As a sales recruitment agency, we know that no matter how strong of a company you run, there will be times when your sales employees resign. Perhaps they’ve been offered a better opportunity elsewhere. Or maybe they want to branch out on their own or make a career change. Regardless of the reason, you as a sales manager, need to know how to effectively deal with the situation.

When someone leaves it can have a big impact on your sales team. It can affect morale, and performance and change the culture of the team. With this in mind, our sales recruiters have put together the following checklist to help you navigate this common and challenging situation. Here is our sales employee resignation checklist.

1. First Things First – Acknowledge the Resignation

As soon as you receive a sales employee’s resignation, take prompt action by sending a written acknowledgment that confirms the resignation date. This proactive approach establishes transparent communication and ensures that both parties are on the same page regarding the employee’s departure.

2. Review the Employment Agreement and Notice Period

Refer to the employment agreement or relevant company policies to determine the notice period required for resignations. In Ontario, the Employment Standards Act outlines a minimum notice period based on an employee’s length of service. Ensure full compliance with these statutory requirements.

3. Engage with the Departing Sales Employee

Arrange a meeting or have a conversation with the sales employee who is resigning to understand their reasons for leaving, discuss any transition requirements, and ascertain their plans for transferring responsibilities. This facilitates a smooth transition and aids in effective planning.

4. Assess the Need for a Counteroffer

Evaluate whether it’s appropriate to extend a counteroffer to valuable sales talent. Consider the circumstances carefully. If you decide to proceed, prepare the counteroffer and present it to the sales employee. If they decline, continue with the resignation process.

5. Conducting an Exit Interview

Offer the resigning sales employee the opportunity to participate in an exit interview. This can provide valuable feedback about their experiences within the company and help identify areas for improvement.

6. Evaluate Workload and Develop a Transition Plan

Assess the workload and duties of the departing sales employee to determine the most effective approach for redistributing or transferring them. Identify potential successors or temporary/permanent replacements to ensure a seamless transition.

7. Facilitate Knowledge Transfer

Implement a knowledge transfer process in which the resigning sales employee shares essential information, procedures, and contacts with their successor or team members. This minimizes disruptions and maintains workflow continuity.

8. Notify Relevant Departments – HR, Payroll, IT

Inform other relevant departments, such as HR, payroll, IT, and affected managers or team members, about the sales employee’s resignation. This ensures a smooth transition of administrative tasks, benefits, and access to systems or data.

HR will assist in updating employment records and documentation to reflect the resignation and any changes in responsibilities or reporting lines. This includes updating employee files, organizational charts, and relevant systems or databases.

Payroll will manage final compensation and benefits to ensure that the employee receives their final paycheck, covering any outstanding wages, vacation pay, or entitlements in compliance with Ontario employment laws. They will also handle the termination of benefits and provide information on resources like pension plans or COBRA coverage if applicable.

IT will oversee the revocation of access to company systems and property at the appropriate time. They will also facilitate the return of any company property, such as laptops, access cards, or keys, and update inventory records accordingly.”

While not ideal, sales employees are going to resign. The process you have in place to handle it will determine how easy it will be to find a suitable replacement without experiencing too much of a drop-off.

NOTE: This checklist serves as a general guide. Seek legal consultation or refer to specific employment laws and regulations in Ontario to ensure complete compliance during an employee resignation period.

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SalesForce Search is a sales recruitment agency that specializes in hiring sales rockstars. Hiring top salespeople is tough. Only 55% meet their quota. Our proactive approach recruits talented salespeople before they hit the market. As North America’s leading sales headhunter we recruit salespeople in every sector of the economy including, software, manufacturing, financial services and medical devices. To find your next sales rockstar, start your search here. Did you know SalesForce Search is an IQ PARTNERS company?