You’ve never expected work to be perfect. You understand that with deadlines to meet, quotas to reach, reports to write, and different personalities to deal with, the office won’t be a magical place all the time. However, lately you’ve been noticing some really unpleasant interactions at work, your sales numbers are down, and you may have just witnessed an employee scoffing at the Company Culture plaque in the hallway.

You know something’s wrong, you’re just not entirely sure what the problem is. And without understanding the problem, you won’t be able to fix it. You know it won’t get better if you don’t address it. So how do you improve the situation?

Looking for a way to improve your organization’s work culture?
Contact Marvelless Mark today for an experiential motivational speaker.

Signs a Workplace Is Toxic

You’ve heard the term “Toxic Workplace Environment” before and you’re concerned that this might be what’s affecting your team. If you’re noticing any of the following signs amongst your employees, you might have found the problem.

  • High Turnover – While there’s always some employee attrition, frequent turnover can signal a problem.
  • Frequent Sick Days – Everyone gets a stomach bug occasionally and mental health days can help employees be more productive, but if they are constantly calling in sick, there may be a bigger issue.
  • Looks of Dread – You can’t make everyone happy all the time, but if your employees have a hollow, hopeless look to them day in and day out, something is wrong.
  • Poor (or No) Communication – You’ve attempted to keep an open door, but lately, employees aren’t stopping by to talk as much as they used to. And when you approach them, they aren’t eager to share.
  • Whispering – Employees will always talk to one another, but if you’re noticing high school-esque cliques developing and hearing whispering by the water cooler and rumors in the break room, there’s a problem brewing.

What Causes a Toxic Work Environment?

While you may want to place blame for the current situation on your employees, your higher-ups, or even on yourself, a toxic work environment can begin at any level of an organization. One thing is for sure… it spreads quickly.

There are several factors that can play into this type of environment or culture. We’ll begin with problems at the managerial level and then work into employee-driven toxicity.

Toxicity from Leadership

 1. Leadership hasn’t taken the time to identify and communicate the company’s core values.

These values are what guide your decisions and your employees’ behaviors. If you don’t take the time to outline how you want employees to behave, and you haven’t then shared this information with them, they won’t have the guideposts necessary to act in the proper way.

2. Leadership isn’t exhibiting the company’s core values.

Remember the old saying “Do as I say, not as I do”? Today’s employees do not subscribe to this outdated way of thinking. Management at every level must behave in the manner they expect their employees to behave in. If they don’t, those core values are nothing more than wall decor.

3. Management refuses to adapt.

Technology changes, industries change, and employees change. If managers dig their heels in and refuse to change with the times, resentment will build and breed a toxic culture.

4. Management treats employees as disposable.

If an employee doesn’t feel valued or appreciated, and even more so if they are repeatedly told that “people are waiting to take your job,” they’ll develop an antagonistic relationship with leadership and be unwilling to perform their best.

5. Management refuses to invest in their employees.

When good talent isn’t given the opportunity to grow and move up, they react in one of two ways. Either they run to the next opportunity, or they stay in their current position but become resentful, angry, and brooding.

6. Leaders aren’t communicating with employees.

It’s disheartening to do a job for weeks, months, or even years, without any feedback. Employees need to be met with on a regular basis to check in on their performance and goals, and to create a plan for growth within the company. If they aren’t doing something correctly, the sooner it can be addressed, the less likely it is of becoming an issue later on.

Toxicity from Employees

7. They feel “passed over.”

Not every employee is deserving of a raise or promotion. However, if they don’t understand (or aren’t told) why they weren’t promoted, they’ll be angry and mistrusting. After all, why work hard when they could just be passed over again?

8. They fight change.

Change can be difficult to accept, and while it is management’s job to prepare employees for any major changes, some employees just find it difficult to adapt to new situations. Some can be helped through these transitions while others will never adapt. 

9. They weren’t trained properly.

Most employees want to do a good job. However, onboarding procedures and training often leaves much to be desired. An employee that hasn’t been properly trained to do their job will feel anxious, self-conscious, and eventually, resentful of the organization as a whole.

10. They aren’t right for the role or the organization.

Hiring the right talent is an art. And no matter how well your company has mastered the process, every once in awhile, someone is bound to slip through the cracks. If one of your employees is the source of the workplace toxicity, you’ll need to reevaluate if they would be happier and more productive in another role within the company using different skills, or if they don’t exhibit your organization’s core values (regardless of what role they play) and will need to be let go.

Related: Stuck in a Rut: How to Break a Sales Slump

How to Change a Negative Work Environment?

While you may be working in (or even fostering) a negative or toxic work environment, there is hope. With the right changes, you should be able to turn the culture around and restore a positive, productive work environment.

1. Figure out the problem

As you’ve seen, there can be many causes of toxicity in the office. Identifying the problem (or problem employee) will help you deal with the issue as quickly and painlessly as possible.

2. Take responsibility

Whether the problem resides in management or elsewhere, accepting responsibility will allow you to make the necessary changes. If you actually address the problem with your staff and apologize for your role in it, your employees will appreciate your honesty and be more likely to accept their own responsibility in the situation.

3. Right the wrongs.

If core values have not been established, take the time to identify them. If they have not been communicated, share them with your staff. If employees haven’t been properly trained, arrange the training they need. If they haven’t been encouraged or appreciated, correct the situation. You can’t change the past but you can create a new future.

4. Open the lines of communication. 

If you haven’t already, reach out to your employees. Provide a safe space for them to voice their challenges without fear of judgment or losing their jobs. And don’t just listen to their opinions, actually take them to heart. When they’ve had a chance to share what’s bothering them, turn the conversation to different ways you can turn the environment around as a team. You may be surprised by the practical ideas that come from your employees when they are given the opportunity to brainstorm and become a part of the solution. 

5. Reestablish trust and teamwork.

As you go about fixing the challenges facing your team or organization, you’ll need to change the way employees relate to one another and to management. A motivational speaker and teambuilding expert can take your employees through exercises designed to improve relationships and create new connections. For an experiential training that will keep employees engaged (not to mention having a blast), consider hiring Marvelless Mark Kamp to teach your employees to play like a band rather than solo artists.

Related: What Are the Benefits of Hiring a Motivational Speaker?

A toxic work environment can be created by many different factors, however, the outcomes are always the same: disheartened employees, higher turnover and costs, decreased sales, and poor attitudes poisoning workplace culture. Thankfully, it’s not too late to turn the situation around. By applying the techniques mentioned above, you can help restore a peaceful, positive environment to your organization and ensure that your employees are happy, productive, and selling like rock stars.

You’ve just run the numbers, and much to your dismay, they aren’t looking great.

You have a wonderful sales team working with you, yet you haven’t hit your monthly sales goals for a few months now, and upper management is starting to take notice. If you continue down this road, you’re afraid that one of three things will happen: you’ll be forced to let some of your salespeople go, you’ll have to hire more salespeople which will make it more difficult for your existing team members, or upper management will decide that you are the problem and you’ll have to find a new job. 

