How to evaluate salespeople: A practical guide to achieving it
Posted: Tue Dec 17, 2024 6:48 am
Learn how to evaluate the salespeople on your team and make sure they meet their monthly quotas. Today we'll give you the best tips to achieve this.
Many companies are working remotely these days, so there is often a huge disconnect between what management sees or does and what reps want and need.
While sales productivity is a key revenue driver , increased activity volume doesn't always mean key metrics like close rate or average sales price will increase.
Without regular review of productivity, time software managers email lists management and communication skills, there is no tangible way for a manager to monitor and improve sales success.
Let's not waste any more time, let's talk about how to effectively evaluate salespeople and get them to hit those numbers.
Learn how to design a performance improvement plan for your employees
How to Evaluate Salespeople Effectively
To learn how to evaluate salespeople, you must have parameters that allow you to measure their performance effectively.
The feedback you provide should accurately reflect the performance of each rep you're evaluating. If you have a large team, it can be easy to slip into giving similar feedback to each person.
Here are some parameters you can use as a starting point when conducting your assessment. They are broken down into different performance categories:
Does not meet expectations
Needs improvement
Meets expectations
Occasionally exceeds expectations
Consistently exceeds expectations
1. Does not meet expectations
The first parameter to learn how to evaluate salespeople is to know if the representative has difficulties filling his or her portfolio and making sales or perhaps makes excuses for his or her poor performance.
If the rep is not meeting expectations for their role, use these phrases to communicate why they receive a “Does Not Meet Expectations” rating.
Doesn't understand [Company X]'s core product offerings
Do little or no research on a potential client before a call.
Provides limited data/information in the CRM
He is not willing to improve his presentation skills.
2. Needs improvement
A rep may be close to meeting expectations, but still has some aspects of their job that they need to work on. Maybe they’re a new rep who’s close to hitting their quota, but is falling short each month. Or they’re a more experienced rep who’s struggling to apply a new sales approach to their workflow.
Many companies are working remotely these days, so there is often a huge disconnect between what management sees or does and what reps want and need.
While sales productivity is a key revenue driver , increased activity volume doesn't always mean key metrics like close rate or average sales price will increase.
Without regular review of productivity, time software managers email lists management and communication skills, there is no tangible way for a manager to monitor and improve sales success.
Let's not waste any more time, let's talk about how to effectively evaluate salespeople and get them to hit those numbers.
Learn how to design a performance improvement plan for your employees
How to Evaluate Salespeople Effectively
To learn how to evaluate salespeople, you must have parameters that allow you to measure their performance effectively.
The feedback you provide should accurately reflect the performance of each rep you're evaluating. If you have a large team, it can be easy to slip into giving similar feedback to each person.
Here are some parameters you can use as a starting point when conducting your assessment. They are broken down into different performance categories:
Does not meet expectations
Needs improvement
Meets expectations
Occasionally exceeds expectations
Consistently exceeds expectations
1. Does not meet expectations
The first parameter to learn how to evaluate salespeople is to know if the representative has difficulties filling his or her portfolio and making sales or perhaps makes excuses for his or her poor performance.
If the rep is not meeting expectations for their role, use these phrases to communicate why they receive a “Does Not Meet Expectations” rating.
Doesn't understand [Company X]'s core product offerings
Do little or no research on a potential client before a call.
Provides limited data/information in the CRM
He is not willing to improve his presentation skills.
2. Needs improvement
A rep may be close to meeting expectations, but still has some aspects of their job that they need to work on. Maybe they’re a new rep who’s close to hitting their quota, but is falling short each month. Or they’re a more experienced rep who’s struggling to apply a new sales approach to their workflow.