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Too Many Managers Don’t Know How to Review Their Inside Sales Reps. Don’t Be One of Them.

2 min read
February 20, 2014

Evaluating performance is something every good sales team does regularly and effectively.

Reviews are meant to tactfully uncover victories and problem areas and allow you to sit down with each member of your team and reflect on a previous timeframe.

Reviews will be aimed at discovering what each rep has accomplished, what they hope to accomplish next, how they can improve, and how they are following your company’s values.

Check out this sales performance template for some strong example questions or take an in-depth look at the basis for these evaluations, below:

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1. Be Mindful of Sales Cycle Length

How long is the average sales cycle for your reps and how does it match up to your businesses average?

While a rep might be closing a significant percentage of deals, if they spend too much time converting them, they could be losing money for your business.

2. Ensure New Deal Size Matches Your Business Plan

Is your rep closing big deals or small ones? Monitor them to determine if they’re capitalizing on the deal size your company needs.

Also consider quantity vs. size. While one rep might have huge deals, they might have significantly less. Compare the revenue your reps are producing as well as how it matches up to your customer goals.

3. Don’t Forget About Quota

What percentage of your rep’s annual quota did they meet? This will show you exactly how consistent they are.

Praise the reps who have maintained longterm consistency. While it’s wonderful for a rep to have an incredible month, meeting quota every month is much better.

4. Give Your Reps Incentives

Don’t underestimate positive reinforcement.

While much of your review might focus on improvements, don’t forget to commend your team for what they’ve done well. Announcing individual achievements will add subtle motivation to the rest of your team to pursue that person. Healthy competition can take a team to the next level.

5. Don’t Ignore Culture

The majority of your review will be focused on numbers, use some of the time to consider your culture.

Does your team get along? Have your new hires fit into the culture like you thought they would?

When your reps get along, you’re team will be a whole lot happier and therefore more productive.

We’re sure there’s more a few things we’ve missed. How can we improve the list?