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5 Steps to Achieve Gamification of Sales Performance Management

Sales Performance Management (SPM) is a word that refers to the process of tracking and training salespeople to enhance their abilities, tactics, and, most importantly, their results. It entails using particular sales analytics to estimate and forecast sales, as well as directing salespeople accordingly.

SPM entails observing sales processes, generating conclusions, and making changes to improve results via performance appraisals, skill development, and feedback.

What is the Role of Gamification in Sales Performance Management?

Contrary to popular belief, gamification isn't about turning work into a video game, nor is it about holding sales competitions with weekly or monthly winners. In fact, selecting a sales competition may have the opposite effect, alienating or discouraging personnel because they will be unable to compete with the top 10% of salespeople.

That's why, by combining real-time feedback with digital motivation, gamification aims to foster intrinsic motivation, learning, and improved performance. By making salespeople more inner-driven and better at understanding their performance goals and activity expectations, it stimulates the inner motivation that is a long-term motivator of performance.

In a sense, gamification can take sales performance management's goals and insights and ensure that people are engaged and inspired by them. Let's have a look at how we can make this happen.

Going a Step Further

All of the above may seem abstract to you, but what are the steps required to deliver on the promise of gamified sales performance management? Motivated salespeople, improved pipeline management, and best-practice sales approach all seem wonderful in principle, but can we implement them and see long-term positive and productive changes?

Purchasing technology to improve sales success is a lot easier than maximizing salespeople's performance. However, it is the people, not the technology, that drive the business.

1. Goal Setting

Setting goals is critical for the gamification of sales performance management, and this is where the story starts. It is the first stage in establishing scale and proportion in relation to the goal we are approaching. Sales managers should set clear and detailed sales objectives that are in line with the company's overall objectives.

Goals aren't the same as the ones we used to see in performance reviews. They aren't set once a year, but rather change on a regular basis. This is vital because the employee must have the correct goals, and the manager should be able to change the focus on certain tasks if necessary.

The key to achieving salespeople's involvement is to communicate short-term goals and reflect them to them, as well as to track them in real-time. Many firms are now recognising that breaking down goals into sets of personalised missions that are updated over time makes them easier to explain to their employees and helps them understand and engage with them more effectively.

Personalised goal-setting is critical because it creates an environment in which everyone may succeed.

2. Intrinsic Motivation is at the Core of Gamification

Extrinsic incentives include things like winning a competition, receiving a prize, and so on. These motivators, on the other hand, do not drive long-term performance. The reason for this is that they degrade with time, and performance may even suffer as a result of their use.

This isn't to imply that salesmen shouldn't be compensated; rather, gamification based on prizes and competitiveness is unlikely to succeed.

This is where the concept of gamification comes into play. It motivates and engages salespeople by using social proof, game narratives, and other game mechanics to drive motivation and engagement.

3. Feedback: A Form of Self-Competition

Observing, making goals visible, and encouraging discussion are all vital.

You start to care when feedback is immediate and tied to "competing" against your own personal goals, historical performance, and team average. Real-time feedback on fulfilling sales activities and goals is a great motivation, much as people who wear a fitness tracker take more steps.

Feedback should be fair, transparent, and objective, with a preference for not being focused on ranking, because we want to encourage people to develop rather than compare and compete, which can have the opposite effect.

Feedback should also be supplied in a timely manner, in such a way that an employee can rework what they're doing rather than lamenting their previous failure, get up, and improve their act. This is what gamification's real-time feedback is all about.

4. Coaching and Promoting Learning

Quality learning is always required for good performance. We want our salespeople to be knowledgeable about the company's goods and technologies, to understand best practices, to be able to solve problems and to provide long-term service and solutions. To accomplish this, you must make learning available on a nearly daily basis, in micro-learning boosts, such that it is effective while not taking up too much time.

Sales managers aim to keep their employees’' knowledge retention strong while also reinforcing their education. To accomplish this, they must first build an environment that promotes learning, productivity, and well-being.

Using interactive and engaging tactics such as gamification is one way to accomplish so. When specific KPIs aren't fulfilled, or analytics show that the employee is struggling with them, the gamification platform will recommend those learning goals as the next-best-action.

Gamification of learning (for example, of a new service offering) might help with information retention similarly. After completing the training, the employee will be able to obtain new KPIs relating to the new product's sales.

5. Analytics

A productive sales manager will need to use precise and accurate measurements as well as accurate sales analytics. Proper measurements and indications are required for the sales manager to make accurate judgements and draw acceptable conclusions, resulting in decisions that are beneficial to his salesforce.

Any sales performance gamification platform must include analytics, as they aid in determining how to define individualised goals, who should be trained, and how KPIs and learning content may be improved for even greater results.

Conclusion

Gamification is the process of using real-time feedback and digital incentives to increase intrinsic motivation, learning, and performance. By stimulating their inner motivation and boosting their knowledge of those goals, it assists salespeople to become more self-motivated and mindful of their performance expectations. Gamification, in a sense, may take the goals and insights from sales performance management system and ensure that employees are engaged and motivated by them.

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