Decrease Sales Staff Turnover and All the Costs that Come With It!
21
How to Decrease Sales Staff Turnover and All the Costs that Come with It! Michael Halper Founder and CEO SalesScripter
-
Upload
salesscripter -
Category
Business
-
view
1.068 -
download
0
Transcript of Decrease Sales Staff Turnover and All the Costs that Come With It!
How to Decrease Sales Staff Turnover and All the
Costs that Come with It!
Michael Halper
Founder and CEO
SalesScripter
• 20 years frontline sales, marketing, and
customer service experience
• Founder and CEO of Launch Pad
Solutions and SalesScripter
• Author of The Cold Calling Equation –
PROBLEM SOLVED
• President of the American Association of
Inside Sales Professionals Houston
Chapter
• ICF Certified Professional Coach
• MBA University of Houston, Masters of
Science University of Texas at Dallas
The Cost of Turnover
• Recruiting expenses / fees
• Training expenses
• Deals that are lost
• Accounts that are taken with the rep
• Valuable knowledge that walks out the door
• Valuable time spent and lost
Most of these do not show up in any
financial reports
What Causes Turnover
Voluntary Turnover
Not making enough money
Don’t have the career growth
Not happy
Not developing and improving
Not getting recognition
Don’t like manager
Chose the wrong job
Don’t know what to do
What Causes Turnover
Involuntary Turnover
Not performing well
Not developing and improving
Hard to work with
Hired the wrong person
Not doing the right things
What Causes Turnover
Involuntary Turnover
Not performing well
Not developing and improving
Hard to work with
Hired the wrong person
Not doing the right things
Voluntary Turnover
Not making enough money
Don’t have the career growth
Not happy
Not developing and improving
Not getting recognition
Don’t like manager
Chose the wrong job
Don’t know what to do
Focus on mitigating the root causes to minimize the symptom (Turnover)
Recruiting / Interviewing
Areas to Focus On
• Ask the right questions when interviewing
• Identify characteristics and qualities of the person
that would be successful
• Use their past to get clues about their future
• Identify what they want and make sure it matches
with what you have to offer
Turnover Causes Mitigated
Chose the wrong job
Hired the wrong person
Sales Training
Areas to Focus On
• Have a structured onboarding process with sales training
• Teach new sales hires what to say and ask
• Provide scripts
• Role-playing
• Provide training on an ongoing basis
• Reinforce sales training
Turnover Causes
Mitigated
Not happy
Not making enough money
Not performing well
Don’t know what to do
Not doing the right things
Chose the wrong job
Hired the wrong person
Not developing and improving
Sales Coaching
Areas to Focus On
• Provide ongoing one-on-one sales
coaching
• Informal sales coaching
• Formal sales coaching
• Identify challenges and opportunities
• Action planning, progress tracking
• Role-play
Turnover Causes
Mitigated
Not happy
Not making enough money
Not performing well
Don’t know what to do
Not doing the right things
Chose the wrong job
Hired the wrong person
Not developing and improving
Sales Tools
Areas to Focus On
• CRM
• Email marketing
• Sales scripts
• Automation tools
• Prospect lists
Turnover Causes Mitigated
Not making enough money
Not performing well
Don’t know what to do
Not doing the right things
Hired the wrong person
Sales Scripts
Areas to Focus On
• Cold call scripts
• Pre-qualifying questions
• Objection responses
• Email templates
• Voicemail script
Turnover Causes Mitigated
Not happy
Not making enough money
Not performing well
Don’t know what to do
Not doing the right things
Chose the wrong job
Hired the wrong person
Not developing and improving
Marketing Support
Areas to Focus On
• Search Engine Optimization
• Internet Marketing
• Pay-per-click advertising
• Email marketing
• Outbound lead generation
• Website
• Event participation
• PR
Turnover Causes
Mitigated
Not happy
Not making enough money
Not performing well
Don’t know what to do
Chose the wrong job
Hired the wrong person
Day-to-Day Management
Areas to Focus On
• Clarity / Direction
• Accountability
• Autonomy
• Empowerment
• Consistency
• Fairness
• Servant leadership
• Encouragement
• Reward / Recognition
• Enforce / Constructive criticism
• Action planning
• Progress tracking
• Open channel for communication
• Teach / Develop
Turnover Causes
Mitigated
Not happy
Not making enough money
Not performing well
Don’t know what to do
Not doing the right things
Chose the wrong job
Hired the wrong person
Not developing and improving
Not getting recognition
Don’t like manager
Hard to work with
Territory Design
Areas to Focus On
• Have defined territory lines
• Have a tight focus or areas of concentration
• Clarity around target and ideal prospect
• Be fair and consistent with territory lines
Turnover Causes
Mitigated
Not happy
Not performing well
Don’t know what to do
Not doing the right things
Don’t like manager
Compensation
Areas to Focus On
• Align compensation with desired outcomes
• Align compensation with what the sales person can control and
impact
• Breakdown targets and objectives
• Make targets realistic and achievable
Turnover Causes
Mitigated
Not happy
Not making enough money
Not performing well
Don’t know what to do
Not doing the right things
Chose the wrong job
Not getting recognition
Professional and Personal Development
Areas to Focus On
• Be aware and sensitive to our natural need to grow
• Have a visible paths for professional development
• Design organization so resources feel that they are growing and
progressing
• Communicate progress and areas where improvement is needed
• Support personal development
Turnover Causes
Mitigated
Not happy
Chose the wrong job
Not developing and improving
Not getting recognition
Don’t like manager
Culture
Areas to Focus On
• Fun environment
• Work hard / Play hard
• Reward for hard work
• Consistent
• Fair
• Honest / Integrity
• Opportunity for growth
• Challenging
Turnover Causes
Mitigated
Not happy
Not making enough money
Not performing well
Chose the wrong job
Not developing and improving
Not getting recognition
Don’t like manager
Hard to work with
Key Takeaways
• Spend more time and attention on picking the right people
• Include training on what to say and ask
• Provide coaching, sales tools, and marketing support
• Focus on the little changes with day-to-day management, territories, and compensation
• Build an environment that fosters growth and recognizes performance and results
If You Want More Help
• Books / Ebooks– The Cold Calling Equation – Problem Solved
– Do’s and Don’ts of Cold Calling
– How to Get around Cold Call Objections
– How to Build a Value Proposition that Generates Leads
– How to Build Sales Campaigns that Sell
– How to Build Email Drip Campaigns that Convert Sales
• Videos – Dozens of how to videos and slide decks
• 10 week web-based training program
• One-on-one sales coaching and consulting
• SalesScripter– www.salesscripter.com
– Walk-through services available
Contact Us
Michael Halper
Founder and CEO
SalesScripter
@salesscripter
www.salesscripter.com | [email protected] | 713-802-2026
![Marketing-oriented approach to evaluating the strategy of ... · turnover for goods; marketing costs; the share of marketing costs in the costs of the enterprise and others [16].](https://static.fdocuments.net/doc/165x107/5f081ab87e708231d4205b9c/marketing-oriented-approach-to-evaluating-the-strategy-of-turnover-for-goods.jpg)