All of these potential outcomes fill you with fear. You love your job and your team members, and you don’t want that to change. You’ve already considered the possibility that the problem is due to the economy. Or maybe, sales are down because a new company has come on the scene and they are causing a disruption in the market. Perhaps, your fulfillment team isn’t living up to the promises you’re making to new customers? 

You’ve considered all of these possibilities, but when it comes down to it, it doesn’t really matter why it’s happening. All that matters is that you accept it and fix it before the situation gets worse. 

Want to unlock your sales team’s full potential?
Contact Marvelless Mark to book an inspiring experiential motivational speaker.

What to Do When Your Sales Numbers Are Down

When your sales numbers are done, you may find yourself having one of several reactions.

  • You panic
  • You place blame
  • You get angry and threaten your staff 

The first thing you need to do is… fight all of those reactions. While they are all natural, they aren’t the least bit productive. Panic will only serve to lessen your ability to think clearly and creatively. Placing blame on your staff will make them feel terrible about themselves and their abilities (and won’t improve their chances of success), and getting angry and threatening your team? Well, that just causes them to resent you and run for another opportunity if it presents itself. 

A better plan is to stay calm, focus on solutions, and treat your staff like a unified front – a strong team that will work together to make things better. How? Here are a few strategies to help:

Review your goals.

When was the last time you sat down with your team to discuss their individual and team goals? Knowing where you’re going and having a clear plan to get there will help your salespeople stay focused and put in the extra effort needed to raise your numbers. 

Discuss challenges as a group and then one-on-one.

Often times, when people are at a low point, they want to avoid vulnerability and look better than they’re actually doing. Unfortunately, covering up weaknesses will only serve to make them worse. Instead, you want to lean into the vulnerability. Hold a meeting and share with your team what’s going on. Explain the situation and be honest about what will happen if things don’t improve. Not in a “sky is falling” kind of way, but rather to empower employees to change the course of their future. 

Allow your employees to speak freely about the challenges they are experiencing and the factors they believe are causing them. Brainstorm solutions, and ask employees to support one another through this process. 

While it’s important to gather as a group, you’ll also want to meet with each of your sales team one-on-one. Some of them may be experiencing issues in their personal lives that they aren’t comfortable sharing with the group. Work with each person to identify challenges and create a game plan to get them back on track. 

Provide training to fill in the gaps.

Sometimes, a lack of sales success is due to weaknesses in skills or knowledge base. Perhaps products have changed and your employees don’t feel comfortable selling them yet. Or, they may have gotten a little slack in their sales processes and need a refresher course to improve their performance. Provide product-specific training if necessary and if their issues are general sales challenges, go back to the basics of sales and build up their skills so they can succeed. 

Focus on the customers.

When your focus shifts entirely to improving the financial situation, it gets worse instead of better. Rather than narrowing in on how you can bring in new business, why not spend some time nurturing your existing clients. Check in with them to see how your product or service is working for them. Ask them if there are any improvements they would make. After you’ve heard them out and addressed any issues that need attention, they may be interested in doing further business with you, or they may know of someone who could use your help. Your client book is a wealth of knowledge and a wonderful source of referrals.

Improve your mindset.

Like it or not, mindset is everything. If you believe that your team has the power to be successful, and if you treat them as such, they will be. On the other hand, if you fall victim to a “woe is me” attitude and believe that external factors are plotting against you and you’ll never overcome them… you’re right. Stay positive for your own benefit but also for the benefit of your team.

Related: How to Boost Sales Team Morale and Motivation

How to Stay Positive When Sales Are Down

Of course, staying positive when you’re going through a difficult time is much easier said than done. However, successful salespeople will all tell you that staying positive and focusing on the future is the most important factor in surviving this slump. 

Here are a few suggestions on how to keep your chin held high no matter what’s happening around you.   

Lighten the mood

It may sound silly, but using music, humor, and play, can change your mood and the moods of your team members in an instant. Yes, the situation is serious… but you don’t have to be. Play some upbeat music, crack some jokes, and involve your staff in some fun games to change their mood and their mindset. 

Improve the environment

This can be as simple as stepping outside for meetings rather than holding them in the same stuffy conference room. If upper management approves of it, you can invite your staff to bring their dogs to the office one day a week which will both improve the environment and lighten the mood. If the budget allows, you can even add some greenery to the office to make it more inviting. If none of these are an option, considering changing the furniture layout and the configuration of the office. Any change in environment can cause a shift in attitude. 

Identify the energy vampires in your midst

As much as you want to believe that everyone on your staff is part of the solution, there’s a very real possibility that one or two people are part of the problem. Instead of being positive and looking for a solution as a team, they are wandering around the office like the Grim Reaper, spreading negativity wherever they go and sucking the life out of your salespeople.

Unfortunately, they can’t be ignored. If you let their behavior continue, they will drag the rest of your team down with them. You’ll need to approach these employees and discuss the situation in private. If their attitude improves, wonderful. If it doesn’t, you’ll need to handle them appropriately. Just be prepared that this may mean letting them go for the good of the team.

Focus on mindset

Provide resources for your team. There are many motivational books, audio books, podcasts, etc. out there that can help your salespeople improve their mindset. Personal growth ties into professional growth and when the numbers are down, it’s the perfect time to build them up as individuals. 

Avoid desperation

Desperation stinks. Literally. Customers can smell it from a mile away. If your salespeople walk into a presentation desperate to make the sale, the client will sense it and will be less likely to do business with them. Practice delivery and tone of voice with your team before you release them out into the sales world.

Related: How to Motivate a Sales Team Without Money

How to Break a Sales Slump 

A sales slump can be frightening. You don’t want to continue into the downward spiral. Your livelihood and the livelihood of your team members is on the line and you feel responsible for them (as you should). The last thing you want to do is let them down.

Thankfully, there are many things you can do to break yourself and your team out of this slump.

Admit that you’re having difficulty

Remember how we discussed leaning into your vulnerability? While you are the leader, your sales team can also provide support during this time. You can also reach out to a trusted colleague or mentor to help you sort through the challenges your team is facing.

Identify the problem

While you don’t want to place blame on outside forces, you do want to identify what challenges you are experiencing so you can fix them. Is it a lack of training? A mindset or morale issue? Find the cause and you can uncover the cure.

Look inside your organization for guidance and support

If you’ve got one salesperson who is absolutely crushing it, invite them to train the group. Ask if they’d be willing to mentor some of your team members who need extra help. If you’ve got a training department or a senior manager who can provide some wisdom and guidance, ask them to step in and support your people.

Look for help outside of your organization

Sometimes, the answers you need aren’t in your organization. When your employees need motivation and skills training that you can’t provide, and can’t find within the company, it’s time to look outside. Motivational speakers can improve your team’s morale, teach them to come together as a team, provide skills to be better communicators and better sales people, and provide the inspiration that your employees need to return to work with enthusiasm for their roles and a desire to improve for the benefit of all. 

The right motivational speaker will provide an entertaining and thought-provoking presentation for your team. They’ll build instant rapport and engage your team in experiential learning. If you need help motivating your team to achieve rock star results, consider hiring Marvelless Mark to inspire your troops.

