Performance Goals & Action Plans

Performance Goals & Action Plans  
Are the Map & Compass
of the
Sales Organization

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In Order For An Organization
To Achieve & Maintain
Continuous Profitable Sales &
Customer Growth Performance

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The Organization Must First Master
The Ability To Accurately and Effectively
Set & Achieve Increasingly Higher Levels
of
Productivity, Performance
& Profitability Goals

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And The Ability
To Achieve & Maintain
Increasingly Higher Levels Of Productivity, Performance and Profitability Goals

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Requires
The Development & Execution
Of An Effective
Performance Goals Strategy.

5 Benefits Of Developing
An Effective
Performance Goals Strategy

1) Organizations That Have Proven Systems
 To Effectively Set And Monitor
Accurate Performance Goals

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Are 97% More Successful
Than Organization's Without
Effective Performance Goal Systems

2) Performance Goals
Are Incredibly Motivating

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Because Their Achievement Indicates
 Security, Recognition & Success

3) Goals Establish How Salespeople Focus
Their Time, Energy & Resources

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4) Performance Goals Play A Vital Role
In The Success Of The Performance Monitoring
&
 Compensation / Incentive Strategies

5) The Average Sales Organization
Could Improve The Effectiveness Of Their
Goal Setting Strategy By 40%

The 8 Most Common
Goal Setting Mistakes

1. Sales Goals Are Developed
In A Top Down Process

2. Sales Goals Are Based On Emotion
Rather Than Facts

3. Sales Goals Are Made
Without The Proper Input & Buy In
From The Members Of The Sales Organization

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That Will Be Responsible
For Achieving Them.

4. Rewards Are Not Properly Aligned
With The Achievement Of Sales Goals

5. The Sales Organization’s
Goal Setting Process
Are Not Properly Aligned

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With The Enterprise’s
Sr. Leadership
Goal Setting Process

6. Salespeople Don’t Understand
How The Achievement
Of Their Individual Goals Contributes

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To The Achievement
Of The Sales Organization’s Goals

7. Lacking Proper Goal Alignment
The Energy Of The Sales & Sales Support
Organizations Are Not Focused On Improving
The Things That Matter Most …

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Providing Increasing Value
 To The Customer
&
Profit To The Enterprise

8. Poor Goal Setting Leads To
Continuous Re-Forecasting

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Which Erodes Credibility
And Increases Turnover

Achieving Organizational Excellence

Without Accurate & Achievable
Performance Goals

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The Members
Of Your Sales Organization
Will Waste Valuable
Time, Effort & Resources

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Inefficiently Pursuing Activities
That Contribute
Very Little

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To Organizational Excellence

The “Shotgun” Approach

However, In Well Over 70%
Of The Sales Organizations We Analyze

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We See A Lack Of Shared Goals
Amongst The Sales Representatives
& The Overall Sales Organization

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What We See
In A Typical Outbound Sales Organization

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Are Individuals & Groups Of Individuals
Striking Out In Different Directions

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Focusing On Their Own Individual Goals
With Little Collaboration Amongst Other Members Of Their Sales Team & The Overall Sales Organization

Developing A Profitable
Performance Goals Strategy

15 Performance Goal Requirements

1. Properly Aligned
2. Clearly Defined
3. Accurate
4. Measurable
5. Written
6. Active Involvement
7. Mutual Agreement
8. Properly Perceived
9. Established Timelines
10. Properly Monitored
11. Regularly Reviewed
12. Adequately Supported
13. Often Celebrated
14. Rightly Rewarded
15. Relentlessly Pursued

Goals Must Be Properly Aligned

The Achievement Of Each Individual Sales Goal
Must Contribute To The Achievement
Of A Key Sales Organization Goal

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The Achievement Of Each Sales Organization Goal
Must Contribute To The Achievement
Of A Key Corporate Goal

Goals Must Be Clearly Defined

Be Very “Specific”
About What Successful Achievement
 Of Each Goal Will Look Like
&
How Performance Against Each Goal
Will Be Measured

High / Low - Inaccuracy Scenario

If Performance Goals Are Too Low
You Won’t Maximize The Efforts
Of Your Sales Organization

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If Performance Goals Are Too High
Your Sales Organization Will
Become Frustrated, Lose Focus
And Actually Underachieve

