PRIME+ Selling System Blog

Employee turnover has been one of the biggest pitfalls of any industry, especially in the last two years. Since early 2021, 4.5 million people have voluntarily left their jobs in one of the biggest resignation spikes on record.

A rise in resignations can take a big toll on the morale and productivity of your remaining employees. Fortunately, it's surprisingly easy to keep everyone on track if you use the right tools. Here are some creative ways to motivate your sales team through the "Great Resignation" and beyond. 

1. Create a Learning and Development Culture

When there aren't opportunities for an employee to grow in their position, it gives them little reason to stay at a company. In addition to experience, an employee needs proper training before they can be promoted. That's why it's important to provide plenty of supplemental learning materials, both in-person and online.

When your employees are continuously learning, it makes them strive to be even better at their jobs. The added engagement factor makes their job seem less like labor and more like an exciting experience. Additionally, all the new skills that they learn contribute to your team's development as a whole.

One way to improve your company's development is to conduct regular surveys. One study showed that surveys were preferred by 38% of employees as a way to share feedback. However, only half of those employees said that they actually received surveys from their employers! As a result, a whopping 45% of employees believe that their feedback doesn't matter. Without insights from the sales team and their experiences, a company will only stagnate! 

2. Hire the Right Employees (And Onboard Them Properly)

It's tempting to hire the first person with a decent resume when you're in desperate need of employees. However, this can lead to problems over the course of that person's employment. An employee that doesn't have substantial experience in the BevAlc industry may have problems adjusting to the job. They might have less confidence as a result, failing to both engage with their customers and collaborate with their coworkers. Eventually, they may become so frustrated with the work that they resign.

Hiring someone who is overqualified (especially in areas outside of BevAlc) also comes with its own set of risks. They may find themselves bored with their current workload and make easily-avoidable mistakes as a result. It might take a while, but it's worth it to hold out for a candidate with relevant experience.

Of course, failure to onboard your future employees correctly is just as bad as hiring a bad fit. You can't just hand someone their name tag and send them out to sell! All employees need to be coached about your company's unique policies, brand image, and sales process in order to succeed. 

3. Offer Blended Learning Opportunities

Blended learning is when you use both online and in-person coaching tools to educate your team. Many salespeople in the BevAlc sector typically only have learning experiences during once-a-year training events. Blended learning ensures that your employees are getting valuable pieces of knowledge year-round.

The cornerstone of any successful blended learning strategy is online learning materials. This might include digital company handbooks or learning courses that can be accessed at each salesperson’s own pace. Group coaching sessions are also much easier to organize than in-person meetings.

Online courses should always be followed up with live meetings, though they won't have to be as frequent. This is because your sales team has already learned so much from online materials alone. As a result, they can successfully apply those skills with confidence. 

4. Provide Guidance

No matter how well an employee performs, each one should undergo regular sales assessments. During these meetings, you should provide positive reinforcement for any notable accomplishments. This is also a great opportunity to ask questions and find out if an employee is ready for promotion.

If an employee seems to be struggling, this is where you can provide tips for improvement. Focus on emphasizing the existing strengths of the employee and how they can use those to their advantage. 

5. Pay Well

Over 22% of employees leave their jobs because they don't believe that they're being properly compensated. It's important to reward salespeople that have embraced blended learning and taken your guidance to heart. You may find that sellers with lots of learning and development opportunities enjoy the highest compensation from commission work! 

The Secret Behind a Powerful Sales Team 

Finding creative ways to motivate your sales team is crucial to preventing burnout and negative company culture. When your team is receptive to continuous learning and development, their skillsets and engagement increase exponentially. Managers that facilitate those learning opportunities (and provide great compensation!) also tend to see much happier employees.