{"id":16659,"date":"2023-05-09T16:50:01","date_gmt":"2023-05-09T16:50:01","guid":{"rendered":"https:\/\/www.sandler.com\/?p=16659"},"modified":"2023-05-09T16:51:01","modified_gmt":"2023-05-09T16:51:01","slug":"three-celebration-rituals-boost-performance-retention-sales-team","status":"publish","type":"post","link":"https:\/\/sandler.com\/blog\/three-celebration-rituals-boost-performance-retention-sales-team\/","title":{"rendered":"Graduation Is Not Just for Kids: Three Simple, Zero-Budget Celebration Rituals That Will Boost Performance and Retention on Your Sales Team"},"content":{"rendered":"<p><strong>Sales Leaders:<\/strong> It\u2019s May, which means Graduation Day is just around the corner for a lot of students. If one of those new grads is in your family, it\u2019s possible that you\u2019ve given some thought to special family celebrations that will take place.<\/p>\n<p>But let me ask a question: What about the salespeople you\u2019ve recently hired? Or the ones who report to you? How much thought have you put into <em>those <\/em>celebrations?<\/p>\n<p>I realize that may not be a question that\u2019s on your mind this month if you\u2019re a sales leader\u2026 but maybe it should be.<\/p>\n<p>Think about it for a moment. What is a graduation ceremony, anyway? It\u2019s a celebration of hard work. Someone committed to a stretch goal and made the short-term and long-term changes in behavior, attitude, and technique that were necessary to attain that stretch goal. Isn\u2019t that what you want a new sales hire to do during the first, say, 120 days on the job? And isn\u2019t that what you want a salesperson who\u2019s already part of your team to do when they take on a revenue goal that is going to move them beyond their comfort zone?<\/p>\n<p>The answer to both of those questions is \u201cyes.\u201d And the truth is, appropriate celebrations \u2013 graduations, if you will \u2013 can make a team-focused event out of goal achievement. Celebrating the fulfillment of goals that stretch the salesperson, or the team, is an important part of your leadership toolkit.<\/p>\n<p>Here are three simple, powerful, zero-budget celebration rituals you can start using this month to improve performance, engagement, and retention on your team.<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_79_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/sandler.com\/blog\/three-celebration-rituals-boost-performance-retention-sales-team\/#Simple_Celebration_Ritual_1\" >Simple Celebration Ritual #1<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/sandler.com\/blog\/three-celebration-rituals-boost-performance-retention-sales-team\/#Simple_Celebration_Ritual_2\" >Simple Celebration Ritual #2<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/sandler.com\/blog\/three-celebration-rituals-boost-performance-retention-sales-team\/#Simple_Celebration_Ritual_3\" >Simple Celebration Ritual #3<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Simple_Celebration_Ritual_1\"><\/span><strong>Simple Celebration Ritual #1<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>You Have Been Successfully Onboarded! Welcome to the Team!<\/strong><\/p>\n<p>Why on earth <em>wouldn\u2019t <\/em>you call a special team meeting whose sole purpose is to recognize and celebrate a new hire\u2019s completion of the onboarding process? A lot of sales leaders don\u2019t do this \u2013 and have never done this. What a wasted opportunity!<\/p>\n<p>No. This meeting\/ceremony\/party\/ritual\/whatever-you-choose-to-call-it doesn\u2019t have to eat up half of the selling day, and it doesn\u2019t have to cost your organization a single dollar. It does require a minimal investment of attention and creativity on your part, but isn\u2019t that worth it when someone hits all the behavioral benchmarks necessary to earn a formal slot as one of your trusted team members?<\/p>\n<p>I believe that the reason this celebration is so often, and so needlessly, overlooked, is a simple one: <em>Too many sales leaders have no formal onboarding process, so they don\u2019t see graduation from that process as anything to celebrate. <\/em>If this is the situation in which you find yourself, it\u2019s time to shake up the (dysfunctional) status quo and design an onboarding process for your new hires that works.<\/p>\n<p>Here are five keys to effective sales onboarding. At Sandler, we make a point of sharing these five keys with our clients \u2013 and indeed with leaders of any organization willing to make attracting and retaining the very best sales talent a priority. The onboarding process that results can be easily executed \u2013 and, eventually, celebrated \u2013 using remote workplace tools like Zoom.