Have you noticed top employees are likelier to quit than your average sales rep? Then, it might be time to consider how you are driving them to leave. Read on to understand why your top employees quit and how to stop your company from bleeding talent.
1. You cap commissions.
When you cap commissions, reps lose motivation and seek more challenging and expansive employment elsewhere. 79% of sales managers with no compensation cap meet and exceed quota. To stay ahead of your competition and boost your profits, offering an attractive compensation package to top talent is vital.
2. You keep under-performers on board.
Poor performers drain company resources and damage brand reputation internally and externally. Top employees want to work with other driven, successful individuals. When mediocre team members surround them, they’re more likely to quit. Learn from successful sales organizations: swiftly replace average reps and have a bench of sales talent to choose from.
3. You penalize the sales team for poor product/service delivery.
Not all sales reps want to be heavily involved with customers after a sale, and varying styles should be honored. Reps only need to maintain a post-sale connection to a certain extent. Ensure a healthy relationship and hand it to the next team member.
4. You take credit for your rep’s success.
Top employees are motivated by recognition. If you ignore, erase, or take credit for their victories, you might as well be asking them to quit. Celebrate their work and highlight their accomplishments as often as possible.
5. You undervalue corporate culture.
Top-performing sales organizations know that they are built on corporate culture. Your top employees will be looking at how you handle challenges and if you treat them as opportunities to grow. Make intentional investments in your company culture to keep top talent.
Improve your employee retention with a proven hiring and onboarding strategy. Contact us today to get your recruiting journey started!
