Whether foreign trade enterprises can attract and retain excellent sales talents depends on whether the enterprises can meet the following needs of excellent sales talents. The more they meet, the more stable the talents are.
(I) Salary level
When recruiting and appointing sales talents, foreign trade enterprises should refer to industry standards to determine the salary level of sales personnel, and avoid missing out on excellent sales talents by reducing labor costs through low wages. The salary level of employees reflects the respect of enterprises for talents and the degree of recognition of their abilities.
(II) Promotion space
Everyone has career ideals and career plans. Enterprises should provide employees with opportunities for learning and training, space for continuous promotion, and a stage for displaying their talents, so that employees can show their personal ambitions, realize their personal values, and thus create more value for the enterprise.
(III) Corporate culture
A strong corporate culture is the centripetal force for the development of an enterprise. A good corporate culture can make employees feel safe, honored, and respected, and motivate employees to devote themselves to work and improve work efficiency. Therefore, enterprises should create a good culture of working together for the development of the company.
(IV) Specific needs
An enterprise should treat employees well, pay attention to their specific needs, provide timely assistance to employees, and solve their specific difficulties, which will help strengthen the connection between employees and the enterprise, reduce the mobility of employees, and thus ensure the long-term stable development of the enterprise.
III. Institutionalized training and management of sales talents
Excellent enterprises have sound management systems. Foreign trade enterprises need to continuously establish and improve various systems of the enterprise according to the company’s industry characteristics, business scale structure, and development status, such as job responsibility standards, daily affairs management system, regular work meeting system, performance appraisal system, reward and punishment system, education and training system, financial system, etc., in order to facilitate the training and management of talents.
The construction of an enterprise’s system cannot be achieved in one step. When determining the system, the enterprise needs to ensure that the system is operational based on the actual situation and update it regularly according to the actual situation.