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