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