While the copier sales industry had a big boom in the 1990s, it has become a much more difficult landscape. The market is filling up with so many cost effective options that many companies have already settled on their choices by now. No matter what you throw in, it can be difficult to move units these days. That just comes with the territory.
It doesn’t help any that we are evolving towards an increasingly more paperless world. Written checks are slowly becoming a thing of the past, as are the likes of bank statements and so on. More and more of our endeavors are being handled financially, even the likes of pay stubs or work place time sheets. This is convenient of course but it has certainly knocked the copier business down a peg or two in relevance. Need more sales training? You can find copier sales training here http://www.sales-class.net/copier-sales-training.html .
Still, there will always be some upstart out there in need of a good deal to help them get started, or yet another branch of some established local business whose existing copier is acting a bit on the fussy side. With tenacity, these opportunities can still be found. It can be difficult on the sales team of a copier business to stay motivated with the way things are however.
As such, a lot of the impetus needs to come from the manager. Management is more than just delegating tasks. Encouraging your team and boosting morale is just as much a part of it. You want to make sure everyone feels inspired and part of something. Make the grueling efforts of grabbing that next commission as fun as possible. You have to find ways to motivate!
This can be done by sticking to the “three M’s” rule. Managers need to be there for their team to motivate them, mentor them, and monitor them. If you have to get creative to help inspire them to keep up their best efforts, get creative. Offer friendly challenges or some sort of bonus (even if it is a small matter like a potential dinner gift card) to help keep things interested. Incentives are important. Mentor them when they get off course rather than scold. Use those opportunities to help them really learn, not just hate you and the job even more. Finally, simply monitor them. You do not have to breathe down their necks, but keep an eye out. If you take the team for granted, you may lose their focus and cohesiveness altogether.