Inspire a More Passionate Sales Team – 7 Tips

Just as customers make an emotional decision to buy your products, your company’s ability to sell depends on emotion – your salespersons’ enthusiasm.

Successful sales stem from a salesperson’s positive attitude – an attitude of service and gratitude.

If your sales employees aren’t fully self-motivated with a positive attitude, you can do your part to maximize sales by fully engaging your employees.

What would this look like?

You need to achieve a strong sales culture, high morale, and salespeople who are in tune with your vision.

In other words, you must have optimal employee engagement, which is especially important for strong sales.

The higher the level of employee engagement, the higher your revenue will be.

Here’s how to do it:

Impart your enthusiasm

It’s impossible for your employees to be passionate about your company, if you’re not openly. Share your passion about your mission, branding differentials, and company history.

Focus on alignment

You need to align your salespeople with your sales goals. Your employees should have the right attitude, character and energy.

If your employees don’t have the ideal characteristics, consider training them. But if an expert doesn’t think training will work or if it fails to work, find people who have the desired attributes.

Strategize on compensation

For meaningful results, employees need meaningful compensation. After careful study, set a realistic sales-compensation plan and achievable goals. Then celebrate the successes.

“Profit or perish… There are only two ways to make money: increase sales and decrease costs.”

-Fred DeLuca

Avoid bias in setting sales territories

Too often, companies don’t objectively align their sales and assign applicable sales territories. To keep your salespeople fully engaged, they should be assigned the right territories for the right reasons.

Implement the right recognition and tools

In order to get the desired sales, focus on getting the right behavior. Good sales behavior will net good sales performance.

Publicly acknowledge good performance. Provide the proper level of support and tools, and always follow through on your commitments (no matter how small).

Develop and train the right process

A professional sales process should be fully embedded – in your culture, and in the habits of your salespeople and support staff.

Keep monitoring to ensure you stay consistent in your processes and don’t morph into mediocrity.

Continuously perform due diligence

This means investing in professional development and sales-training programs. Fine-tune as you go along to stay current in your marketplace.

From the Coach’s Corner, here are related resources of information:

The 7 Steps to Higher Sales — Secrets for sales success – seven steps to higher sales, five value perceptions that motivate customers to buy, and the three-step process for overcoming sales objections.

Sales Secrets for Getting by Receptionists, Gatekeepers — Getting past receptionists and other gatekeepers is a universal challenge for salespeople. Successful salespeople, however, have the right insights and approaches for success. Here’s how they do it.

5 Quick Management Tips to Motivate Your Employees — A major quandary for managers is to bring out the best in their employees. Every manager wants to do it, but it’s not always easy. What’s the reason? Usually, it’s because employees are disengaged – disconnected from their managers and companies. Here’s how to fix it.

4 Tips to Motivate Employees When You’re Facing Adversity — Effective bosses have antennas to alert them over looming challenges. If they don’t have such an antenna, it’s important for them to develop one for multiple credibility reasons. Even the bosses of small companies can suffer from image problems externally and internally. Either one or both will adversely affect profits.

Trust Gap between Managers and Workers — How to Drive Engagement — While it’s true there are companies that are aware that good morale among employees propels profits, many businesses are missing opportunities for growth. It’s not because of marketing. It has to do with internal issues.

Optimize Talent Management with 5 Coaching-Culture Tips — When managers become coaches, you get a higher-performing workforce. You will have replaced mediocrity with strong performance. Here’s how to develop a coaching culture.

Screening Resumes to Hire the Best People — 5 Tips — If you want to hire an impact person, your hiring process is really important. The wrong hires result in costly turnover — a waste of money and time. Before you start interviewing, the place to start is your screening of resumes.

“Profit or perish… There are only two ways to make money: increase sales and decrease costs.”

-Fred DeLuca


Author Terry Corbell has written innumerable online business-enhancement articles, and is also a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.

