the off-season of a certain product. In order to fill the channel with goods before entering the peak season and achieve the goal of not fading in the off-season, the regional manager organized a "Third Quarter of World War II" activity under the unified deployment of the headquarters, in which the promotion incentives for front-line personnel were stipulated, and 500 yuan's extra bonus could be obtained after completing the prescribed collection tasks. The incentive effect is good.

(2) Hang the performance schedule of each employee in a conspicuous place in the office. I believe no one wants to see his name at the bottom.

(3) Establish some individual awards, such as customer satisfaction award, new market development award, new product promotion award and best management award (statements, reports, market information, contracts, agreements, etc.). ) to encourage employees to actively innovate.

Get a promotion

Promotion brings not only salary increase, but also the satisfaction of the sense of accomplishment, responsibility and value brought by the change of professional title to the organization. For example, a company has set up a hierarchical system for branch/office sales staff: second-level salesman → first-level salesman → second-level business supervisor → first-level business supervisor → second-level regional manager → third-level manager → second-level manager → first-level manager, and the assessment is conducted once every six months. Those who meet the promotion criteria can be promoted. Different levels represent different levels, and each level will assume more responsibilities, while the salary standard, bonus coefficient and various treatment standards will be improved.

Express appreciation and recognition

Most front-line personnel hope that their achievements can be recognized by leaders, colleagues and organizations.

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