Sales incentive compensation has a concrete performance aspect ($$$), but it's not holistic. Performance encompasses both quantitative sales performance and qualitative dimensions. We look at historic sales performance data and a holistic set of behaviours to optimise for both long-term business growth and short-term impact. It is important to have a more regular cadence of informal performance touchpoints with individuals in addition to a formal performance process.

What could a holistic seller performance rubric look like?

What could a holistic seller performance rubric look like?

What about seller performance assessments when not achieving quota or threshold cases?

Quota attainment is, by design, one-dimensional. Reasons for exceeding or missing a quota are numerous. Where there are performance outliers, underperformance, or rating threshold cases; it is important to look at a set of factors and apply them equitably. The following set of questions can be used to support structured thinking around individuals’ sales performance about sales quota performance.

Example of seller performance assessment question-tree for sales leaders

Aside from the above, when discussing seller performance it is helpful to prepare a performance scorecard that is purely focused on the individual, i.e. not a relative scorecard. This supports comparison and performance threshold discussions, and it highlights all of the seller's strengths.

Sales Performance Assessment Rubric

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