Within any type of company, the motivational level of the sales team affects 80% of the other departments, if sellers are lower; the work atmosphere becomes tense and spread uncertainty. Having a motivated sales team is the key to any company which means maintaining sales and thus the productivity in other areas. But the motivation of a seller is not a constant, but is a variable that is influenced by many factors, some external to the Organization and his fellow inmates.

When we speak of a disheartened seller, referring to a seller that has lowered its performance, which begins to be late to meetings, does not comply with citations or making negative comments about the company before the companions or the most serious symptom of all that is non-compliance with the quotas of sales.

a disheartened seller

The first thing we must do is to know and understand the cause of his motivation, even if the source is a personal problem, already not worth what he formerly said to problems outside the Office; If there are problems in the home of a person, they would be reflected in the work and vice versa. If this is the case, we must offer the seller our support, keeping care not interfere in her private life.

If the factor is work-related, then it is under our level of influence the possibility of managing it. Causes of demodulation can be multiple, but it is key to identify them before trying to solve the problem. To do so, make a prior diagnosis of the situation allows us to prepare a plan of action. Less suitable in these cases, is to stop intervening believing that the problem is transient or that it will be resolved only; in the majority of cases the problem is compounded and a disheartened seller tends to pollute others with their negativity.

Once we have detected that there is a problem of motivation with a seller and we have decided that we must do something to rescue him and return to their usual positive State, must exercise our leadership and use communication as a main tool to tackle the problem.

A very effective way to start this process is one implementing meetings, at these meetings, we create the conditions to ensure an open and sincere dialogue whose aim is to detect the reasons for the change in attitude of the seller, offer support and create together a plan of action to get out of this slump that, finally the seller must commit to follow the plan of action and the head must commit itself to give support and follow-up.

Many times, just sit with the seller and give you the chance to speak and express their fears and frustrations helps so they vent and express the reasons for his discouragement and return to his more relaxed work and with a desire to recover their levels of performance used. Why are so important these sessions which must certainly be personal and private?

Before the meeting you must get an assessment of the work of your vendor, which have been the results and performance of the last month, highlighting the positive aspects of the past and aspects to improve in the future, i.e. this session not can be improvised, but rather carefully planned so that the result is expected and if we document. We can create a feedback process very effective for our sales force, since this session applies both to the seller disheartened for the seller that is giving results.

The final objective of the session is to improve the level of motivation of the seller, regardless of the level that came; If your motivation is low, regain it not, nor so try to make feel bad, its objective is to detect the reasons for his motivation to win back the good seller; You must show that it cares about him and is willing to listen to it to find together a way out of the slump that is. If the seller is giving results, congratulate you! And let us also be documented, because the seller deserves the recognition and also needs our attention.

If we have adequately developed our session one, has been defined an action plan which is the seller’s responsibility to meet it, but now are two important tasks for the leader: monitoring and positive reinforcement. The follow-up to the action plan shows you the seller our commitment towards its improvement is genuine and positive reinforcement is like the gasoline that will continue driving to reach levels of performance used.

The expected result is obviously an improvement in motivation, performance and results of the seller, but what if you do not get the expected results? Do we give him another chance? Do or reach a decision more drastic? That only Ud it can respond. Remember that there are always 2 views: everyone deserves a chance, especially if he has shown in the past that gives results, but on the other hand, there is nothing more frustrating and desmotivante for a sales team that work with people that infected his negativity others and receive their pay at the end of month.

If we are aware of that have made it possible to recover the seller, have given time and support to improve their results, but he has not put on his part, should not shake us the hand to take drastic action. If on the other hand the results are positive and our seller recovers or improves their levels of performance, we will have the satisfaction of fulfilled duty, strengthens us to other vendors and reaffirms our inclusive leadership.