My target is too high, what can I do about it?

well i do believe that in every challenges there must be a good reason why? in that why's there always be a how's? why the company challenge us by giving a high target quota? simply because they trusted and believed in our ability. and with that we must think an answer how could we meet those challenges? that is the time that a sales manager must be an artistic, realistic and be more creative by thinking an effective strategies to reach that sales target. simply NEVER GIVE UP!

I think targets are to be realistic otherwise they not only don't motivate, but produce a high turnover in a company. This is what is happening in the corporation where I work. Everytime Sales Dept. increase targets, a lot of employees leave. But this time is my turn... because after almost three years in the company I can´t see opportunities of promotion, advancement .... The company just wants to make profits, it doesn´t consider at all employee values. 

If I have to do this as a Sales Manager , before setting their targets I will meet them, I will assure them that they are the part of this Organization. I will prepare them first to except the challenge but I will also design SMART objectives for them. I will appreciate team work and I will keep extra bonus for positive attitude while working as a team. The important thing is a Manager should set goals in the bracket of SMART . If the target is too high, set the blend of reward for them which should be financial and non-financial both. A company should focus on employee retention policy also and keep the motivation level of employees up. The reason when you stop loving your organization is when you feel you are not appreciated for your work which automatically decreases your performance. Another thing can also help which is continuous employee development for example sending them on off the job training .

Sales targets that are set high is not a problem. Use your team effectively by teaming up the high achievers with staff who are falling a bit behind in order to give on-the job training. For employees who do not meet targets, it would be best to evaluate them whether it is the skill that is lacking or is it their lack of ambition to attain that target. For lack of skills, training is the best solution and for amition it would be to set-up an incentive program whereby they get the feeling that they will receive a reward once they overcome the challenge.

I follow below tips to set better sales goals that drive results:

Don’t be afraid to set "stretch goals". Goals are meant to be a challenge, that’s why it’s a goal. Far too many teams set easy to achieve goals.

However, make sure you have “buy in” from everyone involved. If a goal is literally impossible, that will demotivate. The art of setting stretch goals that motivate is a tricky one, but if you nail it - you’ll motivate and inspire your team into higher success.

Make sure goals are visualised, and progress is communicated, at all times - in real time. Difficult and challenging goals need to be constantly top of mind if you want any chance of achieving them. See the section below on tools to help you facilitate goal progress visualisation

What comes with the high target given to you?Any  bonuses, commissions, rewards or motivations?

I think organization's/companies should set the target of their employee's bearing so many things in mind.

It must be:

1. Realistic

2. Achievable

3. Feasible

4. Beneficial to the organization.

I have seen a situation where an organization set a target for their staffs that even made the employee's tender resignations. This continued for2 years and it became a situation where new staffs were seen in the organization which made old customers to lose confidence and trust in them. Factors that will arise where organizations regularly changes their staffs should be stopped.

Companies should determine targets after rigorous/well researched consultations. The target for products can never be equated to services and also depends on the categories of individuals involved.

Market prize also affect/influence target, if a particular goods/services is high in cost there is no two ways that it wont affect the number of persons patronizing that commodity to some extent even if the value is worth the prize.

If I were you, I will sit with my prize control/management team or the department in charge of setting targets, sometimes it is not just about surpassing or meeting targets, other indices (staff welfare, staff training and re-training, good management, promotional structures etc) needs to be put in place for targets to be met.

Targets should always be realistic. If you start giving higher targets to your sales team, you will end up demotivating the team. They will try to achieve in the beginning but would have sense of guilt due to non achievement of target  at the end of the term. So targets should be realistic which one can achieve after stretching.

But if you have no choice and target is too high, make high efforts to achieve it. At the end of the term, no matter if you still dont achieve your targets but your efforts should give you confident that if you have not been able to achieve it, no other person can do it too because you have left no stone un-turned.

Targets need to be agreed upon with your sales Manager and needs to be realistic.

An unrealistic target basically breaks down a sales mans confidence.

A Target id derived , based on the following factors.

- The size of the market

- The Competition

and on past sales numbers. Its not derived from the top of your hat.

If the target are too high we can work as a team with our collegue. For example one of my friend they getting high target every month but they stiil reaching the target cos they working as a team and helping each others. But if our team is doesnt want work like this we can work some extra hours and we can work with the customers by their contact details if there is any promotions we can offer then. And we can work by online as well.

Working hardest to reach it. My thinking is: Sky is the limit