Performance Appraisal

By | June 8, 2007

During the last decade it has become apparent that intellectual understanding, knowledge and the ability to apply that knowledge is the fuel for global competitiveness and growth. Increasingly companies are reliant on the knowledge and competence of the people who work for them as a source of competitive advantage. As they learn to their cost that all other forms of advantage, such as product innovation, capital utilisation and market expansion can be easily replicated by their competitors, the question of how to attract, retain, motivate and manage people has become a major focus of attention.

For Field Sales Managers, area or regional sales managers, and all other executives the ability to motivate and manage salespeople is of paramount importance.

The purposes of having a system for regular employee appraisal are:

  • To evaluate work performance
  • To acknowledge contribution
  • To identify strengths and weaknesses
  • To assess potential and
  • To agree future development

The system keeps employees interested, committed and motivated. It is also a primary and important instrument of two-way communication.

For each employee, it answers the questions:

  • ‘What is expected of me?’ and ‘How am I doing?’
  • ‘Where am I going?’ and ‘What can I do to improve?’

For more information on:

  • Avoiding Appraisal Pitfalls
  • Timing the Appraisal
  • Preparing for the Appraisal
  • Conducting the Appraisal Interview
  • After the interview

our Field Sales Management open programme is ideal for those at the first level of line management, many of whom will have the dual responsibility of managing and selling.

To book a place on Field Sales Management or to discuss further how Structured Training can help your organisation, please contact us.

Related Posts