You did your best to hire good people for your sales team. And for a while, they were excited, motivated, and producing. They’d approach you with any challenges they faced, bringing great ideas to the table, and your numbers looked amazing.

Lately, though, you’ve noticed some worrisome behaviors among your staff. They wander into work late and seem to be dragging themselves through the door. Sick days have increased, and you’re noticing more personal internet usage. You hear rumblings of gossip and dissatisfaction among the group, some even directed at you. There are petty squabbles between employees, and the fountain of innovative ideas that have been flowing freely for quite some time now appears to have dried up.

Then, there’s the bottom line. This lack of enthusiasm for the company has made it up the ranks, and your higher-ups are now seeing the negative results in your team’s profitability. A sales team with low motivation doesn’t just make work a less than pleasant place to be; it actually damages the company as a whole. Something has to change.

Don’t think that you’re alone. It’s not just your team facing this challenge. A recent Gallup poll showed that 70% of American workers are disengaged at their jobs.

So how do you ensure that your team is excited to come to work and doesn’t become part of this frightening statistic?

Build motivation, improve morale, and increase teamwork with team-building activities.

How to Motivate a Sales Team With Low Morale

Low motivation at the individual level will lead to low morale at the team level. When you look at the individual members of your staff, are they striving for success or satisfied with doing the bare minimum?

There are a number of factors that can contribute to low motivation in your sales team. These include:

Employees are not being challenged to grow

We no longer live in a time where an employee takes a job and works those specific tasks for the next 50 years. Employees want to grow. They want to learn new things, take on new responsibilities, develop themselves personally, and move upwards in a company. When they don’t have these opportunities, they feel stifled and anxious, and they’ll look elsewhere for work.

Expectations have not been clearly outlined, or employees are not properly trained

There is nothing more frustrating than wondering: What are my responsibilities? What goals must I reach? What are the benchmarks of my success? Actually, there is one thing that’s worse… knowing all of that but not being given the education or the tools to achieve it.

Employees have no say in their jobs

Not every employee is looking for power over someone else in the workplace, but most individuals would like to have autonomy over their own role and responsibilities. When employees are involved in the planning process and have the ability to make decisions, they’ll be more engaged.

How to Boost Sales Team Morale

Low morale can strike even the most forward-thinking, culture-centric workplaces. Maintaining a positive environment for your employees is an ongoing process, and sometimes good practices slip away and make room for challenges to arise.

If your sales team is unhappy and appears to be going through the motions, it’s important to understand what could be causing the problem. Here are a few possibilities:

There’s no faith in the leadership

If employees believe that leaders are just out for themselves, don’t have a clear idea of where they are guiding the company, or are inconsistent in their behaviors and interactions, trust will be eroded and morale will suffer.

Communication is not encouraged

If your staff doesn’t feel comfortable approaching you with challenges they’re experiencing with customers, procedures, management, or one another, they’ll find another outlet for their dissatisfaction. That could mean complaining to customers, or each other, or looking for new opportunities outside of your company.

Employees are being left in the dark

Change is the only constant, but if you aren’t letting your employees in on the changes happening within your company, they’ll be mistrustful, and may even jump to their own conclusions (which they then share with others).

How to Boost Sales Team Morale

Taking steps to boost morale in your sales team is one of the most important things you can do for the health of your organization. Here are a few ways to do it:

1. Encourage Social Time

Give your employees the opportunity to socialize with one another and encourage enjoyable experiences. This will not only bond your group together and encourage teamwork but will introduce an aspect of fun and liveliness into your team. Motivational speaker Marvelless Mark Kamp has fun and interactive team building programs to ensure that your employees stop performing like solo artists and start performing like a band.

2. Be Open and Honest with your Team

Often times, managers will plaster a fake smile on their face and pretend that everything in the company is perfect. Unfortunately, this doesn’t improve morale; it actually damages it. If there is something happening that you don’t agree with but can’t control, it’s okay to explain this to your team. You don’t have to bash anyone or anything; just explain that this is the current environment, and while it’s not necessarily the best thing in your eyes, you’ll need to make the most out of it for the good of the team.

3.  Recognize That Your Employees Have Personal Lives

While time spent at work should be time spent on work, your employees have families, friends, health problems, and other issues outside of the office that may occasionally interfere with their mood or energy level. Being understanding of your team’s personal lives will go a long way towards building loyalty and creating a happy staff.

