by Denise Terry / September 17, 2019
Have you recently asked yourself how to identify and select high performers for your sales team? Or whether there are specific competencies that are critical for optimizing your team’s sales performance? Then, you may have also realized that there is a great benefit to collecting and tracking relevant performance metrics, hire rates, time to ramp, perceived potential, etc. Gathering good data makes it possible to explore and answer the many questions you have about your team and their sales performance.
At GrowthPlay, we utilize a number of tools to help our clients get the most out of their data and help them answer their sales talent assessment questions. We first look at which competencies within our library correlate with our client’s sales performance data, focusing on ones that are the most statistically significant of the group. We then take what our team has learned through qualitative work, such as job analysis/subject matter expert discussions and a thorough review of job descriptions, to further refine our list of competencies, eliminating ones that may have strong correlations but don’t make sense for the role. From there, we work with our clients to ensure that the selected competencies resonate with them and what their business goals are, and look at how their team compares to the new profile.
The key to all of this work being successful lies in the time and effort put in to ensuring that we utilize high quality data, listening and understanding what our client is asking for, and employing the appropriate solution to fit their needs.
To learn more about the science behind predictive assessments read our blog on validity
One of the more frequent hurdles we face is getting high quality sales performance data. The data is incomplete, it’s difficult to access, quotas aren’t realistic or equitably set, subjective ratings are overinflated and factor into compensation, or there is no consideration for differences in geography or territory size.
To help GrowthPlay clients, we have collected our list of tips and tricks for tracking down good data, while avoiding the bad.
If you can harness the power of meaningful sales performance data, you then position yourself to answer the higher level questions and help your team go from good to great.
Read our blog Three Tools to Gauge Sales Talent Gaps for additional tips to take your sales team from good to great!