How to Develop and Train Your Sales Force
Posted: Sat Apr 19, 2025 9:12 am
More often than not, downsizing hasn't been shown to improve the bottom line when the most costly problems are systemic. High-performance work practices take the opposite approach and reap far greater benefits.
By investing in safe working conditions (for example, by eliminating zero-hour contracts or providing workers with guaranteed employment), high-performing organizations benefit from increased performance and higher employee engagement.
When employees are provided with this sense of satisfaction and security, they stay with your company longer and are less likely to navigate the job market “just in case.”
This is crucial for high-performing organizations job seekers database that invest heavily in building human capital. When you spend a significant amount of time and money training and developing your people, you want them to stay.
The most powerful way to promote job security is to adopt a program that guarantees employment after a certain period (five years, for example).
This may be too extreme or difficult to comply with, especially for less mature companies. In this case, a good start would be to create a policy that ensures you only hire full-time employees and don't use contractors or freelancers.
Also, consider the psychological impact of establishing clear career paths for each role. For example, new sales reps should understand the potential career development paths ahead (depending on your company's structure, that could mean a promotion to account executive , but it could also lead to a sales rep leadership role ).
When employees understand how they'll progress within your company (and are provided with a roadmap and career development plan to achieve their goal), they're often more engaged and interested in their field.
By investing in safe working conditions (for example, by eliminating zero-hour contracts or providing workers with guaranteed employment), high-performing organizations benefit from increased performance and higher employee engagement.
When employees are provided with this sense of satisfaction and security, they stay with your company longer and are less likely to navigate the job market “just in case.”
This is crucial for high-performing organizations job seekers database that invest heavily in building human capital. When you spend a significant amount of time and money training and developing your people, you want them to stay.
The most powerful way to promote job security is to adopt a program that guarantees employment after a certain period (five years, for example).
This may be too extreme or difficult to comply with, especially for less mature companies. In this case, a good start would be to create a policy that ensures you only hire full-time employees and don't use contractors or freelancers.
Also, consider the psychological impact of establishing clear career paths for each role. For example, new sales reps should understand the potential career development paths ahead (depending on your company's structure, that could mean a promotion to account executive , but it could also lead to a sales rep leadership role ).
When employees understand how they'll progress within your company (and are provided with a roadmap and career development plan to achieve their goal), they're often more engaged and interested in their field.