12 Strategi untuk Memberi Insentif kepada Pasukan Jualan Anda Dengan Berkesan

The sales profession comes with demanding challenges, from frequent rejection to high-pressure interactions that can quickly drain and demotivate staff. To maintain performance and reduce turnover, companies must incentivize the sales team with well-planned rewards and ongoing support.

When designed strategically, incentives can motivate sales teams to go beyond expectations, leading to higher client acquisition and increased revenue. Understanding how to incentivize a sales team effectively ensures that motivation stays high without straining company resources.

This article explores the key factors behind job satisfaction and motivation in sales. We’ll also discuss practical, cost-effective ways to incentivize sales teams for better performance and long-term success.

How to incentivize sales team: 12 Effective strategies

Beberapa strategi penting yang boleh digunakan oleh syarikat untuk memahami cara memberi insentif kepada kakitangan jualan mereka disenaraikan seperti berikut:

1. Memahami motivasi pasukan jualan

Langkah pertama untuk memberi insentif kepada pasukan jualan anda dengan betul ialah memahami apa yang mendorong mereka. Walaupun kebanyakan organisasi tetap menyediakan insentif kewangan, ia mungkin tidak selalu menjadi apa yang diperlukan oleh pasukan jualan. Sudah tiba masanya syarikat menyedari dan menerima hakikat bahawa manusia adalah di luar hanya makhluk materialistik yang didorong oleh wang.

There is a plethora of emotional, social, and personal needs that employees need to meet at their workplace to feel satisfied and perform well. Companies that understand and account for these needs effortlessly stand apart and succeed in attracting and retaining top talent year after year. A report by IRF effectively highlights this belief by stating that 90 percent of top-performing companies use incentive programs to motivate their sales staff.

A great example of this is Nike. The global footwear and apparel brand provides its employees many thoughtful leaves like mental health days and paid menstrual leaves. Naturally, this makes the staff feel seen and valued, leading them to openly praise the brand policies. Positive feedback like this raises brand credibility and helps attract top talent.

2. Menetapkan matlamat jualan yang jelas dan boleh dicapai

Setting unrealistically high or ambitious sales goals can overwhelm your employees and hinder their success at the workplace. If an organization repeatedly sets such goals, the sales staff may feel like they are being set up for failure. In this scenario, the company may receive bad rapport and increased recruitment costs because of the high employee turnover. This is why it is critical always to set realistic and achievable goals.

Dengan peraturan praktikal, sebarang matlamat mestilah SMART- khusus, boleh diukur, boleh dicapai, relevan, dan terikat masa. Menetapkan matlamat SMART dan menyampaikannya dengan berkesan akan membolehkan anda memaksimumkan prestasi kakitangan jualan anda tanpa membakarnya. Selain itu, menyelaraskan matlamat pasukan keseluruhan dengan matlamat peribadi pekerja adalah satu lagi cara untuk mencapai hasil yang membuahkan hasil.

Membantu pekerja mencapai matlamat peribadi seperti mempelajari kemahiran baru atau mengembangkan keyakinan semasa bekerja akan meningkatkan perspektif mereka mengenai kerja mereka. Ia juga akan meningkatkan kesetiaan mereka terhadap syarikat dan mendorong mereka untuk kekal lebih lama dan berprestasi lebih baik.

3. Struktur insentif yang pelbagai

As established, there is more to motivating your sales staff than just rewarding them with bonuses and hikes. Research indicates that the best way to incentivize your sales teams is by using a balanced strategy involving financial and non-financial rewards.

While monetary incentives like commissions and profit sharing are always part of the answer, they must be seamlessly combined with non-monetary motivators like recognition, awards, and promotions to be effective.

According to IRF’s research, the number of firms utilizing non-financial incentives went from 25 percent in the 1990s to 80 percent in 2016, highlighting that brands are increasingly accepting the importance of a mixed strategy to incentives.

Google has this concept nailed in its employee incentive policies. They offer their employees impressive pay packages, bonuses, and other financial benefits, a well-equipped workspace, free food, attractive medical packages, and whatnot, making them an irresistible magnet for top talent globally.

