Many sales managers know the pain of the revolving employee door. For those managers, that revolving door has become so commonplace that they simply accept it as a fact of life in sales. However, not all sales teams suffer from high turnover. Quite the contrary. Many organizations have no trouble at all keeping talented, high-performing salespeople on their teams for many years.
So just what is it that’s making your salespeople seek new opportunities?
Feeling Unappreciated
Sales is an extremely stressful and draining profession. Winning new business can take weeks, months, and in some cases, years. Salespeople can be run ragged, jumping through hoop after hoop to land a deal. When those efforts go unrecognized, it has a significant impact on morale. Salespeople enjoy the financial rewards that come from exceeding goals and winning contests, but a simple “thank you” or “way to go” from time to time can go a long way, as can brief recognition during sales meetings. It doesn’t take much effort to make someone feel appreciated. In HR there is a saying, “People don’t leave jobs; they leave managers.” Always remember to take the time to appreciate salespeople who go the extra mile.
Unrealistic Expectations
When salespeople are asked to sell a product that is not ready for market, when they are not properly trained on all aspects of a new product, when their goals are out of line with market performance, or when they are not given the tools to succeed, it can create frustration and dissatisfaction. Achieving sales goals is difficult even when expectations are realistic. Salespeople are only human, and they cannot be expected to work miracles. Consistently unrealistic expectations are a surefire way to lose salespeople. Sales managers should take the time to speak to their team members to determine whether or not they feel that the organization’s expectations of them are realistic.
Micromanagement
While there are always exceptions, most salespeople enter the field because they are independent self-starters by nature. When managers are constantly leaning over their shoulder, asking them to check in five times a day, fill out detailed call reports, and go over the minutiae of every customer and prospect interaction, they will feel stifled and they will seek out opportunities where they are granted more freedom. While micromanaging is probably necessary for new salespeople, successful veterans should be given more freedom. As long as they are hitting their numbers, there is no reason to micromanage their daily activities.
Poor Hiring Decisions
Keeping a sales team together means making strong hiring decisions. Unfortunately, when sales teams suffer from high turnover, hiring managers often get caught in a cycle of hiring “warm bodies” to fill the gaps, rather than taking time to seek out and find solid candidates with staying power. Breaking the turnover cycle begins with making better choices throughout the hiring process, and taking the time to connect with candidates who are not only talented salespeople, but who fit in well with the existing team and align with the culture of the organization.
If your enterprise software company struggles with high turnover in the sales department, Strategic Staffing Solutions can help. We are a nationally recognized recruiting firm that works solely with software companies. We can help you attract, hire and most importantly, retain the right candidates with the skills and qualifications to help drive sales. Contact us today to learn more about our talent network and our proven recruiting methods.