re: Thoughts on Performance Improvement Plans?

I have seen it several times. I’ll pip someone to enforce compliance ie: corporate mandated CRM usage. I’ll also pip under-performers. I have a crew of 40+ sales reps and if everyone sub 50% to plan has a solid pipeline and 5x’s their sales quota, I’ll coach them but not pip. If I have a 50%-75% rep who’s depleted his/her pipeline and has low quoting activity for two months straight, I’ll pip them. The goals I use are base line expectations so nothing outrageous.

I try to give them room to work it out, but it doesn’t always work out that way.