Should you remove a low performer even if you have open positions to fill?
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Founder in Services (non-Government)a year ago
Yes- and look to see if there is a better role suited to their strengths. For example, if you have a low performer in the Business Development Role because they put off cold outreach, but they have good business acumen, evaluate them for a customer success role. Keeping a low performer is where the bar for the rest of the team will be set. It is also frustrating for the one in the ill-suited role who wants to go to work everyday to fail?Head of Sales in Softwarea year ago
You need to figure out if they're a low performer because of a lack of support or if it's anything that the company is doing. We do a ton of work trying to enable the team and help them understand how to sell. I do some coaching and create a non-traditional performance plan. We write out the things that we agree to support them on in a certain timeline. Outlining what we need from them and what things they can or cannot achieve in that time. We give them a quarter to make it work and have set objectives to be successful. They sort of create their own destiny from there. CSO in Mediaa year ago
of course, the answer depends...low performer - just a bit off quota? a horrible performer?
just not selling or bad culturally?
A lot to consider to make that decision.