The stark difference between junior and senior sales leaders is how they handle this decision. Getting it right comes with experience. 

A junior (new) sales leader will happily employee an a$$hole salesperson if they deliver enough revenue. 

They will...

- Ignore how this person doesn't follow the playbook
- Ignore how this person treats others on the team
- Allow them to show up late and leave early
- Turn a blind eye to everything other than revenue

This is shortsighted because it only takes one a$$hole to ruin a team.

Their revenue is NEVER worth it.

Seasoned sales leaders don't even hesitate with this.

They apply some effort to reverse the situation. 

When it's clear it won't change, they let the a$$hole move on.

The NO A$$HOLE POLICY is default for top sales orgs.

Without this policy, no one wants to work there.

If you have an irreversible a$$hole on your team...

Do everyone a favor and let them go.

Watch how things magically improve 30-90 days after.

This isn't harsh... it's Sales Leadership 101.

It always feels like the company can't survive without their top salesperson, no matter how awful they may be to work with-- but I've never seen it actually be true.

When someone is toxic, they're holding everyone around them back.

It's not even a question of whether or not to let them go-- it has to be the default decision.

You will be shocked how people rise up once they're gone and how people who were once timid and shy may come out of their shell now that the toxicity has been eliminated.

Your team deserves it, if that's the only reason you do it.

Happy Selling,