Brian LaManna (speaking from his ~four years at Gong) lists the four factors that keep top account executives from leaving: (1) an achievable quota, (2) strong earnings tied to quota attainment, (3) continuous learning and challenge, and (4) a good manager/leader. He argues these core drivers matter far more than superficial perks (ping-pong tables, happy hours, coffee).
Chapters
Account executives are simple. They only want four things to stay. I've now been at GONG for almost four years and this is why I've never considered leaving. Number one in what they want an achievable quota. When you feel like you have an unrealistic target or a bad territory, the job candidly is pretty miserable. It doesn't incentivize hard work if you feel like it won't pay off. Number two is earnings. It goes hand in hand with achievable quotas. Most people aren't in tech sales just for fun. They're in it to provide for their families, live the life they want to live outside of work, et cetera. If you're earning, your OT life is good. If you're blowing past it, it's actually more risky to leave in the first place. Number three is learning. So top sellers, they want to constantly feel challenged and that they are improving. When it feels samey samey people get bored. When people get bored, they leave. Number four having a good manager so you can blow out your quota, earn great money and be learning but you will still be miserable. If your manager is miserable to work for, micromanagement sucks. You want a real leader, not just a manager who reviews dashbo and activity metrics for you. I know very few sellers that are four for four on those and still decide to leave. Forget the ping pong tables, happy hours and office cold brew. Although I still like them. Companies over engineer employee satisfaction.
