They must be in core alignment.
Negative disruptive sales reps are not in core alignment with the company’s goals. They are not positive cheerleaders of change. They are not assisting the organization’s focus on what the goals are. Typically, they are hurting and distracting from it. They typically question what types of leads we have. They question the strategy, they question the pricing, the clients, the prospects, they question everything. “Well, why would we sell this way? Why would this be the price? I mean, so-and-so sells it for cheaper and they do a better job, etc.” They will always blame everyone else and complain about everything. The reason why they are blaming and complaining, is because they are missing their own numbers. God forbid this person ever actually take accountability or take stock for what they control, what they need to do. It is never their fault. So when somebody is negative, typically that leads to or stems from them not hitting numbers.
When somebody is missing numbers and they are negative, I don’t see a reason to keep them around. I would pull them into my office, sit them down and have a very frank and candid conversation. These conversations don’t start with me posing questions. Rather, these conversations usually start with me letting them know what I see and what I know to be true. And then from there I set my expectation of what I want. I’m having this conversation to find a level of alignment, and to reaffirm with them what the direction of the company is. I simply ask them: “Are you aligned with the goals and are they your goals as well? And then secondly. Can you adhere to these sort of subjective standards and have core values alignment, can you be a positive influence on the sales team?” If these two questions are not answered with a resounding yes, that means it’s time to transition that individual out of the organization.
A negative and disruptive sales rep in your team is hurting the rest of the organization. When the other individuals come to work and try to hit their goals, they’re trying to maintain a positive mental attitude. And yet, they’re sitting next to this other individual who is complaining about everything. It actually hurts them as well. Not only is this person missing their own goal, but they are actively, negatively impacting other people and preventing others from being able to hit their own goals, they’re preventing overall progress. So individuals who are negative and disruptive and are missing goals need to be dealt with immediately. When you pull this person into your office, and you ask them if they’re aligned with the company’s goals and they respond with a resounding “yes, absolutely! My mistake, I apologize. I am bought in, I am committed to hitting these goals”, then from there you put them on a performance improvement plan. You tell them “this is what needs to be true in the next 30, 60, 90 days, in order for you to maintain your employment here, you need to have core values alignment. You need to be a positive team member and you need to start hitting these KPIs, these goals, and these are the numbers”. That’s how you deal with that individual.