Sales Management Performance Reviews & Sales Person Analysis Topic 19.
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Transcript of Sales Management Performance Reviews & Sales Person Analysis Topic 19.
Sales Management
Performance Reviews & Sales Person Analysis
Topic 19
Importance of Control Procedures
• Direct towards proper activities• Legal Exposure• Goal Congruence (job description, policies,
pay & performance reviews)• Evaluation is Complex• Policy Manuals Cannot Cover Everything
Performance Review Basics
• At minimum done annually• Some reviewed more frequently• Judge versus Coach• Good Performers vs Poor Performers• Top Management Must Ensure They are
Done
Performance Review Checklist
• Once a year at minimum• Some more frequent• Must be written• Signed & Dated by Manager & Employee• Multiple people get copies
Checklist Continued
• Criteria used for similar jobs should be equitable
• Best Results: Be a Judge & Coach• Some Managers Must be Forced to Conduct
Them
Performance Measures
• Outcome Based• Input Based
Subjective Aspects
• Coaching vs Judging• Ultimately, performance is key
Behavior Based Systems
• Behavioral Systems• Behavioral Observation Scales
Management By Objectives
• Where it works• Where it doesn’t• Always Time Consuming
Ranking Procedures
• How they work• Weighted Rankings• Glaring Flaw
Evaluation Simplicity
• It is a virtue• Helps clarify mission & job• New Business Exception
Evaluating Teams
• Territories Not Equal, which makes goals & evaluation far harder
• Why Teams are Used• Makes Evaluation More Complex• Even Harder When Teams are Very Fluid
over Time
Evaluating Teams Suggestions
• Bonus easier to split than commissions• Need team leaders. Leaders need
compensation• Support staff works better with incentive pay• Profits are key so costs are important