<\/p>\n<ul>\n<li>Most sales leaders do not prepare any onboarding process. They just react once the person has been hired. This is the single biggest mistake, and perhaps the easiest to rectify. Allocate the (minimal) time and bandwidth necessary to set up a personalized onboarding plan before the salesperson\u2019s first day on the job. The tips that follow will point you toward what you should be preparing.<\/li>\n<li><strong>Identify and discuss the top ten behaviors this person will be responsible for executing consistently.<\/strong> Don\u2019t focus on outcomes. Focus on behaviors. The top ten behaviors that salespeople execute on a consistent basis are the key to sustained success; it is imperative that each new hire understand what these behaviors are and what their impact will be on the bottom line. In most situations, these behaviors are:\n<ul>\n<li>Lead generation<\/li>\n<li>Building relationships<\/li>\n<li>Qualifying opportunities<\/li>\n<li>Making presentations<\/li>\n<li>Servicing customers<\/li>\n<li>Account management<\/li>\n<li>Territory development<\/li>\n<li>Refining and executing the behavioral plan<\/li>\n<li>Continuous education<\/li>\n<li>Execution of the organization\u2019s selling system<\/li>\n<\/ul>\n<\/li>\n<li><strong>Set up a coaching cadence. <\/strong>We recommend following what we call the Rule of 20-90. That means we spend the first twenty days onboarding someone with daily one-on-one coaching to establish a consistent model of behavior, and then do weekly coaching check-ins for the 90 days following. Note that effective coaching is always a safe, one-on-one conversation focusing on how the salesperson can achieve their most important personal goals. Coaching is never conducted in a group setting.<\/li>\n<li><strong>Set weekly goals.<\/strong> The process of setting goals is one of the keys to helping the salesperson maintain a strong sense of self-worth. We recommend helping the salesperson to focus weekly on developing three new professional goals and two personal goals, and to commit to achieving these each week, as part of the coaching process referenced above.<\/li>\n<li><strong>Build a \u201cfeedback loop\u201d for new hires. <\/strong>This means following a coaching model. There are four steps in the Sandler coaching process. Each of these steps must be executed in order, in a sequence that builds from what has gone before.\n<ul>\n<li><u>Assess<\/u>: In this initial step, the coach diagnoses the current business situation, evaluates the salesperson\u2019s competency, benchmarks the timeline for success and establishes the specifics of the coaching relationship.<\/li>\n<li><u>Establish<\/u>: During this step, the coach works with the salesperson to set expectations for the coaching process as well as create the goals that will be used in the measuring of success.<\/li>\n<li><u>Define<\/u>: In the third step of the coaching process, the coach explores new behaviors. This means sharing feedback and working with the salesperson to better utilize existing skills in need of improvement.This focus on behavior modification is the result of awareness garnered from the Assess phase.<\/li>\n<li><u>Execute<\/u>: This step involves the execution of the new behavior plan, as well as the corresponding skills.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>Note that those four coaching steps \u2013 Assess, Establish, Define, Execute \u2013 repeat in order, indefinitely, for as long as the coaching relationship continues. However, once you have done weekly coaching sessions for the 90 days following those 20 days of one-on-one coaching, it is time to gather the team together and <em>celebrate <\/em>\u2013 assuming you want the person to stay on! If you <em>don\u2019t <\/em>want the person to stay on, this is the point at which you will want to part company. Either let the person go politely and professionally\u2026 or throw a party to welcome them to the team!<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Simple_Celebration_Ritual_2\"><\/span><strong>Simple Celebration Ritual #2<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>You Just Hit an Important Individual Goal!<\/strong><strong>\u00a0<\/strong><\/p>\n<p>Once someone has graduated to earn a seat as a member of your team, the reasons for celebration don\u2019t stop. Your one-on-one coaching with this person should illuminate, on an ongoing basis, important personal and business goals that the salesperson is willing to commit to, take consistent action on, and, eventually, achieve.