Scottsdale, Ariz., (PRWEB) November 18, 2014
Recognizing top-performing salespeople possess unique skill sets, Seniors Housing & Care Journal recently published findings showing salespeople who strike a balance between providing information, coaching and support are better able to generate sales contracts within senior living communities.
The study, “What Distinguishes the Top Sales Performers in Seniors Housing? An Exploration of the Key Values and Motivators of the Industry’s Top Sales Performers,” was awarded the 2014 Paper of Merit by Seniors Housing & Care Journal. It also affirmed earlier research that matching an individual’s motivators to the specific rewards of a job result in greater engagement and job success.
To better determine overall effectiveness in this distinct sales environment, several senior housing communities of various sizes volunteered their sales staffs to participate in the study and take the TTI Workplace Motivators self-assessment.
Seniors Housing & Care Journal published the self-assessment study findings, conducted by Russell J. Watson, Ed.D. and Anthony Mullen, MS, CPA, which is based on TTI SI’s proprietary motivators assessment that measures six intrinsic human motivators.
Statistical analyses were conducted on the top and lower quintiles of the sales population, with three key motivator values emerging amongst the top performers: utilitarian/economic (receiving ROI, financial or otherwise), social/altruistic (inherently caring for and helping others) and theoretical (uncovering newfound knowledge).
“What was discovered is when an employee’s internal motivation matches with the rewards of the job, there is a much greater chance for job satisfaction, employee engagement and ultimately, success,” said Ron Bonnstetter, Ph.D., Target Training International, Ltd.’s senior vice president of research and development. “Beyond this environment, this is a study that illustrates that job matching – the process of pairing an individual to a job that harnesses their personal motivations – leads to greater success for people and for business.”
In this study, Watson and Mullen attempted to answer the following set of questions:
- What do these top salespeople have in common?
- What are the values (motivational drive factors) of the top performers?
- Are these values different from mid-level and lower sales performers?
- Can these values be measured in some way?
- What do the top salespeople say about themselves when asked what motivates them to achieve?
- What can we learn about sustaining a higher level of motivation amongst our own salespeople?
To read the study in full, visit nic.org/SeniorsHousingandCareJournal/2013 and fill out the form to download the complete 2013 version of Seniors Housing & Care Journal.