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Goals Report

Automatically printed weekly so you can prominently post.

Most of us structure goals on a monthly basis. The problem is that many salespeople don't pay attention to monthly goals until about the third week. By then, sometimes salespeople are so far behind it's too late to catch up! For those companies that don't set goals, they have no idea how good they can be if they reach higher. A quote from Yogi Berra says it all: "If you don't know where you are going, you will probably end up somewhere else.”

Vince Lombardi once said, “The difference between being truly great at something and being average is a very small fraction. It’s a matter of inches of additional effort on every play.” The difference is a solid work ethic, developing a habit of good daily skills and intelligent goal setting.

Vince Lombardi was a huge proponent of goal setting. He believed that the difference between ultimate success and mediocrity is about 2% additional effort when everyone else gives up. Structured prepared attainable short term goals will get you to the level you want faster than anything else at your disposal.

The TRAXsales Goals Program permits you to easily take your monthly goal and automatically break it down by week. It then permits you to create a minimum performance level. When a sales person is above their goal for the week, they get two thumbs up, when they are below their goal yet above the minimum they get one thumb up. If they are below their minimum for the week, they receive a caution sign. When a salesperson has performed way over their goal for the week they receive a double eagle symbol. You can adjust the double eagle goal to any percentage over goal you desire.

TRAX provides a report, which automatically displays these goals by sales person and for the entire showroom. This chart is automatically printed weekly and should be displayed prominently where all salespeople can see it. If you have a regular Saturday morning meeting you should set this report so it prints each Saturday morning for you and is waiting in the printer tray when you arrive. This report does not display any numbers, but does let everyone know how they compare. It promotes friendly "good old fashioned" American competition. This is also an excellent report for comparing one showroom to another for multiple location operations so you can compare your sales management teams effectiveness on a monthly basis. Our spiff contest works very well for your monthly managers meetings. Especially if you like to bonus your showroom managers based on sales performance.

Special Notes on Goal Setting (don’t put minimums too close to goal)

· Most dealers’ structure their goals based on percentage increases over last year unless you have special events or circumstances affecting these goals.

· Set the minimums based on the dollar volume level where a sales person is not doing themselves or the company any good. For starters, we suggest approximately 25% of the goal. If the goal amount is $10,000 per sales person per week, the minimum would be $7,500. Of course you may set the minimums at any level you like, but if you set the minimums at too close to the goal you will not easily see if someone is in serious trouble.

· (If you want to set goals based on units this is also easy to do, just select this in maintenance under properties.)

· Initially set the goals so that you are promoting success (promoting wins). It is easy to adjust any goals later, vacations etc.

· Setting goals is a two part strategy.

· Set the goal evenly for all sales people (assuming equal hours worked). Do not set the basic goals higher for your super-stars for the purpose of this contest. We suggest that you apply a fair shore attitude for the first level of the goals program. In other words the goals should be divided evenly by all your salespeople who are through the first 90 day training probationary period. Then set a separate private goal for each salesperson based on their personal goals and motivations. This is based on a one on one conversation regarding the amount of money they want to earn for the year. Use the Double Eagle to adjust this personal goal. If a salespersons personal goals do not exceed the basic fair share goal, why not? There are only two possibilities. You are severely understaffed and your salespeople are at peak performance already, or you have an individual who is not very motivated by goals and the fun of making money and maybe is not right for this profession because they are not going to help you reach your personal goals.

· The logic behind first setting a fair share goal for each salesperson is that if you set a basic goal higher for your top performing people and they outsell everyone else, they may still fall short of their loftier goal and thus have failed. If a sales person is relatively new (and properly trained), they should have the same fair share goals as everyone else, and managements job is to get this new person to the same level of proficiency as the rest of the sales team no matter what.

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