<\/p>\n<p>Some of these will be goals that connect to generating revenue as a member of your selling team: for instance, hitting the monthly target for voice-to-voice conversations with decision makers who match your template, or hitting a quarterly target for personal revenue production. By the same token, some of these personal achievements will involve things that the person made happen <em>beyond <\/em>the quota: for instance, completing a marathon run and generating financial support for a charity that\u2019s important to the salesperson. Attaining either kind of goal is a great reason for the whole team to celebrate. (Be sure to talk to the salesperson in question ahead of time to confirm that they <em>want <\/em>a team celebration to be all about them and their goal; some people won\u2019t.)<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Simple_Celebration_Ritual_3\"><\/span><strong>Simple Celebration Ritual #3<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>We Just Hit an Important Team Goal!<\/strong><\/p>\n<p>When you as the leader set an important performance-related goal for the team you lead, and the team hits the mark, it\u2019s vitally important that you take time out and personally acknowledge the team\u2019s accomplishment during a group celebration. This ritual doesn\u2019t have to be expensive, or cost anything at all; it doesn\u2019t have to punch a huge hole in the team\u2019s working week; but it does need to happen, and you do need to be there to take part. The goal you identify could connect to a team revenue target or to a specific set of behavior patterns (like prospecting) that you want to see improve across the board.<\/p>\n<p>Should you save big team celebrations for big team wins? Absolutely. But for too many teams, there is no recognition at all, beyond financial rewards, when the team achieves something meaningful. Financial rewards are great, but social recognition and team cohesion are, too. That\u2019s why you will want to find and set <em>some <\/em>measurable goal that the team can achieve\u2026 and then be sure to celebrate with them once they cross the finish line.<\/p>\n<p>The best scenario is one where you personally take time out to celebrate critical, quantifiable team achievement several times a year \u2013 at least. Once a quarter is great if you can work together to make it happen. Skipping this essential step is one of the most common mistakes sales leaders make \u2013 and one of the big reasons high-performing salespeople disengage, become demotivated, and decide to move on.<\/p>\n<p>And here\u2019s one more piece of advice about selling-team celebrations: Be sure remote members of the team have some way to take part! After all, some Zoom calls can be just for fun.<\/p>\n<p><strong>If you use these three simple, powerful celebration rituals consistently, you will see more positive outcomes from your team.<\/strong><\/p>\n<p><strong>Remember:<\/strong> Recognition is typically the most powerful motivator someone can experience, even more powerful than money. So, if you <em>don\u2019t <\/em>use these three simple rituals on a regular basis, you are basically taking the highest motivator out of play. That\u2019s a recipe for demotivation and disengagement, which is not where you want your team members to be. Why not get started right now? May is the perfect month to begin letting your people know that you are ready, willing, and able to recognize them when they graduate up to the next level of performance!<\/p>\n<p><a href=\"https:\/\/www.sandler.com\/whitepapers\/7-questions-to-ask-yourself-when-interviewing-recent-grads-for-a-sales-position\/\"><strong>Read this white paper<\/strong><\/a> to learn more about interviewing recent graduates for a sales position.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Here are three simple celebration rituals you can start using this month to improve performance, engagement, and retention on your sales team.<\/p>\n","protected":false},"author":167,"featured_media":16660,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[1120],"tags":[1035,1122,1377,1049,1107],"class_list":["post-16659","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-management","tag-management-skills","tag-sales-leaders","tag-sales-management","tag-sales-team"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - 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