Managing Underperformance

3 months ago, a CEO called me: "Our sales team isn't hitting numbers. We need better salespeople." I asked to see their CRM data before they fired anyone. What I found shocked them: → Their top performers were closing at 22% → Their "underperformers" were at 7% Seems obvious who to keep, right? But then I looked at their sales ACTIVITIES: The "underperformers" were making - 3X more calls, - sending 2X more emails, - and booking 40% more meetings. The problem wasn't the salespeople. It was the sales PROCESS. The top performers had: - Better territories - Legacy accounts - Easier products - More support The company was about to fire their hungriest, most active salespeople because of how they'd structured their sales operation. Within 60 days of fixing their: - Territory design - Lead distribution - Product packaging - Sales enablement resources The "underperformers" increased close rates to 20% while maintaining their high activity levels. Revenue jumped 134%. As a sales growth consultant, I've seen this pattern repeatedly: Companies blame salespeople when the real problem is how the sales function is built. Your team can't outwork a broken sales system. Look at your bottom performers: If they're putting in the work but not getting results, don't fire them. Fix what's standing in their way. The fastest path to sales growth isn't hiring "better" people. It's removing the barriers preventing your current team from succeeding. P.S. If you need help with your sales, send me a message

Most people evaluate LLMs by just benchmarks. But in production, the real question is- how well do they perform? When you’re running inference at scale, these are the 3 performance metrics that matter most: 1️⃣ Latency How fast does the model respond after receiving a prompt? There are two kinds to care about: → First-token latency: Time to start generating a response → End-to-end latency: Time to generate the full response Latency directly impacts UX for chat, speed for agentic workflows, and runtime cost for batch jobs. Even small delays add up fast at scale. 2️⃣ Context Window How much information can the model remember- both from the prompt and prior turns? This affects long-form summarization, RAG, and agent memory. Models range from: → GPT-3.5 / LLaMA 2: 4k–8k tokens → GPT-4 / Claude 2: 32k–200k tokens → GPT-OSS-120B: 131k tokens Larger context enables richer workflows but comes with tradeoffs: slower inference and higher compute cost. Use compression techniques like attention sink or sliding windows to get more out of your context window. 3️⃣ Throughput How many tokens or requests can the model handle per second? This is key when you’re serving thousands of requests or processing large document batches. Higher throughput = faster completion and lower cost. How to optimize based on your use case: → Real-time chat or tool use → prioritize low latency → Long documents or RAG → prioritize large context window → Agentic workflows → find a balance between latency and context → Async or high-volume processing → prioritize high throughput My 2 cents 🤌 → Choose in-region, lightweight models for lower latency → Use 32k+ context models only when necessary → Mix long-context models with fast first-token latency for agents → Optimize batch size and decoding strategy to maximize throughput Don’t just pick a model based on benchmarks. Pick the right tradeoffs for your workload. 〰️〰️〰️ Follow me (Aishwarya Srinivasan) for more AI insight and subscribe to my Substack to find more in-depth blogs and weekly updates in AI: https://lnkd.in/dpBNr6Jg

𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 𝗶𝘀𝗻'𝘁 𝗮𝗹𝘄𝗮𝘆𝘀 𝗮𝗯𝗼𝘂𝘁 𝗱𝗼𝗶𝗻𝗴 𝗺𝗼𝗿𝗲. It's a one-way ticket to burnout and frustration... True productivity is about removing hidden barriers that hold you back. It's easy to fall into the trap of busyness, convincing yourself that being constantly active means being productive. Fearful you can't take a step back to reassess. This leads to: - Decreased focus and quality of work - Increased stress and overwhelm - Missed opportunities for growth and innovation Sound familiar? Then it's time to uncover and overcome these hidden barriers. Here's how: 1. Identify your energy drains ↳ Track your activities for a week ↳ Note which tasks leave you feeling depleted 2. Streamline your workflow ↳ Batch similar tasks together ↳ Use automation tools for repetitive work 3. Create boundaries ↳ Set specific work hours ↳ Learn to say no to non-essential commitments 4. Prioritize self-care ↳ Schedule regular breaks throughout the day ↳ Invest in activities that recharge you 👉 When I first started tackling these hidden barriers... It was uncomfortable and felt counterintuitive. But it turned out to be the key to unlocking my true potential. You don't have to work harder to achieve more. You just need to work smarter by addressing what's holding you back. True productivity isn't about doing everything—it's about doing the right things. #Optimize #Productivity #WorkSmart

