Sales questions
1.10 Explain the major reasons for using sales contests. What makes a good sales contest?
• Increase number of new customers
• Develop sales of a new products
• Counteract sales slumps due to seasonal variations
• A good sales contest needs to have realistic goals, should be publicized and promoted, not too long of duration (approx. 2 weeks, if runs too long interest is lost), give the reps prizes that they value, don’t make it so only the top sales people win.
1.13Identify outcome-based, behavior-based and professional development measures that could be used for sales force performance evaluations. In your opinion, which of these three categories of measures are most important for evaluating salespeople?
• Outcome-cased: sales results, profitability indices, sales efforts (little monitoring of sales people, instead straightforward &objective measures of results)
• Behavioral-based: subjective measures of salesperson characteristics, activities, & strategies (sales related activities)
• Professional-based: professional selling skills, professional knowledge, personal characteristics
• Most important→ outcome based measure are the most important in my opinion, because even if a sales person has gotten more professional knowledge about selling skills does not necessarily mean that he is selling well, also even if one has more salesperson characteristic, the most important is that they are actually working in practice. Also, the most important thing of the day is that they sell and make successful contracts with the clients in order for the company to earn revenues.
1.14Explain the multiple purposes for employing sales quotas. What are the features of an effective quota plan?
• They provide targets for sales personnel to achieve, act as standards to measure sales force performance and help motivate the sales force.
• Features of effective quota plan: realistic quotas, understandable quotas, including salespeople in
• Increase number of new customers
• Develop sales of a new products
• Counteract sales slumps due to seasonal variations
• A good sales contest needs to have realistic goals, should be publicized and promoted, not too long of duration (approx. 2 weeks, if runs too long interest is lost), give the reps prizes that they value, don’t make it so only the top sales people win.
1.13Identify outcome-based, behavior-based and professional development measures that could be used for sales force performance evaluations. In your opinion, which of these three categories of measures are most important for evaluating salespeople?
• Outcome-cased: sales results, profitability indices, sales efforts (little monitoring of sales people, instead straightforward &objective measures of results)
• Behavioral-based: subjective measures of salesperson characteristics, activities, & strategies (sales related activities)
• Professional-based: professional selling skills, professional knowledge, personal characteristics
• Most important→ outcome based measure are the most important in my opinion, because even if a sales person has gotten more professional knowledge about selling skills does not necessarily mean that he is selling well, also even if one has more salesperson characteristic, the most important is that they are actually working in practice. Also, the most important thing of the day is that they sell and make successful contracts with the clients in order for the company to earn revenues.
1.14Explain the multiple purposes for employing sales quotas. What are the features of an effective quota plan?
• They provide targets for sales personnel to achieve, act as standards to measure sales force performance and help motivate the sales force.
• Features of effective quota plan: realistic quotas, understandable quotas, including salespeople in