Summary of The Zero Turnover Sales Force

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8 Overall

9 Applicability

8 Innovation

7 Style


Even though sales executives abhor disruptive sales-force turnover, they often accept the constant churn as unavoidable, like death and taxes. Sales veteran Doug McLeod thinks otherwise. He sees sales-force stability as eminently achievable and offers recommendations for fostering it, though not all of his suggestions seem practical. For example, he advises sales managers to invite job applicants to call for five-minute interview appointments during a specified 45-minute window. If more than a few people apply, that could overload your phone system and wash away good applicants. Overall, however, McLeod aptly explains why “Old School” methods of recruiting, managing, compensating and motivating salespeople no longer work. His enjoyable, cleverly written text spares no sacred cows or trusted icons, and his 12 retention factors make perfectly good sense. When it comes to keeping top salespeople, getAbstract believes McLeod’s book gives sales executives a good rundown on what really works.

In this summary, you will learn

  • Why sales staffs undergo high turnover,
  • What 12 factors make salespeople leave and
  • What your firm can do to create a stable sales force.

About the Author

Doug McLeod has many years of experience in numerous areas of business, including sales, sales management and marketing.



Troubling Turnover
“Sales-force turnover” is a big problem, though sales managers often are resigned to it as the norm. High sales force turnover – more than two salespeople leaving a team each year – is hugely expensive. A departing employee generally costs his or her yearly compensation...

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