Sales’ team professional burnout
Lately people talk a lot about the great resignation and there is no doubt why. Since the start of the COVID-19 pandemic, followed by war in Europe, inflation and economic slowdown, stress, anxiety and depression rates have skyrocketed. The combination of physical, emotional and mental exhaustion has led to 76% of employees experiencing professional burnout (according to the Spring Health Study).
The great resignation
The result is astonishing: 4 million people in the US quit their jobs. Each month is almost 30% more than during a comparable time in 2019, which was also a record year of resignations. Sales burnout is at the highest level in history. A survey among managers shows that a major churn has the greatest impact on medium-sized companies with 50 to 1,000 employees. 56% of responders said that they would “very likely” quit their jobs by the next year. In comparison, only 40% of those in smaller companies and 36% in larger companies expressed their intention to quit. For medium-sized companies, employees are increasingly dissatisfied with their benefits and salaries. 55% want a better work-life balance. The financial impact of the Great Resignation is considerable. According to Gartner research, each opt-out can cost an average of $19,000.
Incentives not in line with company goal
Due to budgetary constraints, market changes and new challenges caused by the pandemic, it is harder than ever, for sellers, to meet their sales targets. it’s no wonder sales’ burnout is so high. In addition, we must remember about the additional pressure from the targets and unclear boundaries between home and work during the endless home office.
As results continue to fall and targets become elusive, it may be time for managers to look at sales challenges again, this time in a new way. Our proposal is: leave expectations level unchanged; motivate the team, show them priorities.
If you see your team struggling to deliver expected results, pay attention to the warning signs of burnout:
lack of motivation and focus
pessimism and procrastination
Being well organized at work can have a significant impact on the sales team’s state of mind. This can be as simple as simply telling the team what they need to do to achieve their goals.
Show a clear action path
Create an action path for each salesperson to meet the required targets and identify metrics to see clearly when the rep needs help. Developing such a flowchart will help reps understand what they need to do and when to do it.
Set small, realistic goals
Did you know that when you set goals that are reasonably achievable, your brain releases dopamine? Setting small, achievable goals helps increase self-confidence and a sense of accomplishment. This chemical release gives extra energy to achieve the goal we are striving for. Our brains are actively trying to help us win! This sign of cognitive commitment re-engages and motivates you to keep going!
Divide goals into smaller tasks
Goals that seem to be psychologically closer help us subconsciously begin to change goals into more concrete actions. Shape new habits and introduce new tools to make forecasting and webpage management easier to make those smaller tasks easier. As a result, this will reduce the stress and uncertainty of your representatives about achieving given goal.
Encourage employees to be offline
Encouraging work-life balance is key to building a dedicated and productive team. Set boundaries between your professional and private life. Let your team know about the warning signs of burnout and encourage them to take time off to recharge and take care of themselves! Supporting employees to disconnect can help both the company and the rest of the team in the long run.
Provide a quota relief plan
The team must know that it is possible to disconnect, have time off and at the end of the month it will not mean less money on their bank account. Ensuring that sales targets are reduced when sales reps take time off and when they return to work, will help them take a break from the hustle and bustle of their work. And when the sales take an extended break, consider giving them a guaranteed commission so they are not tempted to sign up for the online meetings or send emails.
Have an open dialogue
Talk to your team about well-being to identify employees burnout, instead of focusing strictly on work. Show that you care about your team; people perform best when they feel heard and their managers show interest. Talk, support, be interested, give time to be offline, and help your representatives appreciate their value and contribution to the organization.
Generate real-time salary reports
Reporting and sales status reports are feedback information for the employee, so it is important. Frequent and meaningful reporting reduces ambiguity and improves people focus. In the sales department, feedback should enable reps to see how fast they are achieving their goals so they can prioritize their processes accordingly.
Better reporting gives reps the autonomy to better manage their time to balance company expectations and customer needs. Some warning signs of employee burnout, such as lack of productivity, concentration, or focus, can also be picked up in performance differences in the report. These real-time commission reports help representatives engage meaningfully with their goals so they can focus and concentrate on their work.
Motivate your team with a sales reward solution for midsize companies based on the science of performance. Make an appointment with us for a presentation today and see how we can help you relieve sales burnout.
Interested in learning more?
Book a conversation with a software developer – Varicent or with us – a technology implementation partner; to find out how we can help.
This article was created by cooperation with Jacklyn Lane, Product Marketing Manager, ICM Mid-Market, Varicent.