If you put 10 different people in a room and offered them each SuperBowl tickets for hitting their quarterly sales numbers, will they each have the same level of excitement and drive to hit those numbers?  What if I told you that only 4 of those employees were football fans?  That bonus package probably isn’t going to get you the results you’re looking for.

The work environment is changing.  The things that motivate people are changing.  It is time to adapt before your numbers plummet through the floor.  Let’s get you on the right track.

**STOP GIVING “one size fits all” BONUS PACKAGES**

Step 1. Get to know your team – Learn the in’s and out of how your team interacts with eachother.  Are they introverts, extroverts, sports fans, adrenaline junkies?  Set up a monthly outing for the team based on their interests.  Build the group’s relationship.  This will allow you all to interact better as a whole and build comradery around the office.

Step 2. Get to know the individuals on your team – After you learn how the team interacts as a whole, get to know each member individually.  For example, Jenny is 34 and a single mother of three.  Her kids are her life, but she doesn’t get to spend as much time with them as she would like.  Do you think she gives a shit about the SuperBowl ticket bonus package up above?  Not even a little. What would make her happy is a $1,000 bonus and a paid week of vacation for reaching her numbers, so offer her that instead!  This will prove to your employees that you genuinely care about them outside of the work environment.  They are real people with real emotions.

Step 3. Take the time to personalize each bonus package based off of your conversations – Set an incentive budget for reaching specific numbers and personalize what each individual’s package would include. The personalization process may take a few hours, but the appreciation from your employees will prove to be invaluable.  This shows your employees that each and every person that makes up the team matters.  Not just your top performers, but your lowest performers as well.

Step 4. Follow through – It is critical that you hold up your end of the bargain.  Fail to do so and you automatically lose all credibility and the trust from each and every one of your team members.  However, if you do follow through, your numbers will immediately start moving in an upward trend. Following through with promises builds trust between you and your team.  The more you follow through, the more your team will trust you.  The more your team trusts you, the better they perform.

Like it or not, personalization is the only way to ensure you’re motivating each employee with the same level of excitement on their end.  This small change in your system will prove to produce major increases in sales numbers.


Call for comments:

Zach McArthur