SALES

MANAGERMEN
T
lECTURES: NGUYỄN ĐỨC CÔNG

Group 5
MOTIVATING
SALES
PERSONNEL
 Cẩm Tú Huyền Trang

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teams
Phương Ngọc Bích Ngọc

Ngọc Hân Kiều Trang

 1 MASLOW'S THEORY OF NEEDS

2 HERZBERG'S TWO-FACTOR THEORY

Table of
contents 3 MOTIVATE SALES STAFF

5 LESSONS LEARNED
 Maslow's theory of needs
Maslow's theory is
based on the
following basic thesis:
Humans have many
needs and these needs
are arranged in order
from lowest to highest
Motivation to act is
maintained only when
human needs are not
met
 Maslow's theory of needs

The need to be esteemed: the Self-actualization needs: self-

desire to be trusted and expression, creativity, and
respected by everyone around recognition as successful

Safety needs: occupational Social needs: communication

safety, property safety, life, with friends, relatives, family,
psychology, .. colleagues, society,...

Basic physiological needs: These are things related to

basic daily activities such as eating, walking, sleeping, ...
 Herzberg's Two-Factor Theory
There are two groups of factors affecting the motivation of employees in the workplace:
The group of maintenance factors and the group of motivating factors.

Maintenance factor Motivational factor

Regulations and policies of that organization.

Inappropriate work supervision.
Working conditions and working environment
do not meet employee expectations
Salary, bonus and allowances, benefits are
not appropriate or contain many unfair factors
Relationships between "problematic"
colleagues
The relationship between leaders is not
satisfied
Recognized and honored by the
organization, leaders and colleagues
(related to performance evaluation)
Personal development, career advancement
opportunities (related to training and
development)
Be responsible for the work (related to the
job characteristics)
Motivate sales staff
SALARY AND BENEFITS

10% travel
60% of the Ranging from allowance, 10%
SALARY total salary 6-8 million other allowance
structure per month. and 20%
commission

13th and 14th Reward the

Bonus
month salary individual with
BONUS according to
bonus the highest
KPI
sales
SALARY AND BENEFITS

Lunch Transportation Training

WELFARE
allowance allowance allowance

Use TH true Milk

Holiday Birthday products for free
allowance allowance at the factory

Buy TH True milk

Use company Enjoy annual
products at a
transportation leave
discounted price
 SALARY
These welfare policies help motivate and
AND
enhance employees' empathy for the
BENEFITS
company, and also help employees have a
better life and are fully entitled to their
benefits.
Insurance and
health care policy
Health care policy

To enjoy the insurance regime as prescribed by the

state: social insurance, health insurance

Organize annual health check-ups for employees

Organize health care activities: Exercise

together in between hours, nutritious meals, ....
Insurance and
health care policy
Take care of employees' morale

Organizing excursions, tours, vacations

Organizing participation in extracurricular
activities, teambuilding (soccer, table
tennis, badminton...)

Help to make employees' morale more comfortable and

re-energize. Create opportunities to build partnerships, learn
and exchange experiences as well as opportunities to bring
people closer together and create higher work efficiency.
 Insurance and health care policy
Working space

Prioritize design in a modern, creative and spacious

style.
Combined with natural elements, making the office cool and
comfortable for employees to help them have a good working
spirit and be more efficient at work.

Equipped with amenities and entertainment such as dining

areas, relaxation rooms are also arranged privately so that
employees can rest when they need to re-energize.

Equipped with work aids such as computers, phones, fast

wifi and announcement speaker system, helping sales staff
to work conveniently and interact with customers.
CAREER OPPORTUNITIES

TH True Milk not only gives employees a good job but

also many long-term career development opportunities.

Individuals are encouraged, supported, motivated, and

looking for opportunities to strive and learn to change and
innovate at work.

Build a clear career development path according to levels

combined with specific training programs for each subject

From there, develop personal capacity as well as a

career path.
Lessons learned
 Develop specific employee performance evaluation criteria
(KPIs) for each position with clear standards and scales

FINANCIAL
COMPENSATION Invest in information technology infrastructure

POLICY
The salary system and remuneration regimes must ensure
fairness, consistent with the general salary level and the
criteria for evaluating personnel in the company.

Should add insurance types: life, work accident and

accumulated savings program for long-term employees.
Work environment: Managers are responsible for
researching how to create an effective working environment
as well as creating a dynamic working environment with
high teamwork.
NON-FINANCIAL
COMPENSATION
Leadership activities: Using the right people for the right
job, encouraging employee participation, assigning POLICY
individual responsibility at work, giving employees more
freedom in choosing working methods and procedures.

Mental incentives: recognize achievements, and publicly

celebrate employee performance in front of colleagues
with positive words of encouragement.
 It is not necessary to increase wages to help
workers perform better than necessary.

Notes when Pay attention to other factors such as environmental

conditions that affect employee morale.
making incentive
policies
Do not show disdain for the employee's working capacity;
do not control too tightly and unfairly to the employees.

Managers need to pay attention to two levels of work

motivation: the work motivation of each employee and the
work motivation of the whole team.

Avoid motivating an individual but affecting the

work motivation of another group of employees.
For listening