Sales staff performance appraisal scheme

Sales staff performance appraisal scheme

In order to effectively ensure the level and quality of things or work, it is often necessary to make plans in advance. The plan is concrete, thorough and operable in terms of purpose, requirements, methods and progress. So how should we make a plan properly? The following is my carefully arranged salesman performance appraisal scheme. Welcome everyone to refer to it, I hope it will help you.

The salesman performance appraisal scheme 1 aims at "mobilizing the enthusiasm of all employees, improving labor efficiency and increasing economic benefits", embodies the principle of "getting more for more work, and distributing according to work", and strives to establish a "fair, open and just" performance appraisal model combining incentives and constraints.

First, the monthly salary assessment rules:

Salesman's monthly salary P = basic salary A+ hard target assessment B+ soft target assessment c.

Hard target assessment B = (actual sales this month/planned sales this month) * 100% × actual sales this month × 15%.

1. The customer file is complete, the company name and the name of the principal responsible person are accurate, the address is accurate and detailed, and the company telephone number and the mobile phone number of the principal responsible person are accurate. If there is a website or email address, it should be accurately recorded together. Each key customer should establish a "Class A Customer Information Registration Form". Please adjust the corresponding contents of the registration form within 15 days after the customer information is changed.

2. Be familiar with customers in both directions, memorize the contents in the customer relationship card, and freely tell the basic information of customers, especially the interests and hobbies of key customers, recent joys and sorrows, and recent business progress. When meeting customers, they can call each other by their first names. Customers can at least casually say who you are, the company you represent and the name of the product or service you make. )

3. Help customers do at least one thing every week. For Class A customers, at least one thing should be done every week to help customers, or to solve a customer problem, handle a customer complaint, give customers advice, understand a customer's needs, do a job, and provide customers with a consulting marketing information plan. In short, you must do one thing for your customers every week, which can be the business of your company or your personal business.

Customers must recommend (recommend for the first time) your products or services. Customers, whether facing subordinates or direct customers, can be the first to recommend our products and services. When they want to do some activities, customers always think of us first. Customers can understand the characteristics, advantages and selling points of our products and services.

5. Respond to customers' opinions and suggestions, market competitive product trends and competitors' activities promptly and quickly.

6. Important dates such as New Year's Day, Spring Festival, Lantern Festival, Tomb-Sweeping Day, May Day, Dragon Boat Festival, Mid-Autumn Festival, National Day, Thanksgiving Day, Christmas Day, customer's birthday, major festivals of the customer company, etc. must be communicated with the customer once by phone or SMS. It is especially important to note that when greeting, you must sign in the format of "company name+personal name" to let the customer know who cares about him and greet him. Avoid sending text messages to greet customers, but customers don't know who sent them.

7. The monthly plan and summary, weekly plan and summary, and work diary are standardized and complete, and all reports required by the company are submitted on time with comprehensive and accurate contents.

8. Care about the development of the company, and put forward opinions and suggestions for reform and improvement in a practical way.

9. Other work temporarily assigned by company leaders.

Second, the year-end bonus assessment rules:

Purpose of reward:

Encourage employees to work hard, stabilize people's hearts, cooperate for a long time, and combine their own economic income and personal development with the company's long-term development goals.

Incentive measures:

1. Total bonus: 5% of the total sales in that year. For example, if the total sales in that year is 6.5438+0 million yuan, the total bonus is 654.38+0 million yuan × 5% = 50,000 yuan.

2. Bonus payment target: employees who have formally applied, completed the application procedures and worked for a long time.

3. Calculation method of individual bonus: total salary of individual in current year/total salary of all employees in current year × total bonus = bonus due to individual in current year.

In view of the different length of employees' employment, in order to encourage employees to work stably for a long time, the bonus will be calculated according to the above formula for those who have worked continuously for more than 3 months; If it is less than 3 months, it will decrease by 1 0% every month.

The company has the right to adjust the individual bonus amount calculated by the above calculation method within the range of 20% according to individual performance. The adjusted total bonus shall not exceed 5% of the total sales in the current year.

5. Bonus payment time: accounting will start after the following year 1, and it will be paid around 10 days before the Spring Festival.

In order to stimulate the enthusiasm of sales staff, improve their work performance, actively expand the market, promote the marketing of the company's products and maintain the normal development of the company, the second performance appraisal scheme for sales staff is formulated.

