How to Alleviate Employee Burnout
Since April 2021, in the US, about 4 million people have quit their jobs each month- nearly 30% more than in 2019, which itself was a record year for resignations. Since the COVID-19 pandemic began, rates of stress, anxiety, and depression have continued to skyrocket. The combination of physical, emotional, and mental exhaustion has led to 76% of people experiencing employee burnout.
With all of the budget restrictions and challenges caused by the pandemic, it’s much harder for salespeople to hit targets than it’s ever been before. And with the added pressure of hitting quota on top of blurred boundaries between home and work, it’s no wonder employee burnout is so high.
Quota attainment has continued to drop across the board so it’s time to reapproach these challenges in a new way. We recommend staying organized with your quotas and encouraging your employees to disconnect.
Avoid Burnout with a Blueprint to Quota
If you find your team struggling with quota attainment, there are some burnout warnings signs to look out for. Low productivity, lack of motivation and focus, and having a hard time getting started are just a few. Being organized can make a huge impact on your sales team’s state of mind. And it can be as simple as just giving your team what they need to do to hit their targets.
We suggest building clear paths for each rep to hit quota and identifying indicators for when a rep needs help. Building a blueprint to quota will help your reps know the activities they must do and when to do them. Setting small, achievable goals helps boost confidence and feelings of accomplishment. Did you know that when we’re presented with targets that are reasonably achievable, our brains give off a rush of dopamine? This chemical release gives us the extra energy to achieve the target we’re going after. Our brains are actively trying to help us win! This sign of cognitive engagement reengages and motivates us to keep moving forward.
So, motivate your team to set realistic goals and then break them down into smaller, manageable tasks. Goals that feel psychologically closer help us subconsciously begin to translate goals to more specific actions. Adding incentives to form habits, minimizing time spent on forecasting, and reviewing pipeline conversations also removes the ambiguity of how to reach targets. As a result, this will reduce the stress and uncertainty your reps have about hitting their quota.
Not sure where to begin? We’ve created a Blueprint to Quota worksheet to help you get started. Download or make a copy of the worksheet and add your numbers to see when and what you need to do to help your reps stay organized. This will help eliminate the distractions and stress of hitting their targets!
Encourage Employees to Disconnect
Encouraging a work-life balance is key in building an engaged and productive team. It’s important to set realistic expectations and to support setting boundaries between work life and home life. Educate your team on the warning signs of burnout and encourage them to take time off to recharge and indulge in some self-care! Supporting employees to disconnect can help both the business and the employees in the long run.
Reassure your team that it’s okay to disconnect and take time off. Providing quota relief while your reps take time off and after they return to work will help them disconnect from the grind of their job. And when a rep takes a longer break, like a well-deserved vacation (or staycation!), give them a guaranteed commission so they’re not tempted to go online and squeeze in some emails and virtual meetings. In some cases, it may even be worth it to double compensate your team.
For example, if rep A is on vacation and a deal needs to close, ask rep B to jump in. If rep A feels the urge to log online, it defeats the purpose of disconnecting! And just because it’s someone else’s deal, make sure that rep B gets paid for their work. Be fair and considerate when compensating your team, so when rep B takes a break, they’ll know they’ll be in good hands
It’s important to have conversations with your team around well-being to identify employee burnout, rather than solely focusing on work. Demonstrate that you care about your team; people perform best when compassion is involved. Offer clear paths to quota, support time to disconnect, and help your reps understand their value and contributions to the organization.
Book a demo with us today to improve your team’s motivation and performance with the only commission tracking software built on the science of performance.