Tips on Motivating Your Sales Reps to Stay at Your Company

Retaining your best sales talent can be a challenge, particularly when the economy allows for workers to be choosy. If you’re currently concerned about your sales reps jumping ship, below are some tips to motivate them to stay with your company no matter the economic forecast:

Know How to Structure Commission Plans

When you know how to structure commission plans, you’re going to have an easier time retaining top talent. Your best performers likely expect a commission contract as these are standard in the sales industry, but how this contract is structured can make a big difference.

Consider looking into various standards, including relative commissions, straight-line commissions, and base pay plus commissions. The type of structure you use will depend on your company and staff expectations, but knowing how to structure things properly will make it more likely that you’ll see top performers stick around. Visit this website to know more about how to structure commission plans.

Have Fewer Meetings

Look, meetings have a purpose, but do you really need so many? If you asked your sales force, they would probably say “no”.

The simple truth is that most workplaces hold entirely too many meetings, and when meetings are held, they often go on for too long. If you’re wondering why employees are leaving, take a look at how you structure their day. Meetings that take up valuable time that could be spent being productive are a potential reason why you’ve got talent walking out the door.

Offer More Money (Maybe)

Of course, retaining talent is always easier when you offer more money, but this can become a double-edged sword. The problem is that employers who are trying to poach your sales professionals may be able to just as easily throw cash at the situation. This may pull you into a money arms race where you end up offering absurd amounts of compensation just to win.

Instead, think realistically about what you’re currently offering, what you think you could spare, and what is reasonable to expect in the industry you serve. Compensation is a good motivator for building loyalty, but it can also be a fickle beast.

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