After you have provided all the opportunities that you could, the following are the pointers that should allow you to decide on whether or not to FIRE your sales manager –
1) He/She is not committed in designing new sales prospecting measures and work-ethic that will give the required results. The same kind of acceleration and thoughtlessness persists
2) He/She is not serious about the market share or the lack of it, and has no idea of what the pain points are, how to use content based on such pain points, design specific sales and marketing prospecting process, and neither is familiar to the decision matrix complexities at the clients’ end.
3) He/She is not bothered whether the revenue targets are defined by the work done or not. He/She is not even worried to surpass or redefine the targets based on quality work, set high standards for the team, and contribute to sales success everyday
4) He/She is alien to the idea of “no excuses”, hard work, persistence, and excellent work-ethic
5) He/She has stopped or almost paused all levels of professional development through personal efforts
6) He/She is fine with low conversions and numbers, and have no plans whatsoever to change the game
7) He/She is fond of insubordination and doesn’t really mind doing work that hurts the team and cares a damn for the mistakes
It’s not easy to Fire anyone just anytime, and its a loss of sales resource. But if the above statements are found to be true, then the person will be hurting more by staying in the company.