In a high-volume sales environment, many companies churn and burn employees, generating high turnover rates. For entry-level roles, especially, turnover can be high as 33 percent for those in the role under 12 months, according to the DePaul University Center for Sales Leadership. Some sales managers shrug and simply go out to hire more sales people.
Here’s why companies should care about retention: in the age of the online review (thanks to sites like Glassdoor), negative employment experiences are emblazoned on the Internet for all to see. Negative brand associations can make it more difficult to attract top talent, no matter how strong your recruitment program.
With that in mind, here are a few things you should do if you want to lose those salespeople you just invested in recruiting and hiring.
Now, if you’re one of those managers committed to keeping your top talent, do the exact opposite. In the end, time and attention during the first 90 days of your new employee’s life with your company, will ultimately pay dividends not only in short-term revenue generation, but long-term profitability.