You Can’t Meet – What You Can’t Measure

Every Performance Goal
Must Be Measurable
&
There Must Be An Effective
Performance Monitoring System In Place
To Accurately Monitor Performance To Each Goal

Employee Involvement
Maximizes
Goal Achievement

Obtaining Employee Input
When Setting Performance Goals

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Not Only Shows Employees
That Their Contributions
Are Recognized & Valued

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It Also Maximizes The Probability
That The Employees Will Meet These Goals

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Because Their Involvement
In The Goal Setting Process
Instills An Added Sense Of Responsibility
For Achieving Each Goal

Obtain Mutual Agreement

Dictated Performance Goals
Don’t Inspire The Motivation & Effort
Required To Achieve High Performance Goals

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So Obtain Agreement On Performance Goals
So Both Parties Are Committed
To Their Achievement

Perceiving Is Believing

Ensure That Each Member
Of The Sales Organization
Perceives Their Goals As

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1. Challenging
2. Realistic
3. Achievable
4. Important

Establish Timelines

Assign Specific Timelines
For Each Sales Goal
&
For Each Step Of The Action Plan
Put In Place To Achieve Each Goal

Establish A Follow-Up System

Establish A Regular Follow-Up System
 To Monitor Performance
&
Modify Action Plans When Necessary

Obtain Feedback & Agreement

Provide Regular Feedback
On How Each Salesperson Is Performing
Against Their Agreed Upon Goals

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After Each Follow-Up Session
Document The Feedback
& The Action Steps
Each Party Agreed To Execute

Provide On-Going Support

In Addition To Follow-Up Sessions
Make It A Habit To Ask Each Salesperson
How You Can Help Them Achieve Their Goals
&
And Then Take An Active Role In Helping Them.

Celebrate “Small Wins”

Acknowledge The Small Wins
Your Salespeople Achieve
In Route To Achieving Their Sales Goals

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 Acknowledgement Fuels The Fire Of Motivation
&
Leads To Greater Levels Of Achievement

Match Rewards With Achievement

Develop An Effective Incentive Plan
 That Will Ensure Each Member Of The Sales Organization Will Be Sufficiently Motivated To Overcome The Many Challenges And Frustrations That Goal Achievement Requires

Achieving Goals Is Too Time Consuming

The #1 Reason Salespeople Give
For Not Achieving Their Assigned Sales Goals
Is That They Don't Have The Available Time
To Execute The Assigned Action Steps

Creating Time For Achieving Goals

If Your Salespeople Can't Find Time To Effectively Achieve Their Assigned Performance Goals

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Here's A Process That Will Create
All The Time They Need

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Pick A Random Day & Spend 4 Hours Observing Your Sales Force During Their Peak Call Periods

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What You Will Discover Is That
The Average Sales Representative
Will Spend 60% of their
“Peak” Call Time

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Unfocused
& Inefficiency Executing
“Non-Calling” Activities ...

Developing A System
For Converting Time Into Money

Interested In Increasing
The Profitable Sales Growth
Of Your Outbound B2B
Telephone Sales Organization?

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Schedule Daily Call Blitz Periods …

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And Then Lead Your Salespeople
To Effectively Execute
Their Daily Call Blitz Strategies

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You'll Free Up
1 to 2 Hours A Day
For Executing Action Plans
& Achieving High Performance Goals

Outbound Excellence Can Help Improve Your Performance Goals Strategy

By Answering The Following
Key Performance Goal Questions:

1. What Sales Goals Are Most Important?

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2. What Are The Benchmarks For These Goals?

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3. What Are The Best Processes & Formats
For Measuring These Goals?

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4. What Are The Key Mistakes I Should Avoid
In Structuring Performance Goals?

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5. What Are Some Of The Most Effective Ways
For Aligning Goals Throughout The Organization?

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6. What Are The Best Ways To Establish Effective “Action Plans” To Ensure Goals Are Attained?

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7. How Do I Get Buy In From The Sales Team?

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8. How Can I Ensure That The Sales Team Has The Adequate Knowledge, Skills & Resources To Effectively Execute Their Action Plans?

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9. How Do I Motivate The Sales Team
To Keep Focused On Executing Their Action Plans Until Their Performance Goals Are Achieved?

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10. How Do I Follow Up To Ensure
Adequate Progress Is Being Made Toward Each Goal To Ensure The Required Results Will Be Obtained Within The Designated Time Frame?