Every top salesperson will eventually quit. What’s even more painful is the best leave when they are on top, so if you’re not careful, you may not even see it coming. As the job market tightens, sales professionals have more and more lucrative and exciting job opportunities vying for their attention.
Managing a sales team is a complex and challenging job. It’s also a very different job within companies of varying revenue sizes. In some cases, you’ll need to be a front-line seller, in others, you’ll need to be a sales strategy master. Yet in all sales leadership positions, you’ll have to have command of more than just sales skills, you’ll need to be able to lead others.
Sometimes an executives busy schedule is not his or her own. Let’s face it, “things happen.” Unfortunately, this happens to some busy hiring managers or recruiters more than others. When you are unable to consistently keep your calendared appointments, arrive late, or constantly reschedule there are both direct and indirect costs.
When Patience Pays Off
One of my clients, a small private technology headquartered in Norway saw things differently.
When we first met, the tech hiring philosophy of day was to hire salespeople quickly, try them out, and if they didn’t make a deal in x number of days (usually 30, 60, or 90 days if you’re lucky) to fire them.
Providing a Framework of Success
With turnover costing more than you’d ever want to calculate, it’s no secret that keeping top salespeople happy is good for business. Consider the following strategies when leading your sales team.
Strategy #1: Top salespeople need a good push. Achievers love new challenges. They want to stay with an organization, but in order to do this; they need to be stretched in some way. This could come from a new role, exploring new terrain or being challenged by additional responsibilities. They need to be pushed to reach just beyond their current capabilities. If you can help them become better, give them fresh problems to solve, more responsibility, or additional roads to explore; your chances of extending their tenure with your firm will increase. They will remain with an organization where they can stay engaged and immersed in activities just beyond their current capabilities. (For more insight, check out The Talent Code, Greatness isn’t Born It’s Grown by Daniel Coyle.) Read More