How Can I Set Up a Quarterly Appraisal System for Sales Targets? Seeking Advice!

My Dear HR Fellows,

Good morning to all.

I have one query, please solve it:

My boss is telling me to start a quarterly appraisal system for sales employees, and he wants to track them based on the target versus achievement.

Can anyone suggest what I can do now? What is the best procedure to track their performance?

Thanks and regards,
Abhishek Tiwari

Hi Abhishek,

How many members are there in your Sales team? Do you have a performance review form to assess their targets?

Regards,
Kavitha

You would be having KRA for all the employees, right? Then why should we mention all the components here? I would suggest you to give a three-column layout with the following:
1. Previous rating
2. Current rating
3. Expected rating
for all the components. This way, it would be easier for you to track and assess the performance. Do you have your Performance Review form in Word format?

Regards,
Kavitha

Yes, I have the Key Result Areas (KRAs) of each employee.

Kavi, I can't get a word from you about ratings. I think the previous rating is for the last quarter, the current rating is for the existing quarter, and the expected rating is for the upcoming quarter. Is that correct?

Yes, I have this in Word format.

Yes, exactly the same. I meant regarding the rating. It would be easier for you if you convert this format to an Excel sheet. Have I answered your question?

Regards,
Kavitha

Dear Abhishek,

All this is fine. Do you have any CRM software to track the number of calls made, number of inquiries generated, hit ratio between inquiries generated versus orders booked, and order lost analysis? When you have all these data ready with you, you can translate these inputs into your appraisal system. Since your sales team size is large, tracking all of them will be a Himalayan task. My suggestion would be for you to consider using software that can track the activities, and output will be generated. Based on this, you can evolve an appraisal system.

Thank you.

Dear Suresh,

Thank you so much for sharing your knowledge. Yes, we have the CRM software and we can generate all details that you have mentioned. It is indeed a Himalayan task, you are absolutely right, but there are other members in my team, so it is not as tough for me.

I am thinking the same as you, I am working on this in the same manner, but I was a little bit confused about whether it would be effective for me or not. Now, I am getting confident that it should be good.

Thanks a lot, Suresh, for sharing your knowledge with me. I hope you will keep sharing with us in the future. If you have any other relevant information, please share.

Abhishek

First, decide on the parameters on which the performance of sales guys will be assessed. In my opinion, these could be:

1. Understanding of the product or services offering to the client
2. Sales achieved in a quarter (Target vs. Achieved)
3. Number of new clients acquired (New Accounts)
4. Client handling capabilities
5. After-sales support
6. Communication skills
7. Presentation skills
8. Personality

Now, assign weights to each parameter and rate accordingly.

Regards,
Ashish

Hello,

Please find the attachment.

Archana

Hi,

I hope my answer will be useful. I think your performance rating should come from your department action plan. You can take the company strategic/operational plan, extract all the planned projects and initiatives for this year. Put a simple Balanced Scorecard (BSC) quadrant for your department. Start filling the quadrants with some good performance indicators to address the items extracted from the company plan. Now, you can provide ratings for these and prepare an action plan for your department. While preparing the action plan, assign your department employees (individual or pool) to each action. Provide some achievable performance standards (in %) for each action. Brainstorm by asking them to provide their ability to achieve these actions in %. Now you can sit and prepare the ratings for each action based on the % to achieve and % that can be achieved by the employee.

This way, you can actually tie the performance of the individual employee to the department goals and achievements and eventually company plans and achievements for the fiscal year. While doing this, the exercise will help you identify the skill gap of the department staff which will eventually feed into your yearly department training plan.

The chain reaction will go on and on from here.

Stay Blessed,
Hepzi

Hi,

I have been assigned the same project. If you have anything related to this, could you please share it with me? It would be of great help. Hope to get a positive reply.

Regards

Dear Seniors,

I am working as an HR manager with a Real Estate company. Could anybody help me to create a good car policy and mobile policy for employees based on their job levels?

Thank you.

Dear Abhishek Tiwari,

Please inform your manager that Quarterly reviews will not give a good picture of your company. Instead, you can adopt Half-Yearly reviews and Annual reviews. You can measure the following for the track record:

1. KRA 1 - Number of Existing clients vs. Clients increased in the current quarter.
Revenue generated in this current quarter. Comparison with the previous quarter / previous year's quarter. Benchmark that.

You can add more tasks as per the needs of the function, such as retention of customers, initiatives taken by the employees, etc. It would also be beneficial to maintain a tracker for the past records of every employee. This will help in the final assessment of the employee.

Regards,
Srinivas Gannavarapu

---

MY DEAR HR FELLOWS,

GOOD MORNING TO ALL.

I HAVE ONE QUERY, PLEASE SOLVE IT:

My boss is telling me to start a quarterly appraisal system for sales employees, and he wants to track them based on targets vs. achievements. Can anyone suggest what I can do now? What is the best procedure to track their performance?

Thanks and regards,
Abhishek Tiwari

Hi Abhishek,

I need your advice. We have conducted the Mid-Year Performance Review in our organization for the first time for salespeople, and a few individuals have been identified as low performers, failing to achieve their targets. We are now planning to conduct one-to-one counseling sessions, which we have named a Personal Development Program. Could you suggest the areas to be discussed during these sessions? I have been tasked with designing a form for the Personal Development Program. Please reply if you can help with the aforementioned query.

Thank you.