Have you ever been given a sales goal in your career? This might have come as a monthly or quarterly target, and most likely had an annual component to it. How did you react? Typically people have one of three responses.
1. How did they come up with this number? I am not sure if there were two of me I could meet this goal.
2. This is reasonable; I can do this.
3. I can do this very quickly; it looks like “easy street” for me.
Your reaction can determine the likelihood of your engagement and potential success in the program.
Many incentive programs do not take relevance into account. They use the same goal for everyone (i.e. 10% lift to achieve the award). This can be a positive if you are on the bottom of the sales rankings. It would not be difficult for you to raise your current sales by 10% and meet the goal; however if you are a top achiever, growing by 10% might be a gargantuan task. What does this lead to? Disengagement!
Why should you care about disengagement? Disengagement can mean the difference between meeting a sales goal and missing it completely. If the goals are relevant, then more of the team will “buy in” and commit to achieving the goal.
How do you fix this? I recommend ranking your sales people and dividing them into like groups (segments). Then look at each segment and create a relevant goal for each of them. This will likely engage a larger part of your audience then you ever have before, which will lead to better results.
Learn about the most innovative program structure that can make the difference in your sales results, participant responses and in overall success by downloading our article.