4. Provide Time for Employees to Pursue Outside Interests

Your employees likely have philanthropic endeavors that they do during their time off (or wish they had more time off so they could do). Why not give them a set amount of hours each month or each quarter to volunteer or to dedicate their services to a worthy cause? Encourage them to work together on these projects, and you get the bonus of fostering teamwork.

Motivating a Sales Team Tips

While your sales team may not be motivated at the moment, all hope is not lost. There are a variety of practices that you can incorporate into your company today.

1. Be Clear About Your Company Mission

Why does your company exist? What problem is it solving in the marketplace, and how are your employees a part of this? The company mission isn’t just a few sentences decorating the lobby; it’s a guiding star that should dictate every decision that gets made.

In order for it to do this, you must share your mission with the employees and, most importantly, live it.

2. Set Clear Goals

What do you expect from your team members? Do they have sales goals that they have to reach or other KPIs that you are measuring them on? Be clear about exactly what your employees must achieve in order to “excel at their job.” Put this in writing and revisit it on a regular basis. Including them in the development process will also help to get their buy-in.

3. Provide the Necessary Training

Now that your employees know what they’re supposed to do, give them the training necessary to accomplish those goals. This may include one-on-one sales training or mentorship, access to business or personal development books, or bringing in a motivational speaker to shift their mindset. Marvelless Mark shares the wisdom of music’s greatest icons to help your employees unleash their inner rock stars.

4. Celebrate Accomplishments and Failures

Employees need to know that their hard work is valued and their contribution lifts the entire team up. Celebrate not just the ideas that panned out but also the attempts that blew up in their faces. Why? Because innovation and risk breed amazing rewards and help employees feel like they can step outside their comfort zone and still be appreciated.

Low morale and motivation can be a dangerous virus that spreads throughout your team and organization. Thankfully, by taking the right steps now, you can improve how your employees view their jobs and what they bring to the table each day.

You’ve always been conscious of the term “employee engagement,” but it wasn’t until you started noticing some unsettling behaviors at work that you really started to take notice.

You hired rock stars… wonderful employees with high skill levels, positive attitudes, and excitement to excel. Unfortunately, they are no longer performing at the level you expect. Team members that used to show up bright and early for work, eager to start the day are now shuffling into the office late (without so much as a homestretch hustle). Whereas your requests used to be met with excited head nods, the response is now a low grunt followed by a cloaked eye roll. There used to be an energy of excitement in the office and laughter could be heard from the hallways. Now, any laughing that occurs is usually due to a snarky complaint. Sick days have increased, productivity is low, and apathy is at an all-time high.

Even worse, you’ve walked over to a few employees just in time to see them minimize the job search website on their computer. You’re not alone. A Gallup poll showed that 32% of US employees are disengaged at work. That means that 1/3 of your staff would rather be somewhere else. Something has to be done before your already damaged team gets fractured.

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

Company Culture Drives Engagement

Wikipedia defines Company Culture (they call it Organizational Culture) as “values and behaviors that contribute to the unique social and psychological environment of a business.” It includes the organization’s “vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits.” Ideally, your organization’s culture is something that was discussed and fleshed out when the company began and then taught to each new team member during on-boarding.

While your employees will contribute to your company culture (or possibly work to destroy it), it’s important to understand that they do not drive culture. The responsibility falls on management to properly (and thoroughly) communicate and exhibit that culture for their employees. When this is done, employees will have a positive attitude, be more capable of solving problems with creative thinking, be excited to learn and grow within your organization, exceed their performance goals, and contribute to a positive work environment.


Because they will understand the company’s mission and be excited to be a part of it. These employees will be engaged and motivated to be the best employees they can be.

Related: How to Boost Sales Team Morale and Motivation

How to Create a Culture of Employee Engagement

You can’t control the company as a whole, but you can make sure that your team is happy, healthy, and productive. Here are a few steps you can take to make the most out of your team.

1) Dedicate time and resources to training

Have you ever been hired for a new position and been “thrown to the wolves,” forced to perform before you knew exactly what your job entailed? This can leave any employee frustrated, frightened, and resentful. Or perhaps you’d been working a job for a while when changes were instituted… yet never fully explained.

A lack of training will not only show up in your bottom line, but it will also appear on the faces of your unsatisfied employees. When you ensure that employees are properly trained (at every stage) and motivated, they’ll be happier and so will the higher-ups.

2) Create individual and team goals

Almost as bad as not knowing how to do your job is not knowing what “success” means to management. What are the expectations that you put on your staff? If you don’t clearly outline their individual sales goals (plus any customer service goals or other KPIs), your employees will have nothing to shoot for and won’t know if they’ve hit the mark.

