As a recruiter, I am frequently in conversations with sales professionals who are either contemplating leaving their current positions or have already taken that leap.
People decide to leave for many reasons, and uncovering the why behind their decisions can offer valuable insights into tackling retention challenges and retaining your top talent.
One of the recurring themes I often hear boils down to a simple phrase: "They failed to deliver on promises." This sentiment encompasses a wide range of disappointments, but more often than not, it stems from a candidate's disillusionment with unmet expectations around compensation or commission payments.
In our personal and professional relationships, our words, behaviours and consistency are the cornerstones of how we demonstrate integrity and build trust.
Yet, it's astonishing how frequently hiring managers fumble or downplay important discussions around commission payments, resulting in misconceptions and unrealistic expectations.
This is far from a minor oversight; it can be a costly mistake.
Imagine this scenario: You have invested huge amounts of extra time and effort, ensuring you achieve your target and secure your bonus or commission payment; you achieved the outcome and celebrate success only to find yourself unrewarded, empty-handed and short-changed when it matters most.
Naturally, this breeds disengagement, frustration and contempt.
And can ultimately inflict severe damage on the bond between employer and employee, as well as within the entire team.
Unfortunately, this type of scenario unfolds all too frequently and results in the loss of good people.
The solution lies in straightforward communication.
Engaging in open, transparent dialogue upfront to establish realistic expectations with your people regarding bonuses and compensation.
Don't leave these critical and often avoided discussions to chance. Always do your best to manage your team's expectations and deliver on your promises.
Trust can take years to build, seconds to break, and forever to repair.
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