Why Are Reviews So Important?

The answer to this question may seem obvious; every employee needs to know what the expectations and standards are for their job. Yet, most companies do not have a formal performance review program in effect for their employees. Reviews are given when an employee is being disciplined or when it is time for a pay review. Longevity, sick time, relationships with customers, vendors, and/or co-workers, and the ability to get along with management are the standard criteria used to evaluate the success of an employee. Although vitally important, these areas offer only one dimension of evaluating the value of an individual to your company.

Every employee needs a well-defined plan to maximize his or her success during the year. This plan is the roadmap needed for each employee to increase their productivity and have a feeling that they are an important part of a team. Sales Creators helps build individualized job descriptions that provide both the process and the standards for each employee. This written format is customized to your business and is incorporated into your marketing plan. When each employee is provided with a roadmap the expectations are no longer ambiguous and they know the precise tasks and how to reach or exceed the standards set by the company.

Expectation Reviews Personalized For Each Employee

Every job should have clearly defined duties, tasks and/or responsibilities. Every job has areas that should have performance standards and expectations placed on the tasks performed under its umbrella, or job description. These are the cornerstones to improving productivity and profitably in that department. This written format sets the standards that must be obtained by the individual. It falls under management’s domain to help by providing the training and support needed to reach the goals.

Monthly reviews by department heads using these and other tools can be productive and rewarding, and not something to dread. If an employee has exceeded the expectations (and many will) this review time can be spent praising and giving recognition for their great work. If an employee has not reached the standards, then the communication and guidance can be directed at specific areas that need attention. A plan of action is then agreed upon by both parties and put into action (additional training, daily reviews or assistance, or corrective action) with a follow up review time set within two weeks.

Once individual standards have been achieved it is time to move into TEAM building and setting team goals and expectations. Reviews are the scoreboard in every stadium for every sport; reviews tell everyone who is winning and who is not!

Performance and Reviews in the Sales Department

It has been said that 'salespeople are different,' and that is usually true. A sales team in a company is the conduit to the money vault. When you need more money, turn the cash flow value by increasing the sales goals and have a marketing plan that will support these goals.

Reviews for the sales department are also critical. If a salesperson has not reached the standards, then the communication and guidance can be directed at specific areas that need attention. A plan of action is then agreed upon by both parties and put into action (additional training, daily reviews, role playing and monitoring phone calls) with a follow up review time set within two weeks. Even within companies that believe in formal personnel reviews and performance standards, management frequently evaluates salespeople by the same criteria they use for administrative, operations or support personnel and this method will not produce the results you need.

Sales Creators will design an effective and achievable set of standards by which your company can conduct a professional personnel assessment and review program. This process will complement your sales team's achievements as measured by their expectations and goals. We will help you evaluate their results in such areas as: activity, goals, prospecting, customer relations, sales profitability and administration.

Teamwork Is Building Employees That Want Cooperation, Communication and a Single Purpose

Once your company has individual performance standards and your employees in that department are reaching their goals, it is time to pull your team together. Set group goals and expectations and provide incentives for the group when the goals are reached. Daily feedback of results is needed to keep the assembled team focusing on the new goal. This review should move the focus for training and advice from management to the team. Let them share their ideas and experiences. The team performance goals will be much larger numbers than an individual's numbers, and at first it may seem very difficult to reach. That is why management must break the monthly goals into daily achievable activity; then individual and target numbers seem more attainable. Management must not only give praise to the individual doing the exceptional work, but must also focus on the team results and praise, correct, or redirect accordingly. During the team building period (the first 6 months) meeting and discussions with the group should spotlight the positive aspects. If there is an individual who is not meeting their goals, bring them in for counseling via a one-on-one meeting.