High turnover in sales teams is more than just a staffing headache, it’s a major business challenge that impacts revenue, client relationships, and team morale. With annual turnover rates reaching as high as 40% and average tenures hovering around just 1.4 years for salespeople and 1.5 years for sales managers, the cost of constantly replacing talent can be substantial. 

The difficulty lies not only in attracting candidates but also in identifying those who will perform at a high level and remain committed to the organization. In a profession where candidates excel at selling themselves, it’s all too easy to hire someone who looks perfect on paper but falls short in performance or leaves before delivering real value. Addressing turnover requires a strategic approach that goes beyond hiring and dives deep into culture, support, and long-term growth. Our sales recruiters will address this by covering the following in this blog:

• Annual Sales Team Turnover Is An Issue
• 7 Ways To Fix The Turnover Problem With Your Sales Team

Annual Sales Team Turnover Is An Issue

Annual turnover in sales teams can be alarmingly high, with some companies experiencing rates of up to 40%. On average, a salesperson’s tenure is just 1.4 years, while sales managers tend to stay only slightly longer at 1.5 years. One of the key challenges in hiring sales talent is that sales professionals are, by nature, excellent at selling themselves during the interview process. This makes it difficult to distinguish the top 20% of true high performers from those who may exaggerate their past achievements. The challenge becomes even greater when trying to determine which candidates are likely to stay and grow with your organization versus those who will move on too quickly, leaving you back at square one in the hiring process.

7 Ways To Fix The Turnover Problem With Your Sales Team

Fixing your turnover problems requires an internal review of how you hire, train, manage and treat your sales team. Here’s a list of 7 things you need to do to engage your sales team and get them to buy in:

1. Review your hiring process – are you hiring the right people?

Turnover often begins with hiring decisions. If the right people aren’t being brought into the team, they may struggle to perform or fit in, leading to early exits. Evaluate your recruitment process to ensure you’re assessing not only technical sales skills but also cultural fit, adaptability, and motivation. Use structured interviews, skills assessments, and realistic job previews to give candidates a clear picture of expectations. Align your hiring criteria with your company’s values and long-term goals.

2. Collect feedback from your sales team about areas for improvement

Your sales team is on the front lines and can provide valuable insight into what’s working and what isn’t. Use surveys, one-on-one meetings, or anonymous feedback tools to gather honest input. This feedback can uncover challenges such as unrealistic quotas, lack of support, or ineffective leadership. Regularly acting on feedback shows your team that their voices matter, which can improve morale and reduce attrition.

3. Review your compensation and benefits offerings

Competitive pay is still a major factor in retaining sales talent. If your commission structures, bonuses, or benefits packages aren’t in line with industry standards, you risk losing top performers to competitors. Regularly benchmark your offerings against similar companies and make adjustments where necessary. Also, consider non-monetary perks such as flexible work arrangements, wellness programs, or additional vacation time, as these can be just as attractive as salary increases.

4. Create clear career paths for employees

One of the most common reasons salespeople leave is the lack of advancement opportunities. Develop clear, transparent career progression plans that outline how team members can move up within the company. Set measurable goals for promotions, provide mentorship opportunities, and communicate regularly about career development. When employees see a future with your organization, they’re less likely to look elsewhere.

5. Review your team culture for potential issues

A toxic or unmotivating work environment can quickly push good salespeople out the door. Evaluate the culture within your team—do people feel supported, recognized, and respected? Are there unhealthy levels of competition or poor leadership behaviours that need to be addressed? Foster a collaborative, encouraging culture that values both individual and team achievements, and make recognition a regular part of your leadership style.

6. Assess the quality of your sales tools and resources

If your sales team doesn’t have the tools it needs to succeed, frustration and burnout can set in quickly. Review your CRM systems, prospecting tools, and marketing collateral to ensure they’re up-to-date, user-friendly, and aligned with your sales process. The right tools reduce administrative burdens and allow your team to spend more time selling and building relationships with clients.

7. Review your training and development program

Even experienced salespeople need continuous development to stay competitive in today’s fast-changing market. Assess whether your onboarding process prepares new hires for success and whether your ongoing training programs keep skills sharp. Offer workshops, role-playing sessions, and access to online learning. Investing in training not only improves performance but also signals to employees that you’re committed to their growth.

A Final Word On How To Fix Your Turnover Problem

Reducing sales team turnover is not a quick fix—it’s the result of deliberate, ongoing effort. By refining your hiring process, listening to employee feedback, offering competitive compensation, providing clear career paths, fostering a healthy team culture, equipping staff with the right tools, and committing to continuous training, you create an environment where top talent can thrive. When sales professionals feel valued, supported, and able to envision a future with your company, they’re far more likely to stay, and your organization is far more likely to see sustained success. In the end, retention is about more than keeping people in seats; it’s about building a strong, engaged, high-performing team that drives long-term growth.

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