Managers are quick to label people “underperformers”. When the real problem is ACTUALLY: → Zero training → Changing briefs → Scrappy managers → Little to no feedback → Impossible deadlines → Unrealistic workloads → Goals that change every week It’s not that people can’t do the job. It’s that you haven’t given them a fair chance! Instead of fixing the system, companies blame the person. If five people in a row are “failing” in the same role… It’s not a talent problem. It’s not an effort problem. It’s not a performance problem. It’s a COMPANY PROBLEM. The “underperformer” label is just a shield - used to hide messy leadership, unclear expectations and poor communication. Because if they admit they created the problem… They'd have to do the hard work of solving it. And most companies are too lazy! Before you point fingers at your employees: - Ask if you trained them properly - Ask if you gave them clear goals - Ask if you removed blockers to help them win Want to get the 'best' out of people? Create the best environment for them to thrive. Stop scapegoating hard-working people.

Why Your Sales Team Isn't Hitting Targets and HOW TO FIX IT 📊Today many businesses struggle with declining sales performance, and one of my clients - a mid-sized tech firm, faced this very issue. Despite having a talented team, they consistently missed their sales targets, leading to frustration and dwindling morale. They started sales coaching with me, and here's how we started and turned things around. Conducting Diagnosis: Understanding the Core Issues through a sales audit, and after an initial assessment, it became evident that several factors contributed to the poor performance. These are listed broadly as follows: 🚫Lack of Clear Goals: The sales team didn’t have well-defined, achievable targets. They were chasing numbers without a strategic plan. 🌀Inadequate Training: Despite their talent, the team lacked training in the latest sales techniques and tools. There was also an inefficient sales process at play. 🗯Poor Communication: There was a significant disconnect between the sales team and other departments, leading to missed opportunities and misunderstandings. 📌Low Motivation: Constant failure to meet targets had demoralized the team, impacting their productivity and drive. To address these issues, we implemented a comprehensive coaching and facilitation program focusing on well executed strategies: 🎯 Setting SMART Goals - to give the team clear direction and purpose. Fine tuning the sales process also contributed to efficiency. 💪Enhanced Training - on advanced sales techniques, product knowledge, and customer engagement strategies. 🧲Optimizing the Sales Process - by identify the bottlenecks and making necessary adjustments, we ensure that the process is customer-focused and aligns with their buying journey. 🎎Improving Communication - by establishing regular cross-departmental meetings and open communication channels to ensure everyone was on the same page. 👊Motivation and Incentives - by introducing a reward system to recognize and celebrate achievements, boosting morale and encouraging a healthy competitive spirit. Within three months, there was a complete transformation - the team had a high morale and camaraderie. Soon, they not only met but also exceeded their sales targets, achieving a 30% increase in sales. The clear goals, enhanced skills, and improved communication fostered a collaborative and motivated environment. The client’s sales performance skyrocketed, and the once-struggling team became a powerhouse of productivity and success. ✨✨ Need help identifying and fixing the issues in your sales team? Contact me for expert guidance and tailored solutions! 📌https://lnkd.in/dGGM5vCK #sonniasingh #sonniasinghleadershipcoach #salescoaching #salesoptimization #businessresults #SalesPerformance #SalesTargets #TeamMotivation #SalesTraining #SalesProcess #SalesLeadership

