en

Services

Taiwan's leading employers trust us to deliver fast, efficient hiring solutions that are tailored to their exact requirements. Browse our range of bespoke services and resources.

Read more
Jobs

Our industry specialists will listen to your aspirations and share your story with the most prestigious organisations in Taiwan. Together, let’s write the next chapter of your career.

See all jobs
Candidates

Together, we’ll map out career-defining, life-changing pathways to achieve your career ambitions. Browse our range of services, advice, and resources.

Learn more
Services

Taiwan's leading employers trust us to deliver fast, efficient hiring solutions that are tailored to their exact requirements. Browse our range of bespoke services and resources.

Read more
About Robert Walters Taiwan

For Robert Walters Taiwan, recruitment is more than just a job. We understand that behind every opportunity is the chance to make a difference to people’s lives

Learn more

Work for us

Our people are the difference. Hear stories from our people to learn more about a career at Robert Walters Taiwan.

Learn more

Retaining sales & marketers

Sales and marketing professionals in Hong Kong are often keen to move on to a new role once they have gained sufficient experience.

While areas such as FMCG and retail luxury tend to be more stringent and prefer professionals with prior experience in the same industry, it has become an increasingly common trend for sales and marketing professionals to job-hop.

With competition for experienced professionals and a candidate-driven market, what can organisation do to keep their sales and marketing professionals?

Remember to give awards and incentives

Sales professionals are usually motivated when they have reached their sales targets; but for professionals working in marketing, they may not see immediate monetary rewards. Therefore organisations should remember to implement awards and incentives for their staff.

Awards and incentives that could appeal to employees include constant development and career progression; overseas development opportunities; travel leave; job rotation opportunities as well as providing more creative challenges and ‘freedom’ e.g. flexible working hours.

Organisations should acknowledge good work done through providing recognition for employees. When your staff feel that their hard work is acknowledged, they are more likely to stay.

Communication is key

Clear communication paths are important especially with today’s busy pace of life where we are inundated by information.

In order to roll out a suitable strategic retention plan for their organisation, sales and marketing professionals should remain aware about current market trends. If your organisation permits, sales and marketing managers should sit in with major stakeholders during business meetings to understand the demands of the business.

Career path planning as talent retention

In order to retain talent, many companies have already rolled out talent management programmes that include strategies such as internal training, job rotation and retention incentives (i.e. salary increments).

Most importantly, management should provide a clear indication of the employee’s career progression within the organisation. A talent management programme is not limited to simply maintaining existing talent.

It also includes talent-sourcing (for good talents who are a good organisational fit); developing skill-sets for current top performers; as well as developing your current sales and marketing talent to take on senior management roles as part of a career succession plan.

Share this article

Related content

Submit a Vacancy
Salary Survey
Hiring Advice
Get in touch

Find out more by contacting one of our specialist recruitment consultants

Related content

View all

I'm Robert Walters Are you?

Come join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.