The War Room
Question
Post

Found out my BDR has another job...

Sooo we hired a BDR looking to get out of the real estate world and dip his feet into tech. He's getting paid pretty decent too, we put him on the "senior" BDR comp. He hasn't quit his real estate company he's been at, and im getting the feeling that he's doing this for the base salary so he can brag to his friends about having "multiple streams of income"..


There's been many red flags like calling out, wearing a button up working from home (basically dressed up to do open houses and showings), showing up late, taking meetings from the car "while grabbing lunch"(with his button shirt) missing internal meetings, not coming to team trainings, activity isn't persistent and he's doing a good enough job to barely to book qualified meetings and getting to his number (1/4 months he's been here), but the quality has been horrendous and the meetings have been sketchy and many with "personal connections". He's also bringing some bad vibes to the team meetings or trainings by having that too cool for school mentality, and I feel like that might be negatively impacting my other reps.


I've called him out on his other job since he's on his real estate companies website a month a half ago and he's still on. I even called them for an employee verification check and he still worked their while being employed at our company for 2 months. He said he quit and I've really tried to work with him on a 12 month plan to get him to an AE position with realistic goals, targets and areas we need to improve on, but it doesn't seem like he's bought in.


A friend of mine checked MLS and my rep has 5 listings with his name under them as the realtor.. Do I give him another chance and try work this through, or should I fire him and put in this effort to other team members willing to contribute and who want to actually be here and get better?


@ managers in the war room.. what do you think ? Have you ran into ppl like this before?? I can go on and on about redflags and trying to be slick.. but Im getting sick just thinking about it. Honestly I wanna help this dude change his life and grow, but it seems like he's not bought in.. Im meeting with my HR business partner next week to hear their feedback, but I wanna hear what the war room has to say.


☁️ Software Tech
🧢 Sales Management
😳 Ethics
41
poweredbycaffeine
WR Officer
+9
Bean Juice Drinker | Sales Savant
First question: is it in your employment policies that employees cannot hold a job that interferes or competes with the role at your company?

If not, you can't fire them simply for that. If so, then you can engage the 3-strike methodology and fire for cause.

Alternatively, you could schedule a come to Jesus conversation. Ask them why they are holding onto the real estate business, and if they ever plan to give it up. If they don't want to, then candidly share that they are not a good fit for your company. You want to foster a team of committed reps that are in it for the long haul and want to make their career in tech their main hustle.

There's nothing wrong with having something on the side, but you can't balance two competing worlds like real estate and tech sales at the same time. Unless your rep wants to play broker on the weekends, then it's impossible for them to be the best rep they can be for your company.
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
I 1000% agree with you.. yes, it is our company policy to not hold a job that interferes or competes with the role. I prefer the alternate route to be honest, he actually has a lot of potential and he would kill it if he actually applied himself. I appreciate the input thats very helpful. 
Th
TheSalesCEO
Good Citizen
+1
Sales
If his cost effectiveness isn’t there, it’s time to claim breach of contract and let him go. Plain and simple. 
nomdeguerre
Valued Contributor
+5
VP of Channel Partner Sales
Assuming it is at will employment you can fire for any reason or no reason whenever you want, at least that would be my assumption.
poweredbycaffeine
WR Officer
+9
Bean Juice Drinker | Sales Savant
You cannot fire someone without cause, and you need to document it to save your ass in the event of wrongful termination. This is where a three-strike rule comes in. 

However, on-the-spot firing does happen when egregious violations of company policy take place. The former is typically reserved for performance or culture/personality terminations.
Show 3 more replies
Diablo
Politicker
+7
Sales
Great explanation and suggestions, loved it!
SaaSam
Politicker
+6
Account Executive
The second job aside if he has a shit attitude and it negatively impacts the other members of your team you should cut him loose. Reps with a toxic attitude are a cancer in your org and will most definitely spread to other team members the longer they are there
jefe
Politicker
+8
Sales Director
I think this is the key. Forget the side hustle (or concurrent hustle?), even though it doesn't sit well with me.

Cancer grows and infects other cells. You must excise it.
paddy
WR Officer
+11
Account Executive
If it's affecting his BDR job which it sounds like it is, might be time to sit down and talk PIP.
TheOverTaker
Politicker
+6
Account Executive
*quakes with fear*
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
Not sure that would be appropriate.. Month 1 and 2 are both ramping months.. his 3rd month here (full quota)he barely got to his numbers with the help of AEs giving him credit for meetings and I passed him a few freebies as well.. this is literally his 4th month here, my concern is if I PIP him now, its gonna scare the rest of the team and I want my team work off of fear. Im in between a go/no go decision. 
paddy
WR Officer
+11
Account Executive
I see. That's a tough one. I've never been in management so I can't really say but what I can say is that anyone who is dragging down the team probably is going to reflect poorly on you so you should probably take swift action (not sure what that action should be) sooner rather than later.
Show 3 more replies
OpalTiddyChurger
Arsonist
+10
Funbags Enthusiast
Straight to jail. 
UrAssIsSaaS
Politicker
+8
SaaS Eater
Best advice I have ever received on the team building front. Hire slow, fire fast. This one seems pretty cut and dry to me. 
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
I like that alot 
RaymundoFlex
Opinionated
+3
AE
What’s crazy about this to me: these are two jobs where added effort in either will net you way more in commission than a mediocre performance and a salary from both... way more return to commit to one of them.
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
They're both very demanding roles and require a ton of energy
alecabral
Arsonist
+9
Director - Digital Sales Transformation
Well, I'd focus on what I can affect as a direct manager for someone like this: his commitment and performance. Then comes what @poweredbycaffeine says. If there are policies that prohibit him from having a 2nd job you can leverage those. If there aren't, or they are sketchy then you can have an honest conversation with the guy and tell him you expect him to be way more professional than he is being right now. You can pull HR in as well if needed.