Related: 5 Ways to Achieve the Next Level of Selling

A sales slump is scary. However, it’s less frightening when you realize that you are not alone. Salespeople throughout history have experienced low points in their careers. Thankfully, your team has you to lead them through this. You are committed to supporting them and doing everything in your power to help them persevere. Now, armed with the techniques you’ve just learned, you have the ability to turn their sales slump into a sales rebirth. 

Stay positive. Lean on your team. Look for guidance within your organization. And, always remember that there is support outside of your company. You will get through this. You will break this sales slump.

You’ve got an amazing team working for you. You hired fantastic people and they are working hard to be successful.

No matter how well your sales team is doing, they can always get better. You realize that investing in your people will not only improve them as employees, but will also give your company a leg up on the competition.

Thankfully, upper management is on board with your desire to help the team improve. Now, you’re wondering what’s the best possible way to train, motivate, and support your people so they can blossom into the business rock stars you know they can be. 

An experiential keynote speaker can give your team inspiration during your next your next corporate event.

Do Motivational Seminars Really Help Improve Company Results?

There’s often some debate about whether motivational seminars or speakers bring value to a company. While not every motivational speaker or seminar program is beneficial, hosting an event with the right speaker to motivate and train your staff can support the company in the short and long term. 

Let’s take a look at the different benefits of motivational seminars for your company: 

Increased Morale

Toiling away in a job day in and day out can become stressful and employees can lose their zest for their role. A motivational seminar can provide a break from the daily grind and supply the excitement to bring employees’ enthusiasm back up.

Increased Skills

A motivational speaker can introduce (and reinforce) skills that will help employees improve their performance. These can include communication skills, sales techniques, teamwork, leadership, and much more. 

Bringing in an Outside Perspective

No matter how good you are as a leader, sometimes, employees need to hear a message from an outsider before they really take it to heart. A motivational seminar can introduce new ideas and reinforce what you’ve been trying to communicate all along. 

Showing Appreciation

Sure, this probably fits under the Increased Morale benefit, but showing your employees that you value their work, appreciate their energy, and put stock in their ability to consistently improve, will go a long way to improving their job satisfaction.

These are just a few of the benefits that your company will get from a motivational seminar. If you want happier, more productive employees, a motivational seminar is a must for your organization.

Related: What Are the Benefits of Hiring a Motivational Speaker?

What Factors Contribute to the Effectiveness of Motivational Speakers

If you want to host a successful motivational seminar, you need to find the right motivational speakers to address your team. In order to do this, you first need to understand what makes a motivational speaker effective. 

Willingness to Adapt their Presentation

You know the message that you want to share with your team. An effective motivational speaker will be willing and able to tweak their presentation for your specific audience. This will involve industry specific details and addressing the problems that your employees face. 

Appropriate Stories

Effective Motivational speakers often deliver their messages through the use of powerful stories that will resonate with your employees. They’ll capture their attention, take them on a powerful emotional journey, and then leave them safely at the end with a useful lesson. 

Experience in the Field

While this isn’t a necessity, a motivational speaker may be even more effective for your audience if they’ve had some sort of experience in the industry. Even if they didn’t work full time in the field as an adult, they make have worked in it during college, volunteered  or worked in an adjacent field. They may even have a close friend or family member that has experience and has shared their stories over the years. 

An Experiential Presentation

Do you remember your last “Death by PowerPoint” session? You were probably doing your best not to nod off in the middle… and that’s whether you were watching it or giving it!

An effective motivational speaker gives an experiential presentation that engages your audience and has them involved in the learning. Audience members actually become a part of the show. 

Don’t subject your team to a lecture when they could enjoy an engaging, dramatic, learning experience.   

Strong Takeaways

Motivation is great, but without actionable steps your employees can take when they walk out of the room, the enthusiasm will fizzle quickly. An effective motivational speaker will provide takeaways that your team can put into practice the very next day.

Related: Do Team-Building Workshops Actually Make a Difference?

What Makes a Motivational Speaker Good? 

Now that you understand what makes a motivational speaker effective, let’s go a bit further into what makes them good at what they do.

In order to communicate the message and hold the audience’s attention, a motivational speaker will need to have several characteristics such as: 

The Ability to Build Rapport

Rapport doesn’t just start when a motivational speaker steps on stage. A good one will ask to be connected with a few of your key employees before the event. This allows them to gain specific information, learn more about the dynamics at play (and possibly identify some challenges), and to connect with the entire audience during his or her presentation as “one of the team.” 

Vocal Variety

No one wants to listen to a boring, monotone speaker. Don’t subject your team to this! A good motivational speaker will not only captivate your audience with their words, but also with the way they deliver them. 


Humans respond to humor. Yet sadly, this is something that is missing from many a corporate environment. A good motivational speaker will utilize humor to entertain and connect with your audience. 

Clear Speech

A good speaker should be… well, a good speaker. They should be eloquent, loud enough to be heard, and easy to understand. If your employees are struggling to understand them, they won’t grasp the actual message. 


A powerful message shouldn’t take hours to deliver. In fact, the longer it takes to explain, the less engaging and useful it will be. A good motivational speaker knows how to deliver their message clearly and quickly. 


When you truly care about something, your enthusiasm is infectious. If you’re not passionate about what you do, it’s painfully obvious to those around you. A good motivational speaker will be passionate and enthusiastic about their topic and about sharing what they know with your audience. 

If you want to help your team members be the absolute best that they can be, both for themselves, and for your company as a whole, a motivational seminar with a good, effective motivational speaker can provide the boost that you’re looking for. 

If you are interested in providing an unforgettable experience for your attendees, one that will have them on their feet rockin’ along with the presentation, consider Marvelless Mark Kamp for your next event. He’s energetic, entertaining, and he will motivate your team and leave them excited to become business rock stars.

Money is great. We love money. But when it comes to motivating your sales team to do the best job possible and perform like the rock stars you know they can be, money may not be the best way to get them excited.

If you’ve got millennials on your team, you may have seen this in action. Research into millennials in the workplace shows that this generation would accept less money to work for a company with a comparable mission.

No matter what generation your sales team consists of, you need to find ways to motivate them to do their best, without the siren song of money.

Need something to inspire your employees to achieve their full potential?
Contact Marvelless Mark for a
keynote speaker that can rock your next event!

How to Motivate a Sales Team Without Money

Before you attempt to motivate your sales team without the help of our little green friends, it’s important to understand the different types of motivation that they may respond to. These are intrinsic and extrinsic.

Extrinsic motivation comes from external factors and typically consists of bonuses, prizes, trips, and fancy dinners. This type of motivator is very important and shouldn’t be ignored. But, it also shouldn’t be the only type of motivation your employees experience. If it is, then the moment it’s taken away, your team will fall into crisis.

