swizard
Why do high-performing sales people quit the job?
Why do high-performing sales people quite the job?
Attached poll
*Voting in this poll no longer yields commission.
56
While it is said that people don't leave companies, they leave managers-I think there's a necessary caveat there. The assumption is that leaving managers means the manager was 'bad.' While that is the case often, I think people also leave good managers that just don't share the same philosophies re: coaching, engagement etc as they do. Anyway, there are sooooo many reasons a high-performing sales person might quit. The more transitioning sales people I speak with, the more I see a pattern of high performers not being able to flex all their skillset muscles. If you're high performing, it is painful to be in a role that underutilizes your skills/capabilities-this among my peer group seems to be a "newer" driving factor in quitting.
this +1
+1
I agree. I'm getting close to quota attainment but my manager and I don't see eye to eye at all. I don't believe in his coaching style and philosophies as mentioned above. It is not worth the frustration I deal with on a weekly basis to stay on. I have a skill set I can move to another place internally, or outside the org. I'm choosing to go outside the org.
Yup. I believe this is becoming more and more common. 'Grin and bear it' has become passé, as it's no longer the only option for misaligned leader/report relationships in the workplace.
Spot on. LinkedIn and the fast paced way of life we’ve come to see allows us to pivot on a dime. There’s no reason to sit there on a sinking ship whether the sinking ship is your opportunity or the company as a whole. That’s why sales is epic, the skills are always transferable and don’t let the hiring manager in the new industry you’re interviewing for (hypothetically) tell you they aren’t.
That’s exactly the same situation I was in.
Amazing stuff
Thanks, Ace. Are you seeing/hearing similar trends in this area?
This and others yes. I feel there are more than one factors here at play but surely this being the big one
Completely agree. Generationally, shortened attention spans don't just apply to TV, right? Some high-performers also want to achieve impact and significance in 140 characters or less lol....
Lol absolutely
Yup- loved my manager and colleagues in my last job, but it's pretty clear when you've outgrown a role.
100%
Think for juniors it can also just be an unclear progression plan.
At my last gig, even though I was handling most of the process CEO wouldn't outline what AE->SDR looked like and then got angry when I was unable to outline what help I needed beyond saying I needed a mentor/advisor - BDR 2 years into the Startup world of chaos.
At my last gig, even though I was handling most of the process CEO wouldn't outline what AE->SDR looked like and then got angry when I was unable to outline what help I needed beyond saying I needed a mentor/advisor - BDR 2 years into the Startup world of chaos.
It's a cross of poor leadership, lack of support, and unfair/lack of pay.
Good points! Curious to hear what would be the tangible description of poor leadership you have in mind?
Lack of support, communication, and training are examples. The biggest one for me personally is the convoluted internal policies.
How about complex internal politics? it can be the case especially in larger organizations IMO.
One of two reasons usually. Leadership sucks and is hindering the rep or they find a better opportunity elsewhere
Very true!
If the leadership is good, the compensation difference with the new job needs to be substantial.
You gotta love the one you're with. If you believe in what you sell, the outside factors should take care of themselves...
I understood what you were trying to ask... but yo, you HAVE to change the title of this from "quite" to "quit". I'm not quite sure how to "quite" something. Wait a second.... did I just do it?
I understood what you were trying to ask... but yo, you HAVE to change the title of this from "quite" to "quit". I'm not quite sure how to "quite" something. Wait a second.... did I just do it?
Oh geez! silly typo. Thanks!
A lot of them are always out for "the next best thing" too
can't blame 'em.
The top guys get poached to go elsewhere. Go look on LinkedIn all the killers have 2-3 year stints then they get the tap to go onwards and upwards. So tired of the bullshit corporate messaging about “job hoppers”. If you’re constantly running from jobs because you suck it’ll show in the interviews and eventually you’ll be toast there is no need for HR and hiring managers to police other people’s career choices, again that’s what the damn interview is for. #LookOutForYourself #NoOneElseWill
Between my current company and the last, I’ve not missed quota for the last 14 quarters.
Thats a long time to know and exhibit that I can build a sustainable, scalable business.
Having said that, I feel its about timing. At times, your growth doesn’t necessarily match the business’s growth/needs or its pace.
I love my current product, the team, the people. My manager is a good friend. He’s not the best coach or a highly strategic leader, but he lets me do my thing and supports to unblock me always. But, the region isn’t growing as a business fast enough, they aren’t hiring fast enough. This means that I either stay for another year or more to finally become a Manager myself or I go somewhere else.
