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This may include: Poor standards of work, e.g. frequent mistakes, not following a job through, unable to cope with instructions given. Inability to cope with a reasonable volume of work to a satisfactory standard. Attitude to work, e.g. poor interpersonal skills, lack of commitment and drive.

Still I had tried to give in my best efforts at work during this period, but the targets were not achieved. I, therefore, wanted to truly apologize to you and the company for not being very resourceful during the said period.

Lack of commitment to job, unconcerned with quality or product/service, disinterested in current assignments, frequent references to job dissatisfaction, low energy level, needs frequent prodding to initiate activities or complete tasks.

Look at a given team member's past performance and figure out how many calls, emails or sales meetings they typically need to close a deal. Breaking down your annual target into smaller monthly or weekly chunks will create a sense of immediacy for your sales team to start working towards their target right away.

Dear , After a continued poor performance, we regret to inform you that your failure to meet company objectives has resulted in a formal warning. Consider this notice to serve as such. We strive for excellence at TMZ and make these standards clear.

Dear Sir, I would like to sincerely apologize for not being able to perform up to the expected level at work during the last couple of months. I understand it is essential that I should perform best at work not only for the progress of our company but also for the continuity of my job in the company.

Dear Mr. / Ms. (First Name of the Employee), We have been evaluating your performance at the workplace for the last few weeks/months. We regret to note that it has been below the minimum performance level that is expected from you.

What to do when your team is not hitting their targets? Guest post by Caleb Donegan. Have you ever asked a salesperson why they missed their sales quota?Find the root cause of the problem.Run a deal retrospective.Ask questions and offer support.Make tough decisions.

Be specific and provide facts and examples with to help the employee understand the problem and accept that the feedback is fair. Never make it personal. You want the employee to spend their time focusing on the job, not doubting their worth as a person.

Dear (Sir or Madam), This is to bring to your attention that recently I received the monthly sales performance of the employees from the sales team, and I was very disappointed to see your name on the list of poor performers. (Describe in your words).

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Philadelphia Pennsylvania Sample Letter for Failure to Meet Minimum Sales Goals

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