41% of high-performing salespeople – those who consistently exceed quota — say they’ve been approached about changing jobs at least twice in the past year, according to new findings from SalesFuel’s Voice of the Sales Rep survey. Some even get recruiting emails weekly. All it takes is the promise of a 15% bump in on-target earnings to tempt your best reps, especially if you haven’t paid attention to their other needs.
To keep them motivated and loyal, here are seven key priorities sales leaders need to focus on right now:
- Allow Autonomy Over Bureaucracy
Top sales reps thrive on independence and want the freedom to pursue their strategies. The study finds excessive process, needless approvals and rigid adherence to process are among the fastest ways to trigger dissatisfaction and job searches.
What You Can Do:
- Eliminate red tape and empower top performers to make decisions when possible.
- Trust their judgement on deals and discounts. Ask for their recommendations. Don’t be too quick to answer yes or no.
- Let them (your most important stakeholders) weigh in on tech and contractors.
2. Lead with Strength, Credibility and Transparency
A recurring message from high performers: Sales managers make or break engagement. Reps rank their bosses and departments often more positively than managers expect. Yet poor communication, lack of feedback and micromanagement can still push top talent out the door.
Additionally, compensation structures that don’t reward top results or seem “capped” can quickly drive a high-performing rep to look elsewhere. The same can be true for a sales manager’s lack of credibility and transparency.
What You Can Do:
- Provide psychological safety for high performers to be open with you. Then, act on the feedback they provide.
- Regularly benchmark compensation packages. Communicate clearly about how commissions and bonuses are earned.
- Walk the talk. Model the behavior you’re asking of them.
- Invest in developing your management skills, even if your company won’t.
3. Build a Winning Roster
High-performing reps don’t just want bigger paychecks — they want to win. 30% said their team would be more successful if everyone was more proficient. They want to be on a team of true professionals who know what it takes to win and have the desire to do it.
What You Can Do:
- Cultivate a team culture of collaboration, not competition.
- Hold every member of the team accountable. Don’t shy away from having difficult conversations with those who aren’t measuring up.
- Avoid cutting corners when hiring so you can quickly fill an open seat — even for support roles.
- Give everyone the training and knowledge to thrive, especially in AI
4. Provide Crystal-Clear Paths for Advancement
Only 51% of top salespeople report having a crystal-clear path for advancement within their current company. For them, career stagnation is a deal breaker.
These reps actively seek new challenges, expanded responsibilities or a defined route to leadership. Without visible, achievable steps for promotion or skill development, they are more susceptible to outside offers.
What You Can Do:
- Ask about their career goals early and often.
- Map clear milestones and openly communicate what it takes to move to the next level.
- While three out of 10 top performers have expressed an interest in management, note that it may not be the best path for them. Being a high-performing manager requires a different mindset and skillset.
5. Provide Frequent Recognition and Acknowledgement
They may tell you it’s not important, but even small gestures can have a big impact on motivation. The data aligns with broader research: Properly recognized top performers are 45% less likely to leave their company within two years. Companies focusing on employee recognition see 31% less voluntary turnover.
What You Can Do:
- Make recognition routine, sincere and personally meaningful. Learn their favorite things and provide them as signs of appreciation when possible.
- Celebrate big wins, call out hard-fought lessons and ensure high performers know their impact matters, publicly and privately.
- Show your top reps that you’ve made company leadership aware of their success. This also makes you look good with higher-ups.
6. Celebrate Customer Relationships
Nearly half of top salespeople say their top “superpower” is connecting with buyers on an emotional or logical level. They are energized by building real value and lasting relationships with customers. They also know this is the fastest path to referrals and repeat sales.
Losing sight of a greater mission, or feeling reduced to a numbers game, erodes their loyalty and happiness.
What You Can Do:
- Applaud not just results, but also how wins are achieved, highlighting creative prospecting, customer loyalty and relationship wins.
- Reinforce the value of their work. Share customer success stories and case studies that illustrate impact.
- Connect daily activities to the broader company mission. Equip them with purposeful challenges, not just quotas.
7. Demonstrate Care About Their Personal Well-Being
Burnout is real. High achievers can be the first to accept extra work. They’re also the ones you lean on the most. But chronic stress, unclear expectations or poor work-life balance are top triggers for disengagement and turnover.
What You Can Do:
- Show you care about them as people. Recognize important dates like birthdays, anniversaries and other important events in their lives.
- Monitor workloads for early signs of burnout. Resist the urge to rely solely on your top reps when you need a quick revenue hit.
- Give them the flexibility to adjust their work schedule when needed. Don’t make them jump through hoops to schedule PTO, pick their kids up from daycare or leave early to attend their kids’ game or recital.
The Best Defense Against Poaching Is Thoughtful Proactivity
If you’re not investing in what matters most to your top performers, someone else will. Don’t just compensate them well. Challenge them often, give them what they need to excel, and make their future with you unmistakably clear.
