If your growth path is vague, your hires won’t stay. Most sales leaders think recruiting is the hard part. It’s not. Keeping good people is. And retention usually breaks where expectations were unclear from the start. I’ve seen reps leave not because they failed—but because they didn’t know what “winning” actually looked like. When everything is verbal, it feels subjective. And most candidates have been burned before. They don’t trust promises—they trust proof. That’s where structure changes everything. When your career path is written out—timelines, benchmarks, earnings—it becomes objective. Now the rep knows: “If I do X, I earn Y.” No guessing. No politics. Just execution. Do this today: document a 6-month advancement path for one sales role—clear metrics, timelines, and outcomes. Make it something a rep can point to and say, “This is on me.” That clarity builds trust before they even join—and keeps them after. We walk through how to build this in our free weekly web...