Sales Effectiveness Assessment

Use this tool to measure your organization's Sales Effectiveness. Feel free to customize this tool as required.
Give your organization a score of 1-5 for each of the following questions. Check the SCORECARD tab for results.

Score 1 - Strongly Disagree

Score 2 - Disagree
Score 3 - Somewhat Agree
Score 4 - Agree
Score 5 - Strongly Agree

Recruitment & Retention

Score Areas of Concern

New hires usually achieve their sales targets within 3 months of being recruited and trained 1
We have a solid Sales Compensation Plan to retain top staff with over 50% achieving on-target-earnings 2
Sales Skills Assessments are used to profile our top performers, screen new hires, and inform training needs 2

Consultative Sales Training

Score Areas of Concern

We have adopted a consultative sales methodology such as SPIN Selling, Miller Heiman, etc 4
Our sales representatives are capable of discussing real customer needs and the impact of key challenges 5
Key Account Planning, Stakeholder Analysis, and/or Territory Management tools are in place to assist reps 3
A comprehensive Sales Training Manual with Sales Tools has been created to document our methods 3
Sales Training Workshops are conducted at least once per year to maintain continuous improvement 4
We use standardized Sales Scripts, Presentations, Proposals, and other collateral to maintain consistency 2

Sales Analysis & Forecasting

Score Areas of Concern

Our department-based quarterly sales forecasts are usually within 5-10% of actual sales results 2
Each sales representative provides an accurate sales opportunity pipeline/funnel on minimum monthly basis 2
We analyze sales results by product/service, market segment, channels, sales representatives, etc 3
Annual sales plans are created to set goals and quotas for the team and individual sales representatives 4
It is easy for sales management to obtain reports on sales results by product, segment, channels, reps, etc 2
We have a defined Sales Process with specific criteria for each stage in the opportunity pipeline/funnel 5

Sales Force Automation/CRM Systems

Score Areas of Concern

Our current Sales Force Automation/CRM System is meeting our business needs and will for next 18 months 4
We are confident that the data inside our CRM system is accurate (no duplicates, incorrect information, etc) 3
Over 90% of our sales representatives, managers, and senior executives have adopted our CRM system 1
We have a competent CRM Administrator who can build reports, provide training, and customize our system 4
Our CRM System is integrated with a lead generation system providing lead scoring & prospect analytics 4

Sales Productivity Management

Score Areas of Concern

We know how many sales representatives have not achieved their quota for the past 2 quarters 5
Performance Reviews tied to Key Performance Indicators (Productivity Metrics/Revenue) are done quarterly 4
Productivity Metrics are tracked, monitored, and measured (# dials, appointments, new opportunities, etc) 4
Our top performing representatives based on revenue are also highly productive and set a good example 5
We have defined minimum standards for sales productivity metrics (work ethic) and enforce adequately 3
Sales Management analyzes our team's Opportunity Pipeline Stages carefully to ensure we meet our targets 4
 Sales Effectiveness Assessment

Use this Scorecard to benchmark capabilities, to measure improvements, and to identify your strengths & weaknesses related to best practices in Sales Effectiveness.
A score of 5.0 in each category is the highest ranking you can achieve.

Sales Effectiveness Criteria Our Firm Goal State Sales Effectiveness Index

Sales Recruitment & Retention 1.7 2.2

Sales Recruitment & Retention

Consultative Sales Training 3.5 4.0
5.0

4.0
Sales Analysis & Forecasting 3.0 3.5 3.0
Sales Productivity Management Consultative Sales Training
2.0

Sales Force Automation/CRM Systems 3.2 3.7 1.0

Sales Productivity Management 4.2 4.7

5
Sales Force Automation/CRM Systems Sales Analysis & Forecasting
Sales Effectiveness Score 3.1 3.6