Rate your company on a scale from 1 (strong) to 5 (weak).  After submitting your self assessment, we will contact you to discuss your firm's score in relation to others.

Sales Segments & Objectives

1. Customer segments are identified and clearly defined.
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2. Customer segments are prioritized for sales coverage purposes.
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3. We understand how customers want to buy.
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4. We know our current revenue for each segment.
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5. We know the potential revenue for each segment.
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Coverage Model

1. The channels that provide the best access to our target segments are identified.
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2. We regularly review our selected channel ROIs and associated channel strategy.
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3. Metrics and tools are in place to measure ongoing channel performance on a regular basis.
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4. Rules of engagement for channel members are clear and conflict is minimal.
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5. A strong correlation exists between compensation to channel partners and their value-add.
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Sales Process

1. We know the percent of revenue we retain from accounts year-to-year.
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2. We know what percent of growth comes from penetrating existing customers.
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3. We know what percent of sales come from new account growth.
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4. We understand the sales process steps for retaining and penetrating existing customers.
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5. We understand the sales process steps for winning new customers.
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6. We have quantified workload and attrition rate at each step of the sales process.
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Job Design & Organization Structure

1. Our sales and service coverage matches our business and marketing strategy. 
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2. We align the appropriate direct sales resource with the appropriate accounts and target segments.
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3. Sales, service, and marketing jobs are clearly defined and understood.
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4. We understand each job’s role as to customer access, persuasion, and fulfillment.
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5. Our reporting structure makes sense for the business.
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Resource Deployment

1. We have deployed resources to optimally cover market potential.
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2. Sales management has tools to determine headcount based on existing and prospect accounts.
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3. We generally have the right resource working on the right opportunity.
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Sales Talent & Supervision

1. We consistently attract the top sales talent in our industry.
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2. Sales management is satisfied with recruiting efforts across the organization.
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3. We have clearly articulated the knowledge, skills and abilities required for success in each sales position.
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4. We provide a clear an attractive career path for top performers.
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5. Our first line managers are effective mentors and coaches for developing sales people.
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6. Our training programs provide the appropriate mix of standardized and customized material based on the needs of individuals.
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Performance Metrics

1. We employ a set of metrics to track performance to sales plan.
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2. Our performance metrics provide accurate and useful information.
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3. We can distinguish our growth between existing business and new business.
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4. Sales time vs. non-sales time is measured for all positions.
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Quotas & Sales Compensation

1. Sales goals are established based on top-down business goals and bottoms-up customer revenue opportunity.
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2. Sales managers do a good job in setting sales rep quota.
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3. 60-70% of sellers exceed quota annually.
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4. Compensation plans are directing reps to our desired behaviors.
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5. Our compensation plans support our business objectives and sales strategy.
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