The 3 MTMs that Improve Inside Sales Performance
After considering the answers above, along with the other responses to my survey I settled on the three metrics that I feel matter the most for coaching and improving inside sales performance:
# of opportunities,
Close percentage
Script grading adherence evaluation per closing call
Metric #3 – Script Grading Adherence – is based on recording each call and grading adherence to your best practice script and scripted rebuttals. The reason, is if a rep is winging it, they won’t get better and you can’t coach them.
The manager’s job is to teach the best practice approach and then coach to it. Then you measure who is adhering to it and who isn’t. Every other metric (number of calls, number of contacts, trending to revenue for the month), etc., flows from that direct metric.
I always like to talk metrics with managers to see uganda telegram data if they are measuring this very important component. Bottom line is if your reps aren’t using the best approach and handling objections and sales situations effectively, then the other metrics won’t improve much. If you ask them to make more calls, all you will get is more bad calls.
Here’s my challenge to you: Start listening to how your inside sales reps are performing during their calls. Note where they have opportunities to improve. Then develop a coaching plan, to improve inside sales performance.These are the exact traits every manager wants to see in the people the bring onto and keep on their team. Let’s look at each of these habits, that will advance your sales career, from a manager’s perspective.
Being on Time
How can anyone rely on someone who can’t show up?
There are so many resources available today that help individuals plan routes and avoid construction and traffic, that there is no real excuse for being late. If a job candidate is late for an interview or an employee is habitually late, a manager will question their reliability and commitment.