HOW TO RETAIN YOUR AMAZING SALES TALENT:
Here’s the most important thing you’ll read all day: HIRE WELL. Follow our steps above to qualify your candidates thoroughly before onboarding them. After you’ve found The Next Larry, here’s how to get him to stay:
- According to Entrepeneur.com: A great way to keep your office “sticky” is to offer training. Ajax Union offers training across all areas of digital marketing. Why? If salespeople feel like they’re growing and gaining, they’ll stay far longer.
- Pay employees well. Don’t be cheap. Pay grade should be based on skills, experience, industry demand for their position, and your geographical location (if you’re NYC based, you’re gonna have to help them make rent). Seniority should count as well.
- Provide great benefits and incentives: insurance and bonuses are a must in today’s workplace.
- Promote your open culture. A salesman should never be afraid to admit that they screwed up. It’s better to tackle problems before they become disasters…and employees feel safer.
- Offer flexibility in working arrangements. Telecommuting options are almost ubiquitous.
- Want to know how to kickstart your new retention strategy? Call in each member of your team and simply ask, honestly, how you could be a better employer. Let the fascinating conversation ensue.
OK, THIS NEW LARRY ISN’T DOING GREAT. DO I FIRE HIM, OR GIVE HIM MORE TIME?
According to the Rainmaker Group, here are some warning signs that may indicate it’s time to kiss “New Larry” goodbye.
- You think about their inadequate performance for more than 15 minutes a day.
- You ‘ve mentioned this person’s issues to people in your personal life. Like, your wife knows about this guy’s signature whine.
- You tried coaching this person and you’re getting nowhere.
- You get the vibe that they don’t like you. = awkward.
- They bash the company, you, or fellow employees behind their back. No no NO.
- If you ask yourself: would I hire “____” again, and the answer is no.
- But what if I really like New Larry as a person? I don’t want to hurt him! Look around the office… maybe there’s another seat they can fill? If not, you’re doing them a favor by setting them free from a position they can’t succeed in.
WHAT COMMON MISTAKES DO BUSINESSES MAKE WHEN RECRUITING?
- Simply put, your looking for the wrong things. Listen, charisma is important, but it has to be backed by skill.
- Another common mistake: businesses neglect their presence on Glassdoor, LinkedIn, Social Media comments, etc. People really do their research these days – can YOU afford to have a scathing review from an employee you burned on your Facebook page?
- Another mistake: the company interview process is weak. Are you looking out for the right things (see above!)?
- A good rule of thumb: would you want to grab a drink with this person? If not, then neither will your potential customers.
WHY IS SO HARD TO FIND TALENTED SALESPEOPLE?
Firstly, talented salespeople are not RARE, but definitely not easy to unearth on your first shot. Yes, a lot of superstars are swept up by major corporations who can afford to pay them the big bucks, but you have to look for the right sales qualities, not just the right sales resume. Someone who’s new to the game can have the fire to sell what others wouldn’t: as long as they’re a constantly growing, passionate, empowered team player.
CAN YOU RECOMMEND A SOME GREAT WEEKEND READING ON THIS TOPIC? SURE.