On the other hand, team sales goals will enable you to create a culture of teamwork, support, and personal responsibility. Each employee must know they contribute to the whole and have the ability to ask for (and receive) help when they are unable to meet those goals. Imagine your staff working together to bolster one another to ensure that team goals are met.

3) Give thanks

Your team is working hard (Even if they aren’t, they likely believe that they are).

Think about your home life. If your spouse nags about taking out the trash or having dinner ready, are you eager to help them out? Probably not. But, if they thank you for the little behaviors, are you more likely to do more of those? Absolutely!

Showing appreciation for their hard work is positive reinforcement. When you acknowledge the employees that are already working at the best of their abilities, they will feel cared for and encouraged to keep working their tails off. When you thank the “less than stellar” employees for their contributions, they’ll be inspired to contribute more.

Foster an environment of celebration rather than one of punishment. Just about everyone likes being acknowledged for their work, and EVERYONE loves to feel appreciated. You can do this through verbal praise, bonuses for a job well done (whether monetary or token gifts), and celebrations when goals are met and exceeded. You’ll be amazed how far a simple “Thank you” will go.

4) Encourage growth

The days of securing a position and working that job for the next 40 years are over. Employees today (especially the millennial set) want to increase their knowledge base, strengthen their skills, learn, grow, and move up the ladder in their company. If they don’t have the opportunity to do so, you’ll soon be reading their resignation letter.

Provide employees with the resources they need to develop themselves personally and professionally. Offer training programs, allow them to shadow other departments, give them opportunities for promotion, bring in motivational speakers to inspire them and shift their mindset, and most importantly… encourage and support them when it’s time for them to move on to something new. If employees feel trapped, their performance and attitude will suffer. If employees feel free to grow, they’ll do their absolute best for you and move on when the role has run its course (rather than sticking around to poison the work environment).

5) Avoid Helicopter-Managing

Like the overprotective mother on the playground, if you don’t allow your employees to make their own decisions and learn from their mistakes, they won’t grow, and they’ll resent you. Unlike in parenting, your employees have the option to just leave. If they choose to stay, morale will be damaged and employee engagement will plummet.

Micromanaging sends a message to your employees that you don’t trust them and deem them incapable of doing the job you hired them to do. Sure, sometimes employees need to be reigned in and retrained, but you must give them the freedom to do their work their way.

Employee Engagement Strategies

Now that you understand how to improve the company culture within your organization (or at least within your team), how does this translate into improved employee engagement? There are a number of strategies that you can use to create a more engaged team, such as:

1. Diagnose the problem

Have you ever gone to the doctor and had her prescribe something before you told her what the problem was? Probably not (and if so, find a new doctor ASAP!).

The reason this doesn’t happen is that before you can ever create an employee engagement strategy for your team, you need to find out what is and isn’t working. While you may spend most of your waking hours with these individuals, they may not be comfortable expressing their challenges to your face.

Before you park yourself in front of the whiteboard to devise a strategy or prescribe a remedy, you’ll need to figure out what’s wrong. Create an anonymous employee engagement survey that asks team members to share their feelings towards the company, score how happy they are in their jobs, explain what (in their opinion) does and doesn’t work, etc.

2. Do something about it

You probably think this goes without saying, but how many times have employees been asked to take surveys and had absolutely nothing result from them? Being asked to give your opinion and then not having it taken into account may be worse than never being asked at all.

Take a good hard look at the results (and brace yourself, for they may be a bit painful to see). Figure out the two or three biggest challenges standing between your team and maximum employee engagement and then ask them for solutions. Bring your team together and announce that you recognize the problems they’ve disclosed (and take responsibility for them if appropriate). Ask them to help you brainstorm some ideas to solve those problems and create a more positive work environment. The more employees are allowed to contribute to policy and to change, the more attached they’ll be to the outcome. Whereas you may be tempted to throw a monthly pizza party at your employees and call it a day, they may have some creative workarounds that will solve organizational problems at the team level.

3. Be creative… and reasonable

As a sales team manager, you likely don’t have control over how the company is run. You have limited power to make changes within your department. Sure, these ideas will hopefully spread if they work with your employees, but that’s not something you can guarantee.

