Sales & Marketing Management - November/December 2008 - (Page 25) tions as a long-term performance motivator, spot recognition reinforces the little victories. The key to making spot recognition work in your culture is to make it easy for recognition to flourish. The good news is that today, a spot recognition process may be quickly put in place using a Web-based incentive or recognition system, available in different formats from a variety of performance vendors. Each of these programs offers all levels of sales management the ability to go online to send a congratulatory message, e-card or e-certificate and tangible reward (in the form of points or a gift) to a deserving salesperson. For spot recognition to have maximum impact, it is important that the behaviors, actions or accomplishments celebrated relate back to the values and traits you have identified in your recognition strategy. By making the effort to reinforce the right kind of actions, you can build the right kind of culture. The personal touch, in the form of a handwritten note, is a powerful (and inexpensive) method to show sincere appreciation to a salesperson and reinforce great actions. To get the most from handwritten notes, it is important to be specific about the sales action that is being praised. Even a few sentences will do. Recognition training for your sales managers will help them understand the importance of recognition and how to recognize. The best method may be online, interactive recognition training that can be attached as a module to a spot recognition program platform. Sales managers can be guided by the site to take the training before accessing site functionality. Channel-appropriate recognition means, logically enough, that you have a good understanding of how much control and personal interaction you have over your sales channel. Naturally, employee salespeople are the closest and best able to participate in a variety of recognition programs. Now is the time to examine your recognition strategy and give it the same attention as your incentive gameplan. Once you have your recognition process successfully updated, you’ll be at a huge advantage. —David Chittock [THE PULSE] SOURCE: EMPLOYEE BENEFIT RESEARCH INSTITUTE SURVEY www.salesandmarketingmanagement.com 48 PERCENTAGE OF RETIREES WHO WOULD HAVE CONSIDERED DELAYING RETIREMENT—HAD THEIR EMPLOYERS MADE THEM FEEL NEEDED. NOVEMBER/DECEMBER 2008 SALES &MARKETING MANAGEMENT 25 http://www.salesandmarketingmanagement.com
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