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Top 10 factors for on-the-job happiness1. Recognition for their work2. Good relationships with colleagues3. Good work-life balance4. Good relationships with superiors5. Company’s financial stability6. Learning and career development7. Job security8. Attractive fixed salary9. Interesting job content10. Company values

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What motivates employees?70% of survey respondents reported their most meaningful recognition “had no dollar value”83% of respondents said recognition for contributions was more fulfilling than any rewards or gifts76% found peer praise very or extremely motivating88% found praise from managers very or extremely motivating90% said a “fun work environment” was very or extremely motivating

Lesson: “Money isn’t everything!”Executives who can properly motivate, inspire, build cohesion and create great company culture are far more likely to keep their reps around longer…

and not have to break the bank doing it!

Step 1: Motivate 1. Provide clearly defined goals and expectations. Set suitable quotas,

targets and goals to clearly set expectations.2. Show progress. Display leaderboards, metrics, dashboards and as

much information as you possibly can to keep them on target.3. Don’t overburden. Ensure that each sales reps’ quotas are tailored to

their individual’s abilities to avoid burnout and maximize performance. 4. Provide sense of purpose. People want to be a part of something bigger

than themselves. How does your product solve a problem for others?5. Recognize and reward! Sales reps are driven by money and recognition.

Neither one is enough by itself. Remember to praise publicly.

Step 2: Inspire1. Put others first. Leaders who put others first will drive everyone to be

better as a group, not as individuals. Teamwork drives companies.2. Be yourself. If you have flaws or gaps, let others help you. This will not

only make you a better leader but it will empower others by allowing them to help you. It will also give the message that it’s okay to be imperfect.

3. Give praise. People want to know that they are making a difference and that their contributions matter. Let people know you appreciate them.

4. Share in the sacrifice. Get in there, lead by example, show grit and be the first to tackle tough tasks. It will build a culture of “team first”.

Step 3: Create cohesion1. Clarify roles. It’s critical for teams to know who’s doing what. Be sure to

clarify roles well and explain what responsibilities fall to each.2. Provide resources. Ensure that every member has the proper resources

available, knows how to use them and also knows how to help others.3. Make everyone a leader. Ensure that each person’s own unique skills

and abilities are put to use. Get on a personal level with your reps to understand their unique attributes better.

4. Use team-building competitions. Competitions can raise the levels of awareness, focus and drive across the board. They can also be a great way to get your reps to coach and mentor one another.

5. Reward as a whole. Competitions are not about the value of the reward but rather they are about the fun of playing. Keep it fun!

Step 4: Build great company culture1. Hire for skill and fit. When you hire, you should be looking for employees

who fit the vibe and culture of your company and have the required skills to not just succeed, but to excel.

2. Have strong values. Decide who you want to be, create a roadmap to get there, lead by example and inspire everyone to follow.

3. Contribute to everyone’s success. Understand what drives each person and build a culture of helpfulness, success and mutual support.

4. Make it fun! This must start from the top and trickle down. If the employees see managers having fun, laughing, caring and making work enjoyable it will quickly spread to the rest of the company. Get out there, have fun, enjoy yourself and invite others to join in.

To learn more, visit us at www.salesscreen.com