8 Surprising Criteria Salespeople Look For When Choosing a New Company

Gone are the days when a hefty paycheck and a fancy title were enough to lure in the best. Today's high-performing salespeople are a discerning bunch, seeking an environment that fosters not just financial success but also personal and professional growth. They crave a culture that aligns with their values, provides a sense of purpose, and equips them with the tools and support needed to excel.

This introspective journey delves beyond the surface-level assumptions about salespeople. We'll uncover the surprising criteria that truly resonate with them, the factors that make them jump ship or stay rooted in a company.  By understanding these hidden desires, companies can craft a more compelling employer brand, attracting the sales talent they need to thrive in the competitive marketplace. 

Prepare to have your preconceived notions challenged! This isn't just about hefty bonuses and flashy titles. We'll explore the unseen forces that motivate salespeople, the secret sauce that keeps them engaged and propels them to achieve stellar results.  So buckle up, and get ready to discover the untold story behind what makes top salespeople tick.

What salespeople look for when choosing where to work

Here are some surprising but important factors that salespeople consider when deciding whether or not to take a job at a new company:

1. The company's product or service is genuinely useful (and, therefore, potentially fun to sell).

First, you must be excited about the product or service. The product or service has to be something you can get excited about, something for which you’re willing to put in your own blood and sweat. 

It also needs to be something that, in theory, people might want (or at least not mind) buying. It needs to have some kind of practical use in their lives: if it’s nothing but an expensive toy or luxury item, then why are they going through all this trouble? 

Because nobody wants another pointless gadget cluttering up their living room! They want something they can actually use—a new blender maybe or a better lawn mower— something they can really believe in as a tool for getting things done around the house so that they can get back outside as fast as possible without having any more distractions than necessary (and without wasting any more money).

2. The company has a good reputation

A company's reputation, or employer brand, as the buzzword is, is just as important to a salesperson as it is to you. Reputation can be earned and lost, and it plays an important role in attracting and retaining top talent, attracting clients, attracting investors, and attracting new customers — all of which are critical for the success of any business. 

You might think that a company's reputation matters only if you're an executive making big decisions about how your company operates or its direction. 

But even if you're not interested in climbing up the ranks at your workplace or starting your own business someday soon (which would mean you'd need to make sure that others view your employer favorably), this data shows why it's still worth knowing what factors affect someone else's perception of where they work: because they could have some influence on whether or not they decide to stay there long term!

3. They're granted independence and not micromanaged

The third criterion is that salespeople are granted independence and not micromanaged. Salespeople need to be independent to be successful because making decisions on their own means they can operate more efficiently, gain trust within the organization, and feel like they have a say in the direction of the business. 

Micromanaging your sales team is never a good idea because it takes away from your talent pool's ability to make quick decisions on its own without having anyone else involved (except for perhaps someone at headquarters). 

Micromanaging also undermines trust between you as an owner/manager and your team. Instead of teamwork being encouraged, employees will think twice about following through with ideas or suggestions because they don't want to put themselves out there when there might be repercussions from doing so—and rightfully so!

4. The leader of the team is inspiring, knowledgeable and helpful

The sales team leader is a good example of the company's values. When you join the team, you are joining a family that has shared values and goals. You want to work with someone who lives by these principles and understands how important they are to your success at work. 

When the sales team leader is knowledgeable about everything from product knowledge to career development skills for each member of their team and is able to answer any questions you have about anything related to sales or marketing strategy, and if not immediately, then quickly enough so as not to hinder progress happening in real-time across various departments within each organization where various parts may overlap when it comes down things is crucial. 

The sales team leader must motivate others around him/herself because we all need someone who believes in us even when we don't believe in ourselves sometimes...or maybe even most times!

5. They have access to the right tools to be successful CRM software

There are many things that can help salespeople be successful in their jobs: the right tools, access to management, and co-workers who support them. One of the most tangible things is having tools that match the speed and need of operations of the sales team is crucial and it starts with having a robust CRM system in place.

CRM software is one of the most important tools for any salesperson. It keeps track of all the information that goes into making those big deals, like contact information and notes from meetings with clients. 