Intrinsic motivation, on the other hand, comes from within. It requires employees to tap into what really makes them “tick” in order to ramp up their productivity and sales. While this type of motivation is very personal, a good sales manager will help an employee recognize what fires them up. This will differ from person to person but could include one or more of the following: 


For some individuals, being micromanaged is the kiss of death. However, giving them the freedom to manage themselves, choose their hours, work from the office or from home, manage their own time, choose their own teams, etc. can be the motivation they need to reach their goals.


When you get the right employee selling the right product or service, they are focused on helping people. They either have personal experience with the solution or they’ve seen it in action enough to know that it can truly solve someone’s problems. Their desire to help and to serve drives them.

Greater Purpose

For some, a job is just a means to support something they care about. This could be their family or a cause/charity that’s close to their heart. Take the time to understand WHY your employees come to work and then support their interests. Maybe they’ve got children involved in extracurricular activities, a spouse building a business, or a strong desire to save the environment. Find out what they do outside of work and how they choose to spend their money, then support it along with them.

Professional Development

Gone are the days of employees stepping into a role and staying there until retirement calls. Today’s employees want to move up the ladder in their current company, or find opportunities in different organizations or even industries. They want to constantly learn, grow, and keep an eye out for their next move. When you provide Professional Development, you encourage them to learn all they can learn and you understand the fact that while they won’t be in that role forever, they want to do a good job while they’re there.

Related: Boost Employee Morale with Professional Development


You may occasionally find an employee who doesn’t want their accomplishments publicized, but for the most part, people enjoy receiving public recognition. They like being told (in front of others) that they’ve done a great job. This is not only motivation for them, but for other team members who will be eager to earn this recognition for themselves. If you do have an employee that prefers not to be the center of attention, it doesn’t mean that they don’t need recognition, it just means they prefer to receive it in a one-on-one setting.


While some employees might classify themselves as “lone wolves,” others thrive on collaboration with other employees and other departments. If you notice that certain employees enjoy visiting prospects together, or like to work on projects with a small group of people, encourage them to do so. 

Create Buy-In and Accountability

Similar to self-management, employees that are allowed to create their own personal goals and provide input into team goals, are more likely to strive to attain them. Make a goal setting discussion part of their quarterly or annual review rather than delivering an already formed set of goals for them to work with.

Physical Environment

It’s difficult to feel motivated when you’re stuck indoors, staring at cubicle walls for 8-10 hours a day with fluorescent lights flickering overhead. While you may not have the money to completely redesign your office, you can make subtle tweaks that will make a huge difference. Add some greenery to the space, play some classical music in the background, provide a break room where employees can go to de-stress, and encourage employees to get out of the office during lunch. You could even host a meeting outside. You’d be surprised what type of creativity comes out when you’re getting exercise.

Incentivizing a Sales Team Tips

Once you understand the different types of motivation and figure out which ones will work best with your individual employees, there are a variety of ways that you can encourage them and foster enthusiasm for their work. We’ll start out with extrinsic motivation and then transition to intrinsic.

Create a point system that employees can cash in

Not every employee will want movie tickets, electronics, or a gift certificate to a specific restaurant. Allow them to earn points for goals met and then cash them in when they’ve earned enough for what they want.

Send them for dinners, weekend getaways, or unique experiences

Winning a weekend trip or a fancy dinner can be exciting for your employee and for their significant other. It shows them that they are appreciated and gives them the opportunity to do something fun.

Related: Offer Unique Benefits to Improve Employee Morale

Offer awards and public recognition

Host an awards ceremony every few weeks or months. Allow your employees to bask in the glow of a job well done and receive congratulations and admiration from their peers. 

Send them a Thank You card

It may seem simple and silly, but a handwritten thank you card for stellar sales performance could mean the world to someone who seeks recognition and appreciation. 

Gift an extra day off

For an employee who values their free time and their life outside the office, an extra day off or even an afternoon off will mean the world. 

Make a donation to the employee’s favorite cause

Millennials are leading the charge in changing the world, but the desire isn’t unique to them. People of all ages want to be a part of solving societal issues. If you’ve got a do-gooder on your team, offer to make a donation to their favorite charity when they meet or exceed goals. 

Provide coaching

Think about the employee who values personal development. For him or her, there is no better way to reward a job well-done than providing them to the tools to do even better next time.

Understanding the types of motivation and what your employees respond best to will create an environment where your sales team is eager to be productive and effective. You’ll know what kinds of motivation your team needs to crush their sales goals.

Your sales team is the heart of the company. Without these people spreading the benefits of your organization each and every day, you’d be out of business. Lately though, you’ve noticed that they aren’t quite as enthused as they once were. Numbers are slipping, goals aren’t being reached, and the morale in the office isn’t what it used to be.

You’ve considered doing another sales training, but you’re pretty sure that they know the what and how about their jobs. They may have just forgotten the why. You’ve delivered motivational talks during meetings and done the “rah rah” thing with your employees, but they’ve heard you so many times before that they’ve stopped listening.

You know that your employees are capable of much more. You know that you need to inspire and motivate the team, you’re just not quite sure how.

Want to get your employees motivated to succeed?
Contact Marvelless Mark to book a motivational speaker for your next event!

Why Do Companies Hire Motivational Speakers?

Companies hire motivational speakers for a number of reasons. Your sales may be hurting, your morale may be low, you may be facing big changes that could negatively impact the employees’ working conditions. While motivational speakers can’t fix a problem in 45-60 minutes, they can alter attitudes and put a company on the first step towards a better situation.

When it comes down to it, your event, no matter what theme or activities you choose to include, is there to create unity among your staff and to reward employees for their hard work. There’s only so much you can do at the office to say thank you. A motivational speaker can show your employees just how important they are to your organization.

Why Are Motivational Speakers Important?

Motivational speakers play an important role in a corporate event and in your business. Think of them as the third-party observer that has the ability to see challenges you don’t see, learn from employees who are not comfortable speaking to management, and change the way your employees see their day to day tasks. 

A motivational speaker will come in with true stories from their own lives that can help your team do better at work and live more fulfilling lives. Their stories are relatable, emotional, humorous, and inspiring. Their experiences can teach universal lessons, and their enthusiasm is infectious. A speaker can present old ideas in a new way that gets your employees thinking. They can inspire creativity and entertain your audience. 

Possibly the most important task a motivational speaker can perform… showing your employees that you truly value and care about their well-being. They become your mouthpiece for delivering those all-important messages. 

What Are the Benefits of Hiring a Motivational Speaker?

There are a variety of benefits to bringing a motivational speaker into your organization. Some of these benefits include:

Increased morale

If your employees don’t have the same pep in their step that they once had, you may have a morale problem on your hands. This could be due to any number of reasons such as increased workload, cutbacks in staff or bonuses, unexpected changes in the company, projects that require overtime, management shifts, and more.

A motivational speaker can deliver a dose of enthusiasm to your team, reminding them what’s exciting and important about their contribution to the company. 

Communicate values and mission 

As employees get caught up in the daily grind, it can be difficult to maintain a vision of the big picture. Why does your organization exist and what difference does it make in the lives of your customers? 

A motivational speaker can remind your employees that there is a larger goal than spreadsheets and sales forecasts. They can show them that they are each improving the community in their own way.

