Make a PIP fair

They're never fun, but PIPs are inevitably a part of the sales world, at least for now. Sales isn't for everyone and sometimes cuts have to be made. That said, we always hear about it from the side of Ops but I'm curious to hear from the Sales side perspective, what is a fair length of time for a PIP? How should previous sales performance at the company impact the length and stipulations of the PIP? Other than bottom-line sales improvement, should any other factors be taken into account when making the decision to cut or extend?

🧢 Sales Management

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ChunkyButters

Tycoon

"If you hit quota, I work for you. If you aren't hitting quota, you work for me"
- Some Manager

That quote has always stuck with me. Can't remember who said it. If you're struggling to hit quota PIP should never be a surprise. In fact, a good manager should be so involved in your day-to-day if you're missing quota that it should never surprise anyone. They should be working with you to improve your close rate, prospect, present, etc. every week (if not daily). All before a formal PIP.

If you're failing on the above plan after a quarter, then it might be time for formal PIP. Maybe 1-3 months depending on how much effort the rep is showing to turn things around, tenure at org, previous performance, etc. At a certain point, the role/product might just not be a fit for the rep.

Bittersweet0326

Politicker

Digital Business Associate

Agreed @ChunkyButters
Something like this should never be a surprise and your history should impact this. It's funny, recently a friend told me their boss said that a pip is not a negative thing, it's just a chance to get better. I laughed but I guess it's kind of both. If you want it and are willing to work for it, you can get off of the plan and get better. But if the 'leader' isn't actually there to support you it's going to be that much harder. Especially if you are younger or relatively new to sales or the org.

ChunkyButters

Tycoon

Agreed, it should NEVER be a surprise. If it is, there are probably other reasons you're failing and your manager is likely one of them.

Interesting pov your friend has. It is definitely both. I'd be in a rut if missing quota, told my job is on the line, etc. But, I guess the decision point is do I improve now and show how bad I want to be here, or do I leave and go somewhere I might be a better fit.

CaneWolf

Politicker

Call me what you want, just sign the damn contract

If I get put on plan, I'm leaving or just autopiloting and getting the extra money while I look.

PIPs need to be at least a quarter to be in any way fair. And yeah, if somebody's been crushing it for 3 years, you should give them some slack. They probably but up with multiple years of the company's bullshit.

But alas, the world isn't fair and companies treat people like objects.

cw95

Politicker

Sales Development Lead

@ChunkyButters Summed it up! Sound talk.

FromaBlankPerspective

Politicker

District Manager

Depends on the length of the sales cycle, but ours are based on $$ performance and activity

LordBusiness

Politicker

Chief Revenue Officer

30 days. But PIPs shouldn’t be implemented unless there is a trend of missed targets. I’ve seen companies PIP employees after a single month of missing, which is ridiculous

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Make a PIP fair

7 comments

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