The COVID-19 outbreak has irreversibly altered the way people think about professional growth. And companies have started to realize the impacts of that now. As restrictions ease up, individuals are rethinking work dynamics and the significance of flexibility in routine lives. Like others, tech and software sales employees have begun to rethink what’s important for them in a career and company.

So for companies that aren’t adjusting fast enough, beware of the phenomenon known as”The Great Resignation.” 

According to the Bureau of Labor Statistics (U.S.), 4 million Americans have quit their jobs every month (April, May, June, July) in 2021. This trend of massive resignations is consistent with the software sales world.

So how can organizations retail software sales talent during the Great Resignation? Here are a few effective ways to do so:

Emphasize The Growth Potential

One of the core needs expressed by sales talent is their need for growth. Demonstrating a solid career growth curve for employees can help attract and retain talent. Making these career advancement initiatives explicit in the recruiting process shows your culture of growth.

Time dedicated to upskilling, frequent dialogue with executives in the company, and mentorship programs are all ways to help employees learn more along the way. Also, these initiatives promote connection and conversation, strengthening your organizational culture and boosting team satisfaction.

Offer More Training Opportunities

Many employees feel that their organizations prioritize new hires rather than nurturing existing ones. As an employer, it is vital to make your software sales employees feel more motivated and empower them by focusing more on their training.

Employees in the I.T. sector desire more training and learning opportunities. Consistent access to professional development is paramount, especially where change happens radically. Software sales workers require more avenues to level up in career progression and skills.

A recent survey on 1,000 remote workers showed that development and learning are vital driving forces for both employee productivity and confidence.

Offer Greater flexibility

Implementing a more flexible approach is a surefire way to retain and attract new software sales talent during the great resignation. However, many companies fear remote work since they believe it will reduce productivity and team culture. In reality, software sales talent that prefers to work remotely tend to do even better in their production and find teambuilding done differently than in the past.

While some employees prefer working from home, others want an office. Thus, allowing them flexibility can be an effective way to show that you empower employee decision-making and want your talent to stay.

Here are the top reasons why software sales talent quit their jobs (other than benefits and salary):

  • Restricted or confined career progression – 41%
  • Lack of working hours’flexibility – 40%
  • A toxic work environment – 39%

Wrapping Up

While there may be people who want to hand in their notice during the great resignation, the good news for company leaders is that the top reasons employees want to quit are easy to address.

To be precise, presenting software sales talent with more avenues for development, giving them more flexibility, increasing salaries, and offering employee benefits are readily actionable ways to divert potential resignations.

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