Before you consider placing a Salesforce professional—or any employee—on a Performance Improvement Plan (PIP), take a step back. PIPs often feel like the first step toward termination rather than an opportunity for growth. But what if they could be reimagined? What if, instead of signaling the end of the road, they became tools for genuine support and development? Before you move forward, start with an honest self-assessment. Let’s dive into how you can rethink your approach to employee performance and retention.

Honest Self-Analysis: The First Step Toward Retention

Before implementing any corrective action, take a hard look at yourself as an employer or manager. Ask yourself these critical questions:

1. Have I invested enough in coaching, training, and onboarding? 
   • Employees can’t thrive without proper preparation. Did you give them enough ramp-up time? Did you provide mentorship or access to resources like Salesforce Trailhead or certifications? If not, their underperformance might reflect gaps in your process rather than their abilities.
2. Are they unhappy and underperforming—or underperforming because they’re unhappy? 
   • Consider whether your workplace environment may be contributing to their struggles:
     • Are you approachable and supportive? Are their teammates welcoming?
     • Are they overworked? Are you expecting long hours without offering proper recharge time?
     • Do you encourage them to take PTO or vacations to reset?
3. Am I prioritizing short-term client demands over long-term employee retention? 
   • It’s easy to focus on immediate deliverables at the expense of your team’s well-being—but that’s a recipe for burnout and turnover. Are you sacrificing your team’s morale to meet deadlines? If so, it may be time to reevaluate your priorities.

Here’s the hard truth: If any of these issues stem from your leadership, own it. Apologize sincerely, make adjustments, and follow through with meaningful change. An employee can’t thrive in an environment that sets them up for failure.

Three Common Employer Pitfalls (and How To Avoid Them)

In my experience working with employers across industries—including those hiring for specialized roles like Salesforce professionals—these are the top three mistakes that lead to employee dissatisfaction:

1. Making the Wrong Hire 
   • Many companies lack a vetted hiring process that includes evidence-based systems for candidate evaluation (e.g., structured interviews or skills assessments). Without minimum standards or effective attraction efforts targeting top-tier talent, you risk building a team that isn’t equipped for success.
2. Failing To Set Clear Expectations Early 
   • Too often, managers assume, “They’ll just figure it out.” Employees need clear direction early on; otherwise, poor habits form that are difficult (and costly) to correct later.
3. Breaking Trust With Employees 
   • Nothing erodes trust faster than dangling carrots—promising promotions or raises that never materialize while resentment quietly builds over time. Candidates tell me every week about waiting months—or even years—for promised opportunities that never came through. The result? They leave. Do what you say you will do.

Fix It Before You Formalize It: Strategies for Salesforce Employee Retention

1. Weekly Check-Ins: A Foundation for Salesforce Success

Regular one-on-one meetings can work wonders. Use these sessions to:

• Review the past week’s performance and identify wins and challenges.
• Plan for the upcoming week, setting clear, actionable goals.
• Offer constructive feedback and guidance in real-time.

These meetings foster open communication and help employees feel supported rather than scrutinized.

2. Accountability Structures: Clarity in Salesforce Roles

Accountability isn’t about punishment; it’s about clarity and ownership. Implement frameworks like the RACI matrix:

• Responsible: Who executes the Salesforce task?
• Accountable: Who ensures it gets done?
• Consulted: Who provides expertise?
• Informed: Who needs updates?

Such structures eliminate ambiguity, making expectations crystal clear for everyone involved.

3. Clear Expectations from Day One: Setting the Stage for Success

• Job responsibilities should be well-defined during onboarding.
• Expectations should be communicated early and revisited regularly.
• Adjustments should be made as roles evolve or business needs shift.

4. Provide Adequate Tools and Resources

Ask yourself:

• Does the employee have the necessary tools and certifications (e.g., Trailhead modules) to succeed?
• Have they received enough training or ramp-up time?

Salesforce professionals often require specialized tools and certifications—investing in these resources empowers employees to perform at their best.

5. Create a Culture of Feedback

• Offer regular feedback focused on improvement.
• Encourage employees to share their perspectives on challenges within the workplace.

A culture of open dialogue builds trust and fosters growth.

6. Focus on Development, Not Punishment

A PIP should not be a punishment but an opportunity for career growth:

• Frame it as a collaborative plan with specific goals.
• Make it clear that both employer and employee are partners in success.

FAQ: Addressing Common Concerns About Employee Performance

Q: How can I better define expectations for specialized roles like those in Salesforce? A: Use detailed job descriptions tied directly to performance metrics (e.g., closed deals influenced by CRM improvements) and schedule regular check-ins to ensure alignment with goals.

Q: What resources should I provide for training? A: Invest in Trailhead modules tailored toward your team’s needs, offer reimbursement for certifications like Admin or Developer credentials, and create mentorship opportunities within your organization.

Q: How can I address performance issues proactively? A: Foster open communication early by identifying small issues before they escalate into larger problems requiring formal intervention.

The Bottom Line

Before placing someone on a PIP—or worse—ask yourself whether you’ve truly invested in their success as part of your team. By shifting your mindset from “managing out” struggling employees toward “coaching up” potential stars, you’ll not only retain valuable talent but also build loyalty among high performers who see how much effort goes into creating an environment where everyone can thrive.

Are you at risk of losing your best talent? Find out what pushes employees to leave—and what you can do to keep them engaged. Read more here.

Want expert guidance on improving Salesforce employee retention? Let’s connect and discuss how you can build a high-performing, engaged team.