Urvashi Khatri’s Post

𝗗𝗮𝘆 𝟮/𝟭𝟬✨ 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗮𝗿𝗲𝗻’𝘁 𝗼𝗯𝘀𝘁𝗮𝗰𝗹𝗲𝘀; 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗶𝗻 𝗱𝗶𝘀𝗴𝘂𝗶𝘀𝗲. In my first role as a sales executive, I quickly realized that challenges were a constant. The market was tough, the competition fierce, and the targets high. However, these challenges taught me 𝗿𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲, 𝗽𝗮𝘁𝗶𝗲𝗻𝗰𝗲, and the importance of 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴. After a year in sales, an unexpected opportunity knocked on my door – a chance to transition into HR. This role was completely different from sales. It required empathy, patience, and an understanding of people beyond their professional capabilities. I immersed myself in 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁, 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁, 𝗮𝗻𝗱 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁. I learned to turn obstacles into opportunities, using setbacks as a chance to innovate and improve. This mindset shift was crucial in my journey from sales executive to team manager. How do you handle challenges in your professional life? Share your strategies and let’s inspire each other! #sales #businessdevelopmentexecutive #itindustry #hrprofessional #hiringnow #recruitment #salesjourney #salesexecutive #teammanager

Retaining your sales team is one of the critical factor that directly impacts your performance. here is why sales team quit their job: 1. Poor Management - unsupported, micromanaged, undervalued by their Line Managers 2. Lack of recognition 3. Lack of growth opportunities 4. Unclear expectations - when roles are not clearly defined 5. Compensation Issues - low pay, late salary, unfair deductions 6. Better Opportunities 7. Company Culture - people don't like to work in toxic environment 8. Burnout - Sales can be demanding, and if they feel constantly overwhelmed, it can lead to burnout if you observe any other factors please write in comment section. #teamretention #teamwork #growth

Are you constantly tackling questions about progression from your team? 🪜 That’s because they can’t see their next step… and you’re not showing it to them 🤷♀️ If the people in your business aren’t clear on how they can develop that’s on you as a leader, but I can help 🤝 I’ve designed progression plans for all sorts of people across sales, tech and management. How do I do it? Focusing on building skills, knowledge and experience within their current role 🧱 Helping them see what they need to focus on to get to where they want to go 🔍 Shaking up the idea that progression is linear. You can go up, down, backwards and sideways and still be progressing 〰️ Working with businesses to align a commercial plan. It’s not all about pay rises but there will be investment needed, don’t leave it until someone is walking out of your door 🚪 Career development is one of the top reasons people leave a job and employee churn is TERRIBLE for your bottom line - isn’t it time you took it seriously? 💡 #learninganddevelopment #careerprogression #peoplestrategy

𝐌𝐚𝐬𝐭𝐞𝐫𝐢𝐧𝐠 𝐑𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧: 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐟𝐨𝐫 𝐊𝐞𝐞𝐩𝐢𝐧𝐠 𝐓𝐨𝐩 𝐓𝐚𝐥𝐞𝐧𝐭 𝐢𝐧 𝐂𝐨𝐦𝐦𝐢𝐬𝐬𝐢𝐨𝐧-𝐁𝐚𝐬𝐞𝐝 𝐒𝐚𝐥𝐞𝐬 𝐓𝐞𝐚𝐦𝐬 Retention in commission-based sales roles is often a challenge, but it's also a critical aspect of building a successful sales force. Here are some strategies that have proven effective in boosting retention rates: 1. Transparent Communication: Transparency about earnings and growth potential can increase retention by up to 40%. Ensure your team understands their compensation structure and career path clearly. 2. Recognition and Rewards: Regular recognition and competitive rewards can improve job satisfaction and loyalty by 50%. Celebrate successes big and small to keep morale high. 3. Professional Development: Providing ongoing training and development opportunities can lead to a 35% higher retention rate. Invest in your team’s growth to help them—and your business—thrive. 4. Supportive Culture: A supportive team environment can reduce turnover by 30%. Cultivate a culture where feedback is encouraged and challenges are openly addressed. Implementing these strategies not only helps in retaining talent but also attracts top performers looking for a supportive and transparent workplace. What retention strategies have worked for your commission-based teams? Share your insights or ask questions in the comments below! #SalesRetention #CommissionSales #TeamBuilding #SalesLeadership #CareerGrowth