Related: How to Get Employees Excited About Your Business Vision

Improve teamwork

Your employees may be amazing on their own, but do they have a “we” or a “me” attitude? When employees don’t work well together, morale drops, productivity suffers, and sales elicit a “kill or be killed” mentality rather than fostering teamwork and lifting one another up. 

A motivational speaker that specializes in teamwork can work with your employees to recognize that they each play an integral role in the company and are each important to the whole. They can also organize workshops to go more in-depth with how team members can work together.

Say what needs to be said

You may be well-loved by your employees, however, they’re probably getting pretty good at tuning you out. Sometimes, you can say the same exact thing time and time again, but until someone else says it, your audience just won’t grasp the concept.

A motivational speaker has the ability to be that outside influence on a company. They can deliver the exact same message you’ve been attempting for months, but actually have their words heard and put into action.

A great motivational speaker will want to know what you hope to achieve from the event so they can deliver your message. Discuss this with the speaker ahead of time to ensure that those goals are met.

Related: 5 Tips to Foster Open Communication & Improve Teamwork at Work!

What to Look For in a Motivational Speaker

Just like every industry, there are great motivational speakers, good motivational speakers, and speakers that will leave you wishing you’d done more homework beforehand. Here are a few tips for selecting the right motivational speaker for your next event.

  • 1) Decide what your goal for the event is before you start shopping: While some speakers cover multiple topics, you’ll want to figure out what you want to be communicated before you look for someone to communicate it.
  • 2) Watch videos: A speaker may have the best one sheet in the world, have an impressive website, and have multiple books to their name. However, you want to see them in action. Can you feel the energy in the room? Does their message coincide with your needs? Do they provide tangible takeaways for the audience?
  • 3) Ask for references: Ask the speaker who you can reach out to that they’ve worked with in the past. You’ll learn a lot about someone by chatting with past clients. Were they easy to work with or will you have a diva on your hands? Did they deliver what was expected or did they arrive dressed in excuses?
  • 4) Look for flexibility: Are they willing to tweak their presentation for your industry and your company? Are they willing to do the research, speak to the employees beforehand, and make the changes necessary so their presentation really hits home with your audience?
  • 5) Go with your gut: Often times, we’re trained to think with our heads when making a business decision. However, if your gut says that this is the wrong person for the job, even if they look great on paper, pay attention. The last thing you want to do after the event is think, “I knew they weren’t the right fit.”

How Much Does It Cost to Hire a Motivational Speaker?

This is one of those difficult-to-answer questions. Motivational speakers can range anywhere from $1,000 to $100,000 depending on their experience, celebrity status, niche audience, and several other factors. Who you select will depend on your budget and your goals for the event. 

If you’re interested in a powerful, experienced motivational speaker who will have your audience excited to return to work and apply their new-found motivation, consider Marvelless Mark Kamp for your next event. His brand of rock-star enthusiasm will bring your audience to their feet and leave them nothing short of inspired. 

Last quarter’s numbers are in… and they don’t look too good. In fact, many of your “impressive hires” are floundering to even meet their goals, never mind exceed them. The pressure is on from upper management and you’re starting to lose sleep.

What happened?

Hiring a sales team is pretty easy. After all, hundreds (if not thousands) of resumes boasting sales experience will cross your desk every single year. However, it’s difficult to determine whether a salesperson is worth their weight until you’ve actually seen them in action. Their resume might show impressive numbers, but was it a fluke? Were they put in the position of “order taker” rather than a true sales role? Were they in charge of selling a product that literally sold itself?

Now that you’ve hired your sales team, it’s time to actually build the team. The responsibility rests on you to make sure that they are meeting their numbers, living up to the goals you’ve set for them, and helping to move the organization forward. It’s your job to improve their performance and raise your team to a rock star level of selling.

But how?

Help your team achieve the next level of selling
by hiring a keynote speaker for corporate events.

How Can You Improve Sales Performance and Take My Sales Team to the Next Level?

Improving your team’s sales performance is a fairly simple process… if you do it right. There are many managers that will resort to cracking down on fun, giving demoralizing “pep talks,” and making threats of unemployment to inspire their troops. Thankfully, you know better. You know that in order to motivate your team to reach rock star status, you need to understand what’s really going on with each employee.

Related: How to Get Your Employees Excited About Your Business Vision

How to Achieve the Next Level of Selling

There are several tactics you can employ to take your employees to the next level of selling.

1. Understand what drives them

It may be hard to believe, but not everyone is driven to perform by money. For some salespeople, financial incentives are lovely, but not why they come to work every morning. Some employees may be driven by healthy competition (whether with others or themselves), by the need for positive affirmations and reinforcement, or by a desire to have plenty of time to spend with loved ones.

First, you must understand why your team members would want to perform. Once you know this, you can focus on the best way to motivate and reward them. Perhaps they’d prefer some extra time off to a performance-based bonus. Or maybe, they need to be publicly congratulated for a job well done.

2. Raise excitement for the product

Have you ever tried selling something you don’t care about? Your lackluster feelings are difficult to cover up and the sales process doesn’t usually go well. It’s hard to be enthusiastic about a product when you don’t believe in it. On the other hand, when you can speak from experience… when you love a product because it has worked for you or someone you care about, you’re comfortable shouting it from the rooftops.

Keep this in mind when it comes to hiring and training your staff. If you can find salespeople who have used the product, even if they have slightly less experience in a sales role, they may sell with more enthusiasm than someone with tons of sales experience, but no experience with the product.

Once they’re already an employee, make sure they’re a customer too. If at all possible, give your product to your salespeople to test out with family and friends. Let them see for themselves how incredibly amazing your product or service is, so they can then become a raving fan.

Related: How to Boost Sales Team Morale and Motivation

3. Provide them with product training

The only thing worse than not being excited about your product is not knowing enough about it. Imagine that you sit down with a potential customer or client. You give your pitch and then they start asking questions. So many questions. So many questions that you can’t answer. Now, on top of being worried that you won’t get the sale, you feel stupid for not knowing your product inside and out.

Don’t do this to your employees. Make sure that they receive the product training necessary for them to fully understand and explain what they have to sell. When a new product is rolled out, provide them with the proper training before you ask them to hit the ground.

4. Provide them with sales training

As you saw earlier, most salespeople are merely order takers. When a potential customer is in front of them, they are able to log whatever products or services they’d like to purchase. They may even be able to slightly upsell them. However, what will they do when faced with the need to make cold calls? What will they do when they face objections for potential clients? Do they have the knowledge and skills to be a true salesperson?

Provide enough training that your employees can approach any sales situation with enthusiasm and confidence, and the techniques necessary to handle any situation.

Related: What Do All Great Teams Have in Common?

5. Recognize their achievements

Does it sound crazy to reward someone for not reaching their goals? What if they’ve come a lot closer to hitting them than they’ve ever come before?

While it’s great to reward goals that have been met, don’t forget to positively reinforce improvement. When an employee is doing their best… and getting better, yet they are still penalized for not making their goals, the result will be a disheartened employee who stops trying. When you congratulate them on stepping up and then give them more tools they need to succeed, you’ll be met with gratitude and enthusiasm (not to mention a better future month or quarter).

