The 5 Biggest Sales Management Coaching Pitfalls

There are three ways in which managers try to encourage hard work in their employees. These are threats of punishment for poor performance (for instance, disciplinary action or loss of employment), bonuses and increases in wages and promotions. Unfortunately many things you've been taught as a manager may be counterproductive:

Giving Rewards Doesn't Work – Studies looking at human motivation found that giving external rewards actually damages long-term motivation and performance, making the person less likely to achieve what they are capable of. It also dampens down creativity and problem solving skills and can reduce enthusiasm for the job if they are given for tasks the employee already enjoys. This is because external rewards heighten anxiety and make them feel controlled. Once they have achieved the short-term goal and ‘won’ the prize, their overall investment in the job declines.

Threatening Punishment Doesn't Work – Using the threat of punishment doesn't work because once that threat is removed, the employee becomes demotivated. It is also counterproductive to the three basic psychological needs of workers, which are:

• The need to feel competent and a valued member of the team
• The need for connection and cooperation with colleagues during team work
• The need for autonomy or self-direction within the workplace

When these needs are satisfied, staff are internally motivated just because they enjoy what they do.

Bonuses Don’t Develop Long-Term Motivation – While employees are motivated by pay, it isn't long lasting. The only way to encourage internal motivation is to have a supportive workplace that recognises talent in others, gives need-based feedback and offers recognition for a job well done.

Negative Communication Doesn't Work – If you as a manager offer information in a negative or judgmental way you block communication. If you offer choices within your information, you can encourage a sense of autonomy in your staff that increases work satisfaction.

Choose External Rewards Carefully – Used in moderation and in the context of a supportive workplace, rewards can be motivating. Avoid competitions (they never feel good to the loser). Only offer rewards after they have done the work instead of as an incentive, express appreciation and highlight the positive impact they have had on others.

If you would like to get more information on sales management, you can visit www.achieveglobal.co.uk

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