Potential Problems
JM in ATL
305 Posts
This is a long one... you might want to go get your lunch. 
We have gone through some recent re-structuring. We gave two sales reps a promotion to Team Leaders, which pretty much has given them management authority. They each have a team of people they are now responsible for, including setting monthly sales goals, reviewing perfomance and stats.
One of the new Leaders has been with the comp. only one year, but she is phenomenal. She has on her team another rep who has been with us 4 years. Does a good job, has good sales, but slacks off A LOT. She does everything she can to avoid doing her specified # of sales calls, but somehow always makes her sales dollars.
The new leader was reviewing with her recently her previous sales for each month. Fair to consistent amount each month, but for the length of time in the industry and at the company the leader felt these numbers were sub-standard. The leader questioned performance and the Ee said that she was upset about something that happened four years ago and something that happened recently and she wasn't going to improve her sales in an attempt to retaliate against the things that have made her angry.
Now the new leader wants to put her on a PIP, which I completely agree with, but also I want to give the Ee an opportunity to discuss what is bothering her and how this can be resolved.
He GM of the office is afraid that she will file an age discrimination claim against the company. EE is over 60 and wasn't interviewed for a new opening at the company recently b/c she didn't turn in her application in time. We ended up hiring someone in her early 20's for the position. Actually she didn't even turn in an application, but claims she faxed it to me, but didn't call to inquire about the job until after she found out a few weeks later that we already hired someone.
Anyway, if this is enough information to go on, do you see any grey areas or red flags to watch out for?
We have gone through some recent re-structuring. We gave two sales reps a promotion to Team Leaders, which pretty much has given them management authority. They each have a team of people they are now responsible for, including setting monthly sales goals, reviewing perfomance and stats.
One of the new Leaders has been with the comp. only one year, but she is phenomenal. She has on her team another rep who has been with us 4 years. Does a good job, has good sales, but slacks off A LOT. She does everything she can to avoid doing her specified # of sales calls, but somehow always makes her sales dollars.
The new leader was reviewing with her recently her previous sales for each month. Fair to consistent amount each month, but for the length of time in the industry and at the company the leader felt these numbers were sub-standard. The leader questioned performance and the Ee said that she was upset about something that happened four years ago and something that happened recently and she wasn't going to improve her sales in an attempt to retaliate against the things that have made her angry.
Now the new leader wants to put her on a PIP, which I completely agree with, but also I want to give the Ee an opportunity to discuss what is bothering her and how this can be resolved.
He GM of the office is afraid that she will file an age discrimination claim against the company. EE is over 60 and wasn't interviewed for a new opening at the company recently b/c she didn't turn in her application in time. We ended up hiring someone in her early 20's for the position. Actually she didn't even turn in an application, but claims she faxed it to me, but didn't call to inquire about the job until after she found out a few weeks later that we already hired someone.
Anyway, if this is enough information to go on, do you see any grey areas or red flags to watch out for?
Comments
To perform subpar on purpose goes so hard against the grain, I am nearly speechless. I agree with Don, this person should be terminated. Perhaps even sued for lost profits. Ridiculous!