America's largest healthcare recruiting firm.


For over fifteen years, I have utilized Buckman Enochs Coss to hire over one hundred individuals for Sales and Sales Management positions for a variety of healthcare technology firms. Whether it’s been for Fortune 500 companies or early stage, VC backed start-ups, BEC has always done a terrific job in sourcing top-talent.

Scott Schlesner
Vice-President of Sales

Limit Turnover and Retain High Performers
Your high performers are the heart and soul of your sales team, and without them, your company would have to work much harder to achieve the same success. Your big sellers, your supportive team players, your charismatic company ambassadors, and your determined, organized go-getters all have vital roles to play, and you need each and every one of them on board. So when an employee walks into your office to give notice, you aren’t thrilled. And when several jump ship during the same year, you may want to make some changes to your staffing and retention strategy. Start with the moves below. 

Take a look at your culture. 

“Fixing” a toxic culture that drives employees away may sound easy…but it isn’t. Rooting out cultural problems can be one of the hardest tasks you’ll face as a manager, and the work starts with you. Assess what’s wrong, then envision the landscape you’d like to see a year from now. Start bringing that vision into reality one day at a time. And start with yourself. If your culture is petty, take a step back. If your culture rewards or overlooks bullying, change your own behavior first. If your culture is too competitive, or not competitive enough, adjust your own attitude. Then work on reshaping the behavior of your team. Getting buy-in from your team members becomes much easier (and realistic) when showing that you are making an effort to change your behavior first, before expecting them to make changes. 

Provide training. 

Employees often leave because they feel like they’ve ceased to grow. If they aren’t learning anything new, they tend to feel bored, and they worry that their stagnating skills might slow the growth of their careers. Help your employees by supporting their long-term plans and making sure they achieve their personal goals, even the ones that extend beyond the walls of this company. You don’t have to send everyone to a conference. Explore a “virtual ticket” where employees can attend conferences through watching online webinars. That method also can benefit your entire team and not just a few employees. 

Introduce strategic rewards. 

Make sure you provide positive reinforcement for the behaviors you’d like to see. When employees work hard, go the extra mile, stand up for the client, or stay late to put together the details of an offer, make this additional effort worthwhile. Don’t expect them to work hard in exchange for nothing, or for the warm feeling that comes from watching company shareholders make money. Instead, offer meaningful rewards that encourage extra effort, teamwork, collaboration, big-picture thinking, and positivity. 

When they ask for something, listen. 

If your employees come to you with requests for better tools, better resources, information, or support, it means they trust you. Earn this trust by listening carefully and doing everything in your power to make sure they have what they need in order to do their jobs. Frustration sets in quickly if team members don’t have the right technology or tools necessary to complete their daily tasks. 

For more on how to find those high performers, contact the medical sales staffing and management experts at Buckman Enochs Coss and Associates.