Sales Prospecting – My 2 Cents

Depending on the type of organization, the process of employee evaluations can be vastly different – from a straight evaluation of production numbers to a more complex evaluation of how client interaction is handled.

Regardless of the process or criteria an employee is evaluated on – one thing must be present – the employee must understand the expectations they are being evaluated on.

Imagine walking into a room with your supervisor for your evaluation and not knowing what you were being evaluated on – talk about a frightening experience (regardless of your self-confidence or a proven track record of success)

Something that I believe is critical in being able to set expectations is a formal process for evaluations. 

The process should include -  framework for the timing of evaluations, items to be covered, specific numbers pertaining to the expected levels of achievement, goals set for next evaluation, ongoing check in points before next evaluation to ensure on path to achieve goals, and an formal plan of repercussions if they are not achieving goals.

Following this simple process or a similar process that has clearly defined items will lead to not only an efficient evaluation process but a more productive and happier organization.

“My 2 Cents”