Updmamt

Business Development

Low performers - what to do?

As AE, I had some moments where I struggled to hit quotas and other moments where I did so well that I felt I ve kinda balance out my negative months. I think we all have (almost) experienced something like this.

Now as manager, I have to make sure the whole team can perform (almost) always at its best. And my biggest struggle is to help low performers.

My approach is firstly trying to understand the root of the problem. Is it motivation? Is it know-how?

How would you help the low performers to get back on track?

I believe that every manager job should be always trying to help/support anyone especially the ones having hard time.

🧠 Advice

🏋️‍♀️ Leadership

17 comments

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Sunbunny31

Politicker

Sr Sales Executive 🐰

I applaud you for wanting to help the lower performers, and not giving up on them before they've had the opportunity to get some coaching.

Not every low performer will have the same reason they are underperforming, so you'll have to adjust depending on what you determine is the root cause. Laziness and sloppy practices are going to need different direction than someone who just doesn't yet have the experience to handle everything they're being asked to manage. How many low performers do you have?

Updmamt

Opinionated

Business Development

Of course. I would always help any member of my team and wouldn’t give up on them that easily.

Currently the team is doing fine. But being a relative new manager (2 yrs), I’ve experienced this already and really struggled with it. So I was hoping in getting some wisdom here

Filth

Politicker

Live Filthy or Die Clean

Don't be afraid to drop your schedule to grab an under performer and work the day with them - I know that remote work makes this harder but it allows you to truly see their workday and if they have issues that isn't laziness you can advise and support on the fly.

I also appreciated the no bullshit attitude - find a way to get your team to give you straight answers not corporate politics or fluffy pipeline hopes - alcohol helps with this.

1nbatopshotfan

Politicker

Sales

Start with “help, hear, handle.”

what issues do you have for hitting your number that I can handle and get you there, or hear and let you vent or help and we conquer together.

Once you divide their problems into those categories you know where to spend your time.

jefe

Arsonist

🍁

Everything starts with discovery..

Pachacuti

Politicker

They call me Daddy, Sales Daddy

I guess the first question is - are they putting in the work? That’s a quick one to figure out and fix.

Assuming they are putting in the hours, Next I would look at how they are working. That’s gets more complicated.

Finally, some people adjust aren’t suited for sales. Maybe they are better in another area of company? Or they need to be managed out. Sales isn’t for everyone.

EQSales

Opinionated

VP of Sales

so first, i know its difficult, but focusing too much on low performers or turning people's weaknesses to strengths is typically a losing proposition. so be careful how much you over rotate to low performers when you have high performers who deserve your support and coaching

in terms of looking at low performers, break it down to skill or will. if a will problem, that is much more difficult to manage to and it may be time to move on

if a skill problem, to your point, get down to the root cause and develop them

do a deep dive into their why. why are they in sales, what are their personal and professional goals. are you and the company supporting those goals directly and indirectly? this can help with will issues as well as focusing on improving confidence which is really a skill issue, but impacts will

handsomejames

AE (Account Executive)

Just remember that similarly to a sales role, you need to qualify or disqualify the opportunity in front of you as quick as possible. With your intervention, could this person become an A or B player? If not, you need to preserve your time for those that will return on it. It’s one of the hardest parts of management, managing people out. I can say from my experience most of those I have managed out end up in a much better situation for themselves as well. If it’s not a fit for them, you are doing them a favor.

Updmamt

Opinionated

Business Development

Hard but true

Gasty

Notable Contributor

War Room Community Manager

Step 1: Figure out if it's a skill issue or a will issue
Step 2: Will Issue: Motivate / Warning / Push forward / Work together / Let Go /
Step 3: Skill Issue: Coach. If it still persists after a month or two and there's not even a marginal improvement in output- let go

SDRawrrr

Sales Development Rep

As someone who is really struggling with onramp, I can tell you that my manager has spent a few hours throughout each day to work with me and talk me through things. He’s never made me feel bad about my struggles and is always there for support and encouragement. Something specific that stood out to me was him doing check-ins and asking “how can I support you BLANK = today, this week, as a manager, with X activity like calling or prospecting etc”
He lets me lead on where i need his help instead of telling me everything to do.

Updmamt

Opinionated

Business Development

Thank you for sharing your personal experience

Lyceum

Big Shot

Strategic Account Executive

Are you making calls with them? You'll learn everything.

- Strengths/Weakness
- Work ethic
- Tempermant (sensitivity to rejection and progress)
- Following the process or winging it
- Preparation
- Understanding of problems
- etc.

NotCreativeEnough

Big Shot

Professional Day Ruiner

I agree that finding the root cause as to why they aren't performing has to be step number 1. Where is their process falling flat? Are they not booking enough meetings? Failing in the follow up? Not a strong closer? What's their biggest shortcoming? And then build from there.

Something that is important to realize too though is that not everyone wants to do better. Some people are just lazy and not willing to put in the work. Always give someone who's underperforming and wants to do better all the help you can. But someone who isn't willing to do the work to do better needs to be let go to make room for someone who will do what they need to do.

I am not a manager and have no aspirations to be one. This is just based on observations of other reps from my many years in sales.

finboi

Notorious Answer

Fi-nance

Talk to them.

They probably have a good idea what their weaknesses are, if just might take some digging to get them to admit it.

Not_2_Salezy

Member

Program Manager

It's important to understand what they are doing and the stage at which are they failing. Someone could be great at lead gen -> qualification but terrible at closing. Might sound strange, but I've noticed that newer sales people sometimes get awkward when talking about large sums of money. Or sometimes the goal of hitting 100% of activity metrics takes precedence over the quality of the work. Meet with them 1:1 and work a deal (or two) together. Focus on how they can improve rather than pointing out mistakes.

Bweezy

Good Citizen

Sales Consultant

You never know what distractions they may be dealing with putside of work. Sometimes, it is just matter of helping them refocus their energy back into the game.

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