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How to scientifically and effectively to the sales staff appraisal and reward
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How to scientifically and effectively to the sales staff appraisal and reward
In order to accurately assess and evaluate the performance of sales staff, you must have a well-established, scientific and practical examination and assessment system, while the sales staff evaluation, the ultimate aim was to act as penalties and rewards to encourage the advanced, urging backward, improve the company’s sales.
The following will be explained in two ways:
A sales department for examination and evaluation system
The scoring criteria (by the Finance Department and Marketing Department completed):
Description: First of all, the Finance Department according to company sales policies and market conditions, identify each of the indicators to be scored in the table ‘X1-Y1’, said the meaning: A rated indicators corresponding to five time-interval, depending on and so on. If B target 100% -95%, corresponding to a score of 5 points; 94% -80%; corresponds to a score of 4 points; 79% -60%, corresponding to a score of 3 points; 59% -40%, corresponding to a score of 2 points ; 39% below, corresponding to a score of 1 point. Practical work, each indicator corresponds to a different range of scores, depending on the companies by sector, size, regional and product characteristics vary.
Monthly regional managers and sales staff for examination and evaluation, the final assessment of a A, B, C, D (excellent, good, qualified, unqualified) four grades. D-level regional managers or sales staff will return to the preparatory-level treatment of sales personnel for three consecutive months classified as D-level regional managers or sales staff, will be automatically dismissed. For three consecutive months of sales staff scored the lowest total score, the implementation of ‘last one eliminated’, will be automatically dismissed.
Second, sales incentive distribution system:
Higher level awards and distribution system characteristics:
1 to protect the sales st
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