Why Top Salespeople Don't Always Make Good Managers? The common misconception is that top salespeople will naturally make great managers. However, the reality is quite the opposite. Being a top salesperson requires unique skills and characteristics that don't necessarily translate well into effective management. Top salespeople are often independent and self-driven, focused on their goals and achievements. They thrive in a competitive environment and are motivated by personal success. When placed in a managerial role, they may need help to shift their focus from individual performance to team success. Their natural inclination towards competition can hinder their ability to foster a collaborative and supportive team dynamic. On the other hand, average salespeople who may not have consistently topped the sales charts often possess essential qualities that make them excellent managers. They might have strong interpersonal skills, empathy, and an understanding of the challenges the entire sales team faces. These individuals tend to be more effective at coaching and developing their team members, as they can relate to the daily struggles and successes of the average salesperson. Furthermore, average salespeople who become top managers often profoundly understand the sales process and customer interactions, which can be invaluable when guiding and mentoring their team. They need to be more focused on their achievements and more invested in the entire team's success. #hire #recruite #retain #hr #manager #employee

I’ve been fortunate to grow rapidly in my career, reaching the position of Deputy Manager with 7 years of experience in IT sales. However, I’ve encountered a recurring challenge—many companies seem to think that because I have less than 10 years of experience, I’m not suited for roles like Sales Head or Sales Manager, even though I’ve achieved results beyond what’s expected in this time frame. The question I often find myself asking is: why can’t someone exceed the “standard” career trajectory? Not everyone grows at the same pace, and many professionals deliver high performance in a shorter period. It’s also interesting how companies sometimes raise concerns about compensation, when inflation and market expectations have shifted so much over the years. Isn’t it time we evaluated talent based on achievements and potential rather than just the number of years on a résumé? Would love to hear your thoughts on this! #sales #growth #leadership #careerdevelopment #opportunities #recruitment #HR #talentmanagement #hiring #careerprogression #recruitingtrends #employeeexperience #workplaceinnovation #humanresources

Attempting to turn every employee into a leader is not only unrealistic, but it can also be quite damaging to both organizational performance and employees' careers. Let me explain with examples: Imagine a high-performing sales representative, whose success on the field earns them a promotion to a managerial role. This move could be a career misstep, as it may completely ignore the person's strengths and passion. A successful salesperson often thrives on the thrill of connecting with different people quickly, enjoying the adrenaline that sales brings, and the excitement of always being on the move. Forcing this individual into a “leadership” position, asking them to sit behind a desk, manage reports, attend meetings, and motivate a team, could not only ruin their career but also harm the company’s sales performance in their region. Similarly, promoting a highly skilled IT specialist, or a financial analyst who excels in data analysis and reporting, to a leadership position just to “reward” them can end in disappointment. Leadership isn’t a skill that can simply be taught; it’s often something intrinsic, a natural aptitude that can be nurtured. You can support and cultivate this potential if it’s there, but trying to make a leader out of someone who may not even enjoy working in teams—or who may perform their best work independently—can harm both the organization and the employee. Each person has unique skills and, when they’re in the right role, they can achieve exceptional results. If you want to reward these individuals, consider enhancing your compensation and benefits management system to offer them financial and non-financial recognition without promoting them. A specialist, field representative, or analyst who consistently performs well can be compensated at a level equal to or even higher than a manager, with exclusive benefits. Flexibility and a rational perspective on performance recognition are always beneficial. P.S.: If you feel like interested in this issue you may read my previous article related to the subject here: https://lnkd.in/dpRjKktm #LeadershipMyth #RightFitMatters #CareerDevelopment #CorporatePerformance #LeadershipOverload #HumanResources #EmployeeMotivation #SkillAlignment #CareerMistakes #JobSatisfaction #PerformanceManagement #PromotionPitfalls #CompanyCulture #TeamSpirit #TalentManagement

I always tell new reps that sales is a roller coaster - you are going to have your days where you are on top of the world and you are going to have days where you are the bottom and feel like you can't catch a break. It's important to stay balanced and stay even-keeled. Staying emotionally balanced in sales is crucial for long-term success. Here are some tips to help you ride the sales roller coaster with ease: 1) Practice Mindfulness 2) Set Realistic Goals 3) Maintain a Healthy Work-Life Balance 4) Seek Support from Peers 5) Focus on What You Can Control 6) Continuous Learning 7) Try to Be Resilient 8) Take Breaks When Needed: 9) Celebrate Successes 10) Stay Positive Staying emotionally balanced in sales is a journey, not a destination. Keep experimenting with these tips to find what works best for you, and don't hesitate to reach out for support when needed. #mentalhealthawarenessmonth #hr #salestips #worklifebalance

Some people call it “job hopping”. I call it “Get a raise”. Turns out over the last 25 years, you’d make more money by consistently switching jobs than by “staying loyal”. The lesson executives and companies can learn here: - You’re likely going to pay more to hire someone with the same experience and less institutional knowledge from the outside than you will by giving the current high performer a larger bump. The lesson those of us who are switching jobs can learn: - Be careful when you switch jobs. It’s likely another raise isn’t far off. Is the job you’re taking truly going to help you take the next step? Job hopping is a thing. If you keep jumping to the next thing for a small bump, maybe you’re missing an opportunity for the *right* jump. #Sales #Hiring #Leadership