Be creative in how you handle the challenges presented, and don’t over promise if it’s something that must be approved by upper management. For example, let’s say that the problem has been diagnosed as a parking frustration. Your company has grown so large that employees are unable to park anywhere near the building. They have a hefty walk to the doors that leaves them exhausted and frequently late for work. Even worse, they may have to park in an offsite facility and rely on a bus or shuttle to reach the building. They are tired, sweaty in the summer, and frozen in the winter, and in order to be on time, they need to pad their commute with an extra 45 minutes.

You should probably be surprised if they aren’t disengaged.

You can’t do anything about the parking situation, but what can you do? Can you offer employees the opportunity to work from home some days? Can you give them a 10-15 minute leeway to arrive at their desks? Can you provide them with a break first thing in the morning (that doesn’t affect their other breaks) so they can freshen up before starting their day?

Use your imagination and show your team that you are looking out for their best interests.

4. Follow through

You’ve diagnosed the problem, invited your team to provide input on solutions, and gotten creative. Now it’s time to do what you say you’ll do. If an initial idea doesn’t pan out, do something else. Don’t just let the issue drop, or your employee engagement will be even lower than it was before.

Measuring Culture and Engagement

You’ve followed the steps above to improve your company culture and then to diagnose and cure the problems leading to low employee engagement. Now what? How do you measure this effort and ensure that your hard work was not for nothing?

1) Ask

Remember those surveys you sent out to identify the problems? They also serve as your baseline. Repeat the survey quarterly or even monthly and check in with your employees to see if they see and feel the difference.

2) Look around

It may seem simple, but you knew something was wrong with the team based on their everyday behaviors. Their attitudes were poor, their faces lost their light, and their productivity was low. Do they seem happier? Has laughter returned to the office? Are their numbers better? Pay attention to what’s happening in the office, and you’ll know very quickly whether your engagement plan has been successful.

3) Remain vigilant

Employee engagement isn’t a “one and done” strategy. Keeping your employees happy must be an ongoing priority. Work closely with employees to maintain that positive environment and when something goes awry, address it quickly rather than letting it spiral out of control.

Ensuring that your company culture is at its best and that your employees are fully engaged in their roles will create a healthier, happier work environment. Your productivity will be higher, your sales will soar, and your employees will actually enjoy coming to work. They’ll become the business rock stars you know they can be. Who can ask for more?

Do you believe that you and your team will be successful?

It seems like such a silly question, but your answer is practically everything.

Sure, there are a lot of pieces that factor into whether or not your team will succeed in sales and in business. There’s the level of leadership manning the helm, the abilities, and willingness of the salespeople on the front lines, the quality of the training given to teach employees, the market, the product, and about a million other possibilities that could affect sales outcomes.

However, there’s one piece that’s more important than all of the others… mindset.

Introduce the rockstar mindset to your team with a motivational speaker for corporate events.

The Importance of Positive Mindset in Business

Business is hard. There are risks you must take in order to succeed. There are many roadblocks along the way that will threaten to derail your progress and could potentially ruin everything you’ve worked for.

This is where mindset comes in. Do you look at the positive in any situation or focus on the negative? Do you reward achievements or “punish” mistakes? Do you believe that you are destined for success or are you convinced that you’ll fail?

It’s no surprise that business owners, leaders, and salespeople with a positive mindset will go further in business. It allows you to conquer the challenges that will come your way, focus on the goal, and achieve the level of success you’re looking for.

What Is a Rockstar Mindset? or Growth Mindset?

When it comes to mindset, we can learn a lot from our denim and leather-clad friends… rock stars. Bands like Kiss, Aerosmith, and Queen knew how to think big and dream bigger. If we pay attention, they’ve got lessons for how we can become rock stars in business. And you don’t even have to trash a hotel room.

What is a rockstar mindset? What sets the iconic bands apart from the one-hit wonders?

First, you can’t be afraid to create change. Disrupt the market. Do something that’s never been done before. If you find yourself reacting to market changes rather than creating them, you’ll never have a true rockstar mindset.

Second, rockstars understand the importance of surrounding themselves with good people and then treating them right. They rely on their band for support and treat each member equally. Every single one of your employees contributes in their own way and should be given respect.

Third, rockstars are willing to take chances. They try things out and if it doesn’t work, they try something else. They’re innovative and don’t create based on what they think their audience will like.  Take Queen, for example. Bohemian Rhapsody was like nothing ever before. The record label warned them it was too different and wouldn’t be well received. But the band put it out there anyway… and that song put Queen on the map for generations to come.

