51.In terms of motivational programs that use financial incentives, extrinsic rewards come from the participating in the program and the feelings that accompany success.
52.The individuals who are the top sellers in an organization always make good sales managers.
53.Sales contests are almost always based on some type of sales target to encourage salespeople to close sales.
54.Sales contests and incentive programs that involve cash normally generate more buzz and excitement among salespeople than programs that offer merchandise.
55.Given at the right time and in the proper context, non-financial awards can be powerful motivators for salespeople, especially to those who value the opinions of others.
56.Recognition motivates when it is achievable by every member of the sales staff.
57.Praise can be given to a salesperson that has exerted a great deal of effort in obtaining a new client, but was unsuccessful.
58.The three categories used in sales performance evaluations are input measures, output measures, and sales measures.
59.In evaluating salespeople, input measures work the best when salespeople are paid a commission or the majority of their income is from commissions.
60.For a member of the sales staff that qualifies prospects, a sales manager can use input measures to evaluate his or her performance. One measure that would be a good measure of performance is the number of prospects evaluated.
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