Every Sales Manager faces the problem of having under-performing sales reps on the team. There are several problems that have to be overcome in order to improve this situation.
First you must actually have a sales goal established for each rep that is attainable and realistic. Next you must have a way to monitor it and help your reps maintain it. But how do you handle an under-performing sales rep?
Your only option is to put the rep on probation, give them a warning or a put them on a PIP (Performance Improvement Plan). The consequences of these actions will bring one of the following responses:
- Surprise! I’m out of
here. Be ready for this one. It usually happens within one or two weeks after
the warning. The rep knew he or she wasn’t
performing up to expectations and needs the time to find a new sales job at one
of your competitors. Because most
factories don’t have a training program for new hires, the rep will be viewed
as a valuable asset. - Committed to Success.
For a small minority, very small, the warning or probation is a call for
them to jump in action. They ask for
help and start doing what was expected of them in the first place. These reps realize that they value their job
and are upset about their slipping production numbers. They were hired to be successful and will be
looking to you for training and help.
Don’t let them down. - Just chugging along.
Some reps will work hard in the early weeks of being put on probation
and you will see improvement. Don’t be fooled. They are just keeping you off their
back long enough to find another job. - Waiting for the ax to fall.
Some reps accept that they will never do any better than they already
have and just stay on to collect the paycheck until you fire them. If you notice that the rep’s energy level is
dropping and they start taking all their sick days, vacation days and call in sick
frequently, you need to cut them loose quickly.
They will have an adverse effect on your builders. - Waiting you out. This
may not be the first time you put this rep on probation and from your failure
to follow through in the past, they will just “wait you out” and then continue
to do what they’ve always done…under-perform.
Forget about what you’ve done in the past and commit to
improving your training and selling.
Your sales reps deserve it and your factory expects it. Go into a retraining program knowing that NOT
following through on probation is WORSE than not doing anything. It shows the
sales reps that they cannot push you around.
Placing under-performing sales reps on probation is the
right thing to do.