Finally, rockstars aren’t afraid to dream bigger. Sure, they might start out playing friend’s garages and dive bars, but they dream of selling out stadiums. In business, you must have a BUD, a Big Unreasonable Dream that you’re working towards. Anything less, and you’ll be stuck in the garage.

This is where your growth mindset comes into play. Are you “comfortable” playing small, or do you know that you are meant for business greatness and go after that greatness with every step you take? Are you open to larger possibilities? Do you have a Big Unreasonable Dream? When you’ve got a growth mindset, the opportunities are endless. You focus on the possibilities in the future and don’t get bogged down in how things currently appear.

How to Foster the Rockstar Mindset in Business

In order to create a rockstar mindset for you and your team, you need to:

1. Think bigger than you are or can imagine yourself to be.

Your current state is just that… your current state. Where do you want to be? What is your Big Unreasonable Dream? Now picture yourself there. Don’t merely accept where you are right now; envision and then fight to be where you want.  

2. Don’t just talk about the work. Do the work.

Once you’ve decided where you’d like to go, create a strategic plan of action that will get you there, and then bring it to life. Every decision you make should be in service of this goal. Every move you make should be bringing you one step closer to this goal.

3.  Be willing to take risks above the status quo.

Going after these dreams will take creativity, innovation, and guts. Take risks in your own job and reward your team for doing so as well. It’s not whether or not an idea panned out that should be celebrated… it’s whether or not they acted upon the idea. They won’t all work. But amongst the pile of unsuccessful songs, one could be a hit.

4. Create raving fans by giving them a reason to want more of you.

People don’t go to a rock concert to hear a “decent band.” They go to hear amazing music, feel the energy in the room, and get excited about being a part of the performance.

Customers are no longer looking for just “good service.” They want to have an experience with you. From the first contact to follow-up, you should be creating a process that leaves your customers wanting more and raving to their friends.

5. Check your ego at the door.

It may seem counterintuitive as rock stars appear to have the biggest egos of anyone. But the successful ones… they understand that their band can either make them or break them. Do you embrace each member of your team as being equal? Do you understand that every person you work with has something to contribute?  

6. Differentiate yourself from the competition.

Jerry Garcia of the Grateful Dead once said, “You don’t want to be considered the best at what you do. You want to be considered the only one who does what you do.”

Are you unique? Do you do something or offer something that no one else offers?  Embrace your inner rockstar and find what makes you distinctive.

7.  Be willing to do what others won’t.

Do you go above and beyond for your customers? Members of the band Kiss donned spandex, makeup, and even got tongue implants (you don’t have to go that far). They answered the question, “What are you willing to do that others are not?” and in doing so, they beat out the thousands of other garage bands trying to make it in the music business. What are you willing to do?

Having a rockstar mindset in business is imperative to your survival and success. Think bigger and work towards it, take chances, create an experience for your customer, value your teammates, stand out from the competition, and do things that others are not willing to do… all in the name of success. Embrace these lessons, and you’ll find your inner rockstar and bring them to the table in your business.

When you look at your sales team, do you see individuals working together to help one another, provide solutions for the customers, and support the company as a whole?

Or do you see individuals bickering, backstabbing, and willing to step on one another to get ahead at their jobs… no matter the cost to the organization?

If your team more closely resembles the second scenario, you’re not alone. You may have chosen the most qualified people in the industry to join your team, but if the company or department culture values competition over teamwork, your employees, your team, and the company will suffer.

Hire Marvelles Mark as a team-building motivational speaker for an event that actually works.

What Is the Purpose of a Team-Building Workshop?

Team-building workshops are designed to offer a memorable experience for participants that breeds trust, respect, and mutual understanding and creates an environment where individuals work together towards a common goal. When your employees are working together as a team, morale is improved, job satisfaction is increased, and profits will rise.

Related: How to Boost Sales Team Morale and Motivation

Do Team-Building Workshops Actually Make a Difference?

Does the term “team building” elicit images of trust falls and hugging in your mind? Are you afraid to spend money, get your team excited, and then have them return to work on Monday only to resume the same back-biting behaviors?

When team-building workshops are done right, employees are able to bond as people instead of just as coworkers. They’ll be more willing to work together on projects and assist each other with challenges in the future. And they may even discover skills or leadership qualities that they never knew they had.

Not only that, but your employees will be more engaged and happier to come to work. So yes, you could say that team-building workshops make a difference.

How Can You Measure the Effectiveness of Team-Building Activities?

