{"id":1569,"date":"2017-09-26T09:00:42","date_gmt":"2017-09-26T13:00:42","guid":{"rendered":"https:\/\/www.peaksalesrecruiting.comblog\/sales-team-building-activities\/"},"modified":"2024-01-25T19:39:24","modified_gmt":"2024-01-26T00:39:24","slug":"sales-team-building-activities","status":"publish","type":"post","link":"https:\/\/www.peaksalesrecruiting.com\/blog\/sales-team-building-activities\/","title":{"rendered":"5 Sales Team Building Activities That Reduce Turnover Rates"},"content":{"rendered":"
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In today\u2019s talent market, voluntary turnover rates are at an all time high. With the average turnover rate across all sales industries being 11.5 percent \u2013 software sales holding the top spot at <\/span>15.3<\/span><\/a> percent turnover \u2013 it\u2019s more crucial than ever to create a work environment your sales team doesn\u2019t want to leave. \u00a0<\/span><\/a><\/p>\n

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With a record setting <\/span>51 percent<\/span><\/a> of today\u2019s workforce stating they\u2019re watching for new opportunities regularly, Human Resources (HR) Leaders need to improve and ma<\/span>intain the aspects of\u00a0their\u00a0organization that top performing salespeople value<\/a> most. These aspects include competitive compensation structures, training programs, opportunities for professional growth, flexible work location and schedule, and vacation time.<\/p>\n

But there is another tactic HR Leaders can leverage to reduce sales force turnover and that is sales team building activities \u2013 both one-on-one and group based.<\/span><\/p>\n

In this article we list and discuss the five most effective sales team building activities and how they help foster a work environment that builds employee loyalty, improves job satisfaction rates, and reduces voluntary turnover. <\/span><\/p>\n

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Skip to section: <\/strong><\/p>\n

Conduct stay interviews
\n<\/a>Have collaborative huddles
\n<\/a>Foster a team-based selling environment
\n<\/a>Create a team scoreboard
\n<\/a>Implement gamification
\n<\/a>Facilitate side projects
\n<\/a>Corporate Community Initiative (CCI)
\n<\/a>Activities with remote employees
\n<\/a>Download stay interview questions<\/a><\/p>\n

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Here is a list of the five most effective sales team building activities HR Leaders can use to reduce turnover rates: <\/span><\/h2>\n

1. Conduct \u201cStay Interviews\u201d<\/span><\/a><\/h3>\n

Stay interviews are an effective way of gaining insight into what your employees enjoy most about their role and the organization, and on the flipside, what they don\u2019t like. <\/span><\/p>\n

It is a proactive approach designed to address any internal issues that may cause voluntary turnover, versus a reactive approach, which involves conducting an exit interview once a sales rep decides to leave. \u00a0<\/span><\/p>\n

This one-on-one sales team building activity works as a <\/span>trust fall exercise to keep a workforce engaged and on your team. It develops trust with your sales reps over time as you take steady action to follow through on promises of improvement. Some of these improvements could be with company culture, role attributes, company leadership, etc.<\/span><\/p>\n

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Susan Seip \u2013 HR Director at <\/span>Easterseals Louisiana<\/span><\/a> and former HR Manager at <\/span>Geocent<\/span><\/a>, states:<\/span><\/p>\n

\u201cIt\u2019s a relationship review. What\u2019s your relationship to the company, the project team and your manager and what is within our purview to do to make those better? Stay interviews encourage managers to sit down and have a structured talk with their teams about what works and what doesn\u2019t work for them.\u201d<\/span><\/p>\n

As HR Leaders build trust with their sales teams, sales reps are more likely to proactively share underlying concerns. As long as their HR Leader follows through with necessary action, they will continue to work with HR to improve their role and the organization. <\/span><\/p>\n

The success of these interviews is dependent on the interviewer\u2019s ability to remain open-minded and use both the positive and negative feedback to improve employee experience and employer brand. <\/span><\/p>\n

For existing employees, conduct your stay interviews once per year during a slow business period. Conduct them all within a <\/span>few weeks<\/span><\/a> of each other so you can then take what you\u2019ve learned and make any necessary changes. <\/span><\/p>\n

For new employees, conducting stay interviews after their first 30 days and then again at 90 days is recommended.<\/span><\/p>\n

When conducting the stay interview, questions should be broken down into <\/span>three<\/span><\/a> categories:<\/span><\/p>\n

1. General questions to break the ice and gain insight into the employee\u2019s feelings about your organization.<\/span><\/p>\n

2. Questions relating to the employee\u2019s role.<\/p>\n

3. Questions that provide insight into their level of satisfaction with compensation and company perks.<\/p>\n

You may also want to include time at the end of the interview for employees to include any information you may have missed, or to provide any additional suggestions.<\/span><\/p>\n

Our list of stay interview questions:<\/span><\/h4>\n\n\n\n\n
Examples of general questions:<\/td>\n<\/tr>\n
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