Sales Motivation: Tips and Techniques to Motivate and Retain Your Sellers

Understand how to drive greater growth and sales talent retention.

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More than half of sellers today are looking for a new job and nearly 90% report feeling burned out from work.

In today’s climate that may not come as a shock, but what can you do to keep your sellers engaged and motivated through current and future disruptions?

Download our guide to learn:

  1. The impact of seller motivation on quota attainment.
  2. Internal drivers causing your sellers to seek new opportunities.
  3. Three actions to retain talent and keep sellers focused on driving revenue.

The 2 sides of seller motivation

Seller energy and persistence are critical to success, especially during periods of disruption.
To retain and motivate sellers, address both Drive and Drag dynamics.

Motivation toward work is not the problem

On one side of the seller motivation coin is “Drive.” Sellers experiencing Drive are mentally engaged at work, take initiative and persist in the face of obstacles. Drive is associated with higher quota attainment and is an important predictor of seller success.

Sales leaders tend to focus on increasing Drive, and these efforts appear to be highly successful – in fact, 76% of sellers report high levels of Drive.

So why are so many sellers exhausted if 3 in 4 report high levels of Drive? It turns out Drive is only part of the equation. The key to increased commercial returns actually lies with Drive's evil twin, “Drag.”;

Reduce Drag’s impact on performance

Although it may seem logical to invest in resources to capitalize on a seller’s Drive toward work, it's actually more impactful to the business to prevent Drag. A seller experiencing Drag feels bored, procrastinates, struggles to focus or even avoids work altogether. Drag is what’s most associated with lower quota attainment and higher intent to leave. Sellers experiencing Drag from a lack of development opportunities are up to 35% less likely to attain quota and up to 51% more likely to be actively job-seeking.

Although the impact of Drag is worrisome, the sources of Drag are largely organizational and within the power of chief sales officers (CSOs) to address. Reduce Drag by focusing on three primary actions:

No.1: Diagnose the sources 

Move beyond periodic skip-level meetings, climate surveys or manager feedback. Instead, treat sellers as co-investigators in understanding sources of Drag. Create a collaborative investigation process with a mix of focus groups, guided discussions and surveys to ensure sellers can share specific pain points and also benefit from the perspective of their peers to understand which issues are unique to their circumstances and which are shared. This arms you with knowledge on how to prioritize and monitor projects going forward.

No. 2: Ensure development opportunities

Enable your sellers to envision a career path that aligns with their aspirations and interests, which may increase the likelihood that they continue to meet quota in the short term and stay with the broader organization — along with their institutional knowledge — in the long term. 

No. 3: Empower sellers

A substantial number of sellers feel like they have little control over their destiny. Fifty-six percent of sellers feel like a cog in a machine. Those who feel this way are more likely to experience Drag, which increases the likelihood of subpar performance and active job-seeking. 

Empowerment is key to addressing this source of Drag by encouraging sellers to make their own decisions, solve customer problems and improve business processes. But this requires sales leadership to support new ideas even when they are risky, foster creative freedom to solve for customer needs and reward sellers for finding ways to improve sales processes. You don’t have to hand over total control to sellers. Instead, carve out carefully scoped opportunities for empowerment within select guardrails.

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Frequently asked questions

Motivating sellers means addressing factors that increase Drive and reduce Drag. Those actions together build the energy and persistence among sellers to contribute more commercial success, but the dynamics are complex. For many sellers, these opposing forces present themselves simultaneously in various aspects of their day-to-day work and are not simply two extremes on a single spectrum.

The best opportunity to improve sales performance is to reduce Drag. The sources of Drag are largely organizational and, therefore, within the power of CSOs to address. Reduce Drag by focusing on three primary actions:

  1. Diagnose sources of Drag.
  2. Ensure development opportunities.
  3. Empower sellers.

To boost seller performance and retention:

  1. Diagnose and address unique sources of Drag within the sales organization through a collaborative investigative process that incorporates multiple sources of seller and leader input.
  2. Expand career development opportunities and collaborate with HR partners to publicize roles and encourage sellers to explore those roles.
  3. Coach managers and sellers on the value and intent of seller empowerment efforts, how to accurately identify promising empowerment opportunities and the core principles of assessing the viability of opportunities.

Addressing the factors that affect seller motivation is critical to commercial success. Sellers who experience Drag are associated with active job hunting and lower quota attainment, which sinks the bottom line.

Drive stronger performance on your mission-critical priorities.