Parting ways…Retaining those…

Parting ways…is never easy

There are books, articles and even online sources where we can learn how to hire great employees. But when it comes to terminating a not so good one, there’s little to no help out there. So we’re in uncharted territory when that’s the situation.

First lets agree there are multiple categories of separations that cover a lot of territory. It might be a business slowdown or a new territory expansion that isn’t working out as planned. Either might require you to trim expenses.

But let’s start with a clear and not very hard one; an employee who’s capable but who simply refuses to do the job properly and who maybe even gets a little belligerent when you try to correct him. There the action is clear. Give him notice and move on without feeling bad about partying ways.

Then there’s the team member who’s actually trying hard but despite all the extra training you’ve provided simply isn’t making the grade – and won’t ever.

In fact his subpar performance has already lost customers and it’s clear if he stays, there will be more. He deserves our concern – maybe even sympathy, but separation is the only option. There we probably need to suggest he find a position that better suits his talents and temperament.

Finally we need to act on our schedule to be certain we’ve adequately scheduled coverage of the accounts that’ll be orphaned during the time it takes to replace that now vacant position.

Next up: Having “that” conversation.

Retaining those…key top ten

We all know that in any territory the top ten accounts typically account for a lion’s share of its’ sales. But aside from that basic fact, when it comes to our team members the key question to ask ourselves is how often have we visited their largest accounts? If that answer is (regrettably) seldom or never, you’re facing a potential problem that may not be fixable.

If that representative suddenly departs the stage, who do those key customers know (aside from the competitor whose been calling on them for the past year)? And if that’s the case, some of your businesses’ best customers are very much at risk.

The answer of course is that you need to be well known to them, and they need to be acquainted with you.

That way in the event of an unscheduled (or not) staffing change, you have a reasonable shot and being the point of continuing continuity. That relationship doesn’t guarantee 100% retention, but it sure beats the downside chance by a mile.

Next up: Taking those ride-along days.