The only way you can accurately evaluate remote team performance is through PROACTIVE OBSERVATION. Otherwise you have no idea what they're doing. Most managers feel they can't observe remotely-only in person. The rules of selling & management have changed. If you haven't revised your sales process, sales management & coaching approach for remote teams-you're set up for failure. We've never had this level of exposure into people's lives & homes. I have my guitars in my office. It's an immediate conversation starter about music; something we can all connect to. You can observe, home office environment, presentations, engagement during remote meetings & writing skills-giving you the insight to accurately asses your remote team's performance.

Evaluating your remote sales team requires a structured approach. Start by setting specific, measurable goals aligned with your business objectives. Use CRM tools to track customer interactions and sales data for performance insights. Regular virtual check-ins are essential; discuss targets, challenges, and strategies for improvement. Foster open communication to keep team members engaged and accountable. This collaborative environment enhances overall performance. Please support my content by hitting the “Like button,” commenting, or both. #RemoteSales #PerformanceEvaluation #TeamSuccess

The numbers talk. If your remote employees are consistently hitting their monthly targets they are doing something right and you probably don’t need to micromanage them. But if the are not, or even for those who are if you want to understand what they do to share their best practices with the rest of the team, invest in a tool like Gong, and listen to their calls. You can dissect them and use them as a coaching tool. Gong is one of my favorite sales management tools.

I've been fortunate to manage many remote people and having clear expectations, communication plans and discipline is key. Start with coming up with clear output expectations and make sure everyone is aware of them. Then schedule time every day, week or month to compare those goals against current output. Again, transparency is everything. IF there's goals being missed, it's because of 1 or 3 reasons. #1- Your employee CAN'T hit goal. As in, its not possible for them to do it because of their skillet, personality OR the goal is unrealistic. #2- They WON'T do what's needed to hit goal. #3- They DON'T KNOW HOW.... and that's on you as their manager. Figure out if they can't, won't or don't know how and address accordingly.

To evaluate the performance of remote sales teams, we must shift our focus from traditional metrics like quotas alone to a deeper understanding of the behaviors and values driving success. Start by measuring trust, collaboration, and communication. These intangible factors are the backbone of strong remote teams. Next, assess how well they understand and align with the company’s vision and mission. Are they building long-term relationships with clients, not just chasing short-term wins? Look at consistency in effort, adaptability to change, and their ability to inspire trust in clients. Sales numbers matter, but they are a byproduct of purpose-driven action.