What is the sales performance matrix and how can you use it to improve your team's skills and motivation?

1 What is the sales performance matrix?

The sales performance matrix is a 2x2 grid that plots the skill level and motivation level of each salesperson on your team. The skill level is measured by how well they perform the tasks and activities required for their role, such as prospecting, qualifying, presenting, negotiating, and closing. The motivation level is measured by how engaged, committed, and enthusiastic they are about their work, their goals, and their customers. By plotting each salesperson on the matrix, you can identify four types of salespeople: stars, learners, coasters, and strugglers.

2 How to use the sales performance matrix?

The sales performance matrix can help you tailor your sales management style and actions to each type of salesperson. Depending on where they are on the matrix, you can provide them with different levels of direction, support, recognition, and challenge. For example, stars have high skill and high motivation and are your top performers who consistently achieve or exceed their targets. To manage stars, you should give them autonomy, praise, and opportunities for growth. Learners have high motivation but low skill; to manage them, you should give them direction, feedback, and training. Coasters have low motivation but high skill; to manage them, you should give them support, challenge, and motivation. Strugglers have low skill and low motivation; to manage them, you should give them direction, support, and feedback. Reporting and documenting the incident will help you inform and reassure the stakeholders, as well as provide valuable insights for improving your cloud security posture.

3 How to create a sales performance matrix?

Creating a sales performance matrix for your team requires collecting and analyzing data on each salesperson's skill level and motivation level. You can use various sources of data, such as sales results, customer feedback, self-assessments, peer reviews, or observation. Additionally, you can use different methods of analysis, such as quantitative, qualitative, or comparative. The key is to be objective, consistent, and transparent in your evaluation and communication. To create a sales performance matrix, you need to define the criteria and indicators for skill level and motivation level. Then collect and review the data for each salesperson from various sources and time periods. Assign a score or rating for each salesperson's skill level and motivation level based on the data and criteria. Plot each salesperson on the matrix according to their score or rating. Finally, review and validate the matrix with your team and discuss the implications and actions.

4 How to update and use the sales performance matrix regularly?

The sales performance matrix is not a fixed tool; it is dynamic and flexible, allowing you to monitor and adjust your sales management strategy and actions over time. It is important to update the matrix periodically with the latest data and feedback, such as quarterly or monthly sales results, customer feedback, self-assessments, peer reviews, or observation. The matrix can also be used as a basis for coaching sessions with each salesperson to review their performance, strengths, and areas for improvement. Additionally, the matrix can be used as a tool for team development and recognition activities, such as identifying and celebrating achievements or facilitating cross-learning and collaboration among team members.

5 What are the benefits and limitations of the sales performance matrix?

The sales performance matrix is a tool that can help you improve your team's skills and motivation. However, it has its benefits and limitations. It can help you understand and appreciate the diversity and potential of your team, as well as tailor and optimize your sales management style and actions. Additionally, it can help you track and measure your team's performance and progress over time. On the other hand, the sales performance matrix can be subjective and biased depending on the data used, oversimplified and rigid if not updated regularly, or misused if not communicated properly.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?