Keeping The Retention Rate High and the Trun Over Rate Low

Money

If they are paid as long as the client remains they will work to keep them. Pay them weekly or monthly a certain amount based on their clients. Make them true account managers.

The one lady on shark tank used to give out giant ribbons to her salesperson of the month.

The salesperson made a load of money but loved those giant ribbons since it showed she was the best.

Recognition and appreciation for their contributions and ideas that serve
the goals of your organization. Monetary, of course. Non-monetary as
they choose - maybe they have already been to the Bahamas umpteeen
times and would rather have some flex time...

Management's attention to employees is a great motivator in itself.
You could ask them to provide in meetings or in polls or surveys or
anonymous/non-anonymous letters what they want or need to keep
producing great results for your organization - as long as they
understand that sometimes the answer might have to be
no or not right now. This could lead to something as simple as replacing an
office machine that does not work, or a software/reporting or workflow
improvement, or hiring someone to do the sales support and admin functions...

It could also lead to entering new markets or revenue streams or cost savings...

Achievement oriented management and leadership as opposed to power or
affiliation oriented managment and leadership. We are here to achieve these
goals, not be buddy buddy all the time. Nor do we promote based upon just
friendship and how well we socialize with the bosses...

On the power side, no one really responds well to a boss who barks orders
and is disrespectful. And that leads to the BS traveling downhill and
lower morale and productivity and good people leaving.

Also, marketing that provides a good lead flow.

Overall, a have fun and make money atmosphere. And whatever you can do to
facilitate optimal performance based upon their existing talents and skills and the
skills they want to develop.

Dan