The most demanded specialist in the labor market is the sales manager. The responsibilities of the salesperson depend on the specialization of sales, the strategy of the companies, the organization of the process itself, and other aspects. But all of them are united by a common goal - to increase sales figures. In order for the level of sales not to decline, the manager must be able to correctly analyze and evaluate the work of the salespeople. Of course, the most important indicator of quality work is the income that each sales manager provides. But there are a number of other aspects that should be paid attention to.
Instructions
Step 1
Evaluate the performance of your work. To do this, you must analyze the sales statistics of the manager for a certain reporting period, identify the so-called. Sales funnel. The "funnel" graphically looks like a pyramid turned upside down. The upper, widest part is the number of "cold" contacts (first calls, meetings). The middle part is business meetings. The sharpest point is the number of deals. Simply put, the smaller the difference in quantitative indicators, the more productive the manager's work is.
Step 2
Be sure to take into account the number of prolonged contracts or repeated purchases by this manager's clients. The more of them, the better the seller's work with the buyer is done. Even if the amount of the contract / purchase remains the same or slightly lower.
Step 3
Determine how well the manager understands the product (service) offered by the company, how well he knows the standards of your company. Develop several situational tasks and offer them for implementation.
Step 4
Analyze the manager's level of communication competence. Suggest some questions about the theory of basic communication techniques. Practical and sales skills can be assessed by simulating a cold contact, a business meeting with a client, or a deal. Or you can take each stage in turn. Act as a buyer with all the typical objections. Thus, you can learn how the manager applies his knowledge in practice.
Step 5
Try to assess how loyal the manager is to the company and to its products / services. If the level of loyalty is low, then in the future you can lose customer confidence.
Step 6
After considering all the identified indicators, draw conclusions. If there are small mistakes and shortcomings, then you can give the employee time to improve work productivity and fill gaps in knowledge and skills. And if at the same time the seller has no desire to change something and learn, another should take his place.
