112 they signed up for when they took the job. There was an emphasis on reliable and fair compensation that came up again and again, which is understandable considering the fact that income potential is an important fac- tor in the recruitment and selection phases. Similarly, several of those we heard from put a premium on a flexible work environment, which came up during recruitment and se- lection as well. There are two other expec- tations that a company (and their sales man- ager in particular) need to meet: recognition and appreciation. These two factors are clear motivators for top performances, especially for salespeople who aren’t primarily moti- vated by money. It allows both the individual and your team to feel proud of their work, and to feel valued by you and the company. "I think they need to have clear and reasonable expectations. They need to be held accountable for those goals, but in a way that is nurturing. They need to have a manager that understands their goals and motivations and individually manages them, not manage everyone the same. They need to be compensated fairly and see opportunities for growth (both income and professional goals)." Similarly, our top performer panel made it clear that long-term job satisfaction is re- liant on getting the work experience that