Most startups make the same fatal marketing mistake: They try to reach everyone and end up reaching no one. I see it constantly in discovery calls. Founders with limited budgets trying to: → Be on every social platform → Target multiple customer segments → Run campaigns across 6+ channels → Create content for "anyone who might be interested" The result? Mediocre performance everywhere and excellence nowhere. £25,000 spread across 5 channels = £5,000 per channel (not enough to make real impact) £25,000 focused on 1 channel = Enough budget to truly test, optimise, and deliver impact. Your ideal customer isn't scattered randomly across the internet. They congregate in specific places: • B2B SaaS buyers: LinkedIn and industry communities • Consumer brand customers: Instagram and TikTok • Technical decision-makers: GitHub, Stack Overflow, Twitter The secret isn't finding them everywhere. It's becoming impossible to ignore where they already spend time. Instead of asking "Where can we market?" ask: • Where does our ICP go for industry insights? • Which platform influences their buying decisions? • Where do they trust recommendations from peers? Then show up there consistently, helpfully, and memorably. Better to own one channel completely than to rent space in ten. Focus doesn't limit your reach. It amplifies your impact. Image credit: Nick Broekema ♻️ Found this helpful? Repost to share with your network.  ⚡ Want more content like this? Hit follow Maya Moufarek.

You think reps are underperforming. I think your system is broken. It's 2:47 AM and you're staring at the ceiling, calculating pipeline math that doesn't add up. "If we miss this quarter, I'm the one explaining to the board why our 'best sales team ever' can't close deals." Here's what's really keeping you up: It's not just missing quota. It's being the VP who "couldn't scale sales" at your next interview. It's explaining to your spouse why you might need to take a $50K pay cut. After auditing 100+ sales organizations, here are the 3 revenue leaks hiding in plain sight: Leak #1: Your ICP is fuzzy Your reps are hunting everything that moves because you haven't given them crystal clear targeting criteria. Half your pipeline is filled with prospects who don't have budget, don't have the problem you solve, and don't have authority to make decisions. The cost: Your best reps get frustrated and start looking for new jobs. Your average reps think they're failures. Your forecast becomes fiction because 60% of your pipeline isn't real. Leak #2: Your demo is generic Every prospect sees the same slides, same features, same flow regardless of their situation. What's happening: Your prospects sit through your 45-minute feature tour thinking "this is nice, but not urgent." They choose "no decision" because no one made them feel the pain of status quo. The toll: You watch deals you "should have won" go to competitors with inferior products. You start questioning if your solution is actually better. Leak #3: Your champions ghost you for a reason They championed your solution internally, seemed excited, then disappeared. What actually happened: They presented to their team and got destroyed. No one understood the value. Your champion now looks foolish for bringing you in. Your nightmare: Deals you thought were "95% closed" suddenly go dark. Your forecast gets destroyed by champions who can't sell internally. Let’s bring you back to reality: These aren't "rep performance issues." These are system-level constraints that no amount of training can fix. You can't train your way out of broken targeting. You can't coach your way out of bad messaging. The VP who figures this out first keeps their job. The one who keeps training harder gets replaced. Before you blame the reps, audit the system: What percentage of your deals fit your true ICP? Where exactly do champions go silent? Most revenue problems aren't people problems. They're process problems. And these are just 3 of over a dozen common leaks. — DM me if you're ready to audit your revenue engine instead of just training your team. Most VPs skip the diagnosis and wonder why training doesn't stick.