Management: Motivate Your Sales Staff in 10 Seconds

All too-often when sales managers are busy, they’re task-oriented in the wrong way. Not to be cruel, but they’re focused only on what’s at the end of their noses. For effective management and revenue, the trick is to guard against it.

In part, as a study showed, mid-level managers often feel like monkeys because they have all kinds of pressures from their bosses or from their subordinates.

This means managers miss opportunities in other important job functions – to provide support and to motivate their employees to higher performances. Another responsibility is to motivate employees to offer profitable ideas. 

business meetingIf you want maximum profit, the ideal situation is to partner with your employees.

Employees inherently expect their leaders to be consistent – to behave calmly and perform at a high level.

Employees rightfully expect it and it’s good for morale. After all, high morale among employees propels profits.

Even when you’re having a bad hair day, don’t overlook an opportunity to motivate members of your team when they approach you with a problem.

From the expression on your face to what you say and how you say it, can be crucial. Appearances and words can either be powerful motivators or balloon deflators. It’s your choice to make.

10- second tips for typical scenarios

When an employee comes to you excitedly with good news or a somber face with bad, smile, and stop what you’re doing. Look at the person, put down the phone, your pen or set aside your laptop.

Greet the person with interest, like you mean it – even if you’re troubled by something else.


If a person brings a problem, don’t be too quick to respond. Ask: “What do you think?” You’ll help instill confidence in your employee. There’s another self-serving reason: You’ll make it possible to ease your workload for the long term. Effective employee delegation is a wonderful thing.

If you disagree with your employee’s response, you’ll learn what needs to be corrected for the future. In any event, emphasize the principle involved to make it a great teaching and learning experience. Help them to see for themselves.

If you’re confident in the person, consider empowering your employee with “I trust your judgment.”

Avoid micromanaging

If you feel the need to teach without micromanaging, use the phrase, “What if we tried…?” As soon as you can, get out-of-the-way. Let the person assume ownership and develop skills for personal growth. This will ultimately power your brand with employee empowerment.

When an employee faces a seemingly insurmountable problem, ask “How can I help?” This is particularly helpful when a salesperson is trying to satisfy a customer’s reasonable request, but is hampered by your company’s internal policies or politics. The employee appreciates knowing that you listen and understand. It’s a great validating approach.

If your employee is facing a really big obstacle, try: “We’ll figure this out,” but follow through on the situation. Don’t let it drop from your radar. It underscores that you’re a team. It’s reminiscent of the adage, “No man is an island.” No person can exist without others. So, it provides hope to your employee.

In a difficult situation, here’s another great phrase: “What I hear you saying, is…” You’re showing that you’re listening and that you are making an attempt to understand.


Honesty can be a great motivator. If an employee can’t solve a dilemma, it’s often comforting for the person to hear: “I don’t know. Let’s find out.” In this age of instant gratification, some problems aren’t easy to solve and require reflection and study. That’s a wonderful lesson for an employee.

If an employee is discouraged and anticipates that you’ll negatively respond, the person feels much better if you answer: “Let me think about it.” And you show thoughtful leadership.

Sales employees hear “no” a lot on a daily basis. Why not brighten their day? Whenever possible, show support with “you’re right.” Another positive response: “I couldn’t agree more.”

If you feel the need to disagree with the person, impressions count. Don’t react with what would appear to be a negative reactionary ruling. Instead, consider the phrase: “Let me play a devil’s advocate…” In this way, you’re criticizing on principle, not the person.

Finally, in 98 percent of every conversation, a manager has an opportunity to boost an employee’s morale with a simple “thank you” or “please.” They should be favorite words in your vocabulary. Good employees will take the cue and use the phrase more often with you, their peers and their customers.

Certainly, these ideas don’t comprise a full list. What has worked for you? Why?

From the Coach’s Corner, additional tips:

“A mediocre person tells. A good person explains. A superior person demonstrates. A great person inspires others to see for themselves.” 

-Harvey Mackay


Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.

Seattle business consultant Terry Corbell provides high-performance management services and strategies.