How Microresolutions Can Boost Sales Performance

When managers roll out major changes, it can be a shock to everyone who has to comply with new rules. When handled incorrectly, disruptions can cause resentment and resistance that counteract productivity, and most companies can’t afford to waste that kind of time. While certain things can’t be helped, such as new company software or new compliance laws, there are reasons you might want to take a different approach if it’s necessary to change employee behavior.

Sales employees can benefit from small, well-defined resolutions as a means of strengthening performance and company revenue rather than blanket procedural changes. A microresolution is an achievable behavior change that employees can use to improve their day. It needs to be a clear goal, so generic calls for improvement will not do.

For example, let’s say an employee is having trouble making a strong first impression on their prospects. Considering that sales today is largely driven by the ability to teach the client about their own business, it might be a worthwhile resolution for the employee to start working on how to impart their best suggestions and tools as quickly and naturally as possible right at the start of a conversation. Or since people have more energy and resolve in the morning, it may make sense to have your reps tackle their hardest tasks before 11 a.m.

The amazing thing about these microresolutions is that they can and do apply to everyone. No one is above making better decisions in their day, and this is an excellent way to inspire employees to feel a resolved sense of purpose when they confront their daily tasks. Whether a person needs help in documenting their activities or they need assistance with executing a specific sales tactic, encouraging everyone to make one small resolution can be the start of some drastic changes in the office.

Just because a microresolution is easily definable doesn’t mean that it will be easy to adjust to. It will take some experimentation to fully adapt the change into a day, but this experimentation is excellent for generating discussion and a sense of camaraderie. With everyone working together to fix one of their shortcomings, it can help employees feel connected to one another for better teamwork and understanding. The key here will be to have everyone on board with completing this task, and depending on the type of office environment, it may make sense to track that progress in a public way.

Let employees know that resolutions can grow into more ambitious goals, but only after the original resolution has been thoroughly mastered. This is why it’s so important for salespeople to set realistic goals. It’s also why reps should only work on one resolution at a time. Someone who wants to get their numbers up by 70% may be setting themselves up for failure, while a field salesman who aims for a 10% revenue increase can always adjust their target after they’ve met their goal consistently over consecutive months.

While change can sometimes be slow, the sense of pride and achievement an employee feels after hitting a personal goal is meant to be a jumping-off point for continued growth within the company. If you’re a sales manager, then you may want to suggest individual goals that you feel will be best to improve your reps’ performance.

The more involved an employee is in their overall progress, the better their relationships and confidence will be with clients when making sales. By allowing a salesperson to see marked success in their days in one aspect, the comfort level they feel in their job should also rise. Every sales team is different, but there is no one who is immune to the pleasures of doing their job more effectively. If possible, implementing this type of program in a company should apply to everyone: senior executives, managers, and everyone in between. While it may take some time, using microresolutions on a consistent basis should lead to a lasting, positive impact on sales performance.

What are the Benefits of Microresolutions for Sales Performance?

1. Achievable goals: Microresolutions allow employees to focus on achieving one specific goal at a time, which is attainable and motivating. Unlike large-scale changes, microresolutions don’t feel overwhelming or unattainable. It’s easier to get behind a small change than a major upheaval of processes.

2. Employee engagement: Encouraging employees to set and achieve small goals fosters a sense of engagement and purpose. Employees feel that their contribution is tangible and measurable, and they are empowered to make a difference in their work environment.

3. Feedback and growth: Microresolutions provide an opportunity for managers to give specific feedback and guide employees towards growth. They can provide support and coaching on how to achieve the goal, and also recognize and reward employees who successfully complete the goal.

4. Sense of accomplishment: Achieving a microresolution provides a sense of accomplishment, which is motivating and inspiring. Employees who accomplish their goals are more likely to feel fulfilled and confident, which translates into better job performance and stronger work relationships.

5. Focus on the positive: Instead of focusing on negative behaviors or shortcomings, microresolutions focus on the positive. Employees are encouraged to identify areas where they can improve, rather than being told what they are doing wrong. This fosters a sense of creativity and innovation, and helps employees feel good about their work.

Conclusion

Microresolutions are an effective way to improve sales performance and foster a positive work environment. By focusing on achievable, specific goals, employees are motivated to improve their performance and feel empowered to make a difference. Sales teams benefit from the camaraderie and engagement that results from working towards a shared goal, and managers have the opportunity to provide feedback and support for employee growth. With consistent effort and support from managers, microresolutions can lead to lasting improvements in sales performance and overall job satisfaction.