A fifty-eight-year-old sales representative was placed on a PIP on May 1. He was a good team player, always on time for meetings, but his sales numbers were low. His May numbers slightly improved, so his manager extended the PIP for June. Then his June numbers went backwards, and his manager placed him on a final PIP on July 1. For July, the sales representative went over quota. Then for August, September, and October, he averaged 25% of quota each month. By the end of October, the manager called the sales representative into his office and terminated him for poor performance. The sales representative was shocked that he was terminated and concluded that he was being terminated because of his age. 1. What could the sales manager have done in this situation to mitigate the risk of a law suit or at least have a strong defense? 2. Using the posted template for a final PIP, what three actions would you give this employee?

Explanation:

From the given information;

We known a 58 year old sales man who is a good team player and always on time for meetings but the following conditions was observed when placed on a PIP.

A PIP is known as performance improvement plan tool under sales that is used to checkmate how the sales representative are performing.

Month                PIP Observations

May                   Slightly improved

June                  Went backward

July                   Went Over Quota

August              Averaged 25% of the quota each month

September       Averaged 25% of the quota each month

October            Averaged 25% of the quota each month

By the end of October, the manager called the sales representative into his office and terminated him for poor performance.

The sales representative was shocked that he was terminated and concluded that he was being terminated because of his age.

So; the objective is to determine:

1.   What could the sales manager have done in this situation to mitigate the risk of a law suit or at least have a strong defense.

The sales manager could have given a prior warning or caution to the fifty-eight-year-old sales representative about his performance and to ameliorate and make better decisions on his sales performance or he will be terminated if he did not meet the company's target , not because of his age.

From the table above stating the summary of the fifty-eight-year-old sales representative, we can notice a poor performance in his actions. The sale manager could have used this has a strong defense that the fifty-eight-year-old sales representative is not capable to meet the quota. Thus the company is suffering loss , as a result he is terminated legally and not on the statement that he is too old for the job.

2. Using the posted template for a final PIP, what three actions would you give this employee?

The three actions I would have given to the employee is :

The employee should have request for training or support from the sales manager so that he can better his performances.

The employee should have demand more time to improve his training to help his performance.

The employee needs to work on himself , take some now steps and action to elevate his performance in order to meet the aligned targets given by the sales manager.

no u can still get a job there u just have to be determined.