This scheme adopts a combination of qualitative and quantitative methods to assess the company's marketing personnel fairly, justly and reasonably, so as to promote competition, encourage the advanced and spur the backward.

First, the basic salary of marketing personnel

The salary composition of the company's marketing personnel is mainly basic salary+business commission+performance bonus.

The basic salary is the necessary expenditure to maintain the basic living guarantee of sales staff and carry out business work. The determination of basic salary can be determined and implemented through consultation between the company and the marketing personnel, and will be used as the basic salary standard for new salesmen in the future.

Second, the performance appraisal method

This performance appraisal method is divided into three items: monthly appraisal, quarterly appraisal and annual appraisal.

(1) Monthly assessment

1. Formulation of monthly business indicators for sales staff

Sales staff should make their own business plans every month and set the business volume of this month according to the company's marketing objectives this month. The company determines the basic business indicators of each salesman this month according to the business volume set by the salesman and the company's marketing target this month.

The basic business index is the business volume that each salesman must complete, and it is a necessary condition for a salesman to get a basic salary. Sales staff can only get the basic salary if they complete more than 80% of the basic business indicators. If you don't reach 80% of the basic business indicators, you can only get 80% of the basic salary.

2. The salesman can complete the basic indicators of the month, in addition to enjoying the basic salary in full, he can also get the commission. The commission is calculated on the basis of the customer's monthly wine purchase quota set by the salesman, and the commission quota is 65438+ 0.5% of the ordinary wine purchase quota and 3% of the red wine purchase quota. In addition to the basic business indicators, the commission for ordinary wine is 2%, and that for red wine is 3.5%. If more than 80% of the basic business indicators are completed, there will be no commission for the month.

3. The basic business index refers to the number of new customers, including catering, group buying, wedding banquets, offline wholesalers and other major purchasers. Individual bulk purchases are no longer included. The commission is settled according to the customer's consumption quota. The consumption of new customers is settled at the end of the year, so the commission of the salesman is also settled at the end of the year.

4. Individual bulk purchases developed by salesmen can also enjoy commission on the premise of completing basic business indicators, and the commission amount will be settled according to the total annual consumption of customers at the end of the year.

5. Some uncertain variables

A salesman has an intended customer this month, but it has not been officially confirmed.

Salesman B has spent a lot of energy to complete a heavyweight customer this month, but has no energy to develop other new customers.

C due to other emergencies this month, the salesman can't complete the task.

In view of the above situation, the company should not evaluate the business level of salesmen by the results of a single month.

(2) Quarterly evaluation

1, the purpose of quarterly assessment

On the basis of monthly assessment, establish quarterly assessment according to the characteristics of business work. Because marketing work can't be calculated clearly on a monthly basis, quarterly assessment is necessary in order to be fair and just, and to better motivate marketers and give full play to the ability of salesmen. Three months is also the basic assessment period for salesmen.

2, quarterly assessment method

Quarterly assessment is mainly to weight the basic indicators of a quarter for three months, and then to determine the assessment results of marketers by integrating the monthly performance and total performance of each marketer in the quarter.

3, quarterly assessment level and rewards and punishments

If the basic indicators are completed within three months in the quarter, it will be assessed as qualified.

In the quarter, one of the three months was not completed, but the overall completion was qualified.

Two of the three months in the quarter are not completed, but the total number is completed, which is assessed as qualified.

If the basic indicators are completed within three months in a quarter, and 1-2 months are overfulfilled, it will be rated as good.

If it is not completed within three months in the quarter, it will be assessed as unqualified.

If it is overfulfilled in three months in a quarter, it will be rated as excellent.

The company will fire unqualified marketers. Reward excellent salesmen with good grades. The incentives are as follows:

1, the marketing staff is good and rewarded.

2, excellent level of marketing personnel, reward.

3. According to the specific business completion, determine the candidate who won the honor of "quarterly star marketer".

(3) year-end assessment

The year-end assessment is an important work to summarize the marketing work for one year. The year-end assessment is mainly based on quarterly assessment. Combining the assessment of the four quarters of this year and other performances of marketers, the work of marketers is comprehensively scored as the main basis for year-end commission and reward.

1, grade division of year-end assessment

It is rated as qualified every quarter and qualified at the end of the year.

Within one year 1 quarter, it is good or excellent, the rest are qualified, and the year-end assessment is qualified.

