All posts in Sales Performance

Inside Sales compensation – Sales Reps’ teamwork factor

Inside sales compensation is major factor in sales performance management.

Inside Sales Reps’ teamwork can make or break your sales quarter. But, if you do not compensate the team piece of your inside sales reps’ performance, the team will not come together or support your goals.

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Inside Sales Key Performance Indicators (Part 1)

Inside Sales Key Performance Indicators (KPIs) are mostly defined by managers from the top of the organizational hierarchy down.

They gather and report the information that KPIs provide to their executive managers and other stakeholders. As quantifiers, these key performance indicators identify and locate crucial problems. The information provides benchmarks upon which management decision makers can build strategic plans and futures.

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Inside Sales Performance Assessment: the value of self-evaluation

Sales performance appraisal is a manager’s duty, but that does not exclude introducing self-assessments as part of the overall inside sales performance assessment process.

At the end of Q2, inside sales managers will be redrawing their budgets for the remainder of the year. Their own performance is closed as of the end of Q3, and their strategy should stretch into 2015. Among other calendar items to get out of the way are performance evaluations for the inside sales reps under their watch.

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Inside Sales Performance Assessment: frequency and technique

Always start at home base. When inside sales people do not perform to quota, it is a chance for you to improve your sales management numbers, salvage mid-performer turnover, and make firm and final decisions on the continuity of poor performers. You will find productive tools in frequent inside sales performance assessments.

How often is frequent?

Few employers honor their overall responsibility to review their employees’ work. They promise but fail to deliver. When they do, the annual performance appraisals are perfunctory at best. Employees have come to ignore them and wait for the punchline regarding their annual wage increase.

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Sales contest – 5 tips to boost inside sales reps engagement

Sales leads in a sales contest pipeline do not move anywhere while the pipeline lies flat on a plateau. Once your inside sales reps lose inspiration and engagement, they lose the psychological drive to make the sluggish sales flow move. Not all sales activity matters, for there is no gain (revenues or profits) in movement on the level. Sales managers must address the need for motivation and engagement with sales contest that feature gamification and offer targeted compensation.

Sometimes they’re beaten flat.

Inside sales reps are often squeezed from two sides. A sales manager wants more out of them while the executive suite is cutting corners on personnel and incentivizing benefits. The more pressures push people down, the more disengaged and discouraged they become. Even the most loyal and experienced see no gain in exertion and effort.

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Sales management – sales activities or sale outcomes?

They do not teach sales management in college nor do employers teach it on the job.

Instead, companies promote many a manager from within with little or no formal training. Coming up from the ranks, sales managers assume they are to do more of the same. Moreover, the company has taken one of the role models out of the talent pool and placed him/her in a “non-productive” position. In sales, the rainmakers do what they do well, most often not knowing how to teach others.

Sales management – the situation

The new sales manager, peer managers, and executive suite – everyone assumes the sales manager will manage like all business managers. As everyone knows, business managers are obsessed with profit and loss. Suddenly, new metrics face the new appointee. The peer managers talk a different lingo and show a certain disdain for the job of sales representative, offering little in terms of resources and sales management training while they hammer away at outcomes, results, and numbers.

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Sales compensation plans: sales contests are just one piece

A well-structured sales compensation plans forms one metric of your sales performance management ability. If a sales contest is part of that sales compensation plan, you must know how to do it right.

The promise of recognition for outstanding work will drive sales performance. It can be: a certificate or plaque acknowledging mastery of a task; some outstanding performance that sets performers apart; or awards that further the sales person’s individual purpose and plan. But, your sales performance management achievement lies in how you structure the sales compensation plan.

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Business goals – accurate, fair, and effective sales quota

Setting sales contest quotas together with company business goals has gotten a lot more complicated. Sales contest managers once measured the calls their sales reps made door-to-door in small breast-pocket daily diaries. Sales quota were round numbers, and sales calls were simple pencil scratches in a travel journal. The sales reps reported their calls when they got around to it, and they might even win a plaque or trophy if they beat their peers.

The whole world of sales quotas has become more fluid, dynamic, and global. The only predictable thing about sales is the unpredictability. In a world where even the days of the week are volatile, it calls for a better approach to quotas, goal setting, and achievement. There is no one-size-fits-all solution, so this article means to start a conversation and discussion thread on the topic of setting goals for your business.

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Employee recognition: the ROI on employee engagement

True performance success comes from and through employee recognition. Visualize a management structure, and it will run vertically. Managers push people from the top down, and people push back. Gravity makes things happen when it presses against human inertia. If that’s the way you see things, you will see no motivation or likelihood of success.

In early management time studies, efficiency became the key performance indicator (KPI). It took almost 100 years to change that KPI to quality. Unfortunately, that shift from performance efficiency has made little difference in the motivation of sales reps. The need to reassess sales rep motivation is overdue, and the reassessment starts with understanding the nature and value of employee recognition.

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Sales target: 10 tips to hit your mark

Engagement is key to a successful sales performance management career. Sales people meet or exceed sales target when they engage. But, engagement does not come with push and pull tactics. Engagement increases as you remove obstacles from the participants’ way. Their engagement increases as they see a clear way to identified targets. Their ability to hit the right sales targets wins them a prize and you the praise for your sales performance management.

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