Published by Programme B
In the fast-paced, high-stakes world of sales, burnout has always been a problem. Sales departments see some of the highest turnover in the workforce, and this represents a major loss in missed opportunities — and also in terms of time spent hiring and training.
To be competitive in the modern market, Canadian businesses need to have sales teams they can rely on to consistently exceed targets and be on board to help meet client and customer needs. This is hard to manage when you’re constantly working to fill gaps in your roster.
For this reason, companies are increasingly choosing to be proactive about hiring and training in ways that reduce sales team burnout and decrease turnover rates.
Fighting Burnout Starts with Smart Hiring Policies
Employment experts often note that burnout is a cyclical problem. Employees brought on in a hurry aren’t given sufficient onboarding time, end up overworked and overwhelmed, and become disillusioned with the job and quit. Workflow pressures mean a replacement needs to be found quickly, so the hiring process is truncated and the first even remotely qualified candidate is given the job.
To break the cycle, it is necessary to put the time into finding candidates who actually have the experience and aptitude that will make them a good fit in the long run, which is why businesses are increasingly turning to a recruitment agency in Toronto that uses a database of top salespeople from across the continent to identify individuals who will be a good fit for particular their company and industry.
Reduce Turnover Rates by Investing in Personnel
By quickly connecting a business with serious sales professionals, Toronto recruitment agencies can place top sales reps with the companies that need them. But this is only the first step. Even the most experienced workers need time to adjust to a new workflow and a new organization, and taking the time to onboard them properly is essential if you want to keep the talent you have.
Making sure that new hires gel with the team, understand expectations, and know where to find the resources that can help them put their knowledge and skill into practice will help foster a more welcoming work environment and will give new salespeople the confidence to start putting numbers up on the board.
These crucial investments in new personnel will pay dividends over the long run by helping to create a sales department that is cohesive, supported, and competitive in the right ways.
Though 2020 saw massive layoffs across the retail industry, this will likely not have a long-term impact on the problem of turnover rates. In fact, the stress of working under the uncertain conditions of the pandemic only increases the chances that key team members will experience burnout.
If you are serious about reducing turnover in your sales department over the long term, investing more in the hiring process so you can find experienced reps who have the core aptitudes and personal disposition to succeed is the best way to do so.