Two quarters in a year are good or excellent, the rest are qualified, and the year-end assessment is better.

Two or three quarters in a year are excellent, the rest are good, and the year-end assessment is excellent.

Three quarters of the year are good, the rest are qualified, and the year-end assessment is good.

Four quarters of the year were rated as good and the end of the year was rated as excellent.

Four quarters in a year were rated as excellent, and at the end of the year, they were rated as "superstars".

And so on, that is, according to the comprehensive performance of a year, to determine the level.

2. Year-end assessment methods of rewards and punishments

A pay the commission of this year in full at the end of the year, and accumulate the commission amount due each month. (It can also be distributed quarterly)

B The year-end bonus is linked to the year-end assessment grade, and the higher the grade, the more rewards.

(four) the business commission of non-marketing personnel

The company encourages employees to develop more business for the company. Non-marketing personnel can also engage in business development after completing their own jobs, or they can get commission, which is the total amount of business. The single item is mentioned, and it is also included in the personal work performance assessment.

The above assessment methods are not only applicable to a single salesman, but also to the assessment of the marketing team (the specific assessment methods within the team and the team members themselves are formulated by the company and reported to the company for the record). It is mainly set for grass-roots marketing work, and does not include the assessment for marketing leaders.

Third, the cost subsidy for marketing work.

When marketing personnel carry out marketing work, it is inevitable that some expenses will be incurred. These expenses should be borne by the company. On the one hand, the company can subsidize the marketing staff through reimbursement, on the other hand, it can also be reflected in the basic salary of the marketing staff. According to the actual situation of the company, combined with the needs of marketing work, and referring to the peer system, the amount of business work subsidy is formulated.

Fourth, the salary of the marketing staff during the probation period.

The probation period of marketing personnel is generally three months, and the basic salary of marketing personnel is, and there is no commission during the probation period. Those who complete the tasks assigned by the company during the probation period will become regular employees. Those who perform well during the probation period can become full members in advance, and they will be rewarded.

Verb (abbreviation of verb) Other matters related to evaluation.

(A) the judgment and measures of marketing personnel's work mistakes

In the case of operating losses, revealing business secrets, damaging the company's image, and causing losses to the company due to its own reasons, marketers should take decisive measures to recover the losses on the one hand, and hold them accountable on the other. The main factors to determine the loss are:

1. Is it the marketer himself or the company?

2. Business loss

3. Degree of loss

4. Adverse social impact and industry impact.

Judging responsibility from the above aspects. Once losses are caused, the company should make suggestions according to the work performance and losses of the marketing personnel, and give the marketing personnel a chance to remedy them.

Remedy the mistakes in time and summarize them as soon as possible to avoid the recurrence of the same problem.

(B) attendance management of marketing personnel, etc.

Marketing personnel should strictly abide by the company's rules and regulations, which is also one of the basis of year-end assessment.

1, regulations on rest time for marketers

According to the national laws and regulations and the company's actual situation, the company's marketing staff can take a day off every week, usually Sunday, and can be adjusted if there are special circumstances.

2. Attendance management

Report to the company before 8: 30 every morning, and 5: 30 in the afternoon is the normal time to get off work. You need to report to the company before going to work. If you need to stay in the business place because of business needs, you must explain it on the same day. Those who fail to report to the company without explanation will be punished.

3. Leave management

If the marketing personnel need to take leave, they should explain to the company in advance, fill in the leave form and report it to the general manager for approval, or go through the leave formalities afterwards. If you don't explain it, it will be handled and punished by the marketing staff. Absence for more than 3 days/month will be dismissed by the company.

4. Marketing conference system

4. 1 There is a morning meeting every day, which is organized by the marketing general manager after reporting to the company at 8: 30 every day to briefly exchange the work of the previous day and the work of that day.

4.2 Work summary meeting once a month, summarizing the work of the current month, verifying the completion of marketing business and making plans for the next month.

4.3 For some important business projects, special business meetings can be held to discuss key strategies.

5, marketing staff work plan and summary system

Every marketer should truly record his daily work, do it once a month, and put forward the work plan for the next month, and submit it to the marketing general manager of the company in the form of official text. The company replies to the marketing staff's work summary and plan.

6, customer information summary system

The customers developed by marketers during their work in the company belong to the company, and all marketers should make the customer information developed into a customer information table and submit it to the company for filing in the form of electronic text.

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