Your retention analytics
Retention health score:
0%
Healthy - needs attention!
Highest attrition group:
HR’s biggest challenge:
Why retaining sales talent matters
Your diagnostic analysis:
A 38% turnover rate can be costly, especially in sales, where customer relationships drive revenue.
Uncompetitive sales compensation plans make it difficult to retain top-performing reps, leading to higher turnover and lost revenue opportunities.
Limited budgets for sales incentives and retention programs make it harder to keep top performers, reducing long-term revenue stability.
0%
Turnover rate
Actions to improve your talent retention:
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Action
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3. Engage senior leadership with analytics to drive retention solutions
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Action
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Predicted impact:
Boost retention:
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Stabilize performance:
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Elevate engagement:
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“Focus on connection. When people in frontline roles are askedwhy they stay, the answer is often simple: Because of the team I’m a part of. That sense ofbelonging, of being part of something bigger, is powerful.”
Perry Timms
Founder at People & Transformational HR ltd
“Listening is the most important skill for any manager, especially new ones. Managers need to actively listen to their teams, ask the right questions, and observe group dynamics.Managers should also focus on recognizing and celebrating individual contributions. Small actions like rotating who runs meetings and showing that everyone adds value can significantly boost inclusion and engagement.”
Dorothy Dalton
Founder at 3Plus International
"Retention is about sentiment, purpose, and the overall experience people have at work. Do people leave because of low wages? Possibly. Do they stay because the wage is good but also the culture, camaraderie, prospects and impact are fulfilling? Likely."
Perry Timms
Founder at People & Transformational HR ltd
“Retaining young talent requires more than perks or in-office ping-pong tables. They want growth, purpose, and leaders who invest in their development. Give them stretch assignments, opportunities to contribute, and a seat at the table — even if they’re early in their careers. Most of all, listen. They’re not looking for lifelong loyalty. They’re looking to have a meaningful impact.”
Jennifer McClure
Founder and CEO at Unbridled Talent
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