While it may be difficult to determine the exact effectiveness of team-building activities, we know that team-building increases employee engagement, and that has been studied. In fact, according to the Workplace Research Foundation, employee engagement investments by 10% can boost profits by $2,400 per year… per employee. Thanks to Business 2 Community, we know that companies with engaged employees outperform companies with disengaged employees by 202%.

How can you test this for yourself? Consider administering an employee satisfaction survey prior to your team-building activities and then re-administering it a few weeks after your workshop. You can also measure your sales stats before and after.

How Much Do Companies Spend on Team-Building?

Now that you understand the importance of team-building activities and workshops for your organization, you might be wondering if you can afford it.

More importantly, you can’t afford not to.

Fostering this team environment is essential to reaching your sales goals and keeping your people happy. Workshops can range anywhere from $2,800 up to $10,000 depending on who is administering the workshop, what it entails, and which employees are participating.

In the grand scheme of your business or organization, this cost will barely make a dent in your bank account, but its positive effects will last for years to come.

Providing team-building workshops for your staff is not just good for their individual health and happiness, but also for the overall success of the organization. When your employees come together towards a common goal, amazing things happen.

Do you remember the days when employees were eager to work for the same company for 50 years, often in the same job? It was a badge of honor to be loyal to your employer, and most often, the employer was loyal too. Well, those days are over. Employees want to grow, improve, and avoid stagnation. If you’d like to motivate millennial workers in your organization, you’ll want to offer plenty of opportunities for personal development and movement.

Rock stars are always striving to be better at their craft and play larger venues for more people. Can you imagine how miserable a rock star would be if they had to play to the same audience for the rest of their lives? Millennials are just like this. They are constantly improving themselves and looking for new opportunities, and they expect their employers to support and encourage this. While money is a strong driver, happiness, growth opportunities, and work satisfaction are just as important to this generation of workers. Learn how to properly motivate your millennial workers and you’ll bring out their inner business rock stars.

Opportunities for Personal and Professional Development in the Workplace

Provide Mentorship

Millennial workers expect more from their leaders than just management. They are looking for professional guidance: for someone who is where they want to be, to show them how to get there. If you have a large team, you may not have the time to mentor each employee yourself. When that’s the case, assign seasoned employees to take newer employees under their wings.

Set Learning Goals

You probably have sales goals and customer service goals for your employees, but what about learning goals? Do you encourage your employees to learn new skills on the job and in life? Millennials will appreciate a dedication to growth being factored into their job role and their evaluation.

Set Up a Personal Development Library

Motivational speaker Brian Tracy likens listening to books on business, personal development, and success to getting a degree while you drive. Set up a library filled with personal and professional development education that your employees can borrow from. Don’t forget the digital and audio books as many people prefer these modalities.

Create a Book Club

Now that you’ve got books for your employees to borrow, encourage them to form book clubs where they can discuss what they’ve learned and provide accountability for each other as they apply the principles to their lives and jobs. Offer incentives for employees who choose to participate.

Encourage Movement

Millennials workers don’t like to stay in the same position for very long. They want to experience new roles, learn new skills, and look for an environment that makes them happy. This is not a reflection on your business or your leadership. When you accept that fact, you will be freed up to encourage lateral and upward movement. Some companies even have established programs where employees work in one department or role for a predetermined amount of time and then move to another role to learn and experience another position.

Bring in a Motivational Speaker

Motivational speakers have the stories, the experience, and the techniques to motivate your millennial employees to step outside of their comfort zone, think outside of the box, and exhibit rock star performance in your business. Marvelless Mark® tells his clients that a motivational speaker can be the difference between your employees “going through the motions” and them actually thriving in your company.

Motivating employees, millennial or otherwise, is important to the health of your business. When you encourage growth and provide opportunities for your millennial employees, you will inspire creativity, motivate your employees to do their best, and improve your business.

“I would not be able to breathe if I couldn’t make art. I just wouldn’t. Look at me. This is me on a normal day. I wake up in the morning, and I make my hairbow, and I put my catsuit on, and I call up everybody in the Haus of Gaga, and I say, ‘How are we gonna be brilliant today?” – Lady Gaga

Mark Kamp® aka Marvelless Mark® works with organizations who want their teams to achieve immediate rock star results. A Keynote Speaker/Entertainer/Author, Husband, Father, and child of God, his primary message, “Opportunity Rocks®” gives attendees a fresh new perspective on Sales, Marketing, and Employee Performance. Fun and engaging, Mark combines the success secrets of your favorite rock stars with just the right amount of entertainment to transform your employees into business rockstars. Learn more at