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Am I Paying My Salesperson Too Much?

Bigg Challenge
Max is a business owner. He hired a salesman about a year ago. Max put him on the same compensation plan that his other sales people were on (a small base salary with an incentive).

The guy has done a phenomenal job. Max’s company is showing record sales and profits, largely due to this sales person. But here’s the problem: this salesman is now making more money than Max.

Max wants to know if he should adjust his salesperson’s compensation.

Bigg Advice
What should you do about this, Max? Here’s what we think …

Nothing!

Here’s why …

Is it costing too much?
It is possible to over-compensate your people. You can’t design a system where a small number of top performers win bigg while the company loses money.

But that’s not the case here. You’re also making more money, Max. So if it ain’t broke, don’t fix it!

Handle with care
We’ve heard of great sales people who were let go when a situation like this occurred. It does happen. But remember the nursery rhyme about the goose that laid the golden egg?

This sales person is the goose. Handle him with care. Like the old Proverb says,

“Kill not the goose that lays the golden eggs.”

Your bigg payoff
Don’t miss the bigg picture. The bigg payoff for owning a business often isn’t what you make each year. It’s what you make when you sell it.

You’re building an asset whose value is based on the income of the business, sometimes called owner’s cash flow. As your bottom line increases, so does the value of your asset. That’s your bigg payoff.

How you can get paid more
You’re making record sales and profits so you can probably afford to add another salesperson. Before you do, look at your infrastructure and capacity to make sure you can support an additional salesperson.

If you can, then go for it!

There’s a good chance, if you do that, you’ll be the highest paid employee of the company again!

Model this employee
We would suggest cloning, but okay … we won’t go there! 

So try to find someone with traits and characteristics similar to this salesperson. To do that, think about what you know about him.

What industry did he come from, if he came from outside your industry?

What experience did he have?

What education?

Are there any other clues you can get from his background?

If you did a personality assessment as part of your hiring process, what did his look like?

And ask your sales person if he knows anybody who might work out well. Bigg goal-getters know bigg goal-getters.

Thanks Max for sending us your bigg challenge. We wish you bigg success!

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Help! I Need Somebody!

Today on The Bigg Success Show, we welcomed Denise Griffitts. Denise is the founder and CEO of Your Virtual Assistant, a company that provides highly trained administrative professionals for support, technical and creative services for small businesses, start-up businesses, individuals, and online entrepreneurs.


Virtual assistants are in bigg demand

Denise talked about the growing demand for virtual assistants, who work for you from their home. They work within your processes and system. If you don’t have processes set up, they’ll even help you do that.

A virtual assistant can help you with just about anything that doesn’t require them to be on site. Denise’s niche is serving online entrepreneurs. She lets you take care of the front end of the business by partnering with you and handling the back end.

“A virtual assistant takes away all the minutiae from your day.”
Denise Griffitts

Don’t be afraid to ask questions. Think about what you really need help doing. What’s causing your time seepage? By thinking about the minutiae that’s sapping your creativity and letting a virtual assistant take care of it, you’ll feel a sense of freedom and be able to move forward more quickly.

How affordable is a virtual assistant?
A virtual assistant is a contract employee. You don’t have to pay their taxes and Social Security. You also don’t have to pay for their office space or equipment.

Denise has a Rate Calculator on her blog. It allows you to calculate the difference between hiring someone in your office and hiring a virtual assistant. Denise says the savings are considerable.

Could you benefit from a virtual assistant?
Denise talked about her biggest client, who had a project she needed done within three weeks. This client had a concept and an announced date for completion. That was it!

In three weeks, Denise and her team helped her client produce a product. They created a CD, did the art for the CD, created audio, print work and art work. It was in her customer’s hands by the deadline!

As Denise says, “Most everybody these days could use a virtual assistant.”

Would you like to be a virtual assistant?
Denise is looking for people all of the time. If you have online experience and would like to earn some extra money, send Denise your resume to resumes@virtualassistantindustry.com.

Denise will review your resume. If that looks good, she’ll interview you. After that, she’ll assign you a project. If you perform well on that project, then she brings you on as a full virtual assistant.

So if you want to hire a virtual assistant or be a virtual assistant, check out Your Virtual Assistant!

Subscribe to The Bigg Success Show in iTunes. 

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I May Have to Fire an Employee. Any Suggestions?

Bigg Challenge
Rick has been a manager now for about six months. He has an employee who is under-performing. Rick thinks he may need to fire this employee, but he’s never done that before. He says he would welcome any suggestions we can provide.

Bigg Advice
Do you remember the Cheers episode where Norm Peterson became the executive’s executioner – his job was to fire people. So he took them out for drinks and, by the time it was done, the employee who was being fired felt sorry for Norm. Because as Norm once said,

“It’s a dog eat dog world and I’m wearing Milk Bone underwear.”

So there’s one option, but not one that we necessarily recommend for the real world!

Company procedures
Look to your company’s policy manual for guidance on how to proceed.  Also, discuss this with your boss so you fully understand company protocol and precedents.

No surprises

Except for the most egregious situations, you’ve done something wrong if it’s a surprise. To make sure they’re not surprised, you should follow a process. For example, issue a series of warnings with repercussions for not correcting the performance deficiencies

Round and round we go

Sit down with your employee and explain the problem. Discuss what needs to be done to correct it, tell him or her when you’ll review performance again, and outline the consequences if it’s not corrected (e.g. a 3-day suspension without pay).

At the scheduled time, repeat this process. This time the ramifications have to be greater. (e.g. termination of employment). So if you reach this review and the situation hasn’t improved significantly, the result should be obvious to your employee.

You’re giving them a chance to improve their performance and also covering your liability because you’ll document this entire process and have them sign off each step of the way.

An example

George said that in his early days in business, he was managing his field staff. They worked without direct supervision because they performed work at the customer’s home or office. George had hired a young man who just couldn’t work without ongoing oversight.

George went through the rounds outlined above with little improvement. Finally, he let the employee go. He recommended that this young man get a job in a place where someone could watch over him.

He encouraged the young man come back and reapply for employment once he got used to working in a supervised environment. That never happened because the young man found that he liked working with supervision better.

Firing someone doesn’t have to be negative. Offer any help you can provide. Make suggestions. And realize that sometimes it’s just not a good fit – it doesn’t mean they’re a bad person, or that they couldn’t be helpful to any employer. It just means it’s not working out for both of you here.

Thanks, Rick, for sharing your bigg challenge. We’re sure you’ll handle it just fine.

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(Image by w00kie, CC 2.0)

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