Saturday Morning Sales

Kevin Latchford


Q&A Week 5 - July 28, 2018

For the past few years, since I began using this weekly blog to share stories about sales and sales management, I have been receiving numerous questions from readers including my own clients. Over the next several months I am going to use my weekly ramblings to post one reader question with my answer. Please note – my answers are based on my personal and professional experiences and in no way reflect my company or specific clients.


Q: In your opinion should an employer challenge a dismissed employee’s claim for unemployment?


A: I cannot speak from a traditional human resource or legal perspective, but I can speak from a sales manager’s point of view. I have and would challenge a claim filed by a dismissed employee if that employee was terminated with cause. Sales people in particular can and should be held to a very specific performance standard. Whether you call it a set of goals, a quota, or a position agenda, the sales person must perform. When they do not, they become a burden on their entire company. Sales people in general are also relatively easy to track from a performance standpoint. Numbers are black & white and do not lie. If the time comes when an underperforming sales person is terminated, it should be considered with cause, and there should be documented performance evidence to support the case for termination. If that sales person who was terminated with cause, after being warned, on probation or on a Performance Improvement Plan runs out and immediately files for unemployment, then I will challenge. They key is with cause and I must take a protective position for my company especially when our unemployment premiums are subject to an increase because of this former employees filing.

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