4. Insentif berperingkat dan berasaskan prestasi

Tiered compensations are a great way to motivate your sales teams not just to meet their targets but to exceed them. Since this approach follows a progressive incentive, it encourages employees to independently seek to maximize performance in hopes of getting the most benefits.

Similarly, performance-based incentives also help in optimizing employee performance. By rewarding top performers richly, an outcome-driven system reinstates an environment of hard work and enthusiasm in the company. It increases the stakes of employee performance beyond their guaranteed salary and thus helps avoid complacency.

For instance, Adobe relies on several performance-based incentives like commissions, stock options, etc., to motivate its staff. The brand clearly and fairly communicates the rules and rewards to its employees, so they know what’s on the line.

5. Maklum balas dan pengiktirafan masa nyata

It is common for those at the top to assume that a carrot-and-stick approach is the best motivator for those under them, but that is just a misconception. According to a famous psychological theory by Abraham Maslow, once a person's basic needs like food and shelter are met, they seek higher levels of human needs like social company, appreciation, and a sense of achievement.

Going by this established theory, while monetary rewards are a great start to incentives, they must be complemented with non-monetary factors to stay relevant in the long run. This means that over time, people can become complacent to money if that is the only positive, they get from their job.

Pekerja mesti menerima penghargaan tetap, maklum balas, dan kelulusan bukan kewangan lain yang diperlukan untuk kesejahteraan mereka. Jika dilakukan dengan betul, pendekatan ini akan membuatkan pekerja berasa dilihat dan dihargai. Ia akan membuat mereka berusaha keras untuk syarikat mereka dan memberikan hasil yang tidak dapat ditandingi.

Nestle, for instance, is an excellent sport about this as their policies underline a recurrent feedback mechanism for employees to improve and be appreciated. They also provide comprehensive training options, fund employee education, and allow flexible work to aid their employees.

6. Peraduan jualan dan cabaran

A sense of healthy competition is one of the best incentives for sales teams. By providing a common goal and letting employees on the same level compete against each other, companies can introduce a fun and challenging vibe to the mundane work processes.

Memberi ganjaran dan pengiktirafan kepada pemenang dan penghibur terbaik secara terbuka akan membolehkan pekerja jualan menolak had mereka dan berfikir secara inovatif untuk menang. Persekitaran seperti permainan juga menjadikan orang lebih terbuka kepada maklum balas negatif dan kehilangan, yang seterusnya meningkatkan kerja mereka.

To make the most of such an approach, it is essential to communicate the rules, performance metrics, and awards of the competition beforehand clearly and concisely. It is also vital to maintain transparent performance tracking channels to avoid any injustice or bias. Lastly, the rewards announced should be at par with the scale of the competition to maintain relevance.

7. Latihan jualan dan peluang pembangunan

Investing in ongoing sales training and skill development is vital for companies. Upskilled sales staff is likely to perform better and generate more significant revenue. KPMG states that companies that invest in employee upskilling generate 4 times as much profit as those who don’t.  Firms may choose to have in-house skill development centers or outsource the mentorship. They can also opt to fund staff education like Nestle simply.

Companies should felicitate completing training and other upskilling with certificates, recognition, and other incentives to encourage employees for further endeavors. Workday, a world-renowned employee management platform, incentivizes employee skill development. As per their internal surveys, they have achieved a success rate of 95 percent with this approach.

8. Gamification dalam jualan

With over 3 billion active gamers worldwide, it is safe to say that in the present day, people have a great affinity for game-like simulations. A lot of the brands are now using this preference to boost employee engagement.

By introducing a game-like environment in the day-to-day work of the sales team, companies can greatly reduce the staff’s burden and worries and replace it with a fun and healthy competition.

Elements like leaderboards, badges, and point systems can make the sales work more engaging. Using a system of recognition and rewards to celebrate the winners can help increase the relevance and lure of the entire system.

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9. Saluran maklum balas dan kerjasama

Even when you incentivize your sales staff well, there is a chance that they might still not be satisfied. Some reasons for this may be improper implementation of the policies on a practical level, misunderstanding of employee motivators, etc. To avoid a situation like this, employers need to create clear channels for open communication and feedback.

Adalah dinasihatkan untuk menjadikan sistem maklum balas ini tanpa nama supaya orang boleh bercakap benar tanpa rasa takut. Sekiranya ada maklum balas negatif yang muncul, lebih baik mengubah dasar dan memperbaiki pengalaman.

