Am I just an asshole or is there an art to managing people that make my life a living hell?
DeskPhoneDestroyer
How do you manage sales reps you cant stand?
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Oh if your company is anything like mine it would take an attempted murder to get an employee fired. Just keep coddling them until their low level of success finally causes them to snap.
Thank Macdaddy! I was hoping one of our hoverboards would light a fire under his ass metaphorically and literally
Oh yeah, for all the talk about corporate America just being ruthless, it's pretty damn hard to fire somebody if they don't want to go. Out of all the people I've seen "fired" the majority of them quit after it was clear the company didn't think they had a future there.ย
Unless you're Amazon. Then you just let a bot send a "you're fired" text.
Oh yeah, that's for the people who's name you actually know, the others just get their badges turned off.
WOW, unless you keep syncingggggg with it ๐
Is this my old boss??ย
I was wondering the same. Like, sorry Iโm always late on expenses and updating CRM but Iโm hitting quota ๐คท๐ผโโ๏ธ๐
Honestly, it would be interesting to get a bit more detail about the specific rep/problem, since this is a really interesting topic.
I have found that a lot of top producers tend to be a bit of pain in the butt, but often for good reason when you really understand why they behave the way they do.
The last thing you want is a bunch of yes-men that can produce shit. I'll take a bunch of annoying reps that kill their number any day of the week and twice on Sunday ;-)
I have found that a lot of top producers tend to be a bit of pain in the butt, but often for good reason when you really understand why they behave the way they do.
The last thing you want is a bunch of yes-men that can produce shit. I'll take a bunch of annoying reps that kill their number any day of the week and twice on Sunday ;-)
You need to separate emotion, in this case annoyance and irritation, from the job. It takes some work but you can do it.
I ignore them and let my numbers speak for me, anytime they try to say something to piss me off I point at the board leave without saying a word.ย
There is an art to it. Stay strong chief!
Fire themย
Joking, I think you have to just try and look past what it is that irritates you about them and solely look at the work they're producing. Then once work is over throw darts at a picture of them
Joking, I think you have to just try and look past what it is that irritates you about them and solely look at the work they're producing. Then once work is over throw darts at a picture of them
I was thinking about just planting some drugs at his desk and get rid of him the old fashioned way
That's a classicย
Have you talked to this person about the behavior you want changed?
Yeah I've tried and those talks end with me becoming more and more enraged on how some humans can be so incompetentย ย
This isnโt gonna work out. Iโd talk to your boss about moving this person or firing him.ย
Do my best to understand why I don't like them and try to separate that from what I'm managing them to do. Ultimately, the goal, is to make them successful...even if there are things about them that make you want to murder them.
ducktape him/her to a segway and send it into the abyssย
This is the type of advice I was hoping for. I prefer torture over being professional.ย
Slack them at random times to make their life a living hell. An eye for an eye baby
This is the way!
Do they make money? yes? Then look at them as an asset, not a person. You don't have to like everyone you work with, they just have to be useful. If they are able to do something well, you gotta respect it at the very least. Focus on that instead of the other annoying shit.ย
If they don't perform the functions they were hired for, then fire them. Its really quite easy.
If they don't perform the functions they were hired for, then fire them. Its really quite easy.
My boss has a very simple rule: Do they make your life/job better and/or easier? If the answer is no, then something needs to change. He's quite brutal and would fire them, haha. I would probably put them on a PIP and have that be a subtle way of saying... you need to step it up or pack your bags. I can stand douche bags if they perform.
Honestly, it would be interesting to get a bit more detail about the specific rep/problem, since this is a really interesting topic.
You get them fired until they bring in new ones that you likeย
He just took a shit in the trash can.... what do I do?
Be professional that s it.ย
It really depends.
If this person is a good producer, then find a way to life with it... unless they sell shitty project that causes problems for the rest of the organization. If that is the case, I would communicate to said rep what behaviors needs to change or it will mean termination, and then follow through. Don't forget to get top management's approval (in writing) though.
If this person is not a good producer, get rid of them.
If this person is a good producer, then find a way to life with it... unless they sell shitty project that causes problems for the rest of the organization. If that is the case, I would communicate to said rep what behaviors needs to change or it will mean termination, and then follow through. Don't forget to get top management's approval (in writing) though.
If this person is not a good producer, get rid of them.
Ignore them completely. These people do not exist in SolicitorGeneralโs world
Unprofessionally - passive aggressively micromanage them until they quit.ย
Actual advice - i try to live by the 80/20 rule. Find 80% of what they do that you like/tolerate and try to remove the 20% of emotions/actions that drive you nuts. This is if they are performing at or above expectations. The other piece I try to identify is if its job related actions that bug me or just personality likes/dislikes.
If job related have a candid convo to correct the behavior, get it in writing and hold accountable.ย
If its personality you gotta get over it, part of managing is working with people you dont always like or see eye to eye with, focus on making them successful.ย
If they are a bottom performer and lazy like some of your replies indicate throw them on a performance plan and get them out. If its behavioral get them on a behavioral PIP and get them out either way.ย
Actual advice - i try to live by the 80/20 rule. Find 80% of what they do that you like/tolerate and try to remove the 20% of emotions/actions that drive you nuts. This is if they are performing at or above expectations. The other piece I try to identify is if its job related actions that bug me or just personality likes/dislikes.
If job related have a candid convo to correct the behavior, get it in writing and hold accountable.ย
If its personality you gotta get over it, part of managing is working with people you dont always like or see eye to eye with, focus on making them successful.ย
If they are a bottom performer and lazy like some of your replies indicate throw them on a performance plan and get them out. If its behavioral get them on a behavioral PIP and get them out either way.ย
While this is an annoyance it's helpful to remember that those assholes are also the ones that make up your number. That in mind, grass is always greener, for each one that you feel is an asshole theres a new hire waiting in the wings that would make your current problem seem like an angel...
First of all. How the f.. do we manage a job at sales? ๐
Managing people sucks, and it's MUCH HARDER than just selling.ย Props to anyone who can manage both (being good at selling AND managing)ย My best advice is always be trying to progress them, whether that is to their future promotion or their resignation...ย
Be professional and keep emotion out of it.ย
I'mma need both sides of the story here
Just looking at the results of this poll, it's clear nobody here possesses a law degree.
If I eat taco bell and shit my pants at work they don't have to buy me new pants, but if I eat the company provided food and get sick then they in theory would be responsible.
Learn more about them. Learn about their personal goals outside of work. Ask them about their life prior to sales. Learn about their hobbies.
This will:
1. Give you a chance to find something to bond over (which will make you like them more)
2. Provide empathy
This will:
1. Give you a chance to find something to bond over (which will make you like them more)
2. Provide empathy
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