Successful onboarding of sales people has a material impact on both revenues and cost. See how world class organization build effective score cards to help reduce mis-hires and discover more A players. A presentation by Sales Benchmark Index.

1. Website Email Phone
www.salesbenchmarkindex.com info@salesbenchmarkindex.com 1-888-556-7338
Talent Management: How to
Build Effective Scorecards
Are you ready to be world class?

2. Why Do We Use Scorecards?
Scorecard Benefits:
• Reduces mis-hires
• Accelerates ramp time to productivity
• Provides context for coaching
• Clearly communicates expectations
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3. What Does a Scorecard Contain?
1. Mission
Brief explanation for why the role exists
2. Accountabilities
Key tasks a person needs to get done
3. Competencies
Determine organizational fit
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4. Ability and Fit
Abilities Fitness
Has the attributes Has qualities (e.g.
required for character, culture, chemist
performance and ry, goals) that best mesh
accomplishment with the business and into
the role
Competencies
Capabilities
“Can they
get the job
done?” “Are they a good fit?”
Grade them on the Grade them on the
Scorecard Scorecard
Accountabilities Competencies
section section
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5. #1 – Define The Mission
What is the role’s importance to the organization?
What questions does it answer?
o What is its necessity to the organization? (Strategic Value)
o What does it pay? (OTE)
o Why would an external candidate be interested? (Selling points)
Rules
o Use plain English (avoid blurbage and corporate-speak)
o Be accurate (number ranges are OK if such variability is normal
for the position)
o Avoid adjectives (which are too subjective)
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6. #2 – Set the Accountabilities
What must this role produce?
What questions does it answer?
o How do we hold ‘new hires’ accountable?
o How do we hold employees accountable?
Rules
o Define and quantify attainable deliverables/activities
o Avoid statements like “Get customers”
o Use detailed language
o Do not describe how or why, just what has to be done
o Objective/measurable/observable
o Set the bar high – here is where to define ‘A’ performance!
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7. Pre-Ramp Accountabilities
Job execution is about doing the right things
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8. Pre-Ramp Accountabilities
Include new hire training best practices
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9. Post Ramp Accountabilities
Find the best variables that relate to success
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10. #3 – Define The Competencies
Who is the best type of person for this role?
What questions does it answer?
o What are the role’s needed intrinsic characteristics and
personality traits?
o How do we determine whether a candidate will ‘fit’ within the
corporate culture and the Sales environment?
Rules
o Competencies can be Optional or Mandatory
o Typically consistent across the role irrespective of geography
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11. How Do We Determine Fit?
Select character traits and abilities
Competency Area
Individual
Competencies
Each Individual
Competency has
associated interview
questions
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12. How Many Competencies?
Use “A” players as your guide
• 55 total possible sales competencies
• Multiple Questions per Competencies (117 in
all)
• Competencies grouped by six (6) areas:
• Selling Skills (14)
• Selling Knowledge (7)
• Intellectual Competencies (11)
• Personal Competencies (9)
• Interpersonal Competencies (8)
• Motivational Competencies (6)
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13. “A” Player Discovery Process
Bottoms-up discovery work aids in the process
• Sales rep ride-alongs and face-to-face interviews
• Obtained multiple views of ‘A’ player competency ratings
o Individual sales reps
o Sales Leadership team
o SBI
• Compared results to companies of similar size and sales
process
• Leads to reliable assessment of a baseline for ‘A’ players
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14. Quantifying the Competencies
SBI’s rating based
on our field Gaps
observation with
your reps
Your rating based on your Average of the ‘A’ player reps
assessment of what who self-assessed the
competencies an ‘A’ player importance of each
rep should possess competency
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15. Learn More
Contact us to hear the rest of the story...
Email - info@salesbenchmarkindex.com
Phone - 1-888-556-7338
Download our Talent Management
Whitepaper: Sales Force Design: Research Findings
Web: http://www.salesbenchmarkindex.com/
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