When comparing the motivation system RED between Sales and Business Managers we see a considerable difference both on the acceptance of RED (38%) as well as on the rejection of RED (-40%).
It makes sense right? Business Managers (should) have a higher priority and tendency to push for results, actions and decision making compared to Sales Managers.
Given the results, we asked Business Manager, Peter van Hemert ; to share his thoughts on the findings. Peter van Hemert is the Vice President of Sales at Corpay -a leading global payment provider for businesses. Here is what he had to say:
“RED behaviour, both on RED+ as well as RED-, continues to be perceived negatively. Whereas getting things in motion is a crucial part of a company’s success. If we all aim to only reach goals, seen in the much-liked ORANGE colour, we will never move the company from A to B in the desired pace. Because what is there to reach (ORANGE) if you haven’t kicked off something in the first place (RED), right?
From my point of view, making employees feel responsible for their task and go beyond what they would normally do (make the most out of every day) requires clear communication, people management skills and a clear structure around agreements and deadlines; alignment of what good look like. This will more and more be reflected in other colours such as green, blue and even yellow as flexibility and creativity are also needed.
This does mean we tend to shy away from the RED. The allergy that we see on RED- is, in my view, simply the desire from all of us to be treated with respect and not one directionally being told to do what someone else wants you to do. But if the heat is one, employees will still very much appreciate the leader to take the lead and show red behaviour.
The paradox of this all is that we need RED+ behaviour and we want to see it in others if it benefits us. At the same time, Gen Z (Starters), feel the world is at their feet and they do have a lot to “demand”, even when they just start their professional career.
But maybe over time, they will grow into that leader that does show RED+ behaviour and in turn will complain about not enough RED in the generation/starters at that moment in time?
Let’s cherish RED+ behaviour and reward employees displaying this, using a mix of other colours in the Motivational Drives.
So, what do we learn from all these valuable insights?
Conclusions:
- The higher the role in the organisation, the higher the scores on the +RED and lower the scores -/-RED
- The gap (both -/-RED and +RED) is the biggest between Business Managers and Starters Gen Z in Sales
- Sales Managers on their turn also have a gap regarding +RED and -/-RED towards the Business Managers and Gen Z salespeople.
- Sales Managers also require to be kept into action while not being pushed harder or micro-managed.
Recommendations:
5) Adaptation in our approach towards Sales Starters (Gen Z in Sales) should start right at the top (business responsibility level) of the organisation.
6) The crucial Sales Management layer who currently has the responsibility to hire, manage and develop Starters in sales also needs to adopt and change its motivation and management style.
7) In addition, the Sales Management layer also needs constant attention and to be kept in motion/action by the Business Management layer.
In all probability, this is not the great news many business leaders expected and wanted to hear. Most of the leaders we speak to, expect their middle (sales) management to execute their strategic plans and to reach their targets without constant nurturing and guidance. Unfortunately, our research displays the opposite…
