How to Combat Burnout and Quiet Quitting in Sales
Have you ever considered how sales burnout and quiet quitting can affect your company’s performance and employees’ careers?
According to Gartner, 89% of B2B sales professionals are experiencing burnout, with 54% actively looking for new jobs or quietly leaving.
In this blog, we will get into B2B selling burnout and how you can recognise the symptoms and effectively deal with them.
What Is Burnout in Sales?
Burnout in sales is a common problem among sales teams that occurs when sales representatives experience physical, mental, and emotional exhaustion from an excessive workload.
Selling is like a long race; participants must stay energised and in good condition to reach the finish line. However, salespersons, exposed to various triggers, can become careless and may even choose not to participate.
As burnout has a major cost to individuals and organisations, sales organisations must address it proactively. The economic cost of burnout to organisations is estimated at $120-190 billion annually.
To maintain a positive and productive sales environment, sales professionals must be attentive to the causes of disillusionment and carefully define sales team roles to avoid burnout.
What Is Quiet Quitting, and Why Is It Trending Right Now?
Burnout is a major reason behind quitting. Quiet quitting is when employees start mentally checking out of their jobs without officially quitting.
According to Gartner, it occurs when employees disengage, procrastinate, and go through the motions. Unlike a clear resignation, it happens quietly, making it hard for sales managers to notice.
Quiet quitting can have long-term effects on revenue, including increased seller attrition, extended coverage gaps, and lower pipeline conversion rates.
Quiet quitting became a trend as a response to working overtime and burnout experienced by young workers in 2021 with the Great Resignation. The term gained popularity after a viral video by American TikTokker @zaidlepplin. The movement focuses on self-preservation and “acting your wage.” According to a Gallup survey, at least 50% of the U.S. workforce are quiet quitters, with a higher percentage among workers under 35.
Combat burnout and quiet quitting in sales. Our Sales Management programme equips sales professionals with essential soft skills to improve team dynamics, boost sales performance, and enhance employee well-being.
What Are the Reasons Behind Quiet Quitting and Burnout?
While burnout and quiet quitting have been on the rise, it is important for sales leaders to consider the impact of their actions on their teams and individuals.
There are multiple reasons behind employee burnout. Here are the five main aspects driving this trend:
- Unreasonable Time Pressure: Expectations with unattainable deadlines
- Lack of Role Clarity: Unclear sales roles with excessive workloads
- Lack of Communication and Support: Employees feeling lost and unsupported by management
- Unfair Treatment at Work: Bias or favouritism towards certain employees
- Unmanageable Workloads: Employers’ lack of understanding what their team members can handle
While achieving desired outcomes and targets is crucial in sales, the true power lies in how we execute the sales strategy and inspire our teams.
At LSOS, we believe that this execution involves creating a sales culture that instils the right mindset and behaviours. As leaders, we must lead by example, determining the behaviours we proactively promote within our teams and the actions we want them to take. By doing so, we take control of our sales strategy and empower our teams to achieve sustainable success.
How to Prevent Quiet Quitting and Burnout
Sales leaders can work towards preventing burnout by creating a supportive and growth-oriented environment for their employees to thrive and achieve their full potential.
Here are some strategies that may help:
1- Cultivating a Positive Sales Culture:
- Lead by example to create a positive mindset within your sales team. Show them how to approach their work with enthusiasm and determination.
- Encourage open communication and teamwork among team members. Foster an environment where they can collaborate and support each other.
- Emphasise the importance of resilience and the ability to adapt in the face of challenges. Help your team develop the skills to bounce back from setbacks and learn from their experiences.
- Promote a culture of continuous improvement by providing ongoing training, coaching, and development opportunities to your sales reps. Encourage them to seek new knowledge and skills to empower their sales performance.
2- Balance Short-Term Wins with the Long-Term Vision:
- Avoid chasing immediate gratification and short-term wins; instead, balance short- and long-term goals.
- Ensure your actions align with the overall sales vision and contribute to sustainable growth.
- Focus not only on the present but also on developing robust long-term plans.
- A SMART vision (specific, measurable, achievable, relevant, and time-bound) helps inspire your sales team and track the sales progress effectively.
3- Focus on Development, Support, and Collaboration:
- Identify and invest in high performers, as well as those with growth potential.
- Provide the necessary guidance and resources to support the team in transitioning to new ways of working.
- Facilitate the transition to new working methods by offering ongoing support and guidance to ensure a smooth and successful adaptation process.
Drive better sales results by harnessing human “soft” skills. Develop essential management skills to create a company culture focused beyond numbers. Take the first step towards a resilient and high-performing sales organisation.
4- Swiftly Address Performance Issues:
- Focus on swiftly addressing non-performance and disruptive behaviours.
- Invest more time in those who are already performing or have the potential to elevate their performance.
- Provide appropriate coaching and support to non-performers, but take decisive action if there is little improvement in mindset, behaviour, and performance to prevent toxic environments.
5- Create Opportunities for Advancement:
- Establish a clear and well-defined career progression path within the organisation, outlining specific milestones and goals for employees to strive towards.
- Implement mentorship programs and support team members, helping them develop the skills and knowledge necessary for career growth.
- Foster a continuous development culture by offering training programs, workshops, and seminars that enhance employees’ professional capabilities.
- Encourage employees to take on challenging projects and assignments that allow them to expand their skill set and gain valuable experience.
Unleash Your Potential with LSOS
Even though quiet quitting and burnout seem directly related to dissatisfaction at work, it is important to cultivate a work environment that benefits both organisations and sales representatives.
To prevent burnout and quiet quitting in sales teams, sales leaders can cultivate a positive culture, strike a balance in sales goals, prioritise professional development, and create opportunities for career advancement.
Invest in your sales leadership journey and watch your sales force succeed.
