---
title: "Five Ways to Get Your Sales Team Moving as Peak Season Arrives!"
description: "The biggest challenge for manufacturers and distributors is managing sales personnel. This article outlines five key methods—base salary, benefits, performance appraisal, recognition and promotion, and work-life balance—to motivate sales staff and drive performance."
author: "New Distribution"
publisher: "New Distribution"
email: "zhaobo258@gmail.com"
telephone: "+8615854817671"
published: "2018-06-24"
language: "en"
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# Five Ways to Get Your Sales Team Moving as Peak Season Arrives!

> The biggest challenge for manufacturers and distributors is managing sales personnel. This article outlines five key methods—base salary, benefits, performance appraisal, recognition and promotion, and work-life balance—to motivate sales staff and drive performance.

Click 'Read Original' for details.
"Whether for manufacturers or distributors, the biggest difficulty in management is managing sales personnel. Why is it difficult to manage sales personnel?"
**In general, there are three reasons:**
First, each person's abilities, levels, and cognitive understanding vary, leading to differences in how they view problems, do things, and comprehend instructions.
**The low entry barrier for sales positions leads to a serious problem of nepotism, forcing managers to rely more on emotional management than institutional management.**
Third, many managers believe that sales personnel are results-oriented; as long as monthly sales targets are met, they can adopt a laissez-faire management style. However, this often leads other salespeople who cannot meet their targets to imitate and follow suit, ultimately resulting in everyone becoming inactive.
To get sales personnel moving and achieve set goals, it is essential to introduce a compensation and performance management system that stimulates their work enthusiasm and initiative through five aspects: base salary, benefits, performance, recognition and promotion opportunities, and work-life balance.
**1. Base Salary** is the wage that ensures the basic living needs of sales personnel and compensates for their time or labor.
- Composition: basic wage, position wage, seniority allowance, various subsidies, and overtime pay.
- Standard: Set based on local average wages and industry average wages, preferably above the industry norm.

**2. Benefits** are compensation provided to employees beyond base salary and bonuses, aimed at increasing employees' sense of belonging to the company and thereby enhancing cohesion.
- Avoid egalitarianism and "iron rice bowl" mentality; benefits should vary based on contribution, position, and tenure. The principle: greater contribution, higher position, and longer tenure lead to better benefits.
- Benefits should be diverse and optional. Combine physical goods and monetary rewards to satisfy both material and spiritual needs. For example, distribute gifts during festivals, send red envelopes on birthdays, and organize company trips during celebrations. Additionally, while keeping total benefits unchanged, allow employees to choose from a menu of benefits to boost motivation.
- Adjust benefits regularly to reflect market changes and performance appraisal directions, ensuring the company's benefits remain competitive within the industry.

**3. Performance Appraisal** is the best means to effectively tap into the value of sales personnel and ensure they stay active.
- Goals must meet five criteria: specific, measurable, achievable, relevant, and time-bound.
- Strictly implement appraisal standards: First, assess both process and results, with results weighing over 70% and process no less than 20%. Second, ensure fairness, openness, and transparency in inspections, prohibiting favoritism. Third, promptly deliver rewards and punishments, ideally at summary meetings.
- Feedback on appraisal results: Many think appraisal ends with rewards and punishments, but feedback is crucial. Sales personnel need to know why they failed to meet targets and what needs improvement. To provide effective feedback, follow five steps: (1) determine the discussion content; (2) share work experience with the employee; (3) create a performance development action plan to guide them; (4) identify obstacles and help overcome them; (5) let the employee summarize key points. This feedback helps improve performance in the next cycle.

**4. Recognition** is the driving force for sales personnel to work hard, and promotion opportunities are the source of their dedication.
- When sales personnel perform well, they should be recognized to maintain motivation. Superiors or bosses should actively praise and reward outstanding performance in three ways: (1) material rewards, such as public recognition with gifts or red envelopes to encourage continued effort and set an example; (2) verbal praise, combining face-to-face and meeting recognition to make employees feel their efforts are worthwhile; (3) spiritual rewards, turning good work into case studies for the whole company to learn from.
- Promotion opportunities are the source of dedication. Everyone works to get promoted and raise their salary. If promotion opportunities are stifled, it kills motivation. Distributors should establish a comprehensive promotion system that includes four aspects: promotion principles, conditions, procedures, and monitoring. Principles: (1) internal promotion first, external second; (2) step-by-step promotion; (3) both promotion and demotion. Employees with good conduct, outstanding performance, loyalty, and no disciplinary violations can participate. The process involves three steps: screening candidates, submitting promotion reports, and holding a defense where the highest-scoring candidate is appointed on the spot. Monitoring: evaluate the promoted employee's performance within three months; if they fail to meet job requirements, they should be returned to their original position.

**5. Work-Life Balance** addresses the personal concerns of sales personnel and ensures their dedication.
- Guarantee at least one fixed rest day per week. Everyone has personal matters to handle; a fixed rest day allows for planning, provided that product supply in their area is not disrupted.
- Open two bank cards for each salesperson: one for themselves for salary, and one for a family member (requiring the family member's signature) for performance bonuses. This helps stabilize family unity.
- Organize one or two team trips per year that include family members, allowing them to experience the work environment and alleviate concerns, thereby better supporting the employee.
- Send holiday gifts to parents and慰问金 (condolence money) during illness to increase a sense of belonging and encourage dedicated work.

In late August, the "2018 China Digital Innovation Conference (2018FDIC)" will be held in Shanghai, hosted by the China FMCG Industry Association and organized by New Distribution, with the theme "Finding New Growth Engines."
The three-day conference will focus on marketing and supply chain, with six parallel forums on brand, channel, communication, B2B, same-city logistics, and innovative retail. We will invite industry experts, CEOs, and brand executives to deeply interpret the trends and drivers of digital transformation in the FMCG industry.
We will gather over 500 FMCG executives, 200+ B2B CEOs, and 1000+ major FMCG distributors to discuss how the industry can leverage digital tools to achieve renewed rapid growth. This conference will bridge brand owners, distributors, retailers, and marketing agencies, helping FMCG manufacturers access the latest information, understand best practices, and master transformation skills.

**Below is the list of invited companies**

**Conference Time:** August 22-24, 2018
**Venue:** Shanghai Baohua Marriott Hotel
**Agenda:**
- Aug 22: All-day registration; 14:00-17:30 Parallel forum on distributor same-city logistics; 18:30-21:00 New Distribution Night Gala Dinner
- Aug 23 (Theme: Marketing Digital Innovation): 9:00-12:00 Main forum on marketing digital innovation; 14:00-17:30 Parallel forums on brand, channel, and communication
- Aug 24 (Theme: FMCG Supply Chain Digital Upgrade): All-day FMCG supply chain conference

**Registration:** Registration is now open. Long-press the QR code below or click 'Read Original' to register. Early bird tickets are limited to 200 at half price, available on a first-come, first-served basis!

**Inquiries:** For tickets and media cooperation, please contact us.

**Highlights from Previous Conferences:** Click the links below to review the first, second, and third FMCG + Internet conferences.

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