Keeping employees satisfied, and the ability to retain top people is key to the success of any business or sales team. Take Google, for instance, the tech company is one of biggest brands on the planet and is listed as No. 1 on Fortune’s annual list of the ‘100 Best companies to work for’ because of innovative ideas like offering employees free massages at the office. It is, or course, perfectly plausible to suggest that talented individuals could shift their loyalties to a new employer because of non-monetary benefits and perks (like flexible working options), so it’s imperative that an employer understands how to keep good people on their side.
In sales outsourcing or sales in general for that matter, leaders of teams know that their own success is dependent on those they work with and that by effectively motivating and instilling the likes of trust, commitment and loyalty into their team, the results will be a natural by-product. Remember, in sales, so much can happen in a short space of time. In the space of a morning at work a sales professional can have three great prospects at once land on his or her desk – golden opportunities to close new business and drive organisational success. These deals closing is likely to be directly impacted by the satisfaction levels of the employee doing the closing.
Sales leaders have the responsibility of ensuring the job satisfaction of every member of their team. By communicating how their employee is valued on a regular basis and seeking feedback, employers can monitor how satisfied the employees are with the job they are doing. They also need to feel appreciated as workers and as people. Flexible working can give a far greater reward if the employees can devote their own time to a project. Does it really matter if their research and planning are carried out at home, on a train, or even in a cafe? Do you trust them to work? And, furthermore what kind of message does it send out to employees if flexible work is disallowed?
A flexible environment where people are trusted and have the autonomy to make their own decisions and ability to control their own work contributes to processes of continuous and agile learning. Supporting your sales team’s growth and development, including investment in high-impact sales training, and helping them focus their strengths is also a major contributor to satisfaction. They can become more creative and productive in new areas, and this will give them more knowledge and, therefore, the confidence that they are a valued asset to the business. Companies tend only to gain by supporting their employee’s satisfaction. You don’t need to provide them with free massages, snooker tables or swimming pools in the office. Simply show appreciation and reward employees for their hard work, and their satisfaction will reflect in productivity and in turn your profit.
How do you make your sales teams feel valued? Let us know by telling us on Twitter by using @durhamlane in your tweet, or why not tell us in more detail on our LinkedIn page. To find out more about our high-impact sales training advice and best practice, visit the durhamlane sales training page today, or call us on Tel: 0191 481 3800.
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