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.

Motivation in Sales and Marketing

Motivation in the sales or marketing workplace is not significantly different in concept. Start by building a bonus system where the top sales person gets the top bonus, and on down the scale until at some point, there is no bonus. This may turn the work environment into a "dog eats dog" atmosphere, but it guarantees results. You can give a bonus for projects completed in 3-days verses the normal 5- day work week, or a certificate of achievement reward for the number of sales they've made in a month. The reward doesn't even have to be something expensive in order for the concept to work - just coveted.

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.

Some people simply don't have the ability to perform at rocket-science levels every day, or even some days. It's best to gauge your motivational technique to the workforce with which you are dealing. For instance, an announcement to your office staff on Monday that 100% attendance for the entire week receives a reward like a "gift certificate worth $50" is bound to encourage an increase in attendance.

There will always be employees incapable of maintaining an elevated performance level throughout the year, and those who cannot do so throughout most weeks. You must constantly assess the effect your incentives are having upon the workers. Attendance will naturally be better if you give out $75 to anyone with perfect attendance for a month. But would it work if you offered the same amount for a year?

I'm the type of person who works best when provided with a clearly defined task and then left alone to do it. My boss knew this and he also knew that if I needed help, further direction, or had a dilemma of some sort, he WOULD find a note on his door "Must talk TODAY" signed by me.

I have built this type of relationship with all of my employers. They always knew that if I didn't talk to them, then everything was fine and on schedule. They always honored my decisions but when I sent them an e-mail, it was time to give me some help. Then again, I am the type of person that generally goes well above the call of duty. I guess that is why I always made bonus!

Vlad Ehrsam
http://www.fibusiness.com/