Top Sales Manager Blog

This is the second part of the article How To Let Go Of Underperformers – Top-Performing Sales Manager-Style.

In the first article, we talked about knowing when to let go of your underperforming sales people. It’s a tough decision, anyone who’s ever held the authority to fire someone can sympathize. But it has to be done, it needs to be done. To make things easier ask yourself these questions:

1. Would I hire the same sales person again?
2. If he or she left the company today, would I feel happy or sad?

An underperformer who gets a “no” and “happy” answer from you needs to go. It’s a simple as that.

I mentioned in the first part of this article that there are two ways to get rid of an underperforming employee – top-performing sales manager-style. The first one was discussed in the previous article. So let’s move on to the second part.

“The Talk.”

This second method, more effective technique, involves getting the sales person to leave on his or her own.

Industry veterans refer to it as “The Come to Jesus Talk,” but I’ve never been able to determine how Jesus figured in all of this.

First things first, the talk should always be done in person. Never on the phone, never on Yahoo!’s instant messenger (Jesus!). A serious talk needs to be done face-to-face. You – a top-performing sales manager – should know this above all else.

The Talk revolves around a two-step process.

1. Lay out the facts. Tell them straight their performance is sub-standard and that their average quota leaves much to be desired. Reiterate your minimum expectations, and then compare it to their personal records.
2. Look them in the eye and tell them one of the following:    

a.  You’ve got an enormous amount of talent inside you. But I don’t think this company is the right match    for those talents. Have you considered that?

b.   You worked hard for me and I acknowledge that. I really want to help you. But maybe the best way for us to help each other is for you to be part of another company where you could actually be happy to work for.

c.  According to my deduction of your recent performance, I’d say you can’t possible by happy here.

Then wait for them to answer. 

Whatever happens, resist the urge to answer your own question. Let the idea of leaving the company come from them, and see where the remainder of the conversation takes the both of you. In the end, I’m pretty sure the underperforming sales person will agree to leave the company on their own accord.

Your task as a sales manager is to come to the talk well-prepared. Do your research, and don’t talk lightly. Be familiar with the underperformer’s sales numbers and statistics. It’s a small price to pay for something that would make your life easier, as a top-performing sales manager, in the long run.

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Filed under: Firing, Underperformers by ralphburns