It also allows them to pull up past conversations so they can easily reference issues they've discussed with each client before--and it lets them schedule follow-up calls or emails when it's time for another chat about moving forward on an agreement (or closing). This tool should not only be available on someone’s desktop computer; it should also be accessible via mobile device so reps can use it on the go if needed!

6. Their manager understands what they need to do their jobs well and empowers them to make decisions on their own (when possible)

Salespeople don't want to feel like they're being managed. They want to be empowered and trusted to do their jobs well, even when it means making decisions on their own. 

A manager should be able to explain the role and responsibilities of the job, as well as what makes it unique from other sales positions in the company. He or she should also be able to explain the company's values and culture so that you know whether or not it matches yours. Finally, he or she should be able to explain why your position exists in terms of its goals within this larger vision.

7. The sales incentives are distributed fairly and recognize individual accomplishments as well as team wins

Incentives are important because they help motivate sales reps to sell more and sell better, and incentives form a considerable chunk of the compensation structure for most sales reps. Having said that, incentives should be distributed fairly and recognize individual accomplishments as well as team wins. 

They should also be given out as soon as possible, frequently, and in a timely manner. In other words, you shouldn’t have to wait weeks or months for your sales commission check—that would make it feel like the company doesn’t value your contribution enough!

Having an incentive automation tool that helps the sales reps and sales managers keep track of their performance and incentives in real-time, empowers them to redeem their rewards of choice, and a tool for sales managers to motivate their sales teams with nudges is crucial. Complete incentive automation software like Compass does just that

8. They're provided with learning and development opportunities so they can continuously improve their skills, knowledge and/or sales process over time.

Learning and development is an ongoing process that begins when a new employee joins your company (either as a fresh-faced college grad or after years of experience) and continues throughout their career at your firm. 

When an employee comes on board, they start in what we call “the sandbox”, where they're given a chance to explore different aspects of their role and learn what works best for them individually before moving into more structured training programs designed specifically for them based on their individual strengths/weaknesses along with feedback received during regular check-ins between management level staff members.

Boosting sales team morale and performance with compass: a key attraction for sales talent

When salespeople evaluate potential new employers, they often look beyond traditional factors like salary and benefits. One surprising yet crucial criterion is the availability of advanced tools and software that enhance their performance and streamline their tasks.

Compass, a comprehensive sales management platform, stands out as a top choice for sales professionals. Here's why:

1. Sales gamification software

Salespeople thrive on motivation and engagement, and Compass’s sales gamification software delivers just that. By turning sales tasks into competitive games, this tool boosts morale and drives productivity.

It incorporates leaderboards, badges, and real-time performance tracking, making work fun and rewarding. Sales professionals are drawn to companies that offer such innovative solutions because it not only enhances their performance but also fosters a dynamic and motivating work environment.

2. Sales commission management software

Accurate and transparent commission management is vital for salespeople. Compass’s sales commission management software simplifies the complex process of calculating and distributing commissions.

With features like automated commission calculations, real-time tracking, and detailed reporting, salespeople can trust that their earnings are managed fairly and efficiently. This transparency and efficiency in handling commissions can be a significant factor in a salesperson’s decision to join a company.

3. Sales performance management software

Effective performance management is essential for career growth. Compass’s sales performance management software provides robust tools for setting goals, tracking progress, and analyzing performance metrics. It offers personalized insights and actionable feedback, helping salespeople understand their strengths and areas for improvement. Sales professionals value companies that invest in their development and provide the resources needed to excel in their roles.

By integrating these advanced tools, Compass not only enhances sales operations but also creates a supportive and efficient environment for sales teams. Companies leveraging Compass can attract top sales talent by demonstrating their commitment to providing the best tools for success.

Conclusion

The war for top sales talent is fierce. Don't underestimate the power of these surprising factors. Take action today! Review your company culture and explore opportunities for increased 

transparency and empowerment, and craft a compelling employer brand that speaks to the true desires of salespeople. By prioritizing these often-overlooked aspects, you'll be well on your way to attracting and retaining the sales superstars who will drive your company's success.  

Ready to build a winning sales team? Connect with our sales performance management experts now.