1. Personalized Motivation
Every team member is unique, and one-size-fits-all motivation techniques often fall short. Understanding what drives each individual—whether it’s career growth, personal recognition, or specific rewards—can make all the difference.
To effectively tailor motivation, get to know your team members beyond their sales goals. Regular one-on-one meetings that go beyond metrics allow you to understand their personal goals and aspirations. This not only makes them feel valued but also helps you provide rewards that truly resonate with them.
One way to do so is to tailor rewards. Consider how personalizing incentives can have a greater impact. While traditional rewards like gift cards are great, think about offering rewards that align with individual team members’ interests. For instance, a music lover might appreciate a Spotify subscription, while someone with a young family may value a gift certificate for a family-friendly experience. The key is to make the rewards meaningful.
2. Recognizing Effort Beyond Deals Closed
Closing deals is a clear metric of success, but the path to that success often involves a host of other activities that are equally essential yet less celebrated. Recognizing these efforts can keep motivation high, even during slower periods.
- Non-Revenue-Generating Activities: Activities like prospecting, updating the CRM, and flagging outdated data don’t directly contribute to revenue but are foundational for the team’s success. Recognize these behind-the-scenes tasks through special callouts in team meetings, or consider adding small rewards for the highest volume of quality data flagged or most rejections received. Rewarding activities like these encourages a culture where process is just as valued as outcome.
- Examples of Recognition: When team members feel their hard work is acknowledged, they’re more likely to stay engaged. Even a small reward or public acknowledgment of someone’s work on prospecting or qualifying leads can go a long way. Recognizing these smaller wins creates an environment where everyone’s contributions are valued.
3. Creative Spiffs (Team and Individual-Based)
Traditional incentives are effective, but creative spiffs can make motivation even more dynamic and fun. Including unique, team-based spiffs not only motivates individuals but also fosters a sense of camaraderie and collaboration.
- Innovative Reward Ideas: Look beyond the usual cash incentives. One idea is the “Your Boss Does Your Job” reward, where the winning SDR gets a day off, and their manager handles their workload. Not only is it fun, but it also gives managers the opportunity to step into their team’s shoes, gaining a fresh perspective on the challenges their reps face.
- Charity Spiffs: Adding a charitable element to spiffs can bring purpose to your team’s efforts. For instance, you might donate a certain amount for every meeting booked, with the winning team choosing the charity. This type of spiff can resonate deeply, particularly toward the year-end when people are often more mindful of giving back.
- Team Competitions: Mix individual incentives with team-based challenges. For example, set a goal for total meetings booked in a month, and reward the team collectively when they hit it. Team-based spiffs build healthy competition and foster team unity as members work together to reach shared goals.
4. Balancing Work and Well-Being
In a high-stakes environment like sales, burnout is always a risk. As you close out the year, keeping your team motivated means recognizing the importance of work-life balance and actively helping them maintain it.
- Work-Life Integration: Provide flexible work hours when possible, especially during the holiday season, so team members can manage their time effectively. Encouraging a healthy balance shows that you value them beyond just their output, helping to build long-term loyalty and satisfaction.
- Wellness Incentives: Go beyond performance-based rewards by offering wellness incentives, like “wellness days” where team members can take time off to recharge. Another option is to arrange wellness activities, such as virtual yoga sessions or mindfulness workshops. These incentives send a message that you care about their overall well-being, not just their work performance.
- Burnout Prevention: Be proactive in spotting signs of burnout. If team members seem disengaged or are struggling to meet their usual performance standards, address it with empathy and offer support. Whether it’s through additional flexibility or a temporary lighter workload, small adjustments can help prevent burnout and keep morale high.
5. Preparing for the New Year (Q1 Kickoff)
As the year wraps up, it’s a good time to begin laying the groundwork for a productive start to Q1. By aligning team goals with individual aspirations and using downtime for preparation, you set your team up for a successful start to the new year.
- Using Year-End for Strategic Preparation: Encourage your team to use slower periods for skill-building or fine-tuning their outreach strategy. Providing training resources or short skill-building sessions can give them a head start, making them feel confident and prepared as the new year begins.
- Goal Alignment: Work with each team member to set individual goals that align with broader team objectives. This alignment helps team members understand how their personal growth contributes to the success of the team, fostering a stronger sense of purpose.
- Development Plans: Create individual development plans for each team member that outline their goals and the support they’ll receive to achieve them. These plans not only provide direction but also serve as a motivator, showing team members that their growth is a priority.
Conclusion
Motivating your BDR team is about more than just immediate results—it’s about fostering an environment where everyone feels valued, motivated, and ready to succeed, both in the short and long term. As a team lead, recognizing individual efforts, creating thoughtful incentives, and supporting well-being go a long way in building a strong, resilient team that’s ready to take on the new year. By balancing both team and individual motivation, you’re not just preparing for success in Q1—you’re creating a team that’s built to thrive all year round.