Taking your salespeople to the next level will take patience, dedication, and some hard work. Thankfully, you are perfect for the job! Support your employees with positive reinforcement and education, and come next review period, you’ll all be celebrating rock star sales numbers.

You realize that your department and your organization would be nothing without the amazing employees you’ve brought on board. They work hard, accomplish their goals, and move the company forward.

But sometimes, you wonder if they could be even more successful if they worked together better. How can you take your good team and turn them into a great team filled with rock star employees?

Make your good team great by hiring a keynote speaker for your next corporate event!

What’s the Difference Between Good and Great Teams?

It’s pretty easy to identify a bad team, right?  Employees are bickering, there’s a cloud of negativity in the office, team members are often back-biting and will step on one another to get ahead. You’d probably see high turnover rates, frequent sick days, and an overall lack of performance on the job.

It’s not quite as easy to recognize the difference between a good team and a great team. After all, a good team may have a common culture, common goals, the ability to handle conflict, and impressively skilled people.

A great team, or a “next level” team will exhibit all of these characteristics, but they’ll be stronger, more intertwined, and happier to work together.

Characteristics of a Great Team

If you’re sitting there right now wondering, “How do I know if my team is a good team or a great team?” it’s easy to find out.

Does your team communicate regularly or does communication breakdown at the first sign of struggle?

Does your team support one another to reach not only shared goals, but individual goals as well?

Does your team view conflict as a way to improve?

Does your team utilize the right people for the right tasks?

Does your team celebrate one another’s achievements?

Related: How to Create a Culture of Employee Engagement

What Do All Great Teams Have in Common?

While most bad or toxic teams exhibit some similar characteristics, great teams can be identified by several common characteristics as well. These include:

1. They have talented people in the right roles

You may have the best employee in the world, but if they are stuck in the wrong role, performing the wrong tasks, they’ll never live up to your expectations. Teams are useful because they bring a variety of skills and talents to the table and can work together to overcome one another’s blind spots.

Having the right people doing the right job is about understanding your individual employees and what they excel at… and then placing them in those roles.

2. Everyone understands what their role is

It’s wonderful to have employees that can cover for one another and perform multiple roles. However, if they don’t know what they are supposed to be doing, some employees will slack and become complacent, while others will take on too much work and become resentful.

Be clear with your employees about what they are responsible for and outline the procedure for requesting help or support with difficult projects. That way there won’t be confusion amongst the team.

3. Culture is understood and valued

It’s easy to say you have a strong culture when things are running smoothly. This is the sign of a good team. The real test of an organization’s culture is what happens when things go haywire. A great team is able to maintain their culture during the most difficult times.

Clearly communicate your culture and values to the team and put procedures in place to maintain this culture during the rocky periods.

4. Purpose, mission, and individual contributions are understood

Good teams understand what they are working toward in the future. They know what the mission of the organization is and they understand that everyone is working towards the same thing.

What separates the good teams from the great, is the fact that every member of a great team understands their role in the mission… and everyone else’s. This means that they not only recognize why everyone is there but have a strong sense of respect for each person’s contribution to the greater good.

Related: How to Motivate Millennial Workers

5. There’s diversity among the team members

As challenging as diversity can be at times, it’s essential to a great team. Having opinions from different cultures, religions, age groups, nationalities, lifestyles, and more will help your team better understand the needs of their consumers and respect one another for their differences and what they bring to the table.

When you put your team together, you should hire based off of experience and skills, but also keep their background and differences in mind. The more varied your team is, the more successful they’ll be.

6. They communicate efficiently and respectfully

While a good team should have open lines of communication, a great team takes it one step further. Your employees should feel that they are safe to share their feelings, their concerns, and their ideas. They should be praised for offering suggestions and for addressing any challenges that they see.

Communication starts with the leadership. If you reward employees for speaking up, they will continue to do so. If you don’t create the opportunity for them to share, or even worse, you penalize them when they do, you will create an environment where employees are not comfortable talking to you or to one another.

7. They support one another

 Very few projects are completed in solitude. It’s much more likely that your employees will need to lean on fellow teammates for support, encouragement, and assistance. While in a sales culture, employees may actually be competing against one another, a great team will find ways to make the pie bigger rather than fighting over a single slice.

Reward your employees for supportive behavior. When you see someone holding out a hand to assist a coworker, thank them for doing so and take this into consideration come review or bonus time.

When you look closely, great teams are easy to spot. They’re the employees who laugh together, cry together, and grow together. With the right encouragement and training, you can take your team from good to great and create an environment that rocks!

Everyone is so busy these days, many companies have considered skipping sales meetings altogether.

But not the smart companies.

You know how important it is to get all of your salespeople in one room, to get them excited about their jobs and motivated about the products or services they sell, and to give them the tools they need to succeed once they’re back in the field.

You’ve been entrusted to plan the next sales meeting, and you want to make sure that your employees are not only excited to attend but will walk away feeling positive about returning to work and feeling like they can conquer the sales goals you’ve set for them. Between travel and expenses, this event will cost the company a pretty penny, and you want to make sure it wasn’t in vain.

You know this sales meeting has to be special; you’re just not sure how to do that.

Make your sales kickoff a slam dunk
by hiring a keynote speaker for corporate events.

How Do You Kick Off a Successful Sales Meeting?

Before you can plan a successful sales meeting, you have to understand the different elements that go into this type of event. After all, you’ve seen those dull, events where the only thing keeping the attendees awake is high-octane coffee. If it weren’t for that caffeine spike and the pastries waiting around every corner, they’d be snoring in the aisles.

You want to create something better. Something that brings value to your attendees and improves the state of the business. The good news is that it’s completely possible.

You’ll need three elements to do this:


Do your salespeople know their products inside and out? Do they have the best practices they need to sell? Have they perfected the sales process or could they use a refresher?

A sales kickoff provides the opportunity to give them all the knowledge they need to sell the specific products you’re launching (and any upgrades or changes to older products), plus, they get to learn new sales techniques, brush up on their sales skills, and learn what’s been working for the most successful people in your organization and in the industry.  


Let’s face it, product knowledge may not be the most exciting topic in the world to learn. Rather than just stacking your event with specifics and less-than-fascinating product descriptions, you’ll need to intersperse some entertainment throughout the meeting. The audience will be even more interested if there is audience interaction and participation. This will make them feel like they’re a part of the event (because they are!).  


All the knowledge in the world won’t help your team if they aren’t excited about going back to work. Providing a motivational piece to the event will inspire your salespeople to become better employees and better people. They’ll leave the event hungry to return to the field and start selling.

