If you manage a sales team, chances are you’ve probably seen quite a bit of turnover throughout the years. Some turnover is to be expected but often you lose top performers who are critical to your team’s success. It’s important to ask yourself some questions: Why are my salespeople quitting? What can I do as a sales leader to reduce unwanted turnover? How can I retain my top performers?
High turnover in sales is common but that doesn’t mean it has to be a constant. In most cases, there are clear, fixable reasons salespeople walk out the door, and when you understand these reasons you can make smart changes that boost morale, improve retention and keep your best people with you for the long haul.
Here are some of the top reasons why salespeople quit and what you can do about each one right away.
1. They Don’t Feel Supported
Sales is hard enough without feeling like you’re out there on your own. If your direct reports don’t feel supported, it’s likely they’ll burn out quickly. Offering support can come in a lot of forms, including:
- Solid on-boarding and training
- Ongoing coaching and reinforcement
- Clear communication from leadership
- Help from admin or production teams
- The right tools to do the job well
If one or more of these are missing, your salespeople will struggle and ultimately start looking for a place where they can succeed.
Take an honest look: Are you giving your sales team everything they need to be as successful as possible? If you’re not sure where to start, check out our blog post on why sales training matters — it’s a great breakdown of what quality support in the form of training and development really looks like.
2. Expectations Don’t Match Reality
This one is big: salespeople leave when the job doesn’t live up to what they were promised.
Sometimes it’s about money — perhaps they were told they’d earn a certain amount but the comp plan changed or the quota was unrealistic. Other times, it’s about job duties, culture or even the type of leads they’re getting.
When what they signed up for doesn’t match what they’re experiencing, the trust is broken and quickly.
If you have direct reports who seem frustrated or disengaged, take a step back and ask yourself:
- Did we clearly explain the role during the hiring process?
- Have we kept all of the promises we made?
- Are we living up to what we told them the job would be?
If the answer is no, don’t panic. Clear up any confusion, reset expectations and work to rebuild trust. Salespeople respect leaders who communicate openly, even when the news isn’t perfect.
3. They Can’t Sell What They Don’t Believe In
You can have the best salesperson in the world working with you but if they don’t believe in the product or service they won’t last long.
When salespeople are forced to make promises they know the company won’t keep — whether it’s about delivery timelines, quality or service — it puts them in an impossible position. They feel stuck between a customer who’s upset and a company that’s not backing them up, and eventually they’ve had enough.
Ask yourself:
- Are we delivering what we promise our customers?
- Do our reps feel proud of what they’re selling?
- Are there gaps between sales promises and what actually happens after the sale?
When those gaps exist, reps lose confidence. Customers stop trusting them, and they stop trusting the company.
Want to keep your team around? Make sure the product or service delivers every time.
4. The Work Environment is Difficult
No matter how good the commission check is, no one wants to stay in a toxic or draining work environment. Even the strongest salesperson will leave if the company culture isn’t healthy.
That includes:
- Poor leadership
- Unclear communication
- Constant negativity or blame
- Office drama that goes unchecked
- A lack of recognition or appreciation
If your direct reports don’t feel like they’re part of something positive, they’ll find somewhere that feels better. You don’t need to be perfect, but you do need to be intentional about creating a culture where people feel safe, supported and energized.
Not sure what needs fixing? Look around. Ask your team. Or learn about BDU’s Sales Triage — it’s a philosophy we use to help sales leaders pinpoint what’s working and what’s not, then prioritize fixes that actually get changes implemented.
5. There’s No Real Leadership
People don’t leave jobs. They leave managers.
If you’re leading a sales team, your reps need more than just direction. That means being a coach, a listener and someone who removes roadblocks instead of adding more.
That could look like:
- Giving feedback that’s helpful, not just critical
- Understanding what motivates each rep
- Helping your team grow, not just hit numbers
- Being approachable when things go wrong
- Leading by example, not just by title
When salespeople feel like they’re working with you instead of for you, they tend to stick around. They trust you, and that trust is what creates long-term performance.
Leadership isn’t about being perfect. It’s about maximizing every touchpoint and being present, accountable and invested in your team’s success.
6. They Don’t See a Future with You
Even high performers will start looking elsewhere if they feel like they’ve hit a ceiling.
Growth isn’t always about promotions. Sometimes it’s about learning new skills, being challenged or feeling like there’s room to grow into something bigger. If your salespeople feel stuck, you risk losing them to companies that offer more.
Ask yourself:
- Are we offering training or development beyond the basics?
- Do our reps see a clear path forward?
- Are we talking about their long-term goals and helping them get there?
You don’t have to promise the world, but you should be showing your direct reports that their career matters to you. When people feel like you’re invested in them, they’ll stick around to see what’s next.
7. Recognition Is Missing
Salespeople are competitive but also want to feel appreciated.
If your reps are consistently hitting targets but getting zero recognition, they’ll eventually feel like their efforts don’t matter. And when people feel invisible, they look to leave.
Recognition doesn’t have to be complicated or expensive. A shoutout in a meeting, a personal thank-you or even a chat message can go a long way.
Bottom line: Don’t take your top people for granted. Let them know they’re seen, valued and appreciated, and often.
So, Why Are Your Salespeople Quitting?
There’s no one single answer to why salespeople quit, but chances are that it’s one (or more) of the above reasons. The good news? Every one of these issues is fixable, and it starts with awareness.
Here’s a quick recap:
- Give your team the support they need
- Set and meet clear expectations
- Make sure your product or service lives up to the pitch
- Create a culture that people actually want to be part of
- Show up as a leader, not just a boss
- Offer growth even if it’s not a new title
- Recognize great work while it’s happening
Retention doesn’t happen by accident. It happens when leaders take ownership, listen closely and lead with intention.
Need Help Keeping Your Sales Team Engaged?
Managing a sales team isn’t easy and we understand that! That’s why we offer Sales Management Coaching and Fractional Sales Management solutions to help businesses build, lead and retain high-performing teams without having to do it all on their own.
Whether your team is brand new or full of seasoned reps, we’ll help you figure out what’s working and what’s not so you can implement real solutions that drive results.
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