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In business, it seems that few things motivate people to accomplish more than greed. If I do A and B, then maybe I can work a raise out of the deal. All of us have thought like this at one time or another. Or, if I fail to get this done, maybe I will get fired. Living well and having as much money as possible are two of the greatest motivations we will ever know throughout the course of our lives. Sales or Marketing The motivation to succeed in sales or marketing works on the same principle. Begin by creating a bonus plan where the top salesperson gets the best bonus and those that perform somewhat lower also get lower bonuses until a point is reached when no incentive is given. You are guaranteed to see results but the workplace may become extremely cut throat. Bonuses can be awarded for finishing work ahead of time, too. Rewards such as certificates with people's names on them can work too as the incentive need not necessarily be expensive, only desired. Pay Per Performance Motivation Pay per performance is a much larger motivational per- formance factor. Above and beyond the annual raise funds provided, a portion of profit is set aside to distribute to employees exactly proportional to their yearly performance. Increasing annual income, adding year-end bonuses, and rewarding employees in this manner is like asking them to "walk on water daily". Those who are capable of performing like this do extremely well. When you pay per performance, you truly motivate people to perform at their best. A percentage of the profits are set aside every year and distributed to employees in direct proportion to their contribution to their performance throughout the year and it is in addition to their salary. By increasing pay, giving out annual bonuses, and treating employees in this manner, there will be those who do very well in such a system but also those who simply cannot compete and thus do not receive the really nice perks. There will always be employees who do not possess the ability to perform at elevated levels every day. It is wise to assess the incentive program and how it affects workers. If, for example, you were to offer $100 to anyone with perfect attendence for a month, you will no doubt see a lot more people in the office than you are used to. Even the little things will surprise you at how effective they can be. Showing some empathy and compassion for people is vital but can also be very motivating. A great deal is said about your ethics and management style by the way you communicate with people. I like it best when I am told what needs to be done and left to my own devices to see it through to completion. Unless I said something to him, my boss would leave me alone to do my work. But, if I shot him an e-mail stating that I needed to talk to him, you can bet he was giving me a call within an hour because he knew I was not the type to just talk to people about things unrelated to work. In less than a year, we built a "solid" relationship. He knew if I didn't contact him, I was on track, ahead of schedule, or on schedule and moving forward. He respected my judgment and he recognized that if a note appeared "Must talk TODAY" that I didn't just want to know how his wife and kids were doing. I always went over and above for my boss. It didn't take me long to obtain the aforementioned bonuses to prove it!
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Vlad Ehrsam is the chief writer for, and editor of Full Info on Business, visit there today for the latest Business advice, and why not sign up for the free Business newsletter. This and other unique content business articles are available with free reprint rights.
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