The Best Sales Kickoff Ever in 9 Steps

When it comes to events of any kind, 90% of the success is in the planning stage. If you’ve done your job right, once the event gets started, you’ll be able to relax (a little) knowing that the machine is already in motion. There are nine steps to creating the best sales kickoff ever:

1. Define “Successful”

If you don’t know what “successful” looks like, how will you know when you get there? Sit down with your planning committee and identify what you’d like to get out of hosting this event. Are you looking to celebrate the past successes of your employees and your organization? Do you need to inspire some creative thinking among your team members instead of sticking to the ol’ status quo? Are you looking to inspire your sales force and motivate them to reach for even higher goals than they’ve hit in the past? Or, do you need to communicate the “state of the organization” and dispel some rumors or anxiety that’s been floating around the break rooms?

When you understand your purpose and your desired goals, you’ll have an easier time planning your event.

2. Choose a Sales Kickoff Theme

Now that you know what you want to get out of this event, you can select a theme that supports it. You can go uber-creative and choose a theme that’s both entertaining and whimsical, or you can choose something straightforward that communicates exactly what your team members will take away from the event. Examples of potential themes are “Improving the Customer Experience” or “Sharpening the Blade.”

Related: 20 Conference Themes for 2019 That Employees Will Love

3. Get the Team Involved

It’s no secret that when employees have the opportunity to provide feedback, voice their concerns, and give input into a decision, they’re more engaged. Send out some quick polls or questionnaires to your employees and ask what they’d like to learn at this event. Find out what interests them and what they’d deem worth attending to learn.

4. Choose your Content Based Off of Your Goals

It’s important to figure out what you want to accomplish during the meeting, but it’s also important to know how that fits into your company goals. Identify the strengths, weaknesses, and blind spots in your organization and provide content that supports closing the gap.

5. Decide on Sales Kickoff Games and Activities

Engaging your employees throughout the entire sales kickoff event will ensure that they are:

  • Not bored
  • Not rolling their eyes at the cheesiness
  • Learning and growing from the content provided
  • Going home with actionable steps they can start on the moment they get back to the office.

Related: How to Host a Knock-Out Sales Conference

6. Provide Some Glimpses of the Content to Get Your Salespeople Excited

Just because the event hasn’t yet arrived doesn’t mean that you can’t get your salespeople excited about it. At each step of the planning process, provide a glimpse of what’s to come. You can have the speakers record quick videos about the content they cover, ask the venue staff to do a virtual tour of the location, and even provide helpful hints for “things to do” in the city you’ve chosen.

7. Find a Rockstar Speaker to Give the Opening Presentation

The opening presentation sets the tone for the entire event. Find a speaker who can inspire, engage, and excite your audience. You’ll want someone who captures the audience’s attention the moment he or she steps on stage and is remembered for years to come.

Related: 5 Ways a Motivational Speaker Can Improve Employee Morale

8. Create Your Agenda (and Leave Plenty of Time for Socialization)

While you’ll be providing a ton of content for the attendees, the connections they make between sessions may prove invaluable. They’ll learn best practices from people crushing it in the field, and will make friends, getting to know their coworkers outside of the office environment and creating a stronger team back at the office.  

9. Relax

Yes, you’ll still have to be “on” once the event starts. But, you’ll know that you’ve done the proper planning to ensure that the event will be a success. Now, you can go enjoy it and keep an eye out for anything that could be improved in the future.

Your employees are your greatest resource. Invest in their development and training and the return on investment, both in sales and in employee satisfaction, will more than make up for the costs of a sales kickoff meeting.

As a business owner, you’ve probably read business and personal development books. You’ve probably attended seminars, taken workshops, and listened to podcasts—all in the name of improving your company, your life, and the lives of your employees.

However, did you ever stop to think that some of the best business lessons out there aren’t found in business books? What if you could learn how to become a rock star in business by studying… actual rock stars?

Infuse a rock star mentality into your company and culture
by hiring a motivational speaker for corporate events.

Business Lessons You Can Learn from Rock Stars

The music industry is ripe with lessons that you can use to improve your business and your life.

Related: 7 Tips for Fostering the Rockstar Mindset in Business

1. Let your failures educate you and feed your ambitions

Imagine that you’re Prince, the amazing musician whose music career spanned 4+ decades. You get up on stage, ready to give it your all, and you fail miserably. In fact, you’re so bad, you get booed off the stage.

That’s what happened when Prince opened for The Rolling Stones. But he didn’t let it discourage him, and neither should you. He kept playing and eventually became the superstar we’ll always remember. Hold onto your dreams and your core values. Stay focused, work hard, and you will reach your goals.

2. Seize the opportunities

Musicians and the record industry have often feared bootleg recordings and fans “stealing” music. Some even refused to allow recording devices of any kind into their shows. The Grateful Dead felt differently. They saw the cameras and recorders as an opportunity to develop deeper bonds with their fans and reach a whole new audience through their existing fans.

Is there something in your business that frightens you? Instead of seeing it as a negative, find a way to embrace the opportunity and welcome something new into your organization.

3. You are your own best product

Can you picture a time when Lady Gaga wasn’t the unique, outlandish star she is now? Turns out, she (like mostly everyone) suffered from some major insecurities.

However, she completely ignored those insecurities to strengthen her persona:

“I used to walk down the street like I was a f****** star… I want people to walk around delusional about how great they can be — and then fight so hard for it every day that the lie becomes the truth.”

—Lady Gaga

Do you deal with insecurities or imposter syndrome in your business? Hold yourself with confidence. Dress with confidence. Speak with confidence… and eventually, you will be confident.

4. Create a vision

While Aerosmith is a group of talented and hardworking individuals, the reason they’ve become the legends they are is their vision. They didn’t just work hard; they worked toward something.

Do you have a unifying force in your business? Do you have a clear, common purpose that everyone works toward? If your vision is a clear one, humble beginnings, setbacks, and disappointments won’t matter.

Related: Setting Rock Star Goals

5. Commit to the long haul

If you’ve followed The Rolling Stones throughout their 50+ year span, you probably remember the well-documented shouting matches, public insults, and explosive interactions between Keith Richards and Mick Jagger.

Yet, the band is still going strong. Why?

“This thing is bigger than both of us.”

—Keith Richards

Is everyone in your organization committed to doing what’s best for the “band”? When there’s a bigger vision and a bigger purpose, people must put their egos aside and do what’s best for the business.

6. Enact your own change

Since the early 1980s, Madonna has been wowing audiences with her performances on and off stage. She’s reinvented herself more than the average person cuts their hair. When other musical powerhouses are fading into the history books, Madonna has stayed relevant and popular. How?

She drives change. Rather than allowing the world to change around her while she stands still, Madonna has influenced our culture.

Are you changing the way your industry does business, or are you sitting back and waiting for the market to force you to change?

7. Find your fans

While you may not know the Dresden Dolls’ lead singer Amanda Palmer, her fans certainly do.

“Basically, our MO was that after every gig, whether we were a support band or if we were headlining a 2000 seat venue, or playing in a strange little venue… after a show, no matter what, we would always sign autographs.”

—Amanda Palmer

Are you getting to know your customers? Do you take the time to build a relationship with them? This is how you change customers into loyal fans.

8. Be adaptable

Sometimes, things don’t turn out as planned. Sometimes, you have to adjust your course to see continued success.

