Finding amazing sales people isn’t always the easiest task, especially in tech. According research from the Wall Street Journal, “employers spent an average of 41 days trying to fill technical sales jobs, compared with an average of 33 days for all jobs for the 12-month period ending in September 2014, according to Burning Glass, a labor-market analysis firm that worked with Harvard Business School on the report.” What’s more, once a company finds their A-players, keeping them can be another challenge. Sales is notorious for having a high turnover rate. In fact, a 2012 CSO Insights survey reported that sales force turnover (both voluntary and involuntary) was at 25.5% - low for the sales industry in general, but not a number to scoff at by any means. However, in our experience, turnover rates have often varied (sometimes even higher) depending on the employee profile, their base salary, etc. While there are a lot of factors at play when it comes to sales employee retention (compensation, benefits, culture, etc.), helping your sales reps to succeed with the tools and resources they need is key. So what are some of the ways you can arm your sales team with the right tools to help them become more successful and attain an increased level of job satisfaction? Flexible Schedules: By allowing your sales reps to have flexibility in their schedule, you not only give them the autonomy to work when it’s most efficient for them, you also allow them a greater opportunity at a work-life balance. While this helps to promote an increased level of job satisfaction, it also gives reps the ability to take more ownership of their positions and make their roles their own. Promotion of Leaders: By giving sales colleagues the opportunity to set themselves apart as a leader on their own terms, you give each rep an increased amount of control over their careers. In a traditional org structure, if a sales rep wants to promote, they need to wait until a position is open, for a yearly review, etc. But by giving employees the ability to take on new projects, become a resource and help their colleagues to grow when they’re ready, reps can avoid job complacency and the politics that often come along with moving up in a company. Promoting Passions: Like anyone, each individual sales rep brings their own experiences, expertise, and passions to the table. As such, by giving reps the opportunity to add/drop accounts in their book of business based on what they’re truly interested in, they'll have the ability to increase their revenue and to truly enjoy their day-to-day more. In short, it allows them to tackle the types of accounts they love. With any sales-centric organization, turnover is inevitable. But by creating a culture that allows reps to learn and grow, you’ll increase the probability of attracting more A-players and keeping the ones you already have.
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