Sales Competency Assessment
Skillscorer deploys a three step process:
1. Develop Competency Framework
Utilising our pre-developed sales comptency templates, SkillsWorking will work with you to define in detail the competencies required for each of the job roles in your sales department. Additional weighting scores are allocated to each competency to reflect the priorities of the role for your organisation. You can use our existing template without modification or we can facilitate a competency workshop to establish a competency set that truly relflects the nuanaces of your sales organisation and operating environment.
FIG 1: Developing the Competency Framework.
2. Survey Deployment and Scoring
The competencies are built into a specific online questionnaire and sent to your salespeople, who complete the survey using their best judgment.
We work with you to ensure the programme is communicated to participants in a positive way (See FIG 2.) We provide a call centre support line for any questions along the way.
The SkillScorer system uses a 10 point scale to identify real detail in each persons competencies. (See FIG 3)
Usually we allow one to two weeks for the salespeople to complete their online scoring. The following week each salesperson must meet, preferably face-to-face, with their manager to agree the competency scores for results analysis.
These meetings are an important part of the comptency process because it gives the manager and salesperson a chance to reach agreement and consensus of the scores and the way they are performing in their role.
If the scores for any competency cannot be agreed in the meeting the salesperson and sales manager can each log their up to 5 differences. This can also provide useful insight into management performance.
FIG 2: Communicating the online SkillScorer survey to your staff.
FIG 3: Deploying the survey with the SkillScorer 1 to 10 point scoring system.
3. Results and Recommendations
After the survey has closed the scores are processed to provide meaningful reports, which can include individual, team, regional, company and corporate results. These powerful results can now be used to focus on specific development and training initiatives that will have the greatest impact in the shortest time and at least cost.
FIG 4: SkillScorer Radargrams are an effective way to visually
demonstrate how the competencies of each sales person
or team match to the desired organisational standard.
Skillscorer deploys a three step process:
1. Develop Competency Framework
Utilising our pre-developed sales comptency templates, SkillsWorking will work with you to define in detail the competencies required for each of the job roles in your sales department. Additional weighting scores are allocated to each competency to reflect the priorities of the role for your organisation. You can use our existing template without modification or we can facilitate a competency workshop to establish a competency set that truly relflects the nuanaces of your sales organisation and operating environment.
FIG 1: Developing the Competency Framework.
2. Survey Deployment and Scoring
The competencies are built into a specific online questionnaire and sent to your salespeople, who complete the survey using their best judgment.
We work with you to ensure the programme is communicated to participants in a positive way (See FIG 2.) We provide a call centre support line for any questions along the way.
The SkillScorer system uses a 10 point scale to identify real detail in each persons competencies. (See FIG 3)
Usually we allow one to two weeks for the salespeople to complete their online scoring. The following week each salesperson must meet, preferably face-to-face, with their manager to agree the competency scores for results analysis.
These meetings are an important part of the comptency process because it gives the manager and salesperson a chance to reach agreement and consensus of the scores and the way they are performing in their role.
If the scores for any competency cannot be agreed in the meeting the salesperson and sales manager can each log their up to 5 differences. This can also provide useful insight into management performance.
FIG 2: Communicating the online SkillScorer survey to your staff.
FIG 3: Deploying the survey with the SkillScorer 1 to 10 point scoring system.
3. Results and Recommendations
After the survey has closed the scores are processed to provide meaningful reports, which can include individual, team, regional, company and corporate results. These powerful results can now be used to focus on specific development and training initiatives that will have the greatest impact in the shortest time and at least cost.
FIG 4: SkillScorer Radargrams are an effective way to visually
demonstrate how the competencies of each sales person
or team match to the desired organisational standard.
