You have two problems. Your sales team turnover rate is high and your resources are depleted due to your recent investment in value selling training. It was an investment you thought might stem the tide of top salespeople leaving the team. But you are now forced to admit that even the best sales training is of little help if your good people are heading elsewhere. Your first task is to figure out why you are losing good sales reps and then you need to find ways to keep the good ones aboard.
The major flight risks are those top sales reps who deliver consistently above quota with satisfied clients. They are the ones the competition wants to hire away and these are the reps you need to retain.
Here are five ways you can maintain the “greener pasture” in your organization so your A-players are not tempted by what’s over the fence:
- Make sure your compensation package is at least as good as the competition.
- Make it worth their while to reach ever higher in terms of whatever incentives suit them (i.e., flex hours, additional vacation days, more money, promotions or bonus trips). Design reward and recognition plans for each individual that encourage higher performance and describe a meaningful upside and career path.
- Involve top performers in strategic planning so they feel they have a voice and a stake in the company’s future.
- Let poor performers go. They only de-motivate the A-players and take up space.
- Look at your own performance as sales manager. Is your sales territory plan as equitable as possible? Do you manage effectively and tune into what the team needs to succeed? Are you setting your team up for success?
Retain your top sales folks and then re-visit the value selling training. Now your investment will pay off.
Learn more at: http://www.lsaglobal.com/solution-selling-training
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