12 Reasons Why Prodoscore is a Better Way to Measure a Sales Team’s Performance

Most sales managers understand that not all sales professionals were created equal. The Pareto principal or 80/20 rule is particularly prevalent in these types of environments. In other words, 20 percent of your sales team members are likely contributing 80 percent of the team’s quota in any given month. When comes down to a measure of this figure, it may range a bit from month to month, but overall, this principal is nearly like a law of physics – in happens consistently, across industries geographies and companies.

Given this fact, you likely already know who your top 20 percent leaders are – they are likely self-driven, have mastered your value proposition and understand just how to tell the right story to the right decision maker, and can do so consistently over and over again. Not much management is likely needed here.

But what about the other 80 percent of your team? What programs have you put in place to help how you measure their performance, to then improve upon it? The potential upside is significant. Imagine what your quota over-attainment might be if a third of these folks made quota next month, instead of falling short?

What you need is an easy way to quickly track progress, a way that is intuitive, accurate and can be used to coach and help improve overall sales performance. What you need is Prodoscore.

Here are 12 reasons why you need Prodoscore now:

1. Prodoscore presents sales performance as one simple number, which then makes it easy for management to measure and understand; no more complicated graphs or charts that require additional time and resources to interpret complex data patterns.
2. Visually analyze employee work behavior quickly, to better understand patterns of successful sales people vs. the rest, letting you build a better sales team.
3. Hire remote workers with greater confidence, enabled through better visibility into their work day activities; gain confidence with leadership that remote workers are being productive.
4. Encourage utilization of application investments such as CRM, by making it a part of a Productivity Score™.
5. Create an audit log of work performance with no extra effort, to then be available for future potential litigation; historical record documents employee non-performance (if applicable).
6. Get activity alerts of remote or onsite sales team members, for when you can not measure any activity  being performed over a period of days.
7. Recognize a good employee you want to keep, or one that is downward trending, to then engage with them before it is too late, and they leave the company, saving your company money by avoiding the cost to find and onboard another sales person.
8. Better understand current and future capacity limits of salespeople. Don’t let them tell you “I’m so busy” and not have a way to quantify it.
9. Gamify activity amongst the sales team by encouraging productive activities that will help generate more deal flow.
10. Identify stellar hard working performers without them having to tell you.
11. Increase and reduce unnecessary headcount with ready access to visual capacity data.
12. See bad practices as they occur, to then remedy quickly; examples include bad messaging on emails, poor calling times or not enough appointment settings in the calendar.