5 Ways to Motivate Your Sales Team

October 10th, 2017

It’s no secret that sales successes are entirely dependent on how excited your sales team is to go out and make those sales. Day in and day out, it can get tiring just making calls all day – especially if none of the sales prospects are delivering. Here are 5 great ways to motivate your sales team.

Provide a Threshold.

Thresholds are great in sales because they give your salespeople a tangible goal. When you sell and don’t have goals, it can get a little aimless because you know your goal is just to always sell “more” as opposed to striving toward something attainable.

Raise Their Commission.

The more money your sales team can make, the more they will be motivated to sell. A great way for you to facilitate this is to raise the commission they make, even by 5%, so they feel like their efforts are going further.

Create “Extra” Perks.

Instead of just incentivizing them with money, you could create a series of “extra” perks such as trips that can be earned on top of money. If salespeople see that their peers are also going on these trips, it will motivate them that much harder.

Have Networking as Part of Their Sales Strategy.

Let your sales people get out on the town so they can meet potential sales partners. It’s not good to only have people cooped up inside making sales calls, and they will appreciate the change of pace.

Let Them Suggest Their Leads.

Giving your sales staff the opportunity to create their leads is a great motivator. In fact, anytime you give increased responsibility – with the corresponding authority, it can make a notable difference.

If you’re looking for a new employee, contact Olympic Staffing. We can help you find an employee in sales or any department, who is perfect for your company culture and who will be a good fit for your fellow employees.

Formulate Your Five-Year Plan

August 9th, 2016

If you don’t already have a five-year plan, that’s something you should put at the top of your to-do list. Having a five-year plan is imperative because it can keep you on track both professionally and personally. Need some help? If you’ve never made a five-year plan before, here’s how you can go about formulating one:

Consult with Involved Parties.

Before you start working on your five-year plan, you need to consult with any other involved parties to see if what you’re about to commit to will have any effect on them. This could include (but not limited to): spouses, children, parents, siblings, or friends.

Quantify Individual Goals regarding Effort.

While coming up with a five-year plan may seem overwhelming, the easiest way to combat this is to quantify individual goals regarding effort. If a certain goal is going to take longer than another, you may want to start working on that sooner rather than later so you make sure you can accomplish it. You should also determine what goals would build upon each other and make sure you lay the foundations first before you get going on a goal that needs them.

Allow for Slight Deviations.

Try to refrain from having your five-year plan be so strict that it doesn’t allow for any deviations. This isn’t to say that you shouldn’t try to follow it when you can, but don’t make it so tight that any unforeseen circumstance such as illness, accident, job loss, childbirth, or any exciting opportunity gets in the way of it.

Have a Start Goal and an End Goal.

Putting together a five-year plan is less overwhelming when you have both a start goal and an end goal. This will allow you to “fill in” your five-year plan taking into account both where you are starting and where you want to go. When you have both of these in mind, you are much more likely to make achievable and tangible goals as opposed to lofty ones you wouldn’t be able to accomplish.

Having a five-year plan will change your life because there will be that much more structure to it. Having a five-year plan will also serve as a blueprint for making various decisions, so you never stray too far from your original set of goals. Is finding a new job part of your plan? Contact Olympic Staffing. We will be able to help you find a job you love, and that fits in well with your other goals and timelines.

Rewarding Your Employees

August 2nd, 2016

Work can be a grind, which can lead to employees becoming burnt out. If you have hard-working employees, make it a point to reward them accordingly. It will keep them motivated and ready to get back in the workforce. Here are some suggestions we have for rewarding your employees:

Give Them a Cash Bonus.

It’s no secret that people are motivated by cold, hard cash. This is one of the most traditional ways to reward employees, but there’s nothing wrong with that because it works for a reason. The nice part about being an employer or manager is that you can decide how you want to incentivize them with the cash bonus. It may be they get the bonus if they do a certain amount of work, or it could be a complete surprise, but it’s totally up to you.

Give Them More PTO.

PTO is often the reward that means the most to your employees because they can choose how and when to spend it. You could choose to implement this in the form of occasional bonus PTO or  give them a year-end bonus of adding to the following year’s vacation days if that works better for you and how you run your business.

Give Them More Responsibility.