Satu lagi cara untuk meningkatkan kerjasama pasukan adalah dengan menganjurkan mesyuarat pasukan jualan tetap dan sesi sumbang saran. Persekitaran yang mesra boleh berguna bagi pekerja untuk membuka dan berkongsi idea inovatif mereka.

10. Insentif jualan berasaskan data

Pendekatan yang memberi ganjaran kepada semua pelakon positif sama-sama mungkin kelihatan baik-baik saja di permukaan tetapi boleh menyebabkan perasaan ketidakadilan dalam pekerja apabila benar-benar digunakan.

For example, if an employee who brings 25 percent more sales and one who brings 75 percent more sales are both rewarded with the same amount, then the results may be counter productive. The rewards extended to any employee should be in line with their achievements.

Untuk mengelakkan ketidakadilan sedemikian, syarikat harus menggunakan analisis berdasarkan data untuk mengenal pasti prestasi terbaik dan menghormati mereka dengan sewajarnya. Syarikat juga boleh menggunakan data ini untuk mengenali pekerja yang bertambah baik secara konsisten dan memberi ganjaran kepada mereka atas tingkah laku positif mereka.

11. Fleksibiliti dan kebolehsuaian

An important factor to consider while deciding employee rewards is the market trends and conditions. For example, people are increasingly becoming inclined to fitness and spirituality nowadays.

Oleh itu, memberi ganjaran kepada seseorang yang berundur atau keahlian gim kegemaran mereka selama setahun mungkin idea yang bagus. Insentif yang diperibadikan dan relevan seperti ini mungkin akan memberi lebih banyak kesan daripada, katakan, pilihan yang agak mahal yang tidak mempunyai kaitan peribadi dengan pekerja.

It is also crucial for companies to give awards that are in alignment with the position of the employees. For example, a certificate may not be a fitting reward for a managerial employee, but it can be a worthy recognition for a new intern. Remember that policies are often dynamic and as long as you gather feedback from the sales team on incentive effectiveness and modify as needed, it is all good.

12. Mengukur impak insentif

Semasa merancang program insentif, sangat penting untuk mempunyai langkah-langkah yang jelas mengenai keberkesanan program. Data yang dikumpul daripada pekerja, baik kuantitatif dan kualitatif, perlu dikaji secara berkala untuk menentukan sama ada insentif itu mempunyai kesan yang tulen kepada kakitangan jualan.

Berdasarkan keputusan ini, syarikat perlu mengubah atau mengubah dasar untuk mendapatkan hasil terbaik dalam skim insentif mereka.

Compass: The smart way to incentivize sales teams

Compass simplifies sales incentives by providing automated, data-driven solutions that keep teams motivated and focused on achieving higher targets. With a structured approach to compensation, recognition, and rewards, it ensures consistent engagement and performance improvement.

Why use Compass for sales incentives?

• Automated incentive management: Eliminate manual calculations and delays with real-time tracking and instant payouts.
• Performance-based rewards: Customize incentives based on sales achievements, ensuring top performers are recognized and rewarded.
• Gamification features: Use leaderboards, badges, and achievement milestones to make sales goals more engaging.
• Real-time performance insights: Get clear visibility into sales progress and optimize strategies with data-backed decisions.
• Seamless integration: Connect with your CRM and other tools for hassle-free incentive tracking and reporting.

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Kesimpulan

Tanpa insentif yang konsisten dan sesuai, pasukan jualan anda mungkin mengalami penurunan motivasi atau mempertimbangkan untuk pergi. Untuk mengelakkan senario sedemikian, adalah penting bagi syarikat untuk mewujudkan sistem ganjaran prestasi yang telus dan saksama.

Sistem ini harus mudah dipantau dan disesuaikan untuk memaksimumkan keberkesanannya. Tambahan pula, organisasi harus sentiasa menilai kesesuaian dan prestasi program insentif ini untuk mengesahkan penjajaran mereka dengan matlamat yang dimaksudkan.

Sekiranya mereka tidak menghasilkan hasil yang diinginkan, pelarasan perlu dilaksanakan mengikut keperluan.