#performance-management

Support underperforming reps with structured plan. Trigger PIP when: consecutive quarters below 70% quota, activity metrics low, skill gaps evident. PIP structure (30-60 days): 1. Clear expectations: '[Reach 80% quota next month. Book 15 meetings weekly. Demo 8 accounts.]' 2. Success metrics: specific, measurable, time-bound. 3. Support provided: daily check-ins, call shadowing, shared templates, dedicated training. 4. Timeline: weekly milestones, final review date. Documentation: initial meeting notes, weekly progress tracking, final outcome. Manager responsibilities: meet daily first week, thrice weekly after. Listen to calls together, provide real-time coaching. Identify root cause: activity problem (increase outreach), skill problem (training), fit problem (wrong role). Fair warning: clarify consequences of not meeting goals. Success rate: 30-40% turn around. If unsuccessful: respectful exit, reference based on strengths, alumni network.