In this overview, Accenture reviews the key findings from the 2011 SalesPerformance Optimization Study in our continued sponsorship with CSO Insights ofthis research. The study based on 2010 survey results represents CSO Insight’s 17thannual assessment of the challenges facing sales teams, why those problems exist andwhat organizations are doing to effectively address these issues. As part of Accenturesponsorship of this research, the analysis and insights of this paper focus on companieswith at least USD $1B in sales revenue.Despite these promising signs, whichseem to be driven by the economicresurgence, other data sets in thesurvey showed that organizationsare not getting better at executingfoundational sales capabilities toachieve high-performance sales organizations.One of the major indicatorsis that voluntary and involuntary salesrepresentative turnover still hoveredat more than 25 percent.Accenture, in collaboration withCSO Insights, a leading research andbenchmarking resource for chief salesofficers, recently completed the 17thannual study on sales performanceoptimization. The research surveyedmore than 2,000 companies worldwideto assess current sales performance,challenges facing sales teams,the reasons those problems exist,and what organizations are doing toeffectively address these issues.In addition, the Web-based surveycollected data on more than 100metrics related to sales performancefrom a broad base of enterprises acrossmultiple industries, including manufacturing,services, retail, governmentand many others. Several industries hadrespondents from more than 100 firms.In this year’s study, 231 (or 11.5 percentof respondents) were from enterpriseswith more than $1 billion in
When evaluating an assessment tool for use in your organization there are several considerations to be made and many questions to be asked and answered.First it’s important to take a strategic approach and determine what you want to measure, what is your business purpose and what are the business outcomes you want.Ask the questions: “Is the assessment tool appropriate for your intended purpose?” “How will the assessment results align with your intended business outcomes?”From a technical aspect there are psychometric considerations and then also technology questions.Is the assessment work-based and highly reliable and valid? Some of these considerations ensure you meet legal requirements and EEOC guidelinesIn terms of technology, most organizations today want a fast, reliable, online solution where their data is secure and their employees’ information is private. Ask about turn-around time and whether you can access the data easily.Training and Support from your supplier is critical. This usually ties in with price and quality as there is a cost to support and training, but well worth it if you are expecting the use the assessment as part of your OD or HR processes to deliver an ROI. Avoid providers that are selling a one-off event as this is a short term fix and tactical rather than strategic. Many good providers of assessment offer certification training for their products to ensure that users optimize on the assessments and use then responsibility. Also make sure to ask the supplier about their insurance coverage. Today it’s all about ensuring that a candidate or employee experience your brand and related products and services positively.Ask the provider for a complementary assessment for you and a few peers to test the process. If the assessment is too long it may contribute to candidate drop-off. The candidate expects to be able to complete the assessment in the language that he/ she will operate in. In the USA English and Spanish are the most popular languages we see, however more and more with the diverse population we see our clients using a wide array of the languages we offer to enhance the candidate’s experience. When using assessments internally for employees, communication is critical. Before asking employees to complete an assessment ensure that you have clearly articulated the purpose, explained why they are doing an assessment, describe the results they will get and who will see the results and how they will be used.
A-Player Profile-helps you define knock-out factorscompetitive, committed, willing to do what it takes it’s easy to do a job reasonably well. What does it look like to do it extraordinarily well? That the start of your A-Player profileThree levels of performance: do the basics or get fired; be proactive- take responsibility and do solid work; A-Player performance levels- see new opportunities; create solutions and perform at an elite levelOnce you’ve defined the A-Player job benchmark profile, use it to ID pools of individuals who have the foundational skills needed for the job. Expand the recruiting net beyond you industryIndustry may mean hiring people your competitors just fired- their C-Players You can clearly ID your knock out factors- to eliminate non-contenders quickly
What sales capability do we need to drive the sales strategy? Do sales managers know how to manage/ acquire/ train and support these skills?Achievement focus Influencing and relationship building Coping with intensive training Independent, creative and persistencePlan, Executeand Measure Acquire & select best fit talent Get them proficient quickly Leverage strengths Manage optimally Track and measure resultsBusiness Outcomes Exceed market share goals Improved retention Increased engagement scores Effective sales managersIf you’re a senior sales executive, nothing has a bigger impact on your business results and quality of your life than hiring A-PlayersA –Players have an exponential not incremental impact on your businessCan B-Players be moved to A – yes if the gap is skills/ experience based and the B Player has great integrity and excellent work ethicNew era of sellingGetting a few things rightSales strategy that is aligned with business strategy so that our sales efforts hit the bottom line quicklyAligning sales strategy with talent acquisition – find and hire superior sales reps Retention and engagement - leadership turbo-charged development that impacts the bottom lineExciting the customerGet this right and all would be well in the world.
Use of Sales Assessment Tools to Recruit Top Business Development Personnel
Use of Sales Assessment Tools to Recruit Top Business Development Personnel Presenter Merle Ballaigues, President