Reprinted from the Sales & Marketing Magazine
June, 2004


Cheer Up:

Improve your reps' job satisfaction to reduce turnover - and raise sales

When the economy soured and the number of sales jobs shrunk, managers had little incentive to improve job satisfaction. But with the market getting stronger, managers could find themselves dealing with flight risks: According to a recent survey by job site, four in 10 sales professionals plan to look for better jobs in 2004.

Internal unrest can lead to low morale, and smart managers will work to mitigate discontent.

"You've got to catch dissatisfaction quickly," says Jim Campbell, president of Performance Unlimited, a sales coaching and training firm based in Albuquerque, New Mexico. "Even if you have one person who's unhappy, it spreads. It's the whole rotten-apple-spoils-the-barrel thing."

Campbell recalls one recent client who suffered from a bad case of employee dissatisfaction. The client, a bank, was having problems with its 11-member internal sales and service department, whose job it was to train branch tellers and loan officers to sell new services. The department had recently expanded, but there was no unity among new and veteran members; a few even made it clear they were looking for new jobs. The bank's performance was going south, and the manager was told he had to turn it around it around in six months - or lose his job.

Through team-building training, Campbell focused on topics like communication skills, creating a well-functioning team, and the effect of attitude on performance. Additionally, he held follow-up sessions for several weeks afterward to see how these new skills were being executed. He also individually coached the manager on his motivational and performance management skills. Team unity improved, and even those most vocal about their unhappiness stayed on. "They actually wanted to be part of the team, they just didn't know how," Campbell says, "They finally saw they could accomplish more in a team than as individuals."

Happy employees yield more business. Campbell's client saw the number of new loans and additional services sold increase following training, because employees were more enthusiastic in their training of branch workers. "In doing interviews with clients, we definitely see a link between customer satisfaction and employee satisfaction," says Eric Larse, Managing Member of Kinesis, a market research firm based in Seattle, that specializes in the customer experience. But, he says, an employee satisfaction culture has to start at the top. "It's a strategic issue that rests at the highest levels of the organization."

Julia Chang, Staff Writer, Sales & Marketing Magazine


Employee satisfaction culture has to start at the top. "It's a strategic issue that rests at the highest levels of the organization."