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Seven Steps to a Successful Performance Review

Written by: John Brennan

Article Overview: Whether you are a sales rep or a sales manager, there are a few basic principles that can make a significant difference in your commission check if you apply them. They certainly have for me. (Not that I apply them perfectly; just below my polished surface lurk laziness, arrogance and self-pity that if not kept in check can sabotage my best efforts.) The principles are simple, but not easy; they require self- motivation and self-discipline. But if you apply them, you will see measurable results. So, read on!

Seven Steps to a Successful Performance Review

# Seven Steps to a Successful Performance Review
Pre-Step: Prepare
If terminating or reassigning the rep, meet with HR. Know your bottom line; the limits on your time, money and resources. Know your negotiables; territory size, bonuses, accounts, markets, product lines. Analyse your data, and listen to your intuition Have your offers in writing. Find a private office, do not allow interruptions. Schedule an hour; in your rep´s eyes this may be the most important meeting you ever have.

1. Re-establish rapport and state the meeting purpose. Start with rapport; show genuine interest in the person. Clearly state the purpose as development, reassignment or termination. If it is termination or reassignment say it clearly and briefly. Hand them a letter stating the decision. Do not allow other agendas, no matter how minor or no matter how urgent. This signals that development of your reps is a significant issue for you.

2. Review the performance standards and goals.
Check for understanding and agreement. Briefly state the sources of your data; observation, competency assessment, customer feedback, etc. Keep your voice tone neutral.

3. Ask your sales person for his/her self- assessment.
Listen and probe for understanding of your rep´s viewpoint. Withhold judgment; at this point your objective is to understand not evaluate.

4. Give your assessment.
Be assertive and specific, and supportive not punitive. Be prepared for defensiveness: listen with empathy to reduce anxiety. Accept explanations for performance, but not excuses.

5. Negotiate any differences.
Performance standards are rarely negotiable, but timetables, goals, methods and assignments frequently are.
If you cannot agree, agree to disagree until the next meeting.

6. Offer your support.
You are there to help make your rep a success, not a failure. Make sure that your rep understands that you believe that the/she can reach the goals; that you would be having a different conversation if you thought otherwise. (And you had better be sure that you do indeed believe they can succeed.) Explain the ways you offer support: · Coaching, · Training · Mentoring · Administrative support

7. Summarise and clarify next steps.
Next steps should include a development plan. Schedule the next review meeting in 3 to 4 weeks. Makes sure there is at least one clear action step before the next meeting.

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Article Tags: measurable results, performance reviews, sales rep, self motivation



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