One of the twelve questions in Gallup's engagement survey reads:
"In the last seven days, I have received recognition or praise for doing good work."
Ask your reps to answer it honestly. Many I have managed would say: only "well done, team" at the cycle meeting.
That is not praise. It is noise.
Praise that actually changes behaviour has three parts.
Specific. Not "great month". Something like: "Going back to the endocrinologist with her answer won her trust."
Timely. The same day, in the car park after the call, while the rep still remembers it. Not at the quarterly meeting.
Named. The behaviour, not just the result. A result can be luck or a good territory. A behaviour can be repeated.
When a rep hears exactly what they did well, they do it again on purpose. When they hear "great month", they learn nothing except that the number was fine.
A trap I see often: all the recognition goes to the top name on the ranking. The rep in the middle who improved one skill hears nothing, and stops trying to improve it.
“Praise is feedback too. Make it as specific as your criticism.”
Lesson 5 of 23 in Step 4: Coaching, with the full guide and a checklist for this week.