For your organization to succeed, you need a strong sales team. It’s not helpful to have a revolving door of sales reps and it’s not beneficial to hire people who don’t fit with your culture. Just like sports organizations recruit athletes who are skilled and coachable, sales leaders must thoughtfully and strategically think about how to recruit and retain talented sales professionals.

Nico Prins, an online marketer and founder of Launch Space, says that talent management involves everything you do to attract, motivate, develop and retain high-performing employees. This means establishing a positive employer brand, successfully onboarding new hires, helping employees grow their skills, and working to increase employee engagement.

In this issue of Promotional Consultant Today, we share some of Prins’ best practices for implementing an effective talent management strategy.

1. Create a clear job description. The first component of your talent management strategy is finding the right candidates. To accomplish this, you need a job description that clearly outlines important information such as title, location, necessary skills and salary range. Prins also likes to use a test to help reduce the number of applications to review. He notes that about 15-20 percent will complete a test, which allows him to get to the serious candidates faster.

2. Outline advancement opportunities. The best talent management strategies help employees understand where they are and where they can go. Prins recommends creating career maps for your sales reps, considering their skills, goals, income targets and available opportunities. When employees understand how they can keep growing in your organization, they are more likely to remain loyal.

3. Check in regularly. If you typically only sit down with your sales reps annually or quarterly, consider checking in more frequently. Prins says regular performance appraisals often go a long way at boosting morale since they allow you to recognize reps for their hard work. Remember to track the right metrics and use them to improve performance and productivity. For example, if a sales rep misses a quota, consider how you could provide the right training or coaching.

4. Create a work environment that works for all. Prins notes that talent management methods should focus on the needs of individual employees. While your sales reps may appreciate flexible working hours, it can also sometimes make it difficult to collaborate. To avoid this pitfall, consider sharing employees’ schedules and arranging mini meetings that allow your sales reps to connect.

5. Pay employees competitive salaries. Every talent management strategy should address compensation. While money isn’t the primary motivator for all employees, people ultimately come to work to make a living. Remember that talented sales reps won’t stick around for long if you can’t offer a competitive compensation package. Prins notes that many companies have replaced annual bonuses with monthly or quarterly incentives following performance reviews. This often benefits both you and your sales reps, since people typically work harder when they receive a faster reward for the desired outcome.

Whether you are creating a brand-new talent management strategy or refining one you already have in place, it pays to focus on every aspect of the employee experience, from the recruiting to the development and compensation. Follow the best practices above to recruit and retain the best sales professionals this year.

Compiled by Audrey Sellers

Source: Nico Prins is an online marketer and the founder of Launch Space. He helps companies develop and implement their online business strategies.