Go beyond ad-hoc coaching and build a scalable system. Create a dashboard for each salesperson tracking key leading indicators (e.g., pipeline generation). Reviewing this data weekly allows leaders to spot specific gaps and deliver precise, data-driven coaching across a large organization.
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Underperforming sales reps are not failures; they often lack proper coaching or strategic frameworks. Investing in their development can transform these reps from liabilities into consistent performers, saving the high costs associated with turnover and re-hiring.
When growth stalls, blaming a broad area like 'sales' is ineffective. A simple weekly scorecard forces founders to drill down into specific metrics like lead volume vs. conversion rate. This pinpoints the actual operational drag, turning a large, unsolvable problem into a focused, actionable one.
View metrics like call volume and conversion rates not just as numbers for your manager, but as your personal scoreboard. This perspective provides immediate, unbiased feedback on your own performance. It shifts the focus from external pressure to internal analysis, empowering you to identify weak spots and take ownership of your improvement.
Instead of focusing on a large quota, leaders should reverse engineer it. Calculate the number of deals needed based on win rate and average contract value, then break that down into weekly opportunity creation goals for reps.
A system called AISOS was built to scale a small enablement team. It provides on-demand sales coaching, delivers just-in-time training content, and conducts pipeline analysis. This multi-function approach allows a small team to support a wide array of sales roles from BDRs to enterprise AEs.
Effective coaching follows a three-step process: Identify a metric-based performance gap, validate the specific rep behaviors causing it, and then co-create a coaching plan focused on improving those behaviors, not just the lagging metric.
Instead of a standard inputs-to-outputs funnel, structure dashboards to start with top-line results (attainment, forecast). Then, drill down into pipeline mix, pipeline generation, and finally, activities. This tells a clear story of what's driving the results.
An automated workflow analyzes call transcripts and sends immediate, private feedback to the sales or CS rep on what they did well and where they can improve. This democratizes high-quality coaching, evens the playing field across managers of varying skill, and empowers motivated reps to upskill faster.
SDR teams often ignore complex dashboards with too many metrics. Simplify reporting to four key numbers: dials (effort), connections (quality), meetings scheduled (conversion), and meetings ran (outcome). This clarity increases trust, accountability, and focus on the activities that drive results.
When successful reps get bored and start changing their effective talk tracks, their performance can dip. To coach them, anchor the conversation in data from their peak. Review past call recordings and metrics to show them precisely how their messaging has deviated and guide them back to their proven strategy.