Are you Signing Up for Another Year?
Just like many of the firms we work for, sales folks think year-to-year. I’ve always asked my team members - particularly my highest performers (which doesn’t always equate to the one’s who kept the CRM always up to date!) - this question.
Occasionally, I’ve seen sales leaders neglect this question, assuming that quota attainment and the associated benefits are enough to tie the employee to another year. Don’t make this mistake. The same urgency you have for closing out the year, should be the same urgency you demonstrate to retaining your top reps. The reality is:
They are being called by recruiters and other peers all the time
Great reps have a loyal pipeline - yes your product is great! but… they like your rep alot too
Your top performers are your culture. Assuming your doing your job well - your top reps emulate and embody your coaching and influence to the organization
Now look, reps are going to leave - and sometimes you do everything right and it still happens. But more often than not, a true “non-quota” conversation with your reps will reap great benefits. Treat these conversations dynamically. What motivated that person when they were 32 might not be what motivates them at 35 after 3 years of hitting/exceeding quota.
Some questions I love to ask:
How are you thinking about your career in sales?
What’s something that I could take off your plate that would make you more effective?
How do you feel your compensated? (You have to ask this! Don’t rely on “anonymous surveys”.)
What are your goals financially in terms of your desired future quality of life?
What’s an improvement the firm can make that would give you more autonomy or enthusiasm?
How is your work/life balance?
I like to alternate the questions between personal insight to their insight on the current role/firm. Importantly, I have a notebook in front of me and I’m taking notes. I don’t do anything with the notes in terms of CRM/email, etc. - as I don’t want to feel like the conversation is recorded. However, I make sure I keep that notebook - it becomes my map for working with them.
Just as there is a “true north” to your deals (problem/pain/solution), there is a “true north” to working with your top reps and retaining them. Sure its about the comp, but its also about how you solve their problems, empathize their pain, and build solutions.
Think about your reps careers like you do your deal pipeline. Make sure they know they are more than just a number. This will help ensure they just don’t sign up for another year - but a few more on top.