Thats a long time to know and exhibit that I can build a sustainable, scalable business.
Having said that, I feel its about timing. At times, your growth doesn’t necessarily match the business’s growth/needs or its pace.
I love my current product, the team, the people. My manager is a good friend. He’s not the best coach or a highly strategic leader, but he lets me do my thing and supports to unblock me always. But, the region isn’t growing as a business fast enough, they aren’t hiring fast enough. This means that I either stay for another year or more to finally become a Manager myself or I go somewhere else.
Changes to commission drives talent out, in my experience. People will put up with a lot if the money is right.
Agreed!
100% true
No one leaves just because they dont believe in their product...if you're having success, you don't just up and walk away. Direction of product maybe?
But yeah I had an amazing manager who I left because he couldnt get me the raise I needed. Likely will go crawling back to him and my lower pay soon enough.
But yeah I had an amazing manager who I left because he couldnt get me the raise I needed. Likely will go crawling back to him and my lower pay soon enough.
i have heard a lot that it has to do with product itself but leadership for sure is what made me leave my last job! cant stand it!
Poor leadership will certainly do it for me....plus pay. Don't F with my commission plan
Leader!
sky high targets!
Agreed! Good point!
From managers/VP's with sky high egos
Illogical targets, no good career graph, compensation is poor and no motivation from senior management
Very valid! what's your take on ESOP? How would you evaluate it as a tool to retain and grow high performing sales talents in fast growing organizations?
It may help provided employee plans for a good 2 year stay. Haven't had one such option yet. But I'd consider
sounds valid!
Cheers
Sheesh, I don't like to bounce around companies but I'd say all of the above for myself currently. If it is just one or two of those things I don't feel that is enough to make a change. Plus, grass isn't always greener elsewhere.
I would ask a follow up question as have you ever worked somewhere where you loved the products/services you sold, you met all company and self managed goals, had great leadership, and you were over compensated?
If anyone answers yes to all of these, please comment what this company and role was!
I would ask a follow up question as have you ever worked somewhere where you loved the products/services you sold, you met all company and self managed goals, had great leadership, and you were over compensated?
If anyone answers yes to all of these, please comment what this company and role was!
A lot of times it's leadership but you also have to look at self accountability. People often leave because they didn't get the $ they thought they would because they didn't put in the work they needed to earn that money.
Leadership is huge. If you hate the leadership you will go elsewhere and make the same money with better leaders.
Or even more. true that!
I always like to leave at the top of my game, in search of a new challenge. Sometimes that challenge is at your existing company, more often than not, it is elsewhere.
I think it's also stamina for it. You can be a great salesperson but the grind of sales takes a toll so sometimes if an opportunity for a move comes up it can be a mental health choice to take it.
I think you can be a RockSTAR and if you don't feel supported, heard and that you are respected there is no way you will want to stay.
sounds fair, thanks for sharing!
They could simply leave because they had a better opportunity. We can accept this it doesn't have to be because things were bad so they had to do it.
thanks for sharing!
Boredom... Bored of the culture, Bored of the product, bored of the process.
sounds familiar, thanks for sharing!
Not to say I have been the high-performer all the time. But when I was at one of the companies I worked at, I just got bored. IMO once you figure out how to sell something and do it well, it just turns into this parlor trick that you perform on command.
It's no fun if it always works. But I guess you could stick that under a Lousy/unbearable leader who just failed to motivate the sales staff.
It's no fun if it always works. But I guess you could stick that under a Lousy/unbearable leader who just failed to motivate the sales staff.
thanks for sharing Fokke!
I leave once there is no more motivation for growth, opportunity, and anyone can see that the future of the company is in question. I left my last job a year ago and learned that this past week my work-proximity-associate just was fired because they ran out of money. I listened to my gut instinct. Plus the CEO was a dick and we worked hourly pay with only a $300 cap commission on 100-200k deals.
very very very common pain regarding capped commissions, thanks for sharing!
I just did it on Monday.
haha good on you! what was the grounds for that?
Lack of learning opportunities
They don’t love/believe in the product they sell
Think for juniors it can also just be an unclear progression plan.
I feel this is often overlooked but, what is the post-sale administrative burden like? They spend more time here than lower-performing reps. Top reps will often avoid these takes during "selling hours" and now the work-life balance is being impacted.
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