Sales staff appraisal system

Sales staff appraisal systemIt refers to the content of the assessment system sample template specially created for the sales volume assessment of sales staff. The free version of the salesperson assessment system is provided by Huajun Software Park for free download. The source file is in docx format, which is convenient for users to edit by themselves. For more free downloads of sales personnel assessment system content, please pay attention to Huajun Software Park.

Contents of Sales Personnel Appraisal System

First, good performance management can be a good helper for sales team management. In sales force management, if the promotion and salary increase of sales staff are based on objective performance data, rather than based on bias, subjective observation or other opinions, then it will appear fair and just, and promote the development of the sales force. Healthy competition effectively promotes sales work.

Second, once the deficiencies in sales performance are confirmed during the sales work process, you can take precautions and add error correction standards to the sales training plan to lay the foundation for further performance improvement and improvement.

Third, through performance management, management can discover the sales techniques used by outstanding salespeople during sales work and promote them to other salespeople to improve the performance of the entire sales team.

Fourth, performance management can also help identify the need to improve sales plans. For example, current plans may focus too much on low-margin projects or neglect non-sales (i.e., promotional) activities. Then by improving the sales plan, the plan will be more accurate and reasonable.

Fifth, the performance inspection and analysis of sales personnel in performance management is particularly useful for sales management. Without performance inspection and analysis, it would be difficult to know what a person did right, what he did wrong and the reasons why, and it would be difficult to manage him effectively. For example, if a salesperson's sales volume is unsatisfactory, the performance review will show it. Then analysis and evaluation will help to discover the reasons for the unsatisfactory sales volume-whether there are new competitors, Whether the sales staff's call rate is too low, whether they work enough days per month, whether they call on the wrong potential customers, whether there are problems with the sales statement, etc.

Principles of Sales Personnel Appraisal System

1. Principle of fairness

Fairness is the prerequisite for establishing and implementing a personnel performance appraisal system. If it is unfair, it will be impossible for performance appraisal to play its due role.

2. Strict principles

If performance appraisal is not strict, it will become a mere formality. Lack of strict performance appraisal will not only fail to fully reflect the true situation of the staff, but will also have negative consequences. The rigor of performance appraisal includes: clear appraisal standards; a serious appraisal attitude; a strict appraisal system and scientific and strict procedures and methods, etc.

3. Principles of single-head assessment

The evaluation of employees at all levels must be conducted by the "direct superior" of the person being evaluated. Relatively speaking, the direct superior knows the actual work performance (achievement, ability, adaptability) of the person being evaluated best, and is most likely to reflect the real situation. Indirect superiors (that is, superiors' superiors) should not modify the evaluation comments made by their direct superiors without authorization. This does not exclude indirect superiors from adjusting and correcting the evaluation results. Single-head evaluation clarifies the evaluation responsibilities and aligns the evaluation system with the organizational command system, which is more conducive to strengthening the command function of the operating organization.

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