U2 has been playing together for more than 30 years and have sold almost 200 million records worldwide. However, in 1989, they decided it was time to take a break, regroup, and rethink the music they were making. So they did. They returned with Achtung Baby! and found a new groove.

If you’re in an energy rut, or if the road you’re on isn’t leading where you want to go, it’s okay to chart a new course.

9. Rock your BHAG

Do you have a big, hairy, audacious goal? This concept dares people and organizations to set your sights on the very best possible outcome for yourself and your organization. Consider the band KISS whose BHAG is to rock their fans with a full spectrum experience that no other band can match… and they’ve been doing it for decades.

It’s okay to set smaller, more attainable goals throughout your journey. However, if you want to be a rock star in business, you’ll need to look at your Vision and then set a BHAG for your organization.

Related: Rock Your BHAG

10. Rehearse… Rehearse… Rehearse

Glenn Frey, lead singer of the Eagles, once said that they never played a song at a live concert until they had played it perfectly 100 times in a row during rehearsals. This is a rock star level of dedication and preparation.

Have you taken the time to learn your craft? Did you stop learning and practicing once you became “good enough”? If you want to build a rock star business, you need to practice every single day. To reach this level, you must commit yourself to doing whatever it takes to be the best at what you do.

11. Bring the energy

Business isn’t always exciting. But, you might be surprised to hear that the music industry isn’t always exciting either. In fact, even musical legends like James Taylor admit to having an off day every so often. When that happens, he suggests getting the fans engaged by focusing on your favorite parts of what you do. Once they are excited, you’ll get excited.

Can you focus on your customers? Can you get them involved in what you’re doing and so fired up that they, in turn, get you excited? Be grateful for the customers and fans in your business and show them your appreciation. You’ll be sure to get the energy boost you need.

Related: 4 Ways Rock Star Energy Can Add to Your Workplace

You want the best for your business and for your employees. When you learn the lessons of the world’s greatest musical legends, you’ll improve your organizations and bring out the business rock stars around you.

You believe in the company you work for and the service it provides to the community. You’ve bought into the idea of a better future. You believe that your team has the power to achieve their goals and push the business forward into the future. Unfortunately, you’re not entirely sure if your employees know what the larger plan is for the business and what part they play in making it a reality.

How do you ensure that your employees are on the same page and working to make the organization a success?

Infuse some energy into your team and learn about
company culture with a motivational speaker.

Why Is Vision Important in an Organization?

A vision or vision statement is set in the future and describes the world as it will be when a company lives out its mission.

Without a vision, a company is just going through the motions, taking care of daily activities with no goals or dreams in sight. The business and its employees may fall off track, distracted by “shiny object” syndrome and unable to function. It may become difficult to make decisions without a clear end in mind.

When a company has a strong, clear vision and the employees are aware of that vision, it inspires action and helps employees stay focused and work together no matter what challenges they face. The vision becomes the North Star that guides the company forward.  

How Do Mission and Vision Affect Employees?

Sure, you can survive without a company vision, but your employees will be coming to work for a paycheck rather than a greater purpose. Their satisfaction will be low, their engagement as minimal as possible, and their happiness won’t come until the moment they step out of the building at the end of the day.

Employees that see, understand, and buy into the company’s vision will enjoy their jobs more, perform better, and truly drive the company’s success.

But where does mission fit into this?

The company mission defines how the company is going to reach its vision. Think of it like the GPS that guides the company along the journey. When employees understand the history and the “why” of the organization and have a clear concept of the mission, they will be better enabled to do their jobs and to understand the role they play in the company as a whole.

How Do You Implement Mission and Vision in the Workplace?

While the company’s vision statement may be prominently displayed on the lobby wall or front and center on the company website, if it isn’t an ingrained part of the culture, it will be regularly overlooked.

Now, if you work at a non-profit where employees get to save the world, one child, tree, or homeless person at a time, it won’t be difficult for them to see the vision and become a part of it. However, when you work for a for-profit company, it becomes slightly more difficult (though not impossible) to implement your mission and vision.

Implementing your mission and vision in the workplace begins with effective hiring. If you bring in a new employee whose values don’t match that of the organization, there’s no amount of cheerleading that can get them on board. Rather than looking solely for employees that have the skills or experience to fill a role, also consider hiring for personality, values, and culture fit. You can always train someone on how to do a job. You can’t, however, change who they are as a person.

Once employees are situated within the company, a great deal of responsibility falls on you as their immediate supervisor to be a living example of the values and mission in action. Employees will be inspired by your actions and your attitude and will likely follow suit.

Related: How to Create a Culture of Employee Engagement

How to Get Employees Excited About Your Business Vision

Wouldn’t it be amazing if your employees were eager to come to work early, happy to stay late, and excited to work together towards a greater good? When employees are excited about your business vision, they will go above and beyond to make that vision a reality.

Communicate Your Mission and Vision

It may seem obvious, but if you haven’t shared your vision with the employees and they don’t know what their ultimate goal is… you can’t expect them to be working tirelessly toward it. While your vision and mission may be hanging up for all to see, you’ll still need to ensure that it’s a topic of conversation with new hires. When you onboard a new employee, their first lesson should be what the company does, why, and where the organization is headed. This should happen before you ever get into the details of their specific job role. Once you’ve discussed both, then you can tie these together so they understand how they fit into the grand scheme of things.

For existing employees, and as a reminder to everyone, the vision and mission should be read at every meeting and opened to discussion about how the organization is meeting or missing the mark.

Listen as Much as You Speak

As a manager or leader, you may feel that your voice should be heard more than those of your employees. However, if they aren’t talking to you… they are probably talking to someone else. That could be fellow employees or even customers. That’s not a conversation that should ever happen.

Check in with your employees regularly and give them ample opportunities to voice their concerns. Of course, you’ll also have to create a safe space for them to do so. If employees are chastised for speaking up, or if news of your conversation reaches others in the organization, they may never come to you again. Whether you agree with what they have to say or not, hear them out.

Pay Attention

You may be listening to your employees when they speak, but they might not feel comfortable doing so. If they aren’t voicing their opinions in meetings or coming to discuss ideas with you one-on-one, you’ll need to pay attention to their body language and their behaviors.

When you’re leading a meeting or conversation, you are often more focused on your own words than the way the audience is reacting to them. When you see that employees are no longer paying attention and becoming less engaged, it may be time to switch gears.

Incorporate Mission and Vision into Individual Goals

When employees clearly see the relation between their specific job responsibility and attainment of an organization-wide mission, they’ll be more likely to exhibit the desired attitudes and behaviors.

Reward, Reward, Reward

Like everything else in life, employees will respond better to positive reinforcement, being rewarded for a job well done and a mission well carried out than they will to being punished. This can be done with monetary rewards, gift certificates, time off, or any number of “bonuses” that communicate your satisfaction with their performance.

When your organization has a clear vision and mission, and the employees are excited to be a part of it and contribute to the whole, your business will be more successful and your employees will be more engaged, happy, and loyal. If you are clear on what you want to achieve and communicate that well with your staff, buy-in will happen naturally.