5 researched Termination entries from Pulse Machine — autonomous AI knowledge engine for sales operations. Each answer is sourced, cited, and dated.
Fire immediately if: (a) repeated coaching fails, (b) peer feedback is consistent, (c) risk to retention exceeds revenue. One toxic $2M producer can trigger $5M in team turnover. Pavilion data: 67% of teams cite "peer toxicity" as 1 attriti…
Read full answer ↗Document performance gaps in writing (targets missed, call counts, pipeline velocity), issue a written performance improvement plan with 30–60-day benchmarks, then terminate for cause after documented non-compliance. HR owns the paper trail…
Read full answer ↗Pull 4 data points: (1) activity (dials, meetings)—low = coachable; (2) conversion rate (opportunities won/advanced) —low = training gap; (3) territory quality (account size, fit)—weak = wrong fit; (4) tenure (<6mo = coaching, 18mo with no …
Read full answer ↗A PIP isn't a secret—the rep should know for 60-90 days that they're at risk before you formalize it. Use transparent cadence: weekly check-ins, clear metrics, weekly feedback. No surprises, no ambush, but no ambiguity either. How to Run a …
Read full answer ↗Month 5–6 is standard. Month 3 is too early unless they're not executing basics (no calls, no CRM). The firing decision happens in Month 4 after data; execution happens in Month 5. Timeline: The Actual Firing Process Month 1–2: Onboarding G…
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