The best managers are terrific detectives Imagine this scenario: Two employees, Sam and Sarah, both failed to meet several goals last year. Seems like they're in the same boat, right? Well, not necessarily. Behind the scenes, their reasons for underperformance could be worlds apart. Now, picture yourself as their manager. You want to be fair, but you also need to hold your team members accountable for their performance. So, where do you start? It's important to begin with few questions: ·     Is the employee new to the organization? Or Function? Or Role? ·     How was his / her performance in the past? ·     What has changed in the ecosystem – both internal and external? ·     What’s happening in his / her life outside work? ·     How has his / her relationship been – with me and others in the team?   Underperformance can happen due to several reasons: 1.    Lack Fitment to the role. I remember my first job in key account management, I disliked it and didn’t do too well. The reason was not my lack of knowledge or hard skills, but the personality mismatch. A person may also not fit the culture of the organization or function or the team (every team has a subculture with nuances).   2.    Ambiguity Overload that naturally comes with many roles today, or simply unclear on the expectations and deliverables.   3.    Lack of Capability to deliver the role, be it knowledge, critical cognitive or behavioral skills. While with right mindset and resources, anyone can develop the capability, it is important to identify the mismatch and address it.   4.    External Environment can significantly influence performance of an individual, be it dwindling customer pool, entry of new competition, regulatory pressures, difficult terrain… the list can be endless. Within the same organization, people are likely to face varying external pressure.   5.    Interpersonal Issues either with the manager or rest of the team or peers. Does the person feel valued? Recognized for his / her contributions? Or empowered to deliver results? It’s important to reflect on this as it needs effort from all parties to rectify interpersonal issues.   6.    Personal Battles can be varied: ranging from workplace stress and burnout, boredom with the job, to personal issues at home, poor health, or crisis at home. Sometimes life throws a curve ball and all we can do is keep our head above water.   So, here's the bottom line: The root cause of underperformance isn't always obvious. That's why it's crucial for managers to play detective and get to the heart of the matter. Only then can we strike the delicate balance between accountability and fairness. #performanceappraisal #managers #performance #performanceimprovement

High performance rarely breaks because effort is missing. It breaks because nothing is protected. When time isn’t protected, priorities stay theoretical. When energy isn’t protected, decisions turn reactive. When attention isn’t protected, everything feels urgent. That’s where boundaries matter. Not as personal habits — but as operating rules. This framework looks at boundaries across four layers, each revealing a different kind of performance leak: Time boundaries Decide what actually gets your hours — not what sounds important in the moment. Energy boundaries Determine whether you operate with clarity or constant fatigue. Communication boundaries Shape expectations before urgency and friction take over. Structural boundaries Decide whether work scales through systems — or depends on personal heroics. ↘️ You can usually spot where performance is leaking by asking: - Does everything feel urgent? → Time has no boundary - Are you always available? → Energy has no boundary - Do decisions keep escalating? → Communication has no boundary - Does work rely on you stepping in? → Structure has no boundary These issues don’t show up as burnout first. They show up as slower judgement, weaker decisions, and reactive leadership. That’s why boundaries aren’t about balance. They’re about remaining effective as complexity increases. ♻️ If this resonates, save it. ♻️ If it helps someone navigating scale, share it. #Leadership #Performance #DecisionMaking #Productivity #OperatingModel #FounderLed #PromoterLed #SustainableGrowth #LeadershipEffectiveness #GauravMalik

Your salespeople need training. And if you’re reading this as a seller, let me be clear. This isn’t because you’re underperforming! It’s because the job you do is harder than most people realize. Most sellers are smart, driven, and deeply capable. They manage pressure, rejection, complex buyers, internal chaos, and aggressive targets (often with little more than instinct and grit.) That’s not a talent gap. That’s a support gap. We hire great sellers and then ask them to perform in high-stakes conversations without ever teaching them what their brain does under pressure OR how to stay grounded, confident, and influential when it counts. So when deals stall or confidence wobbles, it’s not a character flaw. It’s just biology. Untrained behavior defaults under stress, even for elite performers. Neuroscience isn’t about fixing sellers. It’s about UNLOCKING what good sellers already have. When talented sellers understand trust, influence, and decision-making at a brain level, they don’t just close more deals. They control the conversation. They stay calm when buyers get emotional. They become consistent instead of streaky. When we invest in sellers like professionals with real training for the reality of the role revenue follows. And it's not because sellers suddenly got better, but because they were finally equipped to perform at the level they were always capable of.