"Closerq, I just inherited another sales team and I have some dead weight on my new team. My strategy is put them on a PIP, and I am looking for some assistance with my PIP." Mac
Mac, great question and I am glad that you are putting the employees on a
PIP (Performance Improvement Plan) versus just firing. I have a saying, "You have to earn the right to fire an employee", and a PIP is part of the process. Additionally, you have a new team and there may have some future sales superstars with leadership and direction.
My personal style is to have an in person meeting with the employee to review the specifics on their behavior and what they need to do to be successful. After the meeting, I then send them an email with the my expectations and requirements. Below is a sample email:
Jack:
To follow up to our meeting, there is too much inconsistency in your performance and results. To assist you, I have set up the following plan for the next 30 days.
- You will cc and bcc on all of your client and prospect emails
* Cc me on the accounts where I am actively involved
* Bcc me on all other client and prospect emails
- You will finalize your 30-60-90 Day Plan by 11/19/10
- You will document all of your client and prospect activity in SalesForce
- You will setup calls with all of your clients on the value of attending our upcoming conference
- You will document your follow up in SalesForce, plus send me a list of your clients who are attending and the why, for those clients who are unavailable to attend
- Every Friday at 5pm eastern you will send to me:
* An updated forecast
* A summary of your weekly call volume
* A spreadsheet withe updates on each of your clients
- Every Tuesday at 9:30am eastern you and I will have a call to review your activity
If at anytime you are unable to meet these requirements, we may take additional corrective action including termination. My goal is for you to have a successful career with us. Please let me know how I can assist you.
Thanks - Shaun
Also, if you have to fire someone, check out post on firing:
- http://closerq.blogspot.com/2009/05/wednesday-may-20th-2009-firing-someone.html
Good Improving. Reader Feedback, please click the ‘comments’ below to give ‘Mac’ feedback on his question. Shaun Priest aka CloserQ. Have fantastic day.
Mac, great question and I am glad that you are putting the employees on a
PIP (Performance Improvement Plan) versus just firing. I have a saying, "You have to earn the right to fire an employee", and a PIP is part of the process. Additionally, you have a new team and there may have some future sales superstars with leadership and direction.My personal style is to have an in person meeting with the employee to review the specifics on their behavior and what they need to do to be successful. After the meeting, I then send them an email with the my expectations and requirements. Below is a sample email:
Jack:
To follow up to our meeting, there is too much inconsistency in your performance and results. To assist you, I have set up the following plan for the next 30 days.
- You will cc and bcc on all of your client and prospect emails
* Cc me on the accounts where I am actively involved
* Bcc me on all other client and prospect emails
- You will finalize your 30-60-90 Day Plan by 11/19/10
- You will document all of your client and prospect activity in SalesForce
- You will setup calls with all of your clients on the value of attending our upcoming conference
- You will document your follow up in SalesForce, plus send me a list of your clients who are attending and the why, for those clients who are unavailable to attend
- Every Friday at 5pm eastern you will send to me:
* An updated forecast
* A summary of your weekly call volume
* A spreadsheet withe updates on each of your clients
- Every Tuesday at 9:30am eastern you and I will have a call to review your activity
If at anytime you are unable to meet these requirements, we may take additional corrective action including termination. My goal is for you to have a successful career with us. Please let me know how I can assist you.
Thanks - Shaun
Also, if you have to fire someone, check out post on firing:
- http://closerq.blogspot.com/2009/05/wednesday-may-20th-2009-firing-someone.html
Good Improving. Reader Feedback, please click the ‘comments’ below to give ‘Mac’ feedback on his question. Shaun Priest aka CloserQ. Have fantastic day.
Comments
I did enjoy reading some of your blog posts but felt I needed to comment on your expectations email.
(- You will cc and bcc on all of your client and prospect emails
* Cc me on the accounts where I am actively involved
* Bcc me on all other client and prospect emails
- You will finalize your 30-60-90 Day Plan by 11/19/10)
- You will document all of your client and prospect activity in SalesForce ( Your reps should be doing this from day 1)
Everything from here down you should be able to see in SFDC or is a waste of time. This rep will be spending more time meeting your requirements than actually selling something. If the rep needs this much micro managing, put them out of their misery for their sake and yours.
- You will setup calls with all of your clients on the value of attending our upcoming conference
- You will document your follow up in SalesForce, plus send me a list of your clients who are attending and the why, for those clients who are unavailable to attend
- Every Friday at 5pm eastern you will send to me:
* An updated forecast
* A summary of your weekly call volume
* A spreadsheet withe updates on each of your clients
- Every Tuesday at 9:30am eastern you and I will have a call to review your activity
Your requirements you should read.
(- You will cc and bcc on all of your client and prospect emails
* Cc me on the accounts where I am actively involved
* Bcc me on all other client and prospect emails
- You will finalize your 30-60-90 Day Plan by 11/19/10)
- You will document all of your client and prospect activity in SalesForce
You should know within a week or two where this rep falls down and can that be retrained or not (such as work ethic)
Too many sales managers over burden reps with admin tasks to make it easier for them to manage up. As long as reps keep their pipes and activities up to date, the manager should be able to pull reports from SFDC to do the rest.
Cheers,