Sales Performance Review Template

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 How to Use This Template:
This performance review template is broken into three tabs – Goals Assessment, Soft

The Goals Assessment sheet focuses purely on a rep's ability to hit quota. There are
which you may cuztomize as you see fit.

mplate For each quarter, input the rep's quarterly goal in the Goal column. If you want to pla
others, alter the Weight of each goal as you see fit – provided the total equals 100%.

After a quarter is over, go in and add your rep's actual performance numbers to see ho

The Soft Skills Assessment focuses on other essential areas of the job, like familiari
competitive landscape.

Each quarter or review period, ask your rep to rank his or her performance on a scale
each of the areas provided. Again, you should feel encouraged to add, remove, or cha
fit.

While your rep is doing this self-evaluation, go through and evaluate the rep yourself.
metrics with your own to see where you and your rep disagree on these soft skills. Th
where you believe your rep needs to improve and where your rep wants to improve.

The Action Items tab provides your rep with clear, actionable steps towards improvin

This final tab should highlight at least three areas of improvement, why that area shou
do to support the rep in improving, and what will factor into success.
This Template:
oals Assessment, Soft Skills Assessment, and Action Items.

o hit quota. There are five allotted rows for each quarter's goals,

mn. If you want to place more importance on some goals than

he total equals 100%.

ance numbers to see how much your rep achieved goals.

the job, like familiarity with the CRM and an understanding of

erformance on a scale of 1-4 (a key is provided in the tab) in

to add, remove, or change any success criteria as you best see

aluate the rep yourself. Compare your rep's self-evaluation

on these soft skills. This exercise will help you understand
ep wants to improve.

steps towards improving.

ent, why that area should be of focus to the rep, what you will
ccess.
 <Rep Name> | <Date of Review>

Q1

Goal
Goal Actual Weight

Opportunities Opened ### 20%

Deals Closed ### 20%

Revenue Closed ### 20%

Calls Made ### 20%

Reps Hired ### 20%

WEIGHTED TOTAL
Q1 Q2 Q3

% Achieved Goal Actual Weight % Achieved Goal

#DIV/0! ### 20% #DIV/0! ###

#DIV/0! ### 20% #DIV/0! ###

#DIV/0! ### 20% #DIV/0! ###

#DIV/0! ### 20% #DIV/0! ###

#DIV/0! ### 20% #DIV/0! ###

#DIV/0! #DIV/0!
 Q3 Q4

Actual Weight % Achieved Goal Actual Weight % Achieved

20% #DIV/0! ### 20% #DIV/0!

20% #DIV/0! ### 20% #DIV/0!

20% #DIV/0! ### 20% #DIV/0!

20% #DIV/0! ### 20% #DIV/0!

20% #DIV/0! ### 20% #DIV/0!

#DIV/0! #DIV/0!
 <Rep Name> | <Date of Review>

RATING FACTOR

Motivation Level and Drive – (Attitude, team play, calls reviewed, participation in training)

Time Management Skills – (Punctuality, daily planning, daily review, uses tools to manage time)

Attention to Detail and Process – (Active listening on calls, takes notes, great summary emails, f
future commitment, includes agenda)

Communication Skills - Written – (Excellent email summaries, keeps good notes in CRM, uses
prospects words back to them)

Communication Skills - Verbal – (Focuses on positive, listens more than they talk on calls, restate
reframes, validates, stands on calls for improved tone, confident & assertive)

Pipeline Development – (Spends extra time prospecting, develops partnerships, generates client re
copies the best reps, develops social media expertise )

Forecasting Accuracy – (Focuses on identifying and/co creating compelling events, logs progress
every deal in CRM, asks about prospects calendar of events, resists urge to predict future)

Consistent Application of our Sales Process & CRM – (Knows our deal stages, uses our CRM a
instructed, adheres to milestones/outcomes required to move stage, adds exact notes on each deal)

Understanding of Target Profile – (Knows target persona profiles inside out, knows top challenge
initiatives, speaks with authority about industry & people, process & systems, not product)

Discovery Skills – (Conducts a solid current state vs. future state analysis and get prospect to disco
where the holes are in their plan)

Ability to Overcome Objections – (Uses a library of give/gets and trades access to power for
demo/pricing, pitches when it’s time)
Rep Creates & Follows a Close Plan – (Writes a step by step close plan, uses close plan on all cal
discovery)

Planning and Follow Up – (Researches client before any call, sends pre-call appt confirmation and
sends post-call email summary in client's own words, follows template and records in CRM)

Competitive Intel – (Can name the top 5 competitors in their segment and can list strengths & wea
for each)

TOTAL RATING
AVERAGE RATING
 SCALE: 1 = Does Not Meet Expectations, 2 = Needs Improvement, 3 =

Q1 Q2

Rep Manager Rep

Assessment Assessment Assessment

tion in training) 0 0

ools to manage time) 0 0

at summary emails, firm

0 0

notes in CRM, uses

0 0

y talk on calls, restates,

0 0

ps, generates client referrals,

0 0

events, logs progress of

0 0
dict future)

ages, uses our CRM as

0 0
notes on each deal)

, knows top challenges &

0 0
not product)

get prospect to discovery

0 0

cess to power for

0 0
s close plan on all calls past
0 0

appt confirmation and always

0 0
ords in CRM)

n list strengths & weaknesses

0 0

0 0 0
#DIV/0! #DIV/0! #DIV/0!
ons, 2 = Needs Improvement, 3 = Meets Expectations, 4 = Exceeds Expectations

Q2 Q3 Q4

Manager Rep Manager Rep Manager

Assessment Assessment Assessment Assessment Assessment

0 0

0 0

0 0

0 0

0 0

0 0

0 0

0 0

0 0

0 0

0 0
 0 0

0 0

0 0

0 0 0 0 0
#DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0!
Action Item #1: <Name of Action Item>

Action Item #1: <Name of Action Item>

Action Item #3: <Name of Action Item>

Action Item #3: <Name of Action Item>
of Action Item>

of Action Item>

of Action Item>
of Action Item>
Rationale: Why does this employee need to focus on this area in the upcoming quart

Management's Action: What will you do as the rep's manager to support the rep in g

Rep Action: What specifically should the rep do in the coming quarter to achieve the

Measurement of Success: How will you and the rep know this initiative was succes

Rationale: Why does this employee need to focus on this area in the upcoming quart

Management's Action: What will you do as the rep's manager to support the rep in

Rep Action: What specifically should the rep do in the coming quarter to achieve the

Measurement of Success: How will you and the rep know this initiative was succes

Rationale: Why does this employee need to focus on this area in the upcoming quart

Management's Action: What will you do as the rep's manager to support the rep in

Rep Action: What specifically should the rep do in the coming quarter to achieve the
Measurement of Success: How will you and the rep know this initiative was succes
 s area in the upcoming quarter?

anager to support the rep in getting better in this area?

oming quarter to achieve the desired outcome?

ow this initiative was successful?

s area in the upcoming quarter?

manager to support the rep in getting better in this area?

oming quarter to achieve the desired outcome?

ow this initiative was successful?

s area in the upcoming quarter?

manager to support the rep in getting better in this area?

oming quarter to achieve the desired outcome?

ow this initiative was successful?