For a sales organization, being able to maintain an engaged sales force long-term is a significant achievement. Because the challenge of engagement encompasses that of performance and sales force retention – a very volatile group with the highest turnover in the company – companies must implement engagement and incentive programs. It is indeed crucial for them to find new, more effective ways to retain their best salespeople and to accelerate the onboarding period for new hires.
1. My turnover is too high
Recruiting a good salesperson is not easy; keeping them is even harder! Between those who don’t find their rhythm and never truly adapt to my company, and those who leave quickly, I struggle to maintain balance within my teams and stabilize my organization’s overall performance.
I need to compare my turnover with the proportion of my salespeople who underperform: if these two rates are similar, my turnover is necessary for improving my sales performance.
I am looking to implement more refined and effective retention and training programs to show the value I place on my salespeople. I particularly need a tool that highlights cohesion and collaboration among teams and addresses their new challenges, which are more focused on personal fulfillment, personal development, skill acquisition, career progression, and ease of use.
2. Traditional incentives no longer work
“Companies with the highest employee engagement rates achieve, on average, 27% more profit “
In light of these new needs, I want to rethink and diversify traditional sales rewards and incentives. The first step is to better understand my teams to establish typical profiles. Thanks to these profiles, I can tailor rewards according to individual preferences. This takes more time, but this personalization effort yields a higher ROI in terms of engagement.
- What are the expectations of my best salespeople?
- What are the expectations of my teams in general?
Two answers: updating objectives (and career progression) and training.
I want to very precisely identify my teams’ training needs and offer them personalized modules to help them develop their skills and achieve their objectives. One way to do this is to foster communication and the sharing of best practices within my teams, so they can learn from each other’s successes.
Micro-learning is also a parameter I can implement to meet my teams’ need for self-training and development. The micro-training module can be gamified and thus become a gratification system that engages and rewards my teams.
To learn more, download our White Paper: Engaging Your Sales Force for Retention