By Barb Bruno | Friday August 6, 2016
Individuals you hire have different personalities, levels of experience and core competencies, which is why it’s important to individually mentor. You cannot motivate a person who does not choose to be motivated. The reality of motivation is it comes from within. The following are ten strategies to individually mentor your team:
Document up front
If you want to motivate your team, you need to have policies, procedures and systems in writing. When you hire someone to work for you, they need a job description and a written list of expectations.
The difference between companies that consistently break records and those that experience peaks and valleys often comes down to a consistent meeting schedule and the built in accountability.
One of the greatest reasons for strong employee retention in our profession, as well as Corporate America, is consistent training. If you want to know where to focus your training efforts – just ask your employees. They are aware of the areas that cause them problems and appreciate the fact that you are willing to customize training where they have specific needs. This motivates your sales team members.
Lead by example
Whether you are still involved in production or not, it is important for you to be the most positive person in your office. Your personality and attitude has a direct impact on every member of your team.
It is impossible to stay motivated if your team has to wonder which one of you is arriving at work today. Each member of your team will sense if you are still passionate about our profession. Your passion, enthusiasm, encouragement and dedication to your team will help them attain higher levels of performance and success.
Manage by walking around
There is a certain level of noise in a successful recruiting and staffing firm that I refer to as the hummmm in the office. If all you hear is clicking on computer keyboards vs. conversation on the phone, you have reason for concern.
Brainstorm with your team
If you want to know what motivates each member of your team, just ask them. Again, this is showing each member of your team that you are trying to focus and customize your efforts in areas that are most important to them. The more you address the WIIFM (What’s In It For Me) of the team you supervise, the quicker you will see results.
Create a team environment
You need to reward collaboration, which will encourage your employees to develop a strong working relationship with their co-workers. Show them how they can achieve a higher level of success by utilizing the talents of their co-workers to their benefit.
Entrepreneurs are famous for making changes on a regular basis. You need to present change as a positive to your team members so they sense the WIIFM (What’s In It For Me).
Close your open door policy
This is especially critical if you are still working a desk, unless the question involves a “close.”
Fine tune your listening skills
You cannot talk and listen simultaneously. When members of your team are talking, you need to listen to understand where they are coming from vs. listening to solve. Your goal should be to become the best listener in the lives of each of your employees.
In order to individually manage and motivate the members of your staff, it is effective that you get to know them outside of the office. Often people have a work and a non-work personality. The better you get to know the people who work for you, the better job you will do as their manager.
When you begin to Individually Mentor and Motivate your sales team, attitudes and morale will improve, production and profits will increase and you will successfully retain your sales team.