It’s every sales manager’s worst nightmare: your top performer hands in their notice – right when you least expect it.

When this happens, you’re not just dealing with an empty seat. You’re potentially facing lost revenue, vacant territories, disruption within the team, and a major hiring headache. Replacing a top salesperson can be costly – both financially (with a bad hire costing up to 30% of their annual salary) and in terms of momentum.

And while it can feel sudden, the truth is: resignations shouldn’t be a shock. Whether it’s the start of a new financial year or simply a desire for something new, many sales professionals are rethinking their goals – 53% of them are currently open to new opportunities, according to recent research.

So, if your top performer calls it quits, don’t panic. See it as a chance to reflect, regroup, and strengthen your team. Here’s where to start:

1. Dig into the ‘why’ behind the resignation

Even if the resignation came as a surprise, the underlying reason usually doesn’t appear out of nowhere.

Research shows that 64% of employees are dissatisfied in their current roles. For salespeople, that dissatisfaction can stem from a number of factors: limited progression, compensation concerns, poor leadership, burnout, or lack of coaching and support (with many sales leaders spending only 20-40% of their time actively helping their team close deals).

That’s why the exit interview is so important. It’s not just a formality – it’s a valuable opportunity to gather feedback that could help your retain others in your team. Consider asking:

  • Was this a personal move, or were there role-specific frustrations?
  • Are current expectations and targets reasonable?
  • Do you offer enough recognition, development, and growth opportunities?

Whether their reason is unique or reflective of a wider issue, this information can help you adapt – and position your team and organisation more competitively going forward.

2.Put a solid transition plan in place

When a high-performing sales rep leaves, it can leave a temporary gap that affects both your team’s output and morale. That’s why it’s essential to have a transition plan ready.

Start by reviewing your existing HR processes: what does their notice period allow time for? How much of their pipeline or client handover can be realistically managed?

Then ask yourself:

  • Who can take over priority accounts, even short-term?
  • Is there someone ready to step into a larger role?
  • How would we communicate this change internally and externally?

Rather than rushing to assign everything, look at this as a development opportunity. A more junior team member might benefit from handling new accounts, and the change could highlight leadership potential within your existing team.

3.Keep your team steady and supported

A key team members departure can impact more than just workload – it can affect morale and cohesion, particularly in tight-knit sales teams. If the person leaving had strong peer relationships or was a key motivator, their absence might create uncertainty.

It’s important to acknowledge this. Transparency, empathy, and a focus on opportunity can go a long way in helping the rest of the team stay motivated and engaged.

Some practical ways to support your team:

  • Share the news with clarity and positivity
  • Recognise the individual’s contribution while highlighting what comes next
  • Invite others to step up into new responsibilities or temporary challenges

A well-managed transition can boost team morale and resilience – especially if people feel involved and supported throughout the process.

4.Rethink the role before you refill it

It’s tempting to look for a direct replacement – but before you post that job ad, take a step back.

The departure of a top performer gives you a chance to reflect on the role itself and what your team truly needs to grow. Ask yourself:

  • Are there skill gaps that this hire could help fill?
  • Would specialist experience in a new vertical or emerging area benefit the team?
  • Could you benefit from someone who can bring fresh expertise in evolving sales tools – like video outreach, AI-driven outreach, or advanced CRM automation?

You may even decide the role could evolve, or be split across multiple team members. This is a great opportunity to future-proof your team structure rather than simply replicating the past.

5.Move quickly – but stay flexible

Speed is important when recruiting in today’s competitive sales market. Talented candidates are often off the market quickly – yet slow, complex hiring processes remain a common issue.

For example, only 5% of sales candidates secure an interview within a week of applying. To attract strong applicants and avoid missing out, your hiring process needs to be as efficient and candidate-friendly as possible.

Here’s what can help:

  • Align early on salary, role scope, and hiring approvals
  • Write a job description that reflects current business needs – not just the last person’s skill set
  • Consider candidates with transferable skills or adjacent industry experience

You may not find an identical replacement, but by keeping an open mind and acting decisively, you’re more likely to bring in someone who can thrive – and grow – with your business.

Call the experts

While losing your top salesperson is never ideal, it doesn’t have to spell trouble. With the right plan in place, it’s also a chance to reflect, evolve, and set your team up for long-term success.

And you don’t have to do it alone. Whether you need support with finding candidates or rethinking your team structure, our recruitment specialists are here to help. Get in touch today to find out how we can support your next hire – and help you build a stronger, more resilient sales team.