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Try it out with a Sales Performance Report.
Whether you are looking at the performance of your sales team or looking at the performance of your products over time, our Sales Performance Reports provide you with information you can use each day to improve the performance of your teams results.
Now, you may have field Sales Reps, sales clerks, counter personnel or office assistants, working the activity of sales. We know these activities can always be improved.
We provide you with a tool to increasing sales now in our staff reports.
Results are the key to success.
Try it now – enter your leading sales reps figures for the past 10 weeks or any numbers you like which may represent someone’s figures.
Just enter your name and email address and we will send you our sample reports based on these figures.
Or you may choose to try the program for real and for a start up fee of just $182.00 you receive 4 weeks of reports for up to 8 people or products, our online staff are there to assist you all the way through the process.
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Your incentive program looks good and and the reports look quite useful, but I have a query about statistics.
How do you choose what statistic to measure people by?
For example, a General Manager.
I do so many different tasks, how do you nail down just one to use for the program?
Won’t staff complain if you only measure a small part of all the different jobs they do?
Thanks Steve,
Re Q1 How do you choose what statistic to measure people by?
I suggest you read our article on “How to Measure People” this should give you some ideas, any problems let’s know and we will help you out.
Re Q2 I do so many different tasks, how do you nail down just one to use for the program?
As a General Manager you are responsible for the well being of your organisation, we have a number of methods you could be measured by.
Check out our article and examples, but often to get it so you take part in the incentive game too we recommend a simple statistic like Value of Total Sales – or perhaps Invoiced Sales another could be Income (banking) divided by number of staff, this is a good guide line, you will see why when you do it.
Re Q3 Won’t staff complain if you only measure a small part of all the different jobs they do?
To answer your question not really, we work with you to identify the best measuring method for their title, their title really represents their position in the company and what they are expected to produce in the way of results.
Hope this helps.
Kevin