How To Deal With A Departing Salesperson?

What's the right thing to do when one of your key contributors decides to depart? The "old school" approach is to "walk them" right then and there.... that is, to escort them out of the facility once they've communicated their intent to leave... and to let them know their relationship with you and the organization is now forever changed.

Should you feel betrayed? "Ditched?" Disappointed? Hurt? Vindictive?

Why not take the "high road," and show him or her that you appreciate what they did while they were with you?

Most companies will take immediate action, and "walk" the employee. That's not wrong. But consider one company's approach to the situation: Ask the individual to transition his or her work appropriately, with your direction, then pay him/her for two weeks after his/her last official day on the job.

Why? Think about his for a moment. And before I go on, let me say that this is not an original thought... Someone far wiser than I suggested this to me, and it makes sense: If you demonstrate by your actions and your policy (they're the same, right?) that you A.) value the individual's contribution, and B.) expect an orderly and professional transition, and C.) will reward both with a two week "severance," even when it's your salesperson's decision to depart, you send a message to the rest of your sales team.

If executed properly, you'll most likely avoid the situation where you're "left holding the bag..." In other words, you encourage effective and productive transition from all your people, as a hedge against those that decide to leave, perhaps, before you had wanted them to.

...Makes sense to me.

Author: John Meaney