On a personal note, I wouldn't want someone like that working for me, and I would have no problems being straightforward with the guy and explaining to him his performance is far from perfect. As a matter of fact, you could even tell him there's a PIP with his name on it if he doesn't commit, and it might help if he just focused more (vs telling him to drop the other gig).
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
Thats great thanks!
CuriousFox
WR Officer
+12
Senior Account Executive
You need to sit down and have a candid discussion with your rep. Put it all out there. You will see quickly what you need to do.
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
Thanks!
TheNegotiator
Politicker
+7
VP of Sales
Fire his dumbass
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
Yeah I think so too
LordBusiness
Politicker
+8
Chief Revenue Officer
Forget about the second job, sounds like he isn’t performing. That in itself is enough to move on. I’ve found in most of these situations, trust your gut. If something feels sketchy, it’s probably sketchy. I’d let this employee go
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
Im with you on that Lord
Prunetracey
Fire Starter
+2
VP Growth
If it was me:
- I don't give a fuck about your other job/whatever else you do as long as you're delivering the outcomes I/we set for you and the team
- You must attend the meetings I/we set (because they're fucking important and not meetings for the sake of it) and you cannot be late
- And don't be a dick

If you can't do those things (because they're minimum expectations to be employed here), whether you have another job or not is irrelevant - we will be parting ways with your employment.


Ps, I respect you genuinely wanting to help another human succeed. That's a great leadership trait.
JECU
Opinionated
+3
Account Manager / Co-Founder
if someone else already said similar my apologies.

Judging by past experience and thing broader picture. I suspect his real estate role isn’t going so hot due to low inventory of homes to sell depending on your geo and is needing to supplement income. 

Id wager if things pickup for him slightly on the real estate side he’s gone. Not to be pessimistic but keep it in the back of your mind.
RandyMoss
Politicker
+4
Sales Executive
I would give him an ultimatum: choose one or the other; you cannot have both. It sounds to me like he is trying to have his cake and eat it too. I might sound harsh, but he needs to learn that there are consequences for being dishonest, and then lying about it. It would be another thing if he would not have done that. Hopefully you can put some fear of God into him so that he learns from this and grows as a person. I understand wanting to help people grow, but if he isn't 100% bought in, what is your plan to change that mindset? Sometimes you just need to cut people loose.
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
I agree with you, those are both careers that are very demanding.
SADNES5
Politicker
+6
Hittin' Dingers
Nah, wrong approach. You americans and your pursuit of happiness. If he can do two jobs, let him do two jobs. If his work is garbo - turf his ass. EZ
UrAssIsSaaS
Politicker
+8
SaaS Eater
Problem is, it sounds like he cant do two jobs and was dishonest from the start, then doubled down. 

Two jobs aside I prefer to work with people I trust. 
Show 1 more replies
cw95
Politicker
+6
Pricing Executive
Do you have a moonlighting law in the US? It’s basically an employers discretion to whether they allow an employee to work another job whilst in a current contract particularly if it is in conflict of interest (which I presume yours isn’t). However, in the UK we have written agreements in contracts where you have to declare a second job etc May be worth revisiting and checking up!
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
Im not sure but our employee contract doesn't allow us to have other jobs or even do any consulting
cw95
Politicker
+6
Pricing Executive
That’s you’re answer. Go to him and explain that in an informal way and see what the outcome is. Make a note / copy of the conversation and if it carries on then you aren’t in the predicament anymore! May be hard but if your posting this there is a reason why you are!
CaneWolf
Politicker
+12
Call me what you want, just sign the damn contract
Fire this guy.
fidelcashflow
Valued Contributor
+4
Account Executive
Just reading the third sentence solidified it for me. Then your second paragraph made it CLEAR that I would never want this person on my team. Why would you want anyone remotely similar to this person. He is snaking you AND the real estate company. I have no clue how you have so much confidence in him, but kudos to you for seeing the positive. You are doing everything for him while he is basically doing nothing for you/your company. 

