Recruiting, Building, and Retaining Sales Talent

• The average turnover cost per sales rep is $97,690 due to recruiting costs, training costs, and lost sales, and only 19% of sales reps have no immediate plans to leave their companies.
• Limited career growth opportunities and job boredom are leading causes of sales employee turnover.
• According to the Garner Group, the top five CPGs for employee happiness are Johnson & Johnson, General Mills, Proctor & Gamble, Kellogg's, and Coca-Cola.
•  Smaller companies are attracting CPG talent because they offer the opportunity to get in on the ground level, create a larger impact, have more fun, build processes, and enjoy a level playing field.
• Nutshell provides the following best practices to reduce sales rep turnover: one, provide new challenges and opportunities; two, increase employee engagement; three, create a varied system of incentives; and four, build camaraderie among sales reps.
•  Xactly offers these best practices for attracting and retaining top sales talent: one, understand the time it takes for a sales rep to get ramped up to productivity; two, create benchmarks for competitive compensation; and three, drive the right sales behaviors.

Empowering Sales Leaders to Make a Broader Range of Decisions

• According to a report by McKinsey, successful CPGs in China tend to distribute revenue-growth management (RGM) initiatives across marketing sales teams and they are more likely to have the head of sales in joint business planning with other leaders with key accounts.