By having these metrics readily available and reviewing them regularly, team leaders can gain insights into performance and identify pipeline — and personnel — issues early on. Performance management can be difficult during economic headwinds: individual reps may be running all the right plays and have their sales tactics dialed in, only to have their numbers harmed by forces outside their control.
When this happens to your high-performing sellers, “focus on inputs — not just outcomes,” says SaaSworks Chief Customer Officer, Suneet Bhatt. “If you really nail customer and employee success, company success will happen.”
How to Support Your Reps with Health and Trigger Reports
If your goal is higher performance and retention, take proactive botim database steps to support and coach your reps by looking at health and trigger reports in HubSpot CRM. To use health and trigger reports effectively, your sales leaders should set up the necessary fields in Sales Hub to track KPIs such as deals closed, revenue generated, and activity levels. Then, create a report that shows sales performance metrics for each sales rep on a monthly basis, including both green and red indicators to easily identify those who may be struggling.
When a rep's performance has been consistently below average, set up event triggers signaling the need for proactive coaching. Team leaders may set up email or Slack notifications to address the issues as soon as possible. Make sure to save the report and share it with your leadership team for review and coaching planning on a monthly basis.
Once you understand the timeline of performance issues, you can take the appropriate steps at the right time. Here's a timeline to keep in mind:
Month 1: Missing a month of sales can happen due to various reasons, such as a slow period or a prospect who delayed the decision-making process. It's not a cause for alarm yet.
Month 2: When a sales rep misses two months in a row, they may start doubting their abilities and question if they're in the right role or career. Be sure to address their concerns and offer support.
Month 3: Missing three months in a row can lead to doubts about the product and company, in addition to growing self-doubts about the rep's abilities. Schedule a meeting with the team member and their manager to discuss progress and the need for more extensive coaching or performance improvement plans.
Month 4: If a rep misses four months in a row, it's a sign of a significant performance issue. At this point, they may start looking for other job opportunities. Have a serious conversation with the team member and explore potential solutions, such as moving them to a different role or offering additional training and coaching.
- Board index
- All times are UTC
- Delete cookies
- Contact us