Also, him wanting to leave real estate is kind of a red flag also. I personally would never sell houses because it's dead end. Anyone can get a real estate license. Every person I know in real estate is doing very well also. Even the ones that are just doing OK are still making like 200k a year. The only people I ever knew to leave real estate were terrible at it. If he failed there, he ain't gonna succeed in B2B tech sales. 

Lastly, he is not the last BDR on Earth with potential. You can literally find hundreds of rockstar BDRs with AE potential like nothing. My company has bout 30 BDRs and they are all fire. Tomorrow you can find a BDR probably fresh out of college with the drive to kill their numbers and be an AE in 12 months with none of those problems this guy is giving you. 
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
I agree with you, thats very true.. I am too nice and its also my first time firing. But he's asking for it and its bound to happen
ultraman
Tycoon
+8
Shepherd
Second job aside, if I conducted myself how you described, missing meetings, being late, bad team vibes etc. I would be fired. It’s pretty hard to do 2 full time jobs that keep the same hours, much less do them both well. So if he’s underperforming for you and being crap about it, cut him loose. There’s lots of talented people out there that will give it everything they got, go get one of them!
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
I agree i shouldn't have to motivate him to do this, he should be putting in a much better effort
Coffeesforclosers
Notable Contributor
+11
Director Sales and Market Development
I think it is time to come to an open house or a private showing and present his PIP there. Dirty i know but thats how i roll. 

Honestly- it is impossible to do both well. Real estate is great after 5-10 years of building a brand and becoming a broker, he is low level there for sure and needs real income. I am all for a side hustle but it has to be on the side. I had a rep doing 2 things recently and hadnt hit quota in 6 months, i asked he do the other thing full time cause this isnt working cause he is going on a PIP and it is not one he will succeed in. He was checked out, i had multiple conversations with him on performance and he wasnt worth the time. As caffeine said below- if there is a policy to not be moonlighting another business and employed elsewhere you need to make sure it is strictly performance based and that performance is not at expectation. 

Dump them, find someone that is going to go the distance. 
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
yupp im with you
Jbeans
Praised Answer
+3
Director of Sales
This has happened twice to me. I had a girl on the team that was also still selling real estate and some other designs her husband was laser cutting? Her numbers were always low and we had to many meetings to try and fix her activity and she never could meet the deadlines. We let her go- she was only half in the game and when I found out what was going on, I felt duped. It all made sense. A side hustle is a side hustle but a real estate agent is another full time Job. I’d cut your loses to be honest - they haven’t met the expectations and you’re wasting your efforts IMO. Sounds harsh but if you’re responsible for team quotas? Build a team that’s as dedicated as you!! Good luck 
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
Thanks, I agree. Thank you

OldDogNewTricks
Opinionated
+5
Sales guy
PIP then likely exit him and move on. Sounds straight forward, unless he buys in you gotta put your energy into the reps that are 
okaysalesman
Good Citizen
+1
Account Executive
* not a manager just giving my 2 cents * I feel like what you do outside of work for side hustles shouldn't be held against you. However if you're working for a company I think the baseline expectation is showing up. If you're not showing up then .... Your job is your side hustle and your side hustle is your job 🤯
The.Machine
Politicker
+6
Sales Development Lead
People who are destroying your culture esp. folks who have too cool for school attitude are not worth it. Even if you talk and come to some middle ground, his behaviour likely would be detrimental to your team in the long run. 

I say pass! Don't ignore the red flags for too long. Plenty of people out there who will truly appreciate the efforts you're putting to build a great team. 
Queen_of_the_funnel
Opinionated
+3
Sr Manager of Business Development
It all comes down to performance for me. If he can do the job hired to do - keep him. If not - byeeee
wahmsales
WR Officer
+10
SDR
The title scared me, I thought it was about me
PhillySales
Opinionated
+3
Director of Inside Sales
LOL
Do.it.for.the.checks
Politicker
+7
Account Executive
Hmmm, this gives me an idea.


Are you hiring?
SADNES5
Politicker
+6
Hittin' Dingers
Are they hitting their numbers in the role you hired them for? Is there probation? How many internal meets has he missed? Is wearing a button down against policy? 

You either turf him for not going to training, or you keep him on because he's hitting his numbers. 

You're not paying for him to sit at a desk for 8 hours a day, you're paying him to close/build deals. If he can manage that PLUS another full time job... bro, let him be. If he is not meeting the obligations that he agreed to when you hired him... you know, showing up for training, then hoof that guy.
TheRealGMoney
Arsonist
+4
Sales and Business Development Manager
Not consistent, he goes through phases half the week is productive the other half he's basically not there barely online, sometimes takes hours to response, missed 2 trainings this week..
SADNES5
Politicker
+6
Hittin' Dingers
Ez dismissal. 
Show 1 more replies
6
Embarrassing to ask but how do you find a new AE sales job? I'm an AE (5 years exp)...
Question
9
14
Just landed a new job as a SDR Manager and I'm stoked
Discussion
16
8
Is it possible for me to get another AE role with only 5 months of AE experience?
Question
8