While this doesn’t sound like a reward, it can be. More responsibility could mean that you’re giving your employees the chance to do something they’ve always wanted to do; the confidence-building that comes with increased responsibilities can be its own reward. They’ve successfully proved themselves to you and earned a promotion – which, by the way, usually includes a raise.

Turn Certain Goals into a Game.

Another way you can reward your employees is by turning certain goals into a game. For example, if you’re in charge of managing sales people, you could incentivize them with any of the rewards mentioned above for each goal marker they hit.

As soon as you put some of these reward policies into place, you will see a direct correlation with how happy and productive your employees are. You will also find that any financial costs associated with rewarding your hard-working employees will be paid back to you, ten times over in the form of productivity.

Needing new staff to add to your reward plan? Contact Olympic Staffing. We can help you find employees who will be motivated by rewards as an effort to work harder for you and your company.

Questions You Should Ask Your Partner Before Accepting a Job

July 19th, 2016

If you’re married or have a serious partner, you need to understand that taking a job affects both of you. You shouldn’t accept a job offer on the spot before talking to your partner to see if it’s the right decision for both of you. Here are the questions you should ask your partner before accepting a job:

Is This Salary in Line with Our Expenses?

Salary is extremely important to take into consideration when you’re about to accept a new job. Take some time to go over your monthly and yearly expenses with your partner and see how your new proposed salary fits into that. Make sure to discuss how long you would be on the job and any possible changes that could come up such as one of you taking maternity or paternity leave, or one of you going back to school to further your education.

Is the Commute Okay for Where We’re Currently Living?

The daily commute is a big factor in any job, and it is something you will need to discuss with your partner depending on where you’re currently living. It could be the case that this new job is a great fit for you financially, but it’s farther away from where you’re currently working. Some topics you may want to discuss, include whether one of you is willing to relocate to be closer to the other one’s job, or if you want to find a job that’s equally close to where both of you are currently living.

Are the Benefits Consistent with What We Need?

Benefits are an important factor to take into account because it affects both of you, depending on your marital status or living situation. You will need to figure out whether this job is a good fit regarding vacation time, medical and dental benefits, as well as maternity and paternity leave. If you don’t discuss these factors now, you may find yourself in a bit of a pickle when you realize that things don’t necessarily align with the life you and your partner have built for yourselves.

If you and your partner have determined that it’s time for one of you to get a new job, contact Olympic Staffing. We will be able to help you find a job that will be a good fit for the needs of both you and your partner. We will also be able to make sure that the job is a good fit for your needs and skill sets.

Why You Should Consider Additional Offers

June 21st, 2016

You’re in the process of interviewing for jobs and ready to accepted one, but wait – there are more offers on the table. Don’t immediately reject them – take the time to consider the whole package before making your final decision. Here’s why.

They Might Present Benefits or Perks You Didn’t Originally Anticipate.

Perhaps another offer has perks and benefits, which you didn’t originally anticipate. Even though you may think you know everything about what you want, take some time to consider these offerings. For example, if a company allows you to work from home one day a week, that’s something you would want to take into consideration depending on your commute time and/or what your family responsibilities are. Don’t be so quick to say yes to your “ideal” company that you don’t take the full picture into account.

They Want You to Work for Them.

Don’t underestimate the power of being really wanted by a company. First of all, this shows that they need you, which could be good from a responsibility standpoint. You will likely be given a large amount of responsibility, which can lead to an immense amount of personal fulfillment and sense of accomplished if you can move into a role that is a good fit for you. Plus, when the company wants you to work for them that badly, you will likely fit into their company culture and be surrounded by other individuals who have the same level of motivation and career goals as you.

You Have Bargaining Power.

When you are extended a more than one, that means you have bargaining power. If you like some of one offer’s terms but are still leaning more toward your initial gut feeling, you can always counter the priority offer. The worst that they can say is no, but likely, you will end up somewhere in the middle. This tactic can be used for anything that’s up for negotiation, including (but not limited to): salary, working from home, benefits, and job responsibilities.

Do you enjoy the thought of great offers? Contact Olympic Staffing. We will be able to place you in a series of interviews that are well-suited to your interests and skill sets to ensure that there is interest for both parties involved.