What They Didn't Teach Us in Sales Class
In reducing high turnover among new sales personnel, the first thing that firms should do or the employers of that firm should do is to match the job with the best suited to perform it. High turnover organizations spend disproportionate amounts of resources on recruiting and replacing their workforce, while smart organizations invest in employee retention. Indeed that there's going to be turnover no matter what you do, but blindly ignoring the reasons for turnover is foolish and expensive.
Generally, there are five important areas that motivate people to leave their jobs as to why employees quit:
Poor match between the person and the job
Poor fit with the organizational climate and culture …show more content…
Measure attitudes of your workforce. High-retention workplaces are using employee climate assessments to measure the attitudes and feeling of their workforce. Every organization should conduct some form of climate assessment periodically during the year.
Focus on individuals. Employers must manage retention one employee at a time. Focus on the key jobs that have the most impact on profitability and productivity. Everyone has a different set of needs and expectations about their jobs. By conducting an individual retention profile, managers can quickly identify the employee's unique motivations, goals, level of job satisfaction, as well as other expectations.
Focus on the family. Another survey of 1,000 companies showed half of them let workers stay home with mildly ill children without using vacation or sick days. Two-thirds permit flextime defined as allowing employees to adjust work hours on a daily basis.
Firms should hold training sessions on various fields for the benefit of their sales personnel. Training programs are a huge help to salespeople, giving tips and tricks on selling management: from making the proper sales call, sales presentation, customer service to self-grooming. These components are vital to a salesman for he represents the product and the company