[Realities of Sales Professionals in their 20s-30s] Over 80% Respond 'Traditional Sales Styles (Door-to-Door, Telemarketing, etc.) Have Reached Their Limit.' Meanwhile, Awareness of 'Next-Generation Sales (IS/CS)' as a Solution Remains Below Half

9E Inc. (Headquarters: Tokyo, Representative Director: Yusuke Ohinata) conducted a survey on "Challenges in Existing Sales Styles" and "Awareness of Next-Generation Sales" targeting 250 individuals nationwide in their 20s to 30s (ages 24-34) with sales experience, using the self-administered survey tool Freeasy developed by IBRDG Inc.

Amidst a growing number of young sales professionals feeling the limitations of traditional sales methods relying on sheer effort, grit, and individual performance, attention is increasingly turning towards data-driven and rational "Inside Sales (IS)" and "Customer Success (CS)" as next-generation sales approaches. This survey visualized the real challenges faced by young sales professionals and their interest in new career paths.

Survey Highlights

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[Challenges] 83.0% feel the limit/burden of traditional sales styles. "Sales quotas" and "telemarketing/door-to-door sales" rank highest.

[Hopes] Future career aspirations include "supporting existing customers (39.6%)" and "data utilization/non-face-to-face approaches (32.0%)".

[Awareness and Intent] Deep awareness of next-generation sales (IS/CS) is below half, but approximately 60% responded, "I find it appealing and want to try it."

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- State that the source is a "survey by 9E Inc."

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Survey Summary

1. 83.0% of young sales professionals feel the "limit" of traditional sales styles. The most cited reason is "sales quotas (34.8%)"

When asked about elements that caused "mental/physical strain" or "inefficiency" in their past sales activities, 83.0% (over 80%) of young sales professionals, excluding those who answered "no particular burden or inefficiency felt (24.0%)", indicated they feel some kind of limitation in existing sales activities.

Specifically, the top reasons cited were "pressure from individual sales quotas (34.8%)", "burden of new customer acquisition through telemarketing and door-to-door sales (30.0%)", and "long travel times and inefficient field-based work styles (26.0%)". This highlights the reality of exhaustion from "field-based" styles and environments overly focused on quotas.

2. Future desired work styles are most commonly "supporting existing customers (39.6%)", followed by "data utilization/non-face-to-face approaches (32.0%)"

Regarding desired work styles if they continue to be involved in sales and customer negotiation, the most frequent response was "I want to long-term support existing customers in solving their issues and growing their business, rather than new customer acquisition (39.6%)".

This was followed by "I want to efficiently approach customers non-face-to-face by utilizing data and tools (SFA/CRM, etc.) (32.0%)" and "I want to achieve goals by cooperating as a team (division of labor) rather than focusing solely on individual performance (27.2%)". It became clear that a "rational and sustainable style" is desired, emphasizing data utilization, teamwork through division of labor, and customer support, rather than personalized, transactional sales.

3. Deep awareness of next-generation sales (IS/CS) is below half, but approximately 60% express a desire to "try it."

When asked about their awareness of "Customer Success (CS)" and "Inside Sales (IS)", which are being introduced with the division of labor in the sales process, only 48.4% for CS and 46.0% for IS responded, "I am familiar with both the name and specific job duties." This revealed that deep awareness of next-generation sales, which serve as solutions, is still below half (approximately less than 50%).

On the other hand, when asked about the appeal of these new sales job styles, the total of "I find it very appealing and want to try it" and "I find it somewhat appealing and would try it if given the opportunity" reached 60.0% for Inside Sales and 59.2% for Customer Success. While challenges remain in the penetration of specific job duties, it is suggested that many young sales professionals have a positive impression upon learning about concepts like division of labor and data-driven approaches, making these viable options for career change.

Discussion: Towards the Update of Japanese Sales Organizations

This survey revealed that many young sales professionals in their 20s and 30s feel the limitations of old-fashioned sales styles bound by individualistic approaches and reliance on sheer grit. What they seek are efficient, data-based approaches and new ways of working that involve supporting customer success as a team.

"Next-generation sales" such as Inside Sales and Customer Success hold the potential to be precisely these solutions, but their specific job duties are not sufficiently recognized. To update Japanese sales organizations and promote the retention and success of excellent young talent, it is urgent to not only introduce such next-generation sales but also for the entire industry to actively promote their appeal and the possibilities of new career paths.

Survey Overview

Survey Name: Survey on "Challenges in Existing Sales Styles" and "Awareness of Next-Generation Sales" among Sales Professionals in their 20s-30s

Target Audience: Men and women aged 24-34 nationwide (monitors with sales experience)

Survey Period: June 30, 2026 - July 2, 2026

Survey Method: Internet survey (using the self-administered survey tool "Freeasy")

Valid Responses: 250

<Regarding Use in Articles, etc.>

- Please state that the source is a "survey by 9E Inc."

- Please include a link to the relevant article: https://www.9e-career.com/column/sales/article00133/

【About 9E Inc.】

"9E Career," operated by 9E Inc., is a "sales-focused" recruitment agency.

We provide career support that looks at the mid-to-long-term career of sales professionals, tailored to each job seeker's aspirations and experience.

Furthermore, we offer multiple specialized services that provide more in-depth recruitment support based on career objectives.

Examples of Specialized Recruitment Agency Services

- "9E Career ACE" supporting entry into sales roles from inexperienced backgrounds

- "9E Career Customer Success" supporting recruitment for Customer Success roles

- "9E Career Inside Sales" supporting recruitment for Inside Sales roles

- "9E Career AI/SaaS Sales" supporting recruitment for sales roles in the AI/SaaS industry

- "Career Advisor Agent" supporting recruitment for Career Advisor roles

- "HR Agent" supporting recruitment for HR roles

Features

- Over 83% track record of salary increase

- Expertise unique to "specialized" services (deep understanding of companies/roles, specialized interview preparation)

- Offers scout-based recruitment support where companies directly reach out

- Prevents mismatches through an integrated scheme where career advisors handle both the company and the job seeker

- Thoroughly supportive approach with a limit of 15 or fewer job seekers per career advisor, leading to an over 72% offer acquisition rate

- Achieved a Google rating of 4.9

【Company Information】

- Operating Company: 9E Inc.

- Representative: Representative Director Yusuke Ohinata

- Corporate Site: https://9e-hs.co.jp/