Bravado’s Post

I came across this post and had to share—it’s such an important conversation. At Paylocity, we understand how crucial it is to support employees with thoughtful planning and real work-life balance. Culture isn’t just a buzzword for us; it’s a commitment we live every day. If this resonates with you, let’s connect—I’d love to share how Paylocity can help your business create a culture that empowers employees to thrive. #SalesCulture #UnlimitedPTO #QuotaRelief #Paylocity #WorkLifeBalance #HRInnovation #PeopleFirst #BetterTogether #SalesExcellence

Don't promise salespeople unlimited PTO. If you're not also offering quota relief. This is a game companies play. They advertise unlimited PTO. Yet expect full quota 12 months of the year. That's not unlimited PTO. That's never having a vacation. Every SDR and AE deserves at least 2 weeks of quota relief each year. That's BARE MINIMUM. Increase the number of weeks based on tenure and performance. Bake it into your career development program so it's fair across the board. Use a calendar to schedule when reps will take their vacations. Make sure they're not all out during the same weeks. This should be built into your financial model. It's shocking how many companies don't do this. Then tell me they keep missing quota. I dig deeper and they start mentioning people going on vacation. I dig deeper and realize they expect sellers to hit full quota while on vacation. This story is too common. It's bad enough sales quotas are too high. But there's no excuse for this. It's poor financial planning. It's an absurd way to treat your employees. No one else is expected to work on vacation. Do better. Please and thank you.

Don’t promise salespeople unlimited PTO. If you’re not also offering quota relief. This is a game companies play. They advertise unlimited PTO. Yet expect full quota 12 months of the year. That’s not unlimited PTO. That’s never having a vacation. Every SDR and AE deserves at least 2 weeks quota relief each year. That’s BARE MINIMUM. Increase the number of weeks based on tenure and performance. Bake it into your career development program so it’s fair across the board. Use a calendar to schedule when reps will take their vacations. Make sure they’re not all out during the same weeks. This should be built into your financial model. It’s startling how many companies don’t do this. Then they tell me they keep missing quota. I dig deeper and they start mentioning people going on vacation. I dig deeper and realize they expected sellers to hit full quota while on vacation. This story is too common. It’s bad enough quotas are too high. But there’s no excuse for this. It’s poor financial planning. It’s an absurd way to treat your employees. No one else is expected to work on vacation. Do better. Please and thank you. Yours truly. Happy Selling 😁

AE: I wanted to remind you I'm on PTO next week and have done a handover Manager: Crap, I didn't realise it was next week, we have a huge pitch. Would you be able to move your PTO? AE: Sorry, this has been booked in for months and can't be moved Manager: We expect more commitment from someone in line for a promotion… This boils my blood! Here’s three ways to be a really poor manager in sales: 👎 Manipulate 👎 Add stress 👎 Use promotions, pay raises, commission against their employees If you operate in this way, you’ll not have a team for long. Plan ahead. Don’t use PTO against people. Do better. 🏆 I post about building winning sales teams 📩 Sign up to my bi-weekly newsletter (Link on my page) ✅ Check out my top 10 interview Qs to qualify Gen Z SDRs

Normalize telling your reps to take PTO. I'll die on this hill. Time off is essential for top performance. Now before I get a ton of messages that say "but Seannnnn, why would I let my reps take more time off if they are missing their number?" Ok, if thats the case, then there is a different discussion. But here is the deal - Pushing people on my team to take time off has produced MORE productivity, and for a few reasons: - If they are taking one day off, they know they have to squeeze more productivity into their time working - Reps can get burned out quickly with the stress of sales. Time off is necessary for them to recharge and regroup - Time away in nature, and working on themselves physically/mentally/emotional can create better experiences with customers So if you are leading a team and feel like your reps are having a tough time, have an open conversation with them about taking a half or full day. You might find that after some time away to recharge, they come back more focused and energized. Normalize it.

⭐️ TIP TUESDAY ⭐️ Be present during the holidays. Whether you are using PTO or working, be present and focused. If you are using PTO, focus on some family time or your vacation so you can come back to work refreshed. If you are working during the holiday season, let's finish 2024 strong! #tiptuesday #resume #interview #application #staffing #recruiting #nowhiring #joboffer

At the end of the year, everyone should write down everything they accomplished for the year. It's so easy to get stuck in the churn and burn of your day-to-day work and moving on to the next thing, or year, without taking a step back to look at everything you accomplished, big and small. Yes, that big promotion, but also things like helping a direct report through a challenge, recommending a new way of doing something, or actually taking your PTO. So literally, write down a list. It's a huge reminder that you do in fact know what you're doing.

🤔 Should your Personal Time Off (PTO) job benefit be negotiable? One of my favorite LinkedIn personalities - coach and creator Liz Ryan, founder of Human Workplace - posed this question in a poll recently. It got me thinking. I am flabbergasted at how little PTO is being offered these days. I know someone who got a VP position and was offered 3 weeks PTO. That seems insane! This level of position would attract candidates with 20-30 years of experience. So, should our Personal Time Off be negotiable? My answer is a loud YES, it SHOULD be negotiable...but whether it is or not will depend on the company. In the video clip below, I talk a bit about my own experience with PTO negotiation. ⭐️ What is your experience negotiating your time off benefit? Were you successful? Did you get lowballed at first? Any horror stories from friends, family, or colleagues? Let me know in the comments! #careers #jobs #hiring #humanresources #careercoach 👉 Meanwhile, send me a DM if you'd like to chat about your career challenges. The first call is always free and maybe we can figure it out together. 🙂

Unlimited PTO!!!!!! I have a job alert set on LinkedIn for a job that would pay me to point out dumb stuff. Until I find that, I'm stuck here. There are a lot of companies posting about their unlimited PTO as a way to hire people. I even saw one from a recruiting company. When I've talked with people from companies that offer this, they tell me that they can't really take time off because they don't have enough people to cover the work. This means that to take a week off, they have to work extra before and after the week off, as well as answer 'urgent' emails while off. The recruiting company I saw didn’t mention that they are paid on commission for billings, so no work=no pay. I'm sure there are a lot of companies that are generous with time off, but most if not all companies hire people to do a certain amount of work. If this perk is your driving factor going to a company, ask a lot of questions around how work is covered when you take time off.

Salespeople… I just got back from 5 days of PTO. Here’s what I did last week to ensure I get off to a hot start today. 1. Built a call list with double the prospects. I typically create my call lists first thing in the morning. Although last week, I knew that I would want to make twice as many calls as normal to catch up. Before I left, I made a huge list so I can focus STRICTLY on making as many quality dials as possible today. 2. Made Linkedin content for all this week prior to leaving. As I mentioned, I wanted this week to be focused entirely on doing a TON of outreach. Before leaving, I created a few linkedin posts so I don’t have to spend any time recording videos/brainstorming for content. I’m a FIRM believer in the benefits of taking quality breaks. However, ensuring that you get off to a good start when you get back - that’s how you REALLY relax! How do you guys prepare for taking PTO? Belmont, Zaid, Kevin, Travis, Noah, 🧊Abe, Ryan, Olivia, Sam, Shawn, Jean-Marc I'm curious, do you guys work on vacation, or do you take the time to FULLY recharge?