There is a famous Pareto principle that says that 80% of your productivity is being done by the top 20% of your people.
That’s why it is important to keep your top outbound sales agents as they bring in the bulk of the business to your company. When they leave your company, it is going to cost you in terms of time and resources to hire new employees and train them to become your next top agents.
Hence, you need to know the reasons why they call it quits so you can do something to prevent that from happening.
Here are the top 6 reasons your outbound sales agents leave.
Doing outbound calls is challenging enough. Meeting sales quota, now that adds up to a really tough job.
That is why if the pay that they receive is low, they wouldn’t think twice calling it quits.
A good tip is to look at how much your competitors are paying. You may also look at national averages in wages, and then either match the salary or pay more.
But the secret really is to give consistent incentives for a job well done. These can be in kind, such as all-expense-paid trips, or monetary like bonuses and commissions.
They will also flee when they’re under bad management.
For one thing, it makes each day at work an unbearable ordeal when they have to deal with unfeeling supervisors, micro-managing taskmasters, and bad leaders.
To make your outbound sales agents to stay longer, help them feel valued by hiring good managers with great people skills and leadership.
Another factor that your outbound sales agents look for another opportunity is the workplace environment.
For example, instead of being excited, they dread going to work because they little to no valuable support to make them become successful.
Additionally, they are in an unhealthy competition with their colleagues. There is nothing that breaks the monotony and repetition of outbound calls. Most often, they feel isolated and are left to drown in the job.
One other factor is burn-out. For instance, your call center agents are simply under immense amount of pressure day in and day out to meet unrealistic performance goals.
Also, they might find few chances to reset from work because of a really high occupancy rate. They are asked to take outbound calls one after another in rapid succession without ever letting up.
They might also feel they no longer have work-life balance, losing touch with things and people that mean a lot to them because they have to work really hard and spend long hours in the office.
The job itself can be the reason your outbound sales agents quit. It might either be too high or too low a challenge for them.
Furthermore, they might even realize that their skills are a wrong match to the job. They plainly don’t have the right set of competency to succeed.
Alternatively, they could have simply discovered a new passion and they choose to pursue that instead of staying with your company.
Lastly, they leave because they found a better career opportunity somewhere else. Your company is not growing and there are no higher positions available for them.
On the other hand, they might not be inspired to get promoted within the organization because they don’t like their supervisor’s job or the perks that come with it. They don’t see themselves performing the tasks that their supervisors are doing.
Save your best people
Stop your best people from resigning. Evaluate your remuneration package, hiring process, leadership and organizational culture, working condition, and career opportunities within your company so you can save your top outbound sales agents from leaving.