As the pandemic begins to improve, many professionals are either actively looking for new jobs or open to the idea of a career change. Among American workers, 64 percent say they would consider moving jobs if approached by another company, according to a study from Ceridian. Professionals under age 30 are the most likely to be actively looking or open to new opportunities.
So, what can you do to keep your top sales performers from leaving? According to best-selling author Kevin F. Davis, you can take four important steps to reduce the likelihood that your best salespeople will want to leave.
In this issue of Promotional Consultant Today, we discuss Davis’ thoughts on how you can re-engage with your sales reps and keep your top performers happily working with you.
1. Discuss career development. Remember that your sales reps want to know that you care about them and you want to see them succeed. If you want to keep your best sales reps, take time for one-on-one career development discussions, advises Davis. He recommends asking “Where would you like to see yourself professionally in two or three years?” and “What would you need to achieve now to accomplish this?”
2. Double-down on sales coaching. You might not think your top sales reps need coaching because they make their numbers, but if you don’t keep developing them, you risk them feeling disengaged from you and your company. Davis encourages sales leaders not to get complacent. Learn what skills your sales reps want to improve and help them develop those skills.
3. Commend exceptional performance. Davis points out that most sales professionals are motivated by recognition from the top of their organization. Look for ways you can get your company’s senior leaders to make your top performers feel more appreciated, he says. You can show gratitude for your sales reps’ work by verbally thanking them or even surprising them with special assignments or enriching goals.
4. Inspire with a breakthrough team goal. Another way to help retain your top performers is to set a lofty goal. Think of something that would inspire your sales team to reach higher than they ever have before. This can be a huge motivator for your top sales reps, says Davis. While your team may not make the goal, they will have gone farther than they thought possible.
It’s difficult when your best sales reps leave. You can get ahead of those resignation letters and hold on to your top performers by considering the points above. Stay curious about each sales rep’s professional goals and look for ways you can help them achieve these goals. Don’t forgo sales coaching just because your top sales reps do their jobs well. And remember to engage your sales reps—from recognition from the top to challenging goals.
Compiled by Audrey Sellers
Source: Kevin F. Davis is the author of the award-winning book